HomeMy WebLinkAbout009-26 - Teamsters Local #589 - Public Works - ContractDocusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
AGREEMENT
BY AND BETWEEN
CITY OF PORT ORCHARD, WASHINGTON
AND
TEAMSTERS LOCAL UNION NO. 589
(Representing the Public Works Employees)
JANUARY I, 2026 THROUGH DECEMBER 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
TABLE OF CONTENTS
to the
AGREEMENT
By and Between
CITY OF PORT ORCHARD
and
TEAMSTERS LOCAL UNION NO. 589
(Representing the Public Works Employees)
January 1, 2026 through December 31, 2028
ARTICLE TITLE PAGE
ARTICLE 1
EXCLUSIVE BARGAINING REPRESENTATIVE................................................................3
ARTICLE 2
NONDISCRIMINATION..........................................................................................................3
ARTICLE 3
UNION SECURITY..................................................................................................................3
ARTICLE 4
RIGHTS OF MANAGEMENT.................................................................................................4
ARTICLE 5
UNION AND EMPLOYEE'S RIGHTS.....................................................................................5
ARTICLE 6
DISCHARGE & SUSPENSION................................................................................................6
ARTICLE 7
GRIEVANCE AND ARBITRATION.......................................................................................7
ARTICLE 8
HOURS OF WORK AND WORKING CONDITIONS............................................................7
ARTICLE 9
WAGES, LONGEVITY PAY.................................................................................................12
ARTICLE 10
DEFINITIONS.........................................................................................................................12
ARTICLE I I
HOLIDAYS.............................................................................................................................12
ARTICLE12
VACATIONS..........................................................................................................................13
ARTICLE 13
SICK LEAVE..........................................................................................................................14
ARTICLE 14
BEREAVEMENT....................................................................................................................16
ARTICLE 15
LEAVES OF ABSENCE.........................................................................................................16
ARTICLE 16
HEALTH AND WELFARE....................................................................................................17
ARTICLE 17
NO REDUCTION IN BENEFITS...........................................................................................18
ARTICLE 18
UNIFORM ALLOWANCE.....................................................................................................18
ARTICLE 19
SAVINGS CLAUSE................................................................................................................19
ARTICLE 20
NO STRIKE CLAUSE............................................................................................................19
ARTICLE 21
DURATION AND NEGOTIATION NOTIFICATION..........................................................19
ARTICLE 22
TRAINING AND EDUCATION............................................................................................19
ARTICLE 23
MISCELLANEOUS................................................................................................................20
APPENDIX"A"
.................................................................................................................................................21
APPENDIX`B"
.................................................................................................................................................22
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 2 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
AGREEMENT
BY AND BETWEEN
CITY OF PORT ORCHARD
AND
TEAMSTERS LOCAL UNION NO. 589
(Representing the Public Works Employees)
January 1, 2026 through December 31, 2028
W :u:
THIS AGREEMENT, dated for reference purposes only, the 1" day of January, 2026 is entered into by the
CITY OF PORT ORCHARD, WASHINGTON, hereinafter the "Employer" or "City", and TEAMSTERS
LOCAL UNION NO. 589, hereinafter the "Union".
ARTICLE I...................EXCLUSIVE BARGAINING REPRESENTATIVE
1.1 The Employer recognizes Teamsters Local Union 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 directors.
ARTICLE 2...................NONDISCRIMINATION
2.1 The Employer and the Union agree that employment shall be consistent with applicable state 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
hired.
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 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
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 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
(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. The probationary period will automatically extend for the
duration of any absence in excess of four (4) consecutive weeks. After twelve (12) months or upon
completion of probation, whichever occurs later, 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.
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 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
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 (10t1i) 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 forms 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 be 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.
Warning 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 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
6.4 The City reserves the right to place an employee on paid administrative leave pending the outcome
of an investigation or for other legitimate operational reasons. Paid administrative leave is non -
disciplinary.
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. "Working days" means Monday through Friday, excluding holidays.
7.2 Step 1. A grievance shall be presented within fifteen (15) working 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 ten (10) working days.
7.3 Step 2. If the employee(s) or the Union Representative is/are not satisfied with the Step 1 response,
the grievance may be presented in writing within ten (10) working days of receipt of the Step 1
response to the Department Director. The Department Director shall issue a written response within
fifteen (15) working 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 ten (10) working days of the Step 2 response. The Mayor shall issue a written response
within fifteen (15) working 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 ten (10)
working 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 shall be contrary to the terms of this Agreement, unless mutually agreed by the parties.
ARTICLE 8...................HOURS OF WORK AND WORKING CONDITIONS
8.1 WORKWEEK -A standard regular work week shall be forty (40) hours of work 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; or a 9/80 schedule consisting of four nine -hour days per
week and one eight -hour day every other week. The four -ten or 9/80 work week shall be
implemented or rescinded at the discretion of the City Public Works Director or designee.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 7 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
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 management. Employer shall provide
fourteen (14) calendar 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.
8.1.2 In the event an employee's shift is changed to start prior to their regular start time for street
sweeping, the employee will receive $2.00 per hour street sweeping premium pay for hours
worked prior to their regular start time. This differential shall not compound with any other
premium pay unless expressly stated elsewhere in this Agreement.
8.1.3 Weekend duty shifts are scheduled as directed by the Employer. When the need arises for
a regular weekend duty shift, the parties agree to discuss it in Labor Management.
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 49.12.187. 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 their Lead or supervisor.
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. Employees are not permitted to use rest periods to arrive late or leave early
without permission from a supervisor.
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. Requests to work through a meal break must be approved in advance by
management.
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. Missed rest periods
will be made up as soon as practicable.
8.3 OVERTIME - Compensable hours in excess forty (40) hours in any one work week, shall be paid
for at the rate of one -and -one-half (1 1/2) times the regular straight time hourly rate. All overtime
shall be assigned at the discretion of management. Compensable hours are defined as Employer -
paid time. Time worked shall be calculated in fifteen (15) minute increments, with the majority
portion of each fifteen minute period rounded up and paid as fifteen (15) minutes.
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 11/2) hours for each hour of overtime up to a maximum
compensatory time accrual of forty (40) hours. Any accrued and unused compensatory time shall
be paid out each year in the first paycheck of December. Upon separation from employment for
any reason, accrued and unused compensatory time shall be paid out at the employee's rate of pay
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 8 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
at the time of separation. Use of compensatory time off shall be scheduled in advance and approved
by the employee's supervisor, subject to operational needs.
8.5 CALLBACK - Should an employee be called for duty other than the regular shift, such employee
shall receive one and one-half (1 1/2) 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.
8.5.1 If an employee is called for duty within one (1) hour of their scheduled start time, the
employee will be compensated for actual hours worked from the time the work begins
through their scheduled start time without regard to the two (2) hour minimum.
8.5.2 If an employee is called back multiple times within the two (2) hour callback minimum, no
stacking is permitted and the employee will be paid for actual time worked with a guarantee
of two (2) hours.
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%2 minutes) shall be compensated a
minimum of fifteen minutes at the applicable hourly rate. Routine communications such as for
overtime opportunities or assignments, 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 a meal allowance equivalent to the US General Services Administration standard
per diem rate for dinner in Washington state in effect on the day the work was performed.
8.9 Employees covered by this Agreement, except employees working in the classification of
Maintenance Technician I 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 Maintenance Technician I and Mechanic, will be required to obtain the
required Commercial Driver's License (CDL), 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 completion of CDL school 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, by management, the duties of the
Lead, the employee shall be compensated as follows:
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 9 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
8.11.1 If the absence of the Lead is a scheduled absence (training, medical leave, vacation, etc.
planned a minimum of one week in advance) and the Lead is scheduled to be off work for
a period of five (5) consecutive working days or more, management will assign an
employee of another job classification the duties of the Lead. The assigned employee will
be compensated $20 for each day the employee was assigned as the Acting Lead provided
that the duties of Lead are assigned for the full day (i.e. 8 hours). Acting Lead assignment
pay in this situation is effective upon the first day of the Lead's absence or the first day of
assignment as Acting Lead, whichever occurs first.
8.11.2 If the absence of the Lead is an unscheduled absence and the Lead has been absent for three
(3) or more consecutive working days, management may assign an employee of another
job classification the duties of the Lead. The assigned employee will be compensated $20
for each day the employee was assigned as the Acting Lead provided that the duties of
Lead are assigned for the full day (e.g. 8 hours). Acting Lead assignment pay in this
situation becomes effective on the fourth consecutive working day of the Lead's absence
or the first day of assignment as Acting Lead, whichever occurs first.
8.11.3 Employees classified as Maintenance Technician I are not eligible for Out of Class Pay
under Article 8.11. Employees classified as Electrician, Mechanic and Maintenance
Technician II are eligible for Out of Class Pay provided that they have completed their
probationary period. At the discretion of management, employees assigned responsibilities
of Lead will not be required to possess all of the minimum certifications of that Lead
position, unless otherwise required by local, state or federal regulations.
8.11.4 Out of Class Pay is not paid for holidays or weekends, unless the employee assigned Out
of Class responsibility is working a full day (e.g. eight hours) in that capacity, typically at
the overtime rate of pay, and performing the duties of the higher level position. Out of
Class Pay is not paid for an employee performing routine standby or weekend duty.
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 the end of the workday on Wednesday until the beginning of the
workday on the following Wednesday, including holidays. The Employer may, based on
operational needs, schedule standby duty to begin and end on other days of the week. Employees
on Standby shall be paid at a rate equivalent to one hour of the employee's regular straight time
hourly rate per calendar day.
8.12.1 Beginning March 1, 2026, the City shall assign two (2) employees to standby duty: one
employee from the Operations division and one employee from the Utility division. When
there are two standby employees, the separate SCADA assignment will cease and SCADA
will be included in Utilities Standby.
8.12.2 Management may, in their sole discretion, assign additional employees to be on standby
duty in anticipation of a pending storm, special event or other situation in which
management believes it to be in the City's best interest to have additional employees on
standby duty. In these situations, standby duty will be assigned to individual employees on
a per day basis, not per week. Additional assigned employees shall be paid at the Standby
rate.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 10 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
8.12.3 Standby will be assigned to all qualified employees one week at a time. Employees may
trade standby weeks or find another qualified employee to cover their standby week.
8.13 Employees covered under this Agreement are essential and may be required to work during
emergencies, including weather -related, environmental or other emergencies. If employees are
placed on 12-hour shifts due to inclement weather or a state of emergency, then an employee who
works more than twelve (12) consecutive hours will be paid at double time for the hours over twelve
(12). Double time shall not compound or pyramid with any other premiums.
8.14 SCADA assignments shall be made at the sole discretion of management. This assignment will
start on the I" of a designated month and last the duration of that month. Minor changes to the
schedule shall be approved at the sole discretion of management. SCADA related calls taking less
than 7 %2 minutes or checking alarm status are reimbursed at the flat rate stated below. Employees
performing this assignment will receive $7.00 per calendar day. No more than one employee will
be paid SCADA for each calendar day. The employee assigned SCADA 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. Only employees assigned to
work in Utilities can be assigned SCADA duty.
Off -duty calls taking longer than 7'/2 minutes are required to be reported to the supervisor, manager
or designee and will be compensated in accordance with Article 8.6. Off -duty physical response
as a result of a SCADA call requires approval from their supervisor, the manager or designee, and
if approved will be compensated in accordance with Article 8.5.
An employee cannot be compensated with both Standby Pay (Article 8.12) and SCADA pay for
the same 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.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 11 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
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 be 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 hired on or before December
31, 2025, 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. For employee's hired on or after January 1, 2026,
longevity pay will be paid after completion of five (5) years of full-time employment under the
same terms as outlined above.
9.3 BILINGUAL PREMIUM — An employee who is fluent in Spanish, Tagalog, Korean, and/or
American Sign Language will receive a 2% premium of their base pay once certified as fluent by
the Employer. The Employer will determine the fluency certification requirement.
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 months 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 "part-time" status under
this paragraph.
ARTICLE II.................HOLIDAYS
11.1 All full-time employees shall be entitled to eight (8) hours of pay for the following holidays: the
first day of January, commonly called New Years Day; the third Monday of January, being
celebrated as the birthday of Martin Luther King, Jr.; 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 day 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
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 12 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
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.
Employees who are on unpaid leave on their normal workday immediately preceding and their
normal workday immediately following the holiday are not eligible for holiday pay unless
otherwise required by law. Employees working a 9/80 or 4/10 schedule will coordinate with their
supervisor to take an alternative (8) hours off in the same week, if the holiday falls on their
normally scheduled day off.
11.2 All employees shall receive sixteen (16) hours of personal holidays each year to be used by the
employee upon request and approval of their supervisor or as required by law If the employee
begins employment between July 1 and November 30, then the employee shall only receive eight
(8) hours of personal holiday in the year of hire. If the employee begins employment after
November 30, the employee is not eligible for personal holiday hours for the year of hire. Part-time
employees will receive a pro-rata portion of pay for holidays provided for in this section based on
the FTE percentage for the position as shown in the personnel table in the budget adopted by the
City Council. Temporary employees are not eligible for personal holidays.
The personal holidays must be taken during the calendar year or entitlement to that day will lapse.
Personal holidays have no cash value.
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.
ARTICLE 12................. VACATIONS
12.1 VACATION ACCRUAL
Vacations should be scheduled in order to minimize disruption to City operations. Leave requests
should be submitted using the designated email address as far in advance as possible (and at least
two weeks) prior to taking vacation leave, with exceptions granted at a supervisor's discretion.
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 vacationibonus accrual shall not exceed 240 hours.
Effective the January 16, 2026, payroll or the second full pay period after ratification of this
agreement, whichever is later, all accrued leave, including anniversary leave earned but not yet
available, will be added to the employee's leave bank and vacation shall accrue at the rates below
per regular paid straight time hour (excluding overtime and leave cash out):
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 13 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
Employment
Year
Months of
employment
Accrual
Rate
Max
accrual
per pay
period
Employment
Year
Months of
employment
Accrual
Rate
Max
accrual per
pay period
1
0-11
0.0385
3.08
11
120-131
0.0808
6.46
2
12-23
0.0423
3.38
12
132-143
0.0846
6.77
3
24-35
0.0500
4.00
13
144-155
0.0885
7.08
4
36-47
0.0538
4.30
14
156-167
0.0923
7.38
5
48-59
0.0577
4.62
15
168-179
0.0962
7.70
6
60-71
0.0615
4.92
16
180-191
0.1000
8.00
7
72-83
0.0654
5.23
17
192-203
0.1038
8.30
8
84-95
0.0692
5.54
18
204-215
0.1077
8.62
9
96-107
0.0731
5.85
19
216-227
0.1115
8.92
10
108-119
0.0769
6.15
20 or more
228 plus
0.1154
9.23
12.2 An employee, as defined herein, shall receive pay for any portion of vacation earned, 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 of such termination before being entitled
to receive such pay. Upon date of termination the employee shall receive compensation for all
bonus vacation leave, if applicable, prorated from the last anniversary date.
12.3 Holidays observed during an employee's vacation period shall not be counted as vacation leave
taken.
12.4 An employee may carry over a maximum of three hundred and twenty (320) hours of vacation
effective January 1 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 for the unused hours effective December 31. 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.
12.5 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 annual calendar year carry over amount applicable to the new position, whichever is
higher.
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 the
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. Effective the January
16, 2026, payroll or the second full pay period after ratification of this agreement, whichever is
later, sick leave shall accrue at the rate of 0.0462 per regular paid straight time hour (excluding
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 14 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 - December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
overtime and leave cash out), up to a maximum of 3.70 hours of sick leave per pay period and, if
not used, shall accumulate to a maximum carryover from one calendar year to the next of nine
hundred and sixty (960) hours.
13.2 The need to use sick leave shall be reported by the employee as soon as practicable and no later
than 30 minutes prior to the beginning of the scheduled work shift to the employee's supervisor or
the manager.
13.3 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 -loss payments
are provided through the workers' compensation system, the employee will indicate, via their
electronic timesheet, 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 take 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.
13.5.1 If an employee is injured on the job and seeks emergency medical treatment during the
work shift when the injury occurs, the City will release the employee for the remainder of
that one work shift with paid administrative leave, unless they are cleared to return to duty.
Release from work with paid administrative leave as a result of an on-the-job injury is
limited to the shift on the day of the injury and will not be paid if medical treatment is
provided on a non -emergency basis (e.g. a pre -scheduled medical appointment).
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 under the 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/100 Dollars ($50,000.00). To be eligible for this benefit, the employee must work
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 RCW 50A.04.115, 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 not covered by this Agreement, the employee may
roll over accrued and unused sick leave up to the annual calendar year carry over amount applicable
to the new position.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 15 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
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. The
Department Director or designee may require verification of the family member's relationship to
the employee or death. 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), and both the
employee's and the spouse's/domestic partner's child, step -child, grandchild, child's spouse,
sibling, , parent, grandparent, parent's sibling or parent's sibling's spouse, sibling's children 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 Director or designee, 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.
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, unless otherwise prohibited by law, 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 unless otherwise provided
for elsewhere in this Agreement or required by law, 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 16 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
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 and enrolled spouse and dependents.
16.3 VISION COVERAGE - The Employer shall provide Vision Plan, Extended Benefits through the
Washington Teamsters, for the employee and enrolled 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 for the pay period ending in the 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 20 HOURS A
WEEK OR MORE 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
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 17 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
elects to waive such coverage (and provided the related insurance companies involved allow for
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 HRA
VEBA contribution shall be made directly into the applicable account, in accordance with the
Employer's normal payroll processes. 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.
18.2 The Employer shall pay up 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.
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 18 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
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 9589 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, 2026 through December 31, 2028. 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 (180) 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 parry provides such notice within the time period stated herein, the
provisions of this contract shall remain in effect after December 31, 2028 for a period of one (1)
year.
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
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 19 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
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 either an official transcript or a copy of their diploma.
22.2 Educational incentive pay becomes effective the first full pay period after human resources
receives the supporting documentation.
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.
IN WITNESS WHEREOF, the parties hereto have set their hands on this 15 day of January 2026.
CITY OF PORT ORCHARD TEAMSTERS LOCAL #589
Signed by:
leotit,v�- P�-aau,s�.
ifM--ffMt1TTAANsuu, MAYOR
ATTEST:
Signed by:
wad
Er
au,
Bran y a ace, MMC, City Clerk
FI
Signed by:
ACA �nsltl1
11MMMFSKELL,SECRETARY
TREASURER
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 20 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
APPENDIX "A"
January 1, 2026 THROUGH DECEMBER 31, 2028
Rates of pay shall be as follows:
For Fiscal Year 2027 through 2028 the new rates shall go into effect the first full pay cycle after January 1
of the pay rate year.
Rates of pay for 2026 shall be effective January 11, 2026, provided the Union ratifies this Agreement by
January 8, 2026. 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 hired employee is placed above step 1, all
of that employee's future steps are 12 months. If, based on qualifications and experience on a year-to-year
basis, a newly hired employee is placed above step 1, all of that employee's future steps are 12 months.
New employees may be placed up to Step 6 on the pay scale.
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Lead
41.13
42.36
43.63
44.94
46.29
47.68
49.11
Maintenance Technician II
35.48
36.55
37.64
38.77
39.94
41.13
42.37
Maintenance Technician I
26.94
27.74
28.58
29.43
30.32
31.23
32.16
Lead Mechanic
41.13
42.36
43.63
44.94
46.29
47.68
49.11
Mechanic
37.29
38.41
39.56
40.75
41.97
43.23
44.53
Electrician
40.29
41.49
42.74
44.02
45.34
46.70
48.10
Effective the first full pay cycle after January 1, 2027 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, 2025 to June, 2026, 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, 2028 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, 2026 to June, 2027, 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%).
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 21 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 - December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
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 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 each paycheck in the month. 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 changes to the number or types
of family members insured, additional deductions may occur to "catch up" on premiums owed by the
employee. 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
Monthly Premium
Employer Portion of
Monthly Premium
AWC HealthFirst 250
10%
90%
Kaiser Permanente 200
10%
90%
Re ence High Deductible
0%
100%
Kaiser Permanent High Deductible
0%
100%
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.
1 "I EW V::,I
Effective the first full pay period after January 1, 2026, 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 shown 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
Employee + Spouse
55.00
200.00
60.00
100.00
Employee, Spouse, 1 Dependent
75.00
300.00
65.00
150.00
Employee, Spouse, 2 or more Dependents
80.00
400.00
80.00
200.00
Employee and 1 Dependent
55.00
200.00
60.00
100.00
Employee and 2 or more Dependents
1 75.00
1 300.00
1 65.00
1 150.00
AGREEMENT (PUBLIC WORKS EMPLOYEES) PAGE 22 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028
Docusign Envelope ID: 577B6922-CCF6-4E6C-9085-678AD6761581
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, 2025, is eligible for the incentive paid in 2026 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 23 OF 23
CITY OF PORT ORCHARD/TEAMSTERS LOCAL UNION NO. #589
January 1, 2026 — December 31, 2028