HomeMy WebLinkAboutTEAMSTERS LOCAL 589, 2016-2018 COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN
THE CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
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I January 1,2016 through December 31, 2018
TABLE OF CONTENTS
TO THE
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL LTNION NO. 589
JANUARY 1,2016 THROUGH DECEMBER 31, 2018
ARTICLE TTTLE PAGE
PREAMBLE ......... ......................................................................................................................................5
ARTICLE1 ........... Non-Discrimination ....................................................................................................5
ARTICLE 2 ........... Recognition.............................................................................
.....................................
ARTICLE3 ........... Union Dues .................................................................................................................7
ARTICLE4 ........... Union Access ..............................................................................................................8
ARTICLE5 ........... Wages...........................................................................................................................8
ARTICLE6 ........... Hours of Work...........................................................................................................11
ARTICLE7 ........... Overtime ...................................................................................................................13
ARTICLE 8...........Probationary Period...........................................................................
ARTICLE9............ Vacation Leave .........................................................................................................16
ARTICLE10 ......... Holidays ....................................................................................................................19
ARTICLE 11 ......... Sick Leave And Industrial Disability ........................................................................20
ARTICLE12 ......... Other Paid Leave ......................................................................................................23
ARTICLE 13 ......... Retirement Benefits...................................................................................................25
ARTICLE 14 ......... Insurance Benefits .....................................................................................................25
ARTICLE 15 ......... Work Related Expenses.............................................................................................27
ARTICLE 16 ......... Subcontracting Work ................................................................................................31
ARTICLE 17 ......... Employees Covered by Civil Service........................................................................31
ARTICLE 18 ......... Drug Free Work Place ..............................................................................................31
ARTICLE19 ......... Bus Passes .................................................................................................................32
ARTICLE 20 ......... Management Rights ..................................................................................................32
ARTICLE21 ......... Work Stoppages ........................................................................................................33
ARTICLE 22 ......... Grievance Procedure .................................................................................................33
ARTICLE23 ......... Severability ...............................................................................................................35
ARTICLE 24 ......... Entire Agreement ......................................................................................................35
ARTICLE 25 ......... Conflicting Provisions ..............................................................................................35
ARTICLE 26 ......... Labor Management Committee ................................................................................35
ARTICLE27.........Job Sharing.................................................................................................................36
ARTICLE 28..........Temporary Assignment And Special Assignment......................................................37
ARTICLE 29..........Wastewater Treatment Plant Employees....................................................................37
ARTICLE 30 .......Trainee Positions ..............................................................................
ARTIGLE 31........ Teamsters Supplemental Pension Plan ......................................................................39
ARTICLE 32 ........Downtown Parking ...........................................................................
3
ARTICLE 33.........Automatic Promotion from Planner I to Planner II...................................... 39
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January I,2016 through December 3l,2018
Page 2 of 49
ARTICLE34..........Discipline....................................................................................................................39
ARTICLE35..........Seniority......................................................................................................................41
ARTICLE36..........Layoffs/Recalls...........................................................................................................41
ARTICLE37..........Promotion....................................................................................................................46
ARTICLE 38..........Employment Information and Guidelines..................................
. .................................4
ARTICLE 39..........Other Issues Relating to Conversion from Civil Service............................................49
ARTICLE40..........Term............................................................................................................................49
APPENDIX A........Pay Schedule
APPENDIX B.........Classification Series
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamste�s#589
January 1,2016 through December 31,2018
Page 3 of 49
ALPHABETICAL SUBJECT INDEX
TITLE ARTICLE PAGE
AUTOMATIC PROMOTION FROM PLANNER I TO PLANNER II....ARTICLE 33..........................39
BUSPASSES ............................................................................................ ARTICLE 19 ........................ 32
CONFLICTINGPROVISIONS ................................................................ARTICLE 25 ........................ 35
DISCIPLINE..............................................................................................ARTICLE 34..........................39
DOWNTOWNPARKING......................................................................... ARTICLE 32..........................39
DRUGFREE WORK PLACE ..................................................................ARTICLE 18 ........................ 31
EMPLOYEES COVERED BY CNII.,SERVICE.....................................ARTICLE 17..........................31
EMPLOYMENT INFORMATION&GUIDELINES...............................ARTICLE 38..........................47
ENTIItEAGREEMENTS.......................................................................... ARTICLE 24..........................35
GRIEVANCEPROCEDURE ...................................................................ARTICLE 22 ........................ 33
HOLIDAYS ...............................................................................................ARTICLE 10......................... 19
HOURSOF WORK................................................................................... ARTICLE 6 .......................... 11
INSURANCEBENEFITS ......................................................................... ARTICLE 14 ........................ 25
JOBSHARING..........................................................................................ARTICLE 27..........................36
LABOR MANAGEMENT COMMITTEE ............................................... ARTICLE 26 ........................ 35
LAYOFFS/RECALLS ............................................................................... ARTICLE 36..........................41
MANAGEMENTRIGHTS .......................................................................ARTICLE 20 ........................ 32
NON-DISCRIMINATION ........................................................................ARTICLE 1 ............................ 5
OTHER ISSUES RELATING TO CONVERSION FROM
CNII., SERVICE..................................................................................ARTICLE 39..........................49
OTHERPAID LEAVE .............................................................................ARTICLE 12 ........................ 23
OVERTIME .............................................................................................. ARTICLE 7 .......................... 13
PREAMBLE ................................................:............................................. ................................................. 5
PROBATIONARY PERIOD......................................................ARTICLE 8...........................15
PROMOTION............................................................................................ARTICLE 37 .........................46
RECOGNITION......................................................................................... ARTICLE 2 ............................ 5
RETIREMENTBENEFITS.......................................................................ARTICLE 13 ........................ 25
SENIORITY...............................................................................................ARTICLE 35..........................41
SEVERABII.,TTY ...................................................................................... ARTICLE 23 ........................ 35 �
SICK LEAVE AND INDUSTRIAL DISABILITY .................................. ARTICLE 11 ........................ 20
SUBCONTRACTINGWORK .................................................................ARTICLE 16 ........................ 31
TEAMSTERS SUPPLEMENTAL PENSION PLAN ...............................ARTICLE 31..........................39
TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT........... ARTICLE 28..........................37
TERM ........................................................................................................ ARTICLE 40 ........................ 49
TRAINEE POSI'I'IONS ........................................................... ...................
ARTICLE 30
UNIONACCESS ......................................................................................ARTICLE 4 ............................ 8
UNIONDUES ........................................................................................... ARTICLE 3 ............................ 7
VACATIONLEAVE ................................................................................ARTICLE 9 .......................... 16
WAGES......................................................................................................ARTICLE 5 ............................ 8
WASTEWATER TREATMENT PLANT-EMPLOYEES ......................ARTICLE 29..........................37
WORKRELATED EXPENSES................................................................ ARTICLE 15 ........................ 27
WORKSTOPPAGES ...............................................................................ARTICLE 21 ........................ 33
COLLECT(VE BARGAINING AGREEMENT
City of Bremerton and Teamste�s#589
January l,2016 through December 31,2018
Page 4 of 49
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
and
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1, 2016 THROUGH DECEMBER 31, 2018
PREAMBLE
This Agreement is made and entered into pursuant to the provisions of RCW Chapter 41.56 by and
between the City of Bremerton, a municipal corporation of the State of Washington, hereinafter
known as the "City", and the General Teamsters Local Union No. 589 hereinafter known as the
"Union" for the purpose of setting forth the wages, hours and working conditions which will be in
effect during the term of this agreement for employees included in the bargaining unit described in
Article 2 below.
ARTICLE 1 NON-DISCRIMINATION
1.1 Non-Discriminatorv Application — The provisions of this Agreement will be applied
equally to all employees in the bargaining unit without discrimination as to age, sex, marital
status, race, color, creed, religion, national origin, political affiliation; or mental, physical or
sensory handicap,unless based upon a bona fide occupational qualificarion.
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 Emplovees — The City recognizes the Union as the sole and exclusive
bargaining representative for the purpose of negotiations concerning wages, hours and
conditions of employment for all full-time employees in regular positions and part-time
employees in regular positions in classifications set forth in Appendix A and such
classifications as may be added to the bargaining unit during the term of this Agreement by
mutual agreement or by official action of the Public Employment Relations Commission.
2.2 Classifications Excluded — The classifications of elected officials, appointed officials on
, part-time boards and commissions, city attorneys, Deparhnent 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.
COLLECTNE BARGAINING ACREEMENT
City of Bremerton and Teamsters#589
January l,2016 through December 31,2018
Page 5 of 49 �
2.3 Emplovees 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 Emergencv/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 job,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 BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January l,2016 through December 31,2018
Page 6 of 49
ARTICLE 3 UNION DUES
3.1 Dues Deducdons — Based upon mutual agreement, regular monthly union membership
initiation fees, dues, agency fees and assessments will be deducted by the City from the pay
of those employees who provide written authorization to the City to make such deductions.
The City will transmit the total amount of deductions to the Union along with a list of
employees and their Union-related deductions.
3.2 Maintenance of Membership—An employee covered by this Agreement who is a member
of the Union on or after the execution of this Agreement will remain a member in good
standing. Good standing will be defined as tendering of uniformly required periodic dues.
Failure of such an employee to abide by the foregoing provision will constitute cause for
discharge of the employee, provided that when an employee fails to fulfill the above
obligation,the Union will provide the employee thirty(30) days notification in writing of the
Union's request to the City to initiate discharge action and during this period the employee
may make restitution in the amount which is overdue. Should the employee make such
restitution,the request for discharge will be withdrawn.
3.3 New Emplovees—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 hired so a shop steward may be availabie at rime of orientation. It shal�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 charity 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 charity 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
I 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 charity in lieu of periodic dues payments).
COLLECTIVE BARGAINING AGREEMENT
City of BremeRon and Teamste�s#589
January 1,2016 through December 31,2018
Page 7 of 49
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 Sho�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 ineetings, 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 Pav Rates
o Effective January 1,2016,Appendix"A" reflects a 2% general wage increase.
o Effective January 1, 2017, Appendix "A" will reflect a 2.25% general wage
increase.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamstets#589
January 1,2016 through Deccmber 3l,2018
Page 8 of 49
o EffecNve January 1, 2018, Appendix "A" will reflect a 2Z5% general wage
increase.
5.2 New Employees — 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 Deparhnent Director, the Human
Resources Manager and Financial Services.
5.33 Advancement through Pav Rates—Advancement through the pay rates from the first step
through the final step of the pay range will occur upon completion of the prescribed number
of months or year(s) of continuous employment since the employee's last 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 time the employee will receive monthly evaluations. The employee's
immediate supervisor will notify the employee in writing of expected failure to meet
expectations at least thirty(30)days prior to the due date of the work performance evaluation.
If such notice is not provided the step increase will not be withheld. The withholding of a
step increase will not change the employee's current anniversary step date for pay purposes.
In the event that the employee"meets expectations"at one of the monthly evaluations during
the subsequent 12 months,they will receive a step increase effective as of the due date of that
monthly evaluation. It shall be understood that the increase will not be applied retroactively
to the month(s) in which the employee received a rating below `meets expectations". In the
event an employee is on approved leave of absence without pay, in excess of eighty (80)
consecutive work hours, the employee's next pay rate advancement date will be extended by
the actual number of days the employee was absent on such leave.
5.4 Pav Rate upon Reclassification
5.4.1 Reclassificallon/down�rade to a lower classificallon - 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/up�rade to a hi�hher classification - In the event an employee is
reclassified from one classificarion 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
COLLECTNE BARGAINING AGREEMENT
City of Bremerton and Teamste�s#589
January I,2016 through December 31,2018
Page 9 of 49
percent(5%)pay increase,whichever is greater;provided that no employee is thereby
advanced beyond the final step of the higher pay range.The employee's advancement
to the next step in the new pay range will be based on the effective date of the
reclassification to the new pay range. This section shall not apply to 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' continuous 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 hourlv rate of pa_y)
5.7.1 Standbv - An employee is placed on standby duty when the City requires the
employee to be immediately available to report for work other than during his/her normal
scheduled hours of work. When standby is implemented, all qualified bargaining unit
members, including leads and supervisory bargaining unit members, shall shaze in the
standby hours or lists.
5.7.1.1 Standbv Epuipment
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 Standbv Pav-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. After completion of ten (10) weeks of City mandated
standby in a calendar year the employee wi11 receive three(3)hours at
their 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. After completion of ten(10) weeks
of City mandated standby in a calendar year the employee will receive
COLLECTNE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2016 through December 31,2018
Page 10 of 49
four(4)hours at their regular base hourly rate of pay plus longevity if
applicable.
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. After completion of ten (10) weeks of City mandated standby
in a calendar year the employee will receive three (3) hours at their
regular base hourly rate of pay plus longevity if applicable.
D. Type of Compensallon - 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.
5.7.1.3 Length 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 DifferenNal—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 Pavdavs—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 deposiY'of their paychecks.
5.9 Direct Deposit—New employees shall be required to sign up for direct deposit of their pay
checks.
5.10 Pavroll 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.
I 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 Deparhnent's
approved budget allocation for the position.
COLLECTIVE BARGA[NING AGREEMENT
City of Bremerton and Teamsters#589
January l,2016 through December 31,2018
Page l 1 of 49
6.2 Normal Work Schedule—The normal work schedule for regular full time employees will
consist of five(5) consecutive eight(8) consecutive hour days, 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 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 Deparhnent 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 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 time.
6.3.1 Flex time shall not be allowed to adjust work schedules to accommodate last minute
absenteeism for tardiness.
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)minute meal period either prior to or
during the overtime period. When an employee is required by the City to remain on duty on
the premises or at a prescribed work site when it is in the best interest of the City during a
meal period,the meal period will be paid as time worked.
6.4.1 Employees shall be allowed one (1) rest period (break) per one half (1/2) shift
(workday) provided:
➢ The time, length and location of a break is determined by the
employee's supervisor, with the understanding that the employee
shall receive no more than fifteen (15)minutes.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamstecs#589
January l,2016 through December 3l,2018
Page 12 of 49
➢ 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 time, 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 norma140 hour and/or daily work schedule. Overtime includes required
training, instruction, callback and other such work which is required and authorized by the
City, and is performed during an employee's normally scheduled off duty time. Overtime for
regular part-time employees is all required and authorized work performed in excess of forty
(40) hours during the employee's weekly work schedule pursuant to Article 6, Section 6.2.
The use of any paid leave time will be considered as time worked for the purpose of
calculating overtime.
7.2 Overtime Compensation—Overtime work will be compensated at the rate of one and one-
half(1-1/2) times an employee's 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.
7.2.1 Use Of Compensatorv 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 this 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�` of each
year.
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7.2.2 Compensatory leave will be mutually scheduled between the employee and his or her
Department Head or designee. Compensatory leave must be approved by the
Department Director/Division Manager prior to an employee taking the rime off. An
employee will have a better chance of receiving approval for compensatory leave if
the request is submitted as far in advance as possible. In the event more than one
employee requests compensatory leave for the same rime period submitted on the
same day, the requesting employee with the greatest city-wide seniority shall be
granted the compensatory leave. The Departrnent shall make a good faith effort to
respond to compensatory leave requests in a timely manner.
7.3 Teleuhone Calls To Emplovees - If an employee receives a work related telephone call
while offduty,he/she shall receive a minimum of one quarter(1/4)hour pay at the overtime
rate for each call, provided, however, that additional calls received by the employee within
the quarter hour minimum shall not pyramid.
7.4 Call Back Minimum Overtime— In the event an employee who has departed from his or
her normal work hours is called back to work for a period of time which is less than two and
a half(2.5) hours, the employee will receive a minimum of two and a half (2.5) hours of
overtune compensation. A call back initiates a two and a half(2.5) hour guarantee period.
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 Emplovee'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 Call Back After the Emuloyee's Normal Quittins 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 time shall receive overtime compensation for such appearances. If the employee is being
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prosecuted for a willful,illegal act in the performance of their duties as a city employee, they
will not be paid for time unless they are found innocent and/or the case is dismissed.
7.6 Use of Bargaining Unit Emplovees for Overtime-The City shall offer overtime to qualified
bargaining unit employees within the division prior to utilization of temporary employees for
such overtime. T'he City will make a reasonable attempt to offer this work by seniority.
7.7 Emer�encv Crews—Employees may be pre-assigned to an emergency shift schedule(e.g.
12-hour shift for Snow Removal Crews). Crews will be designated as follows: "A" shift
and"B" shift. Employees on emergency crews will receive shift differential pay and work
the 12-hour shift throughout the period of the emergency. Employees in each crew (both
"A" and "B" shifts) called out for an emergency shift shall receive rivo hours callout
(overtime) pay for the first full 12-hour shift. (e.g. Pay would be 2 hours overtime for the
call-out,6 hours straight time,plus 4 hours overtime.That crew's next emergency shift pay
would be 8 hours straight time plus 4 hours overtime.)
Pay for call-outs prior to the full emergency shift will be in accordance with overtime and
callout policy per Article 7. If the callout occurs within two(2)hours of the first emergency
shift,the first emergency shift crew will respond and work continuously through the shift.
EXAMPLES:
Snow Removal Crew - If an emergency schedule is initiated after 10 p.m, but before
the normal shift(7:30 a.m.), the"B"shift will be called in and work until noon or eight
hours minimum. If the callout occurs prior to 10 p.m.,the"A"shift will be called in and
work unril midnight when"B"shift will relieve. If the emergency is declared during the
normal work shift, "B"shift will work the normal eight(8)hours then be released; "A"
shift will work until midnight when relieved by"B"shift.
Other Emer�encv Crews—Any other divisions may use other start/quit times,but will
follow the principle of the example of the Snow Removal Crew.
' When the Division Manager has determined that the emergency condition is over, the
crews will revert to their regularly scheduled shift. The transition shifts going into and out
of the emergency shift schedule, will work until released by the supervisor, however, they
shall work a minimum of eight(8)hours during the transition shift.
ARTICLE 8 PROBATIONARY PERIOD
8.1 New Emplovees—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.
8.2 Promoted Emplovees — Employees promoted shall serve a six (6) month promotional
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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 Pro6ationarv Emplovee—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 emplovee—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 Vacallon Accrual — Employees shall accrue vacation leave for all regularly scheduled
compensated hours including paid holiday, sick leave, vacation and other paid leave time,
excluding workers'compensation time loss benefits pursuant to the following schedule:
Period of Continuous Full Time Emplovment Hours 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
l Oth year 152 Hours
11 th year 160 Hours
12th year 168 Hours
13th year 176 Hours
14th year 184 Hours
15th yeaz 192 Hours
16th year 200 Hours
17th year and thereafter 208 Hours
9.2 Vacadon Eli�ibilitv— 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.
9.3 Vacation Schedulin� — Annual vacation leave will be mutually scheduled between the
employee and his or her Department Head or designee. Vacation leave must be approved by
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the Departxnent 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 Carrvover Hours
Date of Hire through 5 full years of employment 160 Hours
Over 5 full years of employment 240 Hours
9.5 Carrvover - In the event an employee has been prohibited from taking sufficient vacation
time to reduce his or her vacation balance to the maximum allowable carryover at the end of
a calendar year, (or unable to because of absence from work due to illness or disability) the
excess hours will be carried forward into the next the calendar year. An employee who fails
to request scheduled vacation time during the year and whose accrued vacation hours exceed
the maximum carry over balance at the end of the calendar year shall forfeit such excess
vacation hours.
9.6 V�cation Pav-Out—Upon the retirement or sepazation 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 Pavment of Vacation Leave Upon Death— In the event of the death of an employee, the
employee's estate will be paid in a lump sum for the total accrued and unused vacation leave
hours at the employee's regular hourly 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.
9.8.1 Eli ibili -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,
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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 Deparhnent 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 time 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
personally accrued the leave. All of the employee's accruals of sick leave,
compensatory time, floating holiday and vacation leave 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
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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 bv City-If an employee has an approved vacation canceled
by the City, the City will reimburse the employee for all verifiable non-refundable expenses
incurred by the employee after the date the Leave Request was approved.
ARTICLE 10 HOLIDAYS
10.1 Holidavs Observed—The following holidays will be observed by the City:
HOLIDAY DATE OBSERVED
New Year's Day J�u�'Y 1 S`
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 4th
Labor Day 1 st Monday in September
Veteran's Day November 11�'
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving 4th Friday in November
Christmas Day December 25'h
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
City.
10.2 Alternative davs of Holidav 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 Holidav .
10.3.1 Floatin�Holidav Leave-One(1)floating holiday(eight[8]hours)will be granted
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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
10.3.4 Employees must schedule their Floating Holiday by August 315� of each calendar
year.
10.4 Holidav Compensation(Full Time Emplovees)—An employee shall receive eight(8)hours
of time off with pay for each holiday observed by the City, including a floating holiday of
each employee's choice. An employee who is assigned at the City's request to work an
alternative schedule will receive holiday pay based on their regularly scheduled hours(i.e. an
employee assigned to a ten(10)hour shift will receive ten(10)hours of time offwith pay for
each holiday nine(9)hour shift employees will receive nine (9)hours of pay, etc.). 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 Holidav Compensation(Part Time Emplovees) -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 Holidav—An employee required to work on a holiday will be compensated
at one and one-half(1-1/2) times the employee's regular straight time 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-time
employees and employees who are on a leave of absence without pay will have their leave
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 ninety-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 lst of each year.
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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) houis 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 rerires 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 Pavment 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 regulaz 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(Prior to
using vacation,comp time or floating holiday,unless leave is covered under the Family Care
Act.)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,incapable 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 Ieave pursuant
to FMLA.
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 unril 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
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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 employee must report to work for a regularly scheduled shift ten(10) or fewer
hours after departing 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 Departrnent 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
appointrnent to his/her immediate supervisor. An employee's immediate supervisor
may request that the employee reschedule routine appoinhnents when,in the judgment
of the supervisor,the scheduled absence of the employee would unduly interfere with
the operations of the Departrnent, however, the immediate supervisor will not
unreasonably require an employee to reschedule routine medical, dental or oculist
appointments.
11.7.2 Unanticivated Absence—An employee who is absent from work or will be unable
to report to work as scheduled due to personal illness or injury, or for other causes
specified in 11.6 above, will promptly notify their immediate supervisor, or if
unavailable,the departmenddivision 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 preceding each work day of absence. In the event
neither the immediate supervisor nor the deparimenddivision 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
departmenddivision manager during the day of the employee's absence. Each
employee will be given contact information(including office/cellulaz/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
injured during his/her paid vacarion or compensatory time off for accumulated
overtime, may request the conversion of such paid leave to sick leave with pay by
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promptly notifying the departrnent 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 tirst 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 Deparlment 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 injury as a condirion 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 Dutv 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 duries 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 Disabilitv Leave—Ari employee who incurs a work-related illness or injury and
who qualifies to receive Workers'Compensarion benefits will be allowed to use accrued sick
leave to supplement the Workers'Compensation benefits so as to provide the same gross pay
he or she would have received for full time, active service. In no event will the combination
of Workers' Compensation and employee sick leave exceed 100% of an employee's regular
pay rate at any time of the disability period.
ARTICLE 12 OTI3ER 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
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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 Jurv Dutv, 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 jobwith the City, except in those instances when the employee is involved
as a party in an action being taken against the City. Any juror or witness fees received by
the employee for the performance of such duties shall be assigned to the City. If more than
2.5 hours of their workday remains at the time of release from jury duty or serving as a
witness, the employee shall report for duty.
12.2.1 Citv Notification- Employee shall be required to notify the City immediately upon
receipt of written notification from the Court that they must report for Jury Duty or
serve as a Witness as the result of a case related to his or her employment, by
submitting a Leave Request form with a copy of the Jury Duty/Witness Notice
attached. Upon telephone confirmation by the Court to report, employee shall
immediately notify the on-duty supervisor.
12.3 Militarv Dutv 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 38.40.060 as
may be amended from time 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.
12.4 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 arising 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
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January 1,2016 through December 31,2018
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time schedule,then a leave slip must be turned in to cover the amount of time the employee
will be unavailable.
12.6 EmerEencv Leave—In the event of an unforeseen emergency which requires the absence of
an employee, the employee will promptly notify his or her immediate supervisor, or in the
absence of the immediate supervisor, the manager on duty in the Department within the first
one-half hour of each work day or, if possible, within the one-half(1/2)hour preceding each
work day of absence. Such emergency leave shall be charged to an employee's unused
vacation, floating holiday or compensatory time leave balance.
ARTICLE 13 RETIREMENT BENEFITS
13.1 State Retirement Svstem - Each employee will be enrolled in the Washington State
Retirement system for which he or she qualifies. Contributions to the Retirement system will
be made on a pre-tax basis. Each employee will be covered by the federal Social Security
Act.
ARTICLE 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:
City of Bremerton Self-Insured Plan B through December 31, 2016
Effective January 1, 2017—AWC's HealthFirst 250 Plan
Group Health Cooperative(GHC)
14.2 Insurance Premium Pavments—Payment of insurance premiums will be made as follows:
14.2.1. Employees will be required to pay the following contributions towazds the
monthly premiums for medical coverage:
Employee only coverage: Employee 0% City 100%
Dependents coverage: Employee 20% City 80%
Permanent part-time employees shall be enritled to a pro-rated contribution for
medical insurance coverage by the City as follows:
Hours worked�er 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-time employees who are on the City's payroll as of,ratification
of this contract,who work less than 20 hours per week sha11 receive a pro-rated
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January 1,2016 through December 31,2018
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contribution for medical coverage at 50%. Additionally,if the City and full-
time 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 time(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 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 wriring,during open enrollment,
of their desire to waive medical coverage, or at any time during the year if a
qualifying event occurs which would change their status(e.g. marriage,divorce,
spouse loss of job or medical coverage). Since both City of Bremerton Self-
Insured Plan 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.
14.4.1 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.
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
COLLECTNE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2016 through December 31,2018
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be the responsibility of the employee to ensure that the required paperwork is completed in a
timely manner in order to enroll him/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
injuries,he/she will be responsible for both the City's and employee's portion of the
employee and dependent coverage premiums.
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.
15.1Z Standard uniforms provided by the City through uniform service contracts; i.e.,
shirts, pants and jackets, will be maintained by the City at City expense. All other
uniform apparel such as polo shirts, tee shirts, etc., purchased by the City shall be
maintained by the employee at the employee's expense.
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 Cleanin�Allowance
The cleaning allowance for Warrant Officers 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.
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January 1,2016 through December 31,2018
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15.3 Uniforms - The City will provide five (5) uniforms to Warrant Officers and Probation
Officer(s). Warrant Officers will be reimbursed up to$175 dollars to replace worn out tactical
boots. This reimbursement is on an as needed basis,but no more than annually.
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.
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 Safetv Shoes—The City will reimburse employees up to a maximum of$175.00 annually for
the cost of one pair of WISHA approved safety or calked shoes/boots, when the
Department/Division has determined that they are required including inspectors.
15.6 CDL License & CDL Phvsical — When a Commercial Driver's 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 Pav-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
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January 1,2016 through December 31,2018
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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 $SO license differenrial. 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 II Plant
WWTP Operator II—WWTPO Group III Plant
WWTP Lab Technician - WWTPO Group II Plant
WWTP Operations Supervisor- WWTPO Group III Plant
15 7 2 Water Onerations (Water Distribution Certification Series)
Water Operator- Water Distribution Manager I
Water Operator Sr. -Water Distribution Manager II
Water Operator Lead-Water Distribution Manager II
Water Operations Supervisor-Water Distribution Manager III
Environmental Technician and Water Resources Assistant (Water Distribution, WWTP
Operator, or Sewer Collection Certification Series) Level II Certification in any Series.
Differential pay is allowed for certifications above Level II for one series only.
15 7 3 Water Maintenance (Water Distri6ution Certification Series)
Water Distribution Supervisor- Water Distribution Manager III
15 7 4 Cross Connection Control Specialist(Cross Connecdon Control and
Backflow Assemblv Tester Certification Series)
Cross Connection Control Specialist I
15 7 5 Storm/Sewer Maintenance (Sewer Collection Svstem Certification Series)
Utility Service Specialist Supervisor- Sewer Collection System Level III
15.7.6 Automotive Maintenance Technicians (Automotive Service Excellence
Certification Series)
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January 1,2016 through December 31,2018
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One ASE Master Certification - Automotive, Heavy Equipment, or Emergency
Vehicle Technician. Differential pav is allowed for each additional Master
Certi�cadon
15.7.7 Electronics (International NTunicipal Signal Association -Traffic Si�nal
Certification Series and NT Telephone Certification)
Electronics Technician- IMSA Level II -Traffic Signal
15 7 8 Traffic Maintenance (International Municipal Signal Association- Signs and
Markings Certificallon Series)
Sign Shop Service Specialist Supervisor- IMSA Level III - Signs and Markings
15 7 9 Engineering(Professional Engineer and Land Survevor). There is no
Certi�cation Pav allowed for EIT or LSIT Certifications.
Engineer I - Engineer-In-Training Certification or Land Survevor-in-TraininQ
Certircation
Engineer II - Engineer-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 Repuired 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 hire, 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
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City of Bremerton and Teamsters#589
January I,2016 through December 31,2018
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15.11 Travel Authorization and Expense Reimbursernent — 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 intention
to subcontract out work and bargain the impact of such proposed subcontracting. In the event
the City enters into a contract, depending on the needs of the City at that time, the City shall
have the option to either to keep those affected employees employed in any job classification
for which they are qualified, at their current rate of pay, or to pay them under the following
conditions: Either one (1) week of severance 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.
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January I,2016 thcough December 3l,2018
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18.3 Presc�iption 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 Emulovee Sanctions — It is the responsibility of every employee to be aware of the above
provisions and to abide by them. Failure to observe these provisions could result in immediate
disciplinary action against the employee,up to and including termination. The employee may
be required to participate satisfactorily in an alcohol or drug abuse assistance or rehabilitation
program.
18.5 Dru�Abuse Education Pro�ram—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 Confidentialitv — 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 Polic�'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 Polic}�'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 just cause (newly hired probationary
employees without cause), promote employees, demote employees for just cause, to assign
jobs, to transfer employees within the bargaining unit, to increase and decrease the working
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January I,2016 through December 31,2018
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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-time,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 enforcement
of rules regarding safety, security, and conduct. The City shall have the right to designate or
make changes regarding the locarion 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 unit 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.
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January l,2016 through December 31,2018
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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 inconectly; an explanation of the grievance in detail, including
dates, actions and such other information needed to understand the facts and circumstances
giving rise to the grievance; and the remedy sought. The employee will have the right to be
assisted by an authorized Union representative in reducing his or her grievance to writing.
The employee or Union representative will present the written grievance to the employee's
Department 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 ineeting with the employee
and/or the Union representative.
22.4 Step 3 — In the event that the Deparlment 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 tra.nsmit 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 Step 4—In the event that the Human Resources Manager does not resolve the grievance at
Step 3 of this procedure,the Union may request arbitration of the issue by written notification
to the Human Resources Manager 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 bome 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.
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City of Bremerton and Teamsters#589
January 1,2016 through December 31,2018
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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.
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. T'he 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 CONIMITTEE
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
i 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.
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City of Bremerton and Teamsters#589
January l,2016 through December 31,2018
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ARTICLE 27 JOB SHARING
27.1 Job Sharin�-The parties consider job 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 beneftts premium costs will be determined on a case by case basis;
however, the total cost to the City cannot exceed the cost for a full time employee.
27.3 Job Sharing A�reement - 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 Si�n-off - Job sharing employees must sign a "Job Sharing Contract"
acknowledging their acceptance of appropriate conditions including the following:
27.5.1 A�reement Termination bv Emplovees - Either job sharing employee may
request terminating the contract and returning to full-time employment.
Accommodation of this request shall be subject to the availability of a vacant
position. The remaining employee may be required to work full-time until another
"job sharing"employee can be found,and is approved by the Department Director
or designee.
27.5.2 Absence of Emplovee-Job sharing employees agree to work full-time during the
absence of the other employee, when requested.
27.5.3 Emplovee 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"job 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 job sharing contract.
Provided, however, that they do not alter any terms of this Labor Agreement.
27.5.6 Agreement Termination bv Department - The job sharing contract may be
terminated at the discretion of the Department Director or designee.
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City of Bremerton and Teamsteis#589
January 1,2016 through December 31,2018
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27.6 Work Schedule/Insurance Bene�ts-The negotiated job sharing contract will indicate the
base schedule to be worked by each employee and the distribution of insurance benefits
premium costs.
ARTICLE 28 'TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT
28.1 Temporarv Assi�nment - 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 Suecial Assignanent—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 job will not result in any additional$SO 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 differential
for such license shall no longer apply.
COLLECTIVE BARGAINING AGREEMENT
City of BremeRon and Teamsters#589
January l,2016 through December 31,2018
Page 37 of 49
29.2 WWTP Oqerator 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 II 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 III.
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 Industrial Mechanic-in-Charge Differential - When the employer designates a
WWTP Industrial Mechanic-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.
ARTICLE 30 TRAINEE POSITIONS
30.1 WWTP Operator Trainee Training Period—Upon successful completion of the training
period the WWTP Operator Trainee shall be reclassified as a WWTP Operator. 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.
30.2 WWTP Industrial Mechanic Trainee -Upon successful completion of the training period
the VWVTP Industrial Mechanic Trainee shall be reclassified as WWTP Industrial Mechanic.
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.
30.3 Utilities Service Specialist Trainee—Upon successful completion of the training period the
Utilities Service Specialist Trainee shall be reclassified as a Utilities Service Specialist. 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.
30.4 Fail�re to Successfullv Complete Trainin� Period. - If between twelve (12) and eighteen
(18)months a promoted employee does not qualify to advance to the non-trainee posirion they
will be returned to the class they previously held, provided they held such class in a non-
probationary status.
Employees who did not previously hold a bargaining unit position are considered to be in a
probationary status during the entire training period.
COLLECTNE BARGAINING AGREEMENT
Ciry of Bremerton and Teamsters#589
January l,2016 through December 31,2018
Page 38 of 49
ARTICLE 31 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 sha11
be strictly voluntary and that 100% of the cost of participation shall be the sole responsibility of the
employee.
ARTICLE 32 DOWNTOWN PARHING
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 33 AUTOMATIC PROMOTION FROM PLANNER I TO PLANNER II
AFTER THREE (3)YEARS
Employees hired as Planner I who successfully complete three(3)years of employment with the City
as a Planner I,upon reaching their third(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 II. This does not preclude the City from promoting a Planner I to a Planner II position
through the normal promotional testing process prior to reaching his/her 3rd year anniversary.
ARTICLE 34 DISCIPLINE
34.1 Coordination of Discipline-Prior to the imposition of any discipline or discharge of a regular
employee,the Deparhnent will coordinate the action contemplated with the Human Resources
Manager and City Attorney's office to ensure that the proper procedures are followed.
34.2 "Just Cause"Discipline-Discipline shall be imposed for just cause.
34.3 Tvpes of Disciqline-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:
34.3.1 Written reprimand.
34.3.2 Suspension without pay not to exceed thirty(30)days.
34.3.3 An alternative for suspension without pay may be a:
COLLECTNE BARGAINING AGREEMENT
City of Bremerton and Teamstets#589
January l,2016 through December 31,2018
Page 39 of 49
a. Reduction in Step for a specified period of time, 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.
34.3.4 Demotion
a. Demotion of a regular employee to a lower position for just 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 posirion 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 time 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 $21.32, which exceeds the top step of$20.69 in the OA III pay band. The
employee will remain at$21.32 until such time as the top step of OA II exceeds
that hourly rate.
34.3.5 Termination.
34.4 PRE-DISCIPLINARY HEARING
34.4.1 Prior to imposition of any discipline above a Written Reprimand, a pre-disciplinary 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.
34.4.2 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.
COLLECTNE BARCAINING AGREEMENT
City of Bremerton and Teamsters#589
January l,2016 through December 31,2018
Page 40 of 49
34.4.3 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.
34.4.4 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.
34.5 DISCIPLINARY APPEALS
34.5.1 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.
34.5.2 If an employee elects to use the grievance procedure for his/her appeal, it will begin
at Step 3 of the grievance procedure.
34.5.3 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 35 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 Iayoff, then that employee shall have all
previously earned bargaining unit seniority restored.
ARTICLE 36 LAYOFFS/RECALLS
36.1 Reductions in Force (R.I.F.) Should the City decide to reduce the work force, layoffs
shall be made as follows:
36.1.1 By Classification and by Division.
36.1.2 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.
COLLECTIVE BARGAINING AGREEMENT
Ciry of Bremerton and Teamsters#589
January 1,2016 through December 31,2018
Page 41 of 49
36.1.3 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.
36.2 Lavoff Procedure - Employees who received R.I.F. 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.
36.2.1 All temporary employees performing similar duties as employees in the same layoff
classification shall be separated from employment first.
36.2.2 All probationary employees in the same layoff classification shall be laid off next.
36.3 Bumping Options Of Emplovees Affected Bv Reduction In Force - Employees
receiving R.I.F. notices shall be offered the option(s)below (in the order presented)that is
available to him or her and must accept it or be laid off. The employee will be given
reasonable time to consider these options. The options are:
36.3.1 A transfer to a vacant position within the same city-wide classification(e.g. Office
Assistant Senior) and with no reduction in pay.
�36.3.2 The right to bump the least senior occupant in the same citywide classification
36.3.3 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(s)within six(6)months. (Must follow the examination procedures set
� forth in 35.4 below.)
36.3.4 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). (Must follow the examination procedures set forth
in 35.4 below.)
36.3.5 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. (Must
follow the examination procedures set forth in 35.4 below.)
36.3.6 The right to bump the least senior occupant in a lower classification in the
bargaining unit or division,which the employee has not transferred out or promoted
out of,provided he/she meets the minimum qualifications and has greater seniority.
(Must follow the examination procedures set forth in 35.4 below.)
COLLECTIVE BARGAINING AGREEMENT
City of Bremenon and Teamsters#589
January l,2016 through December 31,2018
Page 42 of 49
36.3.7 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 provided the
employee passed the probationary period for that position. Bumping into positions
previously held shall be allowed without examination or a probationary period.
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 job title has been changed since
he/she transferred out of the position but the job duties have remained essentially
the same, shall terminate two (2) years after the transfer out of the bargaining unit.
36.4 Examination Process: Bumping permitted by sections 35.3.3 through 35.3.6 above to
positions not previously held shall be made by examination as follows:
36.4 A. Human Resources will provide a list of lower classifications from the applicable
option (section 35.3.3 through 35.3.6) for which the employee has greater
seniority.
36.4 B. The employee will choose two (2) classifications (if available) from the list of
classifications provided which he or she feels that he or she is qualified for and
submit an application and supplemental questionnaire for each position.
36.4 C. The application along with the completed supplemental questionnaire will be rated
by a panel of three subject matter experts. The panel will include one qualified
employee from the Teamsters Bargaining Unit. The panel will determine, based
on the information submitted by the employee,whether or not the employee meets
the minimum requirements of the position.
36.4 D. If the employee passes the rating process, he or she will be awarded the position.
If awarded a position, 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.
36.4 E. If the employee is not awarded either of the two positions chosen the employee
will be laid off and placed on the layoff register.
36.5 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.
36.5.1 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-time,
temporary or seasonal positions for which they qualify.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamste�s#589
January 1,2016 through December 31,2018
Page 43 of 49
365.2 Probationary employees who receive a RIF notice will be permitted to bump into
part-time, temporary or seasonal positions for which they qualify.
36.b Placement of Laid - off Emplovees on Lavoff Register - The names of regular
employees and those employees covered under 35.5.2 above, who have been laid off shall
be placed on a layoff register rated by seniority (the most senior by classification or
division).
36.6.1 Layoff registers shall be maintained by the Human Resources Department in
coordination with the Union
36.6.2 An employee's name shall remain on the register for 24 months from the date of
layoff.
36.6.3 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.
36.6.4 An employee's name shall be removed for any of the following reasons:
36.6.4.1 Inability to contact the employee by certified mail at the employee's
last known address.
36.6.4.2 Rejection by the employee of an offer to return to a vacancy in the
job classification or division held previous to layoff.
36.6.4.3 A written statement by the employee that he/she has no further
interest in returning to City of Bremerton employment.
36.7 Recall From Layoff
36.7.1 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
candidate rejects the position, then the next senior candidate shall be offered the
position, and so on. The City shall notify the Union of any recalled employee.
36.7.2 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 higher 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 35.8.6.1.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January l,2016 through December 31,2018
Page 44 of 49
36.7.2.1 The Human Resources Department shall exhaust the appropriate lay off
register before opening the position to new hires.
36.7.2.2 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.
36.8 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:
36.8.1 Seniority and step increase dates adjusted for the time laid off shall be subject to
section 35.9.3;
36.8.2 The previous rate of sick leave and vacation accrual based on years of service as of
the time of layoff;
36.8.3 Reinstatement of previous sick leave accrual balances.
36.8.4 Regular status only if reinstatement is to the same division from which layoff
occurred and if regular status had been previously attained;
36.8.5 Benefits in accordance with any restrictions or waiting period imposed by plan
documents (Medical/Dental/Life).
36.8.6 Any employee who is reinstated from a layoff register to a classification or division
not previously held shall be:
36.8.6.1 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 of the 24 month period established
by the date of the original layoff;
36.8.6.2 Given new seniority and increment dates for pay purposes(i.e. longevity,
annual step increases);
36.8.6.3 Given the previous sick leave accrual balances.
36.8.6.4 Given benefits in accordance with any restrictions or waiting period
imposed by the plan documents. (Medical/Dental/Life).
36.9 Recall Notification
' 36.9.1 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
COLLECTNE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2016 through December 31,2018
Page 45 of 49
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.
36.9.2 A recalled employee shall return on the date and time 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 deparhnent while any regular employees are in
lay-off status.
36.9.3 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.
36.9.4 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 37 PROMOTION
37.1 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 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.
37.1.1 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.
37.1Z The promotional probationary period shall be six(6)months.
37.2 Failure to Comqlete 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.
COLLECTNE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2016 through December 31,2018
. Page 46 of 49
ARTICLE 38 EMPLOYMENT GUIDELINES
38.1 General Guidelines for Emplovment
38.1.1 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,genetic information,marital status,veteran's
status or disability.
38.1.2 Basis of Emulovment — All employment with the City shall be based on merit,
knowledge, skill, ability qualification and moral fitness as evidenced by:
38.1.2.1 Education, training and experience as reflected by the application form
resume' and other documentation of certification, registration, etc.
38.1.2.2 Written and/or performance tests (when applicable).
38.1.2.3 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.
38.1.2.4 Background investigation including criminal history, credential/degree
I verification and reference checks as allowed by law.
38.2 Neaotism
38.2.1 Immediate Familv Members - It is the City's policy that immediate family
members of City employees will not be hired if:
38.2.1.1 One member would have the authority or be in a position to supervise,
hire, remove or discipline the other; or
� 38.2.1.2 One member would be responsible for auditing or evaluating the work of
the other; or
' 38.2.1.3 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.
COLLEC7'IVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January l,2016 through December 31,2018
Page 47 of 49
38.2.2 No Preference for Familv Members - The City conducts open and competitive hiring
processes. Preference will not be given to candidates who are immediate family
members.
38.2.3 Imiraediate Familv-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.
38.2.4 Relationship Occurrin� During Emulovment — 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 relarionship,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.
38.3 Vacancv Announcements - The City shall post announcement notices of position
vacancies in the local newspaper, on City internal and external web sites, in all City
deparhnents and an electronic copy to the Union on the date the position is posted on the
City's web sites.
0
38.4 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.
38.4.1 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.
38.5 Promotions
38.5.1 The City shall make a reasonable effort to offer promotional opportunities to
current employees when possible.
38.5Z 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.
� 38.5.3 Current bargaining unit employees who successfully complete the
examination/testing process for promotion will have seven and one half percent
(7.5%)of their PASSING score added to their final score.
COLLECTIVE BARGAINfNG AGREEMENT
City of Bremerton and Teamsters#589
January l,2016 through December 31,2018
Page 48 of 49
38.5.4 Human Resources will develop a policy for rating candidates for promotional
opportunities.
38.5.5 If the Deparhnent 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 39 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 40 TERM
This Agreement will become effective upon January 1, 2016 and will remain in effect through
December 31, 2018. 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, 2018.
This agreement is hereby submitted to the Bremerton City Council by the City representative and the
Union representative for the Council's consideration and approval. Upon approval, this agreement
will become binding upon the City,the Union and all of the employees in the bargaining unit covered
by this agreement.
APPROVED by the Bremerton City Council on the �$ day of�2016.
Signed this�day of�l�!2016
FOR HE CITY OF BREMERTON: FOR GENERAL S ERS LOCAL#589:
Charlotte Belmore, M rk uller,
Human Resources Manager Business Representative
By 1`-' A oved as to Form:
Honorable tty Le t,Mayor
.
Roger Lubovich,City Atto •
Shannon Corm,City Clerk
COLLECTIVE BARGAINING AGREEMENT
City of Bremenon and Teamsters#589
January l,2016 through December 31,20i8
Page 49 of 49
APPENDIX A
TEAMSTERS 2016
EFFECTIVE JANUARY 1,2016
2.00%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Step A ___S�2p B __ Steo C __Stea D __Stea E,_ .Stea F__ Sten G
.__..._-. �- - --------
Grade 4 Annual � 34 995 ! 35,914 . 36 791 37,772 38,795 39,818 � 40,862 i
--�- -- - --- --- ----------- -�---- ' -�--'- -r------ -7- ��- --- ._...- � -- t -
Parks Laborer Monthly__ _� 2,916 2,993 � 3,066 t 3,148 . 3,233 � 3,318� 3,405 !
_._._...._.._.._.. . ._._.......__..... ...._............._...__,..._..._.._._. _...._.�._.... � -- -.._..-
_._.
�..---._.,.._.....__._._.._......_....__...._,._.._..---�--._..._.............. ..._..- -
Utilities Laborer __ __ ___jSemi-Monthly� _ 1,458__ 1,497 ; . 1,533 ;_ _1_574 ; 1,617__ 1,659 � 1,703 �
.----.. --�----._ .... .. .
' __:Hourly_ ___ __ 16 76_�_17.20 17.62 18.09 18.58 19.07 19.57 i
� .-....._,...... _..._.._.. .... ....._......._....._ _"""'" _„-"'_""'-'-_'". ._.._"_" .. ..._... . 1.._.._._..._-_
' �OT Hourl 25.14 ' 25.80 � 26.43 � _ 27.14 j __ 27,87 j _ _ 28.61,-29.36�
- --�---- ---.._...._. .-----..._..._..._...----..... ..._.___.._.....--y--'._._._..�-- --- -._. ._.._..._._._...._:
i �_._..-._...-��---�------- ------,
i+Longevity _ ;Base+1% 16 93 � 17.37 I 17.80 I 18.27 � 18.77 ' 19.26 . 19.77 i
�-�--�---_ .. . . _ . -1-�---�--��-- -.._._..----
. _....._.._. .............-.._... �.. .-�--'--'-'-.-'� i �".-._-._--'--�....--'-�--'..._�"-_._-.'--....-.....--'-.._._,...-'--___...�
'Base+2% 17.10 � 17 54 ; 17.97 ; 18.45 ; 18 95 ; 19 45 j__ 19_96 �
__...---........----- - - -. ...-------._._....__._.._....--------....,-_._._.._...._..---.._._.._.__..._----...,..._.._._._....__._
_._..._..._�---._........-�------..
I I gase+3% � 17.26 � 17.72 : 18.15 18.63 I 19.14 ' 19.64 ; 20.16 i
.
... .
r-._...._._.._._... ..........--- - ._.._. ._.. ._._.._._.. ..._.,_.._..--- - ---_--.._..._-.._._ ..----._._..._......._.....__.._.:...____.._._.._.__.._......_._._._....-.- .----.....�_..----*----_.
� Base+4% 17.43 ! 17.89 � 18.32 ' 18 81 19.32 : 19.83 � 20.35
,
,..__._.-.... .......__..-.__............_...._..----- --._-;-----....... ._.._.._.... _.._..._..-----._..._......---...._.........._...----...............--.-....---...----- --...- --- -._...--�---
; ` , ; r.
� ��--�-- - �------_...---- -�----.:. . � ; ,
�--------�---- .----..- - ------._�.-� ---- _... -- -----.. �-��-�---.__ ._-----,--._._�._....--,
_..- . .., _._.__.__._ . ,..
iGrade 5 - - - -- -.--___ . . ----- ;Annual---- .�.__36,791� 37,772 !___38,795�___39_818 ±_ 40,862_! _. 41,906_�._.43,075�
Office Assistant I _ , Monthly ___ 3 066 3,148 � 3,233 3 318 4 3 405 3 492 3 590�
�-- ----�-�- � -- ;-�--- -- ---•-- - -- ----�-- �- -
�___ _ __ �Semi Monthly; 1 533 � 1,574 i _ 1_617_; ___1 659 ;_ _ 1 703 � 1 746 � 1 795 i
� _...._..--- - --- - • --- -. .._._. , - �- --� -
'Hourly._........._.....-- .17.62_-- 18.09_..._....._18.58_.._._..19:07_..--- .19.57---......��.:��..-----'20.63 1
;_.._---..... ....._.__.. ...... --...._....._.............._....---,. ...._...
' _ ...._...__�OT_Hourly _._�..._.. 26.43J 27.14 j_ _27_87 i _ _28:61 a.---- 29_36,--- 30.11 I 30.95
'._.._ _.... ..._._.. . ._._._. - � -�.______"_y
�+Longevity _ Base+1% 17 80 � 18 27.'.--- 18 77_;__ 19_26 ' 19 77 ' 20.27 ' 20.84 I.
-� --- - -�---.. ..- ----- -- ....,..---- - - ;---- -•
.. - -
l..__._.__._..-_--._... .__... ':.Base+2% _ �.__._ 17.97 ; 18.45 : 18.95 i.--- 19.45 ;--- 19:96 ;. . .20_47--�---21.04 �
.........._..- ---._._.._.._._.:_. ..... t--_-..._.._._.._. i .. �.--,
! :Base+3% ; 18.15 � 18 63 � 19.14 ' 19.64 . 20.16 � 20.67� 21.25 �
,_.__.._...._......._....-----._....._...._._._. ...._.. ..__.._ . ... _,._...._._..__...__.....�.._..._.__.-�-
� ;Base+4% � �----...._.__._.....------.....-------- ._......--------..._.._.. .....A_._.-.... ----- -�
, � 18.32 �._.. 18.81 i 19 32 ' 19.83 j __ 20.35_�_ 20 87 ! 21.46 �
i---�--.._...._.....__.._._...._.._....._.._........_,_.........._......-�"--'..__....-�--�-�'j--...,_..-�---� -..__._..-._.'..._..._..._._.�...._....--�-��---�� -'- -�----._...--�----�-�-��---'
�` .... _ .........__.._._._... ..__.....__ ._...._........................_ ...__............�... ...-'-----'� ----..:�._._._._........'''-"-'-.-._.....----�^'._. ..__......�_...._._.._..'--'-���-'---�--._....,
__......__. ._ ._.
Grade 6 Annual ; 38,795 : 39,818 : 40,862 ; 41,906 ; 43,075� 44,224 45,435 ;
---- ----._........._ ..----.. ._ .._ ..__.._. . _ _._.._..----�----------._...--• ----�- ----�--..._..�.--- ------- .....-------�._...__----�-�----_�
_.....r.--.._.....-�------
IOffice Assistant II �.Monthly____I _ _ 3,233 ' 3,318 ( 3,405 I 3,492 : 3,590 � 3,685 � 3,786 �
�_'__._.._...._..._......._._..-.._......_... ....._.._... . .�'_-._'_.____i'___.._.,.."_''..-_...."'_'.__".......___""-'�... ..,.._..__ ,....__"_.'..'_i
' _....._._ .;Semi_Monthly,..__._.._.1,617 ---1,659..�...._..._1,703-I-----1,746_i_._....1,795..�.__,..._1,843.-:...__..._�,893 �
;-.. ._ -�--�--.__. .- - -� - - -
� __ !Hourly _ . -- -- - 18_58 19.07 _ 19_57 -. 2007 20.63 21.18 21_76 �
F------_._ . ._. . - '- . ... ---• ' � r r - r ' '-- , .
_ -_ _:OT Hourly.----._._.27_87_'_ __28.61_: ___29.36_; ._..30_11 ; 30.95 1 31_77 __ 32_64�
�._._._ --- --- - ----- - , � -�- ----- ---.
;+Longevity _. ----. I Base+1%-- �-- 18 77 ,.---19:26 �_ 19 77�_ _20 27-,---20_84-_-- 21 39_j---- 21 98 i
,__..._.._ ._... ....._._ ..._.__._...--- ---... , ,
Base+2% 18.95 � 19.45 ; 19.96 ; 20.47 � 21 04 : 21.60 ; 22.20 `
�--..___...---. ...__...... ........_._ _..........._ ........_..---....._._...-----..._.......-------...---------._._._..,.._..__._......_......r_....__._...._.......�._._.....-..- ---�- ---- -- •-
-r-
' ;Base+3% I 19.14 ; 19.64 2016 � 20.67 1 21.25 ! 21.82 ; 22.41
.------..__...._._..._ ...__....._...._.. --. .... ...._..._..__... ..- ---._..._ ..._..._..----.._..._._.._ � ------=---�--�-�------- •
- , ± ,---- ----_,-_..._.... _.._..----- --�---,
�Base+4°/o � 19 32� 19.83� 20.35 i 20 87 ' 21.46 : 22 03 � 22.63 �
�__..._....._.---------....- -.........._... -- --�-- --•---..._...._.-..-- -....----- ---._... _...----�-•-- ------- --�-----__._.-.._ __.�...__..._
�- -
;------....._......_____ . ---........_........,..............__..._._.j......-....._._.._..._....;...._....----;--..__._...-__.....__..---�--�----- .__...1.__....----.._._+__..._.._.._..__.._�_.._...._.. ._.......
Grade7 ;Annual 40,862 � 41,906 i_ 43,075_�_ 44,224 ;_45,435___46,604 � _47_836 :
----
- � - - �- - - - ----- - -�- - -.. _.._�
;Customer Service Representative_ _ _�Monthly_ _ 3,405 ; 3,492 3 590 : 3,685 3,786 ;_ 3 884 , 3,986�
�--�---..__ .. _.__ __. � ..--�--_.�_.�..___ ...._-- r- - - ......� ._._.._ i .. _._._..- --�------
;Evidence PropertyControl Specialist_ISemi-Monthly�__ 1,703_�_ _ 1,746_j__ .1,795 � 1,843 � 1,893 � 1,942 ; 1,993 '
,__...------._._..._ _� ...�. .------�---- ---,__-.--- -.....�
iOffice Assistant III i Hourly_ _ 19.57 20.07 20.63 21.18 21.76 22.32 22.91 ;
-�----- --�-------.._.._._........... ............----......._..�---- -, ..._... _..._-�._._ _._...---.- ------------ -- ------.. . _ _ . __
�r� --
�Police Records Specialist l _ __ __�OT Hourly_I ___29 36 � 30.11 ; 30.95 j 31 77_�_ 32.64�_ 33 48 � 34.37�
E--- ---- -.. __..._ . --�--
--�---._..----- -�---�-�-
� Base+1% 19 77 ! 20.27 � 20.84 21 39 � 21 98 : 22.54 : 23.14 ;
�- ._ . .------ ---��-- - -- -- -- - �---. ..._.o . .; ... --------j- --._._....-� ---- ---f- --......_.�._ ..._.._ .r.--�- ----- i
� - -- . __
... ... . .........__!Base+2_/0._._.I.....__�9._96....�.._-20_47...;.._....__.21_04_,__21_60-;---.22_20 ,r_---22.77 r___ 23;37_
Base+3% � 20 16 20.67 � 21 25 21 82 , 22 41 i 22_99 23 60
L.. ._...__. ._._.._. . . ---•---.. . . .-�---- -------- ---. __ .--�-- :. ._.- - �-------....__._.....�--�--...---- -- -- -- ------�-1
I �Base+4% j-- 20.35_; 20.87.;._21_46-j---22:03 I 22.63_�___ 23.21_; 23.83 '
�---._...._..__...... __._..---.. ... -- . ..__......_.._......_..__.,._._.._.___.._._..-----� -._.
� , � i...._._.._--�---
;..__...-- -+--.._._...----._.;_...__...._....._..---'------.i_.._ ...----._..., .._.._._.__._...-'----�--._._...;.__._---- �-----.._._.._.�
rGrade 8 �Annual � 43,075 44,224 ; 45,435 � _46,604 ; 47,836 � _49,172 , _50,488 `
_- _..----t- ....----...._� r-----.._.._._._._...- �---.....-.-.-.-.--- ----- - ,-
------ -- - _.. .--
�Accounting Assistant II __ _ �Monthly _ __ 3,590 3,685 �. 3,786 ' 3,884 ; 3,986 } 4,098 ' 4,207 �
F--.._.._._.._.... v..__.._... ._...._... ----- .-,___..-._...----- ---._......__.�__. ....._.._...,.,.- ----- ---.._._._...---...._----..._._....
�Automotive Tech Assistant _ _ _ ;Semi_Monthly;___ 1,795 !__1,843;__1,893_� _ 1,942_�___1,993 � 2,049 � 2,104 :
------
;Human Resource Assistant �Hourly_ _ _ ___20:63_____21.18 21 76 22.32 22.91 23.55 24.18 �
-_ - - - ---•-- ---....._._. ;_ __. .---- - --- - --�---
Lead Evidence Pro e Contr S ec OT Hourl 30 95 ; 31.77 i 32.64 � 33.48 ' 34.37 � 35.33 � 36.27 �
.__ ._.__. _
.
_._.._.__....._.._--- ---.P rh!... ._.__�...?--=--' -• .__.._.Y , �..._ ..r _......_ _......._.-__. _._ �__. _---------- --� -�---�--- �-----
I �Legal Technician �Base+1% ' 20 84 i 21.39� __ 21.98 � 22 54 � 23.14 ! 23.79 ! 24.42 I
. ........._.__ . . ...--- - -- -�------ - - ------..._.._...------- -------'- -- ----F--...----�---,_._...._..-......_....._._._.__.._.�._..._..---. _....
. ,
':Office AssistantSenior �Base+2% ; 21.04 ; 21.60 ;_. _ 22 20 i -- 22_77-'---.-23_37 : .__.24 02 i._.._._24.66 ;
r....---------- -._.._..........._._.._.._...__ .. _..._... _...._.._._..:....... . .._�_....-� ---._...---.t_..._._..----�
- ---
�Recreation Program Coordinator I__ _Base_+3%_ i 21.25 � 21.82 ; 22.41 ' 22.99 : 23.60 ! 24.26 ;__ _24_91
---_. ...._....----.._.._....--�--------•---�-- ; ---------� -
---- -�
. Base+4% , 21.46 a..___22_03 �.._ 22_63ti_ 23.21_I _ 23.83� ----24 49 ; 25.15�
:..... ... ...._.. .---.... .. _. . - - - ..._..-- -- ---- - - -- - --- - - --�- - -
, ; i � �-
, , , � ,
, , , ,
APPENDIX A
TEAMSTERS 2016
EFFECTIVE JANUARY 7,2076
2.00°h General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Stea A ___S12p B_ _Sten C_____Stea D_ Stea E _ Stea F___Stea G
----._.__.___..._._...._.._........._......._..._..._.�_._..____......_...,-.......-�---.._._.._......_.._. r ,
�Grade 9 ;Annual ! 45,435 : 46,604 •: 47,836 , 49,172 � 50,488 ; 51,824 : 53,307
_.......--- ----.._....._..__..._._. ...- --------- - ___. . _....._..__�.....-------�.......---�---+-------.-...__.._._...._.__.._._...,__._...------•---_._.._._...._.;_.._..-�-- --
Accounting Assistant III _ _ __ _ _ �Monthly _ ! _ _3,786 3,884 � 3,986 ; 4,098 � _4,207_; 4,319 ; 4,442
�------- -- ; _ �_ _ �_ _� ,-�----�--�-�
--- --- - ---- -�- •--- -:--
,Police Records Specialist II__ _ _ _ Semi-Monthly 1 893 _1,942 � _ 1,993 : 2,049 ; _ ,2,104 � 2_160 _ 4 2,221�
�---------�- --�--
Water Resources Assistant ;Hourly ___ __ 21 76 22.32 22.91 23.55 24.18 24.82 25.53 ;
;---- - ----.._... -�----� - ----. .. __..-.. _ ... _._. _.._ ..; --. •--....-----,---. .. ....: -- ---, . ... - - - - --- ---�
; _ -- --- .:OT Hourly.__�._...._32.64 ; -- 33.48.1. _ 34.37 � 35.33 � 36.27 � 37.23 ! 38.30 '
_..........._...--------.... - - � � � --- -�-�--�--- ----,-...------ ..�_.;.._._.-..._ ..... ----.._..
� _._....__....�Base_+1%_ _s .._21_98 22.54 23.14 � 23.79 ! 24 42 ; 25 07�-_. . 25_79 ;
--._._...._.. ._ . ..__..._.._.__._... -.... _..._.__._..__._ ...._......__...------------_.....__..._... _.._._,.........--�--- -
� ,Base+2% ' 22 20 22 77 , 23.37 ' 24.02 ; 24.66 25.32 � 26.04 �
_. ..... .... ........._.._....._._......_..........._.......-�---- --.._...._.......,.--------.._..._._..------_-......-------•._._._....._._._........I.._._..----- -----------�
�-.-.-.----. ----.._._._.... I Base+3% ; 22.41 ; 22.99 : 23.60 . 24.26 � 24.91 25.56 � 26 30 '
_._._...--.._........ ....__......_..._._.._._.. . ___........-- ---�--..._�---- ---._.._._..._._.._.._..--'-------._....._..�_.........__... _.w..�.------�
.r---------,- - ------ ;
; !Base+4% ; 22.63 ; 23.21 ? 23.83 ; 24.49 ! 25.15 ; 25.81 : 26.55 ;
.................................---.... ._.....__.._._...__....._ ._._.._. _..._--- ------- - _...--._.._..- --��-- -..._.......-- ------..__...---..._------
---
. _..__.....---- --..... . ._. _...
,
--._...... _....-- -..._......_._.._..... .............. -___......_... '_...._... --- - --...- -- - --- ------ ... - - --- -...._......_ _..--
i I � ;
, : _..!..---- ,
.._._ .......__.._....__ .. ....___ . -- - -._ .. ,. _.._ ...
Grade 10 �Annual ; 47,836_'� 49,172 � 50,488 ' 51,824 . 53,307 i 54,810 56,272 ;
�--.._._ ._ _ . -- _. ... _ . . L
, �._._._------�--�----. .-;----�------ ,
�._.._.---_ __._.., �_..------. ..--- �----
Accounting Assistant Senior _____,Monthly _ � _3,986 ;___ 4,098_j___ 4,207_i 4,319 ; 4,442 , 4,568 4,689 ;
, __.-------�-------��-�--�
-�--•-----
...-- -
,�
�ForestServiceS_ecialist !Semi-Monthly�__ 1_993_;_ _2,049 ; __ 2,104_i_ _ 2,160; _ _ 2,221 � 2,284_i___2,345_;
_ P .. _ . -- - -•�-- - -- . _. .
Office Assistant Semor Specialist _ ;Hourly _ 22.91 23.55 24.18 24.82 25 53 26 25 26.95 �
.---------- -. _..- - --- - -- - --..__ .,.- -- - --._ _....--- - - - --- -----
'Parks Service Specialist_ _ _�OT Hourly _ � __ 34.37 ; 35.33 ' 36.27 ; 37.23 � 38.30 ! 39.38 � 40 43 �
--� -- -------�- --�---....._
i o 1 ------. .--.. .�.. ._...__�- �i--- --�-- -.... .._�_..� _..__�__.
--- . _ ... �
;PayrollSpecialist _ .-- -------_. _;Base+1/o '----23_14 � _23_79 � 24.42 , 2507 i 25.79 , 26.51 � _ 27.22 �
- - ------ -- - ---- �---------� --�-- -�
�Pro�ect Assistant__ __ :Base+2% 23 37 I 24.02 ; 24.66 � 25.32 � 26.04 ' 26 78 � 27.49 I
---�---- � - - --�---- ....-- -------•------ -- -� ------ -�-----�------�----� --------.,...-..,�
�Web.SupportSpecialist--- - _ . �Base+3%--..1._._.23.60 ----_2426 ti---24_91. : _ .25.56_; . 26.30 .--- 27_04-,--27.76 �
- - --------- �
'WWTP Industrial Mechanic Trainee �Base+4% 1 23 83 24.49 j 25 15 i 25 81 � 26.55 ; 27.30 �_ 28.03 �
�_..---- ------- -�---- -- -- ----- ....----. .--. ..___......_.. .-- ---�-�--------.__ _.._ i._........ .. .. ...----- I----�--�-
. � �
_......... �...__._. __..._..._...._...........___.�_._.__._.._....._._'.._._....__....._.'..............----�--._......---.._..:..----._....-•-� ------�- -i
Grade 11 �Annual 50,488 ! 51,824 � 53,307 54,810 ; 56,272 j 57,900� 59,466 I
t ... - --�----�----- ---- --------�---------�r...............-----�---,-�--.....__......,.------��-�--��--�-r._.._...---�.._.:.......--�--._. _..>....._....----�-��--r-....__� _._...�.._.__�
Building&Development Specialist I _;Monthly_ __ j__ 4,207 • 4,319 I __4,442 _ 4,568 j____.4,689 r _ 4,825 ' 4,956 ;
----�--
�Engineering Technician II _ Semi-Monthly� __ 2,104�_ 2,160 �_ _2 22�_ 2,284 ; 2,345 j 2 413 �_ 2,478�
�Permit Technician ;Hourly 24.18 24.82 25.53 26.25 26.95 27.73 28.48 :
...-----_....�_ -�-�-- --.._..._...... .... ......_.. ._ ..._,.. - -... .. - -- ---- - -----. ;.__...-- -_ _....------ --�
�Police Records Specialist Supvr. _ ;OT Hourly___ �__ _36_27 , 37.23 ;___38_30 ; 39.38� 40.43 , 41.60 � 42 72 !
r------------ , �------- -. .. _ .-.------
---
�Recreation Program Coordinator II Base+1% _ ;__ 24 42 25.07 25 79 r 26.51 ; _27.22 j_ 28.01 '_ 28_76
4--- --.. ..__._ _ . .... , �----- �- ---- -� ----- � -- --- - _ _ ,
�Sign Shop Service Specialist_ _____ _Base+2%_ _ . 24.66 : 25 32 ; 26.04 ; 26.78 ; 27 49 ! 28.28� 29.05 �
; - - � � - ----._._._...__ ...- - --•--...._ __..._..------• �--�--�--.....-----�---�---�
�Street Service Specialist IBase+3% ; 24.91 I 25.56 � 26.30 : 27.04 � 27.76 ; 28.56 � 29.33 �
._.._ _.._._ _._... - -- - - -�------- . -
- ---�--- ----..
�Utilities Service S ecialist_ _ _ _;Base+4% _1_ __25 15 j _ 25.81_:__ 26:55 � __27_30� _ _28_03_;_ __28.84 � 29.62�
r --•--___ __...---_p -
Water Operator _ _._.�------ �------- -- ----- �-- - -- ---,._:�..._._
. .. .. .._ _..... ,.. . _. ..._.. _.__.
;INWTP Operator Trainee ; ; ,. � ' _. j_� : �
- -� -...............- - --- -�--,-.._._.......
--- ................
- -�------- �---�-- --__._...._.. ------...- -------. _.------- -------�---�---
..,.. _ _..
, ; � � ; � �
I._..........._._..._..._.......... .............---�---._........---'-�- -•----._....--'- -------- ' i : i ._ .
. _ ...---
;Grade 12 Annual __;__53,307�._54,810_+__.56,272 ^57,900_;_._59,466 ; ._.61,011�� 62,744 I
. . _,_. . _ _._ ,
�Court_Security Home Detention Spec._iMonthly _ {_ 4 442_^ 4,568 , _ 4 689_�__ _4 825 4,956 5 084 ; 5,2291
- . --��-- •----�- -
�Crime Scene Lead Evidence Tech. _ _�Semi Monthlyl _2,221J 2 284 I 2,345 � 2 413 : 2,478 � __2_542� 2,615 �
- �-'------- --'-- - �------ �� --------
iDeputy City Clerk ;Hourly __ __25_53 26.25 26.95 27.73 28.48 29 22 30.05 I
- ... -- . - - �-- _ - -- -- �- -�-- ---�-- - -----
,Forestry Service_Specialist Senior__ {OT Hourly__ _�_.38.30_� 39_38 ;_ _40_43 ; _41_60_�_ _42 72 �_ 43 83 ; 45.08;
------
�Parks Service Specialist Semor I.Base+1% 25 79 j __ 26_51 � 27 22 , 28 01 � 28 76I 29 51 � 30.35{
..------�._. ...--- ---�--�--- -;---.._...__--�----�--- � _ _,_ __ __.:_ . .---..._ _--- ---I--------•--�--�----
�Probation Officer 'Base+2% ; 26.04 � 26.78 : 27.49 , 28.28 � 29.05 � 29.80 ; 30.65 :
_....---.__.._�..._...._.....---...--- --..._..-- --------......._._...__.._._..-----_.�._,....-�------- ----._..__._._..,._.._----.....•._..... -----..._._..-- -___...___.-;...--�---._.__._
IRecreation Program_Coordinator III ;Base+3% . 26.30 ' 27 04 � 27.76 ; 28.56 i 29.33 I 30.10 ' 30.95 I
r__._...---- -•�----. ..----.._..._._ ..._�....._.._...---------- ---�---�--------�_..._..-------------�-
, � �_._..._......----�..-----._.....---.._.._._...------�
Warrant Officer �Base+4% ' 26_55 ;___ 27_30_;__ _ 28_03 C___28.84 ;___ 29.62___ 30.39_i_._ 31.25 �
�-- ..... .. - -- . _. ..--- ....._._ .._ .. .
_....---•--.. . . :
--
'WWTP Industrial Mechanic � I : '
- ----..._._.....................---._._........_.........._._...---t._... .._.......----�--....._._.._.._..._ ,._._._..._ _..__...._...._..-- --._.._..- -��- -----... _.. ...--- ---- ------
Y_..
'
. ..
i i'
�----... ......... .. -- - ....... __. . __---...._. � ... � - -. ; .....-_..�..._.------�---------- -`----._.. ..---i.._..---........ ..1
-- --. ,_._. .,.----- -._._ ._.�_. '.
�Grade 13 _ _ , . _------ --�Ann.ual___._.._.�...._.56,272-f--.-.57,900..!---59,466.;.__61,011-,--•.62,744 �._,.64,540�----66'21.0•I
;----- -- ---._.....----....._. . .
_Automotive Equipment.Technician _�Monthly _ ! _ _4,689 ; __ 4,825_:__ _4,956_; __ 5,084_I 5,229 ; 5,378 ! 5,518 !
_..__�,.. ___._. ..-��-�---�-�--; --------;
;Engineering Technician III_ __ _ iSemi Monthly; _ 2 345 2,413 �_ 2 478 j_ 2,542 2,615 ; 2,689 ;_ _2,759 j
--.. .-�--- ----- ---- - - -- � ---�--�-�-- -
jPC Technician 'Hourly _ 26.95 27.73 28.48 29.22 30.05 30.91 31.71
----.. .._ ..._. .... .. .._.._ _. . . - • �- --� •- • - �-
- , - �-------�----...- ---.--�---- --- -
';Sign Shop Service Specialist Senior OT Hourly __._ 40.43 ' 41.60 � 42.72 ; 43.83 : 45.08 ; 46 37 ; 47 57 �
;....._. ___.._._......._.......... - - --
---------.
---------..._._...----------. ..--- -..�. .-----�- •---------
�Streets Service S ecialist Senior Base+1% , 27.22 � 28.01 ! 28.76 I 29.51 . 30.35 ' 31.22 ; 32.03
... .. . P_._._..._..,......._........- --- --.._.:------.._..__'...._.. ---- -��-------->.-.._.-...--------..__._.._._._...- ----�
.
_.....-- - --- ----� � i---- -, ,
--.._....--
;UtilitiesServiceSpecialistSenior _ ;Base+2% t 27.49 ; 28.28 ; 29.05 � 29.80 { 30.65 _31.53 �___32_34_i
- ---•�--�---. ..-----�---�-�-----•-------- -�-��-�-- �•-•-��---.. . -- -•-------- -
. ----
;Water Operator Sen�or Base+3%_ _ 27.76� _ 28_56 � _ 29.33 ; 30 10 � 30.95 i 31 84 ! 32 66 �
� _ ..--- �-�-. . ... . . ..... ...._.. . +.. --�--� ---� --�--�- -
-,--...----- -
�WWTP Lab Technician 'Base+4% i 28 03 ! 28.84 ! 29.62 i 30.39 31.25 32.15 ; 32.98 .
----......_..._....._.._._........_..........- ---.....-------...-- ------- -----,-- - --- - -�--- -- -- - -- --------------._..........------._.._...-�-- -- ---�----..
� ` ' �
..---.._ . ..__. ............... _ _ ..... __._...._ _..__......_.:.. ._._._......._..__......- -._._...._._..___..._.._.._.....�._..._.._.._._.....-----._.._...._..__.._..._.....-----.._..._..._._.........
APPENDIX A
TEAMSTERS 2016
EFFECTIVE JANUARY 1,2016
2.00%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year. 2088 Stea A __ Steo B_ Step C_., Ste�D_ ._Steq E__ _Stea F____Stea G
__._._.._.. _. .. .._..- - --.. _.... , i � 1
�Grade 14 �Annual . 59,466 • 61,011 ' 62 744 � 64,540 66 210 � 68,048 i _ 70,032 j
•---�- - ----�-. ___---�- ---...---------•--------;--...._..._-..�_ --- . �------- ...---------r -
;Accountant Monthly_ _ _;_ 4,956 j 5,084 � 5,229 ; 5,378 ! 5,518 . 5,671 : 5,836 �
r_._._._...-�--- -..... .._...._. _. ._......----.. _..._..._..._.._.__ . ._.._..._..--�-----��;- --- -;----- ._........-----...._.---._,._.._.._...._.._......__._...-_....-�-�
•,Building 8�_Development Specialist II ;Semi-Monthly;_ _2,478; _ 2,542 � __2,615 2,689 ' 2,759 � 2,836 ;__ _2,918
�_.._...--•. . .. ....__.... _ _ _ __.. . ._.... . ._._. _--
!Community Resource Specialist_ �Hourly _ ___ 28.48 29.22 30.05 30.91 31.71 32.59 33.54 �
...----..._..--- ---�- --.._..._... - � - -- -... .-----'- � - -
--- - - �.. ----�
- ----- - - -
!Legal Technician Senior _ _ __ _ ;OT Hourly __;____42 72 I _ _43 83 �_ __45.08 ! __46 37__ __47:57_�____48_89 ;___50_31_
-- ------ �
!Planner I �Base+1% � 28 76 ' 29.51 { _ 30 35 � 31.22 z 32.03 I 32 92 � 33.88 i
..._... �_.__._. _...._.._. . ...._ . ._. .._... ..__-. __....._ _..--- ��--:--- -��-- ----�--, ----- �.___.__ ,... .._.._..--I
;WINTP Operator I �Base+2% � 29.05 ' 29 80 � 30.65 ; 31.53 : 32.34 , 33.24 � 34.21 �
-.. ._._...... .. ..... -- - - -_..._.._..._..... -�--- - -----�-.-_-_.-..--��---�------;..__._.......__..�...._�-----..._..,�----------;----- ._..1
.._.._........... ......_._. _ ._ .._.......--. _ _.-.----... I Base+3% : 29.33 : 30 10 30.95_: 31:84.� 32 66 I --_33.57.;.__._ .34_55�
�.__. --y..__._._._._..-�-------:__..__.._..._.. ..--------- ----._... '
. .. .. ---- - -
' Base+4% � 29 62 � 30.39 I 31.25 ; 32 15 ; 32.98 33.89 ; 34.88 �
------ .._.._..__._..__......_.. _....._. ..---......._._.... ..- ;--�---....._....---........_._._.__...__. .._...---- --- -- --- -----....__---...._--�-------,..... ---- ------- -
I _.r-.. ..,. �
' .. . ..---------..._---------�-�---�----;._......._._----.....__...`-- --.....---------'�------._.._.......,_ .----...-_.-._-.__.....-�--i.------�-- `---�---�-----�r---._._----;
rGrade 15 �Annual � 62,744 i 64,540 ; 66,210 � 68 048 � 70 032 r 71 932 � 74 040 �
!-._.....---��----...._.---.....---................._...... . ,_...._..._...�._---.............----'�--'---- -.A..-"'-!._..--"�-'.._...._.__.-...'.'----"-=-'--;.'-'--'.__'-----I
' �'.-----�.._...._'---......_ .
�Assistant Network Administrator __�Monthly_ ___{__ 5,229 ; _5,378 ___ 5,518 Y _5,671 ;_ _ 5,836_; ___5,994 � _6,170�
�Customer Service/PC Technician ;Semi Monthly;___2 615 ,__ 2,689___ 2 759 , 2,836 , 2,918 j__ 2 997_�_ 3,085 �
_..--- --� --�-- ---- ------- - --- - -- ---------� ----•---�
�Electronics Technician Hourly ____ _ 30 05 30.91 31.71 32.59 33.54 34 45 35.46 �
FEn ineerin Technician IV �OT Hourl___;__._.45.08 ; 46.37 i 47.57 ; 48.89 � 50.31 ; 51.68 '__ 53.19 ;
`.-9-----�--9-- � - -.......__...... __._... . ...- -..;_ . _.._.._.._._Y _..__._...--•--- -----..._......._._._._..._...-----...-� -a----._._._...---..._._.. _.-__.....
Environmental Technician �Base+1% ! 30.35 i 31.22 ! 32 03 ; 32 92;___33.88_;__ 34_7� 35.81 �
- -----......_.....---- -........_._...._......- ----�--- --..._...__._.._..._..._..__._._,
-----•-------._..._._.._..---..___._...- --------...._.:.
; o , � �....-------
,Journey_Level.Electrician _ _ _iBase_+2/o_ _; 30.65 ; 31 53 4__.32.34_ _33_24 ; , 34.21_,_ _ 35:14 � __36_17_I
. . -----�---
r...._._._. _ �
Lead Automotive E ui ment Tech _ ?Base+3% __; _ _30:95 31.84,_ __32 66 � 33 57 ; ___ 34_55 . 35 48 ' 36 52 ;
�...._._- ---- -- ...._q P
- -- � ----�-- � -�-- -•. _._..�
i Lead Facilities Service Specialist_ _ ;Base+4% � 31 25 32 15 � 32 98 33.89 34.88 � 35.83 � 36.88�
------�-----..__. �.--�-- .._..- -�---... . ..-• - ----�--�-- --
, _ --�-----..7.._.__.-----; ; , .
;LeadPCTechnician_.._..._.......-- --..........--- �_._._.._... ; � ' � i � ; .
. _.__._..___.. .._.....----�_._.._........_._._.;_..._.. -----...a.._.......-----.......----_.._.....-...---..-.--.'r..-------;
�Lead Street Service Specialist_ ' '. ; � , � � �
,...__.._..--------._...._...,.. __._.._.;..._._.. --..... .... .....__......._..w-----._.._.r_.._._....._..:._......._...._._._....�-- --..._...- -. ------..._._.r..--�--------
;Lead Utilities Service Specialist _ _ I " j_ � � ,
, I ' � �
�.._.__._._._._. .... .-------... . --._..._._.....------- -----...._ _._._.._.;_..__..._.__..--�----------�-�.._.-...---�-----
!Lead Water Operator ! ' ; , ` � �
_.....-----�---�----- -........ .... ._...�._..._...._..._...._..._..: . -- ----._.�_-.._...._....�..__....._.....-�--- --..._...._....,....--�---•-...,._......_.__........--
. � , � , ��-------�
;Parks Facilities Specialist - - - ; _ ...,...._.._.......�.-.-.-.--.. ` i_.....---.....__..� � ._.__.. �--..._-__..__�
� . ....._...__....... _......... .. . , _. . ..._ � ,-.._.._. _.......---..�._._....... -- - ---�
�Parks Lead Service S ecialist '. .- ---�- --.._..._'._.........---. _._._.__._._......--�----- ---�---�-----�--. �
_ . _..._
p. --- -�
_,..---�--.....__..._._.._,.- - - --.... ..---•- --... - --- , �
'Utilities Accounts Su ervisor i ' ' � �
+ . ..i.----__.......h _..(..
�.._.._.....,..._.__.._.._._..--p --- ........_.._ ..__._....._. .... ._.....---- __........ _:....--- -- _._._..-
----�- , ..___......._ _..--- _!---�-- .. � �
�WWTP CMMS Technician ; � ! ` : ' j _ .�
_.._.__....._.._...__..._ ..._. ._,...__.. ._..--,---------.._ . --------�----- -�-----...__J.__....___.. ...._,
,-----_v _._. ._.. _.__._ -- --- - , .
�WWTP Instrumentation 8�Control Spec. �---- --�-----; --- -----'---- -�---� -------�--�-�----._... ....�._..---.._..__.�_._..._...-�-=-------�
---___�__.._..._...---._...__..... ..._..__..._.......- --�--- �
'WWTP O erator II ' ' •
�...__...__._P.._..----.__.... _ _. _ .. - .---- _ --�-..__.. __ . _.._._' .------1---� --- --�---._...._._..._.._.. _...._..._ _.._._.._...._ -_ __---------
._ :. : .
:_. ...� :
. I �
�_._._ ............ ....__.,.. .. _._.__:...�__._..u.-----._..__.._;--_._ . _._{_____._._. _�__...._._.._._:----�
Grade 16 Annual � 66,210 � 68,048 ; 70,032 � 71,932 74,040 I 76,170 1 78,279
�_......._...------ -- -----.._ . -�----�--
--..._.--- -- -�---------�-�-�--�-----._�._._._..-------- ------._.�.._._..---._._._.._._.
IBuilding 8�Development Specialist.11l :Monthly _ __� 5,518 5,671 j 5,836 ; 5,994 ; 6,170 : 6,348 � 6,523
_ . � ._ ..'_-"_ ____ '"'"-'_" _-_'y_'_..._'_'"_`____.._�...__ .._
(-. . ---- , . .
;CrvilEngineerl_ _._...... ..._._.._ ...._. ...------......ISemi-Monthly;-...--2,759_I...,..2,836 �.. __2,918_� __2,997 '_--.--•3,085_i___ 3,174 1..---.3,262_
7.__..__..__.
�Code Enforcement Officer iHourly_ _ __ 31.71 32.59 33 54 34.45 35.46 36.48 37.49
. .. .. -�-----------------.--- - ---- -.-....
_._..----------......_._..- -----....__. .. ._.......... ...�----..
iplanner II �OT Hourly ( __47_57�__48_89 ;_ _ 50 31 i__ 51.68�__ 53 19 : 54.72 � __56.24 �
..----.._..._. _. __ _ ._.. . • .. --- --- �- --
Utilities Compliance Specialist �Base+1% ; 32 03 ; 32.92 33 88 � 34.79 � 35.81 � ,36.84 __ 37.86�
�---- ----�- - _..._ _. ..---- - -- _..-- :
_.._ ----�----
.._..__.._
-�- �--�---
;Base+2% .. ; 32.34 ; 33.24 i 34 21 J 35.14 j------36.17 j--- 37.21�,.. 38_24 �
�... - ------- .
, _ .__..._.....--._.---..._. .._._._.. ............._._........_._...___..._............__ �----- -- :- -�--------i
�Base+3% ; 32 66� 33.57 34.55 35 48 36.52 I 37 57 I 38.61 ,
_..------- --- -- -..__..._. ._....... .... ----....._._......_.-....._....-�--._.., .. .- ---._._:..._._...•------.--�---._...__....._._....._..__.__......-----------�-..._..._.�---:--�-----
� . _ ;.Base_+4%. � . 32_98 ;_..__.33.89-;-- _34.88 ;_ 35.83 i 36.88 ; 37.94-i--- 38.99 j
..__..._ .... _.._.._... ..... ._.._...... ........_._.... ,_._..--- -----...---._ .....------ --
,. ..r
, � '
• i
i
APPENDIX A
TEAMSTERS 2016
EFFECTIVE JANUARY 1,2016
2.00%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 72 Mos. 12 Mos.
_ _ Hours Worked Per Year_ 2088 _ _ Stea A _ Steo B _ _ Stea C __Stea D____Stea E ___Steu F___Stea G,
;Grade 17 iAnnual _ i_ _70,032� 71,932 � _ 74 040 � 76,170 , 78,279 j 80,472 I 82,706 �
_ _�.---�-- ---- ----- --- -- -- ------�-�
F--.._---- - --- -.. _. .... �
iAccountantlFinancialAnalyst__ _ :Monthly __ __! _.5,836.�_ __ 5,994� _6,1.70 ; 6,348 : 6,523 6,706 ; 6,892 �
,.__..._.._---. _ .._. ._...-� - -- - - _,.--- --. _--------
jAuto Equipment Technician Supvr.__ _iSemi-Monthly; _ 2 918_ _ _2 997 ___ 3 085 r _.�3,174_; . 3,262 ; 3,353 ! 3,446
. _ . .. .__. .,.,._.. _.__...__._..._.._.-
;ElectronicsSupervisor _ _ __ _;Hourly__ __ 33.54 34.45 35.46 3648 37.49 _ 38.54_ 39.61 ;
�......_.:__ . _ - - - - - -�----- --�
- - -�-
Facilities Inventory Supervisor ;OT Hourl 50.31 � 51 68 � 53.19 r 54.72 . 56.24 ; 57.81 ' 59.42
�---.....----.........._.._._.. _ _.. _....__. ._.._.._Y !...--- ---�------- ---�--- ---�- , ----...._...--- --��-- ------ '------�--
�NPDES Stormwater Permit Coord. ;Base+1% � 33.88 i 34.79 " 35 81 j ___36:84 �___37_86_� __ 38:93 �___ 40_01_
�-----•--- ----- .... _._----. ...- -- ---------�-.._--�- - --------- ----
-•-_--.___ ._...
------,
+GIS Support Analyst__ �Base+2% ; 34.21 � 35.14 ' 36.17 ; 37.21 � 38 24 ; 39.31 � 40 40 �
�------- _....... .---�-�-- ---__....-------------____..._..-..__ _,_.---.._._..._.-.:---....--- ---�-,- ---------�-�-.._..__._.-.__(
•NetworkAdministrator iBase+3% � 34.55 35.48 E 36.52 I. 37.57 � 38.61 ` 39.70 " 40.80 �
�_�._..._.._ ..__._.___.__._................_ . .__.__. ..._-._.... ....._.__..---�---..._ _,.- ---------,------.._.-- -----_...._�..__._.._.__..._�.._..-- _._._.,
i Parks Maintenance Supervisor_ ;Base+4% � 34.88 ' 35.83 � 36.88 � 37.94 38 99 � 40.08 ; 41.19
,_.._.._....---__.._...----._._..... _ _......._...�.._ _...._.._.... --_:........... ..._-._.- -------�- ...._._.._._..._._ _._._...._.__...{..__._�......_.,.._....._......__....--;-----.._- ---�
jSewerlStorm Collection Supervisor._ _".. ..--�-------...�.--- --...-- -�---............ ...-�---...._........--'�--.._. '• .. � .. � I
- , , , --�--�- ----...__.... . .- ---..._......_.....__._....._.
Sign Shop Serv.Spec.Supervisor �. �: i � ; . i
---- - - - ----- ----. ,_..__...__.._._..__;..---------.._._.._....._._....._.._._............._.._.�.._;...._.__.._........-,----------..._..
--......-�------
:Streets Service Spec.Supervisor __._.�... ..... ._...---.......i._......._._.._._!...._.__..__.....;..._...._........._.i___._...... .. 1_..--��---- -�------.......__1._......----._.....__�
_ ..
j Utilities Service Spec.Supervisor ; : i � ' , �
r-------��-------...__..
_......__... .. ........._... ........._....-------.....----._..._:. .._....---..........-----.._.._................._._....._.._.�...---.._ .__.......�_...----�--
►Water Distribution Supervisor-- _...._.......----....._....._ ._.. _'._...._._....., . !.-.-.--.-_--... � � `
r--- - -..; . . . - � y�----...-----.------- - `----_ _ __._ _._.__ .�_... __. __�
, ; � ; ,
Water Resources Operations Supvr.__� __ __ � � � ;
_._._._._, �........__._.... ;. � . . I
r-------- --- ----- , �- ._..._.__, i i : �
iWWTPMaintenanceSupervisor___ _ _
-----._.._..._._..--__...._ .. ._.._......_ . ..__...__.._...........- ---........-------:---.........- ---.....----._-.._....__..._..----�-._.....-�----....:--------.._._:.--------�-
_WWTPOperations_Supervisor........._.. ......�...._._..._......_......._i..._..._......-_� ;_.._._._. ....._._.. .__.... .j - ---._._._..._�.--..__......_......i--_.._.._�
. . ...._.
i .�.._,._...__._.._... i _._. i '
'......_...._.... -�-- --�:---------._.._:-.__...--- '--.._.._..__........_._._....._....._..._----.. ... '
...--r---._.._.-..---'------..._.._--�
;Grade 18 Annual ____j _ 74:040 ; 76,170 78,279 � _80,472 I_ 82,706 j _85,023 �_87,320 1
� ----- ------ - .
---��--- -- ---- -
Civil Engineer II ___,Monthly____ �_ 6,170�_ _ 6,348 ! 6,523 ' 6 706 6,892 7 085 ' 7 277�
...._......---- -- -- .... .. _._..._
-�--- ---- •- -- .__ _
�-� -----� -- --
Engineering Technician_Senior_ _ _ j.Semi:Monthly� _ 3,085 ; _ _3,174 ' _ .3,262 � ___.3,353J _3,446 ; _ 3,543 ;____3,639 ;
� - - -
_. ... ,
�Forestry Service Spec_Supervisor _ _ 'Hourly __ __ _ 35_46 ____36.48 _37.49 38.54 ___ 39.61_ _ _ 40_72 _ 41 82 ;
:------� - - -�-- - --
�-----.- -• .- ---.-- - ......-- -.._... _ .._.�OT Hourly-- � _53 19�-- _54.72_� _.56.24------57 81.� _.59.42 j----61.08�__ 62 73.j
- _...__
._.._
...... _.. ..__.........�Base.+�%.._.._.:_._...._.35.81 �_...----36_84 _...__._37.86_;......._38.93_'._......_.40_01...�. _.._ 41_13--` 42_24!
,.._........_.__....--..._.........._.........---._.... ..
� ..._...._. .;Base+2%----'---_36_17.; 37_21- ;-- ..38.24_� ._. 39.31-.�-----40 40_�_ __41:53.; _ _42 66 ;
r--- - - - ----- �-- - -
.. _ ____ Base+3% _�. . 36 52 j _ 37.57 r _ 38 61 � 39 70!_ _ 40 80 � __41 94 _.__43.07 ;
,_. . ._..- - - ��-- - -�- - .___... ....___
Base+4% 36 88 , 37 94 ' 38 99 40 08 ; 41.19 42_35 ' 43.49�
--�- - �-�� - ----- - - --�- - - --.._ __... _ .�- --------�----� . ._ ------ � -�--- - - -�- --�-----�
. .w- , r
-- , � � i --�-
;
------ --
� ---------....;-._... --- �------�-�----._�_._.._....---._.�_..__...- -=---..._..---...._�...------- ._....;..-----�--._....:.-------'
-- .__-- -.._..__.._...--------.
+Grade 19_.---- ._... --_ _ . ---- ---. . _�Annual _ ---'.__ 78,279 � 80,472�_._82,706. ..._85,023.�_87,320 ;__.89,575 �--91,809 �I
��Civil Engineer III �Monthl ;_ 6,523 6 706 ` 6 892 i 7,085_�___7,277 ; ,7,465: _7,651 1
---� --.. _.._.. . . . .. ...... --- -- - ---Y.._ ...._ ..- --�----'-�� �----�--' ------
` _._.__:Semi-Monthly;--- 3,262 ! _ 3,353_......._....3,446--_ --. 3,543 ;--- 3,639__;.. _3,733_i ._.3,826
:.............._...----...._.-- �--__................._..
' ..._ ..._.._:Hourly.. - - _ __37_49._----_38_54 ,-- 39 61_. . 40.72-- _ 41.82 _ _ 42.90 43.97
,_---- --�- --.....---.._..............- •....... .. ..-- ---•------�-
!.-.--_.._.._._.............. .._..._... . .-.-.--- ...--..---.;OT Hourly ._;..__ 56_24�- - 57_81_! _ _59.42 ; ._61.08 ! 62.73 ; 64.35 : 65 96 ,
--�- ----._.._._.�_._..._-----�--
------
_. --_�Base+1%__ A__ _37 86 !. 38.93 � _ 40 01_�___41.13..:............42.24 i- - 43.33 �._ 44.41
---� -- -�--. .....- - - � --- - - - - . ,
;_ ,Base+2% 38 24� 39 31 40 40 � 41.53 , 42 66 � 43 76 . 44.8�
: - .._ . ..- -�-- ---- - - ---�-- ��-- -..._-- --- i - --�----�------ - -.._...--- ,-�----��---r- --�-�-- - - .�.... ---�-
_.---
___�Base+3% I 38,61 , 39.70 �__ 40.80 I 41.94 � 43.07 : 44.19 ; 45 29 I
_.
_..__ __..;._....._____. ._.,_.._.._.....----...___..---......._..---•--._�_...
r-.._..._.. --.... __.._._.._.._.._._._.._._. ...�..--
--._.._...----__,
i ;Base+4% , 38.99 40 08 ; 41.19 42.35 ; 43 49 � 44.62 ; 45.73
APPENDIX A
TEAMSTERS 2017
EFFECTIVE JANUARY 1,2017
2.25%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2080 _Step A___Step B___ Steq C _Step D__ _Stea E Stea F _ Stea G_
- ------------- -.�._�_.. _..._ . _�
;Grade 4 Annual i 35,651 ' 36,587 � 37,482 ' 38,480 � 39 520 i 40 560 � 41,621 ;
,-�._- --- ------ --r��---�- - �- - � -- -�-- �---�---- �--- --�- ---•- ... .--- - -....._ ..---,-- --...--�-�-------�-
�Parks Laborer __ _ !Monthly_ _; 2,971 3,049 � 3,124 ; 3,207 �. 3,293 : 3,380 � 3,468 �
-- _. � . . ,-----._.. _ . ,_.. ._ .._._..-�-----------'�--------
�Utilities Laborer _ _ �Semi Monthly, 1,486��_ 1,525 1,562 I ___1,604 � _ 1,647� _1:690 ' 1,734�
��-----�-- -- - ..._ .------• -
� _ i Hourly _ _ � 17.14 , _ 17 59 � 18.02 i 18 50 � 19 00 ' 19.50 20.01 �
r----�--- __ �..._.a.._..�
. _... . . _._. . ...... �_._...-�---_•----- �_.--�-----=---r---•
........_.__...._._OT Hourly. ._'__ 25_71_..I_26_39_:- ,._27.03_; 27.75 ; 28.50 !_ 29.25 i __ 30.02 ,
�--_..._._._.__....._ ....._..._._... . _.__ . . _...-----
, �---.. ...._._....._.,
-----�----- ..._; ._--- - -
�+Longevity ..----.--_._.. _ _...,Base+1% _._. ._ 17.31_1_17„77 .. _ 18.20 i 18.69 ; 19.19 ' 19.70 � 20.21 !
..__._._.. . � ..._......_..-- --._._..._....___.._......__. .... ..---- -- -
�.--.--._..�._. _. ............ _..._. __.._...._ ....... ... ....... .. _ ;_Base+2%_._.�.,__17.48 : 17.94 i 18.38 . .18.87 ; 19.38 ; 19.89 � 20.41�f
, ->----...-.---�-:--...............__.......:---.._._..---.._._..._..-----. _.�_.._._...--.._.._._...__...-- --
� !Base+3% 17.65 ; 18.12 ' 18.56 � 19.06 19.57 1 20.09 I, 20.61 j
.._._._._._.__.. . . .._..__...----�--........__._..,...---------.._:.... ..._---._...._._._.. ..._.._.....- --� ---------...._..._..----�---.....----------
. .._....._._..... .............. . . . _ _
r-_...._._.._..._.. - -
` _._..._..._ :Base+4%__ T __17.83 '.._ ._18_29_; 18.74 t 19.24 ; 19.76 '. 20.28 ; 20.81 ,
�_.._.._.__............ . ..............._.._.. ._. . . ..... _......�....._...-:--...----..._.....-1---........ .---.._._..---._......�_�.___.._._-...
, a , .
, , i , : ' ;
E-,-._... _--- -- - -----..._ .._..--- --- --- �---..._ .........----.._....._. _.__._._._._...... .. _�-_.................------- -._..�-- -- --�-�------�---.:.._._..----=
jGr..ade 5 __ �Annual 37,482 ; 38,480 � 39,520 ; 40,560 41,621 ; 42,682 i 43,867 i
------------.�. -=-----........._..._.._. _._._ ..__.------...._.__._...._..._._._.._._...._. .
r . � �.....------._..._:....----....�_.._.......----.._..,......._......_..�.
iOffice Assistant I Monthly_ __; 3,124 ; 3,207 ; 3,293 3,380 � 3,468 ` 3,557 � 3 656
�---�..... ._...__.._.._ ..- ---............... _.. .._....... ._._;_..._._..._.. :-._.....---...-..--.......-------�._......._...._...----................_._..._.._�_._.._.._._.._...-- ....__.._._._.._._._.. � _-�
` _ _`.Semi-Monthly! _ 1,562 ; 1,604 i 1,647 ; 1,690 ; 1,734 1,779 � 1,828 �
--�------
_......._............... .... :. _.. -�-- ......__...__,_.. .__.._.___.. . _.._._ .... _.._...__.._.
� �
.........
__
�._...._.._. . ......-----....... . . .. .._..__........ .........!_Hourly .._._..._....� 18.02 18:50 19.00 19:50 T 20:01 � 20:52 :21.09�
l �
..._.. ...._.._._.�....._....---..___a....._.__�..._.._�__.___._....._�...._. ....a..__
___..�_ 9
' . iOT Hourly . _�_...__.27.03._:___��:.75.i......_._28.50 ' 29.25_i__ __30_02 .. .__30.78 �-- --31+64 ;
.- --...---__..... _. __....--- ..._ ..--... ......... .......
;+Lon evit �Base+1% ' 18.20 ' 18 69 � 19.19 r 19.70 : 20.21 ; 20.73 21.30�
_..._..�._9......__y._._...._ ........_... ..._.._...__.. _...... ..... ._........... ... --�---.-. _.._._..- -----�---.-.-_._._..._..-----...----!- -._. ------ .. .----....__.... _..---- -.._..-----._.__-__
� .....i.Base+2% _..._! .._.__18.38 '._....---18_87 �-..._...19.38_;...._...._19_89.�.......--��-�41-�-- 20:93 L - 21.51 ,
_ ......... .. .... ..
r----.- . . --.._.. `Base+3% 18.56 ' 19.06 � 19.57 ' 20.09 � 20.61 � 21.14 � 21.72
:._.._..__......_.__.._._._..._..- ------ -.. ..._.__.._. _..............:. ........---._.. ._. _...-;---- --.._._....;_.._._......._....._..�........__.�......_...._.... --- - �-------._....�:_.._.._....----._..__._.....----
' ...._....-- -._.. ---6ase+4%__..�__.......18.74 `:.--- 1_9:24. ---_19:76_!........ 20.28._i.._....._20.81...�--..._21_34 � 21.93 i
;_._....._......._.....__._...._........._.._.. .. , . _ j � '.._._..----- �
' -- -------�--._. _i_.... ...... ... _.__....�- -......._........-._-�------ -- � � ` I
r'__._"."' _'_ _�_' '_' •
_..- ---._. ..._......._._.............._...,.----_..._...._.....__ -----_ _.------�-�,
'�Grade 6 �Annual ' 39,520 ; 40,560 � 41,621 ; 42,682 43,867 ; 45,053 46,280 I
. �. �._..._----- ---._�---...---�----�._ ...---
..____--_-------+..._...._...---...._..... �---------:._..-._ ..........-- ---__ .
�Office Assistant II_ _ _ _:Monthly __;_ 3,293 ; 3,380 3,468 ° 3,557 �_ __3,656_y _3,754 . 3,857
. _.._._ .__.______.
� 'Semi Monthl 1 647 '� 1,690-r ----1,734 ; 1,779 ` 1,828 � 1,877 I 1,929 �
�� y..-- -�' �-----
---. ... ----._._..... . ._ . ...----.._ ... _ ... ..- - ;..._.__. .___-_ _ ._.._..- - ` i
� --....._...._... � __ . ..._....�Hourly _J.__.._1..._._19.00:f __19�50_�__ 20_01,.�.__20_52 ---21.09, -. .��21-:66�� 22.25�
�-----�--......._._......_...._._._ , �..._.�..,._._ ..�._._._
. ;OT Hourly. --�--._ 28_50-;-----29.25 i _. 30;02 � 30:78.� 31_64�___32_49 I 33.38
F.... ---........ ..-- --..._...--. .. .. ..... ..... .. ... . -.--�-�
+Longevity ...._.. .._..... ......_...... ._._ _ ._ ...'Base+1%- �_ ..._.19.19_` 19,70 i--- 20.21 �.__.20:73_i _ _ 21.30 ; 21.88 ! __. 22.47 ;
I . _ Base+2% :- ---19 38 ! 19.89 20 41 20.93 : 21 51 �� ---22.09 � 22.70�
�- •--�-- ..._.._.. ... ........ ..... . --- . ..--- ...__....- � ;----- -- -- ----- -•-- -�----��---�- --• ; �
� ;Base+3% 19.57 i 20.09 � 20.61 � 21.14 : 21.72 ; 22.31 � 22.92J
. .. .. . ... .... ... ..... . .._ .. ....... .;.._._,.._ . ._.._._..'_...."_ __._.._.._'_'i-'_'._._.._.__;......_._._._..._.....r'._._._._-.,....._'.._' '.'__'_....�..._'___"__-:........_._.__
�.---.--....._...... ._ ._.._.... - . ,-_ _._ :Base_+4%--,,--- ._19.76_�_ __20_28 ;___ 20:81_;_ _ 21:34_; 21.93 ; 22�53 ; 23.14 �
-- -- - -..._ . .._.._... _. , . � ......_._._... .,---� -� -- -----�
� � ! ° �
�____- ---.__.-------- ---._. . --� - -- - -t. �._.__.._.---'_.._ ._ ._..__ ..--- ....._.._....: � �_.__.__
.. .._._.._...;. ._..__.-�---. �---- - -- -,-.._. ...__..
�Grade 7 'Annual 41,621_Y__ 42,682 '_ _43,867 � 45,053 � 46,280 i 47,466 � 48,734 i
t.._�...__ �-�--- -- ;-�---._._... ...._...._.._. .1.._._._ . ._.._.._.. ..--- ---i-�--------�-----
'Customer Service Representative _ __ Monthly___ _�___ 3,468 ;__ 3,557_`___3,656 !___ 3,754_; _ 3,857 ; 3,956 ; 4,061�
- - � � - --�- --�� -----�-- --
--- -- -- -----
�Evidence Property Control_Specialist ;Semi-Monthly4 1 734 ' 1,779 � 1 828 ; 1,877 : 1,929 1,978 , 2,031 �
- - ------ .._._-_, � _
,. ._._. .--,- �- ---- -._._.�_.____�.__-_�_
!Office Assistant lll _ ._. iHourly`._ �_ 20.01 � 20.52 i 21:09-�--_--21.:66�_ _22_25.�-T.`22;82_�__ 23.43
. _
---- --. _.._.. _._..._._._ . .- -- -
Police Records Specialist I OT Hourly _� __30.02_;__ __30.78 j 31_.64 � _ 32.49 ! _ 33.38 ___ 3423_rt_ _35.15 �
_ ---.... ._....---......... _ . ...._ . .... ....__.
__ . ,
' 'Base+1% � ZO 21 20 73 21 30 " 21 88 22 47 ' 23.05 � 23.66
�.......... -.... .......... .. . ......................_ ..._...__... ......._..__...__...... __--�-- __. ...----'�--- �-�-- ----� -...- ---- l--- --- =-- -------- --... .-�--. ..._.._.-_,
: . ;Base+2°/a __.�-- 20.41 '__ 20_93 ;__ _21:51 __._. ..._22:09 I._ _ 22.70 :_ _23.28¢_. 23.90 ;
f". .._ ...,_ _ ......_ . ... .... .... ..... _._....... 1..._.-_.. �_. ... r
� 'Base+3% ; 20.61 � 21.14 ' 21 72 , 22.31 22 92 ! 23.50 � 24.13�
._...._..........__..__.. .. _ _.. .... ....... ..._.._..._..._......._._.._..._.._..--...._.._.._..----..._...�--._.._..__._._............._.._---� � --- -._...---- :--.... -- - ----- ---- --------�
; ;Base+4% ; 20.81 i 21.34 ; 21.93 `: 22.53 ; 23.14 ; 23.73_� ___ 24.37 ;
..._..... . ... . ._.. . .. --- -... .. ._...._.,. ......._..._.._.................._._._.�.....------ _-- -.--- --- --..._......_.._.._._....-- ---- --- --- --�---._....;..._... ._._ ... .
._. ... �
� �� _ ..._ ....
, , ; ; � � I
:............ .....-- -------------- --- - -;..._._. ..__...----..�.._._. ._.._...._..._:.--.._.... .......�----._....-.--.-•�.._..._....__._. _.._�.... ._....---.....:_.... _..__.....
�,Grade 8 Annual ; 43,867 ; 45,053 ; 46,280 � 47,466 48,734 ; 50,086 i 51,418 �
� . ...__....-----��---._.........._._._...,........----_._...._. .__....._._...._._,_...__.._...�--- .......--�-�--.....-----------�
�'Accountin Assistantll __ _ TMonthly __,�_ '. _3,656 : _ _3,754 i___ 3,857 3,956 � 4,061 ' 4,174 ; 4,285 i
------- -9 ._ . _----.._. . ... .. . . __ ._ �_ .--�--_ -� �-- --� ----- --__._
� ��--- ---- , � �
�AutomotiveTechAssistant �Semi;Monthly; 1,828_� _ 1,877 . 1,929 � 1,978 � _ _2,031 � 2,087 �_ 2,143�
•--------- - - --� ---� -
�Human Resource Assistant Hourly _ ,_ 21 09 r 21 66 � 22 25� 22 82 23 43 L 24 08 _ 24.72�
-- - - --- - - -�-- -. ..- -- -_._ _ _ _ _.. ..._
-._. _
;Lead Evidence Property Contr_Spec _ 'OT Hourly _ ' 31_64; _ 32_49 33 38 � 34.23 � 35 15 i 36 12 37.08 I
��-----�---- - --- �-- --
-- - . ..----�- ---- - ----- �. . _._ . - - ---��--�- -� -----�
�Legal Technician �Base+1% 21 30 ;_ __21:88 ;_ 22.47 ; 23.05 23.66 � 24.32 � 24.97 i
, ;---- __. _..._......_..___ . . --..._._......_ .._... .._._... �._. -.. -
----.. __ ._...._ . �.--- . _ ._.... ._,__ .._....- ---..�.. .. .-----
�Office Assistant Senior ;Base+2% ' 21.51 ; 22.09 ; 22.70 ' 23.28 j 23.90 � 24.56 ; 25.21 �
I _._�.............---�- .......... ....---._ .....- -.._._...._.__ _ ....._._......- - �----._._....- ---- -�--- -
- .._.
;Recreation Program Coordinatorl .._ .TBase+3%-.-- ;. .. _ 21_72� __ 22.31!._._22_92..'.. 23.50 _24.13 ;-___ 24�:80 ;__-_25:46_'
; _ Base+4% 21 93 ; 22.53 ' 23 14 : 23.73 ' 24 37 25.04 � 25.71 �
� _..... . - -.............. _.._.. ------- --.._..- ------.... ... - -- �------ . _.....-- -��- --...--- - - _....-..- - --�--i
, ;
APPENDIX A
TEAMSTERS 2017
EFFECTIVE JANUARY 1,2017
2.25%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2080 Step A___Step B Step C ___Stea D __ Steq E_____Step F____Step G
;--- --r------------- ------ .T. ....... .....---_..__ .._.
�Grade 9 `Annual ! 46,280 ':. 47,466 � 48,734 50,086 . 51,418 : 52,790 ; 54,288 I
•-------�------ -------- -.. _.._,_._............__...._,..--�-.._......:....._......----.__t. .._._.__....._....-- ..............._....._�._.........._..._...._......_._...._._._.�i
, �.._._.._....__
;Accountin Assistant III ,Monthly __ ' 3,857_!__ 3,956 : 4,061 ! 4,174 ; 4,285 ;: 4,399 , 4,524 I
9.._..- - -. .... . ._._. _. . _... ' ...-- ---�--.:...__.....---...---_.,.._._.._---._........_.....--___...._._.'..---.._.-.
i-..__..__..._._._ � _ . __._....-- ; , --i
�Police Records Specialist II _ ,Semi-Monthly;_ 1,929 ; 1,978 ; 2,031 ' 2,087 � 2,143 � 2,200 ; 2,262 �
y- - -- -- � .. �._,... .__ . - t-----.. .----� --------�-- - ----�
Water Resources Assistant Hourl . 22�25 , _ 22.82 � 23v43 �_ 24.08 i_ 24.72 � 25w38 26.10 ;
-----�-�- ----- -._.._..._._ .._.. ._ .,._.._�.y..._.._ ...__ --
- - -.. .._ . . .
� ......._._.... . _:.OTHourly--.._�__...33.38 �_....._.34_23 1..._..__35_15._;._.......36_12..�__.. 37_08.=---�-_38._07..t_._.__._39_15�
.__ ._ .. . _ _ ..._ _ ._.
j Base+1% , 22 47 23.05 ;_ _ 23 66: 24.32 i 24 97 � 25.63 � 26.36
-- - -_ . .... ....._.. ,. --- ----. .... _. _._ -_-----�----�- - -----�--� -- - --- __�._._--� ------_J
�..._.__ Base+2% � 22.70 � 23.28 ; 23.90 . 24.56 ' 25.21 � 25.89 : 26.62�
' . _..._._..... ... ... ----'-------... __....-----._........--------._.._.__---..._.._.._.._..---; -----....------._.._....._.._.._......_.......__._....._ __..
r�---......_._ ._...._._....._. .. .
I.._ _._.. _.__.......... _Base+3% ' 22.92 ; . 23.50 24.13 � 24.80 i 25.46 26.14 ---26.88 �
..._.._..._.......-- ... . . ....----- ..._..... ._._.............._._._.._.... ._...__,-_ __._....._........__..._..._.,._---..�..._... .- --�----..._...._._.........--�------��
: ;Base+4% ' 23.14 � 23.73 ; 24_37 25_04 � _25,71 J..._.__..26.40_� _..27.14 �
�._...- --�-- .. .. .. .. --..... ........ . .. .. .... . ......- - -- - -.._._._._.... - --.._._...._._...-----._._ .. ---
.... ;. ._.. .... ;.. . i
t-_"--'-""--- -..�._--------- �--�----I--'....... ..-----':.._... ...... ._ ._-�_._._._._.._.._:_..._._._._.. ....;._......_._....._....--;-'---... .......�....._.';..__.._.._.._'-.'__-�'---'---�-�--I
L�Grade 10 _________ _IAnnual_ __ _; 48,734 � _50,086 ;, . 51,418 !____52,790�__ 54,288_: __55,827 � _ 57,325 I
.__. .._ r
Accounting Assistant Senior Monthly _ ; _ 4 061_�__ 4 174 4 285 4,399 � 4 524 � 4,652 4,777 j
�--�---�-�--
- --- ____.. . ..... ... ,..._.. _.. . � .._. .. - --�--•---- ...- �----�. _..�,- ---� - -
^Forest Service_Specialist__ . .__......_.......;Semi-Monthly ---2,031_.:_._._ 2,087_�. _2�143 �.. __ 2,200_� .._2y262 ( 2,326 ' ___2,389 ';
�._
�Office Assistant Senior Specialist �Hourly_ _ F_ _ 23.43 l _.24 08 �. .24 72 � 25.38_ 26 10 � 26::84 � •:,27.56-1
_ _._. . .
�...__. _��'� � ....�...._
�Parks Service Specialist _ _ _ ;OT Hourl�y___�__ 35:15 ; 36_12_i � 37.08_� __38 07 _ 39 15 :__ 40_26_i ___41.34
� -- ----- -
;Payroll Specialist_ Base+1/0 23 66 � __ 24_32 ' 24 97 , _ 25.63 � __26 36_j___27.11 ___ 27.g4 �
_ _ .. .. - - - � -�--._.�.,_ y
'Project Assistant Base+2% � 23.90 � 24.56 i 25 21 25.89 � 26 62 �,_27.38 28.11 i
_...- - -- -�-- -;-- --- -�--- --------�-• ----.._.__� ..__.._..�._ _..._. _.
_._._�_ -�----�----1
'Web Support Specialist �Base+3% ! 24.13 ; 24.80 ; 25.46 ' 26.14 ; 26.88 ; 27.65 � 28.39 j
_ -. ..............._.
;VWUTP Industrial Mechanic Trainee ------._.._..._;. --.--_..---r.--------_.._.,._.. .__..._.._;..._...._...-.- --.---.---.._-.---...---._._.._._.�..___
Base+4% � 24.37 ; 25.04 ; 25.71 ' 26.40 ; 27.14J 27.91 � 28.66 �
.
�
i
--- --..._..._.........-- - ._...---�------._...._..._.......__.... ..... ..... ........._....._._.._..._....----•-----.-.._.._.--,-�-----------...:--._...._-----�-�--------- .--�-----._...'---�-
-
r I . I ' �
- - - -- - - ---- - ---..��. .._... ..- ------.;_ ___.._....._�-------- �-----...._.__...a... _...______;_.-- --._.__.�...___.-------._.._..-----
,__.. . . .._ . _
'Grade 11 'Annual ;. 51,418 : 52,790 54,288 ! 55,827 ; 57,325 i 58,968 ; 60,570�
w._..�.._._._�..�._�_�.-.-'-'--..__..� ..r----.....-- -._..._..._.._.........'----.�---._......'-'-�...---'.-._ _..._........_._..._..-.--'._..�.._._........__.._._._..�_..----.-.'-'�__
jBuilding8�_DevelopmentSpecialistl :Monthly ___ j__ _4,285_;___ 4,399_; _ 4,524 :_ _4,652 �_ _4,777 ; __ 4,914 " 5,048�
;Engineering Technician II ;Semi Monthly� 2 143 2,200 2 262 , 2,326 2,389 ; 2,457 � 2,524 �
•-- -..._. ._.._. _. _. . ......_ �-.__. _.__.-- ... .__._. , ..__. ._ ^.
�Permit Technician_. ___ ._ �Hourl _._ . .' 24.72 i 25.38 i 26.10 I._, .26.84_j._._27.56 � `'�28:35� ,;;,,. 29.�1�2
,_. .. ..._. ._.... _...;. ._.._..Y _. .......__..�.....,... ._-_____�........._.._......_.. ...�.�....��..____._�
IPoliceRecordsSpecialistSupvr_ iOTHourly _ 1 __ 37:08_�__ 38.07_; __ 39_15�___40_26I__41.34�__42_53 ; 43.68�
i-- ----- --- ----� s
Recreation Program Coordinator II Base+1% 24 97 � 25.63 26 36 27 11 , 27 84 � 28.63 ,_ 29.41
"-- ---�----- - .. __�. . _.__... _ _ _...__ _
_..__ .. . . _.._. ._.... +----
-
�Si n Sho Service S ecialist ;Base+2% � 25 21 � 25.89 I 26 62 : 27 38 � 28 11� 28.92 � 29.70
�.-g------p---- - --.p_ _. .. ......---.............._.._ ._. __...._._ _.;........--------.._....__....---.._.._,-.......- ----,..___...---...--.. --- ...-;-�----�-�-�-�-- ---
;Street Service Specialist . .. _ . _ . _.!Base+3%_ ___._25.46;.___26_14_; _ _26_88-;-- .27.65_: 28.39 �._..__29_20.�____29.99�
�-------._ ...---- , , �.. . .-----
�Utilities Service Specialist Base+4% , 25 71 26.40 : 27 14 : 27.91 � 28.66 � _ .29.48 , _ _30.28 i
.. . ...._.. I..--��- --- .._ � . .. . ---' - -- --- .---- --,�--�---- -�--._. _.__- �
�Water O erator � � '
------.._p_..._.__...._..._....._._ . . . ..--.. _... ._.__..._....�:. ...._..... .__.__......._.._._..._�.-:�- ---. _....._._.....- - - ---...'_._...._.._........._:.-----._..._..- �-�-._.._..._..__.�._...._----- �
;
�VWUTPOperator_Trainee ' i - --- - ....----_. � ..... ..- --- -- ----...__.._.._;_..-------�
.. ... _.._._ _ . .... ....-- -.._..... _... ...._....._..._...---._:..__._....- - -....--...._ .... ..
i, � , +
_.__._.._..---- � -� ----- - ------�--� - -._ti...._.._.,_.. _....-� _._._..--�-;------�-�----I- --...._.__.�.. .._.._----�--�-�---�-�--.._.__ �_....----...__._1_..__.._ J
iGrade 72 Annual ` 54,288 I 55,827 ; 57,325 : 58,968 i__ _60,570_;_62,150_r__63,918 i
�--...__.._._._--� ---._...� _.._..._._..... ._...-- - --..._...._..,_.._�...-----� ------.._.; ...._._.__._._.._.._.
;Court Security Home_Detention Spec. ,Monthly _ _:___ 4,524 ;__ _4,652 ,_ 4,777_, ___4,914_� 5,048 __5,179 !_ 5,327 ;
.----- . ..__ _ � . _._ -
;Crime Scene Lead Evidence Techw Semi Monthly ___ 2 262 ; 2,326 � 2 389 � 2,457 r 2 524 i 2,590 ; 2,664�
-�---�---. __ .,-... .... . ._.+ - --�--- � �. _.--?..__ ._.,_, i
IDeputy City Clerk __ �Hourl__ ___ 26.10 i 26.84 27.56 + 28.35 29:12 . . :•29:88� 30.73',
-
.---- - -- .... . _._.. ..... -�---:-y ,-----.-___.i.__.__..____.,._._..._..._��.�.�..___�...�_____._
-�-----
Forestry Service Specialist Senior __ ;OT Hourly _ � _ 39_15 :___40.26 ': _41.34 � _ 42_53 ;_ _43_68_; _44.82 � ___46_10 ;
;Parks Service Specialist Senior �Base+1% 26 36 I 27.11 27 84 ; 28.63 29 41 30 18 ; 31.04 �
--... ..._ _. .... ..- ---...._ _ ._.. ._ .._..---;------...._,_.-�- •----------- --._ ._._...}..-----.._._....--- -----,
Probation Officer 'Base+2°/a i 26.62 : 27.38 i 28.11 ° 28 92 � 29.70 ! 30.48 � 31.34 ';
'�-----�------- ----............._...--- - ......_....- ---.._,--....._..-----....... ,..._._..._..__.....;._..--------..._...._;...._........__......_..�__.....----._:._....�...---._._ .....__._...._......-_.._._.._..._._._.,
�Recreation Program Coordinator III :Base+3% ; 26.88 � 27.65 ; 28.39 � 29.20 ; 29.99 i 30.78 j 31.65 !
-----.._._...- -�- --�-� ------..... .._... ..._._.......,--�---�--........_.._..._._..__.._...__...._.�.--�----- --...._.__..__.. ,..._..---._......._�_.__.....----._�,._.._.._.._---..__.....---._,.._.�
i Warrant Officer i Base+4% i 27.14 ` 27.91 ! 28.66 ; 29.48 30.28 ! 31.08 � 31.96 �
�.._._...._......----.. ...... ... ...._ _. ..-�- - -- ----__....__ .....__......,.......----.._...-�------ :.....-----.._. ......_.,.....__._... .._�.....-�-----...._.._._._.._..----�-- ---------
:VWUTP Industrial Mechanic � ' ' ' _ ....._._._ '
__._......... _._..._....._._..........._. ..._... __..._.. .- -- -_.._.._..- --�--._.. ..............._... _._........- -...._ _...._._........v , ...__.._...._..._. ..---- -...._,---..... .._... _. _
.
.I.. �_ �
I- - �-----... ---. ..---- -�- --- ----�--... .._._..._..... - -._._..__....._._. ._..._... ........ .. .__.. . _...._._......._...----. _........._ _ .. ._...__..._ _._. _..._.. .
.. _ ......
` ` I ; ..
i.. _.'._._ . . .._ . ..... . _ __...� . �
,_ _ __.._,
�Grade 13 ;Annual ': 57,325 j_ 58,968 60,570 j 62,150 j_ _63,918__�.__ _65,749 *__67,434 j
�._.__._.�.._.����-- - -----�- --r - -'-" - '-'-"- -'-'
;Automotive Equipment Technician Monthly _ __A 4,777 �__4,914 , 5 048 ; 5 179_�_ _5 327 ; 5,479 5 620 �
__.__..__ .__._. . -- --- -- - --... _-_ ,. _-- -----.
�Engineering Techni_cian III_ _ ;Semi Monthly; ___2,389 `• 2,457� _ 2,524_y 2,590 I 2664 ' 2,740 +_ _ 2,810 I
--------- � -- -
, � r Y-- -�-'---
;PC Technician :Hourly____ . _.27_56 � 28 35 . 29 12 � 29.88 30 73 31.61 � 32.42
I
r--... _-.... ._.. _ .. _.... ... _._ . , . � • -1----_ . . .--� ---.__.- --: - - - -...�....._ _.._..�__._�.J
ySign Shop Service Specialist Senior �OT Hourly ; _ 41_34�__42_53 ' _ _43,68 : __ 44.82 ; 46.10_;_ 47.42 ! 48.63 ;
-- ---�-- --------�
�Streets Service Specialist Senior �Base+1% � 27 84 ' 28.63 29 41 � 30.18 ; 31 04 ; 31.93 ,_ 32.74 ,
�___...-- ---. _... ._.. _.. _ ....._ _..---- -. �......- -�-�-�---'-------. _.._.... ---- ' ,.- -. ._.._.. ---- ---
�Utilities Service Specialist Senior !Base+2% `: 28.11 � 28.92 , 29.70 ' 30.48 Y 31.34 ' 32.24 33.07�
�_'__.__..""". ._........ .__.._..' _..._.�._._ ...._..___'-_.__....,._. .""'_..__..._'.'__'_..'__. .. . ....._. ...._"' ...'__..'._._..:.._._..__._...""'r_.' _"'-'-
;Water Operator Senior :Base+3/0 28.39 ; 29.20 rF...29.99 's - ' 30.78 ' 31.65 � 32.56 ' 33.39 ,
� � o
APPENDIX A
TEAMSTERS 2017
EFFECTIVE JANUARY 1,2017
2.25%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2080 � Stea A Step B Steq C Steq D Step E Stea F Stea G
,____..._......_�.... ,.___........_.....___.._....... ._.... . .._.....w_.,._.....�....._...._........... .. ------- --.. ........_.._....
� ; � ,--�-�- - ----- ..v.-�- ----.... -;------- - -- ----
'WWTP Lab Technician i Base+4°/a ; 28.66 � 29.48 ; 30.28 : 31.08 � 31.96 ; 32.87 33.72 i
--..._ .........._._...---__ ......_._.. . ........ ... ........... ... ..._....- - --..._ _..... ...—_ .._.._............_.__ ....._.._...-----. - _ _.-------- ..._.. - --�-�-..._... .. .... ..----�---
� .. .. ............._...--------�--.........._. _..___... _.......................... --- .... .._................._ ... .... ... .._._�.__._...---....------
_.- -.. ..... _._....._.. --........ ........ ......_....._ .. _. .._.._
_ '.._ ,.. ... . ..,
i '
APPENDIX A
TEAMSTERS 2017
EFFECTIVE JANUARY 1,2017
2.25%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2080 Stea A Sten B Step C Step D Steu E Step F Step G
�..,_..._._�__...._..........----......--- - - �_.... ._. _r_. ._._�
��---- T----.._ . r....---- - ......_..--- .Y.-......._._-....
�Grade 14 iAnnual ; 60,570 ; 62,150 ; 63,918 � 65,749 � 67,434 i 69,306 � 71,323 �
,_.__�..._ _._ .�- -----....:....--�---....._..�......-------......__._..____---�----._..._.__,
I'Accountant �Monthl 1 5,048 ; 5,179 ! 5,327 � 5,479 5,620 ` 5,776 ':. 5,944 ;
....-;-------........ ..._........................ .. .. ..............----. _Y ...._......;..._- --�-�--;_-.___.._._.,....------ .._.._....;--.._......_..----..�....-- ------...r_..___..._.....----.....--�-�--�-----1
�Building.&Development Specialist II ,Semi-Monthly; __2,524 � 2,590 2,664 ' 2,740 i 2,810 i 2,888 2,972 ;
.._..---- -.. _..:. . ---...._._._..--.•.� �...................�.........._..._......_._..i.........._......r .�_.....---•.--._. _._ ._----i
i T...r____._ _
,Community Resource Specialist IHourly___ i._....29�12�....____�9-$$_L..__30:73; 31;61 f __32;42� 33_32 34.29�
_ . __.�. _.._..._.___._
�Le al Technician Sernor IOT Hourly � _43.68 ` 44.82 � 46 10 47.42 48 63 49.98 � 51.44 I
�--9---� -- -�--...._ ..._.. _.. . ......... .._. _ ._.. _..-- -.�._�....- -��.� -�--�-�--«._ _ ...__. .. __..__.__._ r-.. .-�------� --- -------�
iPlannerl . ---. ... _ _ ;Base.+.1%° ._Y___29.41---!----30_18_;. .._31_04_i. 31:.93_�__ 32,74 :._ _ 33.65 ;__ 34.63�
,-.__._._....-- -... ._ . ..
WWTP Operator I_ � _ _ _ _ __ ,Base+2% ' 29.70 f 30.48 ' 31.34 ; 32.24 r 33.07 � 33.99 � 34.98 I
� .._..---�---•�-----... --+----�-- --�- �-- -------�- ----�-- - '---�---- --�------.._.,
�._._...- -------� -; i
j �Base+3% 29.99 � 30.78 � 31.65 : 32.56 � 33.39 � 34.32 � 35.32 i
.............---..._........ .... ......._..- -._._._._ _ ....._........,..._._....._...__...._ ----- ----_ ___.-�---._....----�--...-- -......__._.__
, 1.._.._---...--.._;.._......------�--i- --...--�--._..�.
; 'Base+4% ; 30.28 � 31.08 31.96 ; 32.87 33.72 : 34.65 i 35.6�
r.._-.. _..__.._...._.....-----...._.._... _._.... . . .. . .----.. .,.._.._...---- -._... -�-- -- --r-------._._._;. ....._..--�--.----- -._......-'�---- ---.�--..._._......---�- ...__.._..---
L...._..._.."."._'__'.'___-_'__ '__ --_-_'_._... ... � I I.. ..._ • . � _...._......__� -__,..'.'.'.'.I_.'_.-_.._._.....'.._'�
_ . .. ..........�_.,.._._...".'_..__....'."_'.._._'-._._.__ .."'... ...._._..._......_........_....._r_.._.
!Grade 15 _ ;Annual 63,918 ; 65,749 ; 67,434 ; 69,306 ' 71,323 `_ 73,278 A_ 75,421 J
----- --._....._.__.-- �---.._._._._ _..._..._.._._.___._._._............._.�.----...._.�.......---. ..............__.._.�_..._..._.._.__
;Assistant Network Administrator_ _ ;Monthly__ _ _i .5,327 ! _ 5,479 � _5,620_;_ 5,776?___ 5,944_; _ .6,107 ;___6,285 I
�Customer Service/PC Technician __ �Semi Monthly _2 664 � 2,740 ' 2 810 , 2,888 2 972 ! 3,054 � 3,143
� �- 1_..------ ._ _�__..- --- s -�--_.._ ..-- - -- - - -----
ElectronicsTechnician Hourly _ _ 3073 � 31.61 � 32.42 �__, 33�32� _ 34.29_��35.23�___�,36�26�
------- - -------- . . . - -- �
. . . .�_-_.._.__.___ .�._.___...�. �
;Engineering Technician IV __ _ OT Hourly � 46.10_; __ 47_42 _ 48:63_;_ _49.98_i___ 51 44_ _ 52.85 _ 54_39�
�Environmental Techrncian �Base+1% 31 04 31 93 � 32 74 � 33 65 34 63� 35.58 36 62 I
.�_- - - --- __ . .. -:. --
Journey Level Electrician Base+2%___ _ 31 34_! __ 32.241__ 33_07 ___33.99 �__ 34 98____35.93 ;__ _36 99 ;
�Lead Automotrve Eqwpment Tech. ;Base+3% ' 31 65 ; 32 56 ' 33 39 , 34.32 , 35 32 36 29 � 37.35 �
r- -�--._._...:___ _... .__ _ .... -� - : �--- ----- �; - --�-- �_ ...__._.._. .. _._... .. ._�._..-----.�_------- ----•�-- ----I
'Lead Facilities Service S ecialist Base+4% .31.96? 32.87 � 33.72 � 34.65 � 35.66 ! 36.64 : 37.71 ;
�--�------------�------......._._p...... ._.._�_..------ ----- -..... ._-----�----....._.---.....- - -......------- -----._-----....-------�-----��
..................._.._......._,.....--
�Lead PC Technician � � � ` .' � -; �
I._...--�---._.................__.._..._. ..... _...__.. ..._...__.._ ......_ ..__..;._..._.._..........-�-'------.._......._I..-----...._ ' ._._.......... _.._._._._._....._..._._......---._t..--------;
......._ -. -
;Lead Street Service Specialist_ � ` ' i ; ;
�-------..._._....__.......__.._.__.. . . _ . ......_ .....- � - - --.._.... :- ----___.,...._.._......_._.... .........._.._.;_ ....._...._.._�....... _..._...._.._�.._._..- ---�---�..-------:
Lead Utilities Service Specialist.._... .._......;._._.._ ....._ _..._.._.�_._...._....._..... -�---....-- --- -'............._..--- -�-'---� - �-- - -._.....__ � . .. . . -�-�--- ---.._.^�
. .....-.__. ....:._.._.. ..""'_' y
---`-----`-�-�-----. _...- - �, � . � ,
�"Lead Water O erator ' � ' ' ' ' {
I_...-- --...---....- p - --.....,.._. _ ..... . . ---- ...... �....... _..__..._. . ---..i ._..-------__:�-- ....._...1...-�---�-- -...._i._.._._..__...._._;.---.._..._._......._...�._-.._......._.._.._;--------
Parks Facilities Specialist __ ___ _; " ` ; ' � j _
._-----._..__..._._..._...--�-- - ,... ..... ---------:.......__..._._�A._.__...._.......� . ......_._.._._�..;......_...... ..... ..._ .�---....----�---.._.._._._1
......� .........._. ; .
jParks Lead Service Specialist _ ;__ _ ____i , � ` ._,__._______ I
. . ..._.. _ _ ... r��--��--- i- . ......�.-:-- --�- �---t-- ... . .. -------- -----;
IUtilities Accounts Supervisor ; ! ' � �
'--'--'-'---`----.'-...._�.... ._...._ _ __.._._.........-'-..-'_'_'...... ....... _-.....---."a--------.._ . '-"--'.-'- '; '-' '-- " "'- -'-'- "-"-""---""t--._.-"-
�WWTP CMMS Technician i ' � � �
�---- ._.._..__.__._.._..__._.....__._.__......_......._.._...._..._.._... .. .... ......---:--...........__...--;----.._..._ .._.�......... --.... __..;..._...._...._..__.....�....._..----.....�..------�----.-�...._._._.__--i
�WWTP Instrumentation&Control Spec_ _ _ i : ; ; '. � i
._.._.__....._....._..-- ----._......................_. ....---___
F------.._. _ .._._. .- ---- ----. ......_.,-...----..... .._.:._...---- . ._:-._._�..............:----__-----._.. �
IVWVTP O erator II ' ' ' � _�-�
p --.. ............. .... .. .... -. _..._..;........._....._.__._._._ ' � _ .� .. ----._ ' ..----.....-- -----_......-- --_-----�
-..__..__.._.... ,. _..._._._...---;---_._....-�--•--.._. ..__. _. ... ._._. ._:..... �
'..._..._ , i �_ � i
_._�_. ._........._...._....'_. ...... _....---��- -----�-._.._ . .. .....__.....--- .._..... -----.......___- �------�.
r...-----....- ------- - ----- --_._ , ; -t--------�--1
�Grade.1.6,� !Annual � 67,434 - 69,306 ; 71,323 � 73,278 ; 75,421 ; 77,584 ; 79,726 j
,._.._....___ �._......-�-- -•--�- �-------�---�-----�---.----...__.._..._..--- ---�--.._._.�.__�._.. .....�_..------....----�--�----.�
,Building&DevelopmentSpecialist.11l_�Monthly __ ;_ __5,620___5,776;____5,944_._ _6,107 i__ 6,285 ;___ 6,465 ;____6,644 �
r.-...---' --. ._,..----- ,
�Civil_Engineer I _ __ ___ ;Semi_Monthly; _ 2,810 ; 2,888 , 2,972 ; 3,054 ' 3,143 ; 3,233 ! 3,322�
- --�----- �---r--- -_____.-_ .
� �--�--- ----; _ ____..._ t �..----- , ,3•7;30:�,:":38.....:_....__33•i
iCode Enforcement.Officer _ _ _Hourly � 32.42�_ .33.32 s�___ 34_29� _.35�23 36.26
...�.�........_:..._
t Planner II _ ;OT Hourly__ � _ 48 63 49.98_Y_ 51 44 , 52 85 � 54.39 55.95 , 57.50 '
'- ---- . .......--- .�.. . .. . ._. � _.__._. .- ------------;--�--------- -----i
(Utilities Compliance_Speci_alist_ _ _ IBase+1% _ , 32 74 j__ 33:65 34 63 ; 35.58 � 36.62 t 37.67 a___.38.71 I
. .. - ---- -- - - ---- �-� �--- -
----- - -�-�--- �
;Base+2% 33 07 , 33 99 � 34.98 ' 35.93 . 36.99 � 38.05 . 39.10 ;
i---.... . __.._.._ ...... _..__._..... ...._._ _ .. _....__ ... .-- - --_..._ .�. __.. . _..----- - --t -- -------Y- -� ----, ----•--- -� ---• •----�--- ---
� �Base+3% 33.39 � 34.32 , 35.32 � __36_29___ 37_35 ! __.38.42�_39:48 i
�.._...... ..._..._... --... ... .................. .__.... ._...._.._........__..__.....__._...-,-- --- --�----�-I-�---._.........._._.;.._.__....-----� ,
3.----._..._.__ 'Base+4% ; 33.72 i 34.65 j 35.66 ; 36.64 ;._ _37.71_!____ 38:79 ; _ 39.86�
_.....__...... ...... ..__.. ._..._...__._...... .. ..... -- --� - -- --- - ------...._._ ... ..._-- -..._-._...___ .. ..- -- - - --
, - - -- -
' ' 1
y
�__ ... ........ ....... ... _........_.. .. ..._._.. .. _..--- .. ...... .._---..._..___........._...._......._._..-•--�---._......------ ...-�---....__...._._..._._,.....__........- --- ----�---_......_�....---._......._........_....._....-----
� �
APPENDIX A
TEAMSTERS 2017
EFFECTIVE JANUARY 1,2017
2.25%General Wage Adjustment
72 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2080 Step A Stea B Stea C Stea D Step E Step F Step G
-----------....._.. .......... ...._. ,..._..- - _--- -. ..... ..._._... - --..,_...._. .
;Grade 17 � �Annual � 71,323 ; 73,278 � 75,421 � 77,584 : 79,726 ; 81,973 ;� 84,240
�....��_� . i��� �_.T..___..__..._... ..._'_' �.__.�_..__..�_:.,.�_.-_..� ._"__'.._.�.._..__-.__.____�
..._.."'._-_�___._.f--..�.��.._...._..__..._.__..�.__..._..,_...._
�Accountant/Financial_Analyst ;Monthly__ `_ 5,944.I 6,107 � 6,285 i 6,465 i 6,644 ' 6,831 � 7,020 �
, i-------.._ �.�__ ..,-.__. �._ �... - - � - --�--�----1
�Auto Equipment Technician Supvr_ _ Semi MonthlyA _2 972 � 3,054 ; 3,143 ' 3,233 t ___3 322 ,_ _ 3,416 i 3,510 �
----�---._� ___ .._. . . .�_;.._-- -
Electrorncs Supervisor 'Hourly__ _} , 34.29��_35.23_j_ _36.26 ; _37.30 i _38,33 ; 39.41 � 40.50
, ------�- - . ..-- -- _ _ . ...._.�.._.r.____�.__.
�Facilities Inventory.Supervisor __:OT Hourly__ _� __51_44_;___52_85____ 54:39 :_ 55.95_;.___._ 57 50_; _ 59_12 � _60_75
�--- � -
'NPDES Stormwater Permit Coord. ;Base+1°/a I 34 63 � 35 58 � 36 62 , 37.67 � 38 71 � 39.80 40 91 !
------�-� -�----�---- - -- ...._
.._.... _.._. ..._..-- �-- -�- -�--------- -�---- ...._. .. -�---
_....... -,- --- -- -�-..._ ... .-� -----+
�GISSupportAnalyst__ _ +Base+2% � 34.98 ; 35.93 ! 36.99 ; 38.05 ; 39.10 `: 40.20 ; 41.31 i
_..... �- --:....--- � -- ------._-..._.. _._...-----------...... .
._....._...__....._. ... . -- ------.._..........._ .. ....._-._.........._....._.._._
._.,-
�Network Administrator__ _ Base+3% ;� 35.32 i 36.29 : 37.35 ; 38.42 ; 39.48 ; 40.59 � 41.72 j
_ ......... _ . ...: --- -----............ _._...............�_�.__..._ : ---__.___._.._.__...._..__... .
:Parks Maintenance Supervisor _ i Base+4%___; _ 35_66 �__36.64_: ___37.71_' __38_79_� _ �39_86 � _. 40.99 �___42:12 i
_ . _ _
�Sewer/Storm Collection Supervisor_ .._. ..._.. .... .. .....---- -.--._ .�_..-----.. .. ....... __ .__!...._ .. .... _ _..._._ _�..... _.._.. . ,_....---.--.,--1
+ ; : �
�Sign Shop Serv..Spec:Supervisor-.. ..... .... . ........._..__...�. ..... _. ._.. ._.._i...._._.._- --...-----...-- -- --'-�--._... ..__. _ ...._._..-- ._.. _...__....._._....._.. ---�
�...--- , ,
'Streets Service Spec.Supervisor � ' � ; � �
s----�----_..._...._.._.....__.. . .... ... .._...,...._....--- ---�_..._........_._..._,_..__.....__._._.._.....----------....---- - ..�_..._.._.._._._. ;. ..--- ----- ` -........------
i Utilities Service.Spec_Supervisor � + '• � � '
;
, ; ! � , _!
......:_...... .----.._..�.._....---�- - ........^_._..........--�-�----------....._.__..._...-----.._.._
r-.___._._...__. ..-- - r ---- - --- , ,---------._..._:__._....__.
;Water Distribution Su ervisor ; ?
-._..._.....- -- ---_._.. . _.......... ._......--._.. _._._.
... .....:-- ._ ........_.......�____..._..._....,.._ ____._.............. .........
---;.......--.. _.._..-•---..- .-.-.- -._-..------.._...__.-I
� ,
,Water Resources Operations Supvr._ , � ' , ;
r------- ---.... ---._....... .._._....._.._....._�..........._...__.__...1--- ------- -�---�---..... ....-. ---.._.... ' .._..._�._ _ ....--
�WWTP Maintenance Supervisor . _ ! ' ; ; �. ..._._.__.__..__'_......... ±. 1
- � - � ---....._. .._. ...__._._.......__.... ....._..---�---- .._.... - ._......._.;..._ _. _--. ...._ _.. ..._...._;..._.........._. . _ _...._. ...
-----�---- - �-----�----
.. .. .. .
WWTP Operations Supervisor _ � � � , i
�__...._.._.-. . . ...._.. . - - � ------
--. ... _......_..' .
_._....
--�---...�.
; : -----� -._..... ._.._.........---- ..............._._i..._.__._._........ . -�--. ...._._ �.
i_.._...._....--------- ----.._..-------- ------ -- ._.._..-!----------�.____--- --............... ... --.. ..� .. . ...--- --- ----- ..... . _ .._
_�_ ..:- -- - .._ . .
�.. .... �
iGrade 18 ,Annual ! 75,421 77,584 � 79,726 � 81,973 84,240 ; 86,611 ' 88,941 �
�_...._.__...:.- -----�--._.._._.._-.._.:--�--.._...�__.............._...____._,---.._...-----.-...__...---__N.�
----���. . ._.......----._._._._..._._._.._.,_
'Civil Engineer II_ __ _ Monthly _ __._ 6,285 a 6,465 : 6,644 I 6,831 �: 7,020 ; 7,218 7 7,412 ;
_.___._..
_. _.__._.._.._.._..._.._�__ .__.._._..-a----..._......-----.... _�......__.._.._._...m._._._.._....._.......�...----._._...----.__.
i {
�Engineering_Technician Senior_ Semi-Monthly� _ _3,143_;__ _3l233 ; _ _3,322�_ _3,416_; 3,510 ; 3,609 ; 3,706 j
._..__ . .. �. . _. _ � i .__�_. .r"' '_.._.__.....�_... ��.
�Forestry Service Spec Supervisor __ 'Hourly_ , _ 36.26_i 37�30 j._ 38.33t _39;41� 40.50 � 4'1r64�_� 42.76 �
N------._ _..
� .. ... .. . .. _.._......._.. OT Hourly .-.---54 39_r��.55.95 57_50 � 59.12_.'--_60 75.,--- 62_46_ ___ 64.14 ;
�_ . _. _ ...... ..
' ;Base+1% � 36.62 � 37.67 � 38.71 � 39.80 ; 40.91 ' 42.06 � 43.19 ;
.............._.............. .... . .........._._..�_....__.._.�...- --------------.._...._._.._._...._._..._...._._..._...-----_._.._.�..._..._._..._..- ..-�---
. ...
. __. ._
; �Base+2% I 36.99 ; 38.05 � 39.10 ; 40.20 ' 41.31 ; 42.47 ; 43.62 I
�...............- ------..._.�_......_...---.._..�.----�----.__.._...---.._._.._.._......
:- -- -.._.... . _.._....... .. _. ........_. �..._.._.....----:-�-�----._.._.,__----------:-
° __.........._. _.... ..!.Base+3%..._._.:.._ . 37.35 E-- 38.42_;_.._ 39.48.'_..._..40.59_;._._..._41_72-i- ---42.89_�...__. 44.04 j
...____..._....---...-- -. .. ...
i �Base+4% ! 37.71 ! 38.79 ! 39.86 : 40.99 ; 42.12 43.31 � 44.47�
_..........--............. _._: .-•�---__._..._... _
��--._......._.... _ ..._........_... ..__.__.. ....._._.... .........- -... _ ... _....._.__.. _ ._..._._.__..__.........-..-----
, _.... _.._... .. ,
._.
'--.. . _---- ----------- --------' , ; ._..... ...__�.____.........._._l_.___ .. _.. �.; ----...... . --:._.__._..------=---
r-.._.._............_.._.....;..-- _._._.......: ---��
'Grade 19 �____--�----- ;Annual _ _.. �- --.79,726__�.._.__81,973_, _ 84,240_..._.__86,611_ i 88,941 ; 99,250 ' 93,517 I
i.__...._.._---�- � � ---...__. ___.___
t. �....... .. .. ._ j.__"
(Crvil Engineer III _ ;Monthly_ _ ;_____6,644 ;_ __6,831 ; 7,020 ;_ 7,218 � 7,412 � 7,604 i 7,793 I
. . 1___ . . .._ " ____."'"_.. ._..__..J."'____-'__'a-_'__-`_
� _ _ _�Semi Monthly 3 322 ._ 3 416 3 510 ' _ 3,609 ' 3,706;,__y3�802 ! 3,897
. _._ _. . ,...� ...__�
_. _...._ _. . _. 'Hourly,---. .. t---38 33 j__ 39.41 _ 40 50�__ 4.1-.64_l_.�42_76�;---�^43�.8�--44.96..
--- - ----�
; _ ;OT Hourly_ __i_ __57.50 i__ _ 59_12_; __ 60.75 � 62.46 ' 64.14 ; 65.81 ; 67.44
;---- - - .. _ ..._._ . . � 7. __�.__.._..--,-------- - ---_._.-r---- ---
� Base+1% 38.71 i 39.80 ' 40 91 ! 42.06 � 43.19 ! 44.31 )_ 45.41
� - - - - � -�--- - - ..... .-- - - ---------._ _._._.--�--- --- ----_ ,----- -��--�-- ---�__.... .---�-----� -�---�
' Base+2% 39.10� 40.20 I 41.31 : 42.47 43.62 � 44.75 � 45.86 �
�...._.. ........_..._.... .__....._._.... .. .. .. ......_....._..._... . -�------...__..._..._... --- ---:-..._._...----�---....- -- ----..,_..._.. ..._.___..�...- ----- � -----.�_�._..---
' .
Base+3% ! 39.48 ; 40.59 � 41.72 ; 42.89 44.04 i 45.19 ; 46.31 !
!_". .._._... _. .._ ._. _..__... . ' _ _...__..._. _..._..._...._......_._.....'...... ._ ..._._._..._...._'.__.T__._..._ .....-_".___......__..._......._.._._"_._ ..._...,...._.__...._._..._._.....__'. ..._..".'_"--__.'i
, _ �Base+4% � 39.86 j 40.99 � 42.12 � 43.31 ; 44.47 ' 45.62 ! 46.76 I
-� -�-..._.._. . . .. ......-�-�----._..........._._... -- - -------�... ....._.._.__-,
.....-- --�--__.._. ___._ .
APPENDIX A
TEAMSTERS 2018
EFFECTIVE JANUARY 1,2018
2.25°/a General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Stea A_ _ Stea B __Steq C___Steq D_ _Step E _, Steq F,_ __Step G
---� - -....... _.._._�,.........
Grade 4 �Annual i 36,603 37,563 38,482 ;. 39,505 i 40,570 { 41,635 ' 42,720 �
�-� - -------"---'�---r...__.._... . ........:....._._..'_-----�4"'--".__..._...'-.--..._....._..----... ............._....---...t..._...-'--......._.:._..... ....._..__..._..._.._....'.---..
_.__ .
.Parks Laborer Monthly_ _ _ __ 3,050 ; 3,130 ; 3,207 ; 3,292 � 3,381 . 3,470 ': 3,560 �.
-- --------- -._.. ..._.... _. ..._ _........_.,---------
- ------...._.....--------....._..---------
.
......---._.., ....
� , , --- .. .._.
�Utilities Laborer �Semi=Monthly�_ 1,525 � 1,565 1,604 ` 1,646 ; 1,691 1,735 � 1,780
�......._._...-----..... ......._._.._....... ..... �---. ._.- _..� ---- - - --- - ----- --------� -- - -- -'---------
__ ._._ ..._..;Hourly------. 17.53 17.99 18.43 18.92 19.43 19.94 20.46
-- - ----
___..-- ---- .. .. . ....._. _ _.__ . , -
---- _, -- -----, -------i - ---._. ...
. ---
iOT Hourly_ � 26.30_; 26.99 ' 27.65 : 28.38 ' 29.15 , 29.91 ; 30.69 �
,...---.............. ....- -- -.._... _...._.. ..- �-----..__....-._.._.._ .._.._ .. -�- �---__-___........... . ..... �
_.. . .
�+Longevity___ _ ,.Base+1% ; 17.71 : 18.17 18.61 : 19.11 � 19.62 ! _ 20_14_; _ 20:66 !
._--... _....._... _. _...... --. . _.._..... ,.. ,._...._
.... ........... .__..... ..._.. ._ _._.._..._.... _.........__....---._...... ._.. ..._---•- - - --- -, -- ------ ;
E._-.-.--..._...... ....._...._.. :Base+2% . 17.88 . 18.35 ! 18.80 ; 19.30 ; 19.82_ _. _20.34_ . __.20_87 �
. . ....._..............__.............--p-....._...._._..__._._._._�,..........------...._......._...........__�.._.... ....._._....._._....._.._----------.. . . _ _ .. .__a
; Base+3% ` 18 06 : 18.53 � 18.98 . 19.49 � 20.01 j 20.54 ; 21.07 ,
. .. . ... - -...... ..... .. --- .... .�.....---...... ---.......�-------'--....__.._..-.__......._.......__....-----._,...----------,--..._...............,.._._... --------- --------
i_._._..._._.. .----- Base+4% . .__18_23.�..._.__18.71-�---...�.9.��_•---._.._.�.9_68.;..._ 20_21. ;.._....20�74.:...__...._.21.28 f
L___...._.. ... .. ..,_........ .. ... .---... . ............_._s...... ----.._.... ..._..
I + .... i , I
' -- - ------- .. .__... - - --.... _ �_..._ ...._............_...:- -....._..._..�----..... --���-----.._............_:_ _ ..... .. ._ ' ---'
� .. ._........_.., --- - --- -
r ---- - -- _._..__. . ,
;Grade 5 Annual � _ 38,482 j__ 39,505., __40,570_j _41,635 � 42,720 � 43,806 � 45,017 i
_. _.�--, ..--�- -...
:--- --- -- ----._... ---- - --
-- - - --- . �.----- - , ,
-� -
IOffice Assistant I �Monthly_ _ i__ 3,207 ;__ 3,292_" _ 3 381_ ; 3,470 � 3,560 i 3,651 ; 3,751 ;
- ---�
. . . ---�-- .._.___ .
--- -�--;..------._....._
I �Semi-Monthlyj 1 604 ; 1,646 ; 1_691 ; 1,735 ; _ 1,780 ; 1,826 ; 1,876 i
, �� --- --- - �-- -- - - - - - - �- -
�Hourly ____ _18.43_ 18.92 19.43 19.94 20.46 20.98 21.56
.. .
_._._.....---�---..._...._. . ._...._.__...... ... .... .._...._..._..._... �- -- - -- ----
-, - - -- -- ��- -- --- , - --- -- --r-- - --i- -T-- - - -----I
�_._.__..___.......____._... .. .. ........--- ..... . ......---.. _.._.;OT.Hourly- ..._....- -27.65 ;,_28.38_;... ....29.15..�__._.._29_91...�... ----30�69 �---.._31A47_.'.._._..32_34 '
�+Longevity_ _ _ _ _ �Base+1% 18.61 i 19.11 19.62 ' 20.14 � 20.66 i 21.19 i 21.7�
_ .. .__._...__,_...._._....... ..._....----. ......._--...._.._._,__.._. ...._......__...._........-- -•----.._.. -..............._._...---�--------�
---. . _ .. ... _...... .......
: 'Base+2% '--. 18.80 s---19_30_� _ _19_82 a___._20_34_+___20.87 :..--- 21.40_; _ 21.99 ;
;----- � --- - - ----
.._. .. ..
� ;Base+3% 18 98 � 19.49 � 20 01 ; 20.54 21 07 { 21.61 1 22.21
�-��----- - ._ _.. _ -- - -- - -- � , • - - - ---�--'-._. ..--- ,---�-- ---- --- -___.. _ _.._ ..__... ..... _._ �._..-._.. .---;------�--;
' ...........__Base_+4%_._._`...... ._19.17_.;._.._.._..19_68-�----- 20_21...!_....._.20.74..!.._._._._21:28'_. .__21_82..;..__...__.22:42�
y'�_._....._........_...__'__.._..... ......... ...._.... ..
: i � ;
� - -- ._. ._ _ __ ;_... ._... ...... .'-._ .._.._ ..__..�---- --- _._. _..__.. _ .-- -�----=-----... . _j__.. ___._.._,.--- _-I
�----- ----- - . .__.__ .
iGrade 6 _ IAnnual ; 40,570 41,635 42,720 , 43,806 , 45,017 � 46,249 ' 47,502 j
;- - ------- - -- --.......- - -- - - - -;--- - - -........ ... ...---�--�---..._..--- ...._............._........ ...-- - --....._ ..._._.._......- -- --------._...
, �,__._._.._
iOffice Assistant II �Monthly _ __ ; _ 3,381 ; 3,470 j _3,560 � 3,651 � 3,751 � 3,854 , 3,959
-------�----....- -��--...... __.. .._. . .._.__.._.._._....._.._.__._....._._... . _. -----,._.__......... ......�-;-- ------------._.. ._
... . ...........� ..__.._. .
; �Semi-Monthly� _1,691 ; 1,735 , _1,780 : 1,826 � _1_,876_:___ 1,927 �__1,980
F-� - - --- .._... _ . ...... ._ ..... .. . . . . .. .--- �.....-- _ ... -- -- �....... , _
' Hourly 19.43 19.94 20.46 20.98 21.56 22.15 22.751
._....__..._...............- -- --.... ..--- -. ... . ----- --�------ ----- - - -- _..._ ,
� . ......._....,_.....,-OT Hourl...... -,--- - - - r �- - - - - ,- - -- � -- -- ---
--. ..:-. .._....----- . y.._._;......_29_15 �----29.91....;_.. _..30:69 :__ _3_1.47 ;.._......_.32:34.�.--... 33.23_�__ _ .34.13�
_. ._. - -
;+Longevity .' __. _ ;Base+1% _.� _ 19 62_'_ __ 20_14 I __20 66 ! 21 19 s----21 78 ;----22.37�--- 22.98 i
r--�--- -- -
. . . 'Base_+2% • 19 82 �----20 34 -- __20.87.;_--.- 21.40�_ 21.99: --..22_59 i___23.21 :
�- --�-�- - . ._...__ . _. _. _..- - -...._._ .. �--- -------- .._.
. .
i Base+3% 20.01 � 20.54 ' 21.07 ' 21.61 •. 22 21 j - 22.81 : 23.43 '.
�---.._..------....__._._. _........�._._._... _.. - ... .._. ...-�-�---........._._...--- -----._..__�_..__._._.._._._.._..----._.........-- ---..:.._._ _._.._......_.,_._.�._........ _..---...---
�-- ----�-- ---- - ._ . _. ._......_'Base+4%....__�._._ .20.21_;..---20.74..;........ 21.28 : ___21_82 ' 22.42 ;_ ...23.04� __23.66�
_...... .
, . _ ..�. _
�-- -- ----._._. .....- -- ------ ..._------ -..._._ �___._.....------ -�---�---..._,. --�- ._..... -- -....--�--- --�--. ..-----�-_- -------- -..----. ... - ---
� � � : ; !
..:_.. .._ _ �.
Grade 7 jAnnual ; 42,720 ' 43,806 45,017 � 46,249 ! 47,502 � 48,713 ;�50,028
--- - ------_- ---- . .. ..--- - --- . _....__.....� ...._...._.__._._. ._..--------.. ..-------- ---......_....._..._...._:.._.......�.-;_.....-------�-�---
Customer Service Representative_ _ �Monthly '__ 3,560_# _ 3,651 � 3,751 + 3,854 � 3,959 ; 4,059 � 4,169
�-�-- ---- - - --- �-�� -- ---�-- --- - -- '
i -- -�- - _- i-- _ �_. _.-._.
;Evidence Properly Control Specialist }Semi-Monthly; _ 1 780_,_ 1,826 � _ 1,876 ; 1,927 ; 1,980 ; 2,030 � 2,085 �
�--�-- - -- - --
----�- - - -.� ..---- - -- -
�Office Assistant III __ _;Hourly_ __ 20.46 _ _20.98 21.56 22.15 22.75 23.33 23.96 ;
,--�---._...._._--- ----- �-------.._..- ;-- --- ---- - --- --- --- - -�---..._-._._.�
,
!Police Records Specialist I "OT Hourl _ ; __30.69 � 31.47 ; 32.34 I 33.23 • 34 13 � 35.00 ' 35.94 I
j---....___..__._.. . ..._..._ . _._.._........:._. .---._._.._..._y ; _.......----- :----...._.........._.. _...- ------- ;_..---......-------1----....--=---._..._._._.__�..._...-- -
; ;Base+1% 20.66 ' 21.19 ' 21.78 '. 22.37 : 22.98 � 23.56 : 24.20 �
:---......._.._.. ..._._.................- - --.... ... ........_..... ._.---...._ . .._.._..__.._.__.. ....----._...__.....---........__.._...._ __.----._.._ ..._ ___.__ <---....---._........_.._-----..-�.._.__�
�Base+2% � 20.87 i 21.40 � 21.99 i 22.59 � 23.21 � 23.80 ` 24.44 �
R----._._............. . .... .................... .. .......... ....- ---..._._...._ _..__.:.__ .-�--._..._.._._.__....._._..---;..._.....-----.........,_...-.__.._....__.:._....___----��---...------- -- -----�
� ._.. _ ..._...._ .�Base+3%. ; - -21.07---- 21.61 ; 22.21 { 22.81 � _23.43_�_ 24.03 ; ___24.68 i
.--- - .... . ... ... ...... ..... .._. ... . _ . .. ... . ------.....-�-------. ._...._..... . . _ ,
: �Base+4% : 21.28 ; 21.82 � 22.42 ; 23.04 i 23.66 ; 24.26 24.92 �
�------...__......_....... ....... .... ..._ ._.... ... ... . . _. . ..........__...... ..._-- -- ----...-- --___........_._.._. .. ..-- -----. _....._........ _..._._....--- �----.. .......__. _..__---,
_�...
�------------...------......-- -�------- - -- -'-..._._ ....... .. ._.`....--- -----._...�_.........-----....+�_._..---..... .. .. _.�.. ;_.._._.._...._._---.�........ -�----�
-�---
, _..... ,_...�_ _.._.. s �
�Grade 8 �Annual : 45,017 ' 46,249 ! 47,502� 48,713 ' S0,028 ; 51,407 � 52,785 ;
. . .
-----.....-- ----- --_ -------- � ' ..._._...-r------.._.....�.. . I
�Accountin Assistant II_ _ .. ......_.._...._.. �Monthl . .�. --3,751- --- 3,854.,._ _3,959�;� ----4,059 i 4,169 ; 4,284 � 4,399 '
�Automotive Tech Assistant . ... ;Semi-Monthly� _ 1,876 r , 1,927_.,---._. 1,9801, _ 2,030�-_ --2,085-i-- _2_142�__2_200 �
._.___....._..--._ ._ ._....._......_.._..._..---..._... _. _. -._, -
;Human Resource Assistant Hourly_ __ _ _21.56_ __ 22.15 ___22.75 __ 23.33 _ _ 23_96 24.62 25.28
-- ---... --- . . --�-� - -- - --� -- ,--- -�
a
�Lead Evidence Pro e Contr.S ec. _:OT Hourly _ � 32 34 ' 33.23 � 34 13 � 35.00 35 94 r 36.93 � 37.92 '.
r-�--- ----� � _�_P rtY - - -p- � ---- - i... _
--._ _- ---..... -.--...._ .�._.. . .... ...
�Legal Technician ;Base+1 /o ; 21.78 ; 22.37 ; 22.98 ":, __23_56_�_ _ _24.20 i_�. 24_87_ . _25.53�
; o ,
... . _ ......._. _ .... _ _ _. ... .. __ -.._ _.._.. . ---..... ._..----�---------- - __.._._.. ._
;Office Assistant Senior _ �Base+2/0 21.99 ' 22.59 __ 23_2.1 ; _23_80 '_____24.44_ 25.11 __25.79 �
--� ' -- � --. -:. ._._ ...__. _._...__.. _..
�Recreation Program Coordinator I ,Base+3% ' 22.21 � 22.81 ' 23 43 ;__ 24.03 _ 24 68 ! 25_36 � 26.04�
. _. .. ...- --.�- -- -�� - �---�� -- - - ��------� ----- - --- -
._. _.... ..-----
': _ . ----;Base+4% _;�_ 22.42-j---- 23:04.�__ 23.66 � 24.26 24.92_'_ _ 25.60_: 26_29 ,
�----.. _......__ ._._. _. ...... .. ..._.... . _ _.
f , ----� ;----. ..__. _._ .. . i
APPENDIX A
TEAMSTERS 2018
EFFECTIVE JANUARY 1,2018
2.25%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 _Steq A Step B�Stea C Stea D Steq E Steq F Step G
�----
'Grade9 ___;Annual 47,502 �48,713 i 50,028 j-51,407�52,785 54,184 55,729
_._.__._._. _ _. .._.....-- ------------ - -...........�-- ----�-�----�......-----�---- -----
Accounting Assistant III Monthly _�_ 3,959 T 4,059 4,169 4,284 �_ 4,399 4,516� 4,644
..--- -
Police Records Specialist II__ �Semi-Monthly� __1,980 , 2,030 �_2,085_ __ 2,142 �___2,200� 2,258_I__ .,_2,322 I
Water Resources Assistant 'Hourly 22.75 23.33 23.96 24.62 25.28 25.95 26.69
�------------- ---._.....- ---- .._._.__.... ------- - - -- .._. .. ------- -- - - - - -
- � ---- --
OT Hourly � 34.13 35.00 � 35.94 � 36.93 37.92 38_93� 40.04
--- -- ------- -- -
` Base+1% 22 98 23.56 ! 24.20 24_87 25.53 26.21 � 26.96
--�--._.__--------._.......---._..._._._..__... _.._..... ... _ _ __._.�__w ._.-----.-1-.-.._.._ -�------._... ----�--�----�._.---
Base+2% 23.21 23.80 i 24.44 ; 25.11 � 25.79 26.47 I 27.22
- ---..
--------� -- •-----
-�--- - -
, �Base+3% � 23.43 24.3 _ 24.68_�___ 25_36___ 26.04 __26.73_�_ 27.49
;-..__..._........--- - ---..._ _..............---......._....---._.........-- --- ----o-- ---,---------
- ------
�Base+4/�___ 23.66 . 24.26 � 24.92 25.60 i 26.29 � 26.99 � 27.76
� _ - - -- ----�----!----.. �_.�_ �-__� .--�--- -�- -
�Grade 10 'Annual ' 50,028 ! 51,407 ; 52,785 i 54,184 ' _ 55,729 � 57,295 840
---r---.-. .�
Accounting Assistant Senior �Monthly_ 4,169 j 4,284i 4,399� 4,515� 4,644 4,775 I 4,903 �
-----�- -
ForestServiceSpecialist _ ___ �Semi-Monthly; 2,085_ 2,142 i 2,200 2,258 � 2,322 2,388 : 2,452�
..._..__i- -- - -
..... .. ...... -.. ._. ... - -.. .. ._...- ..._ _ .. ....-- --- - -- --- --
Office Assistant Senior Specialist ,Hourly ___ __ 23.96 24.62 25.28 25.95 26.69 27.44 28.18J
._..._. .� -- ---- --._ .._..---- --- --- ------ ----- �
Parks Service Specialist -�OT Hourly__ ;_ _35.94 36.93 � 37.92 � 38.93 � 40.04� 41.16 42.27 i
-----------.�_ - ...-----... ...._--�------ ---- - -- - �-
!Payroll Specialist _ j Base+1% ; 24.20 24.87 ; 25.53� 26.21 26.96 � _27.71 � 28.4�
Project Assistant --------- --.---I Base+2% � 2 4_25.11 ; _ 25.791_26.47�_ 27.22 _27.99 28.74
�Web Support S ecialist �Base+3% � 24.68 � 25.36 � 26.04 � 26.73 , 27.49 , 28.26 j 29.03
____p _ - _.-------_.-------;---------.L-- ...__..----- --�-----�-----
WWTP Industrial Mechanic Trainee jBase+4% J_ 24.92 � 25.60 ' 26.29 26.99 ` 27.76 28.54 ` 29.31 ,
; � -�-- --
I. _ ---_. . - - --- __ . - --._ ._.. - +--------------+.. _.__._.__.__._.._..- - -' ---- --�-� ------- --- -... -- ------ -
� i i �-.--.... �-;- - -��-- --
!Grade 11 Annual � 52,785 54,184 , 55,729 57,295 58,840 60,531 � 62,181
- -._.._.._ - -------�--� --- -
Building_&Development Specialist I __ Monthly_ _ __ 4,399 4,515 �_ 4,644 4,775 4,903 5,044 5,182
--- -- -
�-_: __ . - �--._...---- � ---- - ---------.._._.-__...�----- ---�---� --
Engmeermg Technician II____�Semi-Monthly; __ 2,200 �__ 2,258 �_ _ 2,322 i_ _ 2,388_; __ 2,452_j_ _2,522 ; 2,591
. ..- --
Permit Technician j Hourly_ ____ 2528 25.95 26.69 27.44 28.18 28.99 29.78
--_.._..�_......�--------�-�--__..._ ... _. -.....-- - -- - ----- - - -- -- --- --- - - --------
i i - ._ .. ._.. i �
Police Records Specialist Supvr. ';OT Hourly__;_ 37.92 � 38.93 ; 40.04 ; 41.16 ; 42.27� 43.49 I 44.67
Recreation Program Coordinator II Base+1% 25.53 26.21 � 26.96 �27.71 j 28.46 ' 29.28 ; 30.08
-- --� --�
Sign Shop Service Specialist �Base+2% � 25.79 � 26.47 ' 27.22 27.99 ' 28.74 29.57 ; 30.38
.____._._....__..__.._.....--�--...---._._._........----,-------._...- --�----- ..�..._.._._._.- -._.._.�_..___._._!.__..__...------...�..,----------�---�-....
Street Service Specialist ;Base+3% j 26.04� 26.73 ! 27.49 � 28.26 ' 29.03 ` _ 29.86 ' 30.67
---- - -
Utilities Service S ecialist ,Bas�e+4°/a!; 26.29 26.99 27.76�8.4 29.31 30.15 f 30.97
----...-------....- ----p --- --....---_.. -�--�---- -----�---
_.....-- 7----.....___._..-._..---- -------�-...-----�----
'Water Operator ' J � __`, I__ ` �
--�--- �-- --- ---- ---�--..
WWTP O erator Trainee � ..----- -.-----.- � r------.- �--.-------- .�
__.._._..-P .__-------�--_...-------....__---r
•- ....... .----- - - --- - --.. _._.. .---- -=----------�---- - �- ; �---�-! - ------..._
---------------- �� � ' -
"Grade 12 IAnnual 55,729 57,295 � 58,840 60,531 � 62,181 63,788 65,605
--------- -- --- - -- -... .__._.._ . _ -
CCourt Security Home Detention Spec. �Monthly____I 4,644 4,775 i 4,903 5,044 j 5,182 5,316 5,467
f---�--..,._...--- ---------�--------------__� --- j--------- - - - - ---r-.._..____._.- �----- ----
Crime Scene Lead Evidence Tech. _�Semi-Monthly� __ 2,322� 2,388 ;____2,452_��_ _2,522_;, __2,591_ 2,658 2,734
I 1- .--
- --
Deputy City Clerk ____ _ _ _ _ __,Hourly _ _ 26.69 27.44 28.18 28.99 __ 29.78 30.55 31.42 �
`Forestry Service Specialist Senior EOT Hourly � 40.04 41.16 42.27 43.49� 44.67 _ 45.83 � _ 47.13
�__._..-.
Parks Service Specialist Senior___ _tBase+1% _�_ 26_96 27.71 ; 28.46 29.28 30.08 30.86 31.73
------- - � --
Probation Officer '.Base+2% ' 27.22 27.99 ! 28.74 I 29.57 ' 30.38 , 31.16 ! 32.05
-�--------..�------�---- -- ----------- ----�--------....._-------.a__...- --�----....---�-- �-----.._._.�__,
Recreation Program Coordinat-or III �B--ase+3% I, 27.49 28.26 ' 29.03 29.86 ' 30.67 31.47 � 32.36 �
.Warrant Officer - IBase+4% ' 27.76 ! 28.54 ; 29.31 30.15 � 30.97 31.77 �__ 32.68
__...- ----- ----�- ----..__..._.._....--- ---...__...._._......-----._....-----"._.._..--._...._ I........------ I ------� --i------ -- --_--�---- - -- I
WWTP Industrial Mechanic � i j i � �
i -r---- , - --- -- -�-
,
,---t--
� . _ -- - ...._- ------ _. . - �-----�--.._:...-- - � - - --
Grade 13 ;Annual 58,840 60,531~ 62,181�� 63,788 r 65,605 � 67,484 � 69,217�
Automotive EquipmentTechnician �Mon y-_� 4,903 5,044 I 5,182 I 5,316 5,467 5,624 5,768
___ _ ______ _ _ _ . -----
--
-----�--..._. ------ - ; -
EngineeringTechnician III ___ _ __JSemi-Monthl ; _2,452 2,522 � 2,591 j__2,658 , 2,734_; _ _ 2,812_;___ 2,884
_ ... -y ----. ._..- ---
PC Technician ;Hourly_ _ __ _28.18 __28_99 __ 29.78 __ 30_55 __31.42__ 32.32 33.15 ,
------� --
Sign Shop Service_Specialist Senior �OT Hourly ;_ _42 27 43.49 � 44 67 � 45.83 '. 47.13 � 48.48 , 49.73 �
---- - -r-..---- ----�, ---�- ----._.Y-- _..-,
_ .----- �-� ----- ..� -----�--;----
Streets Service Specialist Senior �Base+1% i 28.46 29.28 ; 30.08 30.86 ; 31.73 ' 32.64 i 33.48 �
Utilities Service Specialist Senior____16ase+2% _!__ 28.74 f_29_57 ;_ 30.38 31.16 I 32.05 32.97 33.�
---------�---�------
APPENDIX A
TEAMSTERS 2018
EFFECTIVE JANUARY 1,2018
2.25%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
__ _ _ _ _ Hours Worked Per Year: 2088 __Steu A_ __Step B _ _Step Cy__ _Step D.___Step E_ ___Step F� Stea G
- - - .. .. .---. _
�Water Operator Senior _ _ _ :Base+3% � . 29.03 � 29.86 30.67 � 31 47 ' 32.36 : 33.29 ' 34.14 �
.._--- ----- - � ...__... - ----�- � � -�--�--- �--�---
"1A11NTP Lab Technician Base+4% 29.31 30.15 i 30.97 � 31.77 ; 32.68 : 33.61 '. 34.48 i
__.._............._._.__.......-----...._._. . - - - ..._.. ._.____._.....__.._..... --- -- ----...- ----...._. .. _...---.._....._._.._..._.._.._......- --.._.._.__._...._.._ -----.....---------�----
... ..
; ; i ,
t _ .. ._ .. . '......._...... ... ......�...f._ 1
APPENDIX A
TEAMSTERS 2018
EFFECTIVE JANUARY 1,2018
2.25%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Steq A___Sten B _Stea Cv__ Step D __ Stea E__ _Stea F ___Steq G
, _...... ..- - __......... _..- �
�Grade 14 ;Annual 62,181 ; 63,788 ; 65,605 ! 67,484 � 69,217 � 71,138 j _73,205 i
-- ---------- -----... .--- ----- - ---- -r--._......_._...----- -- ---._...�_......,.....----�..._ .. ... _.._�..._....._..,_ .._...:........._...................:.--..._,.__._,. --��
'Accountant ;Monthly_ ± _ 5,182 ; 5,316 5,467 5,624 ; 5,768 � 5,928 � 6,100 �
�._._._...__._...__.._.__. ....._.._..._.._......._.............. . .._...- - - - -- --- - ------- - -- -- ------ ....---� ---- �----- ---- .-._._.. _.._....,._...--- - -
- - --------,... _.:. ,... �..
; - - - � -- - - ,
�Building,S_Development Specialist II Semi-Monthly; 2,591 � _ __2,658 �_ _2,734 � 2,812 ` 2,884 : 2,964 ; 3,050 ;
�_____.._.
- -t--- - - - - -- -. ..---- -,.. .------- � --- --- - --,
�Community Resource Specialist_ Hourly ___ 29.78 30.55 31.42 32.32 33.15 34.07 35.06
�-------- - ...............�....-------... --- -- -.--- - - --- -- -- -- - -----..�
, , - -- ._�...__ --- -� ' �- -----,-
iLegal Technician Senior OT Hourly__ _'_ __44:67 �___ 45.83 �_ 47.13 ;_ _ 48.48 , __49.73 ;__ 51_11_;____52.59_I
,._ .__ _._. . .. ..... ._.._.._
•Planner I (Base+1% 30.08 30.86 : 31.73 � 32.64 ` 33.48 : 34.41 ; 35.41 !
----�---..._._............--- -.._..._.. ...... _.... ..... -- : -........ ... ......_._.�.__... _..._.._._..._._......_...,___...., ..._......._..._.._._.....----...._...---�- .,_..----._.._.__.............----.....- - - ----....
;VWIITP O erator I_ �Base+2% i 30.38 , __ 31.16 � __ 32.05 � 32.97 � 33.81 ; 34.75 ' 35.76 I
... ...�...._._..._.-----._... .. _...-.�
�----- . . . - - .......... ........--�--.... _..._._._T..._._....._._._..._...�._....._.._.. .._.;..._._.....-------..---- ---.
� _. ... _... __......IBase-+3��0---- � ---30_67_.�._....__31:47.;......_32_36....'---- 33_29.,.--- 34�14-��---�-.35_09 i._ _36;11 �
..----....._ ............... . . ...... --- - . .. _
� :Base+4% ' .30.97 ; _ 31`77 ' 32.68 � 33.61 ; _ 34.48 ; _ _ 35:43_� __ 36.46 ;
,
�-- - - ._._. ... - -..... ---._.._.__.._ . _ ._.. . ...._.- � - ----��-�-- -� -� - --
; ; ! i , ..,.. ;.
j---- -.._._ ._......--- - ---- --- -.. .. _.� . ...._..._.._..---.._;..._....._._... ._.�_.._---.._...._.._....._......._._.._._..__...i....._._..--�-- - ---..-.. ... .. ..�---- . ...----;. _....----i
�Grade 15 ,Annual_ __ i _65,605 ;__67,484_;_ _69,21_7 4___ 71,138_ 73,205 ' 75,210 � 77,423 �
-----
------- --- - _ --- __ _.._
3--- - � �-�-�- ----r �------'
�Assistant Network Administrator ,Monthly_ i _ 5,467 ' 5,624 ; 5,768 ! 5,928 : 6,100 : 6,268 ; 6,452 ;
,r�----�_._._.__..,.......--- -- ----..._.__ .._.._............._. .........,-- --......
._.... _..._.......-------�---..;._....._.._._._.�.._.._..__._._._.._...----�----� --...--._.._.._�_._,.._
iCustomerService/PC Technician �Semi-Monthly; _2,734_; _ 2,812 , _ _2,884 ; _ _ 2,964 ; _ 3,050 ` 3,134 i 3,226 �
. _ _._ .._.. -� ---....__. _ - - -� - -- • --- -
r-- -.._._.._-. ... _._.. ,
'Electronics Technician iHourly __ _ _, __ 31.42 32.32 33.15 34.07 35.06 36.02 37.08 ;
�---�-----....... ...._....__.._......_ ._....---...... . _ ... - ----- ----..._ - --- - --- -- - ---... - - -- -- --
-�---- - , � � �--.. __... - ,
�Engineering Technician.IV_ �OT Hourly __; 47.13 ' 48.48 49.73 ; 51.11 ; 52.59 � 54.03 55.62 i
! _.--- �--------- -�-�-- --- - ��- -----�---._.....,--...__...- �- ---�-- ---�---. .._--- -�
Environmental Technician Base+1% , 31.73�_ _ 32:64 i 33.48 t 34.41 � 35.41 , 36_38� ___37.45 J
-------.__.._.__ _.._-,- -.-- ._.__
_.... ..--- .. _ ._. ....._. .-----._ . ,------- - - ---�- --...--�----- --�-----
�Journey Level Electrician �Base+2%_ _ ;_ __32_05 �____32_97rt_ _33:81_� 34_75_�_ _35_76 �__ 36_74�___37.82 �
!Lead Automotive Equipment Tech. 'Base+3% � 32 36 I 33.29_� 34_14 ` 35_09�_ _ 36 11 ; 37.10 38.19
--- ��-- - ---. _._ _:_ ...__. _ _-----.�._
.. ...._._. __.. ____---
.-_.._. ._ ..--- ._. ..-- -- �
j Lead_Facilities Service Specialist ;Base+4% ; 32.68 I 33.61 � 34.48 ; 35.43 36.46 ; 37.46 ; 38.56 �
, . .._..- ----..._ _ _....:........,. �-�--
... �._._..._......----�----.._..._...__,.�_....----------_.._._...---......---�-._.;._._...--------.._....--�------____i..---- --�-,
�.Lead_PC Technician ..--�--- --._...._........ ; -... --. .. ...---_`..__...-- ---.�.--�-- ----...'_.... ._..._......----�... _._._._...__....�........_..._..-- ---�--- - �
' ' ---�_.....__._.�
�Lead Street Service S ecialist_ � � i ';
r_.._._....._..._.__...._._.............. ...-p-- . .__. _..._..' ---�._. ..... -- ._ �..._....---.. . _,..._._..- . _ ....._..,....... ..�_._...._:_._.......__ __; -- - --......._..._,_._.______.._..---�----'
j Lead Utilities Service.Specialist_ • ` I � i. j �
- -.>.. ... ......... . ...._.._._.........-�--�--_. ........._.__.. __�. ..._....._...__........._ . .__. _.._._ ...e..---------._.._.._1 _---�--------------
'Lead Water Operator � . _____ _ ' ' '
_...._.. ...! ....._ ......._.:..- ! --... -�- '- -�---
.. . . __.. ...._. ... ......_. :-'-. ......_. .. _.__.... _ ...._.__.._...._...._.. _......__._... " -- - � �-- ----.�. _..._. . .. .�
iParks Facilities Specialist ' ' � _. _. -- -.._.... _..--.--......__.'' _......._..
� i �
.._...-----•-.._.....----._.._.
_ .. _...... .... .......... .. .............:.__._..._.....-----;---...__._...._..... _...._ ._..___I.. ....- -- - -'-- - -�- • �
'Parks Lead Service Specialist ; : �----.-.--. ---..._._.... ._......._......_ ...__._...._....._�.,_._.._._..----..-� ---.-.----a
��....._....---._._..._._..__._._.._._ _......................... �._..._....-- --.,....__.._ _---.._.....---- - ; ' �
i Utilities Accounts Supervisor ' i ' ;� _ '
-------- --------._. _ __._...._....i..-......- - ------� .____...._{.
�.
_...-�-�----......,..
`WVIITP CMMS Technician � , -._ ._.......-.--.-----.----._.._..-.---. _..._.__.._._._..;.. _.. -.- ------- i
I----.....__._...__.....__....._...........---._.._._......... . ...-- .._.._...... .._-�._._.. _.........._.._----..._..._......�.----;--. ...._... ..___.i..._...-----.......;........----- - ---._..._...- -----1-----......._..�_;
iWWTP Instrumentation&Control Spec.__ _ ' ' � �
_.---�--._...._.. ---......__ ._..._._._......... ........ --- --- __�.._....._..---- ------- --._. ._..._.. _ ........---� -----�----..... -----.. ..._.._.. __......-- - -- --�--------�-
i i � � i �
_�. _.... . . , .y..
�TP Operator II.._. _... . ._. � ' � ._._�. ..---...- -----�-_....._. �
_....__... ....._..._....-- --�-...- -a--.. ....--------�---- - --- - ------.._.. __....._....__._.... _�_...-- � --� _
� � , i � �
�-------- - - - --- -- -....---- -- L._............ ...._._.....�.-- -------!._..-----._........... ....__...._..._ ......__._.._. _._..._.. ---....._..._ _......---. _._ ..__..... _
i.
i . � _ .r_._ -.�
-- - -.-- ,
!Grade 16 �Annual ; 69,217 . 71,138 73,205 � 75,210 � 77,423 ; 79,636 � 81,829
... �--------..___.__._.__.._....._.. ..._...._....----..--------., ----.._.._.-_.,.__----
- - - --- - ---... ----- - -._.. . --�--� --� -- - ,
_ _ . -- ----- - ,.. __ ,
Bu�lding 8�Development Specialist 111_ _Monthly _'_ 5,768_j ____5,928 ; 6,100 I 6,268 ! 6,452 ? 6,636 � 6,819
- --- . . . -�---- �..--- ._..-� ---._ ._ ----� �
Civil Engmeer I �Semi Monthly! 2 884 i 2,964 � 3,050 � 3,134 � 3,226 r 3,318 ; 3,410
. -- .. _. __ ...._.. .. ---. .... . _. �------ -� -- - - -- �------
.__._._.
�Code Enforcement Officer _ �Hourly ___ 33.15 34.07 35.06 36.02 37.08 38.14 39.19 ;
-- --,. . - , -. ..--- --�--- -- � ----- - ,- - .. . .. -- ----- - -r---- - ,----------i
!Planner II +OT Hourly ;__ 49_73 :__ 51:11_;_ _ 52.59_; __54:03 �_____55.62_� __ 57.21 _ .58.79�
�------- .._ ..__. _._.. _.._.. __. ._ . ._..__ , ,. -- �--- . �
. . . ..
!Utilities Compliance Specialist Base+1% � 33 48 � 34.41 35 41 ' 36.38 !__ 37 45 i 38.52 � 39.58 '
t----.__.._---- - - -._ . ............_......_._._._... .._...-�-- - --._---�----�--�- ----� -----._ ..._ .._..__ ___.....___,
s j Base+2% 33.81 ; 34.75 ; 35.76 �: 36.74_� 37.82 ; 38.90 �_ _39.97 ;
,
-�-- ----. .... . ---- ..._.. ._.. ._. . ........ ........ ....._------- --�- -.:_._...--- -..._..,-_.__._.__..._.. .-------- - -
.
, _.. � _ �._.. ._..
-� -
Base+3% 34.14 I 35.09 : 36.11 � 37.10 ' 38.19 : 39.28 ; 40.37 ;
� ---... ................... .. .. ..... ........ . ....- -- - , ---..._.... ..__.._.�...- -----...-------- --�------..._..._...-- ---._............._..__........_.__ ...._..._..._.._.....----
_._.
� `Base+4% ' .._34.48 'T__..35.43_:-_ 36.46_;_ _37.46_?_ 38.56 �_ .. 39.67_,_ ._.40_76_�
�--....._... .. _..-_..._.. ..._...... _ ..__..............._..._. . ..._....__... _ _._... --
L_._.__.._.._... . .._ ....... _...................._.... ..... __.. . _........._.......__.._..._.. ----...... _.....----,....... ..__,_. ._.._............_...------- ._,.......---._......_....-__._._._._...--�--....-------_I
I '
APPENDIX A
TEAMSTERS 2018
EFFECTIVE JANUARY 1,2018
2.25%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Steq A ___Stea B _ ._.Step C ..._Stea D _ _Steq E _ _Stea F __.__Stea G,
.. ... ._._.... ,...__ ,
�Grade 17 --- -----_ - ------;Annual ---- -_�_ . 73,205 �_._75,210_i.---77,423_' _79,636 '.._ .81,829 : ..._84,146_; __86,464 �
. _ _....- --- - -- -._. _ .
'Accountant/Financial Analyst _ rMonthly _i 6 100 , 6,268 6 452 ,. 6,636 • 6 819 i 7,012 ; 7,205 �
G..._._....-------.....-....-_ ...._......_...._. -�- - -��- --. - -----;..--------;. .._. . --- -- -------�-! - --..�.-------��---.._..__--�
;Auto EquipmentTechnician Supvr. ;Semi-Monthly _ 3,050_i 3,134 j ___3,226 j _ 3,318 ; _3,410 1 3,506 , 3,603 �
�"._.._� _ .. _ L
Electromcs Superv�sor _ Hourly____ 35.06 36.02 37.08 38.14 39.19 40.30 41.41 '.
�------�- -�---- �--...... . �---... --- - ,--- .._.. �------,...-r ._....--- --,..- �--,-- � --
, ---- �
IFacilities Inventory Supervisor __ _ OT.Hourly__ I _ 52.59 ;___ 54.03_�___ 55_62_; 57_21 ; ___58_79 i___60_45 ;___ 62.12 j
'NPDES Stormwater Permit Coord. �Base+1% 35.41 � 36.38 ` 37 45 ; 38.52 39 58 ; 40.70 � 41.82
.._......----�--......_ .... -._.._.._....._.......__...._._..._...._ ....._...;.__................_._....- ;-........ ....._..___.__.._.__......_� ..._._._. ..---� --�- ------ .---....-� - Y- -
iGIS Support Analyst _ ;Base+2% � 35.76 i 36.74 ; 37.82 ; 38.90 � 39.97 : 41.11 '. 42.24 !
�----�--- - - ....._.. --... ....._...._...............__..._......�..... ......---•••-..�._..._.._...__.....;...._...__...._....--:-..._.._......._._.._..�._...._.... ----:..---'------�- -.....----j
�Network Administrator ;Base+3% 36.11 ;____37.10_ _ __38.19_�___ 39.28 - 40.37_;_ _ 41.51 , 42.65 ;
!._ --- ----- -- - - -- �- - - --- - -� . _----� - -�-------�
;Parks Maintenance Supervisor �Base+4% � 36 46 , 37 46 38 56 39 67 ; 40.76 � 41 91 ; __ 43.07 i
,.__ ---� . ...--- �---.. . _._----- ---- - ,
�Sewer/StormCollectionSu ervisor , . .. ._._�._ ._.. _...---I-...._ ...__.' ... . .. .-- � -- . _._..i _. _._._.. _�_ i
� _ .. ..-----__.._....P. ...._....__.... ....;._......_._._......---._;._.... ..__...---'--- ._...._....__.:._.__._.._.. . ._ �. ............_..._..�._. ...__...--�--'.---.......------.1..__....-----.._:
.
, ---...------._._ ... _ . : , ,
iSign Shop_Serv_Spec.Supervisor + ` ' � � �
-... _...._.._._ .....- - -- --;...----...----- ...._.__..__._._........-- -- ---..._..._.;_._....__ ... .._._.�_..._.._..._..._...;.... ........--�---r--------�
;Streets Service Spec.Supervisor....._...._�................._....._ . ..��._... � ._._._�_....._...._._...._'._.... . .......---'...... _......_...__� ..-�--- --_ �--- --- '
, . ....-�--- _;__.._.__ ._..
�Utilities Service Spec._Supervisor_ ; : ; ' ^;_�.,_____�
�..._._.._...__._.__.. ..........._. ._._. .,...... ..,._........_.. ._.._. ..----.._..�_....-- ---�-�-. ......_.......�:._..- - ----.._.:----._.......--=--._�........ _i �
;Water Distribution Supervisor � ! � �
._._._.._......._._....._.._._......-....._..__.. ......_ .._ '...._.........__...__;... . ......'_'A___._.. ...'.."_� ._... ....."._...:'.._.....__._'_-�'__'_.._........._�-_...-...".___",."............_.'_'�
�Water Resources Operations Supvr..__.,_..........._. ._._. : : .............-- --- - -�---._...... .....� '._..-----._...!�_-- -- ,
_.. .�.........__...._.._.A..._.._.........._......._..._... . ... .
;
� , � i � �
�WWTP Maintenance Supervisor � i ; � ._±.. ... ..........._....---. ....._._._�_._._....___.._._.;----.._..._._�..
��...-- --------._.....--,.. .__._... . . _..., .... ...__.._.....<_...----.._...._....._I...__.............-;---._._.._... . . , �
WWTP O erations Su ervisor � ` i i ______.____,
.
.....--- .. _.P...--.._.._. .---.. .p._._._. ...._...._._............ :....._.. .__ ._.... . ----._._.....---.._._.........._ ,-_.._ .__....... ----...........__._......._....-------- --....- �------
j... �
� .
; � .
I-- ------ - ------ -- - - --. _ _. �._ .... ...-----.._!.....---------i--- -�---.•..--;---..._......._._....�._.. - - --.._ !__.........__. ___.;.._ ...._.�__._i_..----- �
�Grade 18 'Annual � 77,423 ; 79,636 , 81,829 i _ 84,146_ __86,464_;____88,907 , _91,287
- -------------- ----------- ..--- ---�-�-�------._.�.-----._.._....._.
�__......._....._..... . . . �
ICivil Engineerll_ _ �Monthly _ �__ 6,452 ; 6,636 ; 6,819 7,012 , 7,205 ` 7,409 7,607 I
...._._..._...__ __..._..--.---------- ._........------ -�---,------ -
, _
-- --
_._.
.. .. . ....._._._........._.. ;.._....------ : ; - ----------------•
;Engineering Technician Senior _Semi-Monthly; 3,226 ; 3,318 � 3,410 j _ _3,506 ; 3,603 j 3,705 � _3,804 �
�-�--- ..................._......... _. . --- - --- -- __ i
'�Forestry Service Spec.Supervisor 'Hourly ____ _ 37.08_ _ 38.14_ 39.19 40_30_ _ _41.41 42.58 __ 43.72_;
_ ;OTHourly '__ 55.62_j___.57.21 � 58.79 � 60.45 � 62.12 ; 63.87'_ .65.58 �
_.. ...... _.._. ... _ _._ ._. ...- �- ----- --....-- �----� -�-------
; ;Base+1% 37.45 ' 38.52 ' 39.58 ' 40.70 41.82 ; 43.01 : 44.16 �
•__.._._..._..__..._..._._...._............_._ .... .... ....__.... .._..__....:.__"__...... .-. -...'.'_._._'.. .'__'_..._.""._.-' ..._....._.___.._....�._.......'.___..._.._..._....._.. .. .._"__ ' _.._..._- '-......_..._-,..y
' �Base+2% � 37.82 : 38 90 39 97 ! 41.11 i 42.24� 43.43 i 44.59 ;
;._...---. ._._............- -. ...... ........._. .. ._. .. _._.._.._..._..............----._.�_. .._..._.... _..._.__�..-----.�_......�......------_... ;-._.._ ...___....._......__._. ......._. ._...._......------�-.....--�
... . . . ._
----:Base+3%_ .. _38.19_�_.._.._ 39.28_! 40.37 � 41.51 ; 42.65 � 43.86 ; 45.03 '
G---...._....__......... _..._......._.... - ----. . ------...__..,......._....-----......._.,..---- ---...__.-.-,.--._......-------�--- - ----
; i Base+4% , 38.56 39.67 40 76 ' 41.91 ; 43.07 ± 44.28 I 45.47 �
�
,_..........._._._.. ............----- - ....._.. ....... ......._..._. ....._._.._.._._........__.. �. -- - ---- -._....----. . _...------ --------- ----..._._.... __.....------- -.._..----,
,
(. -- - --- -._. ._ _..-----. ._ .._.._. �_ ..... _..---..... --... �. _.._....--- -._.. . ..--. .. -•-- - ---- ------ ....... _._ . ---. ..---
. ...,. ,
,. . _..._.
---- ' - ---� ----- - ' --... � � : �
� . _......_.�._ _...._.. .__. �. .. .---�
;Grade 19 Annual _ A __ 81,829 �_84,146 �__ 86,464 ;__ 88,907 I__ 91,287_�___93,668� _95,985 i
- - -- - --- - - -
lCivil Engineer III 'Monthly_ 6 819 � 7 012 i 7 205 ` 7 409 7 607 : 7 806 7 999�
,-----.. . - - -.. . .. - - --- - -- -- ... t --.. _ ... _, - : - - - � r
. .._ .._.. --
� �Semi-Monthly; 3 410; _ 3,506 , 3 603 � 3,705 ;__ 3 804 ; 3,90 J___ 4 000 !
. _._. _..... ..._........._.._..._.._. __ -� - - --- -
h..............--.._. .. _ . i
i-.--.-.-- ...........---..... . .. ....._.._.. __._._�Hourly - ----- _39.19 40.30 41.41 42.58 43.72 44.86 45.97 ;
---------------,--- - -�- ----- . ,_ -,-------�-...----
! �OT Hourly � 58.79 ; 60.45 : 62.12 ; 63.87 ' 65.58 ; 67.29 ; 68.96 �
,.._......_.... _. .. .........._.. _ ._.._.._._..�......._.__._._..._..:---._..._.._.___ _.--�----�
--.. .... .__... . ...... -.._._.�_. -._._.._...--- ._ .. ,._... .. ..._.......�.�....._._....._._.._..._... _
' :Base+1% � 39.58 � 40 70 ; 41.82 ; 43.01 i 44.16 ! 45.31 ! 46.43
.... _..__...._. ...._..._.. --...___... ......_._.................._._.... _.�_.. _. ........ - -�---- ----.... _.._...-- �--�--� �---�--.. ....------.._.
�---�..._ �_.._.- �
-.-- . .. _ _�_ . - --...----�-- ---�- � --- . .
; Base+2°/a ' 39.97 ! 41.11 ' 42.24 : 43.43 ; 44.59 � 45.76 ; 46.89 i
;-----......--- -...__._._.. _. ._....- - -. .....--- ---...--..._ -.-- ------------- -.. ,------..... -- ---._........_�_.....- ----..__....�_._------�--,----.....-----
. ....
� ;Base+3% _ 1 ___40_37.; 41.51 i 42.65 ; 43.86 ; 45.03 ; _46.21_'_ 47.35_{
�..._....--._. ... ...._.. ._....._..._..- .............. ........� -�:-...._.._._....._.... , � - - -----.._.,. ....----.........-�--- ._...__._..._.____..._._..., i
; Base+4% 40.76 � 41.91 43.07 ; 44.28 � 45.47 : 46.65 ; 47.81 I
APPENDIX "B"
Classification Series
For use in the administration of a Reduction in Force (Lay-Offs):
ACCOUNTING/FINANCIAL (Citywide)
*Accountant
Accountant/Financial Analyst
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 I V
* lndicates an inactive classification series(job 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
F'ACILITIES
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 series(job classification exists but not in current budget).
** Indicates some incumbents are covered by Civil Service Rule
*** Stand alone position
APPENDIX "B"
Classification Series
1VIUNICIPAL COURT
Legal Technician Senior
Legal Technician
***Probation Officer
OFFICE/CLE1tiCAL (Citv-wide)
*Office Supervisor
Office Assistant Senior 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
Crime Scene/Lead Evidence Technician
Evidence/Property Control Specialist
*Court Security/Detention Specialist
***Warrant Officer/EHD
*Warrant Officer
* Indicates an inactive classification series(job classification exists but not in current budget).
** Indicates some incumbents are covered by Civil Service Rule
*** Stand.alone position
APPENDIX "B"
Classification Series
***Community Resource Specialist
*Animal Control Officer
RECitEATION
Recreation Program Coordinator IIl
Recreation Program Coordinator II
Recreation Program Coordinator I
*Aquatics Supervisor
*Recreation Supervisor
SIGN S�IOP
*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 (Sanitarv & Storm Collection)
Sewer/Storm Collection Supervisor
Utilities Service Specialist Lead
Utilities Service Specialist Senior
Utilities Service Specialist
Laborer - Utilities
WASTEWATER TREATMENT PLANT (WWTP) - MAINTENANCE
W WTP Maintenance Supervisor
WWTP CMMS Technician(Computer Maintenance Management Systems Technician)
WWTP Industrial Mechanic
WWTP Trainee Industrial Mechanic
Laborer—Utilities
*** WWTP Instrumentation& Control Specialist
* Indicates an inactive classification series(job classification exists but not in current budget).
** Indicates some incumbents are covered by Civil Service Rule
*** Stand alone position
APPENDIX"B"
Classification Series
WAST�WATER TREATMENT PLANT-0PERATIONS
WWTP Operations Supervisor
WWTP Operator II
WWTP Operator I
W WTP Operator Trainee
***W WTP Lab Technician
WATER 12ESOURCES—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
***Utilities Compliance Specialist
***Utilities Customer Service Representative
INDIVIDUAL JOB CLASSIFICATIONS
*Project Coordinator
'�'�'�Probation Officer(Municipal Court)
***Project Assistant (Engineering& Economic Development)
* Indicates an inactive classification series(job classification exists but not in current budget).
** Indicates some incumbents are covered by Civil Service Rule
*** Stand alone position