HomeMy WebLinkAboutTEAMSTERS LOCAL 589, 2001-2003
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LETTER OF UNDERSTANDING
Tbis letter of understanding is agreed,to pursuant to Article 25.2 of the Labor Agreement
by and between the City ofBremerton and the General Teamster's Local 589.
Article 3, Section 3.4 is amended as follows:
3.4 Union Security - Effective January 1, 2002, all bargaining unit employees not
currently paying dues shall be required to pay dues or donate an equal amount to a
charity of their choice. Those employees donating money to a charity in lieu of
the payment of periodic dues, 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 fuI:fill 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restitution, the request for discharge will be withdrawn.
Th;r purpose of tbis amendment is to clarifY the intent 'of the parties during negotiations.
The remaining provisions oftbis Agreement shall remain in full force and effect.
Dated tbis day .J-!5- of January 2002.
FOR THE CITY OF BREMERTON
FOR THE TEAMSTER'S LOCAL 589
~~
CAROL S. CONLEY
Director of Human Resources
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EARL DOU LAS BUSH,
Secretary/Treasurer
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LETTER OF UNDERSTANDING
This Letter of Understanding is agreed to pursuant to Article 25.2 of the Labor
Agreement by and between the City ofBremerton and General Teamster's Local No. 589.
The following is hereby added to Article 5.3, Advancement Through Wage Rates:
A wage rate advancement date will not be extended due to an employee being
absent due to a work related illness or injury.
Dated this 10th day of September 1998.
FOR THE CITY:
FOR TEAMSTERS LOCAL 589:
~~~~
EARL DOU AS BUSH
Secretary, Treasurer
It shall be understood that this Letter of Understanding shall remain in full force and
effect throughout the term of this agreement for 2001 through 2003.
Dated this ih day of January, 2002
FOR THE CITY:
FOR TEAMSTERS LOCAL #589:
~~?~
EARL DOU LAS BUS JR.
Secretary/Treasurer
CAROL S. CONLEY
Director of Human Resource
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AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1, 2001 THROUGH DECEMBER 31,2003
COLLECTIVE BARGAINING AGREEMENT
ClTY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
.I311uary 1,200 I through December 31,2003
I OF 32
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TABLE OF CONTENTS
TO THE
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1,2001 THROUGH DECEMBER 31, 2003
, AitTI~~~~t;'\i:~~~~~~~X?'i.r~~Jii;
PREAMBLE ..... .... ..... ... ......... ...... ..... ...... ..... ....... ............. ................................. ........ ... ............... .............................4
,'\RTICLE 1 ........... N on- Discrimination ................................................................................................................. 4
i\.R TICLE 2 ........... Recognition........................................................................................................................... ....4
.-\R TrCLE 3 ..... ...... Union Dues ..............................................................................................................................5
A.RTICLE 4 ... ........ Union Access... .................... ............... ..... ...... ..... ................ ..................................................... 6
i\R TICLE 5 .. .... ..... Wages ....... ............. ....... ..... .................... ........ .......... .................. ...... ....................'......... ............. 6
.<\R TICLE 6 ........... Hours Of Work .......................................................................................................................1 0
ARTICLE 7 ........... Overtime ................................................................................................................................11
,<\RTICLE 8 ........... Vacation Leave ......................................................................................................................13
.<\R TICLE 9 ........... Holidays ........................ ..... ......................................................................... ........................... 15
ARTICLE 10 ......... Sick Leave And Industrial Disability ....................................................................................17
.'\R TICLE 11 ......... Other Paid Leave .................. ...... ............................................................... ...................... ...... 19
.A.R TICLE 12 ......... Retirement Benefits................................................................................................................ 20
.-\R TICLE 13 ......... Insurance Benefits .. ..... ....... ......................... ...... ................... .............. ...................................20
.'\.R TICLE 14 ..... .... Work Related Expenses.................................................... ...................................................... 21
/\R TICLE 15 ......... Subcontracting Work........ ............................................................................. ........................ 24
,<\RTICLE 16 ......... Municipal Court Non-Civil Service Employees Employment Rights ...................................24
,'\RTICLE 17 ......... Drug Free Work Place ...........................................................................................................25
.A.R TICLE 18 .. ....... Bus Passes. ..... ........ ....... ..................... ................ ........... ........ .................................. ...... .........26
.A.R TICLE 19 ......... Management Rights ............................................................................................................... 26
.A.RTICLE 20 ......... Work Stoppages ..................................................................................................................... 27
ARTICLE 21 ......... Grievance Procedure ............. ..................................................................... ........................... 27
.'\R TICLE 22 ......... Severability.. ...................................... ........... ......................... ............... ......... ........ ................28
.-\RTICLE 23 ......... Entire Agreement ............................................................................................:.......:..............28
..\RTICLE 24 ......... ConflIcting Provisions . ......... .......... .................................... ........ .............................. ...... ....... 29
.'\RTICLE 25 ......... Labor Management Committee .............................................................................................29
.A.RTICLE 26.... ..... Job Sharing....... ........ ............................... ................... .......... ........ ...................... ........ ............. 23
,'\RTICLE 27.......... Special Assignment...... ....... ................ ............. ........................... ............................ ................ 24
ARTICLE 28.......... Wastewater Treatment Plant Employees................................................................................. 2 5
ARTICLE 29 ....... Teamsters Supplemental Pension Plan And Teamsters Retirees Medical Plan......................31
ARTICLE 30 ........ T erm . . .. . .. . .. . . . . .. . . . . .. .. . . . .. . .. .. . .. . .. . .. .. ... . . . . .. . . . . . . . . . . . . . . . . . .. .. . .. . .. . .. .. . . .. .. . . .. . .. . .31
.A.PPENDIX A ....... ................................................................................................................................................ . 33
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,2001 through December 31, 2003
PAGE 2 OF 32
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ALPHABETICAL SUBJECT INDEX
TITLE
:\PPENDIX.I\ . ...... ... ... ... ... ..... .... ... ........ ..... ....................... ... ...... ................ .. ..... ... ......... .......................... ..... ..........27
B US PASSES .. ... .,. ......... .......... ......... ...... .......................... ... ..... ...... ... ..... ....A..RTICLE 18 ............................. ........ 26
CONFLICTING PROVISIONS .................................................................ARTICLE 24 ..................................... 29
DRUG fREE \VORK PLACE ...................................................................ARTICLE 17 ..................................... 25
ENTIRE AGREEMENT ..... ................................... ............. ..... ...... ....... .... . ARTICLE 23 ... .................................. 28
GRIEVANCE PROCEDURE ....................................................................ARTICLE 21 .....................................27
HOLIDAYS . .... ...... ................................................................. ...... .... ... ..... . ARTICLE 9 ................ ....................... 15
HOURS OF \VORK ....................................................................................AR TICLE 6 ....................................... 10
I~SURAi"\JCE BENEFITS .........................................................................ARTICLE 13 ..................................... 20
JO B SHARING..... ...... ......... .... ........ ...... .................... ........ ..................... .. ..ARTICLE 26.. ...................... ...............23
LABOR MANAGEMENT COMMITIEE ................................................ARTICLE 25 ..................................... 29
MANAGEMENT RIGHTS ........................................................................ARTICLE 19 ..................................... 26
MLNICIPAL COURT NON-CIVIL SERVICE EMPLOYEES EMPLOYMENT RIGHTS............................. ARTICLE 16
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NON-DISCRIMINATION ................................... .....................................ARTICLE 1 .........................................4
OTHER PAID LEAVE ..............................................................................ARTICLE 11 ...................................... 19
OVERTIME ...............................................................................................AR TICLE 7 ........................................ 11
PREA1\1BLE ............................................................................................... ............................................................. 4
RECOGNITION............... ........ ...... ........ ..... ......... ........ ......... .................. .. ..ARTICLE 2 ... ........ ................. ............. 4
RETIREMENT BENEFITS ........................................................................ARTICLE 12 ..................................... 20
SEVERABILITY .......................................................................................AR TICLE 22 ..................................... 28
SICK LEAVE AND INDUSTRIAL DISABILITY ...................................ARTICLE 10 ..................................... 17
SPECIAL ASSIGNMENT..........................................................................AR TICLE 27.......................................24
SUBCONTRACTING WORK ............................................................... . ..ARTICLE 15 ..................................... 24
TERM .............................................. ...........................................................AR TICLE 26 ................................ ..... 29
lJNION ACCESS .......................................................................................AR TICLE 4 ......................................... 6
lJNION DUES ............................................................................................AR TICLE 3 ......................................... 5
V.I\CA TION LEAVE ........................................................................... ......ARTICLE 8 ....... ................................ 13
\ V .-\G ES.......................................................................................................AR TICLE 5 ......................................... 6
WASTEWATER TREATMENT PLANT - EMPLOYEES .......................ARTICLE 28........................................25
\VORK RELATED EXPENSES.................................................................ARTICLE 14 ..................................... 21
WORK STOPPAGES ................................................................................ARTICLE 20 ..................................... 27
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
hllllal'Y 1. :00 I through December 31, 2003
PAGE 3 OF 32
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AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
and
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1,2001 THROUGH DECEMBER 31,2003
PREA1VlBLE
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-Discriminatorv Application - The provisions of this Agreement will be applied equally to all .
employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed,
religion, national origin, political affiliation; or mental, physical or sensory handicap, unless based upon
a bona fide occupational qualification.
1.2 Non-Discrimination--Union Activitv - The provisions ofthis Agreement will be applied equally to all
employees in the bargaining unit without discrimination as to Union affiliation or legal Union activity or
lack thereof. The City and the Union will each be responsible for complying with this provision.
ARTICLE 2
RECOGNITION
2.1 Represented Emplovees - The City recognizes the Union as the sole and exclusive bargaining
representative for the purpose of negotiations concerning wages, hours and conditions of employment
for all full-time employees in regular positions and part-time employees in .regular positions in
classifications set forth in Appendix A and such classifications as may be added to the bargaining unit
during the term of this Agreement by mutual agreement or by official action of the Public Employment
Relations Commission.
2.2 Classifications Excluded - The classifications of elected officials, appointed officials on part-time
boards and commissions, city attorneys, department heads and their assistants, and supervisors (unless
specified in the union recognition section) are not included and will not be added to the bargaining unit.
2.3 Emplovees Excluded - Employees who are employed on a temporary, seasonal, and casual laborer
basis are excluded from the bargaining unit and employees in positions designated Confidential are
excluded from the bargaining 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
CULLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
Junuury 1,200\ through December 31,2003
PAGE 4 OF 32
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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 - The City will deduct monthly regular Union membership mltIatlon fees, dues,
agency fees and assessments from the pay of those employees who provide written authorization to the
City to make such deductions. The City will transmit the total amount of deductions to the Union along
with a list of employees and their Union-related deductions.
3.2 Maintenance of Membership - An employee covered by this Agreement who is a member of the
Union on or after the execution of this Agreement will remain a member in good standing. Good
standing will be defined as tendering of uniformly required periodic dues. Failure of such an employee
to abide by the foregoing provision will constitute cause for discharge of the employee, provided that
when an employee fails to fulfill the above obligation, the Union will provide the employee thirty (30)
days notification in writing of the Union's request to the City to initiate discharge action and during this
period the employee may make restitution in the amount which is overdue. Should the employee make
such restitution, the request for discharge will be withdrawn.
3.3 New Emplovees - Employees hired on or after the execution date 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, all bargaining unit employees shall be required to pay dues
or donate an equal amount to a charity of their choice. Those employees donating money to a charity in
lieu of the payment of periodic dues, 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 Uni.on's request to the
City to initiate discharge action and during this period the employee may make restitution in the an10unt
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.
('OU.ECTI\ E BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -. TEAMSTERS LOCAL UNION NO. 589
January I, 2001 through December 31,2003
PAGE 5 OF 32
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3.6 Indemnification - The Union will indemnify and hold the City harmless from any and all liability
resulting from the dues and fees deduction provisions specified in this Article.
ARTICLE 4
UNION ACCESS
4.1 Union Representatives - The Union will provide written notice to the City of the names of the officials
authorized to represent the Union. The City will provide reasonable access to City facilities to such
authorized representatives for the purpose of investigating grievances and other legitimate Union
business provided that such access does not unreasonably interfere with the work and duties of an
affected employee or of other on-duty employees.
4.2 Shop Stewards - The Union will have the right to appoint six (6) Shop Stewards. The Union will make
every reasonable effort to have no more than four (4) stewards from the same department.
4.2.1 The Union will provide written notification to the Human Resources Director of the name
and assigned areas of all Shop Stewards appointed by the Union. The City will provide reasonable
access to employee work places to Shop Stewards for the purpose of investigating grievances
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 1,2001, the 2000 wages as shown in Appendix "A" shall be increased by
3.4%. Movement from Step D to Step E in Appendix "A" shall be reduced from 241,llonths to 12
months._Eniployees 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 1,2002, the 2001 wages shown in Appendix "A" shall be increased by 3.5%.
Movement from Step E to Step F in Appendix "A" shall be reduced from 24 months to 12 months.
5.1.3. Effective January 1,2003, the 2002 wages shown in Appendix "A" shall be increased by 90% of
the Seattle/TacomalBremerton CPI- W with a minimum increase of 2.5% and a maximum of 5%.
Movement from Step F to Step G in Appendix "A" shall be reduced from 24 months to 12 months.
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New Emplovees - 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
COLLECTIVE BARGAINING AGREEMENT
ClTY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1. 2001 through December 31, 2003
PAGE 6 OF 32
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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 Manager and the Treasurer.
5.3 Advancement throueh Pav 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.
5.4 Pav Rate upon Placement at New Pav ranee:
5.4.1 Reclassification/down~rade 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
req uired 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/uperade to a hieher 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 ofthe 2000/2001 Classification and Compensation study.
5.5 Implementation of the 2000/2001 Classification/Compensation Study
Effective July 1,2001, the results ofthe 2000/2001 Classification/Compensation study will be
implemented for current employees, as follows:
5.5.1 Reclassification upward:
l'OLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO, 589
houar)' 1.2001 through December 31, 2003
PAGE 7 OF 32
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5.5.1.1 - Current pay rate below the new mlDlmum - Current employees whose
positions have been reclassified to a higher pay range, and whose current pay rate is below
the minimum of the new pay rage to which they will be assigned, shall be brought up to the
minimum of that new pay range.
5.5.1.2 - Current pay rate at or above the new minimum - Current employees whose
positions have been reclassified to a higher pay range, and whose current pay rate is at or
above the minimum of the new pay range will be placed into the step in the new pay range
that provides the same pay rate that they were at prior to the reclassification.
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Reclassifications downward:
5.5.2.1 - Current pay rate above the new maximum - Current employees whose
positions have been reclassified to a lower pay range, and whose current pay rate is above
the maximum of the new pay range will be frozen at that current rate of pay until such time
as the pay rate falls within the new pay range. Such employees will only be eligible for
50% of any COLA as outlined in Section 5.1 above.
5.5.2.2 - Current pay rate above the new minimum - Current employees whose
positions have been reclassified to a lower pay range, and whose current pay rate is above
the minimum of the new pay range will be placed into the step in the new pay range that
provides the same pay rate that they were at prior to the reclassification.
5.5.3 Separated Employees - 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 due to implementation of the 2000/2001 Classification and Compensation study.
5.5.4 Effect on Annual Step Increases - It shall be understood that the reclassifications resulting
from implementation of the 2000/2001 Classification & Compensation study will not change the date an
employee would be eligible for a step increase, when applicable.
5.6 Lon~evity Pav - 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON. WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 200 I through December 31, 2003
PAGE 8 OF 32
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5.7.1.1 - Standby Equipment:
A. An employee on standby duty will be provided with a radio that has a police
frequency.
B. Except for Animal Control Officers, assigned stand-by duty employees shall
have the take home use of a city vehicle for the week, per City policy.
5.7.1.2 - Standbv Pav: The following standby rates will apply:
A. Weekday or regular day off beyond two - 1 hour of employee's regular
hourly rate of pay;
B. Holiday - 2 hours of employee's regular hourly rate of pay;
C. Regular day off - 2 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.
5.7.1.3 - Effective January 1,2002, the following Standby Rates will apply:
A. Weekday or regular day off beyond two - Two (2) hours of employee's
regular hourly rate of pay;
B. Holiday - Three (3) hours of employee's regular hourly rate ofpay;
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 p,ay or 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,:,
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO, 589
January \,200 \ through December 3\,2003
PAGE 9 OF 32
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5.8 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-:-
5.9 Pavroll Errors - Should the City be responsible for any payroll error, adjustments in excess of fifty
(S50.00) 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 fiv,e (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 bE:yond 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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO, 589
January 1,2001 through December 31,2003
PAGE 10 OF 32
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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.
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 (1-112)
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: An employee who is compensated in compensatory time off must
take the time off or scheduled the time off prior to October 15 of each year. and the scheduled
time off after October 15 must be taken prior to the next October 15. In the event the employee
fails to take the time off or fails to obtain schedule prior to October 15 of each year, which has
been approved by the department to take the time off, the overtime work will be compensated on
or about October 31.
7.2.2 Use Of Compensatory Time: As of January 1, 2002, Section 7.2.1. above no longer applies to
compensatory time. Effective January 1, 2002, the maximum allowed accrual of compensatory
time shall be fifty (50) hours, and all overtime accrued after January 1, 2002 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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,2001 through December 31, 2003
PAGE 11 OF 32
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period of November. Employees who wish to exercise this option shall submit their request, in
writing, to the Department Director, no later than November 15t of each year.
7.2.3 2001 Compensatorv Time CarrY Over - Effective January 1,2002, employees who have more
than 50 hours accumulated as of January 1, 2002, shall be allowed to carry over those excess
hours. Those excess hours must be used by November l, 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 - 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 (2) hours, the employee
will receive a minimum of two (2) hours of overtime compensation. A call back initiates a two (2) hour
guarantee period. Subsequent call backs will not initiate an additional two (2) hour guarantee period
until the original two (2) hour guarantee period has passed.
7.4.1 - Effective January I, 2003, the call back minimum will 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 Bareainine Unit Emplovees 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 Emer~encv 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 .fun 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 2001 through December 31. 2003
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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 Emer~encv 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 reve11
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 AccruedNear
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
8.2 V acation EIi~ibilitv - 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 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
.I31luary 1, 2001 through December 31, 2003
PAGE 13 OF 32
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8.3 Vacation Scheduline - Annual vacation leave will be mutually scheduled between the employee and
his or her Department Head. 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.
8.3 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 Carrvover Hours
Date of Hire through 5 full years of employment
Over 5 full years of employment
160 Hours
240 Hours
8.5 Carrvover - 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 Pav-Out - Upon the retirement or 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 Pavment of Vacation Leave Upon Death - In the event of the death of an employee, the employee's
estate will be paid in a lump sum for the total accrued and unused vacation leave hours at the employee's
regular hourly pay rate in effect at the time of death.
8.8 Donations Of Vacation Leave: Donations of Vacation leave permit employees to aid any City
employee who is suffering from an extraordinary or severe illness, injury, impairment, physical or
mental condition which has caused or is likely to cause the employee to take leave without payor to
terminate his or her employment prior to a determination that the affected employee is not expected to
recover to an extent that will enable the employee to resume his or her normal duties or the duties of
another position with the City or another employer.
8.8.1 Elieibilitv: 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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNlON NO. 589
hlluar\ 1,200 I through December 31,2003
PAGE 14 OF 32
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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 tree
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 ifhe or she had personally accrued the leave,
provided that the use of the sick leave is in conformance with the provisions ofthis Article.
8.8.5. Return Of Excess Leave Donations - 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.
8.8. 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.
8.8. Cancellation of VacatioIi Leave bv City - If an employee has an approved vacation canceled by the
City, the City will reimburse the employee for all verifiable non-refundable expenses incurred by the
employee after the date the Leave Request was approved.
ARTICLE 9
HOLIDAYS
9.1 Holidavs Observed - The following holidays will be observed by the City:
COLLECTIVE BARGAINING AGREEMENT
CITY OF BRFMERTON. WASHINGTON -- TEArvlSTERS LOCAL UNION NO. 589
January 1. 200 I through December 31, 2003
PAGE 15 OF 32
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HOLIDAY
DATE OBSERVED
New Year's Day
Martin Luther King's Birthday
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
One Floating Holiday
January 15t
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4th
1 st Monday in September
November 11 th
4th Thursday in November
4th Friday in November
December 25th
Approval of Supervisor
9.1.1 In addition, any other holiday legally proclaimed by the Federal or State government, provided
that the City takes official action to have such holiday also observed by the City.
9.2 Alternative days of Holiday Observation - If a holiday observed by the City falls on a Saturday, the
holiday will be observed on the preceding Friday. If a holiday falls on a Sunday, the holiday will be
observed on the following Monday. If the day a holiday is observed by the City falls on an employee's
regularly scheduled day off, the employee will receive an alternate day off as a paid holiday.
9.2.1 Floatin~ Holiday - One (1) floating holiday will be granted to each employee on a day, 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.
9.3 Holiday Compensation (Full Time Emplovees) - 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 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 Work Schedule) - Employees working any
mutually agreed upon alternate schedule shall receive eight (8) hours holiday time.
9.5 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.
9.6 Workine on a Holiday - 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 200 I through December 31,2003
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SICK LEAVE AND INDUSTRIAL DISABILITY
ARTICLE 10
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.
lOA Sick Leave Retirement Pavment - An employee who retires from City service on a service or
disability retirement will be provided a Sick Leave Retirement Payment at thirty-five percent (35%) of
the employee's accrued and unused sick leave hours to a maximum of 35% of 960 hours (a maximum
total of 336 hours). The payment will be made to the employee at the employee's regular hourly pay rate
in effect at the time of retirement.
10.5 Payment of Sick Leave Upon Death - In the event of the death of an employee, the employee's estate
will be paid for the total accrued and unused sick leave hours at the employee's regular hourly pay rate in
effect at the time of death.
10.6 Sick Leave Use - Sick leave shall not be granted in advance of actually being accrued. Sick leave
will be made available to each employee up to the amount of each employee's accrued sick leave
balance and shall be used in increments of no less than one-quarter (1/4) hour to cover an employee's
absence from his or her regularly scheduled work hours due to:
10.6.1 The temporary disability of an employee resulting from his or her personal illness or injury.
10.6.2 Providing care for an employee's children under the age of 18 when they have a health condition
that requires supervision or treatment.
10.6.3 Attending medical, dental and/or oculist appointments as needed for preventive or rehabilitative
health care of the employee or the employee's children when such care requires parental
presence to supervise or authorize treatment.
10.6.4 Upon the birth or adoption of a child, an employee may use accrued sick leave pursuant to
FMLA
10.6.5 Providing care for an employee's immediate family member 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 sick leave time can be used for this purpose per
calendar year only for the following immediate family members: spouse, parent or child, unless
it has been authorized as Family Medical Leave. No more than forty (40) hours of sick leave
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 200 I through December 3 1,2003
PAGE 17 OF 32
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can be used for this purpose for the following family members: mother/father in-law, brother,
sister, brother/sister in-law, grandparents, grandparents in-law, grandchildren, and step relations
as described herein of both the employee and the employee's spouse.
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 - A.n 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 immediate supervisor will not unreasonably
require an employee to reschedule routine medical, dental or oculist appointments.
10.7.2 Unanticipated Absence - An employee who is absent from work or will be unable to report to
work as scheduled due to personal illness or injury, or for other causes specified in 10.6 above.
will promptly notify the department by telephone or otherwise as soon as practicable and will
make every effort to notify the Department 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 of a
prolonged illness or injury, the Department may exempt an employee from the requirement to
report their absences on a daily basis, and may establish an alternative reporting arrangement
appropriate to the circumstances.
10.7.3 Sick Leave durine Authorized Paid Leave - An employee who becomes ill or is injured
during his/her paid vacation or compensatory time off for accumulated overtime, may request
the conversion of such paid leave to sick leave with pay by promptly notifying the department of
the illness or injury and providing such information as is required by the department to verify the
appropriateness of such a conversion.
10.8 Sick Leave Documentation and Approval - An employee who has been absent on sick leave will,
within the first work day after returning to work, complete and submit a request for approval of sick
leave on the City's Leave Request form, and provide such information as is required by the Department
to approve the use of sick leave with pay for the absence. Sick leave must be approved by the
Department prior to payment. The Department will not unreasonably withhold approval of sick leave
with pay from employees.
10.8.1 Sick Leave Certification - The Department may require an employee to provide a professional
physician's certification of an employee's, child's or family member's illness or injury as a condition of
approving sick leave with pay. In the event the Department intends to require such verification, the
employee will be notified of the requirement prior to returning to work.
10.8.2 Return to Work/Fitness for Duty Certification - The Department may require an employee to
provide a Fitness for Duty certification completed by a professional physician that the employee is
sufficiently recovered as to be able to return to work and assume his or her normal duties prior to the
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 200 I through December 31,2003
PAGE 18 OF 32
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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 - i'\n 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 P AID 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) dq.ys 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 Jurv 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.
12.2.1 Citv 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
11.2 Militarv 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
J3l1Uary 1,200 I through December 31,2003
PAGE 19 OF 32
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11.3 Emer~ency Leave - In the event of an unforeseen emergency which requires the absence of an
employee, the employee will promptly notify his or her immediate supervisor, or in the absence of the
immediate supervisor, the manager on duty in the Department within the first one-half hour of each work
day or, if possible, within the one-half (1/2) hour preceding each work day of absence. Such emergency
leave shall be charged to an employee's unused vacation, floating holiday or compensatory time leave
balance.
ARTICLE 12
RETIREMENT BENEFITS
12.1 State Retirement System - Each employee will be enrolled in the Washington State Retirement system
for which he or she qualifies. Contributions to the Retirement system will be made on a pre-tax basis.
Each employee will be covered by the federal Social Security Act.
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 Plan B
· Group Health Cooperative
13.2 Insurance Premium Pavments - 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.
13.3 KPS Co-pay reimbursements
Effective January 1,2002, bargaining unit members will only be reimbursed for 50% of the KPS
co-payment by the City.
Effective January 1,2003, bargain unit members will no longer be reimbursed 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 A 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 Manager or designee, Administrative Services Director
or designee, one employee selected by the non-represented management and professional employees,
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,200 I through December 31,2003
PAGE 20 OF 32
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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 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.
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.
14.1.3. Employees are expected to take reasonable care of their uniforms. Employees shall notify
their supervisor when uniforms are in need of replacement and/or repair.
14.1.4 City uniforms shall not to be worn during non-work hours or to non-work locations,
except for incidental stops to or from work and meal periods.
14.1.5 While in uniform, employees shall not publicly drink intoxicating liquor, be publicly
intoxicated or under the influence of a controlled substances.
14.2 Cleanin~ Allowance - Cleaning allowance for Animal Control Officers and Warrant Servers will be as
follows: 1-1-00 $335.00
Effective 1-1-2002, the cleaning allowance for Animal Control Officers and Warrant Servers shall be
increased by $15.00 for anew yearly allowance of$350.00.
14.3 Animal Control & Warrant Servers - The Employer will provide five (5) uniforms to Animal Control
Officers and Warrant Servers
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UN10N ]\0. 589
JJl1uary J, 200 I through December 31,2003
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14.4 Tool Allowance - Vehicle Maintenance
14.4.1 The City will provide an annual tool allowance of$300 per mechanic to buy more efficient tools
or to replace lost, broken, or stolen tools.
14.4.2 The City will purchase all specialty or new tools that are required to perform the job because of
changing technology or City equipment.
14.4.3 Replacement of tools lost or stolen on City property or while performing City business will be
replaced in accordance with City Policy #3-10-16.
14.4.4. All special and heavy duty tools, power tools, and tools larger than one-half (1/2) inch drive will
be furnished and maintained by the City. The City will service and repair all employee owned
pneumatic and calibrated tools.
1..t.5 Safety Shoes - Effective January 1, 2002, the City will reimburse employees up to a maximum of
S 115.00 for the cost of safety or calked shoes/boots, when the Department/Division has determined that they are
req uired.
14.6 License/Certification Differential Pav
Etlective January 1, 2002, employees that are required by the employer and/or choose to have a Washington
State certification or license above the minimum certification level set forth below will receive fifty dollars
(S50.00) 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.
Minimum Certification Levels:
14.6.1 WWTP (WWTP Operator Certification Series)
. WWTP Operator - WWTPO Group II Plant
. WWTP Lab Technician - WWTPO Group II Plant
. WWTP Operations Supervisor - WWTPO Group III Plant
14.6.2 Water Operations (Water Distribution Certification Series)
.
Water Operator - Water Distribution Manager I
.
Water Operator Sr. - Water Distribution Manager II
.
Water Operations Supervisor - Water Distribution Manager III
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W.-\SHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,200 I through December 31,2003
PAGE 22 OF 32
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14.6.3 Water Maintenance (Water Distribution Certification Series)
II Water Distribution Supervisor - Water Distribution Manager III
14.6.4 Cross Connection Control Specialist (Cross Connection Control and Backflow Assemblv
Tester Certification Series)
II Cross Connection Control Specialist I
14.6.5 Storm/Sewer Maintenance (Sewer Collection Svstem Certification Series)
II Utility Service Specialist Supervisor - Sewer Collection System Level III
14.6.6 Automotive Maintenance Technicians (Automotive Service Excellence Certification
Series)
II
One ASE Master Certification - Automotive, Heavy Equipment, or Emergency Vehicle
Technician
14.6.7 Electronics (International Municipal Si~nal Association - Traffic Si~nal Certification Series
and NT Telephone Certification)
II
Electronics Technician - IMSA Level II - Traffic Signal
II
Electronics Technician II - IMSA Level II - Traffic Signal & NT Telephone Certification
14.6.8 Traffic Maintenance (International Municipal Sienal Association - Siens and Markin~s
Certification Series)
II
Sign Shop Service Specialist Supervisor - IMSA Level III - Signs and Markings
14.6.9 Eneineerine (Professional En~ineer and Land Surveyor)
II
Engineer I - Engineer-In- Training Certification
II
Engineer II - Professional Engineer
II
Engineer III - Professional Engineer
1.t. 7 Maintenance of Certifications - The City will reimburse an employee for the actual costs of obtaining
and maintaining a professional or work related certification which is required by the City or has been
required as a condition of working in a particular classification
14.8 Meal Expense - Effective upon the first day of the pay period following approval of this agreement, the
City will reimburse an employee up to eight ($8.00) dollars per meal for meal expenses when the
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,200 I through December 31, 2003
PAGE 23 OF 32
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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
I-t.9 Lod~in~ - Reimbursement for lodging is allowed under the City's Administrative policies and
procedures No. 3-1 "Employee Expense Reimbursement," as may be amended from time to time, when
the employee is required to travel out of town and which includes overnight accommodations. A receipt
is required for proof of out of town accommodations in order to qualify for reimbursement. The City
will also reimburse an employee for mileage expense and pre-pay any other form of transportation cost
to arrive and return from destination, so long as it has been pre-approved by the City.
14.10 Travel & Expenses - An employee who is traveling out of town for a day(s) which does not include
overnight accommodations will be reimbursed the cost of expenditures as set forth in Administrative
Polices and Procedures No. 3-1 as may be amended from time to time. Proper documentation must be
submitted for expenditures (bill, invoice, cash register receipt or other evidence of a transaction) and
approved by the Department Head or Mayor, as applicable. An employee required to travel out of town
and which includes overnight accommodations will be reimbursed for the 1 st day of travel and the return
day of travel at the rates as set forth in the City's Administrative Polices and Procedures No.3-I. All
days in between will be reimbursed at the current per diem rate per day. No documentation for out of .
pocket expenses will be required when an employee receives the per diem rate.
ARTICLE 15
SUBCONTRACTING \VORK
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 aIld one-half percent
(17.5%) of their existing balance. Those affected employees will also be placed on Civil Service
Reinstatement Registers in accordance with existing rules.
ARTICLE 16
MUNICIPAL COURT
EMPLOYMENT RIGHTS
NON-CIVIL
SERVICE
EMPLOYEES
16.1 Hirin~ - 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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 2001 through December 31, 2003
PAGE 24 OF 32
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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 hislher former position during the promotional probationary period will have no
recourse to the grievance procedure.
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 eIPployee of the
Department who is covered by Civil Service is to be laid offby 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:
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,2001 through December 3 1,2003
PAGE 25 OF 32
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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 Dru~ Use - The use of prescription and over-the-counter drugs
which compromise safety in the work place or the quality of the employee's work product is prohibited.
17.4 Emplovee Sanctions - It is the responsibility of every employee to be aware of the above provisions
and to abide by them. Failure to observe these provisions could result in immediate disciplinary action
against the employee, up to and including termination. The employee may be required to participate
satisfactorily in an alcohol or drug abuse assistance or rehabilitation program.
17.5 Drug Abuse Education Program - The City will utilize all available City resources, such as the Police .
Department's 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 isslfance 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
J~nLlary 1,2001 through December 31,2003
PAGE 26 OF 32
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WORK STOPPAGES
ARTICLE 20
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 a question, or challenge raised by an employee or the Union as to
the correct interpretation or application of this Agreement by the City. Such a 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON. WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 2001 through December 31, 2003
PAGE 27 OF 32
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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 of receipt of the grievance and transmit the
decision to the Union.
21.5 Step 4 - In the event that the Human Resources Manager does not resolve the grievance at Step 3 of this
procedure. the Union may request arbitration of the issue by written notification to the Human Resources
Manager. Immediately thereafter, the parties will petition the Public Employment Relations
Commission (PERC) for a list of nine (9) arbitrators.
21.6 Powers and Duties of the Arbitrator - It will be the duty of the arbitrator to conduct a hearing on the
issue or issues submitted by the parties for decision. The hearing will be kept informal and private. The
arbitrator will interpret the provisions of this agreement as they apply to the issue or issues submitted for
decision and will not add to, subtract from nor in /any way otherwise alter nor recommend the alteration
of the terms and conditions of the agreement in deciding the matter. As soon as is practicable after
conducting the hearing, the arbitrator will render a written decision which will be binding upon the
parties.
21.7 Costs of Arbitration - The expenses 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
COLLECTIVE BARGAINING AGREEMENT
CiTY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
.IJtlllJr> l, 200 I through December 3l, 2003
PAGE 28 OF 32
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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 Manae:ement - The City and the Union agree that a need exists for closer cooperation between
labor and management. To accomplish this objective, the Employer and the Union agree that no more
than five (5) duly authorized representatives of the Union will function as one-half (1/2) of a Labor-
Management Committee, the other half being no more than five (5) certain representatives of the City
named for that purpose. The Committee will meet 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 Sharine - The parties consider job sharing as a potential viable alternative to full time employment.
Jobs may be shared on an hourly, or daily basis.
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.
2604 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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January \,200\ through December 3\,2003
PAGE 29 OF 32
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positIOn. The remammg 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
fi ve 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. It shall be understood that compensation at the higher pay rate shall be
effective after the completion of forty (40) consecutive hours in the temporary assignment. The first forty (40)
hours of the temporary assignment shall be paid at the employee's regular rate of pay. Temporary Assignment
will not affect an employee's anniversary date for step advancement purposes.
27.2 Special Assignment - An employee covered by this agreement may be placed in a special assignment,
rather than being permanently reclassified to a higher level to allow for employee rotation, to enhance upward
mobility, or for special projects for a period of one (1) calendar year or less. 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 require the approval of the Human
Resources Manager. Special Assignment will not affect an employee's anniversary date for step advancement
purposes.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,200 I through December 31,2003
PAGE 30 OF 32
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W ASTEW A TER TREATMENT PLANT - EMPLOYEES
ARTICLE 28
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 \VWTP 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.
28.3 WWTP Operator-in-Charee 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 Civil Service Rules in regards to Probation will
apply in all respects excepting any portion of such Rules that are in conflict with the provision of this
Arti cl e.
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 will be allowed to exercise Civil Service Rule 15.01 as if they were to be laid
off.
ARTICLE 29
TEAlYISTERS SUPPLEMENTAL PENSION PLAN AND TEAMSTERS
RETIREES MEDICAL PLAN
The City agrees to discuss allowing the bargaining unit employees the opportunity to voltmtarily participate in the
Teamsters Supplemental Pension Plan and the Teamsters Retirees Medical Plan. It shall be understood that
participation in these plans would be strictly voluntary and that 100% of the cost of participation would be the
responsibility of the employee.
ARTICLE 30
TERM
30.1 This Agreement will become effective upon January 1,2001 and will remain in effect through December
31, 2003. All requests to amend, modify or terminate this Agreement will require either party to file
written notice upon the other at least sixty (60) days prior to December 31,2003.
COLLECTIVE BARGAINING AGREEMENT
CiTY OF BREMERTON, WASHINGTON .. TEAMSTERS LOCAL UNION NO. 589
January I, 2001 through December 3 1,2003
PAGE3l OF 32
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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 19th day of December, 2001.
~'~T
Signed this 1::t:L day oUantI,"], 2 02.
FOR THE CITY OF BREMERTON
FOR GENERAL TEAMSTERS LOCAL UNION #589:
c_~d~~
&~~,~~
Approved as to Form:
~ ~ '~--- -- ~,
~~~City Attorney ~
6 "~
By
Honorable Cary zeman, Mayor
Attest:
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, W ASlllNGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,2001 through December 31, 2003
PAGE 32 OF 32
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! [ I .. ---] t _I I
---- -- ---------, - - -~_.- ---------
1----------- 2001 Teamsters Appendix A
---.. .--.--.- --~ ------ ------ With 3.4% COLA Increase January 1, 2001 -~
1--- ---
12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos. 24 Mos. 24 Mos.
1-------
-- . ------ - Step A Step B Step C Step 0 Step E Step F Step G
----
Grade 4 Annual 24,513 25,119 25,745 26,455 27,144 27,854 28,606
~e Assistant I Monthly 2,043 2,093 2,145 2,205 2,262 2,321 2,384
- ~-- .._~~._-- Semi-Monthly 1,022 1,047 1,073 1,103 1,131 1,161 1,192
Hourly 11.74 12.03 12.33 12.67 13.00 13.34 13.70
-- ____0..__
aT Hourly 17.61 18.05 18.50 19.01 19.50 20.01 20.55
-------- ~--
+Longevity Base +1% 11.86 12.15 12.45 12.80 13.13 13.47 13.84
Base +2% 11.97 12.27 12.58 12.92 13.26 13.61 13.97
Base +3% 12.09 12.39 12.70 13.05 13.39 13.74 14.11
Base +4% 12.21 12.51 12.82 13.18 13.52 13.87 14.25
--
Grade 5 Annual 25,745 26,455 27,144 27,854 28,606 29,336 30,151
Laborer Monthly 2,145 2,205 2,262 2,321 2,384 2,445 2,513
Legal Secretary I Semi-Monthly 1,073 1,103 1,131 1,161 1,192 1,223 1,257
Office Assistant II Hourly 12.33 12.67 13.00 13.34 13.70 14.05 14.44
--
aT Hourly 18.50 19.01 19.50 20.01 20.55 21.08 21.66
1---
+Longevity Base +1% 12.45 . 12.80 13.13 13.47 13.84 14,19 14.58
Base +2% 12.58 12.92 13.26 13.61 13.97 14.33. 14.73
Base +3% 12.70 13.05 13.39 13.74 14.11 14.47 14.87
Base +4% 12.82 13.18 13.52 13.87 14.25 14.61 15.02
Grade 6 Annual 27,144 27,854 28,606 29,336 30,151 30,923 31,800
Accounting Assistant I Monthly 2,262 2,321 2,384 2,445 2,513 2,577 2,650
Recreation Program Coord. I Semi-Monthly 1,131 1,161 1,192 1,223 1,257 1,289 1,325
Hourly 13.00 13.34 13.70 14.05 14.44 14.81 15.23
aT Hourly 19.50 20.01 20.55 21.08 21.66 22.22 22.85
+Longevity Base +1 % 13.13 13.47 13.84 14.19 14.58 14.96 15.38
Base +2% 13.26 13.61 13.97 14.33 14.73 15.11 15.53
------_.-
Base +3% 13.39 13.74 14.11 14.47 14.87 15.25 15.69
Base +4% 13.52 13.87 14.25 14.61 15.02 15.40 15.84
Grade 7 Annual 28,606 29,336 30,151 30,923 31,800 32,615 33,471
Accounting Assistant II Monthly 2,384 2,445 2,513 2,577 2,650 2,718 2,789
Com purer Operator. Utility Semi-Monthly 1,192 1,223 1,257 1,289 1,325 1,359 1,395
Legal Technician Hourly 13.70 14.05 14.44 14.81 15.23 15.62 16.03
Office Assistant Sr. aT Hourly 20.55 21.08 21.66 22.22 22.85 23.43 24.05
WWTP OperatorlTrainee Base +1% 13.84 14.19 14.58 14.96 15.38 15.78 16.19
Water Resources Assistant Base +2% 13.97 14.33 14.73 15.11 15.53 15.93 16.35
Base +3% 14.11 14.47 14.87 15.25 15.69 16.09 16.51
f----- Base +4% 14.25 14.61 15.02 15.40 15.84 16.24 16.67
Grade 8 Annual 30,151 30,923 31,800 32,615 33,471 34,368 35,308
PC Technician Monthly 2,513 2,577 2,650 2,718 2,789 2,864 2,942
-- Semi-Monthly 1,257 1,289 1,325 1,359 1,395 1 ,432 1,471
Hourly 14.44 14.81 15.23 15.62 16.03 16.46 16.91
aT Hourly 21.66 22.22 22.85 23.43 24_05 24.69 25.37
Base +1 % 14.58 14.96 15.38 15.78 16.19 16.62 17_08
~-
Base +2% 14.73 15.11 15.53 15.93 16.35 16.79 17.25
-
Base +3% 14.87 15.25 15.69 16.09 16.51 16.95 17.42
Base +4% 15.02 15.40 15.84 16.24 16.67 17.12 17.59
2001 - 2003 Teamsters Appendix A's JAN 1 2001 1/7/200211 :49 AM
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. ------ __m__. ___~__ _.n ..___ -- - ----~-. I -----~- --- -
I- -- -~---- ---~ 2001 Teamsters Appendix A
-- .---- -- With 3.4% COLA Increase January 1, 2001
-- ---"
12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos. 24 Mos. 24 Mos.
1-- --
- ---- Step A Step B Step C Step D Step E Step F Step G
Grade 9 Annual 31,800 32,615 33,471 34,368 35,308 36,269 37,313
Accounting Assistant Sr. Monthly 2,650 2,718 2,789 2,864 2,942 3,022 3,109
Animal Control Officer Semi-Monthly 1,325 1,359 1,395 1,432 1,471 1,511 1,555
BDSI Hourly 15.23 15.62 16.03 16.46 16.91 17.37 17.87
Department Secretary OT Hourly 22.85 23.43 24.05 24.69 25.37 26.06 26.81
E:ngineering Technician I Base +1% 15.38 15.78 16.19 16.62 17.08 17.54 18.05
--
l..egal_Secretary II Base +2% 15.53 15.93 16.35 16.79 17.25 17.72 18.23
Le.9.al Tec_h..l!i.cian S~____ Base +3% 15.69 16.09 16.51 16.95 17.42 17.89 18.41
Mechanic's Assistant Base +4% 15.84 16.24 16.67 17.12 17.59 18.06 18.58
9p~r~t()r___~____ _
Service Specialist
Grade 10 Annual 33,471 34,368 35,308 36,269 37,313 38,336 39,359
Engineering Technician II Monthly 2,789 2,864 2,942 3,022 3,109 3,195 3,280
Payroll Specialist Semi-Monthly 1,395 1 ,432 1,471 1,511 1,555 1,598 1,640
WWTP Lab. Technician Hourly 16.03 16.46 16.91 17.37 17.87 W,36 18.85
WWTP Maintenance Tech. OT Hourly 24.05 24.69 25.37 26.06 26.81 27.54 28.28
I- ---
Base +1% 16.19 16.62 17.08 17.54 18.05 18.54 19.04
Base +2% 16.35 16.79 17.25 17.72 18.23 18.73 19.23
- - -----
Base +3% 16.51 16.95 17.42 17.89 18.41 18.91 19.42
Base +4% 16.67 17.12 17.59 18.06 18.58 19.09 19.60
-- -----
Grade 11 Annual 35,308 36,269 37,313 38,336 39,359 40,507 41,572
Court Home Detention Specialist Monthly 2,942 3,022 3,109 3,195 3,280 3,376 3,464
Electrician I Semi-Monthly 1,471 1,511 1,555 1,598 1,640 1,688 1,732
Mechanic Hourly 16.91 17.37. 17.87 18.36 18.85 19.40 19.91
Operator Senior OT Hourly 25.37 26.06 26.81 27.54 28.28 29.10 29.87
Recreation Program Coord. II Base +1 % 17.08 17.54 18.05 18.54 19.04 19.59 20.11
Service Specialist Sr. Base +2% 17.25 17.72 18.23 18.73 19.23 19.79 20.31
Warrant Server Base +3% 17.42 17.89 18.41 18.91 19.42 19.98 20.51
WWTP Operator Base +4% 17.59 18.06 18.58 19.09 19.60 20.18 20.71
Grade 12 Annual 37,313 38,336 39,359 40,507 41,572 42,679 43,911
Aquatics Supervisor Monthly 3,109 3,195 3,280 3,376 3,464 3,557 3,659
Biosolids Technician Semi-Monthly 1,555 1,598 1,640 1,688 1,732 1,779 1,830
Cemetery Caretaker Hourly 17.87 18.36 18.85 19.40 19.91 20.44 21.03
Engineering Technician III OT Hourly 26.81 27.54 28.28 29.10 29.87 30.66 31.55
Environmental Technician Base +1% 18.05 18.54 19.04 19.59 20.11 20.64 21.24
Facilities Supervisor Base +2% 18.23 18.73 19.23 19.79 20.31 20.85 21.45
Maintenance Technician Base +3% 18.41 18.91 19.42 19.98 20.51 21.05 21.66
Probation Officer Base +4% 18.58 19.09 19.60 20.18 20.71 21.26 21.87
Grade 13 Annual 39,359 40,507 41,572 42,679 43,911 45,122 46,312
BDSII Monthly 3,280 3,376 3,464 3,557 3,659 3,760 3,859
Engineering Technician IV Semi-Monthly 1,640 1,688 1,732 1,779 1,830 1,880 1,930
Lead Mechanic Hourly 18.85 19.40 19.91 20.44 21.03 21.61 22.18
Lead Operator OT Hourly 28.28 29.10 29.87 30.66 31.55 32.42 33.27
Lead Service Specialist Base +1% 19.04 19.59 20.11 20.64 21.24 21.83 22.40
Maintenance Coordinator Base +2% 19.23 19.79 20.31 20.85 21.45 22.04 22.62
Planner Base +3% 19.42 19.98 20.51 21.05 21.66 22.26 22.85
Base +4% 19.60 20.18 20.71 21.26 21.87 22.47 23.07
-2001 - 2003 Teamsters Appendix A's JP N 1 2001 1f712002 11 :49 AM 2
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--~~-~---
~. 2001 Teamsters Appendix A .-
------- ~- With 3.4% COLA Increase January 1, 2001
-----~-----,~
-- i
12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos. 24 Mos. 24 Mos.
---
Step A Step B Step C Step D Step E Step F Step G
Grade 14 Annual 41,572 42,679 43,911 45,122 46,312 47,606 48,964
Accountant Monthly 3,464 3,557 3,659 3,760 3,859 3,967 4,080
BDS III Semi-Monthly 1,732 1,779 1,830 1,880 1,930 1,984 2,040
Compo Prog./Analyst Hourly 19.91 20.44 21.03 21.61 22.18 22.80 23.45
~omp. Maint. Mgmt. Sys. Tech. OT Hourly 29.87 30.66 31.55 32.42 33.27 34.20 35.18
Electronics Tech. Base +1% 20.11 20.64 21.24 21.83 22.40 23.03 23.68
JolJ-"ney Level Electrician Base +2% 20.31 20.85 21.45 22.04 22.62 23.26 23.92
Project Coordinator Base +3% 20.51 21.05 21.66 22.26 22.85 23.48 24.15
Utility Accounts Supervisor Base +4% 20.71 21.26 21.87 22.47 23.07 23.71 24.39
Grade 15 Annual 43,911 45,122 46,312 47,606 48,964 50,321 51,782
Civil Engineer I Monthly 3,659 3,760 3,859 3,967 4,080 4,193 4,315
Facilities/Inventory Supervisor Semi-Monthly 1,830 1,880 1,930 1,984 2,040 2,097 2,158
Service Specialist Supervisor Hourly 21.03 21.61 22.18 22.80 23.45 24.10 24.80
Parks Maintenance Supervisor OT Hourly 31.55 32.42 33.27 34.20 35.18 36.15 37.20
Planner Senior Base +1 % 21.24 21.83 22.40 23.03 23.68 24.34 25.05
- ----
Water Distribution Supervisor Base +2% 21.45 22.04 22.62 23.26 23.92 24.58 25.30
Water Operations Supervisor Base +3% 21.66 22.26 22.85 23.48 24.15 24.82 25.54
WWTP Maint.Supervisor Base +4% 21.87 22.47 23.07 23.71 24.39 25.06 25.79
--
Grade 16 Annual 46,312 47,606 48,964 50,321 51,782 53,286 54,726
Civil Engineer II Monthly 3,859 3,967 4,080 4,193 4,315 4,441 4,561
Electronics Supervisor Semi-Monthly 1,930 1,984 2,040 2,097 2,158 2,221 2,281
WWTP Operations Supervisor Hourly 22.18 22.80 23.45 24.10 24.80 25.52 26.21
OT Hourly 33.27 34.20 35.18 36.15 37.20 38.28 39.32
Base +1% 22.40 23.03 23.68 24.34 25.05 25.78 26.47
Base +2% 22.62 23.26 23.92 24.58 25.30 26.03 26.73
--
Base +3% 22.85 23.48 24.15 24.82 25.54 26.29 27.00
Base +4% 23.07 23.71 24.39 25.06 25.79 26.54 27.26
Grade 17 Annual 48,964 50,321 51,782 53,286 54,726 56,313 57,858
None Monthly 4,080 4,193 4,315 4,441 4,561 4,693 4,822
Semi-Monthly 2,040 2,097 2,158 2,221 2,281 2,347 2,411
Hourly 23.45 24.10 24.80 25.52 26.21 26.97 27.71
OT Hourly 35.18 36.15 37.20 38.28 39.32 40.46 41.57
Base +1% 23.68 24.34 25.05 25.78 26.47 27.24 27.99
Base +2% 23.92 24.58 25.30 26.03 26.73 27.51 28.26
Base +3% 24.15 24.82 25.54 26.29 27.00 27.78 28.54
Base +4% 24.39 25.06 25.79 26.54 27.26 28.05 28.82
--
Grade 18 Annual 51,782 53,286 54,726 56,313 57,858 59,466 61,116
_Civil Engineer III. Monthly 4,315 4,441 4,561 4,693 4,822 4,956 5,093
Network Administrator Semi-Monthly 2,158 2,221 2,281 2,347 2,411 2,478 2,547
Hourly 24.80 25.52 26.21 26.97 27.71 28.48 29.27
OT Hourly 37.20 38.28 39.32 40.46 41.57 42.72 43.91
Base +1% 25.05 25.78 26.47 27.24 27.99 28.76 29.56
Base +2% 25.30 26.03 26.73 27.51 28.26 29.05 29.86
Base +3% 25.54 26.29 27.00 27.78 28.54 29.33 30.15
Base +4% 25.79 26.54 27.26 28.05 28.82 29.62 30.44
2001 - 2003 Teamsters Appendix A's JAN 1 2001 1/7/200211 :49 AM
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2001 Teamsters Appendix A
----- -~---- With 3.4% COLA Increase January 1, 2001
-----
12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos. 24 Mos. 24 Mos.
-
Step A Step B Step C Step D Step E Step F Step G
Grade 19 Annual 54,726 56,313 57,858 59,466 61,116 62,640 64,206
~_one_ Monthly 4,561 4,693 4,822 4,956 5,093 5,220 5,351
Semi-Monthly 2,281 2,347 2,411 2,478 2,547 2,610 2,676
Hourly 26.21 26.97 27.71 28.48 29.27 30.00 30.75
OT Hourly 39.32 40.46 41.57 42.72 43.91 45.00 46.13
Base +1 % 26.47 27.24 27.99 28.76 29.56 30.30 31.06
----
Base +2% 26.73 27.51 28.26 29.05 29.86 30.60 31.37
Base +3% 27.00 27.78 28.54 29.33 30.15 30.90 31.67
---
Base +4% 27.26 28.05 28.82 29.62 30.44 31.20 31.98
2001 - 2003 Teamsters Appendix A's JAN 1 2001 1/7/200211:49 AM
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.----- ".------ ---
- - - -------- --. 2001 Teamsters Appendix A _.---------
1----_. Re-Classification Effective July 1, 2001
---- - --~----+-
12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos. 24 Mos. 24 Mos.
---- ---+- ~----
I- ---_..~ ------- I Step A Step B Step C Step D Step E Step F Step G
Grade 4 Annual 24,513 25,119 25,745 26,455 27,144 27,854 28,606
Parks Laborer Monthly 2,043 2,093 2,145 2,205 2,262 2,321 2,384
-------- Semi-Monthly 1,022 1,047 1,073 1,103 1,131 1,161 1,192
Hourly 11.74 12.03 12.33 12.67 13.00 13.34 13.70
OT Hourly 17.61 18.05 18.50 19.01 19.50 20.01 20.55
"---
+l.gngevi~l'.__ Base +1% 11.86 12.15 12.45 12.80 13.13 13.47 13.84
Base +2% 11.97 12.27 12.58 12.92 13.26 13.61 13.97
-. .._~--- -~-_.~
Base +3% 12.09 12.39 12.70 13.05 13.39 13.74 14.11
Base +4% 12.21 12.51 12.82 13.18 13.52 13.87 14.25
----
Grade 5 Annual 25,745 26,455 27,144 27,854 28,606 29,336 30,151
Office Assistant I Monthly 2,145 2,205 2,262 2,321 2,384 2,445 2,513
Semi-Monthly 1,073 1,103 1,131 1,161 1,192 1,223 1,257
Hourly 12.33 12.67 13.00 13.34 13.70 14.05 14.44
OT Hourly 18.50 19.01 19.50 20.01 20.55 21.08 21.66
+Longevity Base +1% 12.45 12.80 13.13 13.4 7 13.84 14.19 14.58
Base +2% 12.58 12.92 13.26 13.61 13.97 14.33 14.73
----
Base +3% 12.70 13.05 13.39 13.74 14.11 14.47 14.87
Base +4% 12.82 13.18 13.52 13.87 14.25 14.61 15.02
-- -----"
Grade 6 Annual 27,144 27,854 28,606 29,336 30,151 30,923 31,800
Office Assistant II Monthly 2,262 2,321 2,384 2,445 2,513 2,577 2,650
Water Resources Assistant Semi-Monthly 1,131 1,161 1,192 1,223 1,257 1,289 1,325
Hourly 13.00 13.34 13.70 14.05 14.44 14.81 15.23
-.
OT Hourly 19.50 20.01 20.55 21.08 21.66 22.22 22.85
+Longevity Base +1 % 13.13 13.4 7 13.84 14.19 14.58 14.96 15.38
Base +2% 13.26 13.61 13.97 14.33 14.73 15.11 15.53
Base +3% 13.39 13.74 14.11 14.4 7 14.87 15.25 15.69
.-----.- ------
Base +4% 13.52 13.87 14.25 14.61 15.02 15.40 15.84
--
,
Grade 7 Annual 28,606 29,336 30,151 30,923 31,800 32,615 33,471
Office Assistant III Monthly 2,384 2,445 2,513 2,577 2,650 2,718 2,789
Police Records Specialist I Semi-Monthly 1,192 1,223 1,257 1,289 1,325 1,359 1,395
Hourly 13.70 14.05 14.44 14.81 15.23 15.62 16.03
OT Hourly 20.55 21.08 21.66 22.22 22.85 23.43 24.05
Base +1 % 13.84 14.19 14.58 14.96 15.38 15.78 16.19
Base +2% 13.97 14.33 14.73 15.11 15.53 15.93 16.35
Base +3% 14.11 14.47 14.87 15.25 15.69 16.09 16.51
Base +4% 14.25 14.61 15.02 15.40 15.84 16.24 16.67
Grade 8 Annual 30,151 30,923 31,800 32,615 33,471 34,368 35,308
Accounting Assistant II Monthly 2,513 2,577 2,650 2,718 2,789 2,864 2,942
Legal Technician Semi-Monthly 1,257 1,289 1,325 1,359 1,395 1,432 1,471
Office Assistant Sr. Hourly 14.44 14.81 15.23 15.62 16.03 16.46 16.91
Recreation Prog. Coor. I OT Hourly 21.66 22.22 22.85 23.43 24.05 24.69 25.37
Base +1% 14.58 14.96 15.38 15.78 16.19 16.62 17.08
Base +2% 14.73 15.11 15.53 15.93 16.35 16.79 17.25
Base +3% 14.87 15.25 15.69 16.09 16.51 16.95 17.42
--
Base +4% 15.02 15.40 15.84 16.24 16.67 17.12 17.59
2001 - 2003 Teamsters Appendix A's JULY 1 20011/7/200211:41 AM
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------ ------------ 2001 Teamsters Appendix A
--- Re-Classification Effective July 1, 2001
--
12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos. 24 Mos. 24 Mos.
-
Step A Step B Step C Step D Step E Step F Step G
Grade 9 Annual 31,800 32,615 33,471 34,368 35,308 36,269 37,313
Accounting Assistant III Monthly 2,650 2,718 2,789 2,864 2,942 3,022 3,109
Police Records Specialist II Semi-Monthly 1,325 1,359 1,395 1,432 1,471 1,511 1,555
Hourly 15.23 15.62 16.03 16.46 16.91 17.37 17.87
OT Hourly 22.85 23.43 24.05 24.69 25.37 26.06 26.81
--- Base +1% 15.38 15.78 16.19 16.62 17.08 17.54 18.05
Base +2% 15.53 15.93 16.35 16.79 17.25 17.72 18.23
-~-- -"" --
Base +3% 15.69 16.09 16.51 16.95 17.42 17.89 18.41
Base +4% 15.84 16.24 16.67 17.12 17.59 18.06 18.58
Grade 10 Annual 33,471 34,368 35,308 36,269 37,313 38,336 39,359
Accounting Assistant Sr. Monthly 2,789 2,864 2,942 3,022 3,109 3,195 3,280
Animal Control Officer Semi-Monthly 1,395 1 ,432 1,471 1,511 1,555 1,598 1,640
Legal Technician Sr. Hourly 16.03 16.46 16.91 17.37 17.87 18.36 18.85
Office Assistant Senior Spec. OT Hourly 24.05 24.69 25.37 26.06 26.81 27.54 28.28
Parks Service Specialist Base +1% 16.19 16.62 17.08 17.54 18.05 18.54 19.04
Payroll Specialist Base +2% 16.35 16.79 17.25 17.72 18.23 18.73 19.23
Utilities Meter Reader Base +3% 16.51 16.95 17.42 17.89 18.41 18.91 19.42
Water Operator Base +4% 16.67 17.12 17.59 18.06 18.58 19.09 19.60
Grade 11 Annual 35,308 36,269 37,313 38,336 39,359 40,507 41,572
Building & Dev. Spec. I Monthly 2,942 3,022 3,109 3,195 3,280 3,376 3,464
Engineering Technican II Semi-Monthly 1,471 1,511 1,555 1,598 1,640 1,688 1,732
Recreation Prog. Coord. II Hourly 16.91 17.37 17.87 18.36 18.85 19.40 19.91
Sign Shop Service Specialist OT Hourly 25.37 26.06 26.81 27.54 28.28 29.10 29.87
Street Service Specialist Base +1% 17.08 17.54 18.05 18.54 19.04 19.59 20.11
Utilities Service Specialist Base +2% 17.25 17.72 18.23 18.73 19.23 19.79 20.31
Base +3% 17.42 17.89 18.41 18.91 19.42 19.98 20.51
Base +4% 17.59 18.06 18.58 19.09 19.60 20.18 20.71
Grade 12 Annual 37,313 38,336 39,359 40,507 41,572 42,679 43,911
Court Home Detention Spec. Monthly 3,109 3,195 3,280 3,376 3,464 3,557 3,659
Forestry Service Spec. Sr. Semi-Monthly 1,555 1,598 1,640 1,688 1,732 1,779 1,830
_c;olf Operations Supvr. -- Hourly 17.87 18.36 18.85 19.40 19.91 20.44 21.03
Parks Service Spec. Sr. OT Hourly 26.81 27.54 28.28 29.10 29.87 30.66 31.55
Probation Officer Base +1 % 18.05 18.54 19.04 19.59 20.11 20.64 21.24
Recreation Prog. Coord. III Base +2% 18.23 18.73 19.23 19.79 20.31 20.85 21.45
Utility Accounts Specialist Base +3% 18.41 18.91 19.42 19.98 20.51 21.05 21.66
Warrant Server Base +4% 18.58 19.09 19.60 20.18 20.71 21.26 21.87
Water Operator Sr.
WWTP Maintenance Tech.
2001 -2003 Teamsters Appendix A's JULY 1 20011/7/200211:41 AM
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- ---- -------~_. -- --~--_.~-~ ___L___ ------- ____l_ ----
--- - - --- .-------- - 2001 Teamsters Appendix A ---_.__.-~
Re-Classification Effective July 1, 2001 --
12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos. 24 Mos. 24 Mos.
.-- --------
I Step A Step B Step C Step D Step E Step F Step G
e--
Grade 13 Annual 39,359 40,507 41,572 42,679 43,911 45,122 46,312
~lJtomotive Equip. Tech. Monthly 3,280 3,376 3,464 3,557 3,659 3,760 3,859
Cross Connection Cont. Spec. Semi-Monthly 1,640 1,688 1,732 1 ,779 1,830 1,880 1,930
Engineering Technician III Hourly 18.85 19.40 19.91 20.44 21.03 21.61 22.18
Maintenance Coordinator I aT Hourly 28.28 29.10 29.87 30.66 31.55 32.42 33.27
PC Technician Base +1 % 19.04 19.59 20.11 20.64 21.24 21.83 22.40
Sign Shop Service Spec. Sr. Base +2% 19.23 19.79 20.31 20.85 21.45 22.04 22.62
Streets Service Spec. Sr. Base +3% 19.42 19.98 20.51 21.05 21.66 22.26 22.85
Utilities Service Spec. Sr. Base +4% 19.60 20.18 20.71 21.26 21.87 22.47 23.07
Water Distribution Spec., Lead
WWTP Lab Technician
Grade 14 Annual 41,572 42,679 43,911 45,122 46,312 47,606 48,964
Building & Dev. Spec. II Monthly 3,464 3,557 3,659 3,760 3,859 3,967 4,080
Planner Semi-Monthly 1,732 1,779 1,830 1,880 1,930 1,984 2,040
Lead Water Operator Hourly 19.91 20.44 21.03 21.61 22.18 22.80 23.45
Environmental Technician aT Hourly 29.87 30.66 31.55 32.42 33.27 34.20 35.18
WWTP Operator I Base +1% 20.11 20.64 21.24 21.83 22.40 23.03 23.68
Base +2% 20.31 20.85 21.45 22.04 22.62 23.26 23.92
Base +3% 20.51 21.05 21.66 22.26 22.85 23.48 24.15
Base +4% 20.71 21.26 21.87 22.47 23.07 23.71 24.39
Grade 15 Annual 43,911 45,122 46,312 47,606 48,964 50,321 51,782
Assistant Network Admin. Monthly 3,659 3,760 3,859 3,967 4,080 4,193 4,315
Customer Service/PC Tech. Semi-Monthly 1,830 1,880 1,930 1,984 2,040 2,097 2,158
Electronics Technician Hourly 21.03 21.61 22.18 22.80 23.45 24.10 24.80
Engineering Technician IV aT Hourly 31.55 32.42 33.27 34.20 35.18 36.15 37.20
Journey Level Electrician Base +1% 21.24 21.83 22.40 23.03 23.68 24.34 25.05
Lead Automotive Equip. Tech. Base +2% 21.45 22.04 22.62 23.26 23.92 24.58 25.30
Lead Utilities Service Spec. Base +3% 21.66 22.26 22.85 23.48 24.15 24.82 25.54
Lead Water Distribution Spec. Base +4% 21.87 22.47 23.07 23.71 24.39 25.06 25.79
Maintenance Coordinator II
Parks Facilities Specialist
Parks Lead Service Spec.
Utilities Accounts Supvr.
WWTP CMMS Technician
WWTP Operator II
Grade 16 Annual 46,312 47,606 48,964 50,321 51,782 53,286 54,726
Civil Engineer I Monthly 3,859 3,967 4,080 4,193 4,315 4,441 4,561
Semi-Monthly 1,930 1,984 2,040 2,097 2,158 2,221 2,281
Hourly 22.18 22.80 23.45 24.10 24.80 25.52 26.21
aT Hourly 33.27 34.20 35.18 36.15 37.20 38.28 39.32
Base +1 % 22.40 23.03 23.68 24.34 25.05 25.78 26.47
Base +2% 22.62 23.26 23.92 24.58 25.30 26.03 26.73
-------- --~----
Base +3% 22.85 23.48 24.15 24.82 25.54 26.29 27.00
Base +4% 23.07 23.71 24.39 25.06 25.79 26.54 27.26
2001.2003 Teamsters Appendix A's JULY 120011171200211:41 AM
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1--------- 2001 Teamsters Appendix A --
------ Re-Classification Effective July 1, 2001
12 Mos. 12 Mos. 12 Mos; 12 Mos. 24 Mos. 24 Mos. 24 Mos.
-- Step A Step B Step C Step D Step E Step F Step G
Grade 17 Annual 48,964 50,321 51,782 53,286 54,726 56,313 57,858
Electronics Supervisor Monthly 4,080 4,193 4,315 4,441 4,561 4,693 4,822
Network Administrator Semi-Monthly 2,040 2,097 2,158 2,221 2,281 2,347 2,411
~Ianner 11__ ____ Hourly 23.45 24.10 24.80 25.52 26.21 26.97 27.71
Sign Shop Service Spec. Supv. OT Hourly 35.18 36.15 37.20 38.28 39.32 40.46 41.57
Streets Service Spec. Supvr. Base +1 % 23.68 24.34 25.05 25.78 26.47 27.24 27.99
Utilities Service Spec. Supvr. Base +2% 23.92 24.58 25,30 26.03 26.73 27.51 28.26
Water Distribution Supervisor Base +3% 24.15 24.82 25.54 26.29 27.00 27.78 28.54
Water Resources Oprns. Supv. Base +4% 24.39 25.06 25.79 26.54 27.26 28.05 28.82
WWTP Operations Supervisor
Grade 18 Annual 51,782 53,286 54,726 56,313 57,858 59,466 61,116
Civil Engineer \I Monthly 4,315 4,441 4,561 4,693 4,822 4,956 5,093
Engineering Technician Sr. Semi-Monthly 2,158 2,221 2,281 2,347 2,411 2,478 2,547
Forestry Service Spec. Supvr. Hourly 24.80 25.52 26.21 26.97 27.71 28.48 29.27
OT Hourly 37.20 38.28 39.32 40.46 41.57 42.72 43.91
Base +1 % 25.05 25.78 26.47 27.24 27.99 28.76 29.56
Base +2% 25.30 26.03 26.73 27.51 28.26 29.05 29.86
Base +3% 25.54 26.29 27.00 27.78 28.54 29.33 30.15
Base +4% 25.79 26.54 27.26 28.05 28.82 29.62 30.44
Grade 19 Annual 54,726 56,313 57,858 59,466 61,116 62,640 64,206
Civil Engineer III Monthly 4,561 4,693 4,822 4,956 5,093 5,220 5,351
1-- Semi-Monthly 2,281 2,347 2,411 2,478 2,547 2,610 2,676
Hourly 26.21 26.97 27.71 28.48 29.27 30.00 30.75
OT Hourly 39.32 40.46 41.57 42.72 43.91 45.00 46.13
Base +1 % 26.47 27.24 27.99 28.76 29.56 30.30 31.06
Base +2% 26.73 27.51 28.26 29.05 29.86 30.60 31.37
1---- Base +3% 27.00 27.78 28.54 29.33 30.15 30.90 31.67
Base +4% 27.26 28.05 28.82 29.62 30.44 31.20 31.98
2001 - 2003 Teamsters Appendix A's JULY 1 2001 1/7/200211:41 AM
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-- - ------ - ---, _____.-J-. - - ___-----t_ --
-"" -- ---- ----" --- .--- --------- ~-_.__. 2002 Teamsters Appendix A -
With 3.5% COLA Increase January 1, 2002
---
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos. 24 Mos.
Step A Step B Step C Step D Step E Step F Step G
Grade 4 Annual 25,369 25,996 26,643 27,374 28,104 28,835 29,608
Parks Laborer Monthly 2,114 2,166 2,220 2,281 2,342 2,403 2,467
----~---
c--- ---- - nm Semi-Monthly 1,057 1,083 1,110 1,141 1,171 1,202 1,234
Hourly 12.15 12.45 12.76 13.11 13.46 13.81 14.18
--- -----
OT Hourly 18.23 18.68 19.14 19.67 20.19 20.72 21.27
+Longevity Base +1% 12.27 12.57 12.89 13.24 13.59 13.95 14.32
Base +2% 12.39 12.70 13.02 13.37 13.73 14.09 14.46
Base +3% 12.51 12.82 13.14 13.50 13.86 14.22 14.61
Base +4% 12.64 12.95 13.27 13.63 14.00 14.36 14.75
Grade 5 Annual 26,643 27,374 28,104 28,835 29,608 30,360 31,216
Office Assistant I Monthly 2,220 2,281 2,342 2,403 2,467 2,530 2,601
Semi-Monthly 1,110 1,141 1,171 1,202 1,234 1,265 1,301
Hourly 12.76 13.11 13.46 13.81 14.18 14.54 14.95
---.--- .---.-
OT Hourly 19.14 19.67 20.19 20.72 21.27 21.81 22.43
-------------
+Longevity Base +1% 12.89 13.24 13.59 13.95 14.32 14.69 15.10
Base +2% 13.02 13.37 13.73 14.09 14.46 14.83 15.25
Base +3% 13.14 13.50 13.86 14.22 14.61 14.98 15.40
Base +4% 13.27 13.63 14.00 14.36 14.75 15.12 15.55
Grade 6 Annual 28,104 28,835 29,608 30,360 31,216 32,009 32,907
Office Assistant II Monthly 2,342 2,403 2,467 2,530 2,601 2,667 2,742
Water Resources Assistant Semi-Monthly 1,171 1,202 1,234 1,265 1,301 1,334 1,371
Hourly 13.46 13.81 14.18 14.54 14.95 15.33 15.76
OT Hourly 20.19 20.72 21.27 21.81 22.43 23.00 23.64
+Longevity Base +1 % 13.59 13.95 14.32 14.69 15.10 15.48 15.92
Base +2% 13.73 14.09 14.46 14.83 15.25 15.64 16.08
f--
Base +3% 13.86 14.22 14.61 14.98 15.40 15.79 16.23
Base +4% 14.00 14.36 14.75 15.12 15.55 15.94 16.39
Grade 7 Annual 29,608 30,360 31,216 32,009 32,907 33,763 34,640
Office Assistant III Monthly 2,467 2,530 2,601 2,667 2,742 2,814 2,887
Police Records Specialist J Semi-Monthly 1,234 1,265 1,301 1,334 1,371 1,407 1 ,444
Hourly 14.18 14.54 14.95 15.33 15.76 16.17 16.59
OT Hourly 21.27 21.81 22.43 23.00 23.64 24.26 24.89
Base +1% 14.32 14.69 15.10 15.48 15.92 16.33 16.76
Base +2% 14.46 14.83 15.25 15.64 16.08 16.49 16.92
Base +3% 14.61 14.98 15.40 15.79 16.23 16.66 17.09
Base +4% 14.75 15.12 15.55 15.94 16.39 16.82 17.25
______0
Grade 8 Annual 31,216 32,009 32,907 33,763 34,640 35,580 36,540
Accounting Assistant II Monthly 2,601 2,667 2,742 2,814 2,887 2,965 3,045
Legal Technician Semi-Monthly 1,301 1,334 1,371 1,407 1,444 1,483 1,523
Office Assistant Sr. Hourly 14.95 15.33 15.76 16.17 16.59 17.04 17.50
Recreation Prog. Coor. I OT Hourly 22.43 23.00 23.64 24.26 24.89 25.56 26.25
Base +1% 15.10 15.48 15.92 16.33 16.76 17.21 17.68
f----- Base +2% 15.25 15.64 16.08 16.49 16.92 17.38 17.85
1---- Base +3% 15.40 15.79 16.23 16.66 17.09 17.55 18.03
I-----~-- Base +4% 15.55 15.94 16.39 16.82 17.25 17.72 18.20
2001 - 2003 Teamsters Appendix A's JAN 1 2002 1f712002 11:41 AM
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---- -- -~_.. --~--
-.-- .-- 2002 Teamsters Appendix A
With 3.5% COLA Increase January 1, 2002
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos. 24 Mos.
--"
- ______u___ Step A Step B Step C Step D Step E Step F Step G
Grade 9 Annual 32,907.00 33,763.00 34,640.00 35,580.00 36,540.00 37,542.00 38,628.00
Accounting Assistant III Monthly 2,742.00 2,814.00 2,887.00 2,965.00 3,045.00 3,129.00 3,219.00
Police Records Specialist II Semi-Monthly 1,371.00 1,407.00 1,444.00 1,483.00 1,523.00 1,565.00 1,610.00
Hourly 15.76 16.17 16.59 17.04 17.50 17.98 18.50
_.
OT Hourly 23.64 24.26 24.89 25.56 26.25 26.97 27.75
--------- .15.92
Base +1 % 16.33 16.76 17.21 17.68 18.16 18.69
f----
Base +2% 16.08 16.49 16.92 17.38 17.85 18.34 18.87
Base +3% 16.23 16.66 17.09 17.55 18.03 18.52 19.06
Base +4% 16.39 16.82 17.25 17.72 18.20 18.70 19.24
-~---
Grade 10 Annual 34,640 35,580 36,540 37,542 38,628 39,672 40,737
Accounting Assistant Sr. Monthly 2,887 2,965 3,045 3,129 3,219 3,306 3,395
Animal Control Officer Semi-Monthly 1,444 1,483 1,523 1,565 1,610 1,653 1,698
Legal Technician Sr. Hourly 16.59 17.04 17.50 17.98 18.50 19.00 19.51
Office Assistant Senior Spec. OT Hourly 24.89 25.56 26.25 26.97 27.75 28.50 29.27
Parks Service Specialist Base +1% 16.76 17.21 17.68 18.16 18.69 19.19 19.71
Payroll Specialist Base +2% 16.92 17.38 17.85 18.34 18.87 19.38 19.90
Utilities Meter Reader Base +3% 17.09 17.55 18.03 18.52 19.06 19.57 20.10
Water Operator Base +4% 17.25 17.72 18.20 18.70 19.24 19.76 20.29
Grade 11 Annual 36,540 37,542 38,628 39,672 40,737 41,927 43,034
~Iding & Dev. Spec. I Monthly 3,045 3,129 3,219 3,306 3,395 3,494 3,586
Engineering Technician II Semi-Monthly 1,523 1,565 1,610 1,653 1,698 1,747 1,793
Recreation Prog. Coord. II Hourly 17.50 17.98 18.50 19.00 19.51 20.08 20.61
Sign Shop Service Specialist OT Hourly 26.25 26.97 27.75 28.50 29.27 30.12 30.92
Street Service Specialist Base +1% 17.68 18.16 18.69 19.19 19.71 20.28 20.82
Utilities Service Specialist Base +2% 17.85 18.34 18.87 19.38 19.90 20.48 21.02
Base +3% 18.03 18.52 19.06 19.57 20.10 20.68 21.23
Base +4% 18.20 18.70 19.24 19.76 20.29 20.88 21.43
Grade 12 Annual 38,628 39,672 40,737 41,927 43,034 44,182 45,456
Court Home Detention Spec. Monthly 3,219 3,306 3,395 3,494 3,586 3,682 3,788
Forestry Service Spec. Sr. Semi-Monthly 1,610 1,653 1,698 1,747 1,793 1,841 1,894
(3()1f Operations Supvr. i Hourly 18.50 19.00 19.51 20.08 20.61 21.16 21.77
Parks Service Spec. Sr. OT Hourly 27.75 28.50 29.27 30.12 30.92 31.74 32.66
Probation Officer Base +1 % 18.69 19.19 19.71 20.28 20.82 21.37 21.99
Recreation Prog. Coord. III Base +2% 18.87 19.38 19.90 20.48 21.02 21.58 22.21
Utilitiy Accounts Specialist Base +3% 19.06 19.57 20.10 20.68 21.23 21.79 22.42
Warrant Server Base +4% 19.24 19.76 20.29 20.88 21.43 22.01 22.64
Water Operator Sr.
WWTP Maintenance Tech.
2001 - 2003 Teamsters Appendix A's JAN 1 2002 1rrt2002 11:41 AM
2
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~ -- ---- ----. -.-.----." 2002 Teamsters Appendix A _H
-- - -- ----- -- -- With 3.5% COLA Increase January 1, 2002 -------
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos. 24 Mos.
-- Step A Step B Step C Step D Step E Step F Step G
Grade 13 Annual 40,737 41,927 43,034 44,182 45,456 46,709 47,940
Auto-'!'~ti'{~Equip.Tech. _ Monthly 3,395 3,494 3,586 3,682 3,788 3,892 3,995
Cross ~onnection Cont. Spec. Semi-Monthly 1,698 1,747 1,793 1,841 1,894 1,946 1,998
Engineering Technician III Hourly 19.51 20.08 20.61 21.16 21.77 22.37 22.96
Maintenance Coordinator I OT Hourly 29.27 30.12 30.92 31.74 32.66 33.56 34.44
PC Technician Base +1% 19.71 20.28 20.82 21.37 21.99 22.59 23.19
Sign Shop Service Spec. Sr. Base +2% 19.90 20.48 21.02 21.58 22.21 22.82 23.42
Streets Service Spec. Sr. Base +3% 20.10 20.68 21.23 21.79 22.42 23.04 23.65
Utilities Service Spec. Sr. Base +4% 20.29 20.88 21.43 22.01 22.64 23.26 23.88
Water Distribution Spec., Lead
WWTP Lab Technician
~-
Grade 14 Annual 43,034 44,182 45,456 46,709 47,940 49,277 50,676
Bu!l~ing& D~v. Spe_~.. Monthly 3,586 3,682 3,788 3,892 3,995 4,106 4,223
Planner Semi-Monthly 1,793 1,841 1,894 1,946 1,998 2,053 2,112
Lead Water Operator Hourly 20.61 21.16 21.77 22.37 22.96 23.60 24.27
Environmental Technician OT Hourly 30.92 31.74 32.66 33.56 34.44 35.40 36.41
WWTP Operator I Base +1% 20.82 21.37 21.99 22.59 23.19 23.84 24.51
Base +2% 21.02 21.58 22.21 22.82 23.42 24.07 24.76
Base +3% 21.23 21.79 22.42 23.04 23.65 24.31 25.00
1--
Base +4% 21.43 22.01 22.64 23.26 23.88 24.54 25.24
Grade 15 Annual 45,456 46,709 47,940 49,277 50,676 52,075 53,599
Assistant Network Admin. Monthly 3,788 3,892 3,995 4,106 4,223 4,340 - 4,467
Customer Service/PC Tech. Semi-Monthly 1,894 1,946 1,998 2,053 2,112 2,170 2,234
Electronics Technician Hourly 21.77 22.37 22.96 23.60 24.27 24.94 25.67
Engineering Technician IV OT Hourly 32.66 33.56 34.44 35.40 36.41 37.41 38.51
Journey Level Electrician Base +1 % 21.99 22.59 23.19 23.84 24.51 25.19 25.93
Lead Automotive Equip. Tech. Base +2% 22.21 22.82 23.42 24.07 24.76 25.44 26.18
Lead Utilities Service Spec. Base +3% 22.42 23.04 23.65 24.31 25.00 25.69 26.44
Lead Water Distribution Spec. Base +4% 22.64 23.26 23.88 24.54 25.24 25.94 26.70
Maintenance Coordinator II
Parks Facilities Specialist
Parks Lead Service Spec.
Utilities Accounts Supvr.
WWTP CMMS Technician
WWTP Operator II
Grade 16 Annual 47,940 49,277 50,676 52,075 53,599 55,144 56,647
Civil Engineer I Monthly 3,995 4,106 4,223 4,340 4,467 4,595 4,721
Semi-Monthly 1,998 2,053 2,112 2,170 2,234 2,298 2,361
Hourly 22.96 23.60 24.27 24.94 25.67 26.41 27.13
OT Hourly 34.44 35.40 36.41 37.41 38.51 39.62 40.70
Base +1 % 23.19 23.84 24.51 25.19 25.93 26.67 27.40
Base +2% 23.42 24.07 24.76 25.44 26.18 26.94 27.67
Base +3% 23.65 24.31 25.00 25.69 26.44 27.20 27.94
Base +4% 23.88 24.54 25.24 25.94 26.70 27.47 28.22
Grade 17 Annual 50,676 52,075 53,599 55,144 56,647 58,276 59,884
Electronics Supervisor Monthly 4,223 4,340 4,467 4,595 4,721 4,856 4,990
Network Administrator Semi-Monthly 2,112 2,170 2,234 2,298 2,361 2,428 2,495
Planner II Hourlv 24.27 24.94 25.67 26.41 27.13 27.91 28.68
2001 .2003 Teamsters Appendix A's JAN 1 2002 11712002 11 :41 AM
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----~ --- ---- ------ J_____ .=____.__l~u i
--- ~-_. --~~---- 2002 Teamsters Appendix A
_.._----~ With 3.5% COLA Increase January 1, 2002
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos. 24 Mos.
Step A Step B Step C Step D Step E Step F Step G
f-.
Sign Shop Service Spec. Supv. aT Hourly 36.41 37.41 38.51 39.62 40.70 41.87 43.02
Streets Service Spec. Supvr. Base +1 % 24.51 25.19 25.93 26.67 27.40 28.19 28.97
Utilities Service Spec. Supvr. Base +2% 24.76 25.44 26.18 26.94 27.67 28.47 29.25
Water Distribution Supervisor Base +3% 25.00 25.69 26.44 27.20 27.94 28.75 29.54
Water Resources Oprns. Supv. Base +4% 25,24 25.94 26.70 27.47 28.22 29.03 29.83
WWTP Operations Supervisor
Grade 18 Annual 53,599 55,144 56,647 58,276 59,884 61,554 63,246
Civil Engineer II Monthly 4,467 4,595 4,721 4,856 4,990 5,130 5,271
Engineering Technician Sr. Semi-Monthly 2,234 2,298 2,361 2,428 2,495 2,565 2,636
Forestry Service Spec. Supvr. Hourly 25.67 26.41 27.13 27.91 28.68 29.48 30.29
aT Hourly 38.51 39.62 40.70 41.87 43.02 44.22 45.44
Base +1% 25.93 26.67 27.40 28.19 28.97 29.77 30.59
Base +2% 26.18 26.94 27.67 28.47 29.25 30.07 30.90
Base +3% 26.44 27.20 27.94 28.75 29.54 30.36 31.20
Base +4% 26.70 27.47 28.22 29.03 29.83 30.66 31.50
Grade 19 Annual 56,647 58,276 59,884 61,554 63,246 64,832 66,461
Civil Engineer III Monthly 4,721 4,856 4,990 5,130 5,271 5,403 5,538
Semi-Monthly 2,361 2,428 2,495 2,565 2,636 2,702 2,769
Hourly 27.13 27.91 28.68 29.48 30.29 31.05 31.83
aT Hourly 40.70 41.87 43.02 44.22 45.44 46.58 47.75
Base +1% 27.40 28.19 28.97 29.77 30.59 31.36 32.15
Base +2% 27.67 28.47 29.25 30.07 30.90 31.67 32.47
~-- Base +3% 27.94 28.75 29.54 30.36 31.20 31.98 32.78
Base +4% 28.22 29.03 29.83 30.66 31.50 32.29 33.10
2001 - 2003 Teamsters Appendix A's JAN 1 2002 1 f7 /2002 11 :41 AM
4
I
2003 Teamsters Appendix A
With 2.5% COLA Increase January 1, 2003
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos.
Step A Step B Step C Step D Step E Step F Step G
Gr.ade 4 Annual 25,996 26,643 27,311 28,063 28,814 29,566 30,339
Parks Laborer Monthly 2,166 2,220 2,276 2,339 2,401 2,464 2,528
Semi-Monthly 1,083 1,110 1,138 1,170 1,201 1,232 1,264
Hourly 12.45 12.76 13.08 13.44 13.80 14.16 14.53
aT Hourly 18.68 19.14 19.62 20.16 20.70 21.24 21.80
+Longevity Base +1 % 12.57 12.89 13.21 13.57 13.94 14.30 14.68
Base +2% 12.70 13.02 13.34 13.71 14.08 14.44 14.82
Base +3% 12.82 13.14 13.47 13.84 14.21 14.58 14.97
Base +4% 12.95 13.27 13.60 13.98 14.35 14.73 15.11
Gtad~5 Annual 27,311 28,063 28,814 29,566 30,339 31,111 31,988
Office Assistant I Monthly 2,276 2,339 2,401 2,464 2,528 2,593 2,666
Semi-Monthly 1,138 1,170 1,201 1,232 1,264 1,297 1,333
Hourly 13.08 13.44 13.80 14.16 14.53 14.90 15.32
aT Hourly 19.62 20.16 20.70 21.24 21.80 22.35 22.98
+Longevity Base +1% 13.21 13.57 13.94 14.30 14.68 15.05 15.47
Base +2% 13.34 13.71 14.08 14.44 14.82 15.20 15.63
Base +3% 13.47 13.84 14.21 14.58 14.97 15.35 15.78
Base +4% 13.60 13.98 14.35 14.73 15.11 15.50 15.93
<3rade~' Annual 28,814 29,566 30,339 31,111 31,988 32,802 33,721
Office Assistant II Monthly 2,401 2,464 2,528 2,593 2,666 2,734 2,810
Water Resources Assistant Semi-Monthly 1,201 1,232 1,264 1,297 1,333 1,367 1 ,405
Hourly 13.80 14.16 14.53 14.90 15.32 15.71 16.15
aT Hourly 20.70 21.24 21.80 22.35 22.98 23.57 24.23
+Longevity Base +1 % 13.94 14.30 14.68 15.05 15.47 15.87 16.31
Base +2% 14.08 14.44 14.82 15.20 15.63 16.02 16.47
Base +3% 14.21 14.58 14.97 15.35 15.78 16.18 16.63
Base +4% 14.35 14.73 15.11 15.50 15.93 16.34 16.80
Grade 7 '. "";; . .... Annual 30,339 31,1H 31,988 32,802 33,721 34,598 35,496
.', " c....;.
Office Assistant III Monthly 2,528 2,593 2,666 2,734 2,810 2,883 2,958
Police Records Specialist I Semi-Monthly 1,264 1,297 1,333 1,367 1 ,405 1,442 1,479
Hourly 14.53 14.90 15.32 15.71 16.15 16.57 17.00
aT Hourly 21.80 22.35 22.98 23.57' 24.23 24.86 25.50
Base +1 % 14.68 15.05 15.47 15.87 16.31 16.74 17.17
Base +2% 14.82 15.20 15.63 16.02 16.47 16.90 17.34
Base +3% 14.97 15.35 15.78 16.18 16.63 17.07 17.51
Base +4% 15.11 15.50 15.93 16.34 16.80 17.23 17.68
Grade,8 . Annual 31,988 32,802 33,721 34,598 35,496 36,477 37,459
Accounting Assistant II Monthly 2,666 2,734 2,810 2,883 2,958 3,040 3,122
Legal Technician Semi-Monthly 1,333 1,367 1,405 1,442 1,479 1,520 1,561
Office Assistant Sr. Hourly 15.32 15.71 16.15 16.57 17.00 17.47 17.94
Recreation Prog. Coor. I aT Hourly 22.98 23.57 24.23 24.86 25.50 26.21 26.91
Base +1% 15.47 15.87 16.31 16.74 17.17 17.64 18.12
Base +2% 15.63 16.02 16.47 16.90 17.34 17.82 18.30
Base +3% 15.78 16.18 16.63 17.07 17.51 17.99 18.48
Base +4% 15.93 16.34 16.80 17.23 17.68 18.17 18.66
I I
2001 - 2003 Teamsters Appendix A JAN 1 20033/24/200312:12 PM
I
2003 Teamsters Appendix A
With 2.5% COLA Increase January 1, 2003
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos.
Step A Step B Step C Step D Step E Step F Step G
Grade 9 Annual 33,721.00 34,598.00 35,496.00 36,477.00 137,459.00 138,482.00 39,588.00
Accounting Assistant III Monthly 2,810.00 2,883.00 2,958.00 3,040.00 3,122.00 3,207.00 3,299.00
Police Records Specialist II Semi-Monthly 1,405.00 1,442.00 1,479.00 1,520.00 1,561.00 1,604.00 1,650.00
Hourly 16.15 16.57 17.00 17.47 17.94 18.43 18.96
OT Hourly 24.23 24.86 25.50 26.21 26.91 27.65 28A4
Base +1% 16.31 16.74 17.17 17.64 18.12 18.61 19.15
Base +2% 16.47 16.90 17.34 17.82 18.30 18.80 19.34
Base +3% 16.63 17.07 17.51 17.99 18A8 18.98 19.53
Base +4% 16.80 17.23 17.68 18.17 18.66 19.17 19.72
Grade 10 Annual 35,496 36,477 37,459 38,482 39,588 40,674 41,760
Accounting Assistant Sr. Monthly 2,958 3,040 3,122 3,207 3,299 3,390 3,480
Animal Control Officer Semi-Monthly 1,479 1,520 1,561 1,604 1,650 1,695 1,740
Legal Technician Sr. Hourly 17.00 17A7 17.94 18.43 18.96 19.48 20.00
Office Assistant Senior Spec. OT Hourly 25.50 26.21 26.91 27.65 28.44 29.22 30.00
Parks Service Specialist Base +1 % 17.17 17.64 18.12 18.61 19.15 19.67 20.20
Payroll Specialist Base +2% 17.34 17.82 18.30 18.80 19.34 19.87 20AO
Utilities Meter Reader Base +3% 17.51 17.99 18.48 18.98 19.53 20.06 20.60
Water Operator Base +4% 17.68 18.17 18.66 19.17 19.72 20.26 20.80
^
Grade 11 Annual 37,459 38,482 39,588 40,674 41,760 42,971 44,119
Building & Dev. Spec. I Monthly 3,122 3,207 3,299 3,390 3,480 3,581 3,677
Engineering Technician II Semi-Monthly 1,561 1,604 1,650 1,695 1,740 1,791 1,839
Recreation Prog. Coord. II Hourly 17.94 18.43 18.96 19.48 20.00 20.58 21.13
Sign Shop Service Specialist OT Hourly 26.91 ' 27.65 28.44 29.22 30.00 30.87 31.70
Street Service Specialist Base +1% 18.12 18.61 19.15 19.67 20.20 20.79 21.34
Utilities Service Specialist Base +2% 18.30 18.80 19.34 19.87 20Ao 20.99 21.55
Base +3% 18A8 18.98 19.53 20.06 20.60 21.20 21.76
Base +4% 18.66 19.17 19.72 20.26 20.80 21.40 21.98
Grade 12 Annual 39,588 40,674 41,760 42,971 44,119 45,289 46,583
Court Home Detention Spec. Monthly 3,299 3,390 3,480 3,581 3,677 3,774 3,882
Forestry Service Spec. Sr. Semi-Monthly 1,650 1,695 1,740 1,791 1,839 1,887 1,941
Golf Operations Supvr. Hourly 18.96 19.48 20.00 20.58 21.13 21.69 22.31
Parks Service Spec. Sr. OT Hourly 28.44 29.22 30.00 30.87 31.70 32.54 33.47
Probation Officer Bas'e +1% 19.15 19.67 20.20 20.79 21.34 21.91 22.53
Recreation Prog. Coord. III Base +2% 19.34 19.87 20AO 20.99 21.55 22.12 22.76
Utilitiy Accounts Specialist Base +3% 19.53 20.06 20.60 21.20 21.76 22.34 22.98
Warrant Server Base +4% 19.72 20.26 20.80 21.40 21.98 22.56 23.20
Water Operator Sr.
WWTP Maintenance Tech.
2001 - 2003 Teamsters Appendix A JAN 1 20033/24/200312:12 PM 2
2003 Teamsters Appendix A
With 2.5% COLA Increase January 1, 2003
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos.
Step A Step B Step C Step D Step E Step F Step G
Grade 13 Annual 41,760 42,971 44,119 45,289 46,583 47,878 49,131
Automotive Equip. Tech. Monthly 3,480 3,581 3,677 3,774 3,882 3,990 4,094
Cross Connection Cont. Spec. Semi-Monthly 1,740 1,791 1,839 1,887 1,941 1,995 2,047
Engineering Technician III Hourly 20.00 20.58 21.13 21.69 22.31 22.93 23.53
Maintenance Coordinator I aT Hourly 30.00 30.87 31.70 32.54 33.47 34.40 35.30
PC Technician Base +1 % 20.20 20.79 21.34 21.91 22.53 23.16 23.77
Sign Shop Service Spec. Sr. Base +2% 20.40 20.99 21.55 22.12 22.76 23.39 24.00
Streets Service Spec. Sr. Base +3% 20.60 21.20 21.76 22.34 22.98 23.62 24.24
Utilities Service Spec. Sr. Base +4% 20.80 21.40 21.98 22.56 23.20 23.85 24.47
Water Distribution Spec., Lead
WWTP Lab Technician
Grade 14 Annual 44,119 45,289 46,583 47,878 49,131 50,509 51,949
Building & Dev. Spec. II Monthly 3,677 3,774 3,882 3,990 4,094 4,209 4,329
Planner Semi-Monthly 1,839 1,887 1,941 1,995 2,047 2,105 2,165
Lead Water Operator Hourly 21.13 21.69 22.31 22.93 23.53 24.19 24.88
Environmental Technician aT Hourly 31.70 32.54 33.47 34.40 35.30 36.29 37.32
WWTP Operator I Base +1 % 21.34 21.91 22.53 23.16 23.77 24.43 25.13
Journey Level Electrician Base +2% 21.55 22.12 22.76 23.39 24.00 24.67 25.38
Base +3% 21.76 22.34 22.98 23.62 24.24 24.92 25.63
Base +4% 21.98 22.56 23.20 23.85 24.47 25.16 25.88
Grade 15 Annual 46,583 47,878 49,131 50,509 51,949 53,369 54,935
Assistant Network Admin. Monthly 3,882 3,990 4,094 4,209 4,329 4,447 4,578
Customer Service/PC Tech. Semi-Monthly 1,941 1,995 2,047 2,105 2,165 2,224 2,289
Electronics Technician Hourly 22.31 22.93 23.53 24.19 24.88 25.56 26.31
Engineering Technician IV aT Hourly 33.47 34.40 35.30 36.29 37.32 38.34 39.47
Lead Automotive Equip. Tech. Base +1 % 22.53 23.16 23.77 24.43 25.13 25.82 26.57
Lead Utilities Service Spec. Base +2% 22.76 23.39 24.00 24.67 25.38 26.07 26.84
Lead Water Distribution Spec. Base +3% 22.98 23.62 24.24 24.92 25.63 26.33 27.10
Maintenance Coordinator II Base +4% 23.20 23.85 24.47 25.16 25.88 26.58 27.36
Parks Facilities Specialist
Parks Lead Service Spec.
Utilities Accounts Supvr.
WWTP CMMS Technician
WWTP Operator II
Grade 16 Annual 49,131 50,509 51,949 53,369 54,935 56,522 58,067
Civil Engineer I Monthly 4,094 4,209 4,329 4,447 4,578 4,710 4,839
Semi-Monthly 2,047 2,105 2,165 2,224 2,289 2,355 2,420
Hourly 23.53 24.19 24.88 25.56 26.31 27.07 27.81
aT Hourly 35.30 36.29 37.32 38.34 39.47 40.61 41.72
Base +1% 23.77 24.43 25.13 25.82 26.57 27.34 28.09
Base +2% 24.00 24.67 25.38 26.07 26.84 27.61 28.37
Base +3% 24.24 24.92 25.63 26.33 27.10 27.88 28.64
Base +4% 24.47 25.16 25.88 26.58 27.36 28.15 28.92
2001 - 2003 Teamsters Appendix A JAN 1 20033/24/200312:12 PM 3
I I
2003 Teamsters Appendix A
With 2.5% COLA Increase January 1,2003
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 24 Mos.
Step A Step B Step C Step D Step E Step F Step G
Grade 17 Annual 51,949 53,369 54,935 56,522 58,067 59,738 61,387
Electronics Supervisor Monthly 4,329 4,447 4,578 4,710 4,839 4,978 5,116
Network Administrator Semi-Monthly 2,165 2,224 2,289 2,355 2,420 2,489 2,558
Planner II Hourly 24.88 25.56 26.31 27.07 27.81 28.61 29.40
Sign Shop Service Spec. Supv. OT Hourly 37.32 38.34 39.47 40.61 41.72 42.92 44.10
Streets Service Spec. Supvr. Base +1% 25.13 25.82 26.57 27.34 28.09 28.90 29.69
Utilities Service Spec. Supvr. Base +2% 25.38 26.07 26.84 27.61 28.37 29.18 29.99
Water Distribution Supervisor Base +3% 25.63 26.33 27.10 27.88 28.64 29.47 30.28
Water Resources Oprns. Supv. Base +4% 25.88 26.58 27.36 28.15 28.92 29.75 30.58
WWTP Maintenance Supv.
WWTP Operations Supervisor
Grade 18, Annual 54,935 56,522 58,067 59,738 61,387 63,099 64,832
Civil Engineer II Monthly 4,578 4,710 4,839 4,978 5,116 5,258 5,403
Engineering Technician Sr. Semi-Monthly 2,289 2,355 2,420 2,489 2,558 2,629 ,2,702
Forestry Service Spec. Supvr. Hourly 26.31 27.07 27.81 28.61 29.40 30.22 31.05
OT Hourly 39.47 40.61 41.72 42.92 44.10 45.33 46.58
Base +1% 26.57 27.34 28.09 28.90 29.69 30.52 31.36
Base +2% 26.84 27.61 28.37 29.18 ' 29.99 ' 30.82 31.67
Base +3% 27.10 27.88 28.64 29.47 30.28 .31.13 31.98
Base +4% 27.36 28.15 28.92 29.75 30.58 31 .43 32.29
Grade 19 Annual 58,067 59,738 61,387 63,099 64,832 66,461 68,131
Civil Engineer III Monthly 4,839 4,978. 5,116 5,258 5,403 5,538 5,678
Semi-Monthly 2,420 2,489 2,558 2,629 2,702 2,769 2,839
Hourly 27.81 28.61 29.40 30.22 31.05 31.83 32.63
OT Hourly 41.72 42.92 44.10 45.33 46.58 47.75 48.95
Base +1% 28.09 28.90 29.69 30.52 31.36 32.15 I 32.96
Base +2% 28.37 29.18 29.99 30.82 31.67 32.47 33.28
Base +3% 28.64 29.47 30.28 31.13 31.98 32.78 33.61
Base +4% 28.92 29.75 30.58 31.43 32.29 33.10 33.94
2001 - 2003 Teamsters Appendix A JAN 1 20033/24/200312:12 PM 4
"
e
.
AGENDA BILL
BREMERTON CITY COUNCIL
1. SUBJECT:
Collective Bargaining Agreement between the City
and Teamsters Local #589.
FOR AGENDA OF: December 19,2001
ORIGINATING DEPT: Human Resources
ORIGINATOR: Carol Conley
DATE SUBMITTED: December 12,2001
2.
City Attorney:
City Treasurer:
3. EXHIBITS:
Proposed Collective Bargaining Agreement
between the City and Teamsters Local #589
Executive Sessions: 11-14-01, 11-21-01, and 12-12-01
ENDORSEMENT Per INFOIU4ATIpN [J APPROVED BY COUNCIL PR:~~TTAL: /
MAYOR "fYp.-,J oJ 9'!n b.. COUNCIL PRESID~~
4. SUMMARY STATEMENT AND REQUIREMENT FOR COUNCIL ACTION:
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 Session. This CBA replaces the current one that expired on December 31, 2000. The new
CBA is for a three (3) year term, beginning January 1,2001 through December 31,2003. It has been ratified by the
Teamsters' membership on December 17,2001. Council approval is required to implement this agreement.
5. RECOMMENDATION:
Motion to approve the Collective Bargaining Agreement by and between the City and Teamsters Local #589,
January 1, 2001 through December 2003, and make the necessary amendments to the budget.
6. RESPONSIBLE OFFICIAL: Carol Conley
ENFORCEMENT OFFICIAL: Carol Conley
EXPIRATION DATE: 12/31/2001
REVIEW DATE: 1-1-2002
7. NOTICE OF ACTION:
APPR?VED A DISAPPROVED[] AMENDED [ ] DATE:
)/q5
~Yo~
~IJ
PULLED [] TABLED []
COUNCIL DIRECTIVE:
8. AGENDA BILL NO.: 0 I - J... 9 0
2.
e
CLEARANCECOMAiNT~
~f. (lc!/{ r~f
As<; t1111jJ 1/0/1 S" I( <;eJ /1\
IMPACT OF NON-PASSAGE:
9.
.
(f//!)(~k/ cd/if -d~(
Failure of the Council to ratify this CBA and provide funding would result in continuing negotiations
between the City and the Teamsters Local #589.
10.
11. RESEARCH SOURCES:
'.~. ,.
c. ,
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
/
JANUARY 1, 2001 THROUGH DECEMBER 31,2003
COl.LECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON n TEArvlSTERS LOCAL UNiON NO. 589
.I~llu~ry 1,200 I through December 31,2003
I OF 32
, ,
TABLE OF CONTENTS
TO THE
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1,2001 THROUGH DECEMBER 31,2003
.. ARTiGl~;~.},:;,~:~;gl;;it~;;s~~~~~:'~:~:c~~: .
PREAMBLE ... ...... ..... ....... ..... ... ......... ... ................ ..... ................ ... ........................ ...................................................4
/\R TICLE 1 ........... Non-Discrimination..... ...... ... ..... ............. ....... ........ ......... ....... ....... .... ..... ............... ........ ...........4
A.1<.. TI CLE 2 ........... Recognition.................................................................................................................... ...........4
ARTICLE 3 ...... ..... Union Dues .............................................................................................................................. 5
ARTICLE 4 ........... Union Access ...... ................ .................... ..................... ........... ........... .......................... ............ 6
l'\R TICLE 5 .......... . Wages ........ ............ ......... ........ .................. ......... ........... ........... ........... ............... ........................ 6
."'..RTICLE 6 ........... Hours Of Work........................................................................... ............................................10
ARTICLE 7 ........... Overtime ........................................................................ ........................................................ 11
i'\RTICLE 8 ........... Vacation Leave ......................................................................................................................13
ARTICLE 9 . .... ...... Holidays. .................... ..................................... ........ .................... ............................. ..............15
ARTICLE 10 ......... Sick Leave And Industrial Disability ....................................................................................17
.A.R TICLE 11 ......... Other Paid Leave .................. ................................................................. .................. .............. 19
.A.R TICLE 12 ......... Retirement Benefits................................................................................................................ 20
ARTICLE 13 ......... Insurance Benefits . ......................... .................... ........... .............. .......................................... 20
.A.R TI CLE 14 ....... .. Work Related Expenses..................................................................................... ........... .... ...... 21
/\R TICLE 15 ......... Subcontracting Work .......... ............................................................. ...................................... 24
ARTICLE 16 ......... Municipal Court Non-Civil Service Employees Employment Rights ...................................24
ARTICLE 17 ......... Drug Free Work Place ...........................................................................................................25
.A.R TICLE 18 ......... Bus Passes... ....... ................. ................ ......... ........... ....... .......... ................ .................. ............ 26
ARTICLE 19 ..... .... Management Rights ... ......... ... ................... ..................... ......................................... ...............26
ARTICLE 20 ..... .... Work Stoppages ............................................ ............................ ................... ....... ........ ........... 27
ARTICLE 21 ..... .... Grievance Procedure ............. ........................................ ........................................................ 27
ARTICLE 22 ......... Severability ... .......... ................. ........................... ...................... ........... ........ ................... ..... ..28
.-\RTICLE 23 ......... Entire Agreement ....................................................................................................:..............28
ARTICLE 24 ......... Cont1icting ProvislOns ...........................................................................................................29
ARTICLE 25 ......... Labor Management Committee .............................................................................................29
.A.R TICLE 26. ... ..... Job Sharing... ............ ....... ........ ....................... ...... ................. ............ ...................................... 23
.L\RTICLE 27.......... Special Assignment..... ............ ............. ...... .......... .............. ........ ............................................. 24
ARTICLE 28.......... Wastewater Treatment Plant Employees.................................................................................25
ARTICLE 29 ....... Teamsters Supplemental Pension Plan And Teamsters Retirees Medical Plan......................3l
.A.RTICLE 30 ..... ...Term ............................................ ........................................... ............. .31
MPENDIX A ....... ............................................................................................................................................ .....33
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 2001 through December 31, 2003
PAGE 2 OF 32
, '
ALPHABETICAL SUBJECT INDEX
.\ PP END IX.I\ ............................................................................................ ............................................................ 27
B liS Pi\SSES ........ ................. ................ ............... .................. ............. .. ....ARTICLE 18 ..................................... 26
CONFLICTING PROVISIONS .................................................................ARTICLE 24..................................... 29
DRuG FREE WORK PLACE ...................................................................ARTICLE 17 ..................................... 25
ENTIRE AGREEMENT ............................................................................ARTICLE 23 ..................................... 28
GRlEV ANCE PROCEDURE ....................................................................ARTICLE 21 .....................................27
HOLIDAYS .... ....................................... .................................... ... ..... ........ARTICLE 9 ....................................... 15
H OURS OF WORK .................. ..................................................................AR TICLE 6 ......................... .............. 10
10iSURANCE BENEFITS .........................................................................ARTICLE 13 ..................................... 20
JO B SHARING.... ......... ..... ............... ....... ................... .................................AR TICLE 26... ............. ................. ...... 23
LABOR MANAGEMENT COMMITTEE ................................................ARTICLE 25 ..................................... 29
ivLA.NAGEMENT RIGHTS ........................................................................ARTICLE 19 ..................................... 26
MUNICIPAL COURT NON-CIVIL SERVICE EMPLOYEES EMPLOYMENT RIGHTS............................. ARTICLE 16
, 1
_-t
[\iON-DISCRIMINATION .........................................................................ARTICLE 1 ......................................... 4
OTHER PAID LEAVE ..............................................................................ARTICLE 11 ..................................... 19
OVERTIME ...............................................................................................AR TICLE 7 ....................................... 11
PREl\MBLE ............................................................................................... ............................................................. 4
RECOGNITION............... ..... ......................... ........ .......... ....................... ....ARTICLE 2 ..... ......... ....... .......... .......... 4
RETIREMENT BENEFITS ........................................................................ARTICLE 12..................................... 20
SEVERABILITY .......................................................................................AR TICLE 22 ..................................... 28
SICK LEAVE AND INDUSTRIAL DISABILITY ...................................ARTICLE 10 ..................................... 17
SPECIAL ASSIGNMENT.. ........................................................................AR TICLE 27....................................... 24
SUBCONTRACTING WORK ..................................................................ARTICLE 15 ..................................... 24
TERM .........................................................................................................AR TICLE 26 ..................................... 29
uNION ACCESS ........................................................... ............. .... '" ....... . ARTICLE 4 ........... ................ .............. 6
UNION DUES ............................................................................................AR TICLE 3 ......................................... 5
VA.CATION LEAVE .................................................................................ARTICLE 8 ....................................... 13
\V .-\G ES.......................................................................................................AR TICLE 5 ......................................... 6
\VASTEWATER TREATMENT PLANT - EMPLOYEES .......................ARTICLE 28........................................25
\VORK RELATED EXPENSES .................................................................ARTICLE 14 ..................................... 21
\VORK STOPPAGES ................................................................................ARTICLE 20..................................... 27
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
IJlluJry 1,2001 through December 31. 2003
PAGE 3 OF 32
, '
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
and
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1,2001 THROUGH DECEMBER 31,2003
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-Discriminatorv 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 Employees - The City recognizes the Union as the sole and exclusive bargaining
representative for the purpose of negotiations concerning wages, hours and conditions of employment
for all full-time employees in regular positions and part-time employees in .regular positions in
classifications set forth in Appendix A and such classifications as may be added to the bargaining unit
during the term of this Agreement by mutual agreement or by official action of the Public Employment
Relations Commission.
2.2 Classifications Excluded - The classifications of elected officials, appointed officials on part-time
boards and commissions, city attorneys, department heads and their assistants, and supervisors (unless
specified in the union recognition section) are not included and will not be added to the bargaining unit.
2.3 Emplovees Excluded - Employees who are employed on a temporary, seasonal, and casual laborer
basis are excluded from the bargaining unit and employees in positions designated Confidential are
excluded from the bargaining 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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
hnuary 1,2001 through December 31,2003
PAGE 4 OF 32
, '
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 - The City will deduct monthly regular Union membership initiation fees, dues,
agency fees and assessments from the pay of those employees who provide written authorization to the
City to make such deductions. The City will transmit the total amount of deductions to the Union along
with a list of employees and their Union-related deductions.
3.2 Maintenance of Membership - An employee covered by this Agreement who is a member of the
Union on or after the execution of this Agreement will remain a member in good standing. Good
standing will be defined as tendering of uniformly required periodic dues. Failure of such an employee
to abide by the foregoing provision will constitute cause for discharge of the employee, provided that
when an employee fails to fulfill the above obligation, the Union will provide the employee thirty (30)
days notification in writing of the Union's request to the City to initiate discharge action and during this
period the employee may make restitution in the amount which is overdue. Should the employee make
such restitution, the request for discharge will be withdrawn.
3.3 New Emplovees - Employees hired on or after the execution date 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, all bargaining unit employees shall be required to pay dues
or donate an equal amount to a charity of their choice. Those employees donating money to a charity in
lieu of the payment of periodic dues, 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 Uni.on'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.
CULl_ECTIVE BARGAINING AGREEMENT
CfTY OF BREMERTON. WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,2001 through December 31, 2003
PAGE 5 OF 32
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 ') Shop Stewards - The Union will have the right to appoint six (6) Shop Stewards. The Union will make
every reasonable effort to have no more than four (4) stewards from the same department.
4.2.1 The Union will provide written notification to the Human Resources Director of the name
and assigned areas of all Shop Stewards appointed by the Union. The City will provide reasonable
access to employee work places to Shop Stewards for the purpose of investigating grievances
provided that such access does not unreasonably interfere with the work and duties of an affected
employee or of other on-duty employees. A Shop Steward will obtain the permission of his or her
supervisor and the supervisor of the affected employee prior to contacting an employee during work .
hours. A Shop Steward may perform his or her Steward duties on City paid work time provided
that such duties do not unreasonably interfere with the Steward's ability to perform the duties of his
or her position with the City. In no event, however, will a City employee who is a Shop Steward be
granted more than five (5) hours of paid work time for the purpose of investigating and resolving a
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 Pav Rates-
5.1.1. Effective January 1, 2001, the 2000 wages as shown in Appendix "A" shall be increased by
3.4%. Movement from Step D to Step E in Appendix "A" shall 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 increase.
5.1.2 Effective January 1,2002, the 2001 wages shown in Appendix "A" shall be increased by 3.5%.
Movement from Step E to Step F in Appendix "A" shall be reduced from 24 months to 12 months.
5.1.3. Effective January 1,2003, the 2002 wages shown in Appendix "A" shall be increased by 90% of
the Seattle/TacomalBremerton CPI-W with a minimum increase of2.5% and a maximum of 5%.
Movement from Step F to Step G in Appendix "A" shall be reduced from 24 months to 12 months.
5.2 New Emplovees - 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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 2001 through December 31, 2003
PAGE 6 OF 32
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 Manager and the Treasurer.
5.3 Advancement throu~h 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.
5,4 Pav Rate upon Placement at New Pav ran~e:
5.4.1 Reclassification/down~rade 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 hislher pay rate shall remain frozen at that rate until such time as the
final step provides for an increase.
5.4.2 Reclassification/up~rade to a hi~her 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 ofthe 2000/2001 Classification and Compensation study.
5.5 Implementation of the 2000/2001 Classification/Compensation Study
Effective July 1,2001, the results of the 2000/2001 Classification/Compensation study will be
implemented for current employees, as follows:
5.5.1 Reclassification upward:
COLLECTI\ E 8ARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION !'iO. 589
.I~nu~ry 1,2001 through December 31, 2003
PAGE 7 OF 32
5.5.1.1 - Current pay rate below the new mllllmum - Current employees whose
positions have been reclassified to a higher pay range, and whose current pay rate is below
the minimum of the new pay rage to which they will be assigned, shall be brought up to the
minimum of that new pay range.
5.5.1.2 - Current pay rate at or above the new minimum - Current employees whose
positions have been reclassified to a higher pay range, and whose current pay rate is at or
above the minimum of the new pay range will be placed into the step in the new pay range
that provides the same pay rate that they were at prior to the reclassification.
- - .,
::1.::1._
Reclassifications downward:
5.5.2.1 - Current pav rate above the new maximum - Current employees whose
positions have been reclassified to a lower pay range, and whose current pay rate is above
the maximum of the new pay range will be frozen at that current rate of pay until such time
as the pay rate falls within the new pay range. Such employees will only be eligible for
50% of any COLA as outlined in Section 5.1 above.
5.5.2.2 - Current pay rate above the new minimum - Current employees whose
positions have been reclassified to a lower pay range, and whose current pay rate is above
the minimum of the new pay range will be placed into the step in the new pay range that
provides the same pay rate that they were at prior to the reclassification.
5.5.3 Separated Employees - 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 due to implementation of the 2000/2001 Classification and Compensation study.
5.5.4 Effect on Annual Step Increases - It shall be understood that the reclassifications resulting
from implementation of the 200012001 Classification & Compensation study will not change the date an
employee would be eligible for a step increase, when applicable.
5.6 Lon~evitv Pav - 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.
COLLECTIVE BARGAfNING AGREEMENT
ClTY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 2001 through December 31, 2003
PAGE 8 OF 32
5.7.1.1 - Standby Equipment:
A. An employee on standby duty will be provided with a radio that has a police
frequency.
B. Except for Animal Control Officers, assigned 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:
A. Weekday or regular day off beyond two - 1 hour of employee's regular
hourly rate of pay;
B. Holiday - 2 hours of employee's regular hourly rate of pay;
C. Regular day off - 2 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.
5.7.1.3 - Effective January 1, 2002, the following Standby Rates will apply:
A. Weekday or regular day off beyond two - Two (2) hours of employee's
regular hourly rate of pay;
B. Holiday - Three (3) hours of employee's regular hourly rate of pay;
C. Regular day off - Three (3) hours of employee's regular hourly rate of pay
up to a maximum of two (2) days.
D. Type of Compensation - The employee may choose p,ay or 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 of the shift so worked~
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON n TEAMSTERS LOCAL UNION ]\;0. 589
January I, 2001 through December 31, 2003
PAGE 9 OF 32
5.8 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 paychecks7
5.9 Pavroll Errors - Should the City be responsible for any payroll error, adjustments in excess of fifty
(S50.00) 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 fiv,e (5) hours from the
beginning of a 5/8 schedule, and no sooner than four (4) hours and no later six (6) hours from the
beginning of a 4/1 0 schedule. No employee will be required to work more than five (5) consecutive
hours without a meal period. An employee who works three (3) or more hours b~yond 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
COLLECT[VE BARGA[NING AGREEMENT
CITY OF BREMERTON, WASH[NGTON -- TEAMSTERS LOCAL UNION NO, 589
January [,200 [ through December 31,2003
PAGE [0 OF 32
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.
ARTI CLE 7
OVERTIME
7.1 Overtime Defined - Overtime is all required and authorized work performed in excess ofa 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 CompensatorY Time: An employee who is compensated in compensatory time off must
take the time off or scheduled the time off prior to October 15 of each year,and the scheduled
time off after October 15 must be taken prior to the next October 15. In the event the employee
fails to take the time off or fails to obtain schedule prior to October 15 of each year, which has
been approved by the department to take the time off, the overtime work will be compensated on
or about October 31.
7.2.2 Use Of CompensatorY Time: As of January 1,2002, Section 7.2.1. above no longer applies to
compensatory time. Effective January 1, 2002, the maximum allowed accrual of compensatory
time shall be fifty (50) hours, and all overtime accrued after January 1, 2002 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
COLLECTIVE BARGAINING AGREEMENT
ClTY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,2001 through December 31,2003
PAGE 11 OF 32
, '
period of November. Employees who wish to exercise this option shall submit their request, in
writing, to the Department Director, no later than November 1 sl of each year.
..., ') -,
/ ._.J
2001 Compensatorv Time Carrv Over - Effective January 1, 2002, employees who have more
than 50 hours accumulated as of January 1, 2002, shall be allowed to carry over those excess
hours. Those excess 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 - 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 (2) hours, the employee
will receive a minimum of two (2) hours of overtime compensation. A call back initiates a two (2) hour
guarantee period. Subsequent call backs will not initiate an additional two (2) hour guarantee period
until the original two (2) hour guarantee period has passed.
7.4.1 - Effective January 1,2003, the call back minimum will 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 Bar~ainin~ Unit Emplovees for Overtime - The City shall offer O.T. to qualified bargaining
unit employees within the division prior to utilization of temporary employees for such O.T. The City
will make a reasonable attempt to offer this work by seniority.
7.7 Emer~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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 200 I through December 31, 2003
PAGE 12 OF 32
EXAt\1PLES:
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 Emer~encv 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 ACATION 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 Emplovment
Hours AccruedN ear
Date of Hire through 5 years
6th year
7th year
8th year
9th year
10th year
11 th year
12th year
13th year
14th year
15th year
16th year
17th year and thereafter
104 Hours
120 Hours
128 Hours
136 Hours
144 Hours
152 Hours
160 Hours
168 Hours
176 Hours
184 Hours
192 Hours
200 Hours
208 Hours
8.2 V acation EIi~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 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF I3REi'vIERTON, WASHINGTON n TEAMSTERS LOCAL UNION NO. 589
January 1, 2001 through December 31, 2003
PAGE 13 OF 32
8.3 V acation Schedulin~ - Annual vacation leave will be mutually scheduled between the employee and
his or her Department Head. Yacation 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.
8.3 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 Carrvover 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 Pav-Out - Upon the retirement or 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 Pavment of Vacation Leave Upon Death - In the event of the death of an employee, the employee's
estate. will be paid in a lump sum for the total accrued and unused vacation leave hours at the employee's
regular hourly pay rate in effect at the time of death.
8.8 Donations Of Vacation Leave: Donations ofYacation leave permit employees to aid any City
employee who is suffering from an extraordinary or severe illness, injury, impairment, physical or
mental condition which has caused or is likely to cause the employee to take leave without payor to
terminate his or her employment prior to a determination that the affected employee is not expected to
recover to an extent that will enable the employee to resume his or her normal duties or the duties of
another position with the City or another employer.
8.8.1 Elieibility: An employee who (l) is suffering from an illness or injury causing his or her
extended absence from work, and (2) who has depleted or will shortly deplete his or her total
available accrued vacation, compensatory leave accrual, sick and floating holiday leave, may request
donations of vacation leave.
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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON .. TEAMSTERS LOCAL UNION NO. 589
JJIllIJrY 1,200 I through December 31,2003
PAGE 14 OF 32
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 ifhe or she had personally accrued the leave,
provided that the use of the sick leave is in conformance with the provisions of this Article.
8.8.5. Return Of Excess Leave Donations - 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.
8.8. Administrative Leave: Any bargaining unit employee may be placed on Administr\ltive 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.
8.8. Cancellation of Vacation Leave bv City - If an employee has an approved vacation canceled by the
City, the City will reimburse the employee for all verifiable non-refundable expenses incurred by the
employee after the date the Leave Request was approved.
ARTICLE 9
HOLIDAYS
9.1 Holidavs Observed - The following holidays will be observed by the City:
COLLECTIVE BARGAINING AGREEMENT
CiTY OF BREMERTON. WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
JJlluary 1, 200 I through December 31, 2003
PAGE 15 OF 32
HOLIDAY
DATE OBSERVED
New Year's Day
Martin Luther King's Birthday
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
One Floating Holiday
January 15t
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4th
1 st Monday in September
November 11 th
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 davs 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.
9.2.1 Floatin~ Holiday - One (1) floating holiday will be granted to each employee on a day, 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.
9.3 Holidav 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 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 Work Schedule) - Employees working any
mutually agreed upon alternate schedule shall receive eight (8) hours holiday time.
9.5 Holidav 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 Workin~ 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON n TEAMSTERS LOCAL UNION NO. 589
JJl1uary I, :00 I through December 3 1,2003
PAGE 16 OF 32
SICK LEAVE AND INDUSTRIAL DISABILITY
ARTICLE 10
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 l;t 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 of336 hours). The payment will be made to the employee at the employee's regular hourly pay rate
in effect at the time of retirement.
10.5 Payment of Sick Leave Upon Death - In the event of the death of an employee, the employee's estate
will be paid for the total accrued and unused sick leave hours at the employee's regular hourly pay rate in
effect at the time of death.
10.6 Sick Leave Use - Sick leave shall not be granted in advance of actually being accrued. Sick leave
will be made available to each employee up to the amount of each employee's accrued sick leave
balance and shall be used in increments of no less than one-quarter (1/4) hour to cover an employee's
absence from his or her regularly scheduled work hours due to:
10.6.1 The temporary disability of an employee resulting from his or her personal illness or injury.
10.6.2 Providing care for an employee's children under the age of 18 when they have a health condition
that requires supervision or treatment.
10.6.3 Attending medical, dental and/or oculist appointments as needed for preventive or rehabilitative
health care of the employee or the employee's children when such care: requires parental
presence to supervise or authorize treatment.
10.6.4 Upon the birth or adoption of a child, an employee may use accrued sick leave pursuant to
FMLA
10.6.5 Providing care for an employee's immediate family member 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 sick leave time can be used for this purpose per
calendar year only for the following immediate family members: spouse, parent or child, unless
it has been authorized as Family Medical Leave. No more than forty (40) hours of sick leave
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON .- TEAMSTERS LOCAL UNION NO. 589
JJOUaty 1,2001 through December 3 1,2003
PAGE 17 OF 32
can be used for this purpose for the following family members: mother/father in-law, brother,
sister, brother/sister in-law, grandparents, grandparents in-law, grandchildren, and step relations
as described herein of both the employee and the employee's spouse.
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.
10.7.2 Unanticipated Absence - An employee who is absent from work or will be unable to report to
work as scheduled due to personal illness or injury, or for other causes specified in 10.6 above,
will promptly notify the department by telephone or otherwise as soon as practicable and will
make every effort to notify the Department 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 of a
prolonged illness or injury, the Department may exempt an employee from the requirement to
report their absences on a daily basis, and may establish an alternative reporting arrangement
appropriate to the circumstances.
10.7.3 Sick Leave durine Authorized Paid Leave - An employee who becomes ill or is injured
during hislher paid vacation or compensatory time off for accumulated overtime, may request
the conversion of such paid leave to sick leave with pay by promptly notifying the department of
the illness or injury and providing such information as is required by the department to verify the
appropriateness of such a conversion.
10.8 Sick Leave Documentation and Approval - An employee who has been absent on sick leave will,
within the first work day after returning to work, complete and submit a request. for approval of sick
leave on the City's Leave Request form, and provide such information as is required by the Department
to approve the use of sick leave with pay for the absence. Sick leave must be approved by the
Department prior to payment. The Department will not unreasonably withhold approval of sick leave
with pay from employees.
10.8.1 Sick Leave Certification - The Department may require an employee to provide a professional
physician's certification of an employee's, child's or family member's illness or injury as a condition of
approving sick leave with pay. In the event the Department intends to require such verification, the
employee will be notified of the requirement prior to returning to work.
10.8.2 Return to Work/Fitness for Duty Certification - The Department may require an employee to
provide a Fitness for Duty certification completed by a professional physician that the employee is
sufficiently recovered as to be able to return to work and assume his or her normal duties prior to the
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION ;-'<0. 589
January 1. 2001 through December 31, 2003
PAGE 18 OF 32
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
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 P AID 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 Jurv 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.
12.2.1 City Notification: Employee shall be required to notify the City immediately upon
receipt of written notification from the Court that they must report for Jury Duty or serve as a
Witness as the result of a case related to his or her employment, by submitting a Leave Request
fomi 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
11.2 Militarv 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 200 I through December 3 1,2003
PAGE 19 OF 32
11.3 Emer~ency Leave - In the event of an unforeseen emergency which requires the absence of an
employee, the employee will promptly notify his or her immediate supervisor, or in the absence of the
immediate supervisor, the manager on duty in the Department within the first one-half hour of each work
day or, if possible, within the one-half (1/2) hour preceding each work day of absence. Such emergency
leave shall be charged to an employee's unused vacation, floating holiday or compensatory time leave
balance.
ARTICLE 12
RETIREMENT BENEFITS
12.1 State Retirement Svstem - Each employee will be emolled 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 Plan B
· Group Health Cooperative
13.2 Insurance Premium Pavments - 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.
13.3 KPS Co-pav reimbursements
Effective January 1,2002, bargaining unit members will only be reimbursed for 50% of the KPS
co-payment by the City.
Effective January 1,2003, bargain unit members will no longer be reimbursed 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 A 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 Manager or designee, Administrative Services Director
or designee, one employee selected by the non-represented management and professional employees.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON. WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 200 I through December 3 I, 2003
PAGE 20 OF 32
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 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.
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.
14.1.3. Employees are expected to take reasonable care of their uniforms. Employees shall notify
their supervisor when uniforms are in need of replacement and/or repair.
14.1.4 City uniforms shall not to be worn during non-work hours or to non-work locations,
except for incidental stops to or from work and meal periods.
14.1.5 While in uniform, employees shall not publicly drink intoxicating liquor, be publicly
intoxicated or under the influence of a controlled substances.
14.2 Cleanin~ Allowance - Cleaning allowance for Animal Control Officers and Warrant Servers will be as
follows: 1-1-00 $335.00
Effective 1-1-2002, the cleaning allowance for Animal Control Officers and Warrant Servers shall be
increased by $15.00 for a new yearly allowance of$350.00.
14.3 Animal Control & Warrant Servers - The Employer will provide five (5) uniforms to Animal Control
Officers and Warrant Servers
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON. WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
.I JIl uary I, 200 I through December 31, 2003
PAGE21 OF 32
. .
14.4 Tool Allowance - Vehicle Maintenance
14.4.1 The City will provide an annual tool allowance of $300 per mechanic to buy more efficient tools
or to replace lost, broken, or stolen tools.
14.4.2 The City will purchase all specialty or new tools that are required to perform the job because of
changing technology or City equipment.
14.4.3 Replacement of tools lost or stolen on City property or while performing City business will be
replaced in accordance with City Policy #3-10-16.
14.4.4. All special and heavy duty tools, power tools, and tools larger than one-half (1/2) inch drive will
be furnished and maintained by the City. The City will service and repair all employee owned
pneumatic and calibrated tools.
14.5 Safety Shoes - Effective January 1, 2002, the City will reimburse employees up to a maximum of
S 115.00 for the cost of safety or calked shoes/boots, when the Department/Division has determined that they are
required.
14.6 License/Certification Differential Pay
Effective January 1, 2002, employees that are required by the employer and/or choose to have a Washington
State certification or license above the minimum certification level set forth below will receive fifty dollars
(S50.00) 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.
IVIinimum Certification Levels:
14.6.1 WWTP (WWTP Operator Certification Series)
· WWTP Operator - WWTPO Group II Plant
· WWTP Lab Technician - WWTPO Group II Plant
. WWTP Operations Supervisor - WWTPO Group III Plant
14.6.2 Water Operations (Water Distribution Certification Series)
· Water Operator - Water Distribution Manager I
· Water Operator Sf. - Water Distribution Manager II
· Water Operations Supervisor - Water Distribution Manager III
(OLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1, 200 I through December 31, 2003
PAGE 22 OF 32
14.6.3 Water Maintenance (Water Distribution Certification Series)
· Water Distribution Supervisor - Water Distribution Manager III
14.6.4 Cross Connection Control Specialist (Cross Connection Control and Backflow Assemblv
Tester Certification Series)
· Cross Connection Control Specialist I
14.6.5 Storm/Sewer Maintenance (Sewer Collection Svstem 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
14.6.7 Electronics (International Municipal Si~nal Association - Traffic Si~nal Certification Series
and NT Telephone Certification)
· Electronics Technician - IMSA Level II - Traffic Signal
. Electronics Technician II - IMSA Level II - Traffic Signal & NT Telephone Certification
14.6.8 Traffic Maintenance (International Municipal Si~nal Association - Si~ns and Markines
Certification Series)
.
Sign Shop Service Specialist Supervisor - IMSA Level III - Signs and Markings
14.6.9 En~ineerin~ (Professional En~ineer and Land Surveyor)
.
Engineer I - Engineer-In- Training Certification
.
Engineer II - Professional Engineer
.
Engineer III - Professional Engineer
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 which is required by the City or has been
required as a condition of working in a particular classification
14.8 Meal Expense - Effective upon the first day of the pay period following approval of this agreement, the
City will reimburse an employee up to eight ($8.00) dollars per meal for meal expenses when the
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
J;Jnuary 1,2001 through December 31, 2003
PAGE 23 OF 32
,
"
. .
employee is required to work during a bona fide emergency situation after completing his or her regular
~ork 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
I-t.9 Lod~in~ - Reimbursement for lodging is allowed under the City's Administrative policies and
procedures No. 3-1 "Employee Expense Reimbursement," as may be amended from time to time, when
the employee is required to travel out of town and which includes overnight accommodations. A receipt
is required for proof of out of town accommodations in order to qualify for reimbursement. The City
will also reimburse an employee for mileage expense and pre-pay any other form of transportation cost
to arrive and return from destination, so long as it has been pre-approved by the City.
14.10 Travel & Expenses - An employee who is traveling out of town for a day(s) which does not include
overnight accommodations will be reimbursed the cost of expenditures as set forth in Administrative
Polices and Procedures No. 3-1 as may be amended from time to time. Proper documentation must be
submitted for expenditures (bill, invoice, cash register receipt or other evidence of a transaction) and
approved by the Department Head or Mayor, as applicable. An employee required to travel out of town
and which includes overnight accommodations will be reimbursed for the 1st day of travel and the return
day of travel at the rates as set forth in the City's Administrative Polices and Procedures No.3-I. All
days in between will be reimbursed at the current per diem rate per day. No documentation for out of .
pocket expenses will be required when an employee receives 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 3l).d one-half percent
(17.5%) of their existing balance. Those affected employees will also be placed on Civil Service
Reinstatement Registers in accordance with existing rules.
ARTICLE 16
MUNICIPAL COURT
EMPLOYMENT RIGHTS
NON-CIVIL
SERVICE
EMPLOYEES
16.1 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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO, 589
January 1,2001 through December 31, 2003
PAGE 24 OF 32
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.
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 ofthe 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 offby 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:
COLLECTIVE BARGAINING AGREEMENT
ClTY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
.IJlluarv 1, 2001 through December 31, 2003
PAGE 25 OF 32
, '
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 Dru~ Use - The use of prescription and over-the-counter drugs
which compromise safety in the work place or the quality of the employee's work product is prohibited.
17.4 Emplovee Sanctions - It is the responsibility of every employee to be aware of the above provisions
and to abide by them. Failure to observe these provisions could result in immediate disciplinary action
against the employee, up to and including termination. The employee may be required to participate
satisfactorily in an alcohol or drug abuse assistance or rehabilitation program.
17.5 Dru~ Abuse Education Pro2ram - 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 iss4ance 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON. WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
JJl1uar\ 1,2001 through December 31,2003
PAGE 26 OF 32
. '
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 a question, or challenge raised by an employee or the Union as to
the correct interpretation or application of this Agreement by the City. Such a 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 oftms 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.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEANISTERS LOCAL UNION NO. 589
January 1,2001 through December 31, 2003
PAGE 27 OF 32
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 Hwnan Resources Manager with a copy to the Mayor within fourteen (14)
calendar days of receipt of the Department Head's written response. The Human Resources Manager
will consider the grievance and may convene a meeting. The Human Resources Manager will reduce his
or her decision to writing within fourteen (14) calendar days of receipt of the grievance and transmit the
decision to the Union.
21.5 Step 4 - In the event that the Human Resources Manager does not resolve the grievance at Step 3 of this
procedure, the Union may request arbitration of the issue by written notification to the Human Resources
Manager. Immediately thereafter, the parties will petition the Public Employment Relations
Commission (PERC) for a list of nine (9) arbitrators.
21.6 Powers and Duties of the Arbitrator - It will be the duty of the arbitrator to conduct a hearing on the
issue or issues submitted by the parties for decision. The hearing will be kept informal and private. The
arbitrator will interpret the provisions of this agreement as they apply to the issue or issues submitted for
decision and will not add to, subtract from nor in any way otherwise alter nor recommend the alteration
of the terms and conditions of the agreement in deciding the matter. As soon as is practicable after
conducting the hearing, the arbitrator will render a written decision which will be binding upon the
parties.
21.7 Costs of Arbitration - The expenses 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 oflaw 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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
hl1u~r! !, :::001 through December 31,2003O
PAGE 28 OF 32
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 Manaeement - 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.
J- J
-:).-
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 Sharine - The parties consider job sharing as a potential viable alternative to full time employment.
Jobs may be shared on an hourly, or daily basis.
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
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION 0'0. 589
January 1,2001 through December 31,2003
PAGE 29 OF 32
posltlon. The remammg 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 hislher 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. 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. TeJ;llporary Assignment
will not affect an employee's anniversary date for step advancement purposes.
27.2 Special Assignment - An employee covered by this agreement may be placed in a special assignment,
rather than being permanently reclassified to a higher level to allow for employee rotation, to enhance upward
mobility, or for special projects for a period of one (1) calendar year or less. 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 require the approval of the Human
Resources Manager. Special Assignment will not affect an employee's anniversary date for step advancement
purposes.
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,2001 through December 3 1,2003
PAGE 30 OF 32
WASTEWATER TREATMENT PLANT - EMPLOYEES
ARTICLE 28
28.1 w\VTP 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 W\VTP 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.
28.3 WWTP Operator-in-Charee 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 Civil Service Rules in regards to Probation will
apply in all respects excepting any portion of such Rules that are in conflict with the provision of this
Arti cl e.
28.5 Promoted Employees - If between six (6) and eighteen (18) months the employee does not qualify for
WYVTP 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 will be allowed to exercise Civil Service Rule 15.01 as if they were to be laid
off.
ARTICLE 29
TEAMSTERS SUPPLEMENT AL PENSION PLAN AND TEAMSTERS
RETIREES MEDICAL PLAN
The City agrees to discuss allowing the bargaining unit employees the opportunity to voluntarily participate in the
Teamsters Supplemental Pension Plan and the Teamsters Retirees Medical Plan. It shall be understood that
participation in these plans would be strictly voluntary and that 100% of the cost of participation would be the
responsibility of the employee.
ARTICLE 30
TERM
30.1 This Agreement will become effective upon January 1,2001 and will remain in effect through December
31, 2003. All requests to amend, modify or terminate this Agreement will require either party to file
written notice upon the other at least sixty (60) days prior to December 31,2003.
COLLECTIVE BARGAINING AGREEMENT
C!TY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January 1,2001 through December 3 1,2003
PAGE 31 OF 32
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.
FOR THE CITY OF BREMERTON
FOR GENERAL TEAMSTERS LOCAL UNION #589:
Carol S. Conley, Human Resources Manager
E. Douglas Bush, Jr., Secretary-Treasurer
Approved as to Form:
Loren Combs, City Attorney
day of
, 2001.
APPROVED AND RATIFIED BY THE CITY COUNCIL TillS
EXECUTED ON BEHALF OF THE CITY:
By
Honorable Lynn Horton, Mayor
Attest:
Kathleen L. McCluskey, City Clerk
COLLECTIVE BARGAINING AGREEMENT
CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589
January I, 2001 through December 31, 2003
PAGE 32 OF 32