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Home My WebLink AboutTEAMSTERS LOCAL 589, 1995-1997 ~, . -. -=- .... _. - 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. City of Bremerton Human Resources Policy 3-20-03 Section 1 under Examination Results and Consequences is hereby amended to read: 1. Verifyin~ Positive Test. The MRO will contact the employee via a telephone number designated by the employee. The number should be one that ensures confidentiality. The MRO will make all reasonable efforts to contact the employee directly. If the MRO is unable to contact the employee, he or she will contact the Human Resources Department and request that the employee contact the MRO. The Human Resources Department will notify the MRO of the date the employee was contacted. If the employee does not contact the MRO within five (5) working days, the test will be released to the Human Resources Department. Dated this 3 day of ~ r:/ 1997. FOR THE CITY: FOR TEAMSTERS LOCAL 589: ~4z~~~ EARL DOU AS BUSH ., Secretary, Treasurer ~OF~ . .. .... .- K~ mcc-~ LETTER OF UNDERSTANDING ~~. ~~ This Letter of understanding is agreed to pursuant to Article 25.2 of the Labor Agreement by and between the city of Bremerton and General Teamster's Local No. 589. 1. The following is hereby added to Article 17.8: The parties agree that the City of Bremerton Human Resources policy 3-20-03 "Drug and Alcohol Policy for Employees Required to Have a CDL" will apply to employees not required to have a CDL. Provided, however, that the random testing rate for the non-CDL employees will be set at 25% for drugs and alcohol. This Letter of Understanding will go into effect November 1, 1996. The remaining provisions of the Agreement shall remain in full force. DATED this I#.. day of ~~ , 1996. FOR THE CITY: FOR THE TEAMSTER'S LOCAL 589: Manager - .-.. LETTER OF UNDERSTANDING This letter of understanding is agreed to pursuant to Article 25.2 of the Labor Agreement by and between City of Bremerton and General Teamsters Local No. 589. A call back initiates a two (2) hour guarantee period. Subsequent call backs will. not ,initiate additional two (2) hour guarantee periods until the original two (2) hour guarantee period has passed. All other provisions of the Labor Agreement apply in all aspects. Dated this 30 day of (Jq , 1995. Manger Local 589: <X!t4' . ..O' .. AMENDMENT TO THE AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON AND TEAMSTERS' LOCAL 589 January 1, 1995 - December 31, 1997 nus AMENDMENT is made and entered into pursuant to the provisions ofRCW Chapter 41.56, as an amendment to the agreement executed on April 26, 1995, hereinafter" Agreement" by and between the City ofBremerton, a municipal corporation of the State of Washington, hereinafter "City" and the Teamsters' Local 589, hereinafter "Union". WITNE S SE TH: 1. WWTP Opentor'. 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 shall receive Fifty Dollars ($50.00) per month for each current certificate above Group II. 2. WWTP Opentor-in-Charge DifFerential: When the employer designates a WWTP Operator as a Operator-in-Charge for a minimum of one full shift, they shall receive a five (5%) percent differential applied to their base hourly pay for each shift so assigned. 3. WWTP Operator Trainee Probationary Period: The Civil Service Rules in regards to Probation shall apply in all respects excepting any portion of such Rules that are in conflict with the provisions of this Article. Employees in tbe WWTP Operator Trainee classification shall be considered to be in a probationary period as long as they remain in the classification. Promoted Employees: Ifbetween six (6) and eighteen (18) months the employee does not qualify for WWTP Operator they shall be returned to the class they previously held, provided they held such class in a non-probationary status. New Hires: Ifbetween six (6) and eighteen (18) months the employee does not qualify for WWfP Operator the employee's name shall be placed on a layoff register for another classification in accordance with the Civil Service Rules. 4. Appendix A incorporated in Article 5 - WAGES shall be amended to add the following classification to wage grades: WWTP Operations Supervisor WWTP Operator WWTP Operator Trainee WWTP Laboratory Technician WWfP Maintenance Supervisor WWTP Maintenance Technician Wage Grade 16 Wage Grade 11 Wage Grade 7 Wage Grade 10 Wage Grade 15 Wage Grade 10 Q,t" !)It . ~ 7- .. .. .- - 5. The remaining provisions of the Agreement shall remain in full force and effect, rE DATED TInS flil.. aay of September, 1995. FOR THE CITY: FOR THE TEAMSTERS' LOCAL 589 ~~~.. . Earl Douglas Bus r., ~ ~ J. ,tl- Lynn Horton, Mayor ATTEST: -\ ~ ~ .~ . ( 0 IL~ -1 Kathleen McCiUskey, Ci Clerk -- - AMENDMENT TO THE AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON AND TEAMSTERSt LOCAL 589 January 1, 1995 ~ December 31, 1997 TIllS AMENDMENT is made and entered into pursuant to the provisions of RCW_ Chapter 41.56, IS an amendment to the agreement executed April26t 1995, hereinafter "Agreement" by and between the City of Bremerton, a municipal corporation of the State of Washington, hereinafter "City" and the General Teamsters Union Local 589, hereinafter "Union". WITNE S SETH: 1. Appendix A Incorporated in Article 5 - WAGES shall be amended to add the following classifications to Wage Grades: Utility Accoul1ts Supervisor Utility Billing Specialist Add to Wage Grade 14 Add to Wage Grade 9 2. The remaining provisions of the Agreement shall remain in full force and effect. DATED this ~ day of :;0AJA'- , 1995. unM h, Human Resources Manager cft:-~~1f FOR THE TEAMSTERS LOCAL 589: ~~~~ Earl Douglas Bu Jr., Secretary; Treasurer ATTEST: ~ '\\A..... (~~ ~ Kathleen McCluskey, City Clerk ~OFORM: an R. SI s, Ci~ Attorney RECEIVED JUN 2 8 1995 HUMAN RESOURCES -, ,- AGREEMENT BY AND BETWEEN CITY OF BREMERTON AND GENERAL TEAMSTERS LOCAL UNION NO. 589 JANUARY 1, 1995 THROUGH DECEMBER 31,1997 -., TABLE OF CONTENTS TO THE AGREEMENT BY AND BElWEEN CITY OF BREMERTON AND GENERAL TEAMSTERS LOCAL UNION NO. 589 JANUARY 1,1995 THROUGH DECEMBER 31,1997 ARTICLE TITLE PAGE PREAMBlE ..,..,...................,...,.......,....... _. . . . . . . . . , . . . . . . . . , . . . . . . . , . 4 ARTICLE 1 ...... NON-DISCRIMINATION ...,......................".....................4 ARTICLE 2 ...... RECOGNITION . . . . . . . . . , . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 ARTICLE 3 ....,. UNION DUES ......"................................................ 5 ARTICLE 4 ...... UNION ACCESS ...................................................... 6 ARTICLE 5 ...... WAGES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . , . . . . . . . . . . , . . . . . , . . . . . 6 ARTICLE 6 ...... HOURS OF WORK . . . . . . . , . . . . . . . . . . . . . . . . . . . , . . . . . , . . . . . . . . . . . . . . . . . . . 8 ARTICLE 7 ...... OVERTIME ....................................."..""............. 9 ARTICLE 8 ...... VACATION LEAVE .........,.....,..,......,.".....,.................. 9 ARTICLE 9 ..,... HOLIDAYS .......,."..,..,................,.,.....,...,.,...,..... 11 ARTICLE 10 ,.... SICK LEAVE AND INDUSTRIAL DISABILITY .........".........."....,...... 12 ARTICLE 11 ,..., OTHER PAID LEAVE .,.,.......,.....,.......".,........,.....,...... 14 ARTICLE 12 ...., RETIREMENT BENEFITS. . , . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 15 ARTICLE 13 ..... INSURANCE BENEFITS ..........,......,............,................. 15 ARTICLE 14 ..... WORK RELATED EXPENSES ...........................,....,........... 16 ARTICLE 15 ..... SUBCONTRACTING WORK ,.......................,.................... 17 ARTICLE 16 .,... MUNICIPAl COURT NON-CIVIL SERVICE EMPLOYEES EMPLOYMENT RIGHTS ........ 18 ARTICLE 17 ..... DRUG FREE WORK PLACE ............................................. 19 ARTICLE 18 ..... BUS PASSES ......,.....,.........,...,............................ 20 ARTICLE 19 ..... MANAGEMENT RIGHTS ................................................ 20 ARTICLE 20 ..... WORK STOPPAGES ...............................,..............,... 20 ARTICLE 21 ..... GRIEVANCE PROCEDURE ....................................,......... 20 ARTICLE 22 ..... SEVERABILITY .......................-......................,........ 22 ARTICLE 23 ...., ENTIRE AGREEMENT .,..................................,............ 22 ARTICLE 24 ..... CONFUCTJNG PROVISIONS ............................................. 22 ARTICLE 25 ..... LABOR ~AGEMENT COMMITTEE ....................................... 22 ARTICLE 26 ..... TERM .............,.............................................. 23 APPENDIX A ..........:.......,............................,......,......,......,.. 24 COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON, WASHINGTON .. TEAMSTERS LOCAL UNION NO. 599 April 17, 1995 PAGE 2 OF 32 .- ALPHABETICAL SUBJECT INDEX TITLE ARTICLE PAGE APPENDIX A ....................................................................... 24 BUS PASSES ........................................... ARTICLE 18 ................. 20 CONFLICTING PROVISIONS ................................ ARTICLE 24 ................. 22 DRUG FREE WORK PlACE .......................,......... ARTICLE 17 ................. 19 ENTIRE AGREEMENT ..................................... ARTICLE 23 ................. 22 GRIEVANCE PROCEDURE ............,...............,.... ARTICLE 21 ................. 20 HOLIDAYS ............................................. ARTICLE 9 .................. 11 HOURS OF WORK. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ARTICLE 6 .........;......... 8 INSURANCE BENEFITS. . .. . . . . .. . .. . .. . . . . . . . . . . . . . . . . , . . . ARTICLE 13 ................. 15 LABOR MANAGEMENT COMMITTEE ......................,... ARTICLE 25 ................. 22 MANAGEMENT RIGHTS ................................... ARTICLE 19 ................. 20 MUNICIPAl.. COURT NON-CIVIL SERVICE EMPLOYEES EMPLOYMENT RIGHTS. ARTICLE 16 ................. 18 NON-DISCRIMINATION ......................,.,........... ARTICLE 1 ................... 4 OTHER PAID LEAVE ...................................... ARTICLE 11 ................. 14 OVERTIME .......................... . . . . . . . . . . . . . . . . . . . ARTICLE 7 ................... 9 PREAMBLE ............................,.....,..................................... 4 RECOGNITION ............:............................. ARTICLE 2 ................... 4 RETIREMENT BENEFITS ................................... ARTICLE 12 ................. 15 SEVERABILITY ...................................,...... ARTICLE 22 ................. 22 SICK LEAVE AND INDUSTRIAL DISABILITY. .. . .. . .. . , . .. .. , .. .. . ARTICLE 10 ................. 12 SUBCONTRACTING WORK ........................,......,. ARTICLE 15 ................. 17 TERM ................................................ ARTICLE 26 ................. 23 UNION ACCESS .................................,....... ARTICLE 4 ................... 6 UNION DUES ........................................... ARTICLE 3 ................... 5 VACATION LEAVE ....................................... ARTICLE 8 ................... 9 WAGES ......................................,......... ARTICLE 5 .................... 6 WORK RELATED EXPENSES. . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . ARTICLE 14 ................. 16 WORK STOPPAGES ...................................... ARTICLE 20 ................. 20 COllECTIVE BARGAINING AGREEMENT CITY OF BREMERTON. WASHINGTON.. TEAMSTERS LOCAL UNION NO. 599 April 19, 1995 PAGE 3 OF 32 '- AGREEMENT BY AND BETWEEN CITY OF BREMERTON and GENERAL TEAMSTERS LOCAL UNION NO. 589 . JANUARY 1, 1995 THROUGH DECEMBER 31, 1997 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 shall be in effect during the term of this agreement for employees included in the bargaining unit described in Article 2 below. ARTICLE 1 ............ NON-DISCRIMINATION 1.1 Non-Discriminatory Application - The provisions of this Agreement shall 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-Disaimination--Union Activity - The provisions of this Agreement shall 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 shall each be responsible for complying with this provision. ARTICLE 2 ............ RECOGNITION 2.1 Represented Employees - The City recognizes the Union as the sale 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 ClassificaUons 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 shall not be added to the bargaining ool . . COLLECTIVE BARGAINING AGREEMENT CllY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. .599 April 17, 1995 PAGE 4 OF 32 -', .- 2.3 Employees 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 Oasslfications -'" In the event the City creates a new position or reclassifies an existing position proposed to be exempt from the bargaining unit, the Union shall be notified in writing. In the event that the Union disputes the City's proposed exemption of the new position from the bargaining unit, the Union shall 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 which is a member of the Union on or after the execution of this Agreement shall remain a member in good standing. Good standing shall be defined as tendering of uniformly required periodic dues. Failure of such an employee to abide by the foregoing provision shall constitute cause for discharge of the employee, provided that when an employee fails to fulfill the above obligation, the Union shall provide th-8Q'Iployee thirty (30) days notification in writing of the Union1s request to the City to initiate dischar~ action and during this period the employee may make restitution in the amount which is overdue. Sh Id ,the employee make such restitution, the request for discharge shall be withdrawn. 3.3 New Employees - Employees hired on or after the execution date of this Agre ment shall, within thirty (30) days of their respective date of employment, achieve good standing in the Union and shall thereafter maintain such good standing as a condition of employment. Good tanding shall be defined as tendering of unifonnly required periodic dues, fees or their equivalent. Fail ra of such an employee to abide by the foregoing provision shall constitute cause for discharge of such employee subject, however, to the same requirement for notification and opportunity for restitutl n as specified in Section 3.2 above. The City will notify the Union of newly employed bargaining unit em leyees as they are hired so a shop steward may be available at time of orientation. 3.4 Refusal to Join Union - AA 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 shall pay an amount of money equivalent to regular Union dues and fees to a nonreligious charity or to another organization mutually agreed to between the employee and the Union. 3.5 Membership Termination - Notwithstanding the provisions of sections 3.2, 3.3 and 3.4 above, an employee subject to such provisions may serve written notice on the union with a copy to the Human COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON. WASHINGTON - TEAMSTERS LOCAL UNION NO. 599 April 17. 1995 PAGE 5 OF 32 - Resources Department by certified or registered U. S. mail postmarked any date from December 1. to and including December 15th, stating that the employee desires to cease the payment of periodic dues. or fees required by such provisions. If such a notice is timely filed the employee shall be under no obligation to pay dues or fees due on or after the next December 31st period. Effective January 11 1996 this section shall be deleted from the agreement. 3.6 Indemnification - The Union shall 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 shall 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 shall have the right to appoint four (4) Shop Stewards. 4.2.1 The Union shall 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 shall 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 IS ability to perform the duties of his or her position with the City. In no event, however, shall 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. ARTICLE 5 ............ WAGES 5.1 Wage Rates - Effective January 1. 1995 the wages set forth in the 1994 Appendix A shall be Increased by four (4.0%) percent. 5.1.1 Effective January 11 1996 the 1995 wage rates shall be adjusted by ninety (90%) percent of the July 1994 to July 1995 CPI-W. SeatUe Index. (1982-84=100). as published by the United States Department of Labor. Provided however that such increase shall not be less than 2.5% nor shall It exceed five (5%) percent. 5.1.2 E~ective January 1, 1997 the 1996 wage rates shall be adjusted by ninety (90%) percent of the July 1995 to July 1996 CPI-WI Seattle Index, (1982-84:100), as published by the United States Department of labor. Provided however that such increase shall not be less than 2.5% nor shall it exceed six (6%) percent. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON. WASHINGTON - TEAMSTERS LOCAL UNION NO. 599 April 17. 1995 PAGE 6 OF 32 -" 5.2 New Employees - A new employee's wage rate shall be set at Step A of the wage scale except that a new employee may have his or her wage rate set at a higher step based upon relevant years and type of prior paid work experience. Placement of a new employee's wage rate at a step higher than A must be recommended by the Human Resources Director and approved by the Mayor. 5.3 Advancement through Wage Rates - Advancement through the wage rates from Step A through the final rate of the wage grade will occur upon completion of the prescribed number of months or year(s) of continuous employment since the employee's last wage placement. In the event an employee is on approved leave of absence without pay, in excess of eighty (80) consecutive hours, the employee's next wage rate advancement date will be extended by the actual number of days the employee was absent on such leave. 5.4 Wage Rate upon Placement at New Wage Grade: 5.4.1 In the event an employee Is moved from one classification to another classification which Is at a lower wage grade or, if an employee's classification is moved from one wage grade to a lower wage grade, the employee's wage rate at the lower wage grade shall be set at that step which Is dosest to, equal to, but not greater than the wage rate he or she was receiving at the former wage grade. All time the employee had served at the former step toward advancement to the next step of the 'former wage grade pursuant to B above shall be used in determining the time required to advance to the next step of the new wage grade. 5.4.2 In the event an employee is moved from one classification to another classification at a higher wage grade the employee shall receive at least the entry step of the new wage grade or a five (5%) salary Increase, whichever Is greater; provided that no employee is thereby advanced above the .G. (or final) step of the higher wage rate. The employee's advancement to the next step at the new wage grade shall be based on the effective date, of the new wage grade. 5.5 Longevity Pay - Longevity pay shall 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 yearsl continuous employment 3% Commencing 21 years and over continuous employment 4% 5.6 Premium Conditions: 5.6.1 Standby - An employee who is placed on standby status requiring the employee to be immediately available to report for duty shall be compensated at the rate of seventy five (75%) of their regular hourly rate of pay per day of standby duty. The employee' may chose payor compensatory time. An employee on standby shall be provided with a radio that has a police frequency. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON, WASHINGTON - TEAMSTERS LOCAL UNION NO. 599 Apri/17, 1995 PAGE 7 OF 32 ,~. 5.6.1.1 Standby shall nonnally consist of not more than seven (7) consecutive days, provided; however, based upon mutual agreement of tile employee and immediate supervisor, the employee may be placed on standby In excess of seven (7) days. 5.6.2 Shift Dlfferential- M employee assigned to work a shift schedule which begins at 12 noon or later and earlier than 6 a.m. shall be compensated a shift differential of seventy-five cents ($.75) per hour for each hour of the shift so, worked. 5.7 Paydays - Paydays shall 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. 5.8 Should the employer be responsible for any payroll error, adjustments in excess of fifty ($50.00) dollars shall be paid within two (2) business days. ARTICLE 6 ............ HOURS OF WORK 6.1 Nonnal Hours of Work - The normal hours of work for regular full time employees shall be forty (40) hours per week. The nonnal hours of work for regular part time employees shall be the number of hours per week that the Department Head schedules which shall not exceed forty (40) hours per week and shall not exceed the Departmenh approved budget allocation for the position. 6.2 Nonna! Work Schedule - The normal work schedule for regular full time employees shall consist of five (5) consecutive eight (8) consecutive hour days or four (4) consecutive ten (10) consecutive hour days. The Employer and employee may mutually agree to any other shift. Except in emergency situations (such as weather and acts of God) employees will be given fourteen (14) calendar days notice of any change In the nonnal work schedule, except that Public Works and Utility Department employees shall be given seven (7) calendar days notice of any change in the normal work schedule, otherwise employees shall receive overtime compensation. The normal work schedule for regular part time employees shall be that which is scheduled by the Department Head which shall consist of no more than five (5) consecutive days in a work week. 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, as the needs of City services require. 6.3 Meal Periods - A lunch period of no less than one-half (lh) hour, and no more than one (1) hour shall be provided. . The lunch period shall take place no sooner than two hours and no later than five (5) hours from the beginning of each eight (8) or ten (10) hour work period. No employee shall be required to work more than five (5) consecutive hours without a meal period. An employee who works three (3) or more hours longer than a normal work day shall be allowed at least one thirty (30) minute meal period prior to or during the overtime period. Meal periods are unpaid. When an employee Is required by the City to remain on duty on the premises or at a prescribed work site in the interests of the City during a meal. period, the meal period shall be paid as time worked. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON, WASHINGTON - TEAMSTERS LOCAL UNION NO. 599 April 17, 1995 PAGE 8 OF 32 - 6.4 Rest Periods - A paid rest period of fifteen (15) minutes within each four (4) or five (5) hour work period shall be provided. Rest periods shall be scheduled as near as possible to the midpoint of a work period. No employee shall be required to work more than three (3) hours without a rest period. ARTICLE 7 ............ OVERTIME 7.1 Overtime Defin~d - Overtime is all required and authorized work performed In excess of a full time employee's normal 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 employee1s 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 employee1s consecutive five (5) day work schedule. The use of any leave time shall be considered as time worked. for the purpose of calculating overtime. 7.2 Overtime Compensation - Overtime work shall be compensated at the rate of one and one-half (1 lh) times an employee's hourly rate in cash or in compensatory time. The form of overtime compensation shall be at the election of the employee provided, however, that Compensatory time off shall be by mutual agreement between the employee and supervisor. An employee who is compensated in compensatory time off must take the fime off or scheduled prior to October 15 of each year. 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. Effective July 1, 1995 each employee who receives a telephone call while off duty shall receive a minimum of one quarter hour pay at the employee's overtime rate for each call. Additional calls or work related to said calls within the fifteen minute minimum shall not pyramid. 7.3 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 shall receive a minimum of two hours of overtime compensation. 7.4 Court and/or Subpoenaed Appearances - An employee who appears in Court or responds to a subpoena which is related to his or her employment on off duty time shall receive overtime compensation for such appearances. ARTICLE 8 ............ VACATION LEAVE 8.1 Vacation Accrual - Employees shall accrue vacation time with pay for all regularly scheduled work time including paid holiday. sick leave. vacatio!1 and other leave time and excluding time for which workers' compensation time loss benefits are paid. pursuant to the following schedule: . Period of Continuous Full Time Employment Hours AccruedIY ear . Date of Hire through 5 years 6th year 7th year 104 Hours 120 Hours 128 Hours COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 599 April 17, 1995 PAGE 9 OF 32 - 8th year 9th year 10th year 11th year 12th year 13th year 14th year 15th year 16th year 17th year and thereafter 136 Hours 144 Hours 152 Hours 160 Hours 168 Hours 176 Hours 184 Hours 192 Hours 200 Hours 208 Hours 8.2 Vacation Eligibility - M employee becomes eligible to take accrued vacation time upon completion of six (6) months of continuous employment. An ehlployee1s supervisor may grant vacation leave at an ,earlier time if workload scheduling would be better managed as a result. Vacation time must be taken in segments of one-quarter (1/4) hour or more. Vacation time must be earned in the pay period prior to the time an employee takes any vacation time off. 8.3 Vacation Scheduling - Annual vacation leave shall 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. 8.4 Maximum Vacation Accrual - The maximum number of vacation accrual hours that any employee shall . be allowed to carry forward from one calendar year to the next shall be as follows: Years of Service Maximum Carryover Hours Date of Hire through 5 full years of employment Over 5 full years of employment 160 Hours 240 Hours 8.4.1 In the event an employee has been prohibited from (or unable because of absence from work due to illness or disability) taking sufficient vacation time to reduce his or her vacation balance to the maximum allowable carryover at the end of a calendar year, the excess hours shall be carried forward beyond the end of 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 foneit such excess vacation hours. 8.5 Vacation Pay-Out - Upon the retirement or termination of an 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 cash lump sum payment at the employee's straight time hourly rate. 8.6 Shared Vacation Leave - Shared leave permits employees. at no additional cost Ito the City other than the costs of administering the program, to aid a fellow 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 COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON. WASHINGTON.. TEAMSTERS LOCAL UNION NO. 599 April 17. 1995 PAGE 10 OF 32 -. 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. 8.6.1 Eligibility - !v:I employee 1) who has completed one full year of employment. and 2) who is suffering from an illness or Injury causing his or her extended absence from' work. and 3) who has depleted or will shortly deplete his or her total available accrued compensatory time and paid vacation, sick and floating holiday leave, and 4) who has not received more than a total of six months (131 working days) of shared leave throughout the employee's employment may request shared vacation leave donations. 8.6.2 Criteria for Approval - A request for shared vacation leave donations is to be submitted to the requesting employee's Department Head accompanied with medical documentation verifying the medical condition requiring the need for leave and the time period during which the employee can reasonably be expected to be absent from work due to the condition. Upon verifying that the requesting employee meets all of the eligibility requirements in A above and upon determining that the medical documentation received provides appropriate verification of the medical condition and time period involved, the Department Head shall recommend the employee's request for shared vacation leave donations be approved by the Mayor. The Mayor shall review the request to assure that all of the requirements set forth in this subsedion have been met and, if so, shall approve the employee's request for vacation leave donations. 8.6.3 Conditions of Donation - M employee who desires to donate accrued vacation leave to a donee employee shall do so voluntarily. Donations shall be made in one hour increments. The employee who donates vacation leave shall fill out the form relinquishing his or her vested right to the donated leave ~ as prescribed by the City and submit the form to his or her Department Head. Upon approval of his or her Department Head, the donated vacation leave shall be transferred to the donee employee1s vacation leave balance with the next payroll report. Once so transferred, the donated vacation leave becomes a vested right of the employee to whom it was donated and shall not revert back to the donor employee under any circumstances. 8.6.4 Use of Donated Leave - Nt employee who has received donated shared vacation leave shall be able to use the leave in the same manner as if he or she had personally accrued the leave provided that the use of or payment for the leave is in conformance with the provisions of this Article. ARTICLE 9 ........... . HOLIDAYS 9.1 Holidays Observed - The following holidays shall be observed by the City: HOLIDAY DATE OBSERVED New Yea(s Day Martin Luther Kingls Birthday President's Day Memorial Day Independence Day January 1 3rd Monday in January 3rd Monday in February Last Monday in May July 4 COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON, WASHINGTON _. TEAMSTERS LOCAL UNION NO. 599 April 17. 1995 PAGE 11 OF 32 .-- - Labor Day Veteran's Day Thanksgiving Day Day after Thanksgiving Christmas Day One Floating Holiday 1 st Monday in September November 11 4th Thursday in November 4th Friday in November December 25 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 ObselVation - 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 shall receive an alternate day as a paid holiday. The ftoating holiday shall be observed by each employee on a day mutually agreeable to the employee and the employee's immediate supervisor. In order to qualify for a floating holiday new employees must have been employed at least six months. 9.3 Holiday Compensation. Full Time Employees - An employee shall receive eight (8) hours of time off with pay for each holiday observed by the City and for a floating holiday of each employee's choice. Nt employee who is assigned to work a four-day ten (10) hour schedule shall 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. 9.3.1 Employees working a mutually agreed alternate schedule shall receive eight (8) hours holiday time. 9.3.2 Part time employees shall receive fifty (50%) percent of their normal work day. provided they shall receive not less than four (4) hours. 9.4 Work on a Holiday - Ivt employee required to work on a holiday shall be compensated at one and . one-half (1 ~) times the employee's regular straight lime rate of pay for the time worked in addition to regular holiday pay provided in 9.3 above. ARTICLE 10 . . . . . . . . . . .. SICK LEAVE AND INDUSTRIAL DISABILITY 10.1 Sick Leave Accrual - Employees shall 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 leave time ,and exduding 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 shall be able to accrue sick leave to a maximum of 1200 hours on January 1 of each year. COLLECTIVE BARGAINING AGREEMENT ' CITY OF BREMERTON. WASHINGTON.. TEAMSTERS LOCAL UNION NO. 599 April 17, 1995 PAGE 12 OF 32 - 10.3 Sick Leave Incentive - An employee who takes thirty-two (32) hours or less of sick leave in the calendar year shall 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 shall 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 wage 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 shall be paid for the total accrued and unused sick leave hours at the employee's regular hourly wage rate In effect at the time of death. 10.6 Sick Leave Use - Sick leave must be accrued in the pay period prior to use by an employee. Sick leave shall 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 employeels 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 employee1s children when such care requires parental presence to supervise or authorize treatment. 10.6.4 Upon the birth or adoption of a child. a father may use up to three (3) days of accrued sick leave. 10.6.5 . Providing care for an employee IS immediate family member when the family member has a health cond~ion that requires the assistance of an adult caretaker until such time as other care can be arranged. No more than ten (10) days of sick leave time can be used for this purpose per calendar ~~ ' 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, shall provide notification as follows: 10.7.1 Routine Appointments - M employee who schedules a routine medical, dental or oculist appointment shall make fNery reasonable effort to schedule such an appointment at a time which will cause the least Interference with the employee's work hours and duties. The employee shall give prior notice of the date and time of the appointment to his or 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 COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON, WASHINGTON - TEAMSTERS LOCAL UNION NO. 599 April 17. 1995 PAGE 13 OF 32 - the Department. An immediate supervisor shall 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, shall prompUy notify the department by telephone or otherwise as soon as practicable and will make fNery 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 daily report absences and may establish an a1temative reporting arrangement appropriate to the circumstances. 10.7.3 Sick Leave during Authorized Paid Leave - An employee who becomes ill or is injured during the employee's paid vacation or compensatory time off for accumulated overtime. may request the convers;on of such paid leave to sick leave with pay by promptly notifying the department of the Illness or Injury and providing such infonnation as is required by the department. to verify the appropriateness of such a conversion. 10.8 Sick Leave Documentation and Approval - M employee who has been absent on sick leave shall, within the first work day after returning to work, submit the CitYs sick leave form and provide such information as is required by the Department to approve the use of sick leave with pay for the absence. The Department may require an employee to provide a professional physician's verification 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. The Department may require an employee to provide certification by a professional physician that the employee is sufficiently recovered as to be able to return to work ana assume his or her normal duties prior to the employee returning to work or, in the fNent the employee has appeared at work, prior to resuming work. If the department does not allow the employee to return to work due to a need for certification, the employee will be allowed to continue the use of sick leave. Sick leave must be approved by the Department prior to payment. The Department shall not unreasonably withhold approval of sick leave with pay from employees. 10.9 Industrial Disability Leave - An employee who incurs a work-related illness or injUry and who qualifies to receive Workers' Compensation benefits shall be allowed to use accrued sick leave to supplement the Workers' Compensation benefits so as to provide the same pay he or she would have received for full time active service, taking into account that Workers' Compensation payments are. not subject to federal or social security taxes. In no event shall the combination of Workers' Compensation and employee sick leave exceed the amount of an employee's regular wage rate at any time of the disability period. ARTICLE 11 . . . . . . . . . . . . OTHER PAID LEAVE 11.1 Bereavement Leave - An employee will be granted three (3) days of bereavement leave for attending funerals In the State of Washington and five (5) days for out of state funerals of members of the employee's immediate family. Immediate family shall be defined as spouse, child, stepchild, mother, COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON. WASHINGTON -- TEAMSTERS LOCAL UNION NO. 599 April 17. 1995 PAGE 14 OF 32 - father, mother/father in-law, brother, sister, brother/sister in-law, grandparents, grandchildren of both the employee and the employee's spouse. All time off for bereavement leave may be charged against an employee's vacation, ftoating holiday, sick leave or compensatory time leave balance at the option of the employee. 11.2 Jury Duty. Witness Leave - An employee shall be granted leave of absence with pay for the purpose of reporting to: 1) Jury Duty or 2) serving as a witness as the result of a case related to his or her employment. 3) serving as a witness when that employee is off duty and is subsequently subpoenaed by the City due to an event he or she witnessed. Any fees received by the employee for the performance of such duties shall be assigned to the City. 11.3 Military Duty Leave - A leave of absence with pay for a period not to exceed fifteen (15) working days per calendar year will be granted to an employee for the purpose of attending training as a member of the organized military reserves of the United States or of the State of Washington. 11.4 Emergency Leave - In the event of an unforeseen emergency which requires the absence of an employee, the employee shall 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-haJf hour of each work day or, if possible, within the one-half (lh) hour preceding each work day of absence. Such emergency leave may be charged to an employee's unused vacation, floating holiday or compensatory time leave balance. ARTICLE 12 . . . . . . . . . . .. RETIREMENT BENEFITS 12.1 Each employee shall be enrolled in the Washington State Retirement system for which he or she qualifies. Contributions to the Retirement system shall be made on a pre-tax basis. Each employee shall be covered by the federal Social Security Act. ARTICLE 13 . . . . . . . . . . .. INSURANCE BENEFITS 13.1 Medical and Dental Insurance - The City shall make medical insurance coverage available to employees and their dependents as follows: Kitsap Physician's Service Plan B Group Health Cooperative 13.2 Insurance Premium Payments - Payment of insurance premiums shall be made as follows: COLLECTIVE BARGAINING AGREEMENT CllY OF BREMERTON, WASHINGTON - TEAMSTERS LOCAL UNION NO. 599 April 17, 1995 PAGE 15 OF 32 - 13.2.1 Employee premium paid in full by the City. Employee contribution toward dependent coverage shall be seven ($7) dollars per month per dependent to a maximum of twenty one ($21) dollars per month for full family coverage. 13.2.2 In the event the City negotiates an agreement with both the Police and Fire bargaining units during the term of this agreement which provides for employee contributions toward dependent coverage greater than seven ($7) dollars per month per dependent to a maximum of twenty one ($21) dollars per month for full family coverage or if employee contributions are changed to a percentage of premium for dependent coverage. the same arrangement will become effective for the employees covered by the terms of this agreement at the same time as it becomes effective for employees covered by such other agreement. 13.3 Dental Insurance - The City shall 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. 13.4 Insurance Reserves. Rebates and Surpluses - The City shall require the KPS medical plan provider to provide a structured accounting to the City at least annually. Such accounting shall include plan utilizations. all reserve accounts maintained for the plan, interest earned on reserves. administration costs and coinsurance (pooling) costs. This accounting shall be made available to the Union upon request The City agrees that premium rebates, reserve account rebates or any other monetary returns to the employer from the insurance providers together with subsequent interest earnings thereon shall be used exdusJveIy to defray the costs of premium increases in the plan, and Increase benefit levels. or other health related purposes determined appropriate by the Insurance Benefits Committee. Premium increases shall be any increase over the 1994 levels. The Insurance Benefits Committee shall 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, and one individual selected by each of the recognized unions. The committee shall elect a chair and any other. officers it deems appropriate. 13.5 In the event changes in state or federal law create an impact on the present health and welfare premiums or plans. the parties shall reopen negotiations on such subject. ARTICLE 14 . . . . . . . . . . .. WORK RELATED EXPENSES 14.1 Purchase of Unifonns - The City shall purchase or otherwise provide new and replacement unifonns required by DepartmentaJ regulations for each employee. Employees shall abide by such rules and regulations as are established by the Department in selecting and obtaining uniforms. All uniforms paid for by the Department remain the property of the City. Maintenance of Uniforms shall be provided at the discretion of the City through the City's contract with an independent cleaning company, City provided laundering and maintenance service or through payment of a cleaning allowance at existing rates. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 599 April 17, 1995 PAGE 16 OF 32 -. 14.1.1 Cleaning allowance for Animal Control Officers and Parking Enforcement Officers shall be as follows: 1-1-95 $285.00 1-1-96 $295.00 1-1-97 $305.00 14.1.2 The Employer shaJl provide five (5) uniforms to Animal Control Officers and Parking Enforcement Officers, ARTICLE 15 . , '.' . . , . . . ,. SUBCONTRACTING WORK 15.1 The City of Bremerton and the Union shall agree that conditions surrounding decisions to subcontract work normally performed by non-uniformed employees are subject to the following: The City shall provide a minimum of thirty (30) days advance notice of subcontracting out wOrk, In the event a contract is entered into. all employees involved in the work center to be cOntracted shall have guaranteed right of job transfer to the' SUbcontracting firm for a period of one. hundred twenty (120) calendar days. The City will make every effort to ensure the contracting firm has similar benefit entitlement. Upon transfer to the firm. employees will be cashed out all vacation leave entitlement as COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON. WASHINGTON.- TEAMSTERS LOCAL UNION NO. 599 April 17, 1995 PAGE 17 OF 32 -- - provided by QJrrent agreement. Sick leave entitlement shall be granted only to those employees who are within five (5) years of earliest retirement under (PERS) and then at a limit not to exceed seventeen and one-half percent (17.5%) of their existing balance. Individuals transferred shall also be placed on Civil Service Reinstatement Registers in accordance with existing rules. ARTICLE 16 . . . . . . . ..... MUNICIPALCOURT NON-CIVIL SERVICE EMPLOYEES EMPLOYMENT RIGHTS 16.1 Hiring - The Department shall hire and promote employees of the Municipal Court Department in conformance with federal, state and local laws governing hiring practices. Newly hired employees shall serve a six month (6) probationary period during which period the employee may be terminated without cause MY employee terminated during the probationary period shall have no recourse to the grievance procedure. 16.2 PranotlonaJ Probation - Newly promoted employee's shall serve a six month (6) probationary period during which period the employee may be reduced to his or her former position in the Court at the discretion of the Municipal Court. Any employee reduced during the probationary period shall have no recourse to the grievance procedure. 16.3 Discipline and Discharge - The Department may discipline or discharge an employee for good cause. .Cause. is hereby defined to be identical to the cause or causes which are set forth in the Civil Service Rules governing employees covered by the 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 shall be identical to those which are prescribed for use for employees covered by the Civil Service with the following exceptions: 16.4.1 The Department shall 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 shall be processed through the Grievance Procedure contained In this agreement. 16.5 Layoff - Employees subject to layoff shall be provided thirty (30) calendar days written notice prior to the effective date of layoff. layoff of Municipal Court employees shall be accomplished by seniority from date of hire within the series of classifications grouped as follows: Group 1: Legal Technician III Legal Technician II Legal Technician I Group 2: Probation Officer COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON, WASHINGTON - TEAMSTERS LOCAL UNION NO. 599 April 17. 1995 PAGE 18 OF 32 - 16.5.1 My new dassiflcation used in the Department will be placed in a series group by mutual agreement between the Human Resources Department and the Union. If an employee of the Department who Is covered by Civil Service Is to be laid off by seniority, he or she shall exercise their rights under the Civil Service layoff procedures. 16.6 Civil Service Employees - Employees covered by Civil Service shall be hired. disciplined and discharged in conformance with Civil Service Rules. ARTICLE 17 . . . . . . . . . . .. DRUG FREE WORK PLACE 17.1 17.2 17.2.1 17.2.2 17.3 17.4 17.5 17.6 17.7 The maintenance of a drug-free work place is essential to the safety and welfare of City employees. The following provisions shall apply to employees covered by this agreement: Controlled Substances 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. 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. Prescription or Over;..the-Counter Drug Use - The use of prescription and over-the-counter drugs which compromise safety in the work place or the quality of the employee's work product Is prohibited. Employee Sanctions - It is the responsibility of every employee to be aware of the above prOVisions and to abide by them. Failure to observe these provisions could result In immediate disciplinary action against the employee. up to and including termination. The employee may be required to participate satisfactorily in an alcohol or drug abuse assistance or rehabilitation program in accordance with the provisions of the Employee Assistance Program. Employee Assistance Program - The City is committed to supporting employees undergoing treatment and rehabilitation for alcohol or other chemical dependency. The City will provide infonnation to employees on available drug counseling and rehabilitation programs through the Employee Assistance Program. c- 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. Confiden~a1ity - The confidentiality of all complaints and reported violations of the proviSions of this policy will be strictly maintained. except as required by public disclosure laws or court orders. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON. WASHINGTON - TEAMSTERS LOCAL UNION NO. 599 April 17, 1995 PAGE 19 OF 32 -. 17.8 The parties agree to negotiate language to implement DOT provisions of Department of Transportation regulations concerning commercial drivers licenses prior to the implementation of January 1, 1996. ARTICLE 18 . . . . . . . . . . .. BUS PASSES 18.1 The Employer will provide Kitsap Transit bus passes to employees working in the downtown core. To be eligible to receive such passes, employees must ride the bus to and from work an average of three times a week. The Employer will establish procedures for the issuance of bus passes to employees. . ARTICLE 19 . . . . . . . . . . .. MANAGEMENT RIGHTS 19.1 SUbject only to the limitations expressly stated in this agreement, the Union recognizes that the Employer retains the exclusive right to manage its business including, but not limited to, the right to determine the methods and means by which its operations are carried on, to direct the work force and to conduct its operations in a safe and efficient manner. ARTICLE 20 . . . . . . . . . . .. WORK STOPPAGES 20.1 The Employer and the Union agree that the public interest requires efficient and uninterrupted perfonnance 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 shall be a violation of this Agreement for the Employer 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 shall be subject to disciplinary action in accordance with the rules of the Civil Service Commission. ARTICLE 21 . . . . . . . . . . .. GRIEVANCE PROCEDURE 21.1 Defin~lons: 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 shall 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 calendar days of the date upon which the employee could reasonably have been expected to know of such action. The employee shall have the right to be assisted by an authorized Union representative during this discussion. COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON, WASHINGTON .. TEAMSTERS LOCAL UNION NO. 599 April 17, 1995 PAGE 20 OF 32 .-. - 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 shall reduce the grievance to writing and shall state: the section (or sections) of this agreement which is alleged to have been Incorrectly interpreted or applied; 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 shaJl have the right to be assisted by an authorized Union representative In reducing his or her grievance to writing. The employee or Union representative shall present the written grievance to the employee's Department Head within fourteen (14) calendar days of the date the employee received the Immediale superviscx's response. The Department Head shall 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 shall reduce his or her decision to writing and shall transmit the decision to the employee and the Union representative within fourteen (14) calendar days of meeting with the employee and/or the Union representative. 21.4 STEP 3 - In the event that the Department Head does not resolve the grievance to the satisfaction of the employee or the Union representative at Step 2 of this procedure. the employee or the Union representative shall transmit a copy of the original grievance along with a copy of the Department Heads 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 shall consider the grievance and may convene a meeting with the Union representative in an attempt to resolve the grievance. The Human Resources Manager shall reduce his or her decision to writing within fourteen (14) calendar days of receipt of the grievance and transmit the decision to the Union. . 21.3 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 shall petition the Public Employment Relations Commission (PERC) for an arbitrator to be assigned to the grievance and who shall conduct a hearing in the matter. 21.S Powers and Duties of the Arbitrator - It shall be the duty of the arbitrator to conduct a hearing on the Issue or issues submitted by the parties for decision. The hearing shall be kept infonnal and private. The arbitrator shall interpret the provisions of this agreement as they apply to the issue or issues submitted for decision and shall 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 shall render a written decision which shall be binding upon the parties. 21.7 Costs of Arbitration - The expenses of the neutral arbitrator shall be borne equally by ,the parties. Each party shall 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 shall bear the cost of obtaining Such record. ' COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON. WASHINGTON - TEAMSTERS LOCAL UNION NO. 599 April 17, 1995 t ":3S PAGE 21 OF 32 - 21.8 Tme Umits - lime limits established in this procedure shall be strictly adhered to but may be waived by mutual agreement of the Union and the City. All procedures contained herein shall be complied with as expeditiously as practicable. ARTICLE 22 , . , , , , , , . , .. SEVERABILITY 22.1 In 1he event 1hat 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 penellng a final determination as to its validity, the remaining provisions of this Agreement shall rot be held lnvaJid and shall remain in full force and effect. The Union and the City shall 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 1he 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 atrf subfect or matter not specifically covered by the Articles of this Agreement during the term of this Agreement, except as mutually agreed upon. - ARTICLE 24 . . . . . . . . . . .. CONFUCTING 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 shall prevail. ARTICLE 25 , . . , . . . , . . .. LABOR MANAGEMENT COMMITTEE 25.1 Labor Management - The Employer 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. shall function as one-half (lh) of a Labor-Management Committee. the other half being no more than five (5) certain representatives of the Employer named for that purpose. The committee shall 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 Employer shall provide a draft of the minutes of the meeting to the Unions committee within (2) two weeks of the meeting. At the committees discretion additional meetings may be held. The committee shall be chaired by a member elected by the committee. 25.2 Should the Union arid Employer mutually agree to change, add, or delete any provision of this Agreement. policies, rules or other matters such change shall be set forth in writing. COUECTIVE BARGAINING AGREEMENT CITY OF BREMERTON, WASHINGTON - TEAMSTERS LOCAL UNION NO. 599 April 17, 1995 ~ / ....r/J PAGE 22 OF 32 - -. ARTICLE 26 . . . . . . . . . . .. TERM 26.1 This Agreement shall become effective upon January 1, 1995 and shall remaln in effect through December 31, 1997. All requests to amend. modify or terminate this Agreement shall require either party to file written notice upon the other at least sixty (60) days prior to December 31, 1997. 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 shall 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: ~Form: - --.--- APPROVED AND RATIFIED BY THEGITY COUNCIL THIS ~IJ.~J day of q~f i .J , 1995. EXECUTED ON B~ THE CI1Y: By ~ .J. Hon ble Lynn Horton, Mayor ~ ~~ \'^--~- Kathleen L McCluskey, City Clerk I I PAGE 23 OF ~ ~'B I , I I I COLLECTIVE BARGAINING AGREEMENT CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 599 April 17, 1995 Wage. adJUIUd by 4.0% Iftectlve 1~1" 05J09I95 WAGE RATES January 1. 1995 APPENDIX A 12 MONTHS 12 MONTHS 12 MONTHS :II MONTHS :u MONTHS 24 MONTHS PINAL DIICRIP11CIN WACE BASE ITEP A ITEP . ITEP C STEP D ITEP E ITEP F STEP G WAGE GRADE" CLASSIFlCA TIONS: Dalll Entry Operator APPROX ANN 20,615 21,134 21,697 22,281 22,865 23,449 24,076 0IIice Asumnt I APPROX Me 1,718 1,761 1,808 1,857 1,905 1,954 2,006 APPROX 810M 859 881 904 928 953 971 1,003 BASE HRLY 9.91 10.18 10.43 10.71 10.99 11.27 11.58 OVER1lME/HR 14.87 15.24 15.85 16.07 16.49 16.91 17.36 lONGEVITY WAGE RATES: OaadHIM~ 5Yrs BASE HRl Y 9.91 10.16 10.43 10.71 10.99 11.27 11.58 811 thIough 1011 Yrs BASE HR +1 % 10.01 10.26 10.53 10.82 11.10 11.38 11.69 11tl bough 1511 Yrs BASE HR +2% 10.11 10.36 10.64 10.92 11.21 11.50 11.81 1811'twough2Oll Vrs BASE HR +3% 10.21 10.-i6 10.74 11.03 11.32 11.61 11.931- 21.t Yr 8nd ~1IBr BASE HR +4% 10.31 10.57 10.85 11.14 11.43 ' 11.72 12.04 WAGE GRADE 5 CLASSIFICATIONS: I...aI:lofw . APPROX ANN 21,697 22,281 22,865 23,449 24,076 24,704 25,396 leg8I SecNaIIry I APPROX Me " 1,808 1,857 1,905 1,954 2006 2,059 2,116 , , Legal TechnIcI8n I APPROX 810M 904 928 953 971 1,003 1,029 1,058 otIIc:e Aasiltllnt II BASE HRL Y 10.43 10.71 10.99 11.27 11.58 11.88 12.21 OVERTIMElHR 15.65 16.07 16.49 16.91 17.36 17.82 18.31 LONGEVITY WAGE RATES: Da. d HIM hough 5Yrs BASE HRL V 10.43 10.71 10.99 11.27 11.58 11.88 12.21 6lh through 10lh Vrs BASE HR +1% 10.53 10.82 11.10 11.38 11.69. 12.00 12.33 11tl1tlnx9l1511 VIS BASE HR +2% 10.84 10.92 11.21 11.50 11.81 12.12 12.45 1611lhrough 20Il V,. BASE HR +3% 10.74 11.03 11.32 11.61 11.93 12.24 12.58 21.t Vr 8nd 'Ther8lIl'l8r BASE HR +4% 10.85 11.14 11.43 11.72 12.04 12.36 12.70 WAGE GRADE' CLASSlFICA TIONS: Accounling AMiIt8nt I APPROX ANN 22,865 23,449 24,076 24,704 25,_ 26,045 26,780 P.-ldng Enforcemenc 0fIIcer APPROX Me 1,905 1,954 2,006 2,059 2,1161 2,170 2,232 RecreatIon Prognm APPROX 810M 953 977 1,003 1,029 1,058 1,085 1,116 CoordInator I BASE HRLY 10.99 11.27 11.58 11.88 12.21 12.52 12.88 OVERTlMElHR 16.49 16.91 17.36 17.82 18.31 18.78 19.31 LONGEVITY WAGE RATES: Dale of HinI tvough SV,. BASE HRL Y 10.99 11.27 11.58 11.88 12.21. 12.52 12.88 61h ttvough 1011 VII BASE HR +1 % 11.10 11.38 11.69 12.00 12.33 12.65 13.00 1111 through 1511\ V,. BASE HR +2% 11.21 11.50 11.81 12.12 12."5 12.71 13.14 1611 through 20th Yrs BASE HR +3% 11.32 11.61 11.93 12.24 12.58 I 12.90 13.26 21.t Yr Ind Ther..... BASE HR +4% 11.43 11.72 12.04 12.36 12.70 13.02 13.40 WAGE GRADE 7 CLASStFICATIONS: AccxlIM1lIng AaIiItIInt II APPROX ANN 2",076 24,704 25,396 26,045 26,780 27,473 28,188 CompuI8r Oper-Ullty , APPROX MO 2,006 2,059 2,116 2,170 2,232 2,289 .2,349 I..8gIII Tectncl8n II APPROX 810M 1,003 1 ,ON 1,058 1,085 1,116 1,145 1,174 0tIIc8 AaaiAlnt SenIor ' BASE HRL V 11.58 11.88 12.21 12.52 12.88 13.21 13.55 OVERTIMElHR 17.36 17.82 18.31 18.78 19.31 19.81 20.33 LONGEVllY WAGE RATES: Dale of Hire through 5Yrs BASE HRL Y 11.58 11.88 12.21 12.52 12.88 13.21 13.55 81tIlhrough 10lh Vrs BASE HR +1 % 11.69 12.00 12.33 12.65 13.00 13.34 13.69 11th lhrough 1511 Yrs BASE HR +2% 11.81 12.12 12.45 12.77 13.14. 13.47 13.82 161llhrough 20th Vrs BASE HR +3% 11.93 12.24 12.58 12.90 13.26 13.80 13.96 21st Yr Md lhenMIftIIr BASE HR +4% 12.04 12.36 12.70 13.02 13.40 13.74 14.09 a't ..... w.g_1I Mij..... a.y 4.0% .rJec:tive 1.1... 12 MONTHS 12 MONTHS 12 MONTHS a4 MONTHS 2A MONTHS 34 MONTHS FINAL. DEICRIPTION WAGE lASE STEP "- STEP . STEP C STEP 0 STEP E STEP f STEP G WAGE GRADE' ClASSIFICATIONS: P8ISOnlI/ Computer Tech APPROX ANN 25,3Iil6 26,0.45 26,780 27,473 28,186 28,944 29,744 - APPROX MO 2,116 2,170 2,232 2,289 2,349 2,412 2,478 APPRo)( 810M 1,058 1,085 1,116 1,145 1,174 1,206 1,23e BASE HRL V 12.21 12.52 12.88 13.21 13.55 13.92 14.30 - LONGEVITY WAGE RATES: OVERTIMEIHR 18.31 18.78 19.31 19.81 20.33 20.87 21.45 Oat. of Hire through SVrs BASE HRL V 12.21 12.52 12.88 13.21 13.55 13.92 14.30 6111hrough 1011 Vrs BASE HR +1% 12.33 12.65 13.00 13.34 13.69 14.05 14.45 1111 lt1ftx.911511 Vrs BASE HR +2% 12.45 12.n 13.14 13.47 13.82 14.20 14.58 161111rough 20Il V,. BASE HR +3% 12,58 12.90 13.26 13.60 13.96 14.34 14.73 21st Vr and ThereIifter BASE HR +4% 12.70 13.02 13.40 13.74 14.09 14.48 14.87 WAGE GRADEl CLASSIFICATIONS: AccounIng AuIItInt Sf APPROX ANN 25,750 26,416 28,186 28,944 2Sl,744 30,544 31,431 AnIm8I ConeIoI 0fIic8r APPROX MO 2,146 2,201 2.349 2,412 2,479 2,545 2,619 BId & Dev Spec I APPROX BI~ 1,073 1,101 1,174 1,208 1,239 1,273 1,310 Depnnent Secf8IIry BASE HRL Y 12.88 13.21 13.55 13.92 14.30 14.68 15.11 Engineering Technk:lan I OVERTlMElH~ 18.57 19.81 20.33 20.87 21.45 22.03 22.87 LegalS~ II l8gaI Technician III Operator Service Specialist LONGEVITY WAGE RATES: Date of Hire hough 5VIS BASE HRL V 12.88 13.21 13.55 13.92 14.30 14.68 15.11 6th through 10th VIS BASE HR +1% 13.00 13.34 13.69 14.05 14.45 14.83 15.27 111l1hrough 151h V,. BASE HR +2% 13.14 13.47 13.82 14.20 14.59 14.98 15.41 161l through 20tt YIS BASE HR +3% 13.26 13.60 13.96 14.34 14.73 15.12 15.57 21st Vr and l'tlereMW BASE HR +4% 13.40 13.74 14.09 14.48 14.87 15.27 15.71 WAGE GRADE 10 - CLASSIFICATIONS: Engineering TeCh.**" II APPROX ANN 28,186 28,944 29,744 30,544 31,431 32,275 33,162 0IIIce SuperyiIor APPROX MO 2,349 2,412 2,479 2,545 2,619 2,690 2,763 w.... QualIty TechnIcI8n APPROX 810M 1,174 1,206 1,239 1,273 1,310 1,345 1,382 BASE HRL V 13.55 13.92 14.30 14.68 15.11 15.52 15.IM OVERTIMEIHR 20.33 20.87 21.45 22.03 22.67 23.28 23.91 LONGEVITY WAGE. RATES: . OUt of Hire I1rough SVJl BASE HRL Y 13.55 13.92 14.30 14.68 15.11 15.52 15.94 6Il haIgh 101l VIS BASE HR +1 % 13.69 14.05 14.45 14.83 15.27 15.67 16.10 11111h1ough 1511 VIS BASE HR +2% 13.82 14.20 14.59 14.98 15.41 15.83 16.27 161h Ihrough 20Il VIS BASE HR +3% 13.96 14.34 14.73 15.12 15.57 15.99 16.42 21st Yr and 'Tl1enIIIft8r BASE HR +4% 14.09 14.48 14.87 15.27 15.71 16.14 16.58 05/09195 WAGE RATES January f, 1916 APPENDIX A J5 Wages ........ .., 4..1% lfhdlve 1-1'" 05I0IW5 WAGE RATES Januarv1.1"5 APPENDIX A 12 MONTHS 12 MONTHS 12 MONTHS 24 MONTHS 24 MONTHS 24 MONrHa IIINAL DElCAPnON WAGE MIlE ITEP A ITEPa ITEP C ITPD STPE ITPF STEP G WAGE GRADE 11 Cl..ASSJFICA TIONS: CompuIIr ProgIwnnw . APPROX ANN 29,744 30,544 31,431 32,275 33,162 34,092 35,001 E~I APPROX Me 2,479 2,545 2,619 2,_ 2,163 2,841 2,817 0per8t0r SenIor APPROX ~ 1,23; 1,273 1,310 1,30'6 1,382 1,421 1,458 ~ Progrwn BASE HRL V 14.30 14.68 15.11 15.52 15.;4 16.39 16.83 CoonIIn8all OVERTlMElHR 21.-i5 22.03 22.67 23.28 23.81 24.58 25.24 SeMce ~""t SenIor WIIf1'8nt SeMIr LOHGEVITY WAGE RATES: OUt 01 HIM hough SVrs BASE HRl Y 14.30 14.68 15.11 15.52 15.G4 16.39 16.83 611 haugh 1ot1 Vrs BASE HR +1% 14045 14.83 15.27 15.67 16.10 16.56 16.99 1111 twugh 1511 Vrs BASE HR +;2% 14.59 14.98 15.41 15.83 16.27 16.72 17.16 1611 hough 20tI Vrs BASE HR +3% 14.73 15.12 15.57 15.99 16.42 16.88 17.34 21 at Vr 8Ild TlIereIftIr BASE HR +4% 14.87 15.27 15.71 16.14 16.58 17.05 17.50 WAGE GRADE 12 ClASSIFICATIONS: AnmI Cni1IPMdng Sup'i APPROX ANN 31,431 32,275 33,182 30',092 35,001 35.952 36,U91 Aq&.aca SupervtIor APPROX Me 2,618 2,690 2,763 2,841 2,817 2,_ 3,083 8loIoIIdI TeohnlcIIn APPROX 810M 1,310 1,345 1,382 1,421 1,458 1,_ 1,541 Cemetery CareIIker BASE HRL V 15.11 15.52 15.94 16.39 16.83 17.28 17.78 CompuW PnIgrwnmer Sr OVERl1MElHR 22.67 23.28 23.91 24.59 25.24 25.93 26.68 EngIneeiing Teem III EnvIror.menlil/ Tech F.... Sl.Ip8rWor MaInI8n8nce EIectrIcI8n Pr0b8Uon 0flIcer I-WeIder LONGEVITY WN3E RATES: 0_ 01 Hire hough .5Yra BASE HRl Y 15.11 15.52 15.94 16.39 16.83 17.28 17.78 6Ih Ihlough 101'l Yra BASE HR +1% 15.27 15.67 16.10 16.56 16.99 17.45 17.96 111l1h1augh 151h Vra BASE HR +;2% 1U1 15.83 16.27 16.72 17.16 17.63 18.14 1611 hough 2011 Yra BASE HR +3% 15.57 15.99 16.42 16.88 17.34 17.80 18.31 "- 21st Vr 8Ild ll1ere8fter BASE HR +4% 15.71 16.14 16.58 17.05 .17.50 17.97 18.49 WAGE GRADE 13 ClAS$IFICATIONS: 8Idg & Dev Spec II APPROX ANN 33,162 34,092 35,001 35,852 36,891 37,886 39,024 EngIneertng Techn IV APPROX Me 2,763 2,841 2,917 2,996 3,083 3,165 3,252 Inventory SpeciIIIIIt APPROX Bl-M 1,382 1,421 1,458 1.498 1,541 1,583 1,626 I...e8d 0penItJr BASE HRl Y 15.;4 18.39 16.83 17.28 17.78 18.26 18.76 I...e8d lWilce SpecWtt OVERTIMElHR 23.91 24.59 25.24 25.93 26.68 27.39 28.14 ~ CoonIInaIor P.... lONGEVpV W/tGE RATES: 0. 01 HIre I1rough SVra BASE HRL V 15.;4 16.39 16.83 17.28 17.78 18.26 18.76 8Ih IhIaugh 101l Yra BASE HR +1% 16.10 16.56 16.99 17.45 17.86 18..5 18.95 1111 hough 15ft Yra BASE HR +;2% 18.27 16.72 17.16 17.63 18.14 18.63 19.14 161h lhIoogh 201\ Yra BASE HR +3% 16.42 16.88 17.34 17.80 18.31 18.81 19.32 21st Vi' Md Ther88IIr BASE HR +"" 16.58 17.05 17.50 17.97 18.49 18.99 19.51 ~c.:. Wagu IICIju.tH aty U% Iffec:tive 1-1-11 0&ClQi95 WAGE RATES January f, 1996 A P DCA 12 MONTHS 12 MONTHS 12 MONTHS 24 MONTHI 24 MONTHI 24 MONTHS fiNAL DI!ICRPTION WAGE BASI! ITEP A STEP . STEP C STEP D STEP I STEP .. STEP 0 WAGE GRADE 14 ClASSlFICA TIONS: Accountant APPROX ANN 35,001 35,952 36,991 37,986 39,Q24 4O,OfM 41,231 Bldg. Oev ~t III APPROX Me 2,917 2,_ 3,083 3,165 3,252 3,340 3,436 BuIInea l.io8Iwe APPROX BI-M 1,458 1,498 1,541 1,583 1,126 1,670 1,718 InIpectJrfAudlaor BASE HRL Y 16.83 17.28 17.78 18.26 18.76 1;.27 19.82 ~ PfogIwnmerl OVERT1MEniR 25.24 25.93 26.68 27.39 28.14 28.91 29.73 An8ly81 E....lIca Technlcl8n E~1lI Teohn Sr Journey l..ewI ~ project CooIdInIIor LONGEVIlY WNJe RATES: o.a. of Hn Ilnlugh 5Yf'I BASE HRLY 16.83 17.28 17.78 18.26 18.76 1;.27 19.82 8Il1twlugh 1<<* V,. BASEHR+1% 16.99 1H5 17.96 18.45 18.~ UU6 20.02 1111 hough 151\ Yra BASE HR +2% 17.16 17.63 18.14 18.63 19.14 19.66 20.22 16th thIoaugh 20It Yra BASE HR +3% 17.34 17.80 18.31 18.81 19.32 19.85 20.42 21.1 Yr n ThetwIfter BASE HR +4% 17.50 17.97 18.49 18.99 19.51 2().04 20.61 . WAGE GRADE 16 ClASSIFICATIONS: CIvIl Engineer I APPROX ANN 36,991 37,986 39,024 40,084 41,231 42,390 43,588 Service Spec SuperviKIr APPROX MO 3,083 3,165 3,252 3,340 3,0436 3,533 3,632 Pm MaInIInance Supervllor APPROX BloM 1,541 1,583 1,626 1,670 1,718 1,766 1.816 PIIIM8r SenkIr BASE HRL Y 17.78 18.26 18.76 19.27 19.82 20.38 20.96 WatM Dlalrtbulon Supervilar OVERTIMEI~ 26.68 27.39 28.14 28.91 29.73 30.57 31.43 Weta!' 0penII0nI SUpervisor LONGEVllY WAGE RATES: Deit of Hire Ivough SYra BASE HRL Y 17.78 18.26 18.76 19.27 19.82 20.38 20.96 8Il1ftlUgh 1011 Yra BASE HR +1% 17.96 18.45 18.95 19046 20.02 20.5Q 21.17 111l1hR1ugh 151\ Yra BASE HR +2% 18.14 18.83 19.14 19.66 20.22 20.79 21.37 16th IMaugh 20It Yra BASE HR +3% 18.31 18.81 19.32 19.85 20.42 20.99 21.58 21.1 Yr n TherelInBI BASE HR +4% 18.49 18.99 19.51 20.04 20.61 21.20 21.80 WAGE GRADE 11 CLASSWICATlONS: CMI E......II APPROX ANN 39,024 40,084 41,231 42,390 43,588 44.843 46,098 . EIecm1Ica Supervilor APPROX MO 3,252 3,340 3,436 3,533 3.632 3.737 3,841 Networt AdminIaIrator APPROX BI-M 1,626 1,670 1,718 1,766 1,816 1,868 1,921 BASE HRL Y 18.76 19.27 19.82 20.38 20.96 21.56 22.16 OVERTIMElHR 28.1" 28.91 29.73 30.57 31.43 32.304 33.24 LONGEVIlY WAGE. RATES: o.a. d HIre tvaugh SYf'I BASE HRLY 18.76 19.27 1lU2 20.38 20.96 21.56 22.16 611 Uvough 101t Yra BASE HR +1% 18.95 19.46 20.02 20.58 21.17 21.78 22.38 11., hough 151'1 Yra BASE HR +2% 19.14 19.66 20.22 20.79 21.37 21.99 22.60 161hthrough 20tl Yra BASE HR +3% 19.32 19.85 20.42 20.99 21.58 22.21 22.82 21.t Yr n ThenMIftIIr BASE HR +4% 19.51 20.04 20.61 21.20 21.80 22.42 23.05 PEND J7 W..lld,julDd bJ 4.0% IIrecItve 1-'" 05I0aI95 anu8IY , '2 MONTHS 12 MONTHS 12 MONTHS M IIONTHI M MONT" M MONTH8 PIINAL. DUCIWITION WAGE lASE STEP It STEP B S,.. C STEP D S,.. . STEP I' ITEP G WAGE GRADE 17 ClASSIFICATIONS: APPROX ANN 41,231 42,390 43,588 44,843 46,098 47,_ 48,715 APPROX MO 3,436 3,533 3,632 3,737 3,IM1 U50 4,060 APPROX BJ.M 1,718 1,766 1,816 1,868 1,Q21 1,975 2,030 BASE HRL Y 19.82 20.38 20.96 21.56 22.16 22.7D 23.42 OVERTlME/HR 29.73 30.57 31.43 32.34 33.24 34.18 35.13 LONGEVllY WAGE RATES: DMI at HIre I1raUgh SV.. BASE HRL Y 19.82 20.38 20.96 21.56 22.16 22.N 23.42. .. haugh 1011 YIS BASE HR +1% 20.02 20.59 21.17 21.78 22.38 23.02 23.65 1111..... 1511 Yrs BASE HR +2% 20.22 20.78 21.37 21.99 22.60 23.25 23.89 16111Nougt\ 2011 Yrs BASE HR +3% 20.42 20.98 21.58 22.21 22.83 23.47 24.12 21at Yr.-.d n.r..ner BASE HR +4% 20.61 21.18 21.80 22.42 23.05 23.70 24.36 WAGE GRADE 1. CLASSIFICATIONS: Clvl Engineer III APPROX ANN 43,588 44,843 46,088 47,_ <48,715 50,078 51,4&4 APPROX Me 3,632 3,737 3,841 3,950 4,060 4,173 4,290 APPROX BI-M 1,816 1,868 1,921 1,975 2,030 2,087 2,145 BASE HRL Y '20.96 21.56 22.16 22.7D 23.42 24.08 24.75 OVERTIMEIHR 31.43 32.34 33.24 34.18 35.13 36.114 37.13 LONGEVllY WN3E RATES: OatIl of Hll8l1rough SYrs BASE HRL Y 20.96 21.56 22.16 22.79 23.42 24.08 24.75 6th through 1011 V,. BASE HR +1% 21.17 21.78 22.38 23.02 23.65 24.32 25.00 1111 through 15111 Yrs BASE HR +2% 21.37 21.99 22.60 23.25 23.89 24.56 25.25 16th through 20Ih V,. BASE HR +3% 21.59 22.21 22.82 23.47 24.12 24.80 25.49 21st Yr.-.d TheteIIfter BASE HR +4% 21.80 22.42 23.05 23.70 24.36 25.04 25.74 WAGE RATES J 1 1995 APPENDIX A ~~ - -- AMENDMENT TO THE AGREEMENT BY AND BETWEEN THE CITY OF BREMERTON AND TEAMSTERS' LOCAL, 589 January 1, 1992 - December 31, 1994 THIS AMENDMENT is made and entered into pursuant to the provisions of RCW Chapter 41.56, as an amendment to the agreement executed December 30, 1991, hereinafter "Agreement" by and between the City of Bremerton, a municipal corporation of the state of Washington, hereinafter "City" and the Teamsters I Local 589, hereinafter "Union". WIT N E SSE T H: 1. Appendix A incorporated in Article 6 - WAGES shall be amended to add the following classification to Wage Grades: Environmental Technician Operations Foreman Distribution Foreman Wage Grade 12 Wage Grade 15 Wage Grade 15 2. The remaining provisions of the Agreement shall remain in full force and effect, DATED this 27th day of September. 1994 FOR THE CITY: FOR THE TEAMSTERS'S LOCAL 589 Manager ",- -~ --- ---l P-- .~- , Lynn Horton, Mayor " I _. /,' \\~ LQ..u.~ to. . Kathleen MCCluske , City Clerk / S TO FORM: <.-~-------- Ian R. Sievers, 6'\y'4 T1i)"f(..N~ 'f