HomeMy WebLinkAboutTEAMSTERS LOCAL 589, 2004-2005
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LETTER OF UNDERSTANDING
This letter of understanding is agreed to pursuant tol Article 25.2 of the Labor Agreement by and
between the City of Bremertort and the General Teamster's Loca1589.
Article 27, Section 27.2 is hereby amended as indicaled by italics and underlining as follows:
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ARTICLE 27 TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT
27.2 Special Assignment - An employee coJred by this agreement may be placed in a
special assignment, rather than being permanentl~ reclassified to a higher level to allow for
employee rotation, to enhance upward mobility, OF for special projects for a period of one (1)
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calendar year or less. A SpeciatAssienment mav be extended one (1) time. on a case-bv-case
basis. for UP to a maximum of six (6) months at: the discretion of the Department Director.
Such extension shall require the concurrence df the Human Resources Director and the
Union. Special Assignments shall not to be used for staffing shortages. Compensation for
Special Assignments may be granted up to a maxim~m often percent 10% above what the current
rate of pay is for the employee and requires the approval of the Human Resources Director and
Financial Services. Special Assignment will not affect an employee's anniversary date for step
advancement purposes.
The remaining provisions of this Agreement shall remain in full force and effect. Dated this 315t
day of August 2005.
FOR THE CITY OF BREMER TON .
FOR THE TEAMSTER'S LOCAL 589
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CAROL S. CONLEY
Director of Human Resources
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I THP. TRO~ .
BJsiness Representative
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COLLECTNE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2004 through December 31, 2005
10F33
TABLE OF'CONTENTS
TO THE
AGREEMENT
BY AND BETWEEN
CITY OF BREM$RTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1,2004 THROUqH DECEMBER 31,2005
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 ...................................... ........................................................................................ ..11
ARTICLE 8 ........... . Vacation Leave ...................................................................................................................... 12
ARTICLE 9 ........... Holidays ............................................................................................................................... ..15
ARTICLE 10 ......... Sick Leave And Industrial Disability ....................................................................................16
ARTICLE 11 ......... Other Paid Leave ...................................................................................................................19
ARTICLE 12 ......... Retirement Benefits................................................................................................................ 20
ARTICLE 13 ......... Insurance Benefits ................................................................................................................. 20
ARTICLE 14 ......... Wark Related Expenses.......................................................................................................... 21
ARTICLE 15 ......... Subcontracting Work ............................................................................................................. 25
ARTICLE 16 ......... Municipal Court Non-Civil Service Employees Employment Rights....................................25
ARTICLE 17 ......... Drug Free Work Place ........................................................................................................... 26
ARTICLE 18 ......... Bus Passes .................................. ............................................................................. ...............27
ARTICLE 19 ......... Management Rights ............................................................................................................... 27
ARTICLE 20 ........ . Work Stoppages ......................................... ............................................................................ 27
ARTICLE 21 ......... Grievance Procedure... .............. .... .......... ....... ........... ..... ............ ... ....................... ......... ... ...... 27
ARTICLE 22 ......... Severability . ....... ................ ....... .... .......... ......... ......... ..... ........ ............... .... ........... ........... .......29
ARTICLE 23 ......... Entire Agreement ...................................................................................... ...................... .......29
ARTICLE 24 ......... Conflicting Provisions .............................................................................. .............................29
ARTICLE 25 ......... Labor Management Committee ............................. ................................... ........... ........ .... ...... 29
ARTICLE 26. . .. .....J ob Sharing .................... ............... ......... .......... ........ ....................... ............. .............. .............. 30
ARTICLE 27 .......... Temporary Assignment And Special Assignment................................................................... 31
ARTICLE 28 .......... Wastewater Treatment Plant Employees .................................................................................31
ARTICLE 29 ....... Teamsters Supplemental Pension Plan ...................................................................................32
ARTICLE 30..... ...Downtown Parking................................................................................... ....32
ARTICLE 31 ...... ..Term.................................................................................................... .. .32
APPENDIX A....... ........... ............ ...... ...... ..... ..... ...... ..... ...... ................ .......... ........ ............................... ........... ....... 34
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31, 2005
PAGE 2 OF 33
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ALPHABETICAL S~ffBJECT INDEX
APPENDIX A ..........................................................................................................................................................34
B US PASSES ....................................................................................... ...... .AR TICLE 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 ........................................................................................ ....... .AR TICLE 9' ....................................... 15
HOURS OF WORK ..... ...... .................. ....................... ........... ......... ..... ........ARTICLE 6 ..... .......... ....... ....... ............ 9
INSURANCE. BENEFITS .. ....... ........ .......... ................ .... .... .... ...................ARTICLE 13 ............................. ........ 20
J OB SHARING.......................................................................................... .AR TICLE 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 .. ....... ......... .........:~....~....... 11
PREAMBLE ........................................................................................................................................... ....... ..::.......... 4
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 ........................................................................................... .AR TICLE 3 ......................................... 5
VACATION LEAVE .................................................................................ARTICLE 8 ....................................... 12
WAGES...................................................................................................... .ARTICLE 5 ......................................... 7
WASTEWATER TREATMENT PLANT - EMPLOYEES .......................ARTICLE 28....................................... 31
WORK RELATED EXPENSES .................................................................ARTICLE 14 ..................................... 21
WORK STOPPAGES .............. ..... ........... .................... ................. ..... ........ARTICLE 20 ... .................................. 27
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31,2005
PAGE 3 OF 33
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AGREEMENT
BY AND BETWEEN
CITY OF BREM~RTON
and
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1, 2004 THROUGH DECEMBER 31, 2004
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 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 recogni~es 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2004 through December 31,2005
PAGE 4 OF 33
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2.3 Employees 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~e~jstipg position
proposed to be exempt from the bargaining unit, the Union will be notified in writing..lR:the event that
the Union disputes the City's proposed exemption of the new position from the bargaining ,J!nit, 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 resolye the dispute,
either party may refer the issue to the Public Employment Relations Commission for resol~tion.
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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO, 589
January I, 2004 through December 31,2005
PAGE 5 OF 33
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3.3 New Emplovees - New employees employed during the life of this Agreement will, within thirty (30)
days of their respective date of employment, 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.
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 Union - An employee who refuses to join the Union on the basis of bona fide religious
tenets or teachings of a church or religious body of which the employee is a member 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.
3.6 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 th~n four (4) stewards from the same department.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2004 through December 31,2005
PAGE 6 OF 33
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4.2.1 The Union will provide written notlfit~tion to the Human Resources Director of the name and
assigned areas of all Shop Stewards appoint(1d 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 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 1,2004, the wages as shown in Appendix "A" shall be increased by one percent
(1 %). 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, 2005, the wages as shown in Appendix "A" shall be increasid by 100% of
the SeattleffacomalBremerton CPI- W from June 2003 to June 2004. ,',
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 tYP!3 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 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31,2005
PAGE 7 OF 33
5.4 Pay Rate upon Placement at New Pay ran2e -
5.4.1 Reclassification/down2rade to a lower classification - In the event an employee is reclassified
from one classification to another classific(ltion 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/uP2rade 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 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 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.
5.6.1.2 Standby Pay - The following standby rates will apply:
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2004 through December 31,2005
PAGE 8 OF33
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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 may choose payor compensatory
time pursuant 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 Deposit - New employees hired after 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.
ARTICLE 6
HOURS OF WORK
6.1 Normal Hours of Work - Thenormal 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 (4) consecutive ten (10) consecutive hour
days. 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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31, 2005
PAGE 9 OF 33
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 4/10 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
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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1. 2004 through December 31, 2005
PAGE 10 OF33
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ARTICLE 7
OVERTIME
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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 (1-112)
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 hislher accumulated
compensatory time will have the option to receive this pay the last pay day of November.
Employees who wish to exercise this option shall submit their request, in,b;writing, to the
Department Director, no later than November 1 st of each year.
7.3 Telephone Calls To Employees - If an employee receives a work related telephone call while off duty,
he/she shall receive a minimum of one quarter (114) hour pay at the overtime rate for each call,
provided, however, that additional calls received by the employee within the quarter hpur 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 Bareainine 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January I, 2004 through December 31,2005
PAGE II OF 33
7.7 Emen!ency 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 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
V ACA TION LEA VE
8.1 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 AccruedIY ear
Date of Hire through 5 years
6th year
7th year
8th year
9th year
10th year
11th year
104 Hours
120 Hours
128 Hours
136 Hours
144 Hours
152 Hours
160 Hours
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January I, 2004 through December 31,2005
PAGE [2 OF 33
: ,T.
. 1 ;'~
12th year
13th year
14th year
15th year
16th year
17th year and thereafter
I ?}';:,',t
168 Hours
176 Hours
184 Hours
192 Hours
200 Hours
208 Hours
8.2 Vacation Elhdbilitv - An employee becomes eligible to take accrued vacation leave upon completion
of six (6) months of continuous employment.. 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 Scheduling - Annual vacation leave will be mutually scheduled between the employee and
his or her Department Head or designee. Vacation leave mustbe 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.
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:
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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31,2005
PAGE 13 OF 33
."
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 Elhdbilitv - 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, comp~nsatory 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.
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 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 8.7.5 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.
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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31, 2005
PAGE 14 OF 33
, ". i...'. t
';' :-,~ ;;'. :\\'~ ~\', ,~'~,'I/\-
8.8.6 Return Of Excess Leave DonaH'6'ns - 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 abs.ences 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.
8.10
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.
~lr:,.:(,~. ,.'
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 1 st
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4th
1st Monday in September
November 11th
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 Holidav 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 BREMER TON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31, 2005
PAGE 15 OF 33
observed on the following Monday. If the day a holiday is observed by the City falls on ari 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 FloatiD2! 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 Emplovees) - Part-time employees will receive fifty (50%)
percent of their normal work day, provided they will receive not less than four (4) hours.
9.5 \Vorkin2 on a Holidav - An employee required to work on a holiday will be compensated at one and
one-half (1-112) 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 LEA VE AND INDUSTRIAL DISABILITY
10.1 Sick Leave Accrual - Employees will accrue sick leave time with pay at the rate of .046154 hours for
each regular hour worked, including paid holiday, sick leave, vacation and other paid leave time and
excluding time for which workers' compensation time loss benefits are paid. 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 - 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.
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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31, 2005
PAGE 16 OF 33
'-, ".., ;/.,
10.5 Payment of Sick Leave Upon Death - In mgi'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 (1/4) hour to cover an employee's absence
from his or her regularly scheduled work hours due to:
10.6.1
10.6.2
10.6.3
10.6.4
10.6.5
The temporary disability of an employee resulting from his or her personal illness or injury.
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.
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.':i;.:~
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).
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
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 of the date and time of the appointment to hislher 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.
PAGE 17 OF 33
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31,2005
10.7.2
10.7.3
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.
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 Dutv 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.
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
COLLECTNE BARGAINING AGREEMENT
CITY OF BREMER TON, W ASHlNGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31,2005
PAGE 18 OF 33
. '~~ :"" j.:" i.' ,: ::';' ','
have received for full time, active service. lli'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,
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 of their 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 immedia,Jely 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 Emer2;enCy Leave - ill 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31, 2005
PAGE 19 OF 33
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.
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
. Group Health Cooperative (GHC)
13.2 Insurance Premium Payments - Payment of insurance premiums will be made as follows:
13.2.1 Employee premium paid in full by the City. Employee contribution toward dependent coverage
will be seven ($7) dollars per month per dependent up to a maximum of twenty-one ($21)
dollars per month for full family coverage.
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:
KPS Plan B- Employee only coverage
Dependents coverage
Employee
Employee
0%
5%
City
City
100%
95%
GHC-
Employee only coverage - Employee pays 100% of the difference between the
City's contribution to KPS Plan B Employee only coverage and the cost of GHC
Employee only coverage.
Dependent coverage- Employee pays 100% of the difference between the City's
contribution to KPS Plan B dependents coverage and the cost of GHC dependents
coverage.
Example #1: An employee who selects KPS Plan B for EE + Spouse+2 children will pay 5% of the
total premium cost to insure their dependents. If the monthly premium is $500 for dependents coverage,
the employee would be required to pay five percent (5%) = $25.00 per month and the City would pay
ninety-five percent (95%) = $475.00 per month.
Example #2: An employee who selects GHC for EE+Spouse+2 children will pay 100% of the
difference between the City's contribution to KPS Plan B and GHC. If the GHC monthly premium is
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31,2005
PAGE 20 OF33
$1,000, the employee would be required to paY $525.00 per month ($1000 less $475 that the City pays
towards the coverage with KPS).
Example #3: An employee who elects Employee only coverage with KPS Plan B will pay zero percent
(0%) of the premium cost, and the City will pay 100%.
Example #4: An employee who elects Employee only coverage with GHC will pay 100% of the
difference between the City's contribution to KPS Plan B. If the monthly premium for Employee only
coverage with KPS is $250.00 and the same coverage under GHC is $400, the employee would be
required to pay $150.00 per month ($400 cost less $250 City pays towards the coverage with KPS).
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 Director or designee, Administrative 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.
"f. "I.
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 and/or 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 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.
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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January], 2004 through December 3], 2005
PAGE 2] OF 33
14.1.3
14.1.4
14.1.5
Employees are expected to take reasonable care of their uniforms. Employees shall notify
their supervisor when uniforms are in need of replacement andlor repair.
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.
While in uniform, employees shall not publicly drink intoxicating liquor, be publicly
intoxicated or under the influence of a controlled substances.
14.2 Cleaning Allowance-
The cleaning allowance for Warrant Servers shall be $350.00.
14.3 Warrant Servers - The City will provide five (5) uniforms to Warrant Servers.
14.4 Tool Allowance - Vehicle Maintenance:
14.4.1
14.4.2
14.4.3
14.4.4
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.
The City will purchase all specialty or new tools that are required to perform the job
because of changing technology or City equipment.
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.
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.
14.5 Safetv Shoes -The City will reimburse employees up to a maximum of $125.00 for the cost of safety or
calked shoes/boots, when the Department/Division has determined that they are required.
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 of the 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.
PAGE 22 OF 33
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31, 2005
j P", Ie,"
14.7.1 WWTP (WWTP Operator Certificati6fl 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 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 II for one series only. .:}".
14.7.3 Water Maintenance (Water Distribution Certification Series)
. Water Distribution Supervisor - Water Distribution Manager III
14.7.4 Cross Connection Control Specialist (Cross Connection Control and Backflow Assemblv
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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31, 2005
PAGE 23 OF 33
14.7.8 Traffic Maintenance (International Municipal Signal Association - Signs and Markings
Certification Series)
. Sign Shop Service Specialist Supervisor - IMSA Level ill - Signs and Markings
14.7.9 En2:ineerin2: (Professional En2:ineer and Land Surveyor). There is no Differential Pav
allowed for EfT or LSfT Certifications.
. Engineer I - Engineer-In-Training Certification or Land Survevor-in-TraininJ! Certification
. Engineer II - EnJ!ineer-fn- TraininJ! Certification
. Engineer ill - Professional Engineer
14.7.10 Certified Underwater Divers - The City will provide monthly certification pay as provided in
the Agreement for up to (2) two employees who are National Association for Underwater Instructors
(NAUI) certified (or equivalent) marine divers for underwater maintenance and non-hazardous
investigations. Divers will provide all their own diving equipment; however, the City shall replace any
equipment damaged in the line of duty. The City shall provide all supplies required for any work
requested including air. An employee's air tanks shall be refilled by the employee at the end of each
assignment, and the City will reimburse the employee for the cost 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.
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 condition 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 montWy 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2004 through December 31,2005
PAGE240F33
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
~1 "
16.1 Hiring - 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 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.
16.2 Promotional Probation - Newly promoted employee's will serve a six month (9) 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 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.
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 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:
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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2004 through December 31, 2005
PAGE 25 OF 33
16.5 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
16.5.1 Any new classification used in the Department will be placed in a series group by mutual
agreement between the Human Resources 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 -
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 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.
17.5 Drug Abuse Education Program - The City will utilize all available City resources, such as the Police
Department's D.A.R.E. program, to educate employees as to the dangers of drug abuse.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31, 2005
PAGE 26 OF 33
<,!
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.
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
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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31, 2005
PAGE 27 OF33
21.1.2 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.
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
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 ofreceipt ofthe 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
COLLECTNE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31,2005
PAGE 28 OF 33
of the terms and conditions of the agreeme'h(ln 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 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,
including costs of witnesses. 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.
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 Management - 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
COLLECTNE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January I, 2004 through December 31,2005
PAGE 29 OF 33
named for that purpose. The Committee will meet 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. At the Committee's discretion, additional 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.
26.5.2. Job sharing 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1,2004 through December 31, 2005
PAGE 30 OF 33
26.5.5 Other conditions as. may be conside&d 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 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 reguJar rate of pay.
Temporary Assignment will not affect an employee's anniversary date for step advancemeqt 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. 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 Director. Special Assignment will not affect an
employee's anniversary date for step advancement purposes.
ARTICLE 28
WASTEWATER TREATMENT PLANT - EMPLOYEES
28.1 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.
28.2 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January I, 2004 through December 31,2005
PAGE 31 OF 33
28.3 WWTP Operator-in-Chan!e 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.
28.4 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.
28.5 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.
28.6 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, 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 31
TERM
31.1 This Agreement will become effective upon January 1,2004 and will remain in effect through December
31, 2005. 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 31,2005.
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 18th day of August, 2004.
Signed this II;;"" ~ day of Dc+o biC. (
,2004
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31, 2005
PAGE 32 OF 33
FOR THE CITY OF BREMERTON
FOR GENERAL TEAMSTERS LOCAL UNION #589:
neth P. Troup, Business Representative
Carol
Approved as to Form:
By
Honorable Cary
Attest:
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON & TEAMSTERS LOCAL NO. 589
January 1, 2004 through December 31,2005
PAGE 33 OF 33
, 2004 Teamsters Appendix A
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,1,181 1,213 .
,13;57; 13.94'
20.3~. : 20.91
13,71 ! 14.08
'13.84 - ~ """"14.22'~
13.98 ! 14.36 .
14.11 i 14.50
29,858 :
2,488 ;
1,,?,44.
14.30.
21.45 i
14.44 .
14.59
14.73 .
14.87 '
__, " . v ~ ,
~.. 3,0}652 31 "4,?~
2,554 'm ,?!61~'-i
...,!!277., 1,310
14.68' 15.05 .
: 22.02 ; 22.58
14.8'3 15.20
"H~'~'~~'uvm" ~,
14.97 : 15.35:t'.
...,..15.12; "lti:,?Q;..
15.27 15.65',
. '1
2~,85B '
2,488 '
.1 ,24,4,
14,30 ;
v ,~, '" ' , ^
21.45 '
14.44
14.59
14.73 ·
14,87
"" '" N.' ~
, },Q!?52 : :31 !424, 32.,;391...
.?,?54 . .....2!61~,~ ..... ..?,692 ;
'. ...1 !277', 1,!3.!.9... ,~ ,,?~6
14.68 15.05 . 15.47
22.02 . 22.58 23.21
14.83 15.20, 15.62
14.97 15.35 I 15.78
...
15.12 15.50; 15.93 .
15.27 15:65 1 ' ~, 16.09.
, ". "" 1 "
'" ~",
33! 1 :37 i;
2,761 I
,-" ,',,, L,
1,381'
. 15 ;sfJ.....
23.81'
16.03,
16.19.
16.35 .
16.50
,-,,,
,.. 32,301.
.. .. ?L6,~?
. 1! :3~fj
15.47
23.21
15.62
15,78
15.93
16.09
H"-'
34,055
2,838
!,41~..
16.31
24.47
16.47
16.64
16.80
16.96
.,:3.?".~!51
...?,988
1.,494
17.17
25.76
17.34
17.51
17.69
17.86
-- ,,~ ,< ' . U" n'. ,<"U ' =,,'= C< N~ ",," "H~ m . .. " '" H
Grade 8 !Annual ..}?,,301 33,137 . ~4!055. .3~,95.3 ' 35,851 , , :3?!B32 . 37,835
,,<, ~ ",.,
Accounting .A~sj~tant II ; Monthly .' ?!.692 . 2,761 2!838 . 2,9!3. 2,988 3,069 I 3,153
,,~ , "
~r:gal T~chnician Se~i-M~>nt~ly : 1,~46 1 ':3~1 ~,4,19 1 1 ,457 ' 1 ,494 : .. 1,535 ! 1,577
"V,
Office Assistant Sr. H?urly .,,15.47. 15.87 16.31 16,74 : 17.17 . 17.64 18.12
.m ~ ~, ' , , 'v --
REl.<:rr:ation Prog. c;oor. J :OT Hourly 23.21 . 23.81 24.47 25.11 25.76 : 26.46 27.18
'" "<''' .'
!Base +1% 15.62 16.03 · 16.47 . 16.91 . 17.34 17.82 18.30
Base +2% 15.78 16.19 16.64 : 17.07 17.51 17.99 18.48
"" ~
Base +3% 15.93 16.35 16.80 17,24. 17.69 18.17 . 18.66
, 18,35 ;
Base +4% 16.09. 16.50 16.96 17.41 17.86 . 18.84
.. .ll\.rlrlual 29,107
Monthly, ,.2.'.4?6
~S~~i-M~nthly : ~, ..1 ,21~
.....~Hourly_ 13.94 '
...,IOT Hourly 20.91
Base +1% 14.08.
Base +2%14.22' .
. Base +3% 14.36
u. . ~u. ,~.
Base +4% 14.50
31 !424
~.,?1~,
1,310
15.05 .
22.58.
15.20
15.35 ·
15.50 .
15.65 .
~'A" .
32,3,01 " :3:3!137 ,
?,E)9.?.. ., ??61
..1...3,46.... . .1,.3~1
15.47' 15.87 '
23.21 23.81
^ ,. u 'v, m
15.62 . 16.03 .
1.5..78 :, 16.19
15.93 : 16.35
16.09: 16.50 .
C.\Documents and Settings\CONLEY\Local Settings\TemplTeamsters Appendix A JAN 1 2004
8/30/20049:42 AM 1
...3'!!955 ; 3,!!,~53:'
.?,B38 . ?!,9!~, :
1,4,19:.. ....\'!57.
16.31 i 16.74
24.47 : 25.11
. . 1~6.4i:" 16.91
,,~" ~,~"^'~~~'"
16.64 17.07 .
16.80; 17.24
16.96. 17.41
Grade 9 ., !
~cc;ountin9,,~~s!~tarlt 11/ .....
P,?lice f!ecordsMSp~c;ialist II
Water Resources Assistant
=" ~ N~W" m, yv ,un~. ~MC
Grade 10
,. " > ~ '" ''^^^'
~cco_l:mting~s~istan~ Sr.
Animal Control Officer
'=', m ,~" ^ ,~~C,~~. ,~". ,u,~,,~,~mm
Legal Te.c:h\,\!.c.ian Sr.
Off~c;e "A.ssistant S~.l1ior S"e.<:. .
Parks. Seryi~~ !:)p~c;i~list
."-a.Vr()1I Sp~c;i.a.lis~
Utilities Meter Reader
;~ l 'I"~ 1
2004 Teamsters Appendix A
With 1.0% COLA Increase J'ilnuary 1, 2004
~
; Annual
~onthly....
. S~r!li-Mon!~ly. \
Tl,jo':l!:I~..m ...
L()IH(),u~IL" .L
:Base +1% " i.. ,.
, Base +2%
""fCM~C' , '^' '
. ".B~s~ +3%
. Base +4%
i
j Annuci
m m l Month,ly
.~~~lJli~ly1()nthly .
, Ho~rly.
.:.9I. Hourly.
Base +1%
Base +2%
_ ~~'^ """""'''~,N~m~''
. Base +3%
.. , "'~ , . ,,~,-,~, - "
, . ,~..: ~ase +4%
~" ,,~,
...35,2851
2,9,8~
. 1,~~91
17.17
25.76
17.34
17.51
17.69
17.86 .
,
d~'acie:1T .;. :A~nual
~uildil1.g& Dev. ~Jl~C:: I. ' .. ., ':M~rlthiy'..~L
f:.r1ginel!~!ng T~.cJ:lnici.m I! .~~mi:,ty1ont~ly i
Recr~"!t!on p~()g: ~oord. I!. . .u,it:!o~rly. .. ~. i mm
~igrl.ShoE~~~lfi,(:e?pe.c::!a.!i.~t. ,: OT HOLJIly..., 1
Street~ervice. Specialist Base + 1 %
Utiliti~~ Se,rvic!. Spe.c.ialist .. . Base +2%
~a.ter.()pera.tor Base: .~3,?,~ ,.
'Base +4%
,gra.~l!)2' . , .
Court.ti"o'.11.e. De~entionSpec:
~o':.e.stly.?e.~vice Sp~c. Sr. .
G().J.f ()pera.tionlij SIJp"r:.
Parks, ~ervic::e S.!?,e.c.~r:u
Probation Officer
_ 'v h. NN_'~_
R,e.creati()n Pr()g. Coord',!II,.
Utilitiy Accountlil Spec!alist
Warrant Server
,=" , ,," N N , " ^ ~'" N'
WWTP Maintenance Tech.
, .+,..
'Annual
l\i1onthly. . ., .mr ..
S~rl1i~I\i1?I1!bly :....
Hourly
. OT Hourly
, 1 " '~WN''''~ ,,..,,
.: E3.Cl.se. + J ."I? .
,Base +2% '
, Base +3%
,~ , < "~"
: Base +4%
Grade 13 ;Annual
Aut()f!1otiv~ Equill',Tech.M,onthly ...
E!:Igin~ering Te,chnici~n 11/ ;~E:!rTli-Monthly i
Maintenance Coordinator I 'Hourly...
PC Technician .... OT Hourly...
~ign Shop Service Spec. S~.. Base ~-1 o/~
Str.eets Servh::~ ~pe.c. Sr. : Base +2%
UtHiti,es Customer ~ervice Rep: Base +3"10.... ".,.
UtHiti.es Serv!ce. Spec. Sr... ; Base +4%
Water Operator Sr. .
WWTP Lab Technician
37.!835 ..
3,1.53
.1}.5?r...
18.12.
27.181 .
~ ~ '~^'''hW{' " "
.. 1,~}0; ...
18.48 i
1i3:66r'"
......+ ..
18.84.
39}.9~~. '
3,332
1,666r
.......".. ...1..
19.15 :
28.73 '
19.34
19.53 '
19.72.
19.92 :
W' m
42,178
3,515
1.!7?8..:.
20.20 ·
30.30, !.
20.40 :
20.60
20.81 .
21.01
12 Mos.
Step 8
12 Mos.
Step C
12 Mos.
Step D
----.J.
12 Mos.
Step E
I
12 Mos.
Step F
24 Mos.
Step G
... ;34.,,9!j3..:
2,913
.1,15!
16.74
25.11
16.91
17.07
17.24.
17.41 r-
3.9.!~~5 ..
....~.!.332
.... ... !.!.?6.6.
19.15
28.73
19.34
19.53
19.72
19.92
"N'
. }7.~~~5
3,1.!53
1)i77
. 1B:.1? !...
27.18 '
,.~, "hN ~ ~ N
18.30
18.48 ·
'" m 4 '
18.66 L
18.84
, ,'v'v
39,985 :
"." ,~, " .nv, "'"
...3...3.32, .
.J,666
19.15 i
28.73 .
v Y._ <NNt Y h
19.34 .
19.53
19.7~.l
,1~.92 .
. ~~...9..85 .j... ...~.! !,g?1'.!_.
3,332 i ~,423 '
....1..,666: 1.!?12
19.15 19.67 ·
28.73 29.51
19.34! 19.87 .
19.53 20.06 .
19.72 ...?0.2? .:..
19.92 ; 20.46 ;
43,410
,3,618 :
1,809" !
20.79.
31.19 :
21.00 .
21.21 ..
21.41
21.62
C.\Documents and Settings\CONLEY\Local Settings\Temp\Teamsters Appendix A JAN 1 2004
8/30/2004 9:42 AM 2
n~ _
44,558 '
. }?13:
m...1.!857
21.34 '
32.01 ..
21.55 ..
21.77
21.98 .
22.19
. V" ,
.....~3!~10 .
_ 3!~J8 '
..!!~09 "
20.79 !
31.19 .
. ..21 .OOJ . ..
21.21.L,
21.41 .
21.62 ..
,!5,74B.
.3,81? ;
1.,~06 ; . .
21.91
32.87
22.13 .
22.35
22.57
22.79 :
4~}i58
..~?!~ ,
..1,.~57 .
21.34
32.01 :
21...!J5 :
21.77 .
21.98.
22.19
~7.043 ......
3,920
!,96CJ..,. .
22.53 ;
.. -...+.
33.80 ;
22.76 ..
22.98 .
23.21
23.43 ·
..48.3!j8 ,.
. ~,030 .
2,915,
23.16.
34.74..
23.39 '
23.62 :
23.85
24.09
i?, !.??
..~,,5JS
1.!7.5B
20.20
30.30
20.40
20.60
20.81
21.01
'!~ !!5!58 .
3J13
.. . '. 1 !??7.,
21.34
32.01
21.55
21.77
21.98
22.19
.~? ,9~3
3.!~20
1 ,.960
22.53
33.80
22.76
22.98
23.21
23.43
n ~. "
49,632
4,136
2,068
23.77
35.66
24.01
24.25
24.48
24.72
2004 Teamsters Appendix A
With 1.0% COLA Increase January 1, 2004
~
12 Mos.
Step 0
12 Mos.
Step E
12 Mos.
Step C
12 Mos.
Step F
24 Mos.
Step G
.' .~J\.'1nual
. M9nt~ly .... .
: Semi-Monthly
. THourly ..
, ,+~, vU~V" u = '"''
.j9T HOL!rly
..1B~se+~.%. .
...lB.?:~e +2~/~.
: Base +3%
,,~~l-- ' v v w, , '^ '^'
: Base +4%
47.,943, i
..3!~20
1!960
22.53 ;
33;80 ;
22.76 .
22.98 :
23.21 i
23.43 .
18,35~.: .....
... ~,O~O;
2,()1.~ .;
23.16 :
34.74
23.39 :
23.62 i
23.85 .
24.09 !
4~ ,.~3.2: . 5.~P10
4.1}6 4,251
2!0~8 ... .?,,12.6
23.77 24.43 ;
35.66 36.65 i
24.01 24.67
24.25 24.92
24.48 i 25.16 !
.. .. "1" ... w
24.72 i 25.41
G~ac!El..!~. ;
Buil.~i!~~t ~ Dev. ~pec: II
Planner
VVVVT!"QpE!Eator I
,JolJflley.!:e"el EI.E!.ctric.ian
..45?48. ;
3,812 .
1,906
21.91
32.87
22.13 j
22.35
22.57
22.79
44,?58
..... .3,713
1.'~57
21.34 ;
32.01 ;
'"' '" n_^ ""'~_"""
21.55
21.77 ;
21.98..
22.19 :
..5?/~71
.4,373.
~,187
25.13
37.70
25.38
,~~, =
25.63
25.88
26.14
~~, ,
(2~adE!:15; ..... .... J\.~!l.ual
A~sistant. ~~.twork Admin." . ,.: M0!1th1y. ......, .
CustomE!!. .~E!.f'\fi~e/PC.:r...ech" ..... ;S~rni~ M()~!~ly;
Electronics Technician : Hourly
. .. .... ... ..",,;. . .... .
E!lgilleer!n~L!:'E!~hnicia,! IY. . c:rr.l::lourl'i. .
Environmental Technician ; Base + 1 %
T',~C ,"<UN.." ,~., M ,~v~"'~ ~,"'='" ~~,
LE!~~.~lJto~()~iye ~quip:!ech.. iE.3.ase +2.%
Lead .~~iH~ie.s Se!vice.SPElC::' "Base.+~%
I:-ead W~ter ~!stribution. Spe~. .;!3~~e +401,0 ...
Lead Water()perator
Maintenance Coordinator II
, ''''~'u ,"=~, '''^"h.. ,~.. ,
f>a.~ks Facili~il:ls .~PE!c::ialist
Parks. Lea.~ SE!r,,~ce SPE!,c:
Utilities AccC>lJnts Supvr.
WWTP CMMS Technician
''', '''~M~'~__ ^. ~ ,
WVVT!, OPE!~~t.Cl.r II
.~9!.632 \
.....4!136 ;
?..068
23.77
35.66
24.01
24.2.5, ,
24.48 i
24.72
52,471.L...~3.,~,1?: 55,4.18
..~!3.73!.. ...~,.4~3.... . .4,623
..2,187 L... .?~2.4? '.2,3g
25.13 : 25.82 26.57
'37.70 r'" 38.73'~ 39.86
25.38 ; 26.08 : 26.84
~ ~ " _ V"
2_5:~~ ; 26.34' 27.10
25.88 26.59;' 27.37
26.14 .. 2.6,~~,; "'-27.63
~w
, i,
'" ,~u; ,,"~
;
.-. i
,~ "'-j"" =
53!91..2' 5~,.~78 . .,5!,0~~.'!,...,..
4,493 ! . 4!62.~.L.... 4,757
'.2.~2.4iT ..~. 2.~31212,379
25.82 26.57 i 27.34 :
.38:f3.I......39.861 41.01
26,08 L .2.6:?4 \ . 27.61"
26.34 i 2.1. ~ 0 : _ 27.89
....26.59' 27.37:. 28.16
26.85 . 27.63 28.43
... .
u~1 !01 0
..4!251
21126..! .
24.43 :
36.65 j
24.67 '
24.92
25.16
25.41
U NU
.. ..5.?,471.
4,373
2,187
"""~, ^~~V "^'
25.13 ;
37.70 ..
25.38.
25.63
25.88
26.14 ..
Grade 16'. .. ""TAnnual'
Civil Engineer 1,..!Mo~thly.. ..
C;ross,C,or'l/'lE!ction Co.n.~.. Spec:,' S~mi-M9nthly
..I::lourly
...; C?!!1ou~ly
'Base +1%
: Base +2%
i Base +3%
c, c . "4~' u _""
i Base +4"(0
. 4~!6.3.2 !.
4!.136.
2!.0.6_8 I
23.77 ,
,?5. 6.6 ,
24.01 :
24.25
24.48 '.
24.72 i
~?!t3~2
.~! fj8.El
2,444
,., a' _ .
28.09
42.14
28.37
28.65
28.93
29.21
'0 _ u ~, '" ~
Grade,,~!... . ....::..f\nnual
I:I~c.trol1ics S,upervis~r . ; Mont~ly
Network Administrator !.~emi~ry1onthly
P~anne.r II . . ..... .... 'Hourly
~i9n Shop Sery~ce SPe...c::.~upv: :~:rr HO.ljrly.
StreetsS,~rvice s,Pl:lc.. Supvr... ; Bas~+ 1 %
Utilities Service,!:ipec::: s,lIpvr. .. ~ase +2%
Wa!.er Distribu!.i.o,n Su.pe.rvisor Base +3%
Water..Re.sources Oprns. Supv. : Base +.4%
WWTP Maintena.r'lce Supv. .
WWTP Operations SUp~rvisor . .
u .52,471 :
.. . .4,.373 \.
....2.,187. I.
25.13 :
37.70 :
25.38 .
25.63
25.88 :
26.14 i
53,912 , . ,5.5,.478. 57,086 ~8,652 60,343 : 61,993
4,49~ 4!.6.2.3.. 4,757 4,8~8 5,029 5,.1 6.6
2,247 I .?!.312 : H" ,2,.379 ..2.,4_44 ; 2.,515 .2.!.58~
...
25.82 i 26.57 27.34 28.09. 28.~g : 29.69
38.73 39.86 41.01 42.14 . 43.35 . 44.54
. ,~, "
26.08 26.84 . 27.61 28.37 29.19 , 29.99
"" ~"
2.{3.34 : 27.10. 27.89 i 28.65 29.48 30.28
.. cc, c~ ~~, , ..
26.59 27.37 : 28.16 ; 28.93 29J7 : 30.58
26.85 27.63 28.43 ; 29.21 30.06 30.88
'" ,~ -.
C:\Documents and Settings\CONLEY\Local Settings\TemplTeamsters Appendix A JAN 1 2004
8/30/20049:42 AM 3
Grade .1.fJ.-, .;.lAnnual ~t
Civil Engineer II " + M(mthly ~ . '
E,~girie~~i~g Te~~ni~ian s~ ~_ + Semi-Monthly '1
Fore~try?er".ice?pe,c: ~ue".E:,Jt!()l!.rly,
'm~;QTtlol,Jrl~", '
: Base +1%
. Base +2%
, ""~"'~""~"'~ , ~ ,
: Base +3%
; Base +4%
"T'
m"".
Grade 19
~, , , ' .,
Civil"~,,,!ginE!E!r III ,n
'" ,1~nnl,J?I.', ."
".,,,~_~~()llt!:ly,
i Semi-Monthly
_'::::::JB~~"~iy~ nm,.
,QT,H()u~ly,~
'Base +1%
, Base +2%
, "'~_.cc,," w=~
. i ~a,se +3%
iBase +4%
I..
I
-------.l
2004 Teamsters Appendix A
With 1.0% COLA Increase January 1, 2004
12 Mos.
Step A
12 Mos.
Step B
12 Mos.
Step C
57!Q86,
4,!57
2.',3!9.
27.34 ;
41.01
27.61
27.89.
28.16 ;
28.43
.,5,,8.!,!?,~2 '
'" ",4,888
2,444,
,~ .___.~ 'w,~" ~
28.09
42.14 '
28.37
28.65 ~
'" 28.93 ,""
29.21
; ,. ~.8,652
, ~,88.8 .
,.?A44
28.09
42.14
28.37
28.6.~ ;
28.~~.: .,", ..
29.21 ·
C:IDocuments and SettingslCONLEYlLocal SettingslTempITeamsters Appendix A JAN 1 2004
8/30/2004 9:42 AM 4
12 Mos.
Step 0
i30,34~ ;
.~!9~~:
,.~,5.~ 5 I ,
28.90
43.35
29.19
/IN ,''''O''''Y''
29.48 ;
29.77 '
30.06
6~?26, L
5,311 l
,,' '''''''1'-''
"'0 2,,656,:
30.52
45.78
30.83 :
31.13 .
31 .44
_, c ~ ~'"'''' mv
31.74 '
12 Mos.
Step E
12 Mos.
Step F
!?1!9.~3 .,6.3,726:,
5,.166 ~,!~!.1 ;
,.J,!5,8,3, t ~ m,,~?!.6.5,13 '
29.69 I 30.52 '
44.S.,4} 45.78
29.99 ' 30.83 :
30.28 31.13
30.58 ' 31.44
30.88 ; 31.74
65.,~8Q~ ~
5,457 '
, ~ '" AU ~
2,72.~ ;
31.313 ;
47.91; ,
31.67
31.99
32.30
32.61 i
24 Mos.
Step G
, .6.5,480,
5A57
2,729
'A'" ., '" ~'"
31.36
47.04
31.67
31.99
32.30
32.61
/--, ,,' ~'.,
..6.8,820
, ?..!35
, ..?,f.l,68.",
32.96
49.44
33.29
33.62
33.95
34.28
2004 teamsters Appendix A
With 1.0% COLA Increase January 1, 2004
26,9~~4 , '" ~
, Annual 26,2~6 : 27,58? 2~,334 : "" 292.~0.7 29.!~~58 , 30,652
I MO!1th~~ . ,.
2.,.187 ' 2,243 I 2,29~: .. , ,~361 I ~!426 ' 2,488 i 2,554
dcc 1~~244i~'
'?emi-~onthl~+ . 1,094 1,122 I .JJ?O ~~ 1,181 I 1,213 1,277
,~==}.....' ~ 13.571' '~="'== -
H.oll,rIL 12.57 I 12.89 i 13.21 I 13.94 ' 14.30 14.68
.~
. lOT Hourly. 18.86 ' 19.~~~ 19.82 20.36.. 20,.91..; . 21.45 22.02
''','''' r
,Base +1% 12.70 13.02 , 13.34 13.71 14.08 14.44 14.83
, ~ ~
; Base +2% .i~ ., 12.82 i 13.15 ' 13.47 13.84 ; 14.22 I 14.59.. 14.97
I Bas~~~3% ~ 'u~,. ,~
I 12.95 I 13.28 I 13.61 13.98, , 14.36 I~, 14.73 I 15.12
m "" ,
Base +4% 13.07 i 13.41 13.~~ I 14.11 I 14.50 I 14.87. 15.27
m .. .. "1
12 Mos.
Step A
12 Mos.
Step B
12 Mos.
Step C
~rade",4::: "
Parks laborer
U~ , "u~
.+LongevitL.
Grad~?k , , .,
Office Assistant I
12 Mos.
Step 0
12 Mos.
Step E
12 Mos.
Step F
12 Mos.
Step G
,
:t:L~J!E)vity ,
28J34
2,361 i
"" 1
1,181 i
13.57"
20.36
.. ~3:z.:!J.
13.84 i
13.98
14.11
"~+~ ",.:~
""" 2~? 107, 29,8ti8 I
2,426 2,488 I
"~~~~'t ......,,,
1,213; 1,244
.,.~, "~'~ ~
, ~94 ,.!4:~.
20.91 21.45
14.08 14.441
14.22 I 14.59:-
'" '''' -' ~-'--M,..t......................" ~~"
14.36 14.73
14.50 14.87
" "29,858 00,~52 ,,2l,424 ; "
2,488 i 2,554 ; .
'j)244; '" 1,2!71
14.30 ' 14.68
21.45 22.02
n= N<
14.44 .. 14.83
14:~91 14.97:
14.73.1 15.1.?". .
"" , ,14.87 I 15.27.1
.~ "'..+ . ~" ....
3Q,652' ..~.1...~<!..24:.....~?,301
~:~i; I~~,~~~ ~~" ~:~~~l
14.681 15.05 i 15.47 .
, ,,,;..,
22.02 .. 22.58 I 23.21 i
14.83 15.20 15.62
14.97 15.35 I 15.78 I
15:1"2 i '15.50'" 1'5.93 I
'15.27 15.65' 16.09T ~
'N '" nw um ,,, <w ~
Grad;6
Office Assistant II
: Annual
"I M~nthly " ~,
,~,i SE),mj-.~?nt~!y I
i Hourly
'fcfi HOLJ.rly
'Base +1%
Base +2%
1 ~ase +3%
'Base +4%
:,:Lo,ngevity
.,
Gracfe,;i;..
Office Assistant III
~ - .. -
PolicE!.,Records Speciali:st I ..
Grade"'8;;~
~cco..!lnting AS,sistant II
LeQa)!echnici~n ,
Office Assistant Sr.
Recreation Pro~t.Coor. I
)An,nual
. Monthly, " I
Semi-Monthly:
, .~!
, Hour!y;
.~ ....l9:r:Hourly
i Base +~%
i Base +2%
;Base +3%
Base +4%
." r~ q ~
,Annual
I~~~thly~
· Semi-Monthly,
I H;urly,~ .. '~,"L~
lOT Hourly .
iBase +1%
...""'......
,Base +2%
.. Base +3%
.. I' .. ..
iBase +4%
34,055
..~83~
1,419
16.31 1
'" ~,== ,
24.47 i
16.47
16.64
16.80
16.96 .
3?.'~301 '"
2;692'
1,346 ·
1,?.47 1
23.21 .
"'''T
15.62 I
15.78
15.93
16.09
R:\HRlHuman Resources\Payrolllnfo\2004 Wage Rates\2004 Teamsters Appendix A JAN 1 2004
9/24/2004 1 :02 PM 1
,,, "''''''
32,3~1 "
.:?,692
.."..!.!~~46"
15.47
23.21
15.62
15.78
15.93
16.09
3~,055
, 2,838
1,3811 1,419'
" "I7T"~' ..........
15.87, 16.31
23.81 i 24.47
16.03 16.47
16.19 16.64
N ^" '" ..~"
16.35 ' 16.80
16.50 16.96
3:3}137' 34,g5ti.J. 34,953. . 35!85~
,~J61 2,838.. ,..591~l... 2,988
..... .1.:~~~1. ,.....,1.!419. ,,!.!.~7' !...~~4
15.8~! ~ .1E)}1!,., 16.74 17.17
..23.811,,24::.47; 25.11 .~.76~
16.03 ; 16.47 16.91 17.34
16~1gr~ 16.64 17.07 17.51
16.35 i ~6.BQJ...~...., 17.:.24 17.69
16.50; 16.96 I .17.41 17.86
34,9ti~, .
2,913 I
. ~ 1:~57,,1.~.
16.7~"
25.11 :
16.91 i
17 ~07 I
17.24 i
17.41 I
I
I
,." 3~.!851 '
2!,9~8
1,~~..
17.17
25.76
17.34
17.51
17.69
17.86 ..
2004 Teamsters Appendix A
With 1.0% COLA Increase January 1, 2004
12 Mos.
Step A
12 Mos.
Step B
12 Mos.
Step C
12 Mos.
Step D
12 Mos.
Step E
12 Mos.
Step F
12 Mos.
Step G
~'~. I
Grade~2 .. . '. .Annual m 34!9,~~: 34,953; 35,851
Accounting Assistant III IMonthly I 2,838 1~2,913! ,. ~9~~8
Polic~ Rec~d.s. Speci~iist'lI ~ ~?emi-MonthIY t~ ',1,41? +.'.1 ,457 .1:494. .
Water Resources Assistant ,;.t'ou~y 16.31 16.7~: 17.17 :
iOTIj~~ly 24.47 25.11 25.76'
Base +1% 16.47 16.91; 17.34.
'~~N'
Base +2% .. 16.641. 17.07 17.51 .
! Base +3% 16.80 . 17.24 17.69 ·
:Base +4% 16.96 I 17.41 17.86 :
Grade 10 "m ~ Annual . T 3~~~5.1~..36,8~2J ..... 37,835-1
A,ccounting ~l3sistant.S!. ..' ~MonthIY~ ... 2,988; ..3069 3115.3
Animal Control Officer .....,i~emi~rv1{)r1l~ly; 1,494 . 1 !??5 .. . ,....1..,.5.77 '.
.Le~al TE'!c~.nician Sr.. .;~~Iy_. ..J 17.17 . 17.6~~.1.?12
9ffice Assistant Sl'lnior Spec: ii:()T H()U!L I 25.76 26.46 . 27.18 I
ParksService Seecialist ,.~wiBase + 1 o/,oL. ~ 1 ~ 17.82: 18.3Q
Pay!.()~~pecialist ...E?ase+2%' 17.51 : 1?99 18.48
Utilities Meter Reader !Base +3% i, 17.69; 18.17 18.66 :
Base +4% 17:8~1' 18.3~ I 18.84
I~ ..~
..3.?,83.2, . .??' 835
3,069 I. .. 3,153 I
~ 1.2~5 1,577
17.64 18~121~
26.46 27.18
... "'1
17.82 I.. 18.30 I
17.99 I 18.48 i
18.17 :18.66 I
..+. .,~.
18.35 '. .... 1~.84,i..
L
.~8!.1?58....
,3,2381
1 ,619 .
18.61
27.92 I
.. 1~.80L
18.98 :
19.17 I
19.35 '
I
38,858 I ~9!~~5
3,238 .~.?32
1,619 I 1,666
18:6'1 :.~~19.15
27.92 I 28.73
18.80 19.34
18.98 i 19.53
19.1T.i- 19.72
19.35 I 19.92
..4.2J28.
..35.15
.,1.,758..
20.20
30.30
" "= ~~
20.40
20.60
20.81
21.01
Grade 11 . ';'IAn~ual'~ ...
H "'" ,
Buil~ing.~ Dev. Sllec..1 '. ..I Monthly~
Erl~.!rleer~n.g Tl'l.chnician .11.. ..~mi:Monthly
Recreation Prog. Coord. II . Hourly
.?i.~n Shoe,.?~r~icl'l~.EeCi~lis~,l:OT'H()lJ.~!L'
Strl'let Servi<:eSpe..cialist Base + 1 %.... ~..
Utilities ,Servi<:.e Specia~ist ,LB~sl3+2%
Water ().El'l~ator... :.E?ase ,+3.:0..
I Base +4%
'T .'
~
..~1,071
~,~2.9 I
1,712.1
19.67 :
'~::~H
20.06 I
38,~5~J .. 39,985
.9,23~.L ..
1,619 :
'18ml .
.. . ...j......
27.92 I
18.80
"'" 18,98" l ~~"1'9-.53 j
"w .~ ',,, '"'' ~ ........{.N
,,19.1?.+~~ 19.72 I
19.35 . 19.92
4~,55B
.~.1..3.
+1,857
21.34
32.01
21.55
21.77
21.98
22.19
..
..43:410
3,618 ;
1,809.
"N,,,,,,, 'm_ ~
20.79 '
~"N~",,'~"
31.19
21.00
21.21
21.41
21.62.
Grade 12 .. 21 .{Annual
Court /-lCll11e ()ete~tion SlJe~ ...Mor1lt:lV..
FOEE'!.l:l.!ry ServiceSlJe<:. Sr. I Semi-Monthly
Golf Operations Supv~. Hourly.
Parks Service Spec. Sr. .OT Hourly !
Pr~bation Office~w" .. rsase"'1 %~
. =, ,,~, = ,=,
Recreation Prog. Coord, III Base +2%
Ut!litiy~~ccount~~Speciali~t .. ~ase +3% ...
Warrant Server 'Base +4%
=" .~
WWTP Maintenance Tech. ... ,1-.,
I
.~!9~
1,960
22.53
33.80
22.76
22.98
23.21
23.43
G.rade"'...$..13... ..:C:.~'".~..~ ~i'IAnnual 42,178' 43,410
Autom()tive ~Equip:,Tech. ....ICMont~!y" ..~~ ~.~~~1~5.L,~j:61.?! .
E..rl.~rleerin~.Tec.hnician III ... Semi-M()nthly I . ~",1,758 ...... 1:.80.? :
Maintenance Coordinator IjH()LJrly . 20.20 20.79
PC Techniciani ()) Hourly }0.30 + 31.19
?ign S~op S.ervice Spec. Sr ..........' Base ,:t 1 %. ~OAO L. . ?~~O.!
S!~eets Service SPl'l.<:.~r. ..1 B,ase +2% .~m'?Q.60 21.2.1
UtiUties c;LJstomer ServicE'! ~~p.iBase .+3% 20.81 21.41
Utilitie:; Servic,eSp,e,c. Sr. . Base +4% ,21.01 21.62 .
Water O~~r~or ~r.
WWTP Lab Technician
,
45,748 L
3,812 :
N~~= ~4
1,906;
21.91 ;
32.87 J
22.13 ;
"=~' =0
22.35 i
22.57
22.79 l
47,043 I
.....3:920 :
.._J..~60 I
22.53
33.80 ·
22.76 i
22.981
23.21
23.43
48,358
4,030 I
"2:.9..!.5'7 .
23.16
34.74
23:39.
?3.62.'
23.85 .
24.09
49,6~?
~,1~6
.....2!9?8,
23.77
35.66
24.01
24.25
24.48
24.72
"~~f
.;
R:\HR\Human Resources\Payrolllnfo\2004 Wage Rates\2004 Teamsters Appendix A JAN 1 2004
9/24/2004 1 :02 PM 2
'\
2004 Teamsters Appendix A
With 1.0% COLA Increase January 1, 2004
12 Mos. 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
Annual 44)558 .: 4?J 48 ' 4 7,O4~ ......48,358 49,632 : ~1,010i 52!471
""'"
Monthly ddl " . 3,713 ; 3,812 : ...3!~20 4,030 . ..~!..1.36 I 4,251; """ .~!~73
,. ,,~nn , ~'
Semi-Mont~!y+. 1&57. 1.~96 . .... "d1,960 ~~2,91.5 . ~~068, .' . 2!12?LM .~B7.
Hourly 21.34 21.91 22.53 ' 23.16. 23.77 · 24.43 ' 25.13
'u ~~, =, .-. . 3"6~6st.. .
lOT Hourly 32.01 32.87 33.80 34.74 · 35.66 : 37.70
'Base +1% 21.55 22.13 23.39 · ... 'd'r
22.76 24.01 24.67 . 25.38
"m, .~ ".
: Base +2% 21.77 22.35. 22.98 23.62 . 24.25 24.92 25.63
, Base +3% 21.98 22.57 23.21 23.85. 24.48 . 25.16 25.88
Base +4% 22.19 ' 22.79 : 23.43 24.09 ' 24.72 : 25.41 26.14
Grad~~14i'
!I~ildi.ng.& Dev. ~PElc. II
Planner
,,= w=, ~ =n
WWT?Qpe!ator I
gta,d~: 15"0 " ,
Assistant Network Admin.
u u= ".".....0 "'~
Customer Service/PC Tech.
Electronics Technician
,~ v=' 'N
~n~!1eeri.ng]"ech.nicia~..~ .
Environmental Technician
=, ,~~" ,~,
Jour.ne.t..l::e~el.. Electrici.an .d"
Lea~A,utomotive ECluip~El.l?~~
Lead UtilitiEl~~Service Spec.
Lead Water Distributi()l1~pec:
LEladYVater <:>perator
Maintenance Coordinator II
Parks~ Facilities SPElcialilil~d
Parks Lea,~ Service Sp~d' _
Utilities Acc()U.nts Supy!:
WWTP CMMS Technician
w,,,,, v,
WWTP Operator II
G~fde 1"6* ! Annual
..'
Civil Engineer I 'Monthly
.d ..""........ ,..........._ .. ..
Cross ConnElction Co.n~.~pec. Semi-Monthly..
_~" . i Hourly .1..
.~!,,<2T. Hourly ,,;..
Base +1% !
.t~. . ..
; Base +2%
; Base +3%
. J Ba~e +4%,..". 1
I I
Grade .,17 ....]j\nnual
EIElc!ronicsS,.!:Ipervisor . i Monthly I
Network Administrator .... -." Semi-Monthly T
Planner 1I1Ho~~~~ "d
Sign~~()p S~rvice~pec. SUP~:roT:E~0y
Streets Service Spec. Supvr. '~.?~d+1.!o
i
Utilities l:iervice Spec:.Supvr. 'Base +2% ... , J
Water Distriblltion Supl;lrvisor ! Ba.se +3% .
Water Resources Opms. Supv. ; Base +4%
WWTP Maintenan^~e'Supv. ... ": "
. 'd~'" . . .. .... "~"r"" .
WWTP Operations Supervisor i
u "". ,,,,,,uu,,~....., "~,, U'~f~~'C~C'
,
,
iAnnual
~ol1thly . ..
,Semi-Monthly'
: Hourly
. aT l::Iourly
'Base +1%
. Base +2%
! Base +3%
. Base +4% i
".[
. ~.
~!,043
3,920
1,9tjO .
22.53
33.80
,,=, =,
22.76
22.98
23.21
23.43
".....'
. ...4~~3~ .
..... ,,~~.1 36 .
2,068
23.77 .
35.66
24.01
24,2.5 '
. ..~4.48 .
24.72
51 ,Q.!O !..~71 I
.~!~~.1. . .~.373
2,1.?6 . ..?!..1..~.! . ..
24.~.3 :.. 25.13.
3.6:65.: 37.Z0
24.67 . 25.38
,=,~, ="
24.92 25.63
25.16 : 25.88
" , ,,,,,,",,,UN'
25.41 I 26.14
. ~'I d
. ~... .. ''',+'''~~''M
I
48,358
"'''~
4,0~01
2,015 i
"?if~l,
34.74 I
23.39
23.62
23.85
24.~
. ..49!632 51,010 i
4,1.36 'd 4,251"1
2,068 2,126
23.77 24.43 .
"'''....y-= ''''',' ""w, ,
3S,'~~+d . 3~.65.
24.01, 24.67
" .. f .
24.25 , 24.92
~::~~tr d ~~:: ~ :
52.4?1 d 53,9~ 2 :
4,373 4,493
!~r~f it!f
~5:~~+ .26.08.;....
,.?5.6~, .?6,:34
... .25.88.1 26.59
26.14 . 26.85 i
..2.2,~1
...:4.37.3..
~2,1B7.i .
25.13 :
.. "';1'
37.70.
., ~ ...... . t
25.38.
25.63MT'
25.88
26.14 .
55,},478
. i!.623
~J12
26.57
39.86
26.84
27.10 .
?7.~7.J
27.63 i
....m M ..;
R:IHRIHuman ResourceslPayrolllnfol2004 Wage Ratesl2004 Teamsters Appendix A JAN 1 2004
9/24/2004 1 :02 PM 3
S,~912
4,49, 3
.. .. ..2!.24?.
25.82.
38.73
,2{3:.98 ,
26.34 .
26.59
26.85 i
... ...2!!98
..~"4:,!5
.~ ~f.~~t
41.01 .
27.61
27.89 !
28.16 .
28.43 .
" ,=,
55,478"
4,.623
2!.~.~.2
26.57
39.86
26.84
27.10
27.37
27.63
... .1...
S,?!:478' ..?!!Q86m_~Q!652
4,623 .' 4,757 : 4,888
2.!3.1..? 2,379. ~.?,444
26.57 27.34 28.09
39.86 41 42.14
26.84 27.61 28.37
27.10 27.89 28.65
2!.j~~~ i8:~?+-, 28.93
27.63 . 28.43 i 29.21
<-.,~ ~ -,
I
I
58!(3?2
4,???
2!.4:44
28.09
42.14.
28.37.
28.65 .
28.93 :
29.21
60,343-r 61,993
"~mN'~~"Y~""~"" """""''''N
~!029 L. .5.L1~6m6
2,5,1.5 ; Q~3_
28.9.9 '. 29.69
43.35 . 44.54
29.19' 29.99
29.48 30.28
29.77 30.58
30.06 30.88
2004 Teamsters Appendix A
With 1.0% COLA Increase January 1, 2004
12 Mos.
Step A
q.r~~~.~ 1~.. !Armual 5~.A78 L
Civi.I..En~i!1eer II 1 Monthly '.~~!.?23.'
En1!!n~r~ng Technician, Sr.' I sjmi~M.ont~~y~;. 2,3~ 2
Forestry Service Spec. Supvr. . Hourly 26.57 ,
.'~, .. . ... . '-~ICnH~~rly 39.86 :
I Base + 1 % 26.84
Base +2% 27.10
I Base +3oio'~ ~7.37L
.Base +4% 27.63
I I
IAnnual i 58,652 I
; Monthly... ... ..~ 4!8.~8 .
.. JSemi-M()l1lhIY-t. 2.!~44 I..
'Hourly ,2~.09 I.,.
-'Ic)THourly .. I .... 42.14,
I Base +1% 28.37 .
, '" '''~ ~ ~,
Base +2% 28.65
Base +3% . ....1 28.93 '
Base +4% 29.21
12 Mos.
Step B
12 Mos.
Step C
12 Mos.
Step D
12 Mos.
Step E
12 Mos.
Step F
12 Mos.
Step G
57,086 I
4,757,
- ~~379 I
27.34
41.01
27.61
27.89
28.16
28.43
5B!.EJ.?~2 I
.~.!.888 .
2,444
28.09
42.14
28.37
28.65'
..?8:~.~, ,
29.21 '
60.!.~.~.3..' 6~,993 ~~,726 ~ 65A80
5,0,29; ....?!:!~.. 5,3~LL,. 5A57
2,515 i2!?83~ 2.:..656.1. 2!729_
28.90 I 29.69 I " ... 30.~~.. 31.36
43.35 ..... ....44.54 ; 45.78 i 47.04
29 19 i 29.99 30.83 31.67
29:4s+' 30.2Fs" 31.1~.L.. 31.99
29.77 j 30.58 31.44 . 32.30
.~..~
30.06 I 30.88 j 31.74 : 32.61
Grad~ 19
Civil E~gineerlll..
R:\HR\Human Resources\Payrolllnfo\2004 Wage Rates\2004 Teamsters Appendix A JAN 1 2004
9/24/2004 1 :02 PM 4
68,820
.....5?~5.
2,868
32.96
49.44
33.29
33.62
33.95
34.28
,~rade'4
~, ,~,,~ , '
Parks Laborer
+Longe~i.ty
'Grade 5"
Office Assistant I
",
+uLonge~v "
G~ade 6
"U~m~~~, ' ~w
Office Assistant"
+~ongeyity
dtade
.....,..,~c ~"
Office Assistant III
~ ,='" ~
P,c::>I}c~ Reco,:?sSpecil'llis,t .1,
.,,1
2005 T~am,sters Appendix A.
With 2.531% COLA Increase January 1, 2005
., Im~ , . .~ ( ~'. ' ~I
; Annual
1
: Monthly u~"
~mi-Mo'2thJY I
. ,u,,,~.LJrly . . , . '
OT Hourly
til,';ls,e +~ %
I Base +2%
.m>,,,,,,,,,,,,, "="",
Base +3%
Base +4%
I
,,,,,m 'm'~ ~~""
12 Mos., 12 Mos. 12 Mos. 12 Mos. 12 Mos., 12 Mo.!:;:J 24 Mos.
~?""" ; ,,~~i, S!~P pi' "
St~AI.. Step B; ... Stee,C, ", Step E I . Step F " St~p G
,,,... r ' '=:
,
, , ~.. " ,~,
26,9:14 ; 2?!.6o.3 , ?~,o.44 . 29!838 . 30,~10 : "'" 31,424
.2,243 i 2,300 ?,4:.2o.~, . 2,487, .... 2,551 : 2,619
..... 'l' "'"
1,122 .~50' ,,1.,~lO,.: ~,1 ,244 ; 1,??6 I ~!310".
" '12.89 ' 13.22 13.91 I 14.29 ~ 14.66 15.05
.., " "1" ,=~~, ~"
19.34. 19.83 20.87 ' 21.44 21.99, 22.58
13.02. 13.35 14.05 I 14.43 ; 14.81 15.20
, ,. ~
13:1.~. 13.48 14.19 . 14.58 ; 14.95 15.35
.14.~3 r ,
13.28 13.62 .14.72 L. , 15.10 15.50
, "
13.41 I 13.7~. ' 14.47 14.86 5.25, 15.65
t
...
, Annual
M~~..,
, Semi-Monthly,
" "1 H,ourly,~== '
OT Hou~L" I ,
I Base +1% I
'-''''..' . ,~", i
; Base +2% .
" , .. ........ ,.,........f"
I Base.:t"30/~, : .
'Base +4%
.. ..??,044:.
2,420
. "1':210 !
13.91 '
20.87
14.05
14.19 I
14.33
14.47
2~8:3.? ',~0,61 0 :'==33':'424:\'
t~~~ ,,,. .~:~~~ '~'~:l~~t,
14.29 I 14.66 15.05 .
21.44 . 21.99 I 22.58
""'''~'~==''
14.43 14.81 I 15.20
14.58 I 14.95 15.35
14.72 :' :15.{o"l 1S.50m
14.86 . 15.25 . 15.65
.,,~... ""
; Annual
'~':'IMo,~thIY...1
:Semi-Monthly .
'Hourly ~'r'
.,j,..,-", ,
OT H()urly
Base +1%
Base +2%
,~=,,~="
: Base +3%
Base +4%
, -""t' ,
IAnnual
IMof]thly
,J~em.i.~.Mon!hly
i Hourly
..,... ""'Tot Hou!:,V
:~ase ::-1%
.~ase +2%
i Base +:3%
. Base +4%
~racf.~~. .t~'2nual.
Accounti.11J!Assistant " ' Monthly
!-e~al Technic!all..... Semi-Mont,~ly I
Office Assistant Sr. Hourly
=, === '" v ~=~, " =, "~(' '" "'"
Recreation ~rog:c;c::>or. I ,OT H~rly
'Base +1%
I Base +2%
-'~+
! Base +3%
u 'm, '
I Base +4%
1
,~ " ,~
.,...,~+
32,2!Jl.:,:3:3!~ 16
2,685 . 2,760 ,
1,343. .!~:3~
u 15:.,4:3J... 15.86:
23.15 I 23.79 .
,.. 1
..., 1 ~.,5.8-i.., 16.02
15.74, 16.18
. '15139 \-16.341'
..< ...... 16.05[~ 16A9~"^~
L
i
..... 29,8381
2A82..;~
..12.44,
14.29
21.44
14.43
14.58
"'14:72; ......
14.86i 15.25
31,4,24T' 32,2181
},{319 : 2,6~5
~,31 0,,~!..34? :
15.05' 15.43 :
.~...... :
. . .2,?.58 . 23.1 ~^ I
15.20 15.58
15.35 1m 15.?,! .
15.50 i 15.~9 L.
15.65: 16.05 I
N" , .~v,
"~,,
, 33,972~,r:3..4!9}~
~,~5l09
1,455 .
16.72;
u~~.qBI
.,,16.89 i
17.05 .
u "u '" '
17.22 ;
17.39 ;
35!-8:39
2,986
) ,4~3 .:
1!)f?.i
25.74 I
17.33 .
" +
17,99 !
.1L6?i
17.85 !
."
..36,749
3,962..
1,531 :
17.60T'
26.40 '
17.78
17.95 ;
18.13
18.30
R:\HR\Human Resources\Payrolllnfo\2004 Wage Rates\2004 Teamsters Appendix A Jan 1 20052.531
9/24/2004 1 :02 PM 1
,.
.,;32,218' 33,~
2,6.85.uu,2,760
.1..c:3~ : 1,380
15.43 ' 15~86
23.15~2,;3.79
15.58 16.02
15.74 16.18
15.89 ' 16.34
16.05 . 16.49
T""
'u'
33,972 34?,~,1.1..
.. 2,831 . _?!..9Q9
, !....'!.!..6 ., 1 ,455
,.~.27 I 16.72
24.41: 25.08
. I
16.43 . 16.89
16.60 17.05
16.76 17.22
16.92 I 17.39
3~,,830: ~l3,74~
2,986' _~,,06?,
1,493 " ,1,531
17.16: 17.60
25.74 . 26.40
Hr7:331'" 17.78
''',~
..... .. ,17.50+.. 17.95
17.67 J".. 18.13
17.85' 18.30
""'1
NmN
37l7? .",,~~} 7?5
..3J48 i., 3,233
1..27,! 1 ........J ,617
18..o~.,. 18.58
27.14 27.87
18.27 : 18.77
,..;;"..
18.45 :.. 18.95
18.63' 19.14
18.81 19.32
'" ~ ,,200~Te,amsters Appe,:!dix A
With 2.531% COLA Incre,as~January1, 2005
t 12 Mos. .,2 MosT 12 Mos.' 12 Mos., 12 MOS.'t~~~+-2~1~:~
Ste,p~~L ~St~~BL:~ Ste~ ~L~~ St~p ()i~:_~!ep !=t ~, ' .,. ~~,
, "
,
" ,,~
,
!~ 35,~30 1
2,986
,~.,
~;~3 I
17.16
25.74
17.~33 L
17.50
17.67
17.85
,~ . r-~u""
}8;7~5 39,839 i 40,987
, 3,23~3,3291 "~.. ~.416
1,617 i 1,660 1 ~_~08
P18~58 I~ 9:ogr.~ 19.63
27.87 I 28.62 ; 29.45
18.7"7 19.271 19.83
,. -i-
~95~, 19.46' 20.02
19:~ 4' ~ 19.~~ 20.22
19.32 19.84 ! 20.42
Graqe .9
Acco~.ntin~..Assistant '"
, Annual
I Monthly ,
,u ~~. . u. ~ "
Police Records Specialist II i Semi-Monthly
'A'a!er Reso~rces Assist"ant '~H()ur!L~ ~
n:~;s~~~r~.~ ,I .
, Base +2%
J Base +3% ... , ~ ,.
: Base +4%
.u" 1 . "
34,911
2,909,
1 .455
16.72 .
25.0B!
16.89
17.05
17.22
17.39
313J 49
3,062 ;
1,531
17.60 I
26.40 ;
17.78 ;
17.95
18.13 i
18.30 .
37'?T2 I...
3.; 14~1
~.1,574 I
18.09 !
27.14
18.27,
18.45 .
18.63
18.81
.,}., -~..,
u3.~:~~~ 39,~1~ i ~87 42,115' 43,242
uu ,.m~~~2Q I 3,~16 ,3:S1mQf~3,~4~
1,617 11;660 ;.~;!08 \755.., 1,?Q2
~ "mmm~r"
18.58 i 19.08 I """,,1.~:.63, ~ 20'~TL. ,?,OJ1
27.8~T_" 28.62 29:4~+, 30.26: 31.07
18.77 ! 19.27 19.83 i 20.37 20.92
18:95~ 19.46 20:~. 20.54 21.12
19.14 I 19.6..5 20.22 ; 20.78 ' 21.33
19.32 19;84" 20.42 : 20.98 , 21.54
r-~
G~~10 l~n~
,~"~ .... ,_~U ,~~ ''', .~
Accountin~Assis~ant .Sr. "J Mol1th!L.
Animal Control Officer ....",Se.rTli-tv1ontb!y I
L~J~~.I Technicia.n. Sr. .' ..-/.~,()!Jrly~
Office Assistant Senior Spec:OT Hourly
Park~ Servi.~ Sp~ciali~r~ .~ase ';1 % -~.
P'!yroll Specialist . Base...+2%
Utilities Meter Reader i Base +3%
..~, . :Ba~e +4%
, .......,.......
I
,,,,I, ~=~= ~
4?,,11 ~.~ 43.;242 I 44!516 . 45:,685
, 3,510J 3,604: 3}710 1~3,80!
, 1}75~ J,80~;~ 1,855 '._1!904
"",. ,20.17 20.!~".,2,1,.3?,~ 21.88
30.26 . 31.07 31.98 32.82
20.37 20.92 21.53 22.10
~r"
20.57 : 21.12 21.75 22.32
.. p~...m. ~ . '''H..~ ..~~
20.78 .. 21.33 21.96 . 22.54
~' 'Nm "
20.98 21.54 22.17 i 22.76
..... 'f~ ,... ~
Gra<f~. ~ 1... Annu,(1I" m .. "
Building~Dev.Spec. I" ,.#~nt~!y...
EnQineering Technician II..~ Se.mi-tv1~thly
Rec~ea!ion Pr(),g.,. Coord. II ,I ~~LJrly . ,~..
Si9n~~()p Se.~vil:e Sp~<::ialistIOT Hou~!y
Street Service SPl:lc::iaJist I Base + 1 %
Utilities Service. Sp~c::iaHst 'Base +2%
Water Operator , Base +3%
. rB~se +4%
,~
39,~39
.,..~~,?20~.
1 '1360
19.08 .
28.62
19.27
19.46
19.65 '
19.84
38,795 '
..~~233J
1,617 '
"38.581'
27.87 ;
18.77
18.95,'
"'~=~'
i 19.14
,},-~
19.32 !
..~,9871
3.416 i
. ..J., 7~8 1
19.63
29.45 !
19.83 !
20.02 I
20.22 i
20.42
_uu,~ ,. ~~_ I ,~,. ~_
G:rade,,1:?l" , ~~~'~AnnLJal
Court Home Detentio,:! SP~E: lMgllthly u
Forestry Service Spec. Sr. i Semi-Monthly
,. ... ....u...... . p ......~. _.........
Golf OpElrations~~pvr. ,Hourly.." ,
P~rks Se~vic.e SPl:lI:: Sr: , ,! OT~ HOl!~ly
Probation Officer : Base + 1 %
Recreation prog.' Coord. '" - i B~se +2%
" ~~~ mNNmmmm~' mNuumuo" NN 'Nmm" ,..J.. m '" , <w m
Utilitiy ..Accounts. S'p~.c!'!.list. I. B.ase.:l:3%..
.lJ\Iarrant Server u~se +4% .
WWTP Maintenance Tech.
48!233
...4,019
uu..?,010
23.10
34.65
23.33
23.56
23.79
24.02
. j
R:\HR\Human Resources\Payrolllnfo\2004 Wage Rates\2004 Teamsters Appendix A Jan 1 20052.531
9/24/2004 1 :02 PM 2
~ 2005 Teamster~s ~pendix ':!:.
With. 2.~31~COLA Increase January1~200.5
I .
... . " ... ..~t~ ....
_ 12 Mos'L 12 M~s., 12 Mos.;~ 12 Mos.. 12 Mos. 12 Mos.. 24 Mos.
I ~:?tep ~I ...~t~p B,:_. Step 2~~.. Stell I:>l_ StepE:~..~Step !1~.St~p .G
j i 1
I
Grade~I~,~ "i~ '''-~:Annual
Automotive. Equip: Tech. ...; Monthly
ErlQineeringJechnician 11/ ISemi-Monthly.
Maintenance Coordinator I I Hourly ~I
.... .. . ..... ~ ""E-
PC Technician OT Hourly
Sig~.Sh()1? Service Spec. Sr.. JB~;~"+ 1%
Streets Service Spec. Sr. I Base +2%
Utilities Cu:;tomer Servi~e R.~.L B~s~" +3%~
lJ.tiJjties Ser.vic~Sp~. Sr. . Base +4%
Water Op~r~t()r~r... ..'
WWTP Lab Technician
~rl!.c:!~L4:l~t' .
Building & Dev. Spec. II
Planner
WWTP Op.~rator~ .
43.242
3.604
.. 1 ,~92.l
20.71~1
31.07 ;
20.92 I
21.12 I
21.33 .
21.54
l'''
45&~.~ I
.~,807 .
1.904 !
21.88 ;
"32.821
;"""~" ,
22..1.0t' ..
22.32
22..?~.+-
22.76 .
23.10.
34.651
23.33 .
... 23.56 I
.... .23.79.L.
24:0~ ;
50.8~5
4.240 I
2,120
24.37
36.561
.. 24.61 i
24.86 I
25.10
25.34 i
4:4.~1.6 :..45,685 I
3.710 I 3,807 .
"'t. ..... .~..
1 ,855 u~,90:4 '.
21.32 i ...21 :.88 I
31.98 . 32.82 .
21.53 I 22.10 I
21.75 . 22.32
21.96 22.541
22.17. i .22.76 '...
J
46,896 I
....." '1
".~~}908 I
1 ,954 L
22.46 .
33.69
22.68
22.91
23.13.
23.36 C
"'~
.....49.590 .
. 4~133
....2.,.0,,67
23.75
35.63
2~.9.~.L..
24.23.
24.46 ;
24.70T.
T'
",,~~304 .
....4!~59
2.~80 .
25.05 '
}7581..
25.30 .
25.551
25.80.
26.05
48,233 I !5Q&~!5 ,.."g30j 53.80B
4,019 .... 4, 13~.> 4,?40 14,3!5~ 4.484
2,010~!067L .2,120 I . ....s.180 I ,,~,?,!2
.?3.10 I 23.75' 24.371 25.05 . 25.77
34.65.. 35.63 36.56 ."S7.581" 38.66
23.33 I 23.99 24.61 25.30 26.03
23.56 24.23 24.86 i 25.55 26.29
,~~'^^ ""
23.79 . 24.46 . 25.10 . 25.80 . 26.54
"^' =, ~=r '~~~ "N , ,~=
24.02 I 24.!OI.. 2.5.34.1 26.05 26.80
50,885 i:g?o:,1t'="~~!.~0~5!5,.?69' ~ 56..8.7i'
..~~40 ':4,3~~~" 4.48:4:, .4,..606 4,~40.
2,129 : 2,.180 : .. ......2..,?42 . 2,303 , . ~,379
24.37 I 25.05 i 25.77 26.47 1 27.24
.-r"'" . ... ...k ~.
36.56 I 37.58 I . 38.66 39.71. 40.86
'" =,
..24.6.1 1 25.3.9r 26.03 26.73 . 27.51
24.86 I 25.55 . 26.29 I 27.00 : 27.78
25.191... .. .25.80 i 26.5427.26}.. 28.06
25.34 : 26.05 I 26.80 ; 27.53 28.33
I
46,896 I
3,908~:
1.954 I
22.46
33.69
22.68
22.91
23..13.) ..
23.36 I
,!8...?33 1.:!~599 :
.~4..019 .L"..:!,.1.~3
2.9101 2,.067 ;
23.191 .23.75...1.
34.65 : 35.63 1
23.33 23.99
23.56 ' 24.23
23.79 24.46 .
24.02 24.70 I
I
....~.
Annual
: Mon!.~ly
I Semi-Monthly.
.~" '0. .
,Hourly
Fen Ho.urly
Base +1%
..TI3.?se_+2o/,?, .
1 Base +3%
"N= ~ ,,'~ ~=
'Base +4%
."t .. ...
Grade 15 '~~~,'~A'nnual
......-... ......~....
Assi.~tant Network. Admin. .i.Monthly_.... .....:!,91 ~ :
Customer Service/PC Tech. .Semi-Monthly: 2.01Ot
.. "... .. ".... . .....~t..i".
Electronic~Technician ~.. .. Hourly.
Engineering Technician IV .OT Hourly
E~iro~;:"~~tai Te~hni~ian"~1 Base + 1 ~;o
Journey Level Electrician Base +2% i
~ead Auto.':;'otive Eq~iP5~-;;HBase +3~1o '.. i
Le.<id Utilities Ser,,-iEe.Sp~c: · Base :+4:o/?u .
Lead Water Distribution Spec.
Lead Wat~Qe.~ato.r u. ....~
Maintenance Coordinator II
Parks Facilities Spel:i~li~t
.Parks Le~d. Service Spec.
Utilities A.l;.f;Eunts Supvr.
WWTP CMMS Technician
WWTP Operator II
~~~i16'~uU u]A,;~nu~Ct=
givil E"'QLn~e.r I.... fIi1onthly"
Cross Conne.ction ContSpeq Semi-Montt:!!'
: H()urly ...I
iOT Hourly~
Base +1%
Base +2%
Base +3%
Base +4%
~i~'
. ?5,?69 '
. u.....~.6.06
~,3031
26.47 '
39.7~1...
26.73 :
27.00 i
27.26
. I
.27 . 53...L.....u .
R:\HR\Human Resources\Payrolllnfo\2004 Wage Rates\2004 Teamsters Appendix A Jan 1 20052.531
9/24/2004 1 :02 PM 3
50,~~5
4.240
2.J..?0 _
24.37
36.56
24.61
24.86
25.10
25.34
.~
6~.1.?~
5!g,,~.1.
22..506
28.80
43.20
29.09
29.38
29.66
29.95
!~
. _.~._.?OO?.~a.l1l.s~ers ,~ppendix A
. With 2.531% COLA Increase January 1, 2005
..~.. .~ m.., .., ....~ I"~ I'''r ...,
..,. r""-'''''''''''''''' ..." ,....,.' , ...~......' - ~~
12 Mos:.;. 12 M()s.! 12 Mos.L.....!.2 ~'Os.l. ,1? M()~:L1.? Mos.!.. . 24 Mos.
Step A~ Step B. Step C, Step DI Step E! Step F1 Step G
"m~' . i- '... 0................'..., ..~.~,......,.~,.. "1"-"-- I~"~"
", "..L ,_~.~
u~3,8Q8" ., 55!?~?) ~8!5'??i ..69!1:?'!I~~~1}~Ei7J , .. 63!.~~~""
~:.,!84J. 4,6<2.fj.l~.._ 4,877..5,011...:. ~156L".3297
. S24tl....... .2,3Q~ .1. .,?c.3?.o ?,43~ I ,., 2,59EiJI. .. 2,~!?...j..~u ?,f)49,
2.E.:?? I 26.47_!....._27.24 I ....~28.03 ~8Q-J---,?~?3 L-~0.44.
38:66 " 39,71 40.86 ! 42.05 43.20 ' 44.45 I 45.66
26,03 . 26. 27.51 28.31 29.09 ' 29.93 . 30.74
~ .. _:;.. ...__u'.
26,29 I 27.00 27.78 ! 28.59 29.38 30.22 31.05
"26.54,,1 27.26 .28.,~6T.u28.87 29.fj6.. .30,52 ._~31 ~35
26.80.., 27,?~-J.., 28.33 29,15 29.95 30.82 . 31.66
I
~" ~,
qr~~~~ 1,t,." ~ ~. ,// , . ,"',,!Annual
~1.ectr()n!I::_~.~upervis~._..........lMont~,..
Network Admi~istrator ! Semi.Monthly
Planner I.~_...._, ,,--::--+ljo~y. .. ,
Sign Shop Service Spec. Sup OT Hourly
streets Se~vicc: Spec."~up,,r.1 Base :J:.:1.%
Utilities Service Sp~c. Supvr.~~e +2::>
Water Distribution~u'perviso. B,~se +~~
Water Resources Oprns. Sup' Base +4%
....._,,~ .....,,_.~_..~_..+..._...._...,..
Vl{WTP Maintenance Su~,,: ....~
WWTP Operations Supervisor
_~...~. ............w.~_,..~...
......0--- ,~- . ~I
., : An!1ual 5fj,87?" " 58!,52,.
iMonthly , 4,740 4,877
'''~'''~~'''''-'^~'-<~=~ ..,,==, ~~,-~ ,,",
I Semi.~ont~Jy .2.1379..! 2,43.?!
Houri 27,24 ' 28.03 .
()T Hgu..~ly . 40 , El,.? 42.05
Base +1% 27.51 28.31
v '''''~,,~ '"
Base +2% ~ ..2!.7~, .". ,....?8.59
Base +3% 28.06 28,87
+4% _?~..:.~.~,...._.29.1,5
l.
13}!t4~~1~j&: . .~~z~
c:i"il Ellgine.e!J!!__ ..
al
. nthly
"t::::"'. .. ~_...
. . .. .1 *?~l1li:fv1<:>,nthly I
.. IIj~ur:I'y.
: OT..Hourly
.Base +1%
,u~~~~-~=m\.-.~_,,^'
Base +2%
+3%
Base +4%
j
6?c.129
._u5,~9~.
2,797
32.15
48,23
32.47
32.79
33.11
33.44
""'" ~=m^'
60,134 ! 61,867! 63,559
.~ogf u 5,1?4.. .. 50397
. . ?AO.6, " . ,.2,57?,t' .._.....?l.Ei~9
.. ?~:8~+....?..9.()~~~q.44
,!3~O~ 4'!~4?J 45.66
29,09 ' 29.93 ~ 30J4 i
29,38 ' 30.22 . 31.05 '
29. 31,35 I
,,'~~~ ,-~'''= ,
29,95 31.66
68,82 ..-.Z0,5~
.. ... 5,735 +.2:880
.?&f3.B2, ~'!9_
32,96 i 33,79
._-- r' ......~
49.44 50.69
33.29 34.13
33.6?i 34.47
33.95 34.80
34.28 35.14
R:\HR\Human Resources\Payrolllnfo\2004 Wage Rates\2004 Teamsters Appendix A Jan 1 20052.531
9/24/2004 1 :02 PM 4
DATE SUBMITTED: 8-12-04
1-. !
BILL # 64-1<0'-/
AGENDA BILL
CITY OF BREMERTON
CITY COUNCIL
........................................................................................
SUBJECT: Collective Bargaining
Agreement between the City and Teamsters
Local #589
Committee Meeting Date:
COUNCIL MEETING Date:
Department:
Presenter:
N/A
AU~l,lST IB ;'~DO+
Human Resources
Carol Conley, HR
Director
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 31,2003. The new CBA is for a two (2) year term, beginning January
1, 2004 through December 31, 2005. It was ratified by the Teamsters' membership on August 10,
2004. Council approval is required to implement this agreement.
ATTACHMENTS: Proposed Collective Bargaining Agreement between the City and Teamsters
Local #589
FISCAL IMPACTS (Include Budgeted Amount):
APPROVALS:
DEPARTMENT DIRECTOR:
CITY ATTORNEY:
FINANCE DIRECTOR:
MAYOR:
-
-'
1111-
- $Z.:rzz l1-rf/'H * (~ '8(, -zl vif
nAl",,J tl/h- S~..cv,t:..z:..c /Va7'e,r
I CONSENT AGENDA OJ
FISCAL/BUDGET:
OPERATIONS:
COUNCIL PRESIDENT:
RECOMMENDED MOTION: Motion to approve t e Collective Bargaining Agreement by and
between the City and Teamsters Local #589, January 1, 2004 through December 31, 2005, and make
the necessary amendments to the budget.
COUNCIL ACTION: ~pprove 0 Deny 0 Table
o Continue D No Action
VERSION #5 - Revised 7/22/04 based on 7-12-04 Mediation recommended settlement
PROPOSED COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 2004 through December 31,2006
1 OF 37
TABLE OF CONTENTS
TO THE
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1,2004;wG+ THROUGH DECEMBER 31, 2005 2QQ.J
PREAMBLE ......... .................................................................................................................................................}4
ARTICLE 1 ........... N on-Discrimination ...............................................................................................................}4
ARTICLE 2 ........... Recognition...................................................................................................................... ........;l4
ARTICLE 3 ... ........ Union Dues ........... ....... ....... .......................... ............... ..... ........................................... ....... ...}~
ARTICLE 4 .......... . Union Access .........................................................................................................................}6
ARTICLE 5 ........... Wages ..................................................................................................................................... }1
ARTICLE 6 ........... Hours Of Work.....................................................................................................................}++
ARTICLE 7 ... ..... ... Overtime .... .... ...... ......... ... ........ ..... ... ... ....... ...................... .............. ..... ..... ............................}+;6
ARTICLE 8 ..... ...... Vacation Leave ........................ ............................................................................................3.+4
ARTICLE 9 ........... Holidays ............................................................................................................................... 3.++
ARTICLE 10 ......... Sick Leave And Industrial Disability ..................................................................................}+&
ARTICLE 11 ......... Other Paid Leave .................................................................................................................}U
ARTICLE 12 ......... Retirement Benefits.............................................................................................................. 3.~
ARTICLE 13 . ........ Insurance Benefits ............................................................................................................... 3.2:2,
ARTICLE 14 ....... .. Work Related Expenses........................................................................................................}2:4
ARTICLE 15 ......... Subcontractirig Work ...........................................................................................................}2:9
ARTICLE 16 ......... Municipal Court Non-Civil Service Employees Employment Rights..................................3.2:9
ARTICLE 17 ......... Drug Free Work Place .........................................................................................................}~
ARTICLE 18 ......... Bus Passes ...................... ..... ..... ... ... ..... ............ .... .............. ........................ .............. .............}M
ARTICLE 19 ......... Management Rights ....... .......... ..... '" ... .................... .......... ................................ ........ .... .......}M
ARTICLE 20 ........ . Work. Stoppages ...................................................................................................................}M
ARTICLE 21 .,....... Grievance Procedure ............................................................................................................}~
ARTICLE 22 ......... Severability .......................................................................................................................... 3.:+.;
ARTICLE 23 ......... Entire Agreement .................................................................................................................}~
ARTICLE 24 .... ..... Conflicting Provisions .............. ... .................. ...... ......... ...... ................ ..... .......... .... ............. .J~4
ARTICLE 25 ......... Labor Management Committee ............ ............... ................................ .................................}~
ARTICLE 26. . .. ..... Job Sharing.............................................................................................................................. 30
ARTICLE 27 .......... Temporary Assignment And Special Assignment.................... ........................... .................... 31
ARTICLE 28 .......... Wastewater Treatment Plant Employees ................................................................. ................ 32
ARTICLE 29 ....... Teamsters Supplemental Pension Plan And Teamsters Retirees Medical Plan ....................}+7
ARTICLE 30 ..... ...Term .................................................................................................... .32
APPENDIX A ....... ............................................................................................................................... ..................34
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1.20041 through December 31, 20053
PAGE 2 OF 32
ALPHABETICAL SUBJECT INDEX
APPENDIX A .........................................................................................................................................................34
BUS PASSES .......... .......... ............ ................... ..... ......... ........... ....... ..........ARTICLE 18 ......... .......................... ~~+
CONFLICTING PROVISIONS .... ........... ..... ..... ....... .......... ........ ....... ........ARTICLE 24 . ..... ..... ..... ....... ............ ~M
DRUG FREE WORK PLACE ...................................................................ARTICLE 17 ................................... 3J{)
ENTIRE AGREEMENT ...... .......... ......... .......... ............ .................... ....... ..ARTICLE 23 ..... ............ .................. ~~
GRIEVANCE PROCEDURE ...................... ..... .........................................ARTICLE 21 ..................... .............. ~~
HOLIDAYS . ... ............................... .... ..... ... ... ......... ....... .......... ... ... ..............ARTICLE 9 .... ....... .................... ...... ~-I:-+
HOURS OF WORK....................... ............................................................ .AR TICLE 6 ..................................... ~-l--l,
INSURANCE BENEFITS ........................ .................. ......... ......... ....... ....... .ARTICLE 13 ..... ........................ ...... ~~
JOB SHARING ....... .................. ........ ....... ............. ..... .... .......... ........ ....... ....ARTICLE 26.................... ........... .... ..... 30
LABOR MANAGEMENT COMMITTEE ................................................ARTICLE 25 ................................... ~M
MANAGEMENT RIGHTS ........................................................................ARTICLE 19 ................................... ~M
MUNICIPAL COURT NON-CIVIL SERVICE EMPLOYEES
EMPLOYMENT RIGHTS ........ .............. ..... ....... ........... .............. ..........ARTICLE 16 ..... .................. ............ ~2-9
NON-DISCRIMINATION ....................... ...... ......... ........... ... ... ... ..... ..........ARTICLE 1 .................................. ..... ~4
OTHER PAID LEAVE ........................... .................. ......... ...... ................ ..ARTICLE 11 ......... .............. ...... ...... ~U
OVERTIME ............. ........ ...... .......... ....... ...... ......... ....... ....... ... ........ ...........ARTICLE 7 ........... .............. ...... ...... ~-l-2
PREAMBLE ........................................................................................................................................................... 34
RECOGNITION......................................................................................... .AR TICLE 2 ....................................... ~4
RETIREMENT BENEFITS ....... ................ ............ ........................... ..........ARTICLE 12 ............................ .... ... ~n
SEVERABILITY . ... .................. .... .............. ... ......... ................. ... ....... ........ARTICLE 22 ..... ............ ..... ............. ~~
SICK LEAVE AND INDUSTRIAL DISABILITY ...................................ARTICLE 10 ................................... 3-:1-&
TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT ............ARTICLE 27.......................................31
SUBCONTRACTING WORK ..................................................................ARTICLE 15 ................................... ~2-9
TERM .........................................................................................................ARTICLE 26 ..................................... 32
UNION ACCESS ................. ................... ..................... ..... ..... ... ............ .....ARTICLE 4 ......... ........... .............. ..... ~e
UNION DUES ............................................................................................ARTICLE 3 ....................................... ~5
VACATION LEAVE .. .............. ................ .............. ........... ......... ..... ......... .ARTICLE 8 ... ................ .................. 3+4
WAGES................................................................................................... .. ..ARTICLE 5 ....................................... ~+
WASTEWATER TREATMENT PLANT - EMPLOYEES .......................ARTICLE 28.......................................32
WORK RELATED EXPENSES .................................................................ARTICLE 14 ................................... ~~
WORK STOPPAGES ................................................................................ARTICLE 20 ................................... ~M
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 20041 through December 31, 200~J
PAGE 3 OF 32
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
and
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1, 200~J- THROUGH DECEMBER 31, 200~J
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.
Proposed COLLECTNE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041 through December 31, 200~J
PAGE 4 OF 32
2.3 Employees 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 proiects or programs, or to
replace employees temporarily unable to work per Article 27.1.
2.3.3 Proiect temporary employees are assi~ned for the term of a specific proiect or program and
may exceed one (I) year, provided, however, that the term of the assignment mav be further
extended bv 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 appl icable Civil Service Rules.
2.3.5 Confidential employees regardless of the classification they occupv.
Employees ExclHded-= Employees who arc employed on a temporary, seasonal, and cm;ual laborer
basis are excluded from the bargaining unit and employees in positions designated Confidential are
excluded from the bargaffiing unit irrespective 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 The City '.vill deduet-monthly
regular .!:!Ynion membership initiation fees, dues, agency fees and assessments wi1l be deducted by the
City base-a-upen mutual ugrcemeflt-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)
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041 through December 31, 2002J
PAGE 5 OF 32
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 eBmployees employed during the life of this Agreement hired on or after the
execution datc of this Agreement will, within thirty (30) days of their respective date of employment,
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, fees or
their equivalent. 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.
3.4 Union Security Effective January 1, 2002, .Aall bargaining unit employees shall be required to pay
dues or donate an equal amount to a qualified charity as identified under IRS Code 501 C (3)of their
choicc. Those employees donating money to a charity in lieu of the payment of periodic dues, shall may
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.
3.5 Refusal to Join Union - An employee who refuses to join the Union on the basis of bona fide religious
tenets or teachings of a church or religious body of which the employee is a member 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.
3.6 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.
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20.0.4-1- through December 31, 20.0.S3
PAGE 6 OF 32
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. ill 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, 2004, the wages as shown in Appendix "A" shall be increased by one percent
(1%). Effective January 1,2001, the 2000 wages a~; shO'.vn in Appendix "N' shall be increased
by 3.4%. :Movenlent from Step D to Ste~n "^...ppendix "/\" shull be reduced from 24 months to
12 months. 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 mcrease.
5.1.2 Effective January 1, 2005, the wages as shown in Appendix "A" shall be increased
2.531%.Effcctive January 1,2002, the 2001 \-'lages shown in /\ppendix Hi""''' shall be increased by
3.5%. Movement from Step E to Step F in Appendix "A" ~;hull be reduced from 21 month~; to 12
months.
5.1.3 Effective January 1, 2003, the 2002 wage~; ~;hown in Appendix ",A..." ~;hall be increased by 90% of
the Seattle/TacomufBremerton CPT 'AT with ~~ minimum increase of 2.5%, and a maximum of
5%. Movement from Step F to Step G in Appendix ",II...." shall be reduced from 24 months to 12
months.
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 Manager and Financellie Treasurer.
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
Proposed COllECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041. through December 31, 20053
PAGE 7 OF 32
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 montWy 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 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 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/uPl:!:rade 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. This section shall not apply to any
reclassifications that occur due to the acceptance and implementation of the 2000/2001
Classification and Compen:;ation study.
5.5 Implcmentation of the 2000/2001 Classification/Compensation Study.
-Bffeetivc July 1,2001, the resuk; of the 200012001 C1assificationJGempensation study \','i11 be implcmeffieti
for current employee~;, a~; follo'vT,'~;:
5.Y-Reclassification upwar-a-
5.5.1.1 Currcnt pay ratc bclow the ncw nUl1lmum Current employees \\'ho~;e
positions ha','c bcen reclassified to a higher pay range, anEl-whose current pay rate
i~; belm\' the minimum of the nevI pay rage to '.'/hich they Vim be as~;igned, shall be
bfeu;;ht up to the minimum of that new pay range.
5.5.1.2 Current pay rate at or aboyc the ncw minimum Current employees \yhose
positions ha'ie been reclassified to a higher---pay-r-ange, ~llld whose current p~'.y rate
propo5ed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 2004-1. through December 31,200.23
PAGE 8 OF 32
is at or above the minimum of the ne',,\, pay range 'Nill be placed into the ~;tep in the
ne'.'; pay range that provide~; the ~;arne p::,.y rate that- they '.vere-at-J7rior to the
reclas~;ification.
5.5.2 RedassificatiGll:S-downward
5.5.2.1 Current pay rute above the new maximum Current employees whose
positions have been reclassifietHo ~~ lower pay range, and whose current pa)' rate
is above the maximum of the ne'.\.' pay range '.';ill be frozen at that current rate of
pay-tmtil such time as the pay rate falls within the nev,' pay ran;e. Such el1'lj7kryees
',,\'ill only be eligible for 50% of any COLA as outlined in Section 5.1 above.
5.5.2.2 Current pay rate abeve the new minillRlm Current employees whose
position~; have been recIa~;sified to a lmver pay range, and 'Nhose current pay rate
is above the minimum of the new pay range "vill be placeEl-into the step in the-flew
pay range that provide~; the same pay rate that they 'Nere at prior to the
reclassification.
5.5.3 Separated Employees Employees who have separated from City employment before the
e-ff-cctive date of rat-ifieation of the contr::'.ct by the Union and City Council, shall not be
entitled to any retroactive pay due to implementation of the 2000/2001 Clas~;ification and
Compensation StUEly;
5.5.4 Effed on Annual Step Increases It shan be understood that the reclw;~;ifications resulting
from implementation of the 2000/2001 Classification & Compensation study 'Nill not change the
date an employee ',vould be eligible for a ~;tep increa~;e, when applicable.
5.6 Lon2:evitv 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%
5.7 Premium Conditions -
5.7.1 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.
5.7.1.1 Standby EQuipment-
Propo'ed COlLECTNE BARGAINING AGREEMENT
CITY OF BREMERTON. WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,20041 through December 31,20053
PAGE 9 OF 32
A. An employee on standby duty will be provided with a radio that has a police
frequency.
B. Except for ,^.nimal Control Officen;, Aassigned stand-by duty employees
shall have the take home use of a city vehicle for the week, per City policy.
5.7.1.2 Standby Pay - The following standby rates will apply:
1\
i .i..~
l,Veekday--oF-rcgular day oil' beyond two 1 hour of employee's regular
hourly rate of pay;
B.
Holiday 2 hours of employee's regular hourlyrato of pay;
C.
Regular day off 2 hours of employee'~; regular hourly rate of pay up
to a mux-mlliH1 of tv,'O (2) d:?,ys;
D.
Type of Compensation The employee may choose payor compematory
time.
5.7.].3 Effective January 1,2002, the following Standby Rate~; v/ill 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 may choose payor compensatory
time pursuant to Section 7.2.1.
5.7.1.4 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.
5.7.2 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 ofthe shift so worked.
5.8 Paydays - Paydays will be the 7th and 22nd of each month. ]f 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.
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,20041 through December 31, 20053
PAGE 10 OF 32
5.9
Direct Deposit - New employees hired after the date of ratification of this agreement by both patiies.
shall be required to sign up for direct deposit of their pay checks.
5.109
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 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 (4) consecutive ten (10) consecutive hour
days. 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 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:
Propo5ed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041 through December 31, 200)3
PAGE 11 OF 32
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
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. U sing 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 (1-1/2)
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' Compensat~l1mc l\n eHlj3l-eyee-wfle--i~; compenSate-fHfl--€eHlpensarory time off Hffist
take the time off or ~;cheduled the time off prior to October 15 of each year and the scheduled
time off after Oet:eBer 15 must be taken prior to the next Octobe-r--l*-In the event the empleye-e
fail~; to take the time off or fails to obtain ~;chedule prior to October 15 of each year, which has
been approved by the depm1ment to take the time off, the overtime work v"ill be compensated on
or about October 3 1.
Propo5ed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041- through December 31, 200:\3
PAGE 12 OF 32
7.2.2 Use Of Compensatory Time - As of Jnnuury 1,2002, Section 7.2.1. ['.bove no longer applies to
compen~;atory time. Effective January 1, 2002, Tthe maximum allowed accrual of compensatory
time shall be fifty (50) hours, and all overtime accrued after Jaooary 1, 20Ch6 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 last pay
day pefiOO of November. Employees who wish to exercise this option shall submit their request,
in writing, to the Department Director, no later than November 1st of each year.
7.2.3 2001 Compensatory Time Carry Over Effective January 1, 2002, employee~; '.';ho have more
than 50 hours accumulated as of January 1, 2002, shall---be allo'vvod to carry over tho~;e ex€ess
hours. Those exce~;s hours must be used by November 1, 2002, and if not used, will be paid off
in cash.
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 - ill 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.
7.4.1 Effective January 1,2003, the call back minimum "",ill increase from 2 hours to 2.5 hours.
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 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.)
Propo5ed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,2004-1. through December 31, 200~3
PAGE 13 OF 32
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 Emen!:ency 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
VACATION LEAVE
8.1 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
10th year
11th 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
Propo<ed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041. through December 31, 20053
PAGE 14 OF 32
8.2 Vacation Elh?:ibility - An employee becomes eligible to take accrued vacation leave upon completion
of six (6) months of continuous employment. Vacation leave may not be taken in segments of 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 Schedulim?: - 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.
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:
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 termination 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.
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041 through December 31, 200S:}
PAGE 15 OF 32
8.8.1 Elh~ibility - 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.
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 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 8.7.5 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.
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 emplovee' s sick
leave balance for a period of six (6) months from an employee's return to work, and may
onlv be used by the employee for absences related to the condition for which it was
donate~In the event of excess donations received but not used due to early recovery,
Propo,ed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041 through December 31,200=\3
PAGE 16 OF 32
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 SO
hours of 4S0 hours total donated shall be credited with SO/4S0ths 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 ce11ain restrictions on an
employee on Administrative Leave and require him/her to be available during his/her normal work
schedule.
8.10 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 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 1 st
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4th
1 st Monday in September
November 11th
4th Thursday in November
4th Friday in November
December 2Sth
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 obs~rved 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.
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20.0.41 through December 31, 2o.0.5J
PAGE170F32
9.2.1 Floatin2 Holiday - One (1) floating holiday (eight (8) hours) will be granted to each employee
B-B:-a-a-ay 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 Dot 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 (Mutually Agreed Alternate 'York Schedule) Employees T,vorking any
mutually agreed upon alternate schedule shall receive eight (8) hours holiday time.
9.5 Holiday Compensation (Part Time Employees) - Part-time employees will receive fifty (50%)
percent of their normal work day, provided they will receive not less than four (4) hours.
9.6 Workin2 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 10
SICK LEAVE AND INDUSTRIAL DISABILITY
10.1 Sick Leave Accrual - Employees will accrue sick leave time with pay at the rate of .046154 hours for
each regular hour worked, including paid holiday, sick leave, vacation and other paid leave time and
excluding time for which workers' compensation time loss benefits are paid. 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 18t of each year.
10.3 Sick Leave Incentive - 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.
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.
Proposed COllECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20.0.4-1. through December 31, 2o.O~3
PAGE 18 OF 32
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
10.6.2
10.6.3
10.6.4
10.6.5
The temporary disability of an employee resulting from his or her personal illness or injury.
Providing care for~ a child of the employeen employee's children 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 eighty hour s of
~;ick lem'e time can be u~;ed for this purpo~;e per calendar year only for the follO\ying
immediate family members: spouse, parent or child, un]e~;s it has been authorized a~;
FaH:l:ily 1'1cdical Leave. No more than forty (40) hours of sick leave can be used for this
purpose for the following family members: mother/father in 1avl, brother, sister,
brother/sister in-Iaw,-gmtlJpa:rems, grandparents 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).
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
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 of the date and time of the appointment to 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
Proposed COLLECTNE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041 through December 31, 200)3
PAGE 19 OF 32
10.7.2
10.7.3
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 the department by telephone or otherwise-as soon as
practicable and will make every effort to notify their immediate supervisor, or if
unavailable, the depm1ment/division manager -_Depmtment 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 emplovee's inmlediate supervisor or the
department/division m,mager during the day of the employee's absence. Each employee
will be given contact infonnation (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.
Sick Leave during 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 W orkIFitness 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
PAGE200F32
Propo<;ed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20.0.41 through December 31, 2o.O~3
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,
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 of their 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 .
11.23 Military Dutv 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.
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 2004.! through December 31,20053
PAGE 21 OF 32
11.4 2 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.
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.
NOTE: See Article #29 for Teamsters Pension Trust participation.
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
"Group Health Cooperative (GHC)
13.2 Insurance Premium Payments - Payment of insurance premiums will be made as follows:
13.2.1 Employee premium paid in full by the City. Employee contribution toward dependent coverage
will be seven ($7) dollars per month per dependent up to a maximum of twenty-one ($21)
dollars per month for full family coverage.
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:
KPS Plan B- Employee onlv coveragc
Dependents coverage
Employee
Employee
0%
5%
City
City
100%
95%
GHC-
Emplovee onlv covera2e - Employee pays 100% of the difference bctween thc
City's contribution to KPS Plan B Employee only coverage and the cost of OHC
Employee only coverage.
Dependent covera2e- Employee pays 100% of the difference betwecn the City's
contribution to KPS Plan B dependents coverage and the cost of GHC dependents
coveragc.
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,20.0.41 through December 31, 20.0~J
PAGE 22 OF 32
Example #1: An employee who selects KPS Plan B for EE + Spouse+2 children will pay 5% of tile
total premium cost to insure their dependents. If the monthly premium is $500 for dependents coverage.
the employee would be required to pay five percent (5%) = $25.00 per month and the City would PID:
ninety-five percent (95%) = $475.00 per month.
Examvle #2: An employee who selects GHC for EE+Spouse+2 children will pay 100% of the
r
difference between the Citv's contribution to KPS Plan Band GHC. If the GHC monthly premium is
$1,000, the employee would be required to pay $525.00 per month ($1000 less $475 that the City pays
towards the coverage with KPS).
Example #3: An emplovee who elects Emplovee only coverage with KPS Plan B will pay zero percent
(0%) of the premium cost. and the City will pay 100%.
Example #4: An employee who elects Employee only coverage with GHC will pay 100% of the
difference between the City's contribution to KPS Plan B. If the monthly premium for Employee only
coverage with KPS is $250.00 and the smne coverage under GHC is $400, the employee would be
required to pay $150.00 per month ($400 cost less $250 City pays towards the coverage with KPS. .
!3.-3 KPS Co pay reimbursements
Effective J anuar)' 1, 2002, bargaining unit members will only be reimbursed for 50(,l{, of the KPS
co p;:"yment by the Ci-ty-;
Effective January 1, 200J, bargain unit mcnibers ",;ill no longer bc reimbun;cd for any portion of
the KPS co payment by the City.
13.4 Dental Insurance - The City will provide the same benefit levels as are contained in the Washington
Dental Service Plan fA dental program for employees and their dependents and provide for full payment
of insurance premiums.
13.5 Insurance Benefits Committee - The Insurance Benefits Committee will be comprised of the following
members: Mayor or designee, Human Resources DirectorMant'lgef or designee, Administrative 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",
13.6 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.
13.7 13.7 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 responsibilitv of
the employee to ensure that the required paperwork is completed in a timely manner in order to enroll
him/herself and/or dependents.
Propo,ed COLLECTIVE BARGAINING AGREEMENT
CITY OFBREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 2004-1 through December 31, 20053
PAGE 23 OF 32
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 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.
14.1.1
14.1.2
14.1.3
14.1.4
14.1.5
Employees furnished uniforms shall be required to wear their uniform when performing
work and required by the department.
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.
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.
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.
While in uniform, employees shall not publicly drink intoxicating liquor, be publicly
intoxicated or under the influence of a controlled substances.
14.2 CleaniDl?: Allowance - Cleaning ullo'vvancc for "^~nimul Control Officers and V/arnmt Servers '.','ill be as
fol1mv~;: 1 1 00 $335.00
Effective 1 ] 2002, tIhe cleaning allowance for Anima] Control Officer~; and Warrant Servers shall
be increased by $15.00 for a new yearly ullmvance of $350.00.
14.3 Animal Control & Warrant Servers - The City Employer will provide five (5) uniforms to Animal
Control Officers anti-Warrant Servers.
14.4 Tool Allowance - Vehicle Maintenance:
14.4.1
14.4.2
14.4.3
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.
The City will purchase all specialty or new tools that are required to perform the job
because of changing technology or City equipment.
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.
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041 through December 31,200)3
PAGE 24 OF 32
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.
14.5 14.5 Safety Shoes Effective January 1, 2002, Tthe City will reimburse employees up to a
maximum of $125.00 $115.00 for the cost of safety or calked shoeslboots, when the
Department/Division has determined that they are required.
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 of the CDL endorsement and required physical examination when making initial
application ,md upon any required renewal.
14.1' License/Certification Differential Pay -
:gff.ective January 1, 2002, eEmployees that are required by the City employer 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.
14.6.1 \VWTP (\VWTP Operator Certification Series)
. \VWTP Operator - WWTPO Group II Plant
. WWTP Lab Technician - WWTPO Group II Plant
. 'WWTP Operations Supervisor - WWTPO Group III Plant
14.6.2 Water Operations ('Vater Distribution Certification Series)
. Water Operator - 'Vater Distribution Manager I
. Water Operator Sf. - Water Distribution Manager 11
. \Vater Operator Lead - \Vater Distribution lVlanager II
. "Natcr Operator Sf. 'Vater Distribution Manager II
. Water Operations Supervisor - Water Distribution Manager III
. Environmental Technician and Water Resources Assistant (Water Distribution, WWTP OIJerator,
or Sewer Collection Certification Series) Level II Certification in anv Series. Differentia/ptlV is
allowed for certifications above Level II for one series on/v.
Propo5ed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041 through December 31, 200~3
PAGE 25 OF 32
14.6.3 Water J\rlaintenance (\-Vater Distribution Certification Series)
. \Vater Distribution Supervi~or - Water Distributiqn Manager III
14.6.4 Cross Connection Control Specialist (Cross Connection Control and Backflow Assembly
Tester Certification Series)
. .Cross Connection Control Specialist I
14.6.5 Storm/Sewer Maintenance (Sewer Collection System Certification Series)
. .Utility Service Specialist Supervisor - Sewer Collection System Level III
14.6.6 Automotive Maintenance Technicians (Automotive Service Excellence Certification Series)
One ASE Master Certification - Automotive, Heavy Equipment, or Emergency Vehicle Technician.
Differential pav is allowed far each additional Master Certification
14.6.7 Electronics (International Municipal Signal Association - Traffic Signal Certification Series
and NT Telephone Certification)
. .Electronics Technician - IMSA Level n - Traffic Signal
.14.6.8 Traffic l\ilaintenance (International Municipal Signal Association - Signs and Markings
Certifica tion Series)
. -Sign Shop Service Specialist Supervisor - IMSA Level III - Signs and Markings
14.6.9 Engineering (Professional Engineer and Land SUl'Veyor). There is no Differential Par
allowed for EIT or LSIT Certifications.
. .Engineer I - Engineer-In-Training Certification or Land Surveror-in-Trainim! Certification
. .Engineer IT - En;zilleer-IIl-Traininf! Certification
. .Engineer III - Professional Engineer
l\tlinimum Certification Levels:
14.6.1 'V'VTP (WWTP Operator Certification Series)
-W'NTP Operator \V\VTPO Group II Plant
-WW+P-bal:r+eOfffi-ician--W-W.:rro-G.roup-II-Want-
Propo,ed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,20041 through December 31, 20053
PAGE 26 OF 32
.WWTP Operations Supervi:;or WWTPO Group III Plant
--_..._...-14.6.2 'VateF-(Jpemti6ns-fW.ateF-Distributitm-(,:emtieatien-SePies:)
-WitlBf-Gperutor---Wate-f-I}is-tFib u (ion 14anager-I
-Water Operator Sf. Water Distribution I\hnagcr II
-Water Ope--ffitiel.t&-Supervisor Watef.-.9istributioo-M-aB:-ageF-ill
14.6.3 'Vater :Maintenance ('Vater Distribution Certification Series)
"'\~luter Distribution Supervi~;or Water Di:;tribution .Manager III
14.6.4 Cross Connectiotl:-Ge-ntrol--Speeialist (Cross Conncction Control and Backf10w Assembly
Tester Certification Series)
-Cross Connection Control Specialist I
14,{i.5 StoFlnlSewer Maintenance (Sewer Colleetiea-Svstem Certification Series.)
-Utility Seryice Specialist Supcrvi:;or Sewer Collection Sy~;tem Level lIT
14.6.6 A.utomoth'c :Maintenance Technicians (AutomotiYe Service Excellence Certification
Serics)
-One !\SEMa~;ter Certification Automotive, Heavy Equipment, QI Emergency Vehicle Technician
14.6.7 ElectFonies--fffitercnatioo-al-Munieipal Sienal ."...ssoeiation Traffic Sif;Hal-(;ertifieatioIl-SeFies
and NT Telephonc Certification)
-.:gleet-ffinics Technician IMSA Level II Traffic Siga:al
-Bfeetfenics Teclmieian II 1.\1S1'\ Lc'v'el II Traffic Signal & NT Telephone Certification
14.6.8 Traffic .Maintenance (Internationall\'Iunicipa) Siena) Association Signs and .Markines
Ccrtifi€-aHoa-SeJ4es)
~' ~H ~ ' ~ '" ~ '
... Ign op ernce pecH!. ]~;t upervlsor
IMSi\ Level III
Sign~; and Markings
---.---l4.6.9-.EneineeFinH"PF6t~naI-En2iHeer-and-LaHEl--StH'-veyor1
Proposed_COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 2004! through December 3],200.53
PAGE 27 OF32
-Engineer I Engineer In Training Certification
--Engineer n Profes~;ional Engineer
--En;ineer II1 Profes~;ional Engineer
14.6.10 Certified Underwater Divers - The City will provide monthly celiification pay as provided in
the Agreement for up to (2) two employees who are National Association for Underwater Instructors
(NAUI) certified (or equivalent) marine divers for underwater maintenance and non-hazardous
investigations. Divers will provide all their own diving equipment; however, the City shall replace any
equipment damaged in the line of duty. The City shall provide all supplies required for any work
requested including air. An employee's air tanks shan be refilled by the employee at the end of each
assignment, and the City will reimburse the employee for the cost 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.
14. 7 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~
14.7.A Failure to maintain/obtain required certifications - If an employee fails to obtain or maintain a
celtification 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
,QQ~ition within six months from their date of hire, and who fail to obtain the required CDL license shaH
be terminated by the Citv.
14.8 Meal Expense - Effectiye upon the first day of the pay period follmving approval of this agreement,
tIhe 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
14.9 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.
14.9 Lodging Reimbur~;ement for lodging if; allowed under the City's Administrative policiei; and
procedures No.3 1 "Employee Expense Reimbursement," as may be mnended from time to time, \vhen
the employee is required to travel out of to"vn and 'Nhich includcf; overnight accommodations. A reeeif*
is required for proof of out of town ~'.ccommodations in order to qualify for reimbursement. The City
'NiB al~;o reimbur~;e an employee for mileage expeni;e and pre pay ~my other form of transportation cost
to arrive and return from destination, so long as it has been pre approved by the City.
Proposed_COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 2004!- through December 31, 2005;;
PAGE 28 OF 32
14.10 TroyeJ & Expenses /\n employee 'Nho i~; traveling out of to'vvn for a day(s) which does not include
overni;ht--acconmlodat-ions will be r-eifHbur~;ed the cost of expenditure~; as ~;et forth in '^1dministrati ve
Polices and Procedures NO.3] as may be amended from time to time. Proper documentation must be
stibm:itted for C*J3enditurcs (biU,-invoicc,eash regi~;ter receipt or other evidence of a transaetion) mill
approved by the Department Head or l\'1ayor, as applicable. An employee required to travel out of town
fIflti-'vvhich includes overnight -aCCOll1IllOElations \J;-ill bc-reimbursed for the 1st day of travel and the rcturn
day of travel at the rates a~; ~;et forth in the City's Administrath1e Polices and Procedures No.3 L All
days-in betwecn \vill be reimeuFSeEl at the current pcr diem ratc per day. No documentation for out ef
pocket expenses '.viII be required 'lv'hen an employee receive~; the per diem rate.
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 --.J!
Reinstatement list Regdcn; in accordance '.vith existing rulcs.
ARTICLE 16
MUNICIPAL COURT
EMPLOYMENT RIGHTS
NON-CIVIL
SERVICE
EMPLOYEES
16.1 Hiring - 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 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.
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.
Eropo5ed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041- through December 31, 20053
PAGE 29 OF 32
16.3 Discipline and Dischar~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 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:
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 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 Employees - 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-
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.
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041 through December 31,20053
PAGE300F32
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 Drul! 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 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.
17.5 Drul! Abuse Education Prol!ram - The City will utilize all available City resources, such as the Police
Department's D.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.
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
20.1 STRIKESILOCKOUTS 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
PropO'txl COLLECTIVE BARGAINING AGREEMENT
CITY OFBREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 2004l through December 31,200.53
PAGE310F32
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 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.
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
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
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,20041 through December 31,20053
PAGE 32 OF 32
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 - ill 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 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,
including costs of witnesses. 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 ill 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.
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January \, 2004.\. through December 3\, 200~3
PAGE 33 OF 32
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 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 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. At the Committee's discretion, additional 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 provlSlon 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:
Proposed COLLECTNE BARGAINING AGREEMENT
CITY OF BREMER TON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041 through December 31,200:)3
PAGE 34 OF 32
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.
26.5.2. Job sharing 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 (l) 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. 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 (I) calendar year or less. 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
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041 through December 31, 20053
PAGE 35 OF 32
requires the approval of the Human Resources Director Manager. Special Assignment will not affect an
employee's anniversary date for step advancement purposes.
ARTICLE 28
WASTEWATER TREATMENT PLANT - EMPLOYEES
28.1 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.
28.2 WWTP Operations Supervisor License Differential - WWTP Operation Supervisor's that have a
Washington State Operator's license above Group ill, will receive Fifty Dollars ($50.00) per month for
each certification above Group ill.
28.3 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%) percent differential applied to their
base hourly pay for each shift so assigned.
28.4 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.The Civil Service Rules in regards to Probation '.vill apply in all respects
excepting any portion of ~;uch Rules that are in contlict with the provi~;ion of this /\rticle.
28.5 Promoted Emplovees - 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.
28.6 New Hires - If between six (6) and eighteen (18) months the employee does not qualify for WWTP
Operator, the employee shall be terminated.\vill be allowed to exercise Civil Service Rule 15.01 as if
they 'v';ere to be laid off.
ARTICLE 29
TEAMSTERS SUPPLE1\fENTAL PENSION PLAN
The Citv agrees to allow the bargaining unit employees the opportunitv to voluntarily participate in the Teamsters
Supplemental Pension Phm. It shall be understood that palticipation in this plan shall be strictlv voluntmy 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. the Citv shall provide free parking for all bargaining
unit members who are assigned to work on a regular basis in the downtown area.
Proposed COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 20041- through December 31, 200SJ
PAGE 36 OF 32
ARTICLE 310
TERM
310.1
This Agreement will become effective upon January 1, 200:1+ and will remain in effect through
December 31, 200~~. 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) sixty (60) days prior to
December 31, 200~~.
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 _ +9'h day of
.2004 December, 2001.
Signed this
day of
, 2004 January, 2002.
FOR THE CITY OF BREMERTON
FOR GENERAL TEAMSTERS LOCAL UNION #589:
Carol S. Conley, Human Resources Director
.Jr., Secretary Treasurer
Kenneth P. Troup, Business Representative K Douglas Hush,
Approved as to Form:
LoreR CombsRoger Lubovich, lnteritn City Citv Attorney
By
Honorable Cary Bozeman, Mayor
Attest:
Paula Johnston, Deputy City Clerk
Proposed COLLECTNE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 20041 through December 31, 200:)3
PAGE370F32
Summary of Revisions to Teamsters Contract for Ratification
0.1 New Employees - New eBmployees employed during the life of this Agreement
hired on or after the execution date of tltis Agreement will, within tllirty (30) days
of their respective date of employment, 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 or their equivalent. 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 emp!oyees as they are hir~~ so a shop steward may be available at
time of orientation. ~ - .. ..
ADDED TO MAKE IT CLEAR THAT NEW EMPLOYEES DO NOT
HAVE A CHOCE, MUST PAY DUES.
3.4 Union Security Effective January 1, 2002, Aall bargaining unit employees III
~___shall be required to pay dues or donate an equal amo;;
to a qualified charity as identified under IRS Code 501 C (3)of their choice.
Those employees donating money to a charity in lieu of the payment of periodic
dues, shall may 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 em 10 ee make such restitution, the request
for discharge will be withdrawn.
ADDED in LANGUAGE TO MAKE IT CLEAR THAT THIS SECTION
ONLY APPLIES TO THOSE 19-20 PEOPLE CURRENTLY DONATING
TO CHARITY IN LIEU OF PAYING DUES.
5.1.2
E;hown in <^.ppendix "A" ~;hall be increa~;ed by 3.5%. Movement from Step
E to Step F in i\ppcndix "l." shall be reduced from 24 month~:; to 12
months. UNION WANTED IT TO SAY 100% OF THE CPI-W,
(100 % IS THE SAME AS 2.531 %).
0.2 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 its 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 ercent 17.5%) of their existin balance.
WENT BACK TO CCL.
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 hislher 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 assi gnment 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
Depattment Director. Such extension shall require the concurrence of the Human
Resources Director _ 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.
ADDED "and the union" at end of underlined section.
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+Bro~se: Next Previous First Last Update Delete Restart X - Exit +
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+Found: 1 Record(s) MAINTAIN Contract Transactions +
+ Contract Number 4248 +
+ +
+Vendor Name TEAMSTERS LOCAL #589 +
+Subject COLLECTIVE BARGAINING. AGREEMENT +
+Department HUMAN RESOURCES +
+Status Code EMP +
+ Amount +
+ Begin Date 01/01/2001 +
+ Insurance End Date 12/31/2005 +
+ Type Amount Review Date 02/15/2005 +
+ +
+ +
+ +
+ Insurance Total $0.00 +
+ Insurance Review Date +
+ +
+ Comments PERMANENT RECORD -FILE CLASSIFICATION CHANGED +
+ PER 14-2 UNION AGREEMENTS (V) pIO +
+ +
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