HomeMy WebLinkAboutTEAMSTERS LOCAL 589, 2012-2013 MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding(MCU) is agreed upon pursuant to the Labor
Management Article of the Collective Bargaining Agreement (CBA)between the City of
Bremerton (City) and the Teamsters Local 589 (Union).
The Collective Bargaining Agreement covers the period of January 1, 2015 through December
31, 2015. However,the City and the Union agree to the following:
• Effective the January 1, 2015 a general wage adjustment of 2.5%.
• Article 14—Remove language related to premium cost sharing for 2012 and
2013. Remove language regarding KPS Health Plans and replace with City of
Bremerton Self-Funded Plan.
• Article 14.2.4—Remove the following language: The City and the Union agree to
re-open negotiations for Article 14 pursuant to the attached MOU for calendar
year 2015.
• Article 14.4.1 - Revise to read as follows: The Union shall work with the
Insurance Benefits Committee to evaluate the current insurance benefit plans on
a quarterly basis and monitor the reserve amounts to ensure they are properly
maintained.
• Article 5.7.1.2—Revise to read as follows: Type of Compensation-The employee
shall receive pay as provided above for all standby duty. Employees may accrue
compensatory time for stand-by duty. The maximum allowed accrual of
compensatory time shall be forty(40)hours(which includes compensatory time
accrued under Article 7.2)all standby pay and overtime in excess of the maximum
shall be paid at the applicable rate.
This agreement is entered into on the t;Z�9 W day of 2015
Mark Fuller, Representative Mayor P Lent
Teamsters Local 589
MEMORANDUM OF UNDERSTANDING
Due to some continuing FMLA qualifying issues, he will shortly deplete his vacation sick
and compensatory time leave banks. Due to the extenuating circumstances the City is
allowing Dave Buffington to telecommute a couple days a week. Dave works with
minimal supervision and the nature of his duties is suitable for performance from a
remote location. He will be required to abide by the following:
• Follow the Collective Bargaining Agreement regarding attendance and leave
usage.
• While telecommuting the employee must continue to abide by all City policies.
• He will be required to reachable by phone during working hours.
The City may terminate this agreement at any time with written notice.
The above agreement is non - precedent setting and shall not be deemed to bind any
party to take similar action in any subsequent matter. The remaining provisions of this
Agreement shall remain in full force and effect.
Dated this � ay of December, 2012.
FOR THE CITY OF BREMERTON FOR THE TEAMSTER'S LOCAL 589
Mayor P Lent dohn Witte, SecretarylTreasurer
EMPLOYEE
Dave Buffingto ,
Application StIpoort. Analyst
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN
THE CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
ME
January 1, 2012 through December 31, 2013
TABLE OF CONTENTS
TO THE
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO 589
JANUARY 1, 2012 THROUGH DECEMBER 31, 2013
W ffw t
PREAMBLE 5
ARTICLE 1 Non - Discrimination 5
ARTICLE 2 Recognition 5
ARTICLE 3 Union Dues 7
ARTICLE 4 Union Access .. 8
ARTICLE 5 Wages 8
ARTICLE 6 Hours of Work 11
ARTICLE 7 Overtime 13
ARTICLE 8 Probationary Period 15
ARTICLE 9 Vacation Leave 16
ARTICLE 10 Holidays 19
ARTICLE 11 Sick Leave And Industrial Disability 20
ARTICLE 12 Other Paid Leave 24
ARTICLE 13 Retirement Benefits 25
ARTICLE 14 Insurance Benefits 25
ARTICLE 15 Work Related Expenses 28
ARTICLE 16 Subcontracting Work 31
ARTICLE 17 Employees Covered by Civil Service 32
ARTICLE 18 Drug Free Work Place 32
ARTICLE 19 Bus Passes 33
ARTICLE 20 Management Rights 33
ARTICLE 21 Work Stoppages .. 34
ARTICLE 22 Grievance Procedure .. 34
ARTICLE 23 Severability .. 36
ARTICLE 24 Entire Agreement .. 36
ARTICLE 25 Conflicting Provisions 36
ARTICLE 26 Labor Management Committee .. 36
ARTICLE 27 Job Sharing 37
ARTICLE 28 Temporary Assignment And Special Assignment 38
ARTICLE 29 Wastewater Treatment Plant Employees 38
ARTICLE 30 Teamsters Supplemental Pension Plan .. 39
ARTICLE 31 Downtown Parking... .. 40
ARTICLE 32. Automatic Promotion from Planner I to Planner II... .. 40
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 2 of 50
ARTICLE 33..... Discipline .. .... ... .. ........ .. .. 40
ARTICLE 34....... Senionty ... .. .. ..................... 42
ARTICLE 35....... Layoffs/Recalls . ............................. ..42
ARTICLE 36....... Promotion... .. ..... .. .46
ARTICLE 37.. ...Employment Information and Guidelines.. 47
ARTICLE 38 ... Other Issues Relating to Conversion from Civil Service .... ..... .. .49
ARTICLE 39 ........ Tenn ..... .. .. .. ........ .. .. 49
APPENDIX A. .... Pay Schedule
APPENDIX B ..... Classification Series
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 3 of 50
ALPHABETICAL SUBJECT INDEX
'a NON a
O -gi
AUTOMATIC PROMOTION FROM PLANNER I TO PLANNER II ARTICLE 32 .. 40
BUS PASSES ARTICLE 19 33
CONFLICTING PROVISIONS ARTICLE 25 36
DISCIPLINE ARTICLE 33 40
DOWNTOWN PARKING... ............ ARTICLE 31 40
DRUG FREE WORKPLACE .. .. .... ARTICLE 18 32
EMPLOYEES COVERED BY CIVIL SERVICE ARTICLE 17 32
EMPLOYMENT INFORMATION & GUIDELINES .. ARTICLE 37 47
ENTIRE AGREEMENTS ARTICLE 24 36
GRIEVANCE PROCEDURE ARTICLE 22 34
HOLIDAYS .. ARTICLE 10 19
HOURS OF WORK. ARTICLE 6 11
INSURANCE BENEFITS ARTICLE 14 25
JOB SHARING ARTICLE 27 37
LABOR MANAGEMENT COMMITTEE ARTICLE 26 36
LAYOFFS/RECALLS ARTICLE 35 42
MANAGEMENT RIGHTS ARTICLE 20 33
NON - DISCRIMINATION ARTICLE 1 5
OTHER ISSUES RELATING TO CONVERSION FROM
CIVIL SERVICE ARTICLE 38 49
OTHER PAID LEAVE ARTICLE 12 24
OVERTIME ARTICLE 7 13
PREAMBLE 5
PROBATIONARY PERIOD ARTICLE 8 15
PROMOTION ARTICLE 36 46
RECOGNITION ARTICLE 2 5
RETIREMENT BENEFITS ARTICLE 13 25
SENIORITY ARTICLE 34 42
SEVERABILITY ARTICLE 23 36
SICK LEAVE AND INDUSTRIAL DISABILITY ARTICLE 11 20
SUBCONTRACTING WORK ARTICLE 16 31
TEAMSTERS SUPPLEMENTAL PENSION PLAN ARTICLE 30 39
TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT ARTICLE 28 38
TERM ARTICLE 39 .49
UNION ACCESS .. ARTICLE 4 8
UNION DUES ARTICLE 3 7
VACATION LEAVE ARTICLE 9 16
WAGES. .. ARTICLE 5 8
WASTEWATER TREATMENT PLANT - EMPLOYEES ARTICLE 29 38
WORK RELATED EXPENSES ARTICLE 15 28
WORK STOPPAGES ARTICLE 21 34
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 4 of 50
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
and
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1, 2012 THROUGH DECEMBER 31, 2013
PREAMBLE
This Agreement is made and entered into pursuant to the provisions of RCW Chapter 4156 by and
between the City of Bremerton, a municipal corporation of the State of Washington, hereinafter
known as the "City ", and the General Teamsters Local Union No 589 hereinafter known as the
"Union" for the purpose of setting forth the wages, hours and working conditions which will be in
effect during the term of this agreement for employees included in the bargaining unit described in
Article 2 below
ARTICLE 1 NON - DISCRIMINATION
1.1 Non - Discriminatory Application — The provisions of this Agreement will be applied
equally to all employees in the bargaining unit without discrimination as to age, sex, marital
status, race, color, creed, religion, national origin, political affiliation, or mental, physical or
sensory handicap, unless based upon a bona fide occupational qualification
1.2 Non - Discrimination -Union Activity — The provisions of this Agreement will be applied
equally to all employees in the bargaining unit without discrimination as to Union affiliation
or legal Union activity or lack thereof The City and the Union will each be responsible for
complying with this provision.
ARTICLE 2 RECOGNITION
2.1 Represented Employees — The City recognizes the Union as the sole and exclusive
bargaining representative for the purpose of negotiations concerning wages, hours and
conditions of employment for all full-time employees in regular positions and part-time
employees in regular positions in classifications set forth in Appendix A and such
classifications as may be added to the bargaining unit during the term of this Agreement by
mutual agreement or by official action of the Public Employment Relations Commission
2.2 Classifications Excluded — The classifications of elected officials, appointed officials on
part-time boards and commissions, city attorneys, Department Directors and their assistants,
and supervisors (unless specified in the union recognition section) are not included and will
not be added to the bargaining unit.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters 4589
January I, 2012 through December 31, 2013
Page 5 of 50
23 Employees Excluded
2.3.1 Seasonal employees are employees used by the City to handle peak work load
periods. Seasonal positions will be used for no more than eight (8) months in a
calendar year in accordance with City Policy. Seasonal employees transferred
from one seasonal position to another seasonal position remain subject to eight (8)
months total aggregate employment.
2.3.2 Temporary employees are employees used by the City for specific projects or
programs, or to replace employees temporarily unable to work per Article 28.1.
2.3.3 Project temporary employees are assigned for the term of a specific project or
program and may not exceed one (1) year; provided, however, that the term of the
assignment may be extended up to a maximum of three (3) additional months by
mutual agreement of the parties
2.3.4 All other temporary employees shall be excluded from the bargaining unit with the
understanding that neither the employees nor the positions will be used for more
than a total of 12 months
2.3.5 Confidential employees regardless of the classification they occupy
2.4 New Classifications — In the event the City creates a new position or reclassifies an
existing position proposed to be exempt from the bargaining unit, the Union will be notified
in writing In the event that the Union disputes the City's proposed exemption of the new
position from the bargaining unit, the Union will provide written notice specifying the
reasons for dispute within thirty (30) calendar days of receipt of written notice from the
City. In the event that the City and the Union are unable to resolve the dispute, either party
may refer the issue to the Public Employment Relations Commission for resolution
2.5 Emergency/Disaster Worker - During an emergency, disaster, or catastrophic event as
defined under RCW 35.50.010.6(a), which places life or property in jeopardy, employees
may be assigned to any disaster service activity that promotes the protection of the public
health and safety Assignment might require serving at a location, at times and/or under
conditions that significantly differ from an employee's normal work assignments, this may
include assignments to perform work outside of the bargaining unit. As an employee of
the City of Bremerton, the employee may be directed to perform a role other than their
regular fob, by a superior or by law. An employee may be called on to perform services
as an Emergency/Disaster Worker as defined in RCW 38.52.010(4), subject to the
provisions of RCW Chapter 38.52. An employee's rate of pay will not be reduced as a
result of such assignments
COLLECTIVE BARGAM G AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 6 of 50
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ARTICLE 3 UNION DUES
3.1 Dues Deductions — Based upon mutual agreement, regular monthly union membership
initiation tees, dues, agency fees and assessments will be deducted by the City from the pay
of those employees who provide wntten authorization to the City to make such deductions
The City will transmit the total amount of deductions to the Union along with a list of
employees and their Union-related deductions.
3.2 Maintenance of Membership — An employee covered by this Agreement who is a member
of the Union on or after the execution of this Agreement will remain a member in good
standing Good standing will be defined as tendering of uniformly required periodic dues
Failure of such an employee to abide by the foregoing provision will constitute cause for
discharge of the employee, provided that when an employee fails to fulfill the above
obligation, the Union will provide the employee thuty (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 — New employees employed during the life of this Agreement will, within
thirty (30) days of their respective date of employment or upon the inclusion of their
position in the bargaining unit, achieve good standing in the Union and will thereafter
maintain such good standing as a condition of employment Good standing will be defined
as tendering of uniformly required periodic dues and fees Failure of such an employee to
abide by the foregoing provision will constitute cause for discharge of such employee
subject, however, to the same requirement for notification and opportunity for restitution as
specified in Section 3 2 above The City will notify the Union of newly employed
bargaining unit employees as they are lured so a shop steward may be available at time of
orientation. It shall be understood that new employees do not have the option to donate
money to charity in lieu of paying dues, unless it is due to the bona fide religious tenets or
teaching of a church or religious body of which the employee is a member The employee
will pay an amount of money equivalent to regular Union dues and fees to a non - religious
chanty or to another organization mutually agreed to between the employee and the Union.
3.4 Union Security — All bargaining unit employees not currently paying dues shall be required
to pay dues or donate an equal amount to a qualified charity as identified under IRS Code
501 C (3). Those employees donating money to a chanty in lieu of the payment of periodic
dues, shall be required by the Union to produce proof of payment to the charity Failure of
such an employee to abide by the foregoing provision will constitute cause for discharge of
the employee, provided that when an employee fails to fulfill the above obligation, the
Union will provide the employee thirty (30) days notification in writing of the Union's
request to the City to initiate discharge action and during this period the employee may
make restitution in the amount which is overdue. Should the employee make such
restitution, the request for discharge will be withdrawn (The intent of this language is to
address those current employees donating money to a chanty in lieu of periodic dues
payments).
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 7 of 50
3.5 Indemnification — The Union will indemnify and hold the City harmless from any and all
liability resulting from the dues and fees deduction provisions specified in this Article.
ARTICLE 4 UNION ACCESS
4.1 Union Representatives — The Union will provide written notice to the City of the names of
the officials authorized to represent the Union. The City will provide reasonable access to
City facilities to such authorized representatives for the purpose of investigating grievances
and other legitimate Union business provided that such access does not unreasonably
interfere with the work and duties of an affected employee or of other on -duty employees.
4.2 Shop Stewards — The Union will have the right to appoint six (6) Shop Stewards The
Union will make every reasonable effort to have no more than four (4) stewards from the
same department.
4.2.1 The Union will provide written notification to the Human Resources Manager of the
name and assigned areas of all Shop Stewards appointed by the Union. The City
will provide reasonable access to employee work places to Shop Stewards for the
purpose of investigating grievances provided that such access does not unreasonably
interfere with the work and duties of an affected employee or of other on -duty
employees A Shop Steward will obtain the permission of his or her supervisor and
the supervisor of the affected employee prior to contacting an employee during work
hours. A Shop Steward may perform his or her Steward duties on City paid work
time provided that such duties do not unreasonably interfere with the Steward's
ability to perform the duties of his or her position with the City. In no event,
however, will a City employee who is a Shop Steward be granted more than five (5)
hours of paid work time for the purpose of investigating and resolving a single
grievance. It shall be understood that the five (5) hours maximum does not mean
five (5) hours per workday, but five (5) hours total time
4.3 Union Bulletin Boards — The City shall provide the Union with bulletin boards at
reasonable locations for its use in communicating with its members Union Bulletin Boards
shall be used exclusively to post Union notices of meetings, social events, job postings, and
other related union business It shall be the responsibility of the shop stewards to monitor
the bulletin boards to ensure they are being utilized for those purposes only.
ARTICLE 5 WAGES
5.1 Pay Rates — Effective January 1, 2012, wages shall be as identified in Appendix A.
5.1.1 In recognition of the current economic situation, the Union and the City
agree not to implement any wage increases for the term of this agreement.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 8 of 50
5.2 New Emplovees — A new employee's pay rate will be set at first step of the pay scale,
however, a new employee may have his or her pay rate set at a higher step based upon
relevant years and type of prior paid work experience Placement of a new employee's pay
rate at a step higher than the first step must be approved by the Department Director, the
Human Resources Manager and Financial Services
5.3 Advancement through Pay Rates — Advancement through the pay rates from the first step
through the final step of the pay range will occur upon completion of the prescribed number
of months or year(s) of continuous employment since the employee's last annual pay step
increase, provided, the City may withhold a step increase for work performance that does
not "Meet Expectations" A step increase may be withheld for a maximum of twelve (12)
months, during which trine the employee will receive monthly evaluations The employee's
immediate supervisor will notify the employee in writing of expected failure to meet
expectations at least thirty (30) days prior to the due date of the work performance
evaluation If such notice is not provided the step increase will not be withheld. The
withholding of a step increase will not change the employee's current anniversary step date
for pay purposes In the event that the employee "meets expectations" at one of the monthly
evaluations during the subsequent 12 months, they will receive a step increase effective as
of the due date of that monthly evaluation It shall be understood that the increase will not
be applied retroactively to the month(s) in which the employee received a rating below
`meets expectations" In the event an employee is on approved leave of absence without pay,
in excess of eighty (80) consecutive work hours, the employee's next pay rate advancement
date will be extended by the actual number of days the employee was absent on such leave
5.4 Pay Rate upon Reclassification
5.4.1 Reclassification/downgrade to a lower classification - In the event an employee is
reclassified from one classification to another classification which is at a lower pay
range or, if an employee's classification is downgraded from one pay range to a
lower pay range, the employee's pay rate at the lower pay range will be set at that
step which is closest to, equal to, but not greater than the pay rate he or she was
receiving at the former pay range All time the employee had served at the former
step toward advancement to the next step of the former pay range will be used in
determining the time required to advance to the next step of the new pay range If
the employee is at final step or beyond the final step in the new pay range, then
his/her pay rate shall remain frozen at that rate until such time as the final step
provides for an increase This section shall not apply to an employee who is
demoted, which falls under Article 34, Section 34 3.4
5.4.2 Reclassification /upgrade to a higher classification - In the event an employee is
reclassified from one classification to another classification in a higher pay range the
employee will receive no less than the entry level step of the new pay range or a five
percent (5 %) pay increase, whichever is greater; provided that no employee is
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 9 of 50
thereby advanced beyond the final step of the higher pay range The employee's
advancement to the next step in the new pay range will be based on the effective
date of the reclassification to the new pay range. This section shall not apply to an
employee who is promoted, which falls under Article 36, Section 36.1.2.
5.5 Base hourly rate of pay defined — The base hourly rate of pay is that which is shown in
Appendix "A ", for each classification, which reflects the pay grade and pay step at which
an employee is being paid on an hourly basis excluding longevity.
5.6 Longevity Pay — Longevity pay will be applied to the base hourly pay rate of each
employee for years of completed continuous employment on the following basis-
0 through 5 years' continuous employment 0%
Commencing 6 through 10 years' continuous employment 1%
Commencing 11 through 15 years' contmuous employment 2%
Commencing 16 through 20 years' continuous employment 3%
Commencing 21 years and over continuous employment 4%
5.7 Premium Conditions (not included in base hourly rate of nay)
5.7.1 Standby - An employee is placed on standby duty when the City requires the
employee to be immediately available to report for work other than during his/her
normal scheduled hours of work When standby is implemented, all qualified
bargaining unit members, including leads and supervisory bargaining umt members,
shall share in the standby hours or lists
5.7.1.1 Standby Eauigment
A. An employee on standby duty will be provided with a radio that has a
police frequency.
B. Assigned stand -by duty employees shall have the use of a take home
city vehicle for the week, per City policy.
5.7.1.2 Standby Pay - The following standby rates will apply
A. Weekday or regular day off beyond two — Two (2) hours of
employee's regular base hourly rate of pay plus longevity if
applicable;
B. Holiday — Three (3) hours of employee's regular base hourly rate of
pay plus longevity if applicable;
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 10 of 50
C Regular day off — Three (3) hours of employee's regular base hourly
rate of pay plus longevity if applicable, up to a maximum of two (2)
days;
D Type of Compensation - The employee shall receive pay as
provided above for all standby duty Employees may not accrue
compensatory time for stand -by duty
5.7.1.3 Lensth of Standby - Standby will normally consist of not more than seven
(7) consecutive days, provided; however, based upon mutual agreement of
the employee and immediate supervisor, the employee may be placed on
standby in excess of seven (7) days
5.7.2 Shift Differential — An employee assigned to work a shift schedule, which begins
at 12 noon, or later and/or earlier than 6 a.m. will be compensated a shift differential
of seventy -five cents ($.75) per hour for each hour of the shift so worked.
5.8 Paydays — Paydays will be the 7th and 22nd of each month If a payday falls on a Saturday,
Sunday, or on a Monday holiday, the City will make every effort to distribute pay checks on
Friday The parties encourage employees to utilize "automatic deposit" of their paychecks
5.9 Direct Deposit — New employees shall be required to sign up for direct deposit of their pay
checks
5.10 Payroll Errors - Should the City be responsible for any payroll error, adjustments in excess
of fifty ($50 00) dollars will be paid within two (2) business days The City and the
employee shall share the responsibility to notify one another as soon as possible after any
error is found
ARTICLE 6 HOURS OF WORK
6.1 Normal Hours of Work — The normal hours of work for regular full time employees will
be forty (40) hours per week The normal hours of work for regular part time employees will
be the number of hours per week that the Department Director/Division Manager schedules
which will not exceed forty (40) hours per week and will not exceed the Department's
approved budget allocation for the position
6.2 Normal Work Schedule — The normal work schedule for regular full tune employees will
consist of five (5) consecutive eight (8) consecutive hour days, however, the City may adopt
4 /10's and/or 9/80's as the normal work schedule, at the discretion of the Department
Director when it is in the best interest of the City The 4/10 schedule as referenced in this
document also means an alternate work schedule as provided herein The Department and
employee may mutually agree to any other work schedule by the filing of an alternate work
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page I 1 of 50
I
schedule form that shall require the approval of the Department and the Human Resources
Manager. Except in emergency situations (such as weather and acts of God) employees will
be given fourteen (14) calendar days notice of any change in their normal work schedule,
except that Parks & Recreation and Public Works and Utility Department employees will be
given seven (7) calendar days notice of any change in their normal work schedule, otherwise
employees will receive overtime compensation. The normal work schedule for regular part
time employees will be that which is scheduled by the Department Director/Division
Manager and shall consist of no more than five (5) consecutive days in a workweek. The
normal work schedule will usually be set to begin on Monday and conclude on Friday but
may be set to begin on another week day and conclude five (5) consecutive days thereafter,
based upon the needs of City The City will make every reasonable effort to schedule
employees with two (2) consecutive days off between workweeks.
6.3 Employees, except those in Community Development, who are regularly required to attend
night meetings or perform normal work functions outside of a normal work schedule at the
City's request may, by mutual agreement with the Department Director/Division Manager,
flex their tune.
6.3.1 Flex time shall not be allowed to adjust work schedules to accommodate last minute
absenteeism for tardiness
6.3.2 Employees of the Department of Community Development who elect not to flex
their hours shall be compensated in compensatory time or overtime for all hours
spent attending meetings outside of their regular work schedule, however, an
employee shall only be allowed to maintain a maximum balance of 40 (forty) hours
compensatory time accrued from attendance at after -hour meetings. If less than five
(5) days notice is provided for an after -hours meeting, the employee shall take flex
tune, compensatory tune, or overtime at the employee's option.
6.4 Meal Periods — All employees shall have a regularly designated mealtime, 30 minutes or
one (1) hour in length, without pay, which shall be scheduled by the Department
Director/Division Manager or designee. The thirty (30) minutes or one (1) hour
designated mealtime Includes travel time to and from the work site The lunch period will
take place no sooner than three (3) hours and no later than five (5) hours from the
beginning of a 5/8 schedule, and no sooner than four (4) hours and no later six (6) hours
from the beginning of a 4/10 schedule. No employee will be required to work more than
five (5) consecutive hours without a meal period. An employee who works three (3) or
more hours beyond their normal work day shall be allowed at least one thirty (30) mmute
meal period either prior to or during the overtime period. When an employee is required by
the City to remain on duty on the premises or at a prescribed work site when it is in the best
interest of the City during a meal period, the meal period will be paid as time worked.
6.4.1 Employees shall be allowed one (1) rest period (break) per one half (1/2) shift
(workday) provided-
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
i
Page 12 of 50
➢ The time, length and location of break is determined by the
employee's supervisor, with the understanding that the employee
shall receive no more than fifteen (15) minutes
➢ Break periods will be scheduled as near as possible to the midpoint
of a work period The City will make a reasonable effort to ensure
that no employee is required to work more than three (3) hours
without a rest period
The purpose of granting breaks is to relieve fatigue and mental strain on
the job; therefore,
➢ Combining two (2) daily breaks into one thirty (30) minute break is
not permitted
➢ Using breaks to lengthen meal periods, to cover tardiness, or to
leave work early is not permitted except under special
circumstances and with the approval of the Department Director or
designee
➢ Accumulating breaks from day -to -day is not permitted
➢ Taking more breaks in smaller segments of tune, e g three (3) 5-
minute breaks, is not permitted
ARTICLE 7 OVERTIME
7.1 Overtime Defined — Overtime is all required and authorized work performed in excess of a
full time employee's normal 40 hour and/or daily work schedule Overtone includes required
training, instruction, callback and other such work which is required and authorized by the
City, and is performed during an employee's normally scheduled off duty time Overtone
for regular part-time employees is all required and authorized work performed in excess of
forty (40) hours during the employee's weekly work schedule pursuant to Article 6, Section
6 2 The use of any paid leave time will be considered as time worked for the purpose of
calculating overtime
7.2 Overtime Compensation — Overtime work will be compensated at the rate of one and one-
half (1 -1/2) tunes an employee's base hourly rate plus longevity if applicable, in cash or in
compensatory time The form of overtime compensation will be at the election of the
employee provided Compensatory time off will be taken by mutual agreement between the
employee and supervisor Upon the death of the employee, accrued compensatory time
shall be paid to the employee's estate
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January I, 2012 through December 31, 2013
Page 13 of 50
7.2.1 Use Of Compensatory Time - The maximum allowed accrual of compensatory
time shall be forty (40) hours, and all overtime accrued in excess of that maximum
shall be paid at the applicable rate. Employees who wish to cash out all or a portion
of his/her accumulated compensatory time will have the option to receive tlus pay
the pay period ending November 15 Employees who wish to exercise this option
shall submit their request, in writing, to the Department Director, no later than
November 1 St of each year.
7.3 Telephone Calls To Employees - If an employee receives a work related telephone call
while off duty, he /she shall receive a minimum of one quarter (1/4) hour pay at the
overtime rate for each call, provided, however, that additional calls received by the
employee within the quarter hour minimum shall not pyramid.
7.4 Call Back Minimum Overtime — In the event an employee who has departed from his or
her normal work hours is called back to work for a penod of time which is less than two and
a half (2.5) hours, the employee will receive a minimum of two and a half (2.5) hours of
overtime compensation A call back initiates a two and a half (2.5) hour guarantee penod
Subsequent call backs will not initiate an additional two and a half (2.5) hour guarantee
period until the original two and a half (2 5) hour guarantee period has passed
7.4.1 Call Back Contiguous to an Employee's Normal Start Time — Employees
responding to a Call Back will be paid 2.5 hours of overtime The employee's normal work
hours will be reduced by the amount of time the 2 5 hours infringes on the employee's
normal work hours
Example An employee's normal work hours are 7 30 AM to 4:00 PM. The employee is
called out at 6 30 AM. The employee would receive 2 5 hours of overtime and six and a half
(6.5) hours of straight time.
7.4.2 Cal_ 1 Back After the Employee's Normal Ouitting Time - Once the employee's
normal work hours have concluded, any unplanned return to work shall be considered a Call
Back. It shall make no difference if the employee has left the work site or not
Example The employee work schedule concludes at 4 00 PM and at 4 04 PM, the
supervisor is notified of a problem. The supervisor notices that the employee is still
in the parking lot talking to several other employees. The supervisor goes to the
employee and directs him/her to handle the problem. This is a Call Back and the
employee will receive a minimum of 2.5 hours of overtime.
7.5 Court and/or Subpoenaed Appearances — An employee who appears in Court or
responds to a subpoena as a representative of the City which is related to his or her
employment on off duty tune shall receive overtime compensation for such appearances If
the employee is being prosecuted for a willful, illegal act in the performance of their duties
as a city employee, they will not be paid for time unless they are found innocent and/or the
case is dismissed
COLLECTIVE BARGAINING AGREEMENT
C it of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 14 of 50
7.6 Use of Bargaining Unit Employees for Overtime - The City shall offer overtime to
qualified bargaining unit employees within the division prior to utilization of temporary
employees for such overtime The City will make a reasonable attempt to offer this work by
seniority.
7.7 Emergency Crews — Employees may be pre - assigned to an emergency shift schedule
(e.g 12 -hour shift for Snow Removal Crews) Crews will be designated as follows "A"
shift and `B" sluff Employees on emergency crews will receive shift differential pay and
work the 12 -hour shaft throughout the period of the emergency Employees in each crew
(both "A" and `B" shifts) called out for an emergency shift shall receive two hours callout
(overtime) pay for the first full 12 -hour shift (e.g Pay would be 2 hours overtone for the
call -out, 6 hours straight time, plus 4 hours overtime That crew's next emergency shift
pay would be 8 hours straight time plus 4 hours overtime )
Pay for call -outs prior to the full emergency shift will be in accordance with overtime and
callout policy per Article 7 If the callout occurs within two (2) hours of the first
emergency shift, the first emergency shift crew will respond and work continuously
through the shift
EXAMPLES:
Snow Removal Crew - If an emergency schedule is initiated after 10 p in but before
the normal shift (7 am), the `B" sluft will be called in and work until noon or
eight hours minimum If the callout occurs prior to 10 p in , the "A" shift will be
called in and work until midnight when `B" shift will relieve If the emergency is
declared during the nonnal work shift, `B" shift will work the normal eight (8) hours
then be released, "A" shift will work until midnight when relieved by `B" shift.
Other Emergency Crews — Any other divisions may use other start/quit times, but
will follow the principle of the example of the Snow Removal Crew.
When the Division Manager has determined that the emergency condition is over, the
crews will revert to their regularly scheduled shift The transition shifts going into and
out of the emergency shift schedule, will work until released by the supervisor, however,
they shall work a minimum of eight (8) hours during the transition shift
ARTICLE 8 PROBATIONARY PERIOD
8.1 New Employees — New employees shall be required to serve a probationary period of
nine (9) months Probationary employees are "at will" employees during their
probationary period and during that time may be terminated without reason or cause and
have no recourse to any appeal process.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 15 of 50
8.2 Promoted Employees — Employees promoted shall serve a six (6) month promotional
probation period
8.3 Failure to Complete Probation — The promotional probationary employee who fails to
successfully complete probation shall be demoted to the lower position from which he /she
was promoted Such determination shall be made at the sole discretion of the City and the
reasons shall not necessarily constitute just cause.
8.4 Probationary Employee — An employee who has been hired by the City and who has not
yet completed the required nine (9) months probationary period.
8.5 Regular employee — An employee who has successfully completed their nine (9) months
probationary period for the position for which they were hired.
ARTICLE 9 VACATION LEAVE
9.1 Vacation Accrual — Employees shall accrue vacation leave for all regularly scheduled
compensated hours including paid holiday, sick leave, vacation and other paid leave time,
excluding workers' compensation time loss benefits pursuant to the following schedule
Period of Continuous Full Time Employment Hours Accrued/Year
Date of Hire through 5 years 104 Hours
6th year 120 Hours
7th year 128 Hours
8th year 136 Hours
9th year 144 Hours
10th year 152 Hours
11th year 160 Hours
12th year 168 Hours
13th year 176 Hours
14th year 184 Hours
15th year 192 Hours
16th year 200 Hours
17th year and thereafter 208 Hours
9.2 Vacation Eligibility — An employee becomes eligible to take accrued vacation leave upon
completion of six (6) months of continuous employment. Probationary employees may be
permitted to use earned vacation leave due to extenuating circumstances solely at the
discretion of the Department Director/Division Manager. Vacation leave may not be taken
in less than one - quarter (1/4) hour increments Vacation leave must be earned in the pay
period prior to the time an employee takes any vacation leave since accruals are added to an
employee's leave balance after payroll has been posted.
COLLEcnVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 16 of 50
9.3 Vacation Scheduling — Annual vacation leave will be mutually scheduled between the
employee and his or her Department Head or designee Vacation leave must be approved by
the Department Director/Division Manager prior to an employee taking the time off An
employee will have a better chance of receiving approval for a vacation request if the
request is submitted as far in advance as possible In the event more than one employee
requests vacation leave for the same time period submitted on the same day, the requesting
employee with the greatest city -wide seniority shall be granted the vacation leave The
Department shall make a good faith effort to respond to a vacation leave request in a timely
manner
9.4 Maximum Vacation Accrual — The maximum number of vacation accrual hours that any
employee will be allowed to carry forward from one calendar year to the next will be as
follows.
Years of Service Maximum Carryover Hours
Date of Hire through 5 full years of employment 160 Hours
Over 5 full years of employment 240 Hours
9.5 Carryover - In the event an employee has been prohibited from taking sufficient vacation
time to reduce his or her vacation balance to the maximum allowable carryover at the end of
a calendar year, (or unable to because of absence from work due to illness or disability) the
excess hours will be carved forward into the next the calendar year An employee who fails
to request scheduled vacation time during the year and whose accrued vacation hours
exceed the maximum carry over balance at the end of the calendar year shall forfeit such
excess vacation hours
9.6 Vacation Pay -Out — Upon the retirement or separation of a regular employee, or upon the
date of an employee's disability retirement, the accrued vacation hours of such an employee
will be paid to the employee in a lump sum payment at the employee's straight time base
hourly rate of pay plus longevity if applicable, at the time of separation except an employee
shall not be paid vacation pay out unless employed over six (6) months.
9.7 Payment of Vacation Leave Upon Death — In the event of the death of an employee, the
employee's estate will be paid in a lump sum for the total accrued and unused vacation leave
hours at the employee's regular hourly base pay rate plus longevity if applicable, in effect at
the time of death
9.8 Donations Of Vacation Leave - Donations of Vacation leave permit employees to aid
any City employee who is suffering from an extraordinary or severe illness, injury,
impairment, physical or mental condition which has caused or is likely to cause the
employee to take leave without pay or to terminate his or her employment prior to a
determination that the affected employee is not expected to recover to an extent that will
enable the employee to resume his or her normal duties or the duties of another position
with the City or another employer.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 17 of 50
9.8.1 Eligibility - An employee who (1) is suffering from an illness or injury
causing his or her extended absence from work, and (2) who has depleted or
will shortly deplete his or her total available accrued vacation, compensatory
leave accrual, sick and floating holiday leave, may request donations of
vacation leave. The employee making such request may restrict the scope of
employees being asked to donate.
9.8.2 Criteria For Approval - A request for donations of vacation leave shall be
submitted to the requesting employee's Department Director/Division Manager
accompanied by medical documentation verifying the medical condition
requiring the need for leave, and the time period during which the employee
can reasonably be expected to be absent from work due to the condition Upon
verifying that the requesting employee meets all of the eligibility requirements
above and upon determining that the medical documentation received provides
appropriate verification of the medical condition and tune period involved, the
Department Director will recommend the employee's request for donations of
vacation leave be approved by the Mayor The Mayor will review the request
to assure that all of the requirements set forth in this subsection have been met
and, if so, shall approve the employee's request for donations of vacation
leave
9.8.3 Notification - Upon approval by the Mayor, all City employees, unless a
restriction has been requested by the employee shall be notified of the
approved request for donation of leave.
9.8.4 Conditions Of Donation - An employee who has been employed for at least
six (6) months who desires to donate accrued vacation leave to a requesting
employee will do so as a free and voluntary act and no duress or coercion shall
be placed upon an employee to make such donation of his/her accrued
vacation leave. Employees who are utilizing donated leave to cover their own
absences may not donate leave to another employee until such time as they
have returned to their normal schedule, and any excess donations made to
them have been returned pursuant to 9.8.6 below. An employee who desires to
donate vacation leave shall complete a Donation of Vacation Leave Form and
submit it to his/her Department Director. The donated vacation leave will be
transferred to the requesting employee's sick leave balance with the next
payroll report. Forms will be date stamped and all time donated shall be in full
hour increments and shall be credited to the employee on an hour- for -hour
basis. A monthly update of the condition of the employee by the attending
primary medical doctor shall be required and furnished to the Department
Director.
9.8.5 Use Of Donated Leave - An employee who has received donated vacation
leave will be able to use the sick leave in the same manner as if he or she had
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
lanuary 1, 2012 through December 31, 2013
Page 18 of 50
personally accrued the leave All accruals of sick leave/vacation leave earned
due to leave donations made to the employee shall be used first each pay
period. The remainder of leave needed will then be deducted from the
employee's donated leave bank
9.8.6 Return Of Excess Leave Donations — Donated leave will remain in the
employee's sick leave balance for a period of six (6) months from an
employee's return to work In the event of excess donations received but not
used due to early recovery, resignation, retirement or death, all donations
received but not utilized shall be returned to the donating employee(s) based
on the proportion of hours that employee donated in relation to the total hours
donated by all employees (e.g an employee who donates 50 hours of 450
hours total donated shall be credited with 50 /450ths of the hours not utilized)
Such returned leave shall be reflected in the appropriate leave balance as soon
as possible. Time donated for this purpose will not be considered as time used
during the donor's performance rating period
9.9 Cancellation of Vacation Leave by City - If an employee has an approved vacation
canceled by the City, the City will reimburse the employee for all verifiable non - refundable
expenses incurred by the employee after the date the Leave Request was approved
ARTICLE 10 HOLIDAYS
10.1 Holidays Observed — The following holidays will be observed by the City
HOLIDAY DATE OBSERVED
New Year's Day January 1 st
Martin Luther King's Birthday 3rd Monday in January
President's Day 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4'
Labor Day 1 st Monday in September
Veteran's Day November I I th
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving 4th Friday in November
Christmas Day December 25
One Floating Holiday Approval of Supervisor
10.1.1 In addition, any other holiday legally proclaimed by the Federal or State
government, provided that the City takes official action to have such holiday
also observed by the Clay.
V AR COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 19 of 50
10.2 Alternative days of Holiday Observation — If a holiday observed by the City falls on a
Saturday, the holiday will be observed on the preceding Friday. If a holiday falls on a
Sunday, the holiday will be observed on the following Monday If the day a holiday is
observed by the City falls on an employee's regularly scheduled day off, the employee will
receive an alternate day off as a paid holiday during the same or following pay period
10.3 Floating Holiday
10.3.1 Floating Holiday Leave - One (1) floating holiday (eight [8] hours) will be
granted to each employee at a time which is mutually agreed to by the employee and the
employee's immediate supervisor. New employees shall have been employed for six (6)
months in order to qualify for a floating holiday. Floating holiday leave may not be taken
in less than one (1) hour increments.
10.3.2 No payment will be made upon separation of employment from the City for any
unused Floating Holiday Leave.
10.3.3 No carry-over of Floating Holiday Leave will be permitted from one calendar year
to the next calendar year
10.4 Holiday Compensation (Full Time Employees) — An employee shall receive eight (8)
hours of time off with pay for each holiday observed by the City, including a floating
holiday of each employee's choice An employee who is assigned at the City's request to
work a four -day ten (10) hour schedule will receive ten (10) hours of time off with pay for
each holiday. In order to receive holiday compensation, each employee must work or be on
authorized paid leave on the scheduled work day prior to or the scheduled work day
immediately after each holiday
10.5 Holiday Compensation (Part Time Employees) - Part-tune employees who regularly
work 20 or more hours per week will receive pro -rated Holiday Leave based upon their
average normal workday, but in no case less than four (4) hours
10.6 Working on a Holiday — An employee required to work on a holiday will be compensated
at one and one -half (1 -1/2) tunes the employee's regular straight tune base rate of pay plus
longevity if applicable, for the time worked in addition to regular holiday pay provided in
10.4 above.
ARTICLE 11 SICK LEAVE AND INDUSTRIAL DISABILITY
11.1 Sick Leave Accrual — Full time employees will accrue sick leave at the rate of four (4)
hours per pay period, including paid holiday, sick leave, vacation and other paid leave time
and excluding time for which workers' compensation time loss benefits are paid. Part-tune
employees and employees who are on a leave of absence without pay will have their leave
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 20 of 50
I
pro -rated if they have worked any portion of a pay period at 046154 for each regular hour
worked as outlined above The maximum annual accrual will be mnety -six (96) hours
11.2 Maximum Sick Leave Accrual — Employees will be able to accrue sick leave to a
maximum of 1200 hours on January 1 St of each year
11.3 Sick Leave Incentive - An employee who takes thirty -two (32) hours or less of sick leave in
the calendar year will have eight (8) hours added to his or her vacation leave balance at the
beginning of the following calendar year
11.4 Sick Leave Retirement Payment — An employee who retires from City service on a
service or disability retirement will be provided a Sick Leave Retirement Payment at thirty-
five percent (35 %) of the employee's accrued and unused sick leave hours to a maximum of
35% of 960 hours (a maximum total of 336 hours) The payment will be made to the
employee at the employee's regular base hourly pay rate plus longevity if applicable, in
effect at the time of retirement.
11.5 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 base hourly pay rate plus longevity if applicable, in effect at the time of
death
11.6 Sick Leave Use — Sick leave shall not be granted in advance of actually being accrued
Sick leave will be made available to each employee up to the amount of each employee's
accrued sick leave balance and shall be used in increments of no less than one - quarter (1/4)
hour to cover an employee's absence from his or her regularly scheduled work hours due to
11.6.1 The temporary disability of an employee resulting from his or her personal
illness or injury.
11.6.2 Providing care for. a) a child of the employee under the age of 18 when they
have a health condition that requires supervision or treatment, or b) a spouse,
parent, parent-in-law or grandparent c) a domestic partner, d) any person for
whom the employee is a legal guardian, e) adult son or daughter, mcapable
of self -care because of a physical or mental disability, of the employee who
has a serious or emergency health condition
11.6.3 Attending medical, dental and/or oculist appointments as needed for
preventive or rehabilitative health care of the employee or the employee's
children when such care requires parental presence to supervise or authorize
treatment
11.6.4 Upon the birth or adoption of a child, an employee may use accrued sick
leave pursuant to FU IA.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January I, 2012 through December 31, 2013
Page 21 of 50
11.6.5 Providing care for an employee's immediate family member as provided for
in Section 11.6.2, when the family member has a health condition that
requires the assistance of an adult caretaker until such time as other care can
be arranged No more than forty (40) hours of sick leave can be used for this
purpose for the following family members brother, sister, brother /sister in-
law, grandparent's in -law, grandchildren, domestic partner, a person for
whom the employee is a legal guardian, unmarried adult son or daughter
incapable of self -care because of a physical or mental disability, and step
relations as described herein of both the employee and the employee's
spouse (Revised RCW 49.12.270)
11.6.6 Only when an employee has exhausted all sick leave accrued may he /she use
other types of leave to cover his/her absence
11.6.7 Leave Without Pay — Employees may not be in a Leave Without Pay
(LWOP) status until all leave accruals have been exhausted, except as
provided in Article 12.1 — Bereavement Leave, or unless an must
report to work for a regularly scheduled shift ten (10) or fewer hours after
departmg from work. An employee shall be permitted Leave Without Pay
(LWOP) status in the foregoing instances, provided the employee has
obtained approval in advance from the Department Director /designee, who
will have discretion to approve each request on a case -by -case basis
11.7 Notification of Sick Leave Use — An employee who is absent or expects to be absent from
work due to causes specified in 11.6 above, will provide notification as follows
11.7.1 Routine Appointments — An employee who schedules a routine medical,
dental or oculist appointment will make every reasonable effort to schedule
such an appointment at a time, which will cause the least interference with
departmental operations The employee shall give prior notice of the date
and time of the appointment to his/her immediate supervisor. An employee's
immediate supervisor may request that the employee reschedule routme
appointments when, in the judgment of the supervisor, the scheduled
absence of the employee would unduly interfere with the operations of the
Department, however, the immediate supervisor will not unreasonably
require an employee to reschedule routine medical, dental or oculist
appointments.
11.7.2 Unanticipated Absence — An employee who Is absent from work or will be
unable to report to work as scheduled due to personal illness or mjury, or for
other causes specified in 11.6 above, will promptly notify their immediate
supervisor, or if unavailable, the department/division manager by telephone
as soon as practicable and will make every effort to notify their Immediate
supervisor, or if unavailable, the department/division manager within the
first one -half hour of each work day or, if possible, within the one -half hour
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 22 of 50
preceding each work day of absence In the event neither the immediate
supervisor nor the department/division manager can be contacted directly,
the employee may leave a voice mail message However, the employee is
obligated to speak directly to the employee's immediate supervisor or the
department/division manager during the day of the employee's absence
Each employee will be given contact information (including
office /cellular /pager numbers), to the employee's immediate supervisor and
department/division manager In the event of a prolonged illness or injury,
the Department may exempt an employee from the requirement to report
their absences on a daily basis, and may establish an alternative reporting
arrangement appropriate to the circumstances
11.7.3 Sick Leave during Authorized Paid Leave — An employee who becomes
ill or is mjured during his/her paid vacation or compensatory time off for
accumulated overtime, may request the conversion of such paid leave to sick
leave with pay by promptly notifying the department of the illness or injury
and providing such information as is required by the department to verify the
appropriateness of such a conversion.
11.8 Sick Leave Documentation and Approval — An employee who has been absent on sick
leave will, within the first work day after returning to work, complete and submit a request
for approval of sick leave on the City's Leave Request form, and provide such information
as is required by the Department to approve the use of sick leave with pay for the absence
Sick leave must be approved by the Department prior to payment The Department will not
unreasonably withhold approval of sick leave with pay from employees
11.8.1 Sick Leave Certification - The Department may require an employee to
provide a professional physician's certification of an employee's, child's or
family member's illness or mjury as a condition of approving sick leave with
pay In the event the Department intends to require such verification, the
employee will be notified of the requirement prior to returning to work
11.8.2 Return to Work/Fitness for Duty Certification - The Department may
require an employee to provide a Fitness for Duty certification completed by
a professional physician that the employee is sufficiently recovered as to be
able to return to work and assume his or her normal duties prior to the
employee returning to work or, in the event the employee has appeared at
work, prior to resuming work If the department does not allow the
employee to return to work due to the need for a Fitness for Duty
certification, the employee will be allowed to continue the use of sick leave.
11.9 Industrial Disability Leave — An employee who incurs a work - related illness or injury and
who qualifies to receive Workers' Compensation benefits will be allowed to use accrued
sick leave to supplement the Workers' Compensation benefits so as to provide the same
gross pay he or she would have received for full time, active service. In no event will the
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 23 of 50
combination of Workers' Compensation and employee sick leave exceed 100% of an
employee's regular pay rate at any time of the disability period.
ARTICLE 12 OTHER PAID LEAVE
12.1 Bereavement Leave — An employee will be granted three (3) days of bereavement leave
for attending funerals in the State of Washington and five (5) days for out of state funerals
of members of the employee's immediate family. Immediate family shall be defined as
spouse, child, mother, father, mother /father in-law, brother, sister, brother /sister in -law,
grandparents, grandparents in -law, grandchildren, step relations as described herein of both
the employee and the employee's spouse and any person for whom the employee is a legal
guardian. The first three (3) days of time off for Bereavement Leave will be compensated at
the employee's current rate of pay. The additional two (2) days of time off for bereavement
leave shall be charged against an employee's vacation, floating holiday, sick leave or
compensatory time leave balance at the option of the employee Additional time off may be
requested by the employee and granted by the Department Director/Division Manager in
extenuating circumstances and LWOP may be granted upon request by an employee with
the approval of the Department Director on a case -by -case basis. Bereavement leave hours
paid by the City shall not count toward computation for overtime purposes
12.2 Jury Duty, Witness Leave — An employee shall be granted a leave of absence with pay
for the purpose of reporting to or serving on jury duty or serving as a witness on a case
relating to their job with the City, except in those instances when the employee is
involved as a party in an action beingtaken against the City Any ,furor or witness fees
received by the employee for the performance of such duties shall be assigned to the
City. If more than 2 5 hours of their workday remains at the time of release from fury
duty or serving as a witness, the employee shall report for duty.
12.2.1 City Notification - Employee shall be required to notify the City immediately
upon receipt of written notification from the Court that they must report for
Jury Duty or serve as a Witness as the result of a case related to his or her
employment, by submitting a Leave Request form with a copy of the Jury
Duty /Witness Notice attached. Upon telephone confirmation by the Court to
report, employee shall immediately notify the on -duty supervisor
123 N ilitary Duty Leave — An employee who presents official orders requiring his/her
attendance for a period of training or other active duty as a member of the United States
Armed Forces or the State National Guard shall be entitled to military leave with no loss
of pay for a period not to exceed twenty -one (21) work days annually. Authorized leave
of absence for additional or longer periods of time for assignment to duty functions shall
be without pay (unless the employee chooses to use accrued vacation leave or
compensatory time) and shall be granted by the City. An employee receiving up to
twenty -one (21) work days of training or serving on active duty shall receive their regular
pay and the amount received from the Federal or State government, pursuant to RCW
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
lanuary 1, 2012 through December 31, 2013
Page 24 of 50
38 40 060 as may be amended from tune to time During periods of military conflict,
employees are entitled to up to fifteen (15) days of unpaid leave before their spouse is
deployed or while their spouse is on leave from deployment
124 Domestic Violence Leave — Pursuant to State Law, Domestic Violence Leave provides
additional leave rights to employees who are victims of domestic violence, sexual assault,
or stalking, or who are family members of victims. It entitles employees to take leave to
receive medical treatment, attend legal proceedings, or address safety concerns ansing out
of domestic violence, sexual assault, or stalking as outlined in City Human Resources
Policy 3 -20 -19
12.5 Administrative Leave - Any bargaining unit employee may be placed on Administrative
Leave (leave with pay) for reasons in the best interest of the City (e g to diffuse a work -
related or personal problem or to conduct an investigation) The City may place certain
restrictions on an employee on Administrative Leave and require him/her to be available
during his/her normal work schedule Employees normally scheduled to work on other
than an 8 am to 5 pm schedule shall be put on a 9 AM — 5 PM schedule when placed on
Administrative Leave. If an employee is unavailable at any time during the alternative
time schedule, then a leave slip must be turned in to cover the amount of time the
employee will be unavailable
12.6 Emergency Leave — In the event of an unforeseen emergency which requires the absence
of an employee, the employee will promptly notify his or her immediate supervisor, or in the
absence of the immediate supervisor, the manager on duty in the Department wrtlun the first
one -half hour of each work day or, if possible, within the one -half (1/2) hour preceding each
work day of absence Such emergency leave shall be charged to an employee's unused
vacation, floating holiday or compensatory time leave balance
ARTICLE 13 RETIREMENT BENEFITS
13.1 State Retirement System - Each employee will be enrolled in the Washington State
Retirement system for wluch he or she qualifies Contributions to the Retirement system
will be made on a pre -tax basis Each employee will be covered by the federal Social
Security Act
ARTICLE 14 INSURANCE BENEFITS
14.1 Medical Insurance — The City will make medical insurance coverage available to
employees and their dependents, as follows or another plan of equivalent or better coverage
Kitsap Physician's Service (KPS) Plan B
Group Health Cooperative (GHC)
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 25 of 50
14.2 Insurance Premium Payments — Payment of insurance premiums will be made as
follows•
14.2.1. Employees will be required to pay the following contributions towards the
monthly premiums for medical coverage.
Effective 01 -1 -2012
Employee only coverage Employee 0%
City 100%
Dependents coverage: Employee 10%
City 90%
Effective 12 -1 -2012
Employee only coverage: Employee 0%
City 100%
Dependents coverage: Employee 15%
City 85%
Effective 07-01-2013 -
Employee only coverage: Employee 0%
City 100%
Dependents coverage Employee 20%
City 80%
Permanent part-tune employees shall be entitled to a pro -rated contribution for medical
insurance coverage by the City as follows
Hours worked per week City Contribution
Less than 20 hours per week None
An average of at least 20 hrs. but < 32 hrs /week 75%
An average of at least 32 hrs. and up 100%
Permanent part-tune employees who are on the City's payroll as of, ratification of this
contract, who work less than 20 hours per week shall receive a pro -rated contribution for
medical coverage at 50 %. Additionally, if the City and full -tune employees mutually
agree to temporary furloughs or temporary reduction in hours that would bring the
employee's hours below 32 per week, these employees would be considered full tune
(working above 32 hours per week) in regards to this article.
14.2.2 Dependents of employees in Domestic partnerships that have filed their
status with the State as required by law and have met the minimum
affidavit requirements are eligible for coverage.
14.2.3 STIPEND IN LIEU OF MEDICAL COVERAGE - An employee who
waives the right to obtain medical insurance coverage through the City and
COLLECTIVE BARGAINING AGREEMENT
C ity of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 26 of 50
who provides proof of creditable coverage through his/her spouse or other
source shall be entitled to receive a stipend of two hundred and fifty dollars
($250.00) per month, payable in the amount of one hundred twenty five
dollars ($125.00) per pay as permitted and subject to all State and Federal
laws and restrictions Employees shall be required to notify Human
Resources, in writing, during open enrollment, of their desire to waive
medical coverage, or at anytime during the year if a qualifying event occurs
which would change their status (e.g marriage, divorce, spouse loss ofjob or
medical coverage). Since both KPS and Group Health underwriting
requirements require a 75% participation rate, in the event that there is less
than a 75% participation rate due to employees waiving medical coverage,
the City may cease offering the stipend due to the adverse Impact upon those
insured
14.3 Dental Insurance — The City will provide the same benefit levels as are contained in the
Washington Dental Service Plan F dental program for employees and their dependents and
provide for full payment of insurance premiums
14.4 Insurance Benefits Committee - The Insurance Benefits Committee will be comprised of
the following members Mayor or designee, Human Resources Manager or designee,
Financial Services Director or designee, one employee selected by the non - represented
management and professional employees, and one individual selected by each of the
recognized unions The committee will elect a chair and any other officers it deems
appropriate
14.5 Changes in Law - 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
14.6 Vision Insurance — The City will pay the premium for the Washington Teamsters Welfare
Trust Vision Plan for all bargaining unit employees employed in the previous month It shall
be the responsibility of the employee to ensure that the required paperwork is completed In a
timely manner In order to enroll lum/herself and/or dependents
14.7 Dependent Coverage for Extended LWOP - If an employee is out on Leave Without Pay
in excess of 10 consecutive working days, unless such leave qualifies for FMLA and/or L &
I covered illnesses or injuries, he /she may be responsible for both the City's and employee's
portion of dependent coverage premiums
If an employee is out on Leave Without Pay in excess of twenty five (25) consecutive
calendar days, unless such leave qualifies for FMLA and/or L & I covered illnesses or
inJunes, he /she will be responsible for both the City's and employee's portion of the
employee and dependent coverage premiums
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 27 of 50
ARTICLE 15 WORK RELATED EXPENSES
15.1 Uniforms — The City will provide new and replacement uniforms for each employee in the
department whenever the Department Director/Division Manager determines it is in the
best interest of the City. The characteristics of the uniform and what will constitute the
uniform shall be at the sole discretion of the Department Head or designee
15.1.1 Employees furnished uniforms shall be required to wear their uniform when
performing work and required by the department.
15.1.2 Standard uniforms provided by the City through uniform service contracts, I e ,
shirts, pants and packets, will be maintained by the City at City expense. All other
uniform apparel such as polo shirts, tee shirts, etc., purchased by the City shall be
maintained by the employee at the employee's expense
15.1.3 Employees are expected to take reasonable care of their uniforms. Employees shall
notify their supervisor when uniforms are in need of replacement and/or repair
15.1.4 City uniforms shall not to be worn during non -work hours or to non -work
locations, except for incidental stops to or from work and meal periods.
15.1.5 While in uniform, employees shall not publicly drink intoxicating liquor, be
publicly intoxicated or under the influence of a controlled substance
15.2 Cleaning Allowance
The cleaning allowance for Warrant Servers shall be $350 00, which shall be paid in the
pay period ending January 15th. Should an employee separate from City employment
during the year, a pro -rated reimbursement to the City for the cleaning allowance shall be
withheld from the employee's final paycheck based on the number of months left in the
calendar year
15.3 Uniforms - The City will provide five (5) uniforms to Warrant Servers
15.4 Tool Allowance - Vehicle Maintenance
15.4.1 The City will provide an annual tool allowance per mechanic to buy more
efficient tools or to replace lost, broken, or stolen tools as follows:
In the amount of $525.00.
15.4.2 Payment of the tool allowance will be made in the pay period ending January
15th.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 28 of 50
15.4.3 Should an employee separate from City employment during the year, a pro -rated
reimbursement to the City for the tool allowance shall be withheld from the
employee's final paycheck, based upon the number of months left in the calendar
year
Example Employee receives $525 00 tool allowance in January and then
separates from employment in May Employee would be required to reimburse
the City in the amount of $306 25 ($525.00 divided by 12 = $43 75 /month x 7
months {June through December} ).
15.4.4 The City will purchase all specialty or new tools that are required to perform the
Job because of changing technology or City equipment
15.4.5 Replacement of tools lost or stolen on City property or while performing City
business will be replaced in accordance with City Policy #3- 10 -16.
15.4.6 All special and heavy duty tools, power tools, and tools larger than one -half (1/2)
inch drive will be furnished and maintained by the City The City will service
and repair all employee owned pneumatic and calibrated tools
15.5 Safety Shoes —The City will reimburse employees up to a maximum of $175 00 for the cost
of WISHA approved safety or calked shoes/boots, when the Department/Division has
determined that they are required including inspectors
15.6 CDL License — When a Commercial Drivers license (CDL) is required for a position by the
City, the City will only pay for the cost of the CDL endorsement and required physical
examination when making initial application and upon any required renewal
15.7 License/Certification Differential Pal - Employees who are required by the City to have a
Washington State certification or license above the minimum certification level set forth
below will receive fifty dollars ($50.00) per month for each current certificate above the
established minimum Certifications obtained outside of the certification series identified for
the division or work group will be considered only when such certification benefits the City
as determined by the Director of Public Works & Utilities. Effective January 1, 2009 any
certification beyond one level above the certification required for the employee to do his/her
Job will not result in any additional $50 license differential This provision shall not apply to
employees who are currently receiving multiple license differentials as of 12/31/08,
however, keeping licensing current shall be the responsibility of the employee, and should
any certification lapse, any differential for such license shall no longer apply
15.7.1 WWTP (WWTP Operator Certification Series)
WWTP Operator I- WWTPO Group 11 Plant
WWTP Operator H — WWTPO Group III Plant
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 29 of 50
WWTP Lab Technician - WWTPO Group Il Plant
WWTP Operations Supervisor - WWTPO Group III Plant
15.7.2 Water Operations (Water Distribution Certification Series)
Water Operator - Water Distribution Manager I
Water Operator Sr. - Water Distribution Manager Il
Water Operator Lead - Water Distribution Manager Il
Water Operations Supervisor - Water Distribution Manager III
Environmental Technician and Water Resources Assistant (Water Distribution, WWTP
Operator, or Sewer Collection Certification Series) Level H Certification in any Series
Differential pay is allowed for certifications above Level Hfor one series only
15.7.3 Water Maintenance (Water Distribution Certification Series)
Water Distribution Supervisor - Water Distribution Manager III
15.7.4 Cross Connection Control Specialist (Cross Connection Control and
Backflow Assembly Tester Certification Series)
Cross Connection Control Specialist I
15.7.5 Storm /Sewer Maintenance (Sewer Collection System Certification Series)
Utility Service Specialist Supervisor - Sewer Collection System Level III
15.7.6 Automotive Maintenance Technicians (Automotive Service Excellence
Certification Series)
One ASE Master Certification - Automotive, Heavy Equipment, or Emergency
Vehicle Technician. Differential nay is allowed for each additional Master
Certiluation
15.7.7 Electronics (International Municipal Signal Association - Traffic Signal
Certification Series and NT Telephone Certification)
Electronics Technician - IMSA Level Il - Traffic Signal
COLLECTIVE BARGAINING AGREEMENT
C ity of Bremerton and Teamsters 4589
January 1, 2012 through December 31, 2013
Page 30 of 50
15.7.8 Traffic Maintenance (International Municipal Signal Association - Signs and
Markings Certification Series)
Sign Shop Service Specialist Supervisor - IMSA Level III - Signs and Markings
15.7.9 Engineering (Professional Engineer and Land Surveyor). There is no
Certification Pay allowed for EIT or LSIT Certifications.
Engineer I - Engineer -In- Trawling Certification or Land Surveyor -in- Training
Certi=
Engineer II - Engmeer -In- Training Certification
Engineer III - Professional Engineer
15.8 Maintenance of Certifications — The City will reimburse an employee for the actual costs
of obtaining and maintaining a professional or work related certification including a CDL
license, which is required by the City or has been required as a condition of working in a
particular classification
15.9 Failure to Maintain/Obtain Required Certifications — If an employee fails to obtain or
maintain a certification required in order to perform the essential duties and functions of
his/her position, he /she shall be terminated, unless the employee can demonstrate that he /she
has not been permitted by the City to attend the required training and instead required to
work In the case of a CDL license, an employee may be terminated New hires who are
required to obtain a CDL license for their position within six months from their date of lure,
and who fail to obtain the required CDL license shall be terminated by the City
15.10 Meal Expense — The City will reimburse an employee up to fifteen dollars ($15 00) dollars
per meal for meal expenses when the employee is required to work during a bona fide
emergency situation after completing his or her regular work day, provided that the
employee works at least three (3) additional hours during a twenty -four (24) hour period
To receive reimbursement for meal expense, the employee will submit an appropriate
expense claim form
15.11 Travel Authorization and Expense Reimbursement — Travel authorization and expense
reimbursement shall be pursuant to Chapter 2 74, Travel Authorization and Expense
Reimbursement, of the Bremerton Municipal Code
ARTICLE 16 SUBCONTRACTING WORK
16.1 The City of Bremerton and the Union will agree that conditions surrounding decisions to
subcontract work normally performed by non - uniformed employees are subject to the
following The City will provide a minimum of thirty (30) days advance notice of it's
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 31 of 50
intention to subcontract out work and bargain the impact of such proposed subcontracting
In the event the City enters into a contract, depending on the needs of the City at that time,
the City shall have the option to either to keep those affected employees employed in any
,fob classification for which they are qualified, at their current rate of pay, or to pay them
under the following conditions: Either one (1) week of severance pay or continued
employment for each completed year of regular employment with the City, up to a
maximum of 16 weeks. Employees will be cashed out of all vacation leave accrued as
provided by current agreement. Pay out for Sick leave accrual will be granted only to those
employees who are within five (5) years of earliest retirement under (PERS), and then at a
maximum not to exceed seventeen and one -half percent (17 5 %) of their existing balance
Those affected employees will also be placed on a Layoff Register pursuant to Article 36
Layoff/Recall
ARTICLE 17 EMPLOYEES STILL COVERED BY CIVIL SERVICE
Police and Fire Department non -sworn employees covered by this collective bargaining
agreement retain their Civil Service rights pursuant to State law.
ARTICLE 18 DRUG FREE WORK PLACE
18.1 The maintenance of a drug -free work place is essential to the safety and welfare of City
employees The following provisions will apply to employees covered by this agreement
18.2 Controlled Substances -
18.2.1 The unlawful manufacturing, distributing, dispensing, possessing or using of a
controlled substance or alcohol in the work place is prohibited Reporting to work
under the influence of a controlled substance or alcohol is prohibited.
18.2.2 As a condition of employment, all employees must notify their Department
Director/Division Manager of any criminal drug statute conviction for a violation
occurring in the work place no later than five days after such a conviction.
183 Prescription or Over - the - Counter Drug Use — The use of prescription and over -the-
counter drugs which compromise safety in the work place or the quality of the employee's
work product is prohibited.
18.4 Employee Sanctions — It is the responsibility of every employee to be aware of the above
provisions and to abide by them. Failure to observe these provisions could result in
immediate disciplinary action against the employee, up to and including termination. The
employee may be required to participate satisfactorily in an alcohol or drug abuse assistance
or rehabihtation program
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 32 of 50
18.5 Drug Abuse Education Program — The City will utilize all available City resources, such
as the Police Department, to educate employees as to the dangers of drug abuse
18.6 Confidentiality — The confidentiality of all complaints and reported violations of the
provisions of this policy will be strictly maintained, except as required by public disclosure
laws or court orders
18.7 The parties have agreed to the City of Bremerton Human Resources Policy 3 -20 -03 "Drug
and Alcohol Policy" for employees required to have a Commercial Driver's License, with
an effective date of January 1, 1996. The parties agree that the City of Bremerton Human
Resources Policy #3- 20 -03" Drug and Alcohol Policy" will apply to employees not required
to have a CDL, however, they will not be subject to random testing
ARTICLE 19 BUS PASSES
19.1 The City will provide Kitsap Transit bus passes to employees working in the downtown
core who request bus passes To be eligible to receive such passes, the employee must ride
the bus to and from work an average of three (3) times a week. The City will establish
procedures for the issuance of bus passes to employees It shall be understood that an
employee issued a bus pass is not eligible to receive free downtown parking
ARTICLE 20 MANAGEMENT RIGHTS
20.1 The Union recognizes that the City has the responsibility and authority to advance to the
fullest extent possible the economy of operation of the City and to protect the primary
interests of the citizens of the City The Union recognizes the prerogative and responsibility
of the City to operate and manage its affairs in all respects in accordance with its lawful
authority whether heretofore or hereafter exercised and regardless of the frequency or
infrequency of the exercise of such rights
20.2 The management of the City, and the direction of the City's working forces, including the
right to hire, suspend or discharge employees for dust cause (newly hired probationary
employees without cause), promote employees, demote employees for just cause, to assign
fobs, to transfer employees within the bargaining unit, to increase and decrease the working
force, to establish standards, to determine work to be accomplished, the schedules of
operation and the methods, process and means of operation or handling are vested
exclusively in the City unless such authority or right is abridged, delegated, or modified by
this Agreement.
20.3 The City shall have the right to determine reasonable schedules of work (part-tune, eight,
nine or ten hours shifts) and to establish the methods and processes by which such work is
performed including the right to establish employee evaluation processes and standards of
performance and to maintain order and efficiency through the establishment and
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 33 of 50
enforcement of rules regarding safety, security, and conduct. The City shall have the right to
designate or make changes regarding the location of its offices, facilities, places of business,
and the equipment and machinery to be utilized or to make technological changes with
respect thereto.
ARTICLE 21 WORK STOPPAGES
21.1 STRIKES/LOCKOUTS PROHIBITED - The City and the Union agree that the public
interest requires efficient and uninterrupted performance of all City services and to this end
pledge their best efforts to avoid or eliminate any conduct contrary to this objective during
the term of this Agreement. Accordingly, it will be a violation of this Agreement for the
City to cause a lockout of its employees or for the Union to call, encourage, or participate in
any strike, sympathy strike, slowdown, or other work stoppage. Employees engaging in any
of the aforementioned activities will be subject to disciplinary action.
ARTICLE 22 GRIEVANCE PROCEDURE
22.1 Definitions
22.1.1 Grievance — A grievance is an alleged contract violation, question, or challenge
raised by a bargaining unit employee or the Union as to the correct interpretation or
application of this Agreement by the City Such allegation, question, or challenge is
to be resolved through this Grievance Procedure
22.1.2 Disciplinary Appeals — Bargaining umt employees who have been suspended,
demoted or terminated may appeal their discipline either through the grievance
procedure or to the Appeals Board (Civil Service Commission), but not both
22.2 Step 1 — An employee or Union representative who believes that a question exists as to the
correct interpretation or application of this agreement will first discuss the action giving rise
to the belief with the immediate supervisor involved within thirty (30) calendar days of the
date the action took place or within thirty (30) calendar days of the date upon which the
employee could reasonably have been expected to know of such action. The employee will
have the right to be assisted by an authorized Union representative during this discussion if
they request one. The time limits above shall not apply to payroll errors.
22.3 Step 2 — In the event that the immediate supervisor does not resolve the grievance to the
satisfaction of the employee or the Union within a period of fourteen (14) calendar days at
Step 1 of this procedure, the employee or the Union Representative will reduce the
grievance to writing and will state the section (or sections) of this agreement which is
alleged to have been interpreted or applied incorrectly; an explanation of the grievance in
detail, including dates, actions and such other information needed to understand the facts
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 34 of 50
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 Director within fourteen (14) calendar days of the
date the employee received the immediate supervisor's response The Department Director
will meet with the employee and/or the employee's Union Representative within fourteen
(14) calendar days after receipt of the written grievance for the purpose of considering the
matter. The Department Director will reduce his or her decision to writing and will transmit
the decision to the employee and the Union representative within fourteen (14) calendar
days of meeting with the employee and/or the Union representative
22.4 Step 3 — In the event that the Department Director does not resolve the grievance to the
satisfaction of the employee or the Union representative at Step 2 of this procedure, the
employee or the Union representative will transmit a copy of the original grievance along
with a copy of the Department Director's written response to the Human Resources Manager
within fourteen (14) calendar days of receipt of the Department Director's written response
The Human Resources Manager will consider the grievance and may convene a meeting
The Human Resources Manager will reduce his or her decision to writing within fourteen
(14) calendar days of receipt of the grievance and transmit the decision to the Union
22.5 Sten 4 — In the event that the Human Resources Manager does not resolve the grievance at
Step 3 of this procedure, the Union may request arbitration of the issue by written
notification to the Human Resources Manager within thirty (30) calendar days of the Step 3
response Immediately thereafter, the parties will petition the Federal Mediation and
Conciliation Service (FMCS) for a list of nine (9) arbitrators who are residents of the
Northwest (Washington, Oregon, and Idaho)
22.6 Powers and Duties of the Arbitrator — It will be the duty of the arbitrator to conduct a
hearing on the issue or issues submitted by the parties for decision. The hearing will be kept
informal and private The arbitrator will interpret the provisions of this agreement as they
apply to the issue or issues submitted for decision and will not add to, subtract from nor in
any way otherwise alter nor recommend the alteration of the terms and conditions of the
agreement in deciding the matter As soon as is practicable after conducting the hearing, the
arbitrator will render a written decision which will be binding upon the parties
22.7 Costs of Arbitration — The expenses of the neutral arbitrator will be borne equally by the
parties Each party will singly bear all costs related to preparing and presenting its own case
before the arbitrator, including costs of witnesses and attorneys In the event the parties
mutually desire a record of the proceedings, the cost of obtaining such record shall be borne
equally by both parties
22.8 Time Limits — Time limits established in this procedure will be strictly adhered to but may
be waived by mutual agreement of the Union and the City. All procedures contained herein
will be complied with as expeditiously as practicable
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January I, 2012 through December 31, 2013
Page 35 of 50
ARTICLE 23 SEVERABILITY
In the event that any provision of this Agreement is held invalid by operation of law or by any
tribunal of competent jurisdiction, or if compliance with or enforcement of any Article should be
restrained by such tribunal pending a final determination as to its validity, the remaining provisions
of this Agreement will not be held invalid and will remain in full force and effect The Union and
the City will immediately meet and attempt to renegotiate any provision found invalid
ARTICLE 24 ENTIRE AGREEMENT
The Union and the City acknowledge that each has had the unlimited right and opportunity to make
proposals with respect to any matter deemed a proper subject for collective bargaining. The results
of the exercise of that right are set forth in this Agreement Therefore, the City and the Union each
voluntarily and unqualifiedly agree to waive the right to oblige the other party to bargain with
respect to any subject or matter not specifically covered by the Articles of this Agreement during the
term of this Agreement, except as mutually agreed upon
ARTICLE 25 CONFLICTING PROVISIONS
In the event that any provision of this Agreement is found to be in conflict with any other
Resolution, Ordinance, Policy, Regulation or Rule of the City, the provision of this agreement will
prevail
ARTICLE 26 LABOR MANAGEMENT COMMITTEE
26.1 Labor Management — The City and the Union agree that a need exists for closer
cooperation between labor and management To accomplish this objective, the Employer
and the Union agree that no more than five (5) duly authorized representatives of the Union
will function as one -half (1/2) of a Labor - Management Committee, the other half being no
more than five (5) certain representatives of the City named for that purpose. The
Committee will meet as necessary for the purpose of discussing and facilitating the
resolution of all problems, which may arise between the parties. The City will provide a
draft of the minutes of the meeting to the Union's Committee members within (2) two
weeks of the meeting. The Committee will be chaired by a member elected by the
Committee.
26.2 Amendments to Agreement - Should the Union and Employer mutually agree to change,
add, or delete any provision of this Agreement, policies or rules, such change will be set
forth in writing
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
lanuary 1, 2012 through December 31, 2013
Page 36 of 50
ARTICLE 27 JOB SHARING
27.1 Job Sharing - The parties consider fob sharing as a potential viable alternative to full
time employment. Jobs may be shared on an hourly, or daily basis
27.2 Job Sharing Leave - All leave for job- sharing employees will be provided on a pro -rated
basis Insurance benefits premium costs will be determined on a case by case basks,
however, the total cost to the City cannot exceed the cost for a full time employee
27.3 Job Sharing Agreement - Job sharing may only be done by mutual agreement of the
employees affected and Department Director or designee Vacant full time positions may
be announced as "Job Sharing" only if agreed to by the City and Union
27.4 Hours Worked - All time worked by an employee above the base scheduled hours for the
position will be considered overtime, provided, however, that the combined paid hours for
the position exceed forty (40) in the work week
27.5 Required Sign -off - Job sharing employees must sign a "Job Sharing Contract"
acknowledging their acceptance of appropriate conditions including the following
27.5.1 Agreement Termination by Employees - Either fob sharing employee may
request terminating the contract and returning to full -time employment
Accommodation of this request shall be subject to the availability of a vacant
position The remaining employee may be required to work full -time until
another ",fob sharing" employee can be found, and Is approved by the Department
Director or designee.
27.5.2 Absence of Employee - Job sharing employees agree to work full -tune during the
absence of the other employee, when requested.
27.5.3 Employee Status - Regular status for employees "job sharing" will be achieved
upon successful completion of hours worked equivalent to the duration of the
probationary period for the classification
27.5.4 Step Increases - Step increases for ",fob sharing" employees shall be granted in
the same manner as full -time employees on an equivalent basis
27.5.5 Other Conditions - Other conditions as may be considered necessary by the
Department Director or designee may be made part of the fob sharing contract
Provided, however, that they do not alter any terms of this Labor Agreement
27.5.6 Agreement Termination by Department - The fob sharing contract may be
terminated at the discretion of the Department Director or designee.
27.6 Work Schedule/Insurance Benefits - The negotiated ,fob sharing contract will indicate
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 37 of 50
the base schedule to be worked by each employee and the distribution of insurance
benefits premium costs.
ARTICLE 28 TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT
28.1 Temporary Assignment - An employee covered by this Agreement may be temporarily
assigned the duties and responsibilities of a position which has a higher pay classification
than his/her regularly assigned classification in which the incumbent employee is absent
due to an extended illness, leave of absence or other extenuating circumstances, An
employee who is temporarily assigned to such a position shall be compensated at five
percent (5 %) above his/her current base pay rate plus longevity if applicable, or the first
step of the higher pay rate, whichever is greater. In no case shall an employee be paid
more than the top pay step of the higher classification or serve in a temporary assignment
for more than one (1) year. A temporary assignment may be extended one (1) time, on a
case -by -case basis, for up to a maximum of six (6) months at the discretion of the
Department Director Such extension shall require the concurrence of the Human
Resources Manager and the Union It shall be understood that compensation at the higher
pay rate shall be effective after the completion of twenty -four (24) consecutive hours in
the temporary assignment The first twenty -four (24) hours of the temporary assignment
shall be paid at the employee's regular base rate of pay plus longevity, if applicable
Temporary Assignment will not affect an employee's anniversary date for step
advancement purposes
28.2 Special Assignment — An employee covered by this agreement may be placed in a special
assignment, rather than being permanently reclassified to a higher level to allow for
employee rotation, to enhance upward mobility, or for special projects for a period of one
(1) calendar year or less A Special Assignment may be extended one (1) time, on a case -
by -case basis, for up to a maximum of six (6) months at the discretion of the Department
Director Such extension shall require the concurrence of the Human Resources Manager
and the Union. Special Assignments shall not to be used for staffing shortages
Compensation for Special Assignments may be granted up to a maximum of ten percent
10% above what the current base rate of pay plus longevity if applicable is for the
employee and requires the approval of the Human Resources Manager. Special
Assignment will not affect an employee's anniversary date for step advancement
purposes.
ARTICLE 29 WASTEWATER TREATMENT PLANT — EMPLOYEES
29.1 Any certifications beyond one (1) level above the certification required for the employee
to perform his/her ,fob will not result in any additional $50 license differential for 29 2,
29.3 and 29.4 below. This provision shall not apply to employees who are currently
receiving multiple license differential amounts as of 12/31/08; however, keeping licensing
current shall be the responsibility of the employee, and should any license lapse, any
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters €1589
January 1, 2012 through December 31, 2013
Page 38 of 50
any differential for such license shall no longer apply
29.2 WWTP Operator I License Differential — WWTP Operator I employees that are required
by the employer and/or choose to have a Washington State Operator's License above Group
II will receive Fifty Dollars ($50.00) per month for each current certificate above Group II
29.3 WWTP Operator H License Differential — WWTP Operator II's that are required by the
employer to have a Washington State Operator's License above a Group III, will receive
Fifty Dollars ($50 00) per month for each certificate above Group M.
29.4 WWTP Operations Supervisor License Differential — WWTP Operation Supervisor's
that have a Washington State Operator's license above Group III, will receive Fifty Dollars
($50 00) per month for each certification above Group III
29.5 WWTP Operator -in- Charge Differential - When the employer designates a WWTP
Operator -in- Charge for a minimum of one full shift, they will receive a five (5 %) percent
differential applied to their base hourly pay for each shift so assigned
29.6 WWTP Maintenance Technician -in- Charge Differential - When the employer
designates a WWTP Maintenance Technician-in- Charge for a minimum of one full shift,
they will receive a five (5 %) percent differential applied to their base hourly pay rate plus
longevity if applicable, for each shift so assigned
29.7 WWTP Operator Trainee Training Period — The training period shall be not less than six
(6) months and no more than eighteen (18) months, contingent upon when employee obtains
the required license
29.8 Promoted Employees - If between twelve (12) and eighteen (18) months the employee
does not qualify for WWTP Operator they will be returned to the class they previously held,
provided they held such class in a non - probationary status
29.9 WWTP Maintenance Technician Trainee - Upon successful completion of probation the
WWTP Maintenance Technician Trainee shall be reclassified as WWTP Maintenance
Technician
ARTICLE 30 TEAMSTERS SUPPLEMENTAL PENSION PLAN
The City agrees to allow the bargaining unit employees the opportunity to voluntarily participate in
the Teamsters Supplemental Pension Plan. It shall be understood that participation in this plan shall
be strictly voluntary and that 100% of the cost of participation shall be the sole responsibility of the
employee
ARTICLE 31 DOWNTOWN PARKING
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 39 of 50
The City shall provide free parking for all bargaining unit members who are assigned to work on a
regular basis in the downtown area.
ARTICLE 32 AUTOMATIC PROMOTION FROM PLANNER I TO
PLANNER II AFTER THREE (3) YEARS
Employees hued as Planner I who successfully complete three (3) years of employment with the
City as a Planner I, upon reaching their thud (3rd) year anniversary date, will be automatically
promoted to Planner II without testing as long as his/her 3rd year annual evaluation reflects a
"Meets Expectations" or higher rating If a Planner I fails to receive their 3` year annual evaluation
in a timely manner, it shall be assumed that their performance "Meets Expectations" and they will
be promoted to Planner H. This does not preclude the City from promoting a Planner I to a Planner
H position through the normal promotional testing process prior to reaching his/her 3rd year
anniversary
ARTICLE 33 DISCIPLINE
33.1 Coordination of Discipline - Prior to the imposition of any discipline or discharge of a
regular employee, the Department will coordinate the action contemplated with the Human
Resources Manager and City Attorney's office to ensure that the proper procedures are
followed
33.2 "Just Cause" Discipline - Discipline shall be unposed for just cause.
33.3 Types of Discipline - The Department Director or Division Manager (except for
termination of employment which can only be imposed by the Department Director) may
administer the following types of discipline provided, however, the following list shall not
be construed to set forth any necessary sequence of progressive discipline and does not limit
alternative methods /forms of discipline
33.3.1 Written reprimand
33.3.2 Suspension without pay not to exceed thirty (30) days.
33.3.3 An alternative for suspension without pay may be a:
a. Reduction in Step for a specified period of tune, not to exceed an amount
equivalent to five (5) days suspension.
b. Reduction of accrued vacation leave by a specific number of hours, not to
exceed five (5) days suspension.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 40 of 50
33.3.4 Demotion
a Demotion of a regular employee to a lower position for dust cause may be made
by the Department Director or Division Manager If it is proposed that the
employee be transferred to another department, the receiving Department
Director must give approval
b A regular employee so demoted shall lose all rights to a position in the higher
class, and shall not, in the event of a layoff or reduction, be placed on a layoff
reinstatement register for the higher class
c A demoted employee's rate of pay shall be reduced by 10% If an employee's
pay rate after the 10% reduction is greater than the top step of the position to
which they were demoted, then his/her pay rate will be frozen until such tune
that the top step catches up to his/her frozen pay rate
EXAMPLE An Office Assistant Senior is demoted to an Office Assistant III
(OA III) As an Office Assistant Senior (OA Sr.), the employee's rate of pay
was $23 06. When demoted to OA III, the employee's rate of pay is reduced by
10% to $2132, which exceeds the top step of $20 69 in the OA III pay band
The employee will remain at $2132 until such time as the top step of OA II
exceeds that hourly rate
33.3.5 Termination
33.4 PRE - DISCIPLINARY HEARING
33.4.1 Prior to imposition of any discipline above a Written Reprimand, a pre- disciplmary
hearing shall be held within five (5) working days from the date the employee was
advised of the proposed discipline to be taken The regular employee shall be
given an opportunity to respond to the charges, orally and /or in writing, as to why
the department's proposed action should not be taken, and the date and time of
the pre - disciplinary hearing
33.4.2 The Department Director/Division Manager (as applicable) shall conduct the
hearing. The employee may have legal counsel, a union representative, and/or
witnesses present at the pre - disciplinary hearing. The employee does not have
the right to confront or cross examine witnesses of the City; however, he /she may
ask questions at the discretion of the Department Director/Division Manager
33.4.3 The Department Director/Division Manager shall present an explanation of the
evidence at the pre - disciplinary hearing, which shall be sufficient to apprise the
employee of the basis for the proposed action
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #1589
January I, 2012 through December 31, 2013
Page 41 of 50
33.4.4 Within five (5) working days of the hearing, the Department Director/Division
Manager shall advise the employee, in writing, of the outcome of the pre -
disciplinary hearing, and the discipline to be imposed.
33.5 DISCIPLINARY APPEALS
33.5.1 Employees who have been demoted or whose employment has been suspended or
terminated may appeal either through the grievance procedure or to the Appeals
Board (Civil Service Commission), but not both
33.5.2 If an employee elects to use the grievance procedure for his/her appeal, it will begin
at Step 3 of the grievance procedure
33.5.3 An employee who is issued a Written Reprimand shall be given the opportunity to
have a letter of rebuttal attached to the charging document in response to the
discipline taken Such letter shall be filed with Human Resources within fourteen
(14) calendar days of issuance of the discipline.
ARTICLE 34 SENIORITY
Seniority shall be determined based upon years of continuous service within the bargaining unit
However, all seniority shall be lost after twenty -four (24) months in layoff status, or upon leaving
the bargaining unit for any other reason (e g. resignation, termination or acceptance of a non -
bargaining unit position) If a City employee is laid off and hired back into a bargaining unit
position within twenty -four (24) calendar months of layoff, then that employee shall have all
previously earned bargaining unit seniority restored
ARTICLE 35 LAYOFFS/RECALLS
35.1 Reductions in Force (R.I.F.) Should the City decide to reduce the work force, layoffs
shall be made as follows -
35.1.1 By Classification and by Division
35.1.2 By Seniority- The City will provide at least thirty (30) days notice to the affected
employees. The affected employees shall be the least senior employees in that
classification within the division. Any temporary/probationary employee in that
classification will be laid off prior to any regular employee being laid off
35.1.3 In the event two (2) employees in the same classification have the same seniority
date, seniority will be determined by going back to the original hiring register
from which they were hired, and the employee with the highest overall score shall
be considered to have the higher seniority.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 42 of 50
35.2 Layoff Procedure - Employees who received R IF notices and were not placed in
positions pursuant to this Collective Bargaining Agreement shall receive notice of layoff
twenty (20) working days prior to the effective date of the layoff
35.2.1 All temporary employees performing similar duties as employees in the same
layoff classification shall be separated from employment first
35.2.2 All probationary employees in the same layoff classification shall be laid off next.
35.3 Bumping Ootions Of Employees Affected By Reduction In Force - Employees
receiving R I F notices shall be offered these options which may be available within the
bargaining unit, and will be given reasonable time to consider these options:
35.3.1 A transfer to a vacant position within the same city -wide classification (e g. Office
Assistant Senior) and with no reduction in pay
35.3.2 The right to bump the least senior occupant in the same citywide classification
35.3.3 A transfer to a vacant position in the same or lesser pay grade for which the
employee meets the minimum requirements and can obtain the necessary
certification within six (6) months
35.3.4 The right to bump the least senior occupant in a classification in the same pay
range in the department, whether or not the employee holds previous status,
provided he /she meets the minimum qualifications, has greater seniority, and can
perform the full range of duties of the position with a brief orientation or
familiarization period (up to 45 calendar days)
35.3.5 The right to bump the least senior occupant in a lower classification in the
bargaining unit or division, whether or not the employee holds previous status,
provided he /she meets the minimum qualifications and has greater seniority
Bumping permitted by this section and 35.3 3 above to positions not previously
held shall be made without examination, but a six (6) month probationary period
shall be mandatory Such probationary period shall only be based upon ability to
perform the essential functions and duties of the position If employee is not able
to perform the essential functions and duties of the position, then they will be laid
off and placed on the lay -off register Bumping to positions previously held shall
be allowed without examination or a probationary period
35.3.6 The right to bump the least senior occupant in a lower classification in a division
that the employee had previously transferred or promoted out of Seniority for the
purposes of this provision shall be that seniority credit the employee had at the
time he or she transferred out of the position. The right to bump into a lower
classification or equivalent if the ,lob title has been changed since he /she
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 43 of 50
transferred out of the position but the fob duties have remained essentially the
same, shall terminate two (2) years after the transfer out of the bargaining unit
35.4 In addition, an employee receiving a R.I.F. notice may apply for any currently available
promotional opportunities, subject to meeting the minimum requirements for any position
for which they are applying.
35A.1 In the event there are no full time positions available for regular employees who
receive a RIF notice to bump into, they will be permitted to bump into part-tune,
temporary or seasonal positions for which they qualify.
35.4.2 Probationary employees who receive a RIF notice will be permitted to bump into
part-time, temporary or seasonal positions for which they qualify.
35.5 Placement of Laid - off Emnlovees on Layoff Register - The names of regular
employees and those employees covered under 35 4.2 above, who have been laid off shall
be placed on a layoff register rated by seniority (the most senior by classification or
division).
35.5.1 Layoff registers shall be maintained by the Human Resources Department in
coordination with the Union
35.5.2 An employee's name shall remain on the register for 24 months from the date of
layoff
35.5.3 An employee who has bumped to a lower position shall be reinstated to his/her
former position, provided a vacancy occurs within the 24 month period and he /she
meets the minimum requirements of the position.
35.5.4 An employee's name shall be removed for any of the following reasons
35.5.4.1 Inability to contact the employee by certified mail at the employee's
last known address
35.5.4.2 Refection by the employee of an offer to return to a vacancy in the
,lob classification or division held previous to layoff.
35.5.4.3 A written statement by the employee that he /she has no further
interest in returning to City of Bremerton employment
35.6 Recall From Layoff
35.6.1 Upon notification by the Human Resources Department that a vacancy exists, the
affected department director shall contact the most senior candidate from the
appropriate layoff register and offer him/her the position. If the most senior
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 44 of 50
candidate rejects the position, then the next senor candidate shall be offered the
position, and so on. The City shall notify the Union of any recalled employee
35.6.2 In the event the appropriate register is exhausted, an employee on another layoff
register shall be recalled to a classification vacancy, provided that either the
employee meets the minimum qualifications or the special qualifications, training,
or skill required for the position can be obtained through a short orientation or
familiarization period of up to forty-five (45) calendar days, and provided the
employee makes written application for the vacancy In no event shall any
employee be recalled into a classification lvgher than that from which he /she was
laid off. Such employee shall be subject to a probationary period in the new
position subject to section 36 6 1
35.6.2.1 The Human Resources Department shall exhaust the appropriate lay off
register before opening the position to new hires
35.6.2.2 An employee recalled will be required to pass a physical exam, if
required for the position, in order to determine if he /she Is physically able
to perform the essential functions and responsibilities of the position
35.7 Reinstatement - An employee who is laid off may be reinstated to a vacancy
within 24 months of layoff without competition Such employees shall be credited
with -
35.7.1 Seniority and step increase dates adjusted for the time laid off shall be
subject to section 36 8 C,
35.7.2 The previous rate of sick leave and vacation accrual based on years of
service as of the time of layoff,
35.7.3 Reinstatement of previous sick leave accrual balances
35.7.4 Regular status only if reinstatement is to the same division from which
layoff occurred and if regular status had been previously attained,
35.7.5 Benefits In accordance with any restrictions or waiting period imposed
by plan documents (Medical/Dental/Life)
35.7.6 Any employee who is reinstated from a layoff register to a classification
or division not previously held shall be
35.7.6.1 Required to serve a three (3) month probationary period A
reinstated employee who fails to complete the probationary
period shall be returned to the layoff register for the remainder
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 45 of 50
of the 24 month period established by the date of the original
layoff;
35.7.6.2 Given new seniority and increment dates for pay purposes (i.e.
longevity, annual step increases);
35.7.6.3 Given the previous sick leave accrual balances.
35.7.6.4 Given benefits in accordance with any restrictions or waiting
period unposed by the plan documents (Medical/Dental/Life)
35.8 Recall Notification
35.8.1 Laid -off employees shall be carried by the City on a lay -off register for a
period of 24 months, and shall be notified of any openings for which they
are eligible Eligible, for purposes of this Article, shall mean that the
employee has previously held regular status in the classification and has
not been demoted from the classification. No vacancies shall be posted,
advertised or filled while there Is an eligible employee on the lay -off list
An employee on the lay -off list may refuse to return to a lesser position
than that from which they were laid -off without loss of all recall rights
An employee may not refuse to return to the classification from which
they were laid off without loss of all recall rights
35.8.2 A recalled employee shall return on the date and tune set by the City,
which in no event shall be sooner than two (2) weeks from the time the
employee was mailed a notice or recall to the last known address of the
employee, unless by mutual consent to an earlier starting date. No
temporary employees shall be hired to do bargaining unit work by the
department while any regular employees are in lay -off status
35.8.3 Employees rehired from the lay -off list shall not suffer any loss of
seniority or benefits as a result of lay -off, but shall not accrue seniority,
wages, or benefits during lay -off.
35.8.4 The lay -off or recall from lay -off procedures set forth above will be
administered in a manner that does not unfairly discriminate against any
individual employee
ARTICLE 36 PROMOTION
36.1 Procedure - Should a position vacancy occur, as determined by the City, the City shall be
required to consider, but not necessarily select, candidates for promotion from within the
bargaining unit before selecting employees from outside the bargaining unit. In any
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 46 of 50
event, the City may select the applicant who, in the City's opinion, is the best qualified for
any position opening in the bargaining unit, or from any source whatsoever Vacancies
will be posted internally for no less than fifteen (15) calendar days
36.1.1 A bargaining unit employee who is promoted shall be placed at the closest step in
the new range that provides at least a five percent (5 %) increase in salary and does
not exceed the maximum of the pay range
36.1.2 The promotional probationary period shall be six (6) months
36.2 Failure to Complete Probation - The promotional probationary employee who fails to
successfully complete probation shall be demoted to the lower position from which he /she
was promoted Such determination shall be made at the sole discretion of the City and the
reasons shall not necessarily constitute just cause
ARTICLE 37 EMPLOYMENT GUIDELINES
37.1 General Guidelines for Employment
37.1.1 Non - discrimination - The City shall not discriminate against any City employee
or any applicant for employment on the basis of race, religion, color, national
origin, gender, age, sexual orientation or disability
37.1.2 Basis of Employment — All employment with the City shall be based on meet,
knowledge, skill, ability qualification and moral fitness as evidenced by
37.1.2.1 Education, training and experience as reflected by the application form
resume' and other documentation of certification, registration, etc
37.1.2.2 Written and/or performance tests (when applicable)
37.1.2.3 After a conditional offer of employment is made, pre - employment
physical and drug testing (if applicable to the position) shall be required
to determine whether the individual can effectively perform the essential
functions and responsibilities of the position for which they are being
considered with or without reasonable accommodation Such physical
examination shall be performed by a city - designated physician and
laboratory and paid for by the City
37.1.2.4 Background investigation including criminal history, credential /degree
verification and reference checks as allowed by law
37.2 Nepotism
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters 4589
January 1, 2012 through December 31, 2013
Page 47 of 50
37.2.1 Immediate Family Members - It is the City's policy that immediate family
members of City employees will not be hired if:
37.2.1.1 One member would have the authority or be in a position to supervise,
hire, remove or discipline the other; or
37.2.1.2 One member would be responsible for auditing or evaluating the work of
the other, or
37.2.1.3 Other circumstances exist, which would place the relatives in a situation
of actual or reasonably foreseeable conflict between the City's interest
and their own
37.2.2 No Preference for Family Members - The City conducts open and competitive
hiring processes. Preference will not be given to candidates who are immediate
family members
37.2.3 Immediate Family - For purposes of this Article shall be defined as- Spouse,
child, brother, sister, parents, grandparents, step relations, in -laws, dependents and
anyone residing in the employee's household.
37.2.4 Relationship Occurring During Emuloyment — When a relationship, as defined
under immediate family in this Article occurs during employment, the two (2)
affected employees may remain in their current positions provided they are not in
conflict with the restrictions identified in this Article If a conflict is created by the
relationship, the City will attempt to arrange a transfer or change in position If a
suitable transfer /change in position is not available, one of the employees will be
separated from City service. Every attempt will be made to effect transfer or
separation on the basis of agreement between the employees involved and the City
If a mutual agreement is unattainable, the Mayor will determine, in the City's best
interest, the employee to be transferred or separated
37.3 Vacancy Announcements - The City shall post announcement notices of position
vacancies in the local newspaper, on City internal and external web sites, in all City
departments and an electronic copy to the Union on the date the position is posted on the
City's web sites.
37.4 Examinations or Testing - Appointments shall be made according to skill, ability,
qualification, merit and fitness, which shall be ascertained by examinations conducted
under the guidance of the Human Resources division.
37.4.1 Examinations may be assembled or non - assembled, and may include written, oral,
physical tests, performance tests, interviews, ratings, training, experience,
computer -based examinations, criteria rating forms, or any combination of these.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 48 of 50
375 Promotions
37.5.1 The City shall make a reasonable effort to offer promotional opportunities to
current employees when possible. a
37.5.2 Promotional postings shall be placed on the City's internal web site and copies
sent to all departments for posting on the Union bulletin boards, to the Union and
shop stewards
37.5.3 Current bargaining umt employees who successfully complete the
examination/testing process for promotion will have seven and one half percent
(7 S %) of their PASSING score added to their final score
37.5.4 Human Resources will develop a policy for rating candidates for promotional
opportunities.
37.5.5 If the Department Director in the department where a vacancy exists proposes to
fill such position through the promotional process, he /she shall have the sole
discretion to determine whether or not to consider transfer requests for the
position from other bargaining unit employees in the same classification as the
position vacancy Such decision will be included in the promotional
announcement
ARTICLE 38 OTHER ISSUES RELATING TO CONVERSION FROM
CIVIL SERVICE
The City and the Union agree that any issue that arises in relation to the conversion from Civil
Service until a successor contract is ratified by both parties, shall be addressed in Joint Labor
Management Committee meetings
ARTICLE 39 TERM
This Agreement will become effective upon January 1, 2012 and will remain in effect through
December 31, 2013 All requests to amend, modify or terminate this Agreement will require either
party to file written notice upon the other at least one hundred eighty (180) days prior to December
31, 2013
This agreement is hereby submitted to the Bremerton City Council by the City representative and
the Union representative for the Council's consideration and approval Upon approval, this
agreement will become binding upon the City, the Union and all of the employees in the bargaining
unit covered by this agreement
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 49 of 50
APPROVED by the Bremerton City Council on the 1 st day of August 2012.
Signed this 7w day of August, 2012
FOR THE CITY OF BREMERTON: FOR GENERAL TEAMSTERS LOCAL
UNION #589:
66a Behmre, ohn Witte,
Human Resources Manager Business Representative
T Approved as to Form:
�V
Hono Patty Lent, Mayor
Attest:
S P R bovich rney
annon Corin, City Clerk
i
I
i
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters #589
January 1, 2012 through December 31, 2013
Page 50 of 50
i
I
APPENDIX A
TEAMSTERS 2012 - 2013
EFFECTIVE JANUARY 1, 2012 THROUGH DECEMBER 31, 2013
0% COLA
12 Mos 12 Mos 12 Mos 12 Mos 12 Mos 12 Mos
Hours Worked Per Year 2088 to Ste° B Steo C 11W t E S ec F 3teo G
32,970 33,846 ]34,661 1 35,6001 36,5821 37,521 38,503
;Parks Laborer IMonthly 2,748 1 2,821 ( 2,888 ,_ 2,967 3,049 3,127 3,209 1
Semi Monthly i 1,374 1,411 11,444 j 1,484 1,52 55 1 64 1,605
uri� y 15 916 211360
TH 17.05 f7tr52� >171 4 4_�
IOT Hourly 23 69 1 2432 24 90 1 2558 1 26281 2696 27_66
+Longevity ,Base +1% ' 15 95 1 1637 1677 ; 1722 1 17 70 1 1815 1862
( Base +2% 1611 16 - 531 16 93 1 1739 1787 1 18 33 1 1881
,Base +3% 1626 16 70 1 1 7101 1756 18 05 1 1851 1 1899
Base +4% 1642 1686 1726 1773 1822 1 1869 1 1 918
. - Annual 34,661 35,600 36,582 ' 37,521 ; 38,503 ' 39,505 40,612
Office Assistant i Monthl 2,888 2,967 3,049 3,127 3,209 3,292 3,384
Semi-Monthly 1,444 1 1,4841 1,525 1,564 1,605 1, 6461 1,692
Houry► f ,K Y�16 0 -� 17 05 X17 52� = 7:97r? T= 1844,sg r18 92 4 .19 45
OT Hourly 24 90 2558 2628 26 96 27 66 2838 2918
i +Longevity Base +1% 1 1677 j 17 22 1 1770 ( 18151 18 62 1 1911 I 19 64 j
Base +2% 1 16931 17391 17871 1833 1 1881 ' 1930 19 84 i
Base +3% 1710 17561 1805 1851 , 18 99 1 1949 20 03
Base +4 1726 1773 1 18221 1869 1918 1968 2023
!Gra de-6 Annual 36,582 37,521 38,503 39,505 40,612 41,656 42,804
Office Assistant II ______ 7Monthly 3,049 3,127 3,209 3,292 3,384 3,471 3,567
Semi- Monthl 1,5251 1,564 1,605 1,646 1,692 f 1,736 1,784
OT Hourly 2628 26 96 2766 2838 2918 29 93 3075
+Longevity Base +1% 1 1770 i 1815 18621 1911 1964 ' 20151 2071
Base +2% 1787 1833 1881 1 1930 " 1984 2035 2091
Base +3% 1805 1851 18991 19 49 , 20031 2055 2112
i
Base +4% 1822 1869 1918 1968 ' 2023 2075 2132
. - Annual 38,503 39,505 40,612 , 41,656 42,804 i 43,911 45,080
Customer Service Representative Monthly 3,209 3,29 3,384 1 3,471 3,567 f 3,659 3,757
Evidence Prop Contr. Spec Semi- Monthly 1,605 1,646 1,692 1 1,736 1 , 7 8 4 L 1,830 1,879
Office Assistant 111 Hou` ,1844 x' 18 921 45, ; Y .al9`85 20.50 21032159
Police Records Specialist 10T Hourly 2766 2838 2918 2993 3075 3155 32 39
Base +1% 1862 1911 19641 20151 2071 2124 2181
Base +2% 1881 19301 19 84 1 2035 2091 2145 2202
Base +3% 1899 1949 20031 20551 2112 2166 2224
iAcco unting Base +4% 1918 19 68 20 23 1 20 75 21 32 21 87 22 45
Annual 40,612 41,656 42,804 43,911 45,080 46,354 47,586 Assistant 11 Monthly 3,384 3,471 3,567 3,659 3,757 j 3,863 3,966
Automotive TechAsstistant Semi - Monthly 1,692 1,7361 1,784 1,630 1,879 1,932 1,983
Lead Evidence Prop Contr Spec. How " x'19 >> 19 95,x; 20 50 ?21.03" X21.59 ` `�2 20` X 22 78
at Technician 10T Hourly 2918 29931 3075 1 3155 32391 3330 3419
Office Assistant Senior 1 Base +1% 1964 2015 2071 2124 2181 2242 2302
Recreation Prog Coor. I I Base +2% _ 1984 2035 2091 2145 2902 , 2264 2325
Human Resources Assistant I Base +3% 2003 205 21 12 21 66 1 2224 2287 23 47 I
Base ±4 % 2023 207 21 32 2187 22451 2309 2370
APPENDIX A
TEAMSTERS 2012 - 2013
EFFECTIVE JANUARY 1, 2012 THROUGH DECEMBER 31, 2013
0•/. COLA
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos 12 Mos
Hours Worked Per Year 2088 Stso A Stop B Step C Step St ep E Sten F Step - G
• • - ' Annual 42,804 43,911 45,080 46,354 47,586 48,838 50,237
j Accounting Assistant 111 IMonthly 3,567 1 3,659 3,757 3,8631 3,966 1 4,070 4,186
Po lice Records Specialist 11 Semi - Monthly 1,784 1,8301 1,8791 1,932 1,983 2,035 2,093
(Water Resources Assistant ou 20`30m 1.03'21:59, -` x:22 20.2279^ 23 39 x 24:06
OT Ho url 3075 3155 3239 1 3330 34191 3509 3609
Base +1 1 2071 2124 2181 2242 2302 2362 2430
Base +2% 209 2145 2202 2264 2325 2386 2454
Base +3% 2112 2166 2224 22 87 2347 2409 I 2478
Base +4% I 2132 2187 2245 j 2309 2370 2433 2502
7Accounbng Annual 45,080 46,354 47,586 48,838 50,237 51,657 53,035
Assistant Senior Monthl 3,757 3,863 3,966 4,070 4,186 4,305 4,420
ce AssistantSeniorS ialist Semi -Month 1,879 1,932 1,983 2,035 2,093 2,153 2,210
ks Service S ialist 1 Specialist OT Hourl 3239 33301 3419 3509 36 09 3711 3810
Pro Assistant Base +1 % 2181 2242 23021 2362 24 30 249 2565
Web Support Specialist Base +2% 7709 2264 2325 23 86 24 54 25 23 25 91
WWTP Maintenance Tech Trainee Base +3% 2224 2287 2347 2409 2478 2548 2616
Base +4% 2245 1 2309 2370 2433 2502 2573 2642
I
• • Annual 47,586 48,838 50,237 51,657 53,035 54,580 56,042
kEn r uildin & Dev Spec. 1 Monthly 3,966 4,070 4,166 4,305 4,420 4,548 4,670
gineenn n Technician II Semi-Monthly 1,983 2,0351 2,093 2,153 2,210 2,274 2,335
Facilities Service Specialist Hou ,' - w... ° '
Permit Technician OT Hourly 3419 3509 36091 3711 3810 3921 4026
Recreation Prog Coord 11 Base +1% 2302 2362 24301 2499 2565 26401 2711
Sign Shop Service Specialist Base +2% 2325 2386 2454 2523 2591 2666 2738
Street Service Specialist Base +3% 2347 2409 2478 2548 2616 2692 2765
UGldses Service Specialist Base +4% 2370 2433 2502 2573 2642 2719 2791
Water Operator
WWTP Operator Trainee
• _ Annual 50,237 51,657 53,035 54,580 56,042 57,504 59,132
u Home Detention Spec Monthly 4,186 4,305 4,420 4,5481 4,670 4,792 4,928
City Clerk Semi-Monthly 2,093 2,153 2,210 2,274 2,335 2,396 2,464
F Service Spec. Senior Hou °� 24'06 4' 4� 7540` ' X26:14 ' .26 27 °`28F32 I
Parks Service Spec. Senior OT Hourly 3609 3711 3810 3921 4026 4131 4248
Probation Officer Base +1 % 2430 24991 2565 2640 2711 2782 28
Recreation Prog Coord. III Base +2% 2454 25231 2591 2666 2738 2809 2889
Warrant Server Base +3% 2478 25481 2616 2692 2765 2837 2917
W WTP Maintenance Technician Base +4% 2502 2573 2642 2719 2791 2864 2945
• - Annual 53,035 54,580 56,042 57,504 59,132 60,803 62,389
Automotive Equipment Tech. Monthly 4,420 4,548 4,670 4,792 4,928 5,067 5
Engineering Technician III Semi-Monthly! 2,210 2,274 2,335 2,396 2,464 2,534 2,600
Facilities Service Spec, Sr. o X25.40 1 2684 Y27n5u • X28. 29: c
PC Technician OT Hourly 3810 3921 4026 4131 4248 4368 4482
Si n Shop Service Spec. Sr Base +1% 2565 26401 2711 2782 2860 2941 3018
Streets Service Specialist Sr. Base +2% 2591 26661 2738 2809 2889 2970 3048
Utilities Service Specialist Sr I Base +3% I 2616 26921 2765 2837 2917 2999 3078
Water Operator Sr. Base +4% 2642 27191 2791 2864 2945 3028 3108
WWTP Lab Technician
APPENDIX A
TEAMSTERS 2012 - 2013
EFFECTIVE JANUARY 1, 2012 THROUGH DECEMBER 31, 2013
0% COLA
12 Mos 12 Mos 12 Mos 12 Mos 12 Mos 12 Mos
Hours Worked Per Year 2088 Steo A St @D B T to C e D E S�F to G
de Annual � 56,042 57,504 ! 59,132 60,803 62,389 64,1 ° 66,002 1
l Accountant Monthly 1 4,670 1 4,792 1 4,928 5,067 5,199 ; 5, 44 5,5
Building Spec 11 Semi-Monthly 2,335 2,396 2 2,534 ; 2,600 2,672 ! 2,7501
Community Reso urce Specialist H_o y 26.84
2942 88s� 3 0 7.1M_ X 3161
Legal I Technician Senior OT Hourly 4026 4131 4248 1 43 68 1 4482 46 07 I 4742 1
Planner I jBase 41% 1 2711 2782 ! 2860 _ 2941 3018 i 3102 , 3193 1
WWTP Operator 1 kBase +2% 1 273 28 09 28891 2970 i 3048 313,2 ; - 3224
1Base +3% 27 65 28 37 2917 I 2999 , 3078 ( 3163 32 56 1
;Base +4% E 2791 ( 2864 2945 1 3028 1 3108 1 3194 3287
. - Annual 59,132 1 60,803 1 62,389 I 64,122 ; 66,002 67 ,776 i 69,760
Application Support Analyst Monthly 4,928 5,067 5,199 1 , 5,344 1 5,500 5,648 5,813 1
Assistant Network Admin Semi - Monthly; 2,464 2,534 2,600 i 2,6721 2,750 2,824 2,907
Customer Service/PC Tech . ou 28 2912�°`2�9`88�" A30 7,1s 31`61 332 46` �t z33 41
Electronics Technician OT Hour 4248 ! 4368 4482 4607 47 42 ' 4869 5012
Engineering Technician IV Base +1% 2860 2941 3018 31 02 3193 3278 1 3374
Environmental Technician lBase +2% 2889 2970 30 48 ( 3,132 322 3 311 34 08
Journey Level Electrician I Base +3% 2917 2999 3078 3163 i 3256 1 - 3343 y 3441
Lead Automotive Equip Tech lBase +4% 2945 3028 3108 31941 32871 33 76 ; 34 75
Lead Facilities Service Spec
Lead PC Technician
Lead Utilities Service Spec. ! I I
Lead Water Operator I I !
Parks Facilities Specialist -
Parks Lead Service Specialist I
Utilities Accounts Supervisor
WWTP CMMS Technician
WWTP Operator 11
i j I
iGr a ' de 16 Annual 62,389 64,122 66,002 ! 67,776 69,760 71,765 73,748
Buildin & Dev
Spec 111 Monthly 5,199 5,344 5,500 ; 5,648 5,813 ( 5,980 6,146 i
Civil Engineer I Semi-Monthly 2,600 2,672 2,750 1 2,8241 2,907 2,990 1 3,073 1
71� , ,3 161 r, 32 33.4 37?"35 32
Code EritorcementOfficer ,� ��..
Cross Connection Cont Spec OT Hour 4482 46 07 1 47 42 48691 5012 1 5156 1 5298 1
Planner 11 Base +1% 301 31 02 31 93 1 32781 3374 3471 3567
;Base +2% 3048 3132 3224 3311 1 34 08 1 3506 3603
Base +3% ( 3078 1 31631 3256 i 3343 3441 35 40 I 36 38
Base +4% 3108 1 3194 3287 33761 3475 l 3574 3673
i I
Annual 66,002 67,776 69,760 71,765 73,7481 75,836 77,924 '
Auto Equip. Tech. Su yr Monthly 5,500 5,648 5,813 5,980 6,146 ( 6,320 i 6,494
Electronics Supervisor Semi - Monthl ( 2,750 2,824 2,9071 2,990 3,073 j 3,160 3,247
Facilities Invento Supvr ,H on„rJr 3161x 2348 "x'33 41` :37 <= 3r 32" . 13 32 37 32 7
Network Administrator OT Hourly 4742 4869 5012 5156 52981 5448 55 98 1
Parks Maintenance Su vr. !Base +1% 31 93 3278 3374 , 3471 g 36681 3769 t
Sewer/Storm Collection Supervisor Base +2% 32 24 ( 3311 3408 1 35 0 6 36031 3705 3807
Sign Shop Sery Spec Supervisor Bas +3% . 32561 3343 , 3441 1 3540 36 38 1 37 ] 384
Streets Service Spec Supervisor Base +4% 3287 ; 33761 3475 ! 3574 3673 , 37 77 ! 3881 1
Utilities Service Spec. Supervisor I I I I !
Water Distribution Supervisor
Water Resources Operations Supvr
WWTP Maintenance Supvr.
WWTP Operations Supervisor I I ( ! ( Jl
APPENDIX A
TEAMSTERS 2012 - 2013
EFFECTIVE JANUARY 1, 2012 THROUGH DECEMBER 31, 2013
0% COLA
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos 12 Mos
Hours Worked Per Year 2088 Step A Stec B Stec C e
• • r Annual 69,760 T 71,765 73,748 75,836 77,924 80,117 82,288
Civil Engineer 11 Monthly 5,813 5,980 6,146 6,320 6,494 6,676 6,857
En ineenng Technician Senior SemWonthly 2,907 2,990 3,073 3,1601 3,247 3,338 3,429
Form Service Spec. Supervisor Ho _ 1 X33 "41�{ 34 7° ,32 "36 32� X37; 2�r� °,38.37 39 g1
OT Hourly 5012 51 5
6 52 98 54 48 55981 5756 5912
Base +1% 3374 3471 3567 3668 37691 3875 3980
Base +2% 3408 3506 3603 3705 3807 3914 4020
Base +3% 3441 3540 3638 3741 3844 3952 4059
Base +4% 347 3574 3673 J 3777 38 81 39 90 4099
•• o ° "° - Annual 73,748 75,836 77,924 80,117 82,288 84,397 86,527
Civil Engineer III Monthly 6,146 1 6,3201 6,494 6,676 6,857 7,033 7,211
Semi -Month 3,073 3,160 3,247 3,338 3,429 3,517 3,606
Hou" - a��3532� +36`32 � 37.324 38 3T�, xm 39`41 �- 40.�2� •41644_
OT Hourly 5298 5448 5598 5756 5912 6063 6216
Base +1% 3567 36681 3769 3875 3980 4082 418
Base +2% 3603 3705 3807 3914 4020 4123 4227
Base +3% 3638 3741 3844 3952 40 59 1 4163 4268
Base +4% 36 73 37 77 38 81 39 90 40991 4204 4310
APPENDIX `B"
Classification Series
For use in the administration of a Reduction in Force (Lay -Offs)
ACCOUNTING/FINANCIAL (Citywide)
*Accountant
Accounting Assistant Senior
Accounting Assistant III
Accounting Assistant II
*Accounting Assistant I
** *Utility Accounts Supervisor
***Payroll Specialist
CITY CLERK
** *Deputy City Clerk
COMMUNITY DEVELOPMENT
Building & Development Specialist III
Building & Development Specialist II
Building & Development Specialist I
***Code Enforcement Officer
Planner II
Planner I
ELECTRONICS
*Electronics Supervisor
Electronics Technician
Journey Level Electrician
*Maintenance Electrician
ENGINEERING
Civil Engineer III
Civil Engineer II
Civil Engineer I
Engineering Technician Senior
Engineering Technician IV
* Indicates an inactive classification series 0ob classification exists but not in current budget)
** Indicates some incumbents are covered by Civil Service Rule
* ** Stand alone position
APPENDIX "B"
Classification Series
ENGINEERING (CONTINUED)
Engineering Technician III
*Engineering Technician II
*Engineering Technician I
** *Permit Technician
** *Project Assistant
FACILITIES
Facilities/Inventory Supervisor
Facilities Service Specialist Lead
Facilities Service Specialist Senior
Facilities Service Specialist
EQUIPMENT SERVICES
Automotive Equipment Technician Supervisor
*Automotive Equipment Technician Lead
Automotive Equipment Technician
Automotive Technician Assistant
FORESTRY
Forestry Service Specialist Supervisor
*Forestry Service Specialist Lead
Forestry Service Specialist Senior
*Forestry Service Specialist
INFORMATION TECHNOLOGY
Network Administrator
*Assistant Network Administrator
Application Support Specialist
Lead PC Technician
*PC Technician
*Computer Service/PC Technician
*Computer Programmer Senior
*Computer Programmer
* & * * * Computer Operator - Utility
***Web Support Specialist
* Indicates an inactive classification senes (job classification exists but not in current budget)
** Indicates some incumbents are covered by Civil Service Rule
* ** Stand alone position
APPENDIX "B"
CIassification Series
MUNICIPAL COURT
Legal Technician Senor
Legal Technician
*"Probation Officer
OFFICE /CLERICAL (City -wide)
*Office Supervisor
Office Assistant Senor Specialist
Office Assistant Senior
Office Assistant III
Customer Service Representative
Office Assistant II
Office Assistant I
* ** Human Resources Assistant
PARKS
Parks Maintenance Supervisor
*Parks Service Specialist Lead
Parks Service Specialist Senior
Parks Service Specialist
Parks Laborer
* & ***Parks Facilities Specialist
* & * * * Cemetery Caretaker
POLICE
Police Records Specialist II
*Police Records Specialist I
Evidence/Property Control Specialist Lead
Evidence/Property Control Specialist
***Court Security/ Detention Specialist
* * *Warrant Officer (Server)
** *Community Resource Specialist
*Animal Control Officer
* Indicates an inactive classification series 0ob classification exists but not in current budget)
** Indicates some incumbents are covered by Civil Service Rule
* ** Stand alone position
APPENDIX "B"
Classification Series
RECREATION
Recreation Program Coordinator III
Recreation Program Coordinator II
Recreation Program Coordinator I
*Aquatics Supervisor
*Recreation Supervisor
SIGN SHOP
*Sign Shop Service Specialist Supervisor
*Sign Shop Service Specialist Lead
Sign Shop Service Specialist Senior
*Sign Shop Service Specialist
STREET
Street Service Specialist Supervisor
*Street Service Specialist Lead
Street Service Specialist Senior
Street Service Specialist
UTILITIES (Sanitary & Storm Collection)
Sewer /Storm Collection Supervisor
Utilities Service Specialist Lead
Utilities Service Specialist Semor
Utilities Service Specialist
WASTEWATER TREATMENT PLANT (WWTP) - MAINTENANCE
WWTP Maintenance Supervisor
WWTP CMMS Technician
WWTP Maintenance Technician
WWTP Maintenance Technician Trainee
WASTEWATER TREATMENT PLANT —OPERATIONS
WWTP Operations Supervisor
WWTP Operator II
WWTP Operator I
* Indicates an inactive classification series Oob classification exists but not in current budget)
** Indicates some incumbents are covered by Civil Service Rule
* ** Stand alone position
APPENDIX "B"
Classification Series
WWTP Operator Trainee
* * *WWTP Lab Technician
WATER RESOURCES — OPERATIONS
Water Resources Operations Supervisor
Water Operator Lead
Water Operator Senior
Water Operator
***Environmental Technician
* * *Water Resources Assistant
WATER DISTRIBUTION
Water Distribution Supervisor
Lead Water Distribution Service Specialist
Utilities Service Specialist Senior
Utilities Service Specialist
** *Cross Connection Control Specialist
*"Utilities *Utilities Customer Service Representative
INDIVIDUAL JOB CLASSIFICATIONS
*Project Coordinator
***Probation Officer (Municipal Court)
** *Project Assistant (Engineering & Economic Development)
* Indicates an inactive classification series Oob classification exists but not in current budget)
** Indicates some incumbents are covered by Civil Service Rule
* ** Stand alone position