021-22 - Teamsters Local No. 589-Public Works - Contract with MOU'sAGREEMENT
BY AND BETWEEN
CITY OF PORT ORCHARD, WASHINGTON
AND
TEAMSTERS LOCAL NO. 589
(Representing the Public Works Employees)
JANUARY 1, 2022 THROUGH DECEMBER 31, 2025
TABLE OF CONTENTS
to the
AGREEKENT
By and Between
CITY OF PORT ORCHARD
and
TEAMSTERS LOCAL NO.589
(Represcriting1he Public Works Employees)
January 1,2072 through December 3l,20Z5
ARTICLE
EXCLUSIVE BARGAINING REPRESENTATIVE .... ..............................
..... -................ ]
ARTICLE
NONDISCRIMINATION ---...........................
ARTICLE
LTNKONSECURITY ........ ...... .......... ....................... ......................
........................ -........... ]
ARTICLE
RIGHTS OF MANAGEMENT ............ ................. ----............................................
........ 4
ARTICLE
VNKO«xmmswrLnYEE*S RIGHTS .............. ---- ...... ...............
....................... ... .... --s
ARTICLE
DISCHARGE & SUSPENSION ........................... ...........................................
........... -......... 0
ARTICLE
GRIEVANCE AND ARBITRATION ............................. .......
--...................... ................... 7
ARTICLE
HOURS OFWORK AND WORKING CONDITIONS ...........
—.......................................... 7
ARTICLE
WAGES, LONIQE«|TYPAY ................................. ..........................................
---- ....... m
ARTICLE |0
DEFINITIONS ..............................................................................
....... .......................... ....... V
ARTICLE||
HOLIDAYS ................ -........................................ ..........................................
.......... —..... ||
AnTKCLE|2
VACATIONS ............ ...... ..................... .....................................
.... ........................... ..... |I
ARTICLE|3
SICK LEAVE .................. ............ ........ .... .......................
........ ................................. 0
*nTxCLcw
BEREAVEMENT .......................................................................................
........................... >4
ARTICLE )»
LEAVES nFABSENCE .................................. ......................................................................
u
AmrxCLEm
HEALTH AND WELFARE .......... --- ............... .................................................
----- -...... |5
6RT|{l.En
mOREDUCTION |mBENEFITS ........................ ............ ..................
................ ................. |6
ARTICLE
Lfm|pouwALLOWANCE ............. --- ................................................................................
|6
ARJxJEmSAVINGS
CLAUSE ............................... ................................................................................
|?
aRJ|[LEzn
wnSTRIKE CLAUSE ......................... -............................................
......... ........................ n
ARTICLE 21
DURATION AND NEGOTIATION wOrpxcAT/nw--.....................................
.......... —|7
ARTICLE 22
TRAINING AND EDUCATION ...... .... ........................... ..............
............. .............. --- m
APPENDIX^A^
.......................... ......... ............. -.................................. ........
—J9
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE z0rz/
CITY OFPORT mRCHxRD/TGx&4OTERS*589
January |.%0%2-December ]).zo%o
AGREEMENT
BY AND BETWEEN
CITY OF PORT ORCHARD
AND
TEAMSTERS LOCAL NO. 589
(Representing the Public Works Employees)
January 1, 2022 through December 31, 2025
PREAMBLE
THIS AGREEMENT, dated for reference purposes only, the I" day of January, 2022 is entered into by the
CITY OF PORT ORCHARD, WASHINGTON, hereinafer the "Employer" or "City", and TEAMSTERS
LOCAL NO. 589, hereinafter the "Union".
ARTICLE I...................EXCLUSIVE BARGAINING REPRESENTATIVE
L I The Employer recognizes Teamsters Local No. 589 as the exclusive bargaining representative for
all employee classifications as found in Appendix "A". This Agreement does not cover temporary
employees, supervisors, or department heads,
ARTICLE 2...................NONDISCRIMINATION
2.1 The Employer and the Union agree that employment shall be consistent with applicable slate and
federal laws regarding discrimination. If an employee pursues a complaint of unlawful
discrimination to a federal or state government agency, the complaint shall not also be processed
as a grievance under this Agreement.
ARTICLE 3...................UNION SECURITY
3.1 The Employer agrees to notify the Union within five (5) working days when new employees are
h i red.
3.2 The Employer shall deduct and transmit monthly those regular Union membership initiation fees,
dues, and assessments from the pay of each employee who so authorizes the Employer in writing.
In addition, the Employer shall provide the Union a list of employees and their respective Union -
related deduction. The union agrees to indemnify, defend and hold the employer harmless against
any and all claims, suits, orders, and judgments brought against the Employer as a result of any
payroll deduction made on the Union's behalf until such time as the authorizing employee revokes
their authorization. The authorizing employee's dues deduction authorization shall remain in full
force and effect until the month following a written notice revoking the same is executed by the
employee and delivered to the Employer with a copy to the Union. The Union may give the
Employer thirty (30) days written notice to discontinue dues check -off. Employees on unpaid leave
shall not have union dues deducted by the city and must contact the Union to make arrangements
until they are back at work.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 3 OF 21
CITY OF PORT ORCHARD/TEAMSTERS tl589
January 1, 2022 December 31, 2025
ARTICLE 4...................RIGHTS OF MANAGEMENT
4.1 Subject only to the terms and conditions of the Agreement all of management's inherent rights,
powers, authority and functions, whether heretofore or hereafter exercised and regardless of the
frequency of their exercise, shall remain vested exclusively in the Employer. Management's rights
shall include, but not be limited to, the following:
(1) The determination of Department policy, including, the right to manage the affairs of the
Department in all respects;
(2) The right to assign working hours, including overtime;
(3) The right to establish, modify or change work schedules, managing of facilities and equipment,
including the amount of facilities and equipment;
(4) The right to direct the employees of the Department, including the right to hire, evaluate
qualifications, evaluate skill and ability, promote, demote, suspend, layoff, and discipline or
discharge non -probationary employees for just cause;
(5) The right to organize and reorganize the Department in any manner it chooses, including the
size of the Department and the determination of job classifications based upon duties assigned,
except where such changes impact conditions of employment, wherein the Employer will notify
the Union of its intent and offer the opportunity to bargain prior to the implementation by the
Employer;
(6) The determination of the safety, health and property protection measures for the Department in
accordance with applicable statutes and regulations;
(7) The selection, promotion or transfer of employees to supervisory or other managerial or
technical positions;
(8) The allocation and assignment of work to employees within the Department;
(9) The determination of policy affecting selection or training of employees;
(10) The scheduling of operations and determination of the number and duration of hours of assigned
duty per week, except that the Employer will notify the Union of its intent and offer the
opportunity to bargain prior to implementation by the Employer;
(11) The establishment, modification and enforcement of Department rules, regulations and orders;
(12) The transfer of work from one position to another within the Department;
(13) The introduction of new, improved or different methods and techniques of operation of the
Department or changes in existing methods and techniques;
(14) The placing of service, maintenance or other work with outside contractors or agencies of the
Employer;
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 4 OF 21
CITY OF PORT ORCHARD/TEAMSTERS #589
January 1, 2022 December 31, 2025
(15) The determination of the number of classifications and the number of employees within each
classification; and
(16) The determination of the amount of supervision necessary.
The failure of the Employer to exercise a management right, or its exercise of that right in a particular
way, shall not create a vested right in the employee to a continuation of a past practice with regards
thereto.
4.2 PROBATION -- Employees shall serve a probationary period of (12) twelve months and shall have
no seniority rights during that period. After twelve (12) months an employee's seniority date shall
become the date on which the employee started the probation period.
Probationary employees are employed at will and may be disciplined or discharged without cause.
The Union may not question the dismissal of any probationary employee nor shall the dismissal be
the subject of a grievance, The probationary period may be shortened, in the Employer's sole
discretion, on a case by case basis.
4.3 PROMOTION -PROBATION — The probationary period for an employee who has been promoted
to a new classification shall be six (6) months. If an employee's performance in the new
classification is found to be unacceptable, the employee shall have the right to return to the position
from which the employee was promoted. In the event an employee is found to be unacceptable in
the new classification during the probationary period, the employee and the Union may not question
the Employer's decision to return the employee to a previously held position, nor shall the
Employer's action be the subject of a grievance.
ARTICLE 5...................UNION AND EMPLOYEE'S RIGHTS
5.1 Duly authorized Union Representatives shall be permitted access to the properties of the Employer
at reasonable times for the purpose of observing working; conditions and transacting Union
business; provided, however, that the union representative first secures approval from a designated
employer representative and that no interference with the work of employees or the proper
operation of the Employer shall result.
5.2 The Employer agrees to provide bulletin board space for posting of official Union notices which
shall be signed by a responsible agent of the Union.
5.3 The Union shall be permitted to establish job stewards. The duties of the job steward shall be to
give the Union notice of new employees hired and to receive complaints which will be
communicated to the business agent of the Union, who in turn may take the matter up with the
Employer. The job steward may also sign up new employees. Union activities (except labor
negotiations) shall not be carried on during working hours. Labor negotiations shall occur at
mutually convenient times. Two (2) participating employees shall be in a paid status during normal
working hours for labor negotiations.
5.4 Any employee receiving higher wages or enjoying more favorable conditions than provided for in
this Agreement shall not suffer by reason of its signing or adoption.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 5 OF 21
CITY OF PORT ORCHARDrTEAMSTERS #589
January 1, 2022 December31, 2025
5.5 The Employer shall deduct regular Union initiation fees and dues when presented an authorization
card signed by the employee.
5.6 The Union will supply to the Employer, signed payroll deduction authorization cards for the payroll
deduction of Union initiation fees and dues for the Employer's records.
5.7 Moneys so deducted shall be mailed to the office of the Union on or before the tenth (IO') of each
month, accompanied with a list of the employees and amount deducted. Deduction of dues shall
be optional with the employee. The Union and each employee authorizing the assignment of wages
for payment of Union dues hereby undertake to indemnify and hold the Employer harmless from
all claims, demands, suits or other fortes of liability that may arise against the Employer for or on
account of any deduction made from the wages of such employee.
5.8 No employee shall be unlawfully discriminated against for upholding Union principles and any
person who works under the instructions of the Union or who serves on a committee shall not lose
their job or be discriminated against for that reason.
5.9 It shall not be a violation of this Agreement or cause for discharge of any employee who refuses to
cross a legal, primary picket line in the performance of their duty, excluding emergency situations
such as protection of life, safety, or property.
ARTICLE 6...................DISCHARGE & SUSPENSION
6.1 Whenever the Employer believes the non -probationary employee has committed acts such as, but
not limited to, dishonesty, drunkenness, improper use of controlled substances or abuse of
medications whether prescribed or not, willful destruction of property or equipment, recklessness,
repeat insubordination, gross insubordination, discrimination or harassment, or reporting for duty
while under the influence of prescribed or non -prescribed medications which may have an effect
or side effect to be expected by the printed label or monograph which could impair the efficiency
of their work, the employee may he subject to immediate termination from employment.
6.2 Non -probationary employees guilty of lesser infractions such as but not limited to, chronic lateness
for work, careless work habits, misuse of equipment, hostile or unprofessional behavior, or failure
to observe Employer rules, shall be given a written warning notice, with a copy to the Union.
Warming notices shall be used for progressive discipline purposes for a period of eighteen (18)
months. Employees receiving a second warning notice for any reason while any previous warning
remains in effect, may be subject to a suspension from work for a reasonable period of time.
Employees receiving a second warning notice involving the reoccurrence of a previously warned
incident or condition which remains in effect, may be subject to a suspension from work and/or
termination from employment. In the event an employee receives a third warning notice for any
reason, while any two warning notices of any complaint remain in existence, then such employee
may be subject to a suspension from work and/or termination of employment.
6.3 The Union shall have the right to investigate any notices involving the discharge, suspension or
warning of any employee, and the option of proceeding with the grievance procedure as recognized
under Article 7 of this Agreement for discipline of non -probationary employees.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 6 OF 21
CITY OF PORT ORCHARp1TEAMSTERS #589
January 1, 2022 December31, 2025
ARTICLE 7...................GRIEVANCE AND ARBITRATION
7.1 A "grievance" means a claim or dispute with respect to the alleged violation of the provisions of
this Agreement.
7.2 Step 1. A grievance shall be presented within thirty (30) calendar days of its alleged occurrence to
the employee's immediate supervisor. The grievance shall contain the section of the Agreement
allegedly violated, the facts, and the remedy sought. The supervisor shall issue a written response
within fifteen (15) calendar days.
7.3 Step 2. If the employee(s) or the Union Representative istare not satisfied with the Step 1 response,
the grievance may be presented in writing within li fteen (15) calendar days of receipt of the Step I
response to the Department Director. The Department Director shall issue a written response within
thirty (30) calendar days.
7.4 Step 3. If the employee(s) or the Union Representative is/are not satisfied with the Step 2 response,
the grievance, in writing together with all other pertinent material, may be presented to the Mayor
within fifteen (15) calendar days of the Step 2 response. The Mayor shall issue a written response
within thirty (30) calendar days.
7.5 Step 4. If the Union is not satisfied with the Step 3 response, the Union may file a request for a list
of nine (9) arbitrators from the Public Employment Relations Commission (PERC) within fifteen
(15) calendar days of the Step 3 response. An arbitrator shall be selected by alternating strikes, the
first strike to be determined by a flip of a coin. The decision of the arbitrator shall be final and
binding on both parties. The cost of the arbitrator will be shared equally by the parties. Each party
shall pay for its own representatives, including attorney's fees.
7.6 Neither the arbiter nor any other person or persons involved in the grievance procedure shall have
the power to negotiate new agreements or to change any of the present provisions of this
Agreement.
7.7 The right of the Union to lodge and process a grievance is expressly confirmed. No settlement of
a grievance steal I be contrary to the terms of this Agreement, unless mutually agreed by the parties.
ARTICLE 8................... HOURS Or WORK AND WORKING CONDITIONS
8.1 WORK WEEK -A maximum regular work week shall be forty (40) hours of wort: consisting of five
(5) consecutive eight -hour days (Monday through Friday from 8:00 am to 4:30 pm) or four (4)
consecutive ten-hour days (Monday through Thursday, or Tuesday through Friday) from 6:00 am
to 4:30 pm during a seven (7) day period. The four -ten work week shall be implemented or
rescinded at the discretion of the City Public Works Director or designee.
8.1.1 ....Should the Employer establish a split shift, or a workweek other than set forth above,
employees shall be assigned at the sole discretion of the Public Works Foreman, Operations
Manager or Public Works Director. Employer shall provide ten (10) working days' notice
to employees that such a major shift change is being implemented. A "major shift change"
for purposes of this section shall not include shift changes necessitated by weather -related
or emergency -related shift work (including but not limited to street sweeping, anti -icing,
and snow plowing), or voluntary shift changes.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 7 OF 21
CITY OF PORT ORCHARD/TEAMSTERS 9589
January I, 2022 December 31,2025
8.1 2 ....In the event an employee's shift is changed to start at 3 a.m. for street sweeping and/or
anti -icing, the employee may be released from work by the Employer at 8:30 a.m. and still
receive eight (8) hours of straight time pay for the shift.
8.1.3 ....Weekend duty shifts are scheduled from 6 am to 12 pm, or as otherwise directed by the
Employer. Additional weekend duty may be assigned from Memorial Day through Labor
Day from 12 pm to 2 pm, or as otherwise directed by the Employer.
8.2 REST PERIODS AND MEAL BREAKS — The parties agree to rest periods and meal breaks that
supersede WAC 296-126-092 pursuant to RCW 49.11187. Rest periods and meal breaks do not
accrue and may not be cashed out. An employee who does not receive a rest period or meal break
shall notify the Public Works Foreman.
8.2.1 ....REST PERIODS - Employees are provided two 15-minute paid rest periods per regular
full-time work shift, one taken in the morning and one in the afternoon or as otherwise
directed by the Employer. An employee required to work more than ten (10) consecutive
hours shall be provided another 15-minute paid rest period after the ten (10) hours. Rest
periods shall be taken to avoid interfering with the Employer's operations and services,
and may be taken intermittently when appropriate. Employees working a part-time shift,
including weekend duty, are provided one 15-minute paid rest period for every four (4)
hours worked.
8.2.2 ....MEAL BREAKS Employees are provided one thirty -minute unpaid meal break for each
regular full-time work shift. Timing of meal breaks is dependent on operational need,
Employees working a part-time shift, including weekend duty, shall not be provided with
a meal break.
8.2.3 ....EMERGENCIES In the event of emergencies or for other operational reasons, an
employee may be required to work without a rest period or meal break.
8.3 OVERTIME - Compensable hours in excess forty (40) compensable hours in any one work week,
shall be paid for at the rate of one-and-one-lialf (I Y) times the regular straight time hourly rate.
All overtime shall be assigned al the discretion of the Public Works Foreman, Operations Manager,
or Public Works Director. Compensable hours are defined as Employer -paid time.
8.4 COMPENSATORY TIME - if the employee prefers, overtime may be credited to compensatory
leave time at the rate of one and one-half (1 '/:) hours for each hour of overtime. Scheduling of
time to use the compensatory time shall be subject to approval of the employees' supervisor. If
compensatory time is not taken within thirty (30) calendar days of the date earned it shall be
converted to cash and paid in accordance with the above rate.
8.5 CALLBACK - Should an employee be called for duty other than the regular shill, such employee
shall receive one and one-half (I %) times their hourly wage for work performed with a minimum
of two (2) hours of overtime pay. This shall include unscheduled street sweeping and anti -icing
assignments performed outside of the regular workday. Call back time shall include direct travel
from home to work and work to home. Weekend duty shifts are not subject to callback.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 8 OF 21
CITY OF PORT ORCHARD,TEAMSTERS 9589
January i, 2022 December 31, 2025
8.6 TELEPHONE CALLS - Employees required to work remotely outside their regular shift without
reporting for duty (for example, phone calls lasting more than 7'/ minutes) shall be compensated a
minimum of fifteen minutes at the applicable hourly rate. Routine communications such as for
overtime opportunities or assignments, and SCADA-related calls, are not eligible for compensation
under this provision. If the employee is called out they shall receive callback pay only.
8.7 Adjustments in the regular working hours of the employees for the convenience of the Employer
shall not be construed to be in conflict with this Agreement.
8.8 In the event an employee is required to work twelve (12) or more hours in a day, such employee
shall be entitled to sixteen ($16.00) dollars per day for food.
8.9 Employees covered by this Agreement, except employees working in the classification of laborer
and Mechanic, shall have in their possession a current operators license and meet the requirements
of RCW 46.25, Uniformed Commercial Drivers License Act. New employees, other than Laborer
and Mechanic, will be required to obtain the required Commercial Driver's License, at the
Employer's expense, within a reasonable time frame as determined by the Employer. The Employer
shall reimburse the employee for the renewal fee of the CDL endorsement and the DOT physical
examination at the Employer's bid doctor. If the employee goes to another doctor other than the
bid doctor, the Employer shall reimburse the employee the bid doctor's amount only. An employee
who separates from the Employer within two (2) years of being hired shall be required to reimburse
the Employer for the costs of obtaining a CDL from their final paycheck(s).
8.10 The Employer shall pay for all required Hepatitis inoculations and any medically required follow
up testing.
8.11 OUT OF CLASS PAY - In the event an employee is assigned the duties of the Public Works
Foreman, the employee shall be compensated as follows:
t sl - I Oth working day: no additional pay
1 I th working day or more and/or at any time upon assignment of full responsibility: 8%
premium pay
8.12 STANDBY PAY — The Employer shall schedule employees to standby duty. The employee on
standby duty must be able to respond within 45 minutes and shall not have consumed alcohol or
non-prescription medications which could impair their ability to safely perform their job duties.
Standby duty shall be between Friday at 4:30 pm until the following Friday at 8:00 am, including
holidays. The Standby Pay shall be as follows:
Effective January 1, 2022 or the first pay period after ratification of this Agreement if later, Standby
Pay shall be $30 per calendar day. No more than one employee will be paid Standby Pay for each
calendar day.
8.13 If at any time the Mayor or designee closes City Hall due to inclement weather or a state of
emergency, non -essential employees will not he required to report to work. The City will pay non-
essential employees for the equivalent time of their regular working hours for that day and they
will not be required to use leave. Employees designated as essential will need to coordinate with
the supervisor regarding their schedule. Essential employees who are required to stay and work by
the Employer shall be credited the equivalent time of the closure into their vacation leave banks.
The foregoing shall not apply to situations in which City Hall is closed to the public but remains
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 9 OF 21
CITY OF PORT ORCHARD/TEAMSTERS #589
January I, 2022 December 31, 2025
open for employees to work, This section 8.13 will not apply to non -essential and essential
employees that were previously scheduled to use leave (i.e. vacation, persona[ holiday, sick or other
leave categories) during the closure. This section 8.13 does not apply to Call [sacks.
8.14 SCADA assignments shall be made at the sole discretion of the Public Works Foreman, Operations
Manager, or Public Works Director. This assignment will start on the 1" of a designated month and
last the duration of that month. Minor changes to the schedule shall be approved at the sole
discretion of the Public Works Foreman, Operations Manager, or Public Works Director. SCADA
related calls orchecking alarm status are reimbursed at the fiat rate stated below and are not eligible
for additional compensation unless an employee physically responds with approval from the Public
Works Foreman, Operations Manager, or Public Works Director. Employees performing this
assignment will receive flat pay per month in accordance with the following table:
Effective January I, 2022 or the first pay period after ratification of this Agreement if later, SCADA
will be $7.00 per calendar day. No more than one employee will be paid SCADA for each calendar
day.
8.15 The Employer retains the right to decide if a reduction in force is required. The Employer also
retains the right to designate the classification from which the layoff will occur. Once the
classification is designated, a reduction in force will be based on seniority (in the event of special
skillsets within the classification, the skillset to be reduced will be identified by the Employer).
Seniority is defined as time that an employee has continuously served in the targeted classification.
Employees who are ultimately laid off will be placed on a Reinstatement List in order of seniority.
For eighteen months after being placed on the Reinstatement List the employee will first be offered
their former position, if it becomes available, or any other open position within the City for which
the employee is qualified. Employees shall be provided not less than four (4) weeks written notice
of layoff Employees on the Reinstatement List are required to provide the Employer with updated
contact information and failure to respond to an offer of reemployment within fourteen (14)
calendar days shall result in waiver of the right to reinstatement.
The order of layoff shall be: (1) temporary employees; (2) probationary employees; (3) part-time
employees; and (4) full-time employees.
If furloughs are deemed necessary by the Employer, the parties will discuss the impact of the
furloughs and enter into an appropriate and agreed Memorandum of Understanding.
ARTICLE 9................... WAGES, LONGEVITY PAY
9.1 All employees covered by this Agreement shall be classified and compensated in accordance with
Appendix "A" attached hereto and considered part of this Agreement. As determined by the
Employer, in recognition of previous work experience, the starting pay for newly hired employees
may he set up to and including the point on the pay scale one step below the top of the scale.
9.2 After completion of two (2) years full-time employment, an employee shall be eligible for longevity
pay. Such longevity pay shall be the employee's base pay plus one -quarter of one percent (.25%)
for each additional year of employment. Each longevity pay increase shall commence in the pay
period that the employee's anniversary date of employment occurs as calculated by the payroll
software, and each longevity increase shall be calculated on the base pay for the position held by
the employee.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 10 OF 21
CITY OF PORT ORCHARD/TEAMSTERS #589
January 1, 2022 December 31, 2025
ARTICLE 10.................DEFINITIONS
10.1 DEFINITIONS -- In construing the provisions of this agreement, the following definitions shall
apply:
10.2 A "full-time employee" is any person employed by the Employer who is scheduled to work forty
(40) hours per week on a year-round basis.
10.3 A "part-time employee" is any person employed by the Employer for less than forty (40) hours per
week.
10.4 A "temporary employee" is any person employed by the Employer for not to exceed six (6) months
duration. The employee will be considered "full-time" or "part-time" when their continuous service
exceeds six (6) months. The parties agree that the intent of this paragraph 10.4 is that the City will
not terminate a temporary employee just prior to their completion of six montlis of continuous
employment with the City and then immediately rehire the same temporary employee to a
temporary position in order to avoid the employee achieving "full-time" or "pan -time" status under
this paragraph.
ARTICLE 1 I.................HOLIDAYS
11.1 All employees shall be entitled to observe the following holidays with pay; the first day oflanuary,
commonly called New Years Day; the third Monday of January, being celebrated as the birthday
of Martin Luther King; the third Monday of February, being celebrated as the anniversary of the
birth of George Washington; the last Monday of May, commonly known as Memorial Day; the
fourth day of July, being the anniversary of the Declaration of Independence; the first Monday in
September, to be known as Labor Day, the eleventh day of November, to be known as Veteran's
Day; the fourth Thursday of November, to be known as Thanksgiving Day; the day after
Thanksgiving; the twenty fifth day of December, commonly called Christmas Day. Part-time
employees will receive a pro-rata portion of pay for holidays provided for in this section.
11.2 All employees shall receive sixteen (16) hours of personal holidays each year to be used by the
employee; provided the employee has been or is scheduled to be continuously employed by the
Employer for more than four (4) months, and the employee has given not less than fourteen (14)
calendar days written notice to the supervisor; provided, however, the employee and the supervisor
may agree upon an earlier date, and the number of employees selecting a particular day off does
not prevent the Employer from providing continued public service. Part-time employees will
receive a pro -rats portion of pay for holidays provided for in this section.
The personal holidays must be taken during the calendar year or entitlement to that day will lapse,
except when the employee has scheduled a personal holiday for use by December 31 and the request
has been denied due to business needs ofthe Employer, in which case it must be used by March 31
of the following year.
11.3 Whenever a recognized holiday falls on a Saturday, the holiday will be observed on the preceding
Friday. Whenever a recognized holiday falls on a Sunday, the holiday will be observed on the
following Monday.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE I I OF 21
CITY Of PORT ORCHA RD/TEAMSTERS 4589
January 1, 2022 December31, 2025
ARTICLE 12................. VACATIONS
12.1 VACATION ACCURAL
Vacations should be scheduled in order to minimize disruption to City operations. Leave requests
should be submitted through Employee Self -Service Module as far in advance as possible (and at
least two weeks) prior to taking vacation leave. Vacation requests will be granted or denied based
upon City operational needs as determined in the supervisor's discretion. All full-time employees
will accrue vacation leave on a prorated monthly basis as follows:
Year 1: (80 hours) a year
Year 2: (88 hours) a year
Year 3: (96 hours) a year
In addition each year on the employee's anniversary date, after three (3) full years of employment,
8 hours of vacation will be credited to their vacation account. After each additional year of
employment, the employee shall be entitled to an additional bonus of 8 hours of vacation leave.
The total vacation/bonus accrual shall not exceed 240 hours.
12.2 The Department Director has the discretion to allow an employee advance vacation leave that has
not yet been accrued at any time during the year.
12.3 After the first full calendar year of employment, each employee must use at least one week (rive
(5) consecutive days) leave each calendar year for vacation purposes.
12.4 An employee, as defined herein, shall receive leave pay for any portion of vacation eamed, but not
taken, upon leaving the employ of the Employer (including for the reasons of voluntary termination
and death of the employee); provided, however, that in case of voluntary termination, the employee
shall have given at least fourteen (14) calendar days' notice ofsuch termination before being entitled
to receive such pay. Upon date of termination the employee shall receive compensation for all
bonus vacation leave prorated from the last anniversary date.
12.5 Holidays observed during an employee's vacation period shall not be counted as vacation leave
taken.
12.6 An employee may carry over a maximum of two hundred forty (240) hours of vacation effective
January I of each year. All other accrued vacation not used by the end of each year will be forfeited,
except when accrued vacation is not used due to the convenience of the Employer, the employee
will be paid in cash at the end of the year. Upon termination, vacation pay shall not exceed two
hundred forty (240) hours. If an employee has accrued annual leave in excess of two hundred forty
(240) hours, the employee may request to be continued on the payroll for the time equivalent to the
amount of time in excess of two hundred forty (240) hours of accrued vacation leave.
12.7 Upon promotion or transfer to a City position not covered by this Agreement, the employee may
roll over accrued and unused vacation up to the cash out maximum in this Agreement (i.e., 240
hours) or the maximum vacation accrual limit applicable to the new position, whichever is higher.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE. 12 OF 2l
CITY OF PORT ORCHARDITEAMSTERS -9589
January 1, 2022 December31, 2025
ARTICLE 13.................SICK LEAVE
13.1 All full-time and part-time employees shall be entitled to use accrued sick leave in accordance with
the Employer's policies. Such sick leave for full time employees shall accrue at the rate of eight
(8) hours for each calendar month of employment and if not used shall accumulate to a maximum
of nine hundred sixty (960) hours. Part-time employees shall have their sick leave prorated on tite
basis of two thousand and eighty (2,080) hours per year (full-time employment). Sick leave shall
be accumulated and recorded on a monthly basis as provided in this section.
13.2 Sickness shall be reported by the employee at the beginning of any period of illness to the
Operations Manager or Public Works Foreman.
13.3 Medical verification may be required when sick leave occurs in excess of three (3) consecutive
days.
13.4 Any employee found to have abused the sick leave privilege by falsification or misrepresentation
may thereupon be subject to discipline up to and including termination.
13.5 ON-THE-JOB INJURIES - An employee who suffers a work -related illness or injury must report
that illness or injury to their supervisor within twenty-four (24) hours unless the employee is
prevented by incapacity from doing so. If the illness or injury is one for which time -foss payments
are provided through the workers' compensation system, the employee will indicate, via their
electronic timesheei, to receive only such time -loss payment or to use paid leave in combination
with workers' compensation benefits as Follows:
(1) An employee choosing to receive only such time -loss payment as provided by workers'
compensation will indicate "Leave without Pay" or alternative designation set up by
payroll to indicate their choice to collect only the workers' compensation time -loss.
(2) An employee choosing to lake any type of available paid leave while receiving; workers'
compensation benefits will receive the full value of such paid leave in addition to their
time -loss payments.
13.6 At the option of the employee, sickness in excess of the maximum number of days accrued may be
charged to accrued vacation.
13.7 In lieu of sick leave buyout the Employer shall provide term life insurance on the employee's life,
the beneficiary to be designated underthe plan rules. The policy shall remain in full force and effect
so long as the employee is employed by the Employer. The face amount of the policy shall be Fifty
Thousand and no/l00 Dollars ($30,000.00). To be eligible for this benefit, the employee must wort:
thirty (30) or more hours per week and meet all other eligibility requirements.
13.8 Washington State Family and Medical Leave Program - Employees are eligible for paid family
and medical leave consistent with RC W 50A.04.1 15, effective January 1, 2020. Employer will pay
the designated employer's share and employees will pay the designated employee share via payroll
deduction.
13.9 Upon promotion or transfer to a City position no( covered by this Agreement, the employee may
roll over accrued and unused sick leave up to the maximum sick leave accrual limit applicable to
the new position.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 13 OF 21
CITY OF PORT ORCHARD/TEAMSTERS ,1589
January 1, 2022 December31, 2025
ARTICLE 14.................BEREAVEMENT
14.1 Employees shall be allowed up to twenty-four (24) hours of paid bereavement leave for death in
the immediate family upon approval and authorization of the Department Director or designee. For
travel out of state an employee shall receive, subject to the approval of the Department Director or
designee, an additional sixteen (16) hours of paid bereavement leave. Part-time employees will
receive a pro-rata amount of bereavement leave.
14.2 For purposes of paragraph 14.1 above, "immediate family" means the employee's spouse (or
Washington State registered domestic partner as defined by Ch. 26.60 RCW), their children and/or
step -children, grandchildren, and both the employee's and the spouse's/domestic partner's sister,
brother, grandmother, grandfather, mother, father, mother-in-law, father-in-law, as well as any
"step or foster" relation and any other familial inhabitant of the employee's household. If an
employee would like to attend the funeral of an individual not listed in this section, upon approval
and authorization of the Department Head, the employee may do so either by using accrued
vacation leave, or if the employee has no vacation leave available, leave without pay. The amount
of leave set forth in section 14.1, above, will apply. The provisions of Section 15.3 requiring
exhaustion of sick leave before leave without pay will not apply to Article 14.
ARTICLE 15.................LEAVES OF ABSENCE
15.1 CIVIL LEAVE - Any necessary leave may be allowed by the Department Director or designee to
permit any employee to serve as a member of a jury or to exercise his other civil duties. Each
employee who is granted such leave and who, for the performance of the civil duties involved,
received any compensation shall be paid by the Employer for the time they are absent. The City
does not require employees to remit payments for jury duty service to the City, including for periods
of paid leave. If an employee is summoned for jury duty and the Department Director or designee
determines it would adversely impact Employer operations if the employee was on jury duty, then
the employee shall cooperate with the Employer in attempting to be excused from or rescheduling
the jury duty.
15.2 MILITARY LEAVE - Paid military leave shall be provided in accordance with RCW 38.40.060.
Eligible employees may take up to twenty-one (21) calendar days of paid military leave during
each year beginning October I and ending September 30.
15.3 LEAVE WITHOUT PAY - Leave without pay may be granted at the discretion of the Department
Director. Such leave will be granted only after all sick leave, vacation and compensatory time has
been exhausted and under no circumstances in excess of ninety (90) calendar days, Leave without
pay shall not be granted for the purpose of the employee accepting other temporary employment or
to gain personal advantage or profit. During an authorized leave without pay, the employee shall
not receive any benefits nor shall they continue to accrue seniority. Nothing herein is intended to
supersede the employee's rights under applicable State or Federal Leave Law. This paragraph does
not apply to leaves of absence while an employee is on Washington Paid Family Medical Leave,
15.4 UNAUTHORIZED ABSENCE - Unauthorized absence from duty for three (3) consecutive
working days shall constitute grounds for dismissal.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 14 OF 21
CITY OF PORT ORCHARD!TEAMSTERS #589
January 1, 2022 December 31, 2025
ARTICLE 16.................HEALTH AND WELFARE
16.1 MEDICAL COVERAGE — Subject to the remaining terms of this Article 16, the Employer will
provide health insurance coverage through the Association of Washington Cities (AWC), provided
that the employee has been compensated for 40 hours or more in the preceding month. Coverage
will end in the month of separation, provided that the employee has been compensated for 40 or
more hours in the preceding month.
16.2 DENTAL COVERAGE - The Employer shall provide Teamsters Plan A Dental through the
Washington Teamsters, for the employee, spouse and dependents.
16.3 VISION COVERAGE - The Employer shall provide Vision Plan, Extended Benefits through the
Washington Teamsters, for the employee, spouse and dependents.
16.3.1 All employees that have Dental Plan "A" and Vision Plan "EXT" through Washington
Teamsters Welfare Trust must meet the eligibility threshold and be compensated for at
least forty (40) hours per month to qualify for the above benefits as per the Trusts operating
guidelines. If the employee does not meet the eligibility requirement, then they are not
entitled to the benefits or alternative compensation for the same.
16.4 The Employer shall have the right to change the health and welfare insurance company and/or plan
so long as the medical premium impacts to the employee are cost neutral and the benefits in the
new plan are substantially the same as the benefits in the plan in effect at the time the plan change
is to be implemented. The term "cost neutral" is to be used in the context of employee monthly
medical premiums. Employee medical premium amounts are listed in Appendix B of this
Agreement. "Cost neutral" means that the employee medical premiums will not be increased above
the fixed amounts that would have been calculated under the previous plan's allocation in the event
the City elects to change health and welfare insurance plans or companies.
16.4.1 Employees shall be responsible for paying a portion of the total monthly premium for the
subject medical plan by payroll deduction as shown in Appendix B.
16.4,2 The parties acknowledge the Employer's current health and welfare plans. If the total cost
of monthly premiums for said plan increase by more than twenty-five percent (25%), the
parties shall meet and confer. The Employer and the Union each reserve the right to reopen
negotiations relating to health care to bargain over the impact of any changes to Article 16
of this Agreement, whether such changes are necessitated by the requirements of the
Affordable Care Act, or any changes thereto, or otherwise.
16.4.3 MEDICAL BENEFITS FOR PART-TIME EMPLOYEES WORKING MORE THAN
20 HOURS A WEEK AND AN AVERAGE OF LESS THAN 30 HOURS PER
WEEK- Subject to the remaining terms of this Article 16, for part-time employees, the
Employer will pay 50% of the medical insurance premium as specified above for the
employee only if the employee elects to pay 50% of the premium by payroll deduction.
The employee may elect to purchase medical insurance coverage for their spouse
and/or dependents at their own expense by payroll deduction.
16.5 HRA VEBA CONTRIBUTION FOR NON -PARTICIPANTS - if a full-time employee who is
otherwise eligible to participate in the Employer's medical care coverage as provided in Article 16
elects to waive such coverage (and provided the related insurance companies involved allow for
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE l5 OF 21
CITY OF PORT ORCHARD/TEAMSTERS 4589
January 1, 2022 December 31, 2025
such waiver), Employer shall contribute five hundred dollars ($500) per month towards an HRA
VEBA account established for such employee, in lieu of such medical care coverage. The h{RA
VE13A contribution shall be made directly into the applicable account, in accordance with the
Employer's normal payroll processes, at the end of the last payroll period of the applicable month.
Such contribution shall only be made for those full months in which the employee's waiver is in
effect; no prorated contribution for partial months shall be made. Employees who waive the
Employer's group medical care coverage may not be eligible to return to such medical coverage
until open enrollment periods as outlined by the insurance carrier.
Employees waiving coverage are subject to verification for waiver eligibility as requested by the
Employer. In the event, in an open enrollment period, the number of potential waivers exceeds the
available capacity, there will be a lottery for the available spots. Participants will not be unenrolled
from their medical plan until the City has verified that the employee is eligible to waive their
participation in the Employer's group medical care coverage.
16.6 Effective on or after January 1, 2022, the City will pay for an Accidental Death and
Dismemberment (AD&D) policy covering all employees under this Agreement. To be eligible for
this benefit, the employee must be compensated for thirty (30) or more hours per week and meet
all other eligibility requirements.
ARTICLE 17................NO REDUCTION IN BENEFITS
17.1 No ordinance granting any employee a benefit shall be changed during the term of the Agreement
which would reduce the benefits to the employees for the duration of this Agreement, unless agreed
upon in writing; by the parties.
ARTICLE 18.................UNIFORM ALLOWANCE
18.1 On the payday on or after January 1 each year the Employer agrees to pay non -probationary
employees as additional compensation the sum of five hundred dollars ($500) per year for the
employees' purchase of job -related clothing, including safety shoes or boots. Probationary
employees shall be entitled to a prorated sum on the first pay period after the termination of their
probationary status. Job related clothing shall be suitable for both outdoor and indoor work
conditions, shall project a professional look, and shall be in conformance with the Employer's
requirement of work practicability. Outer wear shall be of visible colors (e.g., orange or yellow)
and shall be retro-reflective for working in traffic conditions. Notwithstanding the above, all work
wear purchased by the Employer shall remain property of the Employer.
18.1.1 Employer shall provide appropriate safety gear for employees to perform their required job
duties. Replacement of safety gear will be at the discretion of the Public Works Director or
designee,
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 16 OF 21
CITY OF PORT ORCHARD/TEAMSTERS 9539
January t, 2022 December 31, 2025
18.2 The Employer shall pay tip to two hundred dollars ($200.00) for the replacement of safety
shoes/boots and/or clothing confiscated, contaminated, lost or damaged while in the line of duty,
provided such contamination, loss or damage is not the result of employee negligence. This does
not include normal wear and tear.
18.3 The Employer shall pay up to three hundred dollars ($300.00) for the replacement or repair of
prescription glasses/contacts when such items are lost or damaged in the line of duty, provided such
loss or damage is not the result of employee negligence, less any amount covered by L&I.
ARTICLE 19.................SAVINGS CLAUSE
19.1 Should any provisions of this Agreement be found to be in violation of any federal or state law, or
declared invalid by a court action, all other provisions of this Agreement shall remain in full force
and effect for the duration of this Agreement. The Employer and the Union agree that any invalid
provision of this Agreement shall be modified through collective bargaining prior to the expiration
of this Agreement. All language in this Agreement will remain the same from year to year while
this Agreement is in effect unless either party to the Agreement negotiates a change in the current
language.
ARTICLE 20.................NO STRIKE CLAUSE
20.1 Per RCW 41.56.120, public employees are not permitted the right to strike or refuse to perform
their assigned duties, and Local #589 shall so counsel its members.
20.2 Any employee violating this article shall be subject to immediate discharge or other disciplinary
action as determined appropriate,
ARTICLE 21.................DURATION AND NEGOTIATION NOTIFICATION
21.1 This Agreement shall become effective when signed by both the Union and the Employer and
remain in full force and effect from January 1, 2022 through December 31, 2025. Should either
party to this Agreement wish to commence collective bargaining discussion over any changes they
wish to introduce into a subsequent agreement, it is agreed that notice of such party's desire to open
collective bargaining discussion should be sent to the other party not more than one hundred and
eighty (190) days or less than one hundred and fifty (150) days prior to the termination date of the
Agreement, and all efforts will be made to complete negotiations no later than thirty (30) days prior
to the termination date. Both parties, after such notice has been given, shall forthwith seek
establishment of a meeting for the purpose of discussion and negotiation of desired changes.
21.2 In the event that neither party provides such notice within the time period stated herein, the
provisions of this contract shall remain in effect after December 31, 2025 for a period of one (1)
year.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 17 OF 21
CITY OF PORT ORCHARDITEAMSTERS 0589
January 1, 2022 December 31, 2025
ARTICLE 22................TRAINING AND EDUCATION
22.1 Public Works employees shall be eligible to receive the educational incentive pay of 1% of base
pay per hour. The employee must:
(1) Have an associate degree from an accredited college or university in an eligible course of
study; or
To receive the educational incentive, pay of 2% of base pay per hour, the Public Works employee
must:
(2) Have a bachelor's degree from an accredited college or university in an eligible course of
study.
The member must provide an official transcript and diploma which is approved by the Department
Head.
,��
1N WITNESS WHEREOF, the parties hereto have set their hands on this o?15� ' !x
day of [c EEC• 2021.
CITY OF PORT ORCHARD
ROBERT PUTAANSUU, MAYOR
ATTEST:
randy Rinearson, MMC, City Clerk
AGREEMENT (PUBLIC WORKS EMPLOYEES)
CITY OF PORT ORCHARD/TEAMSTERS 4599
January 1, 2022 December 31, 2025
TEAMSTERS LOCAL #
M R'-ULLER,SECRETARY TREASURER
PAGE 18 OF 21
APPENDIX "A"
January 1, 2022 THROUGH DECEMBER 31, 2025
Rates of pay shall be as follows:
For Fiscal Year 2023 through 2025 the new rates shall go into effect the first full pay cycle after January 1
of the pay rate year.
Effective the first fill pay cycle after January 1, 2022, or the first full pay cycle following, ratification of
this Agreement by both parties, whichever occurs later, base wages shall be as set forth in the following
chart, which includes a 40ru across-the-board increase. Employees move from step 1 to step 2 after 6
months, and from step 2 to step 3 after another 6 months. Each subsequent step is 12 months. If a newly
(tired employee is placed above step 1, all of that employee's future steps are 12 months.
Step
Years
Foreman
Electrician
Coordinator
Mechanic
Public
Works
Personnel
Laborer
7
5 years
44.06
38.95
38.26
36.72
35.61
26.53
6
4 years
42.78
37.82
37.15
1 35.65
34.57
25.76
5
3 years
41.53
36.72
36.07
34.61
33.56
25,01
4
2 years
40.32
35.65
35.02
33.60
32.58
24.28
3
1 year
39.15
34.61
34.00
32.62
31.63
23.57
2
1 6 months
38.01
33.60
33.01
31.67
30.71
22.88
1
1 Starting Pay I36.90__
32.62
32,05
30.75
29.82
22.21
Effective the first full pay cycle after January 1, 2023 base wages shall be increased by one hundred
percent (I 00%) of that percentage increase set forth in the All Urban Consumers Index (CVI-U) (1982-
1984=100) for the Seattle -Tacoma -Bellevue area for that period from June, 2021 to June, 2022, as is
specified by the Bureau of Labor Statistics, United States Department of Labor; provided, however, the
COLA increase shall not be less than one percent (1 %) nor more than four percent (4%).
Effective the first full pay cycle after January 1, 2024 base wages shall be increased by one hundred
percent (100%) of that percentage increase set forth in the All Urban Consumers Index (CPI-U) (1982-
1984=100) for the Seattle -Tacoma -Bellevue area for that period from June, 2022 to June, 2023, as is
specified by the Bureau of Labor Statistics, United States Department of Labor; provided, however, the
COLA increase shall not be less than one percent (1 %) nor more than four percent (4%).
Effective the first full pay cycle after January 1, 2025 base wages shall be increased by one hundred
percent (100%) of that percentage increase set forth in the All Urban Consumers Index (CPI-U) (1982-
1984=100) for the Seattle -Tacoma -Bellevue area for that period from June, 2023 to June, 2024, as is
specified by the Bureau of Labor Statistics, United States Department of Labor; provided, however, the
COLA increase shall not be less than one percent (I %) nor more than five percent (5%).
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 19 OF 21
CITY OF PORT ORCHARD/TEAMSTERS #589
January 1, 2022 December 31, 2025
APPENDIX "B"
Medical Benefits for Full -Time or Part -Time Employees working an average of 30 or more hours
per week:
Employee Premiums for AWC Medical Insurance Plans
Employees shall he responsible for paying a portion of the total monthly premium for the subject medical
plan by payroll deduction as shown in [lie table below. Half of the employee's portion shall be deducted
from the first paycheck in the month and half shall be deducted from the last paycheck in the month. The
employees' share of the monthly premium shall be based on a numeric percentage of the total cost of the
monthly premium for the subject plan (including the cost to insure dependents, if applicable).
Plan Name
Employee Portion of
Monthlv Premium
Employer Portion of
Monthly Premium
AWC HealthFirst 250
10%
90%
Kaiser Permanente 200
10%
90%
Re Bence High Deductible
0%
100%
Kaiser Permanent Hi h Deductible
0%
1 DD%
Part-time employees working an average of less than 30 hours per week will be provided medical
insurance in accordance with Article 16.4.3 of this Agreement.
H12ANEBA:
Effective the first full pay period after January 1, 2022, or the first full pay period after ratification of this
Agreement by both parties, if later, the following contributions shall be made:
For those full-time or part-time employees working an average of 30 hours or more per week who are
offered and enroll in one of the medical insurance plans listed in this Appendix, the employer shall
contribute to the employee's HRA VEBA account for each covered month the amount show below. The
employee shall be responsible for all fees charged by HRA VEBA for their respective account.
AWC
Health
First
250
AWC
Regence
High
Deductible
Plan
AWC Kaiser
Permanente
200
AWC Kaiser
Permanente
High
Deductible
Plan
Employee Only
35.00
100.00
30.00
50.00
Em to ee + Spouse
55.00
200.00
60.00
i 100.00
Employee, Spouse, I Dependent
75.00
300.00
65.00
150.00
Em to ee, Spouse, 2 or more Dependents
80.00
460.00
80.00
i 200.00
Employee and I Dependent
55.00
200.00
60.00
100.00
Em 10 _Lee and 2 or more Dependents
75.60
300.00
65.00
! 150.00
AGREEMENT (PUBLIC WORKS EMPLOYEESI PAGE 20 OF 21
CITY OF PORT ORCHARD'TEAMSTERS #589
January I, 2022 - December 31, 2025
Well City Incentive Program:
For those eligible employees who are offered and enroll in an AWC medical insurance plan:
The City participates in the AWC Well City Wellness Program. Each year AWC awards a discount off
medical premiums for cities that participate and receive the Wellness Award. The City encourages
employees to participate in wellness activity throughout the year to promote health and wellness. Those
employees who are enrolled on an AWC medical insurance plan through the Employer as of December 31
of the year for which the Well City award is based will be eligible for a wellness incentive bonus to be
deposited to their established HRA VEBA account. (For example, an employee enrolled in AWC medical
insurance on December 31, 2021, is eligible for the incentive paid in 2022 provided that the City earns the
Well City Award.) The employee shall be responsible for all fees charged by HRA VEBA for their
respective account.
The employer shall deposit $100 for each eligible employee as described above on an annual basis. Well
City Incentive payments will be paid to employees who remain employed on the day the payment is paid.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 21 OF 21
CITY OF PORT ORCHARD/TEAMSTERS 9589
January 1.2022 - December 31, 2025
Memorandum of Understanding
Amended to the AGREEMENT by and between
CITY OF PORT ORCHARD. WASHINGTON
and
TEAMSTERS LOCAL NO. 589
(Representing the Public Works Employees dated
January I, 2022 through December 31.2025
THIS AMENDMENT is supplemental to the COLLECTIVE BARGAINING AGREEMENT
by and between the CITY OF PORT ORCHARD. WASHINGTON (the "City") and the
TEAMSTERS LOCAL NO. 589 (the "Union") (representing Public Works Employees).
dated January I. 2022 through December 31. 2025.
WHEREAS. the 2022-2025 collective bargaining agreement between the parties
provides for bi-weekly deductions of the employee's portion of insurance premiums: and
WHEREAS. the City pays bi-weekly. resulting in 26 paychecks in a typical year.
which means in some months employees receive three paychecks: and
WHEREAS, insurance premiums are set up by the payroll system to be deducted evenly
between two paychecks each month; and
WHEREAS. the City desires to clarifj contract language to align deductions with payroll's
desired bi-weekly deduction schedule:
NOW THEREFORE, the City and the Union agree as follows:
1. On the effective date of this MOU. Appendix B of the collective bargaining
agreement ("CBA") between the City and the Union representing Public Works
Employees shall be modilied as lollows:
Employee Premiums for AWC Medical Insurance Plans
Employees shall be responsible for paying a portion of the total monthly premium for the
subject medical plan by payroll deduction as shown in the table below. Half of the
employee's portion shall be deducted from the Ar ach paycheck in the month. and
shall bed d , ted ff.... the last ...,..,.heel :.. th�m''. In months with three (3) paychecks,
the deductions will be taken from the second and third checks in the month In the case of
new employees or ch nees to the number or tyres of family members insured. additional
deductions maZ occur to "catch up" on premiums owed by the =12los ce The employees'
share of the monthly premium shall be based on a numeric percentage of the total cost of
the monthly premium for the subject plan (including the cost to insure dependents, if
applicable).
2. This MOU is effective when signed by both parties. No modification to this MOU
is valid unless in writing and signed by the parties.
CITY OF PORT ORCHARD
72,,�
Robert Putaansuu T
Mayor
_ 3 /Z3 1 22
Date
TEAMSTERS LOCA 589
Mark Ful er
Secretary Treasurer
��s as
Date
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF PORT ORCHARD
AND THE TEAMSTERS LOCAL NO. 589
(REPRESENTING THE PUBLIC WORKS EMPLOYEES)
The City of Port Orchard ("City") and Teamsters No. 589 Representing the Public Works
Employees (Union) enter into this Memorandum of Understanding ("MOU") regarding an
additional 8 hour holiday to recognize Juneteenth.
WHEREAS, the Port Orchard City Council authorized Ordinance Number 018-22 at their
meeting on May 24, 2022; and
WHEREAS, Ordinance Number 018-22 authorized the Mayor to recognize Juneteenth as
a legal holiday in the City's personnel policies; and
WHEREAS, Ordinance number 018-22 authorized the Mayor to sign an MOU with the
Union to include Juneteenth as a recognized holiday in the Collective Bargaining Agreement; and
WHEREAS, the Union and the City desire to provide this additional holiday to the
members of the Union;
NOW, THEREFORE, the City and the Union agree as follows:
1. On the effective date of this MOU, Article 11.1 of the collective bargaining agreement
("CBA") between the City and the Union representing Public Works Employees shall
be modified as follows:
All employees shall be entitled to observe the following holidays with pay: the first day
of January, commonly called New Years Day; the third Monday of January, being
celebrated as the birthday of Martin Luther King; the third Monday of February, being
celebrated as the anniversary of the birth of George Washington; the last Monday of
May, commonly known as Memorial Day; the nineteenth date of June, commonly
known as Juneteenth: the fourth day of July, being the anniversary of the Declaration
of Independence; the first Monday in September, to be known as Labor Day, the
eleventh day of November, to be known as Veteran's Day; the fourth Thursday of
November, to be known as Thanksgiving Day; the day after Thanksgiving; the twenty
fifth day of December, commonly called Christmas Day. Part-time employees will
receive a pro-rata portion of pay for holidays provided for in this section.
2. This MOU is effective when signed by both parties. No modification to this MOU is
valid unless in writing and signed by the parties.
CITY OF PORT ORCHARD
Mayor Rob Putaaansuu'
Date: Le ! 7. 1%y&i
TEAMSTERS LOCAL NO. 589
rk u er, Secretary/Treasurer
Date:
Memorandum of Understanding
Amended to the AGREEMENT by and between
CITY OF PORT ORCHARD, WASHINGTON
and
TEAMSTERS LOCAL NO. 589
(Representing the Public Works Employees dated
January 1, 2022 through December 31, 2025)
THIS AMENDMENT is supplemental to the COLLECTIVE BARGAINING AGREEMENT by
and between the CITY OF PORT ORCHARD, WASHINGTON (the "City") and the
TEAMSTERS LOCAL NO. 589 (the "Union") (representing Public Works Employees), dated
January 1, 2022 through December 31, 2025.
WHEREAS, the City maintains a number of fleet vehicles utilized by employees
throughout the course of the work day; and
WHEREAS, the employee assigned to provide weekend duty is permitted to take an
assigned vehicle home to aid in the employee's response in the event of an emergency; and
WHEREAS, the City has a desire to maintain the vehicle fleet in the most efficient manner
by alerting mechanics to vehicle needs, providing data related to fuel consumption, and
determining depreciation and surplus values; and
WHEREAS, the Union and the City have met to discuss the use of the data that will be
collected and stored as part of this program; and
WHEREAS, the use of global positioning data is becoming increasingly prevalent in
multiple devices;
NOW THEREFORE, the City and the Union agree as follows:
1. A new Article 23 will be added to the current Collective Bargaining Agreement.
ARTICLE 23 MISCELLANEOUS
23.1 GLOBAL POSITIONING DATA — Global Positioning Systems (GPS) in
Employer vehicles and other Employer equipment allow for the Employer
to maintain and manage the equipment in an efficient and responsible
manner. The Employer will not use GPS-related data for disciplinary
purposes unless the Employer has a complaint, and the information is
relevant to such complaint. The complaint may be a written or verbal
complaint that is internally documented. The Employer shall provide
advance notice to the affected employee(s) and the Union prior to its release
of GPS data in response to a Public Records Act request, and the
employee(s) shall have up to ten (10) calendar days to review the
information and take necessary legal steps to prevent the release.
2. This MOU is effective when signed by both parties. No modification to this MOU is
valid unless in writing and signed by the parties.
CITY OF PORT ORCHARD
Robert Putaansuu
Mayor
s (2,Ft bA
Date
TEAMSTERS LOCAL #589
Robert Driskell
Secretary Treasurer
M l5
Date