CBA between Lewis County and AFSCME 1341, representing Community Development and Public Works Employees, for calendar years 2020-22 BEFORE THE BOARD OF COUNTY COMMISSIONERS
LEWIS COUNTY, WASHINGTON
IN THE MATTER OF: RESOLUTION NO. 20-025
RESOLUTION TO APPROVE A COLLECTIVE
BARGAINING AGREEMENT BETWEEN LEWIS COUNTY
& AFSCME 1341 REPRESENTING COMMUNITY
DEVELOPMENT & PUBLIC WORKS EMPLOYEES FOR
CALENDAR YEARS 2020-2022
WHEREAS, the Lewis County Board of County Commissioners has reviewed a
Collective Bargaining Agreement between AFSCME 1341, representing Community
Development and Public Works 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 RESOLVED that the Collective Bargaining Agreement
between AFSCME 15 al, representing
the BOCC islty autDhorezedrto sign ent ntdhe samic e.
DONE Works Group,
and Lewis County pp
DONE IN OPEN SESSION this 13th day of January, 2020.
APPROVED AS TO FORM: BOARD OF COUNTY COMMISSIONERS
Jonathan Meyer, Prosecuting Attorney LEWIS COUNTY, WASHINGTON
Kevin McDowell Gary Stamper
By: Kevin McDowell, Gary Stamper, Chair
Deputy Prosecuting Attorney
•'" Fund
ATTEST: .SCOA•ppF:41.-. Edna J .
' .Edna J. Fund, Vice Chair
•
tI`ICE -•
Rieva Lester • ••' Robert C . Jackson
Rieva Lester, Robert C. Jackson, Commissioner
Clerk of the Lewis County Board of County
Commissioners
AGREEMENT
BY AND BETWEEN
LEWIS COUNTY DEPARTMENT OF PUBLIC WORKS
AND LEWIS COUNTY DEPARTMENT OF COMMUNITY
DEVELOPMENT
AND
LOCAL 1341
OF
WASHINGTON STATE COUNCIL OF
COUNTY AND CITY EMPLOYEES
AFSCME
AFL-CIO
2020-2022
1. RECOGNITION 1
2. UNION/EMPLOYER RELATIONS 2
3. MANAGEMENT RIGHTS 4
4. SENIORITY, JOB BIDDING & PROMOTION, JOB VACANCIES AND
PROBATION 6
5. NO STRIKE CLAUSE 9
6. EMPLOYEE DISCIPLINE & DISCHARGE 10
7. GRIEVANCE PROCEDURE 12
8. WAGES 13
9. PAYDAY 15
10. CDL AND DRIVER'S LICENSES 16
11. HEALTH, ACCIDENT AND LIFE INSURANCE 16
12. ANNUAL LEAVE, BONUS PAY 17
13. SICK LEAVE/FAMILY LEAVE 20
14. BEREAVEMENT LEAVE 22
15. MILITARY LEAVE 22
16. HOLIDAYS 22
17. JURY DUTY AND COURT TIME 24
18. LEAVE OF ABSENCE.. 24
19. UNION BUSINESS 25
20. HOURS OF WORK, CALL TIME, OVERTIME, COMP TIME 27
21. UNION SECURITY 31
22. RETIREMENT 31
23. PROJECT EMPLOYMENT 31
24. SAFETY COMMITTEE 31
25. LAYOFF, BUMPING, RECALL 32
26. NON-DISCRIMINATION 33
27. MISCELLANEOUS PROVISIONS 33
28. SAVINGS CLAUSE 34
29. TERMINATION/REOPENER 35
LEWIS COUNTY AFSCME 1341 -2020-2022
COLLECTIVE BARGAINING AGREEMENT
Lewis County, a political subdivision of the State of Washington, by and through its Board of
County Commissioners, hereinafter known as the "Employer", and the Washington State
Council of County and City Employees and Local 1341 of the American Federation of State,
County and Municipal Employees, AFL-CIO,hereinafter known as the"Union",do hereby enter
into agreement for the purpose of providing and promoting harmonious relations between the
Employer and the employees, establishing equitable and peaceful procedures for the resolution
of differences, and establishing rates of pay, hours of work, and other terms and conditions of
employment.
DECLARATION OF PRINCIPLES
Subject to law and the paramount consideration of service to the public, employee/ management
relations should allow employees an opportunity for participation in the formulation and
implementation of policies and procedures affecting the conditions of their employment.
Effective employee/management cooperation requires a clear statement of the respective rights
and obligations of the parties hereto. It is the intent and purpose of the parties hereto to promote
and improve the efficient administration of the Lewis County Department of Public Works and
Lewis County Department of Community Development, within the spirit of the Public
Employees Collective Bargaining Act, to establish basic understanding relative to personnel and
to provide means for amicable discussion and adjustment of matters of mutual interest.
1. RECOGNITION
1.1 For the purpose of collective bargaining with respect to wages, hours and working
conditions, and other conditions of employment, the Employer recognizes the Union as the
designated representative of certain employees in the Lewis County Department of Public
Works and Lewis County Department of Community Development, as identified in the
appropriate attached appendices.
1.2 When any new job classification is created, the Employer shall notify the Union of the
creation of such classification. Such newly created classification shall either be in or out of
the bargaining unit, depending upon whether the newly created classification is consistent
with the duties, confidentiality, responsibilities, and general organizational structure of the
particular department.
• 1.3 Employee Definitions.
1.3.1 Regular Full-Time Employee. A full-time employee shall be defined as an employee
who regularly works forty(40)hours each week.
LEWIS COUNTY AFSCME 1341 —2020-22
1.3.2 Regular Part-Time Employee. A part-time employee shall be defined as an employee
who regularly works less than forty(40)hours each week.
1.3.3 Probationary Employee. A probationary employee shall be defined as an employee
who is serving his or her six (6) month probationary period. During such period, a
probationary employee's employment status with the Employer shall be strictly "at will"
and shall have no appeal recourse through the grievance procedure of this Agreement. The
"probationary employee" designation may be applied to either a full-time or a part-time
employee. During the employee's initial six (6) months' employment with the Employer,
the employee shall accrue seniority, vacation days and sick leave. The employee shall not
be allowed to use vacation days during the probationary period. The employee may not
exercise seniority or bidding rights during probationary status without approval of the
Department Director.
1.3.4 Casual Employee. A casual employee shall be defined as an employee who is
employed to perform work on a regular or irregular basis for a specified period of time, not
to exceed 1040 hours in any calendar year. A casual employee shall be excluded from the
terms and conditions of this agreement. Disputes arising from application of this provision
shall be resolved through the grievance procedure.
1.3.5 Intern/Project Employee. The Employer and the Union agree that Project
Employment shall be defined as employment which groups together employees whose
length of service is contingent upon federal, state, or other grant funding for specific non-
continuing projects. A project employee is an employee whose position is temporary and
has an emphasis towards "on-the-job"training. Intern/Work Study employees will be treated
as project employees. The positions may extend beyond the 4 months as described in Lewis
County Policy if educational requirements or grant funding requirements allow/mandate.
An internship may be paid,unpaid or partially paid.
a) Project employees shall not be used to reduce or replace the number of regular
employees.
b) Interns/Work Study employees must be under the supervision of a County employee who
is qualified to conduct the internship
c) All positions must comply with Federal, State and Local law.
d) Prior to approval all agreements will be reviewed by the Risk Management Department
concerning liability issues.
e) If work study is more than 1 year of uninterrupted service, then the project employee will
be required to become an AFSCME Union member
2. UNION/EMPLOYER RELATIONS
2.1 All collective bargaining with respect to wages, hours and working conditions of
employment shall be conducted by authorized representatives of the Union and authorized
LEWIS COUNTY AFSCME 1341 —2020-22
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representatives of the Employer. During the time when the provisions of this Agreement are
in force and effect, negotiations pursuant to Section 28, "Savings Clause", and/or Section 29
"Termination/Reopener" shall be as follows:
2.1.1 Scheduling. Unless altered by mutual agreement, negotiations shall be scheduled in
order that one-half(%2) of the negotiation time shall occur during the normal work day and
one-half('/2) occur beyond the normal work day.
2.1.2 Release Time. Not more than two (2) bargaining unit members shall be allowed to
participate in contract negotiations on Employer paid time, unless mutually agreed upon by
both parties. Such attendance shall be on a "split time" basis, half on Employer paid time
and half on the employee's non-paid time, provided, that the Employer provides advance
notice of intent to request split time attendance at negotiation sessions. No such attendance
on Employer's time shall occur at a time where a critical service, as determined by the
Employer and/or designee, to the public would be interrupted or withheld.
2.1.3 The Union, through its represented employees, shall be allowed, collectively and
aggregately sixty (60) hours of employee work time for negotiations involving a total
contract re-opener, or (ii) thirty (30) hours of employee work time for a partial contract re-
opener.
2.1.4 The Shop Steward or Union representative shall also be permitted to post appropriate
meeting notices and general Union information on employee bulletin boards, emails, faxes
or other county maintained means of communication.
2.2 Agreement reached between the parties to this Agreement shall become effective when
signed by designated representatives of the Employer and the Union.
2.3 Labor/Management meetings shall be held quarterly, if requested by the Union or the
Employer, and may be held more often upon mutual agreement of the parties.
2.4 Investigations
2.4.1 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.
2.4.2 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.
LEWIS COUNTY AFSCME 1341 —2020-22
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2.4.3 Employees are entitled, at their option, to have Union representation during any
investigatory interview conducted by the 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.
2.4.4 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. If the employer
elects to place the employee on unpaid administrative leave, and the employee is exonerated
through the investigation process of all charges, then the employee will be made whole in
salary and benefits.
2.4.5 Any interview and questioning of an employee shall be conducted during the
employee's shift unless the urgency of the matter dictates otherwise.
2.4.6 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.
2.4.7 The employee shall receive a copy of any disciplinary material made a part of the
employee's file.
3. MANAGEMENT RIGHTS
3.1 Customary Functions:
3.2 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:
3.2.1 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;
3.2.2 to reprimand, suspend, discharge or to otherwise discipline employees for just cause;
3.2.3 to determine the number of employees to be employed;
3.2.4 to hire employees, determine their qualifications, and assign and direct their work;
LEWIS COUNTY AFSCME 1341 —2020-22
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3.2.5 to evaluate employees' performances;
3.2.6 to promote,demote, transfer, lay off and recall to work employees;
3.2.7 to set the standards of productivity,the services and products to be produced;
3.2.8 to determine the amount and forms of compensation for employees;
3.2.9 to maintain the efficiency of operation; to determine the personnel, methods, means,
and facilities by which operations are conducted;
3.2.10 to set the starting and quitting times and the number of hours and shifts to be
worked;
3.2.11 to use independent contractors to perform work or services;
3.2.12 to subcontract, contract out, expand, reduce, alter, combine, transfer, assign, or cease
any job, department, operation or service;
3.2.13 to control and regulate the use of facilities, equipment, and other property of the
Employer;
3.2.14 to introduce new or improved research, production, service, distribution, and
maintenance methods, material, machinery, and equipment;
3.2.15 to determine the number, location and operation of departments, divisions, and all
other units of the Employer;
3.2.16 to issue, amend and revise policies, rules, regulations, general orders, administrative
directives, and practices.
3.3 Non-Waiver. 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 or other limitation of the Employer's ability to exercise any such right, prerogative,
or function. However, the Employer recognizes that RCW 41.56 may impose an obligation
for Employer to negotiate changes in wages, hours, and working conditions not covered by
this agreement.
3.4 Employer Options. The Employer and the Union hereby recognize that delivery of services
in the most efficient, effective and courteous manner is of paramount importance to the
Employer, and as such, maximized performance is recognized to be an obligation of
employees covered by this agreement.
LEWIS COUNTY AFSCME 1341 —2020-22
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3.5 Performance Standards. The Employer shall have the right to establish and maintain
performance standards. Such standards that are in effect may be used to determine
acceptable performance levels, prepare work schedules, and measure the performance of
employee. No revision of performance standards and/or policies shall be made without
prior notification to the Union.
3.6 All employees and management shall familiarize themselves as to the laws, rules,
regulations, directives and customs governing conduct and procedure in their jobs.
Employees shall endeavor to establish and maintain satisfactory relations with the public, to
report to work promptly and regularly,and to devote full skill, care and effort to the job. All
reports, suggestions, requests and inquiries to a higher authority shall be routed through
immediate supervisors. If requested by the Employer or designee, an employee shall
acknowledge in writing receipt of a copy of any new policy/procedure. The employee shall
read the policy within two (2) working days of the time of receipt and sign to acknowledge
receipt.
3.7 Should there be any conflict between County Resolutions and this Agreement, the
Agreement shall prevail as long as the agreement does not violate state or county statute.
4. SENIORITY,JOB BIDDING & PROMOTION,JOB VACANCIES AND PROBATION
4.1 Seniority.
4.1.1 Each employee shall have seniority standing equal to such employee's continuous
length of service with this Employer in a position within the employment classification. A
seniority list shall be included in the applicable appendices.
4.1.2 Seniority shall be terminated by separation from County employment whether by
discharge or resignation. Seniority shall be adjusted by the duration of absence in cases of
Employer granted leave of absence unless specified differently in this Agreement or
applicable appendices. An Employee granted leave of absence due to illness and/or
disability shall not result in an adjustment of the employee's seniority date.
4.1.3 An updated seniority list shall be provided annually in January. Any return to
employment with Employer after a separation or break in active service with Employer,
other than layoff status or time loss under Workers' Compensation, shall constitute a new
seniority reference date, in which case the previous employment seniority date shall be of no
consequence. Time away from employment while on layoff status, Section 25, or leave of
absence, Section 18, shall not cause total loss of original seniority position, but such period
shall cause the previous seniority hire date to be advanced in time by the amount of calendar
days absent so as to provide a new adjusted seniority hire date.
LEWIS COUNTY AFSCME 1341 —2020-22
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4.2 Job Bidding
4.2.1 Whenever a job opening occurs, other than a temporary opening, in any existing job
classification or as the result of development or establishment of a new job classification or
assignment within the bargaining unit, a notice of such opening shall be posted on all
bargaining unit employee bulletin boards for five (5) working days. Such notice shall
contain the specific job classification or assignment and the criteria required for application
to the position. Employees in the bargaining unit shall be eligible to apply for any opening
in a job classification or assignment, other than a temporary opening or assignment. Such
applicant must meet the minimum qualifications pertaining to the opening in order to be
considered. If only one qualified bargaining unit member applies that member shall be
appointed to the open position. In the event that no qualified bargaining unit applicant
exists, the employer may fill such position with an individual outside of the bargaining unit.
Applications for job openings shall be in writing and shall be submitted to the Employer for
consideration.
4.2.2 Vacancies in any job position covered by this Agreement shall be noticed by County
email, fax, or hard copy and posted in duplicate in all applicable Public Works Department
and Community Development work areas at least five (5) working days prior to filling the
vacancy. A copy of job recruitment posting shall be provided to the union president.
4.2.3 A new or reopened position in the bargaining unit will not be posted if there is an
eligible and qualified person at the same grade on the recall list under the
Layoff/Bumping/Recall Section of this Agreement. Recall of the affected bargaining unit
• member will take place as prescribed in sections 25.2 and 25.3.
4.2.4 If there is no eligible and qualified bargaining unit member on the recall list, then the
position shall be posted and the vacancy filled unless the Employer elects to withdraw the
posting and not fill a vacancy. The successful candidate, and the Union president shall be
notified in writing within thirty (30) calendar days of the time posting is closed. In such
notice, the Employer shall specify the date on which the successful candidate will
commence work in the filled position, which date shall not be later than sixty (60) days after
the date of the notice.
4.2.5 Applications must be completed within the five (5) day posting period and be
delivered to the applicable department director or designee. Fax or emailed copies will be
accepted provided a hard copy follows via mail with in five(5)business days of closing.
4.2.6 Management will compile the list of those bidding for the position and a copy will be
provided to the Union President, Secretary and the Union Staff Representative.
LEWIS COUNTY AFSCME 1341 —2020-22
4.3 Job Vacancies.
4.3.1 Each department director may, at the director's discretion, appoint a hiring committee
to fill vacant positions. The director shall give due consideration to the recommendation of
the hiring committee.
4.3.2 All employees covered under this working agreement shall have the right to bid for an
open position, provided; they meet the minimum qualifications as stated in the job
description. The determination of whether a candidate meets the minimum qualification
shall be made by the Employer, and may be based upon any, or all, of the following: a
written application, interview, testing, and/or a review of past job evaluations. In the event
that the Employer determines that there are two (2) or more qualified bargaining unit
candidates with equal qualifications, ability, training, and experience, the candidate holding
the most seniority'within the bargaining unit shall receive the position.
4.3.3 Should a question arise about the required qualifications of a bargaining unit
employee bidding for any position covered by this agreement, the matter shall be taken up
with the Department Director. The decision of the Department Director will be final.
4.4 Promotions.
4.4.1 Applications for promotion shall be in writing and shall be submitted to the Employer
for consideration.
4.4.2 A written and/or oral examination may be required for all promotional or vacant
positions. The weight of scoring of the oral and/or written examinations shall be determined
by the Employer and/or his/her designee, however, the weight given to each section of the
examination shall be posted at the time the job announcement is made. The minimum
qualifications for the promotional or vacant position shall not be arbitrarily reduced after
applications have been taken and examinations have been conducted. In the event the
minimum qualifications are reduced, the application process shall be reopened using the
reduced qualifications.
4.4.3 Promotions or changes in job classifications shall be considered temporary for a period
of thirty (30) calendar days from the date of promotion or change. A change of assigned
duties within a job classification shall not be considered a promotion or change in job
classification. Within a thirty (30) calendar day period, if the employee requests return to
the previously held classification or should the Employer and/or his/her designee decide the
employee is unsuited for the job, the employee shall revert to the employee's former job
classification. An employee who is removed from the promotional or changed position, at
the sole discretion of the Employer during the employee's thirty (30) day promotional
probationary period, shall be permitted to return to the employee's formerly held position
and placed at the applicable wage and benefit level.
LEWIS COUNTY AFSCME 1341 —2020-22
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4.4.4 An employee who changes from one job classification to a higher range job
classification shall be placed at the nearest step which will provide a minimum of five
percent (5.0%) increase in salary on the salary range of the job classification to which the
employee is promoted. If the top of that range is less than five percent(5.0%),the top of the
range shall be applied. A higher step may be awarded with approval of the Board of County
Commissioners.
4.4.5 In the absence of the regular appointed supervisor of a work unit, the employer may
appoint an Acting Supervisor from within the work unit. The selection of the Acting
Supervisor shall be at the sole discretion of the Employer. The Employer may develop a job
description for the Acting Supervisor's work responsibility and shall provide limited
training for the Acting Supervisor. Acting Supervisors shall be appointed by the Employer
with the concurrence of the employee selected for the position. The Acting Supervisor
position shall not extend beyond six calendar months, unless by mutual agreement between
the Union and Employer. The Acting Supervisor will be paid a flat rate of$2.00 per hour in
addition to the employee's then current wage.
4.4.6 There shall be a maximum 30 working day trial period for employees promoted to a
higher or different job classification. A minimum of forty (40) working hours shall be
provided during that period to permit actual supervised instruction and/or experience in the
operation and maintenance of the equipment or performance of the job; provided however,
this minimum period of time may be curtailed by the Employer in the event the Employer
can show the employee's performance was reckless and/or was endangering life or limb or
was of a conduct manifestly indicating that the continuance of the trial period would be
useless by reason of strong likelihood that the employee would not satisfactorily complete
the trial period. Either the minimum or the maximum trial period may be waived upon
mutual agreement of the Employer and employee. Employees removed before the
completion of the minimum forty (40) hours shall be given in writing the reason for the
removal. Unsuccessful candidates shall be returned to their former position. At any time
during the first eighty (80) working hours of the trial period, the employee shall have the
right to return to his/her former position.
5. NO STRIKE CLAUSE
5.1 The Employer and the Union agree that the public interest requires the efficient and
uninterrupted performance of all the Employer's services and to this end, pledge their best
efforts to avoid or eliminate any conduct contrary to this objective. The Employer and the
Union recognize that the cessation or interruption of the services of the employees is in
violation of this Agreement.
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5.2 During the term of this Agreement,the Union and the employees covered by this Agreement
shall not cause or engage in any work stoppage, strike, slowdown or other interference with
Employer functions. No employee shall willfully absent himself or herself from his or her
position, or abstain in whole or in part from the full, faithful and proper performance of his
or her duties of employment for the purpose of inducing, influencing or coercing a change in
his or her conditions of compensation, of the rights, privileges, conditions or obligations of
employment.
5.3 The Union agrees and all employees agree, they shall not, at any time, authorize, instigate,
sanction, cause, or participate in any strike affecting the Employer. Strikes shall also be
defined to include, but shall not be limited to, slowdowns, stoppages of work, tie-ups, sit-
ins, mass absences due to sickness or other reasons, demonstrations, picketing (except
where constitutionally permitted) boycotts, obstructionism, or any other form of concerted
activity such as disruption, interruption, or interference in any manner or kind whatsoever
with any and all operations, facilities or activities of the Employer.
5.4 Employees covered by this Agreement who engage in any of the foregoing prohibited
actions shall be subject to such disciplinary or discharge actions as may be determined by
the Employer including, but not limited to, recovery of any financial losses suffered by the
Employer as a result of such prohibited actions.
5.5 In the event the Employer and/or his/her designee determines that a breach of any of the
foregoing provisions has occurred, the Employer and/or his/her designee shall, as soon as
possible, attempt to notify the Union of the alleged breach.
6. EMPLOYEE DISCIPLINE&DISCHARGE
6.1 An employee shall not be disciplined and/or discharged except for just cause. Just cause
shall be as defined in the Enterprise Wire Co. and Enterprise Independent Union, March 29,
1966,46 LA 359.
Listed, but without limitation, the forms of discipline shall generally include the
following:
a) Oral Warning. This type of discipline should generally be used for infractions of
relatively minor degree. The Employer and/or designee should endeavor to inform the
employee, in private, that it is an oral warning and that the employee is being given an
opportunity to correct the condition. If the condition is not corrected, the employee may be
subject to more severe disciplinary measures. Oral warnings are not subject to the grievance
procedure.
LEWIS COUNTY AFSCME 1341 —2020-22
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b) Prior to proceeding to steps c), d) and e), the Employee shall be advised of his/her
rights to Union representation.
c) Written Warning. This notice will generally be issued by the Employer and/or designee
in the event the employee disregards an oral warning or if the infraction is severe enough to
warrant a written record in the employee's personnel file. The Employer will set forth in the
notice the nature of the infraction.
d) Demotion. This form of discipline is generally administered when the employee's
actions or inactions have continued or recurred after being advised of misconduct, or failure,
or after commission of a serious act of misconduct or when unable to adequately perform
the responsibilities of the position held.
e) Suspension. This form of discipline is generally administered as a result of a
significant infraction or violation or for documented on-going deficient
performance/behavior problems. This includes the employee showing a pattern of less
serious violations and/or exhibits an unwillingness to correct his/her performance.
f) Discharge. This form of discipline results in termination of employment. If in the
opinion of the Employer, the infraction(s) is (are) so severe as to necessitate immediate
termination, the Director and/or his/her designee should take action by placing the employee
on suspension with or without pay until circumstances are reviewed prior to final action. A
predetermination hearing in which the employee is advised of the basis for discharge shall
occur prior to a termination.
The employer shall not be required to apply concepts of progressive discipline when
imposing a sanction and may use whatever discipline appropriate to the situation.
6.2 An employee and the Union shall be notified within 14 calendar days from the time that
management becomes aware of an infraction or potential infraction that disciplinary action
may be taken against an employee or of an investigation to be conducted regarding said
infraction or potential infraction.
6.3 An employee has the right to review his/her file once per year. At the time of such review,
the employee may request that any written disciplinary actions included in his/her file that
are two years old or more be removed. If there have been no subsequent disciplinary
actions within that two year period, then the notices may be removed. If the request for
removal of an action from the employee's file is denied, then a written explanation of the
denial will be attached to the request.
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7. GRIEVANCE PROCEDURE
7.1 Election of Remedies. For purposes of this Section, 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.
7.2 Appeals of Discipline. Employees (other than probationary employees) may appeal a
disciplinary action other than an oral warning through the grievance procedure as provided
in this section.
Any disciplinary action except for oral warnings may be appealed through Step 2 of the
grievance procedure.
Disciplinary demotions, suspensions and terminations may be appealed through Step 3
of the grievance procedure.
7.3 The first six (6) months of employment with the department shall be considered the
employee's probation period, during which time the probationary employee shall be
considered an "at will" employee and shall not have access to the grievance procedure over
discipline or discharge.
7.4 Definitions/Timelines. 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.
7.5 Steps.
7.5.1 Step One. The Union, on behalf of the aggrieved employee, shall submit the
grievance in writing to the Department Head within fourteen (14) calendar days of the
occurrence of events giving rise to the grievance. The written statement shall include the
facts giving rise to the grievance, the section(s) of the Agreement allegedly violated, and the
remedy sought. The Department Head shall respond to the grievance in writing within
fourteen(14)calendar days of its receipt.
7.5.2 Step Two. Should Step One fail to resolve the grievance, the Union shall, within
fourteen (14) calendar days after receipt of the Department Head's response, submit the
grievance in writing to the Board of County Commissioners or designee. The Board of
County Commissioners or designee shall respond in writing within fourteen (14) calendar
days following receipt of the Union's grievance.
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7.5.3 Step Three. Should Step Two fail to resolve the grievance, the Union shall, within
fourteen (14) calendar days after the Union's receipt of the Board of County Commissioners
or designee's decision, give written notice to the Employer of its intent to submit the
grievance to arbitration.
7.6 Within fourteen (14) calendar days of the Employer's receipt of the Union's request to
arbitrate, a representative of the Union and a representative of the Employer shall meet and
attempt to agree on a neutral arbitrator. If unable to reach agreement, they shall request a list
of eleven (11) arbitrators from the Public Employee Resolution Council (PERC).
7.7 Within fourteen(14) calendar days following the receipt of the list of eligible arbitrators, the
parties or their representatives shall meet to select an arbitrator. The parties shall each strike
five arbitrators from the list in an alternating order, and the remaining arbitrator shall hear
the dispute. The party exercising the first strike shall be the loser of a flip of a coin.
7.8 The arbitrator shall have no power to render a decision that will add to, subtract from, 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.
7.9 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.
7.10 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
Employer which is beyond its jurisdiction.
7.11 Each party shall bear its own costs associated with the arbitration, including its attorneys'
fees, and shall pay one-half of the cost of the arbitrator.
7.12 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.
7.13 Arbitration awards or grievance settlements shall not be made retroactive prior to the date
of the occurrence or nonoccurrence upon which the grievance is based.
8. WAGES
8.1 Wages
8.1.1 Each employee shall be assigned a job classification as specified in his/her applicable
Appendix and paid accordingly. This base rate of pay shall be used in calculating holiday,
vacation and sick leave compensation.
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8.1.2 The Union recognizes the Employer's right to establish new job classifications and
following the County's classification process for job reclassification, and the compensation
appropriate thereto. The Employer recognizes the Union's right to bargain the compensation
if it should disagree with the rate initially established by the Employer.
8.2 COLA
8.2.1 Effective January 1, 2020, each classification in the bargaining unit will receive an
increase to the base wage of two percent (2.0%).
8.2.2 Effective January 1, 2021, each classification in the bargaining unit will receive an
increase to the base wage of two and one quarter percent (2.25%).
8.2.3 Effective January 1, 2022, each classification in the bargaining unit will receive an
increase to the base wage of three percent(3%).
8.2.4 Me Too Clause: Should the County award COLA's in excess of the amount
defined in this contract to the non-represented or other bargaining units with the
exception of interest arbitration groups, market-defined positions, and elected officials,
this bargaining unit shall receive the same.
8.3 Job Classifications
An employee working out of classification shall be paid in accordance with the following:
8.3.1 Any employee assigned to work out of classification, in a higher paid classification,
by direction of the Employer or designee, shall be compensated for all actual hours worked
at that higher classification's lowest rate of pay, provided, such placement shall, in any
event, be a minimum of a five percent (5.0%) increase in salary. However, if the top step of
the higher range is less than five percent (5.0%), then the top step shall be the rate of pay.
No employee shall suffer a reduction in pay when temporarily directed to perform work in a
lower paid classification.
8.3.2 If assigned out of class work by direction of the Employer or designee, it shall be the
employee's responsibility to claim this working out of classification pay by means of
submission of the claim on an applicable monthly time reporting system. Any claim not so
noted within thirty (30) calendar days of the time of accrual, shall be void. Notwithstanding
the foregoing, employees participating in cross-training and employees performing
minimum 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.
8.4 CONTINUOUS SERVICE
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Continuous service determining the accumulation rate for annual leave credit shall be service
unbroken by separation from County service, except that time spent by an employee on military
leave, Peace Corps duty, leave resulting from a job-incurred injury, maternity leave, federal and
state family medical leave, or authorized educational leave, all of which shall be included as
continuous service.
8.5 LONGEVITY PAY
• Employees shall receive longevity pay for each year of continuous service as defined in
paragraph 8.4 of this contract beginning with the eighty-fifth (85th) month with this
Employer, as measured from the employee's seniority date. Longevity pay will be paid
based on the following table:
• 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
Each year after Ten (10)years An additional$6.00 per month
For the purposes of longevity pay, the eighty-fifth month begins the first day of the
employee's anniversary hire month. If an employee is considered regular part-time, then a
prorated rate of pay commensurate to a full-time status shall be calculated. Employees shall
receive their full complement of longevity pay in accordance with their FTE status for any
compensable hours paid in the month.
Should the County award a contribution level in excess of the amount defined
in this contract to the non-represented or other bargaining units with the exception of interest
arbitration groups, market-defined positions, and elected officials, this bargaining unit shall
receive the same.
F� I
9. PAYDAY
9.1 The payday for all work performed the first (1st) through the fifteenth (15th) of the calendar
month shall be paid on the twenty fifth (25th) day of the month. The payday for all work
performed from sixteenth (16th) through the last calendar day of the month shall be paid on
the tenth (10t) of the subsequent month. If the tenth (10t) or twenty fifth (25th) falls on a
non-workday, i.e., Saturday, Sunday, or Courthouse holiday, the payday shall be the first
LEWIS COUNTY AFSCME 1341 —2020-22
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workday preceding the tenth (10t) or twenty fifth (25th). Earned overtime shall be subject
to payment on the pay date following the pay period in which such overtime was earned.
9.2 For the purpose of this Section, "workday" shall mean a day the Courthouse is open for
business.
10. CDL AND DRIVER'S LICENSES
10.1 When a CDL is required as a job classification prerequisite, the employee
shall obtain and maintain such license. The employer shall reimburse the
employee for the cost of the CDL endorsement renewal minus the cost of the
driver's license renewal and any other endorsements not required by the employer
for the performance of the job. The Employer shall also provide an allowance of
$100.00 to the employee for the required CDL physician's exam. This allowance
shall only be paid at a maximum of one time per year. Supervisor's signature on
the personal reimbursement form, signifies the supervisor has verified the
renewed medical credentials and authorizes payment to the employee. The
physical exam shall be performed on employee's personal time. Employee shall
be eligible for sick leave if the exam is scheduled during normal working hours.
10.2 Driver Record Evaluations. Driver record evaluations will be conducted in accordance with
the current County Vehicle Use Policy as approved by the Board of County Commissioners.
11. HEALTH,ACCIDENT AND LIFE INSURANCE
11.1 Effective January 1, 2020 the Employer will increase their contribution amount to an
additional maximum of $25.00 per plan per month towards the insurance premiums for
defined medical, dental and vision plans as outlined in Attachment A.
11.2 Effective January 1, 2021 the Employer agrees to an opener for defined
medical, dental and vision plans. The outcome of these re-openings shall not
result in any decrease to the agreed health and welfare contribution amount from
the prior year. The employer further agrees to explore options of VEBA
(Voluntary Employees Beneficiary Association) plan for AFSCME represented
employees who opt-out of medical insurance. This option shall only be available
under conditions allowable by PEBB (Public Employers Benefits Board) and if
the employee meets the criteria for opting out and has provided evidence of other
medical coverage and any other conditions as prescribed by VEBA and PEBB.
NOTE: In no way shall this guarantee VEBA as an option nor shall this factor in
a contribution amount to be borne by the employee and/or employer.
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11.3 Effective January 1, 2022 the Employer agrees to an opener for defined medical, dental and
vision plans. The outcome of these re-openings shall not result in any decrease to the
agreed health and welfare contribution amount from the prior year.
11.4 Employees may enroll themselves, their spouses or registered domestic partners, and their
dependent minor children. Each Employee may decline coverage, whether for himself or
for herself, for his or her spouse,or for his or her dependent minor children.
11.5 Should the Employer's contributions be insufficient at any time to fully fund the premiums
charged by the respective insurers for the coverage in which an Employee or his/her family
members are enrolled, then the Employer may deduct the deficiency from the Employee's
monthly salary and remit it to the insurers, along with the Employer's contribution amount
set out in Section 11.1 through and 11.2.
11.6 In the event that the incumbent health insurer provides notice of its intention to cease to
insure the Employees in whole or in part, the parties shall proceed as follows:
11.6.1 The parties shall meet promptly to bargain successor insurance coverage.
11.6.2 If their bargaining is unsuccessful, the County shall enroll each Employee in an
insurance plan available to it and to all or the Employees through an insurer with which the
County then obtains group health insurance for other of its employees. The parties then
shall bargain over the effects of the change.
11.6.3 In either event, the Employer shall pay a sum per Employee each month, up to the
amount set out in Section 11.1 through and 11.3.
11.6.4 Me Too Clause: Should the County award a contribution level in excess of the
amount defined in this contract to the non-represented or other bargaining units with the
exception of interest arbitration groups, market-defined positions, and elected officials,this
bargaining unit shall receive the same.
12. ANNUAL LEAVE,BONUS PAY
12.1 Effective January 1, 2020, all regular full-time employees in the bargaining unit shall
accrue vacation in accordance with the following revised rate schedule, with actual accrual
made on a monthly basis. Revisions to accrual rates received prior to the January 1, 2020
are not applicable.
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MONTHS OF ACCRUAL ACCRUAL
COUNTY RATE HOURS RATE HOURS
SERVICE PER MONTH PER YEAR
0-12 8.50 102
13-24 9.00 108
25-36 9.50 114
37-48 10.00 120
49-60 11.00 132
61-72 11.00 132
73-84 11.50 138
85-96 12.00 144
97-108 12.50 150
109-120 13.00 156
121-132 13.00 156
133-144 13.50 162
145-156 13.50 162
157-168 14.00 168
169-180 14.50 174
181-192 15.00 180
193-204 15.50 186
205-216 16.00 192
217-228 16.50 198
229+ 17.00 204
12.2 Eligible part-time employees shall accrue vacation on a prorated basis. Vacation leave is
accrued but my not be taken until after an employee has completed six (6) consecutive
months of employment. Actual accrual shall be made on a monthly basis.
12.3 A less than full-time employee who is employed on a regular schedule shall accrue annual
leave with pay at the rate the hours actually worked bear to a full-time employee's
scheduled work day.
12.4 Annual leave shall be used and charged in quarter-hour (1/4) increments. Non quarter-hour
(1/4) increments may be used to supplement other leave time to round up to the next higher
quarter hour increments. Annual leave may be accrued to a maximum of three hundred
twenty (320) hours; all hours accrued in excess of the maximum may be cashed out at the
discretion of the Director unless accrual of excess vacation is waived. The payment would
be at the employee's straight time rate of pay. An employee who separates from service shall
be paid at the ensuing payday for any unused accrued annual leave, but in any event not to
exceed a maximum of two hundred forty (240)hours.
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•
12.4.1 During the calendar year,January 01 —December 31, employees who have
met the 320 maximum accrual allowance shall continue to accrue their respective
accrual rate per month until the end of the calendar year. All accrued hours in
excess of 320 shall be forfeited on December 31 of each calendar.
12.5 Employees transferring within the several offices and departments (or divisions within
departments) of Lewis County shall be entitled to transfer accrued vacation leave to such
succeeding office or department(or divisions within departments).
ti 12.6 An employee who retires, suffers termination of employment, or is laid off shall be paid by
the Employer at the ensuing payday for any unused accrued annual leave, but in any event
not to exceed a maximum of two hundred forty (240) hours. If an employee is discharged
• because of unsatisfactory service within the first six (6) months of employment(probation),
no accrued annual leave shall be payable.
12.7 An employee who is required to postpone vacation at the request of the Employer shall be
allowed to accrue vacation days, if necessary, in excess of the maximum accrual in order to
prevent loss of vacation benefit; provided however, such excess shall be used, upon penalty
of forfeiture,within sixty(60) calendar days from the first available opportunity for its use.
12.8 An employee desiring to use accrued annual leave shall submit a completed County Leave
Request Form to his or her immediate supervisor. An employee shall be allowed to take
vacation only after scheduled vacation time is approved by his or her supervisor. The
supervisor shall respond in writing to the request within ten(10)working days. All vacation
requests shall be on a first submitted bases except as noted in 12.9.
12.9 Seniority shall be utilized in the approval of vacations on those requests submitted prior to
January 15th of each calendar year. Vacations selected by seniority during the early bid shall
be limited to a maximum of two (2)weeks on the first round. Additional vacation time may
be bid which exceeds the previously bid two (2) weeks after the bidding cycle has gone
through one (1)cycle. After first requests have been handled, second or subsequent requests
shall be responded to by the employer within fifteen (15) days of the date of such written
second or subsequent requests. The Employer shall approve, reject or ask for rescheduling
• not later than March 1 of the vacation year. All vacation requests are subject to the
approval of the Employer.
12.10 Once scheduled,an employee's vacation leave block of time shall not be changed without
mutual agreement of the Employer and employee or unless an emergency exists. The
term "emergency" shall not include Employer scheduling errors or payment of overtime
to fill the vacant shifts.
•
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12.11 The Employer may elect to call in an employee while the employee is on vacation leave.
If an employee is called back into service while on a day of vacation leave status, such
employee shall:
a)not be debited vacation for all hours worked during that day;
b)be afforded priority in the rescheduling of any vacation which was deferred as a result
of such non-debit; and
c)be paid double the employee's usual rate of pay for all hours worked during such day,
inclusive of any overtime premium payment.
12.12 If the employee is on a scheduled day off which is contiguous to the employee's scheduled
vacation leave, and is called into service by the Employer on an emergency basis, the
employee shall receive two and one-half(2 1/2) times the employee's normal rate of pay
for all hours worked that day, inclusive of any overtime premium payment.
12.13 Employees in this bargaining unit shall be entitled to participate in Employer's "Annual
Leave Transfer" policy as set forth in County Resolution 91-314, as amended by County
Resolution 02-426.
13. SICK LEAVE/FAMILY LEAVE
13.1 Sick leave with pay shall be accrued by each full-time employee at the rate of eight (8)
hours upon completion of each calendar month of continuous service, to a maximum of one
thousand, three hundred sixty (1,360) hours. Part-time employees will receive a pro-rated
amount of sick leave based on the hours normally scheduled to work. Sick leave may be
used in one-quarter (1/4) hour increments. When an employee has accrued sick leave in
excess of one thousand three hundred sixty hours (1,360) at the end of the calendar year, the
employee's accrued sick leave shall revert to one thousand three hundred sixty hours (1,360)
as of the first (Is`) day of January of each calendar year. Part-time employees shall accrue
monthly sick leave in the same manner as set forth above, except that a part-time
employee's monthly accrual of sick leave shall be reduced in proportion to the number of
hours worked by the part-time employee compared to the number of hours worked by a full-
time employee. By way of example only, a part-time employee who works one hundred
thirty (130) hours in a given month would accrue six (6) hours sick leave. This leave may be
used as a last accrued, first used.
13.2 An employee may use sick leave for illness, requiring the employee's attendance in their
immediate family. "Immediate family" shall include only persons related by blood,
marriage, or legal adoption in the degree of consanguinity of grandparent, parent (this may
include your biological, adoptive, or foster parent, your stepparent, or someone who was
your legal guardian or their spouse or registered domestic partner — or who was legally
responsible for you when you were a minor), wife, husband, brother, sister, child (this may
include biological, adopted, or foster child, stepchild, or child you are legally responsible
LEWIS COUNTY AFSCME 1341 —2020-22
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for) or grandchild, parent-in-law, registered domestic partner, any relative living in the
employee's household and/or person who is a non-pecuniary resident in the employees
household.
13.3 The Director, may require an employee to produce a letter from a medical provider showing
necessity of attendance or absence for more than three (3)consecutive workdays.
13.4 Employees shall report absence due to illness to their immediate Supervisor as near as
possible to the beginning of their shift.
13.5 Employees shall notify their Supervisor immediately of any and all on-the-job injuries.
13.6 Employees transferring within the several offices and departments (or divisions within
departments) of Lewis County shall be entitled to transfer accrued sick leave to succeeding
County offices or departments (or divisions within departments).
13.7 In case of injury or occupational illness, employees may, at the employee's option, be paid
the full difference between Workers' Compensation and their normal paycheck, and this
will be deducted from accrued sick leave or accrued annual leave in units of one hour so
long as such accrued leave is available; provided, however, the employee's election must be
timely made so as to provide notice sufficient for Employer to make necessary payroll
deductions. For a period not to exceed six (6) months, the Employer shall pay the group
health insurance premium at the level of contribution set forth in Section 11, for an
employee in Workers' Compensation status with this Employer. If permitted by insurance
coverage's, an employee continuing to be off work because of illness or injury, and whether
job related or not, after having fully used all accrued and annual leave and the Employer-
paid benefit in the foregoing sentence, may, for a period not to exceed six (6) months,
continue insurance coverage's herein by tendering the full premium costs of same to the
Employer at the beginning of each applicable month and the Employer shall remit the same
to the carrier(s).
13.8 At the time of separation from service other than for cause, an eligible employee, or in the
case of death, the employee's estate, shall receive remuneration at a rate equal to one (1)
hour's current 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 event that an
employee is re-hired by the County within 12 months of having terminated employment
with the County, only those sick hours which were not previously cashed out shall be
restored upon re-hire. Any sick leave hours restored to a re-hired employee shall have no
cash value and shall be excluded from any subsequent cash out payment.
13.9 Family and Medical Leave.
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13.9.1 An eligible employee shall be allowed to participate in,be subject to, and be entitled
to the leave provisions provided by the Lewis County Handbook and all applicable State and
Federal Laws. Beginning January 1, 2020 the employee and employer shares of the
WSPFML (Washington State Paid Family & Medical Leave) tax shall reflect the amount
prescribed by the State. Should the employee share of the premium increase, the employer
agrees to meet with the Union to negotiate the impact.
14. BEREAVEMENT LEAVE
14.1 Up to three (3) days with pay shall be granted without sick leave debit in the
case of a death of the employee's spouse, child, parent, grandparents, siblings, or
spouse's parents, spouse's siblings or other person who is a non-pecuniary
resident of the employee's household. An employee shall be allowed to utilize up
to three (3) sick leave days for bereavement in the case of death of a family
member that shall include only persons related by blood, marriage, or legal
adoption in the degree of consanguinity of grandparent, parent, spouse, brother,
sister, child, or grandchild, and any other person who is a non-pecuniary resident
•
of the employee's household. Employees who attend the funeral or memorial
service of a fellow departmental employee shall receive up to four (4) hours sick
leave when such services are held during working hours.
15. MILITARY LEAVE
15.1 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 (21)working 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 time 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 otherwise be entitled,and shall not involve any loss of efficiency
rating, privileges or pay (RCW 38.40.060). During the period of military leave, the
employee shall receive from the Employer his or her normal pay. Any additional leave will
be considered under applicable federal law.
16. HOLIDAYS
16.1 Holidays shall be observed as follows:
New Year's Day - January 1
M.L. King Day- 3`d Monday in January
Presidents' Day- 3rd Monday in
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February
Memorial Day- Last Monday of May
Independence Day - July 4
Labor Day- 1 St Monday of
September
Veterans' Day - November 11
Thanksgiving Day- 4th Thursday in
November
Day after 4th Friday in November
Thanksgiving Day
Christmas Day - December 25
By Governor's Any day designated by
Proclamation - public proclamation of
the Governor of the
State as a legal holiday
16.2 Each employee shall be credited eight (8) hours to his or her vacation bank for his or her
Personal Day. The vacation bank will be credited on January 1st of each year for current
employees and on the date of hire for newly hired employees but will not be available to
those employees until completion of their probationary period.
16.3 Employees working a standard Monday through Friday work schedule shall have the
courthouse recognized holidays off. Should the recognized holiday fall on the employee's
regularly scheduled day off, the employee shall be given the next adjacent day off, or with
mutual agreement of the Employer, another day within the workweek. Leave taken on these
days is with pay and not charged against annual leave.
16.4 Each employee, excluding Solid Waste Transfer Station employees which is covered in
Appendix C, shall receive holiday compensation for work or leave only for the observed
holiday, not the calendar holiday. Any legal holiday which falls on Sunday shall be
observed on the following Monday. Any legal holiday which falls on a Saturday shall be
observed on the preceding Friday. All legal holidays falling within the period when the
four/ten (4/10) work schedule is in effect shall be compensated at the ten-hour daily pay rate
for employees on such four/ten(4/10) schedule.
16.5 An employee who is designated to work on a County designated holiday and is unable to
take an alternate day off during that work week shall be compensated for all hours worked
on such holiday at 1 % times the employee's regular hourly rate of pay, in addition to their
regularly salary.
LEWIS COUNTY AFSCME 1341 —2020-22
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17. JURY DUTY AND COURT TIME
17.1 Employees shall be allowed time off without loss of pay for serving on jury duty.
Compensation and mileage received by the employee from the Court shall be retained by the
employee. All employees shall apply for and seek such compensation and mileage from the
Court. In the event an employee has used his/her private vehicle for jury service, such
employee shall be allowed to retain the mileage portion paid by the Court. Employees shall
return to work as soon as practical after they are excused by the Court.
17.2 If any employee is subpoenaed or caused to appear in Court by the Employer or by a
County Prosecutor's office for the purpose of providing, on behalf of the calling party, a
testimony on facts or events arising out of the employee's employment with the Employer,
all mandated Court appearance time shall be compensated by the Employer at the
employee's applicable rate of pay. If the employee is called by a party other than the
Employer or the Prosecutor, the employee shall be solely responsible for making
compensation arrangements with the party who called him, and the time in Court attendance
shall not be paid by the Employer; however, the employee may use, subject to compliance
with employee leave procedures, accrued annual leave or take compensatory time for such
Court attendance, or take time off without pay.
18. LEAVE OF ABSENCE
18.1 Any employee may apply for a leave of absence which if granted, shall be subject to the
following conditions:
18.1.1 The leave request must be made in writing to the department head, which request
shall include the requested date for commencement of such leave, the ending date of such
leave and the reason for such request.
18.1.2 Granting such leave of absence shall be subject to the discretion of the department
head.
18.1.3 No leave of absence shall exceed one hundred eighty (180) calendar days or be less
than three (3) calendar days. Subsequent extensions will be considered on a case by case
basis by the Department Director.
18.1.4 No accrual of annual leave, sick leave, retirement service credit or seniority shall
occur during such leave. For the purpose of avoiding such accrual, the date of hire shall be
adjusted accordingly.
18.1.5 No compensation of other benefits shall be paid during such leave. In the event that
the employee desires to continue medical insurance coverage during such leave of absence,
the employee shall be responsible for paying in advance the entirety of such premiums, such
LEWIS COUNTY AFSCME 1341 —2020-22
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payment to be made either directly to the insuring company or the County, as the Employer
shall direct.
18.1.6 Any employee granted leave may not return to work prior to the scheduled end of
such leave period without the permission of the department head, and such employee shall
promptly report to work at the expiration of such leave period.
18.1.7 Absence from active service while an employee is on Workers' Compensation status
shall not be deemed a leave of absence under this Section.
19. UNION BUSINESS
19.1 On an advance request basis, the Union's presiding officer, on behalf of any particular
employee, may request a Union business leave of absence for such employee. Such request
shall be subject to granting or denial at the discretion of the department management. The
request shall include sufficient information about the intended business, and why a certain
Union representative needs to attend, so the Employer can make an informed decision.
Under no circumstances shall the Employer be responsible for paying any mileage or any
other expenses on behalf of the Union for such an employee. Such leave, if granted, shall be
for a specific duration and shall not constitute a debit against annual leave or sick leave.
This shall include formal or informal Union Business.
19.2 Union Activities.
19.2.1 Post Union notices.
19.2.2 Distribute Union literature which shall be restricted to the employee's lounge.
19.2.3 Attend negotiation meetings with the Employer, as outlined in section 2.1.2.
19.2.4 Transmit communications, authorized by the local Union or its officers, to the
Employer or his/her representative.
19.2.5 Consult with the Employer, his/her representatives, local Union officers, or other
Union representatives concerning any provision of this Master Agreement, by first
receiving the approval of his/her Supervisor. It is the intent of both parties that the
investigation of grievance matters by the shop steward(s) be during non-working hours,
unless otherwise approved by the Department Director.
Time off with pay for investigating a formal grievance will be allowed subject to
Director's prior approval.
LEWIS COUNTY AFSCME 1341 —2020-22
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Time off with pay for meeting(s) regarding a formal grievance will be allowed, where
the employee or union president's or designee's attendance is required as part of the
grievance procedure subject to Director's prior approval.
19.2.6 The Employer agrees that accredited representatives of the Union shall have
reasonable access to the public premises and designated non-public areas of the Employer
during working hours for the purpose of investigating and discussing grievances, provided
the Union representative does not interfere with the work of the employees. Such business
will normally be confined to the employee's lounge or conference room, unless otherwise
concurred in by the Employer.
19.2.7 Union agrees to provide the Employer with an updated list of duly elected County
employee representatives and those accredited representatives of the Union within thirty
(30)working days of the day the appointment is made.
19.2.8 The employer agrees to notify the Union of promotions and reclassifications within
the applicable bargaining unit.
19.2.9 The union will be provided notice of existing bargaining unit job description changes
in a reasonable time before implementation.
19.2.10 The Employer and Union recognize it is in their mutual interest that issues which
arise concerning administration of this labor agreement should be resolved as expeditiously
as possible and that the presidents of the local unions which are parties to this agreement
occasionally meet with representatives of management for the purpose of resolving those
issues. Subject to the approval of and arrangements made with their respective department
or division heads, local presidents shall be allowed to perform such duties on paid time. It is
the responsibility of the union president to notify their Department Director when such
activities occur.
19.2.11 The County agrees to allow the Union to use email, faxes, and or bulletin boards
designated for the purpose of posting notices of union meetings, union election returns,
union appointments to office, and union recreational or social affairs. The Union agrees to
limit posting of such notices to its bulletin board space. It is specifically understood that
notices of a political or inflammatory nature shall not be posted.
19.2.12 Official union representatives may be allowed time off without pay to attend
designated conferences and conventions of the Washington State Council of County and
City Employees and/or the American Federation of State and County and Municipal
Employees (AFL-CI0); provided that the Employer is able to properly staff the employee's
job duties during the employee's time off. The time off shall not exceed five (5) days for a
single function or a total of fifteen (15) working days in one calendar year for the bargaining
LEWIS COUNTY AFSCME 1341 —2020-22
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units covered by this Agreement. At the employee's option, vacation leave may be utilized
for such time off, with reasonable notice and the Department Head's approval.
20. HOURS OF WORK, CALL TIME, OVERTIME, COMP TIME
20.1 Standard Work Week. Unless an employee is working an alternative work schedule as
described in 20.2 or 20.3, employees shall start work at a time designated in advance by the
supervisor, and shall work eight (8) hours per day, not including lunch, Monday through Friday
inclusive, unless notified of a different starting time because of emergencies, inclement weather,
construction, inspection, training, personnel or shop meetings. Such notice of change in hours,
except in the case of emergencies, must be made no less than one week prior to the
commencement of the adjusted work schedule. The usual standard work day shall begin no
earlier than 4:00 a.m. and no later than 8:00 a.m., unless modified by supplemental agreements.
20.2 4/10 Work Schedule. Department Directors may establish a four (4) day work week, ten
(10) hours per day work schedule for the entire bargaining unit or any portion of this unit, subject
to the following terms, condition, and parameters:
20.2.1 The Department Director shall give the Union at least one week's notice of intent to
adopt a 4/10 work week.
20.2.2 The standard 4/10 workday shall not commence prior to 3:00 a.m. nor later than 8:00
am unless modified by supplemental agreement. The basic plan shall be Monday-Thursday
with a Tuesday-Friday schedule, if deemed necessary by Employer, to provide staggered
five (5)-day coverage.
20.2.3 All benefits which are based upon working time shall be kept proportional by
converting such benefits from days to hours, except in the case of full workday (ten [10]
hours) sick leave taken during a 4/10 shift, the employee's accrued sick leave shall be
debited by ten (10) hours. Any absence less than full day shall be charged on an hour-for-
hour basis.
20.2.4 Lunch breaks shall be a minimum of thirty (30) minutes. Coffee/rest breaks shall be
fifteen (15) minutes, one in the morning and one in the afternoon.
20.2.5 For the Monday-Thursday plan, holidays falling on Friday or Saturday shall be taken
on Thursday and holidays falling on Sunday will be taken on Monday. For the Tuesday-
Friday group, holidays falling on Saturday will be taken on Friday and holidays falling on
Sunday or Monday will be taken on Tuesday. Employees shall receive ten (10) hours pay
for holidays occurring during the 4/10 schedule.
Subject to complying with the conditions and restrictions set forth in 20.2.1 through 20.2.5,
the Employer may place or not place any particular sub-group on a 4/10 schedule and may
LEWIS COUNTY AFSCME 1341 —2020-22
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establish differing schedules between two (2) or more sub-groups which have been placed
on the 4/10 schedule.
20.3 Alternate 9-80 Work Schedule:
20.3.1 Alternative 9-80 Work Schedule (a.k.a. 4-5-9 Schedule) A 9-80 Work Schedule is
defined over a two-week period; one work week with four (4) each 9-hour days and one (1)
8-hour day, followed by one workweek with four (4) each 9-hour days and one (1) day off.
This creates a work schedule whereby the employees work 80 hours over nine (9) days,
every two weeks, and receive a day off every other week.
20.3.2 Management shall provide at least a one-week notice of the intent to adopt or
terminate a 9-80 schedule. The affected employees may waive the notice requirement.
20.3.3 The standard workday for the 9-80 schedule shall be 6:30 a.m. to 4:00 p.m. with the
8-hour workday being 7:30 a.m. to 4:00 p.m. The work week shall end and begin mid-day
on Friday. Deviations to this schedule will be considered at the sole discretion of
management.
20.3.4 All benefits, which are based upon working time, shall be kept proportional by
converting such benefits from days to hours. Vacation or sick leave taken during a 9-80
schedule,will be charged against the employee's accrued balances in the amounts taken.
20.3.5 Lunch breaks will be a minimum of thirty (30) minutes. Morning and afternoon rest
breaks will be fifteen (15)minutes.
20.3.6 Holidays falling on a scheduled day off will be taken on the nearest regular working
day, or by mutual agreement of management and the affected employee. Employees shall
receive holiday pay commensurate with the number of hours regularly occurring on their
schedule. Thanksgiving Day Example: Standard Work Week employees receive eight (8)
hours holiday pay each, for Thursday and Friday. Employees on a 9-80 schedule receive
nine (9) hours and eight (8) hours pay for Thursday and Friday, respectively. If Friday is
their regularly scheduled day off, the holiday is moved to Wednesday, and employees
receive nine (9) hours holiday pay each for Wednesday and Thursday. The floating holiday
will be credited as eight (8) hours; if used on a 9-hour shift, it must be accompanied with
one (1)hour of vacation.
20.3.7 Upon the written request of an individual or work group, and subject to the
conditions and restrictions set forth in Section 19.3.1, management may, at its sole
discretion, place any individual or work group on a 9-80 schedule. This restriction is
necessary to maintain the level and hours of service expected by the Board of County
Commissioners and the public. Management reserves the right to terminate the 9-80
schedule and return any individual or work group to the Standard Work Week as defined in
Section 20.1.
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20.4 Meal and Rest Breaks.
20.4.1 Each employee shall be allowed an unpaid meal period of at least thirty (30) minutes
which commences no less than two (2) hours nor more than five (5) hours from the
beginning of the shift. No employee shall be required to work more than five (5)
consecutive hours without a meal period. Employees working three (3) or more hours
longer than a normal work day shall be allowed at least one thirty (30)-minute meal period
prior to or during the overtime period.
20.4.2 Each employee shall be allowed a rest period of fifteen (15) minutes in duration, on
the Employer's time, for each four (4) hours of working time. Rest periods shall be
scheduled as near as possible to the mid-point of the morning and afternoon work periods.
No employee shall be required to work more than three (3) hours without a rest period.
Where the nature of the work permits an employee to take an intermittent rest period
equivalent to fifteen (15) minutes for each four(4) hours worked, scheduled rest periods are
not required.
20.5 Call Time.
20.5.1 Call time shall consist of"Call In" and "Call Back." Call In shall apply when an
employee reports to work, at the Employer's request, prior to the start of the normal
workday. Call Back shall apply when an employee has left the work site after completing
the workday and is then called back to work by the Employer.
20.5.2 Call In and Call Back shall be compensated at time and one-half(1%2) for all time
worked, with a minimum of two (2) hours pay. Such minimum guarantee shall not apply to
those hours that are an extension of the employee's normal work hours. Such call back shall
not alter the normal workday without mutual agreement between supervisor and employee.
20.5.3 The Call Time provisions shall not apply if the employee has been notified prior to
the end of the workday to report to work prior to the start of the following standard
workday.
20.5.4 If the employer has adjusted work start times in accordance with the parameters in
Section 20.1 ,the Call Time provisions shall not apply.
20.5.5 The Employer shall call the first person on the rotation list that is a certified operator.
20.6 Overtime.
20.6.1 Overtime pay allowances to employees shall be as follows: All work performed in
excess of eight (8) hours, nine (9) hours, or ten (10) hours in a day depending on work
LEWIS COUNTY AFSCME 1341 —2020-22
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schedule, or forty (40) hours in a week, and Saturday and Sunday work shall be paid at one
and one-half (1'/2) times the regular rate of pay, except as provided by supplemental
agreement.
20.6.2 An employee shall be paid at the overtime rate for all time worked prior to his/her
standard workday starting time, unless the Employer provides notice prior to the end of the
proceeding workday of the change of starting time.
20.6.3 Compensation and rest periods in emergencies shall be administered per Lewis
County Public Works Emergency Compensation and Rest Period Policy.
20.7_Overtime Opportunity. No casual employee shall be offered an overtime work opportunity
unless such overtime opportunity has been offered and refused by the affected area shop or work
crew. Under no circumstances shall work be stopped, suspended or delayed while waiting for an
employee to accept the overtime opportunity.
20.7.1 Upon Approval of the Employer, an employee may accrue compensatory time in lieu
of receiving overtime wages. Compensatory time shall accrue at the rate 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 one
hundred and twenty (120) rolling hours of compensatory time.
Compensatory time is cumulative from year to year to the aforementioned
maximum.
b) With the prior approval of the Employer, an employee may convert to
pay all or part of accrued compensatory time, to be paid at the accruing
employee's current applicable rate of pay. A request for cash out of
accrued compensatory time shall be made in writing, specifying the
number of hours to be cashed out, and submitted to the Employer or
his/her designee for consideration on or before the 20th of the current
payroll month.
c) Compensatory time off shall be scheduled with the approval of the
Employer. Compensatory time off may be utilized in one half(1/2) hour
or greater increments.
20.8 Travel Reimbursement; see county policy per resolution 06-078.
20.9 The eight (8) hour work period shall include traveling time from the starting work
station to any other later assigned or directed work point and return time to the starting
work station.
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21. UNION SECURITY& ORIENTATION
Both the Union and the Employer agree to abide by the law as to orientation, payroll deduction,
and membership. The Union shall have up to a sixty (60) minute orientation with each new
employee. Any employee who wishes to become a member of the Union shall sign and deliver
to the Union, who shall forward to the County, an authorizing consenting to the deduction of
dues, fees, costs, charges, and assessments for membership in the Union. The Employer shall
provide an electronic copy of the Authorization for Payroll Deduction and Representation via
email to the Union's designated representative within 10 days of the employee executing the
document.
22. RETIREMENT
22.1 All employees shall be covered under the provisions of the Public Employees Retirement
Systems and Social Security.
22.2 Employees planning to retire shall, if possible, give at least sixty (60) days notice to their
Supervisor.
23. PROJECT EMPLOYMENT
23.1 The Employer and the Union agree that Project Employment shall be defined as
employment which groups together employees whose length of service is contingent upon
federal, state, or other grant funding for specific, non-continuing projects.
23.2 Project employees shall not be used to reduce or replace the number of regular employees.
24. SAFETY COMMITTEE
24.1 The Employer and the Union shall designate, in conformity with WAC 296-24-045,
designated safety committee crew meetings composed on a supervisor-crew basis.
24.2 Each safety committee crew shall meet monthly, the scheduling of which meeting shall be
at the discretion of the respective Supervisor. The length of each meeting shall not exceed
one (1) hour. Minutes of each committee meeting shall be prepared and maintained for a
period of at least one (1) year, and shall be available for review by appropriate governmental
agencies.
24.3 Supervisor-crew safety committee meetings shall address the following:
24.3.1 A review of the safety and health inspection reports to assist in correction of
identified unsafe conditions or practices.
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24.3.2 An evaluation of the accident investigations conducted since the last meeting to
determine if the cause of the unsafe acts or unsafe conditions involved was properly
identified and corrected.
24.3.3 An evaluation of the accident and illness prevention program with a discussion of
recommendations for improvement where indicated.
24.4 The attendance of members and the subjects discussed shall be reflected in each set of
monthly minutes.
24.5 At least annually, the County Risk Manager shall make a formal safety presentation to each
supervisor-crew group.
24.6 The parties agree to provide a semi-annual review of such program for the purpose of
making necessary changes which shall be based upon program progress, the practical
feasibility of the program, and economic and budgetary considerations; provided, however,
the Employer may unilaterally make changes as are consistent with the reservations of
privilege under the Management Rights Section of this Agreement.
25. LAYOFF, BUMPING, RECALL
25.1 Should the Employer find it necessary to reduce the work force within the bargaining unit,
employees shall be subject to layoff as follows:
25.1.1 If there are temporary or seasonal employees in the department where layoffs are to
occur, the temporary or seasonal employees will be laid off first.
25.1.2 The last person hired into the bargaining unit shall be the first person laid off except
when a specific position is eliminated.
25.1.3 When a specific position is eliminated, the least senior bargaining unit member in
that position is subject to layoff. That member shall have the right to bump to any position
to which he/she is qualified at the time and in which the present employee has less
bargaining unit seniority. The bumped person may bump in turn in the same manner. The
County shall issue a written notice of the action being taken, and the initially and
subsequently bumped employees shall have five (5) working days to indicate their decision.
If the employee previously held the affected position, he or she shall be permitted a 20
working day trial period to manifest satisfactory performance after which he or she shall be
assigned in the position. If he or she is unable to manifest satisfactory performance, he may
exercise any additional bumping rights his/her seniority and qualifications allow.
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25.2 For the purpose of layoff, seniority shall date from the employee's date of hire into this
bargaining unit, and shall be based upon uninterrupted service. The Employer shall notify
the Union and any affected employee of plans to lay off at least sixty (60) days prior to the
intended date of the layoff. Any employee bumped or laid off shall have first chance by
seniority to return to his or her former permanent classification for which he or she is then
qualified when an opening in such classification becomes available.
25.3 Employees laid off shall remain, for a period of eighteen (18) months from date of layoff,
on a Recall List maintained by Human Resources in conjunction with the Union. Such
employees shall be called back to positions within the bargaining unit for which they are
then qualified in the reverse order in which they were laid off. The Employer shall notify
the Union and the employee eligible to be recalled of the job opening, and a notice by
certified mail will be sent to the employee's last known address. If the employee fails to
report for work in one (1) week or to otherwise respond, or if the letter is returned
undeliverable,the employee shall forfeit call-back rights and be removed from the list.
26. NON-DISCRIMINATION
26.1 There shall be no discrimination by the Union or Employer against any individual with
respect to compensation, term or conditions of employment, nor with respect to Union
membership, because of race, color, religion, national origin, disability, GINA, sex, sexual
orientation, marital status, veteran status, or age except where age, sex, physical sensory or
mental capacity is a bona fide occupational qualification. Any violation shall constitute a
breach of this agreement.
The County and the Union agree that the application of this agreement and County
personnel policies, rules, and regulations will be administered in a uniform manner,
considering all relevant circumstances.
No employee shall be discriminated against for exercising the employee's rights as a
union member or a non-union member.
26.2 Whenever words denoting the masculine gender are used in this Agreement they are
intended to apply equally to either gender.
27. MISCELLANEOUS PROVISIONS
27.1 No volunteer shall be allowed to function in a capacity or be assigned duties for which the
same accountability of regular employees within this bargaining unit is required.
27.2 It shall be the policy of the Employer to offer open and available assignments to employees
who are in Workers' Compensation status subject to the employee's providing a doctor's
release for such work and subject to meeting qualifications for the position.
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27.3 Bargaining Unit Work. The Employer may contract out work which could be performed by
the bargaining unit so long as such contracting of work does not directly cause the loss of an
existing position.
27.4 The provisions of the Employer's Personnel Policies and Procedures Manual shall apply to
all matters involving Employer and employee relations when the terms and conditions of
this agreement do not explicitly address the issues and question.
27.5 When an employee is required to work either prior to or beyond the regularly scheduled
work period (beyond the 5/8, 9/80 or 4/10 workday), either another employee or a
Supervisor shall be present during such portion of the extra hours as may be in darkness.
"Present" shall mean being physically present at the work site or being in contact with the
Supervisor or other department employees or the 911 Center by radio or cell phone.
27.6 It is the policy of this Employer and the Union that an exempt position shall not regularly
engage in the performance of work generally considered to be bargaining unit duties. Yet it
is understood and agreed that on occasion an exempt employee by reason of emergency,
isolated expediency, and/or job interrelationship is permitted to perform bargaining unit
work.
28. SAVINGS CLAUSE
28.1 If any Section, 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 Section 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 Section or addenda.
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29. TERMINATION/REOPENER
29 1 The effective date of this Agreement shall be January 1, 2020.
29 2 This Agreement will remain in effect from January 1, 2020 to December 31, 2022.
FOR THE UNION. FOR THE EMPLOYER.
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Union President Gary tamper, Chair
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LEWIS COUNTY AFSCME 1341 —2020-22
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APPENDIX A
PUBLIC WORKS
1.0 EQUIPMENT
1.1 Category III Equipment.
1.1.1 To operate Category III equipment, an employee must have a Commercial Driver's
License with Class A endorsement and appropriate County Certification.
1.1.2 Classification of Equipment.
Year-around equipment Non-year-around
equipment
Hydraulic Excavator Crack Sealer
Pickup Elgin Sweeper Pup/Trailer/Low Boy
Trailer/Tractor
Graders Chip Spreader (Front and
Rear)
Chemical Spray Trucks Oil Distributors
Aerial Lift (2) Pavement Grinder
Large Brush Cutters Front End Loader(Scoop)
Guardrail Driver Truck
Paint Striper
Vactor Truck *10 Yd Dump Truck with
Attachments
Backhoe Router
* An RMT II shall receive out of class pay when performing plowing and sanding
operations provided the operators are also allowed to use the Front End Loader(or other
piece of similar equipment) to load their sanders during those operations, and there is no
operator "designated" to load the sanders at the time.
1.2 Category II Equipment.
12and 5-yd dump trucks
Tilt Bed
Roller
Mower, shoulder
Broom
Water Wagon
Hydro Seeder
Skid Steer
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Chipper(Wood-Brush)
Mini Excavator
2.0 ROAD MAINTENANCE TRAINING PROGRAM: CATEGORY III EQUIPMENT
2.1 The Employer and the Union agree to continue the training program for equipment
operation in order to provide the Employer with skilled certified personnel for temporary
situations as well as to train employees for current operator positions which may become
available in the future. This Training Program shall be applicable only to the Maintenance
and Operations division of Public Works Department of the Employer.
2.2 General Provisions.
2.2.1 Policy Statement. Lewis County Public Works Department and Local Union 1341
have jointly developed this program for the purpose of developing Certified Equipment
Operators to ensure an adequate supply of skilled personnel.
2.2.2 Exclusions. If any part of this training program should conflict with the collective
bargaining agreement between Lewis County and the employees, the remainder of this
policy shall not be affected thereby, and the parties shall review the part or parts in question
to arrive at a satisfactory replacement.
2.2.3 Definitions and Other Provisions.
Certified Category III Operator: An employee who is certified to operate a
designated Category III piece of equipment. When the regular assigned operator is
absent and management has determined that the Category III piece of equipment is to
be operated, the senior certified operator shall receive first consideration.
Certified Trainee: An employee who is being trained in the maintenance, safety and
operation of a designated model/piece of equipment. The employee shall receive 40
hours minimum basic instruction from a Certified Operator or Factory
Representative. A certified trainee shall operate the equipment only under the
supervision of a Certified Operator, Factory Representative or the Supervisor in
charge until certification is completed.
A phase where the trainee is gaining experience and expertise under minimal to
no supervision — Certified Trainees will receive out of class pay any time they
operate that piece of equipment for which they are working towards certification.
Each Road Maintenance area shop shall be considered as one shop for promotion or
job bidding for said Category III Equipment. All Category III equipment will be
posted for job bidding at said shop. No person shall be assigned to more than one
LEWIS COUNTY AFSCME 1341 —2020-22
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piece of Category III equipment. Each piece of equipment shall have a minimum of
two certified operators.
2.3 Training Procedures/Certified Category III Equipment.
2.3.1 Instructions and Testing
Step 1. Factory Representatives (if available) and/or Lewis County Personnel will
give formal instructions to trainees pertaining to safe operation of equipment.
Trainees should become thoroughly familiar with the Operator's manual and all
safety rules pertaining to the operation said equipment. To ensure that the trainee has
a thorough understanding of the Equipment Manuals, Washington State Traffic Laws,
and any other pertinent documents, a written test will be administered. An employee
must pass a closed book examination with a 70% passing score or pass an open book
examination with a 95% passing score. The trainee must have a passing score to
continue to the next phase of the program. A trainee who fails the test may retake the
test after five (5) days and within 30 days. Employees who do not pass the retest will
be removed as a trainee from that piece of equipment, until the next opening becomes
available.
Step 2. When the trainee, the Certified Operator, and the supervisor are satisfied that
the trainee is ready for evaluation, the trainee will be evaluated under the terms of
Section 2.3.2 for certification.
2.3.2 Evaluation.
Category III, and III Equipment: The Supervisor and trainer in charge of a specific
piece of Category I, II, or III piece of Equipment will verify in writing that an
employee has the necessary skills and ability to operate the equipment in the field.
The Operator shall sign a statement verifying that he/she can operate said equipment
safely and competently. Upon completion of this process, a certification of
proficiency will be issued and placed in the employee's personnel file. Criteria will
be for maintenance, safety checks, and for evaluation on the operation of the
equipment.
Should the trainer and supervisor not agree to issue a certificate, an additional trainer
or supervisor may be requested by the trainee for retesting. Should the certificate not
be issued, the trainee shall be advised as to the deficiencies and will be removed as a
trainee from that piece of equipment.
2.3.3 Certification Suspension/Revocation.
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A certification may be suspended or revoked if an operator disregards safety,
operating or maintenance procedures.
2.3.4 Inquire Into Procedures.
Any trainee who feels that he/she is not being afforded an appropriate amount of
training time to become a Certified Operator shall first discuss the matter with his/her
shop steward and the immediate Supervisor. The immediate supervisor shall,
following the chain of command, consult with management about the issue. If the
employee is not satisfied that the issue has been resolved, he/she may then access the
grievance procedure.
3.0 ROAD MAINTENANCE EQUIPMENT USAGE
3.1 Equipment Placement. The placement of Category III equipment shall be at the discretion
of management.
3.2 Certification and Training/Category I and II Equipment. To become a Certified
Operator, an employee shall be certified by reviewing, evaluation and testing procedures
(written, verbal and/or"hands on")detailing the following information:
1. Driver's license with the appropriate classifications
(endorsements);
2. Maintenance procedures;
3. Safety procedures;
4. Operating procedures;
5. Applicable Washington State and Lewis County Rules and Regulations;
6. "Hands-on", actual skills and operating ability.
3.3 Limitations. The only limitations as to how many pieces of equipment on which an
employee may become a Certified Operator shall be: I) the needs of management for
Certified Operators; 2) availability of equipment; 3) availability of training; and 4)
equipment work schedule.
3.5 New and Replacement Equipment. Each newly acquired piece of equipment shall be
assigned at the discretion of the Public Works management.
3.6 The Employee may be required to pass a written test to ensure a thorough understanding of
the operator's manual and procedures for operation. A passing score of 70% (closed book)
or 95% (open book) must be achieved by the Operator.
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3.7 Pieces of rented equipment shall be offered first to the most senior qualified operator in the
affected area shop. No casual employees shall be allowed to operate a piece of rented
equipment until all qualified available bargaining unit members in the affected shop have
been offered and refused the opportunity to run the equipment.
3.8 Necessary and required warning devises shall be included on all rented equipment.
4.0 ROAD MAINTENANCE QUALIFICATIONS & CERTIFICATION REQUIRMENTS
4.1 Road Maintenance. The qualifications and certifications for holding a particular RMT
classification shall be as contained with the adopted job descriptions.
Promotions from levels I to II and III shall be automatic when the time-in-service and
certification requirements are met. Promotions to Road Maintenance Tech IV shall
occur only when there is a vacancy in that classification, and shall be filled per Section
4.3 of the Master Agreement (Job Vacancies). The Union understands Public Works
will maintain a maximum of twenty six (26) RMT IV positions, to be located at the
discretion of the Director. The minimum years' experience requirements of the RMT I,
II, III, and IV positions described in the job description may be considered by the
minimum requirement or at the discretion of the Director.
4.2 Traffic Control. Employees in the Traffic Control Specialist classification shall be subject
to the following classification system:
Traffic Control Flagger Certification
Specialist I
Traffic Control Completion and Certification of the
Specialist II following:
IMSA Work Zone Safety Course
IMSA Markings Level I, and minimum
one(1) year experience
Completion of County Road
Administration Board (CRAB) training
as to the Mobility Software or its
successor program
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Traffic Control Minimum of two (2) years as a Traffic
Specialist III Control Specialist II or at the discretion
of the Director Completion and
Certification of the following:
IMSA Work Zone Safety Course
IMSA Markings Level I, II and III
Completion of County Road
Administration Board (CRAB) training
as to the Mobility Software or its
successor program
Traffic Operations See TCS III with additional duties
Specialist III
4.2.1 Required Certifications
a) After twenty four (24) months in Traffic Control, employees may be given the
opportunity with the Director's approval for County Road Administration Board
(CRAB) training as to the Mobility Software or its successor program at Employer
expense.
b) Should the Employee leave employment prior to the completion of his/her sixty
(60) months in Traffic Control and completion of certification as a TCSIII, the employee
shall reimburse the Employer for the expense of the training. The cost will be deducted
from the Employee's final paycheck.
5.0 ENGINEERING
5.1 Engineering Technicians shall be classified as follows, based upon time in classification
and/or certifications:
Engineering Tech
I
Engineering Tech 0-24 months with certification
II
Engineering Tech 1) 24 months experience with LSIT/EIT -
III or-
2) A.S. in directly related field and
LSIT/EIT-or-
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3) A.S. in directly related field, 24 months
experience and pass a proficiency test-or-
4) 72 months experience and pass a
proficiency test.
Engineering Tech
IV
5.2 Certification equals an A.A., ATA, or A.S. degree in a related field; appraiser
credentials; LSIT or EIT certifications.
5.2.1 Partial credit towards a degree does not count toward experience requirement.
5.3 Promotions from levels I to II and III shall be automatic when the time-in-service and
certification requirements are met. Promotions to Engineering Tech IV shall occur only
when there is a vacancy in that classification, and shall be filled per Section 4.3 of the
Master Agreement(Job Vacancies).
6.0 MISCELLANEOUS PROVISIONS
6.1 Tools and Clothing.
6.1.1 A reimbursement of up to two hundred dollars ($200) per year allowance for the
purchase of one pair of boots, shall be paid once per calendar year and within that
calendar year, to each bargaining unit member who has completed their probationary
period and whose job duties require them to work in the field more than 50% of the
time, as determined by the employee's time sheet. The allowance is to be used to
purchase boots which must be worn on the job.
6.1.2 An employee whose job duties require them to work in the field, but less than 50%
of the time, as determined by the employee's time sheet, shall be allotted a two hundred
dollar ($200) boot allowance on an as needed basis, as determined by their supervisor.
The allowance shall not be allowed more than once per year, nor less than once every
three(3) years.
6.1.3 Payment of reimbursement for boots shall be made upon presentation of receipt.
6.1.4 The Employer shall furnish one (1) pair of chest waders to each shop in Public
Works, these will remain the property of the Employer.
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6.1.5 The Employer shall furnish rain gear. The rain gear shall be replaced only on an as-
needed basis as determined by department directors or designee. Such gear shall be the
property of the Employer.
7.0 DANGER TREE
In the event an AFSCME employee, other than the person holding the Tree Faller II or Tree
Faller I position, is asked to fall a tree; then they shall be compensated as follows:
7.1 Danger Trees will be compensated at a flat rate of$50.00 per day. The compensation
rate is a daily rate. The amount or number of trees felled in a day does not change the
rate.
7.2 Danger tree classification and approval is at the discretion of the Public Works Director
or designee.
7.3 The faller may decline falling any tree they deem is beyond their ability.
8.0 BUCKET TRUCK
8.1 Any employee required to work on the bucket truck, shall be
compensated for such period at sixty cents (60¢) per hour in addition to their regular rate
of pay.
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APPENDIX B
COMMUNITY DEVELOPMENT
1.0 BUILDING INSPECTORS
Employees classified as Building Inspectors shall be contained with the adopted job descriptions.
Inspectors shall be classified according to the following:
Building Inspector Must obtain International Code Council (ICC)
I certification upon appointment or within one year
of appointment.
Building Inspector ICC Certification as a Building Inspector.
H
Building Inspector Twenty-four (24) months as a Building Inspector
III II and ONE of the following certifications:
ICC Plans Examiner Certification
ICC Mechanical Certification
ICC Plumbing Certification
Building Inspector Sixty (60) months experience as a Building
IV Inspector, including twenty-four (24) months
continuous service as a Building Inspector III for
Lewis County, and any combination of two (2) of
the following certifications (at least one (1) must
be from First List):
First List
ICC Plans Examiner Certification
ICC Mechanical Certifications
ICC Plumbing Certification
Second List
ADA accessibility
Structural concrete
Fire code and life safety
Plans Examiner In addition to Building Inspector IV, ICC, AA
degree, two certifications in plans examination,
three years experience or two additional
certifications in plans examination in lieu of
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experience.
1.1 Tools and Clothing—
1.1.1 A $200 per year allowance to each Inspector to be used to purchase boots, which
must be worn on the job. The boots must be purchased from a vendor designated by the
Employer.
1.1.2 The Employer will provide rain gear, coveralls, and rubber boots to Building
Inspectors as needed.
2.0 PERMIT TECHNICIANS
Employees classified as Permit Technicians shall be subject to the following classification
system:
Permit Entry level See Job Description
Technician I
Permit After 12 months of service
Technician II
Permit 5 years as a Permit Technician, including 3
Technician III years of continual service with the Lewis
County Community Development as a Permit
Specialist/Technician; and ICC certification.
Lead As position becomes available. Same as
Technician Permit Technician III
3.0 ADMINISTRATIVE ASSISTANTS
3.1 Office Assistant Senior- See Job Description
4.0 TRAINING
4.1 When an employee is assigned the responsibility of training a new employee, they will be
compensated as follows:
Permit Compensated closest to a 5% increase over
Technicians the appointed employee's current range
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Building Compensated closest to a 5% increase over
Inspectors the appointed employee's current range
4.2 Training is assigned by the Director and is to be a minimum of 3 hours. The length of
the training period will be determined by the Director in advance. There is to be no
more than one trainer assigned to a trainee.
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APPENDIX C
PUBLIC WORKS DEPARTMENT/SOLID WASTE UTILITY
1.0 EMPLOYEE CLASSIFICATION:
1.1 Solid Waste Operation Specialist (SWOS):
Employees in the SWOS classifications shall be subject to the following classification
requirements:
1.1.1 SWOS: This is an entry level position. Each SWOS shall remain in this
classification for a minimum of one (1) year. During this one year period, experience
and training will be secured which will enable the employee to advance to the Solid
Waste Operations Specialist Senior(SWOSS) classification. This will include:
1)24-hour Hazmat training
2) HVAC certification
3)Forklift certification
4) Flagger certification
5) Respirator Training
6) Secure a Class A Washington State Commercial Driver's
License
A SWOS shall receive SWOSS' pay when in actual operation of any of the Category II
Equipment listed under section 3.0 (Equipment)
1.1.2 Solid Waste Operations Specialist Senior (SWOSS): In order to be in this
classification, an employee must have at a minimum:
1) Received 40 hour HazMat training
2) Equipment certification on all SWOS category equipment
2)All requirements of a SWOS.
As a SWOSS, the employee will receive training and equipment certification on
hydraulic excavator, front-end loader and backhoe.
1.2 Solid Waste Accountant:
A regular, full-time position within the administrative section of the Solid Waste Utility
Division.
1) Responsible for processing and maintaining all financial
transactions for the department.
2) The Solid Waste Utility is a public enterprise and funded by fees
paid by Utility users. As a public enterprise, it is necessary for the
accountant to work on-site to ensure all financial transactions
occurring are properly handled and maintained.
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1.3 Scale Attendant:
Provides cashier and customer services at Solid Waste transfer centers and must pass
thorough background checks per Lewis County's cash-handling policy.
1.4 Hazardous Waste and Recycling Coordinators:
Regular, full-time positions within the administrative section of the Solid Waste Utility
Division and coordinates the County's reduction, recycling and hazardous waste
programs.
2.0 TECHNICIAN PROMOTION
Promotions from SWOS to SWOSS shall be automatic based on time-in-service,
certification requirements are met,and at the discretion of the supervisor.
3.0 EQUIPMENT
3.1 SWOS Equipment: Any or all of the following equipment:
Flatbed
Five-yard dump truck
Pickup truck
CFC extraction equipment
Forklift
John Deere tractor w/flail mower
3.2 SWOSS Equipment:
Yard Goat
Front-end Loader
Backhoe
Excavator
4.0 TRANSFER STATION COVERAGE
4.1 Supervisor Working Positions
If the Solid Waste Transfer Station Supervisor is given 72 hours, or more, of advance
written notice that one of the AFSCME employees under their supervision will be away
from work for more than 4 consecutive hours. the Supervisor will make every
reasonable effort to secure an AFSCME Union replacement for the employee who will
be away from the work site. If all available AFSCME employees have declined the work
opportunity for all or part of the necessary time, the Supervisor can perform the
bargaining unit work as long as such work does not exceed more than 50% of their
entire duties, as measured on the average per calendar quarter.
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If the Solid Waste Transfer Station Supervisor is given less than 72 hours, or more, of
advance written notice that an AFSCME employee under their supervision will be away
from work for more than 4 consecutive hours, the Supervisor has the option of either
securing another AFSCME employee to fill in or the Supervisor can perform the absent
employee's work as long as these hours do not exceed more than 50% of their entire
duties, as measured on the average per calendar quarter.
In either of the above situations, if an AFSCME employee is away from work for 4
hours or less, the Supervisor does not have to secure an AFSCME replacement and the
Supervisor can perform this bargaining unit work, unless such work, by the Supervisor,
would exceed the limit of 50% of their entire duties, as measured on the average per
calendar quarter.
The 72 hours' notice will enable the Supervisor to ensure all positions are filled.
Seventy-two hours' notice will also give the fill in employee advance notice of the days
they are needed for coverage.
4.2 SCALE ATTENDANT COVERAGE
During scale attendant lunch breaks, should a situation arise where none of the regular
Scale Attendants are available to perform short-term fill-in Scale Attendant work, at the
Central Transfer Station, the Scale Attendant work will be offered in the following
priority order to:
1. The Solid Waste Supervisor or SWOSS. If the individual(s) in these
categories are unavailable, then it would be offered to:
2. Qualified regular Solid Waste AFSCME positions (non-SWOSS) on a
seniority basis. If the individual(s) in these categories decline, then it
would be offered to:
3. In an emergency situation, qualified regular Solid Waste non-Union
position. If the individual(s) in these categories decline, then it would be
offered to:
4. Extra Help
5.0 TOOLS AND CLOTHING
The Employer will provide the following items to the Solid Waste employees:
a) Coveralls will be provided on an "as requested" basis by the employee
(to be cleaned at Employer's expense)
b) Safety helmets
c) Safety vests
d) Rain gear will be provided on an "as needed" basis. No less than two
(2) complete rain suits will be available at each Transfer Station.
e) Quality work gloves.
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f) Boots. Boots that are not purchased from a vendor on the Solid Waste
account will be reimbursed upon presentation of receipts on the boot
purchase.
(1) A $200 per year allowance to each SWOS, SWOSS, and the
Hazardous Waste Specialist to be used to purchase one pair of
good quality safety-toed and safety-soled boots, which must be
worn on the job.
(2) A $150 boot allowance to the Recycling Coordinator on an as
needed basis, as determined by their supervisor. The allowance
shall not be allowed more than once per year, nor less than once
every three years.
g) Safety glasses.
h) Hearing protection.
The Employer will provide specific policies regarding the use of safety equipment.
6.0 HOURS OF WORK, OVERTIME, COMPENSATORY TIME
6.1 The Employer is permitted, at the Employer's sole discretion, to establish either a five
day/eight hour per day schedule or a four day/ten hour per day schedule for the employees.
6.2 Solid Waste employees who work on a County designated holiday (as determined
annually by the Board of County Commissioners) shall be compensated for all hours
worked at one and one-half (1 1/2) times the employee's regular hourly rate of pay, in
addition to the holiday pay. This shall constitute holiday pay and overtime rate for time
worked.
6.2.1 Employees whose regular scheduled day off falls on a County
designated holiday (excluding floating holidays) shall be entitled the
employee to an extra day's pay or extra day off(as agreed upon with the
Operations Supervisor) to be taken within the same pay period as the
occurrence of the holiday.
6.2.1.1 Vacation, Sick, and Holiday hours worked will count towards
overtime.
6.2.1.2 Comp time used will not count towards overtime.
6.3 Overtime:
6.3.1 If an overtime situation occurs for SWOS and SWOSS positions, the
overtime will be offered to all technicians regardless of their work location (East
Lewis County Transfer Station and Central Transfer Station). If more than one
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technician requests the overtime assignment, the overtime will be given to the
employee with the most union seniority.
6.3.2 If an overtime situation occurs for the Scale Attendant positions, the
overtime will be offered to all Scale Attendants, regardless of their work
locations. If more than one Scale Attendant requests the overtime assignment, the
overtime will be given to the employee with the most union seniority.
If no scale attendant desires the overtime, it will be offered to a SWOSS. If more
than one SWOSS requests the overtime assignment, the overtime will be given to
the employee with the most union seniority.
If an employee's regular scheduled day falls on a County recognized holiday, the
overtime work will be offered to that employee first. If that person doesn't want
to work and more than one employee requests the overtime assignment, the
overtime will be given to the employee with the most union seniority.
6.3.3 Overtime pay for all full-time employees will be paid for all hours worked
in excess of the hours of the employees scheduled work day and all hours worked
on their scheduled day off; and shall be paid at one and a half(1-1/2) times the
regular rate of pay for the employee.
6.4 Standard Work Schedule.
6.4.1 Employees shall start work at a time designated in advance by the
Supervisor, and shall work:
1)Eight(8) hour days, or
2)Ten(10) hour days, or
7.
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APPENDIX D
PUBLIC WORKS DEPARTMENT/GEOGRAPHIC INFORMATION SYSTEMS
(GIS)
1.0 GIS TECHNICAL CLASSIFICATIONS NON-PROFESSIONAL
1.1 Employee Classification — GIS Technicians shall be classified as follows, based upon
education, time in classification, certification and/or at the sole discretion of the
employer:
Education — Associate's degree (A.A.) in geographic information systems,
environmental science or studies, land planning, engineering, geography (including
cartography), urban or regional planning, public or business administration, or related
field required.
Experience — Minimum full time experience or equivalent (as indicated in 1.1,1 and
1.1.2 below) in GIS mapping and the application of ArcGIS and/or AutoCAD software.
(Equivalent to include post secondary education/training with computer application
experience in computer mapping and/or drafting, cartographic, land segregation, or
related field.)
1.1.1 GIS Technician I
A. Experience — Minimum six (6) months full time experience or equivalent
(as defined above).
1.1.2 GIS Technician II
A. Experience — Minimum one-year full time experience or equivalent (as
defined above)
B. Twelve(12) months as a GIS Technician with the employer or 0-12 months
with appropriate certifications/experience as identified by the employer.
1.1.3 Certifications equal an A.A. or A.S. degree and time-in-service requirements.
Promotions for level I to level II shall be automatic when the time-in-service and
certifications/experience requirements are met or with appropriate certifications/experience
as identified by the employer.
2.0 GIS TECHNICAL CLASSIFICATIONS—PROFESSIONAL
2.1 Employee Classification—GIS Analysts shall be classified as follows, based upon
education, time in classification, certification and/or at the sole discretion of the
employer:
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Education—Bachelor's degree (B.A.) in geographic information systems, environmental
science or studies, land planning, engineering, geography (including cartography), or,
urban or regional planning, public or business administration, or related field required.
Experience — Minimum full time professional GIS level experience (as indicated in
2.1.1, 2.1.2 and 2.1.3 below) in developing, programming, and maintaining automated
GISs using ArcGIS related GIS mapping software, hardware, and database
management systems (geodatabase)
2.1.1 GIS Analyst I
A. Experience — Minimum one-year full time professional level experience (as
defined above).
2.1.2 GIS Analyst II
A. Experience — Minimum two-years full time professional level experience (as
defined above); and/or,
B. Twenty-four (24) months as a GIS Analyst with the employer or 0-24 months
with appropriate certifications/experience as identified by the employer.
2.1.3 GIS Analyst III
A. Experience — Minimum four-years full time professional level experience (as
defined above); and/or,
B. Forty-eight (48) months as a GIS Analyst with the employer or 0-48 months
with appropriate certifications/experience as identified by the employer.
2.1.4 Certifications equal a B.A. or B.S. degree as defined in 2.2 and time-in-service
requirements.
Promotions for levels I to II and from II to III shall be automatic when the time-in-service
and certifications/education requirements are met or with appropriate
certifications/experience as identified by the employer.
2.2 Employee Classification — GIS Technical Coordinators and GIS Cartographers shall be
classified as follows, based upon education, time in classification, certification and/or at
the sole discretion of the employer.
Education — Bachelor's degree (B.A/B.S.) in geographic information systems,
environmental science or studies, land planning, engineering, geography (including
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cartography), urban or regional planning, public or business administration, computer
science, or related field required.
Experience—
A. Minimum full time professional GIS level experience (as indicated in 2.2.1
and 2.2.2 below) in developing, programming, and maintaining automated GISs
using ArcGIS related GIS mapping software, hardware, and database
management systems (geodatabase).
B. Minimum full time level global positioning systems (GPS) education and/or
training, and technical level experience (as indicated in 2.2.1 and 2.2.2 below)
performing GPS surveying for GIS and GIS-related applications.
2.2.1 GIS Cartographer
Experience—
A. Minimum one-year full time professional level experience (as defined above)
B. Minimum six-months full time global positioning systems (GPS) education,
training, and experience (as defined above).
2.2.2 GIS Technical Coordinator
Experience—
A. Minimum three-years full time professional level experience (as defined
above)and,
B. Minimum one-year full time global positioning systems (GPS) education,
training, and experience(as defined above).
C. Thirty-six (36) months as a GIS Cartographer with the employer or 0-36
months with appropriate certifications/experience as identified by the employer.
2.2.3 Certifications equal to a B.A. or B.S. degree and time-in-service requirements.
Promotions from the Cartographer level to the Coordinator level shall be automatic when
the time-in-service and certifications/education requirements are met or with appropriate
certifications/experience as identified by the employer.
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3.0 GIS MISCELLANEOUS PROVISIONS
3.1 Certification also includes: Software & Hardware Experience— Experience in the use and
application of ESRI GIS software, using personal computers, and related mapping hardware
and software.
3.2 GIS Temporary Employment — Periodically, it is necessary for the GIS Division to hire
temporary employees to staff work activities that are undertaken. For such temporary
employment, any one (1) employee in the Public Works Department shall not exceed one
thousand forty(1,040)hours in any calendar year(January 1 through December 31).
3.3 GIS Project Positions — Periodically, it is necessary for the IS Division to hire full time
project employees to staff temporary projects that are undertaken. Project employees shall
be hired pursuant to Section 23 of the current contract with AFSCME Local 1341. When it
is necessary to hire project employees, they will be provided with all County benefits in
accordance with the provisions established in this Collective Bargaining Agreement and
Memorandum of Understanding between the County and the Union. These benefits
will be provided according to and as recognized and honored in the Union/Employer
Relations and Rights established within this Contract,with the following exception:
Said project employees will have no seniority rights or bumping rights while in project
status. However, all rights and privileges as afforded employees will be restored to them if
and when their status is changed to regular County employees; these rights will be
retroactive and effective based on the anniversary date these project staff were employed as
full time project employees by the County.
3.4 Intent—The intent of this section is to provide the means by which the County and its
Union can promote and obtain a harmonious employee relationship to benefit both
Employer and employee within the context of the Collective Bargaining Agreement.
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APPENDIX E
FLEET SERVICES
1.0 MECHANIC (HEAVY EQUIPMENT)
Employees classified as Mechanic—Heavy equipment shall be contained with the
adopted job descriptions.
2.0 MECHANIC (AUTOMOTIVE)
Employees classified as Mechanic — Automotive shall be contained with the adopted job
descriptions.
Mechanic Lead Same as Mechanic Journey II. Position will be
based on technical qualifications, leadership skills
and will be determined at the discretion of
Management as the position becomes available.
3.0 Tools and Clothing
3.1 Each Mechanic I, Mechanic Journey I, II, and Lead shall maintain a current,
personally owned inventory of mechanics tools (up to 1-1/8 inch and metric
equivalent) reasonably sufficient to adequately perform their job duties, and shall
supply a copy of the tool inventory to the Fleet Services Manager between
January 1 and January 15 of each calendar year. No later than January 30, the
Fleet Services Manager shall notify the employee of any deficiencies which shall
be corrected no later than ninety (90) bays thereafter.
3.1.1.1 All specialty tools and anything larger than (1-1/8 inch and
equivalent metric) needed to perform their duties will be provided
by the county.
3.1.1.2 Replacement of broken or lost personal tools will be with prior
approval from the Shop Supervisor or Fleet Manager.
3.1.1.3 Non repairable air tools will be replaced by the County with prior
approval from the Fleet Manager.
3.2 A reimbursement of up to two hundred dollars ($200) per year allowance for
the purchase of one pair of boots, shall be paid once per calendar year and
within that calendar year, to each Mechanic who has completed their
probationary period. The allowance is to be used to purchase boots which
must be worn on the job. Payment of reimbursement for boots shall be
made upon presentation of receipt.
3.3 The Employer shall furnish rain gear. The rain gear shall be replaced only on
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an as-needed basis as determined by the Shop Supervisor or Fleet Manager.
3.4 In January of each calendar year of this contract, each Mechanic I, Mechanic
Journey I, II, and Lead shall receive a five hundred dollar($500) per year
stipend to purchase any tools required to work on new and updated
equipment.
4.0 Central Shop Supervisor
4.0.1 Central Shop Supervisor may perform bargaining unit work to the extent
that such work does not exceed more than 50% of the entire duties of this
position, as measured on an average per calendar quarter
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BOCC AGENDA ITEM SUMMARY
Resolution: BOCC Meeting Date: Jan, 13, 2020
Suggested Wording for Agenda Item: Agenda Type: Deliberation
Resolution to Approve a Collective Bargaining Agreement Between Lewis County & AFSCME 1341
Representing Community Development & Public Works Employees for Calendar Years 2020-2022
Contact: Daleyn Coleman Phone: x1408
Department: HR - Human Resources
Description:
Resolution to Approve a Collective Bargaining Agreement Between Lewis County & AFSCME 1341
Representing Community Development & Public Works Employees for Calendar Years 2020-2022
Approvals: Publication Requirements:
Publications:
User Status The Chronicle
PA's Office Pending
Additional Copies: Cover Letter To:
Suzette Smith, Kayla Reynolds, Steve Walton,
Lee Napier, Josh Metcalf