CBA - Teamsters 252 representing Assessor's group COLLECTIVE BARGAINING
AGREEMENT
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BETWEEN
TEAMSTERS UNION LOCAL #252
AND
LEWIS COUNTY ASSESSOR'S OFFICE
January 1, 2016 - December 31, 2019
1. INTRODUCTION 1
1.1 Preamble 1
1.2 Purpose 1
2. RECOGNITION 1
2.1 Scope of Bargaining Unit 1
3. UNION SECURITY 2
3.1 Membership Requirement 2
3.2 Check Off of Union Dues and Initiation 3
3.3 D.R.I.V.E. Check off 3
4 MANAGEMENT RIGHTS 3
4.1 Customary Functions 3
5 EMPLOYMENT POLICIES 5
5.1 Civil Liability 5
5.2 Change of Job Classifications 5
5.3 Vehicle Policy 6
5.4 Jury Duty 6
5.5 Leave of Absences 7
5.6 Investigations 7
5.7 Personnel Files 8
5.8 Job Descriptions 8
5.9 Sexual Harassment 9
5.10 Training 9
5.11 Shop Steward &Negotiating Committee 10
5.12 Volunteer Limitations 10
5.13 Training Opportunities 10
5.14 No Strike Clause 11
5.15 Sub-Contracting 12
6. COMPENSABLE HOURS 12
6.1 Hours of Work 12
6.2 Overtime 12
6.3 Working Out of Classification 13
6.4 Compensatory Time 13
6.5 Call Time 14
6.6 Rest& Lunch Breaks 14
7 EMPLOYEE BENEFITS 15
7.1 Benefit Eligibility 15
7.2 Holidays 15
7.3 Vacation 16
7.4 Vacation Transfer 17
7.5 Health and Welfare 17
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
2016-2019 Collective Bargaining Agreement
7.6 Bereavement Leave 18
7.7 Sick Leave 19
7.8 Educational Reimbursement 20
7.9 Longevity 20
7.10 Immunization 21
8 EMPLOYEE DISCIPLINE 21
8.1 Just Cause 21
8.2 Types of Discipline 22
8.3 Appeals of Discipline 22
9 GRIEVANCE PROCEDURE 23
9.1 Purpose and Scope 23
9.2 Time Limits 23
9.3 Processing Steps 23
9.4 Arbitration 24
10 EMPLOYEE COMPENSATION 24
10.1 Classifications& Salary Schedule 24
10.2 Pay Day 25
11 SENIORITY 25
11.1 Seniority Standing 25
12 REDUCTION IN FORCE 25
12.1 Voluntary Reduction of Hours 25
12.2 Mandatory Reduction of Hours 26
12.3 Lay Off Procedure 26
13 SEVERABILITY 28
13.1 Repealer in Conflict with Law 28
14 DURATION OF AGREEMENT 28
15 APPENDIX A - SENIORITY DATES 30
16 APPENDIX B -CLASSIFICATIONS AND SALARY SCHEDULE 31
16.1 Classifications and Salary Grades 31
16.2 2016 Salary Schedule 32
16.3 2017 Salary Schedule 33
16.4. 2018-2019 Wage Adjustments 34
Lewis COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
2016-2019 Collective Bargaining Agreement ii
1. INTRODUCTION
1.1 Preamble
1.1.1 This agreement and applicable appendixes is entered into by and between the
Assessor of Lewis County, referred to as the "Lewis County Assessor," the Lewis
County Board of Commissioners, referred to as the "County," and the Assessor, and
the County, collectively referred to as the "Employer," and Teamsters Union Local
No. 252,referred to as the"Union."
1.1.2 Although the preceding paragraph refers to the Lewis County Commissioners,
the Lewis County Assessor, collectively as the "Employer," it is understood between
the parties signatory to this agreement that this agreement shall not alter or diminish
any of the inherent rights statutory empowered to each duly elected official.
1.2 Purpose
1.2.1 It is the purpose of this agreement to achieve and maintain harmonious
relations between the Employer and the Union, to provide for equitable and peaceful
adjustments of differences which may arise, and to establish standards of wages,
hours, and working conditions.
2. RECOGNITION
2.1 Scope of Bargaining Unit
2.1.1 This bargaining unit shall consist of all full-time and part-time employees
working in the office of the Lewis County Assessor, excluding the elected officials,
confidential and casual employees, supervisors, and employees in all other Lewis
County departments.
2.1.2 Bargaining Unit Employee Definitions. Listed below are the employee
definitions applicable under the terms and conditions of this agreement.
a) Full-Time Employee. A full-time employee shall be defined as an
employee who regularly works forty(40) hours each week.
b) Part-Time Employee. A part-time employee shall be defined as an
employee who regularly works less than forty (40) hours each week.
c) Probationary Employee. A probationary employee shall be defined as
employee who is serving his or her six (6)month probationary period.
During such period, a probationary employee's employment status with the
Employer shall be strictly "at will" and shall have no appeal recourse through
the grievance procedure of this Agreement. The "probationary employee"
designation may be applied to either a full-time or a part-time employee.
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
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(cc) Non-accredited appraisers shall have twelve (12) months from
the date of hire to take and pass the initial IAAO test. Should the
employee fail to pass the initial test, the employee will have three (3)
months to retake and pass the test. The three (3) month period for
retesting shall commence upon learning of the failure of the initial
IAAO test. Failure to pass the IAAO test within the three (3) month
extension period will result in termination of employment without
recourse to the grievance procedure even through the employee's basic
six (6) month probationary period may have been completed.
d) Casual Employee. A casual employee shall be defined as an employee
who is employed to perform work on a regular or irregular basis for a
specified period of time. A casual employee shall be excluded from the terms
and conditions of this agreement. The scope and duration of the work to be
performed by a casual employee shall be determined by mutual agreement
between the Employer and the Union. Disputes arising from application of
this provision shall be resolved through the grievance procedure.
3. UNION SECURITY
3.1 Membership Requirement
3.1.1 The Employer and the Union agree that all employees holding positions
covered under this collective bargaining agreement shall meet one of the following
conditions.
' a) The Employer and the Union agree that all present members of the
Union shall as a condition of employment remain members in good standing
while holding positions included in the bargaining unit. All future employees
holding positions in the bargaining unit shall, as a condition of employment
become and remain members in good standing after completing thirty (30)
calendar days of employment.
b) The Employer and the Union agree that each must safeguard the right
of employees to not belong in a Union, if a legal objection is based upon bona
fide religious tenets or teachings of a church or religious body of which the
employee is a member. In such cases, 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
employee affected and the Union. The employee shall furnish written proof
that such payment has been made. If the employee and the Union do not
reach agreement on such matter, the charitable organization shall be
designated pursuant to RCW 41.56.
3.1.2 The Union shall indemnify the Employer and save the Employer harmless
against any and all claims, demands, suits, or other form of liability that shall arise
out of or by reason of any action taken or not taken by the Employer at the request of
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
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the Union for the purpose of complying with this Article, provided that the action
taken is in accordance with such request.
3.2 Check Off of Union Dues and Initiation
3.2.1 Upon receipt of a properly executed authorization card signed by the
employee, the Employer shall deduct from the employee's monthly pay all regular
union dues and initiation fees uniformly required to maintain the employee in good
standing with the Union. Such deductions are to be transmitted to the Union each
month. Contributions to charitable organizations based upon a bona fide religious
objection to membership in the Union, as set forth in Section 3.1.2, shall be likewise
deducted and remitted to the appropriate charity.
3.2.2 Employees and the Union shall hold the Employer harmless and shall
indemnify the Employer from responsibility for withholding errors and damages
flowing there from caused by faulty information furnished by the employees or the
Union, and the Union shall promptly refund to the employee any amounts paid to the
Union in error.
3.3 D.R.I.V.E. Check off
3.3.1 At such time the Employer's payroll system will support additional
deductions: the Employer agrees to deduct from the paycheck of all employees,
covered by this Agreement who provide written authorization for such deductions, all
voluntary contributions to the Democrat, Republican, Independent Voter Education
(D.R.I.V.E.) political action committee.
3.3.2 The Employer agrees to deduct from the paycheck of all employees covered
by this Agreement voluntary contributions to DRIVE. DRIVE shall notify the
Employer of the amounts designated by each contributing employee that are to be
deducted from his/her paycheck on a weekly basis for all weeks worked. The phrase
"weeks worked" excludes any week other than a week in which the employee earned
a wage.
3.3.3 The Employer shall transmit to DRIVE National Headquarters on a monthly
basis, in one (1) check, the total amount deducted along with the name of each
employee on whose behalf a deduction is made, the employee's Social Security
number and the amount deducted from the employee's pay check.
4 MANAGEMENT RIGHTS
4.1 Customary Functions
4.1.1 Except as expressly modified or restricted by a specific provision of this
Agreement, all statutory and inherent managerial rights, prerogatives, and functions
are retained and vested exclusively in the Employer and its management, including,
but not limited to, the rights, in accordance with its sole and exclusive judgment and
discretion:
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
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a) to take whatever action is either necessary or advisable to determine,
manage and fulfill the mission of the organization and to direct the
Employer's employees;
b) to reprimand, suspend, discharge or to otherwise discipline employees
for cause;
c) to determine the number of employees to be employed;
d) to hire employees, determine their qualifications and assign and direct
their work;
e) to evaluate employees' performances;
f) to promote, demote, transfer, lay off, recall to work and retire
employees;
g) to set the standards of productivity, the services and products to be
produced;
h) to determine the amount and forms of compensation for employees;
i) to maintain the efficiency of operation; to determine the personnel,
methods, means, and facilities by which operations are conducted;
j) to set the starting and quitting times and the number of hours and shifts
to be worked;
k) to use independent contractors to perform work or services;
I) to subcontract; contract out; expand, reduce alter, combine, transfer,
assign, or cease any job, department, operation or service;
m) to control and regulate the use of facilities, equipment, and other
property of the Employer;
n) to introduce new or improved research, production, service,
distribution, and maintenance methods, material, machinery, and equipment;
o) to determine the number, location and operation of departments,
divisions and all other units of the Employer;
p) to issue, amend and revise policies, rules, regulations, general orders,
administrative directives, and practices.
4.1.2 The Employer's failure to exercise any right, prerogative, or function hereby
reserved to it, or the Employer's exercise of any such right, prerogative, or function in
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
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a particular way, shall not be considered a waiver of the Employer's management
right to exercise such right, prerogative, or function in a particular way, shall not be
considered a waiver of the Employer's management right to exercise such right,
prerogative, or function or preclude it from exercising the same in some other way
not in conflict with express provisions of this Agreement, however, the Employer
recognizes that RCW 41.56 may impose an obligation for the Employer to negotiate
changes in wages,hours, and working conditions not covered by this agreement.
4.1.3 Employer Options. The Employer and the Union hereby recognize that
delivery of services in the most efficient, effective, and courteous manner is of
paramount importance to the Employer, and as such, maximized performance is
recognized to be an obligation of employees covered by this Agreement. In order to
achieve this goal, the parties hereby recognize the Employer's right to determine the
methods, processes, and means of providing services, to increase, diminish, or change
equipment, including the introduction of any and all new, improved, or automated
methods or equipment and the assignment of employees to specific jobs within the
bargaining unit. Such Employer rights are restricted only to the extent of an express
provision of this Agreement or by a specific provision of applicable Washington State
or federal law.
4.1.4 Performance Standards. The Employer shall have the right to establish and
maintain performance standards. Such standards that are in effect may be used to
determine acceptable performance levels, prepare work schedules, and measure the
performance of employees. No revision of performance standards and/or policies
shall be made without prior notification to the Union.
5 EMPLOYMENT POLICIES
5.1 Civil Liability
5.1.1 An employee's right to legal representation and/or indemnification in claims
arising out of his or her performance of official County duties shall be governed by
County Resolution 03-042.
5.2 Change of Job Classifications
5.2.1 Whenever a job opening occurs, other than a temporary opening, in any
existing job classification, or as the result of the development or establishment of a
new job classification, the following posting requirements shall apply in order to
solicit qualified applicants from its respective unit;
a) A notice of such opening shall be posted on all bargaining unit
employee bulletin boards, for five (5) working days. Such notice shall contain
the specific job classification and the criteria required for application to the
position.
b) All job openings shall be made available to the employees of the
bargaining unit unless no current employee possesses the minimum
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
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qualifications or no bargaining unit employee applies. In such case, the
vacant position may be advertised outside of the applicable bargaining unit.
c) In the event, the Employer has a reasonable belief that no one in the
bargaining unit possesses the required qualifications for the available position,
the Employer may simultaneously advertise the position outside of the
bargaining unit during the required posting period, however, the simultaneous
posting does not relieve the Employer of its obligations imposed by this
provision relative to making the position(s) available to employees within
bargaining unit for those applicants who unexpectedly apply and meet the
required qualifications for such position.
5.2.2 The application shall be in writing and shall be submitted to the Employer for
consideration.
5.2.3 Promotions or changes in job classifications shall be considered temporary for
a period of thirty (30) calendar days from the date of promotion or change. Within
the thirty (30) calendar day period, if the employee requests return to the previously
held classification or should the Employer and/or designee decide the employee is
unsuited for the job, the employee shall revert to the employee's former job
classification.
5.2.4 An employee who changes from one job classification to a job classification
with a higher salary range shall be placed at a step in the new range that provides a
minimum five percent (5%) increase in salary; provided that if there is no step in the
new range that is at least five percent (5%) above the employee's current salary, the
employee shall be placed in the highest step in the new range.
5.2.5 A written and/or oral examination may be required for all promotional or
vacant positions. The weight of scoring of the oral and/or written examinations shall
be determined by the Employer and/or designee, however, the weight given to each
section of the examination shall be posted at the time the job announcement is made.
The minimum qualifications for the promotional or vacant position shall not be
arbitrarily reduced after applications have been taken and examinations have been
conducted. In the event the minimum qualifications are reduced, the application
process shall be reopened using the reduced qualifications.
5.3 Vehicle Policy
5.3.1 Vehicle use shall be in compliance with:
County Vehicle Use Policy 4.300 and 4.310,
County Vehicle Use Procedures 4.300 and 4.310,
County Vehicle Use Terms 4.300A
5.4 Jury Duty
5.4.1 An employee shall be allowed time off without loss of pay for serving on jury
duty. Any compensation, excluding mileage, received by the employee from the
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court for performing such service shall promptly be refunded to the Employer and all
employees are required to seek such compensation from the court. Jury service
compensation in Lewis County Superior Court or District Court shall be waived.
5.5 Leave of Absences
5.5.1 The Employer, at the Employer's sole discretion, may grant a leave of absence
upon written request from an employee. An employee shall have his or her seniority
date adjusted by the duration of the leave, except in the case of an educational leave.
Upon the expiration of the authorized leave of absence, the employee shall be
reinstated in his or her previous position or an equivalent position in the event the
original position no longer exists.
5.5.2 Pregnancy/Childbirth Leave of Absence. Pregnancy and childbirth leave shall
be granted in accordance with applicable state law in coordination with the County's
Family and Medical Leave Act policy. An employee on such leave shall not have her
seniority date adjusted and shall, upon return, be reinstated in her original
classification, or one substantially equivalent, without reduction in wage or benefit.
5.5.3 Military Leave of Absence. Any employee who is a member of a military
reserve force of the United States or of the State of Washington shall be entitled to
and shall be granted military leave of absence from county employment, not to
exceed twenty-one (21) work days during each October 1 through September 30.
Such leave shall be granted in order that the person may take part in active training
duty in such manner and at such times as he or she may be ordered to active training
duty. Such military leave of absence shall be in addition to any vacation or sick leave
to which the employee might be otherwise entitled, and shall not involve any loss of
efficiency rating, privileges or pay (RCW 38.40.060). During the period of military
leave, the employee shall receive from the Employer his or her normal pay. The
employee shall provide the Employer with a copy of official orders prior to reporting
for duty. Any additional leave will be considered under applicable federal law.
5.5.4 Family and Medical Leave. An eligible employee shall be allowed to
participate in, be subject to, and be entitled to the leave provisions provided by
County Resolution. The employee shall be entitled to either the provisions of the
County Resolution or the Family and Medical Leave Act, whichever provides the
employee the greater benefit.
5.6 Investigations
5.6.1 Employees have an obligation to cooperate with any investigation conducted
by the Employer. Failure to do so will be considered insubordination and will be
grounds for discipline, up to and including termination.
5.6.2 Whenever an employee is being interviewed by the Employer in
circumstances that may lead to disciplinary action against the employee, the
employee will be advised prior to the start of the interview of the subject of the
interview and the right to have Union representation at the interview.
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
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5.6.3 Employees are entitled, at their option, to have Union representation during
any investigatory interview conducted by Employer that the employee reasonably
believes may result in discipline of the employee. During any such investigatory
interview, a participating Union representative will be given the opportunity to ask
questions, offer additional information and counsel the employee, but may not
obstruct the Employer's investigation.
5.6.4 The Employer may, at its discretion, place employees on paid administrative
leave during disciplinary investigations. Employees on such paid administrative
leave must remain available during their normal hours of work. Paid administrative
leave is not considered to be discipline and is not subject to the grievance procedure.
5.6.5 Any interview and questioning of an employee shall be conducted during the
employee's shift unless the urgency of the matter dictates otherwise.
5.6.6 At the time of completion of the investigation of a non-criminal possible
disciplinary matter, the Employer shall notify the employee in writing of such
completion as soon as reasonably possible.
5.7 Personnel Files
5.7.1 Each employee shall have the right to inspect and review his or her personnel
file, in accordance with the following proscriptions. The review and inspection shall
be supervised by Employer or designee. The employee shall not alter or remove any
document contained in the personnel file. Such inspection shall occur not more
frequently than once per calendar year unless the Employer otherwise consents. Any
third party agent, Union or otherwise, of the employee shall be permitted review and
inspection only if authorized, in advance and in writing, by the employee. The
inspection time and date shall be at the mutual convenience of Employer and
employee, but in any event shall not be later than ten (10) days following the
employee's request.
5.7.2 An employee may provide rebutting written information to be included in the
file if the file content, or any portion thereof, is believed by the employee to be
irrelevant or incorrect and the Employer or designee refuses to remove such
information.
5.7.3 No performance or disciplinary documentation will be placed in an
employee's personnel file without notice to the employee.
5.8 Job Descriptions
5.8.1 The Employer shall be required to provide job descriptions for each employee
classification of the department. Such job descriptions shall not be considered valid
unless dated and adopted by signature of the authorized Employer representative. Job
descriptions are intended to be a generic description of the basic functions of specific
employment classifications. The Employer shall provide the Union with written
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notice of a modification to any existing, or adoption of any new, job description at
least fifteen (15) days prior to intended implementation date. Such notification shall
include the specific modification made or the entire text of the new job description,
whichever is applicable and the proposed or existing compensation for such position.
5.9 Sexual Harassment
5.9.1 The Employer shall provide training to employees on a regular basis regarding
sexual harassment in the workplace under Washington Law.
5.9.2 An employee shall be required to notify the Employer as to any event which
may be construed as sexual harassment prior to initiating any other formal action.
Upon receiving a report of sexual harassment, the Employer shall conduct an
investigation to determine the merit of the allegations and initiate appropriate
remedial action.
5.9.3 In the event the Employer's actions are determined to be inadequate, the
employee is free to file his or her complaint with the appropriate State or Federal
agency for remedial action.
5.10 Training
5.10.1 It is recognized that the Employer has the authority to direct an employee to
attend any and all school and training sessions as directed by the Employer and/or his
designee. All travel time for employees commuting to training outside of the
employee's normal portal-to-portal travel shall be paid at the employee's applicable
rate of pay.
5.10.2 An employee who is required to operate a motor vehicle shall be required to
attend a defensive driving course within their first year of employment.
5.10.3 If the Employer directs,art employee shall attend an Employer approved basic
first aid course and CPR training and/or renewal training at such intervals as
determined by the Employer. Time at such training shall be compensable at the
employee's applicable rate of pay.
5.10.4 The Employer will provide all training for employees as required by statute,
legal mandate or Employer policy. Any employee attendance at training required by
the Employer as a condition of employment shall be compensated at the employee's
applicable rate of pay. The Employer shall reimburse the employee for all reasonable
fees and costs associated with such training including transportation, meal, and
lodging costs, and, if necessary, the costs of one challenge to a course not passed by
the employee; provided, however, that the Employer will not pay the costs of or
compensate employees for the time required to take the same training course more
than once absent a statutory requirement that the employee repeat a course previously
taken; and provided further that the Elected Official supervising the employee may, in
his or her sole discretion, authorize exceptions to this policy.
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5.10.5 Voluntary attendance at non-required training courses, for the purpose of
individual career advancement or enhancement, shall not be considered compensable
work time provided that the following four(4) general principles are met:
a) Attendance is outside the employee's regular working hours; and
b) Attendance is in fact voluntary. It is not voluntary if attendance is
required by the Employer or if the employee is led to believe that non-
attendance will prejudice working conditions or employment standing; and
c) The employee does not perform productive work during such
attendance; and
d) The program, lecture, or meeting is not directly related to the
employee's job.
5.11 Shop Steward & Negotiating Committee
5.11.1 Not more than two (2) bargaining unit members, consisting of shop stewards
or other members selected by the Union, shall be allowed to participate in contract
negotiations on Employer paid time. Provided, however, no such attendance on
Employer's time shall occur at a time where a critical service, as determined by the
Employer and/or his designee, to the public would be interrupted or withheld. The
Employer may request that negotiations be conducted on a "split time" basis, half on
Employer paid time and half on the employee's non-paid time and such request
would be honored provided that advance written notice is provided to the Union.
5.11.2 The Union shall also be permitted to post appropriate meeting notices and
general Union information on employee bulletin boards.
5.12 Volunteer Limitations
5.12.1 Volunteers may be used to supplement but not supplant a bargaining unit
position in the work force. Volunteers shall include but shall not be limited to those
individuals participating in state sponsored retraining programs.
5.13 Training Opportunities
5.13.1 Employees shall be given information concerning training opportunities by
postings placed on the Employee Bulletin Board located in the
conference/lunchroom. The postings will include information concerning the name
of the class, location of the class, date, cost and number of credit hours earned.
5.13.2 Employees shall put in writing any training opportunity requests giving name
of class, date, location, etc. and an explanation of why the training will be beneficial.
The request is then given to the immediate supervisor for review before going to
management for approval or denial.
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5.13.3 Employees shall be given a written approval or denial of a request for training
opportunities after a review of budget limitations, requirements needed to maintain
accreditation, promotional opportunities, and training required to maintain or enhance
present positions.
5.14 No Strike Clause
5.14.1 The Employer and the Union agree that the public interest requires the
efficient and uninterrupted performance of all the Employer's services and to this
end, pledge their best efforts to avoid or eliminate any conduct contrary to this
objective. The Employer and the Union recognize that the cessation or interruption of
the services of the employees is in violation of this Agreement.
5.14.2 During the term of this Agreement, the Union and the employees covered by
this Agreement shall not cause or engage in any work stoppage, strike, slowdown or
other interference with Employer functions. No employee shall willfully absent
himself or herself from his or her position, or abstain in whole or in part from the full,
faithful and proper performance of his or her duties of employment for the purpose of
inducing, influencing or coercing a change in his or her conditions of compensation,
of the rights, privileges, conditions or obligations of employment.
5.14.3 The Union agrees and all employees agree, it and they shall not, at any time,
authorize, instigate, sanction, cause, or participate in any strike affecting the
Employer. Strikes shall also be defined to include, but shall not be limited to,
slowdowns, stoppages of work,tie-ups, sit-ins,mass absences due to sickness or other
reasons, demonstrations,picketing (except where constitutionally permitted)boycotts,
obstructionism, or any other form of concerted activity such as disruption,
interruption, or interference in any manner or kind whatsoever with any and all
operations, facilities or activities of the Employer. The Union and the employees
agree that they will not honor any picket line established by any labor organization in
the event of being called upon to cross such picket line in the performance of work
duty.
5.14.4 Employees covered by this Agreement who engage in any of the foregoing
prohibited actions shall be subject to such disciplinary or discharge actions as may be
determined by the Employer including, but not limited to, recovery of any financial
losses suffered by the Employer as a result of such prohibited actions.
5.14.5 Employees shall not be entitled to any benefits or wages whatsoever while
they are engaged in a strike, boycott, slowdown, mass sick call, any form of work
stoppage, refusal to perform duties, or other interruption of work or prohibition
contained in the foregoing paragraphs.
5.14.6 In the event the Employer and/or his designee determines that a breach of any
of the foregoing provisions has occurred, the Employer and/or his designee shall, as
soon as possible, attempt to notify the Union of the alleged breach.
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5.15 Sub-Contracting
5.15.1 In the event the Employer sub-contracts out bargaining unit work to a private
contractor, as permitted by the terms and conditions of this Agreement, and the
affected employee(s) employment severed, such employee shall be entitled to the
following:
a) One (1) week (forty (40) hours) of severance pay at the employee's
applicable hourly rate of pay for each twelve (12) months of service with
Lewis County. The minimum severance payment shall be one week (forty
(40) hours) at the employee's applicable hourly rate of pay to a maximum of
twelve (12) weeks.
b) Additional Health & Welfare contributions are tied directly to the
amount of severance pay an employee is eligible for in the following manner:
Severance Pay Eligibility Additional Month(s)of Employer Contribution
1 —4 Weeks An additional non-mandatory month of health& Welfare contributions.
5—8 Weeks Two(2)additional months of non-mandatory health&welfare contributions.
9— 12 Weeks Three(3)additional months of non-mandatory health&welfare contributions
6. COMPENSABLE HOURS
6.1 Hours of Work
6.1.1 The normal work week shall consist of five (5) eight (8) consecutive hour
days, Monday through Friday, with two (2) consecutive days off or, in the alternative,
four (4) ten (10) hour consecutive hour days (Monday through Thursday or Tuesday
through Friday) with three (3) consecutive days off. Variations of the above listed
work schedules may be utilized, on a case-by-case basis, based upon mutual
agreement between the Employer and the employee.
6.1.2 The Employer shall retain sole discretion regarding the number of employees
to be assigned to each of the aforementioned standard work schedules.
6.1.3 The requirement of consecutive days off may not apply when the Employer
directs overtime service during a normal day off whenever a non-consecutive day off
schedule has been agreed upon between the Employer and employee.
6.1.4 An employee's normal reporting time for work shall be 8:00 a.m. Such
reporting time may be modified upon mutual agreement of the employee(s) and the
Employer.
6.2 Overtime
6.2.1 Compensable paid hours in excess of forty (40) hours per week shall be paid
at the rate of time and one-half the employee's regular rate of pay, or paid in the form
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
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of compensatory time off in accordance with the compensatory time provisions of this
agreement. All overtime, shall be pre-authorized by the Employer.
a) Compensable hours shall be defined as any hours in which
compensation is paid to an employee, including but not limited to paid sick
leave, vacation, compensatory time, administrative leave, etc.
6.2.2 Available overtime may be expressly offered to be paid in the form of
compensatory time; however, no employee shall be compelled to accept
compensatory time accrual in lieu of receiving compensation for overtime hours
worked.
6.2.3 When an overtime work assignment becomes available, an employee shall not
be required to adjust his or her regularly scheduled shift to facilitate the assignment
either before or after the work is performed for the sole purpose of avoiding the
payment of overtime. This provision shall not prevent regular shift schedule
adjustments based upon written mutual agreement of the Employer and the employee.
6.3 Working Out of Classification
6.3.1 Any employee working out of classification, in a higher paid classification, by
direction of the Employer and/or designee for more than four (4) hours in a work day
shall be compensated for all such hours worked at the lowest rate of pay for the
higher classification that provides the employee with a pay enhancement of a
minimum of five percent (5%) increase in salary; provided that if there is not step in
the higher classification that is at least five percent (5%) above the employee's
current salary, the employee shall be placed in the highest step in the higher
classification.
6.3.2 It shall be the employee's responsibility to notify the employer of the claim
for this working out of classification pay by means of submission of the claim on an
applicable monthly time reporting system. Any claim not so noted within thirty (30)
calendar days of the time of accrual shall be void. Notwithstanding the foregoing,
employees participating in cross-training and employees performing deminimis tasks
in the higher classification by reason of fill in for the absent higher classification
employee shall not be entitled to working out of classification pay.
6.4 Compensatory Time
6.4.1 Upon approval of the Employer, an employee may accrue compensatory
time in lieu of receiving overtime wages. Compensatory time shall accrue at the rate
of time and one-half for each overtime hour worked and shall be subject to the
following conditions:
a) An employee shall not be allowed to accumulate more than forty (40)
hours of compensatory time. Compensatory time is cumulative from year to
year to the aforementioned maximum. Compensatory time accrued in excess
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL.
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of the maximum shall be cashed at the employee's straight time hourly rate of
pay.
b) With the prior approval of the Employer, an employee may convert to
pay all or part of accrued compensatory time, to be paid at the accruing
employee's current applicable rate of pay. A request for cash out of accrued
compensatory time shall be made in writing, specifying the number of hours
to be cashed out, and submitted to the Employer or his designee for
consideration on or before the 20th of the current payroll month.
c) Compensatory time off may be utilized in one- (1) hour or greater
increments. Compensatory time off shall be scheduled with the approval of
the Employer.
d) The Employer shall make available an employee's compensatory time
total upon reasonable request of the employee.
e) Once the scheduling of the taking of compensatory time off is
approved, it may only be denied in the event of an emergency endangering or
substantially impairing Employer services to the public, or in situations which
have developed beyond the control of the Employer. Scheduling of
compensatory time shall not pre-empt previously scheduled and approved
vacation time.
6.5 Call Time
6.5.1 There will be a guarantee of two (2) hours pay from time of call-in service.
Such compensable time shall commence at the time of the call and end at the time the
employee returns home. Time worked in excess of the aforementioned two (2) hour
period shall be paid for the actual time worked at the employee's applicable hourly
rate of pay. Such minimum guarantee shall not apply to those hours that are
contiguous with the employee's normal work hours.
6.6 Rest& Lunch Breaks
6.6.1 An employee shall be permitted an Employer paid fifteen (15) minute rest
break for each half day work period. Rest breaks shall be scheduled as near as
possible to the midpoint of each half day work period. An additional fifteen (15)
minute rest period shall be granted for each additional two (2) hour increment that an
employee is required to work beyond the employee's normal shift.
6.6.2 An employee, during the approximate midpoint of his/her shift, shall be
entitled to either a one-half (I/z) hour or one (1) hour non-paid lunch break, as
determined by the Employer, depending upon the individual's work assignment.
6.6.3 If such employee is directed to perform work during a portion of such break,
such portion shall be subject to being deemed compensable paid time and the
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION 4252 SIGNED ORIGINAL
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employee shall be compensated at the employee's applicable rate of pay or allowed
additional time for lunch.
7 EMPLOYEE BENEFITS
7.1 Benefit Eligibility
7.1.1 Employees shall receive vacation/sick leave, and medical/dental/vision
benefits under the following qualifiers: Employees who are compensated for eighty
(80) hours or more in a calendar month shall receive one hundred percent (100%) of
all Employer paid benefits set forth in this agreement; employees with less than
eighty (80) compensable hours per month shall have the benefits provided under this
agreement prorated; employees with less than twenty-eight (28) compensable hours
per month shall accrue no benefits.
7.2 Holidays
7.2.1 The Employer and employees shall recognize ten (10) holidays:
New Year's Day. January 1
Martin Luther King's Birthday 3rd Monday in January
President's Day 3rd Monday of February
Memorial Day Last Monday of May
Independence Day July 4th
Labor Day 1st Monday of September
Veteran's Day November 11
Thanksgiving Day 4th Thursday in Nov.
Day after Thanksgiving November
Christmas Day. December 25
Personal Day Vacation Credit
7.2.2 Each current employee shall, as of January 1St of each year, be credited 8
hours to their vacation bank for their Personal Day. Upon hire, an employee will be
credited 8 hours to their vacation bank.
7.2.3 Employees shall have the courthouse recognized holiday off. Should the
recognized holiday fall on the employee's regularly scheduled day off, the employee
shall be given the adjacent day off, or with mutual agreement of the employer another
day within the work week.
7.2.4 An employee who works on a designated holiday and does not take an
alternative day off during that work week shall be compensated for all hours worked
on such holiday at 1 %2 times the employee's regular hourly rate of pay in addition to
their regular salary.
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7.3 Vacation
7.3.1 All regular full-time employees shall accrue vacation in accordance with the
following schedule. Eligible part-time employees shall accrue vacation on pro-rated
basis. Vacation leave is accrued but may not be taken until after an employee has
completed six (6) consecutive months of employment. Actual accrual shall be made
on a monthly basis.
Months of County Accrual Rate Accrual Rate
Service Hours Per Month Hours Per Year
0-12 8.50 102
13-24 8.50 _ 102
25-36 9.00 108
37-48 9.50 114
49-60 10.66 128
61-72 10.66 128
73-84 11.00 _ 132
85-96 11.50 138
97-108 12.00 144
109-120 12.66 152
121-132 12.66 152
133-144 13.00 156
145-156 13.50 162
157-168 14.00 168
169-180 14.50 174
181-192 14.50 174
193-204 15.00 180
205-216 15.50 186
217-228 16.00 192
229+ 16.33 196
7.3.2 Vacation shall normally be utilized and charged in units of one (1) hour;
smaller increments may be utilized with permission of the Employer or designee. A
maximum of one (1) employee shall be allowed on vacation at a time unless
permission is granted by the Employer.
7.3.3 Once scheduled, an employee's vacation shall not be changed without mutual
agreement of the Employer and employee or unless an emergency exists. The term
"emergency" shall not include Employer scheduling errors or the payment of
overtime to fill vacant shifts.
7.3.4 Annual leave may be accrued to a maximum of three hundred twenty (320)
hours. An employee who, separates from service shall be paid at the ensuing payday
for any unused accrued annual leave, but in any event not to exceed a maximum of
two hundred forty (240) hours. If an employee is discharged within the first six (6)
months of employment, no accrued annual leave shall be payable.
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7.3.5 In the event a scheduled vacation is canceled by the Employer, or a vacation
request is denied by the Employer by reason of operational requirements, and in the
event such cancellation or denial impacts the maximum accrual limit, at the discretion
of the Employer and/or his designee, the employee shall either be allowed to accrue
above the maximum or will be paid for the excess accrual above the maximum at the
employee's applicable straight time rate of pay.
7.3.6 In the event that the Employer and/or his designee permits the accrual ceiling
to be exceeded, the employee must pull back within the accrual maximum limit
within ninety (90) days of the date of exceeding the maximum, or the last day of
employment. The Employer and/or his designee shall have the discretion to reduce
such excess accrual by pay any time during such ninety (90) day period. If the
employee is not permitted to pull back within the ninety (90) day period, the excess
shall be paid in wages.
7.4 Vacation Transfer
7.4.1 Eligible employees shall be allowed to transfer accrued annual leave to other
employees as permitted by County policy.
7.5 Health and Welfare
7.5.1 Effective January 1, 2016, the Employer shall pay an amount not to exceed
One thousand dollars and zero cents ($1000.00) per eligible employee towards the
cost of medical, dental, vision, life, dependent life, time loss, and disability insurance
under the programs outlined herein. Effective August 1, 2017 the Employer
contribution shall be increased to One thousand fifty dollars and zero cents
($1,050.00). Effective September 1, 2017 the Employer contribution shall be
increased to One thousand one hundred dollars and zero cents ($1,100.00). Effective
January 1, 2018 the Employer contribution shall be increased to One thousand two
hundred dollars and zero cents ($1,200.00). Effective January 1, 2019 the Employer
contribution shall be increased to One thousand two hundred and twenty-five dollars
and zero cents ($1,225.00). The employee shall pay the sum required in excess of the
Employer's contribution via a monthly payroll deduction.
7.5.2 Effective January 1, 2016, the Employer shall pay to the Washington
Teamster Welfare Trust, on behalf of each employee who received compensation for
eighty (80) or more hours in the previous calendar month, the amounts required for
the following plans:
WTWT Insurance Coverage Rates as of
01/01/17
Medical- Plan Z $1065.27
Time Loss—B $ 12.00
9 Month Waiver of Premium $ 11.40
Dental —Plan A $ 130.50
Vision- Plan EXT $ 14.90
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7.5.3 Effective January 1, 2016, the Employer shall contribute the amounts required
on a monthly basis to the Washington Counties Insurance fund for each eligible
employee who is employed during the current calendar month. Employees shall be
allowed to increase coverage for self or dependent at the employee's expense, such
additional premiums shall be paid in full by the employee and not subject to the
Employer cap.
WCIF—Standard Insurance Rates as of 01/01/17
Employee Life $ 2.20
7.5.4 Effective January 1, 2016, the Employer shall contribute the amount required
on a monthly basis to Standard Insurance Co. of Portland Oregon for each eligible
employee who is employed during the current calendar month.
Standard Insurance Co. Rate as of 01/01/17
Short Term Disability $ 2.85
7.5.5 Maintenance of Benefits: The trustees and/or administrators of the
aforementioned plans may modify benefits or eligibility of any plan for purpose of
cost containment, cost management or changes in medical technology and treatment.
In the event premiums are increased in excess of the Employer's maximum monthly
contribution, such contribution toward those premiums shall be reallocated to so that
dental, vision, life and STD insurance are fully paid through the Employer's
contribution.
7.5.6 WTWT Payments: The Employer will be responsible for paying to Northwest
Administrators its monthly contributions and those withheld from employees' wages
on or before the tenth (10th) day of the month. Upon Union request, copies of all
transmittals pertaining to benefits under this Section shall be posted on the Union
bulletin board.
7.5.7 WTWT Delinquency: If the Employer is delinquent in payments, the
Employer shall be liable for the payment of any claims incurred by employees or
dependents during such delinquency.
7.5.8 Trust Agreements: The applicable Trust Agreements (completed copies
attached) shall be incorporated herein and deemed part of this Agreement as though
fully set forth.
7.5.9 It is parties' mutual intent that by virtue of this agreement, the Employer's
contribution towards all the employee benefits described hereinabove shall at no time
exceed the sums outlined in 7.5.1 above.
7.6 Bereavement Leave
7.6.1 Up to three (3) days with pay shall be granted without any sick leave debit in
the case of a death of the employee's spouse, spouse's parents, child, parent,
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grandparents, siblings, spouse's siblings, or other person who is a non-pecuniary
resident of the employee's household.
7.6.2 An employee shall be allowed to utilize up to three (3) sick leave days for
bereavement in the case of death of a member of the employee's "immediate family."
"Immediate Family" shall include only persons related by blood, marriage, or legal
adoption in the degree of consanguinity of grandparent, parent, spouse, brother, sister,
child, or grandchild, and any other person who is a non-pecuniary resident of the
employee's household.
7.7 Sick Leave
7.7.1 With each month of completed continuous employment with Employer, sick
leave with pay shall be accrued by each full-time employee at the rate of eight (8)
hours. There shall be a maximum accumulation of thirteen hundred twenty (1320)
hours.
7.7.2 Sick leave may be used in one quarter (1/4) hour increments. Accrued sick
leave shall be debited in accordance with actual time of absence due to illness.
7.7.3 An employee may take leave for illness, requiring the employee's attendance,
in their immediate family. "Immediate family" shall include only persons related by
blood, marriage or legal adoption in the degree of consanguinity of grandparent,
parent, wife, husband, brother, sister, child, or grandchild, and/or person who is a
non-pecuniary resident the employee's household. An employee may use accrued
sick leave for maternity, paternity, or childbirth purposes.
7.7.4 An employee who takes more than three (3) workdays sick leave for any one
illness for self or for illness in the immediate family may be required by the Employer
or his designee to produce a letter from a medical doctor verifying the illness or
necessity of attendance.
7.7.5 Employees on leave for an occupational injury or illness shall be allowed to
supplement their time loss payment with accrued sick leave up to one hundred
percent (100%) of the employees' regular salary.
7.7.6 An employee who becomes ill while on vacation and requires medical
attention or hospitalization, the time ill may be charged to accumulated sick leave,
provided the employee furnishes to the Employer documentation issued by a health
care provider.
7.7.7 At the time of separation from service, an eligible employee, except
temporary, probationary, or just cause termination shall receive remuneration at a rate
equal to one (1) hour's current straight time monetary compensation of the employee
for each two (2) hours of accrued sick leave, to a maximum of three hundred sixty
(360) hours of pay. In the case of the employee's death while in active service the
employee's estate shall receive the same benefit.
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7.8 Educational Reimbursement
7.8.1 The Employer is desirous of having employees participate in courses and
training opportunities to enhance their skills and enable them to advance to other
positions. Accordingly, it shall be the Employer's goal to assist full-time, regular
employees in the furtherance of this policy by offering a tuition reimbursement
program for courses or training at accredited colleges and universities.
7.8.2 To qualify for reimbursement, the employee must make application to, and
receive prior approval from, the Elected Official. Such approval shall be at the sole
discretion of the Elected Official.
7.8.3 An employee requesting tuition reimbursement must submit a written
application showing:
a) the course curriculum description;
b) dates and times of classes;
c) duration of the course;
d) narrative statement of how the course will benefit the Employer as
well as the employee.
7.8.4 If an employee's application is approved, the reimbursement will be for
tuition only if and when:
a) the course is completed within six (6)months of approval;
b) completed with a "pass" in a pass/fail grading system or a grade of
"C" or better. The maximum reimbursement per credit will be the cost of a
credit charged by Centralia College.
7.8.5 An employee who receives tuition reimbursement agrees to continue to work
for the Employer for twelve (12) months following the completion of the course; if
not,the reimbursement is pro-rated and the employee authorizes reimbursement to the
Employer from the last paycheck issued. An employee who is unable to remain in the
Employer's employment, due to circumstances beyond the employee's control, shall
not be required to reimburse the Employer if the twelve (12)month period is not met.
7.8.6 Reimbursement shall be for actual tuition, or the cost of the course. All other
expenses, such as travel and books, shall be borne by the employee.
7.9 Longevity
7.9.1 For each year of continuous service, beginning with the eighty-fifth (85th)
month with this Employer as measured by the employee's seniority date, the
employee shall receive longevity pay as described below;
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After seven(7) years $42.00 per month
After eight (8) years $48.00per month
After nine (9) years $54.00 per month
After ten(10) years $60.00 per month
And an additional $6.00 per month for each year after ten.
7.10 Immunization
7.10.1 Employees who perform work and/or work in facilities which pose a health
risk may request an assessment of any such risks. If the assessment determines that a
health risk is present for which an immunization is advised, the Employee shall be
directed to seek immunization from an approved health care provider. If the
Employer requires a specific immunization and the employee chooses not to receive
the immunization, the employee shall sign a written waiver memorializing the
decline. Immunization and test that may be made available under this provision
includes:
a. Hepatitis A and B
b. Rubella
c. Rubella(MMR(Measles))
d. Diphtheria/Tetanus (Td)
e. Annual TB test
7.10.2 All employees may seek an influenza immunization from an approved health
care provider. Employees immunized under this provision shall submit those
expenses to their insurance provider. Any out of pocket cost incurred by the
employee shall be submitted to the Employer for reimbursement.
7.103 Employees shall be provided with the blood borne pathogens safety
equipment as required by state or federal law. Each employee who may be at risk of
job related infection shall be trained in blood borne pathogen protection.
8 EMPLOYEE DISCIPLINE
8.1 Just Cause
8.1.1 All disciplinary action, including suspension and termination, taken against an
employee shall only be for just cause, provided, however, this provision shall not
apply to new hire probationary employees, whose employment is strictly "at will."
8.1.2 Just Cause shall be defined as defined in case Enterprise Wire Co. and
Enterprise Independent Union, March 28, 1966, 46LA 359.
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8.2 Types of Discipline
8.2.1 Nothing within this provision shall be construed to limit the Employer's
ability to impose administrative leave as a precursor to possible disciplinary action.
Listed, but without limitation, the forms of discipline shall generally include the
following:
8.2.2 Oral Warning. This type of discipline should generally be used for infractions
of relatively minor degree. The Employer and/or designee should endeavor to inform
the employee, in private, that it is an oral warning and that the employee is being
given an opportunity to correct the condition. If the condition is not corrected, the
employee may be subject to more severe disciplinary measures.
8.2.3 Written Warning. This notice will generally be issued by the Employer and/or
designee in the event the employee disregards an oral warning or if the infraction is
severe enough to warrant a written record in the employee's personnel file. The
Employer will set forth in the notice the nature of the infraction.
8.2.4 Demotion. This form of discipline is generally administered when the
employee's actions or inaction's have continued or recurred after being advised of
misconduct, or failure, or after commission of a serious act of misconduct or when
unable to adequately perform the responsibilities of the position held.
8.2.5 Suspension. This form of discipline is generally administered as a result of a
violation after the employee has received a written warning and has not adequately
improved or corrected performance, or after commission of a serious act of
misconduct. The Employer shall inform the employee in writing of the disciplinary
action. The original signed copy of the disciplinary action notice is to be placed in
the employee's personnel file and a copy provided to the employee.
8.2.6 Discharge. If in the opinion of the Employer, the infraction(s) is (are) so
severe as to necessitate immediate termination, the Employer and/or designee should
take action by placing the employee on suspension without pay until circumstances
are reviewed prior to final action. A predetermination hearing in which the employee
is advised of the basis for discharge shall occur prior to a termination.
8.3 Appeals of Discipline
8.3.1 Employees (other than probationary employees) may appeal a disciplinary
action other than an oral warning through the grievance procedure as provided in this
section.
a) Any disciplinary action except for oral warnings may be appealed
through Step 2 of the grievance procedure.
b) Disciplinary demotions, suspensions and terminations may be
appealed to Step 3 of the grievance procedure.
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8.3.2 In the event that a written warning or other discipline (other than an oral
warning) that an employee may not appeal to Step 2 of the grievance procedure is
used as a basis for a subsequent demotion, suspension or termination, the employee
may challenge the written warning or other discipline in a subsequent grievance
arbitration, provided that the employee appealed the original discipline through Step 2
of the grievance procedure, and did not accept an adjustment of the discipline as a
result of that appeal.
9 GRIEVANCE PROCEDURE
9.1 Purpose and Scope
9.1.1 For purposes of this Article, a grievance is defined as a dispute or complaint
arising under and during the term of this Agreement, raised by an employee or the
Union involving an alleged misapplication or misinterpretation of an express
provision of this Agreement. This grievance procedure shall be the exclusive means
for resolving such grievances.
9.2 Time Limits
9.2.1 Time limits within the grievance procedure may be waived or extended by the
mutual agreement of both parties. If the Union, on behalf of the employee, fails to act
or respond within the specified time limits, the grievance will be considered waived.
If the Employer fails to respond within the specified time limits, the grievance shall
proceed to the next available step of the grievance procedure.
9.3 Processing Steps
9.3.1 Step One. The Union, on behalf of the aggrieved employee, shall submit the
grievance in writing to the Chief Deputy for the office in which the aggrieved
employee works within fourteen (14) calendar days of the date the employee knew or
reasonably should have had knowledge of the event(s) giving rise to the grievance.
The written statement shall include the facts giving rise to the grievance, the
section(s) of the Agreement allegedly violated, and the remedy sought. The Chief
Deputy shall respond to the grievance in writing within fourteen (14) calendar days of
its receipt.
9.3.2 Step Two. Should Step One fail to resolve the grievance, the Union shall,
within fourteen (14) calendar days after receipt of the Chief Deputy's response,
submit the grievance in writing to the Elected Official responsible for the office in
which the employee works. The Elected Official shall respond in writing within
fourteen(14) calendar days following receipt of the Union's grievance.
9.3.3 Step Three. Should Step Two fail to resolve the grievance, the Union shall
within fourteen (14) calendar days after the Union's receipt of the Elected Official's
decision, give notice to the Employer of its intent to submit the grievance to
arbitration.
-
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9.4 Arbitration
9.4.1 Within fourteen (14) calendar days of the Employer's receipt of the Union's
request to arbitrate, a representative of the Union and a representative of the
Employer shall meet and attempt to agree on a neutral arbitrator. If unable to reach
agreement, they shall request a list of eleven (11) arbitrators from the Federal
Mediation and Conciliation Service ("FMCS"). The list shall be limited to arbitrators
who are members of the National Academy of Arbitrators from the nearest sub-
region.
9.4.2 Within fourteen (14) calendar days following the receipt of the list of eligible
arbitrators, the parties or their representatives shall meet to select an arbitrator. The
parties shall each strike five arbitrators from the list in an alternating order, and the
remaining arbitrator shall hear the dispute. The party exercising the first strike shall
be the loser of a flip of a coin.
9.4.3 The arbitrator shall have no power to render a decision that will add to,
subtract from or alter, change, or modify the terms of this Agreement, and his or her
power shall be limited to interpretation or application of the express terms of this
Agreement. All other matters shall be excluded from arbitration.
9.4.4 The arbitrator shall rule only on the basis of information presented in the
hearing and shall refuse to receive any information after the hearing except in the
presence of both parties and upon mutual agreement.
9.4.5 The decision of the arbitrator shall be final, conclusive and binding upon the
Employer, the Union, and the employees involved provided the decision does not
involve action by the arbitrator which is beyond its jurisdiction.
9.4.6 Each party shall bear its own costs associated with the arbitration, including
attorneys' fees, and shall pay one-half of the cost of the arbitrator.
9.4.7 The arbitrator's decision shall be made in writing and shall be issued to the
parties.
10 EMPLOYEE COMPENSATION
10.1 Classifications & Salary Schedule
10.1.1 The salary schedule, employee classifications and assigned salary ranges shall
be attached as an appendix.
10.1.2 As the Employer has the right to start new employees on a salary step higher
than Step A, the employee's seniority date may not coincide with that employee's
placement on the salary schedule. The advance of an employee on the salary
schedule shall be determined by the appropriate language set forth in applicable
appendixes.
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10.2 Pay Day
10.2.1 The pay day for all work performed in the previous calendar month shall be
the fifth day of the following month, but if the fifth falls on a non-work day, i.e.
Saturday, Sunday or Courthouse holiday, the payday shall be the first workday
preceding the fifth. Earned overtime shall be subject to payment at the pay date
following the month in which such overtime was earned. A mid month draw day
shall be permitted to the employee to the extent allowed by statute.
10.2.2. Payroll Change - When the Employer's new payroll system becomes
available, the new pay days will be the 10th and 25th of each month; however, prior
to implementation, the Employer will provide sixty (60) days written notice to
employees. When the aforementioned goes into effect, compensation for time from
the 1st of the month through the 15th shall be paid on the 25th, and compensation for
time from the 16th through the end of the month shall be paid on the 10th of the
following month. Should the 10th or 25th fall on a non-work day (i.e. Saturday,
Sunday, or Courthouse holiday), the payday shall be the first work day preceding the
10th or the 25th. Earned overtime shall be subject to payment in the pay cycle the
overtime was earned.
10.2.3. Once the new payroll system is instituted, the provisions in Sections 10.2.1,
will no longer apply and will be considered cancelled.
11 SENIORITY
11.1 Seniority Standing
11.1.1 Each employee shall have seniority standing equal to such employee's
continuous length of service within a position within the bargaining unit, however,
employee's continuously employed with the County prior to accepting a position with
one of the elected officials may utilize their original date of hire with the County for
benefit accrual purposes only, e.g. vacation, etc. A seniority list shall be included in
the applicable appendixes.
11.1.2 Seniority shall be terminated by separation from County employment whether
by discharge or resignation. Seniority shall be adjusted by the duration of absence in
cases of Employer granted leave of absence unless specified differently in this
Agreement or applicable appendixes. An Employer granted leave of absence due to
illness and/or disability shall not result in an adjustment of the employee's seniority
date.
12 REDUCTION IN FORCE
12.1 Voluntary Reduction of Hours
12.1.1 Based upon mutual agreement between the Employer and the employee, the
Employer may request an employee(s) to voluntarily reduce his or her normal weekly
work hours on a temporary or permanent basis. Employee(s) may volunteer to accept
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
2016-2019 Collective Bargaining Agreement 25
the reduced hour weekly work schedule. However, following the offer and acceptance
of a reduced work hours schedule, the Union and the Employer shall meet to set forth
in writing the specific conditions under which the reduced weekly work hour
schedule shall be worked (e.g., reversion rights, benefit accrual, etc.).
12.2 Mandatory Reduction of Hours
12.2.1 The Employer is entitled to mandate the reduction of an employee's normal
weekly work hours. However, any such mandatory reduction of an employee's
normal weekly work hours shall be considered tantamount to a layoff and shall be
handled in accordance with Section 12.3 of the agreement.
12.3 Lay Off Procedure
12.3.1 For layoff purposes, each job classification shall be placed in either Category
1 or Category 2. Category 1 job classification shall be non-certified and support
employees. Category 2 job classification shall be supervisory, licensed, and
certified/mandatory trained employees. No full-time or regular part-time employee
shall be laid off while there are any casual employees working within the scope of the
bargaining unit.
12.3.2 In the event of a layoff of a bargaining unit employee, such employee shall be
laid off in the reverse order of seniority within the employee's designated Category as
set forth in the following section. The below listed conditions shall apply whenever a
layoff occurs.
a) The employee with the least seniority within their designated Category
shall be laid off first; and
b) Laid off employees may utilize their seniority to bump into a
previously held position for which they remain qualified (an employee shall
not be able to bump into a previously held position from which they were
demoted for just cause) regardless of whether or not the bump is upward,
downward or lateral.
c) If and when a recall takes place the last employee laid off, shall be the
first employee recalled; and
d) Where employees have the same seniority date, ties shall be broken by
level of placement on the Employer's hiring list, with the higher list position
resulting in the highest seniority placing; and
e) The employees right of recall shall expire after twenty-four (24)
months; and
f) While on layoff status it shall be the responsibility of the employee to
keep the Employer appraised of his or her current address; and
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
2016-2019 Collective Bargaining Agreement 26
g) An employee who is laid off shall not suffer a loss of seniority during
the term of the layoff;
h) Layoff notices shall be in writing and shall be provided to an affected
employee at least thirty (30) calendar days in advance of the layoff date; and
i) An employee shall be placed on the salary range of the classification to
which they have bumped and shall be placed at a step that commensurate with
the employee's years of service with the Employer.
12.3.3 For layoff purposes, the Categories shall be as follows:
a) Category 2
Appraiser IV
Appraiser III
Appraiser II
Appraiser I
Assessment Program Supervisor
Sales Analyst
b) Category 1
Customer Service Specialist
Exemptions Clerk/Current Use Specialist
Levy & Audit Specialist
Personal Property Specialist
Mapping Specialist Sr.
Mapping Specialist
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
2016-2019 Collective Bargaining Agreement 27
13 SEVERABILITY
13.1 Repealer in Conflict with Law
13.1.1 In the event that any portion of this Agreement or appendixes is held contrary
to Federal or State statute or law, such portion shall be null and void, provided,
however, that negotiations shall be commenced by the parties on that portion which is
held contrary to law.
14 DURATION OF AGREEMENT
14.1 This Agreement shall be effective January 1, 2016 and shall remain in full force and
effect until the 31st day of December 31, 2019.
14.2 Either party to this Agreement may inaugurate collective bargaining over any changes
desired to be introduced into an extension term of this agreement by giving notice of the
substance and instrumental language of the changes by mail to the other party within the
following time frame. Union and Employer proposals shall be exchanged by mail and post
marked not later than August 31 of the last year of this Agreement. The first negotiation
meeting shall be held not later than October 1 of the last year of this Agreement.
Modifications to the aforementioned time tables may be made by mutual agreement between
the parties.
Signed and Dated this day of September, 2017.
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION 4252 SIGNED ORIGINAL
2016-2019 Collective Bargaining Agreement 28
TEAMSTERS UNION LOCAL ■0. 252 BOARD OF COUNTY COMMISSIONERS
Lewis County, Washington
i ( 6 (I(/)7 a ,/ °"
Darren L. O'Neil, Secretary-Treasurer Gary Stamper, C air
Ed . J. Fund, Com P.SSi f r
/IiidAVA4
Bobby Ja• son, Commissioner
LEWIS COUNTY ASSESSOR
Di,c4 t
anne Dorey, Assessor
i v4' •••••
••ocOUN ••Attest: •15
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OF�S.$r•
•g / SINCE �-8•
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Clerk of the Board -Cy�O _
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LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
2016-2019 Collective Bargaining Agreement 29
15 APPENDIX A- Seniority Dates
15.1 Listed below are the current employees employed by the Lewis County Assessor.
Some employees benefit accrual date may be different than their date of hire with the
Assessor's Office due to previous employment in other office or departments of Lewis
County. An employee's benefit accrual date may only be utilized to determine vacation
accrual levels and may not be utilized in other situations which require the use of an
employee's date of hire with the Lewis County Assessor's Office (e.g., layoff, vacation
bidding, etc.).
Date of Benefit
Assessor Employees Current Classification Hire Accrual Date
Patrick Woody Appraiser IV 06/01/92
Denise Unzelman Assessment Program Supervisor 06/01/96
Diana L. Roe Mapping Specialist 08/22/06
Jonathan Linder Appraiser II 02/22/07
Ross Nielson Sales Analyst 03/24/15
Ty Bigbee Appraiser II 02/09/16
Tanya Hahn Exemptions Clerk/Current Use Specialist 04/25/16
Sarah Hurtado Mapping Specialist 08/31/16
Traci Hall Personal Property Specialist 12/19/16
Ty Kaech Appraiser II 12/19/16
Wendy Williams Mapping Specialist 12/27/16
Sandra Williams Levy& Audit Specialist 03/27/17
Jake Coppock Appraiser I 05/01/17
Ann Thorson Customer Service Specialist 06/19/17
Rachelle Denham Appraiser I 07/18/17
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION 4252 SIGNED ORIGINAL
2016-2019 Collective Bargaining Agreement 30
16 APPENDIX B - Classifications and Salary Schedule
16.1 Classifications and Salary Grades
16.11 Listed below are the recognized employee classifications and assigned salary
ranges:
Assessor Salary Grades
Classifications Effective 01/01/16
Sales Analyst 23
Appraiser IV 22
Appraiser III 20
Assessment Programs Supervisor
Levy & Audit Specialist
Mapping Specialist Senior 19
Appraiser II 18
Appraiser I 16
Mapping Specialist
Deputy Assessor- Exemptions 15
Clerk/Current Use Specialist
Personal Property Specialist 15
Customer Service Specialist 14
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
2016-2019 Collective Bargaining Agreement 31
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16.3.2 The Employer, in its sole discretion, may start new hires up to Step C of
the salary schedule.
16.3.3 Employees who have completed twelve (12) months active service in a
classification at Step A of the salary schedule will advance to Step B.
16.3.4 Employees who have completed twelve (12) months active service in a
classification at Step B of the salary schedule will advance to Step C.
16.3.5 Employees who have completed twelve (12) months active service in a
classification at Step C of the salary schedule will advance to Step D.
16.3.6 Employees who have completed twelve (12) months active service in a
classification at Step D of the salary schedule will advance to Step E.
16.3.7 Employees who have completed twelve (12) months active service in a
classification at Step E of the salary schedule will advance to Step F.
16.3.8 Employees who have completed twelve (12) months active service in a
classification at Step F of the salary schedule will advance to Step G.
16.3.9 Employees who have completed twelve (12) months active service in a
classification at Step G of the salary schedule will advance to Step H.
16.3.10 Employees who have completed twelve (12) months active service in a
classification at Step H of the salary schedule will advance to Step I.
16.3.11 Employees who have completed twelve (12) months active service in a
classification at Step I of the salary schedule will advance to Step J.
16.3.12 Employees who have completed twelve (12) months active service in a
classification at Step J of the salary schedule will advance to Step K.
16.3.13 Employees who have completed twelve (12) months active service in a
classification at Step K of the salary schedule will advance to Step L.
16.3.13 Employees who have completed twelve (12) months active service in a
classification at Step L of the salary schedule will advance to Step M. Employees
who have reached Step M will receive no further step increases.
16.4. 2018-2019 Wage Adjustments
16.4.1.Effective January 1, 2018 the 2017 Salary Schedule shall be adjusted by
one percent (1.00%) and attached to this agreement as an appendix.
16.4.2. Effective January 1, 2019 the 2018 Salary Schedule shall be adjusted by
one percent (1.00%) and attached to this agreement as an appendix.
LEWIS COUNTY ASSESSOR/TEAMSTERS LOCAL UNION#252 SIGNED ORIGINAL
2016-2019 Collective Bargaining Agreement 34
WASHINGTON TEAMSTERS WELFARE TRUST
SUBSCRIPTION AGREEMENT
COLLECTIVE BARGAINING AGREEMENT PROVIDING FOR PARTICIPATION IN TRUST
The Employer and Labor Organization below are parties to a Collective Bargaining Agreement providing for participation in the
above Trust. An enforceable Collective Bargaining Agreement must exist as a condition precedent to participation in the Trust.
Lewis County Assessors Teamsters Local Union 252
Employer Name Labor Organization(Union)Name
360 NW North Street 217 East Main Street
Address Address
Chehalis WA 98532 Centralia WA 98531
City State Zip Code City State Zip Code
COLLECTIVE BARGAINING AGREEMENT
The parties' Collective Bargaining Agreement is in effect from: 01-01-2016 to: 12-31-2019
❑ New Account ❑ Renewal—Account No. 105581 Approximate No.of Covered Employees 14
INFORMATION CONCERNING EMPLOYER'S BUSINESS
Employer EIN(Tax ID No,) 91-6001351
Employer is: Q Public Entity ❑ Corporation - State of ❑ Partnership El Sole Proprietorship ❑LLC
If Partnership or Sole Proprietorship,provide name/s of the owner or partners:
BENEFIT PLAN(S)DESIGNATED IN COLLECTIVE BARGAINING AGREEMENT
The Collective Bargaining Agreement provides that contributions will be made to the Trust on behalf of all employees for whom
the Employer is required to contribute under the Trust Operating Guidelines for the purpose of providing such employees and
their dependents with the following benefit plan(s): (The undersigned parties acknowledge the receipt of a copy of the Trust
Operating Guidelines which by this reference are made a part hereof.)
COVERAGE IN BARGAINING AGREEMENT (For renewals,list all coverages,not Just changes) Monthly Rate
Medical Plan ❑A ❑ B ❑C ❑ Z $986.36
U A-$30,000 Employee/$3,000 Dependent
Life/AD&D I I B-$15,000 Employee/$1,500 Dependent $
❑C-$5,000 Employee/$500 Dependent
Weekly Time Loss ❑E-$500 A-$400 ❑ B-$300 ❑C-$200 ❑D-$l 00 $12.00
Disability Waivers [Additional 9 months Disability Waiver of Contributions -Medical only $11.40
Domestic Partners E Domestic Partners—Medical $
Dental Plan ❑ A B ❑ C $130.50
Domestic Partners I J Domestic Partners—Dental $
Vision Plan ❑ EXT $14.90
Domestic Partners ❑ Domestic Partners—Vision $
Will there be any coverage changes before the Collective Bargaining Agreement's expiration? ❑ Yes fl No. If yes,attach
a Subscription Agreement for each change.
EFFECTIVE DATE OF CONTRIBUTIONS-A Subscription Agreement must be submitted in advance of the effective date below.
Contributions above are effective(month,year)January , 20 2016 based on employment in the prior month.
Important:Coverage is effective in the month following the month in which the contributions are due based on the Trust's eligibility
lag month. For example,contributions effective April based on March employment will provide coverage in May.
EXPIRATION OF COLLECTIVE BARGAINING AGREEMENT
Upon expiration of the above-referenced Collective Bargaining Agreement, the Employer agrees to continue to contribute to the
Trust in the same amount and manner as required in the Collective Bargaining Agreement until such time as the Employer and the
Labor Organization either enter into a successor Collective Bargaining Agreement, which conforms to the Trust Operating
Guidelines, or one party notifies the other in writing(with a copy to the Trust)of its intent to cancel such obligation five(5)days
after receiving notice, whichever occurs first. The Trust reserves the right to immediately terminate participation in the Trust
upon the failure to execute this or any future Subscription Agreement or to comply with the Trust Operating Guidelines as
amended by the Trustees from tit o time.
For Employer ` l> For Union
0 " Date Title Secretary-Treasurer Date
Title/Assn �7vL(, � (u i� %r,l/y//7
ELIGIBILITY TO PARTICIPATE IN TRUST
Eligibility for benefits is determined in accordance with the requirements established in the Collective Bargaining Agreement
provided such requirements are consistent with the Trust guidelines. To establish eligibility for benefits,Trust guidelines require
that eligible employees must have the required number of hours in a month and have the contractually required contributions paid
on their behalf. Eligibility will commence according to the Trust's lag month eligibility rule. Eligibility continues as long as the
employee remains eligible, has the contractually required number of hours per month, and has the required contributions made.
The Trust, however, will not recognize any contractual provision that conditions continued eligibility on having less than 40 or
more than 80 hours in a month. Eligibility will end according to the Trust's policy for employees who do not have the required
number of hours and contributions in a month and who do not qualify for an applicable extension of eligibility,if any.
Employees of a participating employer not performing work covered by the Collective Bargaining Agreement may participate in
the Trust only pursuant to a written special agreement approved in writing by the Trustees. The Trustees reserve the right to
recover any and all benefits provided to ineligible individuals from either the ineligible individual receiving the benefits or the
employer responsible for misreporting them(if applicable).
REPORTING OBLIGATION AND CONSEQUENCES OF DELINQUENCY
Employer contributions are due no later than ten (10)days after the last day of each month for which contributions are due. The
Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of liquidated
damages, interest,attorney fees,and costs incurred in collecting the delinquent amounts.
TRUSTEES'AUTHORITY TO DETERMINE TERMS OF PLANS
The parties recognize that the detail of the benefit plans provided by the Trust and the rules under which employees and their
dependents shall be eligible for such benefits is determined solely by the Board of Trustees of the Trust in accordance with the
terms of the governing Agreement and Declaration of Trust (Trust Agreement). The Trustees retain the sole discretion and
authority to interpret the terms of the Trust's benefit plans, the plans' eligibility requirements, and other matters related to the
administration and operation of the Trust and its benefits plans. The Trustees may modify benefits or eligibility of any plan for
the purpose of cost containment,cost management,or changes in medical technology and treatment.
MECHANISM FOR HANDLING CONTRIBUTION INCREASES
The Trustees' authority shall include the right to adjust the contribution rates to support the benefit plans offered by the Trust and
to maintain adequate reserves to cover any extended eligibility and the Trust's contingent liability.
The parties recognize that it is the intent of the Trust not to provide employee benefit plans for less than the full cost of any such
plan. If the Collective Bargaining Agreement does not provide a mechanism for fully funding the designated benefit plans, the
Board of Trustees may substitute a plan then available that is fully supported by the employer's contribution obligations. The
disposition of any excess employer contributions will be subject to the collective bargaining process.
ACCEPTANCE OF TRUST AGREEMENT
The Employer and the Labor Organization accept and agree to be bound by the terms of the Trust Agreement governing the
Trust, and any subsequent amendments to the Trust Agreement. The parties accept as their representatives for purposes of
participating in the Trust the Trustees serving on the Board of Trustees and their duly appointed successors.
Provided, however, that in the event that either Section 2 or 3 of Article VIII of the Trust Agreement is amended to change or
modify an Employer's liability as specified therein, such amendment will not be deemed applicable to an Employer until such
time as the Employer enters into a successor Collective Bargaining Agreement after the expiration of the Employer's then current
Collective Bargaining Agreement.
APPROVAL OF TRUSTEES
This Agreement has been approved by the Board of Trustees of the Washington Teamsters Welfare Trust.
Date
Administrative Agent
Washington Teamsters Welfare Trust
SA 28(REV 02/15)