CBA between Lewis County and Teamsters 252, representing Juvenile Probation/Clerical Group, for calendar years 2020-22 BEFORE THE BOARD OF COUNTY COMMISSIONERS
LEWIS COUNTY, WASHINGTON
IN THE MATTER OF: RESOLUTION NO. 20-022
RESOLUTION TO APPROVE A COLLECTIVE
BARGAINING AGREEMENT BETWEEN LEWIS COUNTY
& TEAMSTERS 252 REPRESENTING JUVENILE
PROBATION/CLERICAL GROUP FOR CALENDAR
YEARS 2020-2022
WHEREAS, the Lewis County Board of County Commissioners (BOCC) has reviewed a
Collective Bargaining Agreement between Teamsters 252, representing Juvenile
Probation/Clerical 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 Teamsters 252, representing Juvenile Probation/Clerical Group, and Lewis
County, is approved and the BOCC is authorized to sign the same.
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
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Rieva Lester Robert C. Jackson
Rieva Lester, Robert C.Jackson, Commissioner
Clerk of the Lewis County Board of County
Commissioners
COLLECTIVE BARGAINING
AGREEMENT
BETWEEN
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TEAMSTERS LOCAL UNION #252
AND
LEWIS COUNTYJUVENILE COURT
(JUVENILE PROBATION & CLERICAL)
January 1, 2020 - December 31, 2022
RATIFICATION VOTE
12/30/2019 & 1/7/2020
Lewis County Juvenile Court(Probation&Clerical)
January 1,2020—December 31,2022 Collective Bargaining Agreement i
Contents
INTRODUCTION 1
1.1 Preamble 1
1.2 Union- Management Relations 1
RECOGNITION 1
2.1 Scope of Bargaining Unit 1
MANAGEMENT RIGHTS 1
3.1 Customary Functions 1
3.2 Non-Waiver 2
3.3 Employer Options 2
3.4 Performance Standards 2
EMPLOYMENT POLICIES 3
4.1 Jury Duty 3
4.2 Non-Discrimination 3
4.3 Union Security 3
4.4 Check-off of Union Dues and Initiation 4
4.5 Personnel Files 4
4.6 Investigations 4
4.7 Just Cause for Discipline 5
4.8 Types of Discipline 5
4.9 Training 5
4.10 Safety 6
4.11 Labor/Management Meetings 6
4.12 Union Material 6
4.13 Leaves of Absence 6
4.14 Vacation Transfer 7
4.15 Sub-Contracting 7
4.16 D.R.I.V.E. Check-Off 8
4.17 Job Vacancies 8
GRIEVANCE PROCEDURE 8
5.1 Purpose and Scope 8
5.2 Processing Steps 9
5.2 Arbitration 9
EMPLOYEE DEFINITIONS 10
6.1 Full-Time Employee 10
6.2 Part-Time Employee 10
6.3 Casual or Non-Regular Employee 10
6.3 Probationary Employee 11
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January 1.2020-December 31,2022 Collective Bargaining Agreement ii
SENIORITY 11
7.1 Seniority Standing 11
7.2 Layoff&Recall 11
EMPLOYEE WAGES &CLASSIFICATIONS 12
8.1 Salaries 12
8.2 Payday 12
COMPENSABLE HOURS 13
9.1 Hours of Work 13
9.2 Meal &Rest Breaks 13
9.3 Overtime 13
• 9.4 Call Time 14
9.5 Compensatory Time 14
9.6 Staff Meetings 15
9.7 Court or Hearing Time 15
9.8 Working out of Classification 15
9.9 County Closure 16
9.10 Bilingual Pay 16
9.11 Tactics Instructor Pay 17
EMPLOYEE BENEFITS 17
10.1 Benefit Eligibility 17
10.2 Insurance 17
10.3 Sick Leave 19
10.4 Bereavement Leave 20
10.5 Vacation 20
10.6 Holidays 21
10.7 Educational Reimbursement 22
10.8 Longevity 23
SEVERABILITY 23
11.1 Severability 23
DURATION OF AGREEMENT �4
12.1 Termination and Re-Opener ")4
APPENDIX A—SENIORITY DATES ?5
13.1 Seniority Dates ?5
APPENDIX B—CLASSIFICATIONS AND SALARY SCHEDULE 26
14.1 Classifications 26
14.2 2020-2022 Salary Schedule 26
14.3 Me Too Clause 26
14.4 Step Increases 26
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INTRODUCTION
1.1 Preamble
1.1.1 Lewis County, a political subdivision of the State of Washington, and Teamsters Union Local
#252, hereinafter known as the "Union," do hereby enter into this agreement for the purposes of
negotiating wages and benefits directly related to wages, hereinafter referred to as "wages" or "wage
related matters," and other issues not involving wages and benefits directly related to wages,
hereinafter referred to as "non-wage" or"non-wage related matters." Pursuant to RCW 41.56.030(1)
the Employer for purposes of negotiating wages shall be the Lewis County Board of Commissioners,
and the Employer for the purposes of negotiating non-wage related matters shall be the Superior
Court judges or their designee.
1.2 Union-Management Relations
1.2.1 All collective bargaining with respect to wages, hours, and working conditions shall be
conducted by authorized representatives of the Union and authorized representatives of the Employer.
RECOGNITION
2.1 Scope of Bargaining Unit
2.1.1 For the purpose of collective bargaining with respect to wages, hours and working conditions,
the Employer recognizes the Union as the designated representative of its employees in the Lewis
County Superior Court, Juvenile Division, Probation and Office/Support Staff. Exempted positions
are: Administrator, Assistant Administrator, Detention Manager, Office Manager, those employees
other than regular full-time and regular part-time employees, and employees covered by a separate
collective bargaining agreement.
MANAGEMENT RIGHTS
3.1 Customary Functions
3.1.1 Except as expressly modified or restricted by a specific provision of this Agreement, all
statutory and inherent managerial rights, prerogatives, and functions are retained and vested
exclusively in the Employer and its management, including, but not limited to, the rights, in
accordance with its sole and exclusive judgment and discretion:
a) to take whatever action is either necessary or advisable to determine, manage and fulfill the
mission of the organization and to direct the Employer's employees;
b)to reprimand, suspend, discharge or to otherwise discipline employees for just cause;
c)to determine the number of employees to be employed;
d) to hire employee, determine their qualifications and assign and direct their work;
e) to evaluate employees' performances;
f)to promote, demote, transfer, layoff and recall to work employees;
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January 1,2020—December 31,2022 Collective Bargaining Agreement 1
g)to set the standards of productivity, the services and products to be produced;
h)to determine the amount and forms of compensation for employees;
i) to maintain the efficiency of operation; to determine the personnel, methods, means, and
facilities by which operations are conducted;
j)to set the starting and quitting times and the number of hours and shifts to be worked;
k) to use independent contractors to perform work or services;
1) to subcontract, contract out; expand, reduce, alter, combine, transfer, assign, or cease any job,
department, operation or service;
m) to control and regulate the use of facilities, equipment, and other property of the Employer;
n) to introduce new or improved research, production, service, distribution, and maintenance
methods,material, machinery, and equipment;
o) to determine the number, location and operation of department, divisions and all other units of
the Employer;
p) to issue, amend and revise policies, rules, regulations, general orders, administrative directives,
and practices.
3.2 Non-Waiver
3.2.1 The Employer's failure to exercise any right, prerogative, or function hereby reserved to it, or
the Employer's exercise of any such right, prerogative, or function in a particular way, shall not be
considered a waiver of the Employer's management right to exercise such right, prerogative, or
function in a particular way, shall not be considered a waiver of the Employer's management right to
exercise such right, prerogative, or function or preclude it from exercising the same in some other
way not in conflict with express provisions of this Agreement, however, the Employer recognizes that
RCW 41.56 may impose an obligation for the Employer to negotiate changes in wages, hours, and
working conditions not covered by this agreement.
3.3 Employer Options
3.3.1 The Employer and the Union hereby recognize that delivery of services in the most efficient,
effective, and courteous manner is of paramount importance to the Employer, and as such, maximized
performance is recognized to be an obligation of employees covered by this Agreement.
3.4 Performance Standards
3.4.1 The Employer shall have the right to establish and maintain performance standards. Such
standards that are in effect may be used to determine acceptable performance levels, prepare work
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schedules, and measure the performance of an employee. The Employer shall have the right to
implement and prepare work schedules consistent with the terms and conditions of this Agreement.
No revision of performance standards and/or policies shall be made without prior notification to the
Union.
EMPLOYMENT POLICIES
4.1 Jury Duty
4.1.1 Employees shall be allowed time off without loss of pay for jury duty. Compensation
received by the employee from a court shall be retained by the employee.
4.2 Non-Discrimination
4.2.1 The Employer and the Union agree that they will not discriminate unfairly against any
employee by reason of race, creed, color, sex, national origin, religious belief, marital status,
membership or non-membership in a Union, sexual orientation, veteran, or mental or physical
handicap, or any other applicable protected class as identified by State or Federal law.
4.2.2 Alleged violations of the non-discrimination provision shall be processed by submission by
the employee of a complaint to the appropriate County, State, or Federal agency charged with the
enforcement of such discrimination laws for investigation and adjudication of the complaint. The
Union will provide the employee with the name, address, and phone number of the appropriate
enforcement agency.
4.3 Union Security
4.3.1. The Employer and the Union agree that all employees holding positions covered under this
Collective Bargaining Agreement shall meet the following condition:
Membership or non-membership in the Union shall be wholly voluntary and the individual choice
of employees covered by this Agreement. Any employee who is a member of the Union or who
has applied for membership shall sign and deliver to the Union, who shall forward to the County,
an original assignment authorizing and consenting to the deduction of dues, fees, costs, charges,
and assessments for membership in the Union. In furtherance of this goal,the Union shall have up
to a thirty (30) minute orientation with new employees during the employees' work hours at
which time the Union shall explain and do the following:
a) It is the designated exclusive representative for all employees covered under the
Collective Bargaining Agreement;
b) Membership in the Union is voluntary and only when an employee clearly and
affirmatively consents to joining the Union will it collect fees;
c) The rights and benefits that the employee would forgo by being a non-member; and
d) Provide the employee with all necessary paperwork to inform the Union of its
decisions—member or non-membership.
2) Should an employee clearly and affirmatively consent to joining the Union and authorizes
deduction of dues, such authorization shall continue in effect from year to year unless revoked or
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changed in writing with thirty' (30) days' notice to the Union and County. Employees who are not
members of the Union may make voluntary payments to the Union by means of payroll deduction
by providing written consent to the County. Such payment amounts are those authorized by the
employee.
4.3.3 The Union shall indemnify the Employer and save the Employer harmless against any and all
claims, demands, suits, or other form of liability that shall arise out of or by reason of any action
taken or not taken by the Employer at the request of the Union for the purpose of complying with this
Article, provided that the action taken is in accordance with such request.
4.4 Check-off of Union Dues and Initiation
4.4.1 Upon receipt of a properly executed authorization card signed by the employee, the Employer
shall deduct from the employee's monthly pay all regular union dues and initiation fees uniformly
required to maintain the employee in good standing with the Union. Such deductions are to be
transmitted to the Union each month.
Employees and the Union shall hold the Employer harmless and shall indemnify the Employer from
responsibility for withholding errors and damages caused by faulty information furnished by the
employees or the Union, and the Union shall promptly refund to the employee any amounts paid to
the Union in error.
4.5 Personnel Files
4.5.1 Each employee shall have the right to inspect and review his or her personnel file, in
accordance with the following proscriptions. The review and inspection shall be supervised by
Employer or designee. The employee shall not alter or remove any document contained in the
personnel file. Any third party agent, Union or otherwise of the employee shall be permitted review
and inspection only if authorized, in advance and in writing, by the employee. Such inspection shall
occur not more frequently than once per calendar year unless the Employer otherwise consents. The
inspection time and date shall be at the mutual convenience of Employer and employee, but in any
event shall not be later than ten (10) days following the employee's request.
4.5.2 An employee may provide rebutting written information to be included in the file if the file
content, or any portion thereof, is believed by the employee to be irrelevant or incorrect and the
Employer or designee refuses to remove such information.
4.5.3 No performance or disciplinary documentation will be placed in an employee's personnel file
without notice to the employee.
4.6 Investigations
4.6.1 Employees have an obligation to cooperate with any investigation conducted by the Employer.
Failure to do so will be considered insubordination and will be grounds for discipline, up to and
including termination.
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4.6.2 Whenever an employee is being interviewed by the Employer in circumstances that may lead
to disciplinary action against the employee, the employee will be advised prior to the start of the
interview of the subject of the interview and the right to have Union representation at the interview.
4.6.3 Employees are entitled, at their option; to have Union representation during any investigatory
interview conducted by Employer that the employee reasonably believes may result in discipline of
the employee. During any such investigatory interview, a participating Union representative will be
given the opportunity to ask questions, offer additional information and counsel the employee, but
may not obstruct the Employer's investigation.
4.6.4 The Employer may, at its discretion, place employees on paid administrative leave during
disciplinary investigations. Employees on such paid administrative leave must remain available
during their normal hours of work. Paid administrative leave is not considered to be discipline and is
not subject to the grievance procedure.
4.6.5 Any interview and questioning of an employee shall be conducted during the employee's shift
unless the urgency of the matter dictates otherwise.
4.6.6 At the time of completion of the investigation of a non-criminal possible disciplinary matter,
the Employer shall notify the employee in writing of such completion as soon as reasonably possible.
4.7 Just Cause for Discipline
4.7.1 All disciplinary, suspension, or termination action taken against an employee shall only be for
just cause, provided, however, this provision shall not apply to the first twelve (12) months of an
employee's employment with the Juvenile Division, during which time the employment status shall
be strictly at will.
4.7.2 Just cause shall be defined as defined in the case Enterprise Wire Co. and Enterprise
Independent Union, March 28, 1966 46 LA 359.
4.8 Types of Discipline
4.8.1 Nothing within this provision shall be construed to limit the Employer's ability to impose
administrative leave as a precursor to possible disciplinary action. Furthermore, the Employer
recognizes part of a "just cause" standard requires the use of "progressive" discipline, when
appropriate,relative to allegations made against an employee.
4.9 Training
4.9.1 The Employer is permitted to conduct or direct the attendance of employees, and each
employee shall attend, any and all school and training sessions as directed by the Employer.
4.9.2 The school or training, referred to in Section 4.9.1 above, shall be mandatory upon each
employee whether on his off-duty or on-duty time, depending upon when such classes occur.
Attendance during actual class time shall be considered working time and shall result in
compensation at the applicable rate of pay. An employee who transports other employees to
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scheduled training events shall be compensated for all travel time at his or her applicable hourly rate
of pay.
4.9.3 An employee shall not be required to adjust their work schedule within seven (7) days of the
start of training to facilitate their attendance unless mutually agreed to by the Employer and
employee.
4.10 Safety
4.10.1 Safety violations or suggestions may be submitted in writing to either the Department's safety
committee member or directly to the County Safety Officer. Nothing contained in this provision shall
be construed as limiting an employee's access to appropriate State or Federal agencies.
4.11 Labor/Management Meetings
4.11.1 Labor/management meetings shall be held as needed upon the mutual agreement of the
Employer and the Union. The purpose of such meetings is to facilitate communication between the
Employer and the Union on matters relating to collective issues and concerns affecting the Employer
and the bargaining unit. These meetings are not intended to supplant or replace the grievance
procedure, circumvent the contract provision negotiations procedure, or to air individual employee
concerns. On behalf of the Union, only the Union representative and the two (2) elected stewards
shall be present for the purpose of representation of the Union's position,except by mutual agreement
between the Employer and the Union. No more than three (3) Employer representatives shall be
present for representation of the Employer's position. Employee attendance at such meetings shall be
compensated at the employee's applicable rate of pay. The employer shall be allowed to adjust the
employee's schedule to prevent the payment of overtime for attendance at such meetings.
4.12 Union Material
4.12.1 The Union shall be permitted to post appropriate meeting notices and general Union
information on designated bulletin boards on the Employer's premises.
4.13 Leaves of Absence
4.13.1 The Employer, at the Employer's sole discretion, may grant a leave of absence upon written
request from an employee. An employee shall have his or her seniority date adjusted by the duration
of the leave, except in the case of an educational or medical leave. Upon the expiration of the
authorized leave of absence, the employee shall be reinstated in his or her previous position or an
equivalent position in the event the original position no longer exists.
4.13.2 Pregnancy/Childbirth Leave of Absence. Pregnancy and childbirth leave shall be granted in
accordance with applicable state law in coordination with the County's Family and Medical Leave
Act policy. An employee on such leave shall not have her seniority date adjusted and shall, upon
return, be reinstated in her original classification, or one substantially equivalent, without reduction in
wage or benefit.
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4.13.3 Military Leave of Absence. Any employee who is a member of a military reserve force of the
United States or of the State of Washington shall be entitled to and shall be granted military leave of
absence from county employment, not to exceed twenty-one (21) work days during each October 1
through September 30. Such leave shall be granted in order that the person may take part in active
training duty in such manner and at such times as he or she may be ordered to active training duty.
Such military leave of absence shall be in addition to any vacation or sick leave to which the
employee might be otherwise entitled, and shall not involve any loss of efficiency rating, privileges or
pay (RCW 38.40.060). During the period of military leave, the employee shall receive from the
Employer his or her normal pay. The employee shall provide the Employer with a copy of official
orders prior to reporting for duty. Any additional leave will be considered under applicable federal
law.
4.13.4 Family Medical Leave. An eligible employee shall be allowed to participate in, be subject to,
and be entitled to the leave provisions as provided by adopted County policy. The employee shall be
entitled to either the provisions of the adopted County policy or the Family and Medical Leave Act
whichever provides the greater benefit.
4.14 Vacation Transfer
4.14.1 Eligible employees shall be allowed to transfer accrued annual leave to other employees as
permitted by County Resolution.
4.15 Sub-Contracting
4.15.1 In the event the Employer sub-contracts out bargaining unit work to a private contractor, as
permitted by the terms and conditions of this Agreement, and the affected employee(s) employment is
severed, such employee shall be entitled to the following:
a) One (1) week(forty (40) hours) of severance pay at the employee's applicable hourly rate of
pay for each twelve (12) months of service with Lewis County. The minimum severance payment
shall be one (1) week (forty (40) hours) at the employee's applicable hourly rate of pay to a
maximum of twelve (12) weeks.
b) Additional Health& Welfare contributions are tied directly to the amount of severance pay an
employee is eligible for in the following manner:
Severance Pay Eligibility Additional Month(s) of Employer Contributions
1 —4 Weeks One (1) additional non-mandatory month of health &
welfare contribution.
5 —8 Weeks Two (2) additional months of non-mandatory health &
welfare contributions.
9— 12 Weeks Three (3) additional months of non-mandatory health &
welfare contributions.
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4.16 D.R.I.V.E. Check-Off
4.16.1 All employee-members may make voluntary contributions independently of all union dues to
the D.R.I.V.E. (Democrat, Republican, Independent Voter Education) political action committee. The
Union shall advise its members of this voluntary contribution opportunity.
4.16.2 Should the employee elect to voluntarily make such contribution, the Employer, at the time
the Employer's computerized financial software is able to facilitate authorized voluntary deductions,
agrees to deduct from the paycheck of all employees covered by this Agreement who provide written
authorization for such deductions, all VOLUNTARY contributions to D.R.I.V.E.
4.16.3 D.R.I.V.E shall notify the Employer of the amounts designated by each contributing employee
that are to be deducted from his/her paycheck on a monthly basis for all months worked. The phrase
"month worked" excludes any month other than a month in which the employee earned a wage.
4.16.4 The Employer shall transmit to D.R.I.V.E. National Headquarters on a bi-weekly basis, in two
(2) checks, the total amount deducted along with the name of each employee on whose behalf a
deduction is made and the amount deducted from the employee's pay check.
4.17 Job Vacancies
4.17.1 The below listed provision shall be applicable for all situations involving vacancies of current
or new job classifications:
a) All vacancies under the provisions of this agreement, regardless of whether they are existing
or new, shall be posted for a minimum of seven (7)calendar days so that interested employees may
apply for such position(s).
b) For vacancies under this agreement, current bargaining unit employees who meet the
minimum qualifications and submit an application shall be interviewed for the available vacancy.
GRIEVANCE PROCEDURE
5.1 Purpose and Scope
5.1.1 For purposes of this Article, a grievance is defined as a dispute or complaint arising under and
during the term of this Agreement, raised by an employee or the Union involving an alleged
misapplication or misinterpretation of an express provision of this Agreement. This grievance
procedure shall be the exclusive means for resolving such grievances.
5.1.2 Disciplinary action which does not create a property loss, (i.e., loss of accrued leave credit,
suspension, demotion, or discharge) shall not proceed to arbitration if such matter remains unresolved
after completion of Step Two. Advancement to arbitration shall be deferred, contingent upon
subsequent actions of the employee and Employer. If the employee becomes subject to another
disciplinary action, and if the Employer relies upon the deferred action to support its new disciplinary
action, then both disciplinary actions shall advance to arbitration, and the original deferred grievance
shall be heard and adjudicated first, and the latter disciplinary action shall be heard and adjudicated
second.
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5.1.3 Time limits within the grievance procedure may be waived or extended by the mutual
agreement of both parties. If the Union, on behalf of the employee, fails to act or respond within the
specified time limits, the grievance will be considered waived. If the Employer fails to respond
within the specified time limits, the grievance shall proceed to the next available step of the grievance
procedure.
5.2 Processing Steps
5.2.1 Step One. The Union and/or the employee shall submit the grievance in writing to the
Administrator within twenty-one (21) calendar days of the events giving rise to the grievance. The
written statement shall include the section(s) of the Agreement allegedly violated, the facts, and the
remedy sought. Within twenty-one (21) calendar days thereafter, the Administrator shall submit an
answer in writing to the Union and employee.
5.2.2 Step Two. Should the Union decide the reply of the Administrator is unsatisfactory, the
Union shall within twenty-one (21) calendar days submit the grievance in writing to the Presiding
Judge. Within twenty-one (21) calendar days thereafter, the Presiding Judge shall submit an answer in
writing to the Union.
5.2.3 Step Three. Should Step Two fail to resolve the grievance, the Union shall within twenty-one
(21) calendar days after the Union's receipt of the Presiding Judge's decision, give notice to the
Employer of its intent to submit the grievance to arbitration.
5.2 Arbitration
5.3.1 Within fourteen (14) calendar days of the Employer's receipt of the Union's request to
arbitrate, a representative of the Union and a representative of the Employer shall meet and attempt to
agree on a neutral arbitrator with preference given to a local arbitrator if possible. If unable to reach
agreement, they shall request a list of eleven (11) arbitrators from the Federal Mediation and
Conciliation Service ("FMCS"). The list shall be limited to arbitrators who are members of the
National Academy of Arbitrators from the nearest sub-region.
5.3.2 Within twenty-one (21) calendar days following the receipt of the list of eligible arbitrators,
the parties or their representatives shall meet to select an arbitrator. The parties shall each strike five
arbitrators from the list in an alternating order, and the remaining arbitrator shall hear the dispute.
The party exercising the first strike shall be the loser of a flip of a coin.
5.3.3 In connection with any arbitration proceeding held pursuant to this Agreement, it is
understood as follows:
a) The arbitrator shall have no power to render a decision that will add to, subtract from or alter,
change, or modify the terms of this Agreement, and his or her power shall be limited to
interpretation or application of the express terms of this Agreement. All other matters shall be
excluded from arbitration.
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b) The arbitrator shall rule only on the basis of information presented in the hearing and shall
refuse to receive any information after the hearing except in the presence of both parties and upon
mutual agreement.
c) The decision of the arbitrator shall be final, conclusive and binding upon the Employer, the
Union, and the employees involved provided the decision does not involve action by the arbitrator
which is beyond its jurisdiction,.
d) Each party to the proceedings may call such witnesses as may be necessary in the order in
which their testimony is to be heard. Such testimony shall be sworn and shall be limited to the
matters set forth in the written statement of grievance, and shall be subject to cross examination.
The arguments of the parties may be supported by oral comment and rebuttal. Either or both
parties may submit post hearing briefs within a time frame mutually agreed upon. Such
arguments of the parties, whether oral or wTitten, shall be confined to and directed at the matters
set forth in the wTitten statement of grievance.
e) Each party shall bear its own costs associated with the arbitration, including attorney's fees.
Both parties shall equally share the cost of an independent arbitrator.
f) Either party may request that a stenographic record of the hearing be made. The party
requesting such record shall bear the cost thereof, provided, however, if the other party requests a
copy, such cost shall be shared equally.
g) The arbitrator's decision shall be made in writing and shall be issued to the parties within
thirty(30) days after the case is submitted to the arbitrator.
5.3.4 Arbitration awards or grievance settlements shall not be made retroactive beyond the date of
the occurrence or nonoccurrence upon which the grievance is based.
EMPLOYEE DEFINITIONS
For the purpose of this Agreement, the following definition of terms shall apply:
6.1 Full-Time Employee
6.1.1 An employee regularly scheduled to work forty (40)hours per week.
6.2 Part-Time Employee
6.2.1 An employee regularly scheduled to work less than forty(40)hours per week.
6.3 Casual or Non-Regular Employee
6.3.1 An employee who is either a periodic, extra-help, fill-in or project employee who works 1/6th
of a designated work period. Such an employee shall not be in the bargaining unit or be subject to the
provisions of this Agreement.
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6.4 Probationary Employee
6.4.1 An employee who is serving his or her first twelve (12) months of employment with the
Juvenile Division. During such period, a probationary employee's employment status with the
Employer shall be strictly "at will"and shall have no appeal recourse through the grievance procedure
of this Agreement. The "probationary employee" designation may be applied to either a full-time or a
part-time employee.
SENIORITY
7.1 Seniority Standing
7.1.1 Each employee shall have seniority standing equal to such employee's continuous length of
service within the Juvenile Court in a classification within the bargaining unit as reflected in
Appendix A.
7.1.2 Seniority shall be terminated by separation from Juvenile Court service, except in the case of a
reduction in force provided that the reduction in force does not exceed eighteen (18) months or as
provided for in Section 14.1.1.
7.1.3 Upon transfer to another Employer department accrued and unused sick leave, vacation leave,
and floating holiday may be transferred to said department.
7.2 Layoff& Recall
7.2.1 In the event that the Employer, in its determination of the level of service to be provided,
concludes that a reduction in the level of service is warranted by budgetary or work activity demand
reasons, the Employer (Department) shall determine the positions to be retained and/or eliminated
through job classification layoff.
7.2.2 In the event of a layoff, employee(s) shall be laid off in reverse order of longevity of holding a
respective job classification or within the following units:
The four(4) units shall include the following classifications:
Clerical: Legal Assistant II
Probation: Probation Officer
Community Services Community Services Officer
Gal/CASA Program Coordinator
7.2.3 The unit classifications are reflective of the classifications in existence at the time of
execution of this Agreement. Any additional classifications coming into existence after the date of
this Agreement shall necessarily be included in this layoff article as a classification.
7.2.4 A laid off employee shall have a right of recall for a period of eighteen (18) months following
layoff. This recall right shall expire upon the employee failing to return to active employment service
within thirty (30)calendar days of notice from Employer.
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7.2.5 When two (2) or more employees have the same longevity date, ties shall be broken by the
level of placement on the Employer's hiring list, with the higher list position resulting in the highest
longevity placing. Employees hired on the same day shall be advised of their hiring list placement
and a notation shall be made in each individual employee's personnel file.
7.2.6 In a layoff situation, Part-Time employees shall receive a pro-rated amount of such
employee's longevity in that classification.
EMPLOYEE WAGES & CLASSIFICATIONS
8.1 Salaries
8.1.1 Salaries for the term of the agreement shall be as set forth in an Appendix attached to this
agreement. Part-time employees are paid by the hour. The hourly rate for part-time employees shall
be calculated as described in Section 8.1.2.
8.1.2 For purposes of computing overtime, the employee's individual hourly rate of pay shall be
computed by multiplying the monthly base salary by twelve (12) and dividing the total by two
thousand eighty (2080) hours. The monthly base salary shall include specialty pay and education
incentive earned each pay period. Other forms of compensation such as call time, court time, and
working out of classification pay are not included in the calculation of monthly base salary.
8.1.3 An employee advanced to another classification shall not suffer a reduction of pay due to the
advancement.
8.1.4 The salary increase under this Agreement shall at no time be less favorable than salary
increases for any Teamsters Bargaining Unit, excluding those Teamsters Bargaining Units where
Interest-Based Arbitration is available.
8.2 Payday
8.2.1 The payday for all work performed from the first(1 St) of the month through the fifteenth (15th)
of the calendar month shall be paid on the twenty fifth (25th). The pay day for all worked performed
from the sixteenth (16th) of the calendar month until the last calendar day of the month shall be paid
on the tenth (10th) of the subsequent month. If the fifth tenth (loth) or twenty fifth (25th) falls on a
non-work day, i.e. Saturday, Sunday or Courthouse holiday, the payday shall be the first work day,
preceding the tenth (10th) or twenty fifth (25th). Earned overtime shall be subject to payment at the
pay date following the pay period in which such overtime was earned.
8.2.2 At the sole discretion of the Employer, as manifested by County Commissioner resolution,
and upon sixty (60) days advance written notice to the Union and the employees in the bargaining
unit, an alternate payday may be selected and utilized. Once such alternate pay day is established by
the Commissioners, it shall remain the payday for the balance of the Agreement. Such alternate
payday for all work performed in the calendar month shall be the last courthouse working day of the
calendar month. Earned overtime and premium pay (holiday, working out of class, etc.), if any, shall
Lewis County Juvenile Court(Probation&Clerical)
January 1,2020—December 31.2022 Collective Bargaining Agreement 12
•
be subject to calculation from the 21st of one month to the 20th of the following month, with payment
at the pay date next following the period in which such overtime was earned.
COMPENSABLE HOURS
9.1 Hours of Work
9.1.1 The standard work week shall be Monday through Friday and shall consist of five(5) eight(8)
hour days with two(2) consecutive days off.
9.1.2 The Administrator, with the concurrence of the affected employee, may adjust any particular
employee's work week upon forty-eight (48) hours advance notice. The parties may agree to an
alternate work schedule which consists of four(4) nine(9) hour days Monday through Thursday, with
Friday being and eight (8) hour day with two (2) consecutive days off, followed by four (4) nine (9)
hour days Monday through Thursday with three(3)consecutive days off. Employees shall be split so
not all will have the same Friday off. The Administrator may assign staff the Friday they will have
off. Either party may terminate the alternative work schedule upon fourteen(14)days written notice.
9.1.3 Shift Adjustments: The Administrator, with the concurrence of the affected employee, may
adjust an individual employee's work week upon forty-eight (48) hours advance notice. The parties
may agree to an alternate work schedule, termed the 4/10 schedule, which consists of four(4)ten(10)
hour days during the work week of Sunday through Saturday, with two (2) consecutive days off, and
one other day of the week off designated by the Administrator. Employees shall be assigned days off
to maintain the effective and efficient operation of the court. Starting and ending times remain at the
discretion of the Administrator. Either party may terminate the 4/10 schedule upon fourteen(14)days
written notice.
9.2 Meal & Rest Breaks
9.2.1 An employee shall be scheduled up to a one (1) hour non-paid meal break during the
approximate midpoint of their shift. If such an employee is directed by the Employer to perform work
during a portion of their meal break, such portion shall be compensable paid time. An employee shall
be entitled to take two (2) fifteen (15) minute paid rest breaks, near the middle of each half of the
employee's shift,all such breaks to be taken as time permits.
9.2.2 Meal purchase for travel, training, and transport — The Employer will supply a county
purchasing card for the use of the employee to make meal purchases while in an approved training,
travel, or transport status. The authorized meal purchase(s) amount will be up to the allowance
provided by the Washington State Per Diem reimbursement rates in the county where the meal is
purchased. Meal receipts are required as outlined by Juvenile Court policy 4.5 PURCHASE CARD
USE.
9.3 Overtime
9.3.1 Any compensable hours in excess of eight (8) hours per shift or forty (40) hours per
designated work week shall be paid at the rate of time and one-half the employee's regular rate of
Lewis County Juvenile Court(Probation&Clerical)
January 1,2020—December 31,2022 Collective Bargaining Agreement 13
pay. The eight (8) hour threshold does not apply to employees working the alternate work schedule
and otherwise may be waived by mutual agreement of the affected employee and the Employer.
9.4 Call Time
9.4.1 Any employee, except a part-time employee who has not worked forty (40) or more hours in
the designated work week, called to report for work outside of their regularly scheduled work shift,
unless notified prior to completion of their regular shift, shall be paid for a minimum of two (2)hours
at the rate of one and one-half(1'Y2) times their regular rate of pay. If the call time work assignment
and the employee's regular shift overlap, the employee shall be paid the call time of one and one-half
(1'/2)their regular rate of pay until he or she completes two (2) hours of work. The employee shall be
paid the balance of their regular shift at the appropriate rate.
9.4.2 Active Rotating Call Duty: Probation officers on "rotating call duty" shall receive three (3)
hours compensatory time each week while engaged on active on-call. The compensation provided
under this provision is limited to handling telephone related business. Section 9.4.1 shall become
effective in the event an "on-call"employee is engaged for any type of field work. Officers receiving
detention calls who are not on "rotating call duty" shall refer the detention staff to the on call policy
to obtain permission to call a specific Probation Officer in the case of emergent need.
9.5 Compensatory Time
9.5.1 Upon approval of the Employer, an employee may elect to accrue compensatory time in lieu
of receiving overtime wages. Compensatory time shall accrue at the rate of time and one half for
each overtime hour worked and shall be subject to the following conditions:
a) An employee shall not be allowed to accumulate more than two hundred forty (240) hours of
compensatory time. Compensatory time is cumulative from year to year to the aforementioned
maximum. Compensatory time in excess of two hundred forty (240) hours must be taken off or
converted to pay at the discretion of the Employer.
b) Compensatory time off may be utilized in one (1) hour increments unless mutually agreed to
between the Employer and employee.
9.5.2 Scheduling of the taking of compensatory time off is to be by approval of the Employer
(Elected or Director) or designee. Once scheduled, it may only be denied in the event of an
emergency endangering or substantially impairing Employer services to the public, or in situations
which have developed beyond the control of the Employer. Scheduling of compensatory time shall
not pre-empt previously scheduled and approved vacation time.
9.5.3 Upon separation of employment, employees shall be paid at their hourly rate for all accrued
but unused hours of compensatory time.
9.5.4 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
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January 1,2020—December 31,2022 Collective Bargaining Agreement 14
hours to be cashed out, and submitted to the Employer (Elected or Director), or his or her designee
for consideration.
9.5.5 The Employer shall take no retaliatory or unfair discriminatory action against any employee by
reasons of the employee's choice of compensatory time off.
9.6 Staff Meetings
9.6.1 When an employee attends a monthly staff meeting on their off-duty time, he or she shall be
compensated for a minimum of two (2) hours at their applicable rate of pay for time at such staff
meetings. The employee must be in actual attendance for the entirety of the staff meeting in order to
qualify for such minimum hour pay. Such compensation shall be paid in wages unless the employee
requests, and the Administrator approves, compensatory time off in lieu of pay.
9.7 Court or Hearing Time
9.7.1 When an employee is subpoenaed by a party, or is directed by the Employer, to attend any
court proceeding or administrative hearing for the purpose of providing testimony arising from such
employee's official duties, and such attendance is not entirely within the employee's regularly
scheduled work shift, such employee shall be paid time and one-half for all hours of attendance
outside of the regular work shift. Any part of an hour shall constitute one (1) full hour. With respect
to hours worked outside the regular work shift, unless the court or hearing time is worked
consecutively prior to or after the employee's regularly scheduled hours of work, the employee shall
be paid a two (2) hour minimum at the time and one-half rate.
9.7.2 Unless the employee is off duty or utilizes vacation or compensatory time, all compensation
received, whether from the court or from the party who subpoenas the employee, shall be retained by
the employee. All civil case court attendance during the employee's work shift hours shall be subject
to approval in advance by the employee's supervisor.
9.8 Working Out of Classification
9.8.1 Any employee assigned to temporarily work out of classification, in a higher paid
classification, by direction of the Employer and/or designee, shall be compensated for all hours
worked at that higher classification's lowest rate of pay, provided, such placement shall, in any event,
be at a step level sufficient to provide a pay enhancement of at least five percent (5%). If the top of
the range is less than five percent (5%), the top of the range shall be applied.
9.8.2 It shall be the employee's responsibility to notify the Employer of the claim for working out of
classification pay by means of submission of the claim on an applicable monthly time reporting
system. Any claim not so noted within on the applicable time reporting period shall be void.
Notwithstanding the foregoing, employees participating in cross-training and employees performing
de minimus tasks in the higher classification by reason of fill in for the absent higher classification
employee shall not be entitled to working out of classification pay.
9.8.3 Out-of-Classification assignments expected to last forty (40) hours or more shall be posted for
a minimum of seven (7) calendar days so that employees may express interest in the out-of-
Lewis County Juvenile Court(Probation&Clerical)
January 1,2020—December 31,2022 Collective Bargaining Agreement 15
classification work. Employees must express his/her interest in writing with the seven (7) day
notification period.
9.9 County Closure
9.9.1 If for inclement weather of brief duration, the Court should be officially closed, probation and
clerical employees shall be compensated for the time of the closure until the time of reopening that
occurs within their regularly scheduled working hours without loss of vacation, compensatory time,
or sick leave. If the employee reports to the office during the hours that court is officially closed they
will be dismissed without use of vacation, compensatory time, or sick leave.
9.10 Bilingual Pay
9.10.1 All employees who have been assigned by the Employer to provide conversational language
services shall have added to their base pay one percent(1.00%).
a) An employee's ability to speak an approved language conversationally shall be determined by
completion of a test selected by the employer at a level of proficiency determined by the Employer.
The test is intended to evaluate the employee's ability to participate in basic conversations and
interpretation with routine and repetitive subject matter. The employee shall pay associated test cost
to achieve initial qualifications.
b) Should an employee fail the test for initial qualification or re-qualification, a period of six (6)
months must elapse before retaking the test.
c) The Employer may periodically require the employee to re-qualify to retain one percent (1%)
bilingual pay by successfully passing the test. The Employer will pay the cost of testing for one (1)
attempt at re-qualification. Subsequent re-qualification attempts will be at the expense of the
employee.
9.10.2 All employees who have been assigned by the Employer to provide advanced language
services (defined as the ability to participate in conversations around all subject matter that a typical
juvenile court employee would engage in as part of their role) shall have added to their base pay three
percent (3%).
a) An employee's ability to speak an approved language at an advanced level shall be determined
by completion of a test selected by the employer at a level of proficiency determined by the
Employer. The test is intended to evaluate the employee's ability to participate in conversations
around all subject matter that a typical juvenile employee would engage in as part of their role.
The employee shall pay associated test cost to achieve initial qualifications.
b) Should an employee fail the test for initial qualification or re-qualification, a period of six (6)
months must elapse before retaking the test.
c) The Employer may periodically require the employee to re-qualify to retain the three percent
(PA)) bilingual pay by successfully passing the test. The Employer will pay the cost of testing for
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January 1,2020—December 31.2022 Collective Bargaining Agreement 16
one (1) attempt at re-qualification. Subsequent re-qualification attempts will be at the expense of
the employee.
9.10.3 Designation of bilingual proficiency shall be solely at the discretion of the Administrator.
9.11 Tactics Instructor Pay
9.11.1 An employee assigned by the Administrator as a Tactics Instructor shall receive an additional
$80 for each calendar month in which the instructor conducts one or more tactics training session(s) at the
direction of the Administrator or his or her designee.
EMPLOYEE BENEFITS
10.1 Benefit Eligibility
10.1.1 Employees shall receive vacation/sick leave, and medical/dental/vision benefits under the
following qualifiers: Employees who are compensated for eighty (80) hours or more in a calendar
month shall receive one hundred percent (100%) of all Employer paid benefits set forth in this
agreement; employees with less than eighty(80)compensable hours per month shall receive no health
and welfare benefits but shall have all other benefits provided under this agreement prorated; casual
employees shall receive no benefits.
10.2 Insurance
10.2.1 Effective January 1, 2020, the Employer shall pay to the Washington Teamsters Welfare
Trust, care of Northwest Administrators, on behalf of each employee who received compensation for
eighty(80) or more hours in the previous calendar month,the following monthly amounts:
WTWT Insurance Coverage Rates as of 01/01/20
Medical - Plan Z $1196.00
Dental—Plan A $120.50
Vision—Extended $17.10
10.2.3 Effective January 1, 2020, the Employer shall contribute the amounts required on a monthly
basis to the Washington Counties Insurance Fund for each eligible employee who is employed during
the current calendar month,the following monthly amounts:
WCIF—Standard Rates as of 01/01/20
Insurance
Employee/Dependent Life $2.20
10.2.4 Effective January 1, 20120, the Employer shall contribute the amount required on a monthly
basis to Standard Insurance Company of Portland Oregon for each employee who employed during
the current calendar month, the following monthly amount:
Standard Insurance Co. Rates as of 01/01/20
Short Term Disability $2.85
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January 1,2020—December 31,2022 Collective Bargaining Agreement 17
10.2.5 Effective January 1, 2020 the Employer will contribute towards the WTWT, WCIF, and
Standard premiums to a maximum of$1,250 per employee per month. The Employer agrees to a re-
opener limited to the Employer contribution amounts for defined medical, dental and vision plans for
the years 2021 and 2022. 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 employee shall pay the sum
required in excess of the Employer's contribution via a monthly payroll deduction.
10.2.6 Maintenance of Benefits. The trustees and/or administrators of the aforementioned plans may
modify benefits or eligibility of any plan for purpose of cost containment, cost management, or
change in medical technology and treatment. In the event premiums are increased in excess of the
Employer's maximum monthly contribution, such contribution toward those premiums shall be
reallocated so that dental, vision, life and STD insurance are fully paid through the Employer's
contribution.
10.2.7 WTWT Payments: The Employer will be responsible for paying Northwest Administrators
its monthly contributions and those withheld from employees' wages on or before the tenth(10th) day
of the month. Upon Union request, copies of all transmittals pertaining to benefits under this Section
shall be posted on the Union bulletin boards.
10.2.7 WTWT Delinquency: If the Employer is delinquent in payments, the Employer shall be liable
for the payment of any claims incurred by employees or dependents during such delinquency.
10.2.8 Current Employee Enters Juvenile Probation Bargaining Unit. Whenever a current Lewis
County employee enters into the Juvenile Probation bargaining unit from another bargaining unit or
from a non-represented position in which health care is provided through the Washington Teamsters
Welfare Trust, and where the employee would otherwise have a one-month gap in coverage under the
Washington Teamsters Welfare Trust due to the Trust's lag month eligibility rules, the Employer
shall be required (with its initial payment to the Washington Teamsters Welfare Trust only)to make a
double premium contribution for health care coverage to pay for the normal initial month coverage
provided by the Trust as well as the preceding lag month which is not normally covered during an
• employee's eligibility period when enrolling in health care coverage provided under the Washington
Teamsters Welfare Trust. For the purpose of premium cost sharing, the employee shall be
responsible for their portion of the premium as set forth in the Collective Bargaining Agreement,
excluding the month in which double premium coverage is made. The Employer shall pay entire
premium of the second (2nd) contribution.
10.2.9 Trust Agreements: The applicable Trust Agreements (completed copies attached) shall
be incorporated herein and deemed part of this Agreement as through fully set forth.
10.2.10 It is the parties' mutual intent that by virtue of the Contract, the Employer's contribution
toward all of the employee benefits described hereinabove shall at no time exceed the sum
described in 10.2.5.
10.2.11 The Union wishes to have the Employer make available a Flexible Spending Account
(FSA) or other means to allow employees' to move unused health and welfare monies. The
Employer is not agreeable to the FSA or other means of moving unused monies. Therefore,
Lewis County Juvenile Court(Probation&Clerical)
January 1,2020—December 31,2022 Collective Bargaining Agreement 18
should the Employer agree to a FSA account or other means to move unused monies with any
other Teamster Bargaining Unit, excluding those Bargaining Units with Binding Interest
Arbitration rights,this bargaining unit shall receive the right. The effective date shall be the same
as the bargaining group that original obtained the FSA or other means to move benefit.
10.3 Sick Leave
10.3.1 Each full-time employee shall accrue eight(8) hours of sick leave with pay for each month of
employment. When an employee has accrued sick leave in excess of one thousand three hundred
twenty(1320) hours at the end of the calendar year, the employee's accrued sick leave shall revert to
one thousand three hundred twenty (1320) hours as of the first (1st) day of January of each calendar
year. Part-time employee 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.
10.3.2 Employees accruing sick leave shall be allowed to use their accrued sick leave for personal
illness or for illness in their immediate family requiring the employee's attendance, or in accordance
with County Personnel Policies and/or State/Federal law. "Immediate family" is defined as persons
related by blood, marriage, or legal adoption and includes only: grandparents, parents (including
biological, adoptive, de facto, or foster, step, or legal guardian of an employee or the employee's
spouse or registered domestic partner, or a person who stood in loco parentis when the employee was
a minor child), spouse, brothers, sisters, children (including biological, adopted, or foster child,
stepchild, or a child to whom the employee stands in loco parentis, is a legal guardian, or is a de facto
parent, regardless of age or dependency status), grandchildren, mother-in-law, father-in-law,
registered domestic partner, and any person who is a non-pecuniary resident of the employee's
household.
10.3.3 An employee who takes more than three (3) consecutive sick leave days for self or for illness
in the immediate family may be required by the Employer or his designee to produce a note from a
medical doctor verifying the illness or necessity of attendance.
10.3.4 Employees shall be allowed to use sick leave for personal doctor or dental appointments or for
appointments of immediate family members when the employee's presence is required, and/or under
any additional reasons as defined by the Washington State Paid Sick Leave law.
103.5 Employees who transfer between departments of Lewis County shall be entitled to transfer
accrued sick leave to succeeding County offices or departments.
10.3.6 An employee on Worker's Compensation may use accrued sick leave in units of one (1) hour
to make up the full difference between the Worker's Compensation payment and the employee's
regular paycheck, provided, however, the employee provides sufficient notice to the Employer by the
tenth (10th) of the previous month so as to allow sufficient time to make the appropriate deductions
from the payroll.
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10.3.7 Any employee, at the time of separation, except casual, probationary (new hire), and just
cause termination shall receive remuneration at a rate equal to one (1) hour's current straight time
monetary compensation of the employee for each two (2) hours of accrued sick leave, to a maximum
of three hundred sixty(360)hours of pay. In the case of the employee's death while in employ of the
Employer,the employee's designated beneficiary or estate shall receive the same benefit. In the event
that an employee is re-hired by the County within 12 months of having terminated employment with
the County, the number of hours which would be equivalent to the dollar value of any previous sick
leave cash out shall not 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. In
addition, any sick leave hours restored to a re-hired employee shall be accounted for separately, and
annual carry-over for all such restored sick leave hours shall be limited to forty(40)hours.
10.3.8 An employee who uses sick leave shall utilize leave in fifteen(15)minute increments
10.4 Bereavement Leave
10.4.1 Up to three (3) days shall be granted without any sick leave debit, in the case of a death of the
employee's spouse, child, grandchild,parent, spouse's parent, grandparent, or sibling. Up to three(3)
days shall be granted without any sick leave debit in the case of a death of any other person who is a
non-pecuniary resident of the employee's household.
10.4.2 An employee shall be allowed to utilize up to three (3) sick leave days for bereavement in the
case of death of a member of the employee's "immediate family.. "Immediate Family" shall include
only persons related by blood, marriage, or legal adoption in the degree of consanguinity of
grandparent, parent, spouse, brother, sister, child, grandchild, father-in-law, mother-in-law, brothers-
in-law, or sisters-in-law, as well as any other person who is a non-pecuniary resident of the
employee's household.
10.4.3 Employees who are permitted to attend the funeral or memorial service of a fellow department
employee shall be allowed to take four (4) hours sick leave when such services are held during
working hours.
10.5 Vacation
10.5.1 Employees transferring within the offices and departments of Lewis County shall be permitted
to transfer accrued vacation leave to each succeeding offices or department in accordance with
County policy.
•
10.5.2 An employee desiring to use accrued vacation leave shall submit a completed County Vacation
Request Form to the Administrator or his designee. Vacation boards shall be maintained for the
following general classifications: Clerical and Probation. Vacation requests shall be considered
within the classifications listed above. Where two (2)employees within the same classification make
a request no later than February 28 of a given year, priority of scheduling shall be given to the
employee holding the greatest seniority within the classification. Requests received after February
28th may be granted without consideration of seniority.
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January 1,2020—December 31,2022 Collective Bargaining Agreement 20
10.5.3 All employees shall accrue vacation in accordance with the following schedule. Vacation
leave is accrued but may not be taken until after an employee has completed six (6) consecutive
months of employment. Actual accrual shall be made on a monthly basis.
Yea Month of County Accrual Rate Accrual Rate
r Service Hours per Month Hours per Year
1 1 - 12 8.50 102
2 13 -24 9.00 108
3 25 - 36 9.50 114
4 37-48 10.00 120
5 49- 60 11.00 132
6 61 - 72 11.00 132
7 73 - 84 11.50 138
8 85 -96 12.00 144
9 97 - 108 12.50 150
10 109- 120 13.00 156
11 121 - 132 13.00 156
12 133 - 144 13.50 162
13 145 - 156 13.50 162
14 157 - 168 14.00 168
15 169- 180 14.50 174
16 181-192 15.00 180
17 193-204 15.50 186
18 205-216 16.00 192
19 217-228 16.50 198
20 229+ 17.00 204
10.5.4 Annual leave may be accrued to a maximum of three hundred twenty (320) hours subject,
however, to potential loss of that portion of the accrual in excess of two hundred forty (240) hours.
An employee who retires, suffers termination of employment, is laid off or dies shall be paid by the
Employer at the ensuing payday for any unused accrued annual leave (including a prorated monthly
accrual to reflect any portion of the final calendar month worked by the employee) up to a maximum
of two hundred forty (240) hours. Employees who resign or are terminated for unsatisfactory
performance within the first six (6) months of employment will not receive pay for any accrued but
unused annual leave.
10.5.5 An employee who postpones vacation at the request of the Employer shall be allowed to
accrue in excess of the three hundred twenty (320)hour maximum in order to prevent loss of vacation
benefits to the employee.
10.6 Holidays
10.6.1 Employees shall receive ten (10)paid holidays each calendar year unless an additional holiday
is proclaimed by the Governor of the state as a legal holiday. The designated legal holidays are set
forth below:
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New Year's Day January 1
M. L. King's Birthday Third Monday in January
President's Day Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Fourth Friday in November
Christmas Day December 25
Personal Day Vacation Credit
By Governor's Proclamation Any day designated by public proclamation
of the Governor of the State as a legal
holiday
10.6.2 Each employee shall be credited with eight(8) hours to their vacation bank for their Personal
Day. The vacation bank will be credited on January 1st of each year for current employees and on the
date of hire for newly hired employees
10.6.3 When a recognized holiday falls on an employee's regularly scheduled workday, the employee
may be given the holiday off or with mutual agreement another day within the workweek. The day
off shall be equivalent to the employee's regular scheduled work day. Should the recognized holiday
fall on the employee's regularly scheduled day off,the employee shall be given an adjacent day off, or
with mutual agreement of the Employer another day off within the work week. The day off shall be
equivalent to the employee's regular scheduled work day.
10.6.4 An employee working on a county designated holiday and is unable to take an alternate day
off during that workweek shall be compensated for all hours worked on such holiday at I V2 times the
employee's regular hourly rate of pay in addition to their regular salary.
10.7 Educational Reimbursement
10.7.1 The Employer is desirous of having employees participate in courses and training
opportunities to enhance their skills and enable them to advance to other positions. Accordingly, it
shall be the Employer's goal to assist regular full-time employees in the furtherance of this policy by
offering a tuition reimbursement program for courses or training at accredited colleges and
universities.
10.7.2 To qualify for reimbursement, the employee must make application to, and receive prior
approval from, the Administrator. Such approval shall be at the sole discretion of the Administrator.
10.7.3 An employee requesting tuition reimbursement must submit a written application showing:
a) the course curriculum description;
b) dates and times of classes;
Lewis County Juvenile Court(Probation&Clerical)
January 1,2020—December 31,2022 Collective Bargaining Agreement 22
c) duration of the course;
d) narrative statement of how the course will benefit the Employer as well as the employee in
the performance of the employee's job.
10.7.4 If an employee's application is approved, the reimbursement will be for tuition only if and
when:
a) the course is completed within six (6)months of approval;
b) completed with a "pass" in a pass/fail grading system or a grade of "C" or better. The
maximum reimbursement per credit will be the cost of a credit charged by Centralia College.
10.7.5 An employee who receives tuition reimbursement agrees to continue to work for the Employer
for twenty-four (24) months following the completion of the course; if not, the reimbursement is pro-
rated and the employee authorizes reimbursement to the Employer from the last paycheck issued. An
employee who is unable to remain in the Employer's employment, due to circumstances beyond the
employee's control, shall not be required to reimburse the Employer if the twenty-four (24) month
period is not met. The Administrator, at his or her sole discretion, may choose to reduce or waive the
requirement of the employee to reimburse the Employer.
10.7.6 Reimbursement shall be for actual tuition, or the cost of the course. All other expenses, such
as travel and books, shall be borne by the employee.
10.8 Longevity
10.8.1 For each year of continuous service beginning with the eighty-fifth (85th) month, with this
Employer as measured by the employee's seniority date, the employee shall receive longevity pay as
described below:
After seven(7)years $42.00 per month
After eight(8) years $48.00 per month
After nine (9)years $54.00 per month
After ten (10)years $60.00 per month
and an additional six dollars ($6.00) per month for each year after ten(10)
SEVERABILITY
11.1 SEVERABILITY
11.1.1 Any portion of this Agreement which is held by a competent tribunal to be invalid or
otherwise unenforceable, or any portion which is rendered so by operation of law, shall be ineffective
to the extent of such invalidity or unenforceability without invalidating the remaining provisions of
this Agreement. To the extent permitted by applicable law, the parties to this Agreement waive any
provision of law which prohibits, renders void, or makes any provision of this Agreement
unenforceable. If the invalidity of any portion of this Agreement shall deprive any party of the
economic benefit intended to be conferred by this Agreement, the parties shall negotiate, in good-
faith, to develop a structure the economic effect of which is as close as possible to the economic
effect of this Agreement without regard to such invalidity.
Lewis County Juvenile Court(Probation&Clerical)
January 1.2020-December 31,2022 Collective Bargaining Agreement 23
DURATION OF AGREEMENT
12.1 Termination and Re-Opener
12.1.1 This Agreement shall be effective as of the January 1, 2020 and shall remain in full force and
effect to and through December 31,2022
12.1.2 Either party to this Agreement may inaugurate collective bargaining over any changes desired
to be introduced into an extension term of this Agreement by giving notice of substance and
instrumental language of the changes by mail to other party within the following time frame. Union
proposal to be submitted not later than August 31st of the last year of this Agreement, Employer
proposal to be presented not later than September 15th of the last year of this Agreement The first
negotiation meeting shall be held not later than October 1st of the last year of this Agreement
Signed this \"day of c9v o,.
For Wage Related Matters:
Board of County Commissioners 7(---440A---
Ga Sta per, Chair an 'eh/ alrle Secre reasurer
dna J Fund, C: missio r 'ob 1 eRosa, Business Agent
Rob•. C. Jackson, Commissioner
Attest:
/2t-I/F-4e /Le-/-----
Clerk of the Board
For Non-Wage Related Matters:
/ ie
AY � .. , d ,
J 1 1 •s Lawler,Acting Presiding Judge
's County Superior Court
Lewis County Juvenile Court(Probation&Clerical)
January 1,2020—December 31,2022 Collective Bargaining Agreement 24
APPENDIX A—Seniority Dates
13.1 Seniority Dates
13.1.1 This appendix is intended to set forth and accurately reflect the employee's respective date of
hire for application under this Agreement. The seniority listing is reflective of employees employed
at the time the contract became effective and is not intended to be inclusive of all employees
employed during the term of the Agreement.
Longevity Date
Seniority with County
Employee Classification Date
Dean Durant Probation Officer 07/01/1993 07/01/1993
Jennifer Walker Probation Officer 10/01/1996 10/01/1996
Lee Montgomery Probation Officer 11/05/2012 11/05/2012
Paul Wirkkala Probation Officer 12/01/2014 12/01/2014
Jay Nedry Probation Officer 03/01/2016 03/01/2016
Dulce Almanza-Cabrera Probation Officer 12/12/2016 03/21/2016
Megan Shepherd Probation Officer 05/30/2017 05/30/2017
Seth Foster Probation Officer 05/01/2019 01/01/2014
Longevity Date
Seniority with County
Employee Classification Date
Angela Cothren GAL/CASA Coordinator 05/06/2014 05/19/2008
Janeal Woodruff GAL/CASA Coordinator 12/21/2015 09/08/2014
Longevity Date
Seniority with County
Employee Classification Date
Yolinda Hipp Legal Assistant 03/13/2006 03/13/2006
Trisha Auman Legal Assistant 04/24/2017 04/24/2017
Christine Dickinson Legal Assistant 04/01/2018 11/07/2016
Longevity Date
Seniority with County
Employee Classification Date
Jerry Elliott Community Services 07/16/2018 07/16/2018
Officer
Lewis County Juvenile Court(Probation&Clerical)
January 1,2020—December 31,2022 Collective Bargaining Agreement 25
APPENDIX B—Classifications and Salary Schedule
14.1 Classifications
Clerical: Legal Assistant II Range 15
Probation: Probation Officer Range 22
Community Community Services Range 19
Services Officer
Gal/CASA Program Coordinator Range 19
14.2 2020-2022 Wage Adjustment
14.2.1 Effective January 1, 2020, the 2019 Salary Schedule shall be adjusted by two percent
(2%).
14.2.2 Effective January 1, 2021, the 2020 Salary Schedule shall be adjusted by two and one
quarter percent(2.25%).
14.2.3 Effective January 1, 2022, the 2021 Salary Schedule shall be adjusted by three percent
(3%).
14.3 Me Too Clause: The parties agree that if at any time during 2020, COLA's or increased health
& welfare contributions are granted within the county to other bargaining units, guilds, unrepresented
employees, excluding interest arbitration groups, elected officials, and/or defined market positions;
then, said COLA or health and welfare contribution increases which exceed that shown for 2020 for
this group shall be extended to the employees represented by this contract, effective as of the same
date as the higher COLA or health and welfare contribution increase of any of those groups
mentioned above. This provision shall be valid only for this term of this contract.
14.4 Step Increases
14.4.1 Step increases from the first day of the month through the fifteenth(15th) of the month shall be
payable on the first (1st). Step increases from the sixteenth (16th) of the month through the end of the
month shall be payable on the sixteenth(16th).
Lewis County Juvenile Court(Probation&Clerical)
January 1.2020—December 31,2022 Collective Bargaining Agreement 26
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 & Teamsters 252
Representing Juvenile Probation/Clerical Group 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 & Teamsters 252
Representing Juvenile Probation/Clerical Group 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,
Shad Hail