HomeMy WebLinkAbout19-197 - Teamsters #763 - 2020-2022 Labor Agreement (Administrative/Technical Employees)Reference 19-197
Council Approval 4/18/22
MEMORANDUM OF UNDERSTANDING
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
(Representing the Administrative/Technical Employees)
January 01, 2020 through December 31, 2022
Re:
JUNETEENTH
THIS MEMORANDUM OF UNDERSTANDING is by and between the CITY OF TUKWILA,
WASHINGTON (hereinafter referred to as the "City") and the PUBLIC, PROFESSIONAL &
OFFICE -CLERICAL EMPLOYEES AND DRIVERS TEAMSTERS LOCAL UNION NO. 763,
(hereinafter referred to as the "Union"), representing the Administrative/Technical Employees.
Effective upon the execution of the MOU the parties agree that Juneteenth (June 19) will be
added to the list of holidays that employees receive off with pay that are set forth in Article IX —
Holidays, section 9.1. If June 19 falls on a Saturday, Juneteenth will be celebrated on June 18.
If June 19 falls on a Sunday, Juneteenth will be celebrated on June 20.
This MOU shall remain in effect through December 31, 2022, unless otherwise extended. Except
as expressly amended by this MOU, all other agreements between the parties will remain in full
force and effect.
PUBLIC, PROFESSIONAL & OFFICE -
CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763, affiliated with the
International Brotherhood of Teamsters
By
a. 4.1ucius.
By
CITY OF TUKWILA, WASHINGTON
Scott A. Sullivan Allan Ekberg
Secretary -Treasurer Mayor
Date 4- ZDate Cj — Z 8
19-197(a)
Council Approval N/A
LETTER OF AGREEMENT
By and between
CITY OF TUKWILA, WASHINGTON
And
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
(Representing the Administrative/Technical Employees)
January 01, 2020 through December 31, 2022
THIS LETTER OF AGREEMENT ("LOA") is by and between the CITY OF TUKWILA, WASHINGTON
(hereinafter referred to as the "Employer") and the PUBLIC, PROFESSIONAL & OFFICE -CLERICAL
EMPLOYEES AND DRIVERS LOCAL NO. 763, affiliated with the International Brotherhood of Teamsters,
(herein after referred to as the "Union"), representing the Administrative/Technical Employees
(collectively, the "Parties").
WHEREAS, the Agreement by and between the CITY OF TUKWILA, WASHINGTON and the PUBLIC,
PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS LOCAL NO. 763, affiliated with
the International Brotherhood of Teamsters (Representing the Administrative/Technical Employees)
dated January 1, 2020 through December 31, 2022 ("CBA") provides in Appendix A, Section A-6.1 for a
Market Compensation Study for the Administrative/Technical Bargaining Unit as agreed upon in a
previous Letter of Understanding signed by the Parties in 2018 that was extended by a Memorandum of
Understanding signed by the Parties in 2019; and
WHEREAS, Appendix A, Section A-6.1 of the CBA provided that "Positions in the Administrative/Technical
bargaining unit found to be under market will be brought to market retro -active to January 1, 2019;" and
WHEREAS, the Market Compensation Study has been completed and the Parties desire to amend the
Wage Scale and Salary Grades for the positions in the Administrative/Technical bargaining unit found to
be under market to be brought to market retroactive to January 1, 2019;
NOW, THEREFORE, the Parties agree to amend the wage schedule located in Appendix A of the CBA
and the Teamsters Salary Grade located in Appendix B of the CBA as follows:
1. As of the Effective Date of this LOA, The Amended Teamsters Wage Scale in Attachment A to
this LOA and the Amended Teamsters Salary Grade in Attachment B to this LOA shall be
retroactively implemented for the period of January 1, 2019 to December 31, 2019.
2. Employees who were employed in the positions specified in Attachment A to this CBA in 2019
who were still employed in such positions as of December 15, 2020 will receive retroactive pay
for the time period beginning on January 1, 2019, or their first date of employment in such position,
whichever is shortest. Such retroactive pay shall be the difference between the rate of pay in
effect in 2019 and the rate of pay for such position that is set forth in the wage scale for January
1, 2019 -December 31, 2019 in Attachment A to this LOA. Employees who are eligible for
retroactive pay under this Section 2 shall also receive retroactive pay for overtime work and work
performed out of class in 2019, which shall be the difference between the rate of pay they received
for such work when the work was performed in 2019 and the rate of pay for such work based on
the wage scale for January 1, 2019 -December 31, 2019 in Attachment A to this LOA. Any
amounts paid to eligible employees by the Employer pursuant to the CBA in effect in 2019 for
vacation leave, sick leave, bereavement leave, and sick leave buyouts for the 2019 calendar year
shall also be subject to the retroactive pay provisions set forth in this Section 2.
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3. The amended wage scale will be adjusted by 90% of CPI (June-uno).whichwae1.53%hxMha
wage year beginning January 1, 2020 through December 31, 2020. Employees who were
employed in the positions specified in Attachment A to this CBA in 2020 who were still employed
in such positions as of December 15, 2020 will receive a retroactive CPI adjustment based on the
wage scale in Attachment A to this CBA for the time period beginning on January 1, 2020, or their
first date of employment in such pnsidon, whichever is shortest. Employees who are eligible for
a retroactive CPI adjustment under this Section 3 shall also receive a retroactive CPI adjustment
for overtime work and work performed out of class in 2020, which shall be the difference between
the rate of pay they received for such work when the work was performed in 2020 and the rate of
pay for such work based on the CPI adjustment set forth in this Section 3. Any amounts paid to
eligible employees by the Employer pursuant to the CBA for vacation leave, sick leave,
bereavement |eove, and sick leave buyouts for the 2020 calendar year shall also be subject to
the retroactive CPI adjustment set forth in this Section 3.
4. The amended wage scale will be adjusted by 9096 of CPI (June -June) which was .9096 for the
wage year beginning January 1, 2021 through December 31, 2021. Employees who are eligible
for the CPI adjustment under this Section 4 from January 1, 2021 through the Effective Date of
this MOU shall also a retroactive CPI adjustment for overtime work and work performed out of
class for the same time period, which shall be the difference between the rate of pay they received
for such work when the work was performed and the CPI adjustment for such work that is set
forth in this Section 4. Any amounts paid to eligible employees by the Employer pursuant to the
CBA for vacation leave, sick leave, bereavement leave, and sick leave buyouts from January 1,
2021 through the Effective Date of this MOU shall also be subject to the retroactive CPI
adjustment set forth in this Section 4.
5. All retroactive pay and retroactive CPI adjustments that are provided for in this LOA shall be due
no later than March 1, 2021 in order to provide Employer with sufficient time to calculate the
amounts due. All compensation for such retroactive pay and CPI adjustments shall be reported
on the employee's IRS Form W-2 for 2021.
O. Attachment A is the amended wage scale effective January 1, 2019.
7. Attachment B is the newly amended Salary Grades for the Teamster positions.
8. Other than as set forth in this LOA, the CBA and all prior agreements between the Parties that
were in effect as of the Effective Date of this LOA will remain in full force and effect.
9. The Effective Date of this LOA shall be the date the City Council approves it or the date of the
signature of the Iast Party to sign it, whichever occurs later.
THE UNDERSIGNED agree thathey have read and understand and do hereby approve and agree to the
terms of this LOA.
PUBLIC, PROFESSIONAL & OFFICE -
CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763, affiliated with the
International Brotherhcod of Teamsters
By
Sullivan� ��� ^|k�nEkberg
S cme�/�Mayor
+|reanunar� `
Date t
/zJzf Date Z y�� I ZU
CITY OF TUKWILA, WASHINGTON
2
Attachment A:Amended Teamsters Wage Scale
January 1, 2019- December 31, 2019
Step 1 Step 2 Step 3 Step 4 Step 5
New Salary Grade
t'10 5876 4068 4273 4485 4712
t- 11 4012 4210 4423 4642 4877
t-12 4148 4356 4574 4804 5043
t-13 4293 4508 4734 4972 5220
t-14 4438 4655 4888 5134 5394
t'15 4593 4818 5059 5314 5583
t-16 4747 4984 5235 5494 5769
t-17 4913 5158 5418 5686 5971
t-18 5077 5334 5600 5882 6174
t-19 5255 5521 5796 6088 6390
t'20 5435 5706 5989 6294 6606
t'21 5625 5906 6199 6514 6837
t'22 5816 6108 6410 6732 7069
t'23 6020 6322 6634 6968 7316
t-24 6219 6532 6050 7204 7566
t'35 6437 6761 7100 7456 7831
t-26 6659 6993 7342 7708 8091
t'27 6892 7238 7599 7978 8374
t'28 7124 7480 7852 8249 8660
t-29 7373 7742 8127 8538 8963
t'30 7623 8006 8404 8826 9266
t-31 7890 8286 8698 9135 9590
t'32 8157 8567 8991 9444 9917
t-33 8442 8867 9306 9775 10264
t-34 8728 9165 9623 10105 10610
t-35 9033 9486 9960 10459 10981
t-36 9350 9818 10308 10825 11366
t-37 9677 10161 10669 11204 11763
t-38 10016 10517 11043 11596 12175
t-39 10366 10885 11429 12002 12601
t'40 10729 11266 11829 12422 13042
t'41 11104 11660 12243 12855 13499
t'42 11493 12069 12672 13306 13971
t-43 11895 12491 13115 13772 14460
t-44 12312 12928 13574 14254 14966
Attachment B: Amended Teamsters Salary Grade
Position Title
Salary Grade
Admin Support Assistant
t'1O
Recreation Program Assistant
t'10
Admin Support Technician
t'12
Permit Technician
t'15
Fiscal Support Technician
t-16
Technology Services Assistant
t'12
Admin Support Specialist (Court Clerk)
t-14
Administrative Support Specialist
t-14
Admin Support Coordinator
t'18
Bailiff
t-17
Fiscal Specialist
t'17
Recreation Program Specialist
t-17
Building Inspector 1
t'21
Plans Examiner
t-22
Building Inspector II
t'21
Code Enforcement Officer
t'22
NPDES Inspector (Entry)
t'30
Payroll Specialist
t-20
Police Records Supervisor
|-22
Project lnspector (Entry)
1-23
Technology Services Specialist (Entry)
t-20
Building Inspector U|
t'23
Director of Instruction-GoIf
t-26
NPOESInspector (Genim)
t-22
Project Inspector (Senior)
t-24
Recreation Program Coordinator
t-22
Senior Plans Examiner
t'25
Emergency Management Specialist
t-24
Senior Electrical Inspector
t'24
Technology Serices Specialist (Senior)
t'24
{mwx234998|uoCx;2/13175.000001/} 4
19-197
Council Approval 11/18/19
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL
EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
(Representing the Administrative/Technical Employees)
January 01, 2020 through December 31, 2022
0
n
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
(Representing the Administrative/Technical Employees)
January 01, 2020 through December 31, 2022
TABLE OF CONTENTS
ARTICLE SUBJECT PAGE
ARTICLE DEFINITIONS 3
ARTICLE IV HOURS OF WORK 4
ARTICLE V OVERTIME AND CALLBACK 5
COMMON CLAUSES 7
ARTICLE II RECOGNITION, UNION MEMBERSHIP AND PAYROLL DEDUCTION 7
ARTICLE III UNION RIGHTS AND NON-DISCRIMINATION 8
ARTICLE VI MONTHLY SALARIES 9
ARTICLE VII WORKING OUT OF CLASSIFICATION 9
ARTICLE VIII PROBATION PERIOD, LAYOFF, RECALL AND JOB VACANCIES 9
ARTICLE IX HOLIDAYS 12
ARTICLE LEAVES 13
ARTICLE XI HEALTH INSURANCE 16
ARTICLE XII MISCELLANEOUS 19
ARTICLE XIII PERFORMANCE OF DUTY 21
ARTICLE XIV MAINTENANCE OF STANDARDS 21
ARTICLE XV MANAGEMENT RIGHTS 21
ARTICLE XVI WARNING NOTICE 22
ARTICLE XVII GRIEVANCE PROCEDURE 22
ARTICLE XVIII SEPARABILITY 23
ARTICLE XIX DURATION 24
APPENDIX "A" CLASSIFICATION AND MONTHLY RATES OF PAY 25
LETTER OF AGREEMENT - THREE QUARTER TIME EMPLOYEES 30
LETTER OF AGREEMENT - HALF-TIME NINE MONTH EMPLOYEES 32
MEMORANDUM OF UNDERSTANDING WORKING OUT OF CLASSIFICATION 34
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
(Representing the Administrative/Technical Employees)
January 01, 2020 through December 31, 2022
THIS AGREEMENT is by and between the CITY OF TUKWILA, WASHINGTON, hereinafter referred to as
the Employer, and PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763, affiliated with the International Brotherhood of Teamsters, hereinafter referred to
as the Union.
ARTICLE I DEFINITIONS
1.1 As used herein, the following terms shall be defined as follows:
1.1.1 "Employer" shall mean the City of Tukwila, Washington.
1.1.2 "Union" shall mean Public, Professional & Office -Clerical Employees and Drivers Local
Union No. 763, affiliated with the International Brotherhood of Teamsters.
1.1.3 "Bargaining Unit" shall mean all employees of the Finance Department, City Clerks Office,
Office of Community Development (Planning Division and Building Division), Information
Technology, Public Works Department, Parks and Recreation Department, Fire
Department and Municipal Court, as listed in Appendix "A".
The City and Union agree to continue negotiating a Letter of Agreement to address
inclusion of seasonal and temporary employees into the bargaining unit. The parties also
agree (pursuant to WAC 391-35-350) failure to reach a tentative agreement on the issue
shall not bar either party from filing a unit clarification on the matter and such filing shall be
agreed to be timely during the period of this Agreement. The issue of application of the
various provisions of the Labor Agreement shall be subject to the negotiations and by
mutual agreement of the parties.
1.1.4 "Employee" shall mean a regular full-time or regular part-time employee twenty (20) hours
or more per week in the bargaining unit (as defined in subparagraph 1.1.3 hereof) covered
by this Agreement.
1.1.5 "Regular employee" shall mean an individual performing bargaining unit work for more than
one thousand forty (1040) hours in a twelve (12) consecutive month period, excluding
interns and employees funded by State or Federal grants.
1.1.6 Notwithstanding the provisions of Section 1.1.5 of the Labor Agreement, the Employer may
employ temporary Recreation Leaders in excess of one thousand forty (1040) hours in a
twelve (12) consecutive month period, provided that:
1.1.6.1 In no event shall the total hours worked by such employee in a twelve (12) consecutive
monthly period exceed one thousand three hundred (1300) hours.
1.1.6.2 The reason the employee exceeded the one thousand forty (1040) hour threshold was due
to a short period of full-time employment in the specific program for which the employee
was originally hired.
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 3
1.1.6.3 Such employee is a bona fide high school or college student.
1.1.7 "Monthly Salary" shall mean the monthly rate of pay so identified and set forth in Appendix
"A" to this Agreement.
1.1.7.1 "Straight Time Hourly Rate of Pay" shall be based upon the formula utilized by the
Employer for determining the employee's regular straight -time hourly rate of pay which is
to divide the monthly salary by 173.33. (For example, an employee with a base monthly
salary of $1,733.30 would be paid a straight -time rate of pay of $10.00 per hour).
1.1.8 "Vacation" shall mean a scheduled workday or accumulation of scheduled workdays on
which an eligible employee may, by prearrangement, continue to receive the regular rate
of compensation although he does not work.
ARTICLE IV HOURS OF WORK
4.1 Hours of Work - The workweek for regular full-time employees shall be comprised of four
(4) consecutive days of ten (10) consecutive hours of work (excluding the meal period)
totaling forty (40) hours and three (3) consecutive days off as determined by the
department head or
4.1.1 The workweek for regular full-time employees shall be comprised of five (5) consecutive
days of eight (8) consecutive hours of work (excluding the meal period) totaling forty (40)
hours and two (2) consecutive days off as determined by the department head, or
4.1.2 The workweek for regular full-time employees shall be comprised of one week of five (5)
consecutive days. All but one of those days shall be at nine (9) consecutive hours of work
(excluding the meal period) with one day comprised of eight (8) consecutive hours totaling
forty (40) hours for the FLSA work week and two (2) consecutive days off as determined
by the department head. The following week shall be comprised of four consecutive days
comprised at nine (9) hours totaling forty (40) hours for the FLSA work week and three (3)
consecutive days off as determined by the department head.
4.1.3 Employees at the golf course pro shop, at least one day off shall be a Saturday or Sunday.
4.2 Starting Times - Each employee shall be assigned a regular starting time which shall not
be changed without thirty-six (36) hours written notice, except in the case of civil disorder
or natural disaster' and, if during this thirty-six (36) hour period an employee is deployed
from an on-call, call -out or availability list, then Article 5.3 (Callback) shall apply. In the
event an employee's regular starting time is changed without thirty-six (36) hours written
notice, he shall be paid in accordance with the provisions of Article V, Section 5.1 or 5.1.1,
Overtime, for all hours worked outside of the employee's normal work schedule. Temporary
work schedule changes may be made without notice to cover essential functions in case
of emergencies officially declared by the Governor of the State of Washington or the King
County Executive.
4.2.1 With 72 -hour written (email meets this requirement) notice, the Employer may require an
employee to attend a night meeting or work outside of their schedule by adjusting their start
time for that day. Employees may have flexible starting times and working hours with
mutual consent between the employee and the Employer.
4.3 Rest Breaks - Employees shall receive a rest period of not less than fifteen (15) minutes,
on the Employer's time, for each four (4) hour work period. Rest periods shall be scheduled
as near as possible to the midpoint of the work period. No employee shall be required to
work more than three (3) hours without a rest period.
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 4
4.4 Meal Periods - The Employer shall provide each employee with one-half (1/2) hour for a
meal between the third and fifth hour of each shift. The employee may add the two (2)
fifteen (15) minute rest breaks to the meal period with the mutual agreement of the
Employer.
ARTICLE V OVERTIME AND CALLBACK
5.1 Overtime - All work performed in excess of the work schedule as established pursuant to
Section 4.1 shall constitute overtime and shall be paid for at one and one-half (1-1/2) times
the employee's regular straight -time hourly rate of pay for the first four (4) hours of
overtime. Overtime worked in excess of four (4) hours shall be paid at two (2) times the
employee's regular straight -time hourly rate of pay. Scheduled overtime on the employee's
normally scheduled day off shall be paid at one and one-half (1-1/2) times the employee's
regular straight -time hourly rate of pay for the first eight (8) hours. Hours worked in excess
of eight (8) hours of scheduled overtime shall be paid at two (2) times the employee's
regular straight -time hourly rate of pay.
5.1.1 Overtime shall be paid in increments of fifteen (15) minutes with the major portion of fifteen
(15) minutes being paid as fifteen (15) minutes.
5.1.2 In computing overtime, all contractual holidays shall be considered as days worked.
Notwithstanding any provisions of the Labor Agreement to the contrary, the compensable
hours paid as vacation, sick, and holiday pay to Fair Labor Standards Act (FLSA) non-
exempt employees, shall be considered as hours worked for the purposes of the FLSA
rules governing overtime calculations.
5.2 Compensatory Time - In lieu of paid overtime, compensatory time -off may be utilized at the
discretion of the employee. The use of compensatory time is subject to scheduling by the
Department Director, or designee, and shall be banked at the rate earned pursuant to
Section 5.1. The employee shall be allowed to accrue up to a maximum of fifty (50) hours
of compensatory time.
Supervisors may, prior to authorizing overtime, communicate to the employees the
supervisor's preference of how the overtime would be paid. In the example used herein,
the supervisor may be constrained on how to pay the overtime and may only do so using
one form or the other.
5.3 Non-Pyramidinq - Premium or overtime pay shall not be duplicated or pyramided. In no
case shall premium or overtime pay be based on other than the regular straight -time hourly
rate of pay.
5.4 Callback - An employee who has left work and is called back to work after completion of a
regular day's shift shall be paid a minimum of four (4) hours at one and one half (1-1/2)
times his regular straight -time hourly rate of pay. Should the employee's regular shift start
less than two (2) hours from the time he started work on the callback, he shall receive one
and one-half (1i-1/2) times his regular straight -time hourly rate of pay only for such time as
occurs before his regular shift.
Notwithstanding any provisions of the Labor Agreement to the contrary, the above
minimum call-back provision shall not apply to situations whereby the employee's work
assignment is to attend public meeting(s) providing the City meets the requirement of
Article 4.2.1.
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 5
5.4.1 If the employee's Department Head or Division Manager (or designee) contacts an
employee for the purpose of trouble -shooting outside normally scheduled employee work
hours, and assistance is provided by the employee, the employee shall be paid overtime
for a minimum of fifteen (15) minutes or actual time required to handle Employer business,
but not to exceed thirty (30) minutes. If a callback to duty is then required, the fifteen (15)
minutes of overtime shall be included in the compensation paid at the overtime rate under
Section 5.3 (Callback).
5.5 Meal Reimbursement - Whenever an employee is required to work more than two (2) hours
after the end or before the beginning of his normal shift, if such work has not been
scheduled at least one (1) day in advance, or is attending an Employer approved seminar,
conference or training meeting away from the Employer's facility, the employee shall
receive per diem as posted on GSA.gov for King County or the applicable location when
traveling. Per the City's policy, incidental expense shall be broken up on a 1/2/2 ratio. i.e.
if the GSA reports IE at $5.00, then $1 to breakfast, $2 to lunch and $2 to dinner.
Breakfast between the hours of 12:00 a.m. and 8:00 a.m.
Lunch between the hours of 8:01 a.m. and 4:00 p.m.
Dinner between the hours of 4:01 p.m. and 11:59 p.m.
5.5.1 Whenever an employee is authorized to work on a non-scheduled overtime basis (i.e.
overtime due to an emergency or call-in) he shall be provided with a meal or reimbursement
in accordance with the provisions of Section 5.4 above if the hours worked exceed five
hours. In such instances, employees shall receive an additional meal reimbursement for
every five (5) hours in excess of the initial five (5) hour period.
5.6 Standby Duty Allowance - An employee who is required to be available and subject to call
shall receive a Standby Duty allowance of three (3) hours at the overtime rate for each day
he is required to be on Standby Duty. The employee on standby shall carry a
communication device (such as a pager or cell phone) and be able to respond immediately
to callback situations, without restrictions or impairments.
5.6.1 In the event an employee who is on Standby Duty is called out, he shall be compensated
in accordance with Section 5.4 above. In the event of a callback an employee on the
standby list does not respond the City retains the right to utilize any other available
personnel to respond to such callout.
5.6.2 Standby Duty time, as determined by the Employer, shall be rotated among those
bargaining unit employees who have passed probation, have at least one year of
experience in the assigned work, and have designated their preference to work standby
duty. Each employee may designate his weekend preference prior to the standby duty
rotation list being made and posted on the Union bulletin board. An employee may change
his weekend standby duty coverage provided he obtains another employee from the
standby duty list and notifies the Department Head or his designee at least twenty-four (24)
hours in advance. An employee may change his standby duty coverage with less than
twenty-four (24) hours notice due to an emergency, with the approval of the Department
Head or his designee. The Employer may trade standby duty assignments with another
standby duty employee when a possible emergency situation is anticipated that requires a
specific qualification, with at least twenty-four (24) hours notice to the employees affected.
5.6.3 The Employer shall retain the right to determine standby assignments.
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 6
COMMON CLAUSES
to the
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
(Representing the Administrative and Technical,
Maintenance and Trades, Professional/Supervisory and Senior Program Manager Employees)
January 1, 2020 through December 31, 2022
ARTICLE II RECOGNITION, UNION MEMBERSHIP AND PAYROLL DEDUCTION
2.1 Recognition - The Employer recognizes the Union as the exclusive bargaining
representative for the employees in the bargaining unit as defined in Article I, Section 1.1.3.
2.2 New -Hire Orientation - The Employer shall notify the Union of all new full-time and part-time
employees hired into the bargaining unit and the date and time of the orientation. The
Employer shall also notify the Union of all seasonal/temporary employees once such
employees become eligible for inclusion into the bargaining unit. The Union and/or shop
steward will then be provided 30 minutes during employees' new hire orientation period for
the purpose of presenting information about the bargaining unit and Union membership,
but in no instance later than 90 calendar days from their hire date or date of union eligibility.
2.3 Payroll Deduction - For such employees of the Employer as individually and voluntarily
certify in writing that they authorize such deduction and for the duration of this Agreement,
the Employer shall deduct from the first pay of each month the Union dues in an amount
not to exceed the Union provision in effect. Such amount shall be remitted promptly to the
duly designated officer of the Union.
An employee's request to revoke authorization for payroll deductions must be in writing
and submitted by the employee to the exclusive bargaining representative in accordance
with the terms and conditions of the authorization.
After the employer receives confirmation from the exclusive bargaining representative that
the employee has revoked authorization for deductions, the employer shall end the
deduction no later than the second payroll after receipt of the confirmation.
The employer shall rely on information provided by the exclusive bargaining representative
regarding the authorization and revocation of deductions.
2.4 Union Notification - Within ten (10) calendar days from the date of hire of a new employee,
the Employer shall forward to the Union the name, address and social security number of
the new employee. The Employer shall promptly notify the Union of all employees leaving
its employment.
2.5 Democratic, Republican, Independent Voters Education Drive (DRIVE): The employer
shall deduct a contribution from the pay of each employee who furnishes a written
assignment for DRIVE education. DRIVE shall notify the employer of the amounts
designated by each contributing employee that shall be deducted from their paycheck for
all weeks worked on a semi-monthly basis and during the scheduled payroll processing
period. The phrase "weeks worked" excludes any week other than a week in which the
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 7
employee earned a wage. The employer shall transmit to DRIVE National Headquarters,
on a monthly basis, in one check, the total amount deducted along with the name of each
employee on whose behalf a deduction is made and the amount deducted from the
employee's paycheck. The International Brotherhood of Teamsters shall reimburse the
employer annually for the employer's actual cost for the expense incurred in administering
the DRIVE payroll deduction plan. The employer will recognize authorization for the
deductions from wages, if in compliance with state law, to be transmitted to the Local Union,
or to such other organizations as the Union may request if mutually agreed to. No deduction
shall be made which is prohibited by applicable law.
The Union agrees to indemnify the employer to defend and to hold the employer harmless
from and against any claims made against the employer resulting from its compliance with
or obligations under the paragraph above, including but not limited to reimbursement for
monies deducted in accordance with the paragraph above which are disputed by the
employee. The Union, DRIVE and the employer further agree that all disputed deductions
are to be resolved among the Union, DRIVE and the employees without the involvement
of the employer.
ARTICLE III UNION RIGHTS AND NON-DISCRIMINATION
3.1 Union Officials Time -Off - A Union official who is an employee in the bargaining unit
(Executive Board Member, Shop Steward or member of the negotiating committee) shall
be granted time -off while conducting business vital to the employees in the bargaining unit,
provided:
3.1.1 They notify the Employer in writing no less than forty-eight (48) hours prior to the time -off
period.
3.1.2 The Employer is able to properly staff the employee's job duties during the time -off period.
3.1.3 The wage cost to the Employer is no greater than the cost that would have been incurred
had the Union official not taken time -off.
3.1.4 Union officials shall not transact Union business while working on shift which in any way
interferes with the operation of the normal routine of any department.
3.1.5 The Union shall notify the Employer in writing as to any changes in Union Officials.
3.2 Union Investigative and Visitation Privileges - Authorized representatives of the Union shall
have access to the Employer's establishment during working hours for the purpose of
investigating grievances, working conditions, ascertaining that the provisions of this
Agreement are being adhered to, and for regular visitation; provided however, there shall
be no interruption of the Employer's working schedule.
3.3 Bulletin Boards - The Employer shall provide a bulletin board at a central location. The
Union bulletin board shall be confined to use by the Union for such matters as
announcements of Union meetings, social functions, nomination and election of Union
Officers, information bulletins containing only factual reports of the progress or results of
Union -Employer negotiations, labor matters and such other matters as may properly be
considered as non -derogatory of the Employer, its elected officials or other personnel.
3.4 Non -Discrimination - The Employer and the Union shall cooperate to assure that no
employee is discriminated against by reason of race, religion, creed, color, national origin,
age, sex, marital status, sexual orientation, political affiliation, gender identity, honorably
discharged veteran or military status, Union activities or the presence of a disability or the
use of a trained dog guide or service animal by a person with a disability consistent with
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 8
RCW 49.60, unless such disability effectively prevents the performance of duties required
by the position and which are bona fide occupational qualifications or by reason of any
other legally protected class status.
3.4.1 Wherever words denoting a specific gender are used in this Agreement, they shall be
construed so as to apply equally to either gender.
ARTICLE VI MONTHLY SALARIES
6.1 The monthly salaries of the employees covered by this Agreement are contained in the
appropriate Appendix(ices) to this Agreement. Should it become necessary to establish a
new job classification within the bargaining unit during the contract year, the Employer may
designate a job classification title and salary for the classification. The salary for any new
classification in the bargaining unit shall be subject to negotiations at such time as the
salaries for the subsequent year are negotiated or three (3) months after the classification
is established, whichever is earlier.
ARTICLE VII WORKING OUT OF CLASSIFICATION
7.1 In the event that a qualified employee (at the sole discretion of the Employer) is required
and authorized to act in the capacity and perform the duties of a higher classification than
that to which they are regularly assigned, the employee shall be paid at the next higher
rate of pay in the higher classification, with a minimum increase of five percent (5%);
provided however, the employee shall have worked a minimum of eight (8) hours
performing such work during the workday; and, provided further, the employee must work
in the higher classification for a minimum of three (3) consecutive days. Pay for the work
out -of -classification shall be retroactive to and include the first day. The above three (3)
consecutive day requirement may be waived if operational needs exist. Compensation for
temporary assignments to positions outside the bargaining unit shall be as set forth in City
Policy applicable to non -bargaining unit employees of the City.
REFER TO MEMORANDUM OF UNDERSTANDING -WORKING OUT OF CLASSIFICATION
ARTICLE VIII PROBATION PERIOD, LAYOFF, RECALL AND JOB VACANCIES
8.1 Probation Period - A new employee shall be subject to a six (6) month probation period
(with the exception of the Senior Program Managers, who shall serve a one (1) year
probation period) commencing with the employee's first date of hire within one of the
Teamster's bargaining units (Intent: first date of hire or rehire with the city). During this
period, such employee shall be considered as at will, subject to immediate dismissal at any
time at the sole discretion of the Employer; provided however, the Employer shall not
discharge or otherwise discipline an employee for protected Union activity. The application
of this provision shall not be subject to the grievance procedure.
8.1.2 Trial Service Period - A trial service period is a 6 -month (1 -year for Sr. Program Managers)
period beginning upon a promotion or transfer to a position currently not held by the
employee. The trial service period is intended to be served by a Teamster represented
employee who has not successfully served probation or trial service for the new job
classification in which they promoted or transferred into.
8.1.3 At any point during the trial service period, management and/or the employee have the
ability to end the trial service, and the employee will revert back to their previous held
position.
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8.1.4 Should the employer need to backfill the vacated position created by the promotion or
transfer, the employer may post said vacancy as a temporary position which has the
potential (but not guarantee) to become permanent (upon completion of the probationary
period). The time spent in the temporary position shall be considered as part of the
probationary period.
8.2 Considerations - In layoff, recall and filling regular job vacancies, the Employer shall give
consideration to an employee's length of continuous service with the employer (adjusted
to reflect any periods of unpaid leave where the employee's anniversary date had been
adjusted) and their ability to perform the duties required in the job. In applying this provision,
it is the intent to provide qualified employees with opportunities for promotion and the
Employer with efficient operations.
8.3 Layoff - The following will apply when layoff(s) or any reduction of compensable hours is
deemed necessary by the Employer. The employer will identify what funding issues needs
to be addressed to include reduced programs or service costs through reduction in force
or compensated hours.
The Union acknowledges the positions within the Sr. Program Manager bargaining unit are
not interchangeable with the exception of the Sr. Program Managers working in the
Water/Surface Water/Sewer departments.
Prior to making a decision to layoff or reduce compensable hours of employees in the
bargaining unit, the Employer shall meet and confer with the Union to confer and explore
alternatives and the effect of such layoff(s) or reduction of compensable hours. The
Employer shall negotiate with the Union regarding the effects of any decision to layoff or
reduce compensable hours of employees in the bargaining unit.
The City will use the current seniority list which will include the most recently hired
employee in the bargaining unit. Except as provided by this Article or elsewhere in this
Agreement, the employee with the shortest length of continuous service in the bargaining
unit affected shall be laid off first, provided those remaining on the job can provide efficient
operations. An employee who is laid off due to having the shortest length of continuous
service in the Teamsters bargaining units but, has seniority due to longevity within the city
(prior to transferring or promoting into a particular bargaining unit) shall have the ability to
exercise their seniority to revert back to (their previously held position or classification, if
vacant) an open or vacant position for which they are qualified.
If an employee promotes or transfers to a non -Teamster position within the city, their
seniority within the bargaining unit left shall be frozen. Should the employee return to their
previous bargaining unit, the employee shall continue accruing seniority from where they
left off. This does not apply for those employees who leave the City and consequently
returns to the City. In this case, the returning employee shall be considered a new hire
subject to Article 8.1.
The City will meet with the Union, at the request of either party, once the City decides how
to apply the contract language.
The parties may discuss if employees subject to layoff or reduction in compensated hours
in the effected bargaining unit are qualified to perform the remaining duties with limited
training.
The result of the meeting with the Union will be communicated to employees affected by
the layoff or reduction in compensable hours.
Effects bargaining will be completed as soon as possible thereafter.
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 10
The application of this language shall be subject to the grievance procedure. The Union's
pursuit of any contractual grievance regarding the above layoff provisions shall not relieve
the Employer of its obligation to bargain with the Union regarding the effects of any decision
to layoff or reduce compensable hours of employees in the bargaining unit.
8.4 Recall - In the case of recall, those employees with the longest length of continuous service
in the bargaining unit affected shall be recalled first, provided they can perform the duties
required. An employee on layoff must keep both the Employer and the Union informed of
the address and telephone number where they can be contacted.
8.4.1 When the Employer is unable to contact an employee who is on layoff for recall, the Union
shall be so notified. If neither the Union nor the Employer are able to contact the employee
within seven (7) calendar days from the time the Union is notified, the Employer's obligation
to recall the employee shall cease. The Employer shall have no obligation to recall an
employee after they have been on continuous layoff for a period which exceeds one (1)
year. Should an employee not return to work when recalled, the Employer shall have no
further obligation to recall them.
8.5 Job Vacancies - When a regular job vacancy occurs, present employees who have applied
shall be given first consideration for filling the vacancy, based on their length of service
with the Employer and ability to meet the minimum qualifications of the job, provided this
Section does not conflict with any Federal or State Law. Internal applicants who meet the
minimum qualifications or, are otherwise qualified, shall move to the phone screen,
interview, or test which may be the first step of the hiring process.
8.5.1 Internal Job Postings Only - Notices of regular job vacancies shall be emailed to the
employee's City of Tukwila email address and remain open for five (5) work days from the
time of the original posting. Present employees who desire consideration for openings shall
notify the Employer by completing the application process during the five (5) work day
period the notice is posted. Internal applicants who meet the minimum qualifications or,
are otherwise qualified, shall move to the phone screen, interview, or test which may be
the first step of the hiring process.
8.5.2 Transfers - An employee who is transferred shall remain on the pay range STEP they are
transferring from and the employee shall progress along the pay range in accordance with
Section A.3, without a change in position anniversary date. If, however, the employee being
transferred does not currently possess the necessary certification(s) required of the new
job classification, they shall remain at their current rate of pay until such time that they
acquire the necessary certification(s) and the Employer is provided documentation thereof.
After notification to the Employer of the acquired certification(s), the employee shall move
up one (1) STEP (if another STEP exists within the pay range) retroactive to the
anniversary date, if their anniversary date has passed. The employee shall advance to the
next STEP in accordance with their original anniversary date. In no event shall the
retroactive period be for more than twelve (12) months.
8.6 Seniority List - Upon request, but not more than quarterly, the Employer shall provide the
Union with a seniority list showing the name of each employee within the bargaining unit,
and their present classification, date of hire and present rate of pay.
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 11
ARTICLE IX HOLIDAYS
9.1 Employees shall receive the following holidays off with eight (8) hours compensation at
their regular straight -time hourly rate of pay:
9.2
9.2.1
9.2.2
New Year's Day
Martin Luther King Jr.'s Birthday
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving Day
Christmas Day
Two (2) Floating Holidays
January 1st
3rd Monday of January
3rd Monday of February
Last Monday of May
July 4th
1st Monday of September
November 11th
4th Thursday of November
December 25th
At employee's choice
An employee may select the personal holiday(s) each calendar year as Floating Holiday
and the Employer shall grant the day(s) provided.
The employee has been or is scheduled to be continuously employed by the Employer for
more than four (4) months.
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.
9.2.3 The number of employees selecting a particular day off does not prevent the Employer
from providing continued public service.
9.2.4 The personal holiday must be taken during the calendar year of entitlement or the day shall
lapse, except when an employee has requested a personal holiday and the request has
been denied.
9.2.5 Employees may take their personal floating holiday in one-hour increments.
9.3 In the event a holiday falls upon a Sunday, the following Monday shall be deemed to be
the legal holiday. In the event the legal holiday falls on a Saturday, the preceding Friday
shall be deemed to be the legal holiday.
9.4 Holidays For Regular Part -Time Employees - Regular part-time employees shall receive
holiday benefits on a pro rata basis. For example, if a regular part-time employee normally
works four (4) hours per day and the department's normal work day is eight (8) hours, the
employee shall receive four (4) hours compensation at this regular straight -time hourly rate
of pay for each contractual holiday and shall be subject to all the provisions of Article IX,
Holidays.
9.5 Any work required to be performed by an employee on any of the afore -referenced holidays
shall be paid at the overtime rate, in addition to the employee's regular eight (8) hours
holiday pay. No employee shall be called on such holiday for less than four (4) hours.
9.5.1 Senior Program Managers are FLSA exempt, therefore Article 9.5 does not apply to the
Senior Program Mangers.
AGREEMENT 2020 - 2022
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ARTICLE X LEAVES
10.1 Vacation Leave - Each employee shall, after six (6) months continuous service from the
last date of hire with the Employer, individually accrue vacation leave on the following basis
in accordance with their accumulated continuous service. Article 8.
10.1.1 A vacation cannot be taken until after the completion of six (6) full calendar months of
service without prior approval of the supervisor. An employee hired on or before the
fifteenth (15th) day of any month shall accrue vacation leave from the first day of that
month. An employee hired on or after the 16th day of any month shall accrue vacation from
the first day of the next month following.
10.1.2 Annual Vacation Leave shall accrue per pay period. Upon completion of the employee's
original probation, 48 -hours of vacation shall be placed into the employees vacation
allotment. Additional annual leave shall accrue per pay period on the employee's
anniversary date in accordance with the following schedule:
Start of each
Vacation Accrual per
pay period
Annual vacation
Accrued
0-6
months
0.00
48 upon probation
7-24
months
4.00
96
year
3
5.00
120
year
4
5.00
120
year
5
5.00
120
year
6
5.34
128
year
7
5.34
128
year
8
5.67
136
year
9
6.00
144
year
10
6.34
152
year
11
6.67
160
year
12
7.00
168
year
13
7.34
176
year
14
7.67
184
year
15
8.00
192
10.1.3 An employee may accumulate a maximum of one (1) year's accrued vacation leave. An
employee may, therefore, take a maximum of two (2) vacation leaves consecutively.
Vacation time accumulated in excess of the maximum limit shall be forfeited. The
maximum number of accrued hours depending on the employee's years of service is
between 192 and 384.
10.1.4 Upon resignation from City employment, an employee shall be paid cash at the normal rate
of pay for their unused annual leave, provided regular status has been attained. If an
employee is prevented by injury or illness from working a full month, they shall nevertheless
be entitled to annual leave payment for that month, provided they have accrued sick leave
sufficient to cover the remaining days of the month.
10.1.5 Whenever an employee does not take a vacation to which they are entitled in any one (1)
calendar year, as above specified, by reason of the urgent need of their continuous
services or because of seasonal demand thereof, such employee, with approval of the
head of their department, may be allowed such vacation during the succeeding calendar
year, but in no event shall any vacation not taken during the year, when due, be
accumulated beyond the next succeeding calendar year. All vacations shall be taken at
such time as shall be approved by the head of the department.
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PAGE 13
10.1.6 The usage of annual leave may be expended in increments of not less than one-half (1/2)
hour.
10.1.7 Vacations shall be scheduled at such times as the Employer finds most suitable after
considering the wishes of the employee and the requirements of the department.
10.1.8 Employees shall receive up to one (1) pay period vacation pay before leaving for their
vacation, upon request and with sufficient notice.
10.1.9 Upon the effective date of the termination of an employee's employment, such employee
shall thereupon cease to be an employee of the City of Tukwila. Such employee shall
thereupon be entitled to a sum of money equal to their former regular compensation for
any earned vacation leave time which has not been used or forfeited for failure to timely
claim; provided however, that in the event such employee fails to give the department head
under whom they are employed at least two (2) weeks notice of such termination of
employment or is discharged for just cause, the foregoing terminal vacation pay shall be
forfeited.
10.1.10 Vacation Leave for Regular Part-time Employees - Regular part-time employee shall
receive vacation benefits on a pro rata basis. For example, if a regular part-time employee
normally works four (4) hours per day and the department's normal work day is eight (8)
hours, the employee shall receive four (4) hours compensation at their regular rate of pay
for each day of vacation earned. Regular part-time employees shall accrue vacation on the
same basis as a regular full-time employee and shall be subject to all the provisions of
Sections 10.1 through 10.1.10, Vacation Leave.
10.2 Sick Leave - An employee shall accumulate sick leave pay at the rate of four (4) hours for
each completed pay period (96 -hours per calendar year) of service up to a carryover
accrual of seven hundred twenty (720) hours. Accumulated sick leave pay shall be paid at
the rate of eight (8), nine (9) or ten (10) hours per day, depending on the employee's
scheduled workweek, at the employee's regular straight -time hourly rate of pay from and
including the employee's first (1st) working day absent. (i.e. An employee has accumulated
a total of 732 hours of sick leave in their sick leave bank on December 31 of any calendar
year. The employee shall begin the following year with 720 hours of sick leave bank with
the difference (12 -hours for this example) will be cashed out to the employee in accordance
with the HRA/VEBA plan by the second pay date in January.)
10.2.1 Sick leave benefits shall apply to bona fide cases of employees sickness, accidents, doctor,
dental or ocular appointments, maternity leave or the illness or injury of a spouse or other
dependent family members with a health condition that requires treatment or supervision
and requests for the employee's presence by immediate family or doctor due to immediate
family members illness or emergency, pursuant to Section 10.3.1 and as may be required
by State or Federal Law.
10.2.2 A full-time employee who is on sick leave as specified in Section 10.2.1, for a period of
three (3) days or longer may be required, prior to being entitled to any compensation
therefore, furnish without delay, a return to work authorization from a qualified doctor.
10.2.3 In the event an employee terminates their employment, or such employment is terminated
for any reason whatsoever with the Employer prior to using their accumulated sick leave
time, they shall be entitled to pay equal to twenty-five percent (25%) of the amount payable
for any unused sick leave. In no case shall an employee be eligible for payment of unused
sick leave if terminated during the probation period.
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10.2.4 In any case in which an employee shall be entitled to benefits or payments under the
Workers' Compensation Act or similar legislation of the State of Washington, or any other
governmental unit, the Employer shall pay the difference between the benefits and
payments received under such Act by such employee and the regular rate of compensation
they would have received from the Employer if able to work. The foregoing payment or
contribution by the Employer shall be limited to the period of time that such employee had
accumulated sick leave credits as herein above specified. Furthermore, the sick leave
benefits herein specified shall not be applicable to any employee who is covered by any
relief and pension act or similar legislation providing for sickness and/or disability
payments, or the State of Washington, granting substantially equal or greater benefits than
herein provided.
10.2.5 Sick Leave For Regular Part -Time Employees - Regular part-time employees shall accrue
sick leave benefits on a pro rata basis. For example, if a regular part-time employee
normally works four (4) hours per day and the department's normal work day is eight (8)
hours, the employee shall receive four (4) hours for each month of employment. Annual
accrual and use of sick leave shall be subject to all the provisions of Sections 10.2 through
10.2.5, Sick Leave.
10.2.6 HRANEBA Plan — Employees have adopted participation in an HRA/VEBA Plan, which
provides a "buy out" of eligible sick leave hours as, explained below, at the rate of twenty-
five (25%) of the value of those hours. All regular full-time and part-time (at least 20 hours
per week), employees are required to participate in the City HRANEBA Plan.
Regular full-time employees who work a minimum of forty (40) hours per week and regular
part-time employees, who work at least twenty (20) hours and less than forty (40) hours
per week, are eligible for the City HRANEBA Plan. The City agrees to "buy out" sick leave
hours of eligible employees at the rate of twenty-five percent (25%) of the value of those
hours over the maximum allowed for the employee's position with the City (i.e. over seven
hundred twenty (720) hours carryover accrual for regular employees. The sick leave hours
over the maximum will not exceed what can be earned in one calendar year (i.e. ninety-six
(96) sick leave hours by a regular full-time employee).
10.3 Bereavement Leave - An employee who has a member of their immediate family taken by
death shall receive up to three (3) days off with pay as bereavement leave. Up to an
additional two (2) days with pay may be granted when out-of-state travel is required.
10.3.1 "Immediate family" shall be defined as spouse, domestic partner, biological parent of the
employee or an individual who stood in loco parentis to the employee when the employee
was a son or daughter, mother, father, step parents, mother-in-law, father-in-law, children,
(including domestic partner's children in compliance with City Policy & Procedure #02-02-
14) step children, sister, brother, daughter-in-law, son-in-law, sister-in-law, brother-in-law,
grandparents, grandparents -in-law and grandchildren.
10.4 Jury Leave - An employee who is required to serve on a jury, or as a result of official City
of Tukwila duties is required to appear before a court, legislative committee or quasi judicial
body as a witness in response to a subpoena or other directive, shall be allowed authorized
leave with pay less any amount received for such service. The Employer reserves the right
to request that an employee who is called for jury be excused if their absence would create
a hardship on the operational effectiveness of the division to which they are assigned.
10.5 Leave of Absence - If authorized by the appropriate department head, employees may take
up to six (6) months leave of absence without pay. Such leaves do not constitute a break
in service but no benefits shall accrue during the leave of absence. Upon their return, the
employee shall be assigned to the same position or to an equivalent position occupied
before the leave.
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PAGE 15
10.6 Temporary Disability Leave - Employees who are physically unable to perform the
functions of their position for medical reasons shall be placed on temporary disability leave.
Temporary disability leave shall be granted (with no loss of seniority) for illness, injury or
surgery and shall only be granted for the period of disability and shall not exceed six (6)
months. The Employer may extend the leave for an additional six (6) months. The
employee will provide a monthly report from their physician on the status of their injury,
with prognosis on their availability to return to work. Such leaves do not constitute a break
in service (or loss of seniority) but no benefits shall accrue during the temporary disability
leave. Upon expiration of temporary disability leave, the employee shall be assigned to the
same position, if open, occupied before the leave or to an equivalent open position. If no
positions are open or the employee refuses to accept the available position, the employee
shall be placed on the recall list as set forth in Article VIII.
In the event of an on the job injury, the employee shall be subject to return to work rights
and/or limitations as may be established as a matter of State Law. In any case, the
employee must be released as rehabilitated by the Department of Labor & Industries and
must be able to perform the essential functions of the position prior to returning to work.
10.7 Light Duty — In the event an employee sustains a job related injury or temporary disability
that prevents them from performing the essential functions and physical requirements of
their position classification, the City may provide a modified light duty work assignment
within the affected employees department, if work is available. The Employer will establish
the employee's duties and schedule.
If cleared to perform the light duties, said performance of the modified light duty assignment
shall be limited to sixteen (16) consecutive weeks at which time an assessment to
determine whether a reasonable accommodation under the Americans with Disability Act
(ADA) will be made as to the employee's ability to perform the essential functions of the
position and continued employment with the City.
The employee will provide the City a copy of any written restrictions from the employee's
physician.
ARTICLE XI HEALTH INSURANCE
Medical Insurance - The Employer shall contribute those premiums necessary to purchase
medical care insurance for each regular employee and their dependents under the City of
Tukwila's Self -Insured Medical Plan:
• the annual deductible shall be one hundred dollars ($100.00) per person and three
hundred dollars ($300.00) per family.
• co -pay for specialist to $40
• co -pay for complex imaging to $100
• co -pay for urgent -care doctor visits to $50
• Change to Envision Select Formulary (pharmacy)
The Employer shall pay the full premium cost for medical coverage under the Self -Insured
Medical Plan up to a maximum increase of eight percent (8%) each year. In the event the
monthly premiums increase more than eight percent (8%) in a year, the Employer or the
Union have the right to reopen the Agreement to negotiate changes in the Self -Insured
Medical Plan benefit levels so that the increase in premium costs does not exceed eight
percent (8%).
The medical committee shall meet to discuss and negotiate changes in the Self -Insured
Medical Plan benefit levels so the increase in premium costs do not exceed eight percent
(8%).
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11.1.2 For employees who elect medical coverage through Kaiser Permanente, the Employer
shall pay up to the maximum dollar amount contribution for the Self -Insured Plan for full -
family coverage. Any premium amounts in excess of the Employer's contribution shall be
paid by the individual through payroll deduction. Coverage under the Plan shall be as
determined by Kaiser Permanente.
11.2 Dental Insurance - The Employer shall contribute one hundred percent (100%) of those
premiums necessary to purchase dental care insurance coverage for each full-time
employee and their dependents under the City of Tukwila Self -Insured Medical/Dental plan.
11.3 Vision Insurance - The Employer shall pay one hundred percent (100%) of those premiums
necessary to purchase vision care insurance coverage for each full-time employee and
their dependents and/or domestic partner under the currently existing vision insurance
program made available through Teamsters Vision Care Plan (Extended Benefit Plan) or
other equivalent plan which does not reduce benefits, as may be chosen by the Employer.
11.3.1 The Employer shall make the necessary contributions for the vision insurance benefits
specified in this Article for all regular employees who are compensated for sixty (60) hours
or more a month. The employee and eligible dependents will become initially eligible on
the first day of the month in which the third consecutive monthly payment is made on the
employee's behalf. Note: Employees should check with Human Resources prior to
accessing this benefit to assure eligibility status.
11.4 Life Insurance - The Employer shall pay one hundred percent (100%) of those premiums
necessary to purchase a Fifty thousand dollar ($50,000) life insurance policy for each full-
time employee which shall provide for a beneficiary of such policy as designated by the
employee.
11.4.1 Senior Program Manager's Life Insurance — The City shall pay the premium to purchase
life and accidental death and dismemberment insurance at 100% of annual earnings
rounded up to the next higher multiple of $1,000. The maximum amount is $150,000.
Supplemental Life Insurance can be purchased on an individual basis at the group rates
provided by the City insurance carrier, through payroll deduction as an enhancement to
the policy provided by the City. Approval for the additional supplemental life insurance is
based upon the City insurance carriers underwriting criteria.
11.5 Health Insurance for Regular Part-time Employees - Regular part-time employees shall
receive health insurance benefits as provided in Sections 11.1 through 11.4 on a pro rata
basis. For example, if a regular part-time employee normally works four (4) hours per day
and the department's normal workday is eight (8) hours, the Employer shall pay fifty percent
(50%) of those premiums it would have otherwise paid for a full-time employee.
11.5.1 For regular part-time employees who are regularly scheduled to work 0.75 FTE, such
employee may request to be given preference for additional work assignments [within the
employee's Department] up to 1.0 FTE status, based on the employee's seniority in the
classification. Such request shall be submitted in writing to the employee's Department
Head, or designee, on or before each January 1, commencing with January 1, 2010.
11.6 Long -Term Disability - The Employer shall pay one hundred percent (100%) of those
premiums necessary to purchase a Long -Term Disability Insurance Plan that provide for
the payment of sixty percent (60%) of an employee's earnings while on long-term disability.
11.6.1 Voluntary Supplemental Insurance -AFLAC - The City will offer a voluntary supplemental
Short Term Disability policy through AFLAC and the City will provide for employee payroll
deduction for this purpose.
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 17
11.7 Effective Date of Coverage - Coverage for the health insurance benefits set forth in this
Article shall become effective the first day of the first full month of employment; provided
however, if an employee is hired on the first work day of any month, the employee's
coverage begins and becomes effective on that day.
11.8 The City has developed a VEBA PLAN to enable employees who are eligible to cash in
accrued sick leave hours in accordance with Article 10.2.6 (HRA/VEBA) and contribute the
amount to a VEBA account on behalf of the employee.
11.8.1 The Senior Program Managers have elected by majority vote to make a monthly
contribution that will be payroll deducted from their wages on a monthly basis. The Senior
Program Managers elected to have $25 per month deducted from wages into their
individual VEBA account.
Should a bargaining unit during the term of this Agreement, as a whole, by majority vote
elect to make a monthly contribution that will be payroll deducted from their wages on a
monthly basis, elect to participate in the VEBA. The Union shall conduct a vote and relay
to the employer the elected amount to be deducted from wages into their individual VEBA
account.
11.9 The City and Union each reserve the right to open negotiations on insurance issues (only)
in the event healthcare reform legislation mandates changes that have unanticipated
impacts on the parties. The purpose of such negotiations shall be to reach agreement on
a mutually acceptable alternative medical insurance option(s).
11.10 Pensions - The Employer and the employees shall participate in the Washington Public
Employees Retirement System as set forth in RCW 41.44 as now set forth or hereafter
amended.
Western Conference of Teamsters Pension Plan: A preapproved group within the
bargaining unit may, during the term of this Agreement, as a whole, elect to participate in
the Western Conference of Teamsters Pension Trust. Contributions shall be by pre-tax,
consistent with Federal and State Guidelines, by payroll diversion on all Teamsters pension
eligible hours compensated and shall be uniform by classification, with the exception of
vacation cash outs and non -bargaining unit work performed. If the bargaining unit votes to
participate and in the future liability is assessed against the City due to a Union proposed
withdrawal from the Pension Trust, said liability shall be paid by the bargaining unit
members. Compensation pre-tax diversions in effect at the time shall continue until such
time each bargaining unit member's proportional share of the withdrawal liability is
satisfied.
a. The total amount due to the Trust Fund for each monthly payroll period
shall be remitted to the Administrator for the Trust Fund in a lump sum by
the City on or before the 20th of the month for Teamster pension eligible
hours compensated during the preceding month. The City shall abide by
reasonable rules as may be established by the Trustees of said Trust Fund
to facilitate the determination of the reporting and recording of the
contribution amounts paid for all bargaining unit Teamsters employees.
b. The bargaining unit may, during the term of this Agreement, as a
bargaining unit elect to increase the payroll diversion amount. If it does,
Teamsters 763 and the City will execute a Memorandum of Understanding
in a timely manner.
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 18
c. When the Western Conference of Teamsters Pension Plan and the City
finalize the pension contributions owed to the Pension Plan after an audit,
any overpayment including interest prepaid by the City on behalf of the
employees will be reimbursed to the City.
Job Posting: When the City posts for a position which has utilized the pre-tax payroll
diversion of the Western Conference of Teamsters Pension Plan and/or VEBA the City
shall advertise the wage rate range as it is applied after the pre-tax diversion. The City
may choose to advertise the bargaining unit also diverts "X" into a supplementary
retirement plan.
(Senior Program Managers 11.11 (a) and (b) in a separate appendix)
ARTICLE XII MISCELLANEOUS
12.1 Entire Agreement - The purpose of the Employer and the Union in entering into this
Agreement is to set forth their entire agreement with regard to wages, hours and working
conditions so as to promote efficient operations; the morale and security of employees
covered by this Labor Agreement; and harmonious relations, giving full recognition to the
rights and responsibilities of the Employer, the Union and the employees.
12.2 Education - The Employer shall reimburse employees for educational expenses (tuition,
registration and books) for job-related courses with prior approval of the department head.
Reimbursement shall only be made after successful completion (grade "C" or better) of the
course.
12.3 Training - The Employer shall strive to further develop a training and development program.
Such a program may be conducted during regularly schedule working hours. The Employer
shall strive to scheduled training sessions on a regular basis.
12.4 Safety - The Employer and employees shall comply with all applicable laws relating to
safety.
12.5 Dress - Employees shall dress neatly and completely for work. If deemed necessary by the
supervisor shall wear pants, shirts, approved safety shoes, gloves, rain gear and hard hats.
All of the personal protective Equipment and uniform items issued by the city shall be the
responsibility of the employee to whom they are issued and the employee shall exercise
reasonable care in the maintenance of these items.
12.5.1 The Employer shall purchase the following protective equipment for each employee
deemed necessary by the employer:
• Safety Footwear (see below)
• Rain gear (pants and jackets)
• Hard hat
• Specialized gloves (when needed in the handling of toxic materials or sewage)
• Department issued coat that is issued every three (3) years
• Five (5) t -shirts with Tukwila Public Works emblem
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 19
12.5.2 The Police Records Supervisor shall receive a clothing allowance in the amount of $350.00
as provided for other uniform front office staff in the Police Department. The purpose of
such allowance is to clean and/or repair any approved business attire. The allowance shall
be paid once annually to the Police Records Supervisor on January 31 of each new year,
subject to a prorated deduction from the final paycheck in the event an employee does not
serve the entire twelve (12) months for which such payment was made with the exception
of an employee who retires or expires, in which case no deduction will be made.
12.5.3 The Employer shall provide required equipment and a safety footwear allowance for the
employees in the classifications listed below.
1. Project Manager
2. Superintendent (Maintenance and Operations)
3. Traffic Operations Coordinator
4. NPDES Coordinator and Inspector
5. Maintenance & Trades
6. Inspectors
7. Code Enforcement
12.5.4 For employees who are required to wear approved safety footwear. The definition of safety
footwear shall be the same as referenced in 296-155-212 of the Washington Administrative
Code (WAC). Upon proof of purchase, the Employer shall reimburse each employee
towards the cost of such footwear which shall bear identifying marks or labels indicating
compliance with the code as revised or its equivalent. The Employer shall increase the
safety footwear reimbursement each year of the Agreement as follows:
January 1, 2020
January 1, 2021
January 1, 2022
$240.00
$245.00
$250.00
12.5.6 Also, because the Fire Project Coordinator's, Plans Examiner and Senior Program
Manager regular assignments require the employee to perform field operations duties from
time to time, a reimbursement allowance shall be in every even year of this Agreement
shall apply for the purchase of approved safety footwear.
12.5.7 Reimbursement for the repair of personal property damaged in the performance of an
employee's duties shall be reimbursed for the replacement value.
12.6 Personal Appearance and Conduct - It shall be the responsibility of all employees to
represent the Employer to the public in a manner which shall be courteous, efficient and
helpful.
12.7 The parties have agreed to adopt the City of Tukwila Drug and Alcohol Testing Manual and
the City of Tukwila Drug and Alcohol Testing Policy for Employees who Operate
Commercial Vehicles, including the changes to the existing Manual and Policy which were
reviewed in written form by the parties for CDL employees on February 12, 2002.
12.8 Showers - Showers shall be provided for those employees working with sewers or toxic
materials.
12.9 The employer will reimburse employees classified as Fleet Technicians and Fleet
Superintendent in the amount:
• $400.00 for 2020
• $450.00 for 2021
• $500.00 for 2022
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 20
For the purchase of needed job related tools that will be used in the performance of their
essential job functions.
Each year the Fleet Technician and Fleet Superintendent shall provide the Employer sales
slips as proof of purchase, and must be presented by December 31, each year in order to
be reimbursed. There is no carry-over provision from one calendar year to the next.
ARTICLE XIII PERFORMANCE OF DUTY
13.1 No employee shall strike or refuse to perform their assigned duties to the best of their ability
nor shall the Union cause or condone any strikes, slow -downs or other interference with
the normal operation of the Employer. Any or all employees who violate any provision of
this Article may be subject to disciplinary action up to and including termination. The
Employer shall not lock out any employee during the life of this Agreement.
ARTICLE XIV MAINTENANCE OF STANDARDS
14.1 Any and all base wages shall be maintained at not less than the highest standards in effect
at the time of signing of this Agreement.
ARTICLE XV MANAGEMENT RIGHTS
15.1 Any and all rights concerned with the management and operations of the departments
which have employees covered by this Agreement are exclusively that of the Employer
unless otherwise provided by the terms of this Agreement.
15.2 Examples of rights reserved to management shall include the following:
• To approve and schedule all vacations and other employee leaves
• To assign and approve work and overtime
• To classify jobs
• To determine and control the budget
• To determine business hours
• To determine number of personnel, the methods, means and equipment for
operations of the department
• To determine physical, mental, and performance standards
• To determine qualifications for employment
• To determine the Employer's mission, policies, and all standards of service
offered to the public
• To determine the length of shifts, starting and quitting times
• To discipline, suspend, demote, discharge employees for Just Cause
• To discontinue work that would be wasteful, unproductive or duplicative
• To establish the makeup of the workforce
• To introduce and use new and improved methods, equipment, or facilities
• To lay off employees
• To make and modify rules and regulations for the operations of the Department
and conduct of its employees
• To plan, direct, schedule, control, and determine the operation of services to be
conducted by employees
• To recruit, hire, promote, transfer, assign employees into bargaining unit
positions
• To schedule work
• To train and direct employees
• To take any action necessary, including modifications of work schedules and
work assignments, to carry out the city's mission in the event of emergency
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 21
15.3 Except as otherwise provided by the terms of this Agreement the City agrees that a
continuing duty to bargain exists as to the impacts of management decisions in the exercise
of those enumerated rights that effect wages, hours and working conditions within the
meaning of RCW Chapter 41.56.
15.4 Application of the terms of this Agreement to employees in the Municipal Court shall be
subject to the discretion of the Judge pursuant to General Rule 29.
It is understood that judicial and administrative duties set forth in this rule cannot be
delegated to persons in either the legislative or executive branches of government. The
presiding judge of the Tukwila Municipal Court or their judicial designee will maintain full
responsibility for all hiring and termination of court employees. This includes all layoff and
recall decisions for all judicial branch positions.
ARTICLE XVI WARNING NOTICE
16.1 The Employer shall not discharge nor suspend any employee without just cause, but in
respect to said discharge or suspension shall give at least one warning notice of the
complaint against such employee to the employee in writing. A copy of any disciplinary
action shall be sent to the Union at such time it is presented to the employee. Warning
notices relating to work performance shall not remain in effect for a period of more than ten
(10) months from the date of said warning notice; provided however, warning notices may
be retained in the employee's file for a period of up to eighteen (18) months for the purpose
of demonstrating a pattern of recurrent or habitual behavior of a similar nature. Warning
notices in order to be considered valid must be issued within fifteen (15) work days after
the occurrence of the violation claimed by the Employer in such warning notice. Timelines
may need to be extended by mutual agreement. The Union will not unreasonably deny an
extension. No prior warning notice shall be necessary if the cause for discharge or
discipline is a result of such matters equal to and including theft, gross insubordination,
moral turpitude or intoxication during working hours.
ARTICLE XVII GRIEVANCE PROCEDURE
17.1 A "Grievance" shall mean a claim or dispute by an employee with respect to the
interpretation or application of the provisions of this Agreement.
17.2 STEP I - An employee and/or their Union Representative must present a grievance within
ten (10) working days of its alleged occurrence or knowledge of same to the employee's
supervisor and department head, who shall attempt to resolve it within ten (10) working
days after it is presented to them.
17.3 STEP II - If the employee is not satisfied with the solution by the department head, the
grievance, in writing, together with all other pertinent materials may be presented to the
Mayor or their designee by a Union Representative. The Mayor, or their designee, shall
attempt to resolve the grievance within ten (10) working days after it has been presented
to him.
17.3.1 The parties may mutually agree to utilize a Public Employment Relations Commission
(PERC) mediator at any time during this process. Should the parties mutually agree to
utilize this service, the grievance shall be held in abeyance until such time the mediation
process is concluded.
17.4 STEP III - If the grievance is not resolved by the Mayor, Presiding Judge, or their designee,
the grievance may, within fifteen (15) days, be referred to an arbitrator. If the Employer and
the Union are unable to agree upon an arbitrator within five (5) days after they first meet to
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 22
determine such an appointee, they shall jointly request the Public Employment Relations
Commission to provide a list of seven (7) names from which the parties may select one.
The representatives of the Employer and the Union shall alternately eliminate the name of
one person from the list until only one name remains. The person whose name was not
eliminated shall be the arbitrator.
17.5 It shall be the function of the arbitrator to hold a hearing at which the parties may submit
their positions concerning the grievance. The arbitrator shall render their decision based
on the interpretation and application of the provisions of this Agreement within thirty (30)
days after such hearing. The decision shall be final and binding upon the parties to the
grievance provided the decision does not involve action by the Employer which is beyond
its jurisdiction. Each party hereto shall pay the expenses of the arbitrator on a shared basis.
Each party hereto shall pay the expenses of their own representatives (e.g. witnesses and
attorneys fees).
17.6 Neither the arbitrator nor any other person or persons involved in the grievance procedure
shall have the power to negotiate new agreements or change any of the present provisions
of this Agreement.
17.7 No part of the above procedure shall be in conflict or violation of RCW 41.56.080.
17.8 It is specifically and expressly understood and agreed that any alleged violation of any
provisions of this Agreement that cannot be resolved under Sections 17.2 or 17.3 shall be
resolved through Section 17.4 and not the courts. Any appeal to arbitration shall be made
in writing by the grieving party within fifteen (15) days after the Mayor's answer (per Judge's
review) in Section 17.3. Such appeal shall constitute an election of remedies and waiver of
any and all rights of the appealing employee, the Union, and all persons it represents to
litigate or otherwise contest the appealed subject matter in any court or other forum.
Likewise, litigation or any other contest of any subject matter involving an employee or the
Union in any court or other available forum shall constitute an election of remedies and a
waiver of the right to arbitrate the matter.
ARTICLE XVIII SEPARABILITY
18.1 If any Article of this Agreement shall be held invalid by operation of law or by any tribunal
of competent jurisdiction, or if compliance or enforcement of any Article should be
restrained by such tribunal pending a final determination as to its validity, the remainder of
this Agreement shall not be held invalid and shall remain in full force and effect. In the
event that any provision of this Agreement is held invalid or enforcement of or compliance
with which has been restrained, as afore -referenced, the parties hereto shall enter into
immediate collective bargaining negotiations upon the request of either party for the
purpose of arriving at a mutually satisfactory replacement covering the same subject
matter.
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 23
ARTICLE XIX DURATION
19.1 This Agreement shall be in full force and effect on January 01, 2020, and shall remain in
full force and effect through December 31, 2022, during which time no additional provisions
shall be negotiated to become effective prior to January 01, 2023, except as provided
herein.
PUBLIC, PROFESSIONAL & OFFICE -
CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763, affiliated with the
International Brotherhood of Teamsters
By
S«<•tt A. Sullivan
Secretary -Treasurer
Date
By
Date
By
Date
By
Date
CITY OF TUKWILA, WASHINGTON
A an berg
Mayor
ii/a-7//9
Kimberly A. Walden
P siding Jud e
i 1-- 1 (" it 1
eviewd''by Cit Aftor.
Oa (a.4v
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 24
APPENDIX "A"
to the
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
(Representing the Administrative and Technical,
Maintenance and Trades, Professional/Supervisory and Senior Program Manager Employees)
January 1, 2020 through December 31, 2022
THIS APPENDIX is supplemental to the AGREEMENT by and between the CITY OF TUKWILA,
WASHINGTON, hereinafter referred to as the Employer, and PUBLIC, PROFESSIONAL & OFFICE -
CLERICAL EMPLOYEES AND DRIVERS LOCAL UNION NO. 763, affiliated with the International
Brotherhood of Teamsters, hereinafter referred to as the Union.
A.1
The classifications of work, allocation of bargaining unit positions to their respective
bargaining units and their corresponding Pay Ranges for classifications covered by this
Agreement shall be as follows:
ADMINISTRATIVE/TECHNICAL:
CLASSIFICATION DBM PAY RANGE
Admin Support Assistant All
Recreation Program Assistant Al 1
Admin Support Technician Al2
Fiscal Support Technician Al2
Technology Services Assistant Al2
Admin Support Specialist A13
Admin Support Coordinator B21
Bailiff B21
Fiscal Specialist B21
Recreation Program Specialist B21
Building Inspector I B22
Plans Examiner B22
Building Inspector II B23
Code Enforcement Officer B23
NPDES Inspector (Entry) B23
Payroll Specialist B23
Police Records Supervisor B23
Project Inspector (Entry) B23
Technology Services Specialist (Entry) B23
Building Inspector III B24
Director of Instruction -Golf B24
NPDES Inspector (Senior) B24
Project Inspector (Senior) B24
Recreation Program Coordinator B24/B31
Senior Plans Examiner B24
Emergency Management Specialist B25
Senior Electrical Inspector B25
Technology Services Specialist (Senior) B25
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 25
MAI NTENANCE/TRADES:
CLASSIFICATION PAY RANGE
Maintenance Worker Al 1
Facilities Custodian Al2
Maintenance Technician A13
Facilities Maintenance Technician B21
Maintenance Specialist B21
Facilities OPS Technician B22
Fleet Technician B22
Maint & OPS Specialist B22
Maintenance Specialist B22
Sr. Maintenance Specialist B22
Water Quality Specialist B23
Senior Facilities Custodian B23
Lead Maintenance Specialist B23
Senior Maint & OPS Specialist B23
Maintenance and OPS Foreman B24
Facilities Operations Foreman B24
Golf Maintenance Supervisor B31
Parks Maintenance Supervisor B31
PROFESSIONAL/SUPERVISORY
CLASSIFICATION PAY RANGE
Assistant Planner C41
Database Administrator C41
Database Systems Administrator C41
Fire Project Coordinator C41
GIS Coordinator C41
Traffic Operations Coordinator C41
Parks/Facilities Project Coordinator C41
Permit Coordinator C41
Probation Officer 041
Technology Operations Supervisor C41
Engineer C42
Environmental Specialist C42
Fiscal Coordinator C42
NPDES Coordinator C42
Fisheries Biologist C42
Maint & OPS Superintendent C42
Program Coordinator C42
Recreation Superintendent C42
Senior Planner C42
Information Systems Project Analyst C43
Program Manager C43
Project Manager C43
Senior Fiscal Coordinator C43
Fiscal Supervisor C51
IT Business Analyst C51
Parks & Recreation Manager C51
Planning Supervisor C51
Fiscal Manager C51
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 26
SENIOR PROGRAM MANAGERS
CLASSIFICATION
Senior Program Manager
PAY RANGE
D61
A.2 Employees who are currently in the bargaining units and are currently employed with the
City of Tukwila, shall receive a 1.53% wage increase representing 90% of the CPI -W of
Seattle/Tacoma/Bellevue from June 2018 to June 2019, effective January 1, 2020.
Administrative/Technical:
DBM
Pay Range
Step 1
00-12m
Step 2
13-24m
Step 3
25-36m
Step 4
37-48m
Step 5
49m +
All
$3,935
$4,130
$4,338
$4,554
$4,784
Al2
$4,211
$4,423
$4,644
$4,878
$5,120
A13
$4,506
$4,726
$4,963
$5,213
$5,477
B21
$4,820
$5,060
$5,315
$5,578
$5,857
B22
$5,155
$5,416
$5,686
$5,972
$6,268
B23
$5,518
$5,793
$6,081
$6,390
$6,707
B24/B31
$5,905
$6,201
$6,508
$6,835
$7,177
B25/B32
$6,314
$6,632
$6,965
$7,314
$7,682
Maintenance/Trades:
DBM
Pay Range
Step 1
00-12m
Step 2
13-24m
Step 3
25-36m
Step 4
37-48m
Step 5
49m +
All
$3,935
$4,130
$4,338
$4,554
$4,784
Al2
$4,211
$4,423
$4,644
$4,878
$5,120
A13
$4,506
$4,726
$4,963
$5,213
$5,477
B21
$4,820
$5,060
$5,315
$5,578
$5,857
B22
$5,155
$5,416
$5,686
$5,972
$6,268
B23
$5,518
$5,793
$6,081
$6,390
$6,707
B24/B31
$5,905
$6,201
$6,508
$6,835
$7,177
B25/B32
$6,314
$6,632
$6,965
$7,314
$7,682
Professional/Supervisory:
DBM
Pay Range
Step 1
00-12m
Step 2
13-24m
Step 3
25-36m
Step 4
37-48m
Step 5
49m +
B21
$4,820
$5,060
$5,315
$5,578
$5,857
B22
$5,155
$5,416
$5,686
$5,972
$6,268
B23
$5,518
$5,793
$6,081
$6,390
$6,707
B31
$5,905
$6,201
$6,508
$6,835
$7,177
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 27
Professional/Supervisory:
DBM
Pay Range
Step 1
00-12m
Step 2
13-24m
Step 3
25-36m
Step 4
37-48m
Step 5
49m +
B32
$6,314
$6,632
$6,965
$7,314
$7,682
C41
$6,761
$7,100
$7,454
$7,826
$8,215
C42
$7,233
$7,594
$7,972
$8,375
$8,792
C43
$7,740
$8,128
$8,533
$8,961
$9,408
C51
$8,282
$8,698
$9,129
$9,588
$10,069
C52
$8,862
$9,305
$9,770
$10,260
$10,772
Senior Program Managers:
DBM
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Pay Range
D61
$8,391
$8,813
$9,232
$9,653
$10,073
$10,489
A.2.1 Employees who are currently in the bargaining units and are currently employed with the
City of Tukwila, shall receive 90% of the CPI -W of Seattle/Tacoma/Bellevue from June
2019 to June 2020, effective January 1, 2021.
A.2.2 Employees who are currently in the bargaining units and are currently employed with the
City of Tukwila, shall receive 90% of the CPI -W of Seattle/Tacoma/Bellevue from June
2020 to June 2021, effective January 1, 2022.
A.3 Longevity Bonus - Monthly longevity flat rates shall be as follows for regular full-time
employees after the completion of the number of years of full time employment with the
City set forth below. Regular part-time employees shall receive longevity on a pro -rata
basis.
Completion of 5 years $75
Completion of 10 years $100
Completion of 15 years $125
Completion of 20 years $150
Completion of 25 years $175
Completion of 30 years $200
A.4 Evaluation Bonus - In the event evaluation bonuses are reinstated for non -represented
employees, the Employer and the Union shall meet and confer regarding implementation
of such a bonus for the bargaining units.
A.5 Differential Pay - Employees who are regularly scheduled to work between the hours of
11:00 P.M. and 7:00 A.M., shall be compensated a shift differential of fifty (50) cents per
hour for those hours worked between 11:00 P.M. and 7:00 A.M. in addition to their regular
hourly rate of pay. This provision does not apply to those employees that begin work at
5:00 A.M. or later in the A.M.
A.6 Market Compensation Study:
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 28
A.6.1 The City and Union agree to perform a Market Compensation Study for the
Administrative/Technical bargaining unit, as agreed upon in a previous Letter of
Understanding signed by the Union on June 25, 2018 and the City on July 3, 2018, and
extended by a Memorandum of Understanding signed by the Union on March 26, 2019
and the City on April 3, 2019. Positions in the Administrative/Technical bargaining unit
found to be under market will be brought to market retro -active to January 1, 2019.
A.6.2 The City and Union agree to perform a Market Compensation Study for the
Professional/Supervisory, Maintenance/Trades, and Senior Program Mangers bargaining
units. Positions within these units found to be under market will be brought to market
effective January 1, 2021.
PUBLIC, PROFESSIONAL & OFFICE -
CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763, affiliated with the
International Brotherhood of Teamsters
By
Date
Slott A. Sullivan
Secretary -Treasurer
By
Date
By
Date
CITY OF TUKWILA, WASHINGTON
A . n Ekberg
Mayor
11 /a. l►e►
by City Attoy
1C;/11
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative and Technical)
PAGE 29
LETTER OF AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
(Representing the Administrative and Technical,
Maintenance and Trades, and Professional/Supervisory Employees)
January 01, 2020 through December 31, 2022
THIS LETTER OF AGREEMENT is by and between the CITY OF TUKWILA, WASHINGTON, hereinafter
referred to as the Employer, and PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND
DRIVERS LOCAL UNION NO. 763, affiliated with the International Brotherhood of Teamsters, hereinafter
referred to as the Union. It is understood and agreed by and between the Employer and the Union that,
notwithstanding any provisions of the Labor Agreement to the contrary, there shall be a category of
employee called the "Three Quarter Time Employee". Any employee working in this capacity shall be
subject to the following modifications to the Labor Agreement.
Three Quarter Time Employees shall work forty (40) hours a week for a period of nine (9) months; provided
however, these employees shall remain on the payroll for the full twelve (12) month calendar year.
Three Quarter Time Employees shall be paid seventy five percent (75%) of their regular hourly rate of pay
during the nine (9) month period when they are actively working for the Employer. Twenty five percent
(25%) of the regular hourly rate of pay for their classification of work shall be "banked" (accrued, but not
paid). The Employer shall evenly disburse in regular increments to such Three Quarter Time Employee his
banked compensation over the remaining three (3) month period that he does not work. These employees
shall be paid these evenly disbursed amounts on the same regular pay dates established for other
bargaining unit employees.
Three Quarter Time Employees shall not be allowed to earn or accrue compensatory time.
All hours worked by a Three Quarter Time Employee in excess of forty (40) hours in a week shall be
compensated during the pay period it was earned at one and one-half (1-1/2) times his regular (100%)
hourly rate of pay.
All insurance benefits for Three Quarter Time Employees shall be paid for by the Employer at seventy-five
percent (75%) of the regular premium with the remaining twenty-five percent (25%) being paid for by the
Three Quarter Time Employee. The insurance benefits referred to herein shall include Medical (optional),
Dental (optional), Vision, Life Insurance, Public Employees Retirement System and Federal Insurance
Contribution Act payments, and shall continue to be provided on the basis set forth herein for the three (3)
month period that the Three Quarter Time Employee does not actively work for the Employer, provided the
employee pays his share of the premiums.
Three Quarter Time Employees shall accrue vacation and sick leave benefits for the full calendar year at
Seventy Five (75%) of the regular rate set forth within the Labor Agreement. Vacation and sick leave
benefits shall only be used during the nine (9) month period that the Three Quarter Time Employee is
actively working for the Employer. Unused vacation and/or sick leave benefits shall be carried over from
one year to the next in accordance with the terms of the Labor Agreement.
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative/Technical)
PAGE 30
Three Quarter Time Employees shall be paid holiday pay at seventy-five percent (75%) of the rate set forth
within the Labor Agreement. Holidays, including floating holidays, which occur during the three (3) month
period that the Three Quarter Time Employee is not actively working for the Employer shall be paid to the
Three Quarter Time Employee as they occur at a seventy-five percent (75%) of the rate set forth within the
Labor Agreement.
Three Quarter Time Employees shall not be eligible for unemployment benefits during the three (3) month
period that they are not actively working for the Employer, but are receiving benefits and banked
compensation from the Employer.
PUBLIC, PROFESSIONAL & OFFICE -
CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763, affiliated with the
International Brotherhood of Teamsters
By
Date
Scott A. Sullivan
Secretary -Treasurer
,,J
y
CITY OF TUKWILA, WASHINGTON
Juan Padilla
Director Human Resources
°" L\ l Date ,1
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative/Technical)
PAGE 31
LETTER OF AGREEMENT
By and between
CITY OF TUKWILA, WASHINGTON
And
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
(Representing the Administrative/Technical Employees)
January 01, 2020 through December 31, 2022
THIS LETTER OF AGREEMENT is by and between the CITY OF TUKWILA, WASHINGTON, hereinafter
referred to as the Employer, and PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND
DRIVERS LOCAL UNION NO. 763, affiliated with the International Brotherhood of Teamsters, hereinafter
referred to as the Union. It is understood and agreed by and between the Employer and the Union that,
notwithstanding any provisions of the Labor Agreement to the contrary, there shall be a category of
employee called the Recreation Program Assistant/Preschool Teacher. A Recreation Program
Assistant/Preschool Program Instructor working in this capacity shall be subject to the following
modifications to the Labor Agreement.
The Recreation Program Assistant/Preschool Teacher shall work twenty-six (26) hours a week for a period
of 39 weeks provided however, these employees shall remain on the payroll for the full twelve (12) month
calendar year.
The Recreation Program Assistant/Pre-School Teacher shall be paid for twenty (20) hours at their regular
hourly rate of pay when they are actively working for the Employer. Six (6) hours of the regular hourly rate
of pay for their classification of work shall be "banked" (accrued, but not paid). The Employer shall evenly
disburse in regular increments to the Recreation Program Assistant/Preschool Teacher from their banked
compensation during the 13 weeks they are not actively working during the calendar year. These
employees shall be paid these evenly disbursed amounts on the same regular pay dates established for
other bargaining unit employees.
The Recreation Program Assistant/Pre-School Teacher shall not be allowed to earn or accrue
compensatory time.
All hours worked by the Recreation Program Assistant/ Preschool Teacher in excess of forty (40) hours in
a week shall be compensated during the pay period it was earned at one and one-half (1-1/2) times their
regular (100%) hourly rate of pay.
All insurance benefits for the Recreation Program Assistant/Preschool Teacher shall be paid for by the
Employer at fifty percent (50%) of the regular premium with the remaining fifty percent (50%) being paid for
by the employee, except for contributions to the Public Employees Retirement System and Federal
Insurance Contribution Act. The insurance benefits referred to herein shall include Medical (optional),
Dental (optional), Vision, Life Insurance, and shall continue to be provided on the basis set forth herein for
the period that the Employee does not actively work for the Employer, provided the employee pays their
share of the premiums.
A AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative/Technical)
PAGE 32
The Recreation Program Assistant/Preschool Teacher shall accrue vacation and sick leave benefits for the
full calendar year at fifty percent (50%) of the regular rate set forth within the Labor Agreement. Vacation
and sick leave benefits shall only be used during the period that the Employee is actively working for the
Employer. Unused vacation and/or sick leave benefits shall be carried over from one year to the next in
accordance with the terms of the Labor Agreement. The Recreation Program Assistant/Preschool Teacher
shall be paid holiday pay at fifty percent (50%) of the rate set forth within the Labor Agreement. Holidays,
including floating holidays, which occur during the period that the Employee is not actively working for the
Employer shall be paid to the Employee as they occur at a fifty percent (50%) of the rate set forth within the
Labor Agreement.
The Recreation Program Assistant/Pre-school Teacher shall not be eligible for unemployment benefits
during the period that they are not actively working for the Employer, but are receiving benefits and banked
compensation from the Employer.
PUBLIC, PROFESSIONAL & OFFICE -
CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763, affiliated with the
International Brotherhood of Teamsters
By
Date
ott A. Sullivan
Secretary -Treasurer
By
Date
CITY OF TUKWILA, WASHINGTON
A4,./A
Allan Ekberg
Mayor
A AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative/Technical)
PAGE 33
MEMORANDUM OF UNDERSTANDING
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
(Representing the Administrative and Technical,
Maintenance and Trades, Professional/Supervisory and Senior Program Manager Employees)
January 1, 2020 through December 31, 2022
THIS MEMORANDUM OF UNDERSTANDING is by and between the CITY OF TUKWILA,
WASHINGTON (hereinafter referred to as the "Employer") and the PUBLIC PROFESSIONAL & OFFICE -
CLERICAL EMPLOYEES AND DRIVERS LOCAL NO. 763, affiliated with the International Brotherhood of
Teamsters, (hereinafter referred to as the "Union").
Effective January 1, 2020, the City and the Union agree to manage Out of Class Pay, and Acting
assignments through the language in this MOU. The City and the Union agree to the following terms:
ARTICLE VII WORKING OUT OF CLASSIFICATION
7.1 Definitions:
Out of class is typically when an employee takes on some of the duties of the classification
above their pay grade, while acting assignments are typically when the employee takes on
the majority of the duties of the higher classification and for a designated duration of time.
Out of Classification: Out of classification occurs when an employee in a regular position
is temporarily assigned the duties of a higher paid classification for less than 30 -calendar
days. Employees working out of classification do not need to perform all of the
responsibilities of the higher-level classification for Working out of Classification to apply.
Acting assignment: If a working -out -of -classification assignment exceeds 29 consecutive
calendar days or is expected to last more than 29 consecutive calendar days, the
assignment will be converted retroactively to an acting assignment. Nothing herein
prevents the supervisor from appointing an employee to an acting assignment for less than
the 30 day period.
The definition of out of class does not apply to job shadowing, training or other cross
training opportunities.
Cross training: Cross training is defined as an employee working under the direction of the
supervisor or employee who regularly has the assigned work.
Job Shadow: Job shadowing is defined as an employee who follows an employee, who
may help with the assignment, for the purpose of learning a new classification or job duty
for the purpose of the job shadowing employee have some basic knowledge of the co-
worker's duties.
De miminis: De minimis is defined as too trivial or minor to merit consideration.
Out of Class Pay: In the event that a qualified employee (at the sole discretion of the
Employer) is required and authorized to work out of class and perform the duties of a higher
classification than that to which they are regularly assigned, the employee shall be paid at
an increase of five percent (5%) of their base hourly/monthly wage;
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative/Technical)
PAGE 34
7.2 Process
Any overtime earned while working -out -of -classification will include the 5% premium.
Acting Capacity Pay: In the event that a qualified employee (at the sole discretion of the
Employer) is required and authorized to work out of class and perform the duties of a higher
classification than that to which they are regularly assigned in an acting capacity, the
employee shall be paid at the next higher rate of pay in the higher classification, with a
minimum increase of five percent (5%) of their base hourly/monthly wage.
Out of class is not when the assignment is de minimus in nature.
1. Supervisor must approve the out of class assignment.
2. Employee must work either:
a. More than half of a shift in one day (employee earns out of class for the
shift), or
b. More than an entire shift in one pay period in order to qualify for out of class
pay (and only for the hours worked out of class).
3. The Employer has the ability to schedule a meeting with the employee to discuss
and possibly challenge the employee's time spent working out of class. The
intent of this bullet point is to avoid excess amount of time.
When the supervisor is out and a situation arises needing immediate attention and/or
approval, the employee shall confirm with the supervisor's manager to determine if out of
class work is necessary and/or approved.
The Union shall have the right to grieve should the Union suspect the use of out of class is
being used to circumvent the hiring process or to prevent one employee from qualifying f.r
out of class/acting assignment by utilizing multiple employees to fill the position.
PUBLIC, PROFESSIONAL & OFFICE -
CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763, affiliated with the
InternationI Brotherhood of Teamsters
By
Date
Scott A. Sullivan
Secretary -Treasurer
By
Date
CI OF TUKW A, WASHINGTON
la.
A'Ekberg V
Mayor
AGREEMENT 2020 - 2022
CITY OF TUKWILA (Administrative/Technical)
PAGE 35