HomeMy WebLinkAboutTEAMSTERS LOCAL 589, 1986-1988
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AGREEMEMT
BY AND BETWEEN
CITY OF BREMERTON, WASHINGTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
NON UNIFORM EMPLOYEES
January 1, 1986 through December 31, 1988
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Article
I
II.
III
IV
V
VI
VII
VIII
IX
X
XI
XII
XIII
XIV
XV
XVI
XVII
XVIII
XIX
XX
XXI
XXII
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TABLE OFi CONTENTS
PREAMBLE
RECOGNITION
UNION MEMBERSHIP.
NONDISCRIMINATION
LABOR' - MANAGEMENTCOMM]TTEES
GRIEVANCE PROCEDURE
UNION REPRESENTATIVES
~oURs.bF WORK-OVERTIME-C,OMP TIME-
SHIFT DIFFERENTIAL
SALARIES - STANDBY - LONGEVITY PAY
I
HOLIDAYS
ANNUAL VACATIONS
MEDICAL BENEFIT COVERAGE
SICK LEAVE
TERMINAL LEAVE
LEAVES OF ABSENCE
EMPLOYEE UNIFORMS
EMPLOYEE DISCIPLINE AND DISMISSAL
MANAGEMENT RIGHTS
WORK STOPPAGES
PRIORITY OF STATE AND CITY LAWS
ENTIRE'AGREEMENT
SAVINGS CLAUSE
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1
1
2
3
3
4
5
6
7
8
9
10
10 &: 11,
12
12
~2
12 &: 13
14
14
14
15
15
XXIII
XXIV
XXV
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LABOR MANAGEMENT MEDICAL COST CONTAINMENT
BLUE RIBBON .PANEL
15
CLASSIFICATION STUDY
15
T~RM OF AGREEMENT
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Labor Contract Addendum
By and Between
City of Bremerton
and
General Teamsters Local Union No. 589
NON UNIFORM EMPLOYEES
(Attachment to 1986-88 Labor Contract)
The City of Bremerton and Teamsters. Local 589 hereby agree to the'
following addition to Article XIII and shall be newly titled
Section 6.
IlAny employee of the City who is injured in the course
of his employment and not as a result of negligepce or
violation of published safety practices and procedures,
and as a result of such injury is absent from
employment, and. who receives Worker I s Compensation as
stipulated by State law, shall be granted sick leave to
offsetbis approved time~loss compensation, provided,
such payment will not exceed the employee's regular net
wages.
A Worker's Compensation Injury Review Panel composed of
three (3) management Department Heads and three (3)
Union memb~rs shall be est~blishedto review all time-
loss claims.
If the 'Panel determines .the employee's injury was
incurred through negligence, horseplay or failure to
follow published safety rules, the sick leave offset
shall be denied~ The decision to deny the s~ck leave
offset payment shall be by two-thirds vote of the
Worker's Compensation Injury Review.Panel,. The Panel's'
decision is binding unless a tie vote is realized. In
that event, the matter shall be ref.erred to the City's
Hearing Examiner for final resolution.
This Addendum. to said Contract shall become effective May, 23,
1986.
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AUTHENTICATION:
SIGNED this /;8 day of June, 1986
For the City:
For the Union:
. Lc&
~r Gene Lobe
ATTEST:
~'-~ ~c ~~
Kathleen McCluskey
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LABOR CONTRACT ADDENDUM
BY and BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL NO. 589
NON UNIFORM EMPLOYEES
(Attachment #2 to 1986-88 Labor Contract)
The Ci ty of Bremerton and the Union shall agree, fhat condi tions
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 ~he subcontracting firm for a
period of 120 calendar days. The' City will make every
effort .toensurethe contractin~ firm has similar
benefit entitlements.' Upon transfer to the fir~,
employees will be. cashed out - all vacation leave
enti tlements as provided by current ordinance. Sick
leave entitlements 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 on-half percent (11.5%) of their
existing balance. Individuals transferred shall also be
placed on Civil Service Reinstatement Registers in
accordance with existing rules..1I
It is further agreed to amend Article X - Holidays, Section 1 to
reflect that the Union shall re.cognize' Martin Luther King's Day
as an official City Holiday and shall further agree to
consolidation of Lincoln's' and Washington I s birthday into
President's Day with rio gain in overall holidays.
This Addendum to said, Contract shall become ef,fective upon
approval by City Council.
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AUTHENTICATION:
SIGNED this ItfJ7Jf day of July, 1986.
For the City:
~A~.~
~ Gene Lobe
For the. Union:
Earl Douglas Bush, Jr.
ATTEST:
.~"-~ ~c;.~-
Kathleen McCluskey
City Clerk
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AGREEMENT
By and Between.
C~TY OF BREMERTON
and
General Teamsters Local No. 589
(Non Uniform Employees)
January 1, 1986 - December 31, 1988
ARTICLE I - PREAMBLE
This Agreement is between the City of Bremerton, hereinafter
referred to as the "Employer" and the General Teamsters Local No.
589 hereinafter r~ferred to as the "Union", for the purpose of
setting forth the mutual understanding of the parties as to
wages, hours and other conditions of employment of those
employees for whom.the Employer has recognized the Union as the
exclusive bargaining representative.
ARTICLE II - RECOGNITION
SECTION 1. The Employer recognizes the Union as the exclusive
bargainingrepresentati~e for non-uniformed employees who are
employed as full~time permanent employees in regular positions
and permanent part-time employees in regular positions who
regularly work ninety (90) hours or more per month as defined in
the rules of the Bremerton Civil Service Commission, excluding
elected officials, appointed officials on part~time boards and
commission, the city attorneys, department heads and their
assistants, supervisors, temporary employees, seasonal employees,
casual (laborers) employees and confidential employees.
SECTION 2. Whenever the Employer creates a new position or
reclassifies a present position proposed to be exempt from the
bargaining unit, it shall so notify,the Union in writing. The
Union may dispute the Employer's proposed exclusion of the
position if it so notified the Employer in writing within thirty
(30) calendar'days following receipt of the Employer's notice~
If the Union makes no objection in the manner provided herein,
the' position involved shall be regarded as exclud.ed from the
bargaining,unit covered by this Agreement.
SECTION 3. In the event of any disagreement between the Employer
and the Union as to the scope of the bargaining unit covered by
this Ag~eement, the dispute may be. referred by either party to .
the Public Relations Commission (PERC) for unit clarification
proceedings.
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ARTICLE III - UNION MEMBERSHIP
SECTION 1. All employees covered by this Agreement who are
members on or after the execution of the Agreement shall remain
members in good standing of the Union. Good standing shall be
defined as tendering of uniformly required periodic dues. .
Failure of such an employee .to abide by the fore~oing provision
shall constitute cause for discharge of such employee, provided
that when an employee fails to fulfill the above obligation the
Union shall provide the employee thirty days notification in
writing of the Union's request to the Employer 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 shall b&
withdrawn. .
SECTION 2. All employees covered by this Agreement who are newly
employed on or after January 11, 1982 shall within thirty 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 defineda~
tendering of uniformly required periodic dues 'or their equivalent
in agel':l.cy fees. ,Failure 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 arid opportunity for 'restitution as specified in
Section 1 above.
SECTION 3. Notwithstanding the provisions of Sections 1 and 2
above, any employee subject to such provisions may serve written
. notice on the Union with a copy"to the Personnel Department by
certified or re~istered U.S. mail postmarked any da~e from
December 1 to and including December 15 stating that such
employee desires to cease the payment of periodic dues, or fees
required by such provisions. If such a notice is timely filed,
the employee involved shall be under no obligation to pay dues or
fees due on or after December 31 (depending on which year of
contact we are in).
SECTION 4. The Employer shall deduct and transmit ~ortthly those
regular Union membership ini~iation fees, dues,: agency fees and
assessments from the pay of each employee who so authorizes the
Employer in writing. In addition~ the Employer shall. provide the
Union a list of employees and their respective Union-related
deductions. The Employer agrees to notify the Union of newly
employed bargaining unit employees on a monthly basis.
SECTION 5. The Union agrees to indemnify and hold harmless the
Employer from any and al.l liability resulting from the dues
deduction procedures outlined above.
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ARTICLE IV - NONDISCRIMINATION
. SECTION 1. Neither the Employer nor the Union, in. carrying out
their obligations under this Agreement, shall discriminate in
matters of hiring, training, promotion, transfer, layoff,
discipline, dismissal or otherwise be6au~e of:
A. age~ sex, marital status, race, creed, color, national
origin, or the presence of any sensory, mental or
physical handicap; or
B. participation in the Union activities.
in a manner w~ich violates the City of Bremerton Civil
Service Rules, Affirmative Action Program, any
'applicable City Ordinance or any applicable state or
federal law.
SECTION 2. Complaints regarding discrimination in violation of
Section'l of this Article may be processed under steps 1 and 2 of
the grievance procedure provided in Article VI of this Agreement,
but shall not be subjedt to arbitration under Step 3 of that
grievance procedure. Complaints regarding discrimination in
violation of Sectlon1(A) of this Article may be pr6cesse~under
the City of Bremerton Affirmative Action Program. Nothing in
this Article shall limit or preclude pursuit of any remedy for
discrimination.available under state or federal law.
ARTICLE V - LABOR - MANAGEMENT COMMITTEES
SECTION 1. There shall be a Labor-Management Committee which
shall consist of three (3) Employer representatives and three (3)
Union representatives. When appropriate and. agreed upon between
. the. Mayor or his or her designee and the Business Agent or his or
her designee, other individuals may participate in the Labor-
. Management Committee (s) meetings.'
SECTION 2. The Mayor or his or her designee and the Union Agent
for the Union or his or her designee shall jointly be responsible
for scheduling meetings of the Committee, for establishing
agendas and for presiding over such meetings. Prior to each
meeting a printed agenda will be furn4shed to Committee members.
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SECTION 3. The purpose of the Committee is to allow an exchange
of information about the affairs of t~e City and :to discuss
problems of mutual interest or c6ncer~. The Em~loyer and the
Union shall take minutes for their own convenience and for
assistance in folloWing through on actions which the Committee
determines should be taken. Grievances filed pursuant to Article
VI of this Agreement or otherwise pending before any tribunal of
competent jurisdiction will not be discussed or c.onsidered by the
Committee.
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ARTICLE VI - GRIEVANCE PROCEDURE
A grievance is hereby defined as a question or challenge raised
by an employee. or the Union as to the correct interpretation or
application of. this Agreement by the Ci ty. It is the purpose of
this Article to provide the employees and the Union with an
orderly and effective means of achieving consideration of any
grievance which may arise during the life of the Agreement. For
this purpose, the following steps are agreed upon as the
appropriate order of consideration.
Step 1. Employee or Union representative presents the
grievance in writing to the department head most immediately
involved. and a copy to the Personnel Department, using a
form which has been provided by the Union and approved by
the Employer.; The Employer shall respond" to the grievance
in writing with.a copy to the Personnel Pepartment. No such.
grievance will be considered if more than twenty (20)
working days have elapsed between the date of the disputed
action or the date when the individual concerned or the
Union reasonably should hav~ been aware of such action and
the written submission of the grievance to Step 1 of this
procedure. If the grievance has not been resolved within
five (5) working days after such Step 1 submission, the
matter shall be considered inStep 2, if the grievant moves
for step 2 consideration within fifteen (15) working days
from the date of. his or her original submission under Step
1. F~ilure of the City to respond to a Step 1 written
grievance submission shall be regarded as lack of resolution
of the grievance involved.
Step 2. Union representative pr~sents the grievance in
writing to the Mayor or his or her designee and a copy to
the"Personnel Department. The latter shall arrange a
conference within ten (10) working days involving the
grievant and the City bfficials ~ost directly concerned.
The City shall respond to the grievance in writing with a
copy to the Personnel Department. If the grievance has not
been resolved within seven (7) working days of the
.conference, the matter shall be considered in Step 3,if the
grievant acts to do so within twenty (20) working days from
the date ~f his or her submiss~on under st~p 2. Failure of
the City to respond to a Step 2 grievance submission shall
be regar~ed as lack of resolution of the grievance involved.
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Section 3. Union representative submits the grievance to
binding arbitration as set forth in RCW41.56.122 by
notifying the Mayor or his or her designee in writing with a
copy to the Personnel Department, of the Union's election
to do so. ~hereafter, 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. The decision of the arbitrator shall be
delivered wi thin thirty (30) calendar days of the hearing.
and shall be final and binding upon the Union and the
Employer and upon all affected employees. The authority of
the arbitrator shall be limited to a ruling on the correct
interpretation or application of the Articles of this
Agreement and shall not add to or take away therefrom. The.
costs of arbitration shall be borne equally between the
Union and the Employer.
ARTICLE VII - UNION REPRESENTATIVES
SECTION 1. The Union can appoint one (1) Shop St.eward for each
of the following dutV divisions:
City Hall (downstairs)
City Hall (upst~irs)
Wastewater Department
Water Department
Parks Department
Communications
Garage
. Street Department
Police/Fire Department
The Union shall notify the Personnel Directd~in writing of the
names of all Shop Stewards and Union Business Agents who will be
representing the Union and/or e~ployees.
The Shop Steward may present the gr_ievance of any employee under
his jurisdiction to employee's Supervisor as provided in Article
VI during the regular work day, provided the Steward has received
prior authorization from his immediate Supervisor and the
Supervisory of the affected employee(s).
SECTION 2. The Union Business Agent shall be allowed access at
reasonable times to all facilities of the Employer wherein
employees covered under this Agreement are workin~for the
conduct of necessary Union business and the investigation of
grievances, provided there is not interference with the work of
the employees and the department.
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ARTICLE VIII ~ HOURS OF WORK AND OVERTIME
SECTLON 1. The normal work week shall be, forty (40) hours of
work for employees cover~d by this Agreement. It shall consist
of five (5) consecutive eight (8) hour days or four (4)
consecutive ten (10) hour days. A lunch period of at least one-
half hour on the employee's time shall be. provided approximately
midway through 'each eight or ten hour shift. A fifteen (15)
minute rest period in each four or five hour period shall be
provided in accordance with WAC 296.126.092.
SECTION 2. Any employee required to work in excess of eight (8)
or ten (10) hours in anyone day or forty (40) hours in anyone
week shall be paid at the, rate of time and one-half for such
extra hours., The minimum pay for an employee who is called back
to work outside of the employee's regular assigned work hours
shall be two (2) hours at the rate of time and one-half.
Emp1oye~s assigned to the position classification of animal
control officer will only be paid the minimum pay for the first
call-out, thereafter, they will be paid for only the actual time
worked in subsequent call outs. In providing employee re~t
periods and lunch breaks, the City will adhere to the
requirements of WAC 296.126.092.
SECTION 3. Adjustment in the regular working hours (Monday
through Friday) of employees for the convenience of the Employer
and its' employees shall not be construed t6,be in conflict with
this Agreement. Any work, performed on the sixth (6th) or seventh
(7th) scheduled day of work in a work week will be' at the
overtime rate of one and one-half times. In the cas,e of
employees on a 4-10 schedule it would apply to the fifth (5th),
sixth (6th) and seventh (7th) day.
SECTION 4. When employe,es claim camp-time for' overtime worked,
they must use it within the thirty (30) day period it is
accumulated in accordance with Ordinance No. 3667 as amended. If
not used, it will be paid at the overtime rate.
SECTION 5. In those cases where management establishes a second
scheduled w~ekly shift, 12 o'clock noon or later, a shift
differential' of twenty-five cents ( .25) pet hour will be granted.
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ARTICLE IX - SALARIES - STANDBY - LONGEVITY PAY
SECTION 1. All employees covered by this Agreement shall be
classified and comp~nsated in accordance with Appendix "A",
attached hereto and considered a part of this Agreement, provided
that nothing in the Agreement shall prevent the Employer from
paying compensation in excess of that specified in Appendix A to
any employee at the discretion of the Personnel and Treasurer's
Departments.
SECTION 2.(A.) Advancement from Column A through Column D will
occur in. annual steps effective the first of the month coincident
with or next following the employee's anniversary date of his or
her assignment to the position involved, ~rovided that employees
who heretofore receive the column increase on January 1 shall
continue to use that date as an effective date for this purpose
unless and until they are reassigned to a higher pay grade.
(B.) Advancement from Column D through Column G will
occur on the employee's anniversary date provided that the
employee has served two (2) years at the previous column.
Employees who received the ColumnE increase as of January 11,
1984 shall continue to use that effective date for movement to
any other appropriate column, unless they are promoted to a
higher pay grade in which case the employee's anniversary date of
his/her assignment to the position will prevail. All other
employees will move to Column E, where applicable, effective two
(2) years form t.he employee r s anniversary date upon being placed
in Column D.
SECTION 3. In the event an employee is on disciplinary status
the date the employee is scheduled to receive a column
advancement salary increase in accordance with Section 2 of this
Article, such salary increase may not become effective during the
period of discipline up to a maximum of sixty (60) days. If the
period of discipline e~ceeds sixty (60) days tha salary increase
shall be a matter of review at that time by the Employer. If
.further withholding is determined necessary, the Union and the
employee will be notified in writing and given fifteen (15) days
to rebut ~he decision. Failure to do so means the decision is
final until the next 60 day review.
. SECTION 4. Employees officially placed on standby status in
accordance with established Employer practices shall receive
thirty doliars ($30.00) per week while serving in such status.
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SECTION 5. In accordance with City Ordinance No. 1813, longevity
pay shall be applied to the base hourly pay rate of each employee
for years of completed continuous employment on the following
basis:
----- 0 through 5 years' continuous employment - 0%
Commencing 6 through 10 years' continuous employment - 1%
Commencing 11 through 15 years' continuous employment - 2%
Commencing 16 through 20 years' continuous eniployment - 3%
Commencing 21 years and over continuous employment - 4%
SECTION 6. The Employer agrees to reimburse emploYees for the
true cost of professional or work related certificates which the
Employer required the employee to maintain as a condition of
work.
SECTION 1~ The Emplo~er agrees to reimburse an employee up to
$6.00 fora meal allowance when the employee is required to work
during a bonafide emergency situation after completing his or her
regular work day provided the employee works at least four (4)
additional hours during a twenty-four (24) hour period. To
receive a meal allowance reimbursement the employee will complete
and submit for approva~ the appropriate claim for expense forms.,
ARTICLE X - HOLIDAYS
SECTION 1. Paid holidays shall b~ earned and administered as
provided in Ordinance No. 1813 (as amended). The following are
the recognized holidays and these days shall be granted as paid
holidays'to eligible employees without reduction of regular
salary.
HOLIDAY
'DATE OBSERVED
New Year's. Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
The Day ~fter Thanksgiving
Christmas
One Floating Holiday
January 1
February 12 ,
3rd Monday in Feb.
Last Monday in May
July 4
1st Monday in Sept.
November 11
4th Thurs. in November
4th Friday in Novem6er
December 25
Employee's Choice with
Approval of Supervisor
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SECTION 2. In the event any of the above holidays falls on a
Sunday, the following Monday shall be observed as the holiday and
when any .such holiday falls on a Saturday, the preceding Friday
shall be observed as the holiday. If the day of observance of a
holiday falls on the regular day off.of.an employee, such
employee shall rec~ive an alternate day as a paid holiday.
SECTION 3. To receive pay for a holiday not worked an employee
must work the scheduled day before or the scheduled day after
such holiday unless on authorized leave.
SECTION 4. Any employee required to work on a holiday sha.ll be
compensated at one and one-half times the employee's reg~lar
straight time rate of pay for the time worked in addition to
regular salary as provided for in Section 1 above.
SECTION 5. . Any employee on a 5 day eight (8) hour schedule will
receive eight (B) hours of time paid for hoiiday pay and any
employee on a four day ten (10) hour schedule will receive ten
(10) hours of pay at straight time for holiday pay. .
ARTICLE XI-ANNUAL VACATIONS
SECTION 1. Paid vacations shall be earned and administered as
provided in Ordinance No 1813 (as .mended). Annual vacations
with pay shall .be earned by eligible. employee. at the following
rate:
Years of Continuous
. . Employment
Number of Vacation Days
Accrued Per Year
1st through 5th year
6th year
7th year
8th year
9th. year
10th year
11th year
12th year
13th year
14th year
15th year
16th year
17th year
13 working days
15 working days
16 working days
17 working days
18 working days
19 working days
20 working days
21 working days
22 working days
23 working days
24 working days
25 working days
26 working days
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SECTION 2. Accrual shall start from the date of employment, but
vacation leave shall not be available unti~ completion of six (6)
months of service. If any employee resigns or is discharged
before completion of the six-month period, any accrued vacation
leave is forfeited.
SECTION 3. Vacation leave shall be mutually ,scheduled between
the employee and his/her Department Head. Maximum carryover of
unused vacation, at the end of any year during the first five
years of employment shall be twenty (20) working days. Carryover
for employees with more than five years of service shall be a
maximum of thirty (30) working days. If any employee is denied
vacation time because of convenience to the City, his/her
vacation accrual shall continue.
ARTICLE'XII- MEDICAL BENEFIT COVERAGE
SECTION 1. All employees'shall be provided medical benefit
coverage under the AWC "B" Plan or the Group Health Cooperative
Plan. For employees covered under these options, the Employer
shall pay the ful'l cost of the monthly premium during the term of
this Agreement. All medical plan participants will accept the
associated cost containment features. The coverage shall be for
all full-time, permanent part-time, active eligible employees and
their enrolled dependents.
SECTION 2. All employees shall be provided'dental coverage under
the AWC Plan A Dental Program. The Employer shall pay the full
cost of the monthly premium during the term of this Agreement.
The coverage shall be for all full-time, permanent part-time,
active eligible employees and their enrolled, dependents.
ARTICLE XIII - SICK LEAVE
SECTION 1. Paid sick leave shall be earned and adm'inistered as
provided in Ordinance No. 1813 (as amended) and Article XIII of
this Agreement. The basic sick leave shall be one day of sick
le;ave for each month of continuous employment. The total
accumulation of sick leave shall not. exceed one hundred fifty
(150) working days at the full pay. Upon retirement, the
employee shal~ rece,ive thirty-five percent (35%) of such accrued
sick leave up to a maximum of one hundred twenty (120) days.
SECTION 2. :In the event of the death of an employee in the
active service of the Employer, accrued sick leave that has not
been taken shall be paid in the same manner that salary due the
decedent is, paid for any accrued sick leave earned and not taken
prior to the death of such employee.
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SECTION 3. All permanent part-time employees will accrue sick
leave and vacation leave as provided for in Ordinance No. 1813.
SECTION 4. Any employee who uses thirty two (3~) hours or less
of sick leave during any full year will have eight (8) hours
~_ ~ad to' his/her vacation account. ~his adjustment will be made
only at the end of a calendar year.
SECTION 5. (A.) Prior to. qualifying for sick leave benefit
payments, if a justifiable reason or cause exists, an employee
may be required to submit to an examination as h~reinafter
provided or to discuss and explain the sickness or illness with.
an Employer representative. Failure of an employee to comply
with this provision when deemed necessary by the Employer shall
bar the employee from any sick leave benefits he/she may.be
entitled to under the terms of this Agreement or City Ordinance
or resolution.
The following procedure sha~l prevail during the term of this
Agreement when it becomes necessary for the Employer to implement
Section 5 (A).
1. Immediately following the executioncif this Agreement
the Employer and the Union will agree upon five (5)
medical doctors to serve. on a medical review board. The
Employer will use this board for the purpose of
conducting the medical examination.
2. If an employee's medical condition requires examination
by'a medical specialist and such specialist is not
contained within the medical review board then a,
mutually acceptable doctor will be selected to conduct
the medical exa!llination..
(B.) An employee who abuses sick leave benefits by
falsification of reasons for sick leave shall be subject to
immediate discharge and shall be required to make restitution' of
any compensation received during the period of absence.
SECTION. 6. The employee will be granted three (3) days
bereavement leave for funerals in state and five (5) days for out
of state funerals for members of empl.oyee' s immediate family.
Immediate family will be defined as spouse, children (including
stepchildren), mother, father, mother/father in-law, brother,
sister, brother/sister in-law, grandparents of both employee and.'
spouse. All time off for bereavement leave will be 6harged
against either the employee" s compensatory time, sick leave or
vacation leave accoun~.' The ,employee may designate which account
bereavement leave will be charged against.
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ARTICLE XIV - TERMINAL LEAVE
Paid vacation leave shall be earned and administered as provided
by City Ordinance. The City agre~s to update and amend Ordinance
No. 1813 to state that accrued vacation leave, shall be paid in
lump sum upon 'separation/retirement.
ARTICLE XV - LEAVES OF ABSENCE
SECTION 1. The application for and granting leave of absence
shall be processed in accordance with the Civil Service Rules of
the City of Bremerton, except as otherwise specified in this
Article.
SECTION 2. An employee serving on a jury of a federal or state
court shall be gra.nted leave from City employment to the extent
required by such service and shall be paid during such leave on
the basis of the difference between the employee's regular salary
and any lesser amount paid by the court for such jury duty.
SECTION 3. Time off with pay from an employee's regular work
schedule will be granted for the purpose o,f discussing with
management such employee's grievances pending under the grievance
procedure. Arrangements for time off fo~ appropriate employees
with or without pay in order to attend the following committee
meetings will be determined based on operational needs by the
Mayor or his/her des,ignee as follows: Up to three (3) employees
may attend the Labor-Management meetings; one (1) Union
representative may attend the Civil Service Commission meetings;
and one (1) Union representative may attend Civil Service
Commission hearings when such hearings affect bargaining unit
employees.
ARTICLE XVI - EMPLOYEE UNIFORMS
The Employer a~rees to furnish and to maintain all uniforms which
the Employer requires employees to wear during the work day. Any
department' currently receiving uniforms/allowances will continue
for the life of this Agreement.
ARTICL& XVII - EMPLOYEE DISCIPLINE AND DISMISSAL
SECTION 1. The Employer may discipline an employee for
reasonable and just cause in a m,anner consistent wi th Civil
Service Rules and Regulations and the nature and severity of the
problem. Such discipline shall be designed to achieve correction
and avoid recurrence.
A. Verbal Notification: An employee shall be'notified at "least
once by his o'r her Supervisor of an undesirable trend in '
performance ~r conduct and the heed for correction at the
time the need for such notification becomes necessary ,as
determined by the Supervisor.
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B. Written Notification: Should an employeets inadequate
performance or conduct not improve following verbal
notification, a written notice placing the employee on
probationary status for a specified period of time shall be
issued to the employee by his or her Supervisor. Such notice
shall include the areas of employee performance and/or
conduct and the corrective action required~f the employee.
Failure of the employee-to meet the terms 'of the probation
may result in suspension or termination, as warranted.
C. Suspension: An employee, whose inadequate performance or _
conduct may necessitate termination of employment for cause
may be suspended without pa~ and benefits for a specified
period of time.
D. Dismissal: It is recognized. and agreed ~hat the Employer has
the right to dismiss any employee for reasonable and just
cause. Should an employee fail to respond to verbal and
written riotificatioh, or in the event of a serious offense,
the employee maybe dismissed.
SECTION 2. The criteria for determined discipline shall include
the following considerations:
A. That efforts- were made to determine if the employee disobeyed
a rule or order~
B. That any rule or order which may have been violated related
to the proper operation of the Employer and to the
-per~ormance o~ conduct the Emplbyer might properly expect of
the employee.
C. That the employee und.rstood the piobable consequence of his
or her conduct.
D. That the investigation was fair and objective.
E. That there was satisfactory proof of_misconduct.
F. The rules were applied without discrimination.
SECTION 3. An employee who wisfies to appeal any disciplinary
action by the Employer shall first elect one of the following
methods. The matter may be processed:
A. As a grievance under Article VI of this Agreement; or
B. As an appeal unde~ the procedures of the Bremerton Civil
Service Commission.
In no event shall both grievahce procedtire and Civil Service
procedure be available to an" employee for the same incident of
discipline.
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SECTION 4.Iri the event th~ Bremerton Civil. Service Commission
adopts new Civil Service Rules affecting matters cover'ed by this'
Article, the Union shall have thirty (30) calendar days following
the date of final Civil Service Commission action to object
thereto in writing. If objections are filed with the Employer by
the Union, the provisions of this Article shall continue in
effect while the Employer and the Union attempt to negotiate
their differences concerning disciplinary appeals procedures; If
the Union makes no .objection in the manner provided for' herein,
S~ctions 1, 2 and 3 of this Artidle shall cease to be effective
and all disciplinary appeals occurring during the remaining life
of, this Agreement shall be processed before the Civil Service
Commission under the rules as adopted.
ARTICLE XVIII - MANAGEMENT RIGHTS
Subject only to tha 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 XIX - WORK STOPPAGES
The Employer and the Union agree that the public interest
requires efficient and, uninterruRtedperformance of all City
se~vic~s and to this end pledge th~ir best efforts to avoid or
eliminate any conduct contrary to this objective during the term
of this Ag,reement. Accordingly, it stlall 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 iri any of the aforementioned activities shall be subject
to disciplinary action in accordance with the rules of the Civil
Service Commission.
ARTICLE XX - PRIORITY OF STATE AND CITY LAWS
It is understood and agreed by and between the 'parties that in
negotiating and collective bargaining, and in the administration
of all matters covered by this Agreement, the parties hereto and
the City employees. are governed by the provisions of applicable
federal and state laws, City Ordinances and Civil Service '
Commission Rules. If there is a conflict between any provision
of' this Agreement and said laws, ordinances .or rules the latter
shall prevail; provided, however, that no City Ordinance or Civil
Service Commission Rule adopted during the 11fe of ~his Agreement
shall ~odify6r change any provision of this Agreement.
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ARTICLE XXI - ENTIRE AGREEMENT
SECTION 1. The Agreement expressed herein in writing constitutes
the entire Agreement ,between the parties and no oral statement
shall add or supersede any of its provisions.
SECTION 2. The parties acknowled~e that each has had the.
unlimited right and opportunity to make demands and proposals
with respect to any matter deemed a proper subject for collective
bargaining. The results of the exercise of that right and
opportunity are set forth in this Agreement.
Therefore, the Employer and the Union, for the duration of this
Agreement, each voluntarily and unqualifiedly agree to waive the
right to oblige the other party. to bargain with respect to any
subject or matter not specifiqally referred to or covered by this
Agreement.
ARTICLE XXII - SAVINGS CLAUSE
If any Article of this Agreement or any Addendums thereto should
be held invalid by operation of law or any tribunal of competent
jurisdiction, or if compliance with or enforcement of any Article
should be restrained buy such tribunal, the remainder of this
Agreement and Addendums shall not be affected thereby and the
parties shall enter into immediate collective bargaining
negotiations for the purpose of arriving at a mutually -
satisfactory replacement of sucb A~ticle.
ARTICLE XXIII -LABOR MANAGEMENT MEDICAL COST CONTAINMENT
BLUE RIBBON PANEL
For the duration of this contract there shall be established an
eight (8) member panel t.O consist of 4 Union representatives and
4 (4) Management representatives. - The purpose of this panel is
to meet quarterly and review, survey, discuss and study future
possible medical care cost containment strategies. They will
produce a report from each quarterly meeting to be di~tributed to
both management and membership individuals. Their efforts will
be non-binding and-solely for the purpose of exploring medical
care cost containment techniques beneficial to both the City and
the employee.
ARTICLE XXIV - CLASSIFICATION STUDY
The Employer shall insure that a complete wage and classification
study is perfo~med during i~86. The impl~mentation of the
results of this study shall be negotiated with the Union at a
future date uncertain.' - .
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ARTICLE XXV - TERM OF AG?E2M~NT
This Agreement shall be effective January 1, 1986 except~or
those provisions of ~he Agreement which may have been assigned
other effective dates as herein above set forth, and shall r~main
in full force and effect to and i~ciuding the 31st day of
December 1988. It is further stipulated that ~arties ,to this
contract shall retain the right of wage re-ope~er ~y pro17iding at
least ninety (90) days written notice prior to the fi=st day o~
Jatiaury, 1987 or January, :988. All other requests for desire to
amend, modify or terminate the Agreement shall require either
party to file written notice at least sixty (60) days?~~o~ to
December 31, 1988.
ARPROVED AND R. ATIFIED BY THE CITY COUNCE~ 7:':13
JJ....c (. ~JK..l>-{)'L- ',' 1985.
If
day of
CITY OF BREMERTON
GEN~RAL TEAMSTERS LOCAL UNION NO. 589
By tf!:~i~
/.;
.'/ ,.- , --1
.J;' /' ,/:"---'./ -
By /Z~;tc~) ",Vc::4;.J-?1... /;2 - 3' cy- ,:)'1, '~
Doug las ,BUsh
Business ?epresentative
Attest:
?age 16
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APPENDIX' "All
INDEX OF POSITION CLASSIFICATIONS BY PAY GRADE
Pay Grade' 1
Lahorer 1
Office Assistant I
Pay Grade 8
Computer Programmer
Dispatcher/Clerk
Engineering Tech I/Design
Engineering Tech I/Field
Equipment Mechanic I
Operations Technician
,Planner I
Traffic Technician I
Evidence Technician
Animal Control Officer Sr.
Pay Grade 2
Pool Guard
Pay Grade 3
Data Entry Operator
Laborer II
Office Assistant II
Recreation Program Director.'I
Legal Technician I
Pay Grade 4
Preventive Maintenance Technician
Pay Grade 9
Concrete Finisher
Corrections Officer Sr.
Lab Technician
Operator II
Service Specialist II
Pay Grade 5
Accounting Clerk I
Data Entry Operator Sr.
Laborer. III
Legal Technician II
Office Assistant Sr.
Parking Regulator
Warrant Server
Pay Grade 6
Accounting Clerk II
Animal Control Officer
Computer Operator
Court Clerk
Department/Legal Secretary
Drafting Technician
Gambling Secretary
Operator Train.e
Records Clerk Sr.
Pay Grade 10
Assistant Purchasing Agent
Computer Programmer Sr.
Engineering Tech II/Design
Engineering Tech II/Field
Maintenance Electrician Sr
Probation ,Officer
Traffic Technician II
Pay Grade 11.
Concrete. Finisher Sr.
Equipment Mechanic II
Opera tor' S,r.
Service Specialist Sr.
Water Utility Warehouse-
Storekeeper
Pay Grade'7
Accounting Clerk Sr.
Corrections Officer
Operator I
Recreation Program Director II
Service Specialist I
Meter Reader
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Pay. Grade 12
Accountant
Electronic Technician
Engineering Technician,Sr./Design
Engineering Technician Sr./Field
Equipment Technician
Maintenance Electrician Sr.
Planner II
Recreation Program Director Sr.
Traffic Technician Sr.
Welder
Well Driller
Analyst Programmer
Busines$'License Inspector
Pay Grade 13
Civil Engineer I
Equipment Mechanic Sr.
Pay Grade 14
Building Inspector
Civil Engineer II/Office
Civil Engineer II/Survey
Electronic Technician Sr.
Planner Sr.
. Programmer Analyst Sr.
Pay' Grad'e 15
Civil Engineer III/Design
Foreman
Forester
Data Base Administrator
Pay Grade 16
Civil. Engineer Sr./Field
Office AdministratorjPlans Examiner
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APPENDIX "A"
MINIMUM STRAIGHT-TIME HOURLY RATES OF PAY
EFFECTIVE JANUARY 1 , 1986
PAY PLAN A
Required Minimum Time in Column for Advancement (0 through G)
. Pay Grade One Year Per Column (A through D) Two Years Per Column
A B C 0 E F G
6.30 6.46 6.63 6.80
2 6.63 6.80 6.97 7.16
3 6.97 7. 16 7.35 7.54
4 7.35 7.54 7.74 7.94
5 7.74 7.94 8. 15 8.37 8.59
6 8.15 8.37 8.59 8.82 9.06
7 8~59 8.82 9.06 9.29 9.54
8 9.06 9.29 9.54 9.80 10.07
9 9.54 9.80 10.07 10.33 10.61 10.90
10 10.07 10.33 10.61 10.90 n.20 11 .51
11 10.61 10.90 11. 20 11 .51 11.82 12. 15
12 H .20 11.51 11.82 12. 15 12.48 12.83
13 11 . 82 12.15 1-2.48 12.83 13.18 13.55 13.93
14 12.48 12.83 13.18' 13.55 13.93 14.31 14.71
15 1 3.. 18 13.55 . 13.93 14.31 14.71 15.12 15.55
16 13.93 14.31 14.71 15.12 . 15.55 15.99 16.44 .
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LETTER OF UNDE~STANDING
By arl.d 3etweerl.
City of Bremertorl.
a::.d
7eamsters Local #589
(Attachment to 1986-88 Labor Contract)
The City and Teamsters Local 589 hereby agree to the
following amplification of Artic~e XIV titled Classification
-Study in the Contract dated December ~, 1985.
ITEM 1. That the City shall conduct ,a wage classification study
to i::.sure currency of said wages and classification.
.\
ITEM 2. . This study shall begin with the rl.on-uniformed employee
positions first.
ITEM 3. The City will request that data ,collected or surveyed
shall use the same Cities used in the 1985 Management
Salary survey. It is further recognized that th~s is a
minimum, but $hall ~ot serve the purpose of limiting the
scope of the survey.
It is further understood that the City will add as an
.addendum to the Contract, those Civil Service Rules appliCable to
Court employees which would provide protection p~tterned after
Civil. Service Rules which shall be subject to the grievance
procedure in the collective bargaining agreement.
.AUTH~NTICATION :
SIGNED ':'EIS
-
-; 0::.
day of December, 1985.
FOR THE CITY:
FOR THE U)JION:
'~~.
~~M.G. Dawkins
,-
/,- .. /
/rf;,;~_c~/- <i::-4~/i.
E. DougJ:as 3ush, ,Jr..
ATTEST:
~,~\\\.((~
Kathleen McCluskey
.
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'....
LABOR CONTRACT ADDENDUM
BYand.BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL NO. 589
NON UNIFORM EMPLOYEES
(Attachment #2 to 1986-88 Labor Contract)
The City of ,Bremerton and the Union shall agree that conditions
surrounding decisions to subcontract work normal~y performed by
non-uniformed employees are subject to the followjng:
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 120 calendar days. The City will make every
effort to ensure the contracting firm has. similar
benefit entitlements. Upon transfer to the' firm,
employees wil~ be cashed out all ,vacation leave
enti tlements as provided by current ordinance. Sick
. leave entitlements 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 on-half percent (17.5%) of their
existing balance. Individuals transferred shall also be
placed on Civil Service Reinstat~ment Registers in
accordance with existing rules.".
It is f~rther agreed tqamend Article X - Holidays, Section ~ to
reflect that the Union shall recognize Martin Luther King's Day
as ah official City Holiday and shall further agree to
consolidation of Lincoln's and Washington's birthday into
President's Day with no gain in overall holidays.
This Addendum to said Contract shall become effective upon
approval by City Council.
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AUTHENTICATION:
SIGNED this' /r67Jf day of July, 1986.
For the City:
. '~AO~
~ Gene Lobe
ATTEST:
~ '(v..J-rA-'
Kathleen McCluskey
C,i ty Clerk .
. For the Union:
.au ~4J.l
Ear 1 Dou as Bush, {;;I.
~
. --,-~" <.-II
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LABOR CONTRACT ADDENDUM
BY and BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
NON UNIFORM EMPLOYEES
(Attachment #3 to 1986-88 Labor Contract)
The Ci ty of Bremerton and the Union shall agree to conditions
associated with implementation of the F.S. James Company
Classification and Wage Study cited in Article XXIV of the basic
contract as follows:
"The City and the Union agree to negotiated
implementation of the F.S. James Classification and Wage
Study retroac~ive to January 1, 1987. In addi tion to
full implementation of the wage and. grade
recommendations of the Study for 1987, the Ci ty shall
adjust the 1986 Wage Table by an additional one-half of
one percent (.5%) with all James Study wage adjustments
reflecting this new hourly pay retroactive to
January 1, 1987.
This Addendum #3 to said contract shall become effective
no later than thirty (30) days following approval of
City Council. Exhibit A (attached) reflecting the 1987
Non-Uni formed Wage Table is ref lected and incorporated
by reference herein."
AUTHENTICATION:
SIGNED this l..5.t,/..
day of June, 1987.
~or the Cit~~
ff~ Lobe
For the Union:
6U'~~#
Earl Dougl Bush, Jr.
ATTEST:
K~~1~0 -
City Clerk
Attachment #3
Page 1 of 5
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EXHIBIT A
NON-UNIFORM,
1987 PAY TABLE
CITY OF BREMERTON
A D: 1 Year
D - G: 2 Years
% A B C D E F G
G4 0 7.39 7.58 7.78 7.98
1 7.46 7.66 7.86 8.06
2 7.54 7.73 7.94 8.14
3 7.61 7.81 8.01 8.22
4 7.69 7.88 8.09 8.30
G5 0 7.78 7.98 8.19 8.41 8.63
1 7.86 8.06 8.27 8.49 8.72
2 7.94 8.14 8.35 8.58 8.80
3 8.01 8.22 8.44 8.66 8.89
4 8.09 8.30 8.52 8.75 8.98
G6 0 8.19 8.41 8.63 8.86 9.11
1 8.27 8.49 8.72 8.95 9.20
2 8.35 8.58 8.80 9.04 9.29
3 8.44 8.66 8.89 9.13 9.38
4 8.52 8.75 8.98 9.21 9.47
G7 0 8.63 8.86 9.11 9.34 9.59
1 8.72 8.95 9.20 9.43 9.69
2 8.80 9.04 9.29 9.53 9.78
3 8.89 9.13 9.38 9.62 9.88
4 8.98 9.21 9.47 9.71 9.97
G8 0 9.11 9.34 9.59 9.85 10.12
1 9.20 9.43 9.69 9.95 10.22
2 9.29 9.53 9.78 10.05 10.32
3 9.38 9.62 9.88 10.15 10.42
4 , 9.47 9.71 9.97 10.24 10.52
G9 0 9.59 9.85 10.12 10.38 10.66 10.95
1 9.69 9.95 10.22 10.48 10.77 11.06
2 9.78 10.05 10.32 10.59 10.87 11.17
3 9.88 10.15 10.42 10.69 10.98 11.28
4 9.97 10.24 10.52 10.80 11.09 11.39
Attachment #3
Page 2 of 5
.
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%
A
B
c
D
E
F
G
G10 0 10.12 10.38 10.66 10.95 11.26 11.5']
1 10.22 10.48 10.77 11. 06 11.37 11. 69
2 10.32 10.59 10.87 11.1'] 11.49 11.80
3 10.42 10.69 10.98 11.28 11.60 11. 92
4 10.52 10.80 11.09 11.39 11.71 12.03
Gl1 0 10.66 10.95 11.26 11.57 11.88 12.21
1 10.77 11.06 11.37 11.69 12.00 12.33
2 10.87 11.17 11.49 11.80 12.12 12.45
3 10.98 11.28 11.60 11. 92 12.24 12.58
4 11.09 11.39 11.71 12.03 12.36 12.70
G12 0 11.26 11.57 11.88 12.21 12.54 12.89
1 11.37 11.69 12.00 12.33 12.67 13.02
2 11.49 11.80 12.12 12.45 12.79 13.15
3 11.60 11.92 12.24 12.58 12.92 13.28
4 11.71 12.03 12.36 12.70 13.04 13.41
G13 0 11.88 12.21 12.54 12.89 13.25 13.62 14.00
1 12.00 12.33 12.67 13.02 13.38 13.76 14.14
2 12.12 12.45 12.79 13.15 13.52 13.89 14.28
3 12.24 12.58 12.92 13.28 13.65 14.03 14.42
4 12.36 12.70 13.04 13.41 13.78 14.16 14.56
G14 0 12.54 12.89 13.25 13._62 14.00 14.38 14.78
1 12.67 13.02 13.38 13.76 14.14 14.52 14.93
2 12.79 13.15 13.52 13.89 14.28 14.67 15.08
3 12.92 13.28 13.65 14.03 14.42 14.81 15.22
4 13.04 13.41 13.78 14.16 14.56 14.96 15.37
G15 0 13.25 13.62 14.00 14.38 14.78 15.20 15.63
1 13.38 13.76 14.14 14.52 14.93 15.35 15.79
2 13.52 13.89 14.28 14.67 15.08 15.50 15.94
3 13.65 14.03 14.42 14.81 15.22 15.66 16.10
4 13.78 14.16 14.56 14.96 15.37 15.81 16.26
G16 0 14.00 14.38 14.78 15.20 15.63 16.07 16.52
1 14.14 14.52 14.93 15.35 15.79 16.23 16.69
2 14.28 14.67 15.08 15.50 15.94 16.39 16.85
3 14.42 14.81 15.22 15.66 16.10 16.55 17.02
4 14.56 14.96 15.37 15.81 16.26 16.71 17.18
Attachment #3
Page 3 of 5
.
CITY OF BREMERTON
.
INDEX OF POSITION CLASSIFICATIONS BY PAY GRADE
PAY GRADE 4
Office Assistant I
PAY GRADE 5
Laborer
Legal Technician I
Office Assistant II
PAY GRADE 6
Accounting Assistant I
Parking Regulator
Recreation Program Coordinator I
PAY GRADE 7
Accounting Assistant II
Computer Operator
Legal Technician II
Office Assistant Senior
PAY GRADE 8
Warrant Server
PAY GRADE 9
Accounting Assistant Senior
Animal Control Officer
Department Secretary
Engineering Technician I
Legal Secretary
Permit Technician
Service Specialist
PAY GRADE 10
Corrections Officer
Engineering Technician II
Office Supervisor
Pool Maintenance Specialist
Attachment #3
Page 4 of 5
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Position Classifications
Page Two
PAY GRADE 11
Animal Control Officer Senior
Computer Programmer
Inventory Specialist
Recreation Program Coordinator II
Service Specialist Senior
PAY GRADE 12
Building Inspector, Combination
Building Inspector, Plumbing/Mechanical
Building Inspector, Structural
Cemetery Caretaker
Computer Programmer Senior
Corrections Officer Senior
Engineering Technician III
Facilities Supervisor
Lead Service Specialist
Maintenance Electrician
Probation Officer
Welder
PAY GRADE 13
Computer Programmer/Analyst
Engineering Technician IV
Planner
PAY GRADE 14
Accountant
Business License Inspector/Auditor
Electronics Technician
Engineering Technician Senior
PAY GRADE 15
Civil Engineer I
-Foreman
Planner Senior
PAY GRADE 16
Civil Engineer II
Date Base Administrator
.
Attachment #3
Page 5 of 5
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LABOR CONTRACT ADDENDUM
BY & BETWEEN
CITY OF BREMERTON
and
GENERAL TEAMSTERS LOCAL UNION NO. 589
NON-UNIFORM EMPLOYEES
(Attachment #4 to 1986-88 Labor Contract)
The City and the Union shall agree to increase basic hourly pay
of non-uniformed employees by three percent (3%) retroactive to
January 1, 1988. In addition, the Wage Grade of the Combination
Building Inspector shall be increased from Wage Grade 12 to
reflect Wage Grade 14 in the City's Classification and Wage
System.
This Addendum shall become effective upon approval by the City
Council.
AUTHENTICATION:
~-e-\o\t ...."-tv..
day of MarGb,J1988.
SIGNED this ~Cc.
For the City
For the Union
tL~~
~r Gene Lobe
~~h~) .t-2t.-&{J
ATTEST:
~~\\~~
Kathleen L. McCluskey
City Clerk
/
r~
,oA.
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EXHIBIT A
NON-UNIFORM
1988 PAY TABLE
CITY OF BREMERTON
A - D: 1 Year
D - G: 2 Years
% A B C D E F G
G4 0 7.61 7.81 8.01 8.22
1 7.69 7.89 8.09 8.30
2 7.76 7.97 8.17 8.38
3 7.84 8.04 8.25 8.47
4 7.91 8.12 8.33 8.55
G5 0 8.01 8.22 8.44 8.66 8.89
1 8.09 8.30 8.52 8.75 8.98
2 8.17 8.38 8.61 8.83 9.07
3 8.25 8.47 8.69 8.92 9.16
4 8.33 8.55 8.78 9.01 9.25
~
G6 0 8.44 8.66 8.89 9.13 9.38
1 8.52 8.75 8.98 9.22 9.47
2 8.61 8.83 9.07 9.31 9.57
3 8.69 8.92 9.16 9.40 9.66
4 8.78 9.01 9.25 9.50 9.76
G7 0 8.89 9.13 9.38 9.62 9.88
1 8.98 9.22 9.47 9.72 9.98
2 9.07 9.31 9.57 9.81 10.08 0
3 9.16 9.40 9.66 9.91 10.18
4 9.25 9.50 9.76 10.00 10.28
G8 0 9.36 9.62 9.86 10.15 10.42
1 9.47 9.72 9.98 10.25 10.52
2 9.57 9.81 10.06 10.35 10.63
3 9.66 9.91 10.18 10.45 10.73
4 9.76 10.00 10.28 10.56 10.84
G9 0 9.88 10.15 10.42 10.69 10.98 11.28
1 9.98 10.25 10.52 10.80 11. 09 11.39
2 10.08 10.35 10.63 10.90 11.20 11.51
3 10.18 10.45 10.73 11.01 11.31 11. 62
4 10.28 10.56 10.84 11.12 11.42 1:1, .73
.' , ,
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% A B C D E F G
GI0 0 10.42 10.69 10.98 11.28 11.60 11.92
1 10.52 10.80 11.09 11.39 11.72 12.04
2 10.63 10.90 11.20 11.51 11.83 12.16
3 10.73 11. 01 11.31 11.62 11.95 12.28
4 10.84 11.12 11. 42 11.73 12.06 12.40
Gl1 0 10.98 11.28 11.60 11. 92 12.24 12.58
1 11.09 11.39 11.72 12.04 12.36 12.71
2 11.20 11.51 11.83 12.16 12.48 12.83
3 11.31 11.62 11. 95 12.28 12.61 12.96
4 11.42 11.73 12.06 12.40 12.73 13.08
G12 0 11. 60 11.92 12.24 12.58 12.92 13.28
1 11.72 12.04 12.36 12.71 13.05 13.41
2 11. 83 12.16 12.48 12.83 13.18 13.55
3 11.95 12.28 12.61 12.96 13.31 13.68
4 12.06 12.40 12.73 13.08 13.44 13.81
G13 0 12.24 12.58 12.92 13.28 13.65 14.03 14.42
1 12.36 12.71 13.05 13.41 13.79 14.17 14.56
2 12.48 12.83 13.18 13.55 13.92 14.31 14.71
3 12.61 12.96 13.31 13.68 14.06 14.45 14.85
4 12.73 13.08 13.44 13.81 14.20 14.59 15.00
G14 0 12.92 13.28 13.65 14.03 14.42 14.81 15.22
1 13.05 13.41 13.79 14.17 14.56 14.96 15.37
2 13.18 13.55 13.92 14.31 14.71 15.11 15.52
3 13.31 13.68 14.06 14.45 14.85 15.25 15.68
4 13.44 13.81 14.20 14.59 15.00 15.40 15.83
G15 0 13.65 14.03 14.42 14.81 15.22 15.66 16~10
1 13.79 14.17 14.56 14.96 15.37 15.82 16.26
2 13.92 14.31 14.71 15.11 15.52 15.97 16.42
3 14.06 14.45 14.85 15.25 15.68 16.13 16.58
4 14.20 14.59 15.00 15.40 15.83 16.29 16.74
G16 0 14.42 14.81 15.22 15.66 16.10 16.55 17.02
1 14.56 14.96 15.37 15.82 16.26 16.72 17.19
2 14.71 15.11 15.52 15.97 16.42 16.8a 17.36
3 14.85 15.25 15.68 16.13 16.58 17.05 17.53
4 15.00 15.40 15.83 16.29 16.74 17.21 17.70