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+--------------------------------------------------------------------------+ tEnter Search Criteria, Press Esc Key to Transmit + ==Press Del Key to Terminate Delete Mode t CHANGE Contract Transactions Contract Number 4248 1=Vendor Name ==Subject ==Department ==Status Code =1= t TEAMSTERS LOCAL #589 COLLECTIVE BARGAINING HUMAN RESOURCES EMP 1= AGREEMENT Insurance Type Amount Amount Begin Date End Date Review Date =1= + 01/01/2001 + 12/31/2005 + 02/15/2005 t =1= + + t Insurance Total Insurance Review Date =1= $0.00. + + t Comments PERMANENT RECORD - FILE CLASSIFICATION CHANGED PER 14-2 UNION AGREEMENTS (V) p/O y =1= + +--------------------------------------------------------------------------+ +--------------------------------------------------------------------------+ "Browse: Next Previous First Last Update Delete Restart X - Exit '~etrieve the Next record . -Found: 1 Record (s) t MAINTAIN Contract Number Contract Transactions 4248 - -Vendor Name +Subject ,J,Department - -Sta tus Code TEAMSTERS LOCAL #589 COLLECTIVE BARGAINING HUMAN RESOURCES EMP AGREEMENT t + t ,. ,. ,. +--------------------------------------------------------------------------+ Insurance Type Amount Amount Begin Date End Date Review Date + ,. 01/01/2001 ,. 12/31/2005 ,. 06/01/2005 t .. Insurance Total $0.00 ! ,. ,. Insurance Review Date Comments COLLECTIVE BARGAINING AGREEMENT BY AND BETWEEN TIlE CITY OF BREMERTON GENERAL TEAMSTERS LOCAL UNION NO. 589 January 1, 2004 through December 31, 2005 COLLECTIVE BARGAINING AGREEMENT I OF 33 CITY OF BREMERTON. WASHINGTON & TEAMSTERS LOCAL NO 5,q9 January I, 2004 through December 31. 2005 TABLE OF CONTENTS TO THE AGREEMENT BY AND BETWEEN CITY OF BREMERTON AND GENERAL TEAMSTERS LOCAL UNION NO. 589 JANUARY 1, 2004 THROUGH DECEMBER 31, 2005 PREAMBLE ............................................................................................................................................................ 4 ARTICLE 1 ...........Non-Discrimination ................................................................................................................. 4 ARTICLE 2 ...........Recognition ............................................................................................................................... 4 ARTICLE 3 ...........Union Dues .............................................................................................................................. 5 ARTICLE 4 ...........Union Access ........................................................................................................................... 6 ARTICLE 5 ...........Wages ....................................................................................................................................... 7 ARTICLE 6 ...........Hours Of Work ......................................................................................................................... 9 ARTICLE 7 ...........Overtime ................................................................................................................................ 11 ARTICLE 8 ...........Vacation Leave ...................................................................................................................... 12 ARTICLE 9 ...........Holidays ................................................................................................................................. 15 ARTICLE 10 ......... Sick Leave And Industrial Disability .................................................................................... 16 ARTICLE 11 ......... Other Paid Leave ................................................................................................................... 19 ARTICLE 12 ......... Retirement Benefits ................................................................................................................ 20 ARTICLE 13 ......... Insurance Benefits ................................................................................................................. 20 ARTICLE 14 ......... Work Related Expenses .......................................................................................................... 21 ARTICLE 15 ......... Subcontracting Work ............................................................................................................. 25 ARTICLE 16 ......... Municipal Court Non-Civil Service Employees Employment Rights .................................... 25 ARTICLE 17 ......... Drug Free Work Place ........................................................................................................... 26 ARTICLE 18 ......... Bus Passes .............................................................................................................................. 27 ARTICLE 19 ......... Management Rights ............................................................................................................... 27 ARTICLE 20 ......... Work Stoppages ..................................................................................................................... 27 ARTICLE 21 ......... Grievance Procedure .............................................................................................................. 27 ARTICLE 22 ......... Severability ............................................................................................................................ 29 ARTICLE 23 ......... Entire Agreement ................................................................................................................... 29 ARTICLE 24 ......... Conflicting Provisions ........................................................................................................... 29 ARTICLE 25 ......... Labor Management Committee ............................................................................................. 29 ARTICLE 26 ......... Job Sharing .............................................................................................................................. 30 ARTICLE 27 ..........Temporary Assignment And Special Assignment ................................................................... 31 ARTICLE 28 ..........Wastewater Treatment Plant Employees ................................................................................. 31 ARTICLE 29 ....... Teamsters Supplemental Pension Plan ................................................................................... 32 ARTICLE 30 ........ Downtown Parking ....................................................................................... 32 ARTICLE 31 ........ Term ....................................................................................................... 32 APPENDIX A ........................................................................................................................................................ 34 COLLECTFqE BARGAINING AGREEMENT PAGE 2 OF 33 CITY OF BREMERTON. WASHINGTON & TEAMSTERS LOCAL NO. 589 January 1, 2004 through December 31. 2005 ALPHABETICAL SUBJECT INDEX APPENDIX A ......................................................................................................................................................... 34 BUS PASSES ............................................................................................. ARTICLE 18 ..................................... 27 CONFLICTING PROVISIONS ................................................................. ARTICLE 24 ..................................... 29 DOWNTOWN PARKING ........................................................ ARTICLE 30 ............................ 32 DRUG FREE WORK PLACE ................................................................... ARTICLE 17 ..................................... 26 ENTIRE AGREEMENT ............................................................................ ARTICLE 23 ..................................... 29 GRIEVANCE PROCEDURE .................................................................... ARTICLE 21 ..................................... 27 HOLIDAYS ................................................................................................ ARTICLE 9 ....................................... 15 HOURS OF WORK .................................................................................... ARTICLE 6 ......................................... 9 INSURANCE BENEFITS .......................................................................... ARTICLE 13 ..................................... 20 JOB SHARING ........................................................................................... ARTICLE 26 ....................................... 30 LABOR MANAGEMENT COMMITTEE ................................................ ARTICLE 25 ..................................... 29 MANAGEMENT RIGHTS ........................................................................ ARTICLE 19 ..................................... 27 MUNICIPAL COURT NON-CIVIL SERVICE EMPLOYEES EMPLOYMENT RIGHTS ..................................................................... ARTICLE 16 ..................................... 25 NON-DISCRIMINATION ......................................................................... ARTICLE 1 ......................................... 4 OTHER PAID LEAVE .............................................................................. ARTICLE 11 ..................................... 19 OVERTIME ............................................................................................... ARTICLE 7 ....................................... 11 PREAMBLE ............................................................................................................................................................. 4 RECOGNITION .......................................................................................... ARTICLE 2 ......................................... 4 RETIREMENT BENEFITS ........................................................................ ARTICLE 12 ..................................... 20 SEVERAB1LITY ....................................................................................... ARTICLE 22 ..................................... 29 SICK LEAVE AND INDUSTRIAL DISABILITY ................................... ARTICLE 10 ..................................... 16 TEAMSTERS SUPPLEMENTAL PENSION PLAN .......................... ARTICLE 29 .............................32 TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT ............ ARTICLE 27 ....................................... 31 SUBCONTRACTING WORK .................................................................. ARTICLE 15 ..................................... 25 TERM ......................................................................................................... ARTICLE 31 ..................................... 32 UNION ACCESS ....................................................................................... ARTICLE 4 ......................................... 6 UNION DUES ............................................................................................ ARTICLE 3 ......................................... 5 VACATION LEAVE ................................................................................. ARTICLE 8 ....................................... 12 WAGES ....................................................................................................... ARTICLE 5 ......................................... 7 WASTEWATER TREATMENT PLANT - EMPLOYEES ....................... ARTICLE 28 ....................................... 31 WORK RELATED EXPENSES ................................................................. ARTICLE 14 ..................................... 21 WORK STOPPAGES ................................................................................ ARTICLE 20 ..................................... 27 COLLECTIVE BARGAINING AGREEMENT PAGE 3 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO 589 Janumj 1,2004 through December 31. 2005 AGREEMENT BY AND BETWEEN CITY OF BREMERTON and GENERAL TEAMSTERS LOCAL UNION NO. 589 JANUARY 1, 2004 THROUGH DECEMBER 31, 2004 PREAMBLE This Agreement is made and entered into pursuant to the provisions of RCW Chapter 41.56 by and between the City of Bmmerton, 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 offficial 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 heads and their assistants, and supervisors (unless specified in the union recognition section) are not included and will not be added to the bargaining unit. COLLECTIVE BARGAINING AGREEMENT PAGE 4 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589 January l, 2004 through December 31, 2005 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 eight (8) months in a calendar year in accordance with City Policy. 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 27.1. 2.3.3 Project temporary employees are assigned for the term of a specific project or program and may exceed one (1) year, provided, however, that the term of the assignment may be further extended by mutual agreement of the parties, and such employees shall be members of the union as per Article 3. 2.3.4 All other temporary employees shall be excluded from the bargaining unit with the understanding that neither the employees nor the positions will be used for more than a total of 12 months in accordance with the applicable Civil Service Rules. 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. ARTICLE 3 UNION DUES 3.1 Dues Deductions - Based upon mutual agreement, regular monthly union membership initiation fees, dues, agency fees and assessments will be deducted by the City from the pay of those employees who provide written authorization to the City to make such deductions. The City will transmit the total amount of deductions to the Union along with a list of employees and their Union-related deductions. 3.2 Maintenance of Membership - An employee covered by this Agreement who is a member of the Union on or after the execution of this Agreement will remain a member in good standing. Good standing will be defined as tendering of uniformly required periodic dues. Failure of such an employee to abide by the foregoing provision will constitute cause for discharge of the employee, provided that when an employee fails to fulfill the above obligation, the Union will provide the employee thirty (30) days notification in writing of the Union's request to the City to initiate discharge action and during this period the employee may make restitution in the amount which is overdue. Should the employee make such restitution, the request for discharge will be withdrawn. COLLECTIVE BARGAINING AGREEMENT PAGE 5 OF 33 CITY OF BREMERTON. WASHINGTON &TEAMSTERS LOCALNO 589 January 1, 2004 through December 31, 2005 3.3 New Employees - New employees employed during the life of this Agreement will, within thirty (30) days of their respective date of employment, achieve good standing in the Union and will thereafter maintain such good standing as a condition of employment. Good standing will be defined as tendering of uniformly required periodic dues and fees. Failure of such an employee to abide by the foregoing provision will constitute cause for discharge of such employee subject, however, to the same requirement for notification and opportunity for restitution as specified in Section 3.2 above. The City will notify the Union of newly employed bargaining unit employees as they are hired so a shop steward may be available at time of orientation. It shall be understood that new employees do not have the option to donate money to charity in lieu of paying dues. 3.4 Union Security - All bargaining unit employees not currently paying dues, shall be required to pay dues or donate an equal amount to a qualified charity as identified under IRS Code 501 C (3) Those employees donating money to a charity in lieu of the payment of periodic dues, shall be required by the Union to produce proof of payment to the charity. Failure of such an employee to abide by the foregoing provision will constitute cause for discharge of the employee, provided that when an employee fails to fulfill the above obligation, the Union will provide the employee thirty (30) days notification in writing of the Union's request to the City to initiate discharge action and during this period the employee may make restitution in the amount which is overdue. Should the employee make such restitution, the request for discharge will be withdrawn. (The intent of this language is to address those current employees donating money to a charity in lieu of periodic dues payments). 3.5 Refusal to Join Union - An employee who refuses to join the Union on the basis of bona fide religious tenets or teachings of a church or religious body of which the employee is a member will pay an amount of money equivalent to regular Union dues and fees to a non-religious charity or to another organization mutually agreed to between the employee and the Union. 3.6 Indemnification - The Union will indemnify and hold the City harmless from any and ail liability resulting from the dues and fees deduction provisions specified in this Article. ARTICLE 4 UNION ACCESS 4.1 Union Representatives - The Union will provide written notice to the City of the names of the officials authorized to represent the Union. The City will provide reasonable access to City facilities to such authorized representatives for the purpose of investigating grievances and other legitimate Union business provided that such access does not unreasonably interfere with the work and duties of an affected employee or of other on-duty employees. 4.2 Shop Stewards -- The Union will have the right to appoint six (6) Shop Stewards. The Union will make every reasonable effort to have no more than four (4) stewards from the same department. COLLECTIVE BARGAINING AGREEMENT PAGE 6 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO 589 January 1, 2004 through December 31, 2005 4.2.1 The Union will provide written notification to the Human Resoumes Director of the name and assigned areas of all Shop Stewards appointed by the Union. The City will provide reasonable access to employee work places to Shop Stewards for the purpose of investigating grievances provided that 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. ARTICLE 5 WAGES 5.1 Pay Rates 5.1.1 Effective January 1, 2004, the wages as shown in Appendix "A" shall be increased by one percent (1%). Employees who have separated from City employment before the effective date of ratification of the contract by the Union and City Council shall not be entitled to any retroactive pay increase. 5.1.2 Effective January 1, 2005, the wages as shown in Appendix "A" shall be increased by 100% of the SeattleFFacoma/Bremerton CPI-W from June 2003 to June 2004. 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 Director and Finance. 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 pay placement, 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. COLLECTIVE BARGAINING AGREEMENT PAGE 7 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO 589 January. 1. 2004 through December 3 I, 2005 5.4 Pay Rate upon Placement at New Pay range - 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. 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. 5.5 Longevity Pay - Longevity pay will be applied to the base hourly pay rate of each employee for years of completed continuous employment on the following basis: 0 through 5 years' continuous employment 0% Commencing 6 through 10 years' continuous employment 1% Commencing 11 through 15 years' continuous employment 2% Commencing 16 through 20 years' continuous employment 3% Commencing 21 years and over continuous employment 4% 5.6 Premium Conditions - 5.6.1 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. 5.6.1.1 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 take home use of a city vehicle for the week, per City policy. 5.6.1,2 Standby Pay - The following standby rates will apply: COLLECTIVE BARGAINING AGREEMENT PAGE 8 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO 589 January 1, 2004 through December 31, 2005 A. Weekday or regular day off beyond two - Two (2) hours of employee's regular hourly rate of pay; B. Holiday - Three (3) hours of employee's regular hourly rate of pay; C. Regular day off - Three (3) hours of employee's regular hourly rate of pay up to a maximum of two (2) days; D. Type of Compensation - The employee may choose pay or compensatory time pursuant to Section 7.2.1. 5.6.1.3 Standby will normally consist of not mom than seven (7) consecutive days, provided; however, based upon mutual agreement of the employee and immediate supervisor, the employee may be placed on standby in excess of seven (7) days. 5.6.2 Shift Differential - An employee assigned to work a shift schedule which begins at 12 noon or later and/or earlier than 6 a.m. will be compensated a shift differential of seventy-five cents ($.75) per hour for each hour of the shift so worked. 5.7 Paydays -- Paydays will be the 7th and 22nd of each month. If a payday falls on a Saturday, Sunday, or on a Monday holiday, the City will make every effort to distribute pay checks on Friday. The parties encourage employees to utilize "automatic deposit" of their paychecks. 5.8 Direct Deposit - New employees hired after the date of ratification of this agreement by both parties, shall be required to sign up for direct deposit of their pay checks. 5.9 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. 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 Head 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 or four (4) consecutive ten (10) consecutive hour days. The Department and employee may mutually agree to any other work schedule by the filing of an alternate work schedule form that shall require the approval of the Department and the Human Resources Manager. Except in emergency situations (such as weather and acts of God) employees will be given fourteen (14) calendar days notice of any change in their normal work schedule, except that Public Works and Utility Department employees will be given seven (7) calendar days notice of any COLLECTIVE BARGAINING AGREEMENT PAGE 9 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589 January 1, 2004 through December 31, 2005 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 Head and shall consist of no more than five (5) consecutive days in a workweek. The normal work schedule will usually be set to begin on Monday and conclude on Friday but may be set to begin on another week day and conclude five (5) consecutive days thereafter, based upon the needs of City. The City will make every reasonable effort to schedule employees with two (2) consecutive days off between workweeks. 6.3 Meal Periods - All employees shall have a regularly designated mealtime, 30 minutes or one (1) hour in length, without pay, which shall be scheduled by the Department Director 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) rdnute 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. 6.3.1 Employees shall be allowed one (1) rest period (break) per one half (1/2) shift (workday) provided: A. The time, length and location of break is determined by the employee's supervisor, with the understanding that the employee shall receive no more than fifteen (15) minutes. B. 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. C. The purpose of granting breaks is to relieve fatigue and mental strain on the job; therefore; 1. Combining two (2) dally breaks into one thirty (30) minute break is not permitted. 2. 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. 3. Accumulating breaks from day-to-day is not permitted. COLLECTIVE BARGAINING AGREEMENT PAGE l0 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO 589 January 1, 2004 through December 3 i, 2005 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 ail 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 hourly rate 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 fifty (50) 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 last pay day of November. Employees who wish to exercise this option shall submit their request, in writing, to the Department Director, no later than November 1 st of each year. 7.3 Telephone Calls To Employees - If an employee receives a work related telephone call while off duty, he/she shall receive a m/nimum of one quarter (t/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. 7.5 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 O.T. to qualified bargaining unit employees within the division prior to utilization of temporary employees for such O.T. The City will make a reasonable attempt to offer this work by seniority. COLLECTIVE BARGAINING AGREEMENT PAGE I l OF 33 CITYOFBREMERTON, WASHINGTON &TEAIVISTERS LOCAL NO 589 January 1. 2004 through December 31. 2005 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 out for an emergency shift shall receive two hours callout (overtime) pay for the first full 12-hour shift. (e.g. Pay would be 2 hours overtime for the call-out, 6 hours straight time, plus 4 hours overtime. That crow'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 sNft, the first emergency shift crew will respond and work continuously through the shift. EXAMPLES: Snow Removal Crew - If an emergency schedule is initiated after 10 p.m. but before the normal shift (7:30 a.m.), the "B" shift will be called in and work until noon or eight hours minimum. If the callout occurs prior to 10 p.m., the "A" shift will be called in and work until n'ddnight 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. When the Division Manager has determined that the emergency condition is over, the crews will revert to their regularly scheduled shift. The transition shifts going into and out of the emergency shift schedule, will work until released by the supervisor, however, they shall work a minimum of eight (8) hours during the transition shift. ARTICLE 8 VACATION LEAVE 8.1 Vacation Accrual -- Employees shall accrue vacation leave for ail regularly scheduled compensated hours including paid holiday, sick leave, vacation and other paid leave time, excluding workers' compensation time loss benefits pursuant to the following schedule: Period of Continuous Full Time Employment Hours Accrued/Year Date of Hire through 5 years 104 Hours 6th year 120 Hours 7th year 128 Hours 8th year 136 Hours 9th year 144 Hours 10th year 152 Hours 1 lth year 160 Hours COLLECTIVE BARGAINING AGREEMENT PAGE 12 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO 589 January 1, 2004 through December 31,2005 12th year 168 Hours 13th year 176 Hours 14th year 184 Hours 15th year 192 Hours I6th year 200 Hours 17th year and thereafter 208 Hours 8.2 Vacation Eligibility -- An employee becomes eligible to take accmed vacation leave upon completion of six (6) months of continuous employment. 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. 8.3 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 Head prior to an employee taking the time off. 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. 8.4 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 8.5 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. 8.6 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 hourly rate at the time of separation except an employee shall not be paid vacation pay out unless employed over six (6) months). 8.7 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 pay rate in effect at the time of death. 8.8 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 COLLECTIVE BARGAINING AGREEMENT PAGE 13 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589 January I, 2004 through December 31. 2005 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. 8.8.1 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. 8.8.2 Criteria For Approval - A request for donations of vacation leave shall be submitted to the requesting employee's Department Head accompanied by medical documentation verifying the medical condition requiring the need for leave, and the time period during which the employee can reasonably be expected to be absent from work due to the condition. Upon verifying that the requesting employee meets all of the eligibility requirements above and upon determining that the medical documentation received provides appropriate verification of the medical condition and time period involved, the Department Head 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. 8.8.3 Notification - Upon approval by the Mayor, all City employees shall be notified of the approved request for donation of leave. 8.8.4 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 8.7.5 below. An employee who desires to donate vacation leave shall complete a Donation of Vacation Leave Form and submit it to his/her Department Head. 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. 8.8.5 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, provided that the use of the sick leave is in conformance with the provisions of this Article. COLLECTIVE BARGAINING AGREEMENT PAGE 14 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589 January 1, 2004 through December 31, 2005 8.8.6 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, and may only be used by the employee for absences related to the condition for which it was donated. 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. 8.9 Administrative Leave - Any bargaining unit employee may be placed on Administrative Leave (leave with pay) for reasons in the best interest of the City and/or employee (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. 8.10 Cancellation of Vacation Leave by City - If an employee has an approved vacation canceled by the City, the City will reimburse the employee for all verifiable non-refundable expenses incurred by the employee after the date the Leave Request was approved. ARTICLE 9 HOLIDAYS 9.1 Holidays Observed - The following holidays will be observed by the City: HOLIDAY DATE OBSERVED New Year's Day January 1st Martin Luther King's Birthday 3rd Monday in January President's Day 3rd Monday in February Memorial Day Last Monday in May Independence Day July 4th Labor Day 1 st Monday in September Veteran's Day November 11th Thanksgiving Day 4th Thursday in November Day after Thanksgiving 4th Friday in November Christmas Day December 25th One Floating Holiday Approval of Supervisor 9.1.1 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. 9.2 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 COLLECTIVE BARGAIN lNG AGREEMENT PAGE 15 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO 589 January 1, 2004 through December 31, 2005 observed on the following Monday. If the day a holiday is observed by the City fails on an employee's regularly scheduled day off, the employee will receive an aitemate day off as a paid holiday during the same or following pay period. 9.2.1 Floating Holiday - One (1) floating holiday (eight (8) hours) will be granted to each employee at a time which is mutually agreeable to the employee and the employee's immediate supervisor. New employees shall have been employed by the City 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. 9.3 Holiday Compensation (Full Time Employees) -- An employee shall receive eight (8) hours of time off with pay for each holiday observed by the City, including a floating holiday of each employee's choice. An employee who is assigned at the City's request to work a four-day ten (10) hour schedule will receive ten (10) hours of time off with pay for each holiday. In order to receive holiday compensation, each employee must work or be on authorized paid leave on the scheduled work day prior to or the scheduled work day immediately after each holiday. 9.4 Holiday Compensation (Part Time Employees) - Part-time employees will receive fifty (50%) percent of their normal work day, provided they will receive not less than four (4) hours. 9.5 Working on a Holiday - An employee required to work on a holiday will be compensated at one and one-hail ( 1-1/2) times the employee's regular straight time rate of pay for the time worked in addition to regular holiday pay provided in 9.3 above. ARTICLE 10 SICK LEAVE AND INDUSTRIAL DISABILITY 10.1 Sick Leave Accrual - Employees will accrue sick leave time with pay at the rate of .046154 hours for each regular hour worked, including paid holiday, sick leave, vacation and other paid leave time and excluding time for which workers' compensation time loss benefits are paid. The maximum annual accrual will be ninety-six (96) hours. 10.2 Maximum Sick Leave Accrual -- Employees will be able to accrue sick leave to a maximum of 1200 hours on January 1st of each year. 10.3 Sick Leave Incentive - An employee who takes thirty-two (32) hours or less of sick leave in the calendar year will have eight (8) hours added to his or her vacation leave balance at the beginning of the following caiendar year. 10.4 Sick Leave Retirement Payment - An employee who retires from City service on a service or disability retirement will be provided a Sick Leave Retirement Payment at thirty-five pement (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 hourly pay rate in effect at the time of retirement. COLLECTIVE BARGAINING AGREEMENT PAGE 16 OF 33 CITy OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO 589 January 1, 2004 through December 31, 2005 10.5 Payment of Sick Leave Upon Death In the event of the death of an employee, the employee's estate will be paid for the total accrued and unused sick leave hours at the employee's regular hourly pay rate in effect at the time of death. 10.6 Sick Leave Use - Sick leave shall not be granted in advance of actually being accrued. Sick leave will be made available to each employee up to the amount of each employee~ accrued sick leave balance and shall be used in increments of no less than one-quarter (1/4) hour to cover an employee's absence from his or her regularly scheduled work hours due to: 10.6.1 The temporary disability of an employee resulting from his or her personal illness or injury. 10.6.2 Providing care for: a) a child of the employee under the age of 18 when they have a health condition that requires supervision or treatment; or b) a spouse, parent, parent-in-law or grandparent of the employee who has a serious health condition or an emergency condition. 10.6.3 Attending medical, dental and/or oculist appointments as needed for preventive or rehabilitative health care of the employee or the employee's children when such care requires parental presence to supervise or authorize treatment. 10.6.4 Upon the birth or adoption of a child, an employee may use accrued sick leave pursuant to FMLA. 10.6.5 Providing care for an employee's immediate family member as provided for in Section 10.6.2, 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, and step relations as described herein of both the employee and the employee's spouse. (Revised RCW 49.12.270 as of 1-1-04). 10.7 Notification of Sick Leave Use - An employee who is absent or expects to be absent from work due to causes specified in 10.6 above, will provide notification as follows: 10.7.1 Routine 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. COLLECTD/E BARGAIN/NG AGREEMENT PAGE 17 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589 January 1, 2004 through December 3 I, 2005 10.7.2 Unanticipated Absence -- An employee who is absent from work or will be unable to report to work as scheduled due to personal illness or injury, or for other causes specified in 10.6 above, will promptly notify 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 report their absences on a daily basis, and may establish an alternative reporting arrangement appropriate to the circumstances. 10.7.3 Sick Leave during Authorized Paid Leave -- An employee who becomes ill or is injured during 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. 10.8 Sick Leave Documentation and Approval - An employee who has been absent on sick leave will, within the first work day after returning to work, complete and submit a request for approval of sick leave on the City's Leave Request form, and provide such information as is required by the Department to approve the use of sick leave with pay for the absence. Sick leave must be approved by the Department prior to payment. The Department will not unreasonably withhold approval of sick leave with pay from employees. 10.8.1 Sick Leave Certification - The Department may require an employee to provide a professional physician's certification of an employee's, child's or family member's illness or injury as a 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. 10.8.2 Return to Work/Fitness for Duty Certification - The Department may require an employee to provide a Fitness for Duty certification completed by a professional physician that the employee is sufficiently recovered as to be able to return to work and assume his or her normal duties prior to the employee returning to work or, in the event the employee has appeared at work, prior to resuming work. If the department does not allow the employee to return to work due to the need for a Fitness for Duty certification, the employee will be allowed to continue the use of sick leave. 10.9 Industrial Disability Leave - An employee who incurs a work-related illness or injury and who qualifies to receive Workers' Compensation benefits will be allowed to use accreed sick leave to supplement the Workers' Compensation benefits so as to provide the same gross pay he or she would COLLECTIVE BARGAINING AGREEMENT PAGE 18 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589 January 1,2004 through December 31, 2005 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~ regular pay rate at any time of the disability period. ARTICLE 11 OTHER PAID LEAVE 11.1 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. All time off for bereavement leave may be charged against an employee's vacation, floating holiday, sick leave or compensatory time leave balance at the option of the employee, if available. Additional time off may be requested by the employee and granted by the Department head in extenuating circumstances. 11.2 .Jury Dut.~ 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. 11.2.1 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. 11.3 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 fifteen (15) 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 fifteen (15) 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. 11.4 EmerRenc¥ 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. COLLECTIVE BARGAINING AGREEMENT PAGE 19 OF 33 CITY OF BREMERTON. WASHINGTON & TEAMSTERS LOCAL NO. 589 January 1, 2004 through December 3 l. 2005 ARTICLE 12 RETIREMENT BENEFITS 12.1 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 13 INSURANCE BENEFITS 13.1 Medical Insurance - The City will make medical insurance coverage available to employees and their dependents, as follows or another plan of equivalent or better coverage: · Kitsap Physician's Service (KPS) Plan B · Group Health Cooperative (GHC) 13.2 Insurance Premium Payments - Payment of insurance premiums will be made as follows: 13.2.1 Employee premium paid in full by the City. Employee contribution toward dependent coverage will be seven ($7) dollars per month per dependent up to a maximum of twenty-one ($21) dollars per month for full family coverage. 13.2.2 Effective January 1, 2005, Section 13.2.1 no longer applies. Employees will be required to pay the following contributions towards the monthly premiums for medical coverage: KPS Plan B- Employee only coverage Employee 0% City 100% Dependents coverage Employee 5% City 95% GHC - Employee only coverage - Employee pays 100% of the difference between the City's contribution to KPS Plan B Employee only coverage and the cost of GHC Employee only coverage. Dependent coverage- Employee pays 100% of the difference between the City's contribution to KPS Plan B dependents coverage and the cost of GHC dependents coverage. Example #1: An employee who selects KPS Plan B for EE + Spouse+2 children will pay 5% of the total premium cost to insure their dependents. If the monthly premium is $500 for dependents coverage, the employee would be required to pay five percent (5%) = $25.00 per month and the City would pay ninety-five percent (95%) = $475.00 per month. Example #2: An employee who selects GHC for EE+Spouse+2 children will pay 100% of the difference between the City's contribution to KPS Plan B and GHC. If the GHC monthly premium is COLLECTWE BARGAINING AGREEMENT PAGE 20 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589 Jamlary 1, 2004 through December 31, 2005 $1,000, the employee would be required to pay $525.00 per month ($1000 less $475 that the City pays towards the coverage with KPS). Example #3: An employee who elects Employee only coverage with KPS Plan B will pay zero pement (0%) of the premium cost, and the City will pay 100%. Example #4: An employee who elects Employee only coverage with GHC will pay 100% of the difference between the City's contribution to KPS Plan B. If the monthly premium for Employee only coverage with KPS is $250.00 and the same coverage under GHC is $400, the employee would be required to pay $150.00 per month ($400 cost less $250 City pays towards the coverage with KPS). 13.3 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. 13.4 Insurance Benefits Conunittee - The Insurance Benefits Committee will be comprised of the following members: Mayor or designee, Human Resources Director or designee, Administrative 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. 13.5 In the event changes in state or federal law create an impact on the present health and welfare premiums or plans, the parties will reopen negotiations on such subject. 13.6 Vision Insurance - 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. ARTICLE 14 WORK RELATED EXPENSES 14.1 Uniforms The City will provide new and replacement uniforms for each employee in the department whenever the department head 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. 14.1.1 Employees furnished uniforms shall be required to wear their uniform when performing work and required by the department. 14.1.2 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. COLLECTIVE BARGAINING AGREEMENT PAGE 21 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO 589 January 1,2004 through December 31. 2005 14.1.3 Employees am expected to take reasonable care of their uniforms. Employees shall notify their supervisor when uniforms am in need of replacement and/or repair. 14.1.4 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. 14.1.5 While in uniform, employees shall not publicly drink intoxicating liquor, be publicly intoxicated or under the influence of a controlled substances. 14.2 Cleaning Allowance - The cleaning allowance for Warrant Servers shall be $350.00. 14.3 Warrant Servers - The City will provide five (5) uniforms to Warrant Servers. 14.4 Tool Allowance - Vehicle Maintenance: 14.4.1 The City will provide an annual tool allowance of $300 per mechanic to buy more efficient tools or to replace lost, broken, or stolen tools. 14.4.2 The City will purchase all specialty or new tools that are required to perform the job because of changing technology or City equipment. 14.4.3 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. 14.4.4 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. 14.5 Safety Shoes -The City will reimburse employees up to a maximum of $125.00 for the cost of safety or calked shoes/boots, when the Department/Division has determined that they are required. 14.6 CDL License - When a Commercial Drivers license (CDL) is required for a position by the City, the City will only pay for the cost of the CDL endorsement and required physical examination when making initial application and upon any required renewal. 14.7 License/Certification Differential Pay -Employees that are required by the City and/or choose to have a Washington State certification or license above the minimum certification level set forth below will receive fifty dollars ($50.00) per month for each current certificate above the established minimum. Certifications obtained outside of the certification series identified for the division or work group will be considered only when such certification benefits the City as determined by the Director of Public Works & Utilities. COLLECTIVE BARGAINING AGREEMENT PAGE 22 OF 33 CITY OF BREMERTON, WASHiNGTON & TEAMSTERS LOCAL NO 589 January l, 2004 through December 3 I. 2005 14.7.1 WWTP (WWTP Operator Certification Series) · WWTP Operator- WWTPO Group 1/Plant · WWTP Lab Technician - WWTPO Group I/Plant · 'WWTP Operations Supervisor - WWTPO Group m Plant 14.7.2 Water Operations (Water Distribution Certification Series) · Water Operator- Water Distribution Manager I · Water Operator Sr. - Water Distribution Manager 1/ · Water Operator Lead - Water Distribution Manager II · Water Operations Supervisor- Water Distribution Manager m · Environmental Technician and Water Resources Assistant (Water Distribution, WWTP Operator, or Sewer Collection Certification Series) Level H Certification in any Series. Differential pay is allowed for certifications above Level ll for one series only. 14.7.3 Water Maintenance (Water Distribution Certification Series) · Water Distribution Supervisor- Water Distribution Manager 14.7.4 Cross Connection Control Specialist (Cross Connection Control and Backflow Assembly Tester Certification Series) · Cross Connection Control Specialist I 14.7.5 Storm/Sewer Maintenance (Sewer Collection System Certification Series) · Utility Service Specialist Supervisor - Sewer Collection System Level 171I 14.7.6 Automotive Maintenance Technicians (Automotive Service Excellence Certification Series) · One ASE Master Certification - Automotive, Heavy Equipment, or Emergency Vehicle Technician. Dif[erential pap is allowed [or each additional Master Certification 14.7.7 Electronics (International Municipal Signal Association - Traffic Signal Certification Series and NT Telephone Certification) · Electronics Technician - IMSA Level II - Traffic Signal COLLECTIVE BARGAiNING AGREEMENT PAGE 23 OF 33 CITY OFBREMERTON, WASHiNGTON &TEAMSTERS LOCALNO 589 January 1,2004 through December 31, 2005 14.7.8 Traffic Maintenance (International Municipal Signal Association - Signs and Markings Certification Series) · Sign Shop Service Specialist Supervisor - IMSA Level 1II - Signs and Markings 14.7.9 Engineering (Professional Engineer and Land Surveyor). There is no Differential 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 11I - Professional Engineer 14.7.10 Certified Underwater Divers - The City will provide monthly certification pay as provided in the Agreement for up to (2) two employees who are National Association for Underwater Instructors (NAUI) certified (or equivalent) marine divers for underwater maintenance and non-hazardous investigations. Divers will provide all their own diving equipment; however, the City shall replace any equipment damaged in the line of duty. The City shall provide all supplies required for any work requested including air. An employee's air tanks shall be refilled by the employee at the end of each assignment, and the City will reimburse the employee for the cost of refilling the tanks. It shall be understood that employees holding this certification shall be given the opportunity to refuse to perform work they feel is too dangerous. 14.8 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_. 14.9 Failure to maintain/obtain required certifications - If an employee falls to obtain or maintain a certification required in order to perform the essential duties and functions of his/her position, shall not receive the monthly certification pay. 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 termAnated by the City. 14.10 Meal Expense -- The City will reimburse an employee up to eight ($8.00) 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 14.11 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. COLLECTD/E BARGAINING AGREEMENT PAGE 24 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO 589 January 1, 2004 through December 31, 2005 ARTICLE 15 SUBCONTRACTING WORK 15.! The City of Bmmerton and the Union will agree that conditions surrounding decisions to subcontract work nomnally performed by non-uniformed employees are subject to the following: The City will provide a minimum of thirty (30) days advance notice of it's intention to subcontract out work and bargain the impact of such proposed subcontracting. In the event the City enters into a contract, depending on the needs of the City at that time, the City shall have the option to either to keep those affected employees employed in any job classification for which they are qualified, at their current rate of pay, or to pay them under the following conditions: Either one (1) week of severance pay or continued employment for each completed year of regular employment with the City, up to a maximum of 16 weeks. Employees will be cashed out of all vacation leave accrued as provided by current agreement. Pay out for Sick leave accrual will be granted only to those employees who are within five (5) years of earliest retirement under (PERS), and then at a maximum not to exceed seventeen and one-half percent (17.5%) of their existing balance. Those affected employees will also be placed on Civil Service Reinstatement Registers in accordance with existing rules. ARTICLE 16 MUNICIPAL COURT NON-CIVIL SERVICE EMPLOYEES EMPLOYMENT RIGHTS 16.1 Hiring The Department will hire and promote employees of the Municipal Court Department in conformance with federal, state and local laws governing hiring practices. Newly hired employees will serve a six month (6) probationary period during which period the employee may be terminated without cause. Any employee terminated during the probationary period will have no recourse to the grievance procedure. 16.2 Promotional Probation -- Newly promoted employee's will serve a six month (6) promotional probationary period during which time the employee may be reduced to his or her former position in the Court at the discretion of the Municipal Court Judge or designee, at the pay step pursuant to 5.4.1. Any employee reduced to his/her former position during the promotional probationary period will have no recourse to the grievance procedure. 16.3 Discipline and Discharge -- The Department may discipline or discharge an employee for good cause. "Cause" is hereby defined to be identical to the cause or causes, which are set forth in the Civil Service Rules governing employees covered by Civil Service. 16.4 Civil Service - The procedures which will be employed by the Department in taldng disciplinary action or in discharging an employee of the Department who is not covered by Civil Service will be identical to those which are prescribed for use for employees covered by Civil Service with the following exceptions: 16.4.1 The Department will file all required materials with the Human Resources Manager in lieu of the Civil Service Officer. 16.4.2 Appeals of the Department's decision will be processed through the Grievance Procedure contained in this agreement. COLLECTIVE BARGAINING AGREEMENT PAGE 25 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589 January l, 2004 through December 31, 2005 16.5 Layoff -- Employees subject to layoff will be provided thirty (30) calendar days written notice prior to the effective date of layoff. Layoff of Municipal Court employees will be accomplished by seniority from date of him within the series of classifications grouped as follows: Group 1: Senior Legal Technician Legal Technician Group 2: Probation Officer Detention Specialist 16.5.1 Any new classification used in the Department will be placed in a series group by mutual agreement between the Human Resources Department and the Union. If an employee of the Department who is covered by Civil Service is to be laid off by seniority, he or she will exemise their rights under the Civil Service layoff procedures. 16.6 Civil Service Employees - Employees covered by Civil Service will be hired, disciplined and discharged in conformance with Civil Service Rules. ARTICLE 17 DRUG FREE WORK PLACE 17.1 The maintenance of a drag-free work place is essential to the safety and welfare of City employees. The following provisions wilt apply to employees covered by this agreement: 17.2 Controlled Substances - 17.2.1 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. 17.2.2 As a condition of employment, all employees must notify their department head of any criminal drag statute conviction for a violation occurring in the work place no later than five days after such a conviction. 17.3 Prescription or Over-the-Counter Drug Use -- The use of prescription and over-the-counter drags which compromise safety in the work place or the quality of the employee's work product is prohibited. 17.4 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 drag abuse assistance or rehabilitation program. 17.5 Drug Abuse Education Program - The City will utilize all available City resources, such as the Police Department's D.A.R.E. program, to educate employees as to the dangers of drag abuse. COLLECTIVE BARGAINING AGREEMENT PAGE 26 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589 January 1, 2004 through December 31, 2005 17.6 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. 17.7 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 Bmmerton 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 18 BUS PASSES 18.1 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 times a week. The City will establish procedures for the issuance of bus passes to employees. ARTICLE 19 MANAGEMENT RIGHTS 19.1 Subject only to the limitations expressly stated in this agreement, the Union recognizes that the Employer retains the exclusive right to manage its business including, but not limited to, the right to determine the methods and means by which its operations are carried on, to direct the work force and to conduct its operations in a safe and efficient manner. ARTICLE 20 WORK STOPPAGES 20.1 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 th/s 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 in accordance with the rules of the Civil Service Commission. ARTICLE 21 GRIEVANCE PROCEDURE 21.1 Definitions: 21.1.1 Grievance - A grievance is an alleged contract violation, question, or challenge raised by an 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. COLLECTIVE BARGAINING AGREEMENT PAGE 27 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO 589 January 1, 2004 through December 31, 2005 21.1.2 Civil Service Appeal An appeal is an allegation of a violation of the Civil Service Rules which is to be resolved through the Civil Service Appeals procedure and is not resolvable through this Grievance Procedure. 21.2 Step 1 -- An employee or Union representative who believes that a question exists as to the correct interpretation or application of this agreement will first discuss the action giving rise to the belief with the immediate supervisor involved within forty-five (45) calendar days of the date the action took place or within forty-five (45) 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. 21.3 Step 2 - In the event that the immediate supervisor does not resolve the grievance to the satisfaction of the employee or the Union within a period of fourteen (14) calendar days at Step 1 of this procedure, the employee or the Union Representative will reduce the grievance to writing and will state: the section (or sections) of this 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 cimumstances giving rise to the grievance; and the remedy sought. The employee will have the right to be assisted by an authorized Union representative in reducing his or her grievance to writing. The employee or Union representative will present the written grievance to the employee's Department Head within fourteen (14) calendar days of the date the employee received the immediate supervisor's response. The Department Head 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 Head 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. 21.4 Step 3 -- In the event that the Department Head does not resolve the grievance to the satisfaction of the employee or the Union representative at Step 2 of this procedure, the employee or the Union representative will transmit a copy of the original grievance along with a copy of the Department Head's written response to the Human Resources Manager with a copy to the Mayor within fourteen (14) calendar days of receipt of the Department Head'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. 21.5 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. Immediately thereafter, the parties will petition the Public Employment Relations Commission (PERC) for a list of nine (9) arbitrators. 21.6 Powers and Duties of the Arbitrator -- It will be the duty of the arbitrator to conduct a hearing on the issue or issues submitted by the parties for decision. The hearing will be kept informal and private. The arbitrator will interpret the provisions of this agreement as they apply to the issue or issues submitted for decision and will not add to, subtract from nor in any way otherwise alter nor recommend the alteration COLLECTIVE BARGAINING AGREEMENT PAGE 28 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO 589 January [, 2004 through December 3 I, 2005 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 proxies. 21.7 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. The party desiring a record of the proceedings will beat the cost of obtaining such record. 21.8 Time Limits - Time limits established in this procedure will be strictly adhered to but may be waived by mutual agreement of the Union and the City. All procedures contained herein will be complied with as expeditiously as practicable. ARTICLE 22 SEVERABILITY 22.1 In the event that any provision of this Agreement is held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any Article should be restrained by such tribunal pending a final determination as to its validity, the remaining provisions of this Agreement will not be held invalid and will remain in full force and effect. The Union and the City will immediately meet and attempt to renegotiate any provision found invalid. ARTICLE 23 ENTIRE AGREEMENT 23.1 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 24 CONFLICTING PROVISIONS 24.1 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 25 LABOR MANAGEMENT COMMITTEE 25.1 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 (i/2) of a Labor- Management Committee, the other half being no more than five (5) certain representatives of the City COLLECTWE BARGAINING AGREEMENT PAGE 29 OF 33 cIrY OF BREMERTON. WASHINGTON & TEAMSTERS LOCAL NO. 589 January 1, 2004 through December 31. 2005 named for that purpose. The Committee will meet at least once every three (3) months for the purpose of discussing and facilitating the resolution of all problems, which may arise between the parties. The City will provide a draft of the minutes of the meeting to the Union's Committee members within (2) two weeks of the meeting. At the Committee's discretion, additional meetings may be held. The Committee will be chaired by a member elected by the Committee. 25.2 Should the Union and Employer mutually agree to change, add, or delete any provision of this Agreement, policies or roles, such change will be set forth in writing. ARTICLE 26 JOB SHARING 26.1 ..lob Sharing - The parties consider job sharing as a potential viable alternative to full time employment. Jobs may be shared on an hourly, or daily basis. 26.2 All leave for job-sharing employees will be provided on a pro-rated basis. Insurance benefits premium 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. 26.3 Job sharing may only be done by mutual agreement of the employees affected and Department Head or designee. Vacant full time positions may be announced as "Job Sharing" only if agreed to by the City and Union. 26.4 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. 26.5 Job sharing employees must sign a "Job Sharing Contract" acknowledging their acceptance of appropriate conditions including the following: 26.5.1 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 Head or designee. 26.5.2. Job sharing employees agree to work full-time during the absence of the other employee, when requested. 26.5.3 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. 26.5.4. Step increases for "job sharing" employees shall be granted in the same manner as full-time employees on an equivalent basis. COLLECTIVE BARGAINiNG AGREEMENT PAGE 30 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589 January 1, 2004 through December 31, 2005 26.5.5 Other conditions as may be considered necessary by the Department Head or designee may be made part of the job sharing contract. Provided, however, that they do not alter any terms of this Labor Agreement or the Civil Service Rules. 26.5.6. The job sharing contract may be terminated at the discretion of the Department Head or designee in accordance with the Civil Service Rules. 26.5.7. The negotiated job sharing contract will indicate the base schedule to be worked by each employee and the distribution of insurance benefits premium costs. ARTICLE 27_ TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT 27.1 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 temporary assigned to such a position shall be compensated at five percent (5%) above his/her current pay rate 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 Director and the Union. It shall be understood that compensation at the higher pay rate shall be effective after the completion of forty (40) consecutive hours in the temporary assignment. The first forty (40) hours of the temporary assignment shall be paid at the employee' s regular rate of pay. Temporary Assignment will not affect an employee's anniversary date for step advancement purposes. 27.2 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. 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 rate of pay is for the employee and requires the approval of the Human Resources Director. Special Assignment will not affect an employee's anniversary date for step advancement purposes. ARTICLE 28 WASTEWATER TREATMENT PLANT - EMPLOYEES 28.1 WWTP Operator's License Differential - WWTP Operator's 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 I/. 28.2 WWTP Operations Supervisor License Differential - WWTP Operation Supervisor's that have a Washington State Operator's license above Group 1]~, will receive Fifty Dollars ($50.00) per month for each certification above Group III. COLLECTIVE BARGAINING AGREEMENT PAGE 3I OF 33 CiTY OF BREMERTON. WASHINGTON & TEAMSFERS LOCAL NO 589 Januao' l. 2004 through December 31,2005 28.3 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. 28.4 WWTP Operator Trainee Probationary Period - The probationary period shall be not less than six (6) months and no more than eighteen (18) months, contingent upon when employee obtains the required WWTP Operator's license. 28.5 Promoted Employees - If between six (6) and eighteen (18) months the employee does not qualify for WWTP Operator they will be returned to the class they previously held, provided they held such class in a non-probationary status. 28.6 New Hires - If between six (6) and eighteen (18) months the employee does not qualify for WWTP Operator, the employee shall be terminated. ARTICLE 29 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 30 DOWNTOWN PARKING Effective as of the first of the month following ratification of this contract by both the City and the Union, 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 31 TERM 31.1 This Agreement will become effective upon January 1, 2004 and will remain in effect tttrough December 31, 2005. 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, 2005. 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 18th day of August, 2004. Signedthis /c?D..'~,'x dayof ~c¢o~r~(' ,2004 COLLECTIVE BARGAINING AGREEMENT PAGE 32 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589 January 1, 2004 through December 31, 2005 FOR THE CITY OF BREMERTON FOR GENERAL TEAMSTERS LOCAL UNION #589: Carol .~.~onley, Human Resources l~ Kt/nneth P. Tro~, Busines~ Representative Approved as to Form: Roger ~~''''~ Attest: P a"~ I a-J ~}h n-s t o/~it y Clerk' COLLECTIVE BARGAINING AGREEMENT PAGE 33 OF 33 CITY OF BREMERTON, WASHINGTON & TEAMSTERS LOCAL NO. 589 January I, 2004 through December 31, 2005 2004 Teamsters Appendix A Grade 4 Annual 26 246 26,914 27 582 28 334 29 107 2~ 85~ Parks L~grer ~n!h!y 2 187 ~,243 2,299 2,~6! 2,~26 2488 ~ 5~ Semi-Monthly 1 094 1 122 1 150 1 181 1 21 ~ ~2~ 1,277 ~ourl~ :, 12.57 12.89 13.21 13.57 13.94 14.30 i~68 OT Hour y 18.86 ~ 1934 19.82 20.36 20.91 21.45 22.02 +Longevity Base +1% 12.70 13.02 13.34 13.71 14.08 14.44 14.8~ Base +2% 12.82 13.15 1347 13~ ~42~ i4~9 Base +4% 13.07 13.41 13.74 14.11 14.50 14 87 15 27 ~[~ ~ ~ ~82 ~8~334 29,107 29,~8 ~ 65~ 31 ~24 32;30~ Office Ass stent Month - 2 299 2 ~ -% ~ z [ ~,~ z,488 2 554 2,619 2,692 ¢~b~thly ~,~50 1,!8) 1,213 1,244 1,277 1,310 1,34~ Hourly 13 21 13 57 13 94 14 30 14 68 O Hourly 19.82 2036; 20.91 21.45 22.02 22,58 2321 ~9~ ~y Base +1% 13.34 13.71 14 08 14 44 14 83 15 20 15 62 B~2Yo 13.47 13.84 14.22 14.59 1497 1RmR 1~7 Office Assistant II Monthly 2 426 2 488 2 554 2 619 2 692 2,761 2 838 Sem~-Monthly I 213 1 244 ~ 1 277 1 310 1 ~,~R I~r!y !¢:~4 ]~ ~,6~ !5.05 15,47 15.87 16 31 OT B0~ry 20.9~! 21.45 22.0~ ~.~ '; ~.~i 2~ Longevity 4 ~ ' Base +1% 1408 1444 1483 1520 1562 ~nn.~ Base +2% 1422 1459 1497 ~53~ i~R ~t~ : . ..... ,~.64 Base +3% 14 36 14 73 15 12 15 50 '~ i~3~ ' : Base +4% :: 14.50 14.87 15 27 15 65; 16.09 16.50 ; 16.96 Grade 7 Annual 30 652 31 424 32 301 33 137 34 055 34 qRr4 q~ eR1 ~ff!~a ~s~!~nt ~!! ~;(t~!)/ ~4 2,619 2 692 2,761 2 838 2,913 2,988 pOlice Records Specialist I Semi-Monthly 1 277 1 ~ ~3~ ~,~ i ~ H~[Y 14, 68 15.05 15.47 15.87 16 31 16 74 17 17 OT Hour~ ~0~ ~ ~i 2;~ ~:~ ' : · , · 2511 2576 Base +1Y¢ 1483 1520 1562, 1603 1647 1 :~ 6.91 L ..... Base +2% 14.97 15.35 15 78 16.19 16.64 17.07 ' 17,51 Base +3% 15,12 15.50 15 93 16 35 16.80 17.24 17 69 Base +4% 15.27 15.65 16.09 1650 1696 17.41 17.86 ~[~8 ~: : ~?~] ~,~301 ; 33,137, 34,055 34 953 3~1 ~6,~ ~ Accounting Assistant II Monthly 2 69~ ~¢6i '~;;;'" ~ "~;';;; - ~ ooo z ~ d z s~88 3 069 3 153 ~! T~C~!~!~n S~mi-Monthly 1 346 1,381 1,419 1 457 1,494 1,535 1 577 Office Assistant Sr. Hourly 1547 1587' 1631 1674 1717 , ....... 17.64 18.12 Recreation Prog! Coor! I OT Hour ~ 23 '2! 23.81 24.47 25 11 25 76 26.46 27.18 Base +1% 15.62 16 03 16 47 169~ i~4 Base +2 Yo 15.78 16.19 1664 1707 1751 1799 1 R:\HR\Human Resources\Payroll Info\2004 Wage Retest2004 Teamsters Appendix A JAN 1 2004 9/24/2004 1:02 PM 1 2004 Teamsters Appendix A With 1.0% COLA Increase J~nuary 11 2004 os.t os.Ios.i 12 Mos. I 12 Mos. 12 MOS. 12M0s : i' M, 12Mot' 12M 1::4::::: st~ ~t~ st~pcI StepD~ ~tepE StepF ~tepG Grade 9 Annual 34,055 34,953 35,851 36,832 37,835 38:~5~ 39,~8~ ~C~ ~ !~ M~hlY 2,838 2,913 2,988 3,069 3,153 32~ Police Records Specia st ~m -M~thl~ 1~9 ~4~ ~ ~ t~77 water Resources Ass stant Houry 16 31 16 74 17 17 17 64 1R 12 1R 0~ ~rY 2~.47 25.11 25.76 26.46 27.18 27 9~ Base +1% 16.47 16.91 1734 1782 18.30 1880 1934 Base ~2% ~:64 ~.0~ i~ ~9 i~48 ~8 ~5~ Base +3yo 16.80 17.24 17.69 18.17 18.66 19.17 19.72 Base +4% 16.96 1741 17.86 18.35 18.84 19.35 19.92 Grade 10 Annual 3~:85i 3~,832 ~ 835 38 ~ 39 ~5 ~ 0~ ~2 ~8 , , 38 3332 3423 3515 A~a~trol Officer Semi-Monthly 1,494 1,535 1,57~ ~:~ ~:6~6 ~; 1,~2 1,758 egal Technician Sr. Hourly 17.17 17.64 ~ 18.12 18 61 19.15 19.67 20.20 Office Assistant Senior Spec. OT Hourly 25 76 26.46 27.18 27.92 28.7~ ~ ~e~i~ ~P~ ~ i~ ~ase +1% 17.34 17.82 18.30 18.80 19 34 19 87 20 40 'ayroll Specialist Base +2% 17 51 17 99 18 48 18.98 19.53 20.06 20.60 ufiiifi~ ~{~ Reader ~S~ ~&/o ~9 ~ i7' ~66 ~ i~ Base +4% 17.86 18.35 18.84 19.35 19.92 20.46 2%01 ~U~ & D~ ~Pe~· I M~nth y 3¢~ ~3~ ~,~3~. 3~ ~5 3,618 3,713 Engineerin~ Technician II Semi-Monthly 1,577 ~,619 1,666 1,712 1,758; 1~80~ ~,85~ ~[~a~ ~[~. ~. ~ ~ Ely ~ 18.6! !9.15 19.67 20.20, 20.79; 21.34 ~ ~h~P ~[~ SP~ ~ ~t ~T Hourly 27.18 2~92 28,~ ~ 3~ ~0 31 ~.~i Street Se~ice Specialist Base +1% 18.30 18.80 19 34 19 87 20 40 21 00 Utilities Service Specialist Base +2% 18.48 18.98; 19.53 20.06 20.60 21.21 21.77 ~!i~ ~!~ ~ ~io~ ~ ~2~l]!~ ~ 3~ 3515 3,618 3713 3,812 3920 Fo~e~ ~ ~pec ~[ Semi-Monthly 1 666 1 712 i~ ~ ~5~ i~ ~'~ ~ ~p~E~on~ ~p~~ ~urly 19.15 19.67 20.20 20.79 21.34 21.9i 2~ ~r~ ~. ~ oT ~rly 28.7~ 29.~ ~.30 3~:~9 32~ 3~.8~ ~:8~ J ~[~a~i~n ~C~[ Base +1% 19.34 19.87 20.40 21.00 21 22 ~3 Recreation Prog. C~ii ~a~ ~o/~ i ~ 53 ~ ~ ~ Ufilitiy Accounts Special st Base +3% 19.72 20.26 20 81 21 41 21 ·arrant Se~er Sase +4% 1 9~92 20.46 21.01 ; 21.62 22.19 22.79 23.43 Grade 13 Annual 42,178 43,410 ~ 44,558 ~5~ A~t~fi~e E~P. Te~: M0nt~ ~5 3,618 3,713 3 812 3 920 4 030 4 136 En~ neer ng Technic an Semi-Monthly 1 758 ~ 1,809 1,857 1 906 1 960 2 015 2 068 Maintenance Coordinator I Hourly 20.20 20.79 21.34 21.91 22.53 23.16 ~7 S~Q~ ~hop ~ervice Spec. Sr. Base +1% 20.40 21.0~ ~i~55 ~ S~[~ ~[v~c~ Spe~ ~E ~ ~/o 20.60 21.21 21.77 22.35 22 98 23 62 24 25 Utilities Customer Se~ ce Rep Base +3% 20 81 21 41 21 ~R pp ~= Uhht~es Service Spec. Sr Base +4% 21 01 21 62 22 19 P~ 7~ sr ' WWTP Lab Technician R:~HR~Human Resources~Payroll Info~004 Wage Rates~2004 Teamsters Appendix A JAN t 2004 9/24/2004 1:02 PM 2 2004 Teamsters Appendix A With 1.0% COLA Increase January 1, 2004 Grade 14 Annual 44,558 45,748 47 043 48 358 49 632 51,010 52,471 Buildin & Dev Spec II Monthly 3 713 3,812 3 920 4,030 4 136 4 251 4 3~ Planner Semi-Monthly 1 857 1 906 1,960 2,015 2,068 2 126 2,187 WWTP Operator I Houri 21.34 21.91 22.53 23 16 23 77 24.43 25.13 OT Hourly 32 01 32.87 ' 33 80 34 74 35.66 36.65 37.70 Base ~io/o 21 55 22.i~ 22:~ ~.~9 2~ti01 2~t167 251~8 ~B~S~ +2% 2i 77 2~ 35 ~198 2~i~ ~4 25 24.92 Base +4% 22 19 22.79 23.43 24.09 24.72 25.41 26.14 6r~d~.!~ AU~Ua! ~,04~ 4~58 49,632 51,010 52,471 53,912; 5~1478 Assistant Network Admin. Monthly ; 3,920 4030 ~13~ ~;~ ~,~3 ~4;4~ 4;62~ Electronics Technician Houry 22.53; 23.16 23.77 24.43 25 13 25 82 ~ i z - , '+ ,~o oo ,~o bb ;~//0 38 73 39 86 Env ronmenta Technic an Base ~1% 2~ ;>~ ~ A; ;;~; x,¥~; ..~ :¢ · ..... ~.u, ~e- o/ ze.,~e 26 08 26.84 Journey Leve E ectr c an Base +2% 22 ~ ~¢R ~ ~ ;~ o~ ;~;~ :~,- ~ ' ~-~ ,~.-:~ ~-~.~- z~:~ 2634 27.10 Lead Automotive Equip. Tech. Base +3% 23.21 23.85 24.48 25.16 25.88 26.59 ' 27.37 aa~ +4o/~ 23.43 Lead Utilities Service Spec. : 2~4:09 24.72 25.41 26.14 26.85 27.63 Lead Water Distribution Spec. Lead Water Operator Maintenance Coordinator II Parks Facilities Specialist WWTP Operator II Annua ~9,~ ~!,0]~ ~,471 53,912 55,478 57,086 58,652 C v Engineer I Monthlv 4 136 ~ ~ ~ ~?~ ~ · ~ 7 '~'~ 7,~''~ '~,~3 4,623 4,757 4,888 ~ross Connection Cont. Spec. Semi-Monthly 2 068 2 126 2 187 2 247 2 3i2 2 3~9 2,444 Ba.s~ +1o~O 24.67 25.38 26.08 ¢ 26.84 27 61 28 37 Base +P Yo ~412~ :: ~4192 256~ , ~6.~4 ~1i 0 2~189, ~ ~5 52471 53912 55,478 57086 58652 60343 61 993 Electronics Supervisor Monthly 4 373 4 493 ..... ~': ! ~,7~ ~7 4,888 5,029 5 166 ~e~worK Aom~mstrator Semi-Monthly 2 187 ¢ 2 247 2 312 i 2 37q ~ 4~2 ;~E 'o S gn Shop Serv ce Spec Supv OT Hour 37 70 ~ ? ~ : 38.73 39.86 41 01 42 14 43 35 44 54 St[e~ ~?'~v!ce ~P~Ct SuP~!~ B~e t~ °~? ~5 ~ 26.08 ' 26.84 27.61 28.37' 29:19 ~ 29.99 Utilities service spec sul)vr Base +2% 25 63 ~ ~-~ ;~ ~ ,~ ~;~ water Distribution supervisor Base ?3% 25 ~8 26.59 2~,37 ~8:16 88 93 ~i~; Water Resources Oprns Supv Base +4% 26 14 PR aR ~7 R~ ........ ~ · ........ o zo ~,~ z~ Zl 30 06 30 88 WWTP Ma ntenance Supv ' ' ' ~ OP~ati?~ ~upervisor R:\HR\Human Resources\Payroll Info\2004 Wage Rates\2004 Teamsters Appendix A JAN 1 2004 9/24/9004 1:02 PM 3 2004 Tes~stsre Appendi~ A With 1.0% COLA Increase January 1,~004 12 Mos 12 Mos. 12 Mos. 12 Mos. 12 MoSJ 12 Mos. 12 Mos. i ~ Step AI Ste~ C[ Step rl Step F Step G Grade i8 Annual i 55,478 57,Q86 58 652 60 343 81 993 63,~26 ~ ~80 ineer II Monthly 4~23 47~ 4~B 5,029 5,166 5,311 5457 Technician Sr. 2,3~2 2,379 2,444 2~ ~583 2,6~6 2,72~ Forest~ Serv ce Spec. SuDvr~ . ~v -~_PR ~7 27.34 28.09 28.90 29.69 30.52 3~ OT HoudY 39.86 41.01 42.14 43.35 44.54 45.78 47.04 Base +1% ~6:~4 7:~ 29.99 30.83 31.67 Bas~ +2% 27 ~ 0 27 89 2~ ~5 2~.4e 30 2e ~i.i 3 ~.~9 · · 31.74 32.61 Grade 19 Annual 58 652 60 343 61 993 63 726 65 480 67 129 68 820 Civil Engineer III Month y 4 888 5 029 5 166 ~ ~7~ ~ ~4 5,735 Semi-Monthly 2 444 2 515 2 583 2 656 2 729 2 7~ ~u¢~ 2~0~ ~:90 2~:~9 30.52 3~.36 35.~ 35.~ Base +1% 28.37 29 19 29 9~ ~0 ; ~ · 32.47 33.29 ~e ~?/~ 28.65 29.48 30.28 31 13 ~ ~9 ~6~ ~e ~yo ~ ~9:~ ~ ~ ~! .44 ~ 32.30 33.11 33 95 Base +4% 29.21 30.06 30.88 31~7~ ~2.6~ 33~ R:\HR\Human Resources~Payroll lnfo~2004 Wage Retest004 Teamsters Appendix A JAN 1 2004 9/24/2004 1:02 PM 4 2005 Teamsters Append x A With 2.531% COLA Increase Janua I 2005 12 Mos 12 Mos 12 Mos 12 Mos 12 Mos ~ MOS ~4 Step A Step B Step C Step D Step E Step F Step G Grade 4[ Annua 26 914 27 603 ~ ~ 29 (~4~ 29 838 30 6:1~ 3i P~[k~ ~abore~ H~t~ 2~243 23~ 2,356 ~2© 2,487 2,551 2,619 Semi-Monthly 1 122 1 150 1 178 Hourv 12 89 13 22 13 54 13 91 14 2 OT Hourly 19.34 19.83 20.31 20.87 21.44 21.99 22.58 +Lgng~vi~ BaSe?% 13.02 13.35 13.68 14.05 14.43 14.81 15.20 Base +2% 13.15 1348 1381 1419 1458 14.95 15.35 13.2~ 13.62 13.95 14.33 14.72 i5 ~O Base +4~ 13.41 13.75 14.08 14.47 14.86 15.25 15.65 Grade 5 Annual 28272 29,044 29838 30610 31,424 32218 33,116 Office Assistant I MonthJ~ ~3~6 2,420 2,487 2 551 2 619 2,685 2,760 Se~i-Uo~th y 1,178 1,210 1,244 I 276 1 310 1 343 [ 1 380 ~0url~ 13.54 13.91 1429 1~66 ~05 1543 15~ OT Houdy 20.31 20.87 21.44 21.99 22.58 23.15 23.79 ~ ~y Base +1% ~:~8 ~4.8~ ~:4~ 14.81 Ba~ +2% 13.81 14.19 14.58 14.95 15.35 15.74 16.1~ Base +3% 13.95 4.33 14.72 15.10 15.50 15.89 16.3z Base +4% 14.08 14.47 14.86 15.2! 15.65 16.05 ~6.49 ~f~i~ As~i~t !! ~?tb!y 2,487 2;551 ~,~9 ¢ 2,88~ ~;~66 ~ ~,~ ~,909 ~9~ ~ ~ ~4 1 ~76 1,310 1 343 ~ ~ 4~ +Longevity ;Bas~ +~Yo ~ ~4~ ~4 ~ ~b ~5~ ~.6~~ ~6 43 B~e ~3°/o ~;~ ~;~6; ~ ~; ~5.~ ~8;~ 16.76; 17.2~ Base +4% 14.86 15.25 15 65 16.05 16.49 16.92 17.39 Off ce Ass stent III Month v 2 619 p RR~ o 7~n q oa4 n ~ ~ ~ ......... ~ oo, ~ ~u~ 2 986 3 062 ~1 ~ R~[~ Spec~ahst I Sem~-Monthly 1,310 1 343 1 380 1 4~ ~ ~ a~ ~ ~a~ ~O~[~Y 15'05 1~:~3 15.86 16.27 16.72[ ~6 ~¢~0 5.20 S;e9 Base +2% 15 35 ~e ~o/o 15.50 ~.~9 ~6~ ~6 i7.22 1~.67 18.13 6.05 16.49 16.92 17.39 17.85 18.30 ~[~ ~ ;Annual 33,116 33;9~ ~ ~;~: ~4~ ~¢77~ Account n~ Ass stent II Mon h v 2 760 2 RR1 r o ~ ;;~ ~ ; . ~ ' ~ ~ ~0~ ~.~. ~ 148 3,233 Legal Techn c an Sero -Month v 1 380 I ~' ~ .... .... ~f~: z ~?; h~ ~ ~1,531 1,574 1 617 9 ~ ~i~t¢~E~ H~¢Y ~86 16.27; 16.72 17.~ ~ ~09 Recreat on Prog Coot OT Hourly 23 79; 2~ ~ ~ ~ ~A ~ *~ Base +1% : 16.02 16.43 16.89 17 33 ~.~8 i8;2~ ~8 Base +3% 16.34 16 76 17.22 17 67 18 13 18.63 19.14 ease +4% 16 49' 16.92 .~ 17.39 17.85 18.30 ~8~ R:\HR\Human Resources\Payroll Info\2004 Wage Rates~2004 Teamsters Appendix A Jan 1 2005 2.531 9/24/2004 1:02 PM 1 2005 Teamsters Appendix A With 2.531% COLA Increase January 1 2005 i2 M~Sl 12M°s. i2 '12 M0~i 12M0s 12 Mos. 24Mot StepA StepB StepC StepD StepE stepF Step(; Grade 9 Annua 34,911 35,830 36,749 37,772 38,795 39 839 40 Account ng Ass stant III Month v 2 909 2 986 3 0R2 R ~ aR q ~o P? ~? ~r~ S,oe~ ~ st II Semi-Monthly 1 455 1 493 1 531 1 574 i 6i:7:1 660 :~ 7~ Water Resources Assistant Hourly 16.72 17.16 17.60 18 09 18.58 19.08 19.63 OT Houry 25 08 25 74 26.40 27.14 27.87 28.62; 29.45 Base +1% 16.89 17.33 17.78 18.27 ~ 18.77 19.27 19.83 E~-~ ~% ~0~ 1~:50 17.95 18.45 18.95 19.46 2002 17.39 i 17.85 18.30 18.81 19.32 19.84 20.42 Grade 10 Annual 36 749 37,772 38 795 39,839 40 987 42 115 43 242 ~n!mal C0ntr0~ 0fficer Semi-M~n hy 1531 1,574 1,617 1,660 1 708 1 755 1 802 !~ga! 're~ho!~i~n SI. ~(~u~ y !~ 60 ~8.09 18.58 19.08 19 63 20 17 20.71 office Assistant Senior Spec~ OT H0~rly 2~.40 2~ ~;8~ ~ ~9.45~ ~0~6 ~ O~ Payroll Spec~ahst Base +2% 17 95 18 45 1R 9R t q ~.R an no Utilities Meter Reader Base +3% 18 13 18 63 19 14 19 65 20 22 pn 7R 91 qq Base +4% 18.30 18.81 1932 19.84 2042 2098 21 54 Building & Dev. Spec. I Monthly 3,233 3,320 3 416 3 510 3,604 3,710 Lit~ ~ ~ ce Specialist Base +2% 18.95 19.46 2002 20.57 21.12 21.75 22.32 ~ 0pe~at~r Base +3% 19.14 19 65 20 22 20 78 21 33 21.96 22 54 Base +4% 19.32 19.84 20.42 20.98 21.54 22.17 22.76 Court Home Detention Spec Monthl,, 3 416 3,510 3 604 3 710 Forestry Service Spec. Sr. Sero-Monthly 1 708 1 755 1,802 1 855 1 904 1 954 2,010 Golf Operations Supvr. Hourly ]~:~3 20.17 20.71 21.32 21.88 22.46 23.10 P~r~!~S ~i~ ~!~e~ ~[~ ~ ~[~y ~9.~ ~:26 ~:~ 31.98 ~8~ 33.6~ ~6~ Probat on Officer Base +1% 19 83 20 37 Pn ~ [ . ......... ~ zz.]u zZ 58 23.33 Recreation Prog. Coord Base +2% 20 02 ~ 2~ Ut t y Accounts Spec a st Base +3% 20 22 20 7R 21 ~ ~r(~ ~e~( Base ~4% 20.42 20.98 21.54 22 17 ~2 W~P aainte~ance T~ R:\HR\Human Resources\Payroll Info~2004 Wage Rates\2004 Teamsters Appendix A Jan 1 2005 2.531 9/24/2004 1:02 PM 2 2005 Teamsters Append x A 12 Mos. 12 Mos 12 Mos 12 Mos 12 Mos. 12 Mos. 24 Mos, Step A ste~ B S~eP St~p ~) ~t;~ E step F ~r~de ~ Ao~ua! ~3,¢~2 ~4,5~6 ~85 46,896 48,233 49,590 ~0~88~ Automot ye Equip. Tech. 'Monthly 3,604 3,710 3,807 3908 4019 4 133 4240 En=ineering Technician III Semi-Monthly 1 802 1 855 1 904 ~ ~ ~ ~ 7,954 2,010 2,067 2,120 Ma ntenance Coord nator Houry 20 71 21 32 21 88 22 ~ ~2 ;~ ~ ~: p~ ~hni~ OT HourlY 31.07 31.98 32.82 33.69 34.65 35.63 36.56 Si~ S~p S~[~ ~ ~pec. Sr Base +1% 20~9~ Ei~53: ~i6 ~6~ 2333 ~39~ 2~ Streets Serv,ce Spec. S~: C Ba~e +2% 21.12 2i .~5 2~2 22.91 23'5~ ~4~ 2~'~ Utilities Se~ice S~ec. Sr. 'Base +4% , 21.54 22.17 22.76; 23.36 24.02 24.70 25.34 W~er Oper~o~ Sr~ ~TP Lab Technician Grade 14 Annual 45 685 46,896 48,233 49 590 50,885 52,304 53,808 Planner Semi*Monthly 1 904 I 954 2 0~ ~$~) 2i ~ ~pe~ Hourv 21 88 22 4R ~ ~n oq 7 ....... OT Hourly 32.82 ~.6~ '; ~ ~5,~3 36.56 ~7.58 38;6~ Base +2% 22.32 22.91 23.56 24.23 24.86 25.55: 26.29 ;Base +3% 22.54 23.13 23.79: 24.46 25.10 25.80 ' 26.54 Grade 15 Annual 48 233 491~5~0 8~5 ~94 ~5~180~' 5~269 5~ 8:77 ; 40 (;~P~S~!ce~pc'r~h! ~(~mi;Monthly 2,010 2,~67 2,!20 2,180 2,242 2 303 2 n70 Engineerin~ Technician IV OT Hourrv 34 65 35 63 36 5 '~ ~'~8 ~ 38.66 39,71 40.86 Environmental Techn c an Base +1% 23 33 2R ~ . · .... 24.61 25 30 26.03 26 73 27 51 au[~ey ~e~e! E!e?tric~an ~ase ~% 23.56 ~ 24.23 24.86 25.55 26.29 27.00 27.78 Le~ ~m~ ~ ~u!p: Tec~ Base ~3% 23.7~ 2446 25~1~ 25.80 ~6.5~ ~ ~8.~ Lead Ut t es Service Spec Base +4% 24 02 ~0 ~ · ~.o~ ~o.uo zo.~u z/b~ 28.33 Lead Water Operator ; Maintenance Coordinator II Parks Facilities Specialist Parks Lead Se~ice Spec U~i!~s ~n~s supvr, · WTP Operator II : ~ 5~ 52,~04 53,808 55,269 ~7~~, 58,~7 ~ 34 Cv Eng neer Monhv 4240 ~;~ ;;;; . ~ ~p~ ~,?p? ~ w,uuu g 4 740 4,877 5,011 Cross Connection Cont. Spe~Semi-Monthly 2 120 2 180 2 242 ~ Y ~4.37 25.05 ~:77 26.47 ~ 27.24 28 03 28 80 Base +2% 24.86 25.55 2629 2700 2778 2859 29.3 Base +4% 25 34 2~ p~ 26.80 27.53 28.33 29.15 29.9 R:\HR\Human Resources\Payroll Info~2004 Wage Rates\2004 Teamsters Appendix A Jan 1 2005 2.531 9/24/2004 1:02 PM 3 Grade 17 Annual 53,608 55 269 ~ 56,877 58 527 60 134 61 867 63,559 E ectronics Superv sor Month v 4484 4606 474n aR77 qnll Network Administrator Sem -Month v 2 242 2 303 2 Planner II Hourly 25.77 25 47 27.24 28 03 28.80 29.63 30.44 Sign Shop Service Spec. Sup OT Hourly 36.66 39.71 40.86 42.05 43.20 44.45 45.66 St[~ ~'~ ~e ~pe~ sup~r~. Base ~% 26.03 26.73 27.51 28.31 29.09 29.93 30.74 Utd~t~esServ~ceSpec Supvr Base+2% 2629 2700 2778 2859 P~ ;~e~ ,~ Water Distribut on Superv so Base +3% 26 54 27 2~ Water Resources Oprns. Sup Base +4% 26 80 27 53 28 33 ~q ~ ~ ~o (~ '~n ~;~ ,~ WWTP Maintenance Supv ' WWTP Operations Supervisor G[a~e ]8 Annual 56,877 ~8,527 60 1~34 6! 66~ 6~557 65,334 67,129 4 740 Civil Engineer II Monthly 4 877 5,011 5 156 5 297 5,445 5,594 ~r~!,~l ~l~!~ian S[~ ~i-Monthly 2,370 2,439 [ 2,506 2,578 2,649 2,723 2 7 97 F0r~tEy ~Se~!? Sp~: S~p~r~r~y 27.24 28.03 28.80 29.63 ~0.~ ~i 32i~ OT Hourly 40 86 42 05 43 20 44 45 45.66 46.94 48.23 Base +1% 27.51 28.31 ~ ~i09 ~i~ §0.~4 31.60 32.47 Base +4% 28 33 29.15 29.95 30.82 31.66 32.54 33.44 Cv Ea~ neer Monthly 5011 5156 ~p~7 ~e ~(3a ~7~ ~ ~ ~ ~ 880 Semi-Monthly 2,506 2 578 2 649 2 723 2 797 2 868 2 qac, ~!~r!~ ~8 80 29.63 30.44 31.29 32 15 32 9~ ~3 ~ OT Hourly 43 20 44 45 45 66 4694 · 8.23 49.44 50.69 uase +1%~ -- 2909 2993 30.74 31.60 ~ 32.47 33.29 ~; 34 13 ~a~ ;~% 2~ {~.6~ ~.~ 3~9 ~.~ ~ 4~ ~ase +3% 29.66 30.52 i ~1.3~ ~:23 ~ ~.9~ ~;~ Base +4% 29.95 30.82 31,66 32.54 33.44 34.28 35.14 R:\HR\Human Resources\Payroll Info~004 Wage Rates~004 Teamsters Appendix A Jan 1 2005 2,531 9/24/2004 1:02 PM 4 +Browse: Next Previous First Last Update Delete Restart X - Exit + +Retrieve the Next record + +Found: 10 Record(s) MAINTAIN Contract Transactions + + Contract Number 4248 + + + +Vendor Name TEAMSTERS LOCAL #589 + +Subject COLLECTIVE BARGAINING AGREEMENT + +Department HUMAN RESOURCES + +Status Code EMP + + Amount + + Begin Date 01/01/2001 + + Insurance End Date 12/31/2003 + + Type Amount Review Date 06/01/2003 + + + + + + + + Insurance Total $0.00 + + Insurance Review Date + + + + Comments + + + + + AGREEMENT BY AND BETWEEN CITY OF BREMERTON AND GENERAL TEAMSTERS LOCAL UNION NO. 589 OF JANUARY 1, 2001 THROUGH DECEMBER 31, 2003 Ut)l [ ECTIX, T BARGAINING AGREEMENT I OF 32 (iI'Y OF BI',EMERTON, WASHINGTON -~ I'EAMS I}iRS LO(_M. UNION NO 589 Jant~ar~, /. 21)01 t~wough December 31, 2003 TABLE OF CONTENTS TO THE AGREEMENT BY AND BETWEEN CITY OF BREMERTON AND GENERAL TEAMSTERS LOCAL UNION NO. 589 JANUARY 1, 2001 THROUGH DECEMBER 31, 2003 ARTICI~ ~'~' PREAMBLE ............................................................................................................................................................ 4 ARTICLE i ...........Non-Discrimination ................................................................................................................. 4 -\RFICLE 2 ........... Recognition ............................................................................................................................... 4 XRTICLE 3 ........ Union Dues .............................................................................................................................. 5 ARHCLE 4 ........... Union Access ........................................................................................................................... 6 ARTICLE 5 ...........Wages ....................................................................................................................................... 6 ~\RTICLE 6 ..........Hours Of Work ....................................................................................................................... 10 ARTICLE 7 ...........Overtime ................................................................................................................................ 11 ,&RTICLE 8 ........... Vacation Leave ...................................................................................................................... 13 ARTICLE 9 ...........Holidays ................................................................................................................................. 15 ARTICLE 10 ......... Sick Leave And Industrial Disability .................................................................................... 17 ARTICLE 11 ......... Other Paid Leave ................................................................................................................... 19 ARTICLE 12 ......... Retirement Benefits ................................................................................................................ 20 -\RT1CLE 13 .........Insurance Benefits ................................................................................................................. 20 AR FICLE 14 .........Work Related Expenses .......................................................................................................... 21 ARTICLE 15 ......... Subcontracting Work ............................................................................................................. 24 ARTICLE 16 ......... Municipal Court Non-Civil Service Employees Employment Rights ................................... 24 ARTICLE 17 ......... Drug Free Work Place ........................................................................................................... 25 ARTICLE 18 ......... Bus Passes .............................................................................................................................. 26 ARTICLE 19 ......... Management Rights ............................................................................................................... 26 ARTICLE 20 ......... Work Stoppages ..................................................................................................................... 27 ARTICLE 21 ......... Grievance Procedure ............................................................................................................. 27 ARTICLE 22 ....... Severability ............................................................................................................................ 28 \P. I'I('LE 23 ........ Entire Agreement .................................................................................................... i .............. 28 :\R I'iCLE 24 ......... Conflicting Provisions ........................................................................................................... 29 ARTICLE 25 ......... Labor Management Committee ............................................................................................. 29 ARTICLE 26 ......... Job Sharing .............................................................................................................................. 23 ARTICLE 27 ..........Special Assignment ................................................................................................................. 24 ART1CLE 28 ..........Wastewater Treatment Plant Employees ................................................................................. 25 ARTICLE 29 ....... Teamsters Supplemental Pension Plan And Teamsters Retirees Medical Plan ...................... 31 ARTICLE 30 ........ Term ..................................................................................................... 31 APPENDIX A ........................................................................................................................................................ 33 ( OLLEC'IIVE BARGAINING AGREEMENT PAGE 2 OF 32 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO 589 January 1, 2001 tlwough December 31,2003 ALPHABETICAL SUBJECT INDEX TITLE \PPENDIX A ....................................................................................................................................................... 27 BUS PASSES ............................................................................................. ARTICLE 18 ..................................... 26 ('ONFLICTING PROVISIONS ................................................................. ARTICLE 24 ..................................... 29 DRUG FREE WORK PLACE ................................................................... ARTICLE 17 ..................................... 25 ENTIRE AGREEMENT ............................................................................ ARTICLE 23 ..................................... 28 GRIEVANCE PROCEDURE .................................................................... ARTICLE 21 ..................................... 27 HOLIDAYS ............................................................................................... ARTICLE 9 ....................................... 15 HOURS OF WORK .................................................................................... ARTICLE 6 ....................................... 10 INSURANCE BENEFITS ......................................................................... ARTICLE 13 ..................................... 20 JOB SHARING ........................................................................................... ARTICLE 26 ....................................... 23 I ~,BOR MANAGEMENT COMMITTEE ................................................ARTICLE 25 ..................................... 29 MANAGEMENT RIGHTS ........................................................................ ARTICLE 19 ..................................... 26 M ['N'ICIPAL COURT NON-CIVIL SERVICE EMPLOYEES EMPLOYMENT RIGHTS ............................. ARTICLE 16 2~ NON-DISCRIMINATION ........................................................................ ARTICLE I ......................................... 4 OTHER PAiD LEAVE .............................................................................. ARTICLE 11 ..................................... 19 OVERTIME ............................................................................................... ARTICLE 7 ....................................... 11 PREAMBLE ............................................................................................................................................................ 4 R E( OGNITION .......................................................................................... ARTICLE 2 ......................................... 4 RETIREMENT BENEFITS ........................................................................ ARTICLE 12 ..................................... 20 SEVERABILITY ....................................................................................... ARTICLE 22 ..................................... 28 SICK LEAVE AND INDUSTRIAL DISABILITY ................................... ARTICLE 10 ..................................... 17 SPECIAL ASSIGNMENT .......................................................................... ARTICLE 27 ....................................... 24 SUBCONTRACTING WORK .................................................................. ARTICLE 15 ..................................... 24 TERM ......................................................................................................... ARTICLE 26 ..................................... 29 kq'4ION ACCESS ....................................................................................... ARTICLE 4 ......................................... 6 UNION DUES ............................................................................................ ARTICLE 3 ......................................... 5 VACATION LEAVE ................................................................................. ARTICLE 8 ....................................... 13 WAGES ...................................................................................................... ARTICLE 5 ......................................... 6 \VASTEWATER TREATMENT PLANT - EMPLOYEES ....................... ARTICLE 28 .................... . .................. 25 ~ Of LK RELATED EXPENSES ................................................................. ARTICLE 14 ..................................... 2i \\ ORK STOPPAGES ................................................................................ ARTICLE 20 ..................................... 27 COLLECTIVE BARGAINING AGREEMENT PAGE 3 OF 32 CI I'Y OF BREMERTON, WASHINGTON - TEAMSTERS LOCAL UNION NO 589 lanua~7 1,2001 through December 31. 2003 AGREEMENT BY AND BETWEEN CITY OF BREMERTON and GENERAL TEAMSTERS LOCAL UNION NO. 589 JANUARY 1, 2001 THROUGH DECEMBER 31, 2003 PRE.~MBLE 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. .&RTICLE 1 NON-DISCRIMINATION l.l 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 tbr 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 heads and their assistants, and supervisors (unless speci fled in the union recognition section) are not included and will not be added to the bargaining unit. 2.3 Employees Excluded - Employees who are employed on a temporary, seasonal, and casual laborer basis are excluded from the bargaining unit and employees in positions designated Confidential are excluded from the bargaining unit irrespective of the classification they occupy. 2.4 New Classifications In the event the City creates a new position or reclassifies an existing position proposed to be exempt from the bargaining unit, the Union will be notified in writing. In the event that t. OI_LECq IVE BARGAINING AGREEMENT PAGE 4 OF 32 t [l"r OF BREMERTON, WASIqlNGTON -- TEAMSTERS LOCAL UNION NO. 589 January 1. 2001 through December 31,2003 the Union disputes the City's proposed exemption of the new position from the bargain/ng 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. ARTICLE 3 UNION DUES 3.1 Dues Deductions - The City will deduct monthly regular Union membership initiation fees, dues, agency fees and assessments from the pay of those employees who provide written authorization to the City to make such deductions. The City will transmit the total amount of deductions to the Union along with a list of employees and their Union-related deductions. 3.2 Maintenance of Membership - An employee covered by this Agreement who is a member of the Union on or after the execution of this Agreement will remain a member in good standing. Good standing will be defined as tendering of uniformly required periodic dues. Failure of such an employee to abide by the foregoing provision will constitute cause for discharge of the employee, provided that when an employee fails to fulfill the above obligation, the Union will provide the employee thirty (30) days notification in writing of the Union's request to the City to initiate discharge action and during this period the employee may make restitution in the amount which is overdue. Should the employee make such restitution, the request for discharge will be withdrawn. 3.3 New Employees - Employees hired on or after the execution date of this Agreement will, within thirty (30) days of their respective date of employment, achieve good standing in the Union and will thereafter maintain such good standing as a condition of employment. Good standing will be defined as tendering of uniformly required periodic dues, fees or their equivalent. Failure of such an employee to abide by the foregoing provision will constitute cause for discharge of such employee subject, however, to the same requirement for notification and opportunity for restitution as specified in Section 3.2 above. The City will notify the Union of newly employed bargaining unit employees as they are hired so a shop steward may be available at time of orientation. 3.4 Union Security - Effective January 1, 2002, all bargaining unit employees shall be required to pay dues or donate an equal amount to a charity of their choice. Those employees donating money to a charity in lieu of the payment of periodic dues, may be required by the Union to produce proof of payment to the charity. Failure of such an employee to abide by the foregoing provision will constitute cause for discharge of the employee, provided that when an employee fails to fulfill the above obligation, the Union will provide the employee thirty (30) days notification in writing of the Union's request to the City to initiate discharge action and during this period the employee may make restitution in the amount which is overdue. Should the employee make such restitution, the request for discharge will be withdrawn. 3.5 Refusal to Join Union - An employee who refuses to join the Union on the basis of bona fide religious tenets or teachings of a church or religious body of which the employee is a member will pay an amount of money equivalent to regular Union dues and fees to a non-religious charity or to another organization mutually agreed to between the employee and the Union. t~)lll( 1[\I BAROAiNINGAGREEMENT PAGE5OF32 CITY OF BI~EMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO 589 January I, 2001 through December 31, 2003 3.6 Indemnification - The Union will indemnify and hold the City harmless fi.om any and all liability resulting from the dues and tees deduction provisions specified in this Article. ARTICLE 4 UNION ACCESS 4.1 Union Representatives - The Union will provide written notice to the City of the names of the officials authorized to represent the Union. The City will provide reasonable access to City facilities to such authorized representatives for the purpose of investigating grievances and other legitimate Union business provided that such access does not unreasonably interfere with the work and duties of an affected employee or of other on-duty employees. 4.2 Shop Stewards - The Union will have the right to appoint six (6) Shop Stewards. The Union will make every reasonable effort to have no more than four (4) stewards from the same department. 4.2.1 The Union will provide written notification to the Human Resources Director of the name and assigned areas of all Shop Stewards appointed by the Union. The City will provide reasonable access to employee work places to Shop Stewards for the purpose of investigating grievances provided that 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 ~vith 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. ART1CLE 5 WAGES 5.1 Pay Rates - 5.1.1. Effective January 1, 2001, the 2000 wages as shown in Appendix "A" shall be increased by 3.4%. Movement from Step D to Step E in Appendix "A" shall be reduced from 24 months to 12 months..Employees who have separated from City employment before the effective date of ratification of the contract by the Union and City Council shall not be entitled to any retroactive pay increase. 5.1.2 Effective January 1, 2002, the 2001 wages shown in Appendix "A" shall be increased by 3.5%. Movement from Step E to Step F in Appendix "A" shall be reduced from 24 months to 12 months. 5.1.3. Effective January 1, 2003, the 2002 wages shown in Appendix "A" shall be increased by 90% of the Seattle/Tacoma,/Bremerton CPI-W with a minimum increase of 2.5% and a maximum of 5%. Movement from Step F to Step G in Appendix "A" shall be reduced from 24 months to 12 months. 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 COLLECTIVE BARGAINING AGREEMENT PAGE 6 OF 32 CITY OF BREMERTON. WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 lanuary [, 2001 through December 31. 2003 work experience. Placement of a new employee's pay rate at a step higher than the first step must be appro,,ed by the Department Director, the Human Resources Manager and the Treasurer. 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 pay placement, 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. [f 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 Placement at New Pay range: 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 fi'ozen at that rate until such time as the final step provides for an increase. 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 any reclassifications that occur due to the acceptance and implementation of the 2000/2001 Classification and Compensation study. 5.5 Implementation of the 2000/2001 Classification/Compensation Study Effective July 1, 2001, the results of the 2000/2001 Classification/Compensation study will be implemented for current employees, as follows: 5.5.1 Reclassification upward: ~ OLLEC'I i~ E BARGAINING AGREEMENT PAGE 7 OF 32 C11Y OF t3REMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 lanuar> t, _001 through December 31,-003 5.5.1.1 - Current pay rate below the new minimum - Current employees whose positions have been reclassified to a higher pay range, and whose current pay rate is below the minimum of the new pay rage to which they will be assigned, shall be brought up to the minimum of that new pay range. 5.5.1.2 - Current pay rate at or above the new minimum - Current employees whose positions have been reclassified to a higher pay range, and whose current pay rate is at or above the minimum of the new pay range will be placed into the step in the new pay range that provides the same pay rate that they were at pr/or to the reclassification. 5.5.2 Reclassifications downward: 5.5.2.1 - Current pay rate above the new maximum - Current employees whose positions have been reclassified to a lower pay range, and whose current pay rate is above the maximum of the new pay range will be frozen at that current rate of pay until such time as the pay rate falls within the new pay range. Such employees will only be eligible for 50% of any COLA as outlined in Section 5.l above. 5.5.2.2 - Current pay rate above the new minimum - Current employees whose positions have been reclassified to a lower pay range, and whose current pay rate is above the minimum of the new pay range will be placed into the step in the new pay range that provides the same pay rate that they were at prior to the reclassification. 5.5.3 Separated Employees - Employees who have separated from City employment before the effective date of ratification of the contract by the Union and City Council, shall not be entitled to any retroactive pay due to implementation of the 2000/200 l Classification and Compensation study. 5.5.4 Effect on Annual Step Increases - It shall be understood that the reclassifications resulting from implementation of the 2000/2001 Classification & Compensation study will not change the date an employee would be eligible for a step increase, when applicable. 5.6 Longevitx 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 I 0 years' continuous employment 1% Commencing 11 through 15 years' continuous employment 2% Commencing 16 through 20 years' continuous employment 3% Conunencing 21 years and over continuous employment 4% 5.7. Premium Conditions: 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, alt qualified bargaining unit members, including leads and super¥isory bargaining unit members, shall share in the standby hours or lists. { £)LLECTIVE BARGAINING AGREEMENT PAGE 8 OF 32 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 lanuary I. 2001 through December 31,2003 5.7.1.1 - Standby Equipment: A. An employee on standby duty will be provided with a radio that has a police frequency. B. Except for Animal Control Officers, assigned stand-by duty employees shall have the take home use ora 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 - 1 hour of employee's regular hourly rate of pay; B. Holiday - 2 hours of employee's regular hourly rate of pay; C. Regular day off- 2 hours of employee's regular hourly rate of pay up to a maximum of two (2) days. D. Type of Compensation - The employee may choose pay or compensator3, time. 5.7.1.3 - Effective January 1, 2002, the following Standby Rates will apply: A. Weekday or regular day off beyond two - Two (2) hours of employee's regular hourly rate of pay; B. Holiday - Three (3) hours of employee's regular hourly rate of pay; C. Regular day off- Three (3) hours of employee's regular hourly rate of pay up to a maximum of two (2) days. D. Type of Compensation - The employee may choose paY or compensatory time pursuant to Section 7.2.1. 5.7.1.4 - Standby will normally consist of not more than seven (7) consecutive days, provided; however, based upon mutual agreement of the employee and immediate supervisor, the employee may be placed on standby in excess of seven (7) days. 5.7.2 Shift Differential - An employee assigned to work a shift schedule which begins at 12 noon or later and/or earlier than 6 a.m. will be compensated a shift differential of seventy-five cents ($.75) per hour for each hour of the shift so worked: COLLECTIVE BARGAINING AGREEMENT PAGE 9 OF 32 ('I2Y OF BREMERTON, WASHINGTON -- TEAMSTERS hOCAL UNION NO. 589 January I, 2001 through December 3 I, 2003 5.8 Pa'~davs - Paydays will be the 7th and 22nd of each month. Ifa 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 encoarage employees to utilize "automatic deposit" of their paychecks: 5.9 Payroll Errors - Should the City be responsible for any payroll error, adjustments in excess of fifiy t550.00) dollars will be paid within two (2) business days. 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 Head 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 or four (4) consecutive ten (10) consecutive hour days. The Department and employee may mutually agree to any other work schedule by the filing of an alternate work schedule form that shall require the approval of the Department and the Human Resources Manager. Except in emergency situations (such as weather and acts of God) employees will be given ~burteen (14) calendar days notice of any change in their normal work schedule, except that 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 Head and shall consist of no more than five (5) consecutive days in a workweek. The normal work schedule will usually be set to begin on Monday and conclude on Friday but may be set to begin on another week day and conclude five (5) consecutive days thereafter, based upon the needs of City. The City will make every reasonable effort to schedule employees with two (2) consecutive days off between workweeks. 6.3 Meal Periods - All employees shall have a regularly designated mealtime, 30 minutes or one (1) hour in length, without pay, which shall be scheduled by the Department Director 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 ox ertime 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. 6.3.1 - Employees shall be allowed one (1) rest period (break) per one half (1/2) shift (workday) provided: A. The time, length and location of break is determined by the employee's supervisor, with the understanding that the employee shall receive no more than (OL[ ECIIVE BARGAINING AGREEMENT PAGE 10 OF 32 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS EOCAL UNION NO 589 January I, 2001 through December 31, 2003 fifteen (15) minutes. B. 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. C. The purpose of granting breaks is to relieve fatigue and mental strain on the job; therefore; 1. Combining two (2) daily breaks into one thirty (30) minute break is not permitted. 2. 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. 3. Accumulating breaks from day-to-day is not permitted. &RTICLE 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 wilt be compensated at the rate of one and one-half (1-1/2) times an employee's hourly rate 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: An employee who is compensated in compensatory time off must take the time off or scheduled the time off prior to October 15 of each year.and the scheduled time off after October 15 must be taken prior to the next October 15. In the event the employee fails to take the time off or fails to obtain schedule prior to October 15 of each year, which has been approved by the department to take the time off, the overtime work will be compensated on or about October 31. 7.2.2 Use Of Compensatory Time: As of January 1, 2002, Section 7.2.1. above no longer applies to compensatory time. Effective January 1, 2002, the maximum allowed accrual of compensatory time shall be fifty (50) hours, and all overtime accrued after January 1, 2002 in excess of that maximum shall be paid at the applicable rate. Employees who ~vish to cash out all or a portion of his/~her accumulated compensatory time will have the option to receive this pay the last pay CGLLECTIVE BARGAINING AGILEEMENT PAGE 11 OF 32 C!TY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO 589 January I, 2001 through December 31,2003 period of November. Employees who wish to exercise this option shall submit their request, in writing, to the Department Director. no later than November lS~ of each year. -.2.3 2001 Compensatory Time Carry Over - Effective January 1, 2002, employees who have more than 50 hours accumulated as of January. 1, 2002, shall be allowed to carry over those excess hours. Those excess hours must be used by November 1, 2002, and if not used, will be paid off in cash. 7.3 Telephone Calls To Employees: If an employee receives a work related telephone call while offduty, he,.she shall receive a minimum of one quarter (I/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 Miuimum 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 (2) hours, the employee will receive a minimum of two (2) hours of overtime compensation. A call back initiates a two (2) hour guarantee period. Subsequent call backs will not initiate an additional two (2) hour guarantee period until the original two (2) hour guarantee period has passed. 7.4.1 - Effective January 1, 2003, the call back minimum will increase from 2 hours to 2.5 hours. 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 O.T. to qualified bargaining unit employees within the division prior to utilization of temporary employees for such O.T. 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 out lYr an emergency shift shall receive two hours callout (overtime) pay for the first full 12-hour shift. (e.g. Pay would be 2 hours overtime for the call-out, 6 hours straight time, plus 4 hours overtime. That crew's next emergency shift pay would be 8 hours straight time plus 4 hours overtime.) Pay tbr 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. t OLLEC ¥1VE BARGAINING AGREEMENT PAGE 12 OF 32 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO 589 January I, 2001 through December 3 I, 2003 EXAMPLES: Snow Removal Crew - If an emergency schedule is initiated after 10 p.m. but before the normal shift (7:30 a.m.), the "B" shift will be called in and work until noon or eight hours minimum. If the callout occurs prior to 10 p.m., the "A" shift will be called in and work 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 EmerIlenc¥ Crews - Any other divisions may use other start/quit times, but will follow the principle of the example of the Snow Removal Crew. When the Division Manager has determined that the emergency condition is over, the crews will revert to their regularly scheduled shift. The transition shifts going into and out of the emergency shift schedule, will work until released by the supervisor, however, they shall work a minimum of eight (8) hours during the transition shift. ARTICLE 8 VACATION LEAVE 8.1 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 Emnlovment Hours Accrued/Year Date of Hire through 5 years 104 Hours 6th year 120 Hours 7th year 128 Hours 8th year 136 Hours 9th year 144 Hours 10th year 152 Hours 1 lth 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 8.2 Vacation Eligibility - An employee becomes eligible to take accrued vacation leave upon completion of' six (6) months of continuous employment. Vacation leave may not be taken in segments of one- quarter (I/4) hour increments. Vacation leave must be earned in the pay period pr/or to the time an employee takes any vacation leave. COLLECTIVE BARGAINING AGREEMENT PAGE 13 OF 32 ( I I Y OF BI~.EM[~RTON, WASHINGTON -- ]'EAMSTERS LOCAL UNION NO 589 January t, 2001 through December 31, 2003 8.3 Vacation Scheduling - Annual vacation leave will be mutually scheduled between the employee and his or her Department Head. Vacation leave must be approved by the Department Head prior to an employee taking the time off. 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. 8.3 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 8.5 Carryover - In the event an employee has been prohibited fi.om 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. 8.6 Vacation Pay-Out - Upon the retirement or termination 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 Rump sum payment at the employee's straight time hourly rate at the time of separation except an employee shall not be paid vacation pay out unless employed over six (6) months). 8.7 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 pay rate in effect at the time of death. 8.8 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. 8.8.1 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. 8.8.2 Criteria For Approval: A request for donations of vacation leave shall be submitted to the requesting employee's Department Head accompanied by medical documentation verifying the medical condition requiring the need for leave, and the time period during which the employee can reasonably be expected to be absent from work due to the condition. Upon verifying that the COI_[.ECTIVE BARGAINING AGREEMENT PAGE 14 OF 32 £1TY OF BREMERTON, W x, SHINGTON -- TEAMSTERS LOCAL UNION NO. 589 [ararat 3 1,2(301 through December 3 I, 2003 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 Head 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. 8.8.3 Notification: Upon approval by the Mayor, all City employees shall be notified of thc approved request for donation of leave. 8.8.4 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 8.7.5 below. An employee who desires to donate vacation leave shall complete a Donation of Vacation Leave Form and submit it to his/her Department Head. 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. 8.8.5 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, provided that the use of the sick leave is in conformance with the provisions of this Article. 8.8.5. Return Of Excess Leave Donations - 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 50/450tbs 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. 8.8. Administrative Leave: Any bargaining unit employee may be placed on Administrative Leave (leave with pay) for reasons in the best interest of the City and/or employee (e.g. to diffuse a work-related or personal problem or to conduct an investigation. 8.8. Cancellation of Vacation Leave by City - If an employee has an approved vacation canceled by the City, the City ~vill reimburse the employee for all verifiable non-refundable expenses incurred by the employee after the date the Leave Request was approved. ARTICLE 9 HOLIDAYS 9.1 Holidays Observed - The following holidays will be observed by the City: c OLLEC lIVE BARGAINING AGREEMENT PAGE 15 OF 32 / ',[¥ (-)~7 BRFMERTON, WASHINGTON -- FEAMSTERS lOCAL UNION NO 589 l anuary 1. 2001 through December 31. 2003 HOLIDAY DATE OBSERVED New Year's Day January 1$* Manta Lather King's Birthday 3rd Monday in January President's Day 3rd Monday in February Memorial Day Last Monday in May Independence Day July 4'~ Labor Day 1 st Monday in September Veteran's Day November 11 ~' Thanksgiving Day 4th Thursday in November Day after Thanksgiving 4th Friday in November CIu-istmas Day December 25a One Floating Holiday Approval of Supervisor 9.1.1 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. 9.2 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. 9.2.1 Floating Holiday - One (1) floating holiday will be granted to each employee on a day, which is mutually agreeable to the employee and the employee's immediate supervisor. New employees shall have been employed by the City for six (6) months in order to qualify for a floating holiday. 9.3 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 to work a four-day ten (10) hour schedule will receive ten (10) hours of time off with pay for each holiday. In order to receive holiday compensation, each employee must work or be on authorized paid leave on the scheduled work day prior to or the scheduled work day inunediately after each holiday. 9.4 Holiday Compensation (Mutually Agreed Alternate Work Schedule) - Employees working any mutually agreed upon alternate schedule shall receive eight (8) hours holiday time. 9.5 Holiday Compensation (Part Time Employees) - Part-time employees will receive fifty (50%) percent of their normal work day, provided they will receive not less than four (4) hours. 9.6 Working on a Holiday - An employee required to work on a holiday will be compensated at one and one-half (ld/2) times the employee's regular straight time rate of pay for the time worked in addition to regular holiday pay provided in 9.3 above. COLLECTIVE BARGAINING AGKEEMENT PAGE 16 OF 32 £'I[ Y OF BI~EMERTON, \VASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 lanum-y I, 2001 through December 31,2003 ARTICLE 10 SICK LEAVE AND INDUSTRIAL DISABILITY 10.1 Sick Leave Accrual - Employees will accrue sick leave time with pay at the rate of .046154 hours for each regular hour worked, including paid holiday, sick leave, vacation and other paid leave time and excluding time for which workers' compensation time loss benefits are paid. The maximum annual accrual will be ninety-six (96) hours. 10.2 Maximum Sick Leave Accrual - Employees will be able to accrue sick leave to a maximum of 1200 hours on January 1~ of each year. 10.3 Sick Leave Incentive - An employee who takes thirty-two (32) hours or less of sick leave in the calendar year will have eight (8) hours added to his or her vacation leave balance at the beginning of the following calendar year. 10.4 Sick Leave Retirement Payment - )m 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). ]7he payment will be made to the employee at the employee's regular hourly pay rate in effect at the time of retirement. 10.5 Payment of Sick Leave Upon Death - In the event of the death of an employee, the employee's estate will be paid for the total accrued and unused sick leave hours at the employee's regular hourly pay rate in effect at the time of death. 10.6 Sick Leave Use - Sick leave shall not be granted in advance of actually being accrued. Sick leave will be made available to each employee up to the amount of each employee's accrued sick leave balance and shall be used in increments of no less than one-quarter (1/4) hour to cover an employee's absence from his or her regularly scheduled work hours due to: 10.6.1 The temporary disability of an employee resulting from his or her personal illness or injury. 10.6.2 Providing care for an employee's children under the age of 18 when they have a health condition that requires supervision or treatment. 10.6.3 Attending medical, dental and/or oculist appointments as needed for preventive or rehabilitative health care of the employee or the employee's children when such care requires parental presence to supervise or authorize treatment. 10.6.4 Upon the birth or adoption of a child, an employee may use accrued sick leave pursuant to FMLA 10.6.5 Providing care for an employee's immediate family member 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 eighty hour s of sick leave time can be used for this purpose per calendar year only for the following immediate family members: spouse, parent or child, unless it has been authorized as Family Medical Leave. No more than forty (40) hours of sick leave COLLECTIVE BARGAINING AGKEEMENT PAGE 17 OF 32 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UN[ON NO. 589 lanum2* i. 2001 through December 31,2003 can be used for this purpose for the following family members: mother/father in-law, brother, sister, brother/sister in-law, grandparents, grandparents in-law, grandchildren, and step relations as described herein of both the employee and the employee's spouse. 10.7 Notification of Sick Leave Use - An employee who is absent or expects to be absent from work due to causes specified in 10.6 above, will provide notification as follows: 10.7.1 Routine 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. 10.7.2 Unanticipated Absence - An employee who is absent from work or will be unable to report to work as scheduled due to personal illness or injury, or for other causes specified in 10.6 above, will promptly notify the department by telephone or otherwise as soon as practicable and will make every effort to notify the Department within the first one-half hour of each work day or, if possible, within the one-half hour preceding each work day of absence. In the event of a prolonged illness or injury, the Department may exempt an employee from the requirement to report their absences on a daily basis, and may establish an alternative reporting arrangement appropriate to the circumstances. 10.7.3 Sick Leave during Authorized Paid Leave - An employee who becomes ill or is injured during 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. 10.8 Sick Leave Documentation and Approval - An employee who has been absent on sick leave will, within the first work day after returning to work, complete and submit a request for approval of sick leave on the City's Leave Request form, and provide such information as is required by the Department to approve the use of sick leave with pay for the absence. Sick leave must be approved by the Department prior to payment. The Department will not unreasonably withhold approval of sick leave with pay from employees. 10.8.1 Sick Leave Certification - The Department may require an employee to provide a professional physician's certification of an employee's, child's or family member's illness or injury as a 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. 10.8.2 Return to Work/Fitness for Duty Certification - The Department may require an employee to provide a Fitness for Duty certification completed by a professional physician that the employee is sufficiently recovered as to be able to return to work and assume his or her normal duties pr/or to the COLLECTIVE BARGAINING AGREEMENT PAGE 18 OF 32 CITY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO 589 lanuary I, 2001 through December 31, 2003 employee returning to work or, in the event the employee has appeared at work, pr/or 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. 10.9 Industrial Disability Leave - An employee who incurs a work-related illness or injury and who qualifies to receive Workers' Compensation benefits ~vill be allowed to use accrued sick leave to supplement the Workers' Compensation benefits so as to provide the same gross pay he or she would have received for full time, active service. In no event will the combination of Workers' Compensation and employee sick leave exceed 100% of an employee's regular pay rate at any time of the disability period. ARTICLE 11 OTHER PAID LEAVE 11.1 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. All time off for bereavement leave may be charged against an employee's vacation, floating holiday, sick lcaxe or compensatory time leave balance at the option of the employee, if available. Additional time off may be requested by the employee and granted by the Department head in extenuating circumstances. 11.2 Jury Dutv, Witness Leave - An employee shall be ganted 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 or' 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 ~vr/tten 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 11.2 Military Duty Leave - An employee who presents official orders requiting 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 fifteen (15) 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 fit'teen (15) 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. COLLECTIVE BARGAINING AGREEMENT PAGE 19 OF 32 ('ITY OF BKEMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 January 1,2001 through December 3 I, 2003 11.3 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 horn- of each work day or, if possible, within the one-half(I/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 12 RETIREMENT BENEFITS 12.1 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 13 INSURANCE BENEFITS 13.1 Medical Insurance - The City will make medical insurance coverage available to employees and their dependents, as follows or another plan of equivalent or better coverage: · Kitsap Physician's Service Plan B · Group Health Cooperative 13.2 Insurance Premium Payments - Payment of insurance premiums will be made as follows: 13.2.1 Employee premium paid in full by the City. Employee contribution toward dependent coverage will be seven ($7) dollars per month per dependent up to a maximum of twenty-one ($2l) dollars per month for full family coverage. 13.3 KPS Co-pay reimbursements Effective January 1, 2002, bargaining unit members will only be reimbursed for 50% of the KPS co-payment by the City. Effective January 1, 2003, bargain unit members will no longer be reimbursed for any portion of the KPS co-payment by the City. 13.4 Dental Insurance - The City will provide the same benefit levels as are contained in the Washington Dental Service Plan A dental program for employees and their dependents and provide for full payment of insurance premiums. 13.5 Insurance Benefits Committee - The Insurance Benefits Committee will be comprised of the following members: Mayor or designee, Human Resources Manager or designee, Administrative Services Director or designee, one employee selected by the non-represented management and professional employees, COLLECTI\ E BARGAINING AGREEMENT PAGE 20 OF 32 CITY OF BP~EMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO 589 January I, 2001 through December 31,2003 and one individual selected by each of the recognized unions. The committee will elect a chair and any other officers it deems appropriate 13.6 In the event changes in state or federal law create an impact on the present health and welfare premiums or plans, the parties will reopen negotiations on such subject. 13.7 Vision Insurance - The City will pay the premium for the Washington Teamsters Welfare Trust Vision Plan lbr all bargaining unit employees employed in the previous month. ARTICLE 14 W'ORK RELATED EXPENSES 14.1 Uniforms - The City wili provide new and replacement uniforms for each employee in the department whenever the department head 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. 14.1.1 Employees furnished uniforms shall be required to wear their uniform when performing work and required by the department. 14.1.2 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. 14.1.3. 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. 14.1.4 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. 14.1.5 While in uniform, employees shall not publicly drink intoxicating liquor, be publicly intoxicated or under the influence of a controlled substances. 14.2 Cleaning Allowance - Cleaning allowance for Animal Control Officers and Warrant Servers will be as follows: 1-1-00 $335.00 Effective 1-1-2002, the cleaning allowance for Animal Control Officers and Warrant Servers shall be increased by $15.00 for a new yearly allowance of $350.00. 14.3 Animal Control & Warrant Servers - The Employer will provide five (5) uniforms to Animal Control Officers and Warrant Servers ('OI.LECTIVE BARGAINING AGREEMENT PAGE 21 OF 32 ([ FY OF BI~EMERION, WASHINGTON -- TEAMSTERS LOCAL UNION NO 589 lanumv I 2001 through December 31,2003 14.4 Tool Allowance - Vehicle Maintenance 14.4.1 The City will provide an annual tool allowance of $300 per mechanic to buy more efficient tools or to replace lost, broken, or stolen tools. 14.4.2 The City will purchase all specialty or new tools that are required to perform the job because of changing technology or City equipment. 14.4.3 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. 14.4.4. Ail 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. 14.5 Safety Shoes - Effective January 1, 2002, the City will reimburse employees up to a maximum of $115.00 lbr the cost of safety or calked shoes/boots, when the Department/Division has determined that they are required. 14.6 License/Certification Differential Pay Effective January 1, 2002, employees that are required by the employer and/or choose to have a Washington State certification or license above the minimum certification level set forth below will receive rift5' dollars (S50.00) 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. Minimum Certification Levels: 14.6.1 W~VTP (WWTP Operator Certification Series) · WWTP Operator- WWTPO Group II Plant · WWTP Lab Technician - WWTPO Group II Plant · WWTP Operations Supervisor- WWTPO Group III Plant 14.6.2 Water Operations (Water Distribution Certification Series) · Water Operator - Water Distribution Manager I · Water Operator Sr. - Water Distribution Manager II · Water Operations Supervisor - Water Distribution Manager III t~ OLLECTIVE BARGAINING AGREEMENT PAGE 22 OF 32 C]I '~ OF BKEMERTON, Wa, SHINGTON -- TEAMSTERS LOCAL UNION NO 589 lanuai> I, 2001 through December 31,2003 14.6.3 Water Maintenance (Water Distribution Certification Series) · Water Distribution Supervisor - Water Distribution Manager III 14.6.4 Cross Connection Control Specialist (Cross Connection Control and Backflow Assembly Tester Certification Series) ·Cross Connection Control Specialist I 14.6.5 Storm/Sewer Maintenance (Sewer Collection System Certification Series) · Utility Service Specialist Supervisor - Sewer Collection System Level III 14.6.6 Automotive Maintenance Technicians {Automotive Service Excellence Certification Series) · One ASE Master Certification Automotive, Heavy Equipment, or Emergency Vehicle Technician 14.6.7 Electronics (International Municipal Signal Association - Traffic Signal Certification Series and NT Telephone Certification) · Electronics Technician IMSA Level II - Traffic Signal · Electronics Technician II - IMSA Level [I Traffic Signal & NT Telephone Certification 14.6.8 Traffic Maintenance (International Municipal Signal Association - Signs and Markings Certification Series) · Sign Shop Service Specialist Supervisor - IMSA Level III - Signs and Markings 14.6.9 Engineering (Professional Engineer and Land Surveyor) · Engineer I - Engineer-In-Training Certification · Engineer II- Professional Engineer · Engineer III- Professional Engineer 14. 7 Maintenance of Certifications - The City will reimburse an employee for the actual costs of obtaining and maintaining a professional or work related certification which is required by the City or has been required as a condition of working in a particular classification 14.8 Meal Expense - Effective upon the first day of the pay period following approval of this agreement, the Ci~ will reimburse an employee up to eight ($8.00) dollars per meal for meal expenses when the tOLL EC IT', E BARGAINING AGREEMENT PAGE 23 OF 32 cI fY OF BREMERTON, WASHINGTON -- FEAMSTERS LOCAL UNION NO 589 January 1,200I through December 31,2003 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 14.9 Lod~inl~ - Reimbursement for lodging is allowed under the City's Administrative policies and procedures No. 3-1 "Employee Expense Reimbursement," as may be amended from time to time, when the employee is required to travel out of town and which includes overnight accormnodations. A receipt is required for proof of out of town accommodations in order to qualify for reimbursement. The City will also reimburse an employee for mileage expense and pre-pay any other form of transportation cost to arrive and return from destination, so long as it has been pre-approved by the City. 14.10 Travel & Expenses - An employee ,,,,'ho is traveling out of town for a day(s) which does not include overnight accommodations will be reimbursed the cost of expenditures as set forth in Administrative Polices and Procedures No. 3-1 as may be amended from time to time. Proper documentation must be submitted for expenditures (bill, invoice, cash register receipt or other evidence of a transaction) and approved by the Department Head or Mayor, as applicable. An employee required to travel out of town and which includes overnight accommodations will be reimbursed for the 1st day of travel and the return day of travel at the rates as set forth in the City's Administrative Polices and Procedures No. 3-1. All days in between will be reimbursed at the current per diem rate per day. No documentation for out of pocket expenses will be required when an employee receives the per diem rate. ARTICLE 15 SUBCONTRACTING WORK 15.1 The City of Bremerton and the Union will agree that conditions surrounding decisions to subcontract work normally performed by non-uniformed employees are subject to the following: The City will provide a minimum of thirty (30) days advance notice of it's intention to subcontract out work and bargain the impact of such proposed subcontracting. In the event the City enters into a contract, depending on the needs of the City at that time, the City shall have the option to either to keep those affected employees employed in any job classification for which they are qualified, at their current rate of pay, or to pay them under the following conditions: Either one (1) week of severance pay or continued employment for each completed year of regular employment with the City, up to a maximum of 16 weeks. Employees will be cashed out of all vacation leave accrued as provided by current agreement. Pay out for Sick leave accrual will be granted only to those employees who are within five (5) years of earliest retirement under (PERS), and then at a maximum not to exceed seventeen aod one-half percent I17.5%) of their existing balance. Those affected employees will also be placed on Civil Service Reinstatement Registers in accordance with existing roles. ARTICLE 16 MUNICIPAL COURT NON-CIVIL SERVICE EMPLOYEES EMPLOYMENT RIGHTS 16.1 Hiring - The Department will hire and promote employees of the Municipal Court Department in conformance with federal, state and local laws governing hiring practices. Newly hired employees will serve a six month (6) probationary period during which period the employee may be terminated without COLLECTIVE BARGAINING AGREEMENT PAGE 24 OF 32 CITY OF I3REMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 January 1. 2001 through December 31, 2OO3 cause. Any employee terminated dunng the probationary period will have no recourse to the grievance procedure. 16.2 Promotional Probation - Newly promoted employee's will serve a six month (6) promotional probational, period during which time the employee may be reduced to his or her former position in the Court at the discretion of the Municipal Court Judge or designee, at the pay step pursuant to 5.4.1. Any employee reduced to his/her former position dunng the promotional probationary period will have no recourse to the ghevance procedure. 16.3 Discipline and Discharge - The Department may discipline or discharge an employee for good cause. "Cause" is hereby defined to be identical to the cause or causes, which are set forth in the Civil Service Rules governing employees covered by Civil Service. 16.4 Civil Service - The procedures which will be employed by the Department in taking disciplinary action or in discharging an employee of the Department who is not covered by Civil Service will be identical to those which are prescribed for use for employees covered by Civil Service with the following exceptions: 16.4.1 The Department will file all required materials with the Human Resources Manager in lieu of' the Civil Service Officer. 16.4.2 Appeals of the Department's decision will be processed through the Grievance Procedure contained in this agreement. 16.5 Layoff - Employees subject to layoff will be provided thirty (30) calendar days written notice prior to the effective date of layoff. Layoff of Municipal Court employees will be accomplished by seniority from date of hire within the series of classifications grouped as follows: Group 1: Senior Legal Technician Legal Technician Group 2: Probation Officer Detention Specialist 16.5.1 Any new classification used in the Department will be placed in a series group by mutual agreement between the Human Resources Department and the Union. If an employee of the Department who is covered by Civil Service is to be laid off by seniority; he or she will exercise their rights under the Civil Service layoff procedures. 16.6 Civil Service Employees - Employees covered by Civil Service will be hired, disciplined and discharged in conformance with Civil Service Rules. ARTICLE 17 DRUG FREE WORK PLACE 17.1 The maintenance ora drug-flee work place is essential to the safety and welfare of City employees. The following provisions will apply to employees covered by this agreement: COLLECTIVE BARGAINING AGKEEMENT PAGE 25 OF 32 CIIY OF BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO 589 latmarv I, 2t)01 through December 31, 2003 17.2 Controlled Substances 17.2.1 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. 17.2.2 As a condition of employment, all employees must notify their department head of any criminal drag statute conviction for a violation occurring in the work place no later than five days after such a conviction. 17.3 Prescription or Over-the-Counter Drug Use - The use of prescription and over-the-counter drags which compromise safety in the work place or the quality of the employee's work product is prohibited. 17.4 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 drag abuse assistance or rehabilitation program. 17.5 Drug Abuse Education Program - The City will utilize all available City resources, such as the Police Department's D.A.R.E. program, to educate employees as to the dangers of drug abuse. 17.6 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 la~vs or court orders. 17.7 The parties have agreed to the City of Bremerton Human Resoumes Policy 3-20-03 "Drag 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" Drag and Alcohol Policy" ~vill apply to employees not required to have a CDL, however, they will not be subject to random testing. ARTICLE 18 BUS PASSES 18.1 The City ~vill 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 r/de the bus to and fi.om work an average of three times a week. The City will establish procedures for the issuance of bus passes to employees. ARTICLE 19 MANAGEMENT RIGHTS 19.1 Subject only to the limitations expressly stated in this agreement, the Union recognizes that the Employer retains the exclusive right to manage its business including, but not limited to, the right to determine the methods and means by which its operations are carried on, to direct the work force and to conduct its operations in a safe and efficient manner. ~ OLLECI'D, E BARGAINING AGP. EEMENT PAGE 26 OF ~2 (IIY OF BREMERTON. WASHINGTON -- TEAMSTERS LOCAL UNION NO 589 lanua:', ;, 2()01 through December 31,2003 ARTICLE 20 WORK STOPPAGES 20.1 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 et'tbrts to avoid or eliminate any conduct contrary, to this objective dunng 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 disciplinao' action in accordance with the roles of the Civil Service Cormnission. ARTICLE 21 GRIEVANCE PROCEDURE 21.1 Definitions: 21.1.1 Grievance A grievance is a question, or challenge raised by an employee or the Union as to the correct interpretation or application of this Agreement by the City. Such a question, or challenge is to be resolved through this Grievance Procedure. 21.1.2 Civil Service Appeal - An appeal is an allegation of a violation of the Civil Service Rules which is to be resolved through the Civil Service Appeals procedure and is not resolvable through this Grievance Procedure. 21.2 Step I - An employee or Umon 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 forty-five (45) calendar days of the date the action took place or within forty-five (45) calendar days of the date upon which the employee could reasonably have been expected to know of such action. The employee will have the fight 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. 21.3 Step 2 - In the event that the immediate supervisor does not resolve the grievance to the satisfaction of the employee or the Union within a period of fourteen (14) calendar days at Step 1 of this procedure, the employee or the Union Representative will reduce the grievance to writing and will state: the section (or sections) of this 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 Head within fourteen (14) calendar days of the date the employee received the inunediate supervisor's response. The Department Head 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 Head will reduce his or her decision to writing and will transmit the decision to the employee and the Union representative within tburteen (14) calendar days of meeting with the employee and/or the Union representative. ( O[A.ECI'IVE BARGAINING AGREEMENT PAGE 27 OF 32 t'llY OF BREMERTON. WASHINGTON -- TEAMSTERS LOCAL UN[ON NO 589 lanua~y 1, 2001 through December 31,2003 21.4 Step 3 In the event that the Department Head does not resolve the grievance to the satisfaction of the employee or the Union representative at Step 2 of this procedure, the employee or the Union representative will transmit a copy of the original grievance along with a copy of the Department Head's written response to the Human Resources Manager with a copy to the Mayor within fourteen (14) calendar days of receipt of the Department Head'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. 21.5 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. immediately thereafter, the parties will petition the Public Employment Relations Commission (PERC) for a list of nine (9) arbitrators. 21.~ Powers and Duties of the Arbitrator - It will be the duty of the arbitrator to conduct a heating on the issue or issues submitted by the parties for decision. The heating 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 heating, the arbitrator will render a written decision which will be binding upon the parties. 21.7 Costs of Arbitration - The expenses of the neutral arbitrator will be borne equally by the parties. Each party will singly bear ail costs related to preparing and presenting its own case before the arbitrator, including costs of witnesses. The party desiring a record of the proceedings ~vill bear the cost of obtaining such record. 21.8 Time Limits - Time limits established in this procedure will be strictly adhered to but may be waived by mutual agreement of the Union and the City. All procedures contained herein will be complied with as expeditiously as practicable. ARTICLE 22 SEVER~ILITY 22.1 In the event that any provision of this Agreement is held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any Article should be restrained by such tribunal pending a final determination as to its validity, the remaining provisions of this Agreement will not be held invalid and will remain in full force and effect. The Union and the City will immediately meet and attempt to renegotiate any provision found invalid. ARTICLE 23 ENTIRE AGREEMENT 23.1 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 t OLLECTIVE t3ARGAINING AGKEEMENT PAGE 28 OF 32 ('[ 1T OF B[~.EMERTON, WASHINGTON *~ TEAMSTERS LOCAL UNION NO 589 Jan~a~ !. 2!01 through December 31, 2003 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 24 CONFLICTING PROVISIONS 24.1 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 25 LABOR MANAGEMENT COMMITTEE 25.1 Labor Management - The City and the Union agree that a need exists for closer cooperation beV. veen labor and management. Io 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 at least once every three (3) months for the purpose of discussing and facilitating the resolution of all problems, which may arise between the parties. The City will provide a draft of the minutes of the meeting to the Union's Cormnittee members within (2) tv, o weeks of the meeting. At the Committee's discretion, additional meetings may be held. The Committee will be chaired by a member elected by the Committee. 25.2 Should the Union and Employer mutually agree to change, add, or delete any provision of this A~eement, policies or rules, such change will be set forth in writing. ARTICLE 26 JOB SHARING 26.1 Job Sharine - The parties consider job sharing as a potential viable alternative to full time employment. Jobs may be shared on an hourly, or daily basis. 26.2 All leave for job-sharing employees will be provided on a pro-rated basis. Insurance benefits premium costs will be determined on a case by case basis; however, the total cost to the City cannot exceed the cost fur a full time employee. 26.3 Job sharing may only be done by mutual agreement of the employees affected and Department Head or designee. Vacant full time positions may be announced as "Job Sharing" only if agreed to by the City and Union. 26.4 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 v, ork week. 26.5 Job sharing employees must sign a "Job Sharing Contract" acknowledging their acceptance of appropriate conditions including the following: 26.5.1 Either job sharing employee may request terminating the contract and returning to full-time emplo3,xnent. Accommodation of this request shall be subject to the availability of a vacant 'OLLECTIVE BARGAINING AGREEMENT PAGE 29 OF 32 BREMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 2001 through December 3 I, 2003 position. The remaining employee may be required to work full-time until another "job shanng" employee can be found, and is approved by the Department Head or designee. 26.5.2. Job sharing employees agree to ~vork full-time during the absence of the other employee, when requested. 26.5.3 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. 26.5.4. Step increases for "job sharing" employees shall be granted in the same manner as full-time employees on an equivalent basis. 26.5.5 Other conditions as may be considered necessary by the Department Head or designee may be made part of the job sharing contract. Provided, however, that they do not alter any terms of this Labor Agreement or the Civil Service Rules. 26.5.6. The job sharing contract may be terminated at the discretion of the Department Head or designee in accordance with the Civil Service Rules. 26.5.7. The negotiated job sharing contract will indicate the base schedule to be worked by each employee and the distribution of insurance benefits premium costs. ARTICLE 27_ TEMPORARY ASSIGNMENT AND SPECIAL ASSIGNMENT 27.1 Temporary Assignment - An employee covered by this A~eement 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 exteDuating circumstances, An employee who is temporary assigned to such a position shall be compensated at fi;e percent (5%) above his/her current pay rate 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 tbr more than one (1) year. It shall be understood that compensation at the higher pay rate shall be effective alter the completion of forty (40) consecutive hours in the temporary assignment. The first forty (40) hours of the temporary assignment shall be paid at the employee's regular rate of pay. Temporary Assignment xxill not affect an employee's anniversary date for step advancement purposes. 27.2 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. Special Assignments shall not to be used tbr stat'ling shortages. Compensation for Special Assignments may be granted up to a maximum often percent 10°i, above what the current rate of pay is for the employee and require the approval of the Human Resources Manager. Special Assignment will not affect an employee's anniversary date for step advancement purposes. ~ 'OL LECTIVE BARGAINING AGREEMENT PAGE 30 OF 32 CITY OF 13REMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 January 1,2001 through December 31,2003 ARTICLE 28 WASTEWATER TREATMENT PLANT - EMPLOYEES 28.1 WWTP Operator's License Differential - WWTP Operator's that are required by the employer anci:'or choose to have a Washington State Operator's License above Group [I will receive Fifty Dollars ($50.00) per month for each current certificate above Group II. 28.2 WWTP Operations Supervisor License Differential - WWTP Operation Supervisor's that have a X3;ashington State Operator's license above Group iii, will receive Fifty Dollars ($50.00) per month for each certification above Group III. 28.3 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. 28.4 WWTP Operator Trainee Probationary Period - The Civil Service Rules in regards to Probation will apply in all respects excepting any portion of such Rules that are in conflict with the provision of this Article. 28.5 Promoted Employees - If between six (6) and eighteen (I8) months the employee does not qualify for WWTP operator they will be returned to the class they previously held, provided they held such class in a non-probationary status. 28.6 New Hires - If between six (6) and eighteen (18) months the employee does not qualify for WWTP operator, the employee will be allowed to exercise Civil Service Rule 15.01 as if they were to be laid off ARTICLE 29 TEAMSTERS SUPPLEMENTAL PENSION PLAN AND TEAMSTERS RETIREES MEDICAL PLAN The City agrees to discuss allowing the bargaining unit employees the opportunity to voluntarily participate in the Teamsters Supplemental Pension Plan and the Teamsters Retirees Medical Plan. It shall be understood that participation in these plans would be strictly voluntary and that 100% of the cost of participation would be the responsibility of the employee. ARTICLE 30 TERM 30.1 This Agreement will become effective upon January 1, 2001 and will remain in effect through December 3 t, 2003. All requests to amend, modify or terminate this Agreement will require either party to file ~ntten notice upon the other at least sixty (60) days prior to December 31, 2003. COLLEC'IIVE BARGAINING AGREEMENT PAGE 31 OF 32 C!TY OF [3REMERTON, WASHINGTON -- TEAMSTERS LOCAL UNION NO. 589 Janizary l, ~001 through December 31, 2003 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. FOR THE CITY OF BREMERTON FOR GENERAL TEAMSTERS LOCAL UNION #589: Carol S. Conley, Human Resources Manager E. Douglas Bush, Jr., Secretary-Treasurer Approved as to Form: Loreu Combs, City Attorney APPROVED A,N~D RATIFIED BY THE CITY COUNCIL TillS day of ,2001. EXECUTED ON BEHALF OF THE CITY: Bv Honorable Lynn Horton, Mayor Attest: Kathleen L. McCluskey, City Clerk COLLECTI'v E BARGAINING AGREEMENT PAGE 32 OF 32 CITY OF [3REivlERTON, WASHINGTON -- TEAMSTEP-~S LOCAL UNION NO 589 Januar.~ I, 2001 through December 31, 2003 LETTER OF UNDERSTANDING This letter of understanding is agreed to pursuant to Article 18 of thc Collective Bargaining Agreement by and between the City of Bremerton and the Brcmcrton Police Management Association (BPMA). Article 9 is hereby amended as follows: Add Section 9.4 as follows: Administrative Leave - Any bargaining arfit employee may bc placed on Administrative Leave (leave with pay) for reasons that arc in thc best interest of the City and/or employee (e.g. to diffuse a work-related or personal problem or to conduct an investigation). The purpose of this amendment is to commemorate, in writing, what has been past practice. The remaining provisions of this Agreement shall remain in full force and effect. Dated this 22nd day of March 2002. FOR THE CITY OF BREMERTON: FOR THE BPMA: CDTc tOoLr oS~ HC uOmNaLnERYe s~ President LETTER OF UNDERSTANDING This letter of understanding is agreed to pursuant to Article 25.2 of the Labor Agreement by and between the City of Bremerton and the General Teamster's Local 589. Article 3, Section 3.4 is amended as follows: 3.4 Union Security - Effective January 1, 2002, all bargaining unit employees no~t currently3)aying dues shall be required to pay dues or donate an equal amount to a charity of their choice. Those employees cloturing money to a charity in lieu of the payment of periodic dues, may be required by the Union to produce proof of payment to the charity. Failure of such an employee to abide by the foregoing provision will constitute cause for discharge of the eii~loyee, provided that when an employee ~il~ to fiJlfill the above obligation, the Union will provide the employee thirty (30) days notification in writing of the Union's request to the City to initi~e discharge action and during this pe~od the employee may make restitution in the amount which is overdue. Should the employee make such restitution, the request for discharge will be withdrawn. The purpose of this amendment is to clarify the intent of the parties during negotiations. The remaining provisions of this Agreement shall remain in full force and effect. day ~ of January 2002. Dated FOR THE CITY OF BREMERTON FOR THE TEAMSTER'S LOCAL 589 EARL DOUdLAS BUSH, J~ Secretary/Treasurer LETTER OF UNDERSTANDING This Letter of Understanding is agreed to pursuant to Article 25.2 of the Labor Agreement by and between the City of Bremerton and General Teamster's Local No. 589. The following is hereby added to Article 5.3, Advancement Through Wage Rates: A wage rate advancement date will not be extended due to an employee being absent due to a work related illness or injury. Dated this 10th day of September 1998. FOR THE CITY: FOR TEAMSTERS LOCAL 589: Human Resources Manager Secretary, Treasurer It shall be understood that this Letter of Understanding shall remain in full force and effect throughout the term of this agreement for 2001 through 2003. Dated this 7th day of January, 2002 FOR THE CITY: FOR TEAMSTERS LOCAL #589: