HomeMy WebLinkAboutTEAMSTERS LOCAL 589, 2019-2021 AGENDA BILL
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CITY OF BREMERTON
CITY COUNCIL
SUBJECT: Teamsters Local 589 Collective Study Session Date: March 13, 2019
Bargaining Agreement; and Management & COUNCIL MEETING Date: March 20, 2019
Professional Employees Salary Schedules Department: Human Resources
for 2019 to 2021 Presenter: Charlotte Belmore
Phone: (360) 473-5926
SUMMARY: Pursuant to RCW 41.56, negotiations have concluded between representatives of the
City and the Teamsters Local 589 resulting in the attached Collective Bargaining Agreement for 2019
through 2021. The Collective Bargaining Agreement has been ratified by the Teamsters membership.
Council approval is required to implement this agreement. This includes a 3% wage adjustment for
2019, 2.5% for 2020, and 2.5% for 2021.
Per BMC 2.50.031, The City Council shall provide for adjustments to salary band levels of
Management and Professional employees consistent with the Council's CPI salary adjustment policy
each year for the Teamsters employees. This would include a 3% wage adjustment for 2019, 2.5%
for 2020, and 2.5% for 2021.
ATTACHMENTS: 1) Collective Bargaining Agreement between the City of Bremerton and the
Teamsters Local 589; and 2) Salary Schedules for Management and Professional Employees
FISCAL IMPACTS (Include Budgeted Amount): The projected additional cost of implementing this
CBA and salary adjustment for Management and Professional employees for all funds in 2019 is
$611,422.
STUDY SESSION AGENDA: CI Limited Presentation ❑ Full Presentation
STUDY SESSION ACTION: ❑ Consent Agenda o General Business ❑ Public Hearing
RECOMMENDED MOTION:
Move to (1) approve the Collective Bargaining Agreement between the City of Bremerton and the
Teamsters Local 589; (2) Approve the wage adjustments for Management and Professional
Employees for 2019 through 2021; and further authorize the Mayor to finalize and execute the
Collective Bargaining agreement with substantially the same terms and conditions as presented; and
authorize the budget amendment in the amount of$401,422 to the 2019 budget.
COUNCIL ACTION: [Approve ❑ Deny ❑ Table ❑ Continue ❑ No Action
Form Updated 01/07/15
COLLECTIVE BARGAINING AGREEMENT
BY AND BETWEEN
THE CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
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MERTON
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January 1,2019 through December 31, 2021
TABLE OF CONTENTS
TO THE
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
AND
GENERAL TEAMSTERS LOCAL UNION NO. 589
JANUARY 1,2019 THROUGH DECEMBER 31,2021
- • - •
ARTICL TITLE
PREAMBLE 5
ARTICLE 1 Non-Discrimination 5
ARTICLE 2 Recognition 5
ARTICLE 3 Union Dues 6
ARTICLE 4 Union Access 7
ARTICLE 5 Wages 7
ARTICLE 6 Hours of Work 10
ARTICLE 7 Overtime 12
ARTICLE 8. Probationary Period 14
ARTICLE 9 Vacation Leave 14
ARTICLE 10 Holidays 18
ARTICLE 11 Sick Leave And Industrial Disability 19
ARTICLE 12 Other Paid Leave 23
ARTICLE 13 Retirement Benefits 24
ARTICLE 14 Insurance Benefits 24
ARTICLE 15 Work Related Expenses 26
ARTICLE 16 Subcontracting Work 29
ARTICLE 17 Employees Covered by Civil Service 30
ARTICLE 18 Drug Free Work Place 30
ARTICLE 19 Bus Passes 30
ARTICLE 20 Management Rights 31
ARTICLE 21 Work Stoppages 31
ARTICLE 22 Grievance Procedure 31
ARTICLE 23 Severability 33
ARTICLE 24 Entire Agreement 33
ARTICLE 25 Conflicting Provisions 33
ARTICLE 26 Labor Management Committee 33
ARTICLE 27 Job Sharing 34
ARTICLE 28 Temporary Assignment And Special Assignment 35
ARTICLE 29 Wastewater Treatment Plant Employees 35
ARTICLE 30 .Trainee Positions.... 36
ARTICLE 31 Teamsters Supplemental Pension Plan 36
ARTICLE 32 Downtown Parking 36
ARTICLE 33.........Automatic Promotion from Planner Ito Planner II .36
ARTICLE 34 Discipline 34
ARTICLE 35 Seniority 38
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 2 of 45
ARTICLE 36 Layoffs/Recalls 39
ARTICLE 37 Promotion 43
ARTICLE 38 Employment Guidelines 43
ARTICLE 39 Other Issues Relating to Conversion from Civil Service 45
ARTICLE 40 Term 45
APPENDIX A Pay Schedule
APPENDIX B. Classification Series
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 3 of 45
ALPHABETICAL SUBJECT INDEX
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.
AUTOMATIC PROMOTION FROM PLANNER I TO PLANNER II ARTICLE 33 36
BUS PASSES ARTICLE 19 30
CONFLICTING PROVISIONS • ARTICLE 25 33
DISCIPLINE ARTICLE 34 34
DOWNTOWN PARKING ARTICLE 32 36
DRUG FREE WORK PLACE ARTICLE 18 30
EMPLOYEES COVERED BY CIVIL SERVICE ARTICLE 17 30
EMPLOYMENT INFORMATION&GUIDELINES ARTICLE 38 43
ENTIRE AGREEMENTS ARTICLE 24 33
GRIEVANCE PROCEDURE ARTICLE 22 31
HOLIDAYS ARTICLE 10 18
HOURS OF WORK ARTICLE 6 10
INSURANCE BENEFITS ARTICLE 14 24
JOB SHARING ARTICLE 27 34
LABOR MANAGEMENT COMMITTEE ARTICLE 26 33
LAYOFFS/RECALLS ARTICLE 36 39
MANAGEMENT RIGHTS ARTICLE 20 31
NON-DISCRIMINATION ARTICLE 1 5 .
OTHER ISSUES RELATING TO CONVERSION FROM
CIVIL SERVICE . ARTICLE 39 45
OTHER PAID LEAVE • ARTICLE 12 23
OVERTIME ARTICLE 7 12
PREAMBLE 5
PROBATIONARY PERIOD ARTICLE 8 14
PROMOTION • ARTICLE 37 43
RECOGNITION ARTICLE 2 5
RETIREMENT BENEFITS ARTICLE 13 24
SENIORITY ARTICLE 35 38
SEVERABILITY ARTICLE 23 33
SICK LEAVE AND INDUSTRIAL DISABILITY ARTICLE 11 19
SUBCONTRACTING WORK ARTICLE 16 29
TEAMS PERS SUPPLEMENTAL PENSION PLAN ARTICLE 31 36
TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT ARTICLE 28 35
l'ERM ARTICLE 40 • 45
UNION ACCESS ARTICLE 4 7
UNION DUES ARTICLE 3 6
VACATION LEAVE ARTICLE 9 14
WAGES ARTICLE 5 7
WASTEWATER TREATMENT PLANT-EMPLOYEES ARTICLE 29 35
WORK RELATED EXPENSES ARTICLE 15 24
WORK STOPPAGES ARTICLE 21 31
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 4 of 45
AGREEMENT
BY AND BETWEEN
CITY OF BREMERTON
and
GENERAL TEAMSTERS LOCAL UNION NO.589
JANUARY 1,2019 THROUGH DECEMBER 31,2021
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-Discriminatory Application—The provisions of this Agreement will be applied equally to all
employees in the bargaining unit without discrimination as to age,sex,marital status,race,color,creed,_
religion, national origin, political affiliation; or mental, physical or sensory handicap, unless based
upon a bona fide occupational qualification.
1.2 Non-Discrimination-Union Activity—The provisions of this Agreement will be applied equally to
all employees in the bargaining unit without discrimination as to Union affiliation or legal Union
activity or lack thereof. The City and the Union will each be responsible for complying with this
provision.
ARTICLE 2 RECOGNITION
2.1 Represented Employees — The City recognizes the Union as the sole and exclusive bargaining
representative for the purpose of negotiations concerning wages,hours and conditions of employment
for all full-time employees in regular positions and part-time employees in regular positions in
classifications set forth in Appendix A and such classifications as may be added to the bargaining unit
during the term of this Agreement by mutual agreement or by official action of the Public Employment
Relations Commission.
2.2 Classifications Excluded —The classifications of elected officials, appointed officials on part-time
boards and commissions, city attorneys, Department Directors and their assistants, and supervisors
(unless specified in the union recognition section) are not included and will not be added to the
bargaining unit.
2.3 Employees Excluded:
2.3.1 Seasonal employees are employees used by the City to handle peak work load periods.
Seasonal positions will be used for no more than six (6) months in a calendar year in
accordance with City Policy. Seasonal employees transferred from one seasonal position
to another seasonal position remain subject to six(6)months total aggregate employment.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 5 of 45
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.
23.4 All other temporary employees shall be excluded from the bargaining unit with the
understanding that neither the employees nor the positions will be used for more than a
total of 12 months.
2.3.5 Confidential employees regardless of the classification they occupy.
2.4 New Classifications—In the event the City creates a new position or reclassifies an existing position
proposed to be exempt from the bargaining unit,the Union will be notified in writing. In the event
that the Union disputes the City's proposed exemption of the new position from the bargaining unit,
the Union will provide written notice specifying the reasons for dispute within thirty(30)calendar days
of receipt of written notice from the City. In the event that the City and the Union are unable to resolve
the dispute, either party may refer the issue to the Public Employment Relations Commission for
resolution.
2.5 Emergency/Disaster Worker - During an emergency, disaster, or catastrophic event as defined
under RCW 35.50.010.6(a),which places life or property in jeopardy,employees may be assigned
to any disaster service activity that promotes the protection of the public health and safety.
Assignment might require serving at a location, at times and/or under conditions that significantly
differ from an employee's normal work assignments;this may include assignments to perform work
outside of the bargaining unit. As an employee of the City of Bremerton, the employee may be
directed to perform a role other than their regular 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.
ARTICLE 3 UNION DUES
3.1 Notification of New Hire-The employer agrees to notify the Union within 10.working days when
new employees are hired.
3.2 Union Security-The Employer shall deduct and transmit monthly those regular Union membership
initiation fees and dues from the pay of each employee who so authorizes the Employer in writing.
In addition,the Employer shall provide the Union a list of employees and their respective Union-
related deduction. The union agrees to indemnify,defend and hold the employer harmless against
any and all claims, suits, orders, and judgments brought against the Employer as a result of any
payroll deduction made on the Union's behalf until such time as the authorizing employee revokes
their authorization. The authorizing employee's dues deduction authorization shall remain in full
force and effect until the month following a written notice revoking the same is executed by the
employee and delivered to the Employer with a copy to the Union. The Union May give the
Employer thirty(30)days written notice to discontinue dues check-off(Pre-Billing).
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 6 of 45
3.3 Revocation-An employee may revoke his or her authorization for payroll deduction for payment to
the Union by written notice to the Employer. Every effort will be made to end the deduction effective
on the first payroll,but no later than the second payroll,after the Employer's receipt of the employee's
written notice.
ARTICLE 4 UNION ACCESS
4.1 Union Representatives — The Union will provide written notice to the Cityof the names of the
officials authorized to represent the Union. The City will provide reasonable access to City facilities
to such authorized representatives for the purpose of investigating grievances and other legitimate
Union business provided that such access does not unreasonably interfere with the work and duties of
an affected employee or of other on-duty employees.
4.2 Shop Stewards—The Union will have the right to appoint six(6) Shop Stewards. The Union will
make every reasonable effort to have no more than four(4)stewards from the same department.
4.2.1 The Union will provide written notification to the Human Resources Manager of the name
and assigned areas of all Shop Stewards appointed by the Union. The City will provide
reasonable access to employee work places to Shop Stewards for the purpose of investigating
grievances provided that such access does not unreasonably interfere with the work and duties
of an affected employee or of other on-duty employees. A Shop Steward will obtain the
permission of his or her supervisor and the supervisor of the affected employee prior to
contacting an employee during work hours. A Shop Steward may perform his or her Steward
duties on City paid work time provided that such duties do not unreasonably interfere with the
Steward's ability to perform the duties of his or her position with the City. In no event,
however,will a City employee who is a Shop Steward be granted more than five(5)hours of
paid work time for the purpose of investigating and resolving a single grievance. It shall be
understood that the five (5)hours maximum does not mean five(5)hours per workday, but
five(5)hours total time.
4.3 Union Bulletin Boards—The City shall provide the Union with bulletin boards at reasonable locations
for its use in communicating with its members. Union Bulletin Boards shall be used exclusively to
post Union notices of meetings, social events,job postings, and other related union business. It shall
be the responsibility of the shop stewards to monitor the bulletin boards to ensure they are being
utilized for those purposes only.
ARTICLE 5 WAGES
5.1 Pay Rates
Effective January 1,2019,Appendix"A"reflects a 3.0% general wage increase.
Effective January 1,2020,Appendix"A"will reflect a 2.50%general wage increase.
Effective January 1,2021,Appendix"A"will reflect a 2.50%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 Department Director,the Human Resources Manager and Financial Services.
COLLECTIVE BARGAINING AGREEMENT •
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 7 of 45
5.3 Advancement through Pay Rates—Advancement through the pay rates from the first step through
the final step of the pay range will occur upon completion of the prescribed number of months or
year(s) of continuous employment since the employee's last annual pay step increase,provided,the
City may withhold a step increase for work performance that does not"Meet Expectations". A step
increase may be withheld for a maximum of twelve(12)months,during which 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 Pay Rate upon Reclassification
5.4.1 Reclassification/downgrade to a lower classification - In the event an employee is
reclassified from one classification to another classification which is at a lower pay range or,
if an employee's classification is downgraded from one pay range to a lower pay range,the
employee's pay rate at the lower pay range will be set at that step which is closest to,equal to,
but not greater than the pay rate he or she was receiving at the former pay range. All time the
employee had served at the former step toward advancement to the next step of the former pay
range will be used in determining the time required to advance to the next step of the new pay
range. If the employee is at final step or beyond the final step in the new pay range,then
his/her pay rate shall remain frozen at that rate until such time as the final step provides for an
increase. This section shall not apply to an employee who is demoted, which falls under
Article 34,Section 34.3.4.
5.4.2 Reclassification/upgrade to a higher classification-In the event an employee is reclassified
from one classification to another classification in a higher pay range the employee will
receive no less than the entry level step of the new pay range or a five percent (5%) pay
increase, whichever is greater; provided that no employee is 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 37,Section
37.1.2.
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%
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 8 of 45
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 hourly rate of pay)
5.7.1 Standby -An employee is placed on standby duty when the City requires the employee to
be immediately available to report for work other than during his/her normal scheduled hours of
work. When standby is implemented, all qualified bargaining unit members, including leads
and supervisory bargaining unit members, shall share in the standby hours or lists.
5.7.1.1 Standby Equipment
A. An employee on standby duty will be provided with a radio that has a police
frequency.
B. Assigned stand-by duty employees shall have the use of a take home city
vehicle for the week,per City policy.
•
5.7.1.2 Standby Pay-The following standby rates will apply:
A. Weekday or regular day off beyond two—Two (2)hours of employee's
regular base hourly rate of pay plus longevity if applicable. After completion
of nine(9)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.
B. Holiday—Three(3)hours of employee's regular base hourly rate of pay plus
longevity if applicable. After completion of nine(9)weeks of City mandated
standby in a calendar year the employee will receive 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 nine (9)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 Compensation - The employee shall receive pay as provided
above for all standby duty.Employees may accrue compensatory time for
stand-by duty. The maximum allowed accrual of compensatory time shall
be forty (40) hours (which includes compensatory time accrued under
Article 7.2)all standby pay and overtime in excess of the maximum shall
be paid at the applicable rate.
5.7.13 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.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 9 of 45
5.7.2 Shift Differential —An employee assi ed to work a shift schedule, which begins at 12
assigned g
noon, or later and/or earlier than 6 a.m. or if their normal work schedule includes
working on Saturday and/or Sunday will be compensated a shift differential of seventy-
five cents ($.75) per hour for each hour of the shift so worked. There is no pyramiding of
shift differentials.
5.8 Paydays—Pay days will be the 7th and 22nd of each month. If a payday falls on a Saturday,Sunday,
or on a Monday holiday,the City will make every effort to distribute pay checks on Friday. The parties
encourage employees to utilize"automatic deposit"of their paychecks.
5.9 Direct Deposit—New employees shall be required to sign up for direct deposit of their pay checks.
5.10 Payroll Errors - Should the City be responsible for any payroll error, adjustments in excess of fifty
($50.00)dollars will be paid within two (2)business days.The City and the employee shall share the
responsibility to notify one another as soon as possible after any error is found.
ARTICLE 6 HOURS OF WORK
6.1 Normal Hours of Work—The normal hours of work for regular full-time employees will be forty
(40)hours per week.The normal hours of work for regular part time employees will be the number of
hours per week that the Department Director/Division Manager schedules which will not exceed forty
(40)hours per week and will not exceed the Department's approved budget allocation for the position.
6.2 Normal Work Schedule—The normal work schedule for regular full 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.
6.2.1 Except in emergency situations (such as weather and acts of God) employees will be given
fourteen(14)calendar days'notice of any City initiated change in their normal work schedule,
except that Parks &Recreation and Public Works and Utility Department employees will be
given seven(7)calendar days' notice of any change in their normal work schedule, otherwise
employees will receive overtime compensation. The normal work schedule for regular part
time employees will be that which is scheduled by the Department Director/Division Manager
and shall consist of no more than five(5) consecutive days in a workweek. The normal work
schedule will usually be set to begin on Monday and conclude on Friday but may be set to begin
on another week day and conclude five (5)consecutive days thereafter,based upon the needs
of City. The City will make every reasonable effort to schedule employees with two (2)
consecutive days off between workweeks.
63 Flex Time—If mutually agreed upon by the employee and employee's manager/supervisor,flex hours
may be approved if the flex hours do not interfere with workload requirements. Flex hours must be
approved in .advance. Flex time cannot be used to avoid usingleave for last minute
tardiness/absenteeism.Employees working an adjusted workday must flex their hours within the same
workweek and such schedule shall not result in overtime or compensatory time. If flex time is used,
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 10 of 45
overtime shall only be paid for hours worked in excess of forty (40) hours in the workweek. This
article is intended to address occasional or intermittent changes to employee schedules.
6.3.1 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.
6.3.2 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 scheduledby 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 pf a break is determined by the employee's
supervisor,with the understanding that the employee shall receive no more
than fifteen(15)minutes.
> Break periods will be scheduled as near as possible to the midpoint of a work
period. The City will make a reasonable effort to ensure that no employee is
required to work more than three(3)hours without a rest period.
The purpose of granting breaks is to relieve fatigue and mental strain on the job;
therefore;
➢ Combining two (2) daily breaks into one thirty (30) minute break is not
permitted.
> Using breaks to lengthen meal periods,to cover tardiness,or to leave work
early is not permitted except under special circumstances and with the
approval of the Department Director or designee.
> Accumulating breaks from day-to-day is not permitted.
➢ Taking more breaks in smaller segments of time, e.g. three (3) 5-minute
breaks, is not permitted.
➢ With prior approval of the division manager,employees may sign a waiver
to forgo their thirty(30)minute break in an emergency situations only.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 11 of 45
ARTICLE 7 OVERTIME
7.1 Overtime Defined—Overtime is all required and authorized work performed in excess of a full time
employee's normal 40 hour and/or daily work schedule. 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 Compensatory Time- The maximum allowed accrual of compensatory time shall be
(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 15t. Employees
who wish to exercise this option shall submit their request, in writing, to the Department
Director,no later than November lst of each year.
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 time 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 time period submitted on the same day, the requesting employee with the greatest
city-wide seniority shall be granted the compensatory leave. The Department shall make a
good faith effort to respond to compensatory leave requests in a timely manner.
7.3 Telephone Calls To Employees - If an employee receives a work related telephone call while off
duty,he/she shall receive a minimum of one quarter(1/4)hour pay at the overtime rate for each call,
provided, however,that additional calls received by the employee within the quarter hour minimum
shall not pyramid.
7.4 Call Back Minimum Overtime—In the event an employee who has departed from his or her normal
work hours is called back to work for a 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 overtime 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 Employee's Normal Start Time — Employees
responding to a Call Back will be paid 2.5 hours of overtime. The employee's normal
work hours will be reduced by the amount of time the 2.5 hours infringes on the
employee's normal work hours.
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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 Employee's Normal Quitting 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 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 Employees for Overtime - The City shall offer overtime to qualified
bargaining unit employees within the division prior to utilization of temporary employees for such
overtime.The City will make a reasonable attempt to offer this work by seniority.
7.7 Emergency Crews—Employees may be pre-assigned to an emergency shift schedule(e.g. 12-hour
shift for Snow Removal Crews). Crews will be designated as follows: "A" shift and "B" 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
c shift'shall receive two hours callout(overtime)payfor the first full 12-hour
out for an emergency
g Y
- straight
shift. (e.g. Pay would be 2 hours overtime for the call out 6 hours 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 .m.but before the normal
g Y p
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 until 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 Emergency Crews—Any other divisions may use other start/quit times,but will follow
the principle of the example of the Snow Removal Crew.
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January 1,2019 through December 31,2021
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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.
7.8 Evidence Technician Standby— Crime Scenes employees who receive a call requesting them to
standby for a potential call out will be paid 2.5 hours of overtime. The employee's regular paid
(straight time)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
p
at 6:30 AM. The employee would receive 1 hour of overtime from 6:30 AM to 7:30 AM, 1.5
hours of overtime from 7:30 to 9:00 AM(normal shift)and six and a half(6:5)hours of straight
time(remainder of normal shift).
ARTICLE 8 PROBATIONARY PERIOD
8.1 New Employees —New employees shall be required to serve a probationary period of nine (9)
months. Probationary employees are "at will" employees during their probationary period and
during that time may be terminated without reason or cause and have no recourse to any appeal
process.
8.2 Promoted Employees—Employees promoted shall serve a six(6) month promotional probation
period
8.3 Failure to Complete Probation — The promotional probationary employee who fails to
successfully complete probation shall be demoted to the lower position from which he/she was
promoted. Such determination shall be made at the sole discretion of the City and the reasons shall
not necessarily constitute just cause.
8.4 Probationary Employee — An employee who has been hired by the City and who has not yet
completed the required nine(9)months probationary period.
8.5 Regular employee — An employee who has successfully completed their nine (9) months
probationary period for the position for which they were hired.
ARTICLE 9 VACATION LEAVE
9.1 Vacation Accrual—Employees shall accrue vacation leave for all regularly scheduled compensated
hours including paid holiday, sick leave, vacation and other paid leave time, excluding workers'
compensation time loss benefits pursuant to the following schedule:
Period of Continuous Full Time Employment Hours Accrued/Year
Date of Hire through 5 years 104 Hours
6th year 120 Hours
7th year 128 Hours
8th year 136 Hours
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9th year 144 Hours
10th year 152 Hours
11th year 160 Hours
12th year 168 Hours
13th year 176 Hours
14th year 184 Hours
15th year 192 Hours
16th year 200 Hours
17th year and thereafter 208 Hours
9.2 Vacation Eligibility—An employee becomes eligible to take accrued vacation leave upon completion
of six(6)months of continuous employment.Probationary employees may be permitted to use earned
vacation leave due to extenuating circumstances solely at the discretion of the Department
Director/Division Manager. Vacation leave may not be taken in less than one-quarter (1/4) hour
increments. Vacation leave must be earned in the pay period prior to the time an employee takes any
vacation leave since accruals are added to an employee's leave balance after payroll has been posted.
9.3 Vacation Scheduling—Annual vacation leave will be mutually scheduled between the employee and
his or her Department Head or designee. Vacation leave must be approved by the Department
Director/Division Manager prior to an employee taking the time off. An employee will have a better
chance of receiving approval for a vacation request if the request is submitted as far in advance as
possible. In the event more than one employee requests vacation leave for the same time period
submitted on the same day, the requesting employee with the greatest city-wide seniority shall be
granted the vacation leave. The Department shall make a good faith effort to respond to a vacation
leave request in a timely manner.
9.3.1 Vacation Bidding: Optional per department/division with management discretion on a yearly
basis.
93.1.1 Vacation Bidding will occur annually. The bidding process will begin on November
Pt for the following calendar year.
9.3.1.2 Bidding will occur in seniority order.
9.3.1.3 Upon being contacted the employee will have three days to make their selection.
9.3.1.4 Employees may select one vacation time period,up to two,weeks at a time in the first
round. If they do not make a selection it will be considered a pass.
93.1.5 During the second round of bidding the employees may select up to one-week vacation
slots.
9.3.1.6 During the third round of bidding employees may select one day vacation slots.
93.1.7 Vacation selections shall continue through seniority rotation until all employees have
selected all shifts they intend to take during the next calendar year.
9.3.2 Supplemental Leave Request: Optional per department/division with management discretion
on a yearly basis.
9.3.2.1 Once the vacation bidding process is complete employees may submit additional leave
request(s).
9.3.2.2 Additional requests shall be granted on a first-come first-serve basis.
9.3.2.3 In the event multiple requests are submitted for the same.dates at the same time the
request will be awarded based on seniority.
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January 1,2019 through December 31,2021
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9.4 Maximum Vacation Accrual—The maximum number of vacation accrual hours that any
employee will be allowed to carry forward from one calendar year to the next will be as
follows:
Years of Service Maximum Carryover Hours
Date of Hire through 5 full years of employment 160 Hours
Over 5 full years of employment 240 Hours
9.5 Carryover - In the event an employee has been prohibited from taking sufficient vacation time to
reduce his or her vacation balance to the maximum allowable carryover at the end of a calendar year,
(or unable to because of absence from work due to illness or disability)the excess hours will be 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 Vacation Pay-Out—Upon the retirement or separation of a regular employee,or upon the date of an
employee's disability retirement,the accrued vacation hours of such an employee will be paid to the
employee in a lump sum payment at the employee's straight time base hourly rate of pay plus longevity
if applicable, at the time of separation except an employee shall not be paid vacation pay out unless
employed over six(6)months.Eligible employees who retire from City service may elect to have their
accrued vacation cash out contributed to an(HRA-VEBA)Plan(see Article 14.8).
9.6.1 No employee shall receive compensation for greater than their max allowed carryover (see
Article 9.4)plus any hours accrued during the current year.
9.6.2 An employee who fails to provide a two(2)week advance notice of resignation or retirement
shall forfeit his rights to earned vacation cash out. The two(2)weeks advanced notice may
be waived by the Mayor in situations that would make such notice by the employee
impossible.
9.7 Payment of Vacation Leave Upon Death—In the event of the death of an employee,the employee's
estate will be paid in a lump sum for the total accrued and unused vacation leave hours at the
employee's regular hourly base pay rate plus longevity if applicable,in effect at the time of death.
9.8 Donations Of Vacation Leave- Donations of Vacation leave permit employees to aid any City
employee who is suffering from an extraordinary or severe illness,injury, impairment,physical or
mental condition which has caused or is likely to cause the employee to take leave without pay or
to terminate his or her employment prior to a determination that the affected employee is not
expected to recover to an extent that will enable the employee to resume his or her normal duties
or the duties of another position with the City or another employer.
9.8.1 Eligibility-An employee who(1)is suffering from an illness or injury causing his or
her extended absence from work, and(2)who has depleted or will shortly deplete his
or her total available accrued vacation, compensatory leave accrual, sick and floating
holiday leave, may request donations of vacation leave. The employee making such
request may restrict the scope of employees being asked to donate.
9.8.2 Criteria For Approval-A request for donations of vacation leave shall be submitted
to the requesting employee's Department Director/Division Manager accompanied by
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January 1,2019 through December 31,2021
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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 employee's return to work In the
event of excess donations received but not used due to early recovery, resignation,
retirement or death, all donations received but not utilized shall be returned to the
donating employee(s) based on the proportion of hours that employee donated in
relation to the total hours donated by all employees(e.g. an employee who donates 50
hours of 450 hours total donated shall be credited with 50/450ths of the hours not
utilized).Such returned leave shall be reflected in the appropriate leave balance as soon
as possible. Time donated for this purpose will not be considered as time used during
the donor's performance rating period.
9.9 Cancellation of Vacation Leave by City-If an employee has an approved vacation canceled by the
City,the City will reimburse the employee for all verifiable non-refundable expenses incurred by the
employee after the date the Leave Request was approved.
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ARTICLE 10 HOLIDAYS
10.1 Holidays Observed—The following holidays will be observed by the City:
HOLIDAY DA 1'h OBSERVED
New Year's Day January Pt
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 1st Monday in September
Veteran's Day November 1 1th
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving 4th Friday in November
Christmas Day December 25th
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 days of Holiday Observation—If a holiday observed by the City falls on a Saturday,the
holiday will be observed on the preceding Friday. If a holiday falls on a Sunday,the holiday will be
observed on the following Monday.If the day a holiday is observed by the City falls on an employee's
regularly scheduled day off,the employee will receive an alternate day off as a paid holiday during the
same or following pay period.
10.3 Floating Holiday
10.3.1 Floating Holiday Leave-One(1)floating holiday(eight[8] hours)will be granted
to each employee at a time which is mutually agreed to by the employee and the employee's
immediate supervisor. New employees shall have been employed for six (6) months in
order to qualify for a'floating holiday. Floating holiday leave may not be taken in less than
one (1)hour increments.
10.3.2.No payment will be made upon separation of employment from the City for any
unused Floating Holiday Leave.
10.3.3 No carry-over of Floating Holiday Leave will be permitted from one calendar year to the
next calendar year
10.3.4 Employees must schedule their Floating Holiday by August 31St of each calendar year.
10.4 Holiday Compensation(Full Time Employees)—An employee shall receive eight(8)hours of
time off with pay for each holiday observed by the City, including a floating holiday of each
employee's choice. An employee who is assigned at the City's request to work 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 off with pay for each
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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 Holiday Compensation (Part Time Employees) - Part-time employees who regularly work 20 or
more hours per week will receive pro-rated Holiday Leave based upon their average normal workday,
but in no case less than four(4)hours.
10.6 Working on a Holiday—An employee required to work on a holiday will be compensated at one and
one-half(1-1/2)times the employee's regular straight time base rate of pay plus longevity if applicable,
for the time worked in addition to getting a mutually agreed to alternate day off with regular holiday
pay as provided in 10.4 above.The alternate day off must be taken within the current or following pay
period.
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 The City will provide the Union Thirty days' notice of its intent to implement the following changes.
Regular Accrual Not Covered by Washington State Paid Sick Leave Law-Full time employees will
accrue sick leave at the rate of 2.1667 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 0.025 for each regular hour worked
as outlined above.The maximum annual accrual of non-covered leave will be 52.0008 hours.
113 Accrual Covered under Washington State Paid Sick Leave Law (RCW 49.46) - Full time
employees will accrue sick leave at the rate of 1.8333 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 0.025 for each
regular hour worked as outlined above. The maximum annual accrual of covered sick leave will be
43.9992 hours. Washington State Paid Sick Leave will run concurrently with any leave taken under
The Family Medical Leave Act(FMLA)
11.4 Maximum Accrual-The maximum combined annual accrual of leave accrued under the Washington
paid sick leave and regular accrual will be 96 hours.
11.5 Employees will be required to indicate which leave bank they are utilizing on their completed Leave
Request/Authorization Form.
11.6 Maximum Sick Leave Accrual—Employees will be able to accrue sick leave to a maximum of 1200
hours on January 1st of each year.
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11.7 Sick Leave Retirement Payment—An employee who retires from City service on a service
or disability retirement will be provided a Sick Leave Retirement Payment at thirty-five
percent(35%) of the employee's accrued and unused sick leave hours to a maximum of 35%
of 960 hours(a maximum total of 336 hours). The payment will be made to the employee at
the employee's regular base hourly pay rate plus longevity if applicable, in effect at the time
of retirement. Eligible employees who retire from City service may elect to have there their accrued
eligible sick leave cash out contributed to an(HRA-VEBA)Plan(see Article 14.8).
11.8 Payment of Sick Leave Upon Death—In the event of the death of an employee,the employee's estate
will be paid for the total accrued and unused sick leave hours at the employee's regular base hourly
pay rate plus longevity if applicable,in effect at the time of death.
11.9 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:
11.9.1 The temporary disability of an employee resulting from his or her personal illness or injury.
11.9.2 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.
11.9.3 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.
11.9.4 Upon the birth or adoption of a child, an employee may use accrued sick leave pursuant to
FMLA.
11.9.5. Providing care for an employee's immediate family member as provided for in Section 11.6.2,
when the family member has a health condition that requires the assistance of an adult
caretaker until such time as other care can be arranged.No more than forty(40)hours of sick
leave can be used for this purpose for the following family members: brother, sister,
brother/sister in-law, grandparent's in-law, grandchildren, domestic partner, a person for
whom the employee is a legal guardian, unmarried adult son or daughter incapable of self-
care because of a physical or mental disability,and step relations as described herein of both
the employee and the employee's spouse.(Revised RCW 49.12.270)
11.9.6 Only when an employee has exhausted all sick leave accrued may he/she use other types of
leave to cover his/her absence.
11.9.7 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
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advance from the Department Director/designee, who will have discretion to approve each
request on a case-by-case basis.
11.10 Washington State Paid Sick Leave Usage—An employee can use this leave bank for:
11.10.1 An absence resulting from an employee's mental or physical illness, injury, or health
condition,to accommodate the employee's need for medical diagnosis,care,or treatment
of a mental or physical illness, injury, or health condition, or an employee's need for
preventive medical care.
11.10.2 To allow the employee to provide care for a family member with a mental or physical
illness,injury,or health condition;care of a family member who needs medical diagnosis,
care,or treatment of a mental of physical illness,injury, or health condition; or care for a
family member who needs preventive medical care.
11.103 When the employee's place of business has been closed by order of a public official for
any health-related reason,or when an employee's child's school or place of care has been
closed for such a reason.
11.10.4 This bank may be used for absences that qualify for leave under the Domestic Violence
Leave Act,Chapter 49.76 RCW.
11.10.5 Employees are entitled to begin using this leave beginning on the ninetieth calendar day
after the commencement of his or her employment.
11.11 Notification of Sick Leave Use—An employee who is absent or expects to be absent from work due
to causes specified in 11.above,will provide notification as follows:
11.11.1 Routine Appointments—An employee who schedules a routine medical, dental or oculist
appointment will make every reasonable effort to schedule such an appointment at a time,
which will cause the least interference with departmental operations. The employee shall give
prior notice of the date and time of the appointment to his/her immediate supervisor. An
employee's immediate supervisor may request that the employee reschedule routine
appointments when,in the judgment of the supervisor,the scheduled absence of the employee
would unduly interfere with the operations of the Department, however, the immediate
supervisor will not unreasonably require an employee to reschedule routine medical,dental or
oculist appointments.
11.11.2 Unanticipated Absence—An employee who is absent from work or will be unable to report
to work as scheduled due to personal illness or injury, or for other causes specified in 11.6
above, will promptly notify their immediate supervisor, or if unavailable, the
department/division manager by telephone as soon as practicable and will make every effort
to notify their immediate supervisor, or if unavailable, the department/division manager
within the first one-half hour of each work day or, if possible, within the one-half hour
preceding each work day of absence. In the event neither the immediate supervisor nor the
department/division manager can be contacted directly,the employee may leave a voice mail
message. However,the employee is obligated to speak directly to the employee's immediate
supervisor or the department/division manager during the day of the employee's absence.
Each employee will be given contact information(including office/cellular/pager numbers),
to the employee's immediate supervisor and department/division manager. In the event of a
prolonged illness or injury,the Department may exempt an employee from the requirement to
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report their absences on a daily basis,and may establish an alternative reporting arrangement
appropriate to the circumstances.
•
11.11.3 Sick Leave during Authorized Paid Leave—An employee who becomes ill or is injured
during his/her paid vacation or compensatory time off for accumulated overtime,may request
the conversion of such paid leave to sick leave with pay by promptly notifying the department
of the illness or injury and providing such information as is required by the department to
verify the appropriateness of such a conversion.
11.12 Sick Leave Documentation and Approval—An employee who has been absent on sick leave will,
within the first work day after returning to work, complete and submit a request for approval of sick
leave on the City's Leave Request form,and provide such information as is required by the Department
to approve the use of sick leave with pay for the absence. Sick leave must be approved by the
Department prior to payment. The Department will not unreasonably withhold approval of sick leave
with pay from employees.
11.12.1 Sick Leave Certification—When taking leave not covered under Washington State
Paid Sick Leave Law, 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 condition of approving sick leave with pay. In the event the
Department intends to require such verification, the employee will be notified of the
requirement prior to returning to work
11.12.2 Sick Leave Certification When taking leave under Washington State Paid Sick
Leave Law—After an employee has been absent for more than three (3) consecutive
work days or the employer reasonably believes that the absence may not be bona fide,
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 condition
of approving sick leave with pay. In the event the Department intends to require such
verification,the employee will be notified of the requirement prior to returning to work
11.12.3 Return to Work/Fitness for Duty Certification - The Department may require an
employee to provide a Fitness for Duty certification completed by a professional
physician that the employee is sufficiently recovered as to be able to return to work and
assume his or her normal duties prior to the employee returning to work or,in the event
the employee has appeared at work, prior to resuming work. If the department does
not allow the employee to return to work due to the need for a Fitness for Duty
certification,the employee will be allowed to continue the use of sick leave.
11.13 Industrial Disability Leave — An employee who incurs a work-related illness or injury and who
qualifies to receive Workers' Compensation benefits will be allowed to use accrued sick leave to
supplement the Workers'Compensation benefits so as to provide the same gross pay he or she would
have received for full time,active service.In no event will the combination of Workers'Compensation
and employee sick leave exceed 100%of an employee's regular pay rate at any time of the disability
period.
11.14 STATE LAWS-The Employer and the Union agree to abide by all applicable State Laws.
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ARTICLE 12 OTHER PAID LEAVE
12.1 Bereavement Leave—An employee will be granted three(3)days of bereavement leave for attending
funerals in the State of Washington and five (5) days for out of state funerals of members of the
employee's immediate family. Immediate family shall be defined as spouse, child, mother, father,
mother/father in-law, brother, sister, brother/sister,, in-law, grandparents, grandparents in-law,
grandchildren,step relations as described herein of both the employee and the employee's spouse and
any person for whom the employee is a legal guardian. The first three (3) days of time off for
Bereavement Leave will be compensated at the employee's current rate of pay. The additional two(2)
days of time off for bereavement leave shall be charged against.an employee's vacation, floating
holiday,sick leave or compensatory time leave balance at the option of the employee. Additional time
off may be requested by the employee and granted by the Department Director/Division Manager in
extenuating circumstances and LWOP maybe granted upon request by an employee with the approval
of the Department Director on a case-by-case basis. Bereavement leave hours paid by the City shall
not count toward computation for overtime purposes.
12.2 Jury Duty, Witness Leave—An employee shall be granted a leave of absence with pay for the
purpose of reporting to or serving on jury duty or serving as a witness on a case relating to their
job with the City, except in those instances when the employee is involved as a party in an action
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 City Notification-Employee shall be required to notify the City immediately upon receipt
of written notification from the Court that they must report for Jury Duty or serve as a
Witness as the result of a case related to his or her employment, by submitting a Leave
Request form with a copy of the Jury Duty/Witness Notice attached. Upon telephone
confirmation by the Court to report, employee shall immediately notify the on-duty
supervisor.
•
12.3 Military Duty Leave—An employee who presents official orders requiring his/her attendance for
a period of training or other active duty as a member of the United States Armed Forces or the State
National Guard shall be entitled to military leave with no loss of pay for a period not to exceed
twenty-one(21)work days annually. Authorized leave of absence for additional or longer periods
of time for assignment to duty functions shall be without pay(unless the employee chooses to use
accrued vacation leave or compensatory time) and shall be granted by the City. An employee
receiving up to twenty-one (21)work days of training or serving on active duty shall receive their
regular pay and the amount received from the Federal or State government, pursuant to RCW
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.
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12.5 Administrative Leave - Any bargaining unit employee may be placed on Administrative Leave
(leave with pay)for reasons in the best interest of the City(e.g.to diffuse a work-related or personal
problem or to conduct an investigation). The City may place certain restrictions on an employee
on Administrative Leave and require him/her to be available during his/her normal work schedule.
Employees normally scheduled to work on other than an 8 am to 5 pm schedule shall be put on a 9
AM—5 PM schedule when placed on Administrative Leave. If an employee is unavailable at any
time during the alternative time schedule, then a leave slip must be turned in to cover the amount
of time the employee will be unavailable.
12.6 Emergency Leave — In the event of an unforeseen emergency which requires the absence of an
employee,the employee will promptly notify his or her immediate supervisor,or in the absence of the
immediate supervisor,the manager on duty in the Department 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 System - 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:
AWC's HealthFirst 250 Plan
Kaiser Permanente$20 Co-Pay Plan
14.2 Insurance Premium Payments—Payment of insurance premiums will be made as follows:
14.2.1. Employees will be required to pay the following contributions towards the monthly
premiums for medical coverage:
Employee only coverage: Employee 0% City 100%
Dependents coverage: Employee 20% City 80%
Permanent part-time employees shall be entitled to a pro-rated contribution for
medical insurance coverage by the City as follows:
Hours worked per week City Contribution
Less than 20 hours per week None
An average of at least 20 hrs.but<32 hrs./week 75%
An average of at least 32 hrs. and up 100%
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City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
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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.
14.23 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 monthly stipend as follow:
Employee Only $250.00
Employee&Spouse $300.00
Employee, Spouse& 1 Dependent $350.00
Employee, Spouse&2 Dependents $400.00
Employee& 1 Dependent $300.00
Employee&2 Dependents $350.00
Payed per pay period as permitted and subject to all State and Federal laws and
restrictions. Employees shall be required to notify Human Resources,in writing,during.
open enrollment, of their desire to waive medical coverage, or at 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 Regence HealthFirst 250 Plan and
Kaiser underwriting requirements require a 75%participation rate,in the event that there
is less than a 75% participation rate due to employees waiving medical coverage, the
City may cease offering the stipend due to the adverse impact upon those insured.
14.3 Dental Insurance—The City will provide the same benefit levels as are contained in the Washington
Dental Service Plan F dental program for employees and their dependents and provide for full payment
of insurance premiums.
14.4 Insurance Benefits Committee - The Insurance Benefits Committee will be comprised of the
following members: Mayor or designee,Human Resources Manager or designee,Financial Services
Director or designee, one employee selected by the non-represented management and professional
employees,and one individual selected by each of the recognized unions. The committee will elect a
chair and any other officers it deems appropriate.
14.5 Changes in Law-In the event changes in state or federal law create an impact on the present health
and welfare premiums or plans,the parties will reopen negotiations on such subject.
14.6 Vision Insurance — The City will pay the premium for the Washington Teamsters Welfare Trust
Vision Plan for all bargaining unit employees employed in the previous month. It shall be the
responsibility of the employee to ensure that the required paperwork is completed in a timely manner
in order to enroll 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
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January 1,2019 through December 31,2021
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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.
14.8 Health Reimbursement Arrangement/Voluntary Employees'Beneficiary Association(HRA/VEBA)
—Union members,as a group,may vote to make contributions via payroll deduction to their
HRA/VEBA account. The amount of the BRA/VEBA contribution may be adjusted by a majority
vote of the Union members,no more than once per year,and with appropriate notice to the City. If
the Union members vote to participate in an HRA/VEBA program,the City will establish a Standard
HRA/VEBA plan and/or a Post-separation HRA/VEBA plan for each employee who is eligible.
Any associated fees will be paid for by the employees.
ARTICLE 15 WORK RELATED EXPENSES
15.1 Uniforms—The City will provide new and replacement uniforms for each employee in the department
whenever the Department Director/Division Manager determines it is in the best interest of the
City. The characteristics of the uniform and what will constitute the uniform shall be at the sole
discretion of the Department Head or designee.
15.1.1 Employees furnished uniforms shall be required to wear their uniform when performing
work and required by the department.
15.1.2 Standard uniforms provided by the City through uniform service contracts;i.e.,shirts,pants
and 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.
15.1.6 The City shall reimburse employees, up to a maximum of $70.00 per year, for OSHA
approved prescription safety glasses or for prescription welding hood lenses when
necessary.
15.2 Cleaning 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 fmal paycheck based on the number of months left in the calendar year.
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January 1,2019 through December 31,2021
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153 Uniforms-The City will provide five(5)uniforms to Warrant Officers and Probation Officer(s).
Warrant Officers will be reimbursed up to $200 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$600.00 All large tools purchased by the city under article 15.4.4 and
15.4.6 are property of the City and shall only be used for City related business
15.4.2 Payment of the tool allowance will be made in the pay period ending January 15th.
15.43 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
fmal paycheck,based upon the number of months left in the calendar year.
Example: Employee receives $600.00 tool allowance in January and then separates from
employment in May. Employee would be required to reimburse the City in the amount of
$350.00($600.00 divided by 12=$50.00/month x 7 months {June through December}).
15.4.4 The City will purchase all specialty or new tools that are required to perform the job
because of changing technology or City equipment.
15.4.5 Replacement of tools lost or stolen on City property or while performing City business
will be replaced in accordance with City Policy#3-10-16.
15.4.6 All special and heavy duty tools,power tools,and tools larger than one-half(1/2)inch drive
will be furnished and maintained by the City. The City will service and repair all employee
owned pneumatic and calibrated tools.
15.5 Safety Shoes—The City will reimburse employees up to a maximum of$200.00 annually for the cost
of one pair of WISHA approved safety or calked shoes/boots, when the Department/Division has
determined that they are needed or require replacement. This includes inspectors,Probation Officers
and Evidence Technicians.
15.6 CDL License & CDL Physical — 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 Pay -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 filly dollars ($50.00)per month for each current certificate above the established minimum.
Certifications obtained outside of the certification series identified for the division or work group will
be considered only when such certification benefits the City as determined by the Director of Public
Works&Utilities. Effective January 1,2009 any certification beyond one level above the certification
required for the employee to do his/her job will not result in any additional $50 license differential.
This provision shall not apply to employees who are currently receiving multiple license differentials
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January 1,2019 through December 31,2021
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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 Operations (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 cert f cations above Level II for one series only.
15.7.3 Water Maintenance(Water Distribution Certification Series)
Water Distribution Supervisor-Water Distribution Manager III
15.7.4 Cross Connection Control Specialist(Cross Connection Control and Backflow
Assembly Tester Certification Series)
Cross Connection Control Specialist I
15.7.5 Storm/Sewer Maintenance(Sewer Collection System Certification Series)
Utility Service Specialist Supervisor- Sewer Collection System Level III
15.7.6 Automotive Maintenance Technicians (Automotive Service Excellence Certification
Series)
One ASE Master Certification - Automotive, Heavy Equipment, or Emergency Vehicle
Technician.Differential pay is allowed for each additional Master Certification
15.7.7 Electronics(International Municipal Signal Association-Traffic Signal Certification
Series)
Electronics Technician-IMSALevel II -Traffic Signal
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January 1,2019 through December 31,2021
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15.7.8 Traffic Maintenance(International Municipal Signal Association-Signs and
Markings Certification Series)
Sign Shop Service Specialist Supervisor-IMSA Level III - Signs and Markings
15.7.9 Engineering(Professional Engineer and Land Surveyor). There is no Certification
Pay allowed for EIT or LSIT Certifications.
Engineer I-Engineer-In-Training Certification or Land Surveyor-in-Training
Certification
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 Required Certifications—If an employee fails to obtain or maintain a
certification required in order to perform the essential duties and functions of his/her position,he/she
shall be terminated, unless the employee can demonstrate that he/she has not been permitted by the
City to attend the required training and instead required to work. In the case of a CDL license, an
employee may be terminated. New hires who are required to obtain a CDL license for their position
within six months from their date of 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 and original receipt.
15.11 Travel Authorization and Expense Reimbursement - Travel authorization and expense
reimbursement shall be pursuant to Chapter 2.74,Travel Authorization and Expense Reimbursement,
of the Bremerton Municipal Code.
ARTICLE 16 SUBCONTRACTING WORK
16.1 The City of Bremerton and the Union will agree that conditions surrounding decisions to subcontract
work normally performed by non-uniformed employees are subject to the following: The City will
provide a minimum of thirty (30) days advance notice of its 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
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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
17.1 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.
18.3 Prescription or Over-the-Counter Drug Use—The use of prescription and over-the-counter drugs
which compromise safety in the work place or the quality of the employee's work product is prohibited.
18.4 Employee Sanctions—It is the responsibility of every employee to be aware of the above provisions
and to abide by them. Failure to observe these provisions could result in immediate disciplinary action
against the employee, up to and including termination. The employee may be required to participate
satisfactorily in an alcohol or drug abuse assistance or rehabilitation program.
18.5 Drug Abuse Education Program — The City will utilize all available City resources, such as the
Police Department,to educate employees as to the dangers of drug abuse.
18.6 Confidentiality—The confidentiality of all complaints and reported violations of the provisions of
this policy will be strictly maintained,except as required by public disclosure laws or court orders.
18.7 The parties have agreed to the City of Bremerton Human Resources Policy 3-20-03"Drug and Alcohol
Policy" for employees required to have a Commercial Driver's License, with an effective date of
January 1, 1996. The parties agree that the City of Bremerton Human Resources Policy#3-20-03"
Drug and Alcohol Policy"will apply to employees not required to have a CDL,however,they will not
be subject to random testing.
ARTICLE 19 BUS PASSES
19.1 The City will provide Kitsap Transit bus passes to employees working in the downtown core who
request bus passes. To be eligible to receive such passes,the employee must ride the bus to and from
work an average of three(3)times a week. The City will establish procedures for the issuance of bus
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January 1,2019 through December 31,2021
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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 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 location of its
offices, facilities, places of business, and the equipment and machinery to be utilized or to make
technological changes with respect thereto.
ARTICLE 21 WORK STOPPAGES
21.1 STRIKES/LOCKOUTS PROHIBITED- The City and the Union agree that the public interest
requires efficient and uninterrupted performance of all City services and to this end pledge their best
efforts to avoid or eliminate any conduct contrary to this objective during the term of this Agreement.
Accordingly, it will be a violation of this Agreement for the City to cause a lockout of its employees
or for the Union to call, encourage, or participate in any strike, sympathy strike, slowdown, or other
work stoppage. Employees engaging in any of the aforementioned activities will be subject to
disciplinary action.
ARTICLE 22 GRIEVANCE PROCEDURE
22.1 Definitions:
22.1.1 Grievance—A grievance is an alleged contract violation, question, or challenge raised by a
bargaining unit employee or the Union as to the correct interpretation or application of this
Agreement by the City. Such allegation,question, or challenge is to be resolved through this
Grievance Procedure.
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22.1.2 Disciplinary Appeals—Bargaining Barg g 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.
223 Step 2—In the event that the immediate supervisor does not resolve the grievance to the satisfaction
of the employee or the Union within a period of fourteen(14)calendar days at Step 1 of this procedure,
the employee or the Union Representative will reduce the grievance to writing and will state: the
section(or sections)of this agreement which is alleged to have been interpreted or applied incorrectly;
an explanation of the grievance in detail,including dates, actions and such other information needed
to understand the facts and circumstances giving rise to the grievance; and the remedy sought. The
employee will have the right to be assisted by an authorized Union representative in reducing his or
her grievance to writing. The employee or Union representative will present the written grievance to
the employee's Department Director within fourteen (14) calendar days of the date the employee
received the immediate supervisor's response. The Department Director will meet with the employee
and/or the employee's Union Representative within fourteen (14) calendar days after receipt of the
written grievance for the purpose of considering the matter. The Department Director will reduce his
or her decision to writing and will transmit the decision to the employee and the Union representative
within fourteen(14)calendar days of meeting with the employee and/or the Union representative.
22.4 Step 3—In the event that the Department Director does not resolve,the grievance to the satisfaction of
the employee or the Union representative at Step 2 of this procedure, the employee or the Union
representative will transmit a copy of the original grievance along with a copy of the Department
Director's written response to the Human Resources Manager within fourteen (14) calendar days of
receipt of the Department Director's written response. The Human Resources Manager will consider
the grievance and may convene a meeting. The Human Resources Manager will reduce his or her
decision to writing within fourteen (14) calendar days of receipt of the grievance and transmit the
decision to the Union.
22.5 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.
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22.7 Costs of Arbitration—The expenses of the neutral arbitrator will be borne equally by the parties.
Each party will singly bear all costs related to preparing and presenting its own case before the
arbitrator,including costs of witnesses and attorneys. In the event the parties mutually desire a record
of the proceedings,the cost of obtaining such record shall be borne equally by both parties.
22.8 Time Limits—Time limits established in this procedure will be st<ictly 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 fmal determination as to its validity,the remaining provisions of this Agreement will not be
held invalid and will remain in full force and effect. The Union and the City will immediately meet and attempt
to renegotiate any provision found invalid.
ARTICLE 24 ENTIRE AGREEMENT
The Union and the City acknowledge that each has had the unlimited right and opportunity to make proposals
with respect to any matter deemed a proper subject for collective bargaining. The results of the exercise of that
right are set forth in this Agreement. Therefore, the City and the Union each voluntarily and unqualifiedly
agree to waive the right to oblige the other party to bargain with respect to any subject or matter not specifically
covered by the Articles of this Agreement during the term of this Agreement,except as mutually agreed upon.
ARTICLE 25 CONFLICTING PROVISIONS
In the event that any provision of this Agreement is found to be in conflict with any other Resolution,
Ordinance,Policy,Regulation or Rule of the City,the provision of this agreement will.prevail.
ARTICLE 26 LABOR MANAGEMENT COMM1Y EE
26.1 Labor Management—The City and the Union agree that a need exists for closer cooperation between
labor and management. To accomplish this objective,the Employer and the Union agree that no more
than five (5) duly authorized representatives of the Union will function as one-half(1/2) of a Labor-
Management Committee,the other half being no more than five(5)certain representatives of the City
named for that purpose. The Committee will meet as necessary for the purpose of discussing and
facilitating the resolution of all problems,which may arise between the parties. The City will provide
a draft of the minutes of the meeting to the Union's Committee members within(2)two weeks of the
meeting. The Committee will be chaired by a member elected by the Committee.
26.2 Amendments to Agreement - Should the Union and Employer mutually agree to change, add, or
delete any provision of this Agreement,policies or rules,such change will be set forth in writing.
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January 1,2019 through December 31,2021
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ARTICLE 27 JOB SHARING
27.1 Job Sharing - The parties consider job sharing as a potential viable alternative to full time
employment. Jobs may be shared on an hourly, or daily basis.
27.2 Job Sharing Leave - All leave for job-sharing employees will be provided on a pro-rated basis.
Insurance benefits premium costs will be determined on a case by case basis; however, the total
cost to the City cannot exceed the cost for a full time employee.
27.3 Job Sharing Agreement-Job sharing may only be done by mutual agreement of the employees
affected and Department Director or designee. Vacant full time positions may be announced as
"Job Sharing"only if agreed to by the City and Union.
27.4 Hours Worked-All time worked by an employee above the base scheduled hours for the position
will be considered overtime, provided, however, that the combined paid hours for the position
exceed forty(40)in the work week.
27.5 Required Sign-off- Job sharing employees must sign a "Job Sharing Contract" acknowledging
their acceptance of appropriate conditions including the following:
27.5.1 Agreement Termination by Employees - Either 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 Employee-Job sharing employees agree to work full-time during the absence
of the other employee,when requested.
27.5.3 Employee Status - Regular status for employees "job sharing" will be achieved upon
successful completion of hours worked equivalent to the duration of the probationary
period for the classification.
27.5.4 Step Increases - Step increases for"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 by Department-The job sharing contract maybe terminated at
the discretion of the Department Director or designee.
27.6 Work Schedule/Insurance Benefits - The negotiated job sharing contract will indicate the base
schedule to be worked by each employee and the distribution of insurance benefits premium costs.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
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ARTICLE 28 TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT
28.1 Temporary Assignment-An employee covered by this Agreement may be temporarily assigned
the duties and responsibilities of a position which has a higher pay classification than his/her
regularly assigned classification in which the incumbent employee is absent due to an extended
illness, leave of absence or other extenuating circumstances, An employee who is temporarily
assigned to such a position shall be compensated at five percent (5%) above his/her current base
pay rate plus longevity if applicable, or the first step of the higher pay rate, whichever is greater.
In no case shall an employee be paid more than the top pay step of the higher classification or serve
in a temporary assignment for more than one(1)year.A temporary assignment may be extended
one (1)time, on a case-by-case basis, for up to a maximum of six(6)months at the discretion of
the Department Director. Such extension shall require the concurrence of the Human Resources
Manager and the Union. It shall be understood that compensation at the higher pay rate shall be
effective after the completion of twenty-four(24) consecutive hours in the temporary assignment.
The first twenty-four(24)hours of the temporary assignment shall be paid at the employee's regular
base rate of pay plus longevity,if applicable.Temporary Assignment will not affect an employee's
anniversary date for step advancement purposes.
28.2 Special Assignment — An employee covered by this agreement may be placed in a special
assignment, rather than being permanently reclassified to a higher level to allow for employee
rotation, to enhance upward mobility, or for special projects for a period of one (1) calendar year
or less. A Special Assignment may be extended one (1)time, on a case-by-case basis, for up to a
maximum of six (6) months at the discretion of the Department Director. Such extension shall
require the concurrence of the Human Resources Manager and the Union. Special Assignments
shall not to be used for staffing shortages. Compensation for Special Assignments may be granted
up to a maximum of ten percent 10% above what the current base rate of pay plus longevity if
applicable is for the employee and requires the approval of the Human Resources Manager. Special
Assignment will not affect an employee's anniversary date for step advancement purposes.
ARTICLE 29 WASTEWATER TREATMENT PLANT—EMPLOYEES
29.1 Any certifications beyond one(1)level above the certification required for the employee to perform
his/her job will not result in any additional $50 license differential for 29.2, 29.3 and 29.4 below.
This provision shall not apply to employees who are currently receiving multiple license differential
amounts as of 12/31/08; however, keeping licensing current shall be the responsibility of the
employee, and should any license lapse,any differential for such license shall no longer apply.
29.2 WWTP Operator I License Differential — WWTP Operator I employees that are required by the
employer and/or choose to have a Washington State Operator's License above Group II will receive
Fifty Dollars($50.00)per month for each current certificate above Group II.
293 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—WWI? 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.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 35 of 45
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
WWTP 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 Failure to Successfully Complete Training Period. - If between twelve (12) and eighteen (18)
months a promoted employee does not qualify to advance to the non-trainee position 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.
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 shall be strictly
voluntary and that 100%of the cost of participation shall be the sole responsibility of the employee.
ARTICLE 32 DOWNTOWN PARKING
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 3rd year annual evaluation in a timely manner,it shall be assumed that their
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 36 of 45
performance "Meets Expectations" and they will be promoted to Planner II. This does not preclude the City
from promoting a Planner Ito 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 Department 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 Types of Discipline-The Department Director or Division Manager(except for termination
of employment which can only be imposed by the Department Director)may administer the
following types of discipline provided,however,the following list shall not be construed to
set forth any necessary sequence of progressive discipline and does not limit alternative
methods/forms of discipline:
343.1 Written reprimand.
343.2 Suspension without pay not to exceed thirty(30)days.
34.3.3 An alternative for suspension without pay maybe a:
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.
343.4 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 position in the higher class, and
shall not,in the event of a layoff or reduction,be placed on a layoff reinstatement register
for the higher class.
c. A demoted employee's rate of pay shall be reduced by 10%. If an employee's pay rate
after the 10% reduction is greater than the top step of the position to which they were
demoted,then his/her pay rate will be frozen until such 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 UII).
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.
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City of Bremerton and Teamsters 4589
January 1,2019 through December 31,2021
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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 ten(10) 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.
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 ten (10) 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 layoff,then that employee shall have all previously earned bargaining unit seniority restored.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 38 of 45
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.
• 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 Layoff 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 Employees Affected By 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.)
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 39 of 45
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.)
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 36.3.3 through 36.3.6 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 36.3.3 through 36.3.6)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.
36.5.2 Probationary employees who receive a RIF notice will be permitted to bump into part-time,
temporary or seasonal positions for which they qualify.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 40 of 45
36.6 Placement of Laid - off Employees on Layoff 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.
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:
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City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 41 of 45
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 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 thelay-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
department 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.
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City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 42 of 45
•
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.
37.1.2 The promotional probationary period shall be six(6)months.
37.2 Failure to Complete Probation - The promotional probationary employee who fails to
successfully complete probation shall be demoted to the lower position from which he/she was
promoted. Such determination shall be made at the sole discretion of the City and the reasons shall
not necessarily constitute just cause.
ARTICLE 38 EMPLOYMENT GUIDELINES
38.1 General Guidelines for Employment
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 Employment—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
verification and reference checks as allowed by law.
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City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
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•
38.2 Nepotism
38.2.1 Immediate Family 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.
38.2.2 No Preference for Family Members - The City conducts open and competitive hiring
processes. Preference will not be given to candidates who are immediate family members.
38.2.3 Immediate Family-For purposes of this Article shall be defined as: Spouse,child,brother,
sister, parents, grandparents, step relations, in-laws, dependents and anyone residing in the
employee's household.
38.2.4 Relationship Occurring During Employment — When a relationship, as defined under
immediate family in this Article occurs during employment,the two (2)affected employees
may remain in their current positions provided they are not in conflict with the restrictions
identified in this Article. If a conflict is created by the relationship, the City will attempt to
arrange a transfer or change in position. If a suitable transfer/change in position is not
available, one of the employees will be separated from City service. Every attempt will be
made to effect transfer or separation on the basis of agreement between the employees
involved and the City. If a mutual agreement is unattainable,the Mayor will determine,in the
City's best interest,the employee to be transferred or separated.
38.3 Vacancy Announcements-The City shall post announcement notices of position vacancies in the
local newspaper, on City internal and external web sites, in all City departments and an electronic
copy to the Union on the date the position is posted on the City's web sites.
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.
38.5.2 Promotional postings shall be placed on the City's internal web site and copies sent to all
departments for posting on the Union bulletin boards,to the Union and shop stewards.
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 44 of 45
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 fmal score.
38.5.4 Human Resources will develop a policy for rating candidates for promotional
opportunities.
38.5.5 If the Department Director in the department where a vacancy exists proposes to fill such
position through the promotional process,he/she shall have the sole discretion to determine
whether or not to consider transfer requests for the position from other bargaining unit
employees in the same classification as the position vacancy. Such decision will be
included in the promotional announcement.
ARTICLE 39 Ol'HER 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 1,2019 and will remain in effect through December 31,
2021. 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 31,2021
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 .1O day of '1( , 2019.
Signed this 2J day of Mowat ,2019
FOR THE CITY OF BREMERTON: FOR GENERAL TEAMSTERS LOCAL UNION#589:
i6Y/7/e&-ii 4./
0141111
Charlotte Nelson, 4rark Fuller,
Human Resources Manager Secretary-Treasurer
By " J Approved as to Form:
Honor I Greg Wheeler,Mayor
Attest: Roger Lubovich,City Attorhuy
taDC6Angela01-1 ,/1/
oods,City Clerk
COLLECTIVE BARGAINING AGREEMENT
City of Bremerton and Teamsters#589
January 1,2019 through December 31,2021
Page 45 of 45
APPENDIX A
TEAMSTERS 2019
EFFECTIVE JANUARY 1, 2019
3.00% General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Step A Step B Step C Step D Step E Step F Step G
Grade 4 Annual 37,709 38,691 39,630 40,695 41,781 42,888 44,328
iMonthly 3,142 3,22.4 3,303 3,391 3,482 3,574 3,694
Semi-Monthly 1,571 1,612 1,652 1,696 1,741 1,787 _ 1,847
Hourly 18.06 18.53 18.98 19.49 20.01 20.54 21.23
OT Hourly 27.09 27.80 28.47 29.24 30.02 30.81 31.85
Base+1% 1• 8.24 18.72 19.17 19.68 20.21 20.75 21.44
'Base +2% 18.42 18.90 19.36 19.88 20.41 20.95 21.65
Base+3% 18.60 19.09 19.55 20.07 20.61 21.16 - 21.87
F_ __ ____�___.__.__._.__.__.__ •
Base+4% 18.78 19.27 19.74 20.27 20.81 21.36 22.08
.
Grade 5 Annual • 39,630 40,695 41,781 42,888 44,328 45,122 46,374
Office Assistant 1 Monthly 3,303 3,391 3,482 3,574 3,694 3;i60 3,865
Semi-Monthly 1,652 1,696 1,741 1,787 1,847 1,880 1,933
Hourly 18.98 19.49 20.01 20.54 21.23 21.61 22.21
•
OT Hourly 28.47 29.24 30.02 30.81 31.85 . 32.42 33.32
Base+1% 19.17 19.68 20.21 20.75 21.44 21.83 22.43
Base+2% 19.36 19.8820.41 20.95 21.65 . 22.04 22.65
'Base+3% 19.55 20.0720.61 .21.16 21.87 22.26 22.88
;Base+4% 19.74 20.27 20.81 • 21.36 22.08 22.47 23.10
Annual 41,781 42,888 44,328 ; 45,122 46,374 47,627 48,922
'Office Assistant II 'Monthly 3,482 3,574 3,694 3,760 3,865 3,969 4,077
;Laborer- WWTPSemi-Monthly 1,741 1,787 1,847 1,880 1,933 1,985 2,039
Laborer Parks 'ourly 20.01 20.54 21.23 21.61 22.21 22.81 23.43'4
Laborer Utilities OT Hourly . 30.02 30.81 31.85 32.42 33.32 34.22 35.15
'Base+1% I 20.21 20.75 21.44 21.83 22.43 23.04 23.66
Base +2% 20.41 20.95 21.65 22.04 22.65 23.27 23.90
Base+3% 20.61 21.16 21.87 22.26 22.88 23.49 24.13
Base+4% 20.81 21.36 22.08 22.47 23.10 23.72 24.37
Grade 711111111111.1111.11116160 Annual 44,328 45,122 46,374 47,627 48,922 50,175 .51,532 •
Customer Service Representative Monthly 3,694 3,760 3,865 ' 3,969 4,077 4,181 4,294
:Evidence/CrimeSceneTechnician Semi-Monthly, 1,847 1,880 1,933 1,985 2,039 2,091 2,147 :
Office Assistant III __...._. Hourly 21.23 21.61 22.21 22.81 23.43 24.03 24.68
Police Records Specialist I OT Hourly 31.85 32.42 33.32 34.22 35.15 36.05 37.02
( Base+1% 21.44 21.83 22.43 23.04 23.66 , 24.27 24.93
_ __.-- --.. Base+2% 21.65 22.04 22.65 23.27 23.90 1 24.51 25.17
Base+3% ; 21.87 22.26 22.88 23.49 , 24.13 24.75 2-5-.42-
L. ___ _ . J Base+4% 22.08 22.47 23.10 23.72 ' 24.37 24.99 25.67
APPENDIX A
TEAMSTERS 2019
EFFECTIVE JANUARY 1,2019
3.00%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Step A Step B Step C Step D Step E Step_F Step G
Grade 8 Annual 46,374 47,627 48,922 50,175 51,532 i 52,952 54,372
Accounting Assistant II Monthly 3,865 ' 3,969 4,077 4,181 4,294 4,413 4,531
Automotive Tech Assistant Semi-Monthly 1,933 1,985 2,039 2,091 2,147 2,207 2,266
Human Resource Assistant Hourly 22.21 22.81 23.43 24.03 24.68 25.36 26.04
Recreation Program Coordinator I OT Hourly 33.32 34.22 35.15 36.05 37.02 38.04 39.06
Tax& License Specialist Base+1% 22.43 23.04 23.66 24.27 24.93 25.61 26.30
Base +2% 22.65 23.27 23.90 24.51 25.17 25.87 26.56
Base +3% 22.88 23.49 24.13 24.75 25.42 26.12 26.82
Base+4% 23.10 23.72 24.37 24.99 25.67 26.37 27.08
Grade 9 Annual 48,922 50,175 51,532 52,952 54,372 55,812 57,399
Accounting Assistant III Monthly 4,077 4,181 4,294 4,413 4,531 4,651 4,783
Legal Technician Semi-Monthly 2,039 2,091 2,147 2,207 2,266 2,326 2,392
Office Assistant Senior Hourly 23.43 24.03 24.68 25.36 26.04 26.73 27.49
Police Records Specialist II OT Hourly 35.15 36.05 37.02 38.04 39.06 40.10 41.24
Water Resources Assistant Base +1% 23.66 24.27 24.93 25.61 26.30 27.00 27.76
Base+2% 23.90 24.51 25.17 25.87 26.56 27.26 28.04
.
Base+3% 24.13 . 24.75 25.42 26.12 26.82 27.53 28.31
Base+4% 24.37 24.99 25.67 26.37 27.08 27.80 28.59
Grade 10 Annual 51,532 52,952 54,372 55,812 57,399 59,007 60,615
Accounting Assistant Senior Monthly 4,294 4,413 4,531 4,651 4,783 4,917 5,051
Accounts Payable Specialist Semi-Monthly 2,147 2,207 2,266 2,326 2,392 2,459 2,526
Community Development Assistant ___ Hourly 24.68 25.36 26.04 26.73 27.49 28.26 29.03
Forest Service Specialist _ OT Hourly _ 37.02 38.04 39.06 40.10 41.24 42.39 43.55
Project Assistant Base+1% 24.93 25.61 26.30 27.00 27.76 28.54 29.32
Tax and License Specialist Senior Base+2% 25.17 25.87 26.56 27.26 28.04 28.83 29.61
WWTP Industrial Mechanic Trainee Base +3% 25.42 26.12 26.82 27.53 28.31 29.11 29.90
Base+4% 25.67 26.37 27.08 27.80 28.59 29.39 30.19
Grade 11 Annual 54,372 55,812 57,399 59,007 60,615 62,348 64,039
Administrative Assistant Monthly 4,531 4,651 4,783 4,917 5,051 5,196 5,337
Code Enforcement Specialist Semi-Monthly 2,266 2,326 2,392 2,459 2,526 2,598 2,669
Engineering Technician II Hourly 26.04 26.73 27.49 28.26 29.03 29.86 30.67
Parks Service Specialist OT Hourly 39.06 40.10 41.24 42.39 43.55 44.79 46.01
Payroll Specialist Base+1% 26.30 27.00 27.76 28.54 29.32 30.16 30.98
Permit Technician Base+2% 26.56 ' 27.26 28.04 28.83 29.61 30.46 31.28
Permit Specialist Base +3% 26.82 27.53 28.31 29.11 29.90 30.76 31.59
Police Records Specialist Supvr. Base+4% 27.08 27.80 28.59 29.39 30.19 31.05 31.90
Sign Shop Service Specialist
Street Service Specialist '
Utilities Service Specialist ,
WWTP Operator Trainee VM _ ,
APPENDIX A
TEAMSTERS 2019
EFFECTIVE JANUARY 1, 2019
3.00% General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Step A Step B Step C Step D Step E Step F Step G
Grade 12 igimmukAnnual 57,399 ' 59,007 60,615 f 62,348 ; 64,039 65,7091 67,568-1
Court Security Home Detention Spec. Monthly 4,783 4,917 5,051 5,196 5,337 5,476 5,631
Crime Scene Lead Evidence Tech. Semi-Monthly 2,392 2,459 2,526 2,598 2,669 2,738 2,816
Deputy City Clerk Hourly 27.49 28.26 29.03 29.86 30.67 31.47 32.36
Forestry Service Specialist Senior OT Hourly 41.24 42.39 43.55 44.79 46.01 47.21 ' 48.54
Probation Officer Base+1% 27.76 28.54 29.32 30.16 30.98 31.78 32.68
Recreation Program Coordinator II Base+2% 28.04 28.83 29.61 30.46 31.28 32.10 33.01
Technoogy Communicaos Specialist Base+3% 28.31 29.11. 29. 0 30.76 31.* 32.41 38-.33 1
UI tieslServi a Specialist nCompliance 'Base+4% 28.59 29.39 30.19
t9 31.05 31.90 32.73 33.65
Warrant Officer
Water Operator _.
WWTP Industrial Mechanic.
Grade 13 Annual 60,61562,348 64,039 65,709 67,568 69,510 71,284
Automotive Equipment Technician Monthly 5,051 5,196 5,337 5,476 5,631 5,793 5,940
Crime Scene Analyst Semi-Monthly 2,526 2,598 2,669 2,738 2,816 2,897 2,970
Engineering Technician III Hourly 29.03 29.86 30.67 31.47 32.36 33.29 34.14]
IT Specialist OT Hourly 43.55 44.79 46.01 47.21 48.54 , 49.94 51,21
Parks Service Specialist Senior Base+1% 29.32 30.16 30.98 31.78 32268 , 33.62 34.48
Recreation Program Coordinator III Base+2% 29.61 ' 30.46 31.28 32.10 33.01 i 33.96 34.82
Sign Shop Service Specialist Senior Base+3% 29.90 30.76 31.59 32.41 33.33 34.29 35.16
Streets Service Specialist Senior Base +4% 30.19 31.05 31.90 32.73 33.65 34.62 35.51
Utilities Service Specialist Senior __
WWTP Lab Technician
Grade 1411Annual ' 64,039 : 65,709 67,568 69,510 71,284 73,268 75,398
Accountant !Monthly 5,337 5,476 5,631 5,793 5,940 6,106 6,283
Building Inspector/Plans Examiner I Semi-Monthly 2,669 2,738 2,816 2,897 2,970 3,053 3,142
Community Resource Specialist Hourly 30.67 31.47 32.36 33.29 34.14 35.09 36.11
Legal Technician Senior OT Hourly 46.01 47.21 48.54 49.94 . 51.21 52.64 54.17
Planner I Base+1% 30.98 31.78 32.68 33.62 34.48 35.44 36.47
Water Operator Senior Base+2% € 31.28 32 10 ; 33.01 33.96 34.82 35.79 36.83
'WWTP Operator I _ _ ._ Base+3% 31.59 32.41 33 33 34.29 35.16 36.14 37.19
Base +4% ' 31.90 32.73 33.65 34.62 35.51 36.49 37.55
APPENDIX A
TEAMSTERS 2019
EFFECTIVE JANUARY 1,2019
3.00%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Step A Step B Step C Step D Step E Step F Step G
Grade 15 Annual 67,568 69,510 71,284 73,268 75,398 77,465 79,741
Assistant Network Administrator Monthly 5,631 5,793 5,940 6,106 6,283 6,455 6,645
Customer Service/PC Technician Semi-Monthly 2,816 2,897 2,970 3,053 3,142 3,228 3,323 .
Electronics Technician Hourly 32.36 33.29 34.14 35.09 36.11 37.10 38.19
Engineering Technician IV OT Hourly 48.54 49.94 51.21 52.64 54.17 55.65 57.29
Environmental Technician Base+1% 32.68 33.62 34.48 35.44 36.47 37.47 38.57
Journey Level Electrician Base+2% 33.01 33.96 34.82 35.79 36.83 37.84 . 38.95
Lead Automotive Equipment Tech. Base +3% 33.33 34.29 35.16 36.14 37.19 38.21 39.3;1-
Lead
9.34Lead Facilities Service Specialist Base +4% 33.65 34.62 35.51 36.49 ' 37.55 . 38.58 39.72
Lead Street Service Specialist
Lead Utilities Service Specialist
Parks Facilities Specialist
Parks Lead Service Specialist
Utilities Accounts Supervisor
Utility Instrumentation and Control Specialist
WWTP CMMS Technician
WWTP Instrumentation & Control Spec.
WWTP Operator II
Grade 16 Annual 71,284 73,268. 75,398 77,465 79,741 82,017 84,293
Building Inspector/Plans Examiner II Monthly 5,940 6,106 6,283 6,455 6,645 6,835 7,024
Civil Engineer I Semi-Monthly 2,970 3,053 3,142 3,228 3,323 3,418 3,512
Code Enforcement Officer Hourly 34.14 35.09 36.11 37.10 38.19 ; 39.28 40.37
IT Programmer AnalystT �,.. OT Hourly 51.21 52.64 54.17 55.65 57.29 58.92 60.56
Lead Water Operator Base+1% 34.48 35.44 36.47 37.47 38.57 39.67 40.77
Planner II Base +2% 34.82 35.79 36.83 37.84 38.95 40.07 41.18
System Administrator - Base +3% 35.16 36.14 37.19 38.21 39.34 40.46 41.58
Utilities Compliance Specialist Base +4% 35.51 36.49 37.55 38.58 3_9.72 40.85 41.98
Grade 17 Annual 75,398 77,465 79,741 82,017 84,293 86,673 89,053
•
Accountant/Financial Analyst Monthly _ 6,283 6,455 6,645 6,835 7,024 7,223 7,421
Auto Equipment Technician Supvr. Semi-Monthly 3,142 3,228 3,323 3,418 3,512 3,612 3,711
Electronics Supervisor Hourly 36.11 37.10 38.19 39.28 40.37 ; 41.51 42.65
NPDES Stormwater Permit Coord. OT Hourly 54.17 55.65 57.29 58.92 60.56 62.27 63.98
Parks Maintenance Supervisor Base +1% 36.47 37.47 38.57 39.67 40.77 41.93 43.08
Sign Shop Serv. Spec. Supervisor Base +2% 36.83 37.84 38.95 40.07 41.18 42.34 43.50
Streets Service Spec. Supervisor Base +3% 37.19 38.21 39.34 40.46 41.58 42.76 43.93
WWTP Maintenance SupervisorBase+4% 37.55 38.58 39.72 40.85 41.98 43.17 44.36
APPENDIX A
TEAMSTERS 2019
EFFECTIVE JANUARY 1,2019
3.00%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Step A Step B Step C Step D Step E Step F Step G
Grade 18 Annual 79,741 82,017 84,293 86,673 8.9,053 91,580 94,023
Civil Engineer,Il ______ _____...�__..._._._._._..._._........ Monthly 6,645 6,835 7,024 7,223 7,421 7,632 7,835
.
Engineering TechnicianSenior Semi-Monthly 3,323 3,418 3,512 3,612 3,711 3,816 3,918
Facilities/Inventory Supervisor Hourly► 31110 39.28 40 37 ; 41.51 42.65 43.86 45.03
Forestry Service Spec. Supervisor OT Hourly 57.29 58.92 60.56 62.27 63.98 65.79 67.55
GIS/Application Development Engineer Base+1% 38.57 39.67 40.77 41.93 43.08 44.30 45.48
IT Systems Engineer Base+2% 38.95 40.07 41.18 42.34 43.50 44.74 45.93
Sanitary/Storm Collection Supervisor Base +3% 39.34 40.46 41.58 42.76 43.93 45.18 46.38
Water Distribution Supervisor Base +4% 39.72 40.85 41.98 43.17 44.36 45.61 46.83
Water Resources Operations Supervisor '
WWTP Operations Supervisor
Grade 19 Annual 84,293 86,673 89,053 91,580 94,023 9.6,486 98,867
Civil Engineer III Monthly 7,024 7,223 7,421 7,632 7,835 8,041 8,239
Semi-Monthly 3,512 3,612 3,711 3,816 3,918 4,021 4,120
Hourly 40.37 41.51 42.65 43.86 45.03 46.21 47.35
OT Hourly60.56 62.27 63.98 65.79 67.55 69.32 71.03
Base +1% 40.77 41.93 43.08 44.30 45.48 46.67 47.82
Base +2% 41.18 42.34 43.50 44.74 45.93 . 47.13 48.30
Base +3% 41.58 42.76 43.93 45.18 46.38 47.60 ; 48.77
Base+4% 41.98 43.17 44.36 45.61 46.83 48.06 49.24
APPENDIX A
TEAMSTERS 2020
EFFECTIVE JANUARY 1, 2020
2.50%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2096 Step A Step B Step C Step D Step E Step F Step G
-`'. ';, ';- Annual 38,797 39,803 40,767 41,878 ! 42,989 1-44,121 45,609
Monthly 3,233 3,317 3,397 3,490 3,582 3,677 . 3,801
Semi-Monthly 1,617 1,659 1,699 1,745 1,791 1,839 1,901
Ji : :
OT Hourly 27.77 28.49 29.18 29.97 30.77 . 31.58 32.64
Base +1% 18.70 19.18 19.64 20.18 20.72 21.26 21.98
Base +2% 18.88 19.37 19.84 20.38 20.92 21.47 22.20
Base +3% 19.07 19.56 20.03 20.58 21.13 21.68 22.41
Base +4% 19.25 19.75 20.23 20.78 21.33 21.89 22.63
- ._''Annual 40,767 41,878 42,989 44,121 45,609 46,426 47,726
t,_
Office Assistant I Monthly 3,397 3,490 3,582 3,677 3,801 3,869 3,977
Semi-Monthly 1,699 1,745 1,791 1,839 1,901 1,935 1,989
OT Hourly - 29.18 29:97 30.77 31.58 32.64 33.23 34.16
Base +1% 19.64 20.18 20.72 21.26 21.98 22.37 23.00
Base +2% 19.84 20.38 20.92 21.47 22.20 22.59 23.23
Base +3% 20.03 20.58 21.13 21.68 . 22.41 22.81 23.45
Base +4% 20.23 20.78 21.33 21.89 22.63 23.04 23.68
Annual 42,989 44,121 45,609 46,426 ' 47,726 49,004 50,346
Office Assistant IIMonthly 3,582 3,677 3,801 3,869 3,977 4,084 4,196
Laborer- WWTP Semi-Monthly 1,791 1,839 1,901 1 1,935 1,989 . 2,042 2,098
Laborer-Parks H°"
Laborer-Utilities OT Hourly 30.77 31.58 32.64 33.23 34.16 35.07 36.03
Base +1% 20.72 21.26 21.98 22.37 23.00 23.61 24.26
Base +2% 20.92 21.47 22.20 22.59 23.23 23.85 24.50
Base+3% 21.13 21.68 22.41 22.81 23.45 24.08 24.74
Base +4% 21.33 21.89 22.63 23.04 23.68 24.32 24.98
RIIMMIIIIMMEMMIN Annual 45,609 46,426 47,726 49,004 ' 50,346 51,624 53,029
Customer Service Representative __- Monthly 3,801 3,869 3,977 4,084 4,196 4,302 4,419
Evidence/Crime Scene Technician Semi-Monthly 1,901 1,935 . 1,989 2,042 2,098 2,151 2,210
Office Assistant III Hourly_ _ I_ 21.761 22.15 j 22 77 23.38 1 24.0z1_ 24.631 25.3Q
Police Records Specialist I _ -� µ _ OT Hourly 32.64 33.23 34.16 35.07 36.03 36.95 37.95
Base +1% 21.98 22.37 23.00 , 23.61 24.26 24.88 25.55
Base +2% 22.20 22.59 : 23.23 1 23.85 24.50 25.12 25.81
Base +3% 22.41 22.81 23.45 24.08 24.74 25.37 26.06
Base +4% 22.63 23.04 23.68 24.32 24.98 25.62 26.31
APPENDIX A
TEAMSTERS 2020
EFFECTIVE JANUARY 1, 2020
2.50% General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2096 Step A Step B Step C Step D Step E Step F Step G
Annual 59,065 ; 60,721 62,377 64,159 ' 65,898 ', 67,617 1 69,524 -
Court Security Home Detention Spec. Monthly 4,922 , 5,060 . 5,198 5,347 5,492 5,635 5,794
Crime Scene Lead 28:97 !' 29.76 2,674 ; 2,746 : 2 818 2,897
Deputy City Clerk Evidence Tech. Semi-Monthly2 461 2 530 2,599 ' 41111.11.1P.26
26 l ,
ik
Forestry Service Specialist Senior OT Hourly 42.27 43.46 44.64 45.92 47.16 1 48.39 49.76
Probation Officer Base+.1% 28.46 ' 29.26 30.06 30.92 31.75 32.58 33.50
Recreation Program Coordinator II Base +2% 28.74 29.55 30.36 31.22 32.07 , 32.91 33.83
Technology Communications Specialist Base +3% 29.03 29.84 30.65 31.53 32.38 33.23 34.17
Utilities Service Specialist-Compliance Base +4% 29.31 , 30.13 ` 30.95 31.83 32.70 : 33.55- 34.50
Warrant Officer .
Water Operator
WWTP Industrial Mechanic
Grader -IIIIMIIIIIMIIIIIII Annual 62,377 64,159 65,898 67,617 69,524 71,516 73,339
Automotive Equipment Technician Monthly 5,198 5,347 5,492 5,635 5,794 5,960 6,112
Crime Scene Analyst ;Semi-Monthly 2,599 ; 2,674 2,746 2,818 2,897 2,980 3,056 '
!Engineering Technician III_ � 1111111.1111k 29.7
,IT Specialist OT Hourly 44.64 ! 45.92 ; 47.16 48.39 49.76 ; 51.18 52.49
Parks Service Specialist Senior Base +1% 30.06 30.92 31.75 32.58 ' 83.-56 -i-4-.46 35.34
Recreation Program Coordinator III Base+2% 30.36 ; 31.22 32.07 , 32,91 . 33.83 ! 34.80 35.69
Sign Shop Service Specialist Senior Base+3% 30.65 31.53 32.38 33.23 34.17 ' 35.14 36.04
Streets Service Specialist Senior Base+4% 30.95 31.83 ' 32.70 33.55 34.50 ; 35.48 36.39
!Utilities Service Specialist Senior
IWWTP Lab Technician _
IIIIIIIIIIIIIIIIIIIIIIIIIIIIIIIIIIIIIBAnnual 65,898 67,617 69,524 71,516 73,339 75,393 77,573
;Accountant Monthly 5,492 5,635 5,794 5,960 6,112 ' 6,283 6,464
,Building Inspector/Plans Examiner I Semi-Monthly 2,746 2,818 2,897 2,980 3,056 3,142 3,232
Community Resource Specialist _ 3226 3317 34.99 35- 37.01
1
;Legal Technician Senior 'OT Hourly_ 47.16 I 48.39 49.76 51.18 ' 52.49 53.96 ; 55.52
Planner I 'Base+1% 31.75 1 32.58 33.50 34.46 35.34 36.33 37.38
;Water Operator Senior ___ _ _ i Base+2%_ .32.07 i_ 32.91 ' 33 83 34.80 35:69 36.69 37.75
___ _ _.._ .. _________.
WWTP Operator I� -�� 'Base+3% 32.38 33.23 321.-i---i 35.14 36.04 . 37.05 38.12
Base+4% 32.70 33.55 ' 34.50 35.48 36.39 ' 37.41 38.-215-
1
APPENDIX A
TEAMSTERS 2019
EFFECTIVE JANUARY 1,2019
3.00%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Step A Step B Step C Step D Step E Step F Step G
Grade 15 Annual 67,568 69,510 71,284 73,268 75,398 77,465 i 79,741
Assistant Network Administrator Monthly 5,631 5,793 5,940 6,106 6,283 6,455 6,645
Customer Service/PC Technician iSemi-Monthly 2,816 2,897 2,970 3,053 3,142 3,228 3,323 .
Electronics Technician Hourly 32.36 33.29 34.14 35.09 36.11 37.10 38.19
Engineering Technician IV ,OT Hourly 48.54 49.94 51.21 52.64 '54.17 55.65 57.29
Environmental Technician Base+1% 32.68 33.62 34.48 35.44 36.47 37.47 38.57
Journey Level Electrician 'Base+2% 33.01 33.96 34.82 35.79 36.83 37.84 38.95
Lead Automotive Equipment Tech. Base+3% 33.33 34.29 35.16 36.14 37.19 38.21 39.34
Lead Facilities Service Specialist Base+4% 33.65 34.62 35.51 36.49 37.5.5 . 38.58 39.72
Lead Street Service Specialist
Lead Utilities Service Specialist
Parks Facilities Specialist
Parks Lead Service Specialist
Utilities Accounts Supervisor
Utility Instrumentation and Control Specialist _�
WWTP CMMS Technician
WWTP Instrumentation& Control Spec.
WWTP Operator II
Grade 16 t {" 'Annual 71,284 73,268. 75,398 77,465 79,741 ' 82,017 84,293
,H .
Building Inspector/Plans Examiner II Monthly 5,940 6,106 6,283 6,455 6,645 6,835 7,024
Civil Engineer I Semi-Monthly 2,970 3,053 3,142 3,228 3,323 3,418 3,512
Code Enforcement Officer Hourly 34.14 35.09 36.11 37.10 38.19 39.28 40.37
IT Programmer Analyst OT Hourly 51.21 52.64 54.17 55.65 57.29 58.92 60.56
Lead Water Operator Base+1% 34.48 35.44 36.47 37.47 38.57 39.67 40.77
Planner II Base+2% 34.82 35.79 36.83 37.84.' 38.95 ' 40.07 41.18
SystemAdministrator _ Base +3% 35.16 36.14 37.19 38.21 39.34 ; 40.46 41.58
Utilities Compliance Specialist��r �� Base+4% 35.51 36.49 37.55 38.58 39.72 40.85 41.98
Grade 17 Annual 75,398 77,46579,741 82,017 84,293 86,673 89,053
Accountant/Financial Analyst Monthly - 6,283 6,455 6,645 6,835 7,024 7,223 7,421
Auto Equipment Technician Supvr. Semi-Monthly 3,142 3,228 3,323 3,418 3,512 3,612 3,711
Electronics Supervisor Hourly 36.11 37.10 38.19 39.28 40.37 41.51 42.65
NPDES Stormwater Permit Coord. OT Hourly 54.17 55.65 57.29 58.92 60.56 62.27 63.98
Parks Maintenance Supervisor Base+1% 36.47 37.47 '38.57 39.67 40.77 41.93 43.08
Sign Shop Serv. Spec. Supervisor Base+2% 36.83 37.84 38.95 40.07 41.18 , 42.34 43.50
Streets Service Spec. Supervisor Base+3% 37.19 38.21 39.34 40.46 41.58 42/6 43.93
WWTP Maintenance Supervisor 'Base+4% 37.55 38.58 39.72 40.85 41.98 ' 43.17 44.36
APPENDIX A
TEAMSTERS 2020
EFFECTIVE JANUARY 1, 2020
2.50%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2096 Step A Step B Step C Step D Step E Step F Step G
Annual 82,037 84,385 86,732 89,185 91,637 94,236 96,751
Civil Engineer II Monthly 6,836 7,032 7,228 7,432 7,636 7,853 8,063
Engineering Technician Senior Semi-Monthly 3,418 3,516 3,614 3,716 3,818 3,927 4,032
Facilities/Inventory Supervisor a .. , '
Forestry Service Spec. Supervisor OT Hourly 58.71 60.39 62.07 63.83 65.58 67.44 69.24
GIS/Application Development Engineer Base+1% 39.53 40.66 41.79 42.98 44.16 45.41 46.62
IT Systems Engineer Base +2% 39.92 41.07 42.21 43.40 44.59 45.86 47.08
Sanitary/Storm Collection Supervisor Base +3% 40.31 41.47 42.62 43.83 45.03 46.31 47.54
Water Distribution Supervisor Base +4% 40.71 41.87 43.04 44.25 45.47 46.76 48.01
Water Resources Operations Supervisor
WWTP Operations Supervisor
made 1 ' s" � ` ;_`.Annual 86,732 89,185 91,637 94,236 96,751 99,288 101,719
Civil Engineer Ill Monthly 7,228 7,432 7,636 7,853 8,063 8,274 8,477
Semi-Monthly 3,614 3,716 3,818 3,927 4,032 4,137 4,239
Hourly 41.38 42.55 7f`-,
OT Hourly 62.07 63.83 65.58 67.44 69.2471.06 72.80
Base +1% 41.79 42.98 44.16 45.41 46.62 47.84 49.02
Base +2% 42.21 43.40 44.59 45.86 47.08 48.32 49.50
Base+3% 42.62 43.83 45.03 46.31 47.54 48.79 49.99
Base+4% 43.04 44.25 45.47 46.76 48.01 49.26 50.47
APPENDIX A
TEAMSTERS 2021
EFFECTIVE JANUARY 1, 2021
2.50%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 _. Step A Step B Step C Step D Step.B ,Step F Step G
Grade 4 :Annual ! 39,609 40,632 41,635 42,762 43,890 i 45,0591,46,562 46,562
Monthly ; 3,301 3,386 3,470 3,564 3,658_ ' 3,755 • 3,880
Semi-Monthly 1,651 1,693 1,735 1,782 1,829 1,878 1,940
Hourly 18.97 14.46 19.94 20.48 21.02 21.58 22.30
OT Hourly 28.46 29.19 29.91 " 30.72 31.53 32.37 33.45
Base+1% 19.16 19.65 20.14 ' 20.68 21.23 21.80 22.52
Base+2% 19.35 19.85 20.34 20.89 21.44 22.01 22.75
Base+3% i 19.54 20.04 20.54 , 21.09 : 21.65 22.23 : 22.97 i
Base+4% 19.73 20.24 20.74 21.30 21.86 : 22.44 23.19
Grade 5 Annual 41,635 42,762 43,890 45,059 46,562I 47,398 48,734j
Office Assistant I Monthly 3,470 3,564 3,658 3,755 3,880 • 3,950 4,061
Semi-Monthly 1,735 1,782 1,829 1,878 1,940 ' 1,975 2,031
Hourly 19.94 20.48 21.02 21.58 22.30 22.70 23.34
OT Hourly 29.91 30.72 31.53 32.37 33.45 34.05 35.01
Base+1%, 20.14 20.68 21.23 21.80 22.52 ! 22.93 23.57
Base+2% 20.34 20.89 21.44 22.01 22.75 i 23.15 23.81
a
Base+3% 20.54 21.09 21.65 22.23 2Z97 ; 23.38 24.04
l • :Base+4% 20.74 21.30 21.86 : 22.44 23.19 ' 23.61 k 24.27
Grade 6 Annual 43,890 45,059 46,562 47,398 48,734 47,899 I 51,407.
Office Assistant II Monthly 3,658 , 3,755 3,880 3,950 4,061 3,992 ' 4,284
Laborer- WWTP Semi-Monthly 1,829 ' 1,878 1,940 l 1,975 2,031 1,996 2,142 I
Laborer-Parks Hourly 21.02 21.58 22.30 22.70 23.34 , 22.94 24.62 I
Laborer-Utilities OT Hourly. 31.53 32.37 33.45 34.05 35.01 : 34.41 , 36.93
Base +1% 21.23 21.80 22.52 22.93 23.57 23.17 24.87
p 22.01__._1 ___..__ _15 2...._ 1 __ .. __
Base+2/0 21.44 22.75 23 15 23.81 23 40 , 25.11
Base +3% j 21.65 , 22.23 22.97 23.38 24.04 " 23.63 25.36 ;
___ ..-__.........,____._... Base +4% 21.86 22.44 23.19 23.61 24.27 23 86 .25.60
Grade 7 Annual ' 46,562 47,398, 48,734 1 47,899 51,407_ 52,722 fN54,142
Customer Service Representative Monthly 3,880 3,950 4,061 ' 3,992 4,284 ! 4,394 L 4,512
Evidence/Crime Scene Technician _ Semi-Monthly 1,940 1,975 2,031 ' 1,996 2,142 ' 2,197.1- 2,256
----- aI _.._._.____________________
^ y ...- 36.93 ! 37.88 • 38.90
Office Assistant Ill Hourly 22.30 22.70 23.34 22.94 24.62 25.25 25.93
Police Records Specialist I OT Hourly33.45 , 34.05 35.01 34.41 • •
Base+1% I..._22.52 , 22.93 23.57 23.17 24.87 25.50 26.19
Base+2% 22.75 23.15 23.81 23.40 25.11 25.76 26.45
Base+3% 22.97 23.38 24.04 23.63 25.36 ' 26.01 26.71
Base+4% 23.19 23.61 24.27 23.86 25.60 26.26 26.97
APPENDIX A
TEAMSTERS 2021
EFFECTIVE JANUARY 1, 2021
2.50% General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Step A Step B Step C Step D Step E Step F Step G
Grade 12 Annual 60,301 61,993 63,684 ' 65,521 67,296 : 69,050 ' 70,992
Court Security Home Detention Spec. Monthly 5,02.5 5,166 5,307 5,460 5,608 5,754 5,916
Crime Scene Lead Evidence Tech. Semi-Monthly 2,513 2,583 2,654 2,730 2,804 , 2,877 • 2,958
Deputy City Clerk Hourly 28.88 29.69 30.50 31.38 32.23 33.07 34.00
Forestry Service Specialist Senior OT Hourly ; 43.32 ' 44.54' 45.75 47.07 48.35 49.61 51.00
Probation Officer Base +1% 29.17 ; 29.99 30.81 31.69 , 32.55 33.40 34.34
Recreation Pro ram Coordinator II Base+2% 29.46 30.28 31.11 32.01 32.87 33.73 34.68
Technology Communications Specialist Base +3% 29.75 : 30.58 31.42 32.32 33.20 ' 34.06 35.02
Utilities Service Specialist-Compliance Base+4% 30.04 30.88 31.72 32.64 . 33.52 34.39 35.36
Warrant Officer
Water Operator
WWTP Industrial Mechanic
Grade 13 Annual 63,684 65,521 " 67,296 69,050.!.7Q992 73,017. 74,876
Automotive Equipment Technician Monthly 5,307 5,460 5,608 5,754 j 5,916 6,085 : 6,240
Crime Scene Analyst • Semi-Monthly 2,654 2,730 2,804 2,877 2,958 3,043 3,120
:Engineering Technician III -_._. __,.__ _,_ Hourly 30.50 31.38 32.23 33.07 34.00 34.97 35.86
[IT Specialist OT Hourly 45.75 47.07 48.35 49.61 51.00 52.46 53.79
Parks Service Specialist Senior Base+1% 30.81 31.69 32.55 33.40 34.34 35.32 36.22
Recreation Program Coordinator III_ Base+2% 31.11 32.01 32.87 33.73 34.68 35.67 36.58
Sign Shop Service Specialist Senior Base+3% 31.42 32.32 33.20 . 34.06 35.02 36.02 36.94
Streets Service Specialist Senior Base+4% 31.72 32.64 33.52 34.39 35.36 36.37 37.29
Utilities Service Specialist Senior
WWTP Lab Technician � _____
�� ..�._..._..__...__ '
Grade 14 Annual 67,296 69,050 70,992 73,017 74,876 76,985 79,219
Accountant Monthly 5,608 5,754 5,9166,085 6,240 6,415 6,602
Building Inspector/Plans Examiner I Semi-Monthly 2,804 2,877 2,958 3,043 3,120 3,208 3,301
Community Resource Specialist__-_.-.__.:__-_ Hourly 32.23 33.07 34.00 34.97 35.86 36.87 37.94
Legal Technician Senior .OT Hourly 48.35 49.61 51.00 52.46 53.79 55.31 56.91
Planner 1 • Base+1% 32.55 33.40 34.34 35.32 36.22 37.24 38.32
Water Operator Senior • Base +2% 32.87 33.73 34.68 35.67 36.58 37.61 38.70
WWTP O erator I Base +3% , 33.20 i 34.06 35.02 36.02 36.94 3798 39.08
Base +4% 33.52 34.39 35.36 36.37 37.29 38.34 39.46
APPENDIX A
TEAMSTERS 2021
EFFECTIVE JANUARY 1, 2021
2.50%General Wage Adjustment
12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos. 12 Mos.
Hours Worked Per Year: 2088 Step A Step B Step C Step D Step E Step F Step G
Grade 18 Annual 83,771 86,172 88,552 91,058 93,563 96,215 98,783
Civil Engineer II Monthly 6,981 7,181 7,379 7,588 7,797 8,018 8,232
Engineering Technician Senior Semi-Monthly 3,491 3,591 3,690 3,794 3,899 4,009 4,116
Facilities/Inventory Supervisor Hourly 40.12 41.27 42.41 43.61 44.81 46.08 47.31
Forestry Service Spec. Supervisor OT Hourly 60.18 61.91 63.62 65.42 67.22 69.12 70.97
GIS/Application Development Engineer Base +1% 40.52 41.68 42.83 44.05 45.26 46.54 47.78
IT Systems Engineer Base +2% 40.92 42.10 43.26 44.48 45.71 47.00 48.26
Sanitary/Storm Collection Supervisor Base +3% 41.32 42.51 43.68 44.92 46.15 47.46 48.73
Water Distribution Supervisor Base +4% 41.72 42.92 44.11 45.35 46.60 47.92 49.20
Water Resources Operations Supervisor
WWTP Operations Supervisor
Grade 19 Annual 88,552 91,058 93,563 • 96,215 98,783 101,372 103,857
Civil Engineer III Monthly 7,379 7,588 7,797 8,018 8,232 8,448 8,655
Semi-Monthly 3,690 3,794 3,899 4,009 4,116 4,224 4,328
Hourly • 42.41 43.61. 44.81 46.08 47.31 48.55 49.74
OT Hourly 63.62 65.42 67.22 69.12 70.97 72.83 74.61
Base +1% 42.83 44.05 45.26 46.54 47.78 49.04 50.24
Base +2% 43.26 44.48 45.71 47.00 48.26 49.52 50.73
Base +3% 43.68 44.92 46.15 47.46 48.73 50.01 51.23
Base +4% 44.11 45.35 46.60 47.92 49.20 50.49 51.73
APPENDIX"B"
Classification Series
For use in the administration of a Reduction in Force (Lay-Offs):
ACCOUNTING/FINANCIAL (Citywide)
Accountant/Financial Analyst
Accountant
Accounting Assistant Senior, Tax& License Specialist Senior,Accounts Payable Specialist
Accounting Assistant III
Accounting Assistant II, Tax&License Specialist
*Accounting Assistant I
***Utility Accounts Supervisor
***Payroll Specialist
CITY CLERK
*Deputy City Clerk
COMMUNITY DEVELOPMENT
Building Inspector/Plans Examiner II
Building Inspector/Plans Examiner I
Permit Specialist I
***Code Enforcement Officer
Code Enforcement Specialist
Planner II
Planner I
***Community Development Assistant
ELECTRONICS
*Electronics Supervisor
Electronics Technician
Journey Level Electrician
*Maintenance Electrician
* 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
ENGINEERING
Civil Engineer III
Civil Engineer II
Civil Engineer I
Engineering Technician Senior
Engineering Technician IV
Engineering Technician III
*Engineering Technician II
*Engineering Technician I
***Permit Technician
***Project Assistant
FACILITIES
Facilities/Inventory Supervisor
Facilities Service Specialist Lead
Utilities Service Specialist Senior
Utilities 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
***Environmental Technician
* 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
INFORMATION TECHNOLOGY
IT Systems Engineer
GIS/Application Development Engineer
Systems Administrator
Information Technology Specialist
IT Programmer Analyst
*PC Technician
*Computer Service/PC Technician
*Computer Programmer Senior
*Computer Programmer
* & *** Computer Operator-Utility
•
***Technology Communications Specialist
MUNICIPAL COURT
Legal Technician Senior
Legal Technician
***Probation Officer
OFFICE/CLERICALCi -wide)
( tv
*Office Supervisor
Administrative Assistant
**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
Laborer—Parks
* & ***Parks Facilities 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
* & *** Cemetery Caretaker
POLICE
Police Records Supervisor
Police Records Specialist II
*Police Records Specialist I
Crime Scene/Lead Evidence Technician
Evidence/Property Control Specialist
***Warrant Officer/EHD
*Crime Analyst
***Community Resource Specialist
*Court Security/Detention Specialist
*Animal Control Officer
*Warrant Officer
RECREATION
Recreation Program Coordinator III
Recreation Program Coordinator II
*Recreation Program Coordinator I
*Aquatics Supervisor
*Recreation Supervisor
SIGN SHOP
*Sign Shop Service Specialist Supervisor
*Sign Shop Service Specialist Lead
Sign Shop Service Specialist Senior
*Sign Shop Service Specialist
STREET
Street Service Specialist Supervisor
Street Service Specialist Lead
Street Service Specialist Senior
Street Service Specialist
* 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
UTILITIES (Sanitary & Storm Collection)
Sanitary/Storni Collection Supervisor
Utilities Service Specialist Lead
Utilities Service Specialist Senior
Utilities Service Specialist,Utilities Service Specialist Compliance
Laborer—Utilities
WASTEWATER TREATMENT PLANT (WWTP) -MAINTENANCE
WWTP Maintenance Supervisor
WWTP CMMS Technician(Computer Maintenance Management Systems Technician)
WWTP Industrial Mechanic
WWTP Trainee Industrial Mechanic
Laborer—WWTP
*** WWTP Instrumentation& Control Specialist
WASTEWATER TREATMENT PLANT—OPERATIONS
WWTP Operations Supervisor
WWTP Operator II
WWTP Operator I
WWTP Operator Trainee
***WWTP Lab Technician
WATER RESOURCES—OPERATIONS
Water Resources Operations Supervisor
Water Operator Lead
Water Operator Senior
Water Operator
***Environmental Technician
***Water Resources Assistant
Utility Instrumentation and Controls Technician (was Electronics Technician)
WATER DISTRIBUTION
Water Distribution Supervisor
*Utilities Service Specialist Senior
Utilities Service 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
***Utilities Compliance Specialist
***Utilities Customer Service Representative
INDIVIDUAL JOB CLASSIFICATIONS
*Project Coordinator
•
* 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
LETTER OF AGREEMENT
This Letter of Agreement is agreed to pursuant to Article 26.2 of the Collective Bargaining
Agreement between the City of Bremerton and the Teamsters Local 589. The following agreement
will expire ninety(90) days from the date of signing.
Currently the WWTP is short two positions in Wastewater Operations. For the Wastewater
Treatment Plant to maintain their certifications they are required to have two (2)people on shift at
all times. Having two (2) vacant positions is making it extremely difficult to maintain minimum
staffing. Employees are having difficulty taking holidays off and/or making it up within the same
or following pay period(see Article 10.6 below).
10.6 Working on a Holiday—An employee required to work on a holiday will be compensated
at one and one-half(1-1/2) times the employee's regular straight time base rate of pay plus
longevity if applicable, for the time worked in addition to getting a mutually agreed to
alternate day off with regular holiday pay as provided in 10.4 above. The alternate day off
must be taken within the current or following pay period.
To alleviate this problem the City and the Union agree to temporarily allow Wastewater Operations
employees to choose one of the following:
Option 1: The alternate day off must be taken within 90 calendar days. Holidays must be taken
prior to January 1,2020.
Option 2: The employee can elect to be paid for the holiday at their current hourly rate of pay
plus longevity. This would be in addition to the Holiday(see Article 10.6 above)pay
received for working on a holiday.
The above agreement is non-precedent setting and shall not be deemed to bind any party to take
similar action in any subsequent matter.
All other provisions of the Collective Bargaining Agreements apply in all respects. Dated this 2/1-41i.
day of July 2019.
(..\,43421.)1 tiS
72220 / 7
Robert Driskell, Business Representative Date
Te.msters Local 589
l 1 20 19
Greg ler, Mayor Date
City of : 'merton