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2342 01/07/2020 04:01:01 PM Pg. 1 of 31
AGREEMENT
Between
ADAMS COUNTY
And
ADAMS COUNTY PUBLIC WORKS EMPLOYEES,
WASHINGTON STATE COUNCIL OF COUNTY AND CITY
EMPLOYEES,
LOCAL 1374, AFL-CIO
January 1, 2020 through December 31, 2022
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TABLEOFCONTENTS
PREAMBLE..................................................................................................................................................3
ARTICLE I- RECOGNITION ....................................................................................................................3
ARTICLE II- UNION SECURITY.............................................................................................................3
ARTICLE III- UNION MANAGEMENT RELATIONS ...........................................................................4
ARTICLE IV - GRIEVANCE PROCEDURE.............................................................................................5
ARTICLE V - SENIORITY, PROMOTIONS, LAYOFFS, DISCHARGE AND RETIREMENT.............6
ARTICLE VI - HOLIDAYS ......................................................................................................................10
ARTICLE VII- VACATIONS ..................................................................................................................11
ARTICLE VIII- SICK LEAVE.................................................................................................................12
ARTICLE IX - FAMILY AND MEDICAL LEAVE.................................................................................14
ARTICLE X - MILITARY LEAVE AND JURY DUTY..........................................................................15
ARTICLE XI - SAFETY AND HEALTH .................................................................................................15
ARTICLE XII - HOURS OF WORK.........................................................................................................16
ARTICLE XIII- WORKING REGULATIONS ........................................................................................17
ARTICLE XIV - DISCIPLINE AND DISCHARGE.................................................................................18
ARTICLE XV - DRUG TESTING POLICY.............................................................................................19
ARTICLE XVI - WAGES..........................................................................................................................24
ARTICLE XVII - MEDICAL, LIFE INSURANCE ..................................................................................25
ARTICLE XVIII - SUPPLEMENTAL AGREEMENTS ..........................................................................26
ARTICLE XIX - MANAGEMENT RIGHTS............................................................................................26
ARTICLE XX - LEAVE SHARING .........................................................................................................27
ARTICLE XXI - ENTIRE AGREEMENT...............................................................................................27
ARTICLE XVII - EFFECTIVE DATE AND CONTRACT PERIOD ......................................................27
APPENDIX A .............................................................................................................................................29
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PREAMBLE
This Agreement isenteredintoby theBoard of County Commissioners of Adams County, hereinafter
referredtoastheBoard,and theWashington StateCouncilofCounty and CityEmployees and Local#1374,Adams County PublicWorks Employees, of theAmerican Federationof State,County, and Municipal
Employees, AFL-CIO, hereinafterreferredto as the Union, forthe purpose of promoting harmonious
relationsbetween the Board and the Union, establishingequitableand peacefulproceduresfor the
resolutionsordifferences,and establishingratesofpay,hoursofwork and otherconditionsofemployment.Both theBoard and theUnion agreetostrivetoeliminateasfaraspossible,politicalconsiderationsfrom
policy,and topromote themorale,wellbeing,and securityoftheemployees.
ARTICLE I - RECOGNITION
The Employer recognizestheUnion as theexclusivebargainingagentforallPublicWorks Department
Employees withrespecttowages,hours,and working conditionsofemployment,exceptforthefollowing
positions;PublicWorks Director,County Engineer,AssistantPublicWorks Director/CountyEngineer,
EngineeringSupervisor,Area MaintenanceSupervisor,MaintenanceAnalyst,Equipment Shop Supervisor,
FacilityManager, Solid Waste Supervisor,GIS Analyst,Recycling Coordinator,Accountant and
DepartmentAssistant.
ARTICLE II - UNION SECURITY
2.1 All employees covered by thisAgreement shallbe entitledto allwages, rights,benefits,and
working conditionsas setforthin thisagreement.The Union and employees recognizethatinclusionof theemployees in theUnion, Union recognition,or representation,shallnot inhibit,restrain,orinany way adverselyaffecttheperformanceoftheirduties.
2.2 The Employer agreestonotdiscriminateagainstan employee forhis/herparticipationintheUnion,oractivitieson behalfofthemembership inthebargainingunit.The Union and theEmployer agreetonotdiscriminateagainstany personoremployee becauseofrace,color,creed,sex,age,national
origin,maritalstatusor because of a sensory,physical,or mental disability.All referencesto
employees inthisAgreement designateboth sexesand whereverthemale genderisused,itshallbe construedtoincludemale and femaleemployees.The Employer shallhave therighttosetaside
any provision(s)of thisAgreement necessarytomeet itsobligationsunder any Stateor Federal
laws,rules,orregulations.
2.3 The Employer willprovidea monthly writtenreportto the Union listingallemployees in the
bargainingunitwhich shallbe transmittedwithtransferofdeductedduesowed totheUnion. Such
reportshallindicate:1) allindividualsreflectedas paying intothe transferredamount; 2) all
employeesnotreflectedinthetransferredamount;and 3)allemployeescommencing employmentsincetheprecedingreport.
2.4 Withinninety(90)daysofthecommencement ofemployment,theEmployer shallpermiteachnew
employee to attendduringnormal work hours an orientationsessionwith a designatedUnion
representativeof not lessthanthirty(30)minutes.The Union Officialshall,atno lossof pay,conductthisorientationforthepurposeofprovidinginformationtothenew employee relatedto
coverageunderthisAgreement and enrollmentinUnion Membership.
2.5 For allemployeescoming underthejurisdictionoftheUnion and who have voluntarilyauthorized
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Union wage deductions,the Employer shalldeductthe regularmonthly dues and assessments
uniformlyrequiredofallmembers. Consistentwithcurrentpractice,therequireddeductionsshall
be splitevenlybetween thebi-monthlywage payments.The Union shallfurnishtheEmployer the
properamount tobe deducted.The Employer shallremitthedeductedamounts,alongwith a list
ofthebargainingunitmembers who paidintothetransferredamount,toCouncil2.Authorizations
ofPayrollDeductionsarevalidwhetherexecutedinwritingorelectronically.
2.6 Once authorized,voluntarywage deductions shallcontinue untilthe Employer receives
confirmationfrom theUnion thattheemployee hasrevokedauthorizationfordeductions.At that
time,the Employer shallend the deductioneffectiveon the firstpayrollafterreceiptof the
confirmation.
2.7 The Union shallindemnifytheEmployer and savetheEmployer harmlessfrom any and allclaims
againsttheUnion and/orEmployer arisingout of administrationof thisarticleso long as the
Employer complieswiththisarticle.
ARTICLE III - UNION MANAGEMENT RELATIONS
3.1 Allcollectivebargainingwithrespecttowages,hours,and working conditionsshallbe conducted
by authorizedrepresentativesoftheUnion and authorizedrepresentativesoftheBoard.
3.2 Agreements reachedbetween the partiesof thisAgreement shallbecome effectiveonly when
signedby thePresidentofLocal 1374,theWSCCCE Area Representativeand theBoard or their
dulyauthorizedrepresentatives.
3.3 ItisnottheintentionoftheCounty toprovidetimeduringworking hoursforconductingofUnion
business;however,certainUnion activities,by theirnature,must be done duringworking hours
when contactcanbe made between theemployee,theshop stewardhandlingthegrievance,and the
supervisor.Such activitieswhich may be conductedduringworking hoursareasfollows:
a) Contactbetween employee and theshop stewardregardinga grievance.
b) Grievanceproceduresincludinghearings,butnotGrievanceCommittee meetings.
c) Times,dates,and placesfornegotiationsduringthelifeofthiscontractshallbe mutually
agreedasbetween theChiefspokesman foreachparty.
d) The County agreesthataccreditedrepresentativesof theAmerican Federationof State,
County and MunicipalEmployees whetherlocalUnion representatives,districtcouncil
representatives,or internationalrepresentatives,shallhave fulland freeaccessto the
premisesof theEmployer atany time duringworking hours to conductUnion business,withoutdisruptingtheregularfunctionsoftheDepartment.Any employee who istotake
partin such activitiesmust check with and receivepermissionfrom theirimmediate
supervisor.Scheduling of such activitieswill be dependent on the work at hand.
Employees shallnotreceivecompensationwhen suchactivitiesormeetingsexceedregular
workinghours.
3.4 On April1stofeachyear,theUnion shallsubmittothePublicWorks Departmenta writtenlistof
Union officers,stewards,and negotiatingcommittee.The PublicWorks Department shallbe
notifiedofany changesthatoccurduringtheyear.
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3.5 The County agreestofurnishand maintainsuitablebulletinboardsinconvenientplacesineach
work areatobe usedby theUnion.The Union shalllimititspostingofnoticesand bulletinstosuch
bulletinboards.
3.6 New work rulesand revisionsinexistingwork rulesshallbe postedon allbulletinboardsfora
periodofeight(8)calendardaysbeforebecoming effective.Thisprovisiondoesnotapply,when
intheopinionofmanagement, an emergency exists.
3.7 The Union agreeson behalfofitselfand theemployees ofthebargainingunitnottostrike,slow
down, walk out,sickout,orinany manner impairthenormal operationsoftheDepartmentduring
theterm of thisAgreement. No employee shallparticipatein any sympathy strikeor strikein
supportofothergroupsofemployeesoftheCounty.No lockoutoftheemployeesshallbe instituted
by theCounty duringthetermofthisAgreement.
3.8 The County agreesnottodiscriminateagainstany employee on thebasisoftheemployee'sUnion
activity.The provisionsofthisAgreement shallapplyequallytoallemployees inthebargaining
unitwithoutdiscriminationas to age,sex,maritalstatus,race,color,creed,nationalorigin,or
politicalaffiliation.The Union shallshareequallywiththeEmployer theresponsibilityforapplying
thisprovisionof theAgreement.All referencestoemployees in thisAgreement designateboth
sexesand wherever themale gender isused,itshallbe construedto includemale and female
employees.
3.9 Eitherpartymay requesta Union/Management meetingbetween theauthorizedrepresentativesof
thebargainingunitand thePublicWorks Directorforthepurposeofcontractadministrationor a
work-relatedissue.Ifthepartiesagreea formalmeetingisnecessary,theDirectorshallestablisha
meetingdateand notifytheUnion Presidentofthemeetingdateand times.
ARTICLE IV - GRIEVANCE PROCEDURE
4.1 A "grievance"as used inthisAgreement shallbe definedas:a claim,by an employee,thatthe
termsorconditionsofthisAgreement have been violated,orthata disputeexistsconcerningthe
properapplicationorinterpretationofthisAgreement.Grievancesshallbe processedinaccordance
withthefollowingproceduresand withinthestatedtimelimits.Ifan employee,theUnion,orthe
Employer failstofile,move forwardoraddressa grievancewithinthetimelimitssetforthatany
stepofthegrievanceprocedure,thegrievanceshallbe consideredaswaived and foreverlost.
The partiesmay, by mutualagreement,extendany timelimitorwaive any step(s)ofthegrievance
procedure.Any suchextensionorwaivershallbe reducedtowritingand signedby theparties.
STEP 1.Within fourteen(14)calendardays from the occurrenceof the event(s)on which a
complaintisbased,orwithinfourteen(14)calendardaysfrom thedatetheemployee hasknowledgeor shouldhave known ofthefactson which thegrievanceisbased,theemployee may, athis/her
option,withor withoutUnion representation,verballyor inwriting,presenthis/hergrievanceto
his/herimmediatesupervisor.A writtengrievanceshallincludetheemployee'ssignature.Within
ten(10)working days,from thedatethegrievanceispresented,theimmediate supervisorshall
verbally,orinwriting,replytotheemployee'scomplaint.
STEP 2.Should thegrievancenotbe settledatStep 1,theUnion Steward shall,withinfourteen
(14)calendardays,submitthegrievancetotheUnion GrievanceCommittee.The Union Grievance
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Committee,iftheyfeelthegrievanceisjustified,shallwithinseven(7)working days,reducethe
grievancetowritingand requesta meetingwith thePublicWorks Director,or his/herdesignee.The writtengrievance,inordertobe consideredvalid,shallsetforththenatureofthegrievance,theArticle(s)or Section(s)of theAgreement allegedlyviolated,theremedy sought,and shallbe
signedby theaggrievedemployee(s).The PublicWorks Director,orhis/herdesignee,shallrender
a decisioninwritingwithinten(10)days (excludingSaturdays,Sundays,holidaysand authorized
absences)followingtheaforementionedmeetingwiththeUnion.
STEP 3.Should thegrievancenotbe resolvedatStep2,theUnion or theEmployer may, within
fifteen(15)workingdaysofthedecisionby thePublicWorks Director,orhis/herdesignee,notify
theotherpartyoftheirdesiretosubmitthemattertoarbitration.
SCOPE AND LIMITATIONS, AND ARBITRATOR AUTHORITY. Unless the partiesotherwiseagreeinwriting,theissueorissuestobe submittedtoarbitrationshallbe limitedtothose
setforthand definedin Step 2 of thegrievanceprocedure,includingthewrittendecisionof the
PublicWorks Director,orhis/herdesignee,and theArbitrator'sauthorityshallbe limitedtothe
determinationoftheissueor issuesthussetforth.Itisunderstoodand agreedthattheArbitrator
shallhaveno authoritytomodify,vary,alter,amend, add to,ortakeaway from,inwhole orinpart,
any ofthetermsorprovisionsofthisAgreement.
ARBITRATOR SELECTION. Ifthepartiescannotmutuallyagreeon an impartialArbitrator
who isableand willingto serveon a timelybasis,thepartiesshalljointlyrequestthe Public
Employment RelationsCommission (PERC) or theFederalMediationand ConciliationService
(FMCS) toprovidea listoffive(5)personswho arequalifiedtoactasan impartialArbitrator.The
representativesof thepartiesshalldetermine,by lot,theorderof eliminationand thereforeeach
shall,inorder,alternatelyeliminateone (1)name untilonly one (1)name remains.The fifthor
remainingpersonshallbe acceptedby boththeUnion and theEmployer toserveastheArbitrator.
ARBITRATION HEARING, EXPENSES, AND DECISION. The partiesfurtheragree:(1)the
Arbitratorshallconduct the hearingand thathis/herrulingswith respectto procedureand all
objectionsto the exclusionor inclusionof evidenceshallbe bindingupon the parties;(2)the
Arbitratoror eitherpartymay callany employee as a witnessduringtheproceeding,and ifthe
employee ison duty,theEmployer agreestoreleasetheemployee from dutytoappearasa witness.
Ifan employee iscalledasa witnessby eithertheUnion ortheEmployer,thepartycallinghim/her
willreimbursetheemployee forhis/herwages lost;(3)thatallotherexpensesof thearbitration
shallbe borneequallyby thepartiesand saidexpensesmay includethemaking ofa verbatimrecord
oftheproceedingsand a transcriptoftherecord,ifitisdeemed necessary;(4)thattheArbitrator
shallrendera writtendecisionand/oraward withinthirty(30)daysfrom thedateoftheconclusion
ofthehearing,and thedecisionshallbe finaland bindingupon theparties.
ARTICLE V - SENIORITY, PROMOTIONS, LAYOFFS, DISCHARGE,
AND RETIREMENT
5.1 Seniority:Seniorityaccordingto thisAgreement shallconsistof the continuousserviceof the
employee with the Adams County PublicWorks Department.A new employee shallhave no
seniorityrightsnor be classifiedas a regularemployee untiltheemployee has completedhis/her
probationaryperiod.During saidprobationaryperiod,theemployee may be dischargedwithout
causeand withoutrecourse.Additionally,a probationaryemployee may be disciplinedforcause
withoutrecourse.
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a) The employee'sseniorityshallbe lostforany ofthefollowingreasons:
1) Dischargeorresignation;
2) Inabilityorfailuretoreturntowork followingtheexpirationofan authorizedleave
ofabsence,exceptwhen theleavehasbeen extendedby theEmployer;
3) Failure,when on temporarylayofftoreporttowork,orwhen on temporarylayoffwhich exceedsthetimelimitsestablishedand setforthinSection5.4;
4) Failure,when on temporarylayoff,toreportforwork inaccordancewithSection
5.4.
5) An employee on unpaidleave,exceptas setforthinArticles9 and 10,of more
thanone (1)week willhave theirseniorityfrozenuntilsuchtimeastheyreturnto
paidstatus.
b) The senioritylistshallbe broughtup to dateeach yearon January I and postedon the
Union bulletinboards.A copy of thesenioritylistshallbe providedto theSecretaryof
Local#1374.
c) Seniorityas describedabove,shallbe used forthepurposeof determiningeligibilityfor
advancement and longevityas describedin theappropriatearticlesof thiscontract.An
employee's senioritywillstoponce an employee has exhaustedapproved leaveunder
Article9 orArticle10,and has enteredintoan unpaidstatus.
d) An employee returningtowork afterthediscretionaryauthorizedleaveshallclaimtheir
formerregularclassificationifitstillexistsand thereisan openinginsaidclassification.
Iftheclassificationno longerexistsorthereisno opening,theemployee shallbe grantedthefirstavailableopeningin any existingor lower classificationin which theemployeehasformerlyheldregularstatus.IftheleaveisformedicalreasonsoraLabor and Industries
injury,theemployee shallbe returnedtotheirregularcrew and classification.
5.2 Job Vacancy: Promotionstoa higherjob classificationshallbe accordingtoseniorityand ability.
Changes from a highertoa lowerjob classificationmay be made attherequestof an employeewithapprovalof thePublicWorks Director.Employee changesmade by shiftsbetween thesame
job classificationsto meet work requirements,or from higherto lower classificationsdue toeliminationof positionsor disciplinaryactiondo not requirebiddingas forpromotionsorjob
vacancy,but are consideredto be transfersby the County. When a job vacancy occursin the
bargainingunit,which thePublicWorks Directordeems necessarytobe filled,thevacancywillbefilledasfollows:
a) Noticeofajobvacancyshallbe postedforaperiodofeight(8)calendardayson allUnion
bulletinboards.Regularemployees willbe consideredinthefollowingorder:
1) For ajobvacancywithina crew,regularemployeesofthatcrew willbe consideredfirst.The followingaretherecognizedcrewswithinthePublicWorks Department:
a. RitzvilleCrew (Ritzvilleand Washtucna Shops)b. Lind Crew
c. OthelloCrew (Othelloand HattonShops)
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d. Mechanics Crew (Ritzville,Lind,and OthelloShops)
e. Engineeringf. SolidWaste Crew (Ritzvilleand Bruce TransferStations)
g. CustodialCrew (Ritzvilleand OthelloFacilities)
h. SignShop Crew
2) For ajob vacancynotfilledwithina crew,regularemployees willbe considered
next.
b) Ifitisexpectedthatthepositionwillnotbe filledfrom theexistingwork force,thePublic
Works Directormay advertiseforthepositionduringthe eight(8)day postingperiod
describedinsub-section(a),providedthatthepositionisnotfilleduntilaftertheeight(8)
day postingperiodhas expired.Ifthe PublicWorks Directordoes not electto fillthe
positionfrom among thework force,thebiddingemployeeswillbe informedofthereasons
therefore.
c) Employees willbe consideredon the basisof seniorityand abilityand should ability
between employeesbe deemed equalasdeterminedby thePublicWorks Director,accrued
senioritywillbe thedeterminingfactor.The most senioremployee shallbe promoted.
d) Any fillingofajob vacancyshallbe consideredtemporaryfora trialperiodnottoexceed
ninety(90)calendardaysfrom thedatetheemployee startswork atthenew classification.
Iffurtherobservanceof the employee's skillsand abilityin the new classificationis
required;thetrialserviceperiodmay be extendedforanotherninety(90)calendardaysas
determinedby theEmployer.Withinthetrialperiod,iftheemployee decidestheydo not
want thejob or shouldthesupervisororforeman decidetheemployee isunsuitedforthe
job,theemployee shallreverttotheirformerjob classificationwithoutprejudice.
5.3 Layoff:The Employer shallbe thesoledeterminerof when layoffsarenecessary.The Employer
may layoffemployeeswhen such actionisdeterminedtobe necessaryasa resultoflackofwork
or funds,reorganizationforefficiencypurposes,or such otherreason(s)the Employer deems
appropriate.The PublicWorks Directorshallhave therightto determineby job classification
and/ordepartmentaldivision,thenumber ofemployees tobe reduced.The Union willbe notified
of thespecificjob classificationsordepartmentaldivision(s)inwhich layoffswilltakeplaceand
thenumber ofemployeesineachjob classificationswho aredesignatedforlayoffstatus.
a) Inany reductionoftheregularwork force,seniorityshallprevailwithineachcrew and/or
departmentaldivision.Employees who may be affectedby theproposedlayoffwillbe
giventen(10)workingdays'noticeand must withinthenoticeperiodexercisetheirright,basedon seniority,tobump intothesame orlowerjob classificationwithintheircrew or
departmentaldivision.For purposesof layoffthe followingarethe six(6)recognized
departmentaldivisions:(1) Engineering,(2) Mechanics, (3) Sign Shop, (4) Road
Maintenance,(5)SolidWaste, and (6)Custodial.An employee who ispromoted to a
differentcrew withinthePublicWorks Department,may foraperiodoftwo (2)yearsfrom
thedateofpromotion,bump back tohis/herpreviouscrew based upon seniorityshoulda
layoffoccurduringthistwo (2)yearperiod.
b) When reorganizationisdeemed necessary,thePublicWorks Directorshallprovidewritten
noticetotheUnion ofitsintenttoreorganize.Noticeshallbe atleastthirty(30)calendar
dayspriortotheEmployer takingany action.Noticeshallincludetheclassification(s)and
employee(s)involved,and providean opportunitywithinthethirty(30)calendardays to
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meet with theUnion to negotiatetheeffectsof thereorganization.Ifthereorganization
involveslayoffs,theyshallbe assetforthinArticleV, Section5.3,subsectionsa,b,and c.
The PublicWorks Directorshallhave therighttoimplementthereorganization,by mutual
agreement,followingtheaforementioneddiscussionwiththeUnion, or attheend of the
thirty(30)calendarday period.
c) Any employee who islaidoffasa resultof a reductioninthework forceshallbe placed
on recallstatus.
5.4 Recall:In therecallof employees,thelastpersonlaidoffinajob classificationwillbe thefirst
personofferedreemployment.Recallrightsforemployees laidoffshallbe a periodof eighteen
(18)months from thedatehe/shewas laidoff.An offerofrecallshallbe inwritingand mailedto
theemployee'slastknown address.Itshallbe theresponsibilityofan employee on layofftokeep
theEmployer informedofany changeinhis/heraddress.The employee shallreporttowork within
twenty-one(21)working days of thedateof mailingoftherecallnotice.Failuretorespondtoor
reportforwork withinthetimelimitspecifiedhereinwillresultinan employee'sforfeitureofall
recallrights.
An employee recalledfrom layoffwillhave his/herpreviouslyaccruedseniority,priortolayoff,
restored.However, no timewillaccrueduringtheperiodinwhich anemployee was on layoffstatus.
5.5 Hiring:All hiringshallbe subjecttothedeterminationof thePublicWorks Directoror his/her
designee.The PublicWorks Directorhas the discretionto requirea physicalexaminationwith
respecttoany and alljob classifications.The PublicWorks Directoror his/herdesigneeshallbe
vestedwiththesoleauthoritytomake thedeterminationastowhich job applicantswillbe hired.
Employment shallbe conditionedon an applicantpossessing,and his/herabilityto maintain
appropriatelicenses,as may be determinedby theEmployer,and theresultsof his/herphysicalexamination.The physicalexaminationshallbe conductedby a doctorof theEmployer'schoice,
and shallbe paidby theCounty.
5.6 Probation:Each new employee shallbe subjecttoprobationduringthefirstsix(6)months of
employment. If furtherobservanceof the employee isrequired,the employee may eitherbe
terminatedwithoutcauseand withoutrecourseor theprobationaryperiodmay be extendedfor
anothersix(6)month periodasdeterminedby theEmployer.At theend oftheprobationaryperiod,theemployee willbe considereda regularemployee and seniorityshalldatefrom thedateofhire.
Any probationaryemployee may be dischargedatany timeduringtheprobationaryperiodwithout
causeand withoutany recourse.
5.7 Resignation:An employee wishingtoleaveCounty serviceshall,atleasttwo (2)weeks priorto
leaving,submita letterof resignationtothePublicWorks Directorstatingtheeffectivedateof
separation.Failuretoresignwiththerequirednoticemay resultinthedivestitureofaccruedbenefits
pursuantto thisAgreement.The requirementof thetwo (2)week noticemay be waived atthe
discretionofthePublicWorks Director.Ifwaived severancepay may be giventotheemployee for
thewhole orremainingportionofthetwo (2)weeks' noticeatthediscretionofthePublicWorks
Director.
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ARTICLE VI - HOLIDAYS
6.1 Holidayswithpay attheregularrateshallbe:
New Year'sDay January1
MartinLutherKing Day 3rdMonday inJanuaryPresident'sDay 3rdMonday inFebruaryMemorial Day LastMonday inMay
IndependenceDay July4
Labor Day 1stMonday inSeptemberVeteransDay November 11
ThanksgivingDay 4thThursdayinNovember
Day afterThanksgiving 4thFridayinNovember
ChristmasDay December 25
Two FloatingHoliday At Employee's Choice
(See6.4forFloatingHoliday)
Any day designatedon a one-timebasisasa NationalHolidayby thePresidentoftheUnitedStates
and by ExecutiveOrder and isobservedby allpublic(federal,state,county,and city)workersin
theCountryasa holiday,orany day declaredby theGovernoroftheStateofWashington asa state
holidayand by orderof theGovernor isobservedby allpublic(federal,state,county,and city)workerswithinthestateasa holiday.
6.2 An employee calledtowork on a holidaywillbe paid,inadditiontoholidaypay,time and one-
half(1-1/2)forthehoursworked.
6.3 Should any of theseholidaysfallon a Saturday,theprecedingFridayshallbe consideredthe
holiday.Should any oftheseholidaysfallon a Sunday,thefollowingMonday shallbe considered
theholiday.Based on publicserviceneeds,theEmployer shallhave therighttodeterminethedaya holidaywillbe recognizedformembers oftheSolidWaste and CustodialCrews.
6.4 FloatingHolidays.Inadditiontotheabove recognizedholidays,employees shallreceive,exceptas providedherein,two (2)floatingholidaysper calendaryear.Floatingholidaysmay be taken
upon therequestoftheemployee and approvalofhis/herimmediatesupervisor,and asschedulingallows,however,employee requestsshallnotbe unreasonablydenied.With theapprovalof the
supervisor,floatingholidaysmay be used foremergency personalleaves.Floatingholidaysmaynotbe takeninpartday increments.
a) A new employee'seligibilityforfloatingholidaysshallbe determinedusingthefollowingcalendaryearschedule:
Employed asofJanuary1,throughApril30 -two (2)floatingholidayspercalendar
year
Employed with a dateof hirebetween May 1 and August 31 - one (1)floating
holidayduringthecalendaryear
Employed witha dateofhireon orafterSeptember 1 -no floatingholidaysduringthecalendaryear.
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ARTICLE VII - VACATIONS
7.1 Annual leaveshallbe earnedasfollows:
Employees havingcontinuous Shallearnannuallythe
servicewiththeCounty which followingamounts of
amounts to: vacationatthemonthly rateof:
a) Lessthan5 years 08 hours
b) 5 yearsbutlessthan10 years 10 hours
c) 10 yearsormore 12 hours
7.2 Changes in ratesof annualleaveearned willbe made at the end of the month in which the
appropriateanniversaryoftheemployee'sdateofhirefalls.
7.3 Annual leavecreditmay be accumulatedduringthefirstsix(6)months;however,saidannualleave
may notbe used.During theseventh(7th)month, or any subsequentmonth, annualleavemay be
allowedup tothelimitsof theamount earned.At theend of theemployees firstsix(6)months'
employment,theemployee willhave earnedforty-eight(48)hoursofannualleave.
7.4 Annual leavemay be accumulatedtotwicetheamount an employee earnsannuallyortwo hundred
eighty-eight(288)hours,whicheverisless.Employees may accumulateannualleaveinexcessof
theallowedmaximum duringthecalendaryear,however,accruedleavewhich exceedstheallowed
maximum attheend of each calendaryearwillbe automaticallyforfeitedwithoutany requiredactionon thepartofeitherparty.
Ifan employee'svacationisdelayedattherequestoftheEmployer,therequestshallbe inwritingso thathis/heraccruedvacationhoursexceedinghis/herallowedaccrualmay be carriedoverinto
thenext calendaryear.In allothercases,any accrualbeyond thatprovidedforabove shallbe
immediatelyforfeitedwithoutactionby eitherparty.
Consistentwiththeprinciplethatannualleaveisgrantedtotheemployee inorderthattheemployee
regularlymay be rejuvenatedfrom thework routine,employeesshallbe expectedtoscheduleuse
oftheircreditedannualleaveattherateofatleastforty(40)hourspervacationperiod.Recognizingthattherewillbe circumstanceswhere reasonabledeviationscan be made from thesestandards,
employeesshallbe abletoutilizevacationinone half(1/2)hourperiods.
7.5 Annual leavemust be takenatsuchtimeastheemployee can bestbe spared.As faraspossible,itshallbe thepolicyof theDepartmenttoalloweachemployee totaketheirearnedannualleaveatthe time the employee desiresconsistentwith Article7.4 above and providedthatitdoes notinterferewiththework loadrequirementsoftheDepartmentasdeterminedby theEmployer.Otherfactorsbeing equal,employees with the greatestsenioritywillbe givenpreferenceof vacationschedule.To facilitatetheschedulingofvacations,employeeswho desiretotaketheirvacationsata specificperiodof time shallsubmit theirrequeststo theirsupervisorusing the approveddepartmentalform atleastone (1)week inadvance.Otherfactorbeingequal,employees withthe
greatestsenioritywillbe givenpreferenceon vacationrequests.Requestsofmore thantwo (2)daysof leavemust be given in writingto the supervisoratleastone (1)month in advanced.The
Employer may waive therequirednoticeintheeventofan emergency orwhen thetimeoffcan beaccommodated.
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The Employer usingtheserequestsand theEmployer'sknowledge of work planswillpreparea
vacationschedule.Such vacationscheduleswillbe postedinaplaceconspicuoustotheemployees.
Employees on saidschedulewillbe grantedcreditedvacationfortheperiodshown on theschedule,
exceptifitshouldbe necessaryfortheEmployer tocancela previouslyscheduledvacationdue to
unusualwork load requirements.The employee whose vacationisso canceledwillbe givenabsolutepriorityinreschedulingtheirvacationtime.
7.6 Pay fortimetakenasannualleaveshallbe attheemployee'sregularrateofpay.
7.7 Any accumulatedannualleaveup tothemaximum allowed,which istwicetheamount an employeeearnsannuallyor up totwo hundred eighty-eight(288)hours,whicheverisless,shallbe paidas
separationpay toany employee who leavesemployment withAdams County pursuanttoArticle
V orupon retirement.
7.8 Employees may donateannualleaveon a case-by-casebasis,withtheapprovaloftheEmployer,underthecriteriaoutlinedinResolution75-01,untilsuchtimeasResolution75-01isrescindedor
declarednulland void.
ARTICLE VIII - SICK LEAVE
8.1 Sickleaveshallaccrueattherateofeight(8)hourspermonth.
8.2 An employee becomes eligiblefortheuse of sickleavefollowingthepay periodinwhich itwas
earnedorany subsequentpay periodup tothelimitsoftheamount earned.
8.3 No more thanone thousandfourhundredforty(1,440)hourscreditof sickleavemay be carried
overintothefollowingcalendaryear.
8.4 Sickleaveisconsideredtobe an insurancetypebenefittobe used forlegitimateillnessorinjury.Sickleaveisnottobe considereda bankablebenefitforcash-outpurposes,exceptasprovidedin
Section8.7.Sickleavemay be takenforthefollowingreasonssubjectto Section8.5regardingabuseofsickleaveusage:
a) Injuryor illnessof the employee. (The totalamount of sickleave,which has been
accumulatedby theemployee,may be takenifrequired.)
1) Exposure to contagiousdiseasesuch as would jeopardizethe healthof fellowworkersorthepublic.
2) Doctor or dentalappointmentsortreatmentprescribedby a doctoror dentistthat
cannotbe reasonablyscheduledduringnon-workinghours.
b) Death of a member of the immediate family,requiringthe presenceof the employee.(Immediatefamilyshallconsistofhusband,wife,parentof employee or spouse,brother,
sister,grandparentsof employee or spouse,childrenor a more distantrelativeiflivingas
a member of the employee'simmediate household.)Sick leavein connectionwith themember of theimmediate familyshallbe limitedtoa maximum of five(5)days foranydeath.Any time needed beyond five (5) days due to travelor other extenuatingcircumstancesshallbe takenasannualleave.
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c) Caring for,making arrangementsfor care,appointments,(i.e.,doctor,dental,optical;treatmentsasprescribedby a doctor,dentist,oreyedoctor;laboratorywork orx-raywork,
etc.,)or illnessof a member of the employee'simmediate family,which requiresthe
attendanceand/orpresenceoftheemployee.
d) An employee receivingindustrialinsurancetime-losspayments may, pursuantto the
provisionsof ArticleVIII,Section8.9,use sickleaveduringtheperiodcoveredtomake
up thedifferencebetween his/herdisabilitypayments and his/herregularmonthly salary.
e) Any otherreasonauthorizedinaccordancewithRCW 49.46.210and/orfederaland/orstate
law.
8.5 Any person who for any reason must take sickleaveshall,as soon as possible,notifytheir
immediatesupervisororforeman.The Employer may requirea certificatefrom a medicaldoctor
beforeauthorizingpay fortime taken as sickleave,ifthe Employer has any doubt as to the
justificationforany employee takingsickleave.The Employer shallbe responsibleforseeingthat
sickleaveprivilegesarenotabused.
Employees whose recordofsickleaveusageshows a patternofusagearound weekends,holidaysor vacation,shallbe subjectto an automaticmandatory pre-disciplinaryhearing.Progressive
disciplinestepsoforalwarningand writtenreprimandmay be bypassediftheemployee does not
providesatisfactoryand sufficientbasisfortheuseof suchleave.Should thepatternof sickleave
usagecontinueafterthefirstpre-disciplinarymeetingand discipline,theEmployer may resortto
multiple-daysuspension,denialof sickleavefordays found tobe improperlytaken,or dischargeforjustcause.
8.6 Pay forsickleaveshallbe attheemployee'sregularrateofpay.
8.7 To accommodate theemployee'sabilityto accrueadditionalannualleave,an employee shallbe
alloweda two (2)hourstoone (1)hourconversionofsickleavetoannualleaveforallaccruedsickleaveinexcessoftwo hundredforty(240)hours.Employees willbe limitedtoconvertingno more
thanone hundredand twenty(120)hoursofsickleavepercalendaryear.Saidannualleave,onceconvertedshallbe usedconsistentwithallprovisionsofArticle7 above.
SickLeave Cash-Out: Employees who separateservicefrom theCounty by way ofretirementwillbe entitledtocash out accruedsickleaveabove fivehundred (500)hours ata ratioof three(3)hourstoone (1)hour forany and allremainingsickleaveaccruedincompliancewithArticle8.3.
(Example:TotalAccrued 1100 hours- 500 hours= 600 hours/3:1ratio= 200 hourscashedout)
8.8 Under no circumstancesshallsickleavebe takenasannualleave.
8.9 Workers' Compensation: An employee injuredon thejob,and who iseligiblefortime-loss
benefits,may use his/heraccruedsickleaveduringtheapproved absenceto supplementhis/her
disabilitypayments.Any payment receivedshallbe onlythatportionof theemployee'sregularsalarythattogetherwithhis/herdisabilitybenefitsequalshis/herregularcompensation.Sickleave
pay shallbe integratedwith any healthand welfareplan,income benefits,and worker's
compensationscheduleof benefitsso thatthe sum of the dailysickleaveallowanceand theaforementionedbenefitsshallnotexceed one hundredpercent(100%) of theregulardailyrateof
pay forany one day.
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In ordertoreduceany undue hardshipon theemployee causedby thedelayinhis/herreceiptof
time-losspayments,theemployee may be paidhis/herregularsalaryusinghis/heraccruedsick
leave.Upon receiptof theaforementionedtime-losspayments,theemployee shallendorsesaid
payments totheCounty.An employee'ssickleaveaccrualwillbe chargedforonlythatportionof
his/herregularsalaryforwhich he/shewas notcompensatedthroughtime-lossorotherdisability
payments.Intheeventthatan employee failstoendorsetheaforementionedtime-losspayments to
theCounty,theamount of overpayment shallbe reimbursedby theemployee or withheldfrom
his/hernextpay warrant.
The Employer willpay itsportionofan employee'shealthand welfarecoverage(s)fora periodnot
toexceedninety(90)calendardays ofabsencebeginningwiththedateofinjury.Intheeventthe
employee exceedstheabove mentionedninety(90)daysofabsenceand isno longerinpaidstatus
he/sheshallbe responsibleformaintainingtheirhealthand welfarecoverage(s),at theirown
expense.
Employees who areinjuredorbecome illasa resultoftheiremployment shallbe granteda leave
ofabsencefora periodofup toninety(90)calendardays.Such leaveofabsencemay be extended
by mutualagreementoftheparties.
8.10 Employees withan illnessorinjuryintheirimmediatefamily,as definedinSection8.4(b),shall
be grantedtime offto careforthereasonableneeds of thefamilymember. The Employer may
requiretheemployee toprovideproofofa familymember's illnessorinjury.Afterexhaustionof
paidleave,exceptas providedforelsewherein thisAgreement (Article9.5)or inlaw,time off
withoutpay may be granted,ifnecessary,atthediscretionoftheEmployer.
ARTICLE IX - FAMILY AND MEDICAL LEAVE
9.1 Under thetermsofThe Family and MedicalLeave Act of 1993 (FMLA), Title29,Part825 ofthe
Code ofRegulations,employeesmay requestleavewithoutpay underthefollowingconditions:
a) For thebirthofa son ordaughter,and tocareforthenewborn child;
b) For placementwiththeemployee ofa son ordaughterforadoptionorfostercare;
c) To carefortheemployee'sspouse,son,daughterorparentwitha serioushealthcondition;
and,
d) Because of a serioushealthconditionthatmakes the employee unable to perform the
functionsoftheemployee'sjob.
9.2 ConsistentwithFMLA and adoptedregulations,employees areentitledtorequestleavewithout
pay forup totwelve(12)weeks withina twelve(12)month period.
9.3 The twelve(12)month periodshallbe definedas a "rolling"twelve(12)month periodmeasured
from thelastuseofFMLA leave.
9.4 This policyshallbe consistentwith theFMLA and adoptedregulations,and isnot intendedto
expand upon therightssetforthinsaidAct orregulations.
9.5 The Employer willrequireemployees,assetforthinCounty Policy,touseallsickleaveand annual
leaveaspartof any familymedicalleave.However, intheinterestof allowingan employee to
maintainsome reserveofpaidleave,no employee shallbe requiredtotakepaidleavethatwould
reducehis/herbalancebelow eighty(80)hoursofaccruedsickleave,and forty(40)hoursofearned
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vacationleave.Employee'smay not,except,when on authorizedintermittentleave,returntowork
forany purpose,includingmaintainingeligibilityforholidaypay,untilsuchtimeastheirleavehas
expiredorthepurposeforwhich theleavewas authorizedhasbeen fullyresolvedand theyareable
toreturntofulltimework.
9.6 The County willcontinuetopay medical,dental,and lifeinsuranceprovidedby theCounty during
familymedicalleave.
ARTICLE X - MILITARY LEAVE AND JURY DUTY
10.1 Every employee of thePublicWorks Department who isa member of theWashington National
Guard or any of thearmed servicesreserveof theUnitedStatesshallbe entitledto and shallbe
grantedmilitaryleaveof absencefrom such employment fora periodnotexceedingone hundred
sixty(160)hoursduringeach calendaryear.Such leaveshallbe grantedinorderthatthepersons
may takepartinactivetrainingduty in such manner and atsuch time as theemployee may be
orderedtoactivetrainingduty.Such militaryleaveofabsenceshallbe inadditiontoany vacation
orsickleavetowhich theemployee might otherwisebe entitledand shallnotinvolveany lossof
ratingprivilegesorpay.During theperiodofmilitaryleavenottoexceedone hundred sixty(160)
hoursperyear,theemployee shallreceivefrom theCounty theirregularrateofpay fortheirregularclassification.
10.2 Any PublicWorks Departmentemployee who iscalledforjurydutyshallreceivefrom theCountytheirregularrateofpay fortheactualtimetheemployee isrequiredtobe absentfrom work because
of suchjurydutylessany amount paidtheemployee forsuchjuryduty.Any such absenceshall
notbe countedassickleaveorannualleave.
10.3 An employee subpoenaedby theCounty totestifyina casearisingout of employment withthe
County willreceivefullpay forany normal work day time missed as a subpoenaed witness
provided,theemployee signsover any compensation(exceptmileage)paidforsubpoena leave,
excepttheemployee shallkeep thatportionof saidcompensationforsubpoena leaveservedon a
normal day off.
ARTICLE XI - SAFETY AND HEALTH
11.1 Safety:The partiestothisAgreement holdthemselvesmutuallyresponsibletotheestablishment
and maintenanceofa safetyprogram thatwillpromote safeworking conditionsforand among the
employees.To thisend,thepartiesto thisAgreement willestablishand maintaina jointsafetycommitteeconsistingofrepresentationofthebargainingunitand ofsupervisorypersonnelforthe
purposeofdevelopingand maintainingan activesafetyprogram fortheDepartment.The members
oftheSafetyCommittee shallelecta member ofthecommitteetoactasrecordingsecretaryforthe
officialrecording,preparation,and maintenanceofminutesofallcommitteemeetings.
11.2 Organization:
1) Safety Groups - The PublicWorks departmentemployees shallbe dividedintothe
followingsafetygroups:
a) RitzvilleGroup (Ritzvilleand Washtucna Shops)
b) Lind Groupc) OthelloGroup (Othelloand HattonShops)
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d) Mechanics Group (Ritzville,Lind,and OthelloShops)
e) Engineering(Engineeringand SignShop)
f) SolidWaste Group
g) CustodialGroup (Ritzvilleand OthelloFacilities)
11.3 JointSafetyCommittee: The JointSafetyCommittee shallbe composed ofone (1)representativefrom eachoftherecognizedSafetyGroups and two (2)management representativesdesignatedbythePublicWorks Director.
The Union shallappoint,followingconsultationwiththemembers ofeach SafetyGroup,personstoserveasrepresentativesofthoserecognizedSafetyGroups.
11.4 Meetings:JointSafetyCommittee:The JointSafetyCommittee shallmeet once eachmonth oras
determinednecessary,atwhich timethecounty-widesafetyprogram willbe discussedand plansmade fortheconductingof meetingsof therecognizedsafetygroups.Dates and timesmay be
changed by a majorityof the committee or by management when necessaryto accommodate
workflow.Priortoadjournment,committeeshalldetermineplace,dateand timeofnextmeeting.There shallbe no lossofpay fortherecognizedrepresentativesattendingthemeeting(s).
11.5 All employees willbe requiredto wear protectivefootwearmeeting the specificationsin the
American NationalStandardforMen's Safety-ToeFootwear,Z41.1-1967.Allprotectivefootwear
must have a labelinsidestatingthatitmeets the ANSI specifications.All employees willbe
requiredtowear appropriateclothingforthetasksthattheyareassigned,which may includebutis
notlimitedto,longpants,shirts,coats,and footwear.Inaddition,attimesitmay be beneficialfor
theemployee to use theirpersonalcellphone (voice,text,or applications)forofficialCountybusiness.As compensationfortheaforementioneditems,(boots,clothing,and cellphone use)the
employee willbe givena stipendof $150.00on June 10thand December 10thof each calendar
year.To be eligible,the employee must be offof probationon the lastday of thepay period
representedatthedesignatedtimeofpayment.
ARTICLE XH - HOURS OF WORK
12.1 Regular Work Day: The regularwork day shallbe eight(8)hourswithinan eightand one-half(8
1/2)hour period.Employees shallhave a one-half(1/2)hour duty freeunpaidlunchperiod.The
County may upon two (2)weeks' notice,change thework day toten(10)hourswithina tenand
one-half(10 1/2)hour period.Each employee shallhave a one half(1/2)hour dutyfreeunpaidlunchperiod.Hours worked overeight(8)hoursina regularwork day willbe paidatone and one-
half(1-1/2)times the normal hourlyrate.When an employee is scheduledto work four (4)consecutiveten(10)hour work days,hoursworked overten(10)hoursperday willbe paidatone
and one half(1-1/2)timesthenormalhourlyrate.
12.2 Regular Work Week: The regularwork week shallbe any five(5)consecutiveworking days,followedby two (2)days of rest.Except incasesof emergency,a two (2)week noticeshallbe
givenpriortochangestothework week. During thetwo (2)week noticeperiod,theUnion shallhave theopportunitytoprovideinputon thechange tothework week. Between thesecond(2°d)
Sunday inMarch and thefirst(1")Sunday inNovember theCounty may implement a scheduleoffour(4)consecutiveten(10)hour work days fordesignatedwork crews.Working hours forthenormal eight(8)hour work shiftshallbe 7:00a.m.to3:30p.m.,and 6:30a.m.and 5:00p.m. forthenormalten(10)hourwork shift,excepttheSolidWaste and Custodialcrewswhose work weekand work hours shallbe setby thePublicWorks Director,subjecttopublicserviceneeds and
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demands. Except incasesofemergency,a two-week noticeshallbe givenpriortoany change(s)
totheSolidWaste and CustodialCrews work week.
12.3 Shifts:ShiftsotherthanMonday throughFridayshallbe establishedfrom timetotime.Employees
assignedtonightand earlymorning crushercrews and earlymorning snow plow crews formore
thana week duration,shallreceiveshiftdifferentialoftwo dollars($2.00)perhour.Exceptincases
ofemergency,theUnion shallbe givenatleastfive(5)workingdays'noticepriortotheeffective
dateof thechange of shift.During thisfive(5)day period,volunteersmay be solicitedand the
Union shallhave theopportunitytogiveinputon thechange.Management willseriouslyconsider
such inputand use reasonableeffortstoaccommodate theUnion'sconcerns.Should therebe an
insufficientnumber of volunteers,thejuniorqualifiedemployees may be assignedtowork. This
sectionshallnot be used to retaliateor disciplineany employee or be used to circumventthe
overtimeprovisionsofthisAgreement.
12.4 Callback:An employee shallbe paida minimum oftwo (2)hourspay attheappropriaterate,when
calledtowork outsidehis/herregularshiftshouldthetimeworked be lessthantwo (2)hours.In
the eventthatthetime worked ismore than two (2)hours,the employee shallbe paid atthe
appropriaterateforactualhoursworked includingcreditfortimespentfrom thetimetheemployeeleavesthe employees regularlyassignedshop or garageareauntilthe employee returnsto the
regularlyassignedshop orgaragearea.
12.5 Regular Part Time Employee: Employees who work more thanninety(90)hourspermonth,but
lessthanfulltimeon a regularbasis,and who have successfullycompletedtheprobationaryperiodshallbe designatedasRegularPart-Time.
a) Benefits,includingannualand sickleaveshallbe pro-ratedon thebasisof actualhours
worked ascompared toa regularfull-timeemployee.
Example: A regularpart-timeemployee thatworks fiftypercent(50%) ofthetimeofa regularfull-
time employee would earnsickleaveand annualleaveattherateof fiftypercent(50%) forthe
givenperiodof time.Iftheregularpart-timeemployee worked sixty-sevenpercent(67%) of the
time,theemployee would earnsixty-sevenpercent(67%) ofsaidsickleaveand annualleave.
An employee working ninety(90)hoursper month would earnapproximately4.5 hoursof sick
leaveand annualleave.
An employee workingone hundredten(110)hourspermonth would earnapproximately5.5hours
ofsickleaveand annualleave.
ARTICLE XIII - WORKING REGULATIONS
13.1 Supervisorypersonnelshall,as faras reasonable,divideovertimeequallyamong employees,
subjecttothelimitationsofwork programs.A recordofallovertimeand increasedrangepay shall
be postedmonthlyon eachareashop unionbulletinboard.
13.2 Allemployees shallbe grantedone (1)fifteen(15)minuterestperiodduringeach one-half(1/2)work shift.The restperiodsshallbe takenasnearthemiddleoftheone-half(1/2)aspossible.
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13.3 Employees requiredtowork beyond theirregularquittingtime,when itisapparentthatthework
athand willlastfortwo (2)ormore additionalhours,willreceivea fifteen(15)minuterestperiodbeforecontinuingwork.
13.4 Employees requiredtowork beyond theirregularquittingtimeshallbe granteda thirty(30)minute
lunchperiodwithpay duringeach additionalfour(4)hour shiftwork.
13.5 Itis understoodthatunder Section13.3 and 13.4above,restand lunch periodsin overtime
situationsaresubjecttoschedulingby thesupervisoriffeasiblyconsistentwiththework athand.
13.6 The employeesshalltraveltoand from regularlyassignedheadquartersintransportationfurnished
by theEmployer.
13.7 Smoking inthework placeshallbe prohibited.The work placeshallbe definedasforpurposesof
thissmoking prohibitionasany County buildings,any County vehiclesorequipment,orany areas
ofwork incloseproximitytootherCounty employees.
13.8 The Employer may designateasa leadpersonany bargainingunitemployee foreachmajorCountydivisionrecognizedas eithera shop,crew,or specialprojects.This designationisa temporary
upgradefortheemployee and may be rescindedatthediscretionof thePublicWorks Directorat
any time.The leadpersonshallbe entitledtocompensationattheratesestablishedinParagraph6.
ofAPPENDIX "A" forallhoursworked asleadperson.
13.9 Uniforms: Adams County agreestoprovidecoverallsand otherrequiredprotectiveclothingfor
theuse ofmechanicalshop personnel.Otherpersonnelwillbe providedwithprotectiveclothingwhen requiredto perform work activitiesthatwarrantsuch clothing.All decisionsregarding
protectiveclothingshallbe atthediscretionofthePublicWorks Directororhis/herdesignee.
13.10 The Employer shallpay forthemaintenanceofCommercial DriversLicensesforthoseemployees
requiredtopossessthem. Maintenance willincludeany costsrelatedwithrenewalof theCDL
licenseincludingHazardousMaterialsendorsements.
ARTICLE XIV - DISCIPLINE AND DISCHARGE
14.1 The Employer may disciplinean employee onlyforjustcause.Disciplineshallbe carriedoutina
manner,which isleastlikelytoembarrasstheemployee beforeotheremployeesorthepublic.
14.2 Disciplinaryactionormeasuresshallincludeonlythefollowing:
a) Oralreprimand;
b) Writtenwarning;
c) Suspensionswithoutpay;
d) Demotion;
e) Discharge.
14.3 The Employer oritsdesigneemay disciplinean employee onlyforjustcauseinclusiveof,butnot
limitedto,thefollowingevents:
a) Insubordination;
b) Negligent,careless,orinefficientperformanceofjob;
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c) Unauthorizeduseofequipment;
d) Falsificationofreports;
e) ViolationoftheNo StrikeClause;
f) Abuse ofsickleave;
g) Unexcused absencesortardiness;
h) Convictionoffelonywhich affectsjobperformance;
i) Possessionorsaleofillegaldrugswhileon dutyorincircumstanceswhich adverselyaffect
theabilitytoperformthejob;
j) Use of intoxicantsor drugs while on duty or arrivingforwork under the influenceof
intoxicantsordrugs;
k) A lossof a validWashington Statedriver'slicensethroughconfiscation,suspension,or
revocation,shallbe a basisand sufficientcauseforemployee'sdischarge.Failureof an
employee to notifythe Employer of the confiscation,suspension,revocationof a
Washington Statedriver'slicenseorcommercialdriver'slicenseshallbe sufficientcause
fordischarge.
14.4 The partiesagreethatprogressiveand escalatinglevelsof disciplinearepreferableto allow an
employee propernoticeofmisconductand theopportunitytoimprove performanceand toallow
theEmployer to document priordisciplinarymatters.The levelor degreeof disciplineimposedshallbe appropriatelybasedon an employee'spriorrecordofservice,lengthofservice,severityof
offense,and priorrecordofdiscipline.
14.5 For disciplinarymattersfrom StepsB toE in Section14.2,theemployee shallhave therightto
have aUnion representativepresent.The Union representativeshallbe theshopstewardordesigneeinthesame shop.Incasesofsuspensionwithoutpay,demotion,and discharge,theemployee shall
have therighttobe presentedthenatureofchargesagainsttheemployee,thefactssupportingthem
and therighttorespondtosaidcharges.The employee shallhave therighttohave a Union staff
representativeand/ortheirshop stewardpresentatsuchdisciplinarymeeting,providedthisshall
notdelaythemeetingmore thantwo (2)daysfrom thedateoftheoccurrence.
14.6 Any oralreprimandor writtenwarning maintainedintheemployee'spersonnelfilemay, atthe
employee'srequestand atthediscretionof thePublicWorks Director,be removed aftertwo (2)
yearsfrom thedateofthediscipline,providedtherehasbeen no similarconducton thepartofthe
employee intheinterveningtwo (2)years.
ARTICLE XV - DRUG TESTING POLICY
15.1 Purpose: The County has a strongcommitment to providea safework environment for its
employees and to establishprograms promoting high standardsof employee healthand safety.Consistentwiththatcommitment, thisAgreement establishesprohibitionsregardingalcoholand
controlledsubstancesand therightof the County to screenor testemployees to determinethe
presenceofalcoholand/orcontrolledsubstances.
The partiesrecognizeinadditionto any othertestingagreementbetween thepartiesas setforth
herein,federallaw and regulationrequirerandom, post-accidentand reasonablesuspiciontestinginaccordancewith49 C.F.R.Part382 -ControlledSubstancesand AlcoholUse and Testing,and
49 C.F.R.Part40 -ProceduresforTransportationWorkplace Drug and AlcoholTestingPrograms.
Any provisionofthisagreementwhere compliancewiththisagreementand thefederalregulationscitedhereinis not possibleor where compliance with thisagreement is an obstacleto the
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accomplishmentand executionof any partof citedregulationsshallbe governedby thefederal
regulationscitedherein.
15.2 ProhibitionRegarding Alcoholand/or ControlledSubstances.
a) The unauthorizeduse,sale,transfer,orpossessionofalcohol,drugs,controlledsubstances,
and/or"mood altering"substances(exceptthepossessionoruseofprescribedmedication,
verifiableby a current,properlyissuedprescription)duringwork hours(includingmeal
and restperiods),on County property,inCounty vehicles,or inpersonalvehicleswhile
conductingCounty businessisprohibited.ViolationofthissectionoftheAgreement isjust
and sufficientcausefordisciplinaryaction,which may includeimmediatedischarge.
b) Reportingforwork or becoming intoxicatedduringworking hours throughthe use of
alcohol,drugs,controlledsubstances,and/or"mood altering"substancesisprohibited.Violationof thissectionof theAgreement willresultin disciplinaryaction,which may
includedischarge.
c) An employee utilizingprescribedand/or "over-the-counter"medication(s)thatcould
adverselyaffectjob safetyor performance must immediatelyreportthatfactto the
employee'ssupervisor.Knowledge of cautionsand warningsprintedon themedication
containerlabelare the sole responsibilityof the employee. Consultationwith the
employee'sattendingphysician,concerningthe affectsa substancemay have on that
employee may be appropriate.
Intheeventtheemployee doesnotifytheEmployer immediatelyupon reportingtowork ofthefact
thatsuch medicationisbeing or willbe taken,but does not immediatelysubmit a physician's
release,the Employer may determinethatthe effectsof any over-the-counteror prescribedmedicationmay, under thecircumstances,impairtheemployee'sabilityto safely,properly,and
effectively,performtheemployee'sdutiesand may declinetopermittheemployee towork until
theeffectsofthemedicationsubsidetoan acceptablelevel.
Incaseswhere theemployee isinstructedby theEmployer toremain offwork due tothepossibleside-effectsofover-the-counterorprescriptionmedication,theemployee may utilizeearned,but
unused,sickleavebenefitsinaccordancewiththetermsofthisAgreement.
Violationof thissectionof theAgreement willresultin disciplinaryaction,which may include
discharge.
15.3 Current Employee SubstanceAbuse Testing.The applicablesubstanceabusetestingproceduresoutlinedbelow willbe initiatedifone ofthefollowingeventsoccurs:
a) Management personnelconcludes through objectiveobservation,investigation,and
evaluationthatan employee isundertheinfluenceorimpairedby theuseofalcohol,drugs,and/orcontrolledsubstances;
b) Where an employee isinvolvedinany accidentdue totheaction,inaction,or inattention
oftheemployee;
c) Where theCounty receives,reliableinformationbased upon personalknowledge of an
individual,such as otheremployees of theCounty,themedicalcommunity, and/orlaw
enforcementpersonnel,of involvementby theemployee with alcoholand/orcontrolled
substances.
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d) Any employee who regularlyworks withtoxicchemicalson thejob may be testedforthe
presenceof thosetoxinsto which the employee has been exposed.The testswillbe
performedattheemployee'srequest.The County willpay forsuch testsonce everythree
(3)yearsifan employee sorequests.Itwillbe theresponsibilityoftheemployee toprovide
a listofchemicalsorbrandnames ofchemicalstowhich theemployee hasbeen exposed
to on the job, to the County, for which the employee wishes to be tested.Upon
confirmation,thetoxicchemicalswere used on thejob,theemployee willbe testedfor
toxicchemicalsand fordrugsora controlledsubstance.
e) Any random drugtestingrequiredby federalorstatelaw,federalorstateruleorregulation.
Allrelevantfactspertainingtoan investigationconductedpursuanttotheabove provisionswillbe
documented inwritingand preservedforfuturereferenceby theCounty and theUnion.There shall
be no acrosstheboardorrandom drugtestingofemployeesexceptasrequiredby federallaw and
regulationseeSection15.1.
15.4 Substance Abuse TestingProcedures.
a) NotificationofTesting
1) Random and PostAccident
The employee willbe verballynotifiedby management staffthattheyhave been
selectedfortestingand themanner forwhich thespecimenwillbe sampled.
2) ReasonableSuspicionThe employee willbe notifiedby management staffthattheyhave been selected
fortestingand setforthfactspertainingtothereasonforrequestingthedrugand/or
alcoholtest.
b) TestingProcedures
1) The employee may requesta copy of theDrug TestingPolicysetforthin this
Agreement and willbe providedaccesstoa unionstewardupon request.
2) The County willcollectthe sample by eithertransportingthe employee to an
approvedfacilityorhavinga third-partycollectionconsultanton sitetocollectthe
specimen.Collectionof the specimenswillbe under the directionof qualifiedmedicalorlaw enforcementpersonnel.
3) The employee willprovideany or allof thefollowing:a urinesample,a blood
sample,ora breathsamplefortestingforcontrolledsubstanceoralcohol.
4) The employee willbe given the opportunityto indicatethe use of any drugs,
includingover-the-counterorprescriptionmedicationcurrentlybeingused and/or
recentlytaken.
5) The employee willbe requestedtosubmittothetestingprocedures.The employeehastherighttorefusetosubmittothetests;however,refusaltosubmittothetests
willbe reportedasa confirmedpositiveand groundsfordischarge.
6) Collectionofthespecimenswillbe underthedirectionofqualifiedmedicalorlaw
enforcementpersonnel.Collectionof the specimens willtakeplaceas soon as
possiblefollowingtheobservation,accident,orincident.
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i) The Employer shallceaseattemptstoadministeran alcoholor urinetest
aftereight(8)hoursfollowingtheincidentforrequiringan alcoholtest.
The Employer shallceaseattemptsforpost-accident-controlledsubstance
testingafterthirty-two(32)hoursfollowingtheaccident.This provisionshallnotapplytoreturn-to-dutytestingrequiredby law orregulations.
A. The employee will cooperatefullyin the collectionof the
specimens.Employee tamperingwiththespecimen,oremployee
refusalto submitto thetestwithina reasonableperiodof time,
willresultin discharge.Iftheemployee isphysicallyunableto
providea urinesample,the employee may be retainedfor a
reasonableperiodof timeinwhich toprovidea urinesample.If
withina reasonableperiodoftime,theemployee isstillunableto
provideaurinesample,theemployee willbe releasedandrequiredtoreturnwithintwenty-four(24)hourstoprovidea urinesample.
Iftheemployee failstoprovidea urinesamplewithinthetwenty-
four(24)hour time frame,thatactionwillresultin disciplinary
measures,which may includedischarge.Allcontrolledsubstance
testsshallbe conducted in accordance with federaltesting
guidelinesand shallbe performedby a laboratorythatisfederally
certifiedtoconducturinalysisforpurposesofdrugtesting.
B. The Employer shall provide employees with necessaryinformationand instructionsso thatemployees willbe ableto
comply withtherequirementsofthissection.
7) After collectionof the specimens for cause testingor accidenttesting,the
employee willbe transportedto theemployee'sresidenceor othersafelocation.
The employee willbe suspendedfrom work withpay untilthetestresultsbecome
availableand areevaluated.Aftercollectionofspecimensforrandom testing,the
employee willreturntowork.
8) Allspecimenswillbe forwardedtolaboratoriesmeetingstateorfederalguidelinestoconductsuchtesting.Strictadherencetothechainofcustodyrequirementswill
be followedduringthe transportationof the specimen to the laboratory.The
laboratorywillanalyzethespecimen.The laboratorywillperforminitialscreening,and ifpositiveresultsoccur,confirmatorytestson thespecimen.The confirmatorytestshallbe the GC/MS test.The laboratoryshallmaintainthe specimen in
accordancewithstateorfederalguidelines.
i) The laboratorywillcommunicate the testresultsto the PublicWorks
Director.The Public Works Directorwill evaluatethose resultsto
determinetheCounty'scourseofaction.Withinfive(5)workingdaysafter
receiptof a testresultreport,theEmployer shallinformtheemployee of
theresult.
9) Testresultswillbe keptconfidentialina securefileoutsidetheregularpersonnelfiles.Access to the filewill be extremely restricted- only the County
Commissioner(s),PublicWorks Director,County Engineer,Human Resources
Manager, and County'sAttorneywillhave access.Allrecordswillbe treatedin
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themost confidentialfashionby theCounty and theUnion.Disclosures,without
employee consent,may occurwhen:
i) The informationiscompelledby law orjudicialoradministrativeprocess.
ii) The informationhas been placedatissueina formaldisputebetween the
Employer and theprospectiveemployee.
iii) The informationis needed by medical personnelfor the diagnosisor
treatmentofa patientwho isunabletoauthorizedisclosure.
10) All costsassociatedwith substanceabuse testing,otherthan an independent
analysisrequestedby theemployee,willbe paidby theEmployer.
11) Should analysisof thespecimensindicatea negativelevelof a substancein an
employee'ssystem,theemployee willbe reinstatedtotheirformerposition.
12) Should analysisof thespecimensindicatea positivelevelof a substancein an
employee'ssystem,theEmployer shallmeet with theemployee withinfive(5)
days of thereceiptof theresultforthepurposeof advisingtheemployee of the
result,and toprovidetheemployee theopportunityforresponsetoany potential
disciplinaryproceedings.The employee'sresponsemay includethefollowing:
i) The employee willhave therighttosubmitfurtherinformationrelativeto
thetestresults.
ii) The employee may requesta confirmatoryre-testoftheoriginalsampleat
theemployee'sown expense.
iii) The employee may requesta confirmatoryre-testbe conducted at a
differentcertifiedlaboratory,with the same drug or alcoholthreshold
detectionlevelsasusedintheoriginaltest.Iftheconfirmatoryre-testdoes
notconfirmtheoriginalpositivetestresult,a thirdtestshallbe employedattheCounty'sexpenseon thesame specimen and theresultof thethird
testshallbe final.
13) Should analysisof the specimens describedin Article15 of thisAgreementindicatea positivelevelofthesubstanceinan employee'ssystem,theCounty will
have thefollowingoptions:
i) Provide the employee an opportunityto enter into a Last Chance
Agreement.IncludedintheLastChance Agreement,theemployee willbe
evaluatedby a qualifieddrug/alcoholsubstanceabuseprofessional(SAP)counselortodeterminetheextentoftheemployee'schemicaldependency.If,intheopinionoftheSAP, theemployee requiresrehabilitationservices,theemployee willbe placedon a non-paidleaveof absencefora periodnottoexceedninety(90)daysand enrolland completea certifiedalcohol
and/ordrug rehabilitationprogram.An employee may use accumulated
sickleaveorvacationduringthisninety(90)day period.Iftheemployee
successfullyenrollsand completestheprogram withinninety(90)daysand followsany and allrequirementsfrom theSAP, theemployee may be
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reinstatedtotheemployee'sformerpositionprovidedthatsuchemployeecontinuestomeet allrequisitequalificationsforthatposition.The Countyreservesthe rightof concurrenceon the selectionof the rehabilitation
counselor,facility,and program content.Cost of the rehabilitation
program willbe paid by the employee or medical insuranceprovider
(withincontractuallimitation).The Employer willbe provided semi-
weekly writtenprogressreportsfrom theemployee'scounselorduringthe
entiretreatmentprogram.The employee may be reinstatedtotheirformer
positionwhen thefollowingconditionshave been met:
A. The employee has successfullycompletedthetreatmentprogram;and
B. The attendingcounselorhas formallyreleasedthe employee to
returntowork; and
C. The employee agreesand successfullypassesa return-to-work
substanceabusetestasrequiredby theSAP, and
D. The employee agreestopay forany and allcostsassociatedwith
LastChance Agreement aswritten.
1. Inadditiontoany testingdone aspartoftherehabilitation
program, the employee consentsto be testedfor the
presenceof alcohol,drugs,and/orcontrolledsubstances
atany time,with or withoutcausenotwithstandinganyotherprovisionsof thisAgreement tothecontrary.Any
subsequentviolationof thisAgreement willbe groundsforimmediatedischarge,or;
ii) Initiatedisciplinaryaction,which may includeimmediatedischarge.
15.5 Self-RecognizedSubstanceAbuse. Employees witha substanceabuseproblemmust immediately
notifytheirsupervisoroftheircondition.For evaluationpurposes,a substanceabusetestmay be
appropriate.If,in the opinion of a qualifieddrug/alcoholcounselor,the employee requiresrehabilitationservices,theemployee willhave an optiontoenrollina rehabilitationprogram and
be subjectedtotheguidelinesasoutlinedinSection15.4above.Any employee who complieswith
theaboverequirementspriortoa violationofthispolicyshallbe immediatelygrantedleavewithout
pay inaccordancewithSection15.4(b)(13)(i)above.
15.6 Employer Conducted Searches.The County reservestherightto conduct searchesof County
property,vehicles,orequipmentatany timeorplace.Failuretocooperatewiththeseprocedures,withoutjustcause,willbe groundsfordischarge.
ARTICLE XVI - WAGES
16.1 During theterm ofthisAgreement employees shallbe paidinaccordancewiththeattachedwageschedule(APPENDIX "A")atthewage rateappropriatefortheirregularjob classification.
EffectiveJanuary1,2020,theEmployer willimplement a new salaryrangeschedulethatdeletesthepriorsalaryrange steps3 and 4. The new salaryrange continueswith a 4.5% differentialbetween thestepsand modifiesthetimeincrementsbetween stepstothefollowing:
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Step5 to6 - 1 year
Step6 to7 - 1 year
Step7 to8 - 1.5years
Step8 to9- 1.5years
Step9 to 10- 2 years
Effectiveupon ratificationbutno earlierthanJanuary1,2020 allemployees willutilizetheir
currentanniversarydateand thenew stepdurationtableabove todeterminetheirstepplacementon January1",2020.Ifan employee ismoved toa stepbecausetheirpreviousstephasbeen
eliminatedortheirsteplengthdurationhasbeen shortened,thenJanuary1",2020 shallbecome
theirnew anniversarydateforallsubsequentstepincreases,otherwisetheircurrentanniversarydatesshallremainthesame.
16.2 Cost ofLivingAd justments.Effectiveupon ratificationbutno earlierthanJanuary1,2020,the
wage scheduledescribedabove,basedon 2019 wages shallbe increasedby two percent(2%).
EffectiveJanuary1,2021 thewage scheduleshallbe increasedby threepercent(3%).
EffectiveJanuary1,2022 thewage scheduleshallbe increasedby threepercent(3%).
16.3 LongevityPay. Effectiveupon ratificationbutno earlierthanJanuary1,2020,allemployeeswithmore thannine(9)yearsofservicewiththePublicWorks Department,shallbe granteda
monthly stipendequaltoone halfofone percent(1/2%)oftheirregularmonthlypay foreach
yearofservicegreaterthannine(9)years.An employee'sdateofhirewithintheDepartmentshallbe usedtodeterminetheeligibilityand amount ofthelongevitypayment.
16.4 New Position.When a positionwithinthebargainingunitbut not listedin thewage schedule
(APPENDIX "A") isestablished,theCounty shalldesignatea job classificationand pay ratefor
thepositionand shallgivetheUnion noticeofsuchinformationbeforepostingtheposition.
ARTICLE XVII - MEDICAL, LIFE INSURANCE
17.1 Employees shallhave therighttoselectfrom thehealthand welfareplansofferedby theEmployer.EffectiveJanuary1,2020, and forthedurationof thisAgreement, theEmployer's contribution
toward each full-timeemployee'shealthand welfareplanparticipationshallbe equalto100% of
theemployee onlypremium fortheUniform MedicalPlanConsumer-DirectedHealthPlan(UMP
CDHP) oran amount,ifgreater,which isequaltothatprovidedtheAssociationofAdams County
Employees ortheEmployer'snon-unionemployees,exceptthoseemployeeson an authorizedpaidor unpaid leaveof absence which exceedsthirty(30)calendardays,or as otherwiseprovidedelsewhereinthisAgreement orinlaw.
Employees may electtowaive theirparticipationinthe"medicalonly"portionoftheEmployer'shealthand welfarecoverages,iftheyareand remain,duringtheapplicableplanyear,enrolledon a
spouse'sordomesticpartner'sEmployer sponsoredmedicalplan.Intheeventan employee elects
towaive his/herparticipationinthemedicalcoverage,theEmployer'scontributionwillbe reduced
totheamount requiredtoprovidethebalanceofthebasiccoverages,nottoexceedtheEmployer'smaximum contributionasstatedabove.
Activeemployeeson unpaidleavewhich exceedsthirty(30)calendardays,exceptasprovidedfor
elsewherein thisAgreement or in law must, at theirown expense and under the terms and
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conditionsofthecarrierand/orEmployer,maintaintheirindividualEmployer sponsoredhealthand
welfarecoverage(s),untilsuchtimeastheyreturntoserviceortheiremployment terminated.
Employees who electhealthand welfarecoverage(s)resultingin unused Employer contribution
shallbe eligibleforan Employer contributiontotheirindividualVEBA or otherHealthSavings
Account,inan amount equaltoone hundredpercent(100%) ofthedifferencebetween thecostof
theemployee'selectedcoverage(s)and theEmployer's maximum premium contributionas set
forthabove.Employee'smay, attheirdiscretion,electtoapplytheaforementionedavailablefunds
towardthecostofdependentcoverage.
17.2 The County shallprovideunemployment insuranceon eachemployee coveredby thisAgreement.
17.3 Employees shallbe entitledtoinsurancecoveragewithinsixty(60)calendardaysafterthedateof
hireto a regularfull-timeposition.Eligibilityforinsurancecoverageisdeterminedby theplan
criteriaand isdependentupon thetimeof month theemployee ishiredas towhen coveragewill
actuallybe available.
ARTICLE XVIII - SUPPLEMENTAL AGREEMENTS
18.1 ThisAgreement may be amended, providedboth partiesconcur.SupplementalAgreements may
be completedthroughnegotiationsbetweenthepartiesatany timeduringthelifeoftheAgreement,ifboth partiesagreetonegotiate.Should eitherpartydesiretonegotiatea matterof thiskind,it
shallnotifytheotherpartyin writingof itsdesireto negotiate.SupplementalAgreements thus
completedwillbe signedby theresponsibleUnion and County officials.SupplementalAgreementsthuscompletedshallbecome a partoftheAgreement and subjecttoallitsprovisions.
ARTICLE XIX - MANAGEMENT RIGHTS
19.1 The Union recognizestheprerogativesoftheEmployer tooperateand manage thePublicWorks
Department and theservicesprovidedtherebyin allrespectsin accordancewith theEmployer's
responsibilities,lawfulpowers, and legalauthority.All mattersnot specificallyand expresslycoveredby thelanguageofthisAgreement shallbe administeredforthedurationofthisAgreement
by the Employer in accordancewith such responsibilities,lawfulpowers, and authority.The
Employer'srightsinclude,butarenotlimitedto,thefollowing:
a) The righttoestablishand institutework rulesand procedures.
b) The righttoscheduleallwork and overtime,consistentwithArticleXI ofthisAgreement.
c) The righttointroducenew, improved,and automatedmethods orequipment.
d) The righttoselectand hirenew employees asdeemed necessaryby theEmployer.
e) The righttodiscipline,suspend,and dischargeemployeesforjustcause.
f) The righttomake any and alldeterminationsastothesizeand compositionof thework
force.
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g) The partiesunderstandand agree thatincidentaldutiesreasonablyconnectedwith the
bargainingunitwork,notnecessarilyenumeratedinjobdescriptions,shallneverthelessbe
performedby employeeswhen requestedtodo soby theEmployer.
h) The Employer shallhave therighttotakewhateveractionstheEmployer deems necessaryto carryout Employer servicesin an emergency or in the eventof a staffshortage(s),
includingusingnon-representedemployeestomeet servicedemands.The termemergencyincludeslifethreateningsituations,civildisorders,naturaldisastersor otheremergenciesdeclaredby theCounty Sherifforotherlawfulauthority.
i) The Employer shallhave therighttocontractoutorsubcontractwork.
1) The Employer willprovidewrittennotificationtotheUnion Presidentpriortoanydeterminationtocontractoutwork.
2) The Employer willprovide sixty(60) calendardays writtennoticepriorto
contractingout or subcontractingwork which would affectthenormal hours of
currentbargainingunitemployees.Within thewrittennotice,theEmployer will
stateitspositiontotheUnion and providean opportunitywithinthatsixty(60)daytimeperiodtohave meetingstonegotiatetheeffects.Ifthepartiesareunableto
mutuallyagreeas totheeffectsof thecontractingout or subtractingduringthis
timeperiod,and theEmployer determinesitisstillnecessarytocontractout or
subcontractwork,thentheEmployer isfreeto implement thecontractingout or
subcontracting.
ARTICLE XX - LEAVE SHARING
20.1 GiftingofSickLeave Hours from employee toemployee withindepartmentsand/orfundsrequirestheapprovaloftheBoard ofCommissioners.Fullparticularsofthesituationmust be disclosedat
thetimeofthepresentationtotheBoard ofCommissioners.
ARTICLE XXI - ENTIRE AGREEMENT
21.1 The partiesacknowledge thattherehasbeen unlimitedopportunityforeach tomake demands on
theother,and thateachhas done so.The partiesagreethatthisdocument istheentireAgreementbetween thepartiesand thatno practicesor customs arehereinincorporated.The partiesfurther
agreethatallissueson which therehave been no negotiationsarewaived duringthelifeof this
Agreement and no grievancesordemands fornegotiationshallbe made thereon.
ARTICLE XVII - EFFECTIVE DATE AND CONTRACT PERIOD
22.1 ThisAgreement shallbecome effectiveJanuary1,2020,and remain infullforceand effectuntil
December 31,2022.Negotiationsfora successorAgreement shallcommence no lessthansixty(60)calendardayspriortotheterminationofthisAgreement.
22.2 Should any provisionof thisAgreement be found tobe inviolationof any federal,stateor local
law,orheldunlawfuland unenforceableby any courtofcompetentjurisdiction,allotherprovisionsof thisAgreement shallremain in fullforceand effectforthedurationof thisAgreement.Both
partiesshallmeet and renegotiateany invalidatedarticlewithinfifteen(15)daysofinvalidation.
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IN WITNESS HEREOF, thepartiesheretohave settheirhand this day of
,20M.
FOR THE EMPLOYER: FOR HE UNION:
n N. Marshall,Chairman Dean Vercruysse,dams County Commissio r AF E, - CIO, COUNCIL 2
Roger L.Hartwig,Vice-Cha rman Ron J erderer
Adams County Commissioner PresidentLocal 1374
Td anceJ.Thompson . o ... O
Adams County Commissioner . o
Attest:
PatriciaJ.Phillips C
ClerkoftheBoard
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APPENDIX A
2020 Wage Scale- 2% COLA
Salary 1 Year 1 Year 1.5Yrs 1.5Yrs 2 Yrs
Range Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
7
8 $16.96 $17.72 $18.52 $19.35 $20.22 $21.13
9 $17.72 $18.52 $19.35 $20.22 $21.13 $22.08
10 $18.52 $19.35 $20.22 $21.13 $22.08 $23.08
11 $19.35 $20.22 $21.13 $22.08 $23.08 $24.11
12 $20.22 $21.13 $22.08 $23.08 $24.11 $25.20
13 $21.13 $22.08 $23.08 $24.11 $25.20 $26.33
14 $22.08 $23.08 $24.11 $25.20 $26.33 $27.52
15 $23.08 $24.11 $25.20 $26.33 $27.52 $28.76
16 $24.11 $25.20 $26.33 $27.52 $28.76 $30.05
17 $25.20 $26.33 $27.52 $28.76 $30.05 $31.40
2021 Wage Scale- 3% COLA
Salary 1 Year 1 Year 1.5Yrs 1.5Yrs 2 Yrs
Range Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
7
8 $17.47 $18.25 $19.07 $19.93 $20.83 $21.77
9 $18.25 $19.07 $19.93 $20.83 $21.77 $22.74
10 $19.07 $19.93 $20.83 $21.77 $22.74 $23.77
11 $19.93 $20.83 $21.77 $22.74 $23.77 $24.84
12 $20.83 $21.77 $22.74 $23.77 $24.84 $25.96
13 $21.77 $22.74 $23.77 $24.84 $25.96 $27.12
14 $22.74 $23.77 $24.84 $25.96 $27.12 $28.34
15 $23.77 $24.84 $25.96 $27.12 $28.34 $29.62
16 $24.84 $25.96 $27.12 $28.34 $29.62 $30.95
17 $25.96 $27.12 $28.34 $29.62 $30.95 $32.35
2022 Wage Scale- 3% COLA
Salary 1 Year 1 Year 1.5Yrs 1.5Yrs 2 Yrs
Range Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 107
8 $17.99 $18.80 $19.65 $20.53 $21.45 $22.429 $18.80 $19.65 $20.53 $21.45 $22.42 $23.4310 $19.65 $20.53 $21.45 $22.42 $23.43 $24.4811 $20.53 $21.45 $22.42 $23.43 $24.48 $25.5812 $21.45 $22.42 $23.43 $24.48 $25.58 $26.7313 $22.42 $23.43 $24.48 $25.58 $26.73 $27.9414 $23.43 $24.48 $25.58 $26.73 $27.94 $29.1915 $24.48 $25.58 $26.73 $27.94 $29.19 $30.5116 $25.58 $26.73 $27.94 $29.19 $30.51 $31.8817 $26.73 $27.94 $29.19 $30.51 | $31.88 | $33.32
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1) Employees shallprogressthroughthepay scalebasedon seniority.
2) Normally,a new full-timeemployee willstartatthefirststepinthesalaryrangeand afterone (1)
yearservice,suchemployee willadvancetothesecondstep.The PublicWorks Directormay start
an employee atone ofthehigherstepsbasedon qualificationsand priorexperience.
3) Progressionto each stepwillbe atthe expirationof the time intervalslistedin thepay scale.
Advancement may be made earlierthantheservicetimesindicatedabove incaseswhere thePublic
Works Directorbelievesthe employee's sustainedperformance is sufficientlyabove normal.
Employees consideredforearlyprogressionshallbe limitedtono more thanone (1)additionalstep
progressioneachyear.
Employees who transferfrom a highersalaryrangetoa lowersalaryrangewillbe placed,atthe
timeoftransfer,inthesame stepinthelowersalaryrangeastheyheldinthehighersalaryrange.
4) Any bargainingunitemployee may be assignedtoperformone ormore specializedjob functions
listedbelow.When assignedtoone ofthesefunctionstheemployee shallbe paidatthefollowingrates:
SPECIALIZED JOB FUNCTIONS
StriperOperator Paidatone gradehigherWeed Sprayer(Licensed) Paidatone gradehigherDistributorTruck Operator Paidatone gradehigherNuclearDensometer (Licensed) Paidatone gradehigher
Chip Spreader Paidatone gradehigher
a) Any maintenanceworker I assignedtoa graderforthepurposeof road maintenanceformore thantwo (2)continuoushoursof operationshallbe paidata rateof one (1)grader
higher.The employee'sperformanceduringtheseassignmentsshallbe usedindeterminingtheirabilityfor promotion from a maintenance worker I to maintenance worker II,consistentwiththeprovisionsofArticleV, Section5.2sub-partc.
b) Road divisionemployeestemporarilyassignedtowork attheTransferStationshallbe paidattwo (2)gradeshigherthantheircurrentgrade,toa maximum ofgrade 12.
c) A SolidWaste Attendantassignedand working as theoperatorof "tippingfloor"at a
County TransferStationshallbe paidata rateofone (1)gradehigherfortheactualtime
spentfunctioninginthiscapacity.
The PublicWorks Directoror his/herdesigneemay, at theirdiscretion,deem otherwork as
constitutinga specializedfunction.Any such designationshallresultin the employee, when
performingthiswork,beingcompensatedatone (1)pay gradehigher.
5) New Hiresaftertheeffectivedateof theagreement:An employee'ssenioritydate(anniversarydate)shallbe thedateofhireforbenefitpurposes(i.e.,movement throughthestepsinthepay plan,etc.).
6) The Employer may designateasleadpersonany bargainingunitemployee foreachspecializedlead
person categoryset forthin the salaryscheduleas crack sealing,preleveling,sealcoating,
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temporarysupervisoror otherEmployer designatedleadperson.This designationisa temporary
upgradefortheemployee and may be rescindedatthediscretionof thePublicWorks Directorat
any time.
SPECIALIZED LEADPERSON (Supervisory)Crack sealing Paidattwo gradeshigher
Preleveling Paidattwo gradeshigher
Sealcoating Paidattwo gradeshigher
Area Lead person Paidattwo gradeshigher
Shop/MechanicLead person Paidattwo gradeshigher
7) Promotion:Employees beingpromoted toapositionina new salaryrangewillbe placedatthestep
withinthe new range,which representsan increase.Employees being promoted willaccrue
seniorityinthenew positionfrom thedateofnoticeasoutlinedinArticle5,section2,subsection
C.
Employees being upgraded willbe placedin the new grade at theircurrentstepand current
anniversarydateformovement inthepay plan.
Custodial/MaintenanceTech 8
SolidWaste ScaleAttendant 8
Mechanic Assistant 9
Apprentice 9
Lead MaintenanceTech 10
MaintenanceWorker I 10
MaintenanceWorker II 11
SolidWaste Attendant 12
Mechanic 12
TrafficControlTechnician 13
MasterMechanic 14
EngineeringTech 15
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