Approve CBA with Teamsters 252 representing the Sheriff's Office Corrections Sergeants for calendar years 2020-22 BEFORE THE BOARD OF COUNTY COMMISSIONERS
LEWIS COUNTY, WASHINGTON
IN THE MATTER OF: RESOLUTION NO. 20-040
RESOLUTION TO APPROVE A COLLECTIVE
BARGAINING AGREEMENT BETWEEN LEWIS COUNTY
& TEAMSTERS 252 REPRESENTING THE SHERIFF'S
OFFICE CORRECTIONS SERGEANTS FOR CALENDAR
YEARS 2020-2022
WHEREAS, the Lewis County Board of County Commissioners (BOCC) has reviewed the
2020-2022 Collective Bargaining Agreement between Lewis County and Teamsters 252,
representing the Sheriff's Office Corrections Sergeants; 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 aforesaid Collective Bargaining
Agreement between Lewis County and the Lewis County Corrections Sergeants
represented by Teamsters 252 is hereby approved and the Board of County
Commissioners is authorized to sign the same.
DONE IN OPEN SESSION this 27th 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
ATTEST s °.R„ ":! �, Edna 3 . Fund
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'•:Edna J. Fund, Vice Chair
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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
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BETWEEN
TEAMSTERS LOCAL #252
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LEWIS COUNTY SHERIFF'S OFFICE
(CORRECTIONS BUREAU SERGEANTS & LIEUTENANT)
JANUARY 1, 2020 - DECEMBER 31, 2022
1. INTRODUCTION 1
1 1 PREAMBLE 1
1 2 PURPOSE 1
2. RECOGNITION 1
2 1 SCOPE OF BARGAINING UNIT 1
3. EMPLOYEE DEFINITIONS 1
3 1. FULL-TIME EMPLOYEE 1
3 2 PART-TIME EMPLOYEE • 1
3.3. PROBATIONARY EMPLOYEE •.1
3 4 PROVISIONAL EMPLOYEE 2
3.5. EXEMPT EMPLOYEE 2
4. UNION SECURITY 2
4 1 MEMBERSHIP REQUIREMENT.... 2
4.2. CHECK OFF OF UNION DUES AND INITIATION ... 2
43 DRIVE CHECK OFF ... . 3
5. MANAGEMENT RIGHTS 3
5.1. CUSTOMARY FUNCTIONS 3
5 2 NON-WAIVER .4
5 3. EMPLOYER OPTIONS 4
5 4 PERFORMANCE STANDARDS 5
6. EMPLOYMENT POLICIES & DUTIES 5
6.1. NON-DISCRIMINATION 5
6 2 MANDATORY SCHOOL AND TRAINING SESSIONS 5
6.3 NO STRIKE CLAUSE 6
6 4 JURY DUTY.. . 7
6.5 MILITARY LEAVE 7
6 6 EQUIPMENT AND SAFETY 8
6.7. PERSONNEL FILES 8
6 8 CIVIL SERVICE CONFLICT 8
7. DISCIPLINARY INVESTIGATIONS 8
7 1. CITIZEN COMPLAINTS 9
7 2 SUPERVISORY OR IN-HOUSE COMPLAINTS 9
7 3 INTERVIEWS & HEARINGS . 9
8. COMPENSABLE HOURS 12
8.1 HOURS OF WORK 12
8 2. OVERTIME 13
8 3 COMPENSATORY TIME 13
8 4 SHIFT DIFFERENTIAL 14
Lewis County Sheriff's Office(Corrections Sergeants)/Teamsters Union Local#252
2020-2022 Collective Bargaining Agreement
8 5 WORKING OUT OF CLASSIFICATION ....14
8 6 CALL TIME 14
8 7 COURT TIME 15
8 8 ON-CALL TIME 15
8 9 REST& LUNCH BREAKS . 16
8 10 SPECIALTY INCENTIVE 16
9. EMPLOYEE BENEFITS 17
9 1 BENEFIT ELIGIBILITY 17
9.2. HOLIDAYS 17
9 3 VACATION 19
9.4. HEALTH AND WELFARE INSURANCE . 21
9 5 RETIREE'S HEALTH &WELFARE 22
9 6 BEREAVEMENT LEAVE 22
9 7 SICK LEAVE 23
9 8 LONGEVITY 24
9 9 UNIFORM AND EQUIPMENT ALLOWANCE • 25
9 10 EDUCATIONAL INCENTIVE 25
9 11 EDUCATIONAL REIMBURSEMENT ...26
9 12 DEATH BENEFIT 26
9 13 VEBA PLAN 27
9 14 PENSION 27
10. GRIEVANCE PROCEDURE 27
10.1. PURPOSE 27
10 2 PROCESSING STEPS ....28
10 3. ARBITRATION 28
11. EMPLOYEE COMPENSATION 29
11.1. SALARIES 29
11 2 PAY DAY 29
12. SENIORITY 29
12 1 SENIORITY STANDING 29
12 2 LAY OFF. 30
12 3 SHIFT ASSIGNMENT. 30
13. NON-BARGAINING UNIT PERSONNEL 30
131 LIMITATIONS 30
14. SEVERABILITY 31
141 SEVERABILITY 31
15. REORGANIZATION TO DEPARTMENT STATUS 31
16. DURATION OF AGREEMENT 32
17. APPENDIX A - SENIORITY DATES 33
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2020-2022 Collective Bargaining Agreement
18. APPENDIX B — SALARY SCHEDULE 34
18 1 2020 WAGES 34
18.2. 2021 WAGES .. .34
18 3 2022 WAGES . 34
18 4 Step Advancement Qualifiers 35
18.5. COMPUTATION OF HOURLY RATES OF PAY 35
Lewis County Sheriffs Office(Corrections Sergeants)/Teamsters Union Local#252 III
2020-2022 Collective Bargaining Agreement
1. INTRODUCTION
1.1. Preamble
1.1.1. This agreement is entered into by and between LEWIS COUNTY, WASHINGTON, a
political subdivision of the State of Washington, and the LEWIS COUNTY SHERIFF'S
OFFICE, acting through the elected sheriff, hereinafter jointly referred to as the "Employer"
and TEAMSTERS LOCAL UNION NO. 252, hereinafter referred to as the "Union"
1.2. Purpose
1.2.1. It is the purpose of this agreement to achieve and maintain harmonious relations
between the Employer and the Union, to provide for equitable and peaceful adjustments of
differences which may arise, and to establish standards of wages, hours, and working
conditions
2. RECOGNITION
2.1. Scope of Bargaining Unit
2.1.1. The Employer recognizes the Union as the exclusive bargaining representative for
those purposes appropriate to the units stated in RCW 41 56 of the classified civil service
positions of Corrections Sergeant and Corrections Lieutenant under RCW 41 14 070
3. EMPLOYEE DEFINITIONS
3.1. Full-Time Employee
3.1.1 An employee regularly scheduled to work forty (40) hours per week or in the alternative
one hundred sixty (160) hours per twenty-eight (28) day work cycle and who has completed
the twelve (12) month probationary period
3.2. Part-Time Employee
3.2.1. An employee regularly scheduled to work less than one hundred seventy-three &three
tenths (173.3) hours per month and who has completed the twelve (12) month probationary
period
3.3. Probationary Employee
3.3.1. A probationary employee shall be defined as an employee who is serving his or her
twelve (12) month probationary period During such period, a probationary employee's
employment status with the Employer shall be strictly "at will".
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2020-2022 Collective Bargaining Agreement
3.4. Provisional Employee
3.4.1. An employee appointed by the Sheriff in accordance with Civil Service Rules and
Regulations for a defined period of time
3.5. Exempt Employee
3.5.1. The Corrections Lieutenant is an exempt employee for purposes of the Fair Labor
Standards Act (FLSA).
4. UNION SECURITY
4.1. Membership Requirement
4.1.1. 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 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
4.1.2. The Union shall indemnify the Employer and save the Employer harmless against any
and all claims, demands, suits, or other form of liability that shall arise out of or by reason of
any action taken or not taken by the Employer at the request of the Union for the purpose of
complying with this Article, provided that the action taken is in accordance with such request
4.2. Check Off of Union Dues and Initiation
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2020-2022 Collective Bargaining Agreement
4.2.1. Upon receipt of a properly executed authorization card signed by the employee, the
Employer shall deduct from the employee's monthly pay all regular union dues and initiation
fees uniformly required to maintain the employee in good standing with the Union Such
deductions are to be transmitted to the Union each month
4.2.2. 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.
4.3. D.R.I.V.E. Check Off
4.3.1. 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.
4.3.2. Should the employee elect to voluntarily make such contribution, the Employer, at such
time the Employer's payroll system will support additional deductions, agrees to deduct from
the paycheck of all employees, covered by this Agreement who provide written authorization
for such deductions, a l l VOLUNTARY contributions to D R I V E
4.3.3. 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.
4.3.3. The Employer shall transmit to DRIVE National Headquarters twice monthly, in two
(2) checks, the total amount deducted along with the name of each employee on whose behalf
a deduction is made, r and the amount deducted from the employee's paycheck
5. MANAGEMENT RIGHTS
5.1. Customary Functions
5.1.1. 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,
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2020-2022 Collective Bargaining Agreement
d) to hire employee, determine their qualifications and assign and direct their work;
e) to evaluate employees' performances,
f) to promote demote, transfer, lay off and recall to work employees,
g) to set the standards of productivity, the services and products to be produced;
h) to determine the amount and forms of compensation for employees;
i) to maintain the efficiency of operation; to determine the personnel, methods,
means, and facilities by which operations are conducted,
j) to set the starting and quitting times and the number of hours and shifts to be
worked;
k) to use independent contractors to perform work or services,
I) to subcontract, contract out, expand, reduce alter, combine transfer assign, or
cease any job, department, operation or service;
m) to control and regulate the use of facilities, equipment, and other property of the
Employer;
n) to introduce new or improved research, production, service, distribution, and
maintenance methods, material, machinery, and equipment,
o) to determine the number, location and operation of department, divisions and
all other units of the Employer;
p) to issue, amend and revise policies, rules, regulations, general orders,
administrative directives, and practices
5.2. Non-Waiver
5.2.1. 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, or preclude it from exercising the same in some
other way not in conflict with express provisions of this Agreement. However, nothing
contained in this provision shall be construed to give the Employer the right to make unilateral
changes in wages, hours, and working conditions not covered by this agreement
5.3. Employer Options
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2020-2022 Collective Bargaining Agreement
5.3.1. 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
5.4. Performance Standards
5.4.1. The Employer shall have the right to establish and maintain performance standards
Such standards that are in effect may be used to determine acceptable performance levels,
prepare work schedules, and measure the performance of an employee The Employer shall
have the right to implement and prepare work schedules consistent with the terms and
conditions of this Agreement No revision of performance standards and/or policies shall be
made without prior notification of the Union.
6. EMPLOYMENT POLICIES & DUTIES
6.1. Non-Discrimination
6.1.1. The Employer and the Union agree that they will not discriminate unfairly against any
employee by reason of race, creed, age, color, sex, national origin, religious belief, marital
status, membership or non-membership in a Union, or mental or physical handicap
6.1.2. 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 or agencies.
6.1.3. Whenever words denoting the masculine gender are used in this Agreement, they are
intended to apply equally to either gender
6.1.4. "Domestic Partner" means a party to a domestic partnership registered under the laws
of the State of Washington, or a party to a domestic partnership established pursuant to the
laws of another State or country and recognized in Washington law In each instance, a
reference in this contract to spouse shall include a domestic partner, where not prohibited by
law
6.2. Mandatory School and Training Sessions
6.2.1. The Sheriff 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 Sheriff
6.2.2. As required in the policy manual, or mandated by Washington State Law, each
employee shall be responsible for obtaining and maintaining certification for matters required
in the policy manual and mandated by law
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2020-2022 Collective Bargaining Agreement
6.2.3. The school, training, or certification referred to in Sections 6 2 1 & 6 2 2 above, shall
be mandatory upon each employee requiring the attendance of such employee whether on
their 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
6.2.4. Voluntary attendance at non-required training courses, for the purpose of individual
career advancement or enhancement, shall not be considered compensable work time,
provided that the following four general principles are met.
a) Attendance is outside the employee's regular working hours, and
b) attendance is in fact voluntary; and
c) the employee does not perform any productive work during such attendance; and
d) the program, lecture, or meeting is not directly related to the employee's job
6.2.5. Employer-required training shall be at the Employer's expense and time spent in travel
to training sessions away from the employee's regular work place as well as class attendance
shall be considered compensable time provided, however, that travel time shall be
compensated at the straight time rate of pay subject to the following conditions
a) Travel pay shall commence at the employees point of debarkation In cases where the
employee is not required to report to the workplace, and travel begins from his/her
residence, pay shall be based upon the location of the residence or the Lewis County
Jail whichever is closer to the training site
b) Employees wishing to attend non-Employer mandated training may voluntarily waive
the travel pay provisions contained in this agreement
6.3. No Strike Clause
6.3.1. 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
6.3.2. 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, or the rights, privileges,
conditions, or obligations of employment.
Lewis County Sheriffs Office(Corrections Sergeants)/Teamsters Union Local#252 6
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6.3.3. The Union agrees and all employees agree, it and they shall not, at any time, authorize,
instigate, sanction, cause, participate in, encourage, or support any strike affecting the
Employer. Strikes shall also be defined to include, but shall not be limited to, slowdowns,
stoppages of work, tie-ups, sit-ins, mass absences due to sickness or other reasons,
demonstrations, picketing (except where constitutionally permitted), boycotts, obstructionism,
or any other form of concerted activity such as disruption, interruption, or interference in any
manner or kind whatsoever with any and all operations, facilities or activities of the Employer.
The Union and the employees agree that they will not honor any picket line established by
any labor organization in the event of being called up to cross such picket line in the
performance of duty
6.3.4. 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 financial losses suffered by the
Employer as a result of such prohibited actions Any disciplinary action shall be subject to
the Civil Service Commission protection.
6.3.5. Employees shall not be entitled to any benefits or wages whatsoever while they are
engaged in a strike, boycott, slowdown, mass sick call, any form of work stoppage, refusal to
perform duties, or other interruption of work or prohibition contained in the foregoing
paragraphs
6.3.6. In the event the Employer determines that a breach of any of the foregoing provisions
has occurred, the Employer shall, as soon as possible, attempt to notify the Union of the
alleged breach
6.4. Jury Duty
6.4.1. An employee shall be allowed time off without loss of pay for serving on jury duty.
Employees shall return to work if released from jury duty If less than one (1) hour remains
on the employees shift, a supervisor shall be consulted
6.5. Military Leave
6.5.1. An 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) workdays 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 Any additional leave will be considered
under applicable law
Lewis County Sheriffs Office(Corrections Sergeants)/Teamsters Union Local#252 7
2020-2022 Collective Bargaining Agreement
6.6. Equipment and Safety
6.6.1. No employee shall be required to operate unsafe or mechanically unsound equipment
An employee shall report unsafe equipment to his supervisor for proper disposition or repair
6.6.2. In the event that an employee has duly reported the occurrence of an unsafe vehicle
to his supervisor, and in the event that the Employer fails to cause the vehicle to be repaired
or made safe within a reasonable period of time, an employee who refuses to drive the vehicle
while in an unsafe condition shall not be subject to disciplinary actions arising out of his
refusal
6.6.3. Ballistic vests shall be made available on a group basis within the jail to Corrections
Bureau personnel to draw upon when such personnel are required to handle prisoners outside
of the jail facility Ballistic vest standards shall meet or exceed the minimum state bid
requirements, be in size range to reasonably accommodate personnel size needs and shall
be replaced based upon manufacturer's recommendations Consideration for individually
fitted vests shall be given based upon an employee's assignment on a case-by-case basis
6.7. Personnel Files
6.7.1. Whenever an entry, in accordance with the Civil Service Rules and Regulations, is
made by the Employer into an employee's civil service file, a duplicate copy shall be supplied
to the employee as soon as reasonably practical
6.8. Civil Service Conflict
6.8.1. With respect to questions of hiring, promotion, and non-timed letters of warning,
notwithstanding any provisions of this Agreement to the contrary, in the event of conflict
between the provisions of this Agreement and the jurisdiction and rules of the Lewis County
Sheriff Civil Service Commission, the rules and jurisdiction of such Civil Service Commission
shall prevail.
6.8.2. In matters involving suspension, demotion and termination, the employee or the Union
may elect to process any dispute or question through either the Lewis County Sheriff Civil
Service Commission or through the grievance process outlined in Section 10 of this
agreement.
6.8.3. Election of Remedies - When an employee or the Union submits a dispute to the
grievance procedure for resolution or to the Civil Service Commission for review, such
submission shall constitute an election of forums and shall prohibit and bar the employee or
Union from proceeding with that matter in the other forum In no event shall the employee or
the Union submit the same dispute to both the Civil Service Commission and the grievance
procedure
7. DISCIPLINARY INVESTIGATIONS
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2020-2022 Collective Bargaining Agreement
7.1. Citizen Complaints
7.1.1. Whenever a citizen complaint is received by the Employer, a determination will be
made regarding whether the complaint is criminal or non-criminal Criminal matters will be
forwarded to the appropriate investigating authority
7.1.2. A non-criminal citizen complaint will not be considered formal until such time as the
complaint is reduced to writing A written complaint may be handwritten by the complainant,
typed, taped or otherwise reduced to writing and attested to by the complainant
7.2. Supervisory or In-House Complaints
7.2.1. Supervisory or in-house complaints of misconduct or policy violation will be looked into
by supervisory personnel to determine appropriate facts. The Employer shall attempt to
handle the violation at the lowest level of authority appropriate to the violation to assure
corrective action However, the Employer shall have the right to assign this task to a
supervisor who is not a member of the bargaining unit to which the subject of the investigation
belongs No waiver or series of waivers of this right by the Employer shall in any instance be
deemed to extinguish this right of the Employer, whether under the doctrine of inconsistent
past practice or otherwise
7.3. Interviews & Hearings
7.3.1. In cases of serious violations, which may result in an un-timed letter, suspension,
demotion or termination, the complaint must be forwarded to the administrative staff The
interview of an employee concerning action(s) or inaction(s), which, if proved, could
reasonably lead to a written reprimand, suspension without pay, demotion, or discharge for
that employee, shall be conducted under the following conditions and procedures
a) Investigations into allegations of employee misconduct shall be classified in the notice
as either "Type I" or "Type II " For a Type II investigation, discipline will not be greater
than a written reprimand If notice of a Type I investigation is given, the range of
discipline may be any of the disciplinary actions (i e documented warning through
discharge). The notice can be amended at any time during the course of the
investigation, provided that an amended notice is provided to the employee and the
Union The outcome of Type I/Type II investigations shall be a finding that is
categorized as either "sustained," "not sustained," "unfounded," or "exonerated "
b) At a reasonable time (at least forty-eight hours) in advance of the investigative
interview, the employee shall be informed in writing, with a copy to the Union, of the
nature of the investigation, the specific allegations related thereto, and the policies,
procedures and/or laws that form the basis for the investigation; and shall be advised
that an opportunity to consult with a Union representative will be afforded prior to the
interview The employee may waive the forty-eight- hour notice in writing only
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c) The requirements of these shall not apply if (1) the employee is under investigation for
violations that are punishable as felonies or misdemeanors under law, or (2) notices to
the employee would jeopardize the administrative investigation
d) If a complainant has filed a formal complaint regarding an action or inaction of an
employee and the Employer deems further investigation is necessary, the employee
shall be provided a copy of the complaint as soon as practical, with a copy forwarded
to the Union.
e) The employee shall have the right to have a Union representative present during any
interview, which may reasonably result in discipline of the employee The Union
representative may not obstruct or hinder the interview, but he/she can clarify points,
p Y
of the investigator's uestions or
ask questions of the interviewee at the conclusion q
point out pertinent information to assist in gathering facts. The opportunity to have a
Union representative present at the interview or the opportunity to consult with a Union
representative shall not unreasonably delay the interview However, if the interview
begins with the consent of the employee in the absence of a Union representative, but
during the interview the employee concludes that assistance is required by reason of
increasing seriousness of the disciplinary problem, the employee shall be allowed a
reasonable time in which to obtain a Union representative
f) To the extent reasonably possible, all interviews under this Section shall take place at
the Sheriff's Office facilities.
g) The Employer may schedule the interview outside of the employee's regular working
hours, however, in that event the appropriate overtime payment shall be made to the
employee.
h) The employee shall be required to answer any question concerning a non-criminal
matter under investigation and shall be afforded all rights and privileges to which the
employee is entitled under State or Federal laws
i) The employee shall not be subject to abusive or offensive language or to coercion, nor
shall interviewer(s) make promises of award or threats of harm as inducements to
answer questions
j) During an interview, the employee shall be entitled to such reasonable intermissions
as the employee may request for personal physical necessities
k) All interviews shall be limited in scope to activities, circumstances, events and conduct
that pertain to the action(s) or inaction(s) of the employee that is the subject of the
investigation Nothing in this Section shall prohibit the Employer from questioning the
employee about information that is developed during the course of the interview.
I) If the Employer tape-records the interview, a copy of the complete tape-recorded
interview of the employee, noting the length of all recess periods, shall be furnished
the employee upon the employee's written request. If the interviewed employee is
subsequently charged with misconduct, at the request of the employee or on its own
Lewis County Sheriffs Office(Corrections Scrgeants)/reamsters Union Local#252 10
2020-2022 Collective Bargaining Agreement
volition, the Employer shall provide a copy of the recording to the Union on behalf of
the employee
m) Interviews and Internal Affairs investigations shall be concluded without unreasonable
delays.
n) The employee and the Union shall be advised promptly, in writing, of the results of the
investigation and what future action, if any, will be taken regarding the matter
investigated.
7.3.2. A pre-disciplinary hearing shall be held by the Employer in cases in which the complaint
is believed to be valid and sanctions are anticipated. Such hearing shall be scheduled within
fourteen (14) calendar days of the supervisor's completed investigation Should additional
investigation be required before a hearing can be set, the involved employee(s) shall be
notified in writing of the delay and the expected completion date. The employee shall receive
written notification at least seventy-two (72) hours prior to the pre-disciplinary hearing The
Employer and employee may mutually agree to waive the seventy-two (72) hour notification
requirement The written notification shall provide the following information•
a) The basis of the alleged infraction,
b) the applicable policies/rules/directives alleged to have been violated,
c) advice to the employee of his or her right to union representation during the hearing;
and
d) a copy of the complete investigation (upon written request of employee)
7.3.3. Discipline may only be imposed for just cause
7.3.4. A pre-disciplinary hearing shall be conducted during the employee's normal work hours
unless the urgency to resolve the complaint dictates otherwise If the employee is working a
shift other than day shift, the pre-disciplinary hearing will be held as close as practical to the
employee's normal work hours
7.3.5 The employee may, if the employee wishes, advise the Employer that he or she will
not proceed with a pre-disciplinary hearing Once the Employer has afforded the employee
the opportunity of a pre-disciplinary hearing and the employee chooses not to participate, the
Employer may proceed with disciplinary action
7.3.6. When a resolution of any complaint has been reached, the affected employee will be
notified in writing of the outcome within fourteen (14) calendar days of the aforementioned
pre-disciplinary hearing, not including the hearing date, unless an economic sanction or
termination is recommended, in which case, the recommendation will be made in writing and
submitted to the Undersheriff within fourteen (14) calendar days. A Loudermill hearing will be
provided and final determination will be within fourteen (14) calendar days of the issuance of
the recommendation, not including the date of issuance. In cases where serious sanctions
have been administered, a copy of the discipline folder will be provided, upon employee
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it
request, to the employee after final disposition. In cases where a timed letter has been placed
into an employee's file, such letter shall be automatically removed from the file upon the
expiration of the duration of the notice
7.3.7. Should the Employer fail to adhere to the timelines set forth in this section regarding
the scheduling of hearings or the issuance of resolutions, such matters will be deemed closed
and not subject to further redress. It is understood by the parties that due to the nature of
certain specific cases that either party may require an extension to the aforementioned
timelines to properly investigate or process the matter. The granting of extensions shall be
on a case-by-case basis and shall not be unreasonably withheld
8. COMPENSABLE HOURS
8.1. Hours of Work
8.1.1. The normal work week shall consist of five (5) eight (8) hour days with two (2)
consecutive days off, or, in the alternative, four (4) ten (10) hour days with three (3)
consecutive days off, or in the alternative, a work schedule consisting of a twenty-eight (28)
calendar day work period (the "7(k) period)"), one-hundred and sixty (160) hour cycle,
comprised of three (3) or four (4) twelve (12) hour days with four (4) or three (3) consecutive
days off, depending upon the base schedule The requirement of consecutive days off may
not apply during normal shift rotation or when the Employer directs overtime service during
that period. Notwithstanding the foregoing, an alternate shift schedule may be made by
mutual agreement of the Union and the Employer
8.1.2. If an employee is placed on a twenty-eight (28) day cycle, one additional day off will
be given to each employee and each employee shall be required to participate, as a condition
of the receipt of such day off, in one (1) four (4) hour training block each twenty-eight (28) day
cycle. Such training shall be contiguous with the employee's regularly scheduled workdays
unless the training is a make-up of a mandatory training session Provided, however,
employees shall be guaranteed a minimum of eight (8) hours off between a regular shift and
training block
8.1.3. Absent mutual agreement between the Employer and the majority of the affected
employees, each employee shall be scheduled a minimum of twelve (12) hours off during a
shift rotation.
8.1.4. Changes in the annual shift schedule, i e 5-8's, 4-10's or 12-hour shifts, shall be made
only after three (3) months written notice is provided to the Union by the Employer Changes
in shift assignments for individuals shall be handled as set forth in Section 8.1.6
8.1.5. If an alternate work schedule is put in effect, it shall apply to all members of the
bargaining unit excluding those in a non-routine custody function If the Employer elects to
change the schedule, all involved will return to the regular work schedule as described in
Section 8 1 1
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8.1.6. Shift Adjustments An employee shall be provided with forty-eight (48) hours
notification prior to adjusting the employee's scheduled shift Individual employees may waive
the forty-eight (48) hour notice Mandated changes of less than forty-eight (48) hours shall
result in payment of overtime wages for all hours worked outside of the employee's regularly
scheduled shift
8.1.7. As the Corrections Lieutenant is an exempt employee under the FLSA he/she shall not
be subject to the provisions of 8.1 listed above and shall work a flexible self-directed schedule
dictated by the requirements of the job and needs of the Office.
8.2. Overtime
8.2.1. Any work performed in excess of forty (40) hours per week or eight (8) or ten (10) hours
per day, depending on the employee's assigned shift, shall be paid at the rate of time and
one-half the regular rate of pay, or paid in the form of compensatory time off in accordance
with the compensatory time provisions of Article 8 5 All overtime shall be authorized by the
employee's supervisor and approved by the Sheriffs designee.
8.2.2. In the event employees are working on the alternate twelve (12) hour work schedule,
overtime will be computed based upon any work performed in excess of one hundred sixty
(160) hours per twenty-eight (28) calendar day work cycle
8.2.3 In the event of a staffing absence, which causes a staffing level below the applicable
minimum, and there is no sergeant on duty, the Employer shall offer the work opportunity to
a sergeant Should a sergeant not be available, the Employer may fill the vacancy with
qualified personnel within established policy guidelines.
8.2.4. The Corrections Lieutenant shall not qualify for overtime as outlined in Section 8 2 In
lieu of overtime the Lieutenant shall receive "flex time" off in accordance with Section 8 3 8
8.3. Compensatory Time
8.3.1. 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.
8.3.2. An employee shall not be allowed to accumulate more than sixty (60) hours of
compensatory time. Compensatory time is cumulative from year to year to the
aforementioned maximum.
8.3.3. 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 Sheriff or his designee for
consideration on or before the 20th of the current payroll month
8.3.4. Compensatory time off may be utilized in one (1) hour increments
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8.3.5. The Employer shall make available a monthly balance of each employee's accrued
compensatory time
8.3.6. Scheduling of the taking of compensatory time off is to be by approval of the
Corrections Chief or designee of the Corrections Chief 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
8.3.7. The Employer shall take no retaliatory or unfair discriminatory action against any
employee by reason of the employee's choice of compensatory time off
8.3.8. The Corrections Lieutenant shall receive hour for hour "flex time" off for excessive
hours of work based upon current practice and Sheriff's Office policy as in effect at the date
of execution of this agreement
8.4. Shift Differential
8.4.1. A shift differential of fifty cents ( 50¢) per hour shall be paid to those employees who
work a shift other than day shift without rotating. Notwithstanding the foregoing, shift
differential pay shall not be available to (a) a probationary employee during probation and for
the duration of the applicable annual bid cycle, or (b) for an employee whose shift was
established by the Employer based upon an upheld or non-appealed disciplinary sanction
against that employee, or (c) for an employee who volunteers to work a particular shift, and/or
(d) an employee whose shift assignment is determined by the shift bidding process.
8.5. Working Out of Classification
8.5.1. An employee assigned to work out of classification, in a higher paid classification for
at least one (1) hour shall be compensated hour for hour for all time assigned in that higher
classification at a rate equal to the employee's basic rate of pay plus one-half the difference
in the employee's basic rate of pay and the lowest rate of pay for the higher classification
8.5.2. An employee who is assigned to work out of classification for more than thirty (30)
consecutive days shall receive compensation and benefits, pertaining to such higher
classification.
8.6. Call Time
8.6.1. There will be a guarantee of two (2) hour's pay at the applicable overtime rate from
time of call-in service Any time over such guarantee will be paid for the actual time worked
at the applicable hourly rate of pay
8.6.2. Minimum call time is not applicable to the Corrections Lieutenant classification
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8.7. Court Time
8.7.1. If an employee is subpoenaed or caused by notice to appear in court reason of any
official duty, all mandated court appearance time shall be compensated by the Employer at
the employee's applicable rate of pay. Any compensation received from the court shall be
refunded to the Employer
8.7.2. In civil cases, if the employee is called by a party, other e than the Employer, the
employee shall be solely responsible for making compensation arrangements with the party
calling him or her, and such time in court attendance shall not be paid by the Employer,
however, the employee may utilize, subject to compliance with employee leave procedures,
accrued annual leave, compensatory time, or time off without pay All civil case court
attendance during the employee's work shift hours shall be subject to debit from accrual leave
banks or a leave without pay
8.7.3. Compensable court time while off duty will be paid at a minimum of three (3) hours at
time and one-half the employee's regular rate of pay. Any additional time spent in court or
hearing will be subject to pay at the applicable rate of pay. Any part of an hour constitutes
one (1) full hour The hourly minimums shall not apply to hours worked consecutively prior to
or after the employee's regularly scheduled hours of work.
8.7.4. The minimums shall be applicable when an employee is directed to appear and in the
event a scheduled court case is canceled with less than twelve (12) hours actual notice being
provided to the employee. As a condition to the right to receive compensation under this
article, an employee must have contacted the Sheriff's trial scheduling personnel between
1600 and 1700 hours on the last courthouse day prior to the trial day, in order to determine
whether the employee's presence at trial is needed
8.8. On-Call Time
8.8.1. There are two "on-call" categories which shall be defined, sanctioned, and
compensated as follows
8.8.2. "Physical On-Call Status" This is a full restricted status with an immediate duty to
physically respond upon notice, subject to penalty of discipline for failure to do so This status
constitutes "actual working time" and shall be subject to compensation at the applicable rate
of pay
8.8.3. "Designated On-Call Status" The Sheriff, or his designee, on a reasonably rotating
basis and within appropriate shifts, may direct personnel to assume a status of"on-call" Such
a status shall be for a period of time, as the employer shall set This status does not constitute
"actual working time" and not be subject to additional compensation unless the status
changes to "actual in service time" under the provisions hereof.
8.8.4 The "on-call" employee shall remain immediately reachable by whatever means
available and agreed upon during the designated period In the event the employer directs,
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the "on-call" employee shall have a duty, after being contacted, to become physically available
within a reasonable period of time Such employee shall gauge his or her personal conduct
while in an "on-call" status in such a manner as to be reasonably able to report to duty within
a short period of time
8.8.5. In the event an employee is engaged into service, "Call-Time" under Section 8.6.1. will
be invoked.
8.8.6. The "on-call" employee may transfer the "on-call" status to another agreeable
employee upon prior notice and approval of the supervisor. After approval is given, the
original "on-call" employee shall promptly confirm the transfer with the new"on-call" employee
and with dispatch
8.8.7. At the discretion of the Employer, an employee may be issued a communication device
with the ability to use and answer the same if the employee wishes. There would be no
sanction or discipline in the event the employee fails to respond to the call while on this status
No monetary or other compensation for the employee shall be paid while on this status
8.8.8. On call status as outlined in Section 8 8 above is not applicable to the Corrections
Lieutenant classification.
8.9. Rest & Lunch Breaks
8.9.1. An employee shall be permitted, during the course of their shift, to take two (2) fifteen
(15) minute rest breaks, except in the case the alternate 12-hour schedule is in effect then
employees shall be permitted, during the course of their shift three (3) fifteen (15) minute rest
breaks, all such breaks to be taken as time permits If the employee fails to take any or all
such breaks, for whatever reason, he or she shall have no right to claim any compensation
for that time
8.9.2. An employee, except an employee holding the assignment of Administrative Sergeant
or Program Sergeant, shall be entitled to a thirty (30) minute paid lunch break during the
approximate midpoint of their shift
8.9.3. An employee holding the assignment of Administrative Sergeant or Program Sergeant
shall be entitled to one-half (1/2) hour non-paid lunch break during the approximate midpoint
of their shift If such an employee is mandated to perform work during a portion of such break,
such portion shall be subject to being deemed compensable paid time.
8.9.4. The Corrections Lieutenant shall be allowed reasonable time to take lunch and rest
breaks
8.10. Specialty Incentive
8.10.1. Field Training Officers, and other agency appointed instructors shall receive an
additional two dollars ($2 00) per hour while so engaged. These hourly stipends shall not
apply to those receiving compensation under Section 8 10.3. All appointments to specialty
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2020-2022 Collective Bargaining Agreement
assignments are the sole prerogative of the Employer and may be rescinded at any time
without need for cause
8.10.2. All officers who have been assigned by the Employer to provide conversational
language services shall have added to their base pay one percent (1 0%)
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 with routine and repetitive subject matter. The
employee shall pay associated test costs to achieve initial qualification
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) Employees must re-qualify to retain the one percent (1.0%) bilingual pay by
successfully passing the test once every three (3) years The County 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.
8.10.3. Employees who are assigned as a Firearms Supervisor/Instructor or FTO Supervisor
shall receive eighty dollars ($80 00) specialty incentive pay each month in addition to their
regular salary The employee assigned as the Corrections Bureau Administrative Sergeant
will receive one hundred fifty dollars ($150 00) specialty incentive pay each month in addition
to their salary The employee assigned as the Corrections Bureau Programs Sergeant will
receive eighty dollars ($80 00) specialty incentive pay each month in addition to their salary.
Employees may hold multiple assignments with specialty incentive pay associated with those
assignments, however, no employee shall receive more than one specialty incentive pay at
any one time. In those instances, the employee will receive the highest applicable specialty
incentive pay, except as provided in 8 10 1 and 8 10 2 The Corrections Bureau Lieutenant
is not authorized any specialty incentive pay.
9. EMPLOYEE BENEFITS
9.1. Benefit Eligibility
9.1.1. Employees shall receive vacation /sick leave, and medical/dental/vision benefits under
the following qualifiers. Employees who are compensated for eighty hours or more in a
calendar month shall receive 100% of all benefits set forth in this agreement, employees with
less than eighty (80) compensable hours per month shall have the benefits provided under
this agreement prorated, part-time employees with less than 28 compensable hours per
month shall receive no benefits.
9.2. Holidays
9.2.1. The Office shall recognize eleven (11) holidays.
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New Year's Day January 1
Martin Luther King's Birthday 3rd Monday of January
President's Day 3rd Monday of February
Memorial Day Last Monday of May
Independence Day July 4th
Labor Day 1st Monday of September
Veteran's Day November 11
Thanksgiving Day 4th Thursday of November
Day after Thanksgiving 4th Friday of November
Christmas Day December 25
Floating Holiday (1) See 9.2.2.
Gubernatorial Holiday. Any day declared by the Governor as a special holiday or day of
special observation, or which the majority of Washington State employees are to receive a
day off with pay.
9.2.2. The floating holiday shall be an annual compensatory day off. After eight (8) months
of employment, an employee shall inform the Employer fourteen (14) calendar days prior, of
desire to have floating holiday An employee shall schedule the floating holidays no later than
September 30 of the calendar year If not so scheduled, the Employer may schedule.
9.2.3. If an employee is on a regular scheduled day off on a holiday, he/she shall receive
eight (8) hours of straight time pay in addition to his/her regular salary or upon the employee's
request, compensatory time may be provided in lieu of straight time pay The Employer
maintains discretion to approve the request for compensatory time
9.2.4. An employee who works on a holiday which, is his/her regular scheduled workday,
shall receive time and one-half (1 1/2) for all hours worked that day, or in the alternative,
compensatory time in addition to his/her regular salary The holiday is midnight to midnight
and the employee shall receive time and one half (1 1/2) pay for actual hours worked falling
on the holiday
9.2.5. The Sheriff may, at his/her discretion, direct that a particular employee(s) take the
holiday off. If an employee is given the holiday off, he shall receive his/her regular salary
only
9.2.6. An employee, scheduled to work on a holiday, who takes sick leave for any portion of
the work day falling on the holiday, shall receive straight time pay on an hour for hour basis
to a maximum of eight (8) hours, plus his/her regular salary. Such employee shall then have
the applicable hours debited from his/her sick leave accrual
9.2.7. An employee whose regular scheduled day off falls on a holiday and who is called to
work, shall receive eight (8) hours of straight time pay in addition to his/her regular salary plus
time and one-half (1 1/2) for all hours worked during the holiday
9.2.8. If an employee works on a holiday in excess of his regularly scheduled shift, he shall
receive double time for such excess hours
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9.2.9. For the purpose of computation of pay, an employee working shift work shall be
compensated for the actual calendar holiday as opposed to the courthouse recognized
holiday.
9.2.10. Generally, the Corrections Lieutenant is granted holidays off with no loss of pay,
however, if it is necessary to perform work on a holiday, he/she shall not receive time and one
half (1 5) pay for hours worked on the holiday
9.3. Vacation
9.3.1. All regular full-time employees shall accrue vacation in accordance with the following
schedule Eligible part-time employees shall accrue vacation on a pro-rated basis. Vacation
leave is accrued but may not be taken until after an employee has completed six (6)
consecutive months of employment Actual accrual shall be made on a monthly basis
Month of County Accrual Rate Accrual Rate
Service Hours per Month Hours per Year
1 - 12 8 00 96
13 - 24 9.00 108
25 - 36 950 114
37 - 48 9 50 114
49 - 60 10.00 120
61 - 72 10.00 120
73 - 84 11 50 138
85 - 96 11 50 138
97 - 108 12 00 144
109 - 120 13.00 156
121 - 132 14 00 168
133 - 144 14 00 168
145 - 156 14 50 174
157 - 168 14 50 174
169 - 180 15.00 180
181-240 16 00 192
240-299 17 00 204
300-359 18 00 216
360+ 19 00 228
9.3.1. All regular employees in the bargaining unit 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 consecutive months of employment Actual accrual shall be
made on a monthly basis.
9.3.2. Vacation shall be utilized and charged in units of one (1) hour
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9.3.3. In the event that an employee is required to attend court under the provisions of Article
8 7, COURT TIME, and is on vacation at the time, or the employee is otherwise ordered to
return to work, the employee, in addition to pay in accordance with such Section, shall not be
charged a vacation day for the day during which court attendance occurs Additional vacation
credit may be granted by the Employer upon the showing by the employee of substantial
disruption of the employee's vacation caused by necessity of travel The employee shall be
reimbursed for all out of pocket travel and lodging expenses incurred as a result of the
requirement of attending court An employee shall make a reasonable effort at seeking a
refund, where possible. At the time the employee is informed of the necessity to appear in
court during vacation, the employee shall have the responsibility to inform the Employer of
the potential costs to be incurred by the Employer under this section
9.3.4. An employee desiring to schedule vacation for the ensuing calendar year shall provide
a written vacation request to the Agency not later than December 31st of the current year or
not later than thirty (30) days prior to implementation of the new annual shift schedule,
whichever is later The Employer shall approve, reject, or ask for rescheduling not later than
January 31st of a vacation year or before the time of implementation of the new annual shift
schedule, whichever is later Conflicts of requested time shall be resolved on the basis of
seniority preference within rank Second or subsequent requests shall be responded to by
the Employer within fifteen (15) days of the date of such written second or subsequent
request. Once scheduled and approved, an employee's vacation shall not be changed
without mutual agreement of the Employer and the employee or unless an emergency exists.
The term "emergency" shall not include Employer scheduling errors, trials for non-felonies, or
felony trials where no violation of the 60/90-day rule would result Not more than one (1)
sergeant shall be permitted to be on vacation at the same time Exceptions to these ceilings
may be granted at the sole discretion of the Corrections Chief.
9.3.5. Not later than August 1, employee the em to ee shall have scheduled, during the current
g
calendar year, at least fifty percent (50%) of the employee's annual accrual. As of August
1st, any portion of the employee's annual accrual which is less than fifty percent (50%) shall
be subject to scheduling by the Sheriff or his designee
9.3.6. An employee who separates from County employment shall be paid for a prorated
portion of accrued days 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, 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 or separates within the first six (6) months of employment, no accrued
annual leave shall be payable
9.3.7 In the event a scheduled vacation is canceled pursuant to the provisions of 9 3 4 , or a
vacation request is denied by the Sheriff by reason of operational requirements, and in the
event such cancellation or denial impacts the maximum three hundred twenty (320) hour
accrual, at the discretion of the Employer, the employee shall either be allowed to accrue
above the three hundred twenty (320) hour maximum or will be paid for the excess accrual
above the maximum at the employee's applicable straight time rate of pay In the event that
the Sheriff permits the accrual ceiling to be exceeded, the employee must pull back within the
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three hundred twenty (320) maximum within ninety (90) days of the date of exceeding the
maximum, or the employee will be paid back to the three hundred twenty (320) hour
maximum The Sheriff shall have the discretion to reduce such excess accrual by pay any
time during such ninety (90) day period.
9.3.8. Upon approval of the Sheriff, an employee may opt to be cashed out for all vacation in
excess of one hundred twenty (120) hours accrual Such request must be made in writing to
the Sheriff at least thirty (30) days in advance of the proposed cash out payday, which must
be a regular payday, and if approved, such cash out hours shall be paid at the next payday
pay.
the employee's straight im rate time ate of p y.
9.3.9 If an employee's vacation is interrupted by self or family illness as defined in Article
9.5. upon returning from vacation, an employee may apply to the Corrections Chief for
consideration of changing a portion of such vacation time to sick leave in lieu of vacation time
Actual hours of use of sick leave must fully comply with all requirements of Article 9 5 , and,
in addition, the employee shall be required to document such illness by producing a letter
from a medical doctor verifying the illness or necessity of attendance This provision is
intended to impose a duty for all hours, not just those in excess of three (3) work days as set
forth in Section 9 5 3
9.4. Health and Welfare Insurance
9.4.1. 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 for medical,
dental, and vision coverage set forth in Section 9 4 2
9.4.2. Listed below are the applicable medical, dental, and vision coverage, including optional
add-ons applicable to this bargaining unit
Monthly Rates Effective
January 1, 2020 through
Insurance Coverage December 31, 2022
Medical — Plan A
Life and A D & D $1448 00
Plan B $ 4 40
Time Loss Plan B $ 11.00
Disability Waiver $ 11 40
Dental — Plan A $ 120 50
Vision — Extended $ 17 10
9.4.3. Maintenance of Benefits- The trustees of the Washington Teamsters Welfare Trust
may modify benefits or eligibility of any plan for purpose of cost containment, cost
management, or changes in medical technology and treatment. If premium increases are
necessary to maintain the current benefits or eligibility, or benefits or eligibility as modified by
the trustees, In the event premiums are increased, the Employer's contribution shall at all
times be equal to ninety-five percent (95%) paid by the Employer and five percent (5%) paid
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by the employees based upon the plans outlined in Section 9 4.2, furthermore, such premiums
will be reallocated by agreement of the parties so that the dental and vision insurance are
fully paid through the Employer's contribution. Employees will be responsible for paying their
five percent (5%) coinsurance payment through a payroll deduction
9.4.4. Payments. The Employer will be responsible for paying to Northwest Administrators
its monthly contributions and those withheld from employees' wages on or before the tenth
(10th) day of the month. Upon Union request, copies of all transmittals pertaining to benefits
under this Section shall be posted on the Union bulletin board
9.4.5. 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
9.4.6. Trust Agreement: The Washington Teamsters Welfare Trust Agreement shall be
incorporated herein and deemed part of this Agreement as though fully set forth.
9.4.7 The parties agree that this agreement may be opened to negotiate implementation of
state mandated access to retiree's medical coverage as such requirements apply to the
group
9.5. Retiree's Health & Welfare
9.5.1. Effective January 1, 2020, based on December 2019 hours, and each month thereafter
during the period this Collective Bargaining Agreement is in effect, the Employer agrees to
remit the full premium amount for each represented employee, who received compensation
for eighty (80) hours or more in the previous month for coverage, to the Washington Teamster
Retirees Welfare Trust, c/o Northwest Administrator, Inc.
The Employer agrees to a maximum contribution of one hundred twenty five dollars ($125.00)
toward the full premium amount for each employee per month Any remaining amount above
the one hundred twenty five dollars ($125) contributed by the Employer shall be paid by the
employee via payroll deduction. Such contribution shall remain in effect for the life of this
contract.
Retirees Welfare Trust RWT
-Plus XL Plan Rates
2020 Rate $175.00
2021 Rate TBD
2022 Rate TBD
9.6. Bereavement Leave
9.6.1. 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, parent, spouse's parent, grandparent, sibling or spouse's
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
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9.6.2. An employee shall be allowed to utilize up to three (3) days of accrued sick leave 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, sisters-in-law, as well as any person who is a
non-pecuniary resident of the employee's household
9.6.3. Employees who are permitted to attend the funeral or memorial service of a fellow
agency employee shall be allowed to take four (4) hours sick leave when such services are
held during working hours.
9.6.4. Regular employees may request the right to use additional leave, if necessary, to
exceed this three (3) day period All such additional time shall be charged to accrued
vacation, sick leave, accumulated compensatory time, or to leave without pay as a last resort
9.7 Sick Leave
9.7.1. With each month of completed continuous employment with Employer, sick leave with
pay shall be accrued by each full-time employee at the rate of eight (8) hours There shall be
a maximum accumulation of thirteen hundred twenty (1320) hours 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 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 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 of sick leave Sick leave may be used in half hour increments Accrued
sick leave shall be debited in accordance with actual time of absence due to illness.
9.7.2. An employee may take leave for illness, requiring the employee's attendance, in their
immediate family "Immediate family" shall include only persons related by blood, marriage
or legal adoption in the degree of consanguinity of grandparent, parent (biological, adopted,
de facto, or foster parent, stepparent, 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), wife, husband, brother, sister, child (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), or grandchild, and
any relative living in the employee's household An employee may use accrued sick leave for
maternity or paternity purposes. Any absence for an illness, sickness, disability, or maternity
or paternity shall constitute a debit against accrued sick leave, with actual time absent
constituting the amount of debit, rounded up to the half hour.
9.7.3 An employee who takes more than three (3) consecutive workdays of sick leave for
any one illness for self or for illness in the immediate family may be required by the Sheriff or
his designee to produce a letter from a medical doctor verifying the illness or necessity of
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attendance With repeated absences or use of sick leave employer can request medical
evaluation of the employee at the Employer's cost.
9.7.4. At the time of separation from service for any reason (other than just cause
termination), employees except provisional and probationary, or, in the case of death, the
employee's estate, 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 four hundred eighty (480) 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, 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 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
9.7.5. Family Care Act and Family Medical Leave Act. Eligible employees shall be allowed
to participate in, be subject to, and be entitled to the leave provisions provided by the
Washington State Family Care Act and the Family Medical Leave Act of 1993, and any
subsequent amendments.
9.7.6. Modified Duty Assignments. During periods when an employee is absent as a result
of off or on duty related illness or injury, but the employee's condition is such that it allows for
of at least certain duties, modified and/or "light" duty assignments may be
the performance o g Y g Y
accommodated by the Employer under the following conditions.
a) The modified duty assignment is made available by the Employer,
b) the modified duty assignment is appropriate given the illness or injury of the employee,
c) the modified work schedule is determined by mutual agreement between the Employer
and employee, following approval by the treating physician Such approval shall not be
unreasonably withheld by the Employer;
d) the maximum work week for modified duty shall be forty (40) hours, scheduled at the
discretion of the employer, but not to exceed 10 hours per day. The work week may
be intermittent if determined in the best interest of the Employer and employee,
e) the modified schedule shall allow for necessary medical rehabilitation and treatment
appointments.
9.8. Longevity
9.8.1. For each year of continuous service, beginning with the seventy-third (73rd) month,
with this Employer as measured by the employee's seniority date, the employee shall receive
longevity pay as described below.
After six years $ 36 00 per month
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After seven years $ 42.00 per month
After eight years $ 48 00 per month
After nine years $ 54.00 per month
After ten years $ 60 00 per month
and an additional six dollars ($6 00) per month for each year after ten (10).
9.9. Uniform and Equipment Allowance
9.9.1. The Employer shall maintain a uniform and equipment account to assure each
employee has the necessary uniforms and equipment needed to perform his/her job duties.
An employee, in order to access such uniform and equipment funds, shall present to the
Employer a request for the uniform or equipment which he or she desires to purchase. The
employee shall demonstrate to the Employer the need to replace or purchase any item The
Employer shall, upon approval of the request, pay the creditor direct or allow the employee to
purchase the item and submit the invoice for reimbursement Any funds not used during a
calendar year shall not carry over to the next calendar year.
9.9.2. For the purpose of this Article, "uniforms and equipment" shall include items on the
Agency approved list and the maintenance of any of those items. Additional items may be
added to the list as job demands or conditions warrant Employees may forward written
justification to the Employer for certain items to be added to the Agency approved List
9.9.3 An employee upon termination or separation of service for any reason shall
immediately return to the Employer any uniforms or equipment, except footwear, obtained
from the Employer or purchased from this account
9.9.4. Each employee shall be personally responsible for appropriate cleaning of such
uniforms and equipment, however, the uniform account may be used to pay commercial
cleaning costs for one (1) uniform per week
9.9.5. In cases where the Bureau Chief has denied a request to purchase, a request to place
an item on the Department Approved list, or a request to replace an item under this Section,
the employee may request review of the denial by the Undersheriff If the Undersheriff concurs
with the denial, the employee may submit the request to the Uniform Equipment Fair Wear
and Tear Board The Uniform and Equipment Fair Wear and Tear Board shall be made up
of the following individuals Appointed Administrator or designee and two (2) Corrections
Sergeants picked by the Union This board shall review the request and decide on whether
to accept or deny the request. The decision of the board will be binding and final on both the
Union and the Employer
9.10. Educational Incentive
9.10.1. As an educational incentive, each employee who holds an associate degree shall be
entitled to an additional three percent (3.00%) of his/her base salary each calendar month,
each employee who holds a bachelor's degree shall be entitled to an additional five percent
(5 00%) of his/her base salary each calendar month, and each employee who holds a
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Master's degree shall be entitled to an additional seven percent (7.00%) of his/her base salary
each calendar month.
9.11. Educational Reimbursement
9.11.1. The Employer is desirous of having employees participate in courses and training
opportunities to enhance their skills and enable them to advance to other positions
Accordingly, it shall be the Employer's goal to assist full-time, regular employees in the
furtherance of this policy by offering a tuition reimbursement program for courses or training
at accredited colleges and universities
9.11.2. To qualify for reimbursement, the employee must make application to, and receive
prior approval from, the Sheriff such approval shall be at the sole discretion of the Sheriff
9.11.3. An employee requesting tuition reimbursement must submit a written application
showing.
a) The course curriculum description;
b) dates and times of classes,
c) duration of the course,
d) narrative statement of how the course will benefit the Employer as well as the
employee.
9.11.4. 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.
9.11.5. An employee who receives tuition reimbursement agrees to continue to work for the
Employer for twelve (12) months following the completion of the course; if not, the
reimbursement is pro-rated and the employee authorizes reimbursement to the Employer
from the last paycheck issued An employee who is unable to remain in the Employer's
employment, due to circumstances beyond the employee's control, shall not be required to
reimburse the Employer if the twelve (12) month period is not met.
9.11.6. 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.
9.12. Death Benefit
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9.12.1. Upon the death of any employee the Employer shall pay to the employee's estate or
designated beneficiary an amount equal to one (1) month's pay at the individual employee's
rate of pay, provided, however, such amount shall be no less than three thousand dollars
($3000.00). Such payment shall be made on a separate check and shall not be considered
wages for time worked Beneficiary designation shall be declared on a County approved form.
9.13. VEBA Plan
9.13.1. The parties agree that the employees covered under this collective bargaining
agreement shall have access to a Voluntary Employee Benefit Account The parties agreed
to work together to ensure a VEBA Plan is in effect as soon as practicable.
9.14. Pension
9 14 1 Effective January 1, 2020 the Employer agrees to remit the following amounts (based
upon Employee's payroll deduction) to the Western Conference of Teamsters Pension Trust
on account of each member of the bargaining unit (through Employee payroll deduction) for
each hour for which compensation is paid The hourly contribution rate shall be as follows
Effective January 1, 2020 $0 50 per compensable hour
Effective January 1 2021 $1 00 per compensable hour
Effective January 1, 2022 $1 50 per compensable hour
9.14.2. The total amount due for each calendar month shall be remitted in a lump sum not
later than ten (10) days after the last business day of each month The Employer agrees to
abide by such rules as may be established by the Trustees of said Trust to facilitate the
determination of the hours for which contributions are due, the prompt and orderly collection
of such amounts and the accurate reporting and recording of such hours and such amounts
paid on account of each member of the bargaining unit Compensable hours, as used herein,
shall be determined by the Employer in accordance with the CBA
10. GRIEVANCE PROCEDURE
10.1 Purpose
10.1.1. For purposes of this article, a grievance is defined as a dispute or complaint arising
under and during the term of this Agreement, 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, except as outlined in Section 6 8 of
this agreement
10.1.2. 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
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to respond within the specified time limits, the grievance shall proceed to the next available
step of the grievance procedure
10.2. Processing Steps
10.2.1. Step One: The Union and/or employee shall submit the grievance in writing to the
Undersheriff within fourteen (14) 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 fourteen (14) calendar days thereafter, the Undersheriff shall
submit an answer in writing to the Union and employee
10.2.2. Step Two: Should the Union decide that the reply of the Undersheriff is
unsatisfactory, the Union shall within fourteen (14) calendar days submit the grievance in
writing to the Sheriff
10.2.3. S tep Three: Any grievance, which is not resolved in Step 2, within fourteen (14)
calendar days after it is presented to him or her may then be subject to arbitration.
10.3. Arbitration
10.3.1. 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 or mutually agree to submit the matter to a Public
Employment Relations Commission (PERC) staff arbitrator If unable to reach agreement,
they shall request a list of eleven (11) independent arbitrators from the PERC
10.3.2. 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 power shall be limited
to interpretation or application of the express terms of this Agreement, and all other
matters shall be excluded from arbitration
b) The arbitrator shall rule only on the basis of information presented in the hearing and
shall refuse to receive any information after the hearing except in the presence of both
parties and upon mutual agreement
c) The decision of the arbitrator shall be final, conclusive and binding upon the Employer,
the Union, and the employees involved provided the decision does not involve action
by the Employer, 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
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time mutually agreed upon. Such arguments of the parties, whether oral or written,
shall be confined to and directed at the matters set forth in the written statement of
grievance
e) Each party shall bear the cost of presenting its own case, including attorneys' 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
10.3.3. 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
11. EMPLOYEE COMPENSATION
11.1. Salaries
11.1.1. The Salary Schedule shall be attached to this Agreement as an Appendix.
11.2. Pay day
11.2.1. The pay day for all work performed from the first (1St) of the month through the fifteenth
(15th) of the calendar month shall be paid on the twenty fifth (25th). The payday 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 tenth (10th) or twenty
fifth (25th) falls on a non-work day, i.e. Saturday, Sunday or Courthouse holiday, the payday
shall be the first workday 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.
12. SENIORITY
12.1. Seniority Standing
12.1.1. Each employee shall have seniority standing equal to such employee's continuous
length of service with this employer, as set forth in Appendix A The length of service of an
employee holding the rank of Lieutenant shall count as seniority time within the unit
12.1.2. 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, however, the Employer, at the Employer's sole
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discretion, may grant continuance of seniority in the case of a leave of absence for educational
purposes. An Employer granted leave of absence due to illness and/or disability shall not
result in an adjustment of the employee's seniority date
12.2. Lay Off
12.2.1. In the event of a lay-off of regular employees, such employees shall be laid off in
reverse order of seniority Employees laid-off shall be recalled to work in reverse order of
their lay-off, i e , last laid off, first to be recalled It is understood that those serving in
appointed positions may utilize their seniority to return to positions within the bargaining unit,
and members who may be laid-off shall also have reversion rights under the guild agreement
representing corrections officers
12.2.2. When employees have the same seniority date, ties shall be broken by the level of
placement on the Civil Service hiring list, with the higher list position resulting in the highest
seniority placing.
12.2.3. Should the Employer have to lay off or eliminate a Sergeant position and the
Corrections Lieutenant is junior in seniority to one or more sergeants, then the most junior
Sergeant shall be laid off instead of the Corrections Lieutenant Should the Corrections
Lieutenant position face layoff or elimination, relative seniority among the employees holding
the permanent rank of Corrections Sergeant shall determine subsequent bumping to the
position of Corrections Officer.
12.3. Shift Assignment
12.3.1. When rotating shifts are set by the Employer, the Employer will make a good faith
effort to respect the seniority of Sergeants when making shift assignments This provision is
subject always to the Sheriff's management right and responsibility to protect public safety
and ensure effective and efficient operating needs of the Lewis County Sheriff's Office
12.3.2. When non-rotating shifts are set by the Employer, employees shall bid for preferred
shifts by seniority based upon date of rank within the Corrections Bureau. Shift bidding shall
be conducted separately within each job classification. "Non-rotating" shall mean a period of
time of annual or greater rotation.
12.4. Step Dates
12.4.1. 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)
13. NON-BARGAINING UNIT PERSONNEL
13.1. Limitations
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13.1.1. All available overtime service due to regular employee staffing absence resulting from
sickness, vacation, training or other leave, shall be offered to regular employees prior to
offering the same to any non-bargaining unit employee For the purpose of this article,
"offered" shall mean Employer notifying the overtime scheduling personnel who shall make
reasonable effort to determine availability of regular staff
13.1.2. It is the intention of the Employer and the Union that non-bargaining unit personnel
be used to supplement the work force rather than supplant the work force
14. SEVERABILITY
14.1. Severability
14.1.1. 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.
15. REORGANIZATION TO DEPARTMENT STATUS
15.1. It is understood between the parties' signatory to this Agreement that in the event that a
Department of Corrections is developed and put into place as a county agency through the
actions of the Board of County Commissioners during the term of this Agreement that this
Agreement will prevail in its entirety. The Union and Employer further agree that the Agreement
may be opened at the request of either party to accommodate those "housekeeping" items
which reflect the changes necessitated by Department status
Lewis County Sheriffs Office(Corrections Sergeants)/I'eamsters Union Local#252 31
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16. DURATION OF AGREEMENT
16.1. This Agreement shall be effective as of January 1, 2020and shall remain in full force and
effect to and through the 31st day of December, 2022
Signed this day of .. .0� , 2020
TEAMSTERS LOCAL UNION NO. 252 , BOARD OF COUNTY COMMISSIONERS
LEWIS COUNTY, WASHINGTON
■
Russ alpole, Secre ry Treasurer Gary St mper, hair
Te sters Local Union No 252 OP
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Rob DeRosa, Business Agent Edna J Fund, V c- Chair
Teamsters Local Union No 252
40F7 / L—
Robe C Jackson, Commissioner
Attest: LEWIS COUNTY SHERIFF'S OFFICE
Lewis County, Was ington
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Rieva Lester, Clerk of the Board -ob-rt R Sna a :henff•
�.GOVNTY, I$ ..
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Lewis County Sheriffs Office(Corrections Sergeants)/Teamsters Union Local#252 32
2020-2022 Collective Bargaining Agreement
17. APPENDIX A — SENIORITY DATES
17.1. Seniority Dates. This appendix is intended to set forth and accurately reflect the
employee's respective date of hire for application under this Agreement The seniority listing
is reflective of employees employed at the time the contract was placed in force and is not
intended to be inclusive of all employees employed during the term of the Agreement
Employee Classification Date of Hire Date of Rank
Joyce E. McCoy Corrections Lieutenant 07/22/85 02/01/17 Lt
08/10/98 Sgt
Ronald D Anderson Corrections Sergeant 04/15/97 07/17/05
•
Amber L Wilson Corrections Sergeant 05/03/04 09/15/14
Ricky K Claxton Corrections Sergeant 03/19/01 01/12/15
Curtis L. Lamping Corrections Sergeant 05/27/08 06/13/16
Andrea C Lowe Corrections Sergeant 02/06/12 06/17/16
Ona J. Felker Corrections Sergeant 06/14/04 02/01/17
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18. APPENDIX B — SALARY SCHEDULE
18.1. 2020 Wages
18.1.1. The Salary Schedule listed below becomes effective January 1, 2020.
(Reflects a 2% increase over 2019 wages)
Classification Step I Step II
0-12m 13+m
Corrections Sergeant $ 5437 $ 5683
Corrections Lieutenant $ 6570
18.2. 2021 Wages
18.2.1. The Salary Schedule listed below becomes effective January 1, 2021
(Reflects a 3% increase over 2020 wages)
Classification Step I Step II
0-12m 13+m
Corrections Sergeant $ 5600 $ 5854
Corrections Lieutenant $ 6767
18.3 2022 Wages
18.3.1 The Salary Schedule listed below becomes effective January 1, 2022
(Reflects a 3% increase over 2021 wages)
Classification Step I Step II
0-12m 13+m
Corrections Sergeant $ 5768 $ 6030
Corrections Lieutenant $ 6970
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2020-2022 Collective Bargaining Agreement
18.4. Step Advancement Qualifiers
18.4.1. Upon twelve (12) months consecutive service with the Employer in a designated
classification, a Step I employee shall be placed on Step II.
18.5. Computation of Hourly Rates of Pay
18.5.1. The employee's individual hourly rate of pay, for application under this agreement,
shall be computed by multiplying the monthly base salary by twelve (12) and dividing the total
by two thousand eighty (2080) hours. For application under this agreement the monthly base
salary shall include shift differential, longevity and education incentive earned each pay
period. Other forms of compensation such as call time, court time, working out of
classification and uniform and equipment allowance are not included in the calculation of
monthly base salary.
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BOCC AGENDA ITEM SUMMARY
Resolution: BOCC Meeting Date: Jan 27, 2020
Suggested Wording for Agenda Item: Agenda Type: Deliberation
Resolution to Approve a Collective Bargaining Agreement Between Lewis County & Teamsters 252
Representing the Sheriff's Office Corrections Sergeants 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 the Sheriff's Office Corrections Sergeants 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,
Wes Rethwill