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Home My WebLink AboutTEAMSTERS LOCAL 589, 1998-2000 AI 01' lib G~ 48 . ....... -~ .... -- LETTER OF UNDERSTANDING This letter of understanding is agreed to pursuant to Article 25.2 of the Labor Agreement by and between the City of Bremerton and the General Teamster's Local No. 589. .:. Appendix A, Wage Rates, is hereby amended, and the Network Administrator is placed at Wage Grade 18. The remaining provisions of the Agreement shall remain in full force and effect. I 5 t:!!: DATED this" day of J LJ 11 ...(' ,2000 FOR THE CITY: ~ Human Resources Manager FOR THE TEAMSTER'S LOCAL 589 Ii ',. -'-r~ ,-.--. ---';: "'1 J ~-~!~ Jl \II It] I ~' :.:: JUN 2 6 200J ! l~ , .- ..-, 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 the General Teamster's Local No. 589. Article 9.2, Alternative Days of Holiday Observation, is hereby amended to add the following: Employees in the following listed classifications and the employees listed will observe Friday, December 31, 1999 as their New Years Day holiday. CLASSIFICATIONS Computer Programmer Analyst Electronics Technician Electronics Supervisor Facilities Inventory Supervisor Journey Level Electrician Lead Service Specialist Maintenance Coordinator Network Administrator Operator Operator, Senior Operator, Lead Personal Computer Technicill:n Water Distribution Supervisor Water Operations Supervisor Water Resources Assistant WWTP CMMS Technician WWTP Lab Technician WWTP Maintenance Supervisor WWTP Operator WWTP Operator Trainee EMPLOYEES Robert Ader McKee Mosher Mark Amundson Steven Murphy Jay Beahm Anthony Nelson Ronald Belden Paul Pattison Chance Berthiaume Patricia Pod Felicia Brown Larry Reed Jim Bruns Rodney Rodenhurst Dave Carter Thomas Spychala Darrell Clauson Joseph Stansbery Robert Elsen Dale V ogltanz Mark Klinefelter Louise Westcott Daniel Lowe Darrell Zinter All other employees will observe Monday, January 3, 2000 as their New Years Day holiday. ~~ ~'l' 'Ffte City RU!.)! modif, th6 8esigRMed d~] vff if ctrcumSLaIlCt:s W<111&11:. Any ehang,,"~ w111 or;/I'M ~OR1...1'h.......l~""d~d Lv the 8FRjllg~'~~(i) in''''nlv(ArI aRS the Uni8fL ll! .!Ovu. ~~ }'v~i)~blf... ~ j The remaining provisions of the Agreement shall remain in full force and effect. DATED this IG day of M. Aile H ,1999. FOR THE CITY: FOR THE TEAMSTER'S LOCAL 589 /t.R .l2--~~ 4-11-9? EARL DOUGL'Z BUSH, JR. SecretaryfTreasurer - ,-, 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. 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: ITH, Human Resources Manager f2JlLl ~~ EARL DOU~S BUSH Secretary, Treasurer - -- AI OF lIi? ~~ !8 .-.. .... - ,- -. 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. City of Bremerton Human Resources Policy 3-20-03 Section 1 under Examination Results and Consequences is hereby amended to read: 1. Verifyin2 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) calendar days, the test will be released to the Human Resources Department. Dated this 15th day ofJuly 1998. FOR THE CITY: FOR TEAMSTERS LOCAL 589: I H, Human Resources Manager ~~~ EARL DOUGL S BUSH JR.., Secretary, Treasurer -- :8 -. -. 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. The City of Bremerton will make available eight (8) parking spaces on 4th Street between Washington and the water for employee parking. The date of availability will be determined by the City. Spaces will be assigned on the following basis: 1. Only employees assigned to a downtown work site are eligible. 2. Priority will go to carpools, consisting of City employees. If there are no more than eight (8) carpools they will be allowed to use a space on a permanent basis. If there are more than eight (8) carpools priority will go to those with the highest occupancies. Ties will be decided by a drawing on a monthly basis. -- 3. If there are not enough carpools to fill the spaces, remaining spaces will go to individual employees. If there are more employees than spaces, a drawing will be conducted. Those selected will get a space for one month. It is understood that this does not establish a precedent or a past practice. Further, the City may at its sole discretion cancel this program at any time. Dated this /5 day of ~LA.).'j 1998. FOR THE CITY: FOR TEAMSTERS LOCAL 589: ~~ EARL DO LAS BUSH JR., Secretary, Treasurer -- .- .-., 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 the General Teamster's Local No. 589. Appendix A Incorporated in Article 5 - WAGES shall be amended to add the following classification to Wage Grades: Computerized Maintenance Management System Technician Add to Wage Grade 14 The remaining provisions of the Agreement shall remain in full force and effect. DA TED this a T-.~ ~ -, day of (I! ~cAA ~ 1998. FOR THE CITY: FOR THE TEAMSTER'S LOCAL 589 R...{J,{J.. ~.<f, # :t- -10- <;8 EARL DOU~S BUSH, Secretary/Treasurer AI OF~k ' . .. . ..... --. - 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 the General Teamster's Local No. 589. 1, The parties acknowledge that Article 2.5, Classification Study, was inadvertently omitted from the Labor Agreement attached to the agenda bill and should be included therein. The remaining provisions of the Agreement shall remain in full force and effect. DATED this G day of ;/1 ~JfA 'r ,1998. FOR THE CITY: FOR THE TEAMSTER'S LOCAL 589 8J?4=n,-.k4.-1- EARL DOUG~1\S BUSH, . ~ SecretaryfTreasurer COLLECTIVE BARGAINING AGREEMENT PAGE 1 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 -, TABLE OF CONTENTS TO THE AGREEMENT BY AND BETWEEN CITY OF BREMERTON AND GENERAl TEAMSTERS LOCAL UNION NO, 589 JANUARY 1, 1998 THROUGH DECEMBER 31, 2000 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 ............................,........................................................................................................10 ARTICLE 9 ................. HOLIDAYS ............ ........ .......... ........... ......... ..................................... .............. ...'....... ................................... .12 ARTICLE 10 ............... SICK LEAVE AND INDUSTRIAL DISABILITY ...........................................................................................13 ARTICLE 11 ............... OTHER PAID LEAVE ...........................................................,.."................................,................................ .14 ARTICLE 12 ............... RETIREMENT BENEFITS...........................................................................................................................16 ARTICLE 13 ............... INSURANCE BENEFITS .......,.............................................,......................................................................16 ARTICLE 14 ............... WORK RELATED EXPENSES ...................................................................................................................17 ARTICLE 15 ............... SUBCONTRACTING WORK ......................................................................................................................18 ARTICLE 16 ............... MUNICIPAL COURT NON~CIVIL SERVICE EMPLOYEES EMPLOYMENT RIGHTS............................ 19 ARTICLE 17 ............... DRUG FREE WORK PLACE ......................................................................................................................20 ARTICLE 18 .,............. BUS PASSES ...................................................................................................................................,...........21 ARTICLE 19 ............... MANAGEMENT RIGHTS ......................,.....................................................................................................21 ARTICLE 20 ............... WORK STOPPAGES .............,....................................................................................................................21 ARTICLE 21 ............... GRIEVANCE PROCEDURE ...................;........................................:....................,.....................................21 ARTICLE 22 ............... SEVERABILITY ..........,..,..,..........................................................................................................................23 ARTICLE 23 ............... ENTIRE AGREEMENT ........................................................,......................................................................23 ARTICLE 24 ............... CONFLICTING PROVISIONS ....................................................................,.......................,.......................23 ARTICLE 25 ............... LABOR MANAGEMENT COMMITTEE ................,....................,.......................................,.............,..........23 ARTICLE 26..,. ...........JOB SHARING .......................................................................................................,...................................... 23 ARTICLE 27 ................SPECIAl ASSIGNMENT .............................................................................................................................. 24 ARTICLE 2B................WASTEWATER TREATMENT PLANT EMPLOYEES ...............................................................................25 ARTICLE 29 ............... TERM .......................................................................................,...............................................................,.., 26 APPENDIX A .......................................................................................,............................................................... ............... ..... ........... 27 COLLECTIVE BARGAINING AGREEMENT PAGE 2 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 18, 1997 -, ALPHABETICAL SUBJECT INDEX , " . " .' . . . . .' . -",. ." . . . . .... APPENDIX A .......,....................................................................................................... .............................,........................................27 BUS PASSES .............................................................................................................ARTICLE 18 ............................................... 21 CONFLICTING PROVISIONS .....................................................................................ARTICLE 24 ............................................... 23 DRUG FREE WORK PLACE .....................................................................................ARTICLE 17 ............................................... 20 ENTIRE AGREEMENT ........ .... ....... ................... ........ ............ ..... ............................ .... ARTICLE 23 ............. .............. ....... ..... ........ 23 GRIEVANCE PROCEDURE ......................................................................................ARTICLE 21 ............................................... 21 HOLIDAYS .......... ............... ..... ......... ................ ................... ..... ..... .................. ............ ARTICLE 9 . ........... .............. ........ .... ........... 12 HOURS OF WORK......................................................................................................ARTICLE 6 ................................................... 8 INSURANCE BENEFITS ........................................................,..,..,.............................ARTICLE 13 ............................................... 16 JOB SHARING............................................................................................................. ARTICLE 26 ................................................. 23 LABOR MANAGEMENT COMMITTEE ....,................................................................ARTICLE 25 ....,.......................................... 23 MANAGEMENT RIGHTS ..........................................................................,.................ARTICLE 19 ................:.............................. 21 MUNICIPAL COURT NON-CIVIL SERVICE EMPLOYEES EMPLOYMENT RIGHTS...... ARTICLE 16 ............................................... 19 NON-DISCRIMINATION ............................................,.............................................,.. ARTICLE 1 ................................................... 4 OTHER PAID LEAVE .................................................................................................ARTICLE 11 ............................................... 15 OVERTIME .................................................................................................................. ARTICLE 7 ................................................... 9 PREAMBLE ................................................................................................................. ..............................................,......,................. 4 RECOGNITION.. .......................................................... .............. ........................... ....... ARTICLE 2 ............... ...... .......... .......... .......... 4 RETIREMENT BENEFITS ..........................................................................................ARTICLE 12 ...............................,............... 16 SEVERABILITY .......................................................................................................... ARTICLE 22 ............................................... 23 SICK LEAVE AND INDUSTRIAL DISABILITY ..........................................................ARTICLE 10 ............................................... 13 SPECIAL ASSiGNMENT..........................................................................................,.. ARTICLE 27.................................................24 SUBCONTRACTING WORK ....................,................................................................ARTICLE 15 ..............,...........................'.... 18 TERM .... ......... .............. .................. .................... ......... ...... ................................... ....... ARTICLE 26 ,........ ...............,...... .......... ...... 29 UNION ACCESS ......................................................................................................,..ARTICLE 4 ................................................... 6 UNION DUES ......................................................................,........,..............................ARTICLE 3 ................................................... 5 VACATION LEAVE .....................................................................................................ARTICLE 8 ................................................. 10 WAGES ...............................................;........................................................................ ARTICLE 5 .....,............................................. 6 WASTEWATER TREATMENT PLANT - EMPLOYEES............................................ ARTICLE 28.................................................25 WORK RELATED EXPENSES...................................................................................ARTICLE 14 ............................................... 17 WORK STOPPAGES .................................................................................................ARTICLE 20 ............................................... 21 COLLECTIVE BARGAINING AGREEMENT PAGE 3 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 AGREEMENT BY AND BETWEEN CITY OF BREMERTON and GENERAL TEAMSTERS LOCAL UNION NO. 589 JANUARY 1,1998 THROUGH DECEMBER 31, 2000 PREAMBLE ThIs Agreement is mIde Ind entered into pursuant to the provisions of RCW Chapter 41.5& by and between the City of Bremerton, I municipal corporation of the State of Withington, hereinafter known as the "City", and the General Teamsters local Union No. 589 hereinafter known IS the "Union" for the purpose of setting forth the wages, hours and working concllions which win be in effect during the term of this agreement for employees included in the bargaining unit described in Article 2 below. ARllClE 1 NON.DlSCRlMlNAll0N 1.1 Non-Discriminltoly Application - The provisions of this Agreement will be applied equally to all employees in the bargaining unit wittlout clscrimination as to age, sex, marttalstatus, race, color, creed, rengion, national origin, political diliation; or menta~ physical or sensory handicap, unless based upon a bona fide occupationalqua&fication. 1.2 Non-Discriminltion..-Union Activity - The provisions of this Agreement will be appned equally to all employees in the bargaining unit without discrimination as to Union affilation or legal Union activity or lack thereof. The City and the Union will each be responsible for complying with this provision. ARllCLE 2 RECOGNITlON 2.1 Represented Employees - The City recognizes the Union as the sole and exclusive bargaining representative for the purpose of negotiations concerning Wl9n,hours and conditions of employment for all full-time employees in Ngular positions and part.time employees in regular positions in classifications set forth in Appendix A and such classifications.. 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 CIas"cations Excluded - The classifications of elected officials, appointed officials on part-time boards and convrissions, city attorneys, department heads and their assistants, and supervisors (unless specified in the union recognition section) are not included and will not be added to the bargaining unit. COLLECTIVE BARGAINING AGREEMENT PAGE 4 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 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 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 win be notified in writing. In the event that the Union disputes the City's proposed exemption of the new position from the bargaining unit, the Union will provide written notice specifying the reasons for diSpute within thirty (30) calendar days of receipt of written notice from the City. In the event that the City and the Union are unabJe to resolve the dispute, either party may refer the issue to the Pubfic Employment Relations Commission for resolution. ARTICLE 3 UNION DUES 3.1 Dues Deductions - The City win deduct monthly regular Union membership initiation fees, dues, agency fees and assessments from the pay of those emptoyees 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 fist of employees and their Union-related deductions. 32 Maintenance of Membership - An employee covered by this Agreement which is a member of the Union on or after the execution of this Agreement will remain a member in good standing. Good stanclng will be defined as tendwing of unifonnly 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 ob&gltion, 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 Employees - Employees hired on or after the execution date of this Agreement wil~ within thirty (30) days of their respective date of employment, achieve good standing in the Union and will thereafter maintain such good stanclng as a condition of employment Good standing will be defined as tendering of unifonnly required pModc dues, fees or their equivalent Failure of such an employee to abide by the foregoing provision win constitute cause for discharge of such employee subject, however, to the same requirement for n~cation and opportunity for restitution as specified. in Section 32 above. The City will notify the Union of newfy employed bargaining unit employees as they are hired so a shop steward may be available at time of orientation. 3.4 Refusal to Join Union - An employee who refuses to join the Union on the basis of bona fide re6gious 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 nonreligious charity or to another organization mutually agreed to between the employee and the Union. 3.5 Membership T.-mination . 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 Resources COLLECTIVE BARGAINING AGREEMENT PAGE 5 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 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 will be under no obligation to pay dues or fees due on or after the next December 31 st period. Effective January 1, 1996 this section will be deleted from the aSJ'8etnent 3.6 Indemnification - The Union will indemnify and hold the City hannless from any and aU Dability resulting from the dues and fees deduction provisions specified in this Article. ARTICLE 4 UNION ACCESS 4.1 Union RepntSentatives - The Union will provide written notice to the City of the nanes of the officials authorized to represent the Union. The City will provide reasonable access to City faciUties to such authorized representatives for the PUrpoH 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 Stewlrds - 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 sLlch access does not unreasonably interfere with the work and duties of an affected employee or of other on-duly employees. A Shop Stewa'd will obtain the permission of his or her supervisor and the supervisor of the affected employee prior to contacting an employee during wort hours. A Shop Steward may perfonn his or her Steward duties on City paid work time provided that such duties do not unreasonably interfere with the Steward's abiUty to perionn the duties of his or her position with the City. In no event, however, will a City employee who is a Shop StewIrd be granted more than five (5) hours of paid wort time for the purpose of investigating and resolving a single grievance. ARTICLE 5 WAGES 5.1 Wage Rates - Effective Janumy 1, 1998 the wages set forth in the 1997 Appendix A wm be increased by four two and ninety..fourhundreds (2.94%) percent 5.1.1 Effective Janu.-y 1,1999 the 1998 wage rates will be adjusted by ninety (90%) percent of the Ju1y1997 to July 1998 CPI..W, Suttle Index, (1982..84=100~ as pubtished by the United States Department of Labor. Provided howeverthat such increase will not be less than 2.5% nor will it exceed five (5%) percent 5.1.2 Effective January 1, 2000 the 1999 wage rates will be adjusted by ninety (90%) percent of the July 1998 to July 1998 CPI..W, Seattle Index, (1982..84=100~ as publshed by the United States Department of Labor. Provided howeverthlt such increase will not be less than 2.5% nor will it exceed six (6%) percent COLLECTIVE BARGAINING AGREEMENT PAGE 6 OF 26 CITY OF BREMERTON., WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 5.2 New Employees - A new employee's wage rite will be set at Step A of the wage scale except that a new employee may have his or her wage rate set at I higher step based upon relevant years and type of prior paid work experience. Placement of I 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 grIde will occur upon completion of the prescribed number of months or year(s) of continuous employinent since the employee's last wage placement, provided. the City may withhold a step increase for work performance that does not "Meet Expectations". A step increase can be withheld for a maximum of twelve (12) months, during which time the employee will receive monthly evaluations. The employee's innedate 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 luch notice is not provided the step increase will not be withheld. The withholding of a step increase will not change the employee's current step date. 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 wUt 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 will be set at that step which is closest 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 fonner step toward advancement to the next step of the fonner wage grade pursuant to B above will be used in determining the time required to advance to the next step of the newwage grade. 5.4.2 In the event an employee is moved from one classification to another classification at a higher wage grade the employee will 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 will be based on the effective date of the new wage gracle. 5.5 Longevity Pay - Longevity pay will be appfied to the base houriy pay rate of each employee for years of completed continuous employment on the following basis: o through 5 yurs' continuous employment 0% Commencing 6 through 10 years' continuous employment 1 % Commencing 11 through 15 years' continuous employment 2% Conunencing 16 through 20 years' continuous employment 3% Commencing 21 years and over continuous employment 4% 5.6 Premium Concltions: COLLECTIVE BARGAINING AGREEMENT PAGE 7 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 5.6.1 Standby - An employee who is placed on standby status requiring the employee to be immediately available to report for duty will 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 will be provided with a radio that has a polce frequency. 5.6.1.1 Effective January 1,1999, the following stancl>>y rates will apply: Weekday or regular day off beyond two -1 hour of employee's regula' hourly rate of pay; Holday - 2 hours of employee's regular hourly rate of pay; Regular day off - 2 hours of employee's regular hourly rate of pay up for a maximum of two days. 5.6.1.2 standby wiD nonnally consist of not more than seven.(7) consecutive days, provided; however, based upon mutual agreement of the employee and immediate supervisor, the employee may be placed on standby in excess of seven (7) days. . 5.6.3 Shift Differential- An employee assigned to work a shift schedule which begins at 12 noon or later and earlier than 6 a.m. will be compensated a shift clfferential of seventy-five cents ($.75) per hour for each hour of the shift ~ worked. 5.7 Paydays - Paydays will be the 7th and 22nd of each month. tf a payday falls on a Saturday, Sunday, or on a Mondl)' hoiday, the City will make (!Very effort to distribute pay checks on Friday. The parties encourage employees to utiRze "automatic deposit" of their paychecks. 5.8 Should the employer be responsible for any payroll error, adjustments in excess of fifty ($50.00) dollars will be paid within two (2) business days. ARllCLE 6 HOURS OF WORK 6.1 NormII Hours of Work - The nonnal hours of work for regular full time employees will be forty (40) hours per week. The nonnal 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. approved budget allocation for the position. 6.2 Nonnal Work Schedule - The nonnal work schedule for regular full time employees will consist of flve (5) consecutive eight (8) consecutive hour days or four (4) consecutive ten (10) con~utive hour days. The Employer and employee may mutually agree to any other shift. Except in emergency situations (such as ~er and acts of God) employees will be given fourteen (14) calendar days notice of any change in the normal work schedule, except that Pubic Works and Utilty Deparbnent employees will be given seven (7) calendar days notice of any change in the nonnal work schedule, otherwise employees will receive overtime compensation. The nonnal wolt schedule for regular part time employees will be that which is scheduled by the Depnnent Head which will consist of no more than five (5) consecutive days in a work week. The nonnal work schedule will usually be set to begin on Monday and conclude on Friday but may be set to begin on COLLECTIVE BARGAINING AGREEMENT PAGE 8 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 another week day and conclude five (5) consecutive days thereafter, as the needs of City services require. . The City will make every reasonable effort to schedule employee's with two consecutive days off between work weeks. 6.3 Meal Periods - A lunch period of no less than one-half (112) hour, and no more than one (1) hour will be provided. The lunch period will take place no sooner than two hOUR and no later than five (5) hours from the beginning of each eight (8) or ten (10) hour work period. 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 longer than a normal work day will be allowed at least one thirty (30) minute meal period prior to or during the overtime period. Mell pwiods 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 will be paid as time worked. 6.4 Rest Periods - A paid rest period of fifteen (15) minutes within each four (4) or five (5) hour work period will be provided. Rest I*iods win be scheduled as n... as possible to the midpoint of a work period. No employee wil be required to work more than three (3) hours without a rest period. ARTICLE 7 OVERTIME 7.1 Overtime Defined - Overtime is aU required and authorized work perfonned 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 perfonned during an employee's nonnaUy scheduled off duty time. Overtime for regular part time employees is all required and authOrized work perfonned ;in excess of forty (40) hours during the employee's consecutive five (5) day work schedule. The use of any 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 (112) times an employee's hourty rate in cash or in compensatory time. The fonn of overtime compensation will be at the election of the employee provided, however, that Compensatory time off will be by mutual agreement between the employee and supervisor. 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 pr10r 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 will 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 will not pyramid. 7.3 Call BlCk Mnimum Overtime -In the event an employee who has departed from his or her nonnal work hours is called back to work for I period of time which is less than two (2) hours, the employee win receive a minimum of two hours of overtime compensation. A call back initiates a two (2) hour guarantee period. Subsequent call backs will not initiate additional two (2) hour guarantee period until the original two (2) hour guarantee period has passed. I COLLECTIVE BARGAINING AGREEMENT PAGE 9 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. . 589 December 17, 1997 7.4 Court ancUor Subpoenaed Appearances ,....Anemployee who appears in Court or responds to a subpoena which is related to his or her employment on off duty time will receive overtime compensation for such appearances. 7.5 The City wil make every reasonable attempt to utilize bargaining unit employees prior to utiizing tel11pOlWy employees to work overtime. ARTICLE 8 VACATION lEAVE 8.1 Vacation Accrual - Employees will accrue vacation time with pay for all regulariy scheduled work time including paid holday, sick leave, vacation and other paid leave time and excluding time for which wolters' compensation time loss benefits are paid pursuant to the following schedule: Period of Continuous Full1ime Employment Hours AccroecUY ear Date of Hire through 5 years 6th y.. 7th ye.. 8th y_ 9thy.- 10th year 11th year 12th year 13thy.. 14th year 15th year 16thyw 17th yw and thereafter 104 Hours 120 Hours 128 Hours 136 Hours 144 Hours 152 Hours 160 Hours 168 Hours 176 Hours 184 Hours 192 Hours 200 Hours 208 Hours 8.2 Vacation Elglbilty - An employee becomes efigible to take accrued vacation time upon completion of six (6) months of continuous employment. An employee's supervisor may grant vacation leave at an earlier time if workload schedulng would be better managed as I result. Vacation time must be taken in segments of one- qua'W (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 will be mutually scheduled between the employee and his or her Depar1ment 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 will be allowed to cany forward from one calendar year to the next will be as follows:- COLLECTIVE BARGAINING AGREEMENT PAGE 10 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 Years of Service Maximum Canyover Hours Date of Hire through 5 full yen of employment Over 5 fuB yen of employment 160 Hours 240 Hours 8.4.1 In the event an &n1)loyee has been prohibited from (or unable because of absence from work due to illness or dillbilty) taking sufficient vacation time to reduce his or h.. vacation balance to the maximum allowable carryover It the end of a calend. year, the excess hours will be carried forward beyond the end of the calendar y... An employee who fails to request scheduled vacation time during the year and whose accrued vacation hours exceed the maximum cany over balance at the end of the calendar year will forfeit such excess vacation hours. 8.5 Vacation Ply-Out - Upon the retirement or termination of an employee, or upon the date of an employee's disabilty 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 Shnd Vacation Leave - Shand leave pennits employees, at no additional cost to the City other than the costs of adminiltering the prograr1\ to aid a fellow employee who is suffering from an extraordinary or severe illness, injury, implinnent, physical or mental condition which has caused or is Ukefy to cause the employee to take leave without pay or to terminate his or her employment prior to a detenninatlon that the affected employee is not expected to recover to an extent that will enable the employee to resume his or her nonnal duties orthe duties of another position with the City or another employer. 8.6.1 EUgibilty - An 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 ~Ioyee'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 will recommend the employee's request for shared vacation leave donations 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, will approve the employee's request for vacation leave donations. 8.6.3 Conditions of Donation - An employee who desires to donate accrued vacation leave to. a donee employee will do so voluntarily. Donations will be made in one hour increments. The employee who donates vacation leave win fill out the form relnquishing his or her vested right to the donated leave as prescribed by the City and submit the fonn to his or her Department Head. Upon approval of his or her Department Head, the donated COLLECTIVE BARGAINING AGREEMENT PAGE 11 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 vacation leave will be transferred to the donee employee's vacation leave balance with the nen payroll report. Once so transferred, the donated vacation leave becomes a vested right of the employee to whom it was donated and wiD not revert back to the donor employee under any circumstances. 8.6.4 Use of Donated Leave - An employee who has received donated shared vacation leave will 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 confonnance with the provisions of this Article. 8.7 If an nployee 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 approval. ARnCLE 9 HOUDAYS 9.1 Holdlys.Observed - The following ho&days will be obs8IVed by the City: HOUDAY DATE OBSERVED New Vear's Day Ma1in luth<< King's Birthday President"s Day Memorial DIy Independence Day Labor Day Veteran', Day Thlnksgivlng Day Day after Thanksgiving etvistmas Day On. Floating Hofiday January 1 3rd Monday in January 3rd Monday in February Last Monday in May July 4 1st Monday in September November 11 4th Thursday in November 4th Friday in November December 25 Approval of Supervisor 9.1.1 In adcltion, any other holday legally proclaimed by the Federal or State government, .provided that the City takes official action to have such hoUday also observed by the City. 9.2 Alternltive days of Hoiclay Observation -If a holday observed by the City falls on a Saturday, the holiday will be observed on the prececlng Friday. If a holday faUs on a Sunday, the holiday will be observed on the 10lowing Monday. If the day I helday is observed by the City falls on an employee's regularty scheduled day off, the employee will receive In alternate day as a paid hoRday. The floating honday will be observed by each employee on I day mutually agreeable to the employee and the employee's immediate supervisor. In order to qualify for I floating holday new employees must have been employed at least six months. . 9.3 Holday Col11)ensation, Full lime Employees - An employee will receive eight (8) hours of time off with pay for each holday obs.-ved by the City and for a floating hoDday of each employee's choice. An employee who is assigned to waR a four-day ten (10) hour schedule will receive ten (10) hours of time off with pay for each COLLECTIVE BARGAINING AGREEMENT PAGE 12 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 hoRday .In order to receive hoYday 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 worting a mutually agreed alternate schedule will receive eight (8) hours holday time. 9.3.2 PaIt time employees will receive fifty (50%) percent of their nonnal work day, provided they will receive not less thin four (4) hours. 9.4 Work on I Holday - An employee required to work on a hoUday will be compensated at one and one-half (112) times the employee's regular straight time rate of pay for the time worked in addition to regular bolday pay provided in 9.3 above. AR11CLE 10 SICK LEAVE AND INDUSTRIAL DISABIUTY 10.1 Sick Leave Accrual- Employees will accrue sick leave time with pay at the rate of .046154 hours for each regulll holl' worked, including paid hO.day, sick leave, vacation and other paid leave time and excluding time for which workers' compensation time loss benefits .e 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 Janumy 1 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 wiB have eight (8) hours added to his or her vacation leave balance at the beginning of the following calendar yell. 10.4 Sick Leave Retirement Payment - An employee who retires from City service on a service or disabirlty 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 hour1y 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 will 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 will be made 1Vai11b1e to each employee up to the amount of each employee's accrued sick leave balance and will be used in increments of no less than one-quarter (114) hour to cover an employee's absence from his or her regularty scheduled work hours due to: 10.6.1 The temporary disabiHty of an employee resulting from his or her personal illness or injury. , COLLECTIVE BARGAINING AGREEMENT PAGE 13 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 10.6.2 Provicing en for an employee's children under the age of 18 when they have a health conDition that requires supervision or treatment 10.6.3 Attencing mecica~ dental ancUor oculist appointments as needed for preventive or rehabilitative health care of the employee or the 8q)loyee's children when such care requires parental presence to supervise or authorize treatment 10.6.4 Upon the bith or adoption of a child, a father may use up to three (3) days of accrued sick leave. 10.6.5 Proviclng care for an employee', immedate family member when the family member has a health condition thlt requires the .sistance 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 year. 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 Appoinbnents - An employee who schedules a routine medical, dental or oculst appointment will make fNery reasonable effort to schedule such an appointment at a time which will cause the least in~ with the employee'. work hours and dutin. The employee will 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 8f11)loyee reschedule routine appointments when, in the judgment of the supervisor, the scheduled absence of the employee would unduly interfere with the operations of the Deparbnent An immediate supervisor will not unreasonably require an employee to reschedule routine medical, dental or oculist appoinbnents. 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 Depar1ment 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 alternative 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 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 wil~ within the first wort day after returning to work, submit the City's sick leave fonn and provide such infonnation 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 ilness or injury as a condition of approving sick leave with pay. In the event the Department intends COLLECTIVE BARGAINING AGREEMENT PAGE 14 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 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 wott and assume his or her nonnal duties prior to the employee returning to wortt Of, 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 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 will not unreasonably withhold approval of sick leave with pay from empk)yees. 10.9 Industrial Disabiuty Leave - An employee who incurs a work-related illness or injury ud who qualifies to receive Workers' Compensation benefits will be allowed to use accrued lick leave to supplement the Workers' Compensation benefits 10 as to pr'9vide the same gross"pIY he or she would have received for full time active serviceln no event will 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 pnted 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'slnunediate family. Immedille family will be defined as spouse. child. mother, father, motherlfatherin-Iaw, broth., sister, brothwlslster in-law, grandparents, 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. 11.2 Jury Duty, Witness Leave - An employee will 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 went he or she witnessed. Any fees received by the employee for the perfonnance of such duties will be assigned to the City. 11.3 Miltary Duty leave - A leave of absence with pay for a period not to exceed fifteen (15) working days per c.ndar yw will be granted to an employee for the purpose of attending training as a member of the organized militay 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 will promptly notify his or her invnecDate supervisor, or in the absence of the :immediate supervisor, the managw on duty in the Department within the first one-half hour of each work day or, if possible, within the one-hal (112) hour preceding each work day of absence. Such emergency leave may be charged to an employee's unused vacation, floating hoRday or compensatory time leave balance. COLLECTIVE BARGAINING AGREEMENT PAGE 15 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 ARTICLE 12 REnREMENT BENEFITS 12.1 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 Ii 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 medeal insurance coverage available to employees and their dependents IS follows or another plan of equivalent or better coverage: Kitsap Physician's s-vice Plan B Group Health Cooperative 13.2 Insurance Premium Payments - Payment of insurance premiums will be made as follows: 13.2.1 Employee premium paid in full by the City. Employee contribution toward dependent coverage will be seven ($1) dollars per month per dependent to a maximum of twenty one ($21) dollars per month for full family covnge. 13.2.2 In the event the City negotiates an agreement with both the PoRce and Fire bargaining units during the team 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 tenns of this agreement at the same time IS it becomes effective for employees covered by such other agreement . 13.3 Dentallnsnnce - 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. 13A Insurance Reserves, Rebates and Surpluses - The City will require the KPS medical plan provider to provide a structured accounting to the City at least annually. Such accounting will include plan utilzation, all reserve accounts maintained for the plan, interest earned on reserves, administration costs and coinsurance (pooling) costs. This accounting will 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 will be used exclusively to defray the costs of premium increases in the plan, and increase benefit levels, or other health related purposes detennined appropriate by the Insurance Benefits Committee. Prenium increases will be any increase ov..the 1994 levels. The Insurance Benefits Committee wiD be comprised of the following members: Mayor or designee, Human Resources Manager or designee, Administrative SeMces Director or designee, one employee selected by the COLLECTIVE BARGAINING AGREEMENT PAGE 16 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO.SS9 December 17, 1997 non-represented management and professional employees, and one individual selected by each of the recognized unions. The committee will elect a chair and any other officers it deems appropriate. 13.5 In the event changes in state or federal law create an impact on the present health and welfare premiums or plans, the parties will reopen negotiations on such subject. 13.6 Vision Insurance -In fieu of a wage increase equal to 90% of CPI-W (3.3%) on January 1, 1998, the employees have elected to apply some of thlt amount toward the .cost of Vision Insurance. Therefore, the City will purchase and maintain the Washington Teamsters Welfare Trust Vision Plan, effective February 1, 1998, for all employees in the unit employed in the previous month. ARl1ClE 14 WORK RELATED EXPENSES 14.1 Purchase of Unifonns - Tbe City will purchase or otherwiH provide new and replacement unifonns required by Departmentll regulations for each employee. Employees wil abide by such rules and regulations as are establshed by the Department in selecting and obtaining unifonns. All unifonns paid for by the Depar1ment remain the property of the City. Maintenance of Uniforms will 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. ' 14.1.1 Cleaning allOwance for Animal Control Officers and Parking Enforcement Officers will be as follows: 1-1-98 $315.00 1.1-99 $325.00 1-1-00 $335.00 14.1.2 The Employer will provide five (5) unifonns to Animal Control Officers and Parking Enforcement Officers. 14.2 Tool Allowance - Vehicle Maintenance a. The City will provide an annual tool allowance of $150 per mechanic to buy more efficient tools or to replace lost, broken, or stolen tools. b. Tbe City wi purchase all specialty or new tools that are required to perfonn the job because of changing technology or City equipment c. Replacement of tools lost or stolen on City property or while performing City business will be replaced in with City Polcy#3-1D-16. d. AB special and heavy duty tools, power tools, and tools larger than one-half (112) inch drive will be furnished by the Employer and maintained. The Employer will service and repair all employee owned pneumatic and ca6brated tools. 14.3 Slfety Shoes - The City will reimburse employees for the cost of safety shoes when required and approved by the Department up to a maximum of : 1998. $100.00 COLLECTIVE BARGAINING AGREEMENT PAGE 17 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 '-"', 1999 - $103.00 2000 - $106.00 14.4 Mlintenll1ce of Certifications - The City will reimburse an employee for the actual costs of obtaining and maintaining a professional or worlt related certifiCltion which is required by the City IS I condition of working in a particular classification. 14.5 Meal Expense - Effective upon the first day of the pay period following approval of this agreement, the City will reimburse In employee up to eight ($8.00) dollars per meal for meal expenses when the employee is required to work during I bona fide emergency situation after completing his or her regular work day provided that the employee works at least three (3) adcItional hours during a twenty-four (24) hour period. To receive reimbursement for meal expense, the employee will submit an appropriate expense claim fonn 14.6 Reimbursement for lodging is allowed under the City's Administrative polcies and procedures No. 3-1 "Employee Expense Reimbursement, " 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 quaDfy for reimbursement The City will also reimburse an employee for mileage expense and pre-pay any other fonn of transportation cost to arrive and return from destination. 14..1 An tn1)loyee 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 PoDees and Procedures No. 3-1. 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. An employee required to travel out of town and which includes overnight accommodations will be reimbursed on 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. 3.1.. All days in between days of travel will be reimbursed at the per diem rate of forty dollars ($40.00) 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 perfonned by non-unifonned employees are subject to the following: The City will 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 will have guaranteed right of job transfer to the subcontracting finn for a period of one hundred twenty (120) calendar days. The City will make every effort to ensure the contracting finn has similar benefit entitlement Upon transfer to the finn, employees will be cashed out all vacation leave entitlement as provided by current agreement Sick leave entitlement will 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-halt percent (17.5%) of their existing balance. Individuals transferred win also be placed on Civil Service Reinstatement Registers in accordance with existing rules. COLLECTIVE BARGAINING AGREEMENT PAGE 18 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 ARTICLE 16 MUNICIPAL COURT NON.CML SERVICE EMPLOYEES EMPLOYMENT RJGHTS 16.1 Hiring - The Deparbnent will hire and promote employees of the Municipal Court Department in confonnance with federal, stile and local laws governing hiring practices. Newty hired employees will serve a six month (6) probationary period during which period the employee may be terminated without cause Any employee terminated during the probationary period will have no recourse to the grievance procedure. 162 Promotional Probation - Newly promoted employee's will 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 will have no recourse to the grievance procedure. 16.3 DiscipBne and Discharge - The Department may disciplne 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 discip&nary action or in dilChlrging an employee of the Department who is not covered by Civil Service will be identical to those which are prescnbed for use for employees covered by the 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. 16.42 Appeals of the Department's decision will be processed through the Grievance Procedure contained in this agreement. 16.5 Layoff - Employees subject to layoff will be provided thirty (30) calendar days written notice prior to the effective elite 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 Grvup 2: Probation Officer 16.5.1 Any new classification used in the Department will be placed in a senes group by mutual agreement between the Human Resources Department and the Union. If an employee of the Department who is covered by Civil Service is to be laid off by seniority, he or she will exercise their rights under the Civil Service layoff procedures. 16.6 Civil Service Employees - Employees covered by Civil Service will be hired, disciplined and discharged in confonnance with Civil Service Rules. COLLECTIVE BARGAINING AGREEMENT PAGE 19 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 ARTICLE 17 DRUG FREE WORK PLACE 17.1 The mantenance of a dnJg-free work place is essential to the safety and welfare of City employees. The folowing provisions will apply to employees covered by this agreement: 17.2 Controlled Substances 17.2.1 The unlawful manufacturing, c1stributing, dispensing, possessing or using of a controlled substance or alcohol in the work place is prohibited. Reporting to wor1t under the influence of a controlled substance or alcohol is prohibited. 17.2.2 As a condition of employment, aU employees must notify their department head of any criminal drug statute conviction for a violation occumng in the wort place no later than five days after such a Conviction. 17.3 Prescription or Over.the-Counter Drug Use - The use of prescription and over-the-counter drugs which compromise safety in the work place or the quarlty of the employee's WOtt product is prohibited. 17 A 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 discip6nary action against the employee, up to and including temination. The employee may be required to participate satisfactorily in an alcohol or drug abuse assistance or rehabiUtation program in accordance with the provisions of the Employee Assistance Program. 17.5 Employee Assistance Program - The City is committed to supporting employees undergoing treatment and rehabiEtation for alcohol or other chemical dependency. The City will provide infonnation to employees on available drug counseUng and rehabilitation programs through the Employee Assistance Program. 17.6 Drug Abuse Education Program - The City will utilze all available City resources, such as the Police Depar1ment's DA.R.E. program, to educate employees as to the dangers of drug abuse. . 17.7 Confidentialty - The confidentiality of all complaints and reported violations of the provisions of this policy wil be strictly maintained, except as required by pubIc disclosure laws or court orders. 17.8 The paties have agreed to the City of Bremerton Human Resources poncy 3~20~03 "Drug and Alcohol Poley" for 8q)loyees required to have a Commercial Driver's Ucense, with an effective date of January 1, 1996. The parties agree that the City of Bremerton Human Resources PoRcy #3~20.03" Drug and Alcohol Policy" 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 dnlgs and alcohol. COLLECTIVE BARGAINING AGREEMENT PAGE 20 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 ARTICLE 18 BUS PASSES 18.1 The Employer VliU provide Kitsap Transit bus passes to employees working in the downtown core. To be eliQlble to receive such passes, employees must ride the bus to and from work an average of three times a. week. The Employer will establsh procedures for the issuance of bus passes to employees. ARnClE 19 MANAGEMENT RIGHTS 19.1 Subject only to the Imitations expressly stated in this agreement. the Union recognizes that the Employer retains the exclusive right to manage ita 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. AR11CLE 20 WORK STOPPAGES 20.1 The Employer and the Union agree that the pubic interest requires efficient and uninterrupted performance of all City services and to this end pledge their best efforts to avoid or eUminate any conduct contrary to this objective during the term of this Agreement Accordingly, it win be a violation of this Agreement for the El11)loyer to cause a lockout of its employees or for the Union to call, encourage, or participate in any strike, sympathy strike. slowdown, or other YG'k stoppage. Employees engaging in any of the aforementioned activities wtll be subject to discipfinary 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 intlrprvtation or applcatlon 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 inta'pntation or applcation of this agreement win first discuss the action giving rise to the beUet with the immeclate supervisor involved within forty-five (45) calendar days of the date the action took place or within forty.five Cllendar 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. 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 COLLECTIVE BARGAINING AGREEMENT PAGE 21 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 agreement which is alleged to have been incorrectJy interpreted or applied; an explanation of the grievance in detai~ including dates, actions and such other infonnationneeded 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) calend.. clays of the date the employee received the immediate supervisor's response. The Department Head will meet with the employee andlor the employee', 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 emplloyee 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 Deparbnent 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 win 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 rtCmpt of the Department Hlld's written response. The Human Resources Manager will consider the grievance and may convene a meeting with the Union representative in an attempt to resolve the grievance. The Human Resources Manager win 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 proceclure,the Union may request arbitration of the issue by written notification to the Human Resources Manager. Immediately thereafter, the parties will petition the PubUc Employment Relations Commission (PERC) for an arbitrator to be assigned to the grievance and who will conduct a hearing in the matter. 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 tenns 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 wil singly bear all costs related to preparing and presenting its own case before the arbitratort including costs of witnesses. The party desiring a record of the proceedings will bear the cost of obtaining such record. 21.8 Time Umit8 - Tme Umit8 established in this procedure will be strictly adhered to but may be waived by mutual a~nt of the Union and the City. All procedures contained herein wm be compled with as expeditiously as practicable. COLLECTIVE BARGAINING AGREEMENT PAGE 22 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 ARTICLE 22 SEVERABIUTY 22.1 In the event thll any provision of this Agreement is held invalid by operation of law or by any tribunal of competent jurisdiction, or if comp&ance with or enforcement of any Article should be restrained by such tribunal pending I final determination as to its vaKdity, the remaining provisions of this Agreement will not be hekl invdd and wiD remain in full force and effect. The Union and the City will immediately meet and attempt to renegotiate any provision found invaRd. ARTICLE 23 ENTlRE AGREEMENT 23.1 The Union and the City acknowledge that each has had the unUmited right and opportunity to make proposals with respect to Iny 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 awee to waive the right to oblge the other party to bargain with respect to any subject or matter not specifically covered by the Articles of this Agreement during the tenn of this Agreement, except IS mutually agreed upon. ARllCLE 24 CONFUCTlNG PROVISIONS 24.1 In the event that Iny provision of this Agreement is found to be in conmct with any other Resolution, Ordnance. Policy, Regulation or Rule of the City, the provision of this agreement will prevail. ARTICLE 25 LABOR MANAGEMENT COMMIITEE 25.1 Labor Management ~ The Employer and the Union agree that a need exists for closer cooperation between labor and management. To accomplsh 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 (112) of I Labor-Management Committee, the other half being no more than five (5) certain representatives of the Employer named for that purpose. The corMlttee 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 Employer will provide a draft of the minutes of the meeting to the Unions committee within (2) two weeks of the meeting. At the convnittees 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, polcies, rules or other matters such change will be set forth in writing. AR11CLE 26 JOB SHARING 26.1 Job Sharing. 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 COLLECTIVE BARGAINING AGREEMENT PAGE 23 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 costs will be detennined 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 mly only be done by mutual agreement of the employees and Department Head or designee. Vacant full time positions may only be announced as "Job Sharing" if agreed to by the City and Union. 26.4 All time Worked by a employee above the base scheduled hours will be considered overtime, if 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. 26.6 Either job sharing employee may request to terminate the contract and return to full.time employment. Accommodation will be subject to availability of a vacant position. The remaining employee may be required to work full.tlme until another Job sharing employee can be found and is approved by the Department Head or designee. 26.7 Job sharing employees agree to work full.time during the absence of one employee if requested. 26.8 Regular statUI for employees job sharing will be achieved upon successful completion of hours worked equivalent to the duration of the probationary period for the classification. 26.9 Step increases for employees job sharing are to be granted in the same manner as full.time employees on an equivalent basis. 26.10 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. 26.11 The job sharing contract may be terminated at the discretion of the Department Head or designee in accordance with the Civil Service Rules. 26.12 The negotiated job sharing contract will indicate the base schedule to be worked by each employee and the distribution of insurance benefits premium costs. ARllCLE 27 SPECIAL ASSIGNMENT 27.1 Special assignment/Out of Class Pay. Special assignment compensation is a concept, which allows for temporary increases in pay beyond that which is nonnally allowed when duties perfonned support such additional pay for specific periods of time. . COLLECTIVE BARGAINING AGREEMENT PAGE 24 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 27.2 Increases in pay may be granted to recognize the temporary assignment of more difficult duties requiring a greater level of skill(s). "Temporary assignment'" will mean a period of one (1) calendar year or less. Employees may be authorized for special assignment compensation, rather than being permanently reclassified to a higher level to allow for employee rotation, to enhance upward mobility, temporary staffing shortages or for special projects. Increases in pay will be temporary so long as the higher level duties that are assigned and perlonned, do not exceed one (1) calendar year. Such increases in pay will not affect an employee's step advancement. 27.3 When an employee is directed to work temporarily out of classification for one work week or more she or he win receive at least the entry step of the higher classification or five percent (5%), whichever is great... However, no employee will receive more than the fiG" (or final) step of the higher classification. Civil Service Rule 7.05 (E) will not apply to employees receiving out of class pay. 27.4 For special assignment pay, the amount of the compensation will be mutually agreed on by the affected employee and Department Head subject to approval of the Human Resources Manger. However, it may not exceed ten percent (10%) of the employee's hourly base rate of pay. ARllCLE 28 WASTEWATER TREATMENT PLANT - EMPLOYEES 20.1 VV\VTP Operator's Ucense Differential- WWTP Operator's that are required by the employer anellOI' choose to have a Washington State Operator's Ucense above Group II will receive Fifty Dollars ($50.00)per month for each current certificate above Group II. 20.2 WWTP Operator-in.Charge Differential - When the employer designates a WWTP Operator..in-Charge for a minimum of one fuD shift, they will receive a five (5%) percent differential applied to their base hourly pay for each shift 10 assigned. 20.3 VVWTP Operator Trainee Probationary Period - The Civil Service Rules in regNds to Probation will apply in all respects excepting any portion of such Rules that are in conflict with the provision of this Article. 20.3.1 Promoted Employees - If between six (6) and eighteen (18) months the employee does not qualify for W\NTP Operator they will be returned to the class they previously held, provided they held such class in a non. probationary status. 20.3.2 New Hires -If between six (6) and eighteen (18) months the employee does not qualify for WWTP Operator the employee', name \\fll be placed on. a layoff register for another classification in accordance with the Civil Service Rules. COLLECTIVE BARGAINING AGREEMENT PAGE 25 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 ARTICLE 29 TERM 29.1 This Agreement will become effective upon January 1, 1998 and wUI remain in effect through December 31, 2000. All requests to amend, modify or tenninlte this Agreement will require either party to file written notice upon the other It least sixty (60) days prior to December 31, 2000. This agreement is hereby submitted to the Bremerton City Council by the City representative and the Union representative for the Coundl's consideration and approval.. Upon approva~ this agreement will become binding upon the City, the Union and all of the employees in the bargaining unit cov8red by this agreement FOR 11iECITY OF BREMERTON FOR GENERAL TEAMSTERS LOCAL UNiON #589: d., E. Douglu'Bush, Jr., APPROVEDANDRAnFIEOBYlliECITYCOUNCIL THIS ~ dayof 11/'''/Y.r7~.,u,1997. EXECUTED ON BEH~LF f>F THE CITY: ~ ~. tLL Ho rable Lynn Horton, Mayor Attest ~"-~ {\(\...Ul.w\, Kathleen L. McCluskey, City Clett d- COLLECTIVE BARGAINING AGREEMENT PAGE 26 OF 26 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 December 17, 1997 D . _.. .... -. - 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 7.2, Overtime Compensation: Notwithstanding the above, employees will not be compensated for telephone calls received in error, except from 10:00 PM to 6:00 AM. Dated this / a. dayof~1997. FOR THE CITY: FOR TEAMSTERS LOCAL 589: u ,<J ? i.., ,d..f!:::-~~ EARL DOUGLAS BUSH ., Secretary, Treasurer MAY 27 1998