CBA with Teamsters 252 representing Juvenile Detention Group BEFORE THE BOARD OF COUNTY COMMISSIONERS
OF LEWIS COUNTY, WASHINGTON
RE: Resolution to approve a Collective Bargaining
Agreement between Lewis County & Teamsters )
252 representing Juvenile Detention group for ) RESOLUTION NO. 18- b$�'
calendar years 2016-2019.
WHEREAS, the Board of County Commissioners, Lewis County, Washington, has reviewed a
Collective Bargaining Agreement between Teamsters 252, representing Juvenile Detention
Group, and Lewis County; and
WHEREAS, it appears to be in the best public interest to authorize the execution of the said
Collective Bargaining Agreement for Lewis County, NOW THEREFORE
BE IT HEREBY RESOLVED that the Collective Bargaining Agreement between Teamsters 252,
representing Juvenile Detention Group and Lewis County, is approved and the Board of County
Commissioners is authorized to sign the same.
DONE IN OPEN SESSION this �� day of February, 2018
BOARD OF COUNTY COMMISSIONERS
LEWIS COUNTY WASHINGTON
APPROVED AS TO FORM:
Jonathan L. Meyer, Prosecuting Attorney — / l
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Edna-J7und, Chair
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Civil Dept-y-, 'rosecuting Attorney's Office Robert C. Jackson, Vice Chair
ATTEST:
Rieva Lester, Clerk of the Board Gary Stamper, Commissioner
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BETWEEN
TEAMSTERS LOCAL #252
AND
LEWIS COUNTY
JUVENILE COURT (DETENTION)
January 1, 2016 - December 31, 2019
Contents
1. INTRODUCTION 1
1.1 Preamble l
1.2 Union- Management Relations 1
2. RECOGNITION 1
2.1 Scope of Bargaining Unit 1
3. MANAGEMENT RIGHTS 1
3.1 Customary Functions 1
3.2 Non-Waiver 2
3.3 Employer Options 2
3.4 Performance Standards 3
4. EMPLOYMENT POLICIES 3
4.1 Jury Duty 3
4.2 Non-Discrimination 3
4.3 Union Security 3
4.4 Check-off of Union Dues and Initiation 4
4.5 Personnel Files 4
4.6 Investigations 4
4.7 Just Cause for Discipline 5
4.8 Administrative Leave & Progressive Discipline 5
4.9 Training 5
4.10 Safety 6
4.11 Labor/Management Meetings 6
4.12 Union Material 6
4.13 Leaves of Absence 6
4.14 Vacation Transfer 7
4.15 Sub-Contracting 7
4.16 D.R.I.V.E. Check-Off 7
4.17 Immunizations 8
4.18 Promotions and Job Openings 8
5. GRIEVANCE PROCEDURE 9
5.1 Purpose and Scope 9
5.2 Processing Steps 9
5.3 Arbitration 10
6. EMPLOYEE DEFINITIONS 11
6.1 Full-Time Employee 11
6.2 Part-Time Employee 11
6.3 Casual or Non-Regular Employee 11
6.4 Probationary Employee 11
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7. SENIORITY 12
7.1 Seniority Standing 12
7.2 Layoff&Recall 12
8. EMPLOYEE WAGES & CLASSIFICATIONS 12
8.1 Salaries 12
8.2 Payday 13
9. COMPENSABLE HOURS 13
9.1 Hours of Work 13
9.2 Meal& Rest Breaks 14
9.3 Overtime 14
9.4 Call Time 15
9.5 Staff Meetings 15
9.6 Court or Hearing Time 15
9.7 Acting Supervisor 15
9.8 Working out of Classification 15
9.9 Compensatory Time 16
9.10 Bilingual Pay 16
10. EMPLOYEE BENEFITS 17
10.1 Benefit Eligibility 17
10.2 Insurance 17
10.3 Sick Leave 19
10.4 Bereavement Leave 20
10.5 Vacation 20
10.6 Holidays 21
10.7 Shift Differential 23
10.8 Educational Reimbursement 23
10.9 Longevity 24
11. SEVERABILITY 24
11.1 Repealer in Conflict with Law 24
12. DURATION OF AGREEMENT 25
12.1 Termination and Re-Opener 25
13. APPENDIX A-SENIORITY DATES 26
13.1 Seniority Dates 26
14. APPENDIX B-CLASSIFICATIONS AND SALARY SCHEDULE 27
14.1 Classifications and 2016/2017 Salary Schedule 27
14.2 Classifications and January 2018 Salary Schedule 28
14.3 Classifications and January 2019 Salary Schedule 29
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ORIGINAL
1. INTRODUCTION
1.1 Preamble
1.1.1 Lewis County, a political subdivision of the State of Washington, and Teamsters Union Local
#252, hereinafter known as the "Union," do hereby enter into this agreement for the purposes of
negotiating wages and benefits directly related to wages, hereinafter referred to as "wages" or "wage
related matters," and other issues not involving wages and benefits directly related to wages,
hereinafter referred to as "non-wage" or"non-wage related matters." Pursuant to RCW 41.56.030(1)
the Employer for purposes of negotiating wages shall be the Lewis County Board of Commissioners,
and the Employer for the purposes of negotiating non-wage related matters shall be the Superior
Court judges or their designee.
1.2 Union - Management Relations
1.2.1 All collective bargaining with respect to wages, hours, and working conditions shall be
conducted by authorized representatives of the Union and authorized representatives of the Employer.
2. RECOGNITION
2.1 Scope of Bargaining Unit
2.1.1 For the purpose of collective bargaining with respect to wages, hours and working conditions,
the Employer recognizes the Union as the designated representative of its employees in the Lewis
County Superior Court, Juvenile Division Detention Center. Exempted positions are: Administrator,
Detention Manager, Assistant Administrator, Support Services Supervisor, employees represented
under a separate collective bargaining agreement and those employees other than regular full-time and
regular part-time employees.
3. MANAGEMENT RIGHTS
3.1 Customary Functions
3.1.1 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:
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 just cause;
c) to determine the number of employees to be employed;
d) to hire employee, determine their qualifications and assign and direct their work;
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e)to evaluate employees' performances;
t)to promote, demote, transfer, lay off and recall to work 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 department, divisions and all other units of
the Employer;
p)to issue, amend and revise policies, rules, regulations, general orders, administrative directives,
and practices.
3.2 Non-Waiver
3.2.1 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 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.
3.3 Employer Options
3.3.1 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.
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3.4 Performance Standards
3.4.1 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 an employee. The Employer shall have the right to
implement and prepare work schedules consistent with the terms and conditions of this Agreement.
No revision of performance standards and/or policies shall be made without prior notification to the
Union.
4. EMPLOYMENT POLICIES
4.1 Jury Duty
4.1.1 Employees shall be allowed time off without loss of pay for jury duty. Compensation
received by the employee from a court shall be refunded to the Lewis County Treasurer. Employees
shall be allowed to retain compensation for mileage expenses incurred in the performance of jury
duty.
4.2 Non-Discrimination
4.2.1 The Employer and the Union agree that they will not discriminate unfairly against any
employee by reason of race, creed, color, sex, national origin, religious belief, marital status,
membership or non-membership in a Union, or mental or physical handicap.
4.2.2 Alleged violations of the non-discrimination provision shall be processed by submission by
the employee of a complaint to the appropriate County, State, or Federal agency charged with the
enforcement of such discrimination laws for investigation and adjudication of the complaint. The
Union will provide the employee with the name, address, and phone number of the appropriate
enforcement agency.
4.2.3 Whenever words denoting the masculine gender are used in this Agreement, they are intended
to apply equally to either gender.
4.3 Union Security
4.3.1 The Employer and the Union agree all employees holding positions covered under this
Agreement shall meet one of the following conditions:
a) The Employer and the Union agree, as a condition of employment,that all present members of
the Union shall remain members in good standing while holding positions included in the
bargaining unit. All future employees, as a condition of employment, holding positions in the
bargaining unit shall 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 an employee to not
belong in a Union. If a legal objection is made by the employee, such employee shall pay an
amount of money equivalent to regular union dues and initiation fee to a non-religious charity or
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to another charitable organization mutually agreed upon by the employee 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.
4.3.2 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 the Union for the purpose of complying with this
Article, provided that the action taken is in accordance with such request.
4.4 Check-off of Union Dues and Initiation
4.4.1 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 4.3.1., shall be likewise
deducted and remitted to the appropriate charity.
4.4.2 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.
4.5 Personnel Files
4.5.1 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. 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. Such inspection shall
occur not more frequently than once per calendar year unless the Employer otherwise consents. 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.
4.5.2 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 or designee to be irrelevant or incorrect
and the Employer or designee refuses to remove such information.
4.5.3 No performance or disciplinary documentation will be placed in an employee's personnel file
without notice to the employee.
4.6 Investigations
4.6.1 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.
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ORIGINAL.
4.6.2 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.
4.6.3 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.
4.6.4 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.
4.6.5 Any interview and questioning of an employee shall be conducted during the employee's shift
unless the urgency of the matter dictates otherwise.
4.6.6 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.
4.7 Just Cause for Discipline
4.7.1 All disciplinary, suspension, or termination action taken against an employee shall only be for
just cause, provided, however, this provision shall not apply to the first twelve (12) months of an
employee's employment with the Juvenile Division, during which time the employment status shall
be strictly at will.
4.7.2 Just cause shall be defined as defined in the case Enterprise Wire Co. and Enterprise
Independent Union,March 28, 1966 46 LA 359.
4.8 Administrative Leave & Progressive Discipline
4.8.1 Nothing within this provision shall be construed to limit the Employer's ability to impose
administrative leave as a precursor to possible disciplinary action. Furthermore, the Employer
recognizes part of a "just cause" standard requires the use of "progressive" discipline, when
appropriate, relative to allegations made against an employee.
4.9 Training
4.9.1 The Employer is permitted to conduct or direct the attendance of employees, and each
employee shall attend, any and all school and training sessions as directed by the Employer.
4.9.2 The school or training, referred to in Section 4.9.1 above, shall be mandatory upon each
employee whether on his off-duty or on-duty time, depending upon when such classes occur.
Attendance during actual class time shall be considered working time and shall result in
compensation at the applicable rate of pay.
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4.10 Safety
4.10.1 Safety violations or suggestions may be submitted in writing to either the Department's safety
committee member or directly to the County Safety Officer. Nothing contained in this provision shall
be construed as limiting an employee's access to appropriate State or Federal agencies.
4.11 Labor/Management Meetings
4.11.1 Labor/management meetings shall be held as needed upon the mutual agreement of the
Employer and the Union. The purpose of such meetings is to facilitate communication between the
Employer and the Union on matters relating to collective issues and concerns affecting the Employer
and the bargaining unit. These meetings are not intended to supplant or replace the grievance
procedure, circumvent the contract provision negotiations procedure, or to air individual employee
concerns. On behalf of the Union, only the Union representative and the two (2) elected stewards
shall be present for the purpose of representation of the Union's position. No more than three (3)
Employer representatives shall be present for representation of the Employer's position. Employee
attendance at such meetings shall be compensated at the employee's applicable rate of pay.
4.12 Union Material
4.12.1 The Union shall be permitted to post appropriate meeting notices and general Union
information on designated bulletin boards on the Employer's premises.
4.13 Leaves of Absence
4.13.1 The Employer, at the Employer's sole discretion, may grant a leave of absence upon written
request from an employee. Requests for a leave of absence must be submitted at least thirty (30)
calendar days in advance. 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
4.13.2 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.
4.13.3 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
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ORIGINAL
Employer his or her normal pay. Any additional leave will be considered under applicable federal
law.
4.13.4 Family Medical Leave. An eligible employee shall be allowed to participate in, be subject to,
and be entitled to the leave provisions as provided by adopted County policy. The employee shall be
entitled to either the provisions of the adopted County policy or the Family and Medical Leave Act,
whichever provides the greater benefit.
4.14 Vacation Transfer
4.14.1 Eligible employees shall be allowed to transfer accrued annual leave to other employees as
permitted by County Resolution.
4.15 Sub-Contracting
4.15.1 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 is
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 (1) 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
Contributions
1 —4 Weeks One (1) additional non-mandatory month of
health& welfare contribution.
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.
4.16 D.R.I.V.E. Check-Off
4.16.1 At the time the Employer's computerized financial software is able to facilitate authorized
voluntary 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.
4.16.2 D.R.I.V.E shall notify the Employer of the amounts designated by each contributing employee
that are to be deducted from his/her paycheck on a monthly basis for all months worked. The phrase
"month worked" excludes any month other than a month in which the employee earned a wage
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4.16.3 The Employer shall transmit to D.R.I.V.E. 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
4.17 Immunizations
4.17.1. 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 Employer shall authorize, for reimbursement purposes, an employee
to obtain the appropriate immunization. The expense of the immunization shall be submitted to the
employee's insurance carrier by the employee. Whatever portion is not paid by the employee's
insurance shall be reimbursed to the employee by the Employer.
4.17.2 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
4.17.3 Immunizations and tests that may be made available under this provision include
a) Hepatitis A and B.
b) Rubella
c) Rubeola(MMR) (Measles)
d) Diphtheria/Tetanus (Td)
e) Annual T/B test
f) influenza
4.17.4 . 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.
4.18 Promotions and Job Openings
4.18.1 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 within
the scope of the bargaining unit, a notice of such opening shall be posted on all applicable 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.
4.18.2 Promotions into an advanced position or entry into a newly created position shall be
considered temporary for a period of twelve (12) calendar months from the date of promotion or
change of classification.
4.18.3 Within the twelve (12) calendar months, if an employee requests to return to the previously
held classification or should the Employer and/or his designee decide the employee is unsuited for the
job,the employee shall revert to the employee's former job classification.
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4.18.4 An employee who is demoted from a promotional or changed position, at the sole discretion
of the Employer during the employee's twelve (12) month promotional probationary period, shall be
permitted to return to the employee's formerly held position and placed at the applicable wage and
benefit level.
4.18.5 Promotional Advancement Only: An employee who has completed his or her promotional
probationary period may request to return to a vacant position of their previous classification.
4.18.6 An employee who changes from one job classification to a higher range job classification
shall be placed at a step which will provide a minimum of a five percent (5.0%) increase in salary on
the salary range of the job classification to which the employee is promoted. If five percent (5.0%)
exceeds the top of the range the top of the range shall apply.
4.19 Work Schedule Posting: Work schedules for the upcoming year will be posted by July 1st but
are always subject to change up to and including after implementation with 48 hours of notice.
Management will make every effort to ensure that the one (1) year day shift duty assignment is
rotated amongst full-time detention staff as long as that duty assignment exists.
5. GRIEVANCE PROCEDURE
5.1 Purpose and Scope
5.1.1 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.
5.1.2 Disciplinary action which does not create a property loss, (i.e., loss of accrued leave credit,
suspension, demotion, or discharge) shall not proceed to arbitration if such matter remains unresolved
after completion of Step Two. Advancement to arbitration shall be deferred, contingent upon
subsequent actions of the employee and Employer. If the employee becomes subject to another
disciplinary action, and if the Employer relies upon the deferred action to support its new disciplinary
action, then both disciplinary actions shall advance to arbitration, and the original deferred grievance
shall be heard and adjudicated first, and the latter disciplinary action shall be heard and adjudicated
second.
5.1.3 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.
5.2 Processing Steps
5.2.1 Step One. The Union and/or the employee shall submit the grievance in writing to the
Administrator within twenty-one (21) calendar days of the events giving rise to the grievance. The
written statement shall include the section(s) of the Agreement allegedly violated, the facts, and the
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ORIGINAL.
remedy sought. Within twenty-one (21) calendar days thereafter, the Administrator shall submit an
answer in writing to the Union and employee.
5.2.2 Step Two. Should the Union decide the reply of the Administrator is unsatisfactory, the
Union shall within twenty-one (21) calendar days submit the grievance in writing to the Presiding
judge. Within twenty-one (21) calendar days thereafter, the Presiding Judge shall submit an answer
in writing to the Union.
5.2.3 Step Three. Should Step Two fail to resolve the grievance, the Union shall within twenty-one
(21) calendar days after the Union's receipt of the Presiding Judge's decision, give notice to the
Employer of its intent to submit the grievance to arbitration.
5.3 Arbitration
5.3.1 Within twenty-one (21) 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 with preference given to a local arbitrator if possible. 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.
5.3.2 Within twenty-one (21) calendar days following the receipt of the list of eligible arbitrators,
the parties or their representatives shall meet or confer by telephone 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.
5.3.3 In connection with any arbitration proceeding held pursuant to this Agreement, it is
understood as follows:
a) 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.
b) 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.
c) 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,.
d) Each party to the proceedings may call such witnesses as may be necessary in the order in
which their testimony is to be heard. Such testimony shall be sworn and shall be limited to the
matters set forth in the written statement of grievance, and shall be subject to cross examination.
The arguments of the parties may be supported by oral comment and rebuttal. Either or both
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parties may submit post hearing briefs within a time frame mutually agreed upon. Such
arguments of the parties, whether oral or written, shall be confined to and directed at the matters
set forth in the written statement of grievance.
e) Each party shall bear its own costs associated with the arbitration, including attorney's fees.
Both parties shall equally share the cost of an independent arbitrator.
f) Either party may request that a stenographic record of the hearing be made. The party
requesting such record shall bear the cost thereof, provided, however, if the other party requests a
copy, such cost shall be shared equally.
g) The arbitrator's decision shall be made in writing and shall be issued to the parties within
thirty(30)days after the case is submitted to the arbitrator.
5.3.4 Arbitration awards or grievance settlements shall not be made retroactive beyond the date of
the occurrence or nonoccurrence upon which the grievance is based.
6. EMPLOYEE DEFINITIONS
For the purpose of this Agreement,the following definition of terms shall apply:
6.1 Full-Time Employee
6.1.1 An employee regularly scheduled to work forty(40)hours per week.
6.2 Part-Time Employee
6.2.1 An employee regularly scheduled to work less than forty(40)hours per week.
6.3 Casual or Non-Regular Employee
6.3.1 An employee who is either a periodic, extra-help, fill-in or project employee who works sixty-
nine (69) hours or less per month. Such an employee shall not be in the bargaining unit or be subject
to the provisions of this Agreement.
6.4 Probationary Employee
6.4.1 An employee who is serving his or her first twelve (12) months of employment with the
Juvenile Division. 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.
6.5 Shift Lead
6.5.1 An employee who is assigned to additional duties and responsibilities for the duration of a
work shift and who is eligible to receive out of class pay for that additional work
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ORIGINAL.
6.6 Supervisor
6.6.1 An employee permanently appointed by the Juvenile Court Administration to a position with a
higher pay grade and specified additional duties and responsibilities.
7. SENIORITY
7.1 Seniority Standing
7.1.1 Each employee shall have seniority standing equal to such employee's continuous length of
service within the Juvenile Court in a classification within the bargaining unit.
7.1.2 Seniority shall be terminated by separation from Juvenile Court service, except in the case of a
reduction in force, or a disability leave of absence not to exceed eighteen(18) months.
7.1.3 Upon transfer to another Employer department accrued and unused sick leave, vacation leave,
and floating holiday may be transferred to said department.
7.1.4 Time worked as a casual employee may not be utilized by the employee to establish a
seniority date for application under the terms and conditions of this agreement.
7.2 Layoff& Recall
7.2.1 In the event the Employer concludes that a reduction in the level of service is warranted by
budgetary or work activity reasons,the Employer shall determine the position(s)to be eliminated.
7.2.2 In the event of a layoff, employee(s) shall be laid off in reverse order of their seniority within
the bargaining unit.
7.2.3 A laid off employee shall have a right of recall for a period of eighteen(18) months following
layoff. This recall right shall expire upon the employee failing to return to active employment service
within thirty(30)calendar days of notice from Employer.
7.2.4 When two (2) or more employees have the same hire date, ties shall be broken by the level of
placement on the Employer's hiring list, with the higher listed employee resulting in the highest
seniority placement. Employees hired on the same day shall be advised of their hiring list placement
and a notation shall be made in each individual employee's personnel file.
8. EMPLOYEE WAGES & CLASSIFICATIONS
8.1 Salaries
8.1.1 Salaries for the term of the agreement shall be as set forth in an Appendix attached to this
agreement. Part-time employees are paid by the hour. The hourly rate for part-time employees shall
be calculated as described in Section 8.1.2.
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ORIGINAL. 12
8.1.2 For purposes of computing overtime, the employee's individual hourly rate of pay shall be
computed by multiplying the monthly base salary by twelve (12) and dividing the total by two
thousand eighty (2080) hours. The monthly base salary shall include specialty pay and education
incentive earned each pay period.
8.1.3 An employee advanced to another classification shall not suffer a reduction of pay due to the
advancement.
8.2 Payday
8.2.1 The payday for all work performed in the previous calendar month shall be the fifth (5th) day
of the following month, but if the fifth (5th) falls on a non-work day, i.e. Saturday, Sunday or
Courthouse holiday the payday shall be the first (1st) work day, preceding the fifth (5th). Earned
overtime shall be subject to payment at the pay date following the month in which such overtime was
earned.
8.2.2 At the sole discretion of the Employer, as manifested by County Commissioner resolution,
and upon sixty (60) days advance written notice to the Union and the employees in the bargaining
unit, an alternate payday may be selected and utilized. Once such alternate pay day is established by
the Commissioners, it shall remain the payday for the balance of the Agreement. Such alternate
payday for all work performed in the calendar month shall be the last courthouse working day of the
calendar month. Earned overtime and premium pay (holiday, working out of class, etc.), if any, shall
be subject to calculation from the 21st of one month to the 20th of the following month,with payment
at the pay date next following the period in which such overtime was earned.
8.2.3 A mid-month draw day shall be permitted to the employee to the extent allowed by statute.
8.3 Pay Period
8.3.1 If and when the Employer's new payroll system becomes operational, the new pay days will
be the 10th and 25th of each month. However, prior to implementation, the Employer must provide
sixty (60) days written notice to the employees and the Union. 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, (e.g. Saturday, Sunday, or
Courthouse Holiday), the payday shall be the work day preceding the 1 om or 25th. Earned overtime
shall be subject to payment in the pay cycle in which the overtime was earned.
9. COMPENSABLE HOURS
9.1 Hours of Work
9.1.1 The standard shift schedule shall consist of a twenty-eight (28) calendar day, one hundred
sixty eight (168) hour cycle. The weekly work cycle shall consist of three (3) or four (4)twelve (12)
hour work days and four (4) or three (3) consecutive days off depending on the base schedule.
Commencement of hours of each shift shall be determined by the Employer. Each employee shall be
scheduled twelve(12)hours off during a rotation of the work shift.
.-
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ORIGINAL
9.1.3 Alternate Work Week: The alternate work week shall consist of five (5) eight (8) hour days
with two (2) consecutive days off or, at the discretion of the Administrator, four (4) ten (10) hour
days with three (3) consecutive days off. The alternate work week may be selected at the sole
discretion of the Administrator provided at least one (1) complete cycle notice is given to the Union.
9.1.4 Shift Adjustments: An employee shall be provided with forty-eight (48) hours notification
prior to adjusting the employee's scheduled shift. Individual employees may waive the forty-eight
(48) hour notice. Mandated changes with less than forty-eight (48) hour notice shall result in
payment of overtime wages for all hours worked outside of the employee's regularly scheduled shift
9.2 Meal& Rest Breaks
9.2.1 An employee, while assigned to the actual detention facility, shall be permitted, during the
course of their shift, to take a thirty (30) minute paid lunch break at the approximate mid-point of
their shift. The Employer shall provide a meal for such employees. .
9.2.2 The employee shall be permitted to take two (2) fifteen (15) minute rest breaks, near the
middle of each half of the employee's shift. An employee working the twelve (12) hour shift
schedule shall be permitted, during the course of their shift, to take three (3) fifteen (15) minute rest
breaks, spread throughout the shift.
9.2.3 All such breaks to be taken as time permits and the employee shall remain on the Employer's
premises. If the employee fails to take any or all such breaks, for whatever reason, he or she shall
have no right to claim any compensation for that time.
9.2.4 Meal purchase for transport only — The Employer will supply a pre-paid credit card to the
employee to use to make meal purchase(s). The meal purchase(s) will be authorized at the following
rates:
Breakfast $10.00
Lunch $12.00
Dinner $20.00
9.3 Overtime
9.3.1 Eight Hour Shift: Any compensable hours in excess of eight (8) hours per shift or forty (40)
hours per designated work week shall be paid at the rate of time and one-half the employee's regular
rate of pay. The eight (8) hour threshold may be waived by mutual agreement of the affected
employee and the Employer.
9.3.2 Twelve Hour Shift: Computation of overtime, on the twelve (12) hour shift schedule, will be
based upon compensable hours in excess of one hundred sixty eight(168)hours per twenty-eight (28)
calendar day work cycle. Overtime shall be paid at one and one-half times (11/2) the employee's
hourly rate of pay.
Lewis County Juvenile Court(Detention)
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9.4 Call Time
9.4.1 Any employee, except a part-time employee who has not worked forty (40) or more hours in
the designated work week, called to report to report to work at the facility outside of their regularly
scheduled work shift, unless notified prior to completion of their regular shift, shall be paid for a
minimum of two (2) hours at the rate of one and one-half(1'/2) times their regular rate of pay. If the
call time work assignment and the employee's regular shift overlap, the employee shall be paid the
call time of one and one-half(11/2) their regular rate of pay until he or she completes two (2) hours of
work. The employee shall be paid the balance of their regular shift at the appropriate rate.
9.5 Staff Meetings
9.5.1 When an employee attends a monthly staff meeting on their off-duty time, he or she shall be
compensated for a minimum of two (2) hours at their applicable rate of pay for time at such staff
meetings. The employee must be in actual attendance for the entirety of the staff meeting in order to
qualify for such minimum hour pay. Such compensation shall be paid in wages unless the employee
requests, and the Administrator approves, compensatory time off in lieu of pay
9.6 Court or Hearing Time
9.6.1 When an employee is subpoenaed by a party, or is directed by the Employer, to attend any
court proceeding or administrative hearing for the purpose of providing testimony arising from such
employee's official duties, and such attendance is not entirely within the employee's regularly
scheduled work shift, such employee shall be paid time and one-half for all hours of attendance
outside of the regular work shift. Any part of an hour shall constitute one (1) full hour. With respect
to hours worked outside the regular work shift, unless the court or hearing time is worked
consecutively prior to or after the employee's regularly scheduled hours of work, the employee shall
be paid a two (2) hour minimum at the time and one-half rate.
9.6.2 Unless the employee is off duty or utilizes vacation or compensatory time, all compensation
received, whether from the court or from the party who subpoenas the employee, shall be promptly
refunded to the Employer. All civil case court attendance during the employee's work shift hours
shall be subject to approval in advance by the employee's supervisor.
9.7 Acting Supervisor
9.7.1 The Employer, in its discretion, may designate an acting supervisor to fill vacancies for thirty
(30) calendar days or more. If the Employer designates a particular employee as acting supervisor,
such employee shall receive compensation at the Supervisor's rate of pay.
9.8 Working out of Classification
9.8.1 Any employee assigned to temporarily work out of classification, in a higher paid
classification, by direction of the Employer and/or designee, shall be compensated for all hours
worked at the higher classification's lowest rate of pay, provided, such placement shall, in any event,
be at a step level sufficient to provide a pay enhancement of at least five percent (5%). If the top of
the range is less than five percent(5%), the top of the range shall be applied.
Lewis County Juvenile Court(Detention)
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9.8.2 It shall be the employee's responsibility to notify the Employer of the claim for 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 the applicable time reporting period shall be void.
Notwithstanding the foregoing, employees participating in cross-training and employees performing
de minimus 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.
9.8.3 An employee assigned the additional duties and responsibilities of shift lead shall receive one
dollar and forty cents ($1.40) per hour above the employee's base rate of pay for all hours worked as
shift lead.
9.9 Compensatory Time
9.9.1 Upon approval of the Employer an employee may elect to 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 two hundred forty (240) hours of
compensatory time. Compensatory time is cumulative from year to year to the aforementioned
maximum. Compensation time in excess of two hundred forty (240) hours must be taken as time
off or converted to pay at the discretion of the Employer.
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 (Elected or Director), or his or
her designee for consideration on or before the 20th of the current payroll month.
c) Compensatory time off may be utilized in one (1)hour increments.
9.9.2 Scheduling of the taking of compensatory time off is to be by approval of the Employer
(Elected or Director) or designee. Once scheduled, 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.
9.9.3 Upon termination, employees shall be paid at their hourly rate for all accrued but unused
hours of compensatory time.
9.9.4 The Employer shall take no retaliatory or unfair discriminatory action against any employee
by reason of the employee's choice of compensatory time off.
9.10 Bilingual Pay
9.10.1 All employees who have been assigned by the Employer to provide conversational language
services shall have added to their base pay one percent(1.00%).
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a) An employee's ability to speak an approved language conversationally shall be determined by
completion of a test selected by the employer at a level of proficience determined by the Employer.
The test is intended to evaluate the employee's ability to participate in basic conversations with
routine and repetitive subject matter. The employee shall pay associated test cost to achieve initial
qualifications.
b) Should an employee fail the test for initial qualification or re-qualifiction, a period of six (6)
months must elapse before retaking the test.
c) Employees must re-qualify to retain the one percent (1%) bilingual pay by successfully
passing the test once every three (3) years. The Employer will pay the cost of testing for one (1)
attempt at re-qualification. Subsequent re-qualification attempts will be at the expense of the
employee.
10. EMPLOYEE BENEFITS
10.1 Benefit Eligibility
10.1.1 : Employees who are compensated for eighty (80) hours or more in a calendar month shall
receive one hundred percent (100%) of all Employer paid/provided benefits set forth in this
agreement; employees with less than eighty(80) compensable hours per month shall receive no health
and welfare benefits but shall have all other benefits provided under this agreement prorated; casual
employees with less than sixty-nine (69) compensable hours per month shall receive no benefits. An
eligible employee shall be allowed to supplement hours worked in a month when that employee fails
to make the qualifying eighty(80) hours in any one (1) month.
10.1.2 Effective January 1, 2016, the Employer will contribute toward the premiums for the
insurance enumerated in Section 10.2 a total of one thousand dollars ($1,000). 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.
10.2 Insurance
10.2.1 Medical, Dental, & Vision: Effective January 1, 2016 based on December 2015 hours, the
Employer shall pay to the Washington Teamsters Welfare Trust care of Northwest Administrators, on
behalf of each employee who received compensation for eighty (80) or more hours the previous
calendar month,the amounts required for the following plans:
Plan Rates as of 01/01/18
Medical -Plan C $954.00
9 Month Disability Waiver $11.40
Life AD&D Plan A $8.60
Time Loss Plan A $16.00
Dental -Plan A $130.50
Lewis County Juvenile Court(Detention)
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Vision - Extended I $14. 90
10.2.2 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.
M Marr. r:r' l« 4 W 7� ti S i
Employee/Dependent Life $2.20
10.2.3 Effective January 1, 2016, the Employer shall contribute the amount required on a monthly
basis to Standard Insurance Company of Portland Oregon for each employee who employed during
the current calendar month.
YF:7 f H .! 3 '$: +
Short Term Disabili $2.85
10.2.4 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
change 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 so that dental, vision, life and STD insurance are fully paid through the Employer's
contribution.
10.2.5 WTWT Payments: The Employer will be responsible for paying 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 boards.
10.2.6 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.
10.2.7 Current Employee enters Juvenile Detention Bargaining Unit. Whenever a current Lewis
County employee enters into the Juvenile Detention bargaining unit from another bargaining unit or
from a non-represented position in which health care is provided through the Washington Teamsters
Welfare Trust, and where the employee would otherwise have a one-month gap in coverage under the
Washington Teamsters Welfare Trust due to the Trust's lag month eligibility rules, the Employer
shall be required(with its initial payment to the Washington Teamsters Welfare Trust only)to make a
double premium contribution for health care coverage to pay for the normal initial month coverage
provided by the Trust as well as the preceding lag month which is not normally covered during an
employee's eligibility period when enrolling in health care coverage provided under the Washington
Teamsters Welfare Trust. For the purpose of premium cost sharing, the employee shall be
responsible for their portion of the premium as set forth in the Collective Bargaining Agreement,
excluding the month in which double premium coverage is made. The Employer shall pay entire
premium of the second(2"d) contribution.
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10.2.8 Trust Agreements: The applicable Trust Agreements (completed copies attached) shall
be incorporated herein and deemed part of this Agreement as through fully set forth.
10.2.9 Flexible Spending Account: Should the Employer agree to a Flexible Spending Account
(FSA) for any of the Teamsters bargaining units, excluding those with interest arbitration rights,
the Employer shall provide the exact benefit for this bargaining unit. The agreement shall in the
form of a Memorandum of Understanding and attached to this agreement.
10.3 Sick Leave
10.3.1 Each full-time employee shall accrue eight (8) hours of sick leave with pay for each month of
employment. Part-time employees shall receive sick leave in accordance with Section 10.1 above.
Only full-time and regular part-time employees shall be eligible to accrue sick leave. A maximum of
thirteen hundred twenty(1320)hours of sick leave may be accrued.
10.3.2 Employees accruing sick leave shall be allowed to use their accrued sick leave for personal
illness or for illness in their immediate family requiring the employee's attendance, or in accordance
with County Personnel Policies and/or State/Federal law. "Immediate family" is defined as persons
related by blood, marriage, or legal adoption and includes only: grandparents, parents, spouse,
brothers, sisters, children, grandchildren, mother-in-law, father-in-law, and any person who is a non-
pecuniary resident of the employee's household.
10.3.3 An employee who takes more than three (3) workdays sick leave due to any one illness or
three (3) consecutive sick leave days 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.
10.3.4 Such employees shall be allowed to use sick leave for personal doctor or dental appointments
or for appointments of immediate family members when the employee's presence is required.
10.3.5 Employees who transfer between departments of Lewis County shall be entitled to transfer
accrued sick leave to succeeding County offices or departments.
10.3.6 An employee on Worker's Compensation may use accrued sick leave in units of one (1) hour
to make up the full difference between the Worker's Compensation payment and the employee's
regular paycheck, provided, however, the employee provides sufficient notice to the Employer by the
tenth (10th) of the previous month so as to allow sufficient time to make the appropriate deductions
from the payroll.
10.3.7 Any employee, at the time of separation, except casual, probationary (new hire), and 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 designated beneficiary or estate shall receive the same benefit.
10.3.8 An employee who uses sick leave shall utilize leave in fifteen(15)minute increments.
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ORIGINAI-
10.4 Bereavement Leave
10.4.1 Up to three (3) work days shall be granted without any leave debit in the case of a death of a
the employee's spouse, spouse's parents, child, parent, grandparents, siblings, spouse's siblings, or
other person who is a non-pecuniary resident of the employee's household.
10.4.2 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, spouse, brother, sister, child or grandchild, and any other person who is a non-pecuniary
resident of the employee's household. Regular employees may request the right to use additional
leave, if necessary, to exceed this three (3) day period. All such additional leave shall be charged to
accrued vacation and accumulated compensatory time, or to leave without pay as a last resort.
10.4.3 Employees who attend the funeral or memorial service of a County Employee shall receive up
to two (2) hours bereavement leave when such services are held during working hours.
10.5 Vacation
10.5.1 Annual leave with pay shall be accrued by each employee in accordance with the provisions of
Section 10.5.6.
10.5.2 Annual leave is accrued but may not be taken until after an employee has completed six (6)
consecutive months of employment with the Employer.
10.5.3 Employees transferring within the offices and departments of Lewis County shall be entitled
to transfer accrued vacation leave to each succeeding offices or department.
10.5.4 An employee desiring to schedule vacation for the ensuing calendar year shall provide a
written vacation request to the Employer not later than December 31st of the current year. The
Employer shall approve, reject, or ask for rescheduling not later than January 31st of a vacation year,
based on the employee's seniority standing within the bargaining group. Second, or subsequent
requests, shall be responded to by the Employer within fifteen (15) days of the date of such written
second or subsequent request. Once scheduled and approved, 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.
10.5.5 Annual leave shall be used and charged in units of one (1) hours.
10.5.6 An employee shall accrue vacation in accordance with the following schedule. Actual accrual
shall be made on a monthly basis
Yea Month of County Accrual Rate Accrual Rate
r Service Hours per Month Hours per Year
1 1 - 12 8.50 102
2 13 -24 8.50 102
3 25 - 36 9.00 108
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Yea Month of County Accrual Rate Accrual Rate
r Service Hours per Month Hours per Year _
4 37 -48 9.50 114
5 49 - 60 10.66 128
6 61 - 72 10.66 128
7 73 - 84 11.00 132
8 85 - 96 11.50 138
9 97 - 108 12.00 144
10 109 - 120 12.66 152
•
11 121 - 132 12.66 152
12 133 - 144 13.00 156
13 145 - 156 13.50 162
14 157 - 168 14.00 168
15 169- 180 14.50 174
16 181-192 14.50 174
17 193-204 15.00 180
18 205-216 15.50 186
19 217-228 16.00 192
20 229+ 16.33 196
10.5.7 Annual leave may be accrued to a maximum of three hundred twenty (320) hours subject,
however, to potential loss of that portion of the accrual in excess of two hundred forty (240) hours.
An employee who retires, suffers termination of employment, is laid off or dies shall be paid by the
Employer at the ensuing payday for any unused accrued annual leave (including a prorated monthly
accrual to reflect any portion of the final calendar month worked by the employee) up to a maximum
of two hundred forty (240) hours. Employees who resign or are terminated for unsatisfactory
performance within the first six months of employment will not receive pay for any accrued but
unused annual leave.
10.5.8 An employee who postpones vacation at the request of the Employer shall be allowed to
accrue in excess of the three hundred twenty (320) hour maximum in order to prevent loss of vacation
benefits to the employee.
10.5.9 Not later than August 1st, the employee shall have scheduled, during the current calendar year,
at least fifty percent (50%) of the employee's annual accrual. As of August 1st, any portion of the
employee's annual accrual, which is less than fifty percent (50%), shall be subject to scheduling by
the Director or Elected.
10.6 Holidays
10.6.1 Employees shall receive ten (10)paid holidays each calendar year unless an additional holiday
is proclaimed by the Governor of the state as a legal holiday. The designated legal holidays are set
forth below:
New Year's Day January 1
M. L. King's Birthday Third Monday in January
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President's Day Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Fourth Friday in November
Christmas Day December 25
Personal Day Vacation Credit
By Governor's Proclamation Any day designated by public proclamation
of the Governor of the State as a legal
holiday
10.6.2 . Each employee shall be credited with eight (8) hours to their vacation bank for their
Personal Day. The vacation bank will be credit on January 1St of each year for current employees and
on the date of hire for newly hired employees.
10.6.3 For Employees Assigned Outside of Regular Detention Duties: When a recognized holiday
falls on an employee's regularly scheduled workday, the employee maybe given the holiday off or
with mutual agreement another day within the workweek. The day off shall be equivalent to the
employee's regular scheduled work day. Should the recognized holiday fall on the employee's
regularly scheduled day off, the employee shall be given an adjacent day off, or with mutual
agreement of the Employer another day off within the work week. The day off shall be equivalent to
the employee's regular scheduled work day.
10.6.4 For Employees Assigned Outside of Regular Detention Duties: An employee working on a
county designated holiday and is unable to take an alternate day off during that workweek shall be
compensated for all hours worked on such holiday at time and one half(11/2) times the employee's
regular hourly rate of pay in addition to their regular salary.
10.6.5 Regular Detention Duty Assignment: An employee assigned to regular detention duties shall
receive monetary compensation in lieu of the ten(10)holidays, payable as follows:
a) An employee who works the majority of the applicable calendar month, shall be paid
six point sixty-six (6.66) hours per month at the regular hourly rate with each completed
month of service. Effective May 1, 2009 an employee who works the majority of the
applicable calendar month shall be paid three point thirty-three hours per month at the regular
hourly rate with each completed month of service.
b) Each employee shall accrue the following hourly time to his or her vacation bank with
each completed calendar month of service three point thirty-three (3.33) hours per month.
Effective May 1, 2009 each employee shall accrue six point sixty-six hours per month to his
or her vacation bank with each completed calendar month of service.
c) Effective May 1, 2009 each employee may inform the Department Head in writing of
the employee's wish to be paid ten(10) hours per month at the regularly hourly rate with each
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ORIGINAL
completed month of service. Each employee shall only be able to make this change once per
calendar year. The Department shall approve such request once per calendar year.
Employee's may not go back to 10.6.5 a and b within the same calendar year.
10.7 Shift Differential
10.7.1 12 Hour Shifts: Employees' working on the twelve (12) hour work schedule, which a
majority of work hours fall between 1800 and 0600 hours, shall receive seventy-six dollars ($76.00)
each twenty-eight (28) day work cycle provided that such employees works a minimum of eighty(80)
hours during such cycle.
10.7.2 5/8 or 4/10 Shifts: Employees' working a minimum of eighty (80)hours each month on one of
the following work schedules shall receive shift differential compensation in the following manner.
a) Swing Shift: An employee whose majority of daily work hours, for their scheduled shift, falls
between the hours of 1800 and 2300 hours shall receive additional compensation of forty dollars
($40.00)each month.
b) Graveyard Shift: An employee whose majority of daily work hours, for their scheduled shift,
falls between the hours of 2300 and 0600 hours shall receive additional compensation of seventy-
six ($76.00)each month.
10.8 Educational Reimbursement
10.8.1 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 regular full-time employees in the furtherance of this policy by
offering a tuition reimbursement program for courses or training at accredited colleges and
universities.
10.8.2 To qualify for reimbursement, the employee must make application to, and receive prior
approval from,the Administrator. Such approval shall be at the sole discretion of the Administrator.
10.8.3 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 in
the performance of the employee's job.
10.8.4 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.
Lewis County Juvenile Court(Detention)
January 1,2016—December 31,2019 Collective Bargaining Agreement 23
ORIGINAL.
10.8.5 An employee who receives tuition reimbursement agrees to continue to work for the Employer
for twenty-four (24) 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 pay check 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 twenty-four (24) month
period is not met.
10.8.6 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.
10.9 Longevity
10.9.1 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:
After seven(7) years $42.00 per month
After eight(8)years $48.00 per month
After nine (9)years $54.00 per month
After ten (10)years $60.00 per month
and an additional six dollars ($6.00)per month for each year after ten(10)
10.10 Clothing
10.10.1 The Employer shall reimburse the employee for any dress code clothing not provided by
Employer and damaged in the performance of assigned duties that has been determined by the
Employer to be the result of a non-negligent employment practice and the Employer has reviewed the
damaged clothing and agrees that it is not fit for duty. The Employer does not have any responsibility
to replace clothing no longer useable due to normal wear and use.
11. SEVERABILITY
11.1 Repealer in Conflict with Law
11.1.1 If any article, or part thereof, of this Agreement or any addenda thereto should be held invalid
by operation of law or by any court of competent jurisdiction, or if compliance with or enforcement of
any article, or part thereof, should be restrained by such court, the remainder of this Agreement and
addenda shall not be affected thereby, and the parties shall enter into immediate collective bargaining
negotiations to arrive at a mutually satisfactory replacement of such article, part thereof, or addenda.
Lewis County Juvenile Court(Detention)
January 1,2016—December 31,2019 Collective Bargaining Agreement 24
ORIG NAI_
12. DURATION OF AGREEMENT
12.1 Termination and Re-Opener
12.1.1 This Agreement shall be effective as of the January 1, 2016 and shall remain in full force and
effect to and through December 31, 2019
12.1.2 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 substance and
instrumental language of the changes by mail to other party within the following time frame: Union
proposal to be submitted not later than August 31st of the last year of this Agreement; Employer
proposal to be presented not later than September 15th of the last year of this Agreement. The first
negotiation meeting shall be held not later than October 1st of the last year of this Agreement.
•Signed this o' day of /'- 2018.
For Wage Related Matters: Board of County Commissioners
Gary Stamper,Chairman; DrfCrren . I `eil, Secretary reasurer
4A AIL A_■A__,
dna J Fund,co d issioner Russ alpole,Busine Ag
,41101
o i . Jackson,Commissioner
••••••
Attest: •its co N7,
,•
�OARb•11:N'; •
O4{y •
• SINCE 'a•
•� I
Clerk of the Board • * 1 845 ,
>,•
,
•
w •
�)r •:G'�Mvt5 �` 'For Non-Wage Related Matters:
istC +
he Honorable James '. Lawler, 'residing Judge
ew s County Superior Court
Lewis County Juvenile Court(Detention)
January I,2016—December 31,2019 Collective Bargaining Agreement 25
ORIGINAL
13. APPENDIX A—Seniority Dates
13.1 Seniority Dates
13.1.1 This appendix is intended to set forth and accurately reflect the employee's respective date of
hire for application under this Agreement. The seniority listing is reflective of employees employed
at the time the contract was placed in force and is not intended to be inclusive of all employees
employed during the term of the Agreement.
Employee Classification Date of Hire
Lowell Stewart Detention Officer 10-01-87
Stephanie Dibble Detention Officer 05-03-96
Robin Hood Detention Officer 07-15-97
Ron Morton Detention Officer 12-15-97
Jim Hickman Detention Supervisor 06-16-99
Vanessa Conwell Detention Officer 08-17-07
Nicole Davis Detention Officer 01-01-08
Ross Cothren Detention Officer 05-01-08
Kellie Wright Detention Officer 01-08-09
Brandi Amoroso Detention Officer 11/06/12
Seth Foster Detention Officer 01/01/14
Kenny Miller Detention Officer 04/14/14
Randi Folsom Detention Officer 11/01/16
Hunter T. Brown Detention Officer 02/01/18
Lewis County Juvenile Court(Detention)
January 1,2016—December 31,2019 Collective Bargaining Agreement 26
ORIGINAL
14. APPENDIX B-Classifications and Salary Schedule
14.1 Classifications and 2016/2017 Salary Schedule
14.1.1 The below listed salary schedule shall become effective January 1, 2016. The January
2016/2017 salary schedule represents a zero percent(0%) increase over the 2015 Salary Schedule.
Detention Officer Range 18
Detention Supervisor Range 21
A B C D E F G H I J K L M
18 Annual 40,320 41,328 42,372 43,428 44,508 45,636 46,752 47,916 49,140 50,352 51,612 52,896 54,228
Monthly 3,360 3,444 3,531 3,619 3,709 3,803 3,896 3,993 4,095 4,196 4,301 4,408 4,519
Hourly 19.38 19.87 20.37 20.88 2L40 21.94 22.48 23.04 23.63 24.21 24.81 25.43 26.07
21 Annual 46,680 47,844 49,044 50,268 51,528 52,812 54,132 55,488 56,868 58,308 59,760 61,248 62,772
Monthly 3,890 3,987 4,087 4,189 4,294 4,401 4,511 4,624 4,739 4,859 4,980 5,104 5,231
Hourly 22.44 23.00 23.58 24.17 24.77 25.39 26.03 26.68 27.34 28.03 28.73 29.45 30.18
14.1.2 Employees who have completed twelve (12) months active service in a classification at Step
A of the salary schedule will advance to Step B
14.1.3 Employees who have completed twelve(12) months active service in a classification at Step B
of the salary schedule will advance to Step C.
14.1.4 Employees who have completed twelve (12) months active service in a classification at Step
C of the salary schedule will advance to Step D.
14.1.5 Employees who have completed twelve (12) months active service in a classification at Step
D of the salary schedule will advance to Step E.
14.1.6 Employees who have completed twelve (12) months active service in a classification at Step E
of the salary schedule will advance to Step F.
14.1.7 Employees who have completed twelve (12) months active service in a classification at Step F
of the salary schedule will advance to Step G.
14.1.8 Employees who have completed twelve (12) months active service in a classification at Step
G of the salary schedule will advance to Step H.
14.1.9 Employees who have completed twelve (12) months active service in a classification at Step
H of the salary schedule will advance to Step I
14.1.10 Employees who have completed twelve (12) months active service in a classification at Step I
of the salary schedule will advance to Step J.
Lewis County Juvenile Court(Detention)
January 1,2016-December 31,2019 Collective Bargaining Agreement ORIGINAL 27
14.1.11 Employees who have completed twelve(12) months active service in a classification at Step J
of the salary schedule will advance to Step K.
14.1.12 Employees who have completed twelve (12) months active service in a classification at Step
K of the salary schedule will advance to Step L.
14.1.13 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.
14.2 Classifications and January 2018 Salary Schedule
14.2.1 The below listed salary schedule shall become effective January 1, 2018. The January 1, 2018
salary schedule represents a two point five percent (2.5%) increase over the 2016/2017 Salary
Schedule.
Detention Officer Range 18
Detention Supervisor Range 21
A B C D E F G H I J K L M
18 Annual 41,328 42,372 43,440 44,520 45,636 46,788 47,928 49,128 50,376 51,624 52,920 54,228 55,596
Monthly 3,444 3,531 3,620 3,710 3,803 3,899 3,994 4,094 4,198 4,302 4,410 4,519 4,633
Hourly 19.87 20.37 20.89 21.40 21.94 22.49 23.04 23.62 24.22 24.82 25.44 26.07 26.73
21 Annual 47,844 49,044 50,268 51,540 52,824 54,144 55,500 56,880 58,296 59,772 61,272 62,796 64,344
Monthly 3,987 4,087 4,189 4,295 4,402 4,512 4,625 4,740 4,858 4,981 5,106 5,233 5,362
Hourly 23.00 23.58 24.17 24.78 25.40 26.03 26.68 27.35 28.03 28.74 29.46 30.19 30.94
14.2.2 Employees who have completed twelve (12) months active service in a classification at Step
A of the salary schedule will advance to Step B
14.2.3 Employees who have completed twelve(12) months active service in a classification at Step B
of the salary schedule will advance to Step C.
14.2.4 Employees who have completed twelve (12) months active service in a classification at Step
C of the salary schedule will advance to Step D.
14.2.5 Employees who have completed twelve (12) months active service in a classification at Step
D of the salary schedule will advance to Step E.
14.2.6 Employees who have completed twelve (12)months active service in a classification at Step E
of the salary schedule will advance to Step F.
14.2.7 Employees who have completed twelve (12) months active service in a classification at Step F
of the salary schedule will advance to Step G.
Lewis County Juvenile Court(Detention)
January 1,2016-December 31,2019 Collective Bargaining Agreement 28
ORIGINAL
14.2.8 Employees who have completed twelve (12) months active service in a classification at Step
G of the salary schedule will advance to Step H.
14.2.9 Employees who have completed twelve (12) months active service in a classification at Step
H of the salary schedule will advance to Step I
14.2.10 Employees who have completed twelve (12) months active service in a classification at Step I
of the salary schedule will advance to Step J.
14.2.11 Employees who have completed twelve (12) months active service in a classification at Step J
of the salary schedule will advance to Step K.
14.2.12 Employees who have completed twelve (12) months active service in a classification at Step K
of the salary schedule will advance to Step L.
14.2.13 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.
14.3 Classifications and January 2019 Salary Schedule
14.3.1 The below listed salary schedule shall become effective January 1, 2019. The January 1, 2019
salary schedule represents a one percent(1%) increase over the 2018 Salary Schedule.
Detention Officer Range 18
Detention Supervisor Range 21
A B C D E F G H I J K L M
18 Annual
Monthly
Hourly
21 Annual
Monthly
Hourly
14.3.2 Employees who have completed twelve (12) months active service in a classification at Step
A of the salary schedule will advance to Step B
14.3.3 Employees who have completed twelve (12)months active service in a classification at Step B
of the salary schedule will advance to Step C.
14.3.4 Employees who have completed twelve (12) months active service in a classification at Step
C of the salary schedule will advance to Step D.
14.3.5 Employees who have completed twelve (12) months active service in a classification at Step
D of the salary schedule will advance to Step E.
Lewis County Juvenile Court(Detention)
January 1,2016—December 31,2019 Collective Bargaining Agreement 29
ORIGINAL.
14.3.6 Employees who have completed twelve (12) months active service in a classification at Step E
of the salary schedule will advance to Step F.
14.3.7 Employees who have completed twelve (12) months active service in a classification at Step F
of the salary schedule will advance to Step G.
14.3.8 Employees who have completed twelve (12) months active service in a classification at Step
G of the salary schedule will advance to Step H.
14.3.9 Employees who have completed twelve (12) months active service in a classification at Step
H of the salary schedule will advance to Step I
14.3.10 Employees who have completed twelve (12) months active service in a classification at Step I
of the salary schedule will advance to Step J.
14.3.11 Employees who have completed twelve (12) months active service in a classification at Step J
of the salary schedule will advance to Step K.
14.3.12 Employees who have completed twelve (12) months active service in a classification at Step K
of the salary schedule will advance to Step L.
14.3.13 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.
Lewis County Juvenile Court(Detention)
January 1,2016—December 31,2019 Collective Bargaining Agreement 30
C)R.IGINAl
WASHINGTON TEAMSTERS WELFARE TRUST
SPECIAL AGREEMENT-NON-BARGAINING UNIT EMPLOYEES
This agreement is entered into by and between the Trustees of the Washington Teamsters Welfare Trust(herein termed Trust)and the
below referenced Employer.
[VAME.ADDRESS& TAX ID NO. OF EMPLOY
Lewis County Juvenile Detention 126280 91-6001351
Name Employer EIN(Tax ID No.)
360 NW North Street
Address
Chehalis,WA 98532
City, State,Zip Code
WITNESSETH:
Whereas, it is intended that contributions be paid into the Trust on behalf of certain employees of the Employer who are not
covered under the provisions of a collective bargaining agreement with a union party to the Washington Teamsters Welfare Trust
and whereas, it is the desire of the parties to enter into a written agreement which sets forth the detailed basis upon which such
contributions are to be made, now, therefore, in consideration of the foregoing and the mutual convenants herein contained it is
agreed:
Commencing April 2018 based on March 2018 hours,
the Employer shall pay into the Washington Teamsters Welfare Trust such amounts as the Trust shall
determine from time to time as the monthly contribution required to provide the following benefits:
Type of Coverage Plans Available Plan(s)Chosen Contribution Rate
Medical A,B,C, and Z Z $1065.27
Life/AD&D A, B,and C $
Time Loss A, B, C, D,and E $
Long Term Disability Income LTD $
9-Month Disability Waivers Medical $
Dental A, B,and C A $130.50
Vision EXT X $ 14.90
Domestic Partners Medical,Dental, Vision $
Note: Coverage may not exceed highest benefits provided for a participating Teamster unit at this employer.
*Coverage is provided by the Trust in the second month following the month in which employment is rendered except when
the employer ceases contributions on an employee's behalf due to resignation, retirement or withdrawal from the Trust. In such
cases,coverage terminates at the end of the month the final contribution is made.
FLIGIRIIJTY THRESHOLD
These payments shall be made respectively for each member of the unit described below who meets the same eligibility threshold
and waiting period provisions that apply to the bargaining unit employees of the Employer as specified in the labor agreement
covering those bargaining unit employees.
DESCRIPTION OF UNIT
All employees of the Employer who are not otherwise covered by a collective bargaining agreement with any union
providing the aforementioned benefits under the Trust for said employees. (Sole proprietors and partners are not eligible
to participate).
(Over)
CONTRIBUTIONS
The total amount due for each calendar month shall be remitted in a lump sum no later than ten (10) days after the last business
day of each month. The Employer agrees to abide by such rules as may be established by the Trustees of said Trust to facilitate
the determination of the hours for which contributions are due, the prompt and orderly collection of such amounts and accurate
recording of such hours,and such amounts paid on behalf of each member of the unit.
TERJWS OF AGREEMENT
The Employer accepts and agrees to be bound by the terms of the Trust Agreement governing the Trust Fund 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 of the Washington
Teamsters Welfare Trust 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.
This agreement shall remain in full force and effect during the term of the existing Collective Bargaining Agreement between
Teamsters Union Local No. 252 and the Employer.
Dated this day of
Employer
By "7
Title
APPROVAL OF TRUSTEES
This Agreement has been approved by the Board of Trustees of the Trust Fund.
Date:
Administrative Agent
Washington Teamsters Welfare Trust
Special Agreement(Rev 02/I5)
MEMORANDUM OF UNDERSTANDING
between the
LEWIS COUNTY JUVENILE DETENTION OFFICE
and
TEAMSTERS LOCAL UNION#252
WHEREAS, the Lewis County Juvenile Detention Group and Teamsters Union Local
#252 are parties to a collective bargaining agreement with a current term of January 1,
2016 to December 31, 2019; and,
WHEREAS, the current agreement is in full force and effect, and the parties have agreed to
modify the Health and Welfare section of the agreement effective April 1, 2018 ;
Now, therefore, having met, the parties are setting forth, in writing, the specific
conditions under which the bargaining unit shall be provided Medical, Dental, Vision,
Short Term Disability, and Life Insurance benefits by modification of the existing
language in the collective bargaining agreement:
10.2 Insurance
10.2.1 Medical, Dental, & Vision: Effective April 1, 2018, based on March,
2018 hours, the Employer shall pay to the Washington Teamsters Welfare Trust
care of Northwest Administrators, on behalf of each employee who received
compensation for eighty (80) or more hours the previous calendar month, the
amounts required for the following plans:
Plan Rates as of 04/01/18
Medical - Plan Z $1,065.27
9 Month Disability Waiver $11.40
Life AD&D Plan A $8.60
Time Loss Plan A $16.00
Dental - Plan A $130.50
Vision- Extended $14. 90
10.2.2 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.
WCIF— Standard Insurance Rates as of 01/01/16
Employee/Dependent Life S2.20
Teamsters Union Local#252/Lewis County Juvenile Probation Group Signed Original
Memorandum of Understanding—Health&Welfare Coverage-2018 1
10.2.3 Effective January 1, 2016, the Employer shall contribute the amount
required on a monthly basis to Standard Insurance Company of Portland Oregon
for each employee who employed during the current calendar month.
Standard Insurance Co. Rates as of 01/01/16
Short Term Disability $2.85
10.2.4 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 change 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 so that dental, vision, life and STD insurance are fully paid through
the Employer's contribution.
10.2.5 WTWT Payments: The Employer will be responsible for paying
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 boards.
10.2.6 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.
10.2.7 Current Employee enters Juvenile Detention Bargaining Unit. Whenever a
current Lewis County employee enters into the Juvenile Detention bargaining unit
from another bargaining unit or from a non-represented position in which health
care is provided through the Washington Teamsters Welfare Trust, and where the
employee would otherwise have a one-month gap in coverage under the
Washington Teamsters Welfare Trust due to the Trust's lag month eligibility
rules, the Employer shall be required (with its initial payment to the Washington
Teamsters Welfare Trust only) to make a double premium contribution for health
care coverage to pay for the normal initial month coverage provided by the Trust
as well as the preceding lag month which is not normally covered during an
employee's eligibility period when enrolling in health care coverage provided
under the Washington Teamsters Welfare Trust. For the purpose of premium cost
sharing, the employee shall be responsible for their portion of the premium as set
forth in the Collective Bargaining Agreement, excluding the month in which
double premium coverage is made. The Employer shall pay entire premium of
the second(2nd) contribution.
Teamsters Union Local#252/Lewis County Juvenile Probation Group Signed Original
Memorandum of Understanding—Health&Welfare Coverage-2018 2
Executed this S1 day of March, 2018
Teamsters Union Local No. 252 Lewis County Board of Commissioners
11°� er.., ___6.2,1 ,
Darren L. O'Neil, Secretary-Treasurer Edna J. Fund, Com Toner
i
per, Co I ssion-
40..%:■,gadi .1044----
:obby Jackson, Commissioner
Teamsters Union Local#252/Lewis County Juvenile Probation Group Signed Original
Memorandum of Understanding—Health&Welfare Coverage-2018 3
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 Juvenile Detention 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. 126280 Approximate No. of Covered Employees 29
INFORMATION CONCERNING EMPLOYER'S BUSINESS
Employer EIN(Tax ID No.) 91-6001351
Employer is: ❑ Public Entity ❑ Corporation - State of ❑ Partnership ❑ 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 n Z $954.00
❑ A-$30,000 Employee/$3,000 Dependent
Life/AD&D ❑ B -$15,000 Employee/$1,500 Dependent $8.60
❑ C-$5,000 Employee/$500 Dependent
Weekly Time Loss ❑ E-$500 ❑ A-$400 ❑ B-$300 ❑ C-$200 ❑ D-$100 $16.00
Disability Waivers ❑ Additional 9 months Disability Waiver of Contributions- Medical only $11.40
Domestic Partners ❑ Domestic Partners–Medical $
Dental Plan ❑ A ❑ B ❑ C $130.50
Domestic Partners ❑ 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 0 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 part' ipation in the Trust
upon the failure to execute this or any future Subscription Agreement or to comp "th the Trust O erating Guidelines as
amended by the Trust/ from time to e,
For Employer �� �:={.t�c�/ For Union
Title/Assn C;h //, gO C Date #900/cr Title Secretary-Treasurer Date :4 too
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)
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 Sheriff Juvenile Detention 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: 01-01-2018 to: 12-31-2019
❑ New Account ❑ Renewal—Account No. 126280 Approximate No.of Covered Employees 14
INFORMATION CONCERNING EMPLOYER'S BUSINESS
Employer EIN(Tax ID No.) 91-6001351
Employer is: ❑ Public Entity ❑ Corporation - State of ❑ Partnership ❑ Sole Proprietorship ❑ LLC
If Partnership or Sole Proprietorship,provide name/s of the owner or partners:
BENEFIT PLANS)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 El B El C ❑ Z $1065.27
❑ A-$30,000 Employee/$3,000 Dependent
Life/AD&D ❑ B-$15,000 Employee/$1,500 Dependent $8.60
❑ C-$5,000 Employee/$500 Dependent
Weekly Time Loss ❑ E-$500 ❑ A-$400 ❑ B-$300 ❑C-$200 ❑ D-$100 $16.00
Disability Waivers ❑ Additional 9 months Disability Waiver of Contributions-Medical only $11.40
Domestic Partners ❑ Domestic Partners–Medical $
Dental Plan ❑ A ❑ B ❑ C $130.50
Domestic Partners ❑ 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 ❑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)April 20 2018 based on employment in the prior month.
Important:Coveraie 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 participati•• in the Trust
upon the failure to execute this or any future Subscription Agreement or to comply with the Trust Oper. • /uidelines as
amended by the Tru -es from tim- : • -.
(i� 1 NFor Employer 4, • �r�� or Union
I IOW
Date 02-26-2018
Title/Assn Date Title Secretary- reasurer
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)
i BOCC AGENDA ITEM SUMMARY
Resolution: BOCC Meeting Date: Feb 26, 2018
Suggested Wording for Agenda Item: Agenda Type: Consent
Resolution to approve a Collective Bargaining Agreement between Lewis County &Teamsters 252 representing
Juvenile Detention group for calendar years 2016-2019.
Contact Archie Smith Phone: 3607402747
Department: Human Resources
Action Needed: Approve Resolution
Description
Resolution to approve a Collective Bargaining Agreement between Lewis County & Teamsters 252 representing
Juvenile Detention group for calendar years 2016-2019.
2016 no change to wages or benefits.
Effective 1/1/2018 members will be placed on the Lewis County Salary grid for non-represented employees.
Health and welfare contribution will be a maximum of$1200 per employee per month.
Effective 1/1/2019 a 1.0%base wage adjustment& and an additional $25 to the monthly maximum employer
contribution on health and welfare not to exceed $1225.
Employees temporarily assigned shift lead will be paid an additional $1.40 an hour.
Bilingual provision has been added. This will provide a 1%base pay adjustment for those employees approved
to provide such services.
Changed tuition reimbursement commitment from 12 (12) months to 24 (24) months.
Changed compensatory time maximum earning from 40 (40) hours to a maximum of 240 (two-hundreds and
forty) hours.
Cover Letter To
Shad Hail
Gladis Mendez Yj
Becky Butler
Susan Wickert
MEMORANDUM OF UNDERSTANDING
between the
LEWIS COUNTY JUVENILE DETENTION OFFICE
and
TEAMSTERS LOCAL UNION#252
WHEREAS, the Lewis County Juvenile Detention Group and Teamsters Union Local
#252 are parties to a collective bargaining agreement with a current term of January 1,
2016 to December 31,2019; and,
WHEREAS, the current agreement is in full force and effect, and the parties have agreed to
modify the Health and Welfare section of the agreement effective April 1,2018 ;
Now, therefore, having met, the parties are setting forth, in writing, the specific
conditions under which the bargaining unit shall be provided Medical, Dental, Vision,
Short Term Disability, and Life Insurance benefits by modification of the existing
language in the collective bargaining agreement:
10.2 Insurance
10.2.1 Medical, Dental, & Vision: Effective April 1, 2018, based on March,
2018 hours, the Employer shall pay to the Washington Teamsters Welfare Trust
care of Northwest Administrators, on behalf of each employee who received
compensation for eighty (80) or more hours the previous calendar month, the
amounts required for the following plans:
Plan Rates as of 04/01/18
Medical - Plan Z $1,065.27
9 Month Disability Waiver $11.40
Life AD&D Plan A $8.60
Time Loss Plan A $16.00
Dental - Plan A $130.50
Vision- Extended $14. 90
10.2.2 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.
WCIF—Standard Insurance Rates as of 01/01/16
Employee/Dependent Life $2.20
Teamsters Union Local#252/Lewis County Juvenile Probation Group Signed Original
Memorandum of Understanding—Health&Welfare Coverage-2018 1
10.2.3 Effective January 1, 2016, the Employer shall contribute the amount
required on a monthly basis to Standard Insurance Company of Portland Oregon
for each employee who employed during the current calendar month.
Standard Insurance Co. Rates as of 01/01/16
Short Term Disability $2.85
10.2.4 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 change 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 so that dental, vision, life and STD insurance are fully paid through
the Employer's contribution.
10.2.5 WTWT Payments: The Employer will be responsible for paying
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 boards.
10.2.6 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.
10.2.7 Current Employee enters Juvenile Detention Bargaining Unit. Whenever a
current Lewis County employee enters into the Juvenile Detention bargaining unit
from another bargaining unit or from a non-represented position in which health
care is provided through the Washington Teamsters Welfare Trust, and where the
employee would otherwise have a one-month gap in coverage under the
Washington Teamsters Welfare Trust due to the Trust's lag month eligibility
rules, the Employer shall be required (with its initial payment to the Washington
Teamsters Welfare Trust only) to make a double premium contribution for health
care coverage to pay for the normal initial month coverage provided by the Trust
as well as the preceding lag month which is not normally covered during an
employee's eligibility period when enrolling in health care coverage provided
under the Washington Teamsters Welfare Trust. For the purpose of premium cost
sharing, the employee shall be responsible for their portion of the premium as set
forth in the Collective Bargaining Agreement, excluding the month in which
double premium coverage is made. The Employer shall pay entire premium of
the second(2"d) contribution.
10.2.8 Employer Contribution: Per Section 10.1.2 of the Collective Bargaining
Agreement,: effective January 1, 2016, the Employer will contribute toward the
premiums for the insurance enumerated in Section 10.2 a total of one
thousand dollars ($1,000). Effective January 1, 2018, the Employer contribution
shall be increased to One thousand two hundred dollars and zero cents
Teamsters Union Local#252/Lewis County Juvenile Probation Group Sigucc1 Originai
Memorandum of Understanding—Health&Welfare Coverage-2018 2
($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.
Executed this ja'n`"day of April, 2018
Teamsters Union Local No. 2 Lewis County Board of Commissioners
I A--. 67// of' /
Darren 'Neil, Se etary-Treasurer Edna J. Fund, Co py issioner
4 .
// &,
ary S amper, Co issioner
/ /
Bobby a son, Commissioner
Teamsters Union Local#252/Lewis County Juvenile Probation Group Signed Original
Memorandum of Understanding—Health&Welfare Coverage-2018 3