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032-16 - Teamsters Local No. 589 - ContractContract No. 032-16 AGREEMENT BY AND BETWEEN CITY OF PORT ORCHARD, WASHINGTON TEAMSTERS LOCAL NO. 589 (Representing the Police Support Staff) JANUARY 1, 2016 THROUGH DECEMBER 31, 2018 TABLE OF CONTENTS to the AGREEMENT By and Between CITY OF PORT ORCHARD and TEAMSTERS LOCAL NO. 589 (Representing the Police Support Staff) January 1, 2016 through December 31, 2018 ARTICLE TITLE PAGE ARTICLE 1 EXCLUSIVE BARGAINING REPRESENTATIVE...........................................................3 ARTICLE 2 NONDISCRIMINATION.....................................................................................................3 ARTICLE 3 UNION SECURITY.............................................................................................................3 ARTICLE 4 RIGHTS OF MANAGEMENT............................................................................................3 ARTICLE 5 UNION AND EMPLOYEE'S RIGHTS................................................................................5 ARTICLE 6 DISCHARGE & SUSPENSION...........................................................................................6 ARTICLE 7 GRIEVANCE & ARBITRATION.......................................................................................6 ARTICLE 8 HOURS OF WORK AND WORKING CONDITIONS.......................................................7 ARTICLE 9 WAGES, LONGEVITY PAY..............................................................................................7 ARTICLE10 DEFINITIONS......................................................................................................................8 ARTICLE1 I HOLIDAYS..........................................................................................................................8 ARTICLE12 VACATIONS.......................................................................................................................9 ARTICLE13 SICK LEAVE.......................................................................................................................9 ARTICLE 14 BEREAVEMENT.................................................................................................................10 ARTICLE 15 LEAVES OF ABSENCE......................................................................................................II ARTICLE 16 HEALTH AND WELFARE.................................................................................................I I ARTICLE 17 NO REDUCTION IN BENEFITS........................................................................................12 ARTICLE 18 UNIFORM ALLOWANCE..................................................................................................13 ARTICLE 19 SAVINGS CLAUSE.............................................................................................................13 ARTICLE 20 NO STRIKE CLAUSE.........................................................................................................13 ARTICLE 21 NEGOTIATION NOTIFICATION......................................................................................13 ARTICLE22 POLICIES.............................................................................................................................13 ARTICLE23 LEGALITY...........................................................................................................................14 ARTICLE 24 INTERVIEW GUIDELINES................................................................................................14 ARTICLE25 SHOP STEWARDS..............................................................................................................15 ARTICLE 26 MISCELLANEOUS.............................................................................................................15 ARTICLE 27 TEMPORARY EMPLOYMENT.........................................................................................15 ARTICLE 28 TRAINING AND EDUCATION.........................................................................................15 APPENDIX"A,> ..............................................................................................................................................16 APPENDIX`B" ..............................................................................................................................................18 AGREEMENT (POLICE SUPPORT STAFF) PAGE 2 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 January 1, 2016 — December 31, 2018 City n AGREEMENT BY AND BETWEEN CITY OF PORT ORCHARD AND TEAMSTERS LOCAL NO. 589 (Representing the Police Support Staff) January 1, 2016 through December 31, 2018 PREAMBLE THIS AGREEMENT, dated for reference purposes only the 1st day of January, 2016, is entered into by the CITY OF PORT ORCHARD, WASHINGTON, hereinafter the "Employer", and TEAMSTERS LOCAL NO. 589, hereinafter the "Union". ARTICLE 1 ......................EXCLUSIVE BARGAINING REPRESENTATIVE 1.1 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, department heads and any other City job classifications not listed in Appendix "A". ARTICLE 2 ......................NONDISCRIMINATION 2.1 The Employer and the Union agree that employment shall be consistent with applicable state and federal laws regarding discrimination. ARTICLE 3 ...................... UNION SECURITY 3.1 It is a condition of employment that all current employees covered by this agreement on the date of ratification and those employees hired after its execution shall by the 30th day following the initial hire become and remain members in good standing in the union, or in lieu thereof pay a service fee to a non- political and secular organization recognized as a charitable organization under IRS code section 501(c)(3). An amount equal to the union initiation fee shall be paid within thirty (30) days of initial hire. There shall be paid monthly a service fee equal to the monthly union dues. 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: AGREEMENT (POLICE SUPPORT STAFF) PAGWin CITY OF PORT ORCHARD/TEAMSTERS #589 _ � . J January 1, 2016 —December 31, 2018 (� City City (1) The determination of Police Department policy, including the right to manage the affairs of the Police 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 Police Department, including the right to hire, evaluate qualifications, evaluate skill and ability, promote, demote, suspend, layoff and discipline or discharge for just cause; (5) The right to organize and reorganize the Police Department in any manner it chooses, including the size of the Police Department and the determination of job classifications and rank 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 Police 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 Police 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 reasonable Police Department rules, regulations and orders; (12) The transfer of work from one position to another within the Police Department; (13) The introduction of new, improved or different methods and techniques of operation of the Police 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; (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. AGREEMENT (POLICE SUPPORT STAFF) PAGE 4 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 January 1, 2016 —December 31, 2018 City 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. 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 twelve (12) 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 a job steward. 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. The participating employee shall be in a paid status during normal working hours, unless the Employer, in its sole discretion, decides otherwise. 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. 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 Monies so deducted shall be mailed to the office of the Union on or before the tenth (loth) 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 contract provisions 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. AGREEMENT (POLICE SUPPORT STAFF) PAGE 5 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 Q January 1, 2016 —December 31, 2018 City i n ARTICLE 6............ DISCHARGE & SUSPENSION 6.1 Whenever the Employer believes the employee has committed acts that are in violation of department policy, the employee shall be disciplined with just cause in accordance with department policy governing disciplinary action in lieu of civil service rules, if applicable. 6.2 The Union shall have the right to investigate any notices involving the disciplinary action of any employee, and the option of proceeding with the grievance procedure as recognized under Article 7 of this Agreement. ARTICLE 7 ......................GRIEVANCE AND ARBITRATION 7.1 A "grievance" means a claim or dispute by an employee(s) or Union Representative with respect to the interpretation or application of the provisions of this Agreement. 7.2 An employee(s) who believes they have a grievance may present such a grievance within fifteen (15) calendar days of its alleged occurrence to the employee's immediate supervisor. If the alleged grievable occurrence occurs while the employee is not at work (on sick leave, vacation, holiday, excused leave of absence) then the fifteen (15) calendar day period shall not commence to run until the first working day that the employee returns back to work. The Union Representative shall have thirty (30) calendar days to present a grievance after its alleged occurrence. The supervisor shall attempt to resolve the grievance within fifteen (15) calendar days after the grievance is presented to him. However, if the immediate supervisor has no authority to adjust the issue, the grievance shall be introduced at the next level in the chain of command. 7.3 If the employee(s) or the Union Representative is/are not satisfied with the solution by the Supervisor, the grievance, in writing, may be presented within fifteen (15) calendar days of receipt from the immediate supervisor to the police chief who shall attempt to resolve it within thirty (30) calendar days after it has been presented to him or her. It is required that the written statement include the section of the Agreement allegedly violated, the facts, and the remedy sought. 7.4 If the employee(s) or their designated Union Representative is not satisfied with the solution by the police chief, the grievance, in writing together with all other pertinent material may be presented to the Mayor by the Union Representative, within fifteen (15) calendar days of receipt from the police chief. 7.5 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. 7.6 The Union, on behalf of an employee(s), may, after any grievance involving the interpretation or application of this agreement which is not resolved by the Mayor within thirty (30) calendar days after it is presented to him or her, file a request for arbitration through the Public Employment Relations Commission (PERC). The rules and regulations of PERC shall apply to the arbitration. The decision of the arbitrator shall be binding on both parties. 7.6.1 Election of Remedies - No complaint/grievance may be filed under the grievance procedure in this Article 7 and under the Port Orchard Civil Service Commission appeal procedures. The Union, on behalf of the employee(s), must elect a remedy (i.e., either pursuing arbitration under this Article 7 or pursuing an appeal before the Port Orchard Civil Service Commission) no later than fifteen (15) calendar days after the completion of the step in paragraph 7.4 of this Agreement. Step 7.4 shall be deemed "complete" thirty (30) calendar days after submission of the grievance to the Mayor. Submission of a matter to the Port Orchard Civil Service Commission also constitutes an election of remedies and waives the right to pursue the matter to arbitration through PERC. AGREEMENT (POLICE SUPPORT STAFF) PAGE 6 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 January 1, 2016 — December 31, 2018 City t ARTICLE 8 ......................HOURS OF WORK AND WORKING CONDITIONS 8.1 WORKWEEK - The regular work week shall be forty (40) hours of work consisting of five (5) consecutive eight -hour days followed by two (2) consecutive days off or four (4) consecutive ten-hour days followed by three (3) consecutive days off during a seven-day period, except for shift changes. The selection or subsequent change in the work week shall be at the discretion of the police chief. Shift adjustments shall be by seniority. It shall not be a violation of this agreement if the employee and chief of police mutually agree on a flexible work schedule. 8.2 OVERTIME - Compensable hours are defined as sick pay, vacation pay, holiday pay, or pay for hours worked. Services performed in excess of eight (8) compensable hours in a day or forty (40) compensable hours per week will be compensated at one and one-half (IV2) times the regular hourly rate. If a 10-hour workday is in effect all time over ten (10) compensable hours will be compensated for at one and one-half times the straight time hourly rate. If a flexible work schedule is adopted pursuant to section 8.1, then overtime shall be paid for all compensable hours over forty (40) hours per week or outside the agreed schedule. 8.3 COMPENSATORY TIME - If the employee prefers, overtime may be credited to compensatory leave time at the rate of one and one-half (IV2) 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 sixty (60) calendar days of the date earned it shall be converted to cash and paid in accordance with the above rate. Compensatory time will not be scheduled if it results in requiring back -filling positions to meet minimum staffing needs or payment of overtime. 8.4 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. 8.5 OUT OF CLASS PAY - There is no out of class pay unless employee is assigned to the position for more than thirty (30) calendar days. 1st - 30th calendar days: no additional pay 31 st calendar day or more: 8% premium pay added to current hourly rate 8.6 CALL BACK — Should an employee be called for duty other than the regular shift, such employee shall receive a minimum of three (3) hours of overtime pay. Call back shall not apply when the employee is called back to work within two (2) hours of the start of their regular shift. 8.7 If Employer closes City Hall due to inclement weather, and the Employer pays employees for a full shift, even though the employee only worked a portion of said shift, then those employees who are required by the Employer to complete their full shift shall be compensated an additional number of hours equal to the number of hours that the other employees were paid but did not work. For example, if City Hall closed after being open for 3 hours and employees are sent home and receive five hours of pay for which they did not work, any remaining employees required to stay by the Employer shall receive five hours of pay, in addition to the hours worked on the day in question. The foregoing shall not apply to situations where City Hall is closed to the public, but remains open for employees to work. 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. Appendix "A" reflects the pertinent items from the City salary ordinance. AGREEMENT (POLICE SUPPORT STAFF) PAWin CITY OF PORT ORCHARD/TEAMSTERS #589 January 1, 2016 — December 31, 2018 V City 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, and each longevity increase shall be calculated on the base pay for the position held by the employee. Employees hired after February 12, 2001 shall not be entitled to longevity pay. 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 devotes his full time to the job during working hours on a yearly basis. 10.3 A "part-time employee" is any person employed by the Employer for less than forty (40) hours per week but not less than twenty (20) 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 his or her continuous service exceeds six (6) months. ARTICLE 11 .................... HOLIDAYS 11.1 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, 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 fourth day of July, being the anniversary of the Declaration of Independence; the first Monday in September, known as Labor Day, the eleventh day of November, known as Veteran's Day; the fourth Thursday of November, known as Thanksgiving Day; the day after Thanksgiving; the twenty-fifth day of December, commonly called Christmas Day. All employees shall receive two (2) personal holidays each year to be selected 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 an agency from providing continued public service. If the employee is hired after July 1 then the employee shall only receive one (1) floating holiday in the year of hire. 11.2 The personal holidays must be taken during the calendar year or entitlement to that day will lapse, except when the employee has requested a personal holiday and the request has been denied. 11.3 Anything in this article notwithstanding, any employee whose regular work week includes a holiday on Saturday or Sunday will receive some other day off in lieu thereof at the discretion of the department head. 11.4 Whenever a legal holiday falls on a Saturday, the Mayor will designate by executive order the preceding Friday as a legal holiday. Whenever a legal holiday falls on a Sunday, the Mayor will designate by executive order the following Monday as a legal holiday. Alternatively, in either circumstance, the Mayor may designate by executive order another day as the subject legal holiday or he may designate two (2) days with a portion of the employees observing one (1) day and the remainder the other day, to permit continued operation of vital functions. AGREEMENT (POLICE SUPPORT STAFF) PAGE 8 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 p January 1, 2016 — December 31, 2018 City en ARTICLE 12 .................... VACATIONS 12.1 After one (1) full year of employment, a full-time employee shall be entitled to ten (10) days (80 hours) vacation leave. During the second year, the employee's vacation account shall be credited on a monthly basis at the rate of eleven (11) days (88 hours) per year. During the third year, the employee's vacation account shall be credited on a monthly basis at the rate with twelve (12) days (96 hours) per year. In addition each year on the employee's anniversary date, after three (3) full years of employment, one (1) bonus day (8 hours) of vacation for each year will be credited to his/her vacation account (i.e., the employee shall receive 1 bonus day after 3 full years of employment with Employer). The total vacation/bonus day accrual shall not exceed thirty (30) days, or 240 hours. 12.2 ACCUMULATION OF VACATION LEAVE - Part-time employees shall have their vacation leave prorated on the basis of two thousand and eighty (2,080) hours per year (full-time employment). Vacation leave shall be accrued and recorded on a monthly and or calendar year basis in the same manner as provided in the vacation accrual section. 12.3 Vacation leave to an employee's credit may be granted at any time during the year at the discretion of the police chief. 12.4 Each employee must use at least one week (five (5) consecutive days) leave each year for vacation purpose. The balance of vacation leave to their credit may be granted one at a time. 12.5 An employee, as defined herein, shall receive leave 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 ten (10) 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 prorated from the last anniversary date. 12.6 Holidays observed during an employee's vacation period shall not be counted as vacation leave taken 12.7 The leave pay of all employees who are employed on a daily wage scale shall be paid on the same schedule for the vacation period as the employee would have been paid for a regular week of work without overtime. 12.8 An employee may carry over a maximum of thirty (30) days 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 in cash at the end of the year. However, upon termination, vacation pay shall not exceed two hundred and forty (240) hours. If an employee has accrued annual leave in excess of two hundred and forty (240) hours, the employee may be continued on the payroll for the time equivalent to the amount of time in excess of two hundred and forty (240) hours of accrued vacation leave. ARTICLE 13 .................... SICK LEAVE 13.1 All full-time and part-time employees shall be entitled to sick leave pay when they are incapacitated from performance of their duties by reason of sickness or injury or when, through exposure to contagious diseases, the presence of the employee would jeopardize the health of others. Such sick leave for full time employees shall accrue at the rate of one (1) day (8 hours) for each calendar month of employment and if not used shall accumulate to a maximum of one hundred twenty (120) working days (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. AGREEMENT (POLICE SUPPORT STAFF) PAGE 9 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 ^ , January 1, 2016 — December 31, 2018 l le City 13.2 Sickness shall be reported by the employee at the beginning of any period of illness to the police supervisor as per department policy and, within three (3) days after returning to work, the employee shall give a written statement certifying the need for the absence and submit a formal request for approval of leave so taken, which request, when approved by the Department Head, shall be forwarded to the Human Resources Coordinator for filing in the employee's personnel file. 13.3 A doctor's certificate shall be required when the sick leave extends over a period of three (3) consecutive days. 13.4 Advance sick leave may be granted to employees who have two (2) or more years of continuous service with the Employer after they have exhausted all of their accrued vacation, compensatory, and sick leave. 13.5 Advance sick leave may be granted in cases of serious disabilities or ailments of the employee. Sick leave credit advanced shall be limited to not more than twelve (12) and not less than five (5) consecutive workdays. It shall be further limited to cases in which it is believed that the employee will return to full duty for a period of time sufficient to liquidate the advance. 13.6 Requests for advance sick leave shall be submitted by the employee to the police chief. The police chief shall make a recommendation on the proposed request and forward it to the City Council for approval or disapproval. It will be signed by the Mayor and forwarded to the Human Resources Coordinator for filing in the employee's file, and the employee will be notified of the Council's decision by the police chief. 13.7 Sick leave earned after return to duty must first be applied to liquidate the sick leave advanced prior to being used as regular sick leave. 13.8 Any employee found to have abused the sick leave privilege by falsification or misrepresentation may thereupon be subject to dismissal upon recommendation of the police chief and at the discretion of the City Council. 13.9 At the option of the employee, sickness in excess of the maximum number of days accrued may be charged to unused vacation. 13.10 In lieu of sick leave buyout the Employer shall provide term life insurance on the employee's life, the beneficiary to be chosen by the employee. 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). Only employees working thirty (30) or more hours per week shall receive this benefit. In addition, to be eligible for this benefit, the employee must meet all other eligibility requirements of the subject policy. 13.11 Employer does not accept/process reimbursement checks from the Department of Labor and Industries for time loss payments to employees. Instead, in cases of injury or illness which is covered by Industrial Insurance, the amount of insurance payments will be deducted from the next pay, if any, of the employee after the Department of Labor and Industries' award letter. Employees may use accrued leave to supplement their Department of Labor and Industries' time loss payment (up to the level of their regular pay) if they submit a written request to the Police Chief and said request is approved. ARTICLE 14 .................... BEREAVEMENT 14.1 Employees shall be allowed up to twenty-four hours (24) of paid bereavement leave for death in the immediate family upon approval and authorization of the Department Head. For travel out of State an employee shall receive, subject to the approval of the Department Head, an additional sixteen (16) hours of paid bereavement leave. Part time employees shall receive bereavement leave at 50% of the above hours. AGREEMENT (POLICE SUPPORT STAFF) PAGE 10 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 January 1, 2016 — December 31, 2018 City 14.2 For purposes of paragraph 14.1 above, "immediate family" means the employee's spouse, children, step- children, sister, brother, grandmother, grandfather, mother, father, mother-in-law, father-in-law, 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 timelines set forth in section 14.1, above, will apply to such leave. The provisions of Section 15.3 requiring exhaustion of sick leave before leave without pay will be authorized will not apply to Article 14. ARTICLE 15....................LEAVES OF ABSENCE 15.1 CIVIL LEAVE - Any necessary leave may be allowed by the director of the department 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 only in the amount in excess of their regular salary over the compensation received, exclusive of travel or any other reimbursable allowances. If an employee is summoned for jury duty and the department director 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 jury duty. If the attempt to be excused from jury duty is unsuccessful, then the employee will work with the Employer to change the jury duty dates to a time that does not significantly impact Employer operations. 15.2 MILITARY LEAVE - Leave not to exceed twen7-one (21) calendar days during each year beginning October I" and ending the following September 30 over and above annual vacation shall be allowed any employee who is a member of any duly established National Guard or Reserve Corps unit. During the period of military leave the employee shall continue to receive his or her normal salary, in addition to whatever is received by the employee from the military. 15.3 LEAVE WITHOUT PAY - Leave without pay may be granted at the discretion of the Department Head, subject to the approval of the appointing authority. Such leave will be granted only after all sick leave, if applicable, 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. 15.4 UNAUTHORIZED ABSENCE - Unauthorized absence from duty for three (3) consecutive working days shall constitute grounds for dismissal upon recommendation of the Department Head at the discretion of the appointing authority. 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) HealthFirst Plan or Group Health Co -pay plan 1. 16.2 DENTAL COVERAGE - The Employer shall provide Teamsters Plan A Dental through the Washington Teamsters, for the full time employee, spouse and dependents. 16.3 VISION COVERAGE - The Employer shall provide Vision Plan, Extended Benefits through the Washington Teamsters for the full-time employee. AGREEMENT (POLICE SUPPORT STAFF) PAGE 11 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 January 1, 2016 — December 31, 2018 City n' 16.3.1 All employees that have Dental Plan "A" and Vision Plan "BXT" 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 MEDICAL BENEFITS FOR PART-TIME EMPLOYEES — Subject to the remaining terms of this Article 16, for part-time employees hired prior to December 9, 1996 the Employer will pay 90% of the medical insurance premium, less applicable employee co -payment. The employee shall pay their 10% of the medical insurance 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. Subject to the remaining terms of this Article 16, for part-time employees hired after December 9, 1996 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 The Employer shall have the right to change the health and welfare insurance company and/or plan so long as the 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. 16.6 Full-time employees shall be responsible for paying a portion of the total monthly premium for the subject medical plan by payroll deduction. 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). The amount of the numeric percentage shall be calculated by converting the monthly dollar amount employees are required to pay for each of the subject medical plans as of September 30, 2012 into a percentage basis. Employees shall then be responsible for paying this same percentage for each respective medical plan after September 30, 2012. In the event of any increase in the cost of the total monthly premium in the future for any of the subject plans, the employees shall be responsible for paying the same percentage of the increased monthly premium amount for that respective plan. For purposes of clarity, employees' health insurance premium contribution percentages for 2016 are set forth in the table attached hereto as Appendix `B". 16.6.1 The parties acknowledge the Employer's current health and welfare plans. Provided, however, if the total cost of monthly premiums for said plans 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. 16.7 For payroll deduction purposes, the monthly premium determined above in this Article 16 shall be rounded to the nearest dollar. 16.8 If an eligible employee elects to waive the Employer medical coverage as provided in this Article 16 and the related insurance companies involved allow for such practice, the employee shall be compensated two hundred fifty dollars ($250) per month through the payroll process as a cost savings incentive. This cost savings incentive is only payable for those full months where the employee elects to waive coverage. An eligible employee includes any full time employees as well as part time employees hired prior to December 9, 1996. Employees who participate may not be eligible to return to medical coverage until open enrollment periods as outlined by the insurance carrier. 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. AGREEMENT (POLICE SUPPORT STAFF) PAGEWn CITY OF PORT ORCHARD/TEAMSTERS #589 January 1, 2016 — December 31, 2018 City ARTICLE 18 ....................UNIFORM ALLOWANCE 18.1 Uniform Allowance for Police Support Staff: 18.2 The Employer will replace all items of uniform as deemed necessary by the police chief. Shoes are not included. Employees must submit to the Employer's decisions. 18.3 The entire cost of uniform items, except shoes, is to be reimbursed to a newly hired police support staff member upon appointment. 18.4 All clothing and equipment so furnished shall remain the Employer's property. 18.5 Management retains the right to determine what, if any uniforms are worn. 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 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 his/her 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 .................... 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, 2016 through December 31, 2018. 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 shall be mailed 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 party provides such notice within the time period stated herein, the provisions of this contract shall remain in effect after December 31, 2018 for a period of one (1) year. ARTICLE 22 ................... POLICIES Intentionally left blank. AGREEMENT (POLICE SUPPORT STAFF) PAGE 13 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 ,__1 January 1, 2016 — December 31, 2018 _Ie City i ARTICLE 23 ................... LEGALITY Intentionally left blank. ARTICLE 24 ....................INTERVIEW GUIDELINES 24.1 To ensure internal investigations are conducted in a manner conducive to good order and discipline, and also observe and protect the individual rights of each member of the Department, the following rules are hereby established: 24.2 The interview of any police department member shall be conducted at a reasonable hour, preferably when the member is on duty and/or during daylight hours, unless the urgency of the investigation dictates otherwise. If such interview occurs during off -duty time of the member being interviewed, the member shall be compensated for their off -duty time in accordance with call back section. 24.3 The interview shall take place at a location designated by the investigation officer, preferably at the Police Department. 24.4 A member of the Police Department shall be advised in writing in the event that person becomes a suspect in an administrative investigation. The member being interviewed shall be informed of the nature of the investigation, and name of all complaining parties before the interview commences. 24.5 The member being interviewed shall be afforded an opportunity and the necessary facilities to contact an attorney prior to commencement of the interview. The member's attorney and/or representative of the Union may be present during the interview. Nothing herein shall in any way restrict the rights of the attorney and/or representative with the employee during the process of the interview. 24.6 The interview shall be conducted in the most expedient manner consistent with the scope and gravity of the subject matter of the interview. The member shall be permitted reasonable periods to attend to personal necessities. 24.7 The member shall not be subjected to offensive language or intimidation during the process of the interview. No promises or rewards shall be made to the said employee as an inducement to answering questions. When the member is being interviewed in a non -criminal matter for violation of departmental rules, regulations, or orders, that member shall answer truthfully all questions concerning the investigation posed to him/her by the interviewing officer. When the member refuses to answer such questions, they will be informed that their refusal to answer can become the subject for disciplinary action in accordance with department policy governing disciplinary action. 24.8 A member covered by this Agreement shall not be required to take a lie detector test or voice stress analysis as part of the interview process. 24.9 Nothing contained in any of the above guidelines shall restrict and/or limit the authority of the police chief in the performance of his/her duties and responsibilities. 24.10 No tape recording will be made of the interview without prior advisement. There will be no off-the-record questions during a recorded interview unless both parties agree. If a tape recording is made of the interview, the member shall be provided a copy, if requested, without cost. 24.11 When the member being interviewed is under arrest, or is likely to be placed under arrest as a result of the interview, that person shall be informed of their Constitutional Rights (Miranda) prior to commencement of AGREEMENT (POLICE SUPPORT STAFF) PAGE 14 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 January 1, 2016 — December 31, 2018 City the interview. The member may request a postponement of the initial interview to contact an attorney. The interview may not be postponed more than twenty-four (24) hours with allowances being made for weekends and holidays. ARTICLE 25 .................... SHOP STEWARDS Intentionally left blank. ARTICLE 26 .................... MISCELLANEOUS Intentionally left blank. ARTICLE 27 .................... TEMPORARY EMPLOYMENT Intentionally left blank. ARTICLE 28 .................... TRAINING AND EDUCATION 28.1 Police Support Staff shall be eligible to receive the educational incentive pay of 1% of base pay per hour. The staff member 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 Police Support Staff member 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. '07LAwo�e ROBERT PUT SUU, MAYOR ATTEST: ra dy Rinearson, CiZClerk APPROVED AS TO FORM: Sh n Ca�Ci TEAMSTERS LOCAL #58 M F L R, BUSINESS REPRESENTATIVE AGREEMENT (POLICE SUPPORT STAFF) PAGE 15 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 January 1, 2016 — December 31, 2018 City n APPENDIX "A" TO THE AGREEMENT BY AND BETWEEN CITY OF PORT ORCHARD AND TEAMSTERS LOCAL NO. 589 (Representing the Police Support Staff) January 1, 2016 through December 31, 2018 A. 1 CITY OF PORT ORCHARD Rates of pay effective January 1, 2016 shall be increased over the 2015 rates of pay: (a) to reflect a market rate adjustment for Police Records/Evidence Specialist of $0.98 per hour; and (b) to reflect a COLA increase for all employees of two and two -tenths percent (2.2%).The new rates of pay will be as follows: Office Manager — Police Department Step 5.... After 4 years 32.50 Step 4.... After 3 years 31.25 Step 3.... After 2 years 30.01 Step 2.... After 1 year 28.75 Step 1.... First Year 27.50 Police Records/Evidence Specialist Step 7.... After 5 years 24.82 Step 6.... After 4 years 23.95 Step 5.... After 3 years 23.11 Step 4.... After 2 years 22.27 Step 3.... After 1 year 21.44 Step 2.... After 6 months 20.62 Step 1 First 6 months 19.76 A.2 Effective January 1, 2017, the rates of pay set forth above shall be increased by two percent (2%) to reflect a COLA increase. A.3 Effective January 1, 2018, the rates of pay for 2017 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 -Bremerton area for that period from June, 2016 to June, 2017, 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 and eight -tenths percent (1.8%) nor more than two and five -tenths percent (2.5%). AGREEMENT (POLICE SUPPORT STAFF) PAGE 16 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 January 1, 2016 — December 31, 2018 City on IN WITNESS WHEREOF, the parties hereto have set their hands on this 2 2 day of March, 2016. CITY OF PORT ORCHARD ROBERT PUTAA14SUU, MAYOR ATTEST: Brandy Rinearson, City Clerk APPROVED AS TO FORM: (Sh Cates, City Attorney TEAMSTERS LOCAL #589 NIAWFfiLCER, KUSINESS REPRESENTATIVE AGREEMENT (POLICE SUPPORT STAFF) PAGE 17 OF 18 CITY OF PORT ORCHARD/TEAMSTERS #589 January 1, 2016 — December 31, 2018 City n APPENDIX "B" TO THE AGREEMENT BY AND BETWEEN CITY OF PORT ORCHARD AND TEAMSTERS LOCAL NO. 589 (Representing the Police Support Staff) COPAYS FOR AWC HEALTH FIRST -2016 2016 Rate Employee only $720.28 Employee and $1,446.01 Spouse Employee and $1,803.07 Spouse and 1 Dependent Employee and $2,098.94 Spouse and 2 Dependent + Employee and 1 $1,077.34 Dependent Employee and 2 $1,373.21 Dependents Employee and 3 $1,373.21 Dependents 2% Well City New 2016 % of Total 2016Co-pay City Portion Discount Rate premium $14.41 $28.92 $36.06 $41.98 $21.55 $27.46 $27.46 $705.87 5.92% $42.00 $663.87 $1,417.09 6.11% $87.00 $1,330.09 $1,767.01 6.08% $107.00 $1,660.01 $2,056.96 6.12% $126.00 $1,930.96 $1,055.79 8.35% $88.00 $967.79 $1,345.75 8.03% $108.00 $1,237.75 $1,345.75 9.41% $127.00 $1,218.75 COPAYS FOR GROUP HEALTH - $10.00 COPAY - 2016 2016 Rate 2% Well City New 2016 % of Total 2016Co-pay City Portion Discount Rate premium Employee only $603.08 Employee and $1,197.29 Spouse Employee and $1,500.21 Spouse and 1 Dependent Employee and $1,803.13 Spouse and 2 De endent + Employee and 1 $906.00 Dependent Employee and 2 $1,208.92 Dependents Employee and 3 $1,208.92 Dependents $12.06 $23.95 $30.00 $36.06 $18.12 $24.18 $24.18 $591.02 4.60% $27.00 $564.02 $1,173.34 5.11% $60.00 $1,113.34 $1,470.21 5.66% $83.00 $1,387.21 $1,767.07 5.80% $102.00 $1,665.07 $887.88 6.76% $60.00 $827.88 $1,184.74 7.04% $83.00 $1,101.74 -] $1,184.14 8.65% $103.00 $1,081.74 Employees will make a good faith effort to participate in the Well City Program, including but not limited to filling out the Health Questionnaire, to assist the City in obtaining the Well City discount. AGREEMENT (POLICE SUPPORT STAFF) PAGE 18 OF 18 CITY OF PORT ORCHARD/TEAMSTERS 4589 January 1, 2016 - December 31, 2018 City WASHINGTON TEAMSTERS WELFARE TRUST SUBSCRIPTION AGREEMENT CULLECH VE BARGAINING AGREEMENT PROVIDING FOR PARTICIPATION INTRUST The Employer and Labor Organization below are parties to a Collective Bargaining Agreement providing for participation in the above Trust. An enforceable Collective Bargaining Agreement must exist as a condition precedent to participation in the Trust. City of Port Orchard, Police Support Staff Teamsters Local 589 Employer Name 216 Prospect Street Address Port Orchard City Labor Organization (Union) Name PO Box 4043 Address WA 98366 Port Angeles WA 98363 State Zip Code City State Zip Code COLLECTIVE BARGAINING AGREEMENT The parties' Collective Bargaining Agreement is in effect from: 1 /1 /2016 to: 21 /31 /2018 ❑ New Account Renewal — Account No. 105504 Approximate No. of Covered Employees 4 INFORMATION CONCERNING EMPLOYER'S BUSINESS Employer EIN (Tax ID No.) Employer is: ❑Q Public Entity ❑ Corporation - State of ❑ Partnership ❑ Sole Proprietorship ❑ LLC If Partnership or Sole Proprietorship, provide name/s of the owner or partners: BENEFIT PLAN(S) DESIGNATED IN COLLECTIVE BARGAINING AGREEMENT The Collective Bargaining Agreement provides that contributions will be made to the Trust on behalf of all employees for whom the Employer is required to contribute under the Trust Operating Guidelines for the purpose of providing such employees and their dependents with the following benefit plan(s): (The undersigned parties acknowledge the receipt of a copy of the Trust Operating Guidelines which by this reference are made a part hereof.) COVERAGE IN BARGAINING AGREEMENT (For renewals, list all coverages, not just changes) Monthly Rate Medical Plan ❑ A ❑ B ❑ C ❑ Z $ ❑ A - $30,000 Employee/$3,000 Dependent Life/AD&D ❑ B - $15,000 Employee/$1,500 Dependent $ ❑ C - $5,000 Employee/$500 Dependent Weekly Time Loss ❑ E - $500 ❑ A - $400 ❑ B - $300 ❑ C-$200 ❑ D-$100 $ Disability Waivers ❑ Additional 9 months Disability Waiver of Contributions - Medical only $ Domestic Partners ❑ Domestic Partners — Medical $ Dental Plan 0 A ❑ B ❑ C $130.50 Domestic Partners ❑ Domestic Partners — Dental $ Vision Plan ❑■ EXT $14.90 Domestic Partners ❑ Domestic Partners — Vision $ Will there be any coverage changes before the Collective Bargaining Agreement's expiration? ❑ Yes F No. If yes, attach a Subscription Agreement for each change. EFFECTIVE DATE OF CONTRIBUTIONS - A Subscription Agreement must be submitted in advance of the effective date below. Contributions above are effective (month, year) January 20 16 based on employment in the prior month. Important: CoveraPe is effective in the month following the month in which the contributions are due based on the Trust's eligibility lag month. For example, contributions effective April based on March employment will provide coverage in May. EXPIRATION OF COLLECTIVE BARGAINING AGREEMENT Upon expiration of the above -referenced Collective Bargaining Agreement, the Employer agrees to continue to contribute to the Trust in the same amount and manner as required in the Collective Bargaining Agreement until such time as the Employer and the Labor Organization either enter into a successor Collective Bargaining Agreement, which conforms to the Trust Operating Guidelines, or one party notifies the other in writing (with a copy to the Trust) of its intent to cancel such obligation five (5) days after receiving notice, whichever occurs first. The Trust reserves the right to immediately terminate participation in the Trust upon the failure to execute this or any future Subscription Agreement or to comply with the Trust crating Guidelines as amended by the Tr from time to time. For Employer For Union Title/Assn Mayor, City of Port Orchard Date Title Secretary -Treasurer Date ATTEST: Bran y Rin rson, CMC, City Clerk ELIGIBILITY TO PARTICIPATE INTRUST Eligibility for benefits is determined in accordance with the requirements established in the Collective Bargaining Agreement provided such requirements are consistent with the Trust guidelines. To establish eligibility for benefits, Trust guidelines require that eligible employees must have the required number of hours in a month and have the contractually required contributions paid on their behalf. Eligibility will commence according to the Trust's lag month eligibility rule. Eligibility continues as long as the employee remains eligible, has the contractually required number of hours per month, and has the required contributions made. The Trust, however, will not recognize any contractual provision that conditions continued eligibility on having less than 40 or more than 80 hours in a month. Eligibility will end according to the Trust's policy for employees who do not have the required number of hours and contributions in a month and who do not qualify for an applicable extension of eligibility, if any. Employees of a participating employer not performing work covered by the Collective Bargaining Agreement may participate in the Trust only pursuant to a written special agreement approved in writing by the Trustees. The Trustees reserve the right to recover any and all benefits provided to ineligible individuals from either the ineligible individual receiving the benefits or the employer responsible for misreporting them (if applicable). REPORTING OBLIGATION AND CONSEQUENCES OF DELINQUENCY Employer contributions are due no later than ten (10) days after the last day of each month for which contributions are due. The Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of liquidated damages, interest, attorney fees, and costs incurred in collecting the delinquent amounts. TR USTEEP A UTHORITY TO DETERMINE TERMS OF PLANS The parties recognize that the detail of the benefit plans provided by the Trust and the rules under which employees and their dependents shall be eligible for such benefits is determined solely by the Board of Trustees of the Trust in accordance with the terms of the governing Agreement and Declaration of Trust (Trust Agreement). The Trustees retain the sole discretion and authority to interpret the terms of the Trust's benefit plans, the plans' eligibility requirements, and other matters related to the administration and operation of the Trust and its benefits plans. The Trustees may modify benefits or eligibility of any plan for the purpose of cost containment, cost management, or changes in medical technology and treatment. MECHANISM FOR HANDLING CONTRIBUTION INCREASES The Trustees' authority shall include the right to adjust the contribution rates to support the benefit plans offered by the Trust and to maintain adequate reserves to cover any extended eligibility and the Trust's contingent liability. The parties recognize that it is the intent of the Trust not to provide employee benefit plans for less than the full cost of any such plan. If the Collective Bargaining Agreement does not provide a mechanism for fully funding the designated benefit plans, the Board of Trustees may substitute a plan then available that is fully supported by the employer's contribution obligations. The disposition of any excess employer contributions will be subject to the collective bargaining process. ACCEPTANCE OF TRUST AGREEMENT The Employer and the Labor Organization accept and agree to be bound by the terms of the Trust Agreement governing the Trust, and any subsequent amendments to the Trust Agreement. The parties accept as their representatives for purposes of participating in the Trust the Trustees serving on the Board of Trustees and their duly appointed successors. Provided, however, that in the event that either Section 2 or 3 of Article VIII of the Trust Agreement is amended to change or modify an Employer's liability as specified therein, such amendment will not be deemed applicable to an Employer until such time as the Employer enters into a successor Collective Bargaining Agreement after the expiration of the Employer's then current Collective Bargaining Agreement. APPROVAL OF TRUSTEES This Agreement has been approved by the Board of Trustees of the Washington Teamsters Welfare Trust. Date Administrative Agent Washington Teamsters Welfare Trust SA 28 (REV 02/15) WASHINGTON TEAMSTERS WELFARE TRUST SUBSCRIPTION AGREEMENT GUIDELINES To participate in the Washington Teamsters Welfare Trust, the bargaining parties must complete a Subscription Agreement and file it with the Trust Administrative Office. Additionally, the bargaining parties are advised of the following general participation and benefit information. See Trust Operating Guidelines for more detailed information. 1. The Subscription Agreement language may not be modified or altered. 2. A Subscription Agreement must be submitted to the Trust Administrative Office for each new or renewed collective bargaining agreement, which provides for participation under the Trust. 3. For new accounts, an enforceable collective bargaining agreement, with contribution requirements and eligibility thresholds for benefits consistent with Trust guidelines, must be submitted prior to the activation of the account. 4. Contributions for changes in plan benefits or new accounts are effective the first of the month following the date the Trust Office receives the documents in #2 and #3. Trust policy does not allow retroactive changes in contributions or benefits. 5. A new Subscription Agreement is required for each change in benefits. If a collective bargaining agreement provides for benefit changes subsequent to those listed on the Subscription Agreement submitted to the Trust Office for the new or renewed agreement and the changes take effect prior to the termination of the collective bargaining agreement, the bargaining parties are responsible for formally notifying the Trust Administrative Office of the changes; this may be done by completing and submitting another Subscription Agreement, either with the initial agreement or anytime prior to the effective date of the contribution rate changes for the new benefits. Submission of a collective bargaining agreement by itself does not constitute formal notification of changes. WASHINGTON TEAMSTERS WELFARE TRUST SUBSCRIPTION AGREEMENT C,'ULLECTIVE BARGAINING AGREEMENT PROVIDING FOR PARTICIPATION INTRUST The Employer and Labor Organization below are parties to a Collective Bargaining Agreement providing for participation in the above Trust. An enforceable Collective Bargaining Agreement must exist as a condition precedent to participation in the Trust. City of Port Orchard, Police Support Staff Teamsters Local 589 Employer Name Labor Organization (Union) Name 216 Prospect Street PO Box 4043 Address Port Orchard WA 98366 City State Zip Code COLLECTIVE BARGAINING AGREEMENT The parties' Collective Bargaining Agreement is in effect from: Address Port Angeles WA 98363 City State Zip Code 1/1/2016 ❑ New Account 0 Renewal — Account No. 105504 INFORMATION CONCERNING EMPLOYER'S BUSINESS Employer EIN (Tax ID No.) Employer is: ❑■ Public Entity ❑ Corporation - State of to: 21 /31 /2018 Approximate No. of Covered Employees 4 ❑ Partnership ❑ Sole Proprietorship ❑ LLC If Partnership or Sole Proprietorship, provide name/s of the owner or partners: BENEFIT PLAN(S) DESIGNATED IN COLLECTIVE BARGAINING AGREEMENT The Collective Bargaining Agreement provides that contributions will be made to the Trust on behalf of all employees for whom the Employer is required to contribute under the Trust Operating Guidelines for the purpose of providing such employees and their dependents with the following benefit plan(s): (The undersigned parties acknowledge the receipt of a copy of the Trust Operating Guidelines which by this reference are made a part hereof.) COVERAGE IN BARGAINING AGREEMENT (For renewals, list all coverages, not just changes) Monthly Rate Medical Plan ❑ A ❑ B ❑ C ❑ Z $ ❑ A - $30,000 Employee/$3,000 Dependent Life/AD&D ❑ B - $15,000 Employee/$1,500 Dependent $ ❑ C - $5,000 Employee/$500 Dependent Weekly Time Loss ❑ E - $500 ❑ A - $400 ❑ B - $300 ❑ C-$200 ❑ D-$ l00 $ Disability Waivers ❑ Additional 9 months Disability Waiver of Contributions - Medical only $ Domestic Partners ❑ Domestic Partners — Medical $ Dental Plan ❑■ A ❑ B ❑ C $130.50 Domestic Partners ❑ Domestic Partners — Dental $ Vision Plan 0 EXT $14.90 Domestic Partners ❑ Domestic Partners — Vision $ Will there be any coverage changes before the Collective Bargaining Agreement's expiration? ❑ Yes E No. If yes, attach a Subscription Agreement for each change. EFFECTIVE DATE OF CONTRIBUTIONS - A Subscription Agreement must be submitted in advance of the effective date below. Contributions above are effective (month, year) January 20 16 based on employment in the prior month. Important: Coverage is effective in the month following the month in which the contributions are due based on the Trust's eligibility lag month. For example, contributions effective April based on March employment will provide coverage in May. EXPIRATION OF COLLECTIVE BARGAINING AGREEMENT Upon expiration of the above -referenced Collective Bargaining Agreement, the Employer agrees to continue to contribute to the Trust in the same amount and manner as required in the Collective Bargaining Agreement until such time as the Employer and the Labor Organization either enter into a successor Collective Bargaining Agreement, which conforms to the Trust Operating Guidelines, or one party notifies the other in writing (with a copy to the Trust) of its intent to cancel such obligation five (5) days after receiving notice, whichever occurs first. The Trust reserves the right to immediately terminate participation in the Trust upon the failure to execute this or any future Subscription Agreement or to comply with the Tru Aerating Guidelines as amended by the Trust om time to time. ATTESTFor Employer For Union .. Title/Assn Mayor, City of Port Orchard Date cie Title Secretary -Treasurer Date 3/%�/� Brand y—Ri rre City Cl e r k ELIGIBILITY TO PARTICIPATE IN TRUST Eligibility for benefits is determined in accordance with the requirements established in the Collective Bargaining Agreement provided such requirements are consistent with the Trust guidelines. To establish eligibility for benefits, Trust guidelines require that eligible employees must have the required number of hours in a month and have the contractually required contributions paid on their behalf. Eligibility will commence according to the Trust's lag month eligibility rule. Eligibility continues as long as the employee remains eligible, has the contractually required number of hours per month, and has the required contributions made. The Trust, however, will not recognize any contractual provision that conditions continued eligibility on having less than 40 or more than 80 hours in a month. Eligibility will end according to the Trust's policy for employees who do not have the required number of hours and contributions in a month and who do not qualify for an applicable extension of eligibility, if any. Employees of a participating employer not performing work covered by the Collective Bargaining Agreement may participate in the Trust only pursuant to a written special agreement approved in writing by the Trustees. The Trustees reserve the right to recover any and all benefits provided to ineligible individuals from either the ineligible individual receiving the benefits or the employer responsible for misreporting them (if applicable). REPORTING OBLIGATION AND CONSEQUENCES OF DELINQUENCY Employer contributions are due no later than ten (10) days after the last day of each month for which contributions are due. The Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of liquidated damages, interest, attorney fees, and costs incurred in collecting the delinquent amounts. TRUSTEES' AUTHORITY TO DETERMINE TERMS OF PLANS The parties recognize that the detail of the benefit plans provided by the Trust and the rules under which employees and their dependents shall be eligible for such benefits is determined solely by the Board of Trustees of the Trust in accordance with the terms of the governing Agreement and Declaration of Trust (Trust Agreement). The Trustees retain the sole discretion and authority to interpret the terms of the Trust's benefit plans, the plans' eligibility requirements, and other matters related to the administration and operation of the Trust and its benefits plans. The Trustees may modify benefits or eligibility of any plan for the purpose of cost containment, cost management, or changes in medical technology and treatment. MECHANISM FOR HANDLING CONTRIBUTION INCREASES The Trustees' authority shall include the right to adjust the contribution rates to support the benefit plans offered by the Trust and to maintain adequate reserves to cover any extended eligibility and the Trust's contingent liability. The parties recognize that it is the intent of the Trust not to provide employee benefit plans for less than the full cost of any such plan. If the Collective Bargaining Agreement does not provide a mechanism for fully funding the designated benefit plans, the Board of Trustees may substitute a plan then available that is fully supported by the employer's contribution obligations. The disposition of any excess employer contributions will be subject to the collective bargaining process. ACCEPTANCE OF TRUST AGREEMENT The Employer and the Labor Organization accept and agree to be bound by the terms of the Trust Agreement governing the Trust, and any subsequent amendments to the Trust Agreement. The parties accept as their representatives for purposes of participating in the Trust the Trustees serving on the Board of Trustees and their duly appointed successors. Provided, however, that in the event that either Section 2 or 3 of Article VIII of the Trust Agreement is amended to change or modify an Employer's liability as specified therein, such amendment will not be deemed applicable to an Employer until such time as the Employer enters into a successor Collective Bargaining Agreement after the expiration of the Employer's then current Collective Bargaining Agreement. APPROVAL OF TRUSTEES This Agreement has been approved by the Board of Trustees of the Washington Teamsters Welfare Trust. Date Administrative Agent Washington Teamsters Welfare Trust SA 28 (REV 02/15) WASHINGTON TEAMSTERS WELFARE TRUST SUBSCRIPTION AGREEMENT GUIDELINES To participate in the Washington Teamsters Welfare Trust, the bargaining parties must complete a Subscription Agreement and file it with the Trust Administrative Office. Additionally, the bargaining parties are advised of the following general participation and benefit information. See Trust Operating Guidelines for more detailed information. l . The Subscription Agreement language may not be modified or altered. 2. A Subscription Agreement must be submitted to the Trust Administrative Office for each new or renewed collective bargaining agreement, which provides for participation under the Trust. 3. For new accounts, an enforceable collective bargaining agreement, with contribution requirements and eligibility thresholds for benefits consistent with Trust guidelines, must be submitted prior to the activation of the account. 4. Contributions for changes in plan benefits or new accounts are effective the first of the month following the date the Trust Office receives the documents in #2 and #3. Trust policy does not allow retroactive changes in contributions or benefits. 5. A new Subscription Agreement is required for each change in benefits. If a collective bargaining agreement provides for benefit changes subsequent to those listed on the Subscription Agreement submitted to the Trust Office for the new or renewed agreement and the changes take effect prior to the termination of the collective bargaining agreement, the bargaining parties are responsible for formally notifying the Trust Administrative Office of the changes; this may be done by completing and submitting another Subscription Agreement, either with the initial agreement or anytime prior to the effective date of the contribution rate changes for the new benefits. Submission of a collective bargaining agreement by itself does not constitute formal notification of changes. Complete/ t / V WASHINGTON TEAMSTERS WELFARE TRUST SUBSCRIPTION AGREEMENT COLLECTIVE BARGAINING AGREEMENT PROVIDING FOR PARTICIPATION IN TRUST The Employer and Labor Organization below are parties to a Collective Bargaining Agreement providing for participation in the above Trust. An enforceable Collective Bargaining Agreement must exist as a condition precedent to participation in the Trust. City of Port Orchard, Police Support Staff Teamsters Local 589 Employer Name 216 Prospect Street Address Port Orchard WA 98366 City State Zip Code COLLECTIVE BARGAINING AGREEMENT Labor Organization (Union) Name PO Box 4043 Address Port Angeles WA 98363 City State Zip Code The parties' Collective Bargaining Agreement is in effect from: 1 /1 /2016 to: 21 /31 /2018 ❑ New Account ❑■ Renewal — Account No. 105504 Approximate No. of Covered Employees 4 INFORMATION CONCERNING EMPLOYER'S BUSINESS Employer EIN (Tax ID No.) Employer is: ❑■ Public Entity ❑ Corporation - State of ❑ Partnership ❑ Sole Proprietorship ❑ LLC If Partnership or Sole Proprietorship, provide name/s of the owner or partners: BENEFIT PLAN(S) DESIGNATED IN COLLECTIVE BARGAINING AGREEMENT The Collective Bargaining Agreement provides that contributions will be made to the Trust on behalf of all employees for whom the Employer is required to contribute under the Trust Operating Guidelines for the purpose of providing such employees and their dependents with the following benefit plan(s): (The undersigned parties acknowledge the receipt of a copy of the Trust Operating Guidelines which by this reference are made a part hereof.) COVERAGE IN BARGAINING AGREEMENT (For renewals, list all coverages, not just changes) Monthly Rate Medical Plan ❑ A ❑ B ❑ C ❑ Z $ Life/AD&D ❑ A - $30,000 Employee/$3,000 Dependent ❑ B - $15,000 Employee/$1,500 Dependent ❑ C - $5,000 Employee/$500 Dependent $ Weekly Time Loss ❑ E - $500 ❑ A - $400 ❑ B - $300 ❑ C-$200 ❑ D-$100 $ Disability Waivers ❑ Additional 9 months Disability Waiver of Contributions - Medical only $ Domestic Partners ❑ Domestic Partners — Medical $ Dental Plan ❑■ A ❑ B ❑ C $130.50 Domestic Partners ❑ Domestic Partners — Dental $ Vision Plan ❑■ EXT $14.90 Domestic Partners ❑ Domestic Partners — Vision $ Will there be any coverage changes before the Collective Bargaining Agreement's expiration? ❑ Yes E No. If yes, attach a Subscription Agreement for each change. EFFECTIVE DATE OF CONTRIBUTIONS - A Subscription Agreement must be submitted in advance of the effective date below. Contributions above are effective (month, year) January 20 16 based on employment in the prior month. Laportant: Coverage is effective in the month following the month in which the contributions are due based on the Trust's eligibility lag month. For example, contributions effective April based on March employment will provide coverage in May. EXPIRATION OF COLLECTIVE BARGAINING AGREEMENT Upon expiration of the above -referenced Collective Bargaining Agreement, the Employer agrees to continue to contribute to the Trust in the same amount and manner as required in the Collective Bargaining Agreement until such time as the Employer and the Labor Organization either enter into a successor Collective Bargaining Agreement, which conforms to the Trust Operating Guidelines, or one party notifies the other in writing (with a copy to the Trust) of its intent to cancel such obligation five (5) days after receiving notice, whichever occurs first. The Trust reserves the right to immediately terminate participation in the Trust upon the failure to execute this or any future Subscription Agreement or to comply with the Trus perating Guidelines as amended by the Tru n�z� time. For Employer '��/�For Union Title/Assn Mayor, City of Port Orchard Date ��-"`►-1�' Title Secretary -Treasurer Date ATTEST: Brandy l7finearson, CMC, City Clerk ELIGIBILITY TO PARTICIPATE IN TRUST Eligibility for benefits is determined in accordance with the requirements established in the Collective Bargaining Agreement provided such requirements are consistent with the Trust guidelines. To establish eligibility for benefits, Trust guidelines require that eligible employees must have the required number of hours in a month and have the contractually required contributions paid on their behalf. Eligibility will commence according to the Trust's lag month eligibility rule. Eligibility continues as long as the employee remains eligible, has the contractually required number of hours per month, and has the required contributions made. The Trust, however, will not recognize any contractual provision that conditions continued eligibility on having less than 40 or more than 80 hours in a month. Eligibility will end according to the Trust's policy for employees who do not have the required number of hours and contributions in a month and who do not qualify for an applicable extension of eligibility, if any. Employees of a participating employer not performing work covered by the Collective Bargaining Agreement may participate in the Trust only pursuant to a written special agreement approved in writing by the Trustees. The Trustees reserve the right to recover any and all benefits provided to ineligible individuals from either the ineligible individual receiving the benefits or the employer responsible for misreporting them (if applicable). REPORTING OBLIGATION AND CONSEQUENCES OF DELINQUENCY Employer contributions are due no later than ten (10) days after the last day of each month for which contributions are due. The Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of liquidated damages, interest, attorney fees, and costs incurred in collecting the delinquent amounts. TR USTEES' A UTHORITY TO DETERMINE TERMS OF PLANS The parties recognize that the detail of the benefit plans provided by the Trust and the rules under which employees and their dependents shall be eligible for such benefits is determined solely by the Board of Trustees of the Trust in accordance with the terms of the governing Agreement and Declaration of Trust (Trust Agreement). The Trustees retain the sole discretion and authority to interpret the terms of the Trust's benefit plans, the plans' eligibility requirements, and other matters related to the administration and operation of the Trust and its benefits plans. The Trustees may modify benefits or eligibility of any plan for the purpose of cost containment, cost management, or changes in medical technology and treatment. MECHANISM FOR HANDLING CONTRIBUTION INCREASES The Trustees' authority shall include the right to adjust the contribution rates to support the benefit plans offered by the Trust and to maintain adequate reserves to cover any extended eligibility and the Trust's contingent liability. The parties recognize that it is the intent of the Trust not to provide employee benefit plans for less than the full cost of any such plan. If the Collective Bargaining Agreement does not provide a mechanism for fully funding the designated benefit plans, the Board of Trustees may substitute a plan then available that is fully supported by the employer's contribution obligations. The disposition of any excess employer contributions will be subject to the collective bargaining process. ACCEPTANCE OF TRUST AGREEMENT The Employer and the Labor Organization accept and agree to be bound by the terms of the Trust Agreement governing the Trust, and any subsequent amendments to the Trust Agreement. The parties accept as their representatives for purposes of participating in the Trust the Trustees serving on the Board of Trustees and their duly appointed successors. Provided, however, that in the event that either Section 2 or 3 of Article VIII of the Trust Agreement is amended to change or modify an Employer's liability as specified therein, such amendment will not be deemed applicable to an Employer until such time as the Employer enters into a successor Collective Bargaining Agreement after the expiration of the Employer's then current Collective Bargaining Agreement. APPROVAL OF TRUSTEES This Agreement has been approved by the Board of Trustees of the Washington Teamsters Welfare Trust. Date Administrative Agent Washington Teamsters Welfare Trust SA 28 (REV 02/15) WASHINGTON TEAMSTERS WELFARE TRUST SUBSCRIPTION AGREEMENT GUIDELINES To participate in the Washington Teamsters Welfare Trust, the bargaining parties must complete a Subscription Agreement and file it with the Trust Administrative Office. Additionally, the bargaining parties are advised of the following general participation and benefit information. See Trust Operating Guidelines for more detailed information. 1. The Subscription Agreement language may not be modified or altered. 2. A Subscription Agreement must be submitted to the Trust Administrative Office for each new or renewed collective bargaining agreement, which provides for participation under the Trust. 3. For new accounts, an enforceable collective bargaining agreement, with contribution requirements and eligibility thresholds for benefits consistent with Trust guidelines, must be submitted prior to the activation of the account. 4. Contributions for changes in plan benefits or new accounts are effective the first of the month following the date the Trust Office receives the documents in #2 and #3. Trust policy does not allow retroactive changes in contributions or benefits. 5. A new Subscription Agreement is required for each change in benefits. If a collective bargaining agreement provides for benefit changes subsequent to those listed on the Subscription Agreement submitted to the Trust Office for the new or renewed agreement and the changes take effect prior to the termination of the collective bargaining agreement, the bargaining parties are responsible for formally notifying the Trust Administrative Office of the changes; this may be done by completing and submitting another Subscription Agreement, either with the initial agreement or anytime prior to the effective date of the contribution rate changes for the new benefits. Submission of a collective bargaining agreement by itself does not constitute formal notification of changes. WASHINGTON TEAMSTERS WELFARE TRUST SUBSCRIPTION AGREEMENT COLLECTIVE BARGAINING AGREEMENT PROVIDING FOR PARTICIPATION INTRUST The Employer and Labor Organization below are parties to a Collective Bargaining Agreement providing for participation in the above Trust. An enforceable Collective Bargaining Agreement must exist as a condition precedent to participation in the Trust. City of Port Orchard, Police Support Staff Teamsters Local 589 Employer Name 216 Prospect Street Address Port Orchard City Labor Organization (Union) Name PO Box 4043 Address WA 98366 Port Angeles State Zip Code City COLLECTIVE BARGAINING AGREEMENT WA 98363 State Zip Code The parties' Collective Bargaining Agreement is in effect from: 1 /1 /2016 to: 21 /31 /2018 ❑ New Account ❑� Renewal — Account No. 105504 Approximate No. of Covered Employees 4 INFORMATION CONCERIVING EMPLOYER'S BUSINESS Employer EIN (Tax ID No.) Employer is: ❑■ Public Entity ❑ Corporation - State of ❑ Partnership ❑ Sole Proprietorship ❑ LLC If Partnership or Sole Proprietorship, provide name/s of the owner or partners: BENEFIT PLAN(S) DESIGNATED IN COLLECTIVE BARGAINING AGREEMENT The Collective Bargaining Agreement provides that contributions will be made to the Trust on behalf of all employees for whom the Employer is required to contribute under the Trust Operating Guidelines for the purpose of providing such employees and their dependents with the following benefit plan(s): (The undersigned parties acknowledge the receipt of a copy of the Trust Operating Guidelines which by this reference are made a part hereof.) COVERAGE IN BARGAINING AGREEMENT (For renewals, list all coverages, not just changes) Monthly Rate Medical Plan ❑ A ❑ B ❑ C ❑ Z $ Life/AD&D ❑ A - $30,000 Employee/$3,000 Dependent ❑ B - $15,000 Employee/$1,500 Dependent ❑ C - $5,000 Employee/$500 Dependent $ Weekly Time Loss ❑ E - $500 ❑ A - $400 ❑ B - $300 ❑ C-$200 ❑ D-$100 $ Disability Waivers ❑ Additional 9 months Disability Waiver of Contributions - Medical only $ Domestic Partners ❑ Domestic Partners — Medical $ Dental Plan ❑■ A ❑ B ❑ C $130.50 Domestic Partners ❑ Domestic Partners — Dental $ Vision Plan ❑■ EXT $14.90 Domestic Partners ❑ Domestic Partners — Vision $ Will there be any coverage changes before the Collective Bargaining Agreement's expiration? ❑ Yes ❑� No. If yes, attach a Subscription Agreement for each change. EFFECTIVE DATE OF CONTRIBUTIONS - A Subscription Agreement must be submitted in advance of the effective date below. Contributions above are effective (month, year) January 20 16 based on employment in the prior month. Important: Coverage is effective in the month following the month in which the contributions are due based on the Trust's eligibility lag month. For example, contributions effective April based on March employment will provide coverage in May. EXPIRATION OF COLLECTIVE BARGAINING AGREEMENT Upon expiration of the above -referenced Collective Bargaining Agreement, the Employer agrees to continue to contribute to the Trust in the same amount and manner as required in the Collective Bargaining Agreement until such time as the Employer and the Labor Organization either enter into a successor Collective Bargaining Agreement, which conforms to the Trust Operating Guidelines, or one party notifies the other in writing (with a copy to the Trust) of its intent to cancel such obligation five (5) days after receiving notice, whichever occurs first. The Trust reserves the right to immediately terminate participation in the Trust upon the failure to execute this or any future Subscription Agreement or to comply with the Tru Operating Guidelines as amended by the Tru from time to time. For Employer nknA For Union A T T E S T Title/Assn Mayor, City of Port Orchard Date Title Secretary -Treasurer Date Brand /Rinea y rson, CMC, City Clerk ELIGIBILITY TO PARTICIPATE IN TRUST Eligibility for benefits is determined in accordance with the requirements established in the Collective Bargaining Agreement provided such requirements are consistent with the Trust guidelines. To establish eligibility for benefits, Trust guidelines require that eligible employees must have the required number of hours in a month and have the contractually required contributions paid on their behalf. Eligibility will commence according to the Trust's lag month eligibility rule. Eligibility continues as long as the employee remains eligible, has the contractually required number of hours per month, and has the required contributions made. The Trust, however, will not recognize any contractual provision that conditions continued eligibility on having less than 40 or more than 80 hours in a month. Eligibility will end according to the Trust's policy for employees who do not have the required number of hours and contributions in a month and who do not qualify for an applicable extension of eligibility, if any. Employees of a participating employer not performing work covered by the Collective Bargaining Agreement may participate in the Trust only pursuant to a written special agreement approved in writing by the Trustees. The Trustees reserve the right to recover any and all benefits provided to ineligible individuals from either the ineligible individual receiving the benefits or the employer responsible for misreporting them (if applicable). REPORTING OBLIGATION AND CONSEQUENCES OF DELINQUENCY Employer contributions are due no later than ten (10) days after the last day of each month for which contributions are due. The Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of liquidated damages, interest, attorney fees, and costs incurred in collecting the delinquent amounts. TR USTEES' A UTHORITY TO DETERMINE TERMS OF PLANS The parties recognize that the detail of the benefit plans provided by the Trust and the rules under which employees and their dependents shall be eligible for such benefits is determined solely by the Board of Trustees of the Trust in accordance with the terms of the governing Agreement and Declaration of Trust (Trust Agreement). The Trustees retain the sole discretion and authority to interpret the terms of the Trust's benefit plans, the plans' eligibility requirements, and other matters related to the administration and operation of the Trust and its benefits plans. The Trustees may modify benefits or eligibility of any plan for the purpose of cost containment, cost management, or changes in medical technology and treatment. MECHANISM FOR HANDLING CONTRIBUTION INCREASES The Trustees' authority shall include the right to adjust the contribution rates to support the benefit plans offered by the Trust and to maintain adequate reserves to cover any extended eligibility and the Trust's contingent liability. The parties recognize that it is the intent of the Trust not to provide employee benefit plans for less than the full cost of any such plan. If the Collective Bargaining Agreement does not provide a mechanism for fully funding the designated benefit plans, the Board of Trustees may substitute a plan then available that is fully supported by the employer's contribution obligations. The disposition of any excess employer contributions will be subject to the collective bargaining process. ACCEPTANCE OF TRUST AGREEMENT The Employer and the Labor Organization accept and agree to be bound by the terms of the Trust Agreement governing the Trust, and any subsequent amendments to the Trust Agreement. The parties accept as their representatives for purposes of participating in the Trust the Trustees serving on the Board of Trustees and their duly appointed successors. Provided, however, that in the event that either Section 2 or 3 of Article VIII of the Trust Agreement is amended to change or modify an Employer's liability as specified therein, such amendment will not be deemed applicable to an Employer until such time as the Employer enters into a successor Collective Bargaining Agreement after the expiration of the Employer's then current Collective Bargaining Agreement. APPROVAL OF TRUSTEES This Agreement has been approved by the Board of Trustees of the Washington Teamsters Welfare Trust. Date Administrative Agent Washington Teamsters Welfare Trust SA 28 (REV 02/15) WASHINGTON TEAMSTERS WELFARE TRUST SUBSCRIPTION AGREEMENT GUIDELINES To participate in the Washington Teamsters Welfare Trust, the bargaining parties must complete a Subscription Agreement and file it with the Trust Administrative Office. Additionally, the bargaining parties are advised of the following general participation and benefit information. See Trust Operating Guidelines for more detailed information. 1. The Subscription Agreement language may not be modified or altered. 2. A Subscription Agreement must be submitted to the Trust Administrative Office for each new or renewed collective bargaining agreement, which provides for participation under the Trust. 3. For new accounts, an enforceable collective bargaining agreement, with contribution requirements and eligibility thresholds for benefits consistent with Trust guidelines, must be submitted prior to the activation of the account. 4. Contributions for changes in plan benefits or new accounts are effective the first of the month following the date the Trust Office receives the documents in #2 and #3. Trust policy does not allow retroactive changes in contributions or benefits. 5. A new Subscription Agreement is required for each change in benefits. If a collective bargaining agreement provides for benefit changes subsequent to those listed on the Subscription Agreement submitted to the Trust Office for the new or renewed agreement and the changes take effect prior to the termination of the collective bargaining agreement, the bargaining parties are responsible for formally notifying the Trust Administrative Office of the changes; this may be done by completing and submitting another Subscription Agreement, either with the initial agreement or anytime prior to the effective date of the contribution rate changes for the new benefits. Submission of a collective bargaining agreement by itself does not constitute formal notification of changes.