HomeMy WebLinkAboutTEAMSTERS LOCAL 589, 2006-2008
LETTER OF UNDERSTANDING
This letter of understanding is agreed to pursuant to Article 26.2 of the Labor Agreement
by and between the City ofBremerton and the General Teamster's Local 589.
Article 36, Section 36.4 is hereby amended as indicated by; strike-thrus and underlines as
follows:
into
TEAMSTER'S LOCAL 589
.KE~~
Secretary/Treasurer
LETTER OF UNDERSTANDING
This letter of understanding is agreed to pursuant to Article 26.2 of the Labor Agreement
by and between the City ofBremerton and the General Teamster's Local 589.
Article 36, Section 36.1 is hereby amended as indicated by strike-thrus and underlines as
follows:
1. In the event two (2) employees in the same classification have the same seniority
date, seniority will be determined by going back to the original hiring register
from which they were hired, and the employee with the highest overall score shall
be considered to have the higher seniority.
The remaining provisions of this Agreement shall remain in full force and effect.
Dated this/.6" th day of October, 2008.
FOR THE CITY OF BREMERTON
FOR THE TEAMSTER'S-LOCAL 589
~4~
CAROL S. CONLEY
Human Resources Manager
k~
Secretary/Treasurer
ORDINANCE NO. 5003
AN ORDINANCE of the City Council of the City of
Bremerton, Washington, amending Section 2.09.020 of the
Bremerton Municipal and Chapter 2.30 of the Bremerton
Municipal Code relating to City employees covered under the
City's Civil Service system.
WHEREAS, Teamster employees not employed by the Police Department and the
Fire Department are currently covered under the City's Civil Service system; and
WHEREAS, Section 31 of the City's Charter authorizes the City Council to
exempt certain employees from Civil Service coverage; and
WHEREAS, the City Council desires to exercise its right to remove and exempt
from coverage in the City's Civil Service system all City of Bremerton employees currently
covered by civil service except those full time paid employees, including Teamster employees,
employed by the Police Department and the Fire Department; NOW THEREFORE,
THE CITY COUNCIL OF THE CITY OF BREMERTON, WASHINGTON,
DOES HEREBY ORDAIN AS FOLLOWS:
SECTION 1. All employees of the City of Bremerton currently covered by civil
service, except those full time paid employees, including Teamster employees, employed by the
Police Department and the Fire Department, are hereby removed and exempt from coverage in
the City's Civil Service system as authorized by Section 31 of the City Charter.
SECTION 1. Section 2.09.020 of the Bremerton Municipal Code entitled
"Director of Financial Services and Division Managers - Positions Created and Appointment" is
hereby amended to read as follows:
2.09.020 DIRECTOR OF FINANCIAL SERVICES AND DIVISION
MANAGERS - POSITIONS CREATED AND APPOINTMENT.
(a) Department Director - Appointment. There is hereby created the position of
Director of Financial Services who shall be in charge of the Department of Financial Services
and all divisions established thereunder. The Director of Financial Services shall have complete
charge of all of the work of the Department and shall be responsible for hiring and supervising
employees of the Department. The Director of Financial Services shall be appointed by the
Mayor, subject to confirmation by the City Council, on the basis of professional experience,
education and demonstrated knowledge of accepted practices relating to the duties of the
department. All appointees to the position of Director of Financial Services are terminable at will
by the Mayor as set forth in Chapter 2.05 BMC.
(b) Division Managers - Appointment. There are hereby created the positions of
Finance Officer, Human Resources Manager, City Clerk, Risk Manager, and Public Access
Manager as managers for their respective divisions. The managers (hereinafter "managers" or
1
Civil Service
"division managers") shall manage the operations of their respective divisions and shall report
directly to the Director of Financial Services. The division managers shall be appointed by and
shall serve at the pleasure of the Director of Financial Services, subject to the approval of the
Mayor, on the basis of professional experience, education and demonstrated knowledge of
accepted practices relating to the duties of the division. All appointees to the division manager
positions shall serve as "at will" employees subject to termination by the Director of Financial
Services without cause at any time with no notice or hearing unless otherwise provided pursuant
to an applicable ehril oorviee rule or regulation, the City Charter, ordinance, or terms and
conditions as approved by the City Council.
SECTION 3. Chapter 2.30 of the Bremerton Municipal Code entitled "Office of
Civil Service" is hereby amended to read as follows:
Chapter 2.30
OFFICE OF CIVIL SERVICE
2.30.010 CIVIL SERVICE COMMISSION.
There is created in Article VI. (Sections 28 through 31) of the City Charter the City of
Bremerton Civil Service system. The creation of the Civil Service Commission is set forth in
Section 28 and its rules and powers are set forth in Section 29 of the Charter.
2.30.020 EMPLOYEES INCLUDED IN CIVIL SERVICE.
All full time oaid emoloyees of the Police Department and the Fire Department are
included in and covered by the City's Civil Service system. As authorized pursuant to Section 31
of the City Charter. all other employees of the City are exempt from the City's Civil Service
system.
2.30.MOO30 DEPt-.RTMENT POSITION CREATED.
There is created.1 in Section 30 of the City Charter the position of the Office of Chi I
Serviee administered by the Civil Service Officer, who shall be a civil service eHlflleyee.
2.30.~40 DUTIES OF THE CML SERVICE OFFICER.
The department Civil Service Officer shall be responsible for the following functions:
(a) Design and conduct employee selection procedures for the Civil Service
Commission.
(b)
(c)
employees.
(d) Provide for civil service employee classification as required by the work force
needs of the City.
(e) Coordinate hearings of appeals and other requests for relief made to the Civil
Service Commission.
(f) Conduct such investigations or perform such other duties as may be directed by
the Civil Service Commission for the efficient administration of the civil service system.
(g) Perform non-civil service duties as assigned.
Maintain civil service records.
Administer the City's Equal Employment Oppertunity Plan for civil service
2
Civil Service
..
SECTION 4. Severability. If anyone or more sections, subsections, or
sentences of this ordinance are held to be unconstitutional or invalid, such decision shall not
affect the validity of the remaining portion of this ordinance and the same shall remain in full
force and effect.
SECTION 5. Efftctive Date. This ordinance shall take effect and be in force ten
(10) days from and after its passage, approval and publication as provided by law.
PASSED by the City Council the ...3A cL
day of 6(1' J'-.A-I U A )
.,(L2'
WILL MAUP
, 2007
resident
Approved this ~ day of
ATTEST: APPROVED AS TO FORM:
~d~)
CAROL E GEN, City, lerk
GER A. LUBOVICH, City A 0 ey
PUBLISHED the f7:A) day of
EFFECTIVE the / R...Idt ) day of
ORDINANCE NO. sntl3
~~j
,2007
, 2007
R:\Legal\Legal\Ordinances\Civil Service\ Teamsters.doc
3
Civil Service
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
ARTICLE 22-GRIEVANCE PROCEDURE
22.1.1 Grievance - A grievance is an alleged contract violation, question, or challenge
raised by a bargaining unit employee or the Union as to the correct interpretation or
application of this Agreement by the City. Such allegation, question, or challenge is
to be resolved through this Grievance Procedure.
22.1.2 Disciplinary Appeals - Bargaining unit employees who have been suspended,
demoted or terminated may appeal their discipline either through the grievance
procedure or to the Appeals Board (Civil Service Commission), but not both.
ARTICLE 34 - DISCIPLINE
34.1 Prior to the imposition of any discipline or discharge of a regular employee, the
Department will coordinate the action contemplated with the Human Resources
Manager and City Attorney's office to ensure that the proper procedures are
followed.
34.2 TYPES OF DISCIPLINE - Discipline shall be imposed for just cause.
34.3.1 The Department Director or Division Manager (except for termination of
employment which can only be imposed by the Department Director) may
administer the following types of discipline provided, however, the following list
shall not be construed to set forth any necessary sequence of progressive discipline
and does not limit alternative methods/forms of discipline:
34.3.2 Written reprimand.
34.3.3 Suspension without pay not to exceed thirty (30) days.
34.3.4 An alternative for suspension without pay may be a:
a. Reduction in Step for a specified period of time, not to exceed an
amount equivalent to five (5) days suspension.
b. Reduction of accrued vacation leave by a specific number of hours,
not to exceed five (5) days suspension.
34.3.4 Demotion.
a. Demotion of a regular employee to a lower position for just cause
may be made by the Department Director or Division Manager. If it
is proposed that the employee be transferred to another department,
the receiving Department Director must give approval.
b. A regular employee so demoted shall lose all rights to a position in
the higher class, and shall not, in the event of a layoff or reduction,
be placed on a layoff reinstatement register for the higher class.
34.3.5 Termination.
Page 1 of9
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
34.4 PRE-DISCIPLINARY HEARING
34.4.1 Priorto imposition of any discipline, a pre-disciplinary hearing shall be held
within five (5) working days from the date the employee was advised of the
proposed discipline to be taken... The regular employee shall be given an
opportunity to respond to the charges, orally and/or in writing, as to why
the department's proposed action should not be taken, and the date and
time of the pre-disciplinary hearing.
34.4.2 The Department Director/Division Manager (as applicable) shall conduct
the hearing. The employee may have legal counsel, union representative,
and/or witnesses present at the pre-disciplinary hearing. The employee
does not have the right to confront or cross examine witnesses of the City;
however, he/she may ask questions at the discretion of the Department
Head.
34.4.3 The Department Director/Division Manager shall present an explanation
of the evidence at the pre-disciplinary hearing, which shall be sufficient to
apprise the employee of the basis for the proposed action.
34.4.4 Within five (5) working days of the hearing, the Department
Director/Division Manager shall advise the employee, in writing, of the
outcome of the pre-disciplinary hearing, and the discipline to be imposed.
34.5 DISCIPLINARY APPEALS
34.5.1 Employees who have been demoted or whose employment has been
suspended or terminated may appeal either through the grievance procedure
or to the Appeals Board (Civil Service Commission), but not both.
34.5.2 If an employee elects to use the grievance procedure for his/her appeal, it
will begin at Step 3 of the grievance procedure.
34.5.3 An employee who is issued a Written Reprimand shall be given the
opportunity to have a letter of rebuttal attached to the charging document in
response to the discipline taken; however, such letter shall be filed with
Human Resources within fourteen (14) calendar days of issuance of the
discipline, and such letter shall not be used or relied upon by either party in
any later disciplinary hearings.
ARTICLE 35 - SENIORITY
Seniority shall be determined based upon years of continuous service within the
bargaining unit. However, all seniority shall be lost after 12 months in layoff status, or
upon leaving the bargaining unit for any other reason (e.g. resignation, termination or
acceptance of a non-bargaining unit position). If a City employee is laid off and hired
Page 2 of9
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
back into a bargaining unit position within twelve (12) calendar months of layoff, then
that employee shall have all previously earned bargaining unit seniority restored.
ARTICLE 36 - LAYOFFS/RECALLS
36.1 Should the City decide to reduce the work force, layoffs (Reductions in Force
{RIF}) shall be made as follows:
A. By Classification and by Division.
B. By Seniority: The City will provide at least thirty (30) days notice to the
affected employees. The affected employees shall be the least senior
employees within the division. Any temporary/probationary employee
will be laid off prior to any regular employee being laid off.
36.2 Layoff Procedure. Employees who received R.LF. notices and were not placed
in positions pursuant to this Collective Bargaining Agreement shall receive notice of
layofftwenty (20) working days prior to the effective date of the layoff.
A. All temporary and probationary employees in the layoff unit shall be laid
off first.
36.3 BUMPING OPTIONS OF EMPLOYEES AFFECTED BY REDUCTION IN
FORCE (RIF) - Employees receiving R.LF. notices shall be offered these options
which may be available within the bargaining unit, and will be given reasonable
time to consider these options:
A. A transfer to a vacant position within the same city-wide classification
(e.g. Office Assistant Senior) and with no reduction in pay.
B. The right to bump the least senior occupant in a classification in the same
pay range in the department, whether or not the employee holds previous
status, provided he/she meets the minimum qualifications, has greater
seniority, and can perform the full range of duties of the position with a
brief orientation or familiarization period (up to 45 calendar days).
C. The right to bump the least senior occupant in a lower classification in the
bargaining unit or division, whether or not the employee holds previous
status, provided he/she meets the minimum qualifications and has greater
seniority.
1. Bumping permitted by paragraphs B and C above to positions not
previously held shall be made without examination, but a six (6)
month probationary period shall be mandatory. Such probationary
period shall only be based upon ability to perform the essential
functions and duties of the position. If employee is not able to perform
Page 3 of9
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
the essential functions and duties of the position, then they will be laid
off and placed on the lay-off register. Bumping to positions previously
held shall be allowed without examination or a probationary period.
D. The right to bump the least senior occupant in a lower classification in a
division that the employee had previously transferred or promoted out of.
1. Seniority for the purposes of this provision shall be that seniority credit
the employee had at the time he or she transferred out of the position. The
right to bump into a lower classification shall terminate two (2) years after
the transfer out of the bargaining unit.
36.4 In addition, an employee receiving a R.LF. notice may apply for any currently
available promotional opportunities, subject to meeting the minimum requirements for
any position for which they are applying.
36.5 Placement of Laid - off Employees on Layoff Register. The names of regular
employees who have been laid off shall be placed on a layoff register rated by
seniority (the most senior by classification or division).
36.5.1 Layoff registers shall be maintained by the Human Resources Department
in coordination with the Union
36.5.2 An employee's name shall remain on the register for eighteen (18) months
from the date of layoff.
36.5.3 An employee who has bumped to a lower position shall be reinstated to
his/her former position, provided a vacancy occurs within the eighteen
(18) month period.
36.5.4 An employee's name shall be removed for any of the following reasons:
A. Inability to contact the employee by certified mail at the
employee's last known address.
B. Rejection by the employee of an offer to return to a vacancy in the
job classification or division held previous to layoff.
C. A written statement by the employee that he/she has no further
interest in returning to City of Bremerton employment.
36.6 Recall From Layoff.
36.6.1 Upon notification by the Human Resources Department that a vacancy
exists, the affected department director shall contact the most senior
candidate from the appropriate layoff register and offer himlher the
Page 4 of9
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
position. If the most senior candidate rejects the position, then the next
senior candidate shall be offered the position, and so on. The City shall
notify the Union of any recalled employee.
36.6.2 In the event the appropriate register is exhausted, an employee on another
layoff register shall be recalled to a classification vacancy, provided that
either the employee meets the minimum qualifications or the special
qualifications, training, or skill required for the position can be obtained
through a short orientation or familiarization period of up to forty-five
(45) calendar days, and provided the employee makes written application
for the vacancy. In no event shall any employee be recalled into a
classification higher than that from which he/she was laid off. Such
employee shall be subject to a probationary period in the new position
subject to section 37.6.1.
36.6.2.1 The Human Resources Department shall exhaust the appropriate
layoff register before opening the position to new hires.
36.6.2.2 An employee recalled will be required to pass a physical exam, if
required for the position, in order to determine if he/she is
physically able to perform the essential functions and
responsibilities of the position.
36.7 Reinstatement. An employee who is laid off may be reinstated to a vacancy
within eighteen (18) months of layoff without competition. Such employees shall
be credited with:
A. Seniority and step increase dates adjusted for the time laid off shall be
subject to section 36.8 C;
B. The previous rate of sick leave and vacation accrual based on years of
service as of the time of layoff;
C. Reinstatement of previous sick leave accrual balances.
D. Regular status only if reinstatement is to the same division from which
layoff occurred and if regular status had been previously attained;
E. Benefits in accordance with any restrictions or waiting period imposed by
plan documents. (Medical/Dental/Life).
36.7.1 Any employee who is reinstated from a layoff register to a
classification or division not previously held shall be:
1. Required to serve a three (3) month probationary period. A
reinstated employee who fails to complete the probationary
Page 5 of9
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
period shall be returned to the layoff register for the remainder
of the eighteen (18) month period established by the date of
the original layoff;
2. Given new seniority and increment dates for pay purposes (i.e.
longevity, annual step increases);
3. Given the previous sick leave accrual balances.
4. Given benefits in accordance with any restrictions or waiting
period imposed by the plan documents. (Medical/Dental/Life).
36.8 Recall Notification.
A. Laid-off employees shall be carried by the City on a lay-off register for a
period of eighteen (18) months, and shall be notified of any openings for
which they are eligible. Eligible, for purposes of this Article, shall mean
that the employee has previously held regular status in the classification and
has not been demoted from the classification. No vacancies shall be posted,
advertised or filled while there is an eligible employee on the lay-off list.
An employee on the lay-off list may refuse to return to a lesser position than
that from which they were laid-off without loss of all recall rights. An
employee may not refuse to return to the classification from which they
were laid off without loss of all recall rights.
B. A recalled employee shall return on the date and time set by the City, which
in no event shall be sooner than two (2) weeks from the time the employee
was mailed a notice or recall to the last known address of the employee,
unless by mutual consent to an earlier starting date. No temporary
employees shall be hired to do bargaining unit work by the department
while any regular employees are in lay-off status.
c. Employees rehired from the lay-off list shall not suffer any loss of seniority
or benefits as a result of lay-off, but shall not accrue seniority, wages, or
benefits during lay-off.
D. The lay-off or recall from lay-off procedures set forth above will be
administered in a manner that does not unfairly discriminate against any
individual employee.
ARTICLE 37 - PROMOTION
37.1 Should a position vacancy occur, as determined by the City, the City shall be
required to consider, but not necessarily select, candidates for promotion from
within the bargaining unit before selecting employees from outside the
bargaining unit. In any event, the City may select the applicant who, in the
Page 6 of9
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
City's opinion, is the best qualified for any position opening in the bargaining
unit, from any source whatsoever. Vacancies will be posted internally for no less
than five (5) working days.
A. A bargaining unit employee who is promoted shall be placed at the
closest step in the new range that provides at least a five percent (5%)
increase in salary and does not exceed the maximum of the pay range.
B. The promotional probationary period shall be six (6) months.
37.2 The promotional probationary employee who fails to successfully complete
probation shall be demoted to the lower position from which he/she was
promoted. Such determination shall be made at the sole discretion of the City and
the reasons shall not necessarily constitute just cause.
ARTICLE 38 - EMPLOYMENT INFORMATION & GUIDELINES
38.1 General Guidelines for Employment
38.1.1 Non-discrimination - The City shall not discriminate against any City
employee or any applicant for employment on the basis of race, religion,
color, national origin, gender, age, sexual orientation or disability
38.1.2 Basis of Employment - All employment with the City shall be based on
merit, knowledge, skill, ability qualification and moral fitness as
evidenced by:
A. Education, training and experience as reflected by the application form
resume' and other documentation of certification, registration, etc.
B. Written and/or performance tests (when applicable).
C. After a conditional offer of employment is made, pre-employment
physical and drug testing (if applicable to the position) shall be
required to determine whether the individual can effectively perform
the essential functions and responsibilities of the position for which
they are being considered with or without reasonable accommodation.
Such physical examination shall be performed by a city-designated
physician and laboratory and paid for by the City.
D. Background investigation including criminal history, credential/degree
verification and reference checks as allowed by law.
Page 7 of9
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
38.2 Nepotism
38.2.1 It is the City's policy that immediate family members of City employees
will not be hired if:
A. One member would have the authority or be in a position to supervise,
hire, remove or discipline the other; or
B. One member would be responsible for auditing or evaluating the work
of the other; or
C. Other circumstances exist which would place the relatives in a
situation of actual or reasonably foreseeable conflict between the
City's interest and their own.
38.2.2 The City conducts open and competitive hiring processes. Preference will
not be given to candidates who are immediate family members.
38.2.3 Immediate family for purposes of this Article shall be defined as:
Spouse, child, brother, sister, parents, grandparents, step relations, in-laws,
dependents and anyone residing in the employee's household.
38.2.4 Relationship Occurring During Employment - When a relationship, as
defined under immediate family in this Article occurs during employment,
the two (2) affected employees may remain in their current positions
provided they are not in conflict with the restrictions identified in this
Article. If a conflict is created by the relationship, the City will attempt to
arrange a transfer or change in position. If a suitable transfer/change in
position is not available, one of the employees will be separated from City
service. Every attempt will be made to effect transfer or separation on the
basis of agreement between the employees involved and the City. If a
mutual agreement is unattainable, the Mayor will determine, in the City's
best interest, the employee to be transferred or separated.
38.3 Vacancy Announcements - The City shall post announcement notices of position
vacancies in the local newspaper, on City internal and external web sites, in all
City departments and an electronic copy to the Union within five (5) working
days from the date the position is posted on the City's web sites
38.4 Examinations or Testing - Appointments shall be made according to skill,
ability, qualification, merit and fitness, which shall be ascertained by
examinations conducted under the guidance of the Human Resources division.
38.4.1 Examinations may be assembled or non-assembled, and may include
written, oral, physical tests, performance tests, interviews, ratings,
Page 8 of9
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
training, experience, computer-based examinations, criteria rating forms,
or any combination of these.
38.5 Promotions
38.5.1 The City shall make a reasonable effort to offer promotional opportunities
to current employees when possible.
38.5.2 Promotional po stings shall be placed on the City's internal web site and
copies sent to all departments for posting on the Union bulletin boards, to
the Union and shop stewards.
38.5.3 Current bargaining unit employees who successfully complete the
examination/testing process for promotion will have seven and one-half
percent (7.5%) of their PASSING score added to their final score.
38.5.4 Human Resources will develop a policy for rating candidates for
promotional opportunities.
38.5.4 If the Department Director in the department where a vacancy exists
proposes to fill such position through the promotional process, he/she shall
have the sole discretion to determine whether or not to consider transfer
requests fro the position from other bargaining unit employees in the same
classification as the position vacancy. Such decision will be included in
the promotional announcement.
ARTICLE 39 - UNION BULLETIN BOARDS
39.1 With the elimination of Civil Service for bargaining unit employees, the
former Civil Service Bulletin Boards shall be designated as Union bulletin
boards.
39.2 Union Bulletin Boards shall be used exclusively to post Union notices of
meetings, social events, job po stings and other related union business. It
shall be the responsibility of the shop stewards to monitor the bulletin
boards to ensure they are being utilized for those purposes only.
ARTICLE 40 - OTHER ISSUES RELATING TO CONVERSION
FROM CIVIL SERVICE
The City and the Union agree that any issue that arises in relation to the conversion from
Civil Service until a successor contract is ratified by both parties shall be addressed in
Joint Labor Management Committee meetings.
Page 9 of9
Nature
Page 1 of 1
Cherie Henry
From: Carol Conley
Sent: Friday, October 12,200711:41 AM
To: Allison Daniels; Alyce Fierro; Andrew Oakley; Angela Woods; Ann Finnegan; Anthony Nelson;
Arthur McCarty; Barbara Forbes; Barry Mitchell; Becky Hoffman; BJ Bach; Bonnie Groneman;
Bonnie Krause; Bonnie Mcintosh; Brad Ginn; Brian Spilman; Brian Thompson; Caroline Bushey;
Cathy Mattson; Chad Hantelman; Chance Berthiaume; Charles Ernst; Cherie Henry; Chris Mottner;
Christine Kuykendall; Clinton Ratliff; Colen Corey; Corinne Kuhns; Curtis Hogenson; Cynthia
Engelgau; Dan Heistand; Dan Lowe; Daniel Adams; Darrell Clauson; Darrell Zinter; Dave Boynton;
Dave Carter; Dave Sorensen; David Buffington; Dawn Nelson; Debbie Williams; Deborah
Silberstein; Dennis Hughes; Derek Skanes; Don Hock; Donna Goodwin; Earl Varner; Eduardo
Aban; Elena Rinonos; Elise Berg; Felicia Brown; Frank Harer; Gemma Frary; Geoff Shafer;
Geoffrey Wentlandt; Greg Cryder, Gunnar Fridriksson; Harry Repine; Heather Souza; Holly
Peterson; Ian Coen; Jacquelyn Horton; James Dean; Jane Rebelowski; Janet Lunceford; Janet
Martelle; Jay Beahm; Jay Watson; Jeanette Wischhoefer; Jeff Collins; Jeff Ingham; Jeremy Logan;
Joe Keller; Joe _Stansbery; John Bykonen; John Fleming; Joyce Brown; Judi~ Carlson; Karen
Fountain; Kari Bradley; Karla King; Karla Pijaszek; Kathryn Kelleigh; Kelsie Donleycott; Ken
Donleycott; Kevin Golnik; Kevin Matthew; Kris Fite; Large Conference Room; Larry Craze; Larry
Hill; Larry Matel; Larry Mixer; Larry Reed; Larry Willman; Lena D'Agostino; Lisa Campbell; Lisa
Garland; Lonnie Dehart; Lynn Fowler, Lynn HOrlsh; Marie Hansen; Mark Amundson; Mark
Klinefelter; Martin Garland; Maryellen Babbitt; Matt Donleycott; Matt Smalley; Matt Thuring;
Matthew Musselwhite; Matthew Strombach; McKee Mosher; Michael Bishop; Michael Westby; Mike
Mcintyre; Mike Wright; Montee Geister; Nancy Jenkins; Nicole Ward; OngHong Smith; Pam
Ransier; Pat Jacobsen; Patricia Pod; Patrick Conroy; Patty Shinkaruk; Paul Wandling; Peter Voight;
Rena Brown; Rick Zimburean; Rob Ader; Robb Short; Robert Bremea; Robert Elsen; Robert
Tomlinson; Robert Zurbrugg; Rodney Rodenhurst; Rodney Turner; Ron Klemm; Scott Corey; Scott
Evans; Scott Moran; Sharon Holguin; Shaun Tassano; Sheree Jankowski; Steve Murphy; Steve
Mutek; Steve Reed; Ted Danielson; Teddy Lyon; Terrie Kirchner; Terry Grocott; Terry Murphy;
Timothy Hughes; Tina Coats; tom Baker; Tony Moore; Ty Thorsen; Valarie Wolf; Valerie Koehler;
Vicki Fleming; Victor Messing; William Davis; William Rieger
Cc: 'Ken Troup'
Subject: Seniority Article - Corrected version with 18 months
ALL: The Seniority article included in the changes to the Collective Bargaining
Agreement that I sent you yesterday, still had the seniority rights expiring at one year
instead of the agreed upon 18 months. Below is the corrected language that was agreed
to by the City and Teamsters negotiating team and which now coincides with Article 36 -
Layoffs/ Recalls:
ARTICLE 35 - SENIORITY
Seniority shall be determined based upon years of continuous service within the bargaining unit.
However, all seniority shall be lost after 18 months in layoff status, or upon leaving the bargaining
unit for any other reason (e.g. resignation, termination or acceptance of a non-bargaining unit
position). If a City employee is laid off and hired back into a bargaining unit position within 18nmonths of layoff, then that employee shall have all previously earned bargaining unit seniority
restored.
Carol
12/12/2007
DA TE SUBMITTED: March 20, 2007
BILL #
07-D7fo
AGENDA BILL
CITY OF BREMERTON
CITY COUNCIL
........................................................................................
NO. 5003 '
SUBJECT: Ordinance amending Section
2.09.020 of the BMC and Chapter 2.30 of the
BMC relating to City employees covered
under the City's Civil Service System.
Committee Meeting Date:
COUNCIL MEETING Date:
Department:
Presenter:
Phone:
March 28, 2007 qe:f.3~iJ...a07
Aflril4, 2007 ~'l /lh ;?t91:7
Financial Services
Carol Conley, HR
473-5347
SUMMARY: This Ordinance under Chapter 2.30 of the Bremerton Municipal Code removes and
exempts from coverage in the Civil Service System all City of Bremerton employees currently
covered by Civil Service except those full time paid employees, including Teamsters employees,
employed by the Police Department and the Fire Department; clarifies duties of the Civil Service
Officer; and amends Section 2.09.020 Director of Financial Services and Division Managers -
Positions created and appointment, to delete the reference to Civil Service.
ATTACHMENTS: Ordinance No. 5003 and explanatory memos.
FISCAL IMP ACTS (Include Budgeted Amount): None
APPROVALS:
DEPARTMENT DIRECTOR:
CITY ATTORNEY:
FINANCE DIRECTOR:
MA YOR:
~n>td (7. . )f,brrt: iLL ~i
C NSENT AGENDA
GENERAL BUSINESS
PUBLIC HEARING 0
RECOMMENDED MOTION: Move to approve Ordinance No. 5003, which amends Chapter 2.30
and Section 2.09.020 of the Bremerton Municipal Code and autliorize the Mayor to finalize and
execute an amended contract with Teamsters Local 589 with substantially the same terms and
conditions as presented.
COMMITTEE CHAIR
COUNCIL PRESIDENT:
//
COUNCIL ACTION: IJ6 Approve 0 Deny D Table
o Continue 0 No Action
Memo
To: City Council
Mayor Cary Bozeman
From: Carol S. Conley, Manag
Date: March 7, 2007
Re: Removing Teamsters employees from Civil Service Coverage
/
OVERVIEW:
In 2005, the City Charter was amended. One of the amendments changed
the authority over who determined which employees retain Civil Service
protection. Previously, this was determined by the Civil Service Commission,
however, it is now included within the powers of the City Council.
Under State law, members of the Police Department and the Fire
Department are required to have Civil Service Coverage, including those
with collective bargaining agreements (CBA).
Bremerton is only one of five (5) other jurisdictions in the State that provide
Civil Service (CS) protection to general non-exempt employees, in
Bremerton's case it is the Teamsters bargaining unit. The other five
jurisdictions are:
. Yakima
· Spokane
· Bellingham
· Everett
. Tacoma
Before collective bargaining agreements, Civil Service was put into place to:
. Prevent favoritism;
. Cronyism; and
· Ensure a fair and impartial process existed for hiring, promotions and
retention of employees.
With the advent of collective bargaining and Public Employee Relations
Commission, the majority of general employees in the public sector had
these protections placed into their collective bargaining agreements. The
City has tried several times during the collective bargaining process, to
integrate the Civil Service provisions into the actual Agreement with little
success.
The biggest stumbling blocks for the Teamsters have been:
· Their fear that the Civil Service protection would be eroded during the
bargaining process over time; and
· That any disciplinary appeals would need to go through the grievance
procedure and arbitration, thereby creating additional expenses for
the union and employees, instead of the Civil Service Appeal process.
It is the City's desire to eliminate Civil Service coverage for Teamsters
employees, but to incorporate similar provisions relating to disciplinary
appeals in the Collective Bargaining Agreement.
THE CURRENT CIVIL SERVICE SYSTEM:
· Is Outdated;
· Hinders establishing a more modernized hiring process;
· Severely restricts timely hiring of qualified candidates;
· Does not permit the involvement of those in the hiring department who are
most knowledgeable of the position requirements and how an individual
applicant would fit into the current departmental organization until after
applicants are placed on the Eligible register;
· Causes us to lose good candidates for positions because other employers
were able to work more quickly in hiring.
WHAT IS NEEDED:
A high-performance government that is more responsive to public needs, its
employees and management will happen by:
· Reforming the cumbersome Civil Service job classification system to reduce
complexity, and to improve efficiency, job mobility and career
advancement;
. Page 2
· Implementing modern, flexible human resource management tools to assist
departments in providing more effective and cost-efficient services to meet
citizen and business needs.
For managers, reforming this system means:
· More flexibility and speed in recruiting, hiring and promoting employees;
· Ability to change the work that is done to match changing business and
service needs; and
· Relief from the bureaucracy of the current Civil Service system.
CS APPEAL PROCESS VS. GRIEVANCE PROCEDURE:
One of the Teamsters main concerns has been using the CS Appeal process
for disciplinary appeals instead of through the grievance arbitration process
for monetary reasons as follows:
· CS appeals do not cost either the union or the employee anything,
unless they involve their own legal counsel.
· An arbitrator costs anywhere from $500 to $800 per day, and the City
and the Teamsters incur legal expenses preparing for and in
participating in the process.
It is the City's intent and the proposal of the Human Resources Division to
address these concerns through impact bargaining. Under this proposal, the
Teamsters would not be part of Civil Service but the Civil Service Commission
would be acting as an appellant board for such appeals. The current Civil
Service hiring provisions would not be rolled into the CBA.
Some of the other Civil Service Code Rules that the Teamsters would also
have issues on may be as follows:
· RETREAT RIGHTS OF CERTAIN EXEMPT EMPLOYEES (This only applies to
several employees who were formerly covered by Civil Service and
accepted Management/Professional positions. It gives them the
right to revert back to their previous Civil Service position should their
management/professional position be eliminated, and under the
lay-off provisions, allows them to displace a probationary employee
or an employee with less seniority).
· HIRING PROCESS
· ELIGIBLE REGISTERS
· DISCIPLINE
· BUMPING RIGHTS DUE TO REDUCTIONS IN FORCE (Layoffs)
. Page 3
All of the above matters and any others of concern to the Teamsters will be
addressed during impact bargaining for their inclusion in the Teamsters Labor
Agreement.
Staff recommends that the Council support the elimination of Civil SeNice
coverage for members of the Teamsters' bargaining unit except those
employed in the Police or Fire Department for the reasons as outlined in this
memo.
. Page 4
Memo
To: City Council
From: Carol S. Conley, Human Resources Manager
CC: Laura Lyon, Director of Financial Services
Ken Bagwell, Assistant City Attorney
Date: October 2, 2007
Re: Results of Teamsters vote to remove Civil Service protection for
bargaining unit members
If you will recall, around the beginning of 2007, we began impact bargaining with
the Teamsters on the City's proposal to remove Civil Service protection for their
membership. After months of negotiations, we were successful in mutually agreeing
to amend the current Teamsters collective bargaining agreement by incorporating
some former Civil Service provisions and other items of concern into the Agreement.
After several meetings with their membership and further refinement of the proposed
changes to the Agreement, they did a mail out ballot to their membership on or
about September 17th. On Monday, October 1, 2007, we were advised by
Teamsters Business Representative, Ken Troup, of the results from ballots sent to their
membership regarding removing Civil Service protection for bargaining unit
members. Of the 51 votes cast. the final ballot tabulation results are as follows:
35 votes cast to remove Civil Service protection, and
16 votes cast to retain Civil Service protection
The following Articles will be amended or added to the current Agreement to
incorporate all agreed upon changes:
Article 22 - Grievance Procedure: Clarifies Grievance definition
and resolution of same, and allows disciplinary appeals to be
filed either through the grievance procedure or to an Appeals
Board, but not both.
Article 34 - Discipline: Incorporates former Civil Service
protection on discipline with just cause, pre-disciplinary hearings
and disciplinary appeals.
Article 35 - Seniority: Explains how seniority is determined for use
in layoffs/recalls.
Article 36 - Layoffs/Recalls: Provides for a layoff procedure,
bumping options, recall from Layoff, recall notification and
reinstatement provisions.
Article 37 - Promotions: Gives consideration to bargaining unit
members for promotions.
Article 38 - Employment Information & Guidelines: Outlines hiring
guidelines including non-discrimination, basis for employment,
anti-nepotism, announcements, examinations, testing
requirements, and promotional process.
Article 39 - Union Bulletin Boards: Converts Civil Service bulletin
boards to Union bulletin boards for posting notices, etc.
Article 40 - other Issues Relating to Conversion from Civil
Service: For future issues that may arise in relation to the
conversion from Civil Service until a successor agreement is
ratified.
City-wide Light Duty Policy: Incorporates former Civil Service
language into a formal HR Policy for use city-wide.
We have also prepared a formal Hiring Guidelines Policy that will streamline the
hiring process and cover those employees affected and Management/Professional
positions as well. It will be implemented immediately following approval of this
action.
What this all means is that we can now move forward to have the City Council take
formal action on this issue. After review by the City Attorney and Laura Lyon, it is our
recommendation that this be approved by Council.
. Page 2
LETTER OF UNDERSTANDING
This letter of understanding is agreed to pursuant to Article 25.2 of the Labor Agreement by and
between the City of Bremerton and the General Teamster's Local 589.
Pursuant to Article 27, Section 27.1 Temporary Assignment, the City and the Union agree to
extend the Temporary Assignment of Pam Ransier, Office Assistant Senior, in the Department of
Community Development for an additional six (1) months (January 1, 2007 through June 30,
2007). The purpose of this extension is to allow for testing, interviews and creation of a register
for the position of Office Assistant Senior Specialist.
The rema~' ning rovisions of this Agreement shall remain in full force and effect.
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Dated this day or ~. ·
FOR THE CITY OF BREMERTON
FOR THE TEAMSTER'S LOCAL 589
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TABLE OF CONTENTS
TO THE
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1,2006 THROUGH DECEMBER 31,2008
PREAMBLE ......... ...................................................................................................................................................4
ARTICLE 1 ........... Non-Discrimination .................................................................................................................4
ARTICLE 2 ........... Recognition...............................................................................................................................4
ARTICLE 3 ........... Union Dues ..............................................................................................................................5
ARTICLE 4 ........... Union Access ...........................................................................................................................6
ARTICLE 5 ......... .. Wages........................................................................................................................................ 7
ARTICLE 6 ........... Hours of Work ..........................................................................................................................9
ARTICLE 7 ........... Overtime ......................................................,.........................................................................10
ARTICLE 8.......... . Probationary Period................................................................................... .12
ARTICLE 9 ............ Vacation Leave .................................:....................................................................................12
ARTICLE 10 ......... Holidays .................................................................................................................................15
ARTICLE 11 ......... Sick Leave And Industrial Disability .....................................................................................16
ARTICLE 12 ......... Other Paid Leave ...................................................................................................................19
ARTICLE 13 ......... Retirement Benefits .........................:......................................................................................20
ARTICLE 14 ......... Insurance Benefits .................................................................................................................20
ARTICLE 15 ........ . Work Related Expenses......................................................................................................... .21
ARTICLE 16 ......... Subcontracting Work .............................................................................................................25
ARTICLE 17 ......... Municipal Court Non-Civil Service Employees Employment Rights....................................25
ARTICLE 18 ......... Drug Free Work Place .... ............... ...... ......... ........... ................ ...... ........................ .......... ......26
ARTICLE 19 ......... Bus Passes ............................................................................................................................ ..27
ARTICLE 20 ......... Management Rights ....,..........................................................................................................27
ARTICLE 21 ......... Work Stoppages .....................................................................................................................27
ARTICLE 22 ......... Grievance Procedure ..............................................................................................................27
ARTICLE 23 ......... Severability ........................................................................................................................... .29
ARTICLE 24 ......... Entire Agreement ...................................................................................................................29
ARTICLE 25 ......... Conflicting Provisions ...........................................................................................................29
ARTICLE 26 ......... Labor Management Committee .............................................................................................29
ARTICLE 27.... .....Job Sharing ,.............................................................................................................................30
ARTICLE 28 .......... Temporary Assignment And Special Assignment...................................................................31
ARTICLE 29 .......... Wastewater Treatment Plant Employees .................................................................................31
ARTICLE 30 ....... Teamsters Supplemental Pension Plan ...................................................................................32
ARTICLE 31 ...... ..Downtown Parking................................................................................... ....32
ARTICLE 32...... ...Automatic Promotion from Planner I to Planner II.........................."...."...."....".. 32
ARTICLE 33 ..... ...Term................................................................................................ ........32
APPENDIX A ...................................................................................................................................................... ..34
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31, 2008
Page 2 of37
ALPHABETICAL SUBJECT INDEX
APPENDIX A ...................................................... ..................................... ............................................................ .34
AUTOMA TIC PROMOTIONAL FROM PLANNER I TO PLANNER II ARTICLE 32........................... 32
BUS PASSES ............................ .................. ................... ........... ................ . ARTICLE 18 .... ............... .................. 27
CONFLICTING PROVISIONS ................................................................ ARTICLE 24 ..................................... 29
DOWNTOWN PARKING. ......... .......................................... ... ..ARTICLE' 30 ............................ 32
DRUG FREE WORK PLACE .................................................................. ARTICLE 17 ..................................... 26
ENTIRE AGREEMENT ........................................................................... ARTICLE 23 ..................................... 29
GRIEVANCE PROCEDURE ................................................................... ARTICLE 21 ..................................... 27
HOLIDAYS ............................................................................................... ARTICLE 9 ....................................... 15
HOURS OF WORK ................................................................................... ARTICLE 6 ......................................... 9
INSURANCE BENEFITS ......................................................................... ARTICLE 13 ..................................... 20
JOB SHARING .......................................................................................... ARTICLE 26.......................................30
LABOR MANAGEMENT COMMITTEE ............................................... ARTICLE 25 ..................................... 29
MANAGEMENT RIGHTS ...................................................................... . ARTICLE 19 ..................................... 27
MUNICIPAL COURT NON-CIVIL SERVICE EMPLOYEES
EMPLOYMENT RIGHTS .................................................................... ARTICLE 16 .....................................25
NON-DISCRIMINATION ........................................................................ ARTICLE 1 .........................................4
OTHER PAID LEAVE ............................................................................. ARTICLE 11 ..................................... 19
OVERTIME ........................................... ..................... ............................. . ARTICLE 7 ....................................... 10
PREAMBLE.............................................................................................. .............................................................. 4
PROBATIONARY PERIOD..................................................... . ARTICLE 8........................................12
RECOGNITION ......................................................................................... ARTICLE 2 ......................................... 4
RETIREMENT BENEFITS ....................................................................... ARTICLE 12 .....................................20
SEVERABILITY ....................................................................................... ARTICLE 22 ..................................... 29
SICK LEAVE AND INDUSTRIAL DISABILITy.................................. ARTICLE 10 ..................................... 16
TEAMSTERS SUPPLEMENTAL PENSION PLAN............... ......... ..ARTICLE 29...... ... ............ ...... ..32
TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT ........... ARTICLE 27.......................................31
SUBCONTRACTING WORK .................................................................. ARTICLE 15 ..................................... 25
TERM ........................................................................................................ ARTICLE 31 ..................................... 32
UNION ACCESS ...................................................................................... ARTICLE 4 .........................................6
UNION DUES ........................................................................................... ARTICLE 3 ......................................... 5
VACATION LEAVE ................................................................................ ARTICLE 8 ....................................... 12
WAGES ...................................................................................................... ARTICLE 5 ......................................... 7
W ASTEW A TER TREATMENT PLANT - EMPLOYEES ...................... ARTICLE 28.......................................31
WORK RELATED EXPENSES ................................................................ ARTICLE 14 ..................................... 21
WORK STOPPAGES ............................................................................... ARTICLE 20 ..................................... 27
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Page 3 of3 7
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
and
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1,2006 THROUGH DECEMBER 31,2008
PREAMBLE
This Agreement is made and entered into pursuant to the provisions of RCW Chapter 41.56 by and between the
City of Bremerton, a municipal corporation of the State of Washington, hereinafter known as the "City", and the
General Teamsters Local Union No. 589 hereinafter known as the "Union" for the purpose of setting forth the
wages, hours and working conditions which will be in effect during the term of this agreement for employees
included in the bargaining unit described in Article 2 below.
ARTICLE 1
NON-DISCRIMINATION
1.1 Non-Discriminatory Application- The provisions of this Agreement will be applied equally to all
employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed,
religion, national origin, political affiliation; or mental, physical or sensory handicap, unless based upon a
bona fide occupational qualification.
1.2 Non-Discrimination--Union Activity - The provisions of this Agreement will be applied equally to all
employees in the bargaining unit without discrimination as to Union affiliation or legal Union activity or
lack thereof. The City and the Union will each be responsible for complying with this provision.
ARTICLE 2
RECOGNITION
2.1 Represented Emplovees - The City recognizes the Union as the sole and exclusive bargaining
representative for the purpose of negotiations concerning wages, hours and conditions of employment for
all full-time employees in regular positions and part-time employees in regular positions in classifications
set forth in Appendix A and such classifications as may be added to the bargaining unit during the term of
this Agreement by mutual agreement or by official action of the Public Employment Relations
Commission.
2.2 Classifications Excluded - The classifications of elected officials, appointed officials on part-time boards
and commissions, city attorneys, department heads and their assistants, and supervisors (unless specified in
the union recognition section) are not included and will not be added to the bargaining unit.
2.3 Emplovees Excluded:
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2006 through December 31, 2008
Page 4 of37
2.3.1 Seasonal employees are employees used by the City to handle peak work load periods. Seasonal
positions will be used for no more than eight (8) months in a calendar year in accordance with
City Policy.
2.3.2 Temporary employees are employees used by the City for specific projects or programs, or to
replace employees temporarily unable to work per Article 27.1.
2.3.3 Project temporary employees are assigned for the term of a specific project or program and
may exceed one (1) year, provided, however, that the term of the assignment may be further
extended by mutual agreement of the parties, and such employees shall be members of the union
as per Article 3.
2.3.4 All other temporary employees shall be excluded from the bargaining unit with the understanding
that neither the employees nor the positions will be used for more than a total of 12 months in
accordance with the applicable Civil Service Rules.
2.3.5 Confidential employees regardless of the classification they occupy.
2.4 New Classifications - In the event the City creates a new position or reclassifies an existing position
proposed to be exempt from the bargaining unit, the Union will be notified in writing. In the event that the
Union disputes the City's proposed exemption of the new position from the bargaining unit,.the Union will
provide written notice specifYing the reasons for dispute within thirty (30) calendar days of receipt of
written notice from the City. In the event that the City and the Union are unable to resolve the dispute,
either party may refer the issue to the Public Employment Relations Commission for resolution.
ARTICLE 3
UNION DUES
3.1 Dues Deductions - Based upon mutual agreement, regular monthly union membership initiation fees,
dues, agency fees and assessments will be deducted by the City from the pay of those employees who
provide written authorization to the City to make such deductions. The City will transmit the total amount
of deductions to the Union along with a list of employees and their Union-related deductions.
3.2 Maintenance of Membership - An employee covered by this Agreement who is a member of the Union
on or after the execution of this Agreement will remain a member in good standing. Good standing will be
defined as tendering of uniformly required periodic dues. Failure of such an employee to abide by the
foregoing provision will constitute cause for discharge of the employee, provided that when an employee
fails to fulfill the above obligation, the Union will provide the employee thirty (30) days notification in
writing of the Union's request to the City to initiate discharge action and during this period the employee
may make restitution in the amount which is overdue. Should the employee make such restitution, the
request for discharge will be withdrawn.
3.3 New Emplovees - New employees employed during the life of this Agreement will, within thirty (30) days
of their respective date of employment or upon the inclusion of their position in the bargaining unit,
achieve good standing in the Union and will thereafter maintain such good standing as a condition of
employment. Good standing will be defined as tendering of uniformly required periodic dues and fees.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31, 2008
Page5of37
Failure of such an employee to abide by the foregoing provision will constitute cause for discharge of such
employee subject, however, to the same requirement for notification and opportunity for restitution as
specified in Section 3.2 above. The City will notify the Union of newly employed bargaining unit
employees as they are hired so a shop steward may be available at time of orientation. It shall be
understood that new employees do not have the option to donate money to charity in lieu of paying dues,
unless it is due to the bona fide religious tenets or teaching of a church or religious body of which the
employee is a member. The employee will pay an amount of money equivalent to regular Union dues and
fees to a non-religious charity or to another organization mutually agreed to between the employee and the
Union.
3.4 Union Security - All bargaining unit employees not currently paying dues, shall be required to pay dues or
donate an equal amount to a qualified charity as identified under IRS Code 501 C (3) Those employees
donating money to a charity in lieu of the payment of periodic dues, shall be required by the Union to
produce proof of payment to the charity. Failure of such an employee to abide by the foregoing provision
will constitute cause for discharge of the employee, provided that when an employee fails to fulfill the
above obligation, the Union will provide the employee thirty (30) days notification in writing of the Union's
request to the City to initiate discharge action and during this period the employee may make restitution in
the amount which is overdue. Should the employee make such restitution, the request for discharge will be
withdrawn. (The intent of this language is to address those current employees donating money to a charity
in lieu of periodic dues payments).
3.5 Indemnification - The Union will indemnify and hold the City harmless from any and all liability
resulting from the dues and fees deduction provisions specified in this Article.
ARTICLE 4
UNION ACCESS
4.1 Union Representatives - The Union will provide written notice to the City of the names of the officials
authorized to represent the Union. The City will provide reasonable access to City facilities to such
authorized representatives for the purpose of investigating grievances and other legitimate Union business
provided that such access does not unreasonably interfere with the work and duties of an affected employee
or of other on-duty employees.
4.2 Shop Stewards - The Union will have the right to appoint six (6) Shop Stewards. The Union will make
every reasonable effort to have no more than four (4) stewards from the same department.
4.2.1 The Union will provide written notification to the Human Resources Director of the name and
assigned areas of all Shop Stewards appointed by the Union. The City will provide reasonable
access to employee work places to Shop Stewards for the purpose of investigating grievances
provided that such access does not unreasonably interfere with the work and duties of an affected
employee or of other on-duty employees. A Shop Steward will obtain the permission of his or her
supervisor and the supervisor of the affected employee prior to contacting an employee during work
hours. A Shop Steward may perform his or her Steward duties on City paid work time provided
that such duties do not unreasonably interfere with the Steward's ability to perform the duties of his
or her position with the City. In no event, however, will a City employee who is a Shop Steward be
granted more than five (5) hours of paid work time for the purpose of investigating and resolving a
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Page 6 of37
single grievance. It shall be understood that the five (5) hours maximum does not mean five (5)
hours per workday, but five (5) hours total time.
ARTICLE 5
WAGES
5.1 Pay Rates -
5.1.1 Effective January 1, 2006, the wages as shown in Appendix "A" shall be increased by two point
three one one percent (2.311 %). Employees who have separated from City employment before
the effective date of ratification of the contract by the Union and City Council shall not be
entitled to any retroactive pay increase.
5.1.2 Effective January 1,2007, the wages as shown in Appendix "A" shall be increased by 100% of
the Seattle/TacomalBremerton CPI:- W from June 2005 to June 2006 except that the increase shall
be no less than 2% if the CPI- W is less than 2% and no greater than 5% if the CPI- W is more
than 5%.
5.1.3 Effective January 1, 2008, the wages as shown in Appendix "A" shall be increased by 100% of
the Seattle/TacomalBremerton CPI-W from June 2006 to June 2007, except that the increase
shall be no less than 2.5% if the CPI-W is less than 2.5% and no greater than 5% ifthe CPI-W is
more than 5%, plus the wages shall be increased by 1.5% in addition to the CPI- W increase.
Example#l: The CPI-W is 2.3%, therefore the total wage increase would be 3.5% (2.5%
guaranteed minimum + 1 %).
Example #2: The CPI-W is 5.2%, therefore the total wage Increase would be 6.5% (5%
maximum + 1.5%).
5.2 New Emvlovees - A new employee's pay rate will be set at first step of the pay scale; however, a new
employee may have his or her pay rate set at a higher step based upon relevant years and type of prior paid
work experience. Placement of a new employee's pay rate at a step higher than the first step must be
approved by the Department Director, the Human Resources Director and Finance.
5.3 Advancement throu2h Pay Rates - Advancement through the pay rates from the first step through the
final step of the pay range will occur upon completion of the prescribed number of months or year(s) of
continuous employment since the employee's last pay placement, provided, the City may withhold a step
increase for work performance that does not "Meet Expectations". A step increase may be withheld for a
maximum of twelve (12) months, during which time the employee will receive monthly evaluations. The
employee's immediate supervisor will notify the employee in writing of expected failure to meet
expectations at least thirty (30) days prior to the due date of the work performance evaluation. If such
notice is not provided the step increase will not be withheld. The withholding of a step increase will not
change the employee's current anniversary step date for pay purposes. In the event that the employee
"meets expectations" at one of the monthly evaluations during the subsequent 12 months, they will receive
a step increase effective as of the due date of that monthly evaluation. It shall be understood that the
increase will not be applied retroactively to the month(s) in which the employee received a rating below
'meets expectations". In the event an employee is on approved leave of absence without pay, in excess of
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January I, 2006 through December 31, 2008
Page 7 of37
eighty (80) consecutive work hours, the employee's next pay rate advancement date will be extended by the
actual number of days the employee was absent on such leave.
5.4 Pay Rate upon Placement at New Pay raDl~e-
5.4.1 Reclassification/dowD1!rade to a lower classification - In the event an employee is reclassified
from bne classification to another classification which is at a lower pay range or, if an employee's
classification is downgraded from one pay range to a lower pay range, the employee's pay rate at the lower
pay range will be set at that step which is closest to, equal to, but not greater than the pay rate he or she was
receiving at the former pay range. All time the employee had served at the former step toward
advancement to the next step of the former pay range will be used in determining the time required to
advance to the next step of the new pay range. If the employee is at final step or beyond the final step in the
new pay range, then hislher pay rate shall remain frozen at that rate until such time as the final step
provides for an increase.
5.4.2 Reclassification/um~rade to a hi2her classification - In the event an employee is reclassified from
one classification to another classification in a higher pay range the employee will receive no less than the
entry level step of the new pay range or a five percent (5%) pay increase, whichever is greater; provided
that no employee is thereby advanced beyond the final step of the higher pay range. The employee's
advancement to the next step in the new pay range will be based on the effective date of the reclassification
to the new pay range.
5.5 Lon2evitv Pay - Longevity pay will be applied to the base hourly pay rate of each employee for years of
completed continuous employment on the following basis:
o through 5 years' continuous employment 0%
Commencing 6 through 10 years' continuous employment 1%
Commencing II through 15 years' continuous employment 2%
Commencing 16 through 20 years' continuous employment 3%
Commencing 21 years and over continuous employment 4%
5.6 Premium Conditions -
5.6.1 Standby - An employee is placed on standby duty when the City requires the employee to be
immediately available to report for work other than during hislher normal scheduled hours of work.
When standby is implemented, all qualified bargaining unit members, including leads and supervisory
bargaining unit members, shall share in the standby hours or lists.
5.6.1.1 Standby EQuipment -
A. An employee on standby duty will be provided with a radio that has a police
frequency.
B. Assigned stand-by duty employees shall have the take home use of a city
vehicle for the week, per City policy.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31, 2008
Page8of37
5.6.1.2 Standby Pay - The following standby rates will apply:
A. Weekday or regular day off beyond two - Two (2) hours of employee's
regular hourly rate of pay;
B. Holiday - Three (3) hours of employee's regular hourly rate of pay;
C. Regular day off - Three (3) hours of employee's regular hourly rate of pay
up to a maximum of two (2) days;
D. Type of Compensation - The employee shall receive pay as provided
above for all stand-by duty. Employees may not accrue compensatory time
for stand-by duty.
5.6.1.3 Standby will normally consist of not more than seven (7) consecutive days, provided;
however, based upon mutual agreement of the employee and immediate supervisor, the
employee may be placed on standby in excess of seven (7) days.
5.6.2 Shift Differential- An employee assigned to work a shift schedule, which begins at 12 noon, or
later and/or earlier than 6 a.m. will be compensated a shift differential of seventy-five cents ($.75)
per hour for each hour of the shift so worked.
5.7 Paydays - Paydays will be the 7th and 22nd of each month. If a payday falls on a Saturday, Sunday, or on
a Monday holiday, the City will make every effort to distribute pay checks on Friday. The parties
encourage employees to utilize "automatic deposit" of their paychecks.
5.8 Direct Deposit - New employees shall be required to sign up for direct deposit of their pay checks.
5.9 Payroll Errors - Should the City be responsible for any payroll error, adjustments in excess of fifty
($50.00) dollars will be paid within two (2) business days.
ARTICLE 6
HOURS OF WORK
6.1 Normal Hours of Work - The normal hours of work for regular full time employees win be forty (40)
hours per week. The normal hours of work for regular part time employees will be the number of hours per
week that the Department Head schedules which will not exceed forty (40) hours per week and will not
exceed the Department's approved budget allocation for the position.
6.2 Normal Work Schedule - The normal work schedule for regular full time employees will consist of five
(5) consecutive eight (8) consecutive hour days. Alternate work schedules, i.e. 4110's, 9/80's, may be
approved at the discretion of the Department Director when they are in the best interest of the City. The
411 0 schedule as referenced in this document also means an alternate work schedule as provided herein.
The Department and employee may mutually agree to any other work schedule by the filing of an alternate
work schedule form that shall require the approval of the Department and the Human Resources Manager.
Except in emergency situations (such as weather and acts of God) employees will be given fourteen (14)
calendar days notice of any change in their normal work schedule, except that Public Works and Utility
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Page9of37
Department employees will be given seven (7) calendar days notice of any change in their normal work
schedule, otherwise employees will receive overtime compensation. The normal work schedule for regular
part time employees will be that which is scheduled by the Department Head and shall consist of no more
than five (5) consecutive days in a workweek. The normal work schedule will usually be set to begin on
Monday and conclude on Friday but may be set to begin on another week day and conclude five (5)
consecutive days thereafter, based upon the needs of City. The City will make every reasonable effort to
schedule employees with two (2) consecutive days off between workweeks.
6.3 Meal Periods - All employees shall have a regularly designated mealtime, 30 minutes or one (1) hour in
length, without pay, which shall be scheduled by the Department Director or designee. The thirty (30)
minutes or one (1) hour designated mealtime includes travel time to and from the work site. The lunch
period will take place no sooner than three (3) hours and no later than five (5) hours from the beginning.
of a 5/8 schedule, and no sooner than four (4) hours and no later six (6) hours from the beginning of a
4110 schedule. No employee will be required to work more than five (5) consecutive hours without a meal
period. An employee who works three (3) or more hours beyond their normal work day shall be allowed at
least one thirty (30) minute meal period either prior to or during the overtime period. When an employee is
required by the City to remain on duty on the premises or at a prescribed work site when it is in the best
interest of the City during a meal period, the meal period will be paid as time worked.
6.3.1 Employees shall be allowed one (1) rest period (break) per one half (1/2) shift (workday)
provided:
The time, length and location of break is determined by the employee's supervisor, with
the understanding that the employee shall receive no more than fifteen (15) minutes.
Break periods will be scheduled as near as possible to the midpoint of a work period. The
City will make a reasonable effort to ensure that no employee is required to work more than
three (3) hours without a rest period.
The purpose of granting breaks is to relieve fatigue and mental strain on the job;
therefore;
Combining two (2) daily breaks into one thirty (30) minute break is not permitted.
Using breaks to lengthen meal periods, to cover tardiness, or to leave work early is
not permitted except under special circumstances and with the approval of the
Department Director or designee.
Accumulating breaks from day-to-day is not permitted.
ARTICLE 7
OVERTIME
7.1 Overtime Defined - Overtime is all required and authorized work performed in excess of a full time
employee's normal 40 hour and/or daily work schedule. Overtime includes required training, instruction,
callback and other such work which is required and authorized by the City, and is performed during an
employee's normally scheduled off duty time. Overtime for regular part-time employees is all required and
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January I, 2006 through December 3 I, 2008
Page 10 of37
authorized work performed in excess of forty (40) hours during the employee's weekly work schedule
pursuant to Article 6, Section 6.2. The use of any paid leave time will be considered as time worked for the
purpose of calculating overtime.
7.2 Overtime Compensation - Overtime work will be compensated at the rate of one and one-half (1-1/2)
times an employee's hourly rate in cash or in compensatory time. The form of overtime compensation will
be at the election of the employee provided Compensatory time off will be taken by mutual agreement
between the employee and supervisor. Upon the death of the employee, accrued compensatory time shall
be paid to the employee's estate.
7.2.1 Use Of Compensatory Time - The maximum allowed accrual of compensatory time shall be fifty
(50) hours, and all overtime accrued in excess of that maximum shall be paid at the applicable rate.
Employees who wish to cash out all or a portion of his/her accumulated compensatory time will
have the option to receive this pay the pay period ending November 15th. Employees who wish to
exercise this option shall submit their request, in writing, to the Department Director, no later than
November 1 st of each year.
7.3 Telephone Calls To Emplovees - If an employee receives a work related telephone call while off duty,
he/she shall receive a minimum of one quarter (1/4) hour pay at the overtime rate for each call, provided,
however, that additional calls received by the employee within the quarter hour minimum shall not
pyramid.
7.4 Call Back Minimum Overtime -In the event an employee who has departed from his or her normal work
hours is called back to work for a period of time which is less than two and a half (2.5) hours, the employee
will receive a minimum of two and a half (2.5) hours of overtime compensation. A call back initiates a
two and a half (2.5) hour guarantee period. Subsequent call backs will not initiate an additional two and a
half (2.5) hour guarantee period until the original two and a half (2.5) hour guarantee period has passed.
7.5 Court and/or Subpoenaed Appearances - An employee who appears in Court or responds to a subpoena
as a representative of the City which is related to his or her employment on off duty time shall receive
overtime compensation for such appearances. If the employee is being prosecuted for a willful, illegal act
in the performance of their duties as a city employee, they will not be paid for time unless they are found
innocent and/or the case is dismissed.
7.6 Use of Banrainin2 Unit Emplovees for Overtime - The City shall offer O.T. to qualified bargaining unit
employees within the division prior to utilization of temporary employees for such a.T. The City will make
a reasonable attempt to offer this work by seniority.
7.7 Emer2encv Crews - Employees may be pre-assigned to an emergency shift schedule (e.g. 12-hour shift
for Snow Removal Crews). Crews will be designated as follows: "A" shift and "B" shift. Employees on
emergency crews will receive shift differential pay and work the 12-hour shift throughout the period of
the emergency. Employees in each crew (both "A" and "B" shifts) called out for an emergency shift shall
receive two hours callout (overtime) pay for the first full 12-hour shift. (e.g. Pay would be 2 hours
overtime for the call-out, 6 hours straight time, plus 4 hours overtime. That crew's next emergency shift
pay would be 8 hours straight time plus 4 hours overtime.)
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2006 through December 31,2008
Page 11 of37
Pay for call-outs prior to the full emergency shift will be in accordance with overtime and callout policy
per Article 7. If the callout occurs within two (2) hours of the first emergency shift, the first emergency
shift crew will respond and work continuously through the shift.
EXAMPLES:
Snow Removal Crew - If an emergency schedule is initiated after 10 p.m. but before the normal shift
(7:30 a.m.), the "B" shift will be called in and work until noon or eight hours minimum. If the callout
occurs prior to 1 0 p.m., the "A" shift will be called in and work until midnight when "B" shift will
relieve. If the emergency is declared during the normal work shift, "B" shift will work the normal
eight (8) hours then be released; "A" shift will work until midnight when relieved by "B" shift.
Other Emergency Crews - Any other divisions may use other start/quit times, but will follow the
principle of the example of the Snow Removal Crew.
When the Division Manager has determined that the emergency condition is over, the crews will revert
to their regularly scheduled shift. The transition shifts going into and out of the emergency shift
schedule, will work until released by the supervisor, however, they shall work a minimum of eight (8)
hours during the transition shift.
ARTICLE 8
PROBATIONARY PERIOD
New Employees - New employees hired after the effective date of ratification of this agreement shall be
required to serve a probationary period of one (l) year. Probationary employees are "at will" employees
during their probationary period and during that time may be terminated without reason or cause and
have no recourse to any Civil Service appeal process.
Promoted Employees - Employees promoted shall serve a six (6) month promotional probation period
which shall comply with the Civil Service Rules of the City of Bremerton for promotional probation.
ARTICLE 9
VACATION LEAVE
9.1 Vacation Accrual- Employees shall accrue vacation leave for all regularly scheduled compensated hours
including paid holiday, sick leave, vacation and other paid leave time, excluding workers' compensation
time loss benefits pursuant to the following schedule:
Period of Continuous Full Time Employment
Hours Accrued/Y ear
Date of Hire through 5 years
6th year
7th year
8th year
9th year
lOth year
11 th year
104 Hours
120 Hours
128 Hours
136 Hours
144 Hours
152 Hours
160 Hours
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2006 through December 31, 2008
Page 12 of37
12th year
13 th year
14th year
15th year
16th year
17th year and thereafter
168 Hours
176 Hours
184 Hours
192 Hours
200 Hours
208 Hours
9.2 Vacation Eliejbilitv - An employee becomes eligible to take accrued vacation leave upon completion of
six (6) months of continuous employment. Probationary employees may be permitted to use earned
vacation leave due to extenuating circumstances solely at the discretion of the Department Director.
Vacation leave may not be taken in less than one-quarter (1/4) hour increments. Vacation leave must be
earned in the pay period prior to the time an employee takes any vacation leave since accruals are added to
an employee's leave balance after payroll has been posted.
9.3 Vacation Scheduline - Annual vacation leave will be mutually scheduled between the employee and his
or her Department Head or designee. Vacation leave must be approved by the Department Head prior to an
employee taking the time off. In the event more than one employee requests vacation leave for the same
time period submitted on the same day, the requesting employee with the greatest city-wide seniority shall
be granted the vacation leave. The Department shall make a good faith effort to respond to a vacation leave
request in a timely manner.
9.4 Maximum Vacation Accrual- The maximum number of vacation accrual hours that any employee will
be allowed to carry forward from one calendar year to the next will be as follows:
Years of Service
Maximum Carryover Hours
Date of Hire through 5 full years of employment
Over 5 full years of employment
160 Hours
240 Hours
9.5 Carryover - In the event an employee has been prohibited from taking sufficient vacation time to reduce
his or her vacation balance to the maximum allowable carryover at the end of a calendar year, (or unable to
because of absence from work due to illness or disability) the excess hours will be carried forward into the
next the calendar year. An employee who fails to request scheduled vacation time during the year and
whose accrued vacation hours exceed the maximum carry over balance at the end of the calendar year shall
forfeit such excess vacation hours.
9.6 Vacation Pav-Out - Upon the retirement or separation of a regular employee, or upon the date of an
employee's disability retirement, the accrued vacation hours of such an employee will be paid to the
employee in a lump sum payment at the employee's straight time hourly rate at the time of separation
except an employee shall not be paid vacation payout unless employed over six (6) months).
9.7 Pavment of Vacation Leave Upon Death - In the event of the death of an employee, the employee's
estate will be paid in a lump sum for the total accrued and unused vacation leave hours at the employee's
regular hourly pay rate in effect at the time of death.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Page 13 of37
9.8 Donations Of Vacation Leave - Donations of Vacation leave permit employees to aid any City
employee who is suffering from an extraordinary or severe illness, injury, impairment, physical or
mental condition which has caused or is likely to cause the employee to take leave without payor to
terminate his or her employment prior to a determination that the affected employee is not expected to
recover to an extent that will enable the employee to resume his or her normal duties or the duties of
another position with the City or another employer.
9.8.1 Elie:ibilitv - An employee who (l) is suffering from an illness or injury causing his or her
extended absence from work, and (2) who has depleted or will shortly deplete his or her total
available accrued vacation, compensatory leave accrual, sick and floating holiday leave, may
request donations of vacation leave.
9.8.2 Criteria For Auuroval - A request for donations of vacation leave shall be submitted to
the requesting employee's Department Head accompanied by medical. documentation
verifying the medical condition requiring the .need for leave, and the time period during
which the employee can reasonably be expected to be absent from work due to the condition.
Upon verifying that the requesting employee meets all of the eligibility requirements above
and upon determining that the medical documentation received provides appropriate
verification of the medical condition and time period involved, the Department Head will
recommend the employee's request for donations of vacation leave be approved by the
Mayor. The Mayor will review the request to assure that all of the requirements set forth in
this subsection have been met and, if so, shall approve the employee's request for donations
of vacation leave.
9.8.3 Notification - Upon approval by the Mayor, all City employees shall be notified of the
approved request for donation of leave.
9.8.4 Conditions Of Donation - An employee who has been employed for at least six (6)
months who desires to donate accrued vacation leave to a requesting employee will do so as a
free and voluntary act and no duress or coercion shall be placed upon an employee to make
such donation of his/her accrued vacation leave. Employees who are utilizing donated leave
to cover their own absences may not donate leave to another employee until such time as they
have returned to their normal schedule, and any excess donations made to them have been
returned pursuant to 9.8.6 below. An employee who desires to donate vacation leave shall
complete a Donation of Vacation Leave Form and submit it to his/her Department Head. The
donated vacation leave will be transferred to the requesting employee's sick leave balance
with the next payroll report. Forms will be date stamped and all time donated shall be in full
hour increments and shall be credited to the employee on an hour-for-hour basis. A monthly
update of the condition of the employee by the attending primary medical doctor shall be
required and furnished to the Department Director.
9.8.5 Use Of Donated Leave - An employee who has received donated vacation leave will be able
to use the sick leave in the same manner as if he or she had personally accrued the leave,
provided that the use of the sick leave is in conformance with the provisions of this Article.
9.8.6 Return Of Excess Leave Donations - Donated leave will remain in the employee's sick
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2006 through December 31, 2008
Page 14 of37
leave balance for a period of six (6) months from an employee's return to work, and may only
be used by the employee for absences related to the condition for which it was donated. In
the event of excess donations received but not used due to early recovery, resignation,
, retirement or death, all donations received but not utilized shall be returned to the donating
employee(s) based on the proportion of hours that employee donated in relation to the total
hours donated by all employees (e.g. an employee who donates 50 hours of 450 hours total
donated shall be credited with 50/450ths of the hours not utilized). Such returned leave shall
be reflected in the appropriate leave balance as soon as possible. Time donated for this
purpose will not be considered as time used during the donor's performance rating period.
9.9 Administrative Leave - Any bargaining unit employee may be placed on Administrative Leave (leave
with pay) for reasons in the best interest of the City and/or employee (e.g. to diffuse a work-related or
personal problem or to conduct an investigation). The City may place certain restrictions on an
employee on Administrative Leave and require him/her to be available during his/her normal work
schedule. Employees normally scheduled to work on other than an 8 am to 5 pm schedule shall be put
on a 9 AM - 5 PM schedule when placed on Administrative Leave. If an employee is unavailable at any
time during the alternative time schedule, then a leave slip must be turned in to cover the amount of time
the employee is unavailable.
9.10 Cancellation of Vacation Leave by City - If an employee has an approved vacation canceled by the City,
the City will reimburse the employee for all verifiable non-refundable expenses incurred by the employee
after the date the Leave Request was approved.
ARTICLE 10
HOLIDAYS
10.1 Holidays Observed - The following holidays will be observed by the City:
DATE OBSERVED
HOLIDAY
New Year's Day
Martin Luther King's Birthday
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
One Floating Holiday
January 1 st
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4th
1 st Monday in September
th
November 11
4th Thursday in November
4th Friday in November
December 25th
Approval of Supervisor
10.1.1
In addition, any other holiday legally proclaimed by the Federal or State government,
provided that the City takes official action to have such holiday also observed by the City.
10.2 Alternative days of Holiday Observation - If a holiday observed by the City falls on a Saturday, the
holiday will be observed on the preceding Friday. If a holiday falls on a Sunday, the holiday will be
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Pagel5of37
observed on the following Monday. If the day a holiday is observed by the City falls on an employee's
regularly scheduled day off, the employee will receive an alternate day off as a paid holiday during the
same or following pay period.
10.3 Floatine Holiday - One (1) floating holiday (eight (8) hours) will be granted to each employee at a time
which is mutually agreeable to the employee and the employee's immediate supervisor. New employees
shall have been employed by the City for six (6) months in order to qualify for a floating holiday. Floating
holiday leave may not be taken in less than one (1) hour increments.
10.4 Holiday Compensation (Full Time Employees) - An employee shall receive eight (8) hours of time off
with pay for each holiday observed by the City, including a floating holiday of each employee's choice. An
employee who is assigned at the City's request to work a four-day ten (10) hour schedule will receive ten
(10) hours of time off with pay for each holiday. In order to receive holiday compensation, each employee
must work or be on authorized paid leave on the scheduled work day prior to or the scheduled work day
immediately after each holiday.
10.5 Holiday Compensation (Part Time Employees) - Part-time employees who regularly work 20 or more
hours per week will receive pro-rated Holiday Leave based upon their average normal workday, but in no
case less than four (4) hours.
10.6 Workine on a Holiday - An employee required to work on a holiday will be compensated at one and one-
half (1-1/2) times the employee's regular straight time rate of pay for the time worked in addition to regular
holiday pay provided in 9.3 above.
ARTICLE 11
SICK LEAVE AND INDUSTRIAL DISABILITY
11.1 Sick Leave Accrual - Employees will accrue sick leave time with pay at the rate of four hours per pay
period, including paid holiday, sick leave, vacation and other paid leave time and excluding time for which
workers' compensation time loss benefits are paid. Employees who are on a leave of absence without pay
will have their leave pro-rated if they have worked any portion of a pay period at .046154 for each regular
hour worked as outlined above. The maximum annual accrual will be ninety-six (96) hours.
11.2 Maximum Sick Leave Accrual - Employees will be able to accrue sick leave to a maximum of 1200
hours on January 1 st of each year.
11.3 Sick Leave Incentive
11.3.1 An employee who takes thirty-two (32) hours or less of sick leave in the calendar year will have
eight (8) hours added to his or her vacation leave balance at the beginning of the following calendar
year.
11.3.2 As of January 1, 2007, Section 10.3.1 no longer applies. Effective January 1, 2007, any non-
probationary employee covered under this Agreement who does not utilize his/her sick leave
benefit from January 1 st through June 30th in a calendar year shall have their vacation leave
balance credited with (8) additional hours on the pay period ending July 31 S\ and, any non-
probationary employee who does not utilize his/her sick leave benefit from July 1 st through
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Page 16 of37
December 31 st shall have their vacation leave balance credited with eight (8) additional hours on
the pay period ending January 31st.
11.4 Sick Leave Retirement Payment - An employee who retires from City service on a service or disability
retirement will be provided a Sick Leave Retirement Payment at thirty-five percent (35%) of the employee's
accrued and unused sick leave hours to a maximum of 35% of 960 hours (a maximum total of 336 hours).
The payment will be made to the employee at the employee's regular hourly pay rate in effect at the time of
retirement.
11.5 Payment of Sick Leave Upon Death - In the event ofthe death of an employee, the employee's estate will
be paid for the total accrued and unused sick leave hours at the employee's regular hourly pay rate in effect
at the time of death.
11.6 Sick Leave Use - Sick leave shall not be granted in advance of actually being accrued. Sick leave will be
made available to each employee up to the amount of each employee's accrued sick leave balance and shall
be used in increments of no less than one-quarter (1/4) hour to cover an employee's absence from his or her
regularly scheduled work hours due to:
11.6.1 The temporary disability of an employee resulting from his or her personal illness or injury.
11.6.2 Providing care for: a) a child of the employee under the age of 18 when they have a health condition
that requires supervision or treatment; or b) a spouse, parent, parent-in-law or grandparent of the
employee who has a serious health condition or an emergency condition.
11.6.3 Attending medical, dental and/or oculist appointments as needed for preventive or rehabilitative
health care of the employee or the employee's children when such care requires parental presence
to supervise or authorize treatment.
11.6.4 Upon the birth or adoption of a child, an employee may use accrued sick leave pursuant to FMLA.
11.6.5 Providing care for an employee's immediate family member as provided for in Section 10.6.2, when
the family member has a health condition that requires the assistance of an adult caretaker until
such time as other care can be arranged. No more than forty (40) hours of sick leave can be used for
this purpose for the following family members: brother, sister, brother/sister in-law,
grandparent's in-law, grandchildren, and step relations as described herein of both the employee
and the employee's spouse. (Revised RCW 49.12.270 as of 1-1-04).
11.6.6 Only when an employee has exhausted all sick leave accrued may he/she use other types ofleave to
cover his/her absence.
11.7 Notification of Sick Leave Use - An employee who is absent or expects to be absent from work due to
causes specified in 10.6 above, will provide notification as follows:
11.7.1 Routine Appointments - An employee who schedules a routine medical, dental or oculist
appointment will make every reasonable effort to schedule such an appointment at a time, which
will cause the least interference with departmental operations. The employee shall give prior notice
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2006 through December 31, 2008
Page 17 of37
of the date and time of the appointment t6 his/her immediate supervisor. An employee's immediate
supervisor may request that the employee reschedule routine appointments when, in the judgment
of the supervisor, the scheduled absence of the employee would unduly interfere with the
operations of the Department, however, the immediate supervisor will not unreasonably require an
employee to reschedule routine medical, dental or oculist appointments.
11.7.2 Unanticipated Absence - An employee who is absent :from work or will be unable to report to
work as scheduled due to personal illness or injury, or for other causes specified in 10.6 above, will
promptly notifY their immediate supervisor, or if unavailable, the department/division manager by
telephone as soon as practicable and will make every effort to notifY their immediate supervisor, or
if unavailable, the department/division manager within the first one-half hour of each work day or,
if possible, within the one-half hour preceding each work day of absence. In the event neither the
immediate supervisor nor the department/division manager can be contacted directly, the employee
may leave a voice mail message. However, the employee is obligated to speak directly to the
employee's immediate supervisor or the department/division manager during the day of the
employee's absence. Each employee will be given contact information (including
office/cellular/pager numbers), to the employee's immediate supervisor and department/division
manager. In the event of a prolonged illness or injury, the Department may exempt an employee
from the requirement to report their absences on a daily basis, and may establish an alternative
reporting arrangement appropriate to the circumstances.
11.7.3 Sick Leave durin2: Authorized Paid Leave - An employee who becomes ill or is injured during
his/her paid vacation or compensatory time off for accumulated overtime, may request the
conversion of such paid leave to sick leave with pay by promptly notifYing the department of the
illness or injury and providing such information as is required by the department to verifY the
appropriateness of such a conversion.
11.8 Sick Leave Documentation and Approval - An employee who has been absent on sick leave will, within
the first work day after returning to work, complete and submit a request for approval of sick leave on the
City's Leave Request form, and provide such information as is required by the Department to approve the
use of sick leave with pay for the absence. Sick leave must be approved by the Department prior to
payment. The Department will not unreasonably withhold approval of sick leave with pay :from employees.
11.8.1 Sick Leave Certification - The Department may require an employee to provide a professional
physician's certification of an employee's, child's or family member's illness or injury as a condition
of approving sick leave with pay. In the event the Department intends to require such verification,
the employee will be notified of the requirement prior to returning to work.
11.8.2 Return to WorklFitness for Duty Certification - The Department may require an employee to
provide a Fitness for Duty certification completed by a professional physician that the employee is
sufficiently recovered as to be able to return to work and assume. his or her normal duties prior to
the employee returning to work or, in the event the employee has appeared at work, prior to
resuming work. If the department does not allow the employee to return to work due to the need for
a Fitness for Duty certification, the employee will be allowed to continue the use of sick leave.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2006 through December 31, 2008
Page 18 of37
11.9 Industrial Disability Leave - An employee who incurs a work-related illness or injury and who qualifies
to receive Workers' Compensation benefits will be allowed to use accrued sick leave to supplement the
Workers' Compensation benefits so as to provide the same gross pay he or she would have received for full
time, active service. In no event will the combination of Workers' Compensation and employee sick leave
exceed 100% of an employee's regularpay rate at any time of the disability period.
ARTICLE 12
OTHER PAID LEAVE
12.1 Bereavement Leave - An employee will be granted three (3) days of bereavement leave for attending
funerals in the State of Washington and five (5) days for out of state funerals of members of the employee's
immediate family. Immediate family shall be defined as spouse, child, mother, father, mother/father in-
law, brother, sister, brother/sister in-law, grandparents, grandparents in-law, grandchildren, step relations as
described herein of both the employee and the employee's spouse. All time off for bereavement leave may
be charged against an employee's vacation, floating holiday, sick leave or compensatory time leave balance
at the option of the employee, if available. Additional time off may be requested by the employee and
granted by the Department head in extenuating circumstances.
12.2 JUry Duty. Witness Leave - An employee shall be granted a leave of absence with pay for the
purpose of reporting to or serving on jury duty or serving as a witness on a case relating to their job
with the City, except in those instances when the employee is involved as a party in an action being
taken against the City. Any juror or witness fees received by the employee for the performance of .
such duties shall be assigned to the City. If more than 2.5 hours oftheirworkday remains at the time
of release from jury duty or serving as a witness, the employee shall report for duty.
12.2.1 City Notification - Employee shall be required to notify the City immediately upon receipt of
written notification from the Court that they must report for Jury Duty or serve as a Witness
as the result of a case related to his or her employment, by submitting a Leave Request form
with a copy of the Jury Duty/Witness Notice attached. Upon telephone confirmation by the
Court to report, employee shall immediately notify the on-duty supervisor.
12.3 Military Duty Leave - An employee who presents official orders requiring his/her attendance for a
period of training or other active duty as a member of the United States Armed Forces or the State
National Guard shall be entitled to military leave with no loss of pay for a period not to exceed fifteen
(15) work days annually. Authorized leave of absence for additional or longer periods of time for
assignment to duty functions shall be without pay (unless the employee chooses to use accrued vacation
leave or compensatory time) and shall be granted by the City. An employee receiving up to fifteen (15)
work days of training or serving on active duty shall receive their regular pay and the amount received
from the Federal or State government, pursuant to RCW 38.40.060 as may be amended from time to
time.
12.4 Emen?:encv Leave - In the event of an unforeseen emergency which requires the absence of an employee,
the employee will promptly notify his or her immediate supervisor, or in the absence of the immediate
supervisor, the manager on duty in the Department within the first one-half hour of each work day or, if
possible, within the one-half (112) hour preceding each work day of absence. Such emergency leave shall
be charged to an employee's unused vacation, floating holiday or compensatory time leave balance.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Page 19 of37
ARTICLE 13
RETIREMENT BENEFITS
13.1 State Retirement System - Each employee will be enrolled in the Washington State Retirement system for
which he or she qualifies. Contributions to the Retirement system will be made on a pre-tax basis. Each
employee will be covered by the federal Social Security Act.
ARTICLE 14
INSURANCE BENEFITS
14.1 Medical Insurance - The City will make medical insurance coverage available to employees and their
dependents, as follows or another plan of equivalent or better coverage:
Kitsap Physician's Service (KPS) Plan B
Group Health Cooperative (GHC)
14.2 Insurance Premium Payments - Payment of insurance premiums will be made as follows:
14.2.1 Employees will be required to pay the following contributions towards the monthly premiums for
medical coverage effective as of the 1st of the month following ratification of the agreement:
KPS Plan B or Group Health:
Employee only coverage
Dependents coverage
Employee
Employee
0%
5%
City 100%
City 95%
14.2.2 Effective January 1,2008 employees will be required to pay the following contributions towards
the monthly premiums for medical coverage:
Employee only coverage:
Employee
0% City 100%
Dependents coverage:
Employee
10% City 90%
14.2.3 STIPEND IN LIEU OF MEDICAL COVERAGE - An employee who waives the right to
obtain medical insurance coverage through the City and who provides proof of credible coverage
through his/her spouse or other source shall be entitled to receive a stipend of one hundred fifty
dollars ($150.00) per month, payable in the amount of seventy-five dollars ($75.00) per pay.
Employees shall be required to notify Human Resources, in writing, during open enrollment, of
their desire to waive medical coverage, or at anytime during the year if a qualifying event occurs
which would change their status (e.g. marriage, divorce, spouse loss of job or medical coverage).
For initial implementation of this benefit for those who elect to waive coverage, the payment of
the stipend will not be retroactive to January 1, 2006, but will become effective the first pay
period of the next month following ratification of the agreement. Since both KPS and Group
Health underwriting requirements require a 75% participation rate, in the event that there is less
than a 75% participation rate due to employees waiving medical coverage, the City may cease
offering the stipend due to the adverse impact upon those insured.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31, 2008
Page 20 of37
14.3 Dental Insurance - The City will provide the same benefit levels as are contained in the Washington
Dental Service Plan F dental program for employees and their dependents and provide for full payment of
. .
Insurance premmms.
14.4 Insurance Benefits Committee - The Insurance Benefits Committee will be comprised of the following
members: Mayor or designee, Human Resources Manager or designee, Financial Services Director or
designee, one employee selected by the non-represented management and professional employees, and one
individual selected by each of the recognized unions. The committee will elect a chair and any other
officers it deems appropriate.
14.5 In the event changes in state or federal law create an impact on the present health and welfare premiums or
plans, the parties will reopen negotiations on such subject.
14.6 Vision Insurance - The City will pay the premium for the Washington Teamsters Welfare Trust Vision
Plan for all bargaining unit employees employed in the previous month. It shall be the responsibility of the
employee to ensure that the required paperwork is completed in a timely manner in order to enroll
him/herself and/or dependents.
ARTICLE 15
WORK RELATED EXPENSES
15.1 Uniforms - The City will provide new and replacement uniforms for each employee in the department
whenever the department head determines it is in the best interest of the City. The characteristics of the
uniform and what will constitute the uniform shall be at the sole discretion of the Department Head or
designee.
15.1.1 Employees furnished uniforms shall be required to wear their uniform when performing work
and required by the department.
15.1.2 Standard uniforms provided by the City through uniform service contracts; i.e., shirts, pants and
jackets, will be maintained by the City at City expense. All other uniform apparel such as polo
shirts, tee shirts, etc., purchased by the City shall be maintained by the employee at the
employee's expense.
15.1.3 Employees are expected to take reasonable care of their uniforms. Employees shall notify their
supervisor when uniforms are in need of replacement and/or repair.
15.1.4 City uniforms shall not to be worn during non-work hours or to non-work locations, except for
incidental stops to or from work and meal periods.
15.1.5 While in uniform, employees shall not publicly drink intoxicating liquor, be publicly intoxicated
or under the influence of a controlled substances.
15.2 Cleaning Allowance -
The cleaning allowance for Warrant Servers shall be $350.00, which shall be paid in the pay period
ending January 15th.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Page 21 of37
15.3 Warrant Servers - The City will provide five (5) uniforms to Warrant Servers.
15.4 Tool Allowance - Vehicle Maintenance:
15.4.1 The City will provide an annual tool allowance per mechanic to buy more efficient
tools or to replace lost, broken, or stolen tools as follows:
Effective as of January 1,2006 in the amount of $425.00
Effective as of January 1, 2007 in the amount of $450.00
Effective as of January 1,2008 in the amount of$475.00
15.4.2 Payment of the tool allowance will be made in the pay period ending
January 15th.
15.4.3 Should an employee separate from City employment during the year, a pro-rated reimbursement
to the City for the tool allowance shall be withheld from the employee's final paycheck, based
upon the number of months left in the calendar year.
Example: Employee receives $425 tool allowance in January and then separates from
employment in May. Employee would be required to reimburse the City in the amount of
$247.94 ($425.00 divided by 12 = $35.42/month x 7 months {June through December}).
15.4.4 The City will purchase all specialty or new tools that are required to perform the job because of
changing technology or City equipment.
15.4.5 Replacement of tools lost or stolen on City property or while performing City business will be
replaced in accordance with City Policy #3-10-16.
15.4.6 All special and heavy duty tools, power tools, and tools larger than one-half (1/2) inch drive will
be furnished and maintained by the City. The City will service and repair all employee owned
pneumatic and calibrated tools.
15.5 Safety Shoes -The City will reimburse employees for the cost of WISHA approved safety or calked
shoeslboots, when the Department/Division has determined that they are required including inspectors, as
follows:
Effective as of January 1, 2006 up to a maximum of $150.00
Effective as of January 1,2007 up to a maximum of$165.00
Effective as of January 1,2008 up to a maximum of$175.00
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January \,2006 through December 3\,2008
Page 22 of37
15.6 CDL License - When a Commercial Drivers license (CDL) is required for a position by the City, the City
will only pay for the cost of the CDL endorsement and required physical examination when making initial
application and upon any required renewal.
15.7 License/Certification Differential Pay -Employees that are required by the City and/or choose to have a
Washington State certification or license above the minimum certification level set forth below will receive
fifty dollars ($50.00) per month for each current certificate above the established minimum. Certifications
obtained outside of the certification series identified for the division or work group will be considered only
when such certification benefits the City as determined by the Director of Public Works & Utilities.
15.7.1 WWTP (WWTP Operator Certification Series)
WWTP Operator - WWTPO Group II Plant
WWTP Lab Technician - WWTPO Group II Plant
WWTP Operations Supervisor - WWTPO Group III Plant
15.7.2 Water Operations (Water Distribution Certification Series)
Water Operator - Water Distribution Manager I
Water Operator Sf. - Water Distribution Manager II
Water Operator Lead - Water Distribution Manager II
Water Operations Supervisor - Water Distribution Manager III
Environmental Technician and Water Resources Assistant (Water Distribution, WWTP Operator, or Sewer
Collection Certification Series) Level II Certification in any Series. Differential pay is allowed for
certifications above Level IIfor one series only.
15.7.3 Water Maintenance (Water Distribution Certification Series)
Water Distribution Supervisor - Water Distribution Manager III
15.7.4 Cross Connection Control Specialist (Cross Connection Control and Backflow Assembly
Tester Certification Series)
Cross Connection Control Specialist I
15.7.5 Storm/Sewer Maintenance (Sewer Collection System Certification Series)
Utility Service Specialist Supervisor - Sewer Collection System Level III
15.7.6 Automotive Maintenance Technicians (Automotive Service Excellence Certification Series)
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January I, 2006 through December 3 I, 2008
Page 23 of3?
One ASE Master Certification - Automotive, Heavy Equipment, or Emergency Vehicle Technician.
Differential pav is allowed for each additional Master Certification
15.7.7 Electronics (International Municipal Signal Association - Traffic Signal Certification Series
and NT Telephone Certification)
Electronics Technician - IMSA Level II - Traffic Signal
15.7.8 Traffic Maintenance (International Municipal Signal Association - Signs and Markings
Certification Series)
Sign Shop Service Specialist Supervisor - IMSA Level III - Signs and Markings
15.7.9 Engineering (Professional Engineer and Land Surveyor). There is no Certification Pav
allowed for EIT or LSIT Certifications.
Engineer I - Engineer- In-Training Certification or Land Survevor-in- Training Certification
Engineer II - Engineer-In-Training Certification
Engineer III - Professional Engineer
15.8 Maintenance of Certifications - The City will reimburse an employee for the actual costs of obtaining
and maintaining a professional or work related certification including a CDL license, which is required by
the City or has been required as a condition of working in a particular classification.
15.9 Failure to maintain/obtain required certifications - If an employee fails to obtain or maintain a
certification required in order to perform the essential duties and functions. of hislher position, shall not
receive the monthly certification pay. New hires who are required to obtain a CDL license for their
position within six months from their date of hire, and who fail to obtain the required CDL license shall be
terminated by the City.
15.10 Meal Expense - The City will reimburse an employee up to eight ($8.00) dollars per meal for meal
expenses when the employee is required to work during a bona fide emergency situation after completing
his or her regular work day, provided that the employee works at least three (3) additional hours during a
twenty-four (24) hour period. To receive reimbursement for meal expense, the employee will submit an
appropriate expense claim form
15.11 Travel Authorization and Expense Reimbursement - Travel authorization and expense reimbursement
shall be pursuant to Chapter 2.74, Travel Authorization and Expense Reimbursement, of the Bremerton
Municipal Code.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2006 through December 31, 2008
Page 24 of37
ARTICLE 16
SUBCONTRACTING WORK
16.1 The City of Bremerton and the Union will agree that conditions surrounding decisions to subcontract work
normally performed by non-uniformed employees are subject to the following: The City will provide a
minimum of thirty (30) days advance notice of it's intention to subcontract out work and bargain the impact
of such proposed subcontracting. In the event the City enters into a contract, depending on the needs of the
City at that time, the City shall have the option to either to keep those affected employees employed in any
job classification for which they are qualified, at their current rate of pay, or to pay them under the
following conditions: Either one (1) week of severance payor continued employment for each completed
year of regular employment with the City, up to a maximum of 16 weeks. Employees will be cashed out of
all vacation leave accrued as provided by current agreement. Payout for Sick leave accrual will be granted
only to those employees who are within five (5) years of earliest retirement under (PERS), and then at a
maximum not to exceed seventeen and one-half percent (17.5%) of their existing balance. Those affected
employees will also be placed on Civil Service Reinstatement Registers in accordance with existing rules.
ARTICLE 17
MUNICIPAL COURT NON-CIVIL SERVICE EMPLOYEES
EMPLOYMENT RIGHTS
17.1 Hiring - - T he Department will hire and promote employees of the Municipal Court Department in
conformance with federal, state and local laws governing hiring practices. Newly hired employees will
serve a one (1) year probationary period during which period the employee may be terminated without
cause. Any employee terminated during the probationary period will have no recourse to the grievance
procedure.
17.2 Promotional Probation - Newly promoted employee's will serve a six month (6) promotional
probationary period during which time the employee may be reduced to his or her former position in the
Court at the discretion of the Municipal Court Judge or designee, at the pay step pursuant to 5.4.1. Any
employee reduced to his/her former position during the promotional probationary period will have no
recourse to the grievance procedure.
17.3 Discipline and Discharge - The Department may discipline or discharge an employee for good cause.
"Cause" is hereby defined to be identical to the cause or causes, which are set forth in the Civil Service
Rules governing employees covered by Civil Service.
17.4 Civil Service - The procedures which will be employed by the Department in taking disciplinary action or
in discharging an employee of the Department who is not covered by Civil Service will be identical to
those which are prescribed for use for employees covered by Civil Service with the following exceptions:
17.4.1 The Department will file all required materials with the Human Resources Manager in lieu of the
Civil Service Officer.
17.4.2 Appeals of the Department's decision will be processed through the Grievance Procedure contained
in this agreement.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Page 25 of37
17.5 Layoff - Employees subject to layoff will be provided thirty (30) calendar days written notice prior to the
effective date of layoff. Layoff of Municipal Court employees will be accomplished by seniority from date
of hire within the series of classifications grouped as follows:
Group 1:
Senior Legal Technician
Legal Technician
Group 2:
Probation Officer
Detention Specialist
17.5.1 Any new classification used in the Department will be placed in a series group by mutual agreement
between the Human Resources Manager and the Union. If an employee of the Department who is
covered by Civil Service is to be laid off by seniority, he or she will exercise their rights under the
Civil Service layoff procedures.
17.6 Civil Service Employees - Employees covered by Civil Service will be hired, disciplined and discharged
in conformance with Civil Service Rules.
ARTICLE 18
DRUG FREE WORK PLACE
18.1 The maintenance of a drug-free work place is essential to the safety and welfare of City employees. The
following provisions will apply to employees covered by this agreement:
18.2 Controlled Substances -
18.2.1 The unlawful manufacturing, distributing, dispensing, possessing or using of a controlled substance
or alcohol in the work place is prohibited. Reporting to work under the influence of a controlled
substance or alcohol is prohibited.
18.2.2 As a condition of employment, all employees must notify their department head of any criminal
drug statute conviction for a violation occurring in the work place no later than five days after such
a conviction.
18.3 Prescription or Over-the-Counter Drug Use - The use of prescription and over-the-counter drugs which
compromise safety in the work place or the quality of the employee's work product is prohibited.
18.4 Employee Sanctions - It is the responsibility of every employee to be aware of the above provisions and
to abide by them. Failure to observe these provisions could result in immediate disciplinary action against
the employee, up to and including termination. The employee may be required to participate satisfactorily
in an alcohol or drug abuse assistance or rehabilitation program.
18.5 Drug Abuse Education Program - The City will utilize all available City resources, such as the Police
Department, to educate employees as to the dangers of drug abuse.
18.6 Confidentiality - The confidentiality of all complaints and reported violations of the provisions of this
policy will be strictly maintained, except as required by public disclosure laws or court orders.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2006 through December 31, 2008
Page 26 of37
18.7 The parties have agreed to the City of Bremerton Human Resources Policy 3-20-03 "Drug and Alcohol
Policy" for employees required to have a Commercial Driver's License, with an effective date of January 1,
1996. The parties agree that the City of Bremerton Human Resources Policy #3-20-03" Drug and Alcohol
Policy" will apply to employees not required to have a CDL, however, they will not be subject to random
testing.
ARTICLE 19
BUS PASSES
19.1 The City will provide Kitsap Transit bus passes to employees working in the downtown core who request
bus passes. To be eligible to receive such passes, the employee must ride the bus to and from work an
average of three times a week. The City will establish procedures for the issuance of bus passes to
employees. It shall be understood that an employee issued a bus pass is not eligible to receive free
downtown parking.
ARTICLE 20
MANAGEMENT RIGHTS
20.1 Subject only to the limitations expressly stated in this agreement, the Union recognizes that the Employer
retains the exclusive right to manage its business including, but not limited to, the right to determine the
methods and means by which its operations are carried on, to direct the work force and to conduct its
operations in a safe and efficient manner.
ARTICLE 21
WORK STOPPAGES
21.1 STRIKES/LOCKOUTS PROHIBITED- The City and the Union agree that the public interest requires
efficient and uninterrupted performance of all City services and to this end pledge their best efforts to avoid
or eliminate any conduct contrary to this objective during the term of this Agreement. Accordingly, it will
be a violation of this Agreement for the City to cause a lockout of its employees or for the Union to call,
encourage, or participate in any strike, sympathy strike, slowdown, or other work stoppage. Employees
engaging in any of the aforementioned activities will be subject to disciplinary action in accordance with
the rules of the Civil Service Commission.
ARTICLE 22
GRIEVANCE PROCEDURE
22.1 Definitions:
22.1.1 Grievance - A grievance is an alleged contract violation, question, or challenge raised by an
employee or the Union as to the correct interpretation or application of this Agreement by the City.
Such allegation, question, or challenge is to be resolved through this Grievance Procedure.
22.1.2 Civil Service Appeal - An appeal is an allegation of a violation of the Civil Service Rules which
is to be resolved through the Civil Service Appeals procedure and is not resolvable through this
Grievance Procedure.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Page 27 of37
22.2 Step 1 - An employee or Union representative who believes that a question exists as to the correct
interpretation or application of this agreement will first discuss the action giving rise to the belief with the
immediate supervisor involved within forty-five (45) calendar days of the date the action took place or
within forty-five (45) calendar days of the date upon which the employee could reasonably have been
expected to know of such action. The employee will have the right to be assisted by an authorized Union
representative during this discussion if they request one. The time limits above shall not apply to payroll
errors.
22.3 Step 2 - In the event that the immediate supervisor does not resolve the grievance to the satisfaction of the
employee or the Union within a period of fourteen (14) calendar days at Step 1 of this procedure, the
employee or the Union Representative will reduce the grievance to writing and will state: the section (or
sections) of this agreement which is alleged to have been interpreted or applied incorrectly; an explanation
of the grievance in detail, including dates, actions and such other information needed to understand the
facts and circumstances giving rise to the grievance; and the remedy sought. The employee will have the
right to be assisted by an authorized Union representative in reducing his or her grievance to writing. The
employee or Union representative will present the written grievance to the employee's Department Head
within fourteen (14) calendar days of the date the employee received the immediate supervisor's response.
The Department Head will meet with the employee and/or the employee's Union Representative within
fourteen (14) calendar days after receipt of the written grievance for the purpose of considering the matter.
The Department Head will reduce his or her decision to writing and will transmit the decision to the
employee and the Union representative within fourteen (14) calendar days of meeting with the employee
and/or the Union representative.
22.4 Step 3 - In the event that the Department Head does not resolve the grievance to the satisfaction of the
employee or the Union representative at Step 2 of this procedure, the employee or the Union representative
will transmit a copy of the original grievance along with a copy of the Department Head's written response
to the Human Resources Manager with a copy to the Mayor within fourteen (14) calendar days of receipt of
the Department Head's written response. The Human Resources Manager will consider the grievance and
may convene a meeting. The Human Resources Manager will reduce his or her decision to writing within
fourteen (14) calendar days of receipt of the grievance and transmit the decision to the Union.
22.5 Step 4 - In the event that the Human Resources Manager does not resolve the grievance at Step 3 of this
procedure, the Union may request arbitration of the issue by written notification to the Human Resources
Manager. Immediately thereafter, the parties will petition the Public Employment Relations Commission
(PERC) for a list of nine (9) arbitrators.
22.6 Powers and Duties of the Arbitrator - It will be the duty of the arbitrator to conduct a hearing on the
issue or issues submitted by the parties for decision. The hearing will be kept informal and private. The
arbitrator will interpret the provisions of this agreement as they apply to the issue or issues submitted for
decision and will not add to, subtract from nor in any way otherwise alter nor recommend the alteration of
the terms and conditions of the agreement in deciding the matter. As soon as is practicable after conducting
the hearing, the arbitrator will render a ~itten decision which will be binding upon the parties.
22.7 Costs of Arbitration - The expenses of the neutral arbitrator will be borne equally by the parties. Each
party will singly bear all costs related to preparing and presenting its own case before the arbitrator,
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2006 through December 31, 2008
Page 28 of37
including costs of witnesses and attorneys. The party desiring a record of the proceedings will bear the cost
of obtaining such record.
22.8 Time Limits - Time limits established in this procedure will be strictly adhered to but may be waived by
mutual agreement of the Union and the City. All procedures contained herein will be complied with as
expeditiously as practicable.
ARTICLE 23
SEVERABILITY
23.1 In the event that any provision of this Agreement is held invalid by operation of law or by any tribunal of
competent jurisdiction, or if compliance with or enforcement of any Article should be restrained by such
tribunal pending a final determination as to its validity, the remaining provisions of this Agreement will not
be held invalid and will remain in full force and effect. The Union and the City will immediately meet and
attempt to renegotiate any provision found invalid.
ARTICLE 24
ENTIRE AGREEMENT
24.1 The Union and the City acknowledge that each has had the unlimited right and opportunity to make
proposals with respect to any matter deemed a proper subject for collective bargaining. The results of the
exercise of that right are set forth in this Agreement. Therefore, the City and the Union each voluntarily
and unqualifiedly agree to waive the right to oblige the other party to bargain with respect to any subject or
matter not specifically covered by the Articles of this Agreement during the term of this Agreement, except
as mutually agreed upon.
ARTICLE 25
CONFLICTING PROVISIONS
25.1 In the event that any provision of this Agreement is found to be in conflict with any other Resolution,
Ordinance, Policy, Regulation or Rule of the City, the provision of this agreement will prevail.
ARTICLE 26
LABOR MANAGEMENT COMMITTEE
26.1 Labor Mana2ement - The City and the Union agree that a need exists for closer cooperation between
labor and management. To accomplish this objective, the Employer and the Union agree that no more than
five (5) duly authorized representatives of the Union will function as one-half (1/2) of a Labor-
Management Committee, the other half being no more than five (5) certain representatives of the City
named for that purpose. The Committee will meet as necessary for the purpose of discussing and
facilitating the resolution of all problems, which may arise between the parties. The City will provide a
draft of the minutes of the meeting to the Union's Committee members within (2) two weeks of the
meeting. The Committee will be chaired by a member elected by the Committee.
26.2 Should the Union and Employer mutually agree to change, add, or delete any provision of this Agreement,
policies or rules, such change will be set forth in writing.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Page 29 of37
ARTICLE 27
JOB SHARING
27.1 Job Sharine: - The parties consider job sharing as a potential viable alternative to full time employment.
Jobs may be shared on an hourly, or daily basis.
27.2 All leave for job-sharing employees will be provided on a pro-rated basis. Insurance benefits premium
costs will be determined on a case by case basis; however, the total cost to the City cannot exceed the
cost for a full time employee.
27.3 Job sharing may only be done by mutual agreement of the employees affected and Department Head or
designee. Vacant full time positions may be announced as "Job Sharing" only if agreed to by the City
and Union.
27.4 All time worked by an employee above the base scheduled hours for the position will be considered
overtime, provided, however, that the combined paid hours for the position exceed forty (40) in the work
week.
27.5 Job sharing employees must sign a "Job Sharing Contract" acknowledging their acceptance of
appropriate conditions including the following:
27.5.1 Either job sharing employee may request terminating the contract and returning to full-time
employment. Accommodation of this request shall be subject to the availability of a vacant
position. The remaining employee may be required to work full-time until another "job sharing"
employee can be found, and is approved by the Department Head or designee.
27.5.2. Job sharing employees agree to work full-time during the absence of the other employee, when
requested.
27.5.3 Regular status for employees "job sharing" will be achieved upon successful completion of
hours worked equivalent to the duration of the probationary period for the classification.
27.5.4. Step increases for "job sharing" employees shall be granted in the same manner as full-time
employees on an equivalent basis.
27.5.5 Other conditions as may be considered necessary by the Department Head or designee may be
made part of the job sharing contract. Provided, however, that they do not alter any terms of
this Labor Agreement or the Civil Service Rules.
27.5.6. The job sharing contract may be terminated at the discretion of the Department Head or
designee in accordance with the Civil Service Rules.
27.5.7. The negotiated job sharing contract will indicate the base schedule to be worked by each
employee and the distribution of insurance benefits premium costs.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Page 30 of37
ARTICLE 28
TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT
28.1 Temporary Assignment - An employee covered by this Agreement may be temporarily assigned the
duties and responsibilities of a position which has a higher pay classification than his/her regularly
assigned classification in which the incumbent employee is absent due to an extended illness, leave of
absence or other extenuating circumstances, An employee who is temporary assigned to such a position
shall be compensated at five percent (5%) above his/her current pay rate or the first step of the higher
pay rate, whichever is greater. In no case shall an employee be paid more than the top pay step of the
higher classification or serve in a temporary assignment for more than one (1) year. A temporary
assignment may be extended one (1) time, on a case-by-case basis, for up to a maximum of six (6)
months at the discretion of the Department Director. Such extension shall require the concurrence of the
Human Resources Director and the Union. It shall be understood that compensation at the higher pay
rate shall be effective after the completion of forty (40) consecutive hours in the temporary assignment.
The first forty (40) hours of the temporary assignment shall be paid at the employee's regular rate of pay.
Temporary Assignment will not affect an employee's anniversary date for step advancement purposes.
28.2 Special Assignment - An employee covered by this agreement may be placed in a special assignment,
rather than being permanently reclassified to a higher level to allow for employee rotation, to enhance
upward mobility, or for special projects for a period of one (1) calendar year or less. A Special
Assignment may be extended one (1) time, on a case-by-case basis, for up to a maximum of six (6)
months at the discretion of the Department Director. Such extension shall require the concurrence of the
Human Resources Manager and the Union. (LOU dated 8/31/05) Special Assignments shall not to be
used for staffing shortages. Compensation for Special Assignments may be granted up to a maximum of
ten percent 10% above what the current rate of pay is for the employee and requires the approval of the
Human Resources Manager. Special Assignment will not affect an employee's anniversary date for step
advancement purposes.
ARTICLE 29
WASTEWATER TREATMENT PLANT - EMPLOYEES
29.1 WWTP Operator's License Differential- WWTP Operator's that are required by the employer and/or
choose to have a Washington State Operator's License above Group II will receive Fifty Dollars ($50.00)
per month for each current certificate above Group II.
29.2 WWTP Operations Supervisor License Differential- WWTP Operation Supervisor's that have a
Washington State Operator's license above Group III, will receive Fifty Dollars ($50.00) per month for
each certification above Group III.
29.3 WWTP Operator-in-Char2e Differential- When the employer designates a WWTP Operator-in-Charge
for a minimum of one full shift, they will receive a five (5%) percent differential applied to their base
hourly pay for each shift so assigned.
29.4 WWTP Maintenance Mechanic-in-Char2e Differential - When the employer designates a WWTP
Maintenance Mechanic-in-Charge for a minimum of one full shift, they will receive a five (5%) percent
differential applied to their base hourly pay for each shift so assigned.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31,2008
Page3! of37
29.5 WWTP Operator Trainee Probationary Period - The probationary period shall be not less than six (6)
months and no more than eighteen (18) months, contingent upon when employee obtains the required
WWTP Operator's license.
29.6 Promoted Employees - If between six (6) and eighteen (18) months the employee does not qualifY for
WWTP Operator they will be returned to the class they previously held, provided they held such class in a
non-probationary status.
29.7 New Hires - If between six (6) and eighteen (18) months the employee does not qualifY for WWTP
Operator, the employee shall be terminated.
ARTICLE 30
TEAMSTERS SUPPLEMENTAL PENSION PLAN
The City agrees to allow the bargaining unit employees the opportunity to voluntarily participate in the Teamsters
Supplemental Pension Plan. It shall be understood that participation in this plan shall be strictly voluntary and that
100% of the cost of participation shall be the sole responsibility of the employee.
ARTICLE 31
DOWNTOWN PARKING
The City shall provide free parking for all bargaining unit members who are assigned to work on a regular basis in
the downtown area.
ARTICLE 32
AUTOMATIC PROMOTION FROM PLANNER I TO PLANNER II AFTER
THREE (3) YEARS
Employees hired as Planner I who successfully complete three (3) years of employment with the City as a Planner
I, upon reaching their third (3rd) year anniversary date, will be automatically promoted to Planner II without Civil
Service testing as long as his/her 3rd year annual evaluation reflects a "Meets Expectations" or higher rating. If a
Planner I fail to receive their 3rd year annual evaluation in a timely manrier, it shall be assumed that their
performance "Meets Expectations" and they will be promoted to Planner II. This shall apply retroactively to any
employee in a Planner I classification as of the date of ratification of this contract. This does not preclude the City
from promoting a Planner I to a Planner II position through the normal Civil Service promotional testing process
prior to reaching his/her 3rd year anniversary.
ARTICLE 33
TERM
33.1 This Agreement will become effective upon January 1, 2006 and will remain in effect through December
31, 2008. All requests to amend, modifY or terminate this Agreement will require either party to file
written notice upon the other at least one hundred eighty (180) days prior to December 31, 2008.
This agreement is hereby submitted to the Bremerton City Council by the City representative and the Union
representative for the Council's consideration and approval. Upon approval, this agreement will become binding
upon the City, the Union and all of the employees in the bargaining unit covered by this agreement.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31, 2008
Page 32 of37
APPROVED by the Bremerton City Council on the 5th day of July, 2006.
Signed this 1~
dayof 1~
FOR THE CITY OF BREMERTON
By
Honorable C
,2006
FOR GENERAL TEAMSTERS LOCAL UNION #589:
/I
~
ovich, City Attorney
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2006 through December 31, 2008
Page 33 of37
2006 Team~t(!rs Appelldix A
With 2.311 % COLA Increase January 1, 2006
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Step A . Step B Step C Step D Step E Step F Step G
Grade 4 Annual 27,541 28,251 28,919 29,712 30,527 . 31,320 32,15.5
Parks laborer Monthly 2,295 : 2,354 2,410 2,476 2,544 2,610 2,680
~emi-Monthly 1,148 1,177 1,205 1,238 1,272 1,305 1,340
Hourly 13.19 13,53 13,85 14,23 14,62 15,00 15.40
aT Houi!y 19,79 20,30 20,78 21,35 21,93 22,50 23,10
+Longevity Base +1% 13,32 : 13,67 13,99 14,37 14,77 . 15,15 15,55
Base +2% 13.45 13,80 14,13 14,51 14,9~1. . 15,30 15,71
Base +3% 13,59 : 13.94 14,27 14,66 15,06 15.45 15,86
Base +4% 13,72 14,07 14.40 14,80 15,20 . 15,60 16,02
Grade 5 Annual 28,919 29,712 30,527 31,320 32,1.55 32,970 33,888
Office Assistant I Monthly 2,410 ; 2,476 2,544 2,610 2,680 2,748 2,824
Sem,i-~onthly .. 1,205 1,2,38 1,272 . 1,305. 1}40 1,374 1,412
Hourly 13,85 14,23 14,62 15,00 15.40 . 15,79 16,23
.QT Hourly 20,78 21,35 21,93 22,50 23,10 . 23,69 24,35
+Longevity Base +1% 13,99 . 14.37 14,77 15,15 15,55 . 15,95 16,39
Base +2% 14,13 14,51 14,91 15,30 15,71 16,11 16,55
Base +3% 14.27 14,66 15.06 15.45 15.86 16.26 16,72
Base +4% 14.40 .. 14,80 15,20 15,60 16,02 16.42 16,88
Grade 6 Annual 30,~27 31 ,3~() 32,1155 32,970 33,888 34,7615 35,726
Office Assistant II Monthly 2,544 2,610 2,680 2,748 2,824 2,897 2,977
$e,mi-Monthly 1,272 1,305 ~1 ,340 .. ~ 1,374 1,412 1 ,449 1 ,489
Hourly 14,62 ' 15,00 15.40 15,79 16,23 16,65 17,11
aT Hourly 21,93. : 22,50 23,10 23,69 24,35 : 24,98 25.67
+Longevity Base +1% 14,77 15,15 15,55 15,95 16,39 16,82 17,28
Base +2% 14,91 15,30 15.71 16,11 16,55 16,98 17.45
Base +3% 15,06 15.45 15,86 16,26 16,72 17,15 17,62
Base +4% 15,20 15,60 16.02 16.42 16,88 ; 17.32 17,79
Grade 7 Annual 32,155 32,970 33,888 34,765 35,726 ' 36,665 37,605
Office Assistant III Monthly 2,680 2,748 2,824 2,897 2,977 : 3,055 3,134
Police Records Specialist I ,Semi-Monthly 1,340 . 1,374 1,41? 1,449 1,489 1,528 1,567
Hourly 15.40 : 15,79 16,23 16,65 17,11 17,56 18,01
aT HoLJr1y 23,10 23,69 24,35 24,98 25,67 26,34 27,02
Base +1% 15,55 15,95 16,39 16,82 17.28 17,74 18.19
Base +2% 15,71 16,11 16,55 16,98 17.45 17,91 18,37
Base +3% 15,86 16,26 16,72 17,15 17,62 18,09 18.55
Base +4% 16,02 16.42 16,88 17,32 17.79 18,26 18.73
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January I, 2006 through December 31, 2008
Page 34 of37
Grade 8 ,_~nn_l!~_~ ,~~.,~,88 I 3.~,r~1:), _ ,3.5,7..~6 , 3,6,,~~1:). ...3.7.605 ... }8,~49 39,693
Accounting Assistant II Monthly 2,824 . 2,897 2,977 3,055 3,134 , 3,221 3,308
, Legal Technician ~__Semi-Monthly ~_ 1.412 1,449 ~ .489 1,,~28 1,567..1 1,611 1,654
Office Assistant Sr. Hourly 16.23 ; 16.65 17.11 17.56 18.01 : 18.51 19.01
Recreation Prog: Coor. I ,,' aT Hourly 24.35 24.98 25.67 26.34 27.02 27.77 28.52
Base +1 % 16.39 , 16.82 17.28 17.74 18.19 ~ 18.70 19.20
Base +2% 16.55 : 16.98 17.45 17.91 18.37 I 18.88 19.39
Base +3% 16.72 17.15 17.62 18.09 18.55 19.07 19.58
Base +4% 16.88 17.32 17.79 18.26 18.73 19.25 19.77
Grade 9 Annual 35.?~6 .! ,_,~6.! 6~.5." .' 3..7. ,.6()_~ . . .38...E3~9. , ~9,69~.r_AO,?~?, ,41,927
V,^~~^~' ,,,__,,
Accounting Assistant III Monthly 2,977 3,055 3,134 3,221 3,308 3,397 3.494
Pol.ice~~~cords ~~~iCllist II _Semi-Mont~ly .. 1.489 1,528 1 ,56? 1.&11 1 ,65.~ 1 ,69_~ 1,747
Water Resources Assistant Hourly 17.11 17.56 18.01 18.51 19.01 19.52 20.08
. aT Hourly 25.67 26.34 27.02 27.77 28.52 ; 29.28 30.12
Base +1% 17.28 : 17.74 18.19 18.70 19.20 19.72 20.28
Base +2% 17.45 17.91 18.37 18.88 19.39 19.91 20.48
Base +3% 17.62 ; 18.09 18.55 19.07 19.58 . 20.11 20.68
Base +4% 17.79 18.26 . 18.73 19.25 19.77 20.30 20.88
,~ ~ ~~~M'_ '
Grade 10 Annual ..~_~._ ~r,'!?Q5 j ...?8_,.!?~~... .~~,~~3. .~()J.?8.._ . 41,927 ; 43,Q~6 44,24? .
" ~, ~--'- ~ __~.,__c, , , 'W~~~~ ~ -~3.494-r
Accounting Assistant Sr. Monthly 3,134 3,221 3,308 3,397 3,591 3,687
Legal T~~~nic.iCl!:l_~r: ~el11i~fy1~nthly _.. 1,567 I .!,~~ 1 1,,654 1,699 1,747 : 1,796 1,844
v______
Office Assistant Senior Spec. Hourly 18.01 18.51 19.01 19.52 20.08 I 20.64 21.19
Parks S~rvice Specialist aT H()~rly 27.02 27.77 28.52 29.28 30.12 30.96 31.79
Payroll Specialist Base +1 % 18.19 . 18.70 19.20 19.72 20.28 20.85 21.40
Web Support Specialist Base +2% 18.37 18.88 19.39 19.91 20.48 21.05 21.61
Base +3% 18.55 19.07 19.58 20.11 20.68 ; 21.26 21.83
.
Base +4% 18.73 19.25 19.77 20.30 20.88 21.47 22.04
Gracie. 11
Building & Dev. Spec. I
~ngi'le_~r!.ng Technj.ciCl'!JL
Recreation Prog. Coord. II
Sign Shop Serv~c.~Specialist
. Street Service Specialist
Utilitie~.S.ervice Spe~ililist
Water Operator
Annual
_,~~~ ,~_^ """ " ^~ ~M~ ~~
Monthly
"~"_' Se!!li::fy1()nthJL...
Hourly
_ QI.Hourly .
Base +1 %
Base +2%
Base +3%
Base +4%
}~,6,93
3,308
...,1...6,54
19.01 :
28.52
19.20
19,39 .
19.58 .
19.77
,..,. 40,.7~8.
3,397
!,69~_
19.52
29.28
19.72
19.91
20.11
20.30
...... . 1.1J~?7
3.494
, ,1.,.z.~?
20.08
30.12
20.28
20.48
20.68
20.88
~.3,()~6. ..
3,591
.. .1,]96
20.64
30.96
20.85
21.05
21.26
21.47
.4:~!2A~. i
3,687 .
1,84:1. '.
21.19 .
31.79 .
21.40 I
21.61
21.83
22.04 .
.4:5.,9.3.9
3,795
1&~8.
21.81
32.72
22.03
22.25
22.46
22.68
,,46,Z5Q,
3,896
..1,948
22.39
33.59
22.61
22.84
23.06
23.29
Grade 12 Annual 41 ,92]' ,~...43,09_~_ 44,2~5 . :4.?,1539 46,Z~Q. 47,982 49,339 .
v~"~_~._, "" ...
Court Home Detention Spec. Monthly 3.494 3,591 3,687 3,795 3,896 3,999 4,112
, F()':.~~t.!:Y...S.~rvi~. s.pec:..~r. . Sel11i,:fy1o.nt~Iy". ~!.r4:7. ._ J., !~l? 1.&~ . ..1.,8.98 1,9..18. ; 2,OPO 2,056
Parks Service Spec. Sr. Hourly 20.08 20.64 21.19 21.81 22.39 : 22.98 23.63
Probation Officer . , aT Ho~rly . 30.12 30.96 31.79 32.72 33.59 34.47 35.45
Recreation prog: Coord. III Base +1 % 20.28 . 20.85 21.40 22.03 22.61 23.21 23.87
Warrant Server Base +2% 20.48 21.05 21.61 22.25 22.84 23.44 24.10
WWTP Maintenance Tech. Base +3% 20.68 21.26 21.83 22.46 23.06 23.67 24.34
Base +4% 20.88 21.47 22.04 22.68 23.29 23.90 24.58
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31, 2008
Page 35 of37
Grade 13 Annual 44,245 45,539 46,750 47,982 ~ 49,339 > 50,738 52,054
~utomotive Equip. Tech. . Monthly 3,687 3,795 .. 3,896 3,999 4,112 4,228 4,338
Engineering Technician III Semi-Monthly 1,844 i 1,898 1,948 2,000 2,056 2,114 2,169
Maintenance Coordinator I Hourly 21.19 21.81 22.39 22.98 23.63 > 24.30 24.93
PC Technician OT Hourly 31.79 32.72 33.59 34.47 35.45 36.45 37.40
Sign Shop Service Spec~ ~r~ Base +1 % 21 .40 22.03 22.61 23.21 23.87 24.54 25.18
Streets Service Spec. Sr. Base +2% 21.61 22.25 22.84 23.44 24.10 24.79 25.43
Utilities Customer Service Rep. Base +3% 21.83 22.46 23.06 23.67 24.34 25.03 25.68
Utilities Service Spec. Sr. Base +4% 22.04 i 22.68 23.29 23.90 24.58 25.27 25.93
Water Operator Sr.
WWTP lab Technician
Grade 14 Annual 46,750 47,982 49,339 50,738 .. 52,054 53,515 55,061
Accountant Monthly 3,896 .,3,999 4,112 4,~28 4,338 4,~60 4,588
Community Resource Spec. Semi-Monthly 1,948 i 2,000 2,056 2,114 2,169 2,230 2,294
~lIi1ding !Dev. Spec. II ~ourly 22.39 22.98 23.63 24.30 24.93 25.63 26.37
Planner I OT Hourly 33.59 . 34.47 35.45 36.45 37.40 . 38.45 39.56
WWTP Operator I Base +1 % 22.61 23.21 23.87 24.54 25.18 25.89 26.63
Base +2% 22.84 23.44 24.10 24.79 25.43 26.14 26.90
Base +3% 23.06 . 23.67 24.34 25.03 25.68 . 26.40 27.16
Base +4% 23.29 . 23.90 24.58 25.27 25.93 26.66 27.42
Grade 15 Annual 49,339 50,738 52,054 53,515 55,061 56,543 58,193
Assistant Network Admin. Monthly, 4,)12 4,228 4,338 4,460 4,588 4,712 4,849
Customer Service/PC Tech. Semi-Monthly 2,056 2,114 2,169 2,230 2,294 2,356 2,425
Electronics Technician Hourly , 23.63 24.30 24.93 25.63 26.37 27.08 27.87
Engineering Technician IV OT Hourly 35.45 : 36.45 37.40 38.45 39.56 40.62 41.81
Environmental Technician Base +1 % 23.87 24.54 25.18 25.89 26.63 . 27.35 28.15
...
Journey level Electrician Base +2% 24.10 24.79 25.43 26.14 26.90 27.62 28.43
lead Autom,otive Equip. Tech. Base +3% 24.34 25.03 25.68 26.40 27.16 : 27.89 28.71
lead Utilities Service Spec. Base +4% 24.58 25.27 25.93 26.66 27.42 .. 28.16 28.98
lead Water Distri,bution Spec.
lead Water Operator
Maintenance Coordinator II
A~'A ,,~W~
Parks Facilities Specialist
Parks lea~..Service Spec.~
Utilities Accounts Supvr.
WWTP CMMS Technician
WWTP Operator II
Grade 16 Annual 52,054 i 53,515 55,061 56,543 58,193 59,884 61,533
Civil El1gineer I MQI1thly 4,338 ' 4,460 4,588 4,712 4,849 4,990 5,128
Cross Connection Cont. Spec. Semi-Monthly 2,169 2,230 2,294 2,356 2,425 2,495 2,564
Hourly, ,2,4..93 : 25.63 26.37 27.08 27.87 28.68 29.47
OT Hourly 37.40 38.45 39.56 40.62 41.81 43.02 44.21
Base +1% 25.18 : 25.89 26.63 27.35 28.15 28.97 29.76
Base +2% 25.43 26.14 26.90 27.62 28.43 29.25 30.06
Base +3% 25.68 26.40 27.16 27.89 28.71 29.54 30.35
Base +4% 25.93 . 26.66 27.42 28.16 28,98 29.83 30.65
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1,2006 through December 31, 2008
Page 36 of37
Grade 17 Annual 55,061 56,543 58,193 59,884 61,533 63,287 65,020
Electronics Supervisor t:JIonthly 4,588 4,712 4,~49 " 4,99() 5,128 5,274 5,418
Facilities Inventory Supervisor Semi-Monthly 2,294 2,356 2,425 2,495 2,564 2,637 2,709
Network Administrator Hourly 26.37 27.08 27.87 28.68 29.47 30.31 31.14
Parks Maintenance Sup. aT Hourly 39.56 . 40.62 41.81 43.02 44.21 45.47 46.71
Planner II Base +1 % 26.63 27.35 28.15 28.97 29.76 30.61 31.45
Sign Shop Servo Spec. Sup. Base +2% 26.90 · 27.62 28.43 29.25 30.06 30.92 31.76
Streets ~~eryice Spec. Supvr. Base +3% 27.16 27.89 28.71 29.54 30.35 31.22 32.07
Utilities Service Spec. Sup. Base +4% 27.42 . 28.16 28.98 29.83 30.65 31.52 32.39
Water Distribution Sup.
Water Resources Oprns. Supv.
WWTP Maintenance Supv.
WWTP Operations Supervisor
Grade 18 Annual 58,193 . 59,884 61,533 63,287 65,020 . 66,837 68,674
Civil Engin.~er II Monthly 4,849 4,990 5,128 5,274 5,~18 5,570 5,7?3
Engineering Technician Sr. Semi-Monthly 2,425 . 2,495 2,564 2,637 2,709 . 2,785 2,862
Forestry Service Spec. Sup. l10urly 27.87 28.68 29.47 30.31 31.14 . 32.01 32.89
aT Hourly 41.81 43.02 44.21 45.47 46.71 48.02 49.34
Base +1 % 28.15 . 28.97 29.76 30.61 31.45 32.33 33.22
Base +2% 28.43 i 29.25 30.06 30.92 31.76 . 32.65 33.55
Base +3% 28.71 29.54 30.35 31.22 32.07 32.97 33.88
Base +4% 28.98 . 29.83 30.65 31.52 32.39 33.29 34.21
Grade 19 Annual 61,533 ! 63,287 . 65,020 66,837 68,674 70,407 72,182
Civil Engineer III Monthly 5,1~~ i 5,274 5,418 ~5,570 5,723 5,867 6,015
Semi-Monthly 2,564 . 2,637 2,709 2,785 2,862 . 2,934 3,008
Hourly 29.47 30.31 31.14 32.01 32.89 33.72 34.57
aT Hourly 44.21 45.47 46.71 48.02 49.34 50.58 51.86
Base +1% 29.76 30.61 31.45 32.33 33.22 34.06 34.92
Base +2% 30.06 30.92 31.76 32.65 33.55 34.39 35.26
Base +3% 30.35 31.22 32.07 32.97 33.88 34.73 35.61
Base +4% 30.65 : 31.52 32.39 33.29 34.21 35.07 35.95
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2006 through December 31, 2008
Page 37 of37
-
DATE SUBMITTED: 6-27-06
BILL # ()b-I~d-
AGENDA BILL
CITY OF BREMERTON
CITY COUNCIL
..................................................................................m-.....
SUBJECT: Collective Bargaining
Agreement between the City and Teamsters
Local #589
Committee Meeting Date:
COUNCIL MEETING Date:
Department:
Presenter:
Executive Session
7-05-06
Financial Services
Carol Conley, HR
Manager
473-5347
Phone:
SUMMARY: Pursuant to RCW 41.56, negotiations have concluded between representatives of the
City and the Teamsters resulting in the attached Collective Bargaining Agreement (CBA). These
negotiations have been discussed with Council in Executive Sessions. This CBA replaces the current
one that expired on December 31, 2005. The new CBA is for a three (3) term, beginning January 1,
2006 through December 31, 2008. It was ratified by the Teamsters' membership on June 21, 2006.
Council approval is required to implement this agreement.
A TT ACHMENTS: Proposed Collective Bargaining Agreement between the City and Teamsters
Local #589
FISCAL IMP ACTS (Include Budgeted Amount): There are sufficient funds set aside in the 2006
budget to cover the cost of the proposed contract. A General Fund budget adjustment for 2006 of
$67,046 and a Utilities and Other funds adjustment of $154,048 to reallocate the labor costs from the
Miscellaneous Non-departmental budget (set aside for Labor) to the various departments is required.
The projected cost of this CBA for all funds in 2007 is $465,798 and in 2008 is $819,456.
--;>
~~~~ CONSENT AGENDA f
;~~J/f;7~/(
- RECOMMENDED MOTION: Motion to. approve the Collective Bargaining Agreement by and
between the City and Teamsters. Local #589, January 1,2006 through December 31, 2008, and make
the necessary amendments tie budget.
COUNCIL ACTION: ~pprove D Deny D Table D Continue D No Action
APPROVALS:
DIVISION MANAGER
CITY ATTORNEY:
FINANCE DIRECTOR:
MA YOR:
FISCAL/BUDGET:
OPERATIONS:
COUNCIL PRESIDENT:
2006-2008 Contract for Ratification
<<";
~<: \"
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 3 1,2008
I OF 35
TABLE OF CONTENTS
TO THE
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1, 200{5.4 THROUGH DECEMBER 31, 200~5
PREAMBLE ......... ................................................................................................................................................... 5
ARTICLE 1 ........... Non-Discrimination ................................................................................................................. 5
ARTICLE 2 ........... Recognition............................................................................................................................... 5
ARTICLE 3 ........... Union Dues .............................................................................................................................. 6
ARTICLE 4 ........... Union Access ...........................................................................................................................7
ARTICLE 5 .......... . Wages......... ................................................................................................................................ 8
ARTICLE 6 ........... Hours Of Work .......................................................................................................................11
ARTICLE 7 ........... Overtime ................................................................................................................................12
NE\V ARTICLE...... Probationary Period....................................................................................
ARTICLE 8 ........... Vacation Leave .......................................................................................................................14
ARTICLE 9 ........... Holidays .................................................................................................................................17
ARTICLE 10 ......... Sick Leave And Industrial Disability .................. ............................... ................... ................. 18
ARTICLE 11 ......... Other Paid Leave ...................................................................................................................20
ARTICLE 12 ......... Retirement Benefits ................................................................................................................21
AR TI CLE 13 ......... Insurance Benefits ................................................................................................................. 22
ARTICLE 14 ........ . Work Related Expenses......................................................................................................... .23
ARTICLE 15 :........ Subcontracting Work .............................................................................................................27
ARTICLE 16 ......... Municipal Court Non-Civil Service Employees Employment Rights....................................27
ARTICLE 17 ......... Drug Free Work Place ...........................................................................................................28
ARTICLE 18 ......... Bus Passes .............................................................................:.................................................29
ARTICLE 19 ......... Management Rights ...............................................................................................................29
ARTICLE 20 ....... .. Work Stoppages .................................................................................................................... .29
ARTICLE 21 ......... Grievance Procedure ..............................................................................................................30
ARTICLE 22 ......... Severability ........................................................................................................................... .31
ARTICLE 23 ......... Entire Agreement ....................................................................................................................31
ARTICLE 24 ......... Conflicting Provisions ........................................................................................................... 32
ARTICLE 25 ......... Labor Management Committee .... .................................................... ....... ........................ ...... 32
ARTICLE 26.... .....Job Sharing ...............................................................................................................................30
ARTICLE 27 ..........Temporary Assignment And Special Assignment...................................................................31
ARTICLE 28 .......... Wastewater Treatment Plant Employees ...... ...........................................................................31
ARTICLE 29 ....... Teamsters Supplemental Pension Plan ...................................................................................35
ARTICLE 30... .....Downtown Parking................................................................................... ....32
NEW ARTICLE.. ...Automatic Promotion from Planner I to Planner If.............. ~....................................
FOR RAPAGE 2 OF 33
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 3 1.2008
AR TI CLE 3 1 ....... . Term.. . .. . .. . . .. . .. .. . .. . .. . . . . .. . .. . .. . .. . . , . .. . . . . .. . .. . .. . . . . .. . .. . . .. . .. .. . .. . .. . . . . . .. .. . . .. .. . . .. .....3 2
APPENDIX A....... .............................................................................................. ..'................................................ .34
FOR RAPAGE 3 OF 33
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO, 589
January 1,2006 through December 31,2008
ALPHABETICAL SUBJECT INDEX
APPENDIX A ...................................................................................... .:... ....................................... ..'................... .34
AUTOMATIC PROMOTIONAL FROM PLANNER LTO PLANNER II (NEW).....................................
BUS PASSES ............................................................................................ ARTICLE 18 .....................................29
CONFLICTING PROVISIONS ................................................................ ARTICLE 24 ..................................... 32
DOWNTOWN PARKING ............... .................. .......................ARTICLE 30... ......... ... ... ..........32
DRUG FREE WORK PLACE .................................................................. ARTICLE 17 ..................................... 28
ENTIRE AGREEMENT ........................................................................... ARTICLE 23 ...................................... 31
GRIEVANCE PROCEDURE ................................................................... ARTICLE 21 ..................................... 30
HOLIDAYS ............................................................................................... ARTICLE 9 ....................................... 17
HOURS OF WORK ................................................................................... ARTICLE 6 ....................................... 11
INSURANCE BENEFITS ......................................................................... ARTICLE 13 .....................................22
JOB SHARING......................................................................................... . ARTICLE 26.......................................30
LABOR MANAGEMENT COMMITTEE ............................................... ARTICLE 25 ..................................... 32
MANAGEMENT RIGHTS ....................................................................... ARTICLE 19 ..................................... 29
MUNICIPAL COURT NON-CIVIL SERVICE EMPLOYEES
EMPLOYMENT RIGHTS .................................................................... ARTICLE 16 ..................................... 27
NON-DISCRIMINATION ........................................................................ ARTICLE 1 .........................................5
OTHER PAID LEAVE ............................................................................. ARTICLE 11 ..................................... 20
OVERTIME .............................................................................................. ARTICLE 7 ....................................... 12
PREAMBLE .............................................................................................. .............................................................. 5
PROBATIONARY PERIOD (l'jEW)
RECOGNITION........................................................................................ . ARTICLE 2 ......................................... 5
RETIREMENT BENEFITS ....................................................................... ARTICLE 12 .....................................21
SEVERABILITY ....................................................................................... ARTICLE 22 ..................................... 31
SICK LEAVE AND INDUSTRIAL DISABILITY .... ........................ ...... ARTICLE 10 ... ............... ................... 18
TEAMSTERS SUPPLEMENTAL PENSION PLAN............... ......... ..ARTICLE 29...... ...... ......... ... .. ...32
TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT ........... ARTICLE 27.......................................31
SUBCONTRACTING WORK .................................................................. ARTICLE 15 .....................................27
TERM ....................................................................................................... . ARTICLE 31 ..................................... 32
UNION ACCESS ...................................................................................... ARTICLE 4 ......................................... 7
UNION DUES ..................................................... ~.................................... . ARTICLE 3 ......................................... 6
VACATION LEAVE ................................................................................ ARTICLE 8 ....................................... 14
WAGES ...................................................................................................... ARTICLE 5 ......................................... 8
WASTEWATER TREATMENT PLANT - EMPLOYEES ...................... ARTICLE 28.......................................31
WORK RELATED EXPENSES ................................................................ ARTICLE 14 ..................................... 23
WORK STOPPAGES ............................................................................... ARTICLE 20 .....................................29
FOR RAPAGE 4 OF 33
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 3 1,2008
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
and
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1, 200~4 THROUGH DECEMBER 31, 200~4
PREAMBLE
This Agreement is made and entered into pursuant to the provisions of RCW Chapter 41.56 by and between the
City of Bremerton, a municipal corporation of the State of Washington, hereinafter known as the "City", and the
General Teamsters Local Union No. 589 hereinafter known as the "Union" for the purpose of setting forth the
wages, hours and working conditions which will be in effect during the term of this agreement for employees
included in the bargaining unit described in Article 2 below.
ARTICLE 1
NON-DISCRIMINATION
1.1 Non-Discriminatory Application - The provisions of this Agreement will be applied equally to all
employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed,
religion, national origin, political affiliation; or mental, physical or sensory handicap, unless based upon
a bona fide occupational qualification.
1.2 Non-Discrimination--Union Activitv - The provisions ofthis Agreement will be applied equally to all
employees in the bargaining unit without discrimination as to Union affiliation or legal Union activity or
lack thereof. The City and the Union will each be responsible for complying with this provision.
ARTICLE 2
RECOGNITION
2.1 Represented Emplovees - The City recognizes the Union as the sole and exclusive bargaining
represen!ative for the purpose of negotiations concerning wages, hours and conditions of employment
for all full-time employees in regular positions and part-time employees in regular positions in
classifications set forth in Appendix A .and such classifications as may be added to the bargaining unit
during the term of this Agreement by mutual agreement or by official action of the Public Employment
Relations Commission.
2.2 Classifications Excluded - The classifications of elected officials, appointed officials on part-time
boards and commissions, city attorneys, department heads and their assistants, and supervisors (unless
specified in the union recognition section) are not included and will not be added to the bargaining unit.
FOR RAP AGE 5 OF 33
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January I, 2006 through December 3 I, 2008
2.3 Emplovees Excluded:
2.3.1 Seasonal employees are employees used by the City to handle peak work load periods. Seasonal
positions will be used for no more than eight (8) months in a calendar year in accordance with
City Policy.
2.3.2 Temporary employees are employees used by the City for specific projects or programs, or to
replace employees temporarily unable to work per Article 27.1.
2.3.3 Project temporary employees are assigned for the term of a specific project or program and
may exceed one (1) year, provided, however, that the term of the assignment may be further
extended by mutual agreement of the parties, and such employees shall be members of the union
as per Article 3.
2.3.4 All other temporary employees shall be excluded from the bargaining unit with the understanding
that neither the employees nor the positions will be used for more than a total of 12 months in
accordance with the applicable Civil Service Rules.
2.3.5 Confidential employees regardless of the classification they occupy.
2.4 New Classifications - In the event the City creates a new position or reclassifies an existing position
proposed to be exempt from the bargaining unit, the Union will be notified in writing. In the event that
the Union disputes the City's proposed exemption of the new position from the bargaining unit, the Union
will provide written notice specifying the reasons for dispute within thirty (30) calendar days of receipt of
written notice from the City. In the event that the City and the Union are unable to resolve the dispute,
either party may refer the issue to the Public Employment Relations Commission for resolution.
ARTICLE 3
UNION DUES
3.1 Dues Deductions - Based upon mutual agreement, regular monthly union membership initiation fees,
dues, agency fees and assessments will be deducted by the City from the pay of those employees who
provide written authorization to the City to make such deductions. The City will transmit the total
amount of deductions to the Union along with a list of employees and their Union~related deductions.
3.2 Maintenance of Membership - An employee covered by this Agreement who is a member of the
Union on or after the execution of this Agreement will remain a member in good standing. Good
standing will be defined as tendering of uniformly required periodic dues. Failure of such an employee
to abide by the foregoing provision will constitute cause for discharge of the employee, provided that
when an employee fails to fulfill the above obligation, the Union will provide the employee thirty (30)
days notification in writing of the Union's request to the City to initiate discharge action and during this
period the employee may make restitution in the amount which is overdue. Should the employee make
such restitution, the request for discharge will be withdrawn.
3.3 New Emplovees - New employees employed during the life of this Agreement will, within thirty (30)
days of their respective date of employment, or upon the inclusion of their position in the bargaining
FOR RAPAGE 6 OF 33
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January I, 2006 through December 3 I, 2008
unit, achieve good standing in the Union and will thereafter maintain such good standing as a condition
of employment. Good standing will be defined as tendering of uniformly required periodic dues and
fees. Failure of such an employee to abide by the foregoing provision will constitute cause for discharge
of such employee subject, however, to the same requirement for notification and opportunity for
restitution as specified in Section 3.2 above. The City will notify the Union of newly employed
bargaining unit employees as they are hired so a shop steward may be available at time of orientation. It
shall be understood that new employees do not have the option to donate money to charity in lieu of
paying dues. unless it is due to the bona fide religious tenets or teaching of a church or religious bodv of
which the employee is a member. The employee will pay an amount of money equivalent to regular
Union dues and fees to a non-religious charity or to another organization mutually agreed to between the
employee and the Union.
3.4 Union Security - All bargaining unit employees not currently paying dues, shall be required to pay dues
or donate an equal amount to a qualified charity as identified under IRS Code 501 C (3) Those
employees donating money to a charity in lieu of the payment of periodic dues, shall be required by the
Union to produce proof of payment to the charity. Failure of such an employee to abide by the foregoing
provision will constitute cause for discharge of the employee, provided that when an employee fails to
fulfill the above obligation, the Union will provide the employee thirty (30) days notification in writing
of the Union's request to the City to initiate discharge action and during this period the employee may
make restitution in the amount which is overdue. Should the employee make such restitution, the
request for discharge will be withdrawn. (The intent of this language is to address those current
employees donating money to a charity in lieu of periodic dues payments).
3.5 Refusal to Join IJnion :::. An employee vlho refuses to join the Union on the basis oEbona fide religious
tenets or teachings of a church or religiou~; body of which the employee is a membe-r-will-pay un ::"mount
ofmone)' equivalent to regular Union dues and fees to a non religious charity or to another organization
mutually agreed to bet\veen the employee and the Union.
3.6 Indemnification - The Union will indemnify and hold the City harmless from any and all liability
resulting from the dues and fees deduction provisions specified in this Article.
ARTICLE 4
UNION ACCESS
4.1 Union Representatives - The Union will provide written notice to the City of the names of the officials
authorized to represent the Union. The City will provide reasonable access to City facilities to such
authorized representatives for the purpose of investigating grievances and other legitimate Union
business provided that such access does not unreasonably interfere with the work and duties of an
affected employee or of other on-duty employees.
4.2 Shop Stewards - The Union will have the right to appoint six (6) Shop Stewards. The Union will
make every reasonable effort to have no more than four (4) stewards from the same department.
4.2.1 The Union will provide written notification to the Human Resources Director of the name and
assigned areas of all Shop Stewards appointed by the Union. The City will provide reasonable
access to employee work places to Shop Stewards for the purpose of investigating grievances
FOR RAPAGE 7 OF 33
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 3 1,2008
provided that such access does not unreasonably interfere with the work and duties of an affected
employee or of other on-duty employees. A Shop Steward will obtain the permission of his or
her supervisor and the supervisor of the affected employee prior to contacting an employee
during work hours. A Shop Steward may perform his or her Steward duties on City paid work
time provided that such duties do not unreasonably interfere with the Steward's ability to perform
the duties of his or her position with the City. In no event, however, will a City employee who is
a Shop Steward be granted more than five (5) hours of paid work time for the purpose of
investigating and resolving a single grievance. It shall be understood that the five (5) hours
maximum does not mean five (5) hours per workday, but five (5) hours total time.
ARTICLE 5
WAGES
5.1 Pay Rates -
5.1.1 Effective January 1, 200~4, the wages as shown in Appendix "A" shall be increased by two point
three one oneene percent (2.311 % -l-%). Employees who have separated from City
employment before the effective date of ratification of the contract by the Union and City
Council shall not be entitled to any retroactive pay increase.
5.1.2 Effective January 1,20013-, the wages as shown in Appendix "A" shall be increased by 100% of
the Seattle/TacomalBremerton CPI- W from June 200.2.:3- to June 200~4except that the increase.
shall be no less .1han 2% if the Cr!- W is less than 2% and no greater than 5% if the CPI- W i~
more than 5%.
5.1.3 Effective January 1, 2008, the wages as shown in Appendix "A" shall be increased by 100% of
the Seattle/TacomalBremerton CPI-W from June 2005S to June 2007, except that the increase
shall be no less than 2.5% if the CPI-W is less than 2.5% and no greater than 5% if the CPI-W is
ill.9re than 5%, plus the wages shall be jncreased .by I,SlYo .in ad<lWon to the CPI- W increase.
Example#l: The CPI-W is 2.3%, therefore the total wage increase would be 3.5% (2.5~lJ.
guaranteed minimum -+ 1 % ).
Example #2: The CPI-W IS 5.2%, therefore the total wage 1I1crease would be 6.5% (5%
maximum + 1.5%).
5.2 New Employees - A new employee's pay rate will be set at first step of the pay scale; however, a new
employee may have his or her pay rate set at a higher step based upon relevant years and type of prior paid
work experience. Placement of a new employee's pay rate at a step higher than the first step must be
approved by the Department Director, the Human Resources Director and Finance.
5.3 Advancement throu2h Pay Rates - Advancement through the pay rates from the first step through the
final step of the pay range will occur upon completion of the prescribed number of months or year(s) of
continuous employment since the employee's last pay placement, provided, the City may withhold a step
increase for work performance that does not "Meet Expectations". A step increase may be withheld for a
maximum of twelve (12) months, during which time the employee will receive monthly evaluations. The
employee's immediate supervisor will notify the employee in writing of expected failure to meet
FOR RAPAGE 8 OF 33
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 3 1,2008
expectations at least thirty (30) days prior to the due date of the work performance evaluation. If such notice
is not provided the step increase will not be withheld. The withholding of a step increase will not change
the employee's current anniversary step date for pay purposes. In the event that the employee "meets
expectations" at one of the monthly evaluations during the subsequent 12 months, they will receive a step
increase effective as of the due date of that monthly evaluation. It shall be understood that the increase will
not be applied retroactively to the month(s) in which the employee received a rating below 'meets
expectations". In the event an employee is on approved leave of absence without pay, in excess of eighty
(80) consecutive work hours, the employee's next pay rate advancement date will be extended by the actual
number of days the employee was absent on such leave.
.
5.4 Pay Rate upon Placement at New Pay range-
5.4.1 Reclassification/downgrade to a lower classification - In the event an employee is reclassified
from one classification to another classification which is at a lower pay range or, if an employee's
classification is downgraded from one pay range to a lower pay range, the employee's pay tate at the
lower pay range will be set at that step which is closest to, equal to, but not greater than the pay rate
he or she was receiving at the former pay range. All time the employee had served at the former
step toward advancement to the next step of the former pay range will be used in determining the
time required to advance to the next step of the new pay range. If the employee is at final step or
beyond the final step in the new pay range, then his/her pay rate shall remain frozen at that rate until
such time as the final step provides for an increase.
5.4.2 Reclassification/upgrade to a higher classification - In the event an employee is reclassified from
one classification to another classification in a higher pay range the employee will receive no less
than the entry level step of the new pay range or a five percent (5%) pay increase,. whichever is
greater; provided that no employee is thereby advanced beyond the final step of the higher pay
range. The employee's advancement to the next step in the new pay range will be based on the
effective date of the reclassification to the new pay range.
5.5 Longevity Pay - Longevity pay will be applied to the base hourly pay rate of each employee for years of
completed continuous employment on the following basis:
o through 5 years' continuous employment 0%
Commencing 6 through 10 years' continuous employment 1 %
Commencing 11 through 15 years' continuous employment 2%
Commencing 16 through 20 years' continuous employment 3%
Commencing 21 years and over continuous employment 4%
5.6 Premium Conditions -
5.6.1 Standby - An employee is placed on standby duty when the City requires the employee to be
immediately available to report for work other than during his/her normal scheduled hours of
work. When standby is implemented,. all qualified bargaining unit members, including leads
and supervisory bargaining unit members, shall share in the standby hours or lists.
5.6.1.1 Standby Equipment -
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COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January I, 2006 through December 31, 2008
A. An employee on standby duty will be provided with a radio that has a police
frequency.
B. Assigned stand-by duty employees shall have the take home use of a city
vehicle for the week, per City policy.
5.6.1.2 Standby Pay - The following standby rates will apply:
A. Weekday or regular day off beyond two - Two (2) hours of employee's
regular hourly rate of pay;
B. Holiday - Three (3) hours of employee's regular hourly rate of pay;
C. Regular day off - Three (3) hours of employee's regular hourly rate of pay
up to a maximum of two (2) days;
D. Type of Compensation - The employee shall receive pay as provided
above for all stand-by duty. Employees may not accrue compensatory time
for stand-by duty.may choose payor compensatBfy ,
time purs'..lUnt to Section 7.2.1.
5.6.1.3 Standby will normally consist of not more than seven (7) consecutive days, provided;
however, based upon mutual agreement of the employee and immediate supervisor, the
employee may be placed on standby in excess of seven (7) days.
5.6.2 Shift Differential- An employee assigned to work a shift schedule which begins at 12 noon or
later and/or earlier than 6 a.m. will be compensated a shift differential. of seventy-five cents
($.75) per hour for each hour of the shift so worked.
5.7 Paydays - Paydays will be the 7th and 22nd of each month. If a payday falls on a Saturday, Sunday, or
on a Monday holiday, the City will make every effort to distribute pay checks on Friday. The parties
encourage employees to utilize "automatic deposit" of their paychecks.
5.8 Direct Devosit - New employees hired aftcr the date of ratification of this agreement by both parties,
shall be required to sign up for direct deposit of their pay checks.
5.9 Payroll Errors - Should the City be responsible for any payroll error, adjustments in excess of fifty
($50.00) dollars will be paid within two (2) business days.
FOR RAPAGE 10 OF 33
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 31,2008
ARTICLE 6
HOURS OF WORK
6.1 Normal Hours of Work - The normal hours of work for regular full time employees will be forty (40)
hours per week. The normal hours of work for regular part time employees will be the number of hours
per week that the Department Head schedules which will not exceed forty (40) hours per week and will
not exceed the Department's approved budget allocation for the position.
6.2' Normal Work Schedule - The normal work schedule for regular full time employees will consist of
five (5) consecutive eight (8) consecutive hour days~ or four (II) consecutive ten (10) consecutiyc hour
tia:y&.- Alternate work schedules, i.e. 4110's, 9/80's, may be approved at the discretion of the Department
Director when they are in the best interest of the City. The 4/ I 0 schedule as referenced in this document
also means an alternate work schedule as provided herein. The Department and employee may mutually
agree to any other work schedule by the filing of an alternate work schedule form that shall require the
approval of the Department and the Human Resources Manager. Except in emergency situations (such
as weather and acts of God) employees will be given fourteen (14) calendar days notice of any change in
their normal work schedule, except that Public Works and Utility Department employees will be given
seven (7) calendar days notice of any change in their normal work schedule, otherwise employees will
receive overtime compensation. The normal work schedule for regular part time employees will be that
which is scheduled by the Department Head and shall consist.of no more than five (5) consecutive days
in a workweek. The normal work schedule will usually be set to begin on Monday and conclude on
Friday but may be set to begin on another week day and conclude five (5) consecutive days thereafter,
based upon the needs of City. The City will make every reasonable effort to schedule employees with.
two (2) consecutive days off between workweeks.
6.3 Meal Periods - All employees shall have a regularly designated mealtime, 30.minutes or one (1) hour
in length, without pay, which shall be scheduled by the Department Director or designee. The thirty
(30) minutes or one (1) hour designated mealtime includes travel time.to and from the work site. The
lunch period will take place no sooner than three (3) hours and no later than five (5) hours from the
beginning of a 5/8 schedule, and no sooner than four (4) hours and no later six (6) hours from the
beginning of a 4/1 0 schedule. No employee will be required to work more than five (5) consecutive
hours without a meal period. An employee who works three (3) or more hours beyond their normal
work day shall be allowed at least one thirty (30) minute meal period either prior to or during the
overtime period. When an employee is required by the City to remain on duty on the premises or at a
prescribed work site when it is in the best interest of the City during a meal period, the meal period will
be paid as time worked.
6.3.1 Employees shall be allowed one (1) rest period (break) per one half (1/2) shift (workday)
provided:
A. The time, length and location of break is determined by the employee's supervisor,
with the understanding that the employee shall receive no more than fifteen (15)
minutes.
B. Break periods will be scheduled as near as possible to the midpoint of a work
period. The City will make a reasonable effort to ensure that no employee is
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January I, 2006 through December 3 I, 2008
FOR RAPAGE I I OF 33
required to work more than three (3) hours without a rest period.
C. The purpose of granting breaks is to relieve fatigue and mental strain on the job;
therefore;
1. Combining two (2). daily breaks into one thirty (30) minute break IS not
permitted.
2. Using breaks to lengthen meal periods, to cover tardiness, or to leave work
early is not permitted except under special circumstances and with the
approval of the Department Director or designee.
3. Accumulating breaks from day-to-day is not permitted.
ARTICLE 7
OVERTIME
7.1 Overtime Defined - Overtime is all required and authorized work performed in excess of a full time
employee's normal 40 hour and/or daily work schedule. Overtime includes required training, instruction,
callback and other such work which is required and authorized by the City, and is performed during an
employee's normally scheduled off duty time. . Overtime for regular part-time employees is all required
and authorized work performed in excess of forty (40) hours during. the. employee's weekly work
schedule pursuant to Article 6, Section 6.2. The use of any paid leave time will be considered as time
worked for the purpose of calculating overtime.
7.2 Overtime Compensation - Overtime work will be compensated at the rate of one and one-half (1-l/2)
times an employee's hourly rate in cash or in compensatory time. The form of overtime compensation
will. be at the election of the employee provided Compensatory time off will be taken by mutual
agreement between the employee and supervisor. Upon the death of the employee, accrued
compensatory time shall be paid to the employee's estate.
7.2.1 Use Of Compensatory Time - The maximum allowed accrual of compensatory time shall be
fifty (SO) hours, and all overtime accrued in excess of that maximum shall be paid at the
applicable rate. Employees who wish to cash out all or a portion of his/her accumulated
compensatory time will have the option to receive this pay the pay period ending November lSth
last pay day of November. Employees who wish to exercise this option shall submit their
request, in writing, to the Department Director, no later than November 15t of each year.
7.3 Telephone Calls To Emplovees - If an employee receives a work related telephone call while off duty,
he/she shall receive a minimum of one quarter (1/4) hour pay at the overtime rate for each call,
provided, however, that additional calls received by the employee within the quarter hour minimUm
shall not pyramid.
7.4 Call Back Minimum Overtime - In the event an employee who has departed from his or her normal
work hours is called back to work for a period of time which is less than two and a half (2.S) hours, the
employee will receive a minimum of two and a half (2.S) hours of overtime compensation. A call back
initiates a two and a half (2.S) hour guarantee period. Subsequent call backs will not initiate an
FOR RAPAGE 12 OF 33
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January I, 2006 through December 31, 2008
additional two and a half (2.5) hour guarantee period until the original two and a half (2.5) hour
guarantee period has passed.
7.5 Court and/or Subpoenaed Appearances - An employee who appears in Court or responds to a
subpoena as a representative of the City which is related to his or her employment on off duty time shall
receive overtime compensation for such appearances. If the employee is being prosecuted for a willful,
illegal act in the performance of their duties as a city employee, they will not be paid for time unless they
are found innocent and/or the case is dismissed.
7.6 Use of Bar2ainin2 Unit Employees for Overtime - The City shall offer a.T. to qualified bargaining
unit employees within the division prior to utilization of temporary employees for such a.T. The City
will make a reasonable attempt to offer this work by seniority.
7.7 Emer2enCy Crews - Employees may be pre-assigned to an emergency shift schedule (e.g. 12-hour
shift for Snow Removal Crews). Crews will be designated as follows: "A" shift and "B" shift.
Employees on emergency crews will receive shift differential pay and work the 12-hour shift
throughout the period of the emergency. Employees in each crew (both "A" and "B" shifts) called out
for an emergency shift shall receive two hours callout (overtime) pay for the first full 12-hour shift.
(e.g. Pay would be 2 hours overtime for the call-out, 6 hours straight time, plus 4 hours overtime. That
crew's next emergency shift pay would be 8 hours straight time plus 4 hours overtime.)
Pay for call-outs prior to the full emergency shift will be in accordance with overtime and callout policy
per Article 7. If the callout occurs within two (2) hours of the first emergency shift, the first emergency
shift crew will respond and work continuously through the shift.
EXAMPLES:
Snow Removal Crew - If an emergency schedule is initiated after 10 p.m. but before the normal
shift (7:30 a.m.), the "B" shift will be called in and work until noon or eight hours minimum. If the
callout occurs prior to 10 p.m., the "A" shift will be called in and work until midnight when "B"
shift will relieve. If the emergency is declared during the normal work shift,. "B" shift will work the
normal eight (8) hours then be released; "A" shift will work until midnight when relieved by "B"
shift.
Other Emer2enCy Crews - Any other divisions may use other start/quit times, but will follow the
principle of the example of the Snow Removal Crew.
When the Division Manager has determined that the emergency condition is over, the crews will revert
to their regularly scheduled shift. The transition shifts going into and out of the emergency shift
schedule, will work until released by the supervisor, however, they shall work a minimum of eight (8)
hours during the transition shift.
NEW ARTICLE - PROBATIONARY PERIOD
New Employees - New employees hired after the effective date of ratification of this agreement shall be
required to serve a probationary period of one (1 ) year. Probationary emplovees are "at will" employees
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COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 3 1,2008
during their probationary period and during that time may be terminated without reason or cause and
have no recourse to any Civi I Service appeal process.
Promoted Emplovees - Emplovees promoted shall serve a six (6) month promotional probation period
which shall comply with the Civil Service Rules of the City of Bremerton for promotional probation.
ARTICLE 8
V ACA TION LEAVE
8.1 Vacation Accrual - Employees shall accrue vacation leave for all regularly scpeduled compensated
hours including paid holiday, sick leave, vacation and other paid leave time, excluding workers'
compensation time loss benefits pursuant to the following schedule:
Period of Continuous Full Time Emplovment
Hours Accrued/Y ear
Date of Hire through 5 years
6th year
7th year
8th year
9th year
10th year
11 th year
12th year
13th year
14th year
15th year
16th year
17th year and thereafter
104 Hours
120 Hours
128 Hours
136 Hours.
144 Hours
152 Hours
160 Hours
168 Hours
176 Hours
184 Hours
192 Hours
200 Hours
208 Hours
8.2 Vacation Eli2ibilitv - An employee becomes eligible to take accrued vacation leave upon completion
of six (6) months of continuous employment. Probationary employees may be permitted to use earned
vacation leave due to extenuating circumstances solely at the discretion of the Department Director.
Vacation leave may not be taken in less than one-quarter (1/4) hour increments. Vacation leave must be
earned in the pay period prior to the time an employee takes any vacation leave since accruals are added
to an employee's leave balance after payroll has been posted.
8.3 Vacation Schedulin2 - Annual vacation leave will be mutually scheduled between the employee and
his or her Department Head or designee. Vacation leave must be approved by the Department Head
prior to an employee taking the time off. In the event more than one employee requests vacation leave
for the same time period submitted on the same day, the requesting employee with the greatest city-wide
seniority shall be granted the vacation leave. 'rhe Department shall make a good faith effort to respond
to a vacation leave request in a timely manner.
8.4 Maximum Vacation Accrual - The maximum number of vacation accrual hours that any employee
will be allowed to carry forward from one calendar year to the next will be as follows:
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CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January], 2006 through December 31,2008
Years of Service
Maximum Carryover Hours
Date of Hire through 5 full years of employment
Over 5 full years of employment
160 Hours
240 Hours
8.5 Carryover - In the event an employee has been prohibited from taking sufficient vacation time to reduce
his or her vacation balance to the maximum allowable carryover at the end of a calendar year, (or unable
to because of absence from work due to illness or disability) the excess hours will be carried forward into
the next the calendar year. An employee who fails to request scheduled vacation time during the year
and whose accrued vacation hours exceed the maximum carry' over balance at the end of the calendar
year shall forfeit such excess vacation hours.
8.6 Vacation Pay-Out - Upon the retirement or separation of a regular employee, or upon the date of an
employee's disability retirement, the accrued vacation hours of such an employee will be paid to the
employee in a lump sum payment at the employee's straight time hourly rate at the time of separation
except an employee shall not be paid vacation payout unless employed over six (6) months).
8.7 Payment of Vacation Leave Upon Death - In the event of the death of an employee, the employee's
estate will be paid in a lump sum for the total accrued and unused vacation leave hours at the employee's
regular hourly pay rate in effect at the time of death.
8.8 Donations Of Vacation Leave - Donations of Vacation leave permit employees to aid any City
employee who is suffering from an extraordinary or severe illness, injury, impairment, physical or
mental condition which has caused or is likely to cause the employee to take leave. without payor to
terminate his or her employment prior to a determination that the affected employee is not expected to
recover to an extent that will enable the employee to resume his or her.normal duties or the duties of
another position with the City or another employer.
8.8.1 Elh?:ibilitv - An employee who (1) is suffering from an illness or injury causing his or her
extended absence from work, and (2) who has depleted or will shortly deplete his or her
total available accrued vacation, compensatory leave accrual, sick and floating holiday
leave, may request donations of vacation leave.
8.8.2 Criteria For Approval - A request for donations of vacation leave shall be submitted to
the requesting employee's Department Head accompanied by medical documentation
verifying the medical condition requiring the need for leave, and the time period during
which the employee can reasonably be expected to be absent from work due to the
condition. Upon verifying that the requesting employee meets all of the eligibility
requirements above and upon determining that the medical documentation received
provides appropriate verification of the medical condition and time period involved, the
Department Head will recommend the employee's request for donations of vacation leave
be approved by the Mayor. The Mayor will review the request to assure that all of the
requirements set forth in this subsection have been met and, if so, shall approve the
employee's request for donations of vacation leave.
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8.8.3 Notification - Upon approval by the Mayor, all City employees shall be notified of the
approved request for donation of leave.
8.8.4 Conditions Of Donation - An employee who has been employed for at least six (6)
months who desires to donate accrued vacation leave to a requesting employee will do so
as a free and voluntary act and no duress or coercion shall be placed upon an employee to
make such donation of hislher accrued vacation leave. Employees who are utilizing
donated leave to cover their own absences may not donate leave to another employee
until such time as they have returned to their normal schedule, and any excess donations
made to them have been returned pursuant to 8.7.5 below. An employee who desires to
donate vacation leave shall complete a Donation of Vacation Leave Form and submitit to
hislher Department Head. The donated vacation leave will be transferred to the requesting
employee's sick leave balance with the next payroll report. Forms will be date stamped
and all time donated shall be in full hour increments and shall be credited to the employee
on an hour-for-hour basis. A monthly update of the condition of the employee by the
attending primary medical doctor shall be required and furnished to the Department
Director.
8.8.5 Use Of Donated Leave - An employee who has received donated vacation leave will be
able to use the sick leave in the same manner as if he or she had personally accrued the
leave, provided that the use of the sick leave is in conformance with the provisions of this
Article.
8.8.6 Return Of Excess Leave Donations - Donated leave will remain in the employee's sick
leave balance for a period of six (6) months from an employee's return to work, and may
only be used by the employee for absences related to the condition for which it was.
donated. In the event of excess donations received but not used due to early recovery,
resignation, retirement or death, all donations received but not utilized..shall be returned
to the donating employee(s) based on the proportion of hours that employee donated in
relation to the total hours donated by all employees (e.g. an employee who donates 50
hours of 450 hours total donated shall be credited with 50/450ths of the hours not
utilized). Such returned leave shall be reflected in the appropriate leave balance as soon
as possible. Time donated for this purpose will not be considered as time used during the
donor's performance rating period.
8.9 Administrative Leave - Any bargaining unit employee may be placed on Administrative Leave (leave
with pay) for reasons in the best interest of the City and/or employee (e.g. to diffuse a work-related or
personal problem or to conduct an investigation). The City may place certain restrictions on an
employee on Administrative Leave and require him/her to be available during his/her normal work
schedule. Employees nonnally scheduled to work on other than an 8 am to 5 pm schedule shall be put
on a 9 AM - 5 PM schedule when placed on Administrative Leave. If an emplovee is unavailable at any
time during the alternative time schedule, then a leave slip must be turned in to cover the amount of time
the employee is unavailable.
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8.10 Cancellation of Vacation Leave bv City - If an employee has an approved vacation canceled by the City,
the City will reimburse the employee for all verifiable non-refundable expenses incurred by the employee
after the date the Leave Request was approved.
ARTICLE 9
HOLIDAYS
9.1 Holidays Observed - The following holidays will be observed by the City:
HOLIDAY
DATE OBSERVED
New Year's Day
Martin Luther King's Birthday
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
One Floating Holiday
January 15t
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4th
1 st Monday in September
th
November 11
4th Thursday in November
4th Friday in November
December 25th
Approval of Supervisor
9.1.1 In addition, any other holiday legally proclaimed by the Federal or State government, provided
that the City takes official action to have such holiday also observed by the City.
9.2 Alternative days of Holiday Observation - If a holiday observed by the City falls on a Saturday, the
holiday will be observed on the preceding Friday. If a holiday falls on a Sunday, the holiday will be
observed on the following Monday. If the day a holiday is observed by the City falls on an employee's
regularly scheduled day off, the employee will receive an alternate day off as a paid holiday during the
same or following pay period.
9.2.1 Floating Holiday - One (1) floating holiday (eight (8) hours) will be granted to each employee
at a time which is mutually agreeable to the employee and the employee's immediate supervisor. New
employees shall have been employed by the City for six (6) months in order to qualifY for a floating
holiday. Floating holiday leave may not be taken in less than one (1) hour increments.
9.3 Holiday Compensation (Full Time Employees) - An employee shall receive eight (8) hours of time
off with pay for each holiday observed by the City, including a floating holiday of each employee's
choice. An employee who is assigned at the City's request to work a four-day ten (10) hour schedule
will receive ten (10) hours of time off with pay for each holiday. In order to receive holiday
compensation, each employee must work or be on authorized paid leave on the scheduled work day prior
to or the scheduled work day immediately after each holiday.
9.4 Holiday Compensation (Part Time Employees) - Part-time employees who regularly work 20 or more
hours per week will receive pro-rated Holiday Leave based upon their average normal workdav, but in
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January 1,2006 through December 31, 2008
no case less than four (4) hours. fifty (50%) percent of their normal '.vork day, provided they v"ill fcceive
not less than four (Jj) hours.
9.5 Workin2: on a Holidav - An employee required to work on a holiday will be compensated at one and
one-half (1-1/2) times the employee's regular straight time rate of pay for the time worked in addition to
regular holiday pay provided in 9.3 above.
ARTICLE 10
SICK LEAVE AND INDUSTRIAL DISABILITY
10.1 Sick Leave Accrual - Employees will accrue sick leave time with pay at the rate of four hours per pay
period A46-t-~<1 hours for each regular hour vlorked, including paid holiday, sick leave, vacation and
other paid leave time and excluding time for which workers' compensation time loss benefits are paid.
Employees who are on a leave of absence without pay will have their leave pro-rated if they have worked
any portion of a pay period at .046154 for each regular hour worked as outlined above. The maximum
annual accrual will be ninety-six (96) hours.
10.2 Maximum Sick Leave Accrual- Employees will be able to accrue sick leave to a maximum of 1200
hours on January 1 st of each year.
10.3 Sick Leave Incentive - Effective January 1,2007, any non-probationary employee covered under this
Agreement who does not utilize his/her sick leave benefit from January l't through June 30lh in a
calendar year shall have their vacation leave balance credited with (8) additional hours on the pav
period ending July 31 Sl, and, any non-probationary employee who does not utilize his/her sick leave.
benefit from July 1 st through December 31 5t shall have their vacation leave balance credited with eight
(8) additional hours on the pay period ending January 31 st. An employee who takes thirty two (~2)
hours or less of sick leave in the calendar year '.vill have eight (8) hours added to his or her vacation
leave balance at the-beginning of the following calendar year.
10.4 Sick Leave Retirement Payment - An employee who retires from City service on a service or
disability retirement will be provided a Sick Leave Retirement Payment at thirty-five percent (35%) of
the employee's accrued and unused sick leave hours to a maximum of 35% of 960 hours (a maximum.
total of 336 hours). The payment will be made to the employee at the employee's regular hourly pay rate
in effect at the time of retirement.
10.5 Payment of Sick Leave Upon Death - In the event of the death of an employee, the employee's estate
will be paid for the total accrued and unused sick leave hours at the employee's regular hourly pay rate in
effect at the time of death.
10.6 Sick Leave Use - Sick leave shall not be granted in advance of actually being accrued. Sick leave will
be made available to each employee up to the amount of each employee's accrued sick leave balance
and shall be used in increments of no less than one-quarter (114) hour to cover an employee's absence
from his or her regularly scheduled work hours due to:
10.6.1
The temporary disability of an employee resulting from his or her personal illness or injury.
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10.6.2
10.6.3
10.6.4
10.6.5
10.6.6
Providing care for: a) a child ofthe employee under the age of 18 when they have a health
condition that requires supervision or treatment; or b) a spouse, parent, parent-in-law or
grandparent of the employee who has a serious health condition or an emergency condition.
Attending medical, dental and/or oculist appointments as needed for preventive or
rehabilitative health care of the employee or the employee's children when such care
requires parental presence to supervise or authorize treatment.
Upon the birth or adoption of a child, an employee may use accrued sick leave pursuant to
FMLA.
Providing care for an employee's immediate family member as provided for in Section
10.6.2, when the family member has a health condition that requires the assistance of an
adult caretaker until such time as other care can be arranged. No more than forty (40) hours
of sick leave can be used for this purpose for the following family members: brother,
sister, brother/sister in-law, grandparent's in-law, grandchildren, and step relations as
described herein of both the employee and the employee's spouse. (Revised RCW 49.12.270
as of 1-1-04).
Only when ,ill employee has exhausted all sick leave accrued may he/she use other tvpes of
leave to cover his/her absence.
10.7 Notification of Sick Leave Use - An employee who is absent or expects to be absent from work due to
causes specified in 10.6 above, will provide notification as follows:
10.7.1
10.7.2
Routine Appointments -.An employee who schedules a routine medical, dental oLoculist
appointment will make every reasonable effort to schedule such an appointment at a time,
which will cause the least interference with departmental operations. The employee shall
give prior notice of the date and time of the appointment to his/her immediate supervisor.
f An employee's immediate supervisor may request that the employee reschedule routine
appointments when, in the judgment of the supervisor, the scheduled absence of the
employee would unduly interfere with the operations of the Department, however, the
immediate supervisor will not unreasonably require an employee to reschedule routine
medical, dental or oculist appointments. .
Unanticipated Absence - An employee who is absent from work or will be unable to
report to work as scheduled due to personal illness or injury, or for other causes specified in
10.6 above, will promptly notify their immediate supervisor, or if unavailable, the
department/division manager by telephone as soon as practicable and will make every effort
to notify their immediate supervisor, or if unavailable, the department/division manager
within the first one-half hour of each work day or, if possible, within the one-half hour
preceding each work day of absence. In the event neither the immediate supervisor nor the
department/division manager can be contacted directly, the employee may leave a voice
mail message. However, the employee is obligated to speak directly to the employee's
immediate supervisor or the department/division manager during the day of the employee's
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January I, 2006 through December 31,2008
absence. Each employee will be given contact information (including office/cellular/pager
numbers), to the employee's immediate supervisor and department/division manager. In the
event of a prolonged illness or injury, the Department may exempt an employee from the
requirement to report their absences on a daily basis, and may establish an alternative
reporting arrangement appropriate to the circumstances.
10.7.3
Sick Leave durin!! Authorized Paid Leave - An employee who becomes ill or is injured
during his/her paid vacation or compensatory time off for accumulated overtime, may
request the conversion of such paid leave to sick leave with pay by promptly notifying the
department of the illness or injury and providing such information as is required by the
department to verify the appropriateness of such a conversion.
10.8 Sick Leave Documentation and Approval - An employee who has been absent on sick leave will,
within the first work day after returning to work, complete and submit a request for approval of sick
leave on the City's Leave Request form, and provide such information as is required by the Department
to approve the use of sick leave with pay for the absence. Sick leave must be approved by the
Department prior to payment. The Department will not unreasonably withhold approval of sick leave
with pay from employees.
10.8.1 Sick Leave Certification - The. Department may require an employee to provide a professional
physician's certification of an employee's, child's or family member's illness or injury as a
condition of approving sick leave with pay. In the event the Department intends to require such
verification, the employee will be notified of the requirement prior to returning to work.
10.8.2 Return to Work/Fitness for Duty Certification - The Department may require an employee to
provide a Fitness for Duty certification completed by a professional physician that the employee
is sufficiently recovered as to be able to return to work and assume his or her normal duties prior
to the employee returning to work .or, in the event the employee has appeared at work, prior to
resuming work. Ifthe department does not allowthe employee to return to work due to the need
for a Fitness for Duty certification, the employee will be allowed to continue the use of sick
leave.
10.9 Industrial Disability Leave - An employee who incurs a work-related illness or injury and who
qualifies to receive Workers' Compensation benefits will be allowed to use accrued sick leave to
supplement the Workers' Compensation benefits so as to provide the same gross pay he or she would
have received for full time, active service. In no event will the combination of Workers' Compensation
and employee sick leave exceed 100% of an employee's regular pay rate at any time of the disability
period.
ARTICLE 11
OTHER PAID LEAVE
11.1 Bereavement Leave - An employee will be granted three (3) days of bereavement leave for attending
funerals in the State of Washington and five (5) days for out of state funerals of members of the
employee's immediate family. Immediate family shall be defined as spouse, child, mother, father,
mother/father in-law, brother, sister, brother/sister in-law, grandparents, grandparents in-law,
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January I, 2006 through December 3 I, 2008
grandchildren, step relations as described herein of both the employee and the employee's spouse. All
time off for bereavement leave may be charged against an employee's vacation, floating holiday, sick
leave or compensatory time leave balance at the option of the employee, if available. Additional time off
may be requested by the employee and granted by the Department head in extenuating circumstances.
11.2 JUry Duty, Witness Leave - An employee shall be granted a leave of absence with pay for the
purpose of reporting to or serving on jury duty or serving as a witness on a case relating to their job
with the City, except in those instances when the employee is involved as a party in an action being
taken against the City. Any juror or witness fees received by the employee for the performance of
such duties shall be assigned to the City. If more than 2.5 hours oftheir workday remains at the time
of release from jury duty or serving as a witness, the employee shall report for duty.
11.2.1
City Notification - Employee shall be required to notify the City immediately upon
receipt of written notification from the Court that they must report for Jury Duty or serve
as a Witness as the result of a case related to his or her employment, by submitting a Leave
Request form with a copy of the Jury Duty/Witness Notice attached. Upon telephone
confirmation by the Court to report, employee shall immediately notify the on-duty
supervISOr.
11.3 Military Duty Leave - An employee who presents official orders requiring his/her attendance for a
period of training or other active duty as a member of the United States Armed Forces or the State
National Guard shall be entitled to military leave with no loss of pay for a period not to exceed fifteen
(15) work days annually. Authorized leave of absence for additional or longer periods of time for,
assignment to duty functions shall be without pay (unless the employee chooses to use accrued
vacation leave or compensatory time) and shall be granted by the City. An employee receiving up to
fifteen (15) work days of training or serving on active duty shall receive their regular pay and the
amount received from the Federal or State government, pursuant to RCW 38.40.060 as may be
amended from time to time.
11.4 Emen!ency Leave - In the event of an unforeseen emergency which requires the absence of an
employee, the employee will promptly notify his or her immediate supervisor, or in the absence of the
immediate supervisor, the manager on duty in the Department within the first one-half hour of each work
day or, if possible, within the one-half (1/2) hour preceding each work day of absence. Such emergency
leave shall be charged to an employee's unused vacation, floating holiday or compensatory time leave
balance.
ARTICLE 12
RETIREMENT BENEFITS
12.1 State Retirement System - Each employee will be enrolled in the Washington State Retirement system
for which he or she qualifies. Contributions to the Retirement system will be made on a pre-tax basis.
Each employee will be covered by the federal Social Security Act.
COLLECTIVE BARGAINING AGREEMENT for ratification
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January 1,2006 through December 31,2008
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ARTICLE 13
INSURANCE BENEFITS
13.1 Medical Insurance - The City will make medical insurance coverage available to employees and their
dependents, as follows or another plan of equivalent or better coverage:
. Kitsap Physician's Service (KPS) Plan B
. Oroup Health Cooperative (OHC)
13.2 Insurance Premium Payments - Payment of insurance premiums will be made as follows:
13.2.1 Employee premiwn paid in fult by the City. Em:ployee contribution toward dependent coverage
will be seven ($7) dollars per month pOl' dependent up to a maximum of twenty one ($21)
dollars per menth for full family CBV€fage-;
13.2.2 Effective January 1, 2005, Section 13.:2.1 no longer applies. Employees will be required to pay
the following contributions towards the monthly premiums for medical coverage effective as of
the 1 st of the month following ratification of the agreement:
KPS Plan B or Group Health:
Employee only coverage
Dependents coverage
Employee
Employee
0%
5%
City 100%
City 95%
G-Jl(;
Employee only coverage Employee pays 100% of the difference between the
City's cont-ft8ution to KPS Phm 13 E~mployee only (\.ovemge and the cost of
OllC employee only coverage.
Dependent eo"/eruge Employee pays 1 00% of the difference between the City's
contribution to KPS Plan 13 dependents coverage and the cost of OHC dependents
coverage.
13.2.3 Effective January 1, 2008 emplovees will be required to pav the following contributions towards
the monthly premiwns for medical coverage:
Employee only covera2e:
Employee
0% City 1 00%
Dependents covera2c:
Employee
10% City 90%
13.2.4 STIPENn IN LIEU OF MEnlCAL COVERAGE - An employee who waives the right to
obtain medical insurance coverage through the City and who provides proof of credible coverage
through his/her spouse or other source shall be entitled to receive a stipend of one hundred fifty dollars
($150.00) per month. payable in the amount of seventy-five dollars ($75.00) per pay. Employees shall
be required to notif)' Human Resources, in writing, during open enrollment, of thcirdesirc to waive
medical coverage, or at anytime eluring the year if a qualifying event occurs which would change their
COLLECTIVE BARGAINING AGREEMENT for ratification
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January 1,2006 through December 31,2008
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status (e.g. marriage, divorce, spouse loss ofiob or medical coverage). For initial implementation of this
benefit for those who elect to waive coverage, the payment of the stipend wi II not be retroactive to
January 1, 2006, but \\till become em~ctive the first pay period or the next month following ratification of
the agreement. Since both KPS and Group Health underwriting requirements require a 75% participation
rate, in the event that there is less than a 75% participation rate due to employees waiving medical
coverage, the City may cease offering the stipend due to the adverse impact upon those insured.
13.3 Dental Insurance - The City will provide the same benefit levels as are contained in the Washington
Dental Service Plan F dental program for employees and their dependents and provide for full payment
of insurance premiums.
13.4 Insurance Benefits Committee - The Insurance Benefits Committee will be comprised of the following
members: Mayor or designee, Human Resources Manager or designee, i\clministmtive Services
Financial Services Director or designee, one employee selected by the non-represented management and
professional employees, and one individual selected by each of the recognized unions. The committee
will elect a chair and any other officers it deems appropriate.
13.5 In the event changes in state or federal law create an impact on the present health and welfare premiums
or plans, the parties will reopen negotiations on such subject.
13.6 Vision Insurance - The City will pay the premium for the Washington Teamsters Welfare Trust Vision.
Plan for all bargaining unit employees employed in the previous month.. It shall be the responsibility of
the employee to ensure that the required paperwork is completed in a timely manner in order to..enroll
him/herself anelloI' dependents.
ARTICLE 14
WORK RELATED EXPENSES
14.1 Uniforms - The City will provide new and replacement uniforms for. each employee. in the department
whenever the department head determines it is in the besUnterest of the City. The characteristics of
the uniform and what will constitute the uniform shall be at the sole discretion of the Department
Head or designee.
14.1.1
Employees furnished uniforms shall be required to wear their uniform when performing
work and required by the department.
14.1.2
Standard uniforms provided by the City through uniform service contracts; i.e., shirts,
pants and jackets, will be maintained by the City at City expense. All other uniform
apparel such as polo shirts, tee shirts, etc., purchased by the City shall be maintained by
the employee at the employee's expense.
14.1.3
Employees are expected to take reasonable care of their uniforms. Employees shall notify
their supervisor when uniforms are in need of replacement and/or repair.
14.1.4
City uniforms shall not to be worn during non-work hours or to non-work locations,
except for incidental stops to or from work and meal periods.
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January 1,2006 through December 31, 2008
14.1.5
While in uniform, employees shall not publicly drink intoxicating liquor, be publicly
intoxicated or under the influence of a controlled substances.
14.2 Cleanin2 Allowance-
The cleaning allowance for Warrant Servers shall be $350.00, which shall be paid in the pay period
ending January 15th.
14.3 Warrant Servers - The City will provide five (5) uniforms to Warrant Servers.
14.4 Tool Allowance - Vehicle Maintenance:
14.4.1
The City will provide an annual tool allowance of $300 per mechanic to buy more efficient
tools or to replace lost, broken, or stolen tools as follows:-:-
Effective as of January 1. 2006 in the amount of$425.00
Effective as of January], 2007 in the amOlmt of $450.00
Effective as of January 1,2008 in the amount of$475.00
] 4.4.].] Payment of the tool allowance will be made in the pav period ending
January 15th.
14.4.1.2 Should an employee separate fl.-om City employment during the vear, a pro-rated
reimbursement to the City for the tool allowance shall be withheld from the employee's
final pavcheck, based upon the number of months left in the calendar year.
Example: Employee receives $425 tool allowance in Januarv and then separates from
employment in May. Emplovee would be required to reimburse the City in the amount of
$247.94 ($425.00 divided by 12 = $35.42/month x 7 months {June through December} ).
14.4.2
The City will purchase all specialty or new tools that are required to perform the job
because of changing technology or City equipment.
14.4.3
Replacement of tools lost or stolen on City property or while performing City business will
be replaced in accordance with City Policy #3-10-16.
14.4.4
All special and heavy duty tools, power tools, and tools larger than one-half (1/2) inch drive
will be furnished and maintained by the City. The City will service and repair all employee
owned pneumatic and calibrated tools.
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January 1,2006 through December 31,2008
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14.5 Safety Shoes -The City will reimburse employees up to u maximum of$125.00 for the cost ofWrSllA
approved safety or calked shoeslboots, when the Department/Division has determined that they are
required including inspectors, as follows:~
Effective as of January L 2006 up to a maximum of$150.00
Effective as of January L 2007 up to a maximum of$165.00
Effective as of January L 2008 up to a maximum of$175.00
14.6 CDL License - When a Commercial Drivers license (CDL) is required for a position by the City, the
City will only pay for the cost ofthe CDL endorsement and required physical examination when making
initial application and upon any required renewal.
14.7 License/Certification Differential Pay -Employees that are required by the City and/or choose to have
a Washington State certification or license above the minimum certification level set forth below will
receive fifty dollars ($50.00) per month for each current certificate above the established minimum.
Certifications obtained outside of the certification series identified for the division or work group will be
considered only when such certification benefits the City as determined by the Director of Public Works
& Utilities.
14.7.1 WWTP (WWTP Operator Certification Series)
. WWTP Operator - WWTPO Group II Plant
. WWTP Lab Technician - WWTPO Group II Plant
. 'WWTP Operations Supervisor - WWTPO Group III Plant
14.7.2 Water Operations (Water Distribution Certification Series)
. Water Operator - Water Distribution Manager I
. Water Operator Sr. - Water Distribution Manager II
. Water Operator Lead - Water Distribution Manager II
. Water Operations Supervisor - Water Distribution Manager III
. Environmental Technician and Water Resources Assistant (Water Distribution, WWTP Operator, or
Sewer Collection Certification Series) Level II Certification in any Series. Differential pay is
allowed for certifications above Level II for one series only.
14.7.3 Water Maintenance (Water Distribution Certification Series)
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 31,2008
FOR RAPAGE 25 OF 33
. Water Distribution Supervisor - Water Distribution Manager III
14.7.4 Cross Connection Control Specialist (Cross Connection Control and Backflow Assembly
Tester Certification Series)
. Cross Connection Control Specialist I
14.7.5 Storm/Sewer Maintenance (Sewer Collection System Certification Series)
. Utility Service Specialist Supervisor - Sewer Collection System Level III
14.7.6 Automotive Maintenance Technicians (Automotive Service Excellence Certification Series)
. One ASE Master Certification - Automotive, Heavy Equipment, or Emergency Vehicle Technician.
Differential pav is allowed for each additional Master Certification
14.7.7 ElectroniCs (International Municipal Signal Association - Traffic Signal Certification Series
and NT Telephone Certification)
. Electronics Technician - IMSA Level II - Traffic Signal
14.7.8 Traffic Maintenance (International Municipal Signal Association - Signs and Markings
Certification Series)
. Sign Shop Service Specialist Supervisor - IMSA Level III - Signs and Markings
14.7.9 Engineering (Professional Engineer and Land Surveyor). There is no Certification
Differential Pav allowed for EIT or LSIT Certifications.
. Engineer I - Engineer-In- Training Certification or Land Survevor-in-Trainim! Certification
. Engineer II - Emdneer-In- Traininl! Certification
. Engineer III - Professional Engineer
14.7.10 Certified Underwnter Divers The Git)' 'Nill previde monthly certification pay as provided in
the ,A.greement for up to (2) two employees v/ho are National Association for Undcnvater Instructor3
(Ni\UI) certified (or equivalent) marine divers for undenvater maintenance and non hazardous
investigations. Divers will provide al I their ovm diving equipment; ho\vever, the City shall replace any
equipment damaged in the line of duty. The City shall provide all supplies required for an)' 'IlOrk
rcqaested including air. An employee's air tanks shall be refilled by the employee at the end of each
assignment, and the City ',;\fill reimbur~,e the empleyee lor- the co~;t of refilling the tanks. It shall- be
understood that employees holding this certification shall be given the opportunity to refuse to perform
work they feel is too dangerous-;
FOR RAPAGE 26 OF 33
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 31,2008
14.8 Maintenance of Certifications - The City will reimburse an employee for the actual costs of obtaining
and maintaining a professional or work related certification including a CDL license, which is required
by the City or has been required as a coridition of working in a particular classification.
14.9 Failure to maintain/obtain required certifications - If an employee fails to obtain or maintain a
certification required in order to perform the essential duties and functions of his/her position, shall not
receive the monthly certification pay. New hires who are required to obtain a CDL license for their
position within six months :from their date of hire, and who fail to obtain the required CDL license shall
be terminated by the City.
14.10 Meal Expense - The City will reimburse an employee up to eight ($8.00) dollars per meal for meal
expenses when the employee is required to work during a bona fide emergency situation after
completing his or her regular work day, provided that the employee works at least three (3) additional
hours during a twenty-four (24) hour period. To receive reimbursement for meal expense, the employee
will submit an appropriate expense claim form
14.11 Travel Authorization and Expense Reimbursement - Travel authorization and expense
reimbursement shall be pursuant to Chapter 2.74, Travel Authorization and Expense Reimbursement, of
the Bremerton Municipal Code.
ARTICLE 15
SUBCONTRACTING WORK
15.1 The City of Bremerton and the Union will agree that conditions surrounding decisions to subcontract.
work normally performed by non-uniformed employees .are subject to the following: The City will
provide a minimum of thirty (30) days advance notice of it's intention to subcontract out work and
bargain the impact of such proposed subcontracting. In the event the City enters into a contract,
depending on the needs of the City at that time, the City shall have the option to either to keep those
affected employees employed in any job classification for which they are qualified,. at their current rate
of pay, or to pay them under the following conditions: Either one (1) week of severance payor continued
employment for each completed year of regular employment with the City, up to a maximum of 16
weeks. Employees will be cashed out of all vacation leave accrued as provided by current agreement.
Payout for Sick leave accrual will be granted only to those employees who are within five (5) years of
earliest retirement under (PERS), and then at a maximum not to exceed seventeen and one-half percent
(17.5%) of their existing balance. Those affected employees will also be placed on Civil Service
Reinstatement Registers in accordance with existing rules.
ARTICLE 16
MUNICIPAL COURT
EMPLOYMENT RIGHTS
NON-CIVIL
SERVICE
EMPLOYEES
16.1 Hirine: - The Department will hire and promote employees of the Municipal Court Department in
conformance with federal, state and local laws governing hiring practices. Newly hired employees will
serve a one (1) vear six month (6) probationary period during which period the employee may be
terminated without cause. Any employee terminated during the probationary period will have no
recourse to the grievance procedure.
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 31,2008
FOR RAPAGE 27 OF 33
16.2 Promotional Probation - Newly promoted employee's will serve a six month (6) promotional
probationary period during which time the employee may be reduced to his or her former position in the
Court at the discretion of the Municipal Court Judge or designee, at the pay step pursuant to 5.4.1. Any
employee reduced to his/her former position during the promotional probationary period will have no
recourse to the grievance procedure.
16.3 Discipline and Dischare:e - The Department may discipline or discharge an employee for good cause.
"Cause" is hereby defined to be identical to the cause or causes, which are set forth in the Civil Service
Rules governing employees covered by Civil Service.
16.4 Civil Service - The procedures which will be employed by the Department in taking disciplinary action
or in discharging an employee of the Department wpo is not covered by Civil Service will be identical to
those. which are prescribed for use for employees covered by Civil Service with the following
exceptions:
16.4.1 The Department will file all required materials with the Human Resources Manager in lieu of
the Civil Service Officer.
16.4.2 Appeals of the Department's decision will be processed through the Grievance Procedure
contained in this agreement.
16.5 Lavoff - Employees subject to layoff will be provided thirty (30) calendar days written notice prior to
the effective date of layoff. Layoff of Municipal Court employees will be accomplished by seniority from
date of hire within the series of classifications grouped as follows:
Group 1:
Senior Legal Technician
Legal Technician
Group 2:
Probation Officer
Detention Specialist
16.5.1 Any new classification used in the Department will be placed in a series group by mutual
agreement between the Human Resources Manager Department and the Union. If an employee
of the Department who is covered by Civil Service is to be laid off by seniority, he or she will
exercise their rights under the Civil Service layoff procedures.
16.6 . Civil SerVice Emplovees - Employees covered by Civil Service will be hired, disciplined and
discharged in conformance with Civil Service Rules.
ARTICLE 17
DRUG FREE WORK PLACE
17.1 The maintenance of a drug-free work place is essential to the safety and welfare of City employees. The
following provisions will apply to employees covered by this agreement:
17.2 Controlled Substances -
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January I, 2006 through December 31, 2008
FOR RAPAGE 28 OF 33
17.2.1 The unlawful manufacturing, distributing, dispensing, possessing or using of a controlled
substance or alcohol in the work place is prohibited. Reporting to work under the influence of a
controlled substance or alcohol is prohibited.
17.2.2 As a condition of employment, all employees must notify their department head of any criminal
drug statute conviction for a violation occurring in the work place no later than five days after
such a conviction.
17.3 Prescription or Over-the-Counter Drug Use - The use of prescription and over-the-counter drugs
which compromise safety in the work place or the quality of the employee's work product is prohibited.
17.4 Emplovee Sanctions - It is the responsibility of every employee to be aware of the above provisions
and to abide by them. Failure to observe these provisions could result in immediate disciplinary action
against the employee, up to and including termination. The employee may be required to participate
satisfactorily in an alcohol or drug abuse assistance or rehabilitation program.
17.5 Drug Abuse Education Program - The City will utilize all available City resources, such as the Police
Department's I).A.R.E. program, to educate employees as to the dangers of drug abuse.
17.6 Confidentiality - The confidentiality of all complaints and reported violations of the provisions. of this
policy will be strictly maintained, except as required by public disclosure laws or court orders.
17.7 The parties have agreed to the City of Bremerton Human Resources Policy 3-20-03 "Drug and Alcohol
Policy" for employees required to have a Commercial Driver's License, with an effective date of January
1, 1996. The parties agree that the City of Bremerton Human Resources Policy #3-20-03" Drug and
Alcohol Policy" will apply to employees not required to have a CDL, however, they will not be subject
to random testing. .
ARTICLE 18
BUS PASSES
18.1 The City will provide Kitsap Transit bus passes to employees working in the downtown core who
request bus passes. To be eligible to receive such passes, the employee must ride the bus to and from
work an average of three times a week. The City will establish procedures for the issuance of bus passes
to employees. It shall be understood that an employee issued a bus pass is not eligible to receive free
downtown parking.
ARTICLE 19
MANAGEMENT RIGHTS
19.1 Subject only to the limitations expressly stated in this agreement, the Union recognizes that the
Employer retains the exclusive right to manage its business including, but not limited to, the right to
determine the methods and means by which its operations are carried on, to direct the work force and to
conduct its operations in a safe and efficient manner.
ARTICLE 20
WORK STOPPAGES
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON. WASHINGTON & TEAMSTERS LOCAL NO. 589
January \, 2006 through December 3\, 2008
FOR RAPAGE 29 OF 33
20.1 STRIKES/LOCKOUTS PROHIBITED- The City and the Union agree that the public interest
requires efficient and uninterrupted performance of all City services and to this end pledge their best
efforts to avoid or eliminate any conduct contrary to this objective during the term of this Agreement.
Accordingly, it will be a violation of this Agreement for the City to cause a lockout of its employees or
for the Union to call, encourage, or participate in any strike, sympathy strike, slowdown, or other work
stoppage. Employees engaging in any of the aforementioned activities will be subject to disciplinary
action in accordance with the rules of the Civil Service Commission.
ARTICLE 21
GRIEVANCE PROCEDURE
21.1 Definitions:
21.1.1 Grievance - A grievance is an alleged contract violation, question, or challenge raised by an
employee or the Union as to the correct interpretation or application of this Agreement by the
City. Such allegation, question, or challenge is to be resolved through this Grievance Procedure.
21.1.2 Civil Service Appeal- An appeal is an allegation ofa violation of the Civil Service Rules
which is to be resolved through the Civil Service Appeals procedure and is not resolvable
through this Grievance Procedure.
21.2 Step 1 -An employee or Union representative who believes that a question exists as to the correct
interpretation or application of this agreement will first discuss the action giving rise to the belief with
the immediate supervisor involved within forty-five (45) calendar days of the date the action took place
or within forty-five (45) calendar days of the date upon which the employee could reasonably have been
expected to know of such action. The employee will have the right to be assisted by an authorized
Union representative during this discussion if they request one. The time limits above shall not apply to
payroll errors.
21.3 Step 2 - In the event that the immediate supervisor does not resolve the grievance to the satisfaction of
the employee or the Union within a period of fourteen (14) calendar days at Step 1 of this procedure, the
employee or the Union Representative will reduce the grievance to writing and will state: the section (or
sections) of this agreement which is alleged to have been interpreted or applied incorrectly; an
explanation of the grievance in detail, including dates, actions and such other information needed to
understand the facts and circumstances giving rise to the grievance; and the remedy sought. The
employee will have the right to be assisted by an authorized Union representative in reducing his or her
grievance to writing. The employee or Union representative will present the written grievance to the
employee's Department Head within fourteen (14) calendar days of the date the employee received the
immediate supervisor's response. The Department Head will meet with the employee and/or the
employee's Union Representative within fourteen (14) calendar days after receipt of the written
grievance for the purpose of considering the matter. The Department Head will reduce his or her
decision to writing and will transmit the decision to the employee and the Union representative within
fourteen (14) calendar days of meeting with the employee and/or the Union representative.
21.4 Step 3 - In the event that the Department Head does not resolve the grievance to the satisfaction of the
employee or the Union representative at Step 2 of this procedure, the employee or the Union
representative will transmit a copy of the original grievance along with a copy of the Department Head's.
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 31, 2008
FOR RAPAGE 30 OF 33
written response to the Human Resources Manager with a copy to the Mayor within fourteen (14)
calendar days of receipt of the Department Head's written response. The Human Resources Manager
will consider the grievance and may convene a meeting. The Human Resources Manager will reduce his
or her decision to writing within fourteen (14) calendar days of receipt of the grievance and transmit the
decision to the Union.
21.5 Step 4 - In the event that the Human Resources Manager does not resolve the grievance at Step 3 of this
procedure, the Union may request arbitration of the issue by written notification to the Human Resources
Manager. Immediately thereafter, the parties will petition the Public Employment Relations
Commission (PERC) for a list of nine (9) arbitrators.
21.6 Powers and Duties of the Arbitrator - It will be the duty of the arbitrator to conduct a hearing on the
issue or issues submitted by the parties for decision. The hearing will be kept informal and private. The
arbitrator will interpret the provisions of this agreement as they apply to the issue or issues submitted for
decision and will not add to, subtract from nor in any way otherwise alter nor recommend the alteration
of the terms and conditions of the agreement in deciding the matter. As soon as is practicable after
conducting the hearing, the arbitrator will render a written decision which will be binding upon the
parties.
21.7 Costs of Arbitration - The expenses ofthe neutral arbitrator will be borne equally by the parties. Each.
party will singly bear all costs related to preparing and presenting its own case before the arbitrator,
including costs of witnesses and attorneys. The party desiring a record of the proceedings will. bear the
cost of obtaining such record.
21.8 Time Limits - Time limits established in this procedure will be strictly adhered to but may be waived
by mutual agreement of the Union and the City. All procedures contained herein will be complied with
as expeditiously as practicable.
ARTICLE 22
SEVERABILITY
22.1 In the event that any provision of this Agreement is held invalid by operation of law or by any tribunal of
competent jurisdiction, or if compliance with or enforcement of any Article should be restrained by such
tribunal pending a final determination as to its validity, the remaining provisions of this Agreement will
not be held invalid and will remain in full force and effect. The Union and the City will immediately
meet and attempt to renegotiate any provision found invalid.
ARTICLE 23
ENTIRE AGREEMENT
23.1 The Union and the City acknowledge that each has had the unlimited right and opportunity to make
proposals with respect to any matter deemed a proper subject for collective bargaining. The results of
the exercise of that right are set forth in this Agreement. Therefore, the City and the Union each
voluntarily and unqualifiedly agree to waive the right to oblige the other party to bargain with respect to
any subject or matter not specifically covered by the Articles of this Agreement during the term of this
Agreement, except as mutually agreed upon.
FOR RAP AGE 31 OF 33
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 31,2008
'" . ,~~
ARTICLE 24
CONFLICTING PROVISIONS
24.1 In the event that any provision of this Agreement is found to be in conflict with any other Resolution,
Ordinance, Policy, Regulation or Rule of the City, the provision of this agreement will prevail.
ARTICLE 25
LABOR MANAGEMENT COMMITTEE
25.1 Labor Mana2:ement - The City and the Union agree that a need exists for closer cooperation between
labor and management. To accomplish this objective, the Employer and the Union agree that no more
than five (5) duly authorized representatives of the Union will function as one-half (1/2) of a Labor-
Management Committee, the other half being no more than five (5) certain representatives of the City
named for that purpose. The Committee will meet as necessary at least once every three (3) months for
the purpose of discussing and facilitating the resolution of all problems, which may arise between the
parties. The City will provide a draft of the minutes of the meeting to the Union's Committee members
within (2) two weeks of the meeting. AHhe Committee's diserellim.-ae.ffiOORa!-meetings may be held.
The Committee will be chaired by a member elected by the Committee.
25.2 Should the Union and Employer mutually agree to change, add, or delete any prOVISIOn of this
Agreement, policies or rules, such change will be set forth in writing.
ARTICLE 26
JOB SHARING
26.1 Job Sharin2: - The parties consider job sharing as a potential viable alternative to full time
employment. Jobs may be shared on an hourly, or daily basis.
26.2 All leave for job-sharing employees will be provided on a pro-rated basis. Insurance benefits premium
costs will be determined on a case by case basis; however, the total cost to the City cannot exceed the
cost for a full time employee.
26.3 Job sharing may only be done by mutual agreement of the employees affected and Department Head
or designee. Vacant full time positions may be announced as "Job Sharing" only if agreed to by the
City and Union.
26.4 All time worked by an employee above the base scheduled hours for the position will be considered
overtime, provided, however, that the combined paid hours for the position exceed forty (40) in the
work week.
26.5 Job sharing employees must sign a "Job Sharing Contract" acknowledging their acceptance of
appropriate conditions including the following:
26.5.1 Either job sharing employee may request terminating the contract and returning to full-time
employment. Accommodation of this request shall be subject to the availability of a vacant
position. The remaining employee may be required to work full-time until another "job
sharing" employee can be found, and is approved by the Department Head or designee.
FOR RAPAGE 32 OF 33
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 3 1,2008
26.5.2. Jobsharing employees agree to work full-time during the absence of the other employee, when
requested.
26.5.3 Regular status for employees "job sharing" will be achieved upon successful completion of
hours worked equivalent to the duration of the probationary period for the. classification.
26.5.4. Step increases for "job sharing" employees shall be granted in the same manner as full-time
employees on an equivalent basis.
26.5.5 Other conditions as may be considered necessary by the Department Head or designee may be
made part of the job sharing contract. Provided, however, that they do not alter any terms of
this Labor Agreement or the Civil Service Rules.
26.5.6. The job sharing contract may be terminated at the discretion of the Department Head or
designee in accordance with the Civil Service Rules.
26.5.7. The negotiated job sharing contract will indicate the base schedule to be worked by each
employee and the distribution of insurance benefits premium costs.
ARTICLE 27_
TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT
27.1 Temporary Assignment - An employee covered by this Agreement may be temporarily assigned the
duties and responsibilities of a position which has a higher pay classification than his/her regularly
assigned classification in which the incumbent employee is absent due to an extended illness, leave of
absence or other extenuating circumstances, An employee who is temporary assigned to such a position
shall be compensated at five percent (5%) above his/her current pay rate or the first step of the higher
. pay rate, whichever is greater. In no case shall an employee be paid more than the top pay step of the
higher classification or serve in a temporary assignment for more than one (1) year. A temporary
assignment may be extended one (1) time, on a case-by-case basis, for up to a maximum of six (6)
months at the discretion of the Department Director. Such extension shall require the concurrence ofthe
Human Resources Director and the Union. It shall be understood that compensation at the higher pay
rate shall be effective after the completion of forty (40) consecutive hours in the temporary assignment.
The first forty (40) hours of the temporary assignment shall be paid at the employee's regular rate of pay.
Temporary Assignment will not affect an employee's anniversary date for step advancement purposes.
27.2 Special Assignment - An employee covered by this agreement may be placed in a special assignment,
rather than being permanently reclassified to a higher level to allow for employee rotation~ to enhance
upward mobility, or for special projects for a period of one (1) calendar year or less. A Special
Assignmcnt may be extcnded one (1) time, on a case-by-case basis. for up to a maximum of six (6) .
months at the discretion of the Department Director. Such extension shall require the concurrence of the
Human Resources Manager and the Union. (LOU dated 8/31/05) Special Assignments shall not to be
used for staffing shortages. Compensation for Special Assignments may be granted up to a maximum of
ten percent 10% above what the current rate of pay is for the employee and requires the approval of the
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 31,2008
FOR RAPAGE 33 OF 33
Human Resources Manager Director. Special Assignment will not affect an employee's anniversary date
for step advancement purposes.
ARTICLE 28
WASTEWATER TREATMENT PLANT - EMPLOYEES
28.1
28.2
28.3
NEW
28.4
28.5
28.6
WWTP Operator's License.Differential- WWTP Operator's that are required by the employer and/or
choose to have a Washington State Operator's License. above Group II will receive Fifty Dollars
($50.00) per month for each current certificate above Group II.
WWTP Operations Supervisor License Differential - WWTP Operation Supervisor's that have a
Washington State Operator's license above Group III, will receive Fifty Dollars ($50.00) per month for
each certification above Group III.
WWTP Operator-in-Charge Differential - When the employer designates a WWTP Operator-in-
Charge for a minimum of one full shift, they will receive a five (5%) perc~nt differential applied to their
base hourly pay for each shift so assigned.
WWTP Maintenance Mechanic-in-Charge Differential - When the employer designates a WWTP
Maintenance Mechanic-in-Charge for a minimum of one full shift. they will receive a five (5%) percent
differential applied to their base hourly pay for each shift so assigned.
WWTP Operator Trainee ProbationarvPeriod - The probationary period shall be not less,than six
(6) months and no more than eighteen (18) months, contingent upon when employee obtains.the required
WWTP Operator's license.
Promoted Employees - If between six (6) and eighteen (18) months the employee does not qualifY for
WWTP Operator they will be returned to the class they previously held, provided they held such class in
a non-probationary status.
New Hires - If between six (6) and eighteen (18) months the employee does not qualifY for WWTP
Operator, the employee shall be terminated.
ARTICLE 29
TEAMSTERS SUPPLEMENTAL PENSION PLAN
The City agrees to allow the bargaining unit employees the opportunity to voluntarily participate in the Teamsters
Supplemental Pension Plan. It shall be understood that participation in this plan shall be strictly voluntary and that
100% of the cost of participation shall be the sole responsibility of the employee.
ARTICLE 30
DOWNTOWN PARKING
Effective as of the first of the month following ratification of this contract by both the City and the Union. tlhe
City shall provide free parking for all bargaining unit members who are assigned to work on a regular basis in the
downtown area.
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 31,2008
FOR RAPAGE 34 OF 33
NEW ARTICLE -AlJTOMA TIC PROMOTION FROM PLANNER I TO PLANNER n AFTER THREE
(3) YEARS
Employees hired as Planner I who successfully complete three (3) years of employment with the City as a Planner
L upon reaching their third (3rd) year anniversary date. v.ill be automaticallv promoted to Planner II without Civil
Service testing as long as his/her 3rd year annual evaluation reflects a "Meets Expectations" or higher rating. If a
Planner I fail to receive their 3rd year ru.mual evaluation in a timely manner, it shall be assumed that their
perfom1ance "Meets Expectations" and they will be promoted to Planner II. This shall apply retroactively to any
employee in a Plru.mer I classification as of the date ofratiiication of this contract. This does not preclude the City
from promoting a Planner I to a Planner 1I position through the normal Civil Service promotional testing process
prior to reaching hislher 3rd year anniversary.
ARTICLE 31
TERM
31.1 This Agreement will become effective upon January 1, 20024 and will remain in effect through
December 31, 200!3:~. All requests to aJ.11end, modify or terminate this Agreement will require either
party to file written notice upon the other at least one hundred eighty (180) days prior to December 31,
200!3.~.
This agreement is hereby submitted to the Bremerton City Council by the City representative and the Union
representative for the Council's consideration and approval. Upon approval, this agreement will become binding
upon the City, the Union and all of the employees in the bargaining unit covered by this agreement.
APPROVED by the Bremerton City Council on the-l-8-tfl
day of Augw;t
, 20024.
Signed this
day of
, 20024
FOR THE CITY OF BREMERTON
FOR GENERAL TEAMSTERS LOCAL UNION #589:
Carol S. Conley, Human Resources Manager
Kenneth P. Troup, Business Representative
By
Honorable Cary Bozeman, Mayor
Approved as to Form:
Attest:
Roger Lubovich, City Attorney
Paula Johnston, City Clerk
COLLECTIVE BARGAINING AGREEMENT for ratification
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2006 through December 31, 2008
FOR RAPAGE 35 OF 33
, ,-, ~
Grade 4
Parks Laborer
+Longevity
Grade 5
Office Assistant I
+Lo!l~evity
-
Grade 6
Office Assistant II
+Longevity
Grade 7
Office Assistant III
Police Records ~pecialist I
Grade 8
~ccounting Assistant II
Legal Technician
Office Assistant Sr.
Recreation Prog. Coor. I
2006 Teamsters Appendix A."..
, With 2.311% COLA Increase January 1, 2006.~_
Annual
M9~t~ly
Semi-Monthly
. H~u~ly
aT Hourly
,.~ lBa~~ +1%
Base +2%
'Base +3%
Base +4%
Annual
Monthly
Semi-Monthlt..
Hourly
aT Hourly
Base +1 %
Base +2%
Base +3%
Base +4%
Annual
Monthly ~.
Semi~Mont~ly
Hourly
aT HO.~r!L.
Base +1 %
Base +2%
Base +3%
Base +4%
Annual
Monthly
Semi-Monthly
Hourly
aT Hourly
Base +1 %
Base +2%
Base +3%
Base +4%
Annual
Monthly
Semi-Mont~ly
Hourly
aT Hourly,
Base +1 %
Base +2%
Base +3%
Base +4%
12 Mos.
Step A
27,541
2,295
1~.~..
13.19
19.79
..13,.32 .
13.45
13.59
13.72
28,919
2,410
1,205
13.85
20.78
13.99
14.13
14.27
14.40
30,527
2,544
1,272
14.62 '
21.93
14.77
14.91
15.06
15.20
. ..
32,155
2,680 .'
1,34Q,
15.40
23.10 .
15.55 :
15.71
15.86
16.02
L.
33,~8,8m
2,824
1,412
16.23
24.35
16.39
16.55
16.72
16.88
~ H ,
12 Mos.
Step B
28,251
2,354
1,177
13.53 !
20.30 .
"1""'"='
13.67
13.80 j
13.94~r .
14.07 -
29,712
2,476
1,238
14.23
21.35
14.37
14.51
14.66
14.80
.31,320
.. ~~6.1 0
. ... .1~305
15.00
22.50
15.15
15.30
15.45
15.60
32,970
2!748
1,374
15.79
23.69
15.95
16.11
16.26
16.42 '
?~, 765
2,897
1,449
16.65
24.98
16.82
16.98
17.15
17.32
12 Mos.
Step C
J?,919
2,410
1,205
13.85
20.78
13.99
14.13
14.27
14.40
30,527
2,5~4
1,272
14.62
21.93
14.77.._
14.91
15.06
15.20
32,155
.2)>80
...1c.~~0
15.40
23.10
15.55
15.71
15.86
16.02
33,888
2,824
1,412
16.23
24.35
16.39
16.55
16.72
16.88
. .~?,726
2,977
.. .1,489
17.11
25.67
17.28
17.45
17.62
n79
12 Mos.
,Step D
29,712
2,476
1,23~
14.23
21.35
14.37
14.51
14.66
14.80
31,320
..~610 ,
1,305 '
15.00
22.50
15.15 '
15.30
15.45
15.60 '
32,970 I
,.~..748
...'!..374 '
15.79
23.69
15.95
16.11
16.26 !
16.42 ;
34,765
2,897
1,44~
16.65
24.98
16.82
16.98 .
17.15
17.32 ;
.J6,665i
3,055 :
1,528
17.56 i
26.34 :
17.74
17.91
18.09
18.26.:.
12 Mos.
Ster;> E
30,527
2,544
1,272
14.62 :
21.93 .
14>77'
14.91
15.06
15.20
32,155
2,680
1,340
15.40
23.10
15.55
15.71
15.86
16.02
12 Mos.
Step F
,.)1,320
2,610
1,305
15.00
22.50
15.15
15.30 ;
15.45
15.601
32,~7g. _
2,748
1,374
15.79 -
23.69
15.95 I
. 16.11
16.26
16.42
33,888 ..~!?65
2,824 2,897
1,412.... 1,449
16.23.,~~..__1?65
24.35 . 24.98
16.39 16.82
16.55 16.98
16.72 : 17.15
16.88 . 17.32
35,726 3~,665
2,977 3,055
1!489~uu. .1,528
17.11' 17.56
25.67 26.34
17.'.28..3._17.: 7 4
17.4~L 17.91
17.:~2.i 18.09 !
17.79 . 18.26 '
37,60.5
3,134
1,567
18.01
27.02 .
18.19
18.37
18.55
18.73
38,649 .
3,221
1,611
18.51
27.77
18.70
18.88 ·
19.07
19.25 I
Step G
32,155
2,68Q
1,340
15.40
23.10
15.55
15.71
15.86
16.02
~.
33,888
,?,B24
!.!412
16.23
24.35
16.39
16.55
16..72
16.88
.35.,726
2,977
1 ,489
17.11
25.67
17.28
17.45
17.62
17.79.
..3?!.605
3,134
1,567
18.01
27.02
18.19
18.37
18.55
18.73
39,693
3,308
1,654
19.01
28.52
19.20
19.39
19.58
19.77
C:\Documents and Settings\CONLEY.BREMERTON\Local Settings\Temporary Internet FileslOLK121Teamsters Appendix A - Detail - 2006 Jan 1 20062.311
6/26/2006 11 :29 AM 1
2006 Teamsters Appendix A
.With 2.311% COLA Increase January~1, 2006
, "H ,~"
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Step A . . Step B Step C Step D ..Step E . .Step F ~tep G
:Annual NN'
Grade 9 35,726 . 36,665 37,60.5 38,649 i 39,693 4o.,7~8 4.1927
. r~ ""
.~ccounting Assistant U1.~~.. . Monthly u 2,977 3,0.55 3,134 3,221 3,30.8 3,~97 3,494
Police Records ~p~~a~~~ II . . Semi-Monthly 1 ,489 1,528 . 1,567 1,611 1,654 .. .. 1,699 1,747
~ater Resources Assista~t!o.':lrly 17.11 17.56 : 18.0.1 18.51 19.0.1 19.52 20..0.8
;OT Hourly 25.67 26.34 27.0.2 27.77 28.52 29.28 . 30..12
.Base +1% 17.28 17.74 . 18.19 18.70. 19.20. ; 19.72 . 20..28
Base +2% 17.45 17.9.1.1. 18.37 18.88 19.39 19.91 20..48
Base +3% i.... 17.62 18.0.9 : 18.55 19.0.7 19.58 20..11 20..68
Base +4% 17.79 18.26 18.73 i 19.25 19.77 20..30. . 20..88
. ..
Grade 10 Annual 37,60..5 38,649 39'E3~3 40.,758 .. ...41,927 43,0.96 44,245
.-.
~ccounting .Assistant Sr. Monthly._. 3,134 3,.2?1 3,30.8 3,397 3,494 3,591 3,687
'::~~tal Technic::ian Sr. . Semi~Monthly . 1,567 1,611 ...~J~~ .. 1,699 1,747 1,796 .1.844
Offic::e Assi.~!ant Senior Spec. H,ourly 18.0.1 ; 18.51 19.0.1 19.52 20..0.8 20..64 21.19
P.'l!ks SerVice Specialist aT HOU!lt. 27.0.2 27.77 28.52 29.28 30..12 30..96 31.79
!,~yroll Spe,cialist Base +1% 18.19 18.70. 19.20. 19.72 . 20..28 20..85 21.40.
Web Suppo'"! Specialist Base +2% 18.37 : 18.88 19.39 19.91 20..48 21.0.5 21.61
Base +3% 18.55 19.0.7 19.58 20..11 20..68 : 21.26 21.83
Base +4% 18.73 · 19.25 19.77 20..30. 20..88 ; 21.47 22.0.4
Grade 11 Annual 39,693 40.,758 41,927 43,0.96 . 44,245 45,!)39 46,750.
Building .~.~~ .Si>ec. I Monthly 3,30.8 .~,397 ..~494 ~3,591 i 3,687 3,795 3,896
Engineering Technician II Sef!li~M.o~th Iy 1,654 . .1,699 1,747 1,796 L 1,844 1,898 . .1,948
Recreation Prog. Coord. II Hourly . 19.0.1 19.52 20..0.8 20..64 : 21.19 21.81 22.39
Sign Shop S~rvice.~pecialist aT H.'?ur:.1y . 28.52 29.28 30..12 30..96. 31.79 32.72 33.59
Street Service Specialist Base +1 % 19.20. . 19.72 20..28 20..85 21.40. 22.0.3 22.61
,n ~
.!:Jtilities~erv.iC::ElSpecialist Base +2% 19.39 19.91 20..48 21.0.5 21.61 22.25 22.84
~ater OI>.El!~~or Base +3% 19.58 20..11 20..68 21.26 21.83 22.46 23.0.6
Base +4% 19.77 20..30. 20..88 21.47 . 22.0.4 22.68 23.29
Grade 12 Annual 41 ,927 . ~3,o.96 44,245 45,539 46,750. 47 L982 49,339
Court Hom~ Detention Spec. M(mth~L.. 3,494 3,591 3,687 .3..795..L 3,896 3,999 ... 4,112
Forestry Service Spec. Sr. Semi-Monthly 1,747 1,796 . ..~1..,844 .. 1,898 . 1,948 2;0.0.0. 2,0.56
Parks Service. Spec. Sr. . Hour:.1y. 20..0.8 20..64 21.19 21.81: 22.39 22.98 23.63
..
Probation Officer . QI.tt2u,rly 30..12 . 30..96 31.79 32.72 33.59 34.47 35.45
, , ~~=~~~ 'Nm'~'r"~"~' ,
Recreation Prog. Coord. UI Base +1% 20..28 20..85 21.40. 22.0~... 22.61 . 23.21 23.87
Warrant Server Base +2% 20..48 21.0.5 21.61 22.25 . 22.84 23.44 24.10.
WWTP Maintenance Tech. '.Base +3% 20..68 21.26 . 21.83 22.46 23.0.6 23.67 24.34
'''''=,==, Base +4%
20..88 21.47 . 22.0.4 22.68 23.29 23.90. 24.58
"M'~M~=~'
C:IDocuments and SettingsICONLEY.BREMERTONILocal SettingslTemporary Internet FileslOLK121Teamsters Appendix A - Detail - 2006 Jan 1 20062.311
6/26/2006 11 :29 AM 2
C:\Documents and Settings\CONLEY.BREMERTON\Local Settings\Temporary Internet Files\OLK12\Teamsters Appendix A - Detail- 2006 Jan 120062.311
6/26/2006 11 :29 AM 3
2006 Teamsters Appendix A.
Vl!i~~~.311% COLA Increase January 1, 2006
~",' ..
12 Mos. 12 Mos. 12 Mos. 12 Mos. 1.2 Mos. 12 Mos.
'eN'
Step A Step B Step C' Step 0 . Step E Step F Step G
. .
Grade 17 -
Annual 55.,061 56!543 . 58,193 59,884 ; 61,533 63;2.87 . 65,020
Electronics Supervisor Monthly 4,588 4212 4,.8~ 4!990 5,128 5,224 5,418
Facilitie.~ Inve!1tory Supe~islJ/Semi-Monthlx i 2,294 2,356 2,425 2,495 2,564, 2,6~Z 2,709
Network Administrator }:!~rly 26.37 27.08 27.87 28.68 . 29.47 ' 30.31 31.14
,~= ,~-,~, ..
Parks Ma~"!tenance SUi>. · OT Ho~rly 39.56 40.62 41.81 43.02 I 44.21 45.47 46.71
Planner II Base +1 % 26.63 27.35 28.15 28.97 29.76 30.61 31 .45
Sign Shop Servo Spec. Sup. . Base +2% 26.90 27.62 . 28.43 29.25 30.06 30.92 , 31.76
Streets Service Spec. Supvr. Base +3% 27.16 I 27.89 28.71 29.54 . 30.35 31.22 32.07
Utilities ~l!rvice Spec. Sup. Base +4% 27.42 28.16 28.98 29.83 30.65 31.52 32.39
Vl!ater Distr~bution Sup.
Water Resources Oi>r,r1s. Supv:..
IJI!WTP Maintenance Supv.
WW!P Operations. ~uJ>l!rvisor
n~ ~ " . ..
Grade 18 Annual 58,193 59,884 61 ,5~? 63,?~7 ,!35.,020 66,837 68,6!4
Civil E,:,pineer II. . Monthly .4,849 4,990 5,128 5,274. , 5,~ 5,570 5,723
!=ngineer~g Technician Sr. 'Semi-Monthly 2,42? i. 2,495 .~564 ~,637 . 2,709 2,785 2,862
Forestry Serv.ice SP.<<:c. Sup. Hourly 27.87 28.68 29.47 , 30.31 31.14 32.01 32.89
'OT Hourly 41.81 43.02 I 44.21 45.47 46.71 48.02 49.34
Base +1 % 28.15 28.97 29.76 30.61 31.45 32.33 .0 33.22
Base +2% 28.43 29.25 30.06 30.92 31.76 32.65 33.55
'~"~ 31.22\
'Base +3% 28.71 29.54 30.35 32.07 32.97 33.88
Base +4% 28.98 29.83 30.65 31.52 32.39 33.29 34.21
Grade 19 Annual 61,53? I 63287 65,020 66,837: 68,674' 70,407 72,182
Civi.IEngineer UI Monthly u~. 5,128 5,274 5,418 5,570 5,723 5!867 6,015,
, ~v{=,
)3ef!li-~onthly ...~,564 2)637 },709 2,785 ] 2,862 . .,2.,934 ...},908
Houry 29.47 30.31 31.14 32.01 32.89 33.72 34.57
OT Hourly 44.21 45.47 46.71 48.02 49.34 50.58..; 51.86
jBase +1 % 29.76 . 30.61 31.45 32.33 I 33.22 34.06 34.92
Base +2% 30.06 30.92 31.76 32.65 33.55 34.39 35.26
Base +3% 30.35 31.22 32.07 32.97 33.88 34.73 I 35.61
Base +4% 30.65 . 31.52 · 32.39 33.29, 34.21 35.07 35.95
C:\Documents and Settings\CONLEY.8REMERTON\Local Settings\Temporary Internet Files\OLK12\Teamsters Appendix A - Detail - 2006 Jan 1 20062.311
6/26/2006 11 :29 AM 4
WASHINGTON TEAMSTERS WELFARE TRUST
SUBSCRIPTION AGREEMENT
COLLECTIVE BARGAINING AGREEMENT PROVIDING FOR PARTICIPATION IN TRUST
The Employer and Labor Organization below are parties to a Collective Bargaining Agreement providing for participation in the above Trust. An
enforceable Collective Bargaining Agreement must exist as a condition precedent to participation in the Trust.
City of Bremerton.
Employer Name
Teamsters Local 589
Labor Organization (Union) Name
345 6th Street Suite 600
Address
PO Box 4043
Address
Bremerton, VVJ\. 98337-1873
City, State, Zip Code
Port Angeles, VV A 98363
City, State. Zip Code
COLLECTIVE BARGAINING AGREEMENT
The parties' Collective Bargaining Agreement is in effect from: 1-1-06 to 12-31-08
o ~ Account I8l Renewal- J\ccount No. _ Approximate Nwnber of Covered Employees 163
INFORMATION CONCERNING TYPE OFEMPLOYER'S BUSINESS
Employer is: I8l Public Entity 0 Corporation - State of ~ 0 Partnership
If employer is a Partnership or Sole Proprietorship please provide name( s) of the owner or partners below:
o Sole Proprietorship
BENEFIT PLANtS) DESIGNATED IN COllECTIVE BARGAINING AGREEMENT
The Collective Bargaining Agreement provides that contributions will be made to the Trust on behalf of all employees for whom the Employer is
required to contribute under the Trust Operating Guidelines for the purpose of providing such employees and their dependents with the following
benefit plan( s): (The undersigned parties acknowledge the receipt of a copy of the Trust Operating Guidelines which by this reference are made a
part hereof. )
COVERAGE IN, BARGAINING AGREEMENT . For renewals, list all coverages not just changes.. Monthly Rate
MEDICAL []PlanA DplanB o Plan C I 0 wrlOO $
life/AD&D o PlanA DPlanB .OPJanC
Employee $30,000 Life/AD&D $15,000 Life/AD&D $5,000 LifelAD&D $
Dependent $ 3,000 Life $ 1,500 Life $ 500 Life
Time Loss o Plan A o Plan B DplanC I 0 PlanD $
Amount $400/week $300/week $200/week $IOO/week
LID o Long Tenn Disability Income PIan $
Waivers o Additional 9 months Disability VV aiver of Contributions - Medical only $
MEDICAL TOTAL $
DENTAL DPlanA DPIanB o Plan C $
VISION [8] Plan EXT $ 11.35
Will there be any coverage changes before the Collective Bargaining Agreement's expiration? 0 Yes [8] No. If yes, attach a Subscription
J\greement for each change. A Subscription AgRement must be submitted in advance of the effective date below.
EFFECTIVE DATE OF COVERAGE
The contribution rates above are due effective (monthlyear) June. 2006 based on employment in the prior month.
Note: Coverage is provided using a lag month, therefore coverage is effective in the month following the month contributions are due.
For example, contributions due effective April based on March employment will provide coverage in May.
EXPIRATION OF COLLECTIVE BARGAINING AGREEMENT
Upon expiration of the above--referenced Collective Bargaining Agreement, the Employer agrees to continue to contribute to the Trust in the same
amount and manner as required in the Collective Bargaining Agreement until such time as the Employer and the Labor Organization either enter
into a successor Collective Bargaining Agreement, which conforms to the Trust Operating Guidelines, or one party notifies the other in writing
(with a copy to the Trust) of its intent to cancel such obligation five (5) days after receiving notice, whichever occurs first. The Trust reserves the
right to immediately tenninate participation in the Trust upon the failure to execute thi~' s or an futur~Subs ription Agreement or to comply with
the Trust Opemting Guidelines as amended by the Trustees from time to time.
ForEmPIOYer~..J~ For Union .-.. ~
Title1Assn.Ife~_~ II/'It>t Title b~C - {(~1t5iA. ('tr Date? ~3!-O~
ELIGIBILITY TO PARTICfATE IN TRUST
Eligibility for benefits is detennined in accordance with the requirements established in the Collective Bargaining Agreement provided
such requirements are consistent with the Trust guidelines. To establish eligibility for benefits, Trust guidelines require that eligible
employees must have the required number of hours in a month and have the contractually required contributions paid on their behalf.
Eligibility will commence according to the Trust's lag month eligibility rule. Eligibility continues as long as the employee remains
eligible, has the contractually required number of hours per month, and has the required contributions made. The Trust, however, will
not recognize any contractual provision that conditions continued eligibility on having less than 40 or more than 80 hours in a month.
Eligibility will end according to the Trust's policy for employees that do not have the required number of hours and contributions in a
month and that do not qualitY for an applicable extension of eligibility, if any.
Employees of a participating employer not performing work covered by the Collective Bargaining Agreement may participate in the
Trust only pw:suant to a written special agreement approved in writing by the Trustees. The Trustees reserve the right to recover any and
all benefits provided to ineligible individuals from either the ineligible individual receiving the benefits or the employer responsible for
misreporting them (if applicable).
REPORTING OBliGATION AND CONSEOUENCES OF DELINOUENCY
Employer contributions are due no later than ten (10) days after the last day of each month for which contributions are due. The
Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of liquidated damages,
interest and attorney fees and costs incurred in collecting the delinquent amounts.
TRUSTEES' AUTHORITY TO DETERMINE TERMS OF PLANS
The parties recognize that the detail of the benefit plans provided by the Trust and the rules under which employees and their dependents
shall be eligible for such benefits is determined solely by the Board of Trustees of the Trust in accordance with the terms of the
governing Agreement and Declaration of Trust (Trust Agreement). The Trustees retain the sole discretion and authority to interpret the
terms of the Trust's benefit plans, the plans' eligibility requirements, and other matters related to the administration and operation of the
Trust and its benefit plans. The Trustees may modify benefits or eligibility of any plan for the purpose of cost containment:. cost
. management:. or changes in medical technology and treatment.
MECHAN/SM FOR HANDLING CONTRIBUTION INCREASES
The Trustees' authority shall include the right to adjust the contribution rates to support the benefit plans offered by the Trust and to
maintain adequate reserves to cover any extended eligibility and the Trust's contingent liability.
The parties recognize that it is the intent of the Trust not to provide employee benefit plans for less than the full cost of any such plan. If
the Collective Bargaining Agreement does not provide a mechanism for fully funding the designated benefit plans, the Board of Trustees
may substitute a plan then available that is fully supported by the employer's contribution obligations. The disposition of any excess
employer contributions will be subject to the collective bargaining process.
ACCEPTANCE OF TRUST AGREEMENT
The Employer and the Labor Organization accept and agree to be bound by the terms of the Trust Agreement governing the Trust, and
any subsequent amendments to the Trust Agreement. The parties accept as their representatives for purposes of participating in the Trust
the Trustees serving on the Board of Trustees and their duly appointed successors.
Provided, however, that in the event that either Section 2 or 3 of Article vm of the Trust Agreement is amended to change or modify an
Employer's liability as specified therein, such amendment will not be deemed applicable to an Employer until such time as the Employer
enters into a successor Collective Bargaining Agreement after the expiration of the Employer's then current Collective Bargaining
Agreement.
,. APPROVAL OF TRUSTEES
This Agreement has been approved by the Board of Trustees of the Washington Teamsters Welfare Trust.
Date
Administrative Agent
Washington Teamster Welfare Trust
LETTER OF UNDERSTANDING
This letter of understanding is agreed to pursuant to Article 25.2 of the Labor Agreement by and
between the City of Bremerton and the General Teamster's Local 589.
The following Articles (copies attached hereto) are hereby amended and/or shall be incorporated
into the current labor agreement as a result of impact bargaining and the Teamsters' and City
Council's affirmative vote to remove Civil Service coverage from Teamsters bargaining unit
members, except for those Teamsters employees who work in the Police or Fire departments:
Amended:
ARTICLE 22 - GRIEVANCE PROCEDURE
New:
ARTICLE 34 - DISCIPLINE -
ARTICLE 35 - SENIORITY -
ARTICLE 36 - LA YOFFS/RECALLS
ARTICLE 37 - PROMOTION
ARTICLE 38 - EMPLOYMENT INFORMATION & GUIDELINES
ARTICLE 39 - UNION BULLETIN BOARDS
ARTICLE 40 - OTHER ISSUES RELATING TO CONVERSION
FROM CIVIL SERVICE
It shall be understood that any reference to Civil Service in the current contract shall only apply
to those bargaining unit employees employed in either the Police or Fire Department.
The remaining provisions of this Agreement shall remain in full force and effect.
Dated this 7th day of January, 2008.
FOR THE C
~1
CARY BOZEMAN
Mayor
K TROUP
Secretary/Treasurer
Attachments
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
ARTICLE 22 - GRIEVANCE PROCEDURE
22.1.1 Grievance - A grievance is an alleged contract violation, question, or challenge
raised by a bargaining unit employee or the Union as to the correct interpretation or
application of this Agreement by the City. Such allegation, question, or challenge is
to be resolved through this Grievance Procedure.
22.1.2 Disciplinary Appeals - Bargaining unit employees who have been suspended,
demoted or terminated may appeal their discipline either through the grievance
procedure or to the Appeals Board (Civil Service Commission), but not both.
ARTICLE 34 - DISCIPLINE
34.1 Prior to the imposition of any discipline or discharge of a regular employee, the
Department will coordinate the action contemplated with the Human Resources
Manager and City Attorney's office to ensure that the proper procedures are
followed.
34.2 TYPES OF DISCIPLINE - Discipline shall be imposed for just cause.
34.3.1 The Department Director or Division Manager (except for termination of
employment which can only be imposed by the Department Director) may
administer the following types of discipline provided, however, the following list
shall not be construed to set forth any necessary sequence of progressive discipline
and does not limit alternative methods/forms of discipline:
34.3.2 Written reprimand.
34.3.3 Suspension without pay not to exceed thirty (30) days.
34.3.4 An alternative for suspension without pay may be a:
a. Reduction in Step for a specified period of time, not to exceed an
amount equivalent to five (5) days suspension.
b. Reduction of accrued vacation leave by a specific number of hours,
not to exceed five (5) days suspension.
34.3.4 Demotion.
a. Demotion of a regular employee to a lower position for just cause
may be made by the Department Director or Division Manager. If it
is proposed that the employee be transferred to another department,
the receiving Department Director must give approval.
b. A regular employee so demoted shall lose all rights to a position in
the higher class, and shall not, in the event of a layoff or reduction,
be placed on a layoff reinstatement register for the higher class.
34.3.5 Termination.
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
34.4 PRE-DISCIPLINARY HEARING
34.4.1 Prior to imposition of any discipline, a pre-disciplinary hearing shall be held
within five (5) working days from the date the employee was advised of the
proposed discipline to be taken... The regular employee shall be given an
opportunity to respond to the charges, orally and/or in writing, as to why
the department's proposed action should not be taken, and the date and
time of the pre-disciplinary hearing.
34.4.2 The Department DirectorlDivision Manager (as applicable) shall conduct
the hearing. The employee may have legal counsel, union representative,
and/or witnesses present at the pre-disciplinary hearing. The employee
does not have the right to confront or cross examine witnesses of the City;
however, he/she may ask questions at the discretion of the Department
Head.
34.4.3 The Department Director/Division Manager shall present an explanation
of the evidence at the pre-disciplinary hearing, which shall be sufficient' to
apprise the employee of the basis for the proposed action.
34.4.4 Within five (5) working days of the hearing, the Department
Director/Division Manager shall advise the employee, in writing, of the
outcome of the pre-disciplinary hearing, and the discipline to be imposed.
34.5 DISCIPLINARY APPEALS
34.5.1 Employees who have been demoted or whose employment has been
suspended or terminated may appeal either through the grievance procedure
or to the Appeals Board (Civil Service Commission), but not both.
34.5.2 If an employee elects to use the grievance procedure for his/her appeal, it
will begin at Step 3 of the grievance procedure.
34.5.3 An employee who is issued a Written Reprimand shall be given the
opportunity to have a letter of rebuttal attached to the charging document in
response to the discipline taken; however, such letter shall be filed with
Human Resources within fourteen (14) calendar days of issuance of the
discipline.
ARTICLE 35 - SENIORITY
Seniority shall be determined based upon years of continuous service within the
bargaining unit. However, all seniority shall be lost after 18 months in layoff status, or
upon leaving the bargaining unit for any other reason (e.g. resignation, termination or
acceptance of a non-bargaining unit position). If a City employee is laid off and hired
Page 2 of9
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
back into a bargaining unit position within 18 calendar months of layoff, then that
employee shall have all previously earned bargaining unit seniority restored.
ARTICLE 36 - LA YOFFS/RECALLS
36.1 Should the City decide to reduce the work force, layoffs (Reductions in Force
{RIF} ) shall be made as follows:
A. By Classification and by Division.
B. By Seniority: The City will provide at least thirty (30) days notice to the
affected employees. The affected employees shall be the least senior
employees within the division. Any temporary/probationary employee
will be laid off prior to any regular employee being laid off.
36.2 Layoff Procedure. Employees who received R.I.F. notices and were not placed
in positions pursuant to this Collective Bargaining Agreement shall receive notice of
layoff twenty (20) working days prior to the effective date of the layoff.
A. All temporary and probationary employees in the layoff unit shall be laid
off first.
36.3 BUMPING OPTIONS OF EMPLOYEES AFFECTED BY REDUCTION IN
FORCE (RIF) - Employees receiving R.I.F. notices shall be offered these options
which may be available within the bargaining unit, and will be given reasonable
time to consider these options:
A. A transfer to a vacant position within the same city-wide classification
(e.g. Office Assistant Senior) and with no reduction in pay.
B. The right to bump the least senior occupant in a classification in the same
pay range in the department, whether or not the employee holds previous
status, provided he/she meets the minimum qualifications, has greater
seniority, and can perform the full range of duties of the position with a
brief orientation or familiarization period (up to 45 calendar days).
C. The right to bump the least senior occupant in a lower classification in the
bargaining unit or division, whether or not the employee holds previous
status, provided he/she meets the minimum qualifications and has greater
seniority.
1. Bumping permitted by paragraphs B and C above to positions not
previously held shall be made without examination, but a six (6)
month probationary period shall be mandatory. Such probationary
period shall only be based upon ability to perform the essential
functions and duties of the position. If employee is not able to perform
Page 3 of9
AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
the essential functions and duties of the position, then they will be laid
off and placed on the lay-off register. Bumping to positions previously
held shall be allowed without examination or a probationary period.
D. The right to bump the least senior occupant in a lower classification in a
division that the employee had previously transferred or promoted out of.
1. Seniority for the purposes of this provision shall be that seniority credit
the employee had at the time he or she transferred out of the position. The
right to bump into a lower classification or equivalent if the job title has
been changed since he/she transferred out of the position but the job duties
have remained essentially the same, shall terminate two (2) years after the
transfer out of the bargaining unit.
36.4 In addition, an employee receiving a R.I.F. notice may apply for any currently
available promotional opportunities, subject to meeting the minimum requirements for
any position for which they are applying.
36.5 Placement of Laid - off Employees on Layoff Register. The names of regular
employees who have been laid off shall be placed on a layoff register rated by
seniority (the most senior by classification or division).
36.5.1 Layoff registers shall be maintained by the Human Resources Department
in coordination with the Union
36.5.2 An employee's name shall remain on the register for eighteen (18) months
from the date of layoff.
36.5.3 An employee who has bumped to a lower position shall be reinstated to
his/her former position, provided a vacancy occurs within the eighteen
(18) month period.
36.5.4 An employee's name shall be removed for any of the following reasons:
A. Inability to contact the employee by certified mail at the
employee's last known address.
B. Rejection by the employee of an offer to return to a vacancy in the
job classification or division held previous to layoff.
C. A written statement by the employee that he/she has no further
interest in returning to City of Bremerton employment.
36.6 Recall From Layoff.
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36.6.1 Upon notification by the Human Resources Department that a vacancy
exists, the affected department director shall contact the most senior
candidate from the appropriate layoff register and offer him/her the
position. If the most senior candidate rejects the position, then the next
senior candidate shall be offered the position, and so on. The City shall
notify the Union of any recalled employee.
36.6.2 In the event the appropriate register is exhausted, an employee on another
layoff register shall be recalled to a classification vacancy, provided that
either the employee meets the minimum qualifications or the special
qualifications, training, or skill required for the position can be obtained
through a short orientation or familiarization period of up to forty-five
(45) calendar days, and provided the employee makes written application
for the vacancy. In no event shall any employee be recalled into a
classification higher than that from which he/she was laid off. Such
employee shall be subject to a probationary period in the new position
subject to section 37.6.1.
36.6.2.1 The Human Resources Department shall exhaust the appropriate
layoff register before opening the position to new hires.
36.6.2.2 An employee recalled will be required to pass a physical exam, if
required for the position, in order to determine if he/she is
physically able to perform the essential functions and
responsibilities of the position.
36.7 Reinstatement. An employee who is laid off may be reinstated to a vacancy
within eighteen (18) months of layoff without competition. Such employees shall
be credited with:
A. Seniority and step increase dates adjusted for the time laid off shall be
subject to section 36.8 C;
B. The previous rate of sick leave and vacation accrual based on years of
service as of the time of layoff;
C. Reinstatement of previous sick leave accrual balances.
D. Regular status only if reinstatement is to the same division from which
layoff occurred and if regular status had been previously attained;
E. Benefits in accordance with any restrictions or waiting period imposed by
plan documents. (Medical/Dental/Life).
36.7.1 Any employee who is reinstated from a layoff register to a
classification or division not previously held shall be:
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AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
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1. Required to serve a three (3) month probationary period. A
reinstated employee who fails to complete the probationary
period shall be returned to the layoff register for the remainder
of the eighteen (18) month period established by the date of
the original layoff;
2. Given new seniority and increment dates for pay purposes (i.e.
longevity, annual step increases);
3. Given the previous sick leave accrual balances.
4. Given benefits in accordance with any restrictions or waiting
period imposed by the plan documents. (Medical/Dental/Life).
36.8 Recall Notification.
A. Laid-off employees shall be carried by the City on a lay-off register for a
period of eighteen (18) months, and shall be notified of any openings for
which they are eligible. Eligible, for purposes of this Article, shall mean
that the employee has previously held regular status in the classification and
has not been demoted from the classification. No vacancies shall be posted,
advertised or filled while there is an eligible employee on the lay-off list.
An employee on the lay-off list may refuse to return to a lesser position than
that from which they were laid-off without loss of all recall rights. An
employee may not refuse to return to the classification from which they
were laid off without loss of all recall rights.
B. A recalled employee shall return on the date and time set by the City, which
in no event shall be sooner than two (2) weeks from the time the employee
was mailed a notice or recall to the last known address of the employee,
unless by mutual consent to an earlier starting date. No temporary
employees shall be hired to do bargaining unit work by the department
while any regular employees are in lay-off status.
C. Employees rehired from the lay-off list shall not suffer any loss of seniority
or benefits as a result of lay-off, but shall not accrue seniority, wages, or
benefits during lay-off.
D. The lay-off or recall from lay-off procedures set forth above will be
administered in a manner that does not unfairly discriminate against any
individual employee.
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AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
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ARTICLE 37 - PROMOTION
37.1 Should a position vacancy occur, as determined by the City, the City shall be
required to consider, but not necessarily select, candidates for promotion from
within the bargaining unit before selecting employees from outside the
bargaining unit. In any event, the City may select the applicant who, in the
City's opinion, is the best qualified for any position opening in the bargaining
unit, from any source whatsoever. Vacancies will be posted internally for no less
than fifteen (15) calendar days.
A. A bargaining unit employee who is promoted shall be placed at the
closest step in the new range that provides at least a five percent (5%)
increase in salary and does not exceed the maximum of the pay range.
B. The promotional probationary period shall be six (6) months.
37.2 The promotional probationary employee who fails to successfully complete
probation shall be demoted to the lower position from which he/she was
promoted. Such determination shall be made at the sole discretion of the City and
the reasons shall not necessarily constitute just cause.
ARTICLE 38 - EMPLOYMENT INFORMATION & GUIDELINES
38.1 General Guidelines for Employment
38.1.1 Non-discrimination - The City shall not discriminate against any City
employee or any applicant for employment on the basis of race, religion,
color, national origin, gender, age, sexual orientation or disability
38.1.2 Basis of Employment - All employment with the City shall be based on
merit, knowledge, skill, ability qualification and moral fitness as
evidenced by:
A. Education, training and experience as reflected by the application form
resume' and other documentation of certification, registration, etc.
B. Written and/or performance tests (when applicable).
C. After a conditional offer of employment is made, pre-employment
physical and drug testing (if applicable to the position) shall be
required to determine whether the individual can effectively perform
the essential functions and responsibilities of the position for which
they are being considered with or without reasonable accommodation.
Such physical examination shall be performed by a city-designated
physician and laboratory and paid for by the City.
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AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
SERVICE PROVISIONS
D. Background investigation including criminal history, credential/degree
verification and reference checks as allowed by law.
38.2 Nepotism
38.2.1 It is the City's policy that immediate family members of City employees
will not be hired if:
A. One member would have the authority or be in a position to supervise,
hire, remove or discipline the other; or
B. One member would be responsible for auditing or evaluating the work
of the other; or
C. Other circumstances exist which would place the relatives in a
situation of actual or reasonably foreseeable conflict between the
City's interest and their own.
38.2.2 The City conducts open and competitive hiring processes. Preference will
not be given to candidates who are immediate family members.
38.2.3 Immediate family for purposes of this Article shall be defined as:
Spouse, child, brother, sister, parents, grandparents, step relations, in-laws,
dependents and anyone residing in the employee's household.
38.2.4 Relationship Occurring During Employment - When a relationship, as
defined under immediate family in this Article occurs during employment,
the two (2) affected employees may remain in their current positions
provided they are not in conflict with the restrictions identified in this
Article. If a conflict is created by the relationship, the City will attempt to
arrange a transfer or change in position. If a suitable transfer/change in
position is not available, one of the employees will be separated from City
service. Every attempt will be made to effect transfer or separation on the
basis of agreement between the employees involved and the City. If a
mutual agreement is unattainable, the Mayor will determine, in the City's
best interest, the employee to be transferred or separated.
38.3 Vacancy Announcements - The City shall post announcement notices of position
vacancies in the local newspaper, on City internal and external web sites, in all
City departments and an electronic copy to the Union within on the date the
position is posted on the City's web sites
38.4 Examinations or Testing - Appointments shall be made according to skill,
ability, qualification, merit and fitness, which shall be ascertained by
examinations conducted under the guidance of the Human Resources division.
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AMENDMENT TO TEAMSTERS CONTRACT INCORPORATING CIVIL
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38.4.1 Examinations may be assembled or non-assembled, and may include
written, oral, physical tests, performance tests, interviews, ratings,
training, experience, computer-based examinations, criteria rating forms,
or any combination of these.
38.5 Promotions
38.5.1 The City shall make a reasonable effort to offer promotional opportunities
to current employees when possible.
38.5.2 Promotional postings shall be placed on the City's internal web site and
copies sent to all departments for posting on the Union bulletin boards, to
the Union and shop stewards.
38.5.3 Current bargaining unit employees who successfully complete the
examination/testing process for promotion will have seven and one-half
percent (7.5%) of their PASSING score added to their final score.
38.5.4 Human Resources will develop a policy for rating candidates for
promotional opportunities.
38.5.5 If the Department Director in the department where a vacancy exists
proposes to fill such position through the promotional process, he/she shall
have the sole discretion to determine whether or not to consider transfer
requests for the position from other bargaining unit employees in the same
classification as the position vacancy. Such decision will be included in
the promotional announcement.
ARTICLE 39 - UNION BULLETIN BOARDS
39.1 With the elimination of Civil Service for bargaining unit employees, the
former Civil Service Bulletin Boards shall be designated as Union bulletin
boards.
39.2 Union Bulletin Boards shall be used exclusively to post Union notices of
meetings, social events, job postings and other related union business. It
shall be the responsibility of the shop stewards to monitor the bulletin
boards to ensure they are being utilized for those purposes only.
ARTICLE 40 - OTHER ISSUES RELATING TO CONVERSION
FROM CIVIL SERVICE
The City and the Union agree that any issue that arises in relation to the conversion from
Civil Service until a successor contract is ratified by both parties shall be addressed in
Joint Labor Management Committee meetings.
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