HomeMy WebLinkAbout2017-01-24-minutes-hr-study-sessionCOMMISSIONERS' MINUTES
KITTITAS COUNTY, WASHINGTON
BOCC CONFERENCE ROOM
REGULAR MEETING
HR STUDY SESSION
TUESDAY 10:00 AM January 24, 2017
Board members present: Obie O’Brien, Paul Jewell, Laura Osiadacz
Others: Lisa Young
1) Call to order: 10:00 AM
2) Request to Approve a Collective Bargaining Agreement with AFSCME Local 792-CH
– HR Director Young presented the new Collective Bargaining Agreement with AFSCME
Local 792-CH, Courthouse Union. She reported that the employees voted to accept the
County’s proposal. Commissioner Osiadacz moved to approve the Contract as presented;
Commissioner O’Brien seconded. The motion passed 3:0.
3) HR Projects – Director Young reported that she was finalizing numbers for the wage
survey.
4) Executive Session – Qualifications of an Applicant (Tentative)
RCW 42.30.110 (g) To evaluate the qualifications of an applicant for public employment or to review
the performance of a public employee. However, subject to RCW 42.30.140(4), discussion by a
governing body of salaries, wages, and other conditions of employment to be generally applied
within the agency shall occur in a meeting open to the public, and when a governing body elects to
take final action hiring, setting the salary of an individual employee or class of employees, or
discharging or disciplining an employee, that action shall be taken in a meeting open to the public
The Board entered Executive Session at 10:05 AM to discuss the qualifications of an
applicant for public employment. Anticipated length: 15 minutes; anticipated action:
Direction to staff. At 10:20 AM the Board extended the Executive Session for three
minutes. The Board exited Executive Session at 10:23 AM. The Board discussed the next
steps regarding recruitment for Fire Marshal. They determined that Commissioner
Osiadacz would take the lead on assessing the needs of the County and exploring options
for fulfilling the duties of Fire Marshal. She will notify the internal candidate of the decision,
and HR will pull the posting. Commissioner Osiadacz will report back in a month.
5) Other Business – HR Director Young let the Board know that the Sheriff’s Office
command staff had expressed interest in looking at Teamsters medical for their small
group. She has provided them with information to review and consider. She emphasized
that this was very preliminary at this point and just wanted them to be aware of the interest.
COMMISSIONERS' MINUTES
KITTITAS COUNTY, WASHINGTON
BOCC CONFERENCE ROOM
REGULAR MEETING
HR STUDY SESSION
6) Adjourn: 10:27 AM
KITTITAS COUNTY COMMISSIONERS
KITTITAS COUNTY, WASHINGTON
Lisa Young Paul Jewell, Chairman
COLLECTIVE BARGAINING AGREEMENT
Between
KITTITAS COUNTY
BOARD OF COUNTY COMMISSIONERS,
Assessor, Auditor, Clerk, Treasurer,
Upper & Lower County District Court, and Superior Court
And
COUNCIL 2
Washington State Council of County and City Employees
Representing LOCAL 792CH
American Federation of State
County and Municipal Employees, AFL-CIO
January 1, 2017— December 31, 2019
MC
792 -CH COURTHOUSE UNION
TABLE OF CONTENTS
PREAMBLE.................. ... . ................................................. .................................................
ARTICLEI - RECOGNITION.......................................................................................................1
ARTICLE 11- MEMBERSHIP.......................................................................................................1
ARTICLE Ill — TYPES OF EMPLOYMENT.....................................................................................2
ARTICLE IV — MANAGEMENT RIGHTS......................................................................................3
ARTICLE V — CONDITIONS AND DURATION OF AGREEMENT.....................................................4
ARTICLE VI — NEGOTIATIONS AND/OR LABOR-MANAGEMENT MEETINGS................................4
ARTICLEVII — TIME TABLE..............................................:........................................................5
ARTICLE VIII — SUBORDINATE TO STATUTES............................................................................5
ARTICLE IX — GRIEVANCE PROCEDURE..................................................................................... 6
ARTICLE X — HOURS OF WORK - OVERTIME.............................................................................9
ARTICLEXI — HOLIDAYS........................................................................:...............................10
ARTICLE X11- SENIORITY........................................................................................................12
ARTICLE XIII — LAYOFF/RECALL..............................................................................................13
ARTICLEXIV- VACATIONS.....................................................................................................14
ARTICLEXV — SICK LEAVE......................................................................................................15
ARTICLE XVI — BEREAVEMENT LEAVE....................................................................................17
ARTICLE XVII — HEALTH AND WELFARE.........................:.:..........................:....:...:......:::.;.......17
ARTICLE XVIII - WAGES.........................................................................................................19
ARTICLE XIX — EMPLOYEE PERFORMANCE EVALUATIONS.......................................................19
ARTICLEXX -DISCIPLINE .......................................................................................................20
ARTICLE XXI — MILITARY LEAVE, JURY LEAVE, AND LEAVE OF ABSENCE..................................22
ARTICLEXXII —JOB CLASSIFICATION........................::..:......:..........,.......................................23
ARTICLE XXIII — OPEN POSITIONS/PROMOTIONS...................................................................24
ARTICLE XXIV - LONGEVITY.........................,.........................................................................25
ARTICLEXXV— DRUG TESTING..............................................................................................25
ARTICLEXXVI — FAMILY AND MEDICAL LEAVE.......................................................................30
APPENDIX..A........................................................................................................................
33
CUSTODIAL/MAINTENANCE.................................................................................................43
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PRFOMRI F
This Agreement is made pursuant to the provisions of RCW 41.56, by and between
KITTITAS COUNTY ASSESSOR, AUDITOR, BOARD OF COMMISSIONERS, CLERK,
TREASURER, UPPER AND LOWER COUNTY DISTRICT COURTS AND SUPERIOR COURT,
hereinafter referred to as the Employers, and Council 2, Washington State Council of
County and City Employees, Local 792CH, hereinafter referred to as the Union.
The parties hereto desire to establish the standards of hours of labor, rates of pay, and
other conditions under which the covered employees shall work for the Employers, and
desire to regulate the mutual relations between the parties hereto during the term of
the Agreement.
It is being specifically understood and agreed that all provisions herein are subject to
existing laws, and if any provision is held or found to be in conflict with the law relating
thereto, said provision shall be void and shall not bind either of the parties thereto.
ARTICLE I - RECOGNITION
The Employer recognizes the Union as the certified exclusive bargaining representative
for all regular full-time, regular part-time, and limited part-time employees in the
departments and positions listed in the Appendices and Addendums to this agreement
for the purpose of collectively bargaining with respect to wages, hours and working
conditions.
EXCLUDED from the unit are all elected officials, confidential employees, supervisors, as
defined by RCW 41.56.030, and any other employee classification not listed above.
ARTICLE II - MEMBERSHIP
It shall be a condition of employment that all employees of the Employer covered by
this Agreement who are members of the Union in good standing on the effective date of
the Agreement shall remain members in good standing and those who are not members
on the effective date of the Agreement shall, on the thirtieth day following the effective
date of the Agreement, become and remain members in good standing in the Union.
It shall also be a condition of employment that all employees covered by this Agreement
and hired on or after its effective date shall, on the thirtieth day following the beginning
of such employment become and remain members in good standing in the Union.
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Payment shall be by payroll deduction and the aggregate amount rendered to the
Washington State Council of County and City Employees, Post Office Box 750, Everett,
Washington, 98206-0750.
However, any employee of the Employer who, for bona fide religious tenets or teaching
of a church or religious body of which such employee is a member, may claim
exemption as provided in RCW 41.56.122. In accordance with that statute, such
employee shall pay an amount of money equivalent to regular Union dues and initiation
fee to a non -religious charity or to another charitable organization mutually agreed
upon by the public employee affected and the bargaining representative to which such
public employee would otherwise pay the dues and initiation fee. The public employee
shall furnish written proof that such payment has been made. If the public employee
and the bargaining representative do not reach agreement on such matter, the
Washington State Public Employment Relations Commission (PERC) shall designate the
charitable organization.
ARTICLE III—TYPES OF EMPLOYMENT
3.1 Regular Employee: All employees working full-time, part-time, or limited part-
time, other than temporary, who have successfully completed a probationary
period of six (6) months.
3.2 Full -Time Employee: An employee hired in a regular position working forty (40)
hours per week on a regular basis.
3.3 Part -Time Employee: An employee hired in a regular position but working less
than forty (40) hours per work week. A regular part-time employee working
twenty (20) or more hours per work week shall be entitled to pro -rated
insurance benefits, sick leave, vacation, and paid holidays. The calculation for
pro -ration shall be based upon the number of hours worked per week divided by
the number of hours in a full working week for the position.
3.4 Limited Part -Time Employee: An employee hired in a regular position but
working less that twenty (20) hours per week on a regular basis. A regular
limited part-time employee is entitled to retirement benefits, but not insurance
benefits, leave benefits, or paid holidays; they are paid on an hourly basis.
3.5 Probationary Employee: An employee hired to fill a regular position as defined
in Section 3.2, 3.3, or 3.4, who has completed less than the initial six (6) month
period of continuous employment. During the probationary period the
employee shall be on a trial basis and may be discharged for any reason without
recourse to the grievance or arbitration process.
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3.6 Seasonal Employee: An employee hired to fill a position either as full-time or
part-time seasonal employee not to exceed six (6) months duration in a twelve
(12) month period. A Seasonal employee who works more than one (1) month
in the same position shall not be covered by the terms of this agreement except
entry level on the salary schedule. No Seasonal employee shall work more than
six (6) months in a twelve (12) month period.
3.7 Temporary Employee: An employee hired to fill a vacancy caused by (including
but not limited to): extended leave situations, unanticipated excessive
workloads, retirements, transfers, or terminations. Temporary employee's
appointments shall not exceed three (3) months duration. The parties agree the
three (3) month time limit may be waived by mutual agreement.
Temporary employees will not be used to supplant or avoid filling bargaining unit
positions.
ARTICLE IV — MANAGEMENT RIGHTS
The Union recognizes the prerogative of the Employer to operate and manage its affairs
in all respects in accordance with its responsibilities, lawful powers and legal authority.
All matters not expressly covered by the language of this Agreement shall be
administered by the Employer as the Employer may determine.
Affairs of the Employer concerning such prerogative include but are not limited to the
following matters:
(a) The right to establish lawful work rules and procedures.
(b) The right to schedule work and overtime work, as well as the methods
and processes by which said work is to be performed in a manner most
advantageous to the Employer and consistent with the requirements of
the public interest.
(c) The right to hire, transfer, or promote employees as deemed necessary
by the Employer.
(d) The right to discipline, suspend, or terminate an employee.
(e) The right to determine the size and composition of the work force and to
assign employees to work locations and shifts.
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(f) The parties understand that incidental duties connected with operations,
not enumerated in job descriptions, shall, nevertheless be performed by
the employee when requested by a supervisor.
(g) The right to take whatever actions as may be necessary to carry out
Employer services in emergencies. The Employer shall be the sole
determiner of an emergency.
(h) Any employee within the bargaining unit who may feel himself/herself
aggrieved by the exercise of any of the Management Rights specified
hereinabove, or any other claimed prerogative, may seek his/her remedy
by the grievance procedure provided in this Agreement.
Nothing in this Agreement shall be interpreted to detract or circumscribe the trust
emplaced in the officials, in this case, the Board of Kittitas County Commissioners and
other affected elected or appointed officials, and the rights and duties owed thereby to
the electorate in conformity with the statutes.
ARTICLE V — CONDITIONS AND DURATION OF AGREEMENT
This Agreement shall be in full force and effect for the period commencing on the first
day of January, 2017, and terminating on the 31st day of December, 2019. It is
understood and agreed that the terms of this Agreement may be amended or modified
by mutual written agreement of the Employer and the Union.
ARTICLE VI — NEGOTIATIONS AND/OR LABOR-MANAGEMENT MEETINGS
6.1 Either party of this Agreement may elect for itself such negotiator or negotiators
for purposes of carrying on conferences and negotiations under the provisions of
law as such party may determine. No consent from either party shall be
required in order to name such negotiator or negotiators. It is understood and
agreed that the employees shall name no more than four (4) individuals
including one (1) from maintenance within the bargaining unit to serve as
negotiators at no loss of pay or benefits. It is further agreed that this Agreement
recognizes the inclusion of a professional negotiator or negotiators from the
Washington State Council of County and City Employees staff, normally the Area
Representative.
6.2 The purpose of labor-management meetings is to promote and encourage
harmonious relations, cooperation and understanding between the Employer
and its employees. In order to accomplish these goals, a labor-management
committee shall be established consisting of up to two (2) Union members
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chosen by the Union and up to two (2) management members chosen by the
Employer.
6.3 Labor-management committee recommendations for resolution of matters shall
not contradict, add to or otherwise modify the terms and conditions of this
agreement between the County and the Union. The purpose of the labor-
management committee is to approach matters on a problem -solving basis. If
any of the recommendations are intended to potentially modify the labor
agreement, then those recommendations shall be forwarded to the area
representative for the Union and the County's Labor Attorney.
6.4 All parties agree and recognize that the right to schedule Union negotiations
and/or Union -Management meetings outside of business hours is retained by
management. All parties further recognize the intention of management to
schedule these meetings accordingly. Meetings shall be scheduled not later than
twenty (20) working days from the date of a request to meet by either party to
this agreement. Requests shall be in writing and shall contain the items and
topics at issue. The timeline may be waived by mutual agreement of both
parties.
6.5 When Union negotiations and/or Union -Management meetings are scheduled
and conducted during normal work hours, those employees serving in their
designated capacity as Union representatives have been and will continue to be
compensated at their regular rate of pay and benefits with no requirement to
use personal accrued leave.
ARTICLE VII —TIME TABLE
The parties agree that a target schedule for conferences and negotiations to be carried
on by the parties during the final year of the existing Agreement with respect to a
successor Agreement is as follows:
(a) Submission of Union recommendations to Employer on or about August 15.
(b) Submission of Employer's answer by September 10.
(c) Negotiations (if required) to begin by September 15.
ARTICLE VIII — SUBORDINATE TO STATUTES
This Agreement shall in all respects, wherever the same may be applicable herein, be
subject and subordinate to the ordinances of the County, regulations within its statutory
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jurisdiction, and shall further be subject and subordinate to the statutes of the State of
Washington, provided, however, no changes in wages, hours or working conditions shall
be made by County resolution without consent of the Union.
ARTICLE IX —GRIEVANCE PROCEDURE
9.1 The parties hereto recognize the need for fairness and justice in the adjudication
of employee and/or County grievances and enter into this Agreement in a
cooperative spirit to adjust such actions promptly and fairly at the lowest level
possible. If, however, a grievance cannot be resolved through normal means,
the grievance will be settled as hereinafter provided.
9.2 A grievance is defined as a dispute involving the interpretation, application or
alleged violation of any provision of this Agreement.
9.3 Through the procedure as set forth in this Article, a grievance may be presented
by an employee or the County.
9.4 County Grievance: A grievance brought by the County must be initiated at Step
2 of Section 9.8 of this Article.
9.5 Grievances may be heard at any time where practical and feasible.
9.6 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 an extension of time is mutually agreed to in writing. The
Employer or his designee and the employee or his/her representative may
extend the time limits by mutual agreement in writing.
9.7 No grievances, other than grievances initiated by the County, shall be valid
unless said grievance is submitted at Step 1, within ten (10) working days from
its occurrence or when the employee or Union knew or reasonably should have
known of the event giving rise to the grievance. If a grievance is not presented
within ten (10) working days from its occurrence or when the employee or Union
knew or reasonably should have known of the event giving rise to the grievance,
said grievance shall be waived and forever lost. If a grievance is not appealed to
the next step within the specified time limit or an agreed extension thereof, it
shall be considered waived and forever lost.
9.8 The grievance procedure shall be as follows:
Step 1: The grievance shall be presented in written form to the employee's
elected official or department head within ten (10) working days from its
occurrence or when the employee or Union knew or reasonably should have
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known of the event giving rise to the grievance. Thereafter, the department
head or elected official shall respond in writing to the aggrieved employee within
ten (10) working days after receipt of the grievance.
A grievance filed by the County against the Union must be initiated at this step,
in written form to the Union President or Council 2 Staff Representative, within
ten (10) working days after County Management knew or reasonably should
have known of the event giving rise to the grievance. Thereafter, the Union or
Staff Representative shall respond in writing to the County within ten (10)
working days after receipt of the grievance.
Step 2: If the grievance is not resolved to the satisfaction of the concerned
parties at Step 1, the following will occur:
(a) For issues that involve wages and/or benefits: Within ten (10) working days
of the response in Step 1 above, the grievance, in written form, shall be
presented to the Board of County Commissioners. The parties shall arrange a
meeting between the aggrieved employee and/or the Union Representatives
and the Board and County representatives within ten (10) working days for
resolution of the issue. The Board of County Commissioners shall issue their
written decision within ten (10) working days of the meeting referenced
hereinabove.
(b) For issues that involve hiring, firing, discipline or working conditions set forth
by the Elected Official: Within ten (10) working days of the response in Step
1 above, the grievance, in written form, shall be presented to the Elected
Official with a copy to Human Resources. The Elected Official shall attempt
to schedule a meeting with the aggrieved employee and/or Union
Representative within ten (10) working days for resolution of the issue. The
Elected Official shall issue their decision in writing to the aggrieved
employee, Union, and Human Resources within ten (10) working days of the
meeting referenced in this Subsection (b).
Step 3:
(a) Final and Binding Arbitration: If the grievance has not been resolved at
Step 2, the Union or the County may refer the dispute to final and binding
arbitration.
(b) Notice - Time Limitation: The Union or the County shall notify the other
in writing by certified mail of submission to arbitration within ten (10)
working days after receipt of the Step 2 response.
(c) The Union and the Employer will attempt to select an arbitrator. In the
event the parties do not agree on an arbitrator, then either party may
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request that the Public Employment Relations Commission (PERC) submit
a list of ten (10) names. Upon receipt of the ten (10) names the parties
shall flip a coin to determine who will strike the first name, following
which each will alternatively strike one of the names submitted until only
one name remains. This person will serve as the arbitrator subject to the
following provisions.
Decision -Time Limit:
(i) The arbitrator will meet and hear the matter at the earliest
possible date after being selected. After completion of the
hearing, a decision shall be entered within thirty (30) calendar
days, unless an extension of time is agreed upon as provided for
herein.
(ii) Any decision by the arbitrator shall be binding on each party.
(e) Limitations,_ Scope and Power of Arbitrator:
(i) The arbitrator shall not have the authority to add to, subtract
from, alter, change or modify the provisions of this Agreement.
(ii) The power of the arbitrator shall be limited to interpretation of or
application of the terms of this Agreement or to determine
whether there has been a violation of the terms of this
Agreement by either the Employer or the Union.
(iii) The arbitrator shall consider and decide only the question or issue
raised at Step 1, as determined by the step where the grievance
was first initiated, and said arbitrator shall not have the authority
to consider additions, variations and/or subsequent grievances
beyond the grievance submitted at Step 1.
(iv) In conducting the hearing, the arbitrator shall have the power to
administer oaths, issue subpoenas, receive relevant evidence,
compel the production of books and papers relevant to the
hearing, and question witnesses.
(f) Arbitration Award - Damages - Expenses:
(i) Arbitration awards shall not be made beyond the date of the
occurrence upon which the grievance is based, that date being
ten (10) working days or less prior to the initial filing of the
grievance.
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(ii) The arbitrator will retain jurisdiction of the grievance until such
time as the award has been complied with in full.
(iii) The arbitrator shall not have authority to award punitive
damages. Punitive damages do not include an award for lost
wages, or lost benefits.
(iv) In the event that either party evaluates and determines that the
arbitration award was made beyond the jurisdiction of the
arbitrator or that said arbitration award was clearly erroneous or
that said arbitration award was arbitrary, capricious and
unreasonable in light of the evidence presented, then and in that
event said award may be appealed to Superior Court. Said appeal
shall be taken by either party within sixty (60) calendar days from
the date of receipt of the written decision of the arbitrator.
(v) Each party hereto shall pay the expenses of their own
representatives, attorneys, witnesses, and other costs associated
with the presentation of their case and as well as one-half the
expense of the arbitrator.
ARTICLE X — HOURS OF WORK - OVERTIME
10.1 Workday/Workweek: A normal working day is 8:00 a.m. to 5:00 p.m. for
employees assigned the eight (8) hour day, forty (40) hour work week schedule,
with a one (1) hour unpaid, duty-free lunch period. The normal workdays in a
work week are Monday through Friday, inclusive, except for those employees of
the Solid Waste Department who may be assigned to a normal workweek of
Tuesday through Saturday, inclusive as well as a one half-hour (1/2) unpaid,
duty-free lunch period.
No employee shall be required to work more than five (5) consecutive hours
without a meal period of at least thirty (30) minutes. The meal period will
commence no less than two (2) hours, nor more than five (5) hours, from the
beginning of the shift.
10.2 Employees may not be scheduled outside work hours identified within contract
language on an ongoing basis unless it is mutually agreeable to both the
employee and the Department Head/Elected Official. These exceptions may
vary from the daily schedule identified in 10.1 to create a non-traditional forty
(40) hour workweek. Regardless of the schedule agreed to, a day will be
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considered eight (8) hours for the holiday/leave payment or accruals based upon
"a day".
10.3 An alternate work schedule may be granted at the discretion of the Employer.
The work schedule will alternate. One calendar week the schedule will be four
(4) nine (9) hour workdays, Monday through Thursday. The alternate calendar
week the schedule will be four (4) nine (9) hour workdays, Monday through
Thursday, and one (1) eight (8) hour workday, Friday. When a holiday falls on a
nine (9) hour workday, the holiday will be paid at nine (9) hours.
10.4 An employee will be entitled to overtime if the employee has actually worked in
excess of forty (40) hours in a work week. By agreement of the Department
Head/Elected Official, the employee may elect to receive such overtime either
on the basis of time and one-half (1-1/2) paid or time and one-half (1-1/2)
compensatory time off. Employees shall be allowed to accrue up to forty (40)
hours of compensatory time. All compensatory time will be used or cashed out
by November 30 of each year of this Agreement. No compensatory time may be
accumulated in the month of December.
10.5 For the purpose of computing an employee's base hourly rate, employees
working an eight (8) hour day shall be computed by dividing the monthly rate by
one hundred seventy-three point thirty-three (173.33) hours; and regular part-
time employees shall be computed by multiplying the hourly rate times the
number of hours worked.
10.6 Employees' work schedules will provide for a fifteen (15) minute rest period
during each one-half (1/2) shift. The rest period shall be scheduled at the middle
of each one-half (1/2) shift whenever feasible; however, no employee will be
required to work more than three (3) hours without a rest period. Employees
who for any reason work beyond their scheduled shift regular quitting time or
into the next shift shall be granted the required rest and meal periods for their
extended shift.
10.7 The Employer will provide a separate area within the Courthouse for employees'
lunch and rest periods.
10.8 Time Worked: Vacations, sick leave, holidays, jury duty, military leave,
emergency leave, medical leave, maternity leave and/or other leaves of absence
shall not constitute time worked for the purpose of calculating overtime.
ARTICLE XI — HOLIDAYS
11.1 The following legal paid holidays shall be recognized'
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New Year's Day - First day in January
Martin Luther King Jr. Day - Third Monday in January
President's Day - Third Monday in February
Memorial Day - Last Monday in May
Independence Day - Fourth of July
Labor Day - First Monday in September
Veteran's Day - 11th Day in November
Thanksgiving Day - Fourth Thursday in November
Day after Thanksgiving Day - Fourth Friday in November
Christmas Day - December 25th
One Floating Holiday
and any day proclaimed a legal holiday by Governor's proclamation. Whenever a
legal holiday falls on Saturday, the preceding Friday shall be observed as the
holiday and whenever such holiday falls on Sunday, the following Monday shall
be observed as the holiday.
For each recognized holiday in this Section that is worked by employees of
Kittitas County Solid Waste, the Employer will choose the preceding or following
workday as the legal holiday.
For Scale House Attendant employees with a Tuesday through Saturday
workweek, if the holiday falls on a Sunday or Monday, the following Tuesday
shall be the alternate day off.
For each recognized holiday of this Section that is worked by employees of the
Kittitas County Fair and Maintenance Department, said employees shall receive
an alternate paid day off in lieu of the holiday worked. Said day off shall be
taken within thirty (30) days following the holiday worked.
11.2 Whenever a holiday falls within a period when an employee is on vacation leave,
vacation leave will not be reduced for the date designated as a holiday.
11.3 Compensation for the above-named holidays shall include regular part-time
employees computed on a pro -rated basis, but it will not include limited part-
time employees.
11.4 It is recognized that the holidays may vary somewhat in the office of the Kittitas
County Clerk in that the Clerk's days of work are set by the Superior Court
Judges.
11.5 If December 24 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
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December 24, 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.
For Scale House Attendant employees with a Tuesday through Saturday
workweek, when Christmas Eve falls on a Friday, the Employer will choose to
close the Scale House at Noon, or grant four (4) hours of leave for Christmas Eve
holiday on another day within the same work week. When Christmas Eve falls on
a Monday, there will be no holiday pay or additional one-half (1/2) day off.
ARTICLE XII - SENIORITY
12.1 Subject to the provisions set forth in this article, seniority shall prevail between
qualified employees when vacancies or new jobs occur. Seniority means an
employee's length of continuous service within the bargaining unit since the
employee's last date of hire.
12.2 An employee hired to fill a regular position of employment shall be on a
probationary status for a period of six (6) months before becoming a regular
employee.
New employees shall be added to the seniority list six (6) months after their date
of hire.
12.3 Seniority shall terminate by discharge from service or by voluntarily leaving the
service. In cases of vacancies or the creating of new jobs or during cases of
curtailment, seniority shall apply so that employees with the greatest length of
service shall be given preference according to their qualifications. The term
qualifications is defined as the combination of attributes required by the
department head and listed in the job posting.
12.4 Seniority status shall be maintained during approved leave of absence.
12.5 All provisions of seniority bidding shall apply equally to employees of the County
clerical unit.
12.6 Temporary employees are not entitled to seniority. Time worked as a temporary
employee does not count as continuous service with the County.
12.7 Anniversary Date: For the purposes of vacation, longevity, and applicable sick
leave payout, the anniversary date shall be the last date of hire with the County.
For the purpose of annual step increases, the anniversary date shall be the date
the employee started their current position (the "position date"). For
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anniversary dates occurring between the 1st and 15th 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.
ARTICLE XIII -- LAYOFF/RECALL
13.1 In the event it becomes necessary to lay off any employee or employees, such
layoff shall be by department or office. The least senior employee (as defined in
section 12.1) shall be the first employee subject to layoff, provided the
remaining employees are qualified and able to perform the work. Employees
will be given a twenty (20) working day notice when possible, prior to the
effective date of layoff.
Employees receiving a layoff notice shall be offered the following options:
(1) Be placed on a recall list for the department or division they are leaving;
(2) Interview for any open position in another department covered by this
agreement, if the employee meets the minimum and/or special
requirements/qualifications, training or skills required for the position. If the
employee is selected after the interview process the employee will be a
probationary employee as defined in Sections 3.5 and 12.2 of this agreement.
Any employee(s) laid off shall be eligible for reinstatement for a period of one (1)
year. No new employee(s) shall be hired within the affected department until
available and qualified employees on a recall list have been offered re-
employment in the reverse order of layoff.
To be eligible for re-employment, a laid off employee shall maintain a current
address with the employer, and shall be eligible for re-employment only for the
period of one (1) year subsequent to the layoff. An offer of re-employment shall
be in writing and sent by registered or certified mail to the employee at the
address provided by the employee. An employee shall have ten (10) calendar
days from the date of mailing to give notice of accepting or rejecting re-
employment. Failure to respond, or rejection of re-employment, will result in
removal from the recall list.
Should the employee accept re-employment, they may take another ten (10)
calendar days from acceptance before they are required to return to work.
Failure to be available for work within ten (10) calendar days may result in
withdrawal of the re-employment offer and forfeiture of all recall rights under
this Section.
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13.2 In the event the recall list shall become exhausted, the Employer then has the
right to step up persons with less than six (6) months of service or hire a new
employee for the position involved.
ARTICLE XIV - VACATIONS
14.1 Vacation leave with full pay shall accrue in the following manner:
0 through 6 months
7 through 12 months
13 months through 7 years
8 through 15 years
16+ years
8 hrs. full-time
0 hrs*
4 hrs
10 hrs
13 hrs
17 hrs
*Upon completion of six (6) months of service, a one-time sum of sixteen (16)
hours will be added to the employee's vacation bank.
14.2 Vacation leave may be accumulated to a maximum total of two hundred forty
(240) hours for employees assigned to a forty (40) hour workweek. The
maximum is pro -rated for regular part-time employees.
An employee reaching the maximum total accumulated vacation leave may take
currently accrued vacation leave; provided, however, employees may not carry
over more than of the maximum accumulated vacation leave beyond December
31 of any given year; provided further, that no employee shall be paid for more
than the maximum total of accrued vacation at any time.
14.3 During the first six (6) months of employment, no employee shall be allowed
vacation leave, nor shall leave be accrued. However, upon completion of six (6)
months of employment, the employee shall earn vacation at the appropriate
rate each subsequent month.
14.4 Upon termination or death, all unused accrued vacation days, to the maximum
total stated in 14.2 shall be paid to the employee or his/her estate.
14.5 All accumulated vacation leave, to the maximum total stated in 14.2, is allowed
when an employee leaves employment of Kittitas County for any reason,
provided that a written notice is submitted at least fourteen (14) calendar days
prior to termination of employment.
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14.6 Employees referred to in this section whose employment is terminated by their
death, reduction in force, dismissal, retirement or by resignation, and who have
accumulated vacation leave, to the maximum total stated in 14.2, as specified in
this section, shall be paid therefore under the contract of employment or to their
estate if they are deceased, or if the employee in case of voluntary resignation
has submitted adequate notice of termination.
14.7 Annual leave is computed according to the anniversary date of hire.
14.8 Annual leave may be taken in a minimum of one-quarter (1/4) hour increments.
14.9 Upon termination of employment, the accrual of annual leave will be prorated
for the month of departure to the effective date of termination.
ARTICLE XV — SICK LEAV
15.1 Use of Sick Leave for illness or injury may be allowed all employees for any of the
following reasons:
(1) Because of, and during illness or injury incapacitating the employee to
perform his duties or by having a scheduled appointment with a
licensed person, pertaining to all matters of health, as governed by
the State of Washington.
(2) By reason of exposure to contagious disease during such period as his
attendance on duty would jeopardize the health of fellow workers or
the public (upon request, a doctor's certificate shall be furnished by
the employee documenting exposure to contagious disease), or
(3) Because of illness in the immediate family requiring the attendance of
the employee.
For the purpose of subsection (3) above, "immediate family" shall
include only persons related by blood or marriage, guardianship or
legal adoption in degree of consanguinity of wife, husband, parent,
grandparent, brother, sister, child or grandchild of the employee and
other relatives residing in the employee's household.
15.2 Any employee who for any reason must take sick leave shall as soon as possible
notify his immediate supervisor, department head, or elected official.
15.3 Sick leave is earned by a full-time employee of Kittitas County at the rate of eight
(8) hours per month for an employee assigned to a forty (40) hour workweek for
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each month of completed service. Accrual of sick leave is pro -rated for regular
part-time employees. Probationary employees may use sick leave as defined in
this Article. There is no accrual of sick leave for regular limited part-time
employees.
15.4 Sick leave may be used in a minimum of one-quarter (1/4) hour increments.
15.5 Sick leave is accumulative to a maximum total of one thousand one hundred
twenty (1,120) hours for an employee assigned to a forty (40) hour workweek,
after which time, if not taken, shall lapse month by month. That is, an employee
at no time can have more than the maximum total of sick leave due. The accrual
maximum is pro -rated for regular part-time employees.
15.6 Use of sick leave for maternity purposes shall be allowed as required by Federal
and State law, and as applicable under the terms of this Article.
15.7 As of December 31, 1987, employees previously hired had their sick leave
accumulation identified and recorded. Those employees hired prior to
December 31, 1987, upon retirement or layoff due to reduction in force, or upon
the death of the employee (payable to the estate), shall receive twenty-five
percent (25%) of accumulated sick leave, not to exceed twenty-five percent
(25%) of the employee's accumulation as of December 31, 1987. Provided
further, those employees hired prior to December 31, 1987, whose
accumulations are reduced below the recorded accumulation as of December
31, 1987, shall only receive twenty-five percent (25%) of the reduced
accumulation.
15.8 Except as provided in Section G, above, any and all accumulated sick leave
earned subsequent to December 31, 1987, shall have no pay off value.
Employees shall receive no cash pay out upon separation from employment at
Kittitas County.
15.9 Upon termination of employment, the accrual of sick leave for employees hired
prior to December 31, 1987 will be prorated for the month of departure to the
effective date of termination.
15.10 Adjustment for Workers Compensation
A. For a period of absence from work due to injury or occupational disease
resulting from County employment, the employee shall file an application
for workman's compensation in accordance with State law.
B. If the employee has accumulated sick leave credit, the County shall pay
the difference between his time loss compensation and his full regular
salary.
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C. Should an employee receive workman's compensation for time loss and
also receive sick leave compensation, the sick leave accrual will be
reduced by the total number of hours on sick leave minus the number of
hours at the hourly rate paid from a workman's compensation fund, to
the nearest half day. In the event of overpayment, the employee is
obligated to return such overpayment to the County.
D. Until eligibility for workman's compensation is determined by the
Department of Labor and Industries, the County shall grant access to
available sick leave for the first three (3) days, provided that the
employee shall return any subsequent overpayment to the County.
E. Should any employee apply for time loss compensation and the claim is
then or later denied, sick leave and annual leave may be used for the
absence in accordance with other provisions of this rule.
F. Nothing herein pertains to permanent disability award.
G. If an employee has no sick leave accumulated, annual leave may be
substituted for sick leave.
ARTICLE XVI — BEREAVEMENT LEAV
16.1 Paid Bereavement Leave shall be limited to three (3) days in any one instance.
The Employer may grant additional days, not to exceed five (5) days, if the death
of an immediate family member occurs out of state. Immediate family includes
only persons related by blood or marriage or legal adoption in the degree of
consanguinity of wife, husband, parent, grandparent, brother, sister, child or
grandchild of the employee and other relatives residing in the employee's
household. It is understood that this leave is granted separate and apart from
vacation, compensatory and/or sick leave.
ARTICLE XVII — HEALTH AND WELFARE
17.1 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.
17.1.1 Effective January 1, 2017, 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
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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.
17.1.2 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 the 2017 contribution of $700.00.
17.1.3 Effective January 1, 2019, the employer agrees to contribute the set
dollar amount determined to be the baseline for the 2019 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 the 2017 contribution of $700.00.
Purchase of employee healthcare coverage is mandatory in all areas offered
through the Washington Counties Insurance Fund (medical, dental, vision, and
basic life), except that employee medical coverage may be waived in compliance
with plan rules when the employee can document existing alternate medical
coverage and sign a Waiver of Coverage Form. Should the WCIF no longer allow
waiver of coverage, employees will be required to enroll in a medical plan
through the County. Purchase of dependent healthcare coverage is optional.
The County contribution may be directed into any cafeteria qualified plan
adopted by the County during the length of the contract. 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.
17.2 Provision 17.1 is contingent upon the continued availability of the specific
coverage programs through the Washington Counties Insurance Fund.
17.3 The Employer agrees to retain the Social Security benefits during the life of this
Agreement.
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17.4 Should state or federal legislation require the employer to alter pertinent
sections of the agreement, the County will provide as much advance notice as
possible to the Union Representative and Union President.
ARTICLE XVIII - WAGES
18.1 Wages shall be paid in accordance with the Courthouse Classification and Salary
Schedule, set forth in Appendix "A" attached hereto and incorporated herein by
this reference.
A. Effective January 1, 2017, all wage scales will be increased by three
percent (3%).
B. Effective January 1, 2018, all wage scales will be increased by one point
two five percent (1.25%).
C. Effective July 1, 2018, all wage scales will be increased by one point two
five percent (1.25%).
D. Effective January 1, 2019, all wage scales will be increased by one point
two five percent (1.25%).
E. Effective July 1, 2019, all wage scales will be increased by one point two
five percent (1.25%).
ARTICLE XIX — EMPLOYEE PERFORMANCE EVALUATIONS
Management and the Union recognize that employee job performance evaluations are
productive and useful tools for both parties. The following are guidelines to be used
during employee performance evaluations:
19.1 Department Heads or elected officials and immediate supervisors will perform
employee performance evaluations.
19.2 Evaluations may be requested by either management or employees but at a
minimum will be given once yearly on or about the employee's anniversary of
position date (as defined in section 12.7).
19.3 Change to job description and evaluation formats will be communicated with the
Union Representative for comment and input.
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19.4 Union members retain all rights under the contract during the employee
performance evaluation process.
19.5 Employees receiving evaluation ratings indicating the employee does not "meet
expectations" will be provided a written plan of improvement including specific
timelines for expected improvement to "satisfactory" or above ratings. Failure
to meet the terms of the plan of improvement may result in disciplinary action or
termination of employment.
19.6 Job descriptions will be reviewed at the time of evaluations.
ARTICLE XX - DISCIPLINE
20.1 The Employer may orally reprimand, written reprimand, suspend and/or
discharge or terminate an employee for just cause.
20.2 The disciplinary actions which the Employer may take against an employee
include the following:
(a)
Oral reprimand
(b)
Written reprimand
(c)
Suspension without pay
(d)
Discharge or termination
Which disciplinary action is taken depends upon the seriousness of the affected
employee's conduct as determined by the Employer. The above enumerated
disciplinary actions may be implemented without regard to the order indicated
hereinabove.
In other words, the Employer may implement disciplinary action by way of a
written reprimand coupled with a suspension or the Employer may determine
misconduct is of such a serious nature as to warrant a different combination of
disciplinary actions.
20.3 The Employer may discharge or terminate an employee for just cause. The
Employer shall make available the specified charges in writing at least one (1)
calendar day prior to the effective date of the action, unless Section 4 of this
article is applicable.
20.4 When the Employer determines that circumstances are such that retention of
the employee will likely result in disruption of County programs, damage to or
loss of County property or be injurious to the County employee, fellow
employees or the services provided by the County, the Employer may discharge,
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terminate or suspend the employee immediately. In such cases, the specified
charges shall be made available to the employee in writing by the County not
later than three (3) working days after the action became effective.
20.5 The Employer may suspend an employee for just cause as specified in this article.
An employee may not be suspended for more than ninety (90) working days.
20.6 In cases of suspension, unless Section 4 is applicable as determined by the
Employer, the specified charges and duration, where applicable, of the action
shall be made available to the employee in writing by the County at the time the
action became or becomes effective.
20.7 The time limitations relating to notification of disciplinary action are only for
employee notification purposes and shall not affect the validity of disciplinary
action taken by the Employer. In other words, if the County is unable to provide
notification in strict adherence to the notification times expressed in subsections
hereinabove, said inability shall not affect the validity or effectiveness of any
type of disciplinary action against an employee.
20.8 Copies of action taken by the Employer shall be forwarded to the area
representative with the exception of oral reprimands. Notations of oral
reprimands shall be permitted in the personnel file that bear the employee's
signature, to confirm that the employee knows the document is being placed in
their file.
20.9 References to disciplinary actions in personnel file shall remain in the file in
accordance with the following provisions:
A. Written reprimand shall remain in the personnel file for a period of twenty-
four (24) months, at which time the employee may request the written
reprimand be removed. However, if another written reprimand occurs
within that twenty-four (24) month period, then both written reprimands
shall remain in the personnel file for another twenty-four (24) month period
from the date of the last written reprimand, at which time the employee may
request removal. Removal of the documents shall be granted upon mutual
agreement between the Union and the Employer.
B. If the disciplinary action is that of a suspension, the written references to the
suspension shall remain in the personnel file for a period of twenty-four (24)
months, at which time the employee may request the suspension references
be removed. However, if another instance of suspension occurs within
twenty-four (24) months from the date of the first suspension, then said
references to both suspensions shall remain in the personnel file indefinitely.
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ARTICLE XXI — MILITARY LEAVE. JURY LEAVE. AND LEAVE OF ABSENCE
21.1 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 30th. 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. A copy of the orders will be attached to the
employee's timesheet.
21.2 Any employee who is called for jury duty shall receive from the County the
difference between his regular pay and the compensation received for jury duty
for the actual time he is required to be absent from work because of such jury
duty. Any such absence shall not be counted as accumulated sick leave or
annual leave.
21.3 Seniority status shall be maintained during approved leaves of absence.
21.4 Accrued vacation leave, comp time, and personal holidays shall be used before
any unpaid leave of absence can be authorized. Accrued sick leave shall only be
used prior to authorizing an unpaid leave of absence in situations identified as
acceptable uses under article XV of this Agreement.
21.5 Authorized unpaid leaves of absence shall not interrupt prior or continuous
employment; however, the employee shall not be credited with earning annual
leave, sick leave, holiday pay, or any other benefits during the period of
authorized unpaid leave of absence. Unpaid leaves of absence will extend the
probationary period of employment.
21.6 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
unpaid leave of absence except as provided under FMLA and State law. Premium
benefits paid by Kittitas County will be prorated to the percentage of hours
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actually worked. The employee will be responsible for the difference between
the county -paid prorated cost and the full premium amount.
ARTICLE XXII —JOB CLASSIFICATION
22.1 Employees shall be compensated in accordance with the job grade and salary
step chart contained in Appendix "A", incorporated herein by reference. In the
event that a new position is created, the Employer and the Union will meet to
negotiate the appropriate classification and rate of pay.
22.2 New employees will normally start at Step 1 of the job classification. The
Employer may recognize previous training and experience by starting a newly
hired employee at a higher rate within the salary schedule. Employees will
progress through the pay scale based upon years of service and subsequent
evaluations.
22.3 Where an employee is assigned to work in a higher classification for more than
eighty (80) hours, said employee shall be paid at the rate of pay for the higher
classification that he/she would be paid if he/she were promoted to that
position for all hours so worked beyond the first eighty -(80) hours. Temporary
work change in job classification at a higher grade level shall not be
compensated at the higher level. Employees shall be paid at their regular rate of
pay. Such temporary change shall not exceed eighty (80) hours and shall be
construed as a learning period.
22.4 Promotion - An employee may be promoted to a higher grade when the
employee's qualifications are commensurate with the requirements of such
higher grade and a vacancy exists or a new position has been classified.
22.5 Pay Rate Upon Promotion — An employee who is promoted shall be paid at the
step in the new pay range which represents at least a one step increase over the
rate of pay received immediately prior to the promotion, provided that such
increase does not exceed the maximum step of the new pay range.
22.5.1 Pay Rate Upon Bump Back From Promotion — An employee who bumps
back per section 23.2 shall receive the same step in the lower pay range
as held before promotion, provided that adjustments shall be made to
take into account any step increases which would have occurred had the
employee not been promoted.
22.5.2 Pay Rate Upon Transfer — An employee who transfers from one position
to another within the same class or from one position in a different class
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that is assigned the same pay range shall continue to receive the same
rate of pay as before the transfer.
ARTICLE XXIII — PROMOTIONS/OPEN POSITIONS
23.1 When a position in the bargaining unit becomes open or a new position is
created, it shall be posted on the Human Resource Department bulletin board
and in e-mail notices in accordance with section 23.4 and may be advertised to
the public.
a. All regular employees covered by this Agreement shall be eligible to bid for
the position by filling out an application for the position;
b. If two (2) or more applicants for the position are equally qualified and able to
perform the work, first preference shall be given to regular employees of the
bargaining unit who presently work in the department and/or office affected;
c. Should no applicant for the position currently work in the department and/or
office affected and two (2) or more applicants for the position are equally
qualified and able to perform the work, preference shall be given to the most
senior employee in the bargaining unit.
d. In the event that a regular employee accepts the open or new position, the
first forty-five (45) working days shall be a trial service period. The employee
may elect to revert to their previously held position during the trial service
period.
The Employing Official shall make the final determination as to whether or
not an employee fails to meet the job standards within the trial service
period. The Employing Official may return an employee to their previous
position at any time during the trial service period if the Employing Official
determines that said employee is not capable of meeting the job standards
or properly performing the work.
23.2 In the event a promoted employee fails in the trial period at the new position,
that employee has the right to "bump back" to the employee's former position.
The employee "bumped" has the right to "bump" to the position previously held,
provided that in each instance of "bumping" the employee had completed a
probationary period in the position the employee seeks to regain.
23.3 New employees, defined as new to the organization or one moving from a
position outside this contract, shall serve a six (6) month probationary period,
whether or not such employee is qualified to continue to hold the position shall
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be determined at the sole discretion of the elected official or department head
in whose department such employee is employed. The employee may be
terminated.
23.4 The posting announcement shall contain at a minimum the following
information:
1) The department where the opening exists;
2) Classification specifications;
3) Job title;
4) Salary range and entry level;
5) Date of posting;
6) Last day applications will be received;
7) Qualifications required for the position,
experience.
i.e., education, training, skills,
ARTICLE XXIV - LONGEVITY
Longevity pay, in addition to wages, shall be paid as follows:
After 7 years employment
$35.00 per month
After 10 years employment
$45.00 per month
After 15 years employment
$55.00 per month
After 20 years employment
$70.00 per month
After 25 years employment
$85.00 per month
ARTICLE XXV — DRUG TESTING
25.1 Purpose - The County has a strong commitment to provide a safe work
environment for its employees and to establish programs promoting high
standards of employee health and safety. Consistent with that commitment, this
Agreement establishes prohibitions regarding alcohol and controlled substances
and the right of the County to screen or test employees to determine the
presence of alcohol and/or controlled substances.
25.2 Prohibition Regarding Alcohol and/or Controlled Substances.
(a) The unauthorized use, sale, transfer or possession of alcohol, drugs,
controlled substances and/or "mood altering" substances (except the
possession or use of prescribed medication, verifiable by a current, properly
issued prescription) during work hours (including meal and rest periods), on
County property, in County vehicles, or in personal vehicles while conducting
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County business is prohibited. Violation of this section of the Agreement is
just and sufficient cause for immediate discharge.
(b) Reporting for work or becoming intoxicated during working hours through
the use of alcohol, drugs (including prescribed medication), controlled
substances and/or "mood altering" substances is prohibited. Violation of this
section of the Agreement will result in disciplinary action which may include
discharge.
(c) An employee utilizing prescribed and/or "over-the-counter" medication(s)
that could adversely affect job safety or performance must immediately
report that fact to the employee's supervisor. Knowledge of cautions and
warnings printed on the medication container label are the sole
responsibility of the employee.
In the event the employee does notify the Employer immediately upon
reporting to work of the fact that such medication is being or will be taken,
the Employer may determine that the effects of any over-the-counter or
prescribed medication may, under the circumstances, impair the employee's
ability to safely, properly, and effectively perform the employee's duties and
may decline to permit the employee to work until the effects of the
medication subside to an acceptable level.
In cases where the employee is instructed by the Employer to remain off
work due to the possible side-effects of over-the-counter or prescription
medication, the employee may utilize earned, but unused, sick leave benefits
in accordance with the terms of this Agreement.
Violation of this section of the Agreement will result in disciplinary action
which may include discharge.
25.3 Current Employee Substance Abuse Testing. The applicable substance abuse
testing procedures outlined below will be initiated if one (1) of the following
events occur:
(a) Management personnel concludes through objective observation,
investigation and evaluation that an employee is under the influence or
impaired by the use of alcohol, drugs and/or controlled substances and this
conclusion is confirmed by another supervisor, elected official or department
head.
(b) Where an employee is involved in any accident due to the action, inaction or
inattention of the employee;
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(c) Where the County receives reliable information based upon personal
knowledge of an individual, such as other employees of the County, the
medical community, law enforcement personnel, residents of the County, of
involvement by the employee with alcohol and/or controlled substances
during work hours (including meal and rest periods), on County property, in
County vehicles, or in personal vehicles while conducting County business.
All relevant facts pertaining to an investigation conducted pursuant to the
above provisions will be documented in writing and preserved for
future reference by the County and the Union. There shall be no across the
board or random drug testing of employees.
25.4 Substance Abuse Testing Procedures.
(a) Before requesting an employee to undergo drug or alcohol testing, the
County shall provide the employee with a written form containing reference
to the following information:
(1) The employee has been provided a copy of the Drug Testing Policy set
forth in this Agreement.
(2) The employee is given the opportunity to indicate the use of any
drugs, including over-the-counter or prescription medication
currently being used and/or recently taken.
(3) The Employer will set forth facts pertaining to the reason for
requesting the drug and/or alcohol test and a written copy be given
to the employee if in accordance with the testing facilities
procedures.
(b) The Employer will transport the suspected employee to a pre -determined
testing facility.
(c) The employee will be requested to submit to the testing procedures. The
employee has the right to refuse to submit to the tests; however, refusal to
submit to the tests will be grounds for discharge.
(d) The employee will provide a urine sample, a blood sample or breath sample
for testing for controlled substance or alcohol.
Collection of the specimens will be under the direction of qualified medical
or law enforcement personnel. Collection of the specimens will take place as
soon as possible following the observation, accident or incident. The
employee will cooperate fully in the collection of the specimens. Employee
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tampering with the specimens or refusal to submit to the test within a
reasonable period of time will result in discharge. If the employee is
physically unable to provide a urine sample, a blood sample will be drawn
and analyzed by the laboratory. However, within twenty-four (24) hours
following the drawing of the blood sample, the employee will submit to a
urine test. If the employee fails to provide the urine sample within a twenty-
four (24) hour time frame, that action will result in disciplinary measures
which may include discharge.
(e) After collection of the specimens, the employee will be transported to the
employee's residence or other safe location. The employee will be
suspended from work with pay until the test results become available and
are evaluated.
(f) All specimens will be forwarded to laboratories meeting state or federal
guidelines to conduct such tests. Strict adherence to the chain of custody
requirements will be followed during the transportation of the specimen to
the laboratory. The laboratory will analyze the specimen. The laboratory will
perform initial screening, and if positive results occur, confirmatory tests on
the specimen. The confirmatory test shall be the GC/MS test. The laboratory
shall maintain the specimen in accordance with state or federal guidelines.
The laboratory will communicate the test results to the Department Head or
elected official. The Department Head or elected official will evaluate those
results, and confer with the Commissioners to determine the County's course
of action. Within five (5) working days after receipt of a test result report,
the Employer shall inform the employee in writing of the results.
(g) Test results will be kept confidential in a secure file within the Human
Resource Department but separate from the regular personnel files. Access
to the file will be extremely restricted --only the County Commissioners,
Human Resources staff, and Department Head or Elected Official. All records
will be treated in the most confidential fashion by the County and the Union.
Disclosures, without employee consent, may occur when:
(1) The information is compelled by law or judicial or administrative process.
(2) The information has been placed at issue in a formal dispute between the
Employer and the prospective employee.
(3) The information is needed by medical personnel for the diagnosis or
treatment of a patient who is unable to authorize disclosure.
Page
28
792 -CH COURTHOUSE UNION
(h) All costs associated with substance abuse testing, other than an independent
analysis requested by the employee, will be paid by the Employer.
(i) Should analysis of the specimens indicate a negative level of a substance in
an employee's system, the employee will be reinstated to the employee's
former position.
(j) Should analysis of the specimens indicate a positive level of a substance in an
employee's system, the Employer shall meet with the employee within five
(5) days of the receipt of the result for the purpose of advising the employee
of the result, and to provide the employee the opportunity for response to
any potential disciplinary proceedings. The employee's response may
include the following:
(1) The employee will have the right to submit further information relative to
the test results.
(2) The employee may request a confirmatory re -test of the original sample
at the employee's own expense.
(3) The employee may request a confirmatory re -test be conducted at a
different certified laboratory, with the same drug or alcohol threshold
detection levels as used in the original test. If the confirmatory re -test
does not confirm the original positive test result, a third test shall be
employed on the same specimen and the result of the third test shall be
final. The cost of the third test shall be equally divided between the
Employer and employee.
(k) Should analysis of the specimens described in Section (d) of this Agreement
indicate a positive level of the substance in an employee's system, the
County will have the following options:
(1) Provide the employee an opportunity to enter into a Last Chance
Agreement. Included in the Last Chance Agreement, the employee will
be evaluated by a qualified drug/alcohol counselor to determine the
extent of the employee's chemical dependency. If, in the opinion of the
counselor, the employee requires rehabilitation services, the employee
will be placed on a non -paid leave -of -absence for a period not to exceed
ninety (90) days and enroll and complete a certified alcohol and/or drug
rehabilitation program. An employee must use accumulated sick leave
and vacation during this ninety (90) day period prior to being granted
unpaid leave. If the employee successfully enrolls and completes the
program within ninety (90) days the employee will be reinstated to the
employee's former position. Cost of the rehabilitation program will be
Page
29
792 -CH COURTHOUSE UNION
paid by the employee or medical insurance provider (within contractual
limitation). The employer will be provided semi-weekly written progress
reports from the employee's counselor during the entire treatment
program. The employee will be reinstated to the employee's former
position when the following conditions have been met:
a. The employee has successfully completed the treatment program;
and
b. The attending counselor has formally released the employee to
return to work; and
c. The employee agrees to submit to a substance abuse test. In
addition to any testing done as part of the rehabilitation program,
during the next twelve (12) months following reinstatement, the
employee consents to be tested up to four (4) times for the
presence of alcohol, drugs and/or controlled substances at any
time, on a random basis notwithstanding any other provisions of
this Agreement to the contrary. Any subsequent violation of this
Agreement will be grounds for immediate discharge; or
(2) Discharge the employee.
25.5 Self -Recognized Substance Abuse. Employees with a substance abuse problem
must immediately notify their supervisor of their condition. For evaluation
purposes, a substance abuse test may be appropriate. If, in the opinion of a
qualified drug/alcohol counselor, the employee requires rehabilitation services,
the employee will have an option to enroll in a rehabilitation program. Any
employee who complies with the above requirements prior to a violation of this
policy shall be immediately granted leave without pay in accordance with
Section 25.4 (k)(1) above. For the purposes of this section, ONLY the leave and
cost provisions described in Section 25.4 (k)(1) shall be applicable.
25.6 Employer Conducted Searches. The County reserves the right to conduct
searches of County property, vehicles or equipment at any time or place. Failure
to cooperate with these procedures, without just cause, will be grounds for
discharge.
ARTICLE XXVI — FAMILY AND MEDICAL LEAVE
Under the terms of The Family and Medical Leave Act of 1993 (FMLA), Title 29, Part 825
of the Code of Regulations, employees may request leave without pay under the
following conditions:
Page
30
792 -CH COURTHOUSE UNION
1. For the birth of a son or daughter, and to care for the newborn child;
2. For placement with the employee of 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; and,
4. Because of a serious health condition that makes the employee unable to perform
the functions of the employee's job.
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.
The Employer will require the employee to first use and exhaust all paid leave available
to the employee as part of any Family and Medical Leave.
All requests for leave and any other notices regarding Family and Medical Leave shall be
in writing.
This Article 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.
Rest of this page left blank intentionally.
Page
31
792 -CH COURTHOUSE UNION
IN WITNESS WHEREOF, the parties have caused this Agreement to be signed this 24th
day of January, 2017, by their duly constituted
residers ,
11792 H
go! fort -Team Mem e
r'
Negotiation Tea 0
Member
Negotiation Team Member
Union Representative
.�'``,a�117' I Y 1Go+j[,Ou rrrrrrrr.
rs� ,
�Tft ILII
ryt
❑ Cled of the B r ,Julie Kjorsvik
Deputy Clerk of the Board, Mandy Buchholz
Page
32
and legal , x entatives as follows:
airperson - - —�
Board of County Commissioners
residift Judge, Lower District Court
Legal Counsel, Kittitas County Prosecutor's
Office
Ass ssor
n
1
/d fro r
Clerk
r '
Treasurer
residift Judge, Lower District Court
Legal Counsel, Kittitas County Prosecutor's
Office
Assessor's Office
Data Processor
Personal Property Deputy
Sr. Citizen Deputy
Cadastral Technician
Auditor's Office
Office Deputy
Records Deputy I
Licensing Deputy I
Elections Deputy
Licensing Deputy II
Records Deputy 11
Fiscal Clerk
Fiscal Technician I
Fiscal Technician II
Fiscal Technician III
Fiscal Analyst
Clerk's Office
Office Deputy — Limited Part Time
Records Deputy
Deputy Clerk
District Court
Legal Process Assistant I
Legal Process Assistant II
Legal Process Assistant III
Probation Assistant
Legal Process Coordinator
Assistant Judicial Administrator
Fairgrounds Office
Office Manager
Program Assistant
Juvenile Court Services
JCA Assistant
792 -CH COURTHOUSE UNION
Step 6 Step 7
3330 3403
3746 3830
3330 3403
4026 4116
Step 6 Step 7
2763 2821
2763 2821
2763 2821
3330 3403
3330 3403
3330 3403
2897 2961
3192 3263
3330 3403
3746 3830
4165 4258
Step 6 Step 7
15.80 16.10
3330 3403
3330 3403
Step 6 Step 7
2763 2821
3055 3123
3330 3403
3330 3403
3466 3542
3746 3830
Step 6 Step 7
3330 3403
3330 3403
Step 6 Step 7
3746 3830
Misdemeanant Probation
APPENDIX
"A"
Step 3
Step 4
Effective 01/01/17 (3%)
Step 6
Step 7
Step 1
Step 2
Step 3
Step 4
Step 5
2983
3050
3118
3187
3258
3356
3430
3519
3586
3664
2983
3050
3118
3187
3258
3603
3683
3766
3851
3938
Step 1
Step 2
Step 3
Step 4
Step 5
2484
2538
2593
2648
2705
2484
2538
2593
2648
2705
2484
2538
2593
2648
2705
2983
3050
3118
3187
3258
2983
3050
3118
3187
3258
2983
3050
3118
3187
3258
2609
2665
2721
2779
2838
2856
2921
2987
3054
3122
2983
3050
3118
3187
3258
3356
3430
3519
3586
3664
3727
3811
3898
3985
4075
Step 1
Step 2
Step 3
Step 4
Step 5
14.34
14.60
14.90
15.20
15.50
2983
3050
3118
3187
3258
2983
3050
3118
3187
3258
Step 1
Step 2
Step 3
Step 4
Step 5
2484
2538
2593
2648
2705
2733
2794
2857
2922
2988
2983
3050
3118
3187
3258
2983
3050
3118
3187
3258
3106
3175
3246
3318
3391
3356
3430
3519
3586
3664
Step 1
Step 2
Step 3
Step 4
Step 5
2983
3050
3118
3187
3258
2983
3050
3118
3187
3258
Step 1
Step 2
Step 3
Step 4
Step 5
3356
3430
3519
3586
3664
Step 6 Step 7
3330 3403
3746 3830
3330 3403
4026 4116
Step 6 Step 7
2763 2821
2763 2821
2763 2821
3330 3403
3330 3403
3330 3403
2897 2961
3192 3263
3330 3403
3746 3830
4165 4258
Step 6 Step 7
15.80 16.10
3330 3403
3330 3403
Step 6 Step 7
2763 2821
3055 3123
3330 3403
3330 3403
3466 3542
3746 3830
Step 6 Step 7
3330 3403
3330 3403
Step 6 Step 7
3746 3830
Misdemeanant Probation
Step i
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Probation Secretary
2733
2794
2857
2922
2988
3055
3123
Public Health
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Fiscal Analyst
3727
3811
3898
3985
4075
4165
4258
Page
33
792 -CH COURTHOUSE UNION
Public Works
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Receptionist
2484
2538
2593
2648
2705
2763
2821
Fiscal Technician 1
2856
2921
2987
3054
3122
3192
3263
Technical Secretary
2856
2921
2987
3054
3122
3192
3263
Fiscal Analyst
3727
3811
3898
3985
4075
4165
4258
Solid Waste
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Scale House Attendant
2609
2665
2721
2779
2838
2897
2961
Scale House Attendant II
2733
2794
2857
2922
2988
3055
3123
Solid Waste Assistant
2856
2921
2987
3054
3122
3192
3263
Treasurer's Office
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Fiscal Clerk
2609
2665
2721
2779
2838
2897
2961
Fiscal Tech II
2983
3050
3118
3187
3258
3330
3403
Fiscal Tech III
3356
3430
3519
3586
3664
3746
3830
WSU Extension
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Extension Assistant
2733
2794
2857
2922
2988
3055
3123
Rest of this page left blank intentionally.
Page
34
Assessor's Office
Data Processor
Personal Property Deputy
Sr. Citizen Deputy
Cadastral Technician
Auditor's Office
Office Deputy
Records Deputy I
Licensing Deputy I
Elections Deputy
Licensing Deputy II
Records Deputy II
Fiscal Clerk
Fiscal Technician I
Fiscal Technician II
Fiscal Technician III
Fiscal Analyst
Clerk's Office
Office Deputy — Limited Part Time
Records Deputy
Deputy Clerk
District Court
Legal Process Assistant I
Legal Process Assistant II
Legal Process Assistant III
Probation Assistant
Legal Process Coordinator
Assistant Judicial Administrator
Fairgrounds Office
Office Manager
Program Assistant
Juvenile Court Services
JCA Assistant
792 -CH COURTHOUSE UNION
Step 6 Step 7
3372 3446
3793 3877
3372 3446
4077 4168
Step 6 Step 7
2795 2854
2795 2854
2795 2854
3372 3446
3372 3446
3372 3446
2932 2997
3233 3305
3372 3446
3793 3877
4219 4313
Step 6 Step 7
16.12 16.46
3372 3446
3372 3446
Step 6 Step 7
2795 2854
3095 3164
3372 3446
3372 3446
3509 3586
3793 3877
Step 6 Step 7
3372 3446
3372 3446
Step 6 Step 7
3793 3877
Misdemeanant Probation
APPENDIX
"A"
Step 3
Step 4
Effective 01/01/2018 (1.25%)
Step 6
Step 1
Step 2
Step 3
Step 4
Step 5
3020
3088
3157
3227
3299
3398
3473
3563
3631
3710
3020
3088
3157
3227
3299
3648
3729
3812
3899
3987
Step 1
Step 2
Step 3
Step 4
Step 5
2515
2569
2624
2680
2737
2515
2569
2624
2680
2737
2515
2569
2624
2680
2737
3020
3088
3157
3227
3299
3020
3088
3157
3227
3299
3020
3088
3157
3227
3299
2642
2698
2755
2813
2872
2892
2958
3025
3093
3162
3020
3088
3157
3227
3299
3398
3473
3563
3631
3710
3773
3859
3947
4036
4127
Step 1
Step 2
Step 3
Step 4
Step 5
14.52
14.83
15.14
15.46
15.79
3020
3088
3157
3227
3299
3020
3088
3157
3227
3299
Step 1
Step 2
Step 3
Step 4
Step 5
2515
2569
2624
2680
2737
2767
2830
2894
2960
3027
3020
3088
3157
3227
3299
3020
3088
3157
3227
3299
3144
3214
3286
3359
3433
3398
3473
3563
3631
3710
Step 1
Step 2
Step 3
Step 4
Step 5
3020
3088
3157
3227
3299
3020
3088
3157
3227
3299
Step 1
Step 2
Step 3
Step 4
Step 5
3398
3473
3563
3631
3710
Step 6 Step 7
3372 3446
3793 3877
3372 3446
4077 4168
Step 6 Step 7
2795 2854
2795 2854
2795 2854
3372 3446
3372 3446
3372 3446
2932 2997
3233 3305
3372 3446
3793 3877
4219 4313
Step 6 Step 7
16.12 16.46
3372 3446
3372 3446
Step 6 Step 7
2795 2854
3095 3164
3372 3446
3372 3446
3509 3586
3793 3877
Step 6 Step 7
3372 3446
3372 3446
Step 6 Step 7
3793 3877
Misdemeanant Probation
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Probation Secretary
2767
2830
2894
2960
3027
3095
3164
Public Health
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Fiscal Analyst
3773
3859
3947
4036
4127
4219
4313
Page
35
792 -CH COURTHOUSE UNION
Public Works
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Receptionist
2515
2569
2624
2680
2737
2795
2854
Fiscal Technician 1
2892
2958
3025
3093
3162
3233
3305
Technical Secretary
2892
2958
3025
3093
3162
3233
3305
Fiscal Analyst
3773
3859
3947
4036
4127
4219
4313
Solid Waste
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Scale House Attendant
2642
2698
2755
2813
2872
2932
2997
Scale House Attendant 11
2767
2830
2894
2960
3027
3095
3164
Solid Waste Assistant
2892
2958
3025
3093
3162
3233
3305
Treasurer's Office
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Fiscal Clerk
2642
2698
2755
2813
2872
2932
2997
Fiscal Tech II
3020
3088
3157
3227
3299
3372
3446
Fiscal Tech III
3398
3473
3563
3631
3710
3793
3877
WSU Extension
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Extension Assistant
2767
2830
2894
2960
3027
3095
3164
Rest of this page left blank intentionally.
Page
36
Assessor's Office
Data Processor
Personal Property Deputy
Sr. Citizen Deputy
Cadastral Technician
Auditor's Office
Office Deputy
Records Deputy I
Licensing Deputy I
Elections Deputy
Licensing Deputy II
Records Deputy II
Fiscal Clerk
Fiscal Technician I
Fiscal Technician II
Fiscal Technician III
Fiscal Analyst
Clerk's Office
Office Deputy —Limited Part Time
Records Deputy
Deputy Clerk
District Court
Legal Process Assistant I
Legal Process Assistant II
Legal Process Assistant III
Probation Assistant
Legal Process Coordinator
Assistant Judicial Administrator
Fairgrounds Office
Office Manager
Program Assistant
Juvenile Court Services
JCA Assistant
792 -CH COURTHOUSE UNION
Step 5
APPENDIX
"A"
3341
Effective 07/01/2018 (1.255x)
Step 1
Step 2
Step 3
Step 4
3058
3127
3197
3268
3440
3516
3607
3676
3058
3127
3197
3268
3694
3776
3860
3948
Step 1
Step 2
Step 3
Step 4
2546
2601
2657
2714
2546
2601
2657
2714
2546
2601
2657
2714
3058
3127
3197
3268
3058
3127
3197
3268
3058
3127
3197
3268
2675
2732
2790
2849
2928
2995
3063
3132
3058
3127
3197
3268
3440
3516
3607
3676
3820
3907
3996
4086
Step 1
Step 2
Step 3
Step 4
14.70
15.02
15.34
15.67
3058
3127
3197
3268
3058
3127
3197
3268
Step 1
Step 2
Step 3
Step 4
2546
2601
2657
2714
2802
2865
2929
2996
3058
3127
3197
3268
3058
3127
3197
3268
3144
3214
3286
3359
3440
3516
3607
3676
Step 1
Step 2
Step 3
Step 4
3058
3127
3197
3268
3058
3127
3197
3268
Step 1
Step 2
Step 3
Step 4
3440
3516
3607
3676
Step 5
Step 6
Step 7
3341
3415
3490
3756
3840
3926
3341
3415
3490
4037
4128
4220
Step 5
Step 6
Step 7
2772
2831
2891
2772
2831
2891
2772
2831
2891
3341
3415
3490
3341
3415
3490
3341
3415
3490
2909
2970
3035
3202
3274
3347
3341
3415
3490
3756
3840
3926
4178
4271
4366
Step 5
Step 6
Step 7
16.01
16.35
16.70
3341
3415
3490
3341
3415
3490
Step 5
Step 6
Step 7
2772
2831
2891
3064
3133
3203
3341
3415
3490
3341
3415
3490
3433
3509
3586
3756
3840
3926
Step 5
Step 6
Step 7
3341
3415
3490
3341
3415
3490
Step 5
Step 6
Step 7
3756
3840
3926
Misdemeanant Probation
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Probation Secretary
2802
2865
2929
2996
3064
3133
3203
Public Health
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Fiscal Analyst
3820
3907
3996
4086
4178
4271
4366
Page
37
792 -CH COURTHOUSE UNION
Public Works
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Receptionist
2546
2601
2657
2714
2772
2831
2891
Fiscal Technician 1
2928
2995
3063
3132
3202
3274
3347
Technical Secretary
2928
2995
3063
3132
3202
3274
3347
Fiscal Analyst
3820
3907
3996
4086
4178
4271
4366
Solid Waste
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Scale House Attendant 1
2675
2732
2790
2849
2909
2970
3035
Scale House Attendant 11
2802
2865
2929
2996
3064
3133
3203
Solid Waste Assistant
2928
2995
3063
3132
3202
3274
3347
Treasurer's Office
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Fiscal Clerk
2675
2732
2790
2849
2909
2970
3035
Fiscal Tech 11
3058
3127
3197
3268
3341
3415
3490
Fiscal Tech III
3440
3516
3607
3676
3756
3840
3926
WSU Extension
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Extension Assistant
2802
2865
2929
2996
3064
3133
3203
Rest of this page left blank intentionally.
Page
38
792 -CH COURTHOUSE UNION
APPENDIX "A"
Effective 01/01/2019 (1.2516)
Assessor's Office
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Data Processor
3096
3165
3236
3308
3382
3457
3533
Personal Property Deputy
3483
3560
3652
3721
3802
3888
3975
Sr. Citizen Deputy
3096
3165
3236
3308
3382
3457
3533
Cadastral Technician
3740
3823
3909
3998
4088
4180
4273
Auditor's Office
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Office Deputy
2578
2634
2691
2749
2808
2868
2929
Records Deputy
2578
2634
2691
2749
2808
2868
2929
Licensing Deputy
2578
2634
2691
2749
2808
2868
2929
Elections Deputy
3096
3165
3236
3308
3382
3457
3533
Licensing Deputy II
3096
3165
3236
3308
3382
3457
3533
Records Deputy 11
3096
3165
3236
3308
3382
3457
3533
Fiscal Clerk
2708
2766
2858
2885
2946
3008
3074
Fiscal Technician 1
2965
3032
3100
3169
3240
3313
3387
Fiscal Technician II
3096
3165
3236
3308
3382
3457
3533
Fiscal Technician III
3483
3560
3652
3721
3802
3888
3975
Fiscal Analyst
3868
3956
4046
4137
4230
4324
4420
Clerk's Office
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Office Deputy — Limited Part Time
14.88
15.20
15.52
15.85
16.19
16.53
16.88
Records Deputy
3096
3165
3236
3308
3382
3457
3533
Deputy Clerk
3096
3165
3236
3308
3382
3457
3533
District Court
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Legal Process Assistant
2578
2634
2691
2749
2808
2868
2929
Legal Process Assistant II
2837
2901
2966
3033
3101
3170
3241
Legal Process Assistant III
3096
3165
3236
3308
3382
3457
3533
Probation Assistant
3096
3165
3236
3308
3382
3457
3533
Legal Process Coordinator
3223
3295
3369
3444
3520
3598
3677
Assistant Judicial Administrator
3483
3560
3652
3721
3802
3888
3975
Fairgrounds Office
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Office Manager
3096
3165
3236
3308
3382
3457
3533
Program Assistant
3096
3165
3236
3308
3382
3457
3533
Juvenile Court Services
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
JCA Assistant
3483
3560
3652
3721
3802
3888
3975
Misdemeanant Probation
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Probation Secretary
2837
2901
2966
3033
3101
3170
3241
Public Health
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Fiscal Analyst
3868
3956
4046
4137
4230
4324
4420
Page
39
792 -CH COURTHOUSE UNION
Public Works
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Receptionist
2578
2634
2691
2749
2808
2868
2929
Fiscal Technician 1
2965
3032
3100
3169
3240
3313
3387
Technical Secretary
2965
3032
3100
3169
3240
3313
3387
Fiscal Analyst
3868
3956
4046
4137
4230
4324
4420
Solid Waste
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Scale House Attendant
2708
2766
2858
2885
2946
3008
3074
Scale House Attendant 11
2837
2901
2966
3033
3101
3170
3241
Solid Waste Assistant
2965
3032
3100
3169
3240
3313
3387
Treasurer's Office
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Fiscal Clerk
2708
2766
2858
2885
2946
3008
3074
Fiscal Tech II
3096
3165
3236
3308
3382
3457
3533
Fiscal Tech III
3483
3560
3652
3721
3802
3888
3975
WSU Extension
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Extension Assistant
2837
2901
2966
3033
3101
3170
3241
Rest of this page left blank intentionally.
Page
40
Assessor's Office
Data Processor
Personal Property Deputy
Sr. Citizen Deputy
Cadastral Technician
Auditor's Office
Office Deputy
Records Deputy I
Licensing Deputy I
Elections Deputy
Licensing Deputy II
Records Deputy II
Fiscal Clerk
Fiscal Technician I
Fiscal Technician II
Fiscal Technician III
Fiscal Analyst
Clerk's Office
Office Deputy — Limited Part Time
Records Deputy
Deputy Clerk
District Court
Legal Process Assistant I
Legal Process Assistant II
Legal Process Assistant III
Probation Assistant
Legal Process Coordinator
Assistant Judicial Administrator
Fairgrounds Office
Office Manager
Program Assistant
Juvenile Court Services
JCA Assistant
792 -CH COURTHOUSE UNION
Step 6 Step 7
3500 3577
3937 4025
3500 3577
4232 4326
Step 6 Step 7
2901 2963
2901 2963
2901 2963
3500 3577
3500 3577
3500 3577
3046 3113
3354 3429
3500 3577
3937 4025
4377 4474
Step 6 Step 7
16.75 17.11
3500 3577
3500 3577
Step 6 Step 7
2901 2963
3210 3281
3500 3577
3500 3577
3643 3723
3937 4025
Step 6 Step 7
3500 3577
3500 3577
Step 6 Step 7
3937 4025
Misdemeanant Probation
APPENDIX
"A"
Step 3
Step 4
Effective 07/01/2019 (1.25%)
Step 6
Step 1
Step 2
Step 3
Step 4
Step 5
3135
3205
3276
3349
3424
3527
3605
3698
3768
3850
3135
3205
3276
3349
3424
3787
3871
3958
4048
4139
Step 1
Step 2
Step 3
Step 4
Step 5
2610
2666
2723
2781
2840
2610
2666
2723
2781
2840
2610
2666
2723
2781
2840
3135
3205
3276
3349
3424
3135
3205
3276
3349
3424
3135
3205
3276
3349
3424
2742
2800
2860
2921
2983
3002
3070
3139
3209
3280
3135
3205
3276
3349
3424
3527
3605
3698
3768
3850
3916
4005
4096
4188
4282
Step 1
Step 2
Step 3
Step 4
Step 5
15.07
15.39
15.71
16.05
16.40
3135
3205
3276
3349
3424
3135
3205
3276
3349
3424
Step 1
Step 2
Step 3
Step 4
Step 5
2610
2666
2723
2781
2840
2872
2937
3003
3071
3140
3135
3205
3276
3349
3424
3135
3205
3276
3349
3424
3263
3336
3411
3487
3564
3527
3605
3698
3768
3850
Step 1
Step 2
Step 3
Step 4
Step 5
3135
3205
3276
3349
3424
3135
3205
3276
3349
3424
Step 1
Step 2
Step 3
Step 4
Step 5
3527
3605
3698
3768
3850
Step 6 Step 7
3500 3577
3937 4025
3500 3577
4232 4326
Step 6 Step 7
2901 2963
2901 2963
2901 2963
3500 3577
3500 3577
3500 3577
3046 3113
3354 3429
3500 3577
3937 4025
4377 4474
Step 6 Step 7
16.75 17.11
3500 3577
3500 3577
Step 6 Step 7
2901 2963
3210 3281
3500 3577
3500 3577
3643 3723
3937 4025
Step 6 Step 7
3500 3577
3500 3577
Step 6 Step 7
3937 4025
Misdemeanant Probation
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Probation Secretary
2872
2937
3003
3071
3140
3210
3281
Public Health
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Fiscal Analyst
3916
4005
4096
4188
4282
4377
4474
Page
41
792 -CH COURTHOUSE UNION
Public Works
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Receptionist
2610
2666
2723
2781
2840
2901
2963
Fiscal Technician 1
3002
3070
3139
3209
3280
3354
3429
Technical Secretary
3002
3070
3139
3209
3280
3354
3429
Fiscal Analyst
3916
4005
4096
4188
4282
4377
4474
Solid Waste
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Scale House Attendant
2742
2800
2860
2921
2983
3046
3113
Scale House Attendant 11
2872
2937
3003
3071
3140
3210
3281
Solid Waste Assistant
3002
3070
3139
3209
3280
3354
3429
Treasurer's Office
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Fiscal Clerk
2742
2800
2860
2921
2983
3046
3113
Fiscal Tech 11
3135
3205
3276
3349
3424
3500
3577
Fiscal Tech 111
3527
3605
3698
3768
3850
3937
4025
WSU Extension
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Extension Assistant
2872
2937
3003
3071
3140
3210
3281
Rest of this page left blank intentionally.
Page
42
792 -CH COURTHOUSE UNION
MAINTENANCE
ADDENDUM
TO
792 -CH AGREEMENT
ARTICLE I -RECOGNITION
1.1 The County recognizes the Union as the exclusive bargaining representative for
all regular full-time, regular part-time, and regular limited part-time
Custodial/Maintenance employees of Kittitas County identified in Article III of
this Addendum. Excluded from the unit are all elected officials, confidential
employees and supervisors, as defined by RCW 41.56.030, as well as any other
employee classifications not listed.
1.2 The County and the Union agree that all Articles and Appendix agreed to in this
addendum will be subject to and enforced by ARTICLE X GRIEVANCE PROCEDURE
of the 792 -CH Agreement.
1.3 The Employees covered by this Addendum shall be subject to the terms and
conditions of the 792 -CH Agreement unless such subject matter is addressed in
this addendum. Items so agreed to in this Addendum will control over those in
792 -CH Agreement.
ARTICLE II- HOURS OF WORK - OVERTIME
2.1 The regular workweek for the employees covered by this agreement shall not be
more than forty (40) hours per week from Sunday through Saturday. A normal
workday shall be from 7:30 a.m. to 4:00 p.m. The Employer may institute a
schedule of four (4) ten (10) hour workdays; however, the employer agrees to
provide fifteen (15) calendar day's notice prior to the commencement of four (4)
ten (10) hour workdays. The normal workweek for eight (8) hour workdays shall
be five (5) consecutive days, Monday through Friday or, for some Fair/Event
Center employees, Tuesday through Saturday as determined by business need.
The normal workweek for ten (10) hour workdays shall be four (4) consecutive
days, Monday through Thursday. One-half (1/2) or one (1) hour shall be allotted
for lunch. No employee shall be required to work more than five (5) consecutive
hours without a meal period of at least thirty (30) minutes. The meal period will
commence no less than two (2) hours, nor more than five (5) hours, from the
beginning of the shift.
Page
43
792 -CH COURTHOUSE UNION
All hours worked in excess of eight (8) hours or ten (10) hours as applicable in
any one (1) day shall be compensated at one and one-half times (1 %Z) the regular
rate of pay. Employees will have the option of receiving overtime payment at
the rate of one and one-half (1 %) times for overtime hours worked or by mutual
agreement between the department head and the employee may request
compensatory time off at one and one-half (1 1/2) times rate in lieu of cash
payment. Employees shall be allowed to accrue up to forty (40) hours of
compensatory time. All compensation time will be used or cashed out by
November 30 of each year of this Agreement. No compensatory time may be
accumulated in the month of December.
2.2 Employees' work schedules will provide for a fifteen (15) minute rest period
during each one-half (1/2) shift. The rest period shall be scheduled at the middle
of each one-half (1/2) shift whenever feasible; however, no employee will be
required to work more than three (3) hours without a rest period. Employees
who for any reason work beyond their scheduled shift or into the next shift shall
be granted the required rest and meal periods for their extended shift.
2.3 Any employee who is called back to work outside the normal shift shall be
compensated for a minimum of four (4) hours of overtime at the rate of one and
one-half (1 %) times the normal rate of pay.
Rest of this page left blank intentionally.
Page
44
792 -CH COURTHOUSE UNION
ARTICLE III CLASSIFICATION AND WAGE SCALE
Effective January 1, 2017 (3%)
JOB TITLE
1
2
3
4
5
6
7
Event Operations Aide — Limited
Part Time
15.76
16.10
16.50
16.90
17.30
17.70
18.10
Maintenance Technician 1
3204
3275
3348
3422
3497
I 3574
3653
Maintenance Technician II
3329
3403
3478
3555
3633
3712
3795
Maintenance Specialist (Jail) 3329
3403
3478
3555
3633 I 3712
3982 4072
3795
Assistant Maintenance Supervisor
3643 3725
3809
I 3895
4162
Rest of this page left blank intentionally.
Page
45
792 -CH COURTHOUSE UNION
ARTICLE III CLASSIFICATION AND WAGE SCALE
Effective January 1, 2018 (1.25%)
JOB TITLE 1
Event Operations Aide — Limited 15.96
Part Time
Maintenance Technician 1 3244
Maintenance Technician 11 3371
2
3
4
5
6
7
16.34
3316
16.73
3389
17.12
3464
17.52
3540
17.93
3618
18.35
3697
3446
3446
3522
3522
3599
3599
3678
3678
3758
3758
3841
3841
Maintenance Specialist (Jail)
3371
Assistant Maintenance Supervisor
3689,
3771
3857
3944
4033
4124
4216
ARTICLE III CLASSIFICATION AND WAGE SCALE
Effective July 1, 2018 (1.25%)
JOB TITLE
1
2
3
4
5
6
7
Event Operations Aide — Limited
Part Time
16.16
16.54
16.93
17.32
17.72
18.13
18.55
Maintenance Technician 1
3285
3358
3432
3508
3585
3664
3744
Maintenance Technician II
3413
3489
3566
3644
3724
3805
3889
Maintenance Specialist (Jail)
3413
3489
3566
3644
3724
3805
3889
Assistant Maintenance Supervisor
3735
3818
3905
3993
4083
4175
4268
Rest of this page left blank intentionally.
Page
46
792 -CH COURTHOUSE UNION
ARTICLE III CLASSIFICATION AND WAGE SCALE
Effective January 1, 2019 (1.25%)
JOB TITLE 1
2
3
4
5
6
7
Event Operations Aide — Limited
16.56
16.95
17.35
17.75
18.16 18.58
19.01
16.36
16.74
17.14
17.54
17.95
18.37
18.80
Part Time
Maintenance Technician II
3499
3577
3656
3736
3818
Maintenance Technician 1 3326
3400
3475
3552
3630
3710
3791
Maintenance Technician 11 3456
3533
3611
3690
3771
3853
3939
4094
4186
4280
4375
Maintenance Specialist (Jail) 3456
3533
3611
3690
3771
3853
3939
Assistant Maintenance Supervisor — 3782 --
— 3866
3954
4043
4134
4227
4321
ARTICLE III CLASSIFICATION AND WAGE SCALE
Effective July 1, 2019 (1.25%)
JOB TITLE
1
2
3
4
5 6
7
Event Operations Aide — Limited
Part Time
16.56
16.95
17.35
17.75
18.16 18.58
19.01
Maintenance Technician 1
3368
3443
3519
3597
3676
3757
3839
Maintenance Technician II
3499
3577
3656
3736
3818
3901
3988
Maintenance Specialist (Jail)
3499
3577
3656
3736
3818
3901
3988
Assistant Maintenance Supervisor
3829
3915
4004
4094
4186
4280
4375
Longevity pay, in addition to wages, will be paid according to the following schedule:
After 5 years employment
After 7 years employment
After 10 years employment
After 15 years employment
After 20 years employment
After 25 years employment
Page
47
$ 52.00 per month
$ 64.00 per month
$ 73.00 per month
$ 80.00 per month
$ 90.00 per month
$101.00 per month