HomeMy WebLinkAboutReg 2024-05-06 Item 6B - Labor Agreements - 2023-2025 Collective Bargaining Agreements with Teamsters #763: Administrative/Technical, Maintenance/Trades, Professional/Supervisory, & Senior Program Managers UnitsCOUNCIL AGENDA SYNOPSIS
Initials
Meeting Date
Prepared by
Mayor's review
Council review
05/06/2024
TC
ITEM INFORMATION
ITEM No.
6.B.
STAFF SPONSOR: TC CROONE
ORIGINAL AGENDA DATE: 05/06/24
AGENDA ITEM TITLE Teamsters Local 763 Labor Agreement Contracts 2023-2025
CATEGORY ® Discussion
Mtg Date 5/6/24
Motion
Mtg Date 5/6/24
Resolution
Mtg Date
❑ Ordinance
Mtg Date
Bid Award
Mtg Date
❑ Public Hearing ❑ Other
Mtg Date Mtg Date
SPONSOR ❑ Council ❑ Mayor ® Admin Svcs ❑ DCD ❑ Finance ❑ Fire ❑ P&R ❑ Police ❑ PW
SPONSOR'S
SUMMARY
Consideration and approval of the 2023 - 2025 Teamsters' labor agreement contracts
REVIEWED BY
❑ Trans&Infrastructure Svcs
❑ LTAC
DATE: N/A
Community Svcs/Safety ❑ Finance & Governance ❑ Planning & Community Dev.
❑ Arts Comm. ❑ Parks Comm.
❑ Planning Comm.
COMMITTEE CHAIR: N/A
RECOMMENDATIONS:
SPONSOR/ADMIN. Human Resources
COMMITTEE N/A
COST IMPACT / FUND SOURCE
EXPENDITURE REQUIRED
AMOUNT BUDGETED
APPROPRIATION REQUIRED
Fund Source:
Comments:
MTG DATE RECORD OF COUNCIL ACTION
MTG. DATE ATTACHMENTS
05/06/24 Informational memorandum dated 05/06/2024
Labor agreements with Teamsters' Local 763 bargaining groups
193
194
(r..441LA
4s? City of Tukwila
)
190 /
Thomas McLeod, Mayor
Administrative Services Dept., Human Resources - TC Croone, Chief People Officer
INFORMATIONAL MEMORANDUM
To: City Council
From: TC Croone, Deputy Director of Administrative Services and Chief People Officer
CC: Mayor Thomas McLeod
Date: May 6, 2024
Subject: Teamsters' Local 763 Labor Agreements 2023-2025
ISSUE
Consideration and approval of the Teamsters' labor agreements for 2023-2025
BACKGROUND
The current labor agreements with Teamsters' Local 763 expired on December 31, 2022. The City and
the Union have reached a tentative agreements for 2023-2025.
DISCUSSION
The City and the Union have agreed to a wage increase equal to 90% CPI-W for 2023 (January to
December), 95% CPI-W for 2024 (June to June), and 95% CPI-W (June to June). Additionally, the City
and Union have agreed to conduct a market compensation study for the Administrative/Technical and
Senior Program Manager bargaining unit positions. It was agreed that positions within these units
found to be under market will be brought to market retro-active to January 1, 2024.
It was also agreed that the City will pay the 90% CPI-W for 2023 retroactively to members employed by
the unit, retirees that exited the city during negotiations, and members who passed away during the
negotiations.
The contract has been voted on and passed by the Union membership.
RECOMMENDATION
The Council is being asked to consider and approve the contracts at the May 6, 2024 regular meeting.
ATTACHMENT
Teamsters' Labor Agreements 2023-2025
Tukwila City Hall • 6200 Southcenter Boulevard • Tukwila, WA 98188 • 206-433-1800 • Website: TukwilaWA.gov
195
196
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL
EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
January 1, 2023, to December 31, 2025
Main Agreement
FG: 102594343.3
197
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
January 1, 2023 — December 31, 2025
Main Agreement
TABLE OF CONTENTS
ARTICLE SUBJECT PAGE
ARTICLE I DEFINITIONS 1
ARTICLE II RECOGNITION, UNION MEMBERSHIP AND PAYROLL DEDUCTION 2
ARTICLE III UNION RIGHTS AND NON-DISCRIMINATION 3
ARTICLE IV HOURS OF WORK AND OVERTIME 4
ARTICLE V MONTHLY SALARIES 8
ARTICLE VI WORKING OUT OF CLASSIFICATION 8
ARTICLE VII PROBATION PERIOD, LAYOFF, RECALL AND JOB VACANCIES 9
ARTICLE VIII HOLIDAYS 12
ARTICLE IX LEAVES 13
ARTICLE X HEALTH INSURANCE 16
ARTICLE XI MISCELLANEOUS 19
ARTICLE XII PERFORMANCE OF DUTY 21
ARTICLE XIII MAINTENANCE OF STANDARDS 21
ARTICLE XIV MANAGEMENT RIGHTS 21
ARTICLE XV DISCIPLINE 22
ARTICLE XVI GRIEVANCE PROCEDURE 22
ARTICLE XVII LABOR MANAGEMENT COMMITTEE 24
ARTICLE XVIII SEPARABILITY 24
ARTICLE XIX DURATION 24
APPENDIX "A" MONLTHLY RATES OF PAY 25
APPENDIX "B" ADMINISTRATIVE/TECHNICAL BARGAINING UNIT 25
APPENDIX "C" MAINTENANCE/TRADES BARGAINING UNIT 31
APPENDIX "D" PROFESSIONAL/SUPERVISORY BARGAINING UNIT 32
APPENDIX "E" SENIOR PROGRAM MANAGER BARGAINING UNIT 35
APPENDIX "F" OVERTIME -EXEMPT POSITIONS 36
LETTER OF AGREEMENT — THREE-QUARTER TIME EMPLOYEE 30
LETTER OF AGREEMENT — RECREATION PROGRAM ASSISTANT 32
LETTER OF AGREEMENT — POLICE RECORDS SUPERVISOR 34
FG: 102594343.3
198
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
2023-2025 Main Agreement
(Representing the Administrative and Technical,
Maintenance and Trades, Professional/Supervisory and Senior Program Manager Employees)
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.
The Main Agreement covers common terms applicable to Teamster 763's four bargaining units.
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" refers to an individual bargaining unit represented by Teamsters
763. The four individual bargaining units are the:
1.1.3.1 Administrative/Technical Employees bargaining unit, which includes 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, and Municipal Court, excluding supervisors, working in
positions listed in Appendix "B."
1.1.3.2 Maintenance/Trades Employees bargaining unit, which includes all
maintenance and trades employees (outside and shop) excluding
supervisors, working in positions listed in Appendix "C."
1.1.3.3 Professional/Supervisory Employees bargaining unit, which includes all
employees of the City of Tukwila, Washington, working in positions listed
in Appendix "D."
1.1.3.4 Senior Program Manager Employees bargaining unit, which includes all
employees of the City of Tukwila, Washington working in positions listed
in Appendix "E."
1.1.4 "Bargaining Units" refers collectively to the four individual bargaining units
represented by Teamsters 763.
1.1.5 "Employee" shall mean a regular full-time or regular part-time employee twenty
(20) hours or more per week in a bargaining unit (as defined in subparagraph 1.1.3
PAGE 1
FG: 102594343.3
199
hereof) covered by this Agreement.
1.1.6 "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.
1.1.7 "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 they do not work.
1.1.9 "Declared Emergency" shall mean a situation of danger or disaster in which the
government suspends normal procedures in order to regain control. Only the
following people or their designees may call a Declared Emergency: (1) President
of the United States (National), (2) Governor of Washington (State), (3) King
County Executive (County), and (4) Mayor of Tukwila (Local).
1.1.10 "Service Disruption" shall mean a partial interruption, suspension, degradation or
delay in the performance of the normal City function. Department heads or their
designees may call a Service Disruption.
1.1.11 "Business Day" shall mean Monday through Friday, excluding observed holidays.
1.1.12 "Overtime -Eligible Employees" shall mean employees who are covered by the
overtime provisions of state and federal law.
1.1.13 "Overtime -Exempt Employees" shall mean employees who are not covered by the
overtime provisions of state and federal law.
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 each individual 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 employees who 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
FG: 102594343.3
200
PAGE 2
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
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
PAGE 3
FG: 102594343.3
201
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
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 all employees.
ARTICLE IV HOURS OF WORK AND OVERTIME
4.1 Overtime -Eligible Employees — The following provisions apply to Overtime -Eligible
Employees only (unless a bargaining -unit -specific addendum provides otherwise):
4.1.1 Hours of Work —
4.1.1.1 The workweek for regular (4/10's) 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
4.1.1.2 The workweek for regular (5/8's) 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
4.1.1.3 The workweek for regular (9/80's) 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
FG: 102594343.3
202
PAGE 4
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.
4.1.2 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 a Declared Emergency or Service Disruption and, if during this thirty-six (36)
hour period an employee is deployed from an on -call, call -out or availability list,
then Section 4.1.7 (Callback) shall apply. In the event an employee's regular
starting time is changed without thirty-six (36) hours written notice, they shall be
paid in accordance with the provisions of Section 4.1.5 (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 a Declared Emergency.
4.1.2.1 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.
4.1.3 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.
4.1.4 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.
4.1.5 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.
4.1.5.1 Overtime shall be paid in increments of fifteen (15) minutes with the major
portion of fifteen (15) minutes being paid as fifteen (15) minutes.
4.1.5.2 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.
4.1.6 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
PAGE 5
FG: 102594343.3
203
to scheduling by the Department Director, or designee, and shall be banked at the
rate earned. The employee shall be allowed to accrue up to a maximum of eighty
(80) 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.
4.1.7 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 their regular straight -time hourly rate of pay. Should the
employee's regular shift start less than two (2) hours from the time they started
work on the callback, they shall receive one and one-half (1-1/2) times their regular
straight -time hourly rate of pay only for such time as occurs before their 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 Section 4.1.2.1.
4.1.7.1 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 4.1.7 (Callback).
4.1.8 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 they are 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.
4.1.8.1 In the event an employee who is on Standby Duty is called out, they shall
be compensated in accordance with Section 4.1.7 (Callback) above. In
the event of a callback, if 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.
4.1.8.2 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 their
weekend preference prior to the standby duty rotation list being made and
posted on the Union bulletin board. An employee may change their
weekend standby duty coverage provided they obtain another employee
from the standby duty list and notify the Department Head or their
designee at least twenty-four (24) hours in advance. An employee may
change their standby duty coverage with less than twenty-four (24) hours'
notice due to a personal emergency, with the approval of the Department
Head or their designee. The Employer may trade standby duty
FG: 102594343.3
204
PAGE 6
assignments with another standby duty employee when a Declared
Emergency or possible Service Disruption situation is anticipated that
requires a specific qualification, with at least twenty-four (24) hours' notice
to the employees affected.
4.1.8.3 The Employer shall retain the right to determine standby assignments.
4.2 Overtime -Exempt Employees - The following provisions apply to Overtime -Exempt
Employees only (unless a bargaining unit specific addendum provides otherwise):
4.2.1 Hours of Work —
4.2.1.1 Overtime -Exempt Employees generally work forty (40) hours per week
schedules. The workweek for regular full-time employees shall be
determined by the Department Head.
4.2.1.2 Overtime -Exempt Employees are salaried employees. As such, the
Employer and employees recognize a typical and normal work day or work
week is not always possible. The City generally has an expectation of a
40-hours work in a week. The parties also recognize the need for
employees from time to time to work beyond a normal 40 hour week. In
such cases or for work required on holidays and/or weekends and
approved by the supervisor, the employees shall be allowed to informally
flex their workday and/or week to counterbalance exceptions to the typical
hours of work schedule. The employee shall notify their immediate
supervisor in advance within a reasonable time of the requested
adjustment to their workday/week. The supervisor and employee will
discuss and make a good faith effort to arrive at a mutually acceptable
solution.
4.2.1.3 Employees may have flexible starting times and working hours with
consent of the Department Head.
4.2.1.4 Employees who work at least a half -day will not have leave banks
deducted for an absence.
4.3 Non -Pyramiding - 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, unless otherwise required by law.
4.4 Meal Reimbursement - Whenever an employee is required to work more than two (2) hours
after the end or before the beginning of their 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.
4.4.1 Whenever an employee is authorized to work on a non-scheduled overtime basis
(i.e. overtime due to a Declared Emergency, Service Disruption, or callback), they
shall be provided with a meal or reimbursement in accordance with the provisions
PAGE 7
FG: 102594343.3
205
of Section 4.4 (Meal Reimbursement) 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.
ARTICLE V MONTHLY SALARIES
5.1 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 VI WORKING OUT OF CLASSIFICATION
6.1 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
and providing the shadowing employee with some basic knowledge of the co -worker's
duties.
De miminis: De minimis is defined as too trivial or minor to merit consideration.
6.2 Pia r —
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;
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
PAGE 8
FG: 102594343.3
206
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 minimis in nature.
6.3 Process —
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 for
out of class/acting assignment by utilizing multiple employees to fill the position.
ARTICLE VII PROBATION PERIOD, LAYOFF, RECALL AND JOB VACANCIES
7.1 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 most recent date of hire within one of
the Teamster's bargaining units. If, during the probation period, an employee is absent for
more than three (3) consecutive days, the probationary period will be extended to match
the length of their absence. During the probation period, employees shall be considered
as at will and 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.
7.2 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. If, during the trial service period, an employee is absent for more than three (3)
consecutive days, the trial service period will be extended to match the length of their
absence. Employees transferring back into a position will not be required to serve a trial
service period, provided they previously and successfully completed the probation or trial
service period for that position.
7.2.1 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
previously held position.
7.2.2 The Employer may backfill the vacated position created by the promotion or
PAGE 9
FG: 102594343.3
207
transfer, provided this does not impact reversion rights under 7.2.1.
7.3 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.
7.4 Seniority Definition for Layoff/Recall - For purposes of layoff and recall, "seniority" is
defined as length of continuous service in a City of Tukwila Teamsters 763 bargaining unit.
When two or more employees share the same length of continuous service in a City of
Tukwila Teamsters 763 bargaining unit, a coin toss (or other method mutually agreed upon
by the Union and Employer) shall determine which of the affected employees is most
senior.
7.5 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 need
to be addressed to include reduced programs or service costs through reduction in force
or compensated hours.
The parties acknowledge 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 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 and for layoffs within the judicial branch, layoffs will occur in reverse order of
seniority within the bargaining unit (i.e., the least senior employee is laid off first), provided
those remaining on the job can provide efficient operations. An employee who is laid off
due to having the lowest seniority 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 shall be frozen. Should the employee return to a Teamsters 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 return to the City. In this case,
the returning employee shall be considered a new hire subject to Section 7.1 (Probation
Period).
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 affected 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.
FG: 102594343.3
208
PAGE 10
Effects bargaining will be completed as soon as possible thereafter.
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.
7.6 Recall - In the case of recall, recall will occur in the order of seniority (i.e., the employee
with the greatest seniority is recalled first), provided the employee(s) 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.
7.6.1 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.
7.7 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.
7.7.1 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.
7.7.2 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 Appendix A, 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.
7.8 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.
PAGE 11
FG: 102594343.3
209
ARTICLE VIII HOLIDAYS
8.1 Employees shall receive the following holidays off with eight (8) hours compensation at
their regular straight -time hourly rate of pay:
New Year's Day
Martin Luther King Jr.'s Birthday
President's Day
Memorial Day
Juneteenth
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
June 19th
July 4th
1st Monday of September
November 11th
4th Thursday of November
December 25th
At employee's choice
8.2 An employee may select the personal holiday(s) each calendar year as Floating Holiday
and the Employer shall grant the day(s) provided:
8.2.1 The employee has been or is scheduled to be continuously employed by the
Employer for more than four (4) months.
8.2.2 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.
8.2.3 The number of employees selecting a particular day off does not prevent the
Employer from providing continued public service.
8.2.4 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.
8.2.5 Employees may take their personal floating holiday in one -hour increments.
8.3 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.
8.4 Employees working a shift longer than eight (8) hours may flex their schedules to avoid
using accrued leave on a holiday, provided they receive manager approval and the flexed
shift (or shifts) occur within the same pay period as the holiday.
8.5 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 VIII,
Holidays.
8.6 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.
FG: 102594343.3
210
PAGE 12
8.6.1 Senior Program Managers are FLSA exempt, therefore Section 8.6 does not apply
to the Senior Program Mangers.
ARTICLE IX LEAVES
9.1 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.
9.1.1 A vacation cannot be taken until after the completion of six (6) full calendar months
of service without prior approval of the supervisor. (Employees should note that
probationary periods and trial service periods will be extended because of certain
absences pursuant to Section 7.1 and 7.2). 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.
9.1.2 Annual Vacation Leave shall accrue per pay period. Upon completion of six (6)
months continuous service from the last date of hire with the Employer, 48-hours
of vacation (prorated for part-time employees pursuant to Section 9.1.8) shall be
placed into the employee's 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
Six -months
continuous service
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
9.1.3 An employee may accumulate a maximum of two (2) years' 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. A temporary exception to the maximum
limit may be granted with approval of the department head for up to six (6) months
if vacation leave was denied due to the needs of the department and the
department is unable to accommodate alternative vacation dates. All vacations
shall be taken at such time as shall be approved by the head of the department.
9.1.4 Upon resignation from City employment, an employee shall be paid cash at the
normal rate of pay for their unused vacation leave, provided regular status has
PAGE 13
FG: 102594343.3
211
been attained. If an employee is prevented by injury or illness from working a full
month, they shall nevertheless be entitled to vacation leave payment for that
month, provided they have accrued sick leave sufficient to cover the remaining
days of the month.
9.1.5 The minimum increment for vacation leave use is one-half (1/2) hour. (Section
4.2.1.4 applies to Overtime -Exempt employees, unless modified by a relevant
Appendix for the employee).
9.1.6 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.
9.1.7 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.
9.1.8 Vacation Leave for Regular Part-time Employees - Regular part-time employees
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 Section 9.1 (Vacation Leave).
9.2 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.)
9.2.1 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 injury,
pursuant to Section 9.3.1 and as may be required by State or Federal Law.
9.2.2 A full-time employee who is on sick leave as specified in Section 9.2.1, 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.
9.2.3 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
FG: 102594343.3
212
PAGE 14
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.
9.2.4 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.
9.2.5 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 Section 9.2 (Sick Leave).
9.2.6 HRA/VEBA 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
HRA/VEBA 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 HRA/VEBA 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).
9.3 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.
9.3.1 "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.
9.4 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
PAGE 15
FG: 102594343.3
213
a hardship on the operational effectiveness of the division to which they are assigned.
9.5 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.
9.6 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. Human Resources 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. Temporary Disability Leave does not
prevent medical separations when it is clear an employee will be unable 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 Section
7.6 (Recall). Temporary Disability Leave shall run concurrent with other leaves available
under law, contract, and policy.
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.
9.7 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 X HEALTH INSURANCE
10.1 Medical Insurance — The City will continue paying one hundred percent (100%) of
premiums for each regular full-time employee and their dependents through June 30, 2024,
for medical care insurance. Beginning July 1, 2024, the Employer shall contribute ninety-
five percent (95%) of those premiums necessary to purchase medical care insurance for
each regular full-time employee and their dependents under either the City of Tukwila's
Self -Insured Medical Plan or the Kaiser Permanente Plan (up to the dollar amount
contribution for the equivalent Self -Insured Plan). The employee's portion of the premiums
shall be paid through payroll deduction. Regular part-time employees should refer to
Section 10.4 for information about their health insurance premiums.
FG: 102594343.3
214
PAGE 16
10.1.1 Tukwila Healthcare Committee - The City and the Union value employee input on
plan design and cost saving measures, in order to ensure the City's healthcare
plans align with the needs and desires of employees and remain affordable.
Therefore, the City will maintain an employee Healthcare Committee that will meet
quarterly to review actual costs of the City of Tukwila's Self -Insured Medical Plan,
together with any projected increase to the Self -Insured Medical Plan. After
receiving general input from the Committee, the Committee will be presented with
options from the insurance broker to accomplish cost saving goals and the
Committee will make a recommendation based on the options presented, which
may be vetoed by the City for legitimate business purposes only.
The City and Union will meet annually (if requested by the Union) to evaluate the
functionality of the Healthcare Committee.
Up to four Teamsters shop stewards (or other member designated by the Union)
may attend Healthcare Committee meetings on paid time, if the meeting occurs
during their regularly scheduled workday and they have received release time from
their supervisor. Other Teamsters bargaining unit employees may attend on
unpaid time.
10.1.2 Reopener - Additionally, 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 Tukwila Healthcare Committee shall meet to discuss and recommend
changes in the Self -Insured Medical Plan benefit levels so the increase in premium
costs do not exceed eight percent (8%). The parties anticipate that the result of the
above reopener negotiations will be to adopt the Tukwila Healthcare Committee's
recommendations.
10.2 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.
10.3 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.
10.3.1 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.
10.4 Health Insurance for Regular Part-time Employees - Regular part-time employees shall
receive health insurance benefits as provided in Sections 10.1 through 10.3 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 (e.g., 47.5%
of the medical insurance premiums and 50% of the dental and vision insurance premiums).
PAGE 17
FG: 102594343.3
215
10.4.1 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.
10.5 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.
10.6 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.
10.7 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.
10.8 The City has developed a VEBA PLAN to enable employees who are eligible to cash in
accrued sick leave hours in accordance with Section 9.2.6 (HRA/VEBA Plan) and
contribute the amount to a VEBA account on behalf of the employee.
10.8.1 Should an individual bargaining unit during the term of this Agreement, 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.
10.9 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).
10.10 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.
10.11 Western Conference of Teamsters Pension Plan - A preapproved group within an individual
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
FG: 102594343.3
216
PAGE 18
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.
10.12 Teamsters Retirees' Welfare Trust - An individual bargaining unit may, during the term of
this Agreement, as a whole, elect to participate in the Teamsters Retirees' Welfare Trust,
the cost of which shall be paid by individual bargaining unit members by payroll deduction.
The City agrees to remit these payroll deductions to the Retirees Welfare Trust, do
NORTHWEST ADMINISTRATORS, INC., on a monthly basis.
10.13 Job Posting - When the City posts for a position which has utilized the payroll diversion of
the Western Conference of Teamsters Pension Plan, VEBA, and/or the Teamsters
Retirees' Welfare Trust, the City shall advertise the wage rate range as it is applied after
the diversion(s)/deduction(s). The City may choose to advertise the bargaining unit also
diverts/deducts "X" into a supplementary retirement plan/benefit.
ARTICLE XI MISCELLANEOUS
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.
11.2 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.
11.3 Training - The Employer shall strive to further develop a training and development program.
Such a program may be conducted during regularly scheduled working hours. The
Employer shall strive to schedule training sessions on a regular basis.
11.4 Safety - The Employer and employees shall comply with all applicable laws relating to
safety.
11.5 Uniform and Equipment - 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.
11.5.1 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
PAGE 19
FG: 102594343.3
217
• Five (5) t-shirts with Tukwila Public Works emblem
11.5.3 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
8. GIS Field Technician
11.5.4 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, 2024 $260.00
January 1, 2025 $265.00
11.5.5 Also, because the 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.
11.5.6 Reimbursement for the repair of personal property damaged in the performance of
an employee's duties shall be reimbursed for the replacement value.
11.6 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.
11. 7 Showers - Showers shall be provided for those employees working with sewers or toxic
materials.
11.8 The employer will reimburse employees classified as Fleet Technicians and Fleet
Superintendent in the amount:
• $600.00 for 2024
• $650.00 for 2025
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.
11.9 Commercial Driver's License - When the City has paid for an employee's initial training to
receive a Commercial Driver's License (CDL), the employee must reimburse the City for
the cost of the training course (and any certification fees paid by the City) if they voluntarily
resign or are separated from employment with cause within two (2) years of receiving their
FG: 102594343.3
218
PAGE 20
CDL. Repayment shall be on a prorated basis beginning from the date the employee
became certified and ending two years later.
The City is authorized and shall have the right to deduct and withhold part or all of such
reimbursements from the employee's wages, annual leave, or other amounts due to the
employee and may seek recovery of such reimbursement by any legal means. Any
outstanding monies owed to the City must be paid in full within ninety (90) calendar days
after the last day of employment.
ARTICLE XII PERFORMANCE OF DUTY
12.1 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 XIII MAINTENANCE OF STANDARDS
13.1 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 XIV
14.1
MANAGEMENT RIGHTS
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.
14.2 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
PAGE 21
FG: 102594343.3
219
work assignments, to carry out the city's mission in the event of emergency
14.3 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.
14.4 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 XV DISCIPLINE
15.1 Just Cause - Non -probationary employees will not be disciplined without just cause. The
City will employ the concept of progressive discipline in appropriate cases, which normally
includes verbal warning, written warning, suspension, and discharge. It is understood that
progressive discipline is not strictly administered and will not apply when conduct is of a
serious or aggravated nature (e.g., theft, gross insubordination, harassment, threats of
violence, intoxication during working hours).
15.2 Investigations - The City will provide employees and the Union with notice of an
investigation within fifteen (15) business days after learning about potential misconduct
and will make reasonable efforts to complete an investigation within thirty (30) business
days of providing that notice. Timelines may be extended by mutual agreement and will
not be unreasonably denied.
15.3 Investigatory Interviews - Employees under investigation have the right to request to have
a union representative attend their investigatory interview(s).
15.4 Limitations - Verbal and written warnings relating to work performance will not remain in
effect for a period of more than twelve (12) months. However, they may be retained in the
employee's personnel 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.
15.5 Notice to Union - A copy of any disciplinary action will be sent to the Union when it is
presented to the employee.
15.6 Coaching and Counseling - It is understood that coaching and counseling is non -
disciplinary. Therefore, related documentation may not be placed in an employee's
personnel file and is not subject to just cause or the grievance procedures.
ARTICLE XVI GRIEVANCE PROCEDURE
16.1 A "Grievance" shall mean a claim or dispute by an employee or the Union with respect to
the interpretation or application of the provisions of this Agreement.
16.2 It is the desire of the parties to address grievances informally whenever possible, and both
management and employees are expected to make every effort to resolve problems as
they arise. However, there may be instances where a grievance can be resolved only after
a formal review, following the steps in the below grievance procedure.
16.3 STEP I - An employee and/or their Union Representative must present a written grievance
FG: 102594343.3
220
PAGE 22
within ten (10) business days of its alleged occurrence or knowledge of same to the
employee's lowest level supervisor, who is not in a Teamster's bargaining unit. A written
grievance must include a statement of the issue, a chronological listing of the pertinent
events that took place, the section of the Agreement violated, and the remedy sought. The
supervisor will attempt to resolve the grievance within ten (10) working days after it is
presented to them.
16.4 STEP II — If the employee and/or their Union Representative is not satisfied with the
solution in Step I, they may, within ten (10) business days, advance the written grievance
to the employee's department head or designee. The department head or designee shall
attempt to resolve the grievance within ten (10) business days after it is presented to them.
16.5 STEP III - If the employee and/or their Union Representative is not satisfied with the
solution by the department head or designee, the grievance, together with all other
pertinent materials may be presented to the Mayor, Presiding Judge, or their designee, by
a Union Representative. The Mayor, Presiding Judge, or their designee, shall attempt to
resolve the grievance within ten (10) business days after it has been presented to them.
16.5.1 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.
16.6 STEP IV - If the grievance is not resolved by the Mayor, Presiding Judge, or their designee,
the Union may, within fifteen (15) business days, provide written notice to the Mayor or
Presiding Judge that the Union is advancing the grievance to arbitration. If the Employer
and the Union are unable to agree upon an arbitrator within five (5) business days after
they first meet to 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.
16.7 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).
16.8 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.
16.9 No part of the above procedure shall be in conflict or violation of RCW 41.56.080.
16.10 It is specifically and expressly understood and agreed that any alleged violation of any
provisions of this Agreement that cannot be resolved under Sections 16.1 through 16.5
shall be resolved through arbitration and not the courts. Any appeal to arbitration shall be
made in writing by the grieving party within fifteen (15) business days after the Mayor's or
Presiding Judge's answer in Section 16.5. 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
PAGE 23
FG: 102594343.3
221
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 XVII LABOR MANAGEMENT COMMITTEE
17.1 In the interest of fostering a cooperative approach to resolving problems and maintaining
a productive labor relationship, the City and Union will form a labor-management
committee made up of no less than four (4) representatives from the City and four (4)
employee representatives. Meetings will occur quarterly at a mutually acceptable time,
date, and place to discuss issues related to working conditions, facilities, and items related
to this Agreement. At least seven (7) calendar days in advance of the scheduled meeting,
proposed agenda items should be submitted to the other party so the parties may be
prepared for productive discussions.
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.
ARTICLE XIX DURATION
19.1 Unless otherwise noted herein, this Agreement shall be in full force and effect from the
start of the second full pay period following mutual ratification through December 31, 2025.
PUBLIC, PROFESSIONAL & OFFICE -
CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763, affiliated with the
International Brotherhood of Teamsters
By By
CITY OF TUKWILA, WASHINGTON
Chad Baker Thomas McLeod
Secretary -Treasurer Mayor
Date Date
By
Date
By
Date
Kimberly A. Walden
Presiding Judge
Reviewed by City Attorney
FG: 102594343.3
222
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
Monthly Rates of Pay
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.1.1
Employees who are currently in the bargaining units and are currently employed with the
City of Tukwila, shall receive an 8.55% wage increase representing 90% of the CPI-W of
Seattle/Tacoma/Bellevue from June 2021 to June 2022, effective January 1, 2023, as
reflected in the below 2023 Pay Grids:
2023 Pay Grid (8.55% increase)
Pay Range
Code
Step 1
00-12m
Step 2
13-24m
Step 3
25-36m
Step 4
37-48m
Step 5
49m -
T-10
$ 4,555
$ 4,779
$ 5,020
$ 5,271
$ 5,537
T-11
$ 4,714
$ 4,947
$ 5,197
$ 5,455
$ 5,731
T-12
$ 4,874
$ 5,119
$ 5,374
$ 5,646
$ 5,926
T-13
$ 5,045
$ 5,297
$ 5,562
$ 5,842
$ 6,134
T-14
$ 5,215
$ 5,470
$ 5,744
$ 6,033
$ 6,339
T-15
$ 5,397
$ 5,662
$ 5,944
$ 6,244
$ 6,560
T-16
$ 5,578
$ 5,856
$ 6,152
$ 6,455
$ 6,779
T-17
$ 5,773
$ 6,061
$ 6,366
$ 6,681
$ 7,016
T-18
$ 5,966
$ 6,269
$ 6,580
$ 6,911
$ 7,254
T-19
$ 6,174
$ 6,487
$ 6,812
$ 7,153
$ 7,509
T-20
$ 6,386
$ 6,705
$ 7,038
$ 7,396
$ 7,762
T-21
$ 6,610
$ 6,940
$ 7,285
$ 7,655
$ 8,035
T-22
$ 6,834
$ 7,177
$ 7,532
$ 7,911
$ 8,306
T-23
$ 7,074
$ 7,429
$ 7,796
$ 8,188
$ 8,597
T-24
$ 7,308
$ 7,676
$ 8,061
$ 8,465
$ 8,891
T-25
$ 7,564
$ 7,944
$ 8,343
$ 8,761
$ 9,202
T-26
$ 7,825
$ 8,217
$ 8,628
$ 9,057
$ 9,508
T-27
$ 8,098
$ 8,506
$ 8,929
$ 9,374
$ 9,840
T-28
$ 8,371
$ 8,789
$ 9,227
$ 9,694
$ 10,175
T-29
$ 8,664
$ 9,096
$ 9,549
$ 10,033
$ 10,533
T-30
$ 8,958
$ 9,407
$ 9,876
$ 10,371
$ 10,889
T-31
$ 9,271
$ 9,737
$ 10,221
$ 10,735
$ 11,270
PAGE 25
FG: 102594343.3
223
T-32
$ 9,585
$ 10,067
$ 10,565
$ 11,097
$ 11,654
T-33
$ 9,919
$ 10,420
$ 10,935
$ 11,487
$ 12,061
T-34
$ 10,257
$ 10,769
$ 11,308
$ 11,874
$ 12,467
T-35
$ 10,614
$ 11,147
$ 11,704
$ 12,290
$ 12,903
T-36
$ 10,987
$ 11,537
$ 12,113
$ 12,721
$ 13,356
T-37
$ 11,372
$ 11,939
$ 12,536
$ 13,165
$ 13,823
T-38
$ 11,769
$ 12,358
$ 12,976
$ 13,625
$ 14,306
T-39
$ 12,181
$ 12,792
$ 13,430
$ 14,104
$ 14,807
T-40
$ 12,607
$ 13,238
$ 13,900
$ 14,597
$ 15,326
T-41
$ 13,048
$ 13,701
$ 14,386
$ 15,107
$ 15,862
T-42
$ 13,506
$ 14,182
$ 14,891
$ 15,637
$ 16,417
T-43
$ 13,978
$ 14,678
$ 15,412
$ 16,184
$ 16,991
T-44
$ 14,468
$ 15,192
$ 15,951
$ 16,749
$ 17,586
2023 Senior Program Manager Pay Grid (8.55%)
Pay Range
Code
Step1
Step 2
Step 3
Step4
Step 5
Step 6
D-61
$9,712
$10,200
$10,685
$11,172
$11,658
$12,139
[Current employees will receive retroactive pay for the increase in A.1, dating back to
January 1, 2023. Retroactive pay for the increase in A.1 will also be provided to PERS
retirees and the estate of employees who passed away, for work completed between
January 1, 2023, and their date of retirement or death.]
A.1.2 Employees who are currently in the bargaining units and are currently employed with the
City of Tukwila, shall receive a 4.28% wage increase representing 95% of the CPI-W of
Seattle/Tacoma/Bellevue from June 2022 to June 2023, effective January 1, 2024, as
reflected in the below 2024 Pay Grids:
2024 Pay Grid (4.28% increase)
Pay Range
Code
Step 1
00-12m
Step 2
13-24m
Step 3
25-36m
Step 4
37-48m
Step 5
49m -
T-10
$ 4,750
$ 4,984
$ 5,235
$ 5,497
$ 5,774
T-11
$ 4,916
$ 5,159
$ 5,419
$ 5,688
$ 5,976
T-12
$ 5,083
$ 5,338
$ 5,604
$ 5,888
$ 6,180
T-13
$ 5,261
$ 5,524
$ 5,800
$ 6,092
$ 6,397
T-14
$ 5,438
$ 5,704
$ 5,990
$ 6,291
$ 6,610
T-15
$ 5,628
$ 5,904
$ 6,198
$ 6,511
$ 6,841
T-16
$ 5,817
$ 6,107
$ 6,415
$ 6,731
$ 7,069
T-17
$ 6,020
$ 6,320
$ 6,638
$ 6,967
$ 7,316
T-18
$ 6,221
$ 6,537
$ 6,862
$ 7,207
$ 7,564
T-19
$ 6,438
$ 6,765
$ 7,104
$ 7,459
$ 7,830
T-20
$ 6,659
$ 6,992
$ 7,339
$ 7,713
$ 8,094
T-21
$ 6,893
$ 7,237
$ 7,597
$ 7,983
$ 8,379
T-22
$ 7,126
$ 7,484
$ 7,854
$ 8,250
$ 8,661
T-23
$ 7,377
$ 7,747
$ 8,130
$ 8,538
$ 8,965
FG: 102594343.3
224
PAGE 26
T-24
$ 7,621
$ 8,005
$ 8,406
$ 8,827
$ 9,272
T-25
$ 7,888
$ 8,284
$ 8,700
$ 9,136
$ 9,596
T-26
$ 8,160
$ 8,569
$ 8,997
$ 9,445
$ 9,915
T-27
$ 8,445
$ 8,870
$ 9,311
$ 9,775
$ 10,261
T-28
$ 8,729
$ 9,165
$ 9,622
$ 10,109
$ 10,610
T-29
$ 9,035
$ 9,485
$ 9,958
$ 10,462
$ 10,984
T-30
$ 9,341
$ 9,810
$ 10,299
$ 10,815
$ 11,355
T-31
$ 9,668
$ 10,154
$ 10,658
$ 11,194
$ 11,752
T-32
$ 9,995
$ 10,498
$ 11,017
$ 11,572
$ 12,153
T-33
$ 10,344
$ 10,866
$ 11,403
$ 11,979
$ 12,577
T-34
$ 10,696
$ 11,230
$ 11,792
$ 12,382
$ 13,001
T-35
$ 11,068
$ 11,624
$ 12,205
$ 12,816
$ 13,455
T-36
$ 11,457
$ 12,031
$ 12,631
$ 13,265
$ 13,928
T-37
$ 11,859
$ 12,450
$ 13,073
$ 13,728
$ 14,415
T-38
$ 12,273
$ 12,887
$ 13,531
$ 14,208
$ 14,918
T-39
$ 12,702
$ 13,339
$ 14,005
$ 14,708
$ 15,441
T-40
$ 13,147
$ 13,805
$ 14,495
$ 15,222
$ 15,982
T-41
$ 13,606
$ 14,287
$ 15,002
$ 15,754
$ 16,541
T-42
$ 14,084
$ 14,789
$ 15,528
$ 16,306
$ 17,120
T-43
$ 14,576
$ 15,306
$ 16,072
$ 16,877
$ 17,718
T-44
$ 15,087
$ 15,842
$ 16,634
$ 17,466
$ 18,339
2024 Senior Program Manager Pay Grid (4.28%)
Pay Range
Code
Step1
Step 2
Step 3
Step4
Step 5
Step 6
D-61
$10,128
$10,637
$11,142
$11,650
$12,157
$12,659
[Current employees will receive retroactive pay for the increase in A.1, dating back to
January 1, 2024. Retroactive pay for the increase in A.1 will also be provided to PERS
retirees and the estate of employees who passed away, for work completed between
January 1, 2024, and their date of retirement or death.]
A.1.3 Employees who are currently in the bargaining units and are currently employed with the
City of Tukwila, shall receive wage increases representing 100% of the CPI-W of
Seattle/Tacoma/Bellevue from June 2023 to June 2024 with a 2% minimum and a 5%
maximum, effective January 1, 2025.
A.2 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 $105
Completion of 10 years $130
Completion of 15 years $155
Completion of 20 years $180
Completion of 25 years $205
Completion of 30 years $230
FG: 102594343.3
PAGE 27
225
A.3 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.4 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.5 Market Compensation Study - The City and Union agree that the City will complete a wage
and classification study by October 31, 2025. The City and Union will meet by December
31, 2024, to discuss the City's planned parameters for the study so the Union can provide
input. The results of the study will be reviewed (and wage changes bargained) during
successor negotiations.
FG: 102594343.3
226
PAGE 28
APPENDIX "B"
to the
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
Administrative/Technical Bargaining Unit
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, and applies only to the
Administrative/Technical Bargaining Unit.
B1.
Administrative/Technical Bargaining Unit Positions - The classifications of work and their
corresponding Pay Ranges for classifications in the Administrative/Technical bargaining
unit are as follows:
CLASSIFICATION
PAY RANGE CODE
Administrative Support Assistant
T-10
Court Operations Assistant
T-10
Recreation Program Assistant
T-10
Administrative Support Technician
T-12
Court Operations Associate
T-12
Court Support Services Specialist
T-14
Administrative Support Specialist
T-14
Permit Technician
T-15
Fiscal Support Technician
T-16
Court Operations Specialist — Bailiff
T-17
Fiscal Specialist
T-17
Recreation Program Specialist
T-17
Administrative Support Coordinator
T-18
GIS Field Technician
T-18
NPDES Environmental Compliance Inspector
(Entry)
T-20
Payroll Specialist
T-20
IT Application Support Specialist
T-20
Building Inspector I
T-21
Building Inspector II
T-21
Plans Examiner
T-22
Code Enforcement Officer
T-22
NPDES Environmental Compliance Inspector
(Senior)
T-22
Recreation Program Coordinator
T-22
Project Inspector (Entry)
T-23
Building Inspector III
T-23
Project Inspector (Senior)
T-24
Emergency Management Specialist
T-24
Senior Electrical Inspector
T-24
Senior Plans Examiner
T-25
FG: 102594343.3
PAGE 29
227
B.1.1
Effective the second full pay period following ratification, the Administrative
Support Assistant, Administrative Support Technician, Administrative Support
Specialist, and Administrative Support Coordinator, Pay Ranges are modified in
recognition of a market adjustment:
CLASSIFICATION
PAY RANGE CODE
Admin Support Assistant
T-11
Admin Support Technician
T-14
Admin Support Specialist
T-16
Admin Support Coordinator
T-19
B2. Golf Course Pro Shop — Hours of work. For employees at the golf course pro shop, at
least one day off shall be a Saturday or Sunday. Alternative work weeks may be created
by mutual agreement between the employee and manager with approval of the Chief
People Officer.
B.3. Recreation Leaders — Hours worked. Notwithstanding the provisions of Section 1.1.6 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:
• the total hours worked by such employee in a twelve (12) consecutive monthly period
does not exceed one thousand three hundred (1300) hours;
• 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; and
• such employee is a bona fide high school or college student.
FG: 102594343.3
228
PAGE 30
APPENDIX "C"
to the
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
Maintenance/Trades Bargaining Unit
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, and applies only to the Maintenance/Trades
Bargaining Unit.
C.1
Maintenance/Trades Bargaining Unit Positions - The classifications of work and their
corresponding Pay Ranges for classifications in the Maintenance/Trades bargaining unit
are as follows:
CLASSIFICATION
PAY RANGE CODE
Facilities Custodian
T-12
Maintenance Worker
T-12
Maintenance Technician
T-14
Maintenance Specialist
T-16
Facilities Maintenance Technician
T-17
Fleet Technician
T-18
Senior Maintenance Specialist
T-18
Facilities Operations Technician
T-19
Maintenance & Operations Specialist
T-19
Senior Facilities Custodian
T-20
Lead Maintenance Specialist
T-20
Senior Maintenance & Operations
Specialist
T-20
Water Quality Specialist
T-21
Maintenance and Operations
Foreman
T-23
Facilities Operations Foreman
T-23
Fleet Technician Foreman
T-23
C.2 Western Conference of Teamsters Pension Plan - Pursuant to and in accordance with
Section 10.11 of the Main Agreement, the Fleet Group (which currently includes Fleet
Technicians and the Fleet Technician Foreman) has elected by majority vote to make
pre-tax contributions, by payroll diversion, in the amount of $173.33 per month (or $86.67
per pay period).
PAGE 31
FG: 102594343.3
229
APPENDIX "D"
to the
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
Professional/Supervisory Bargaining Unit
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, and applies only to the
Professional/Supervisory Bargaining Unit.
D.1
Professional/Supervisory Bargaining Unit Positions - The classifications of work and their
corresponding Pay Ranges for classifications in the Professional/Supervisory bargaining
unit are as follows:
CLASSIFICATION
PAY RANGE CODE
Development Review Engineer I
T-25
Police Records Supervisor
T-25
Court Operations Supervisor
T-25
Golf Maintenance Supervisor
T-25
Parks Maintenance Supervisor
T-25
Head Golf Professional
T-26
Assistant Planner
T-26
Emergency Management Coordinator
T-26
Court Support Services Case Manager
T-26
Traffic Operations Coordinator
T-26
GIS Coordinator
T-26
Technology Operations Supervisor
T-26
Telecommunications Analyst
T-26
Parks/Facilities Project Coordinator
T-27
Permit Coordinator
T-27
Database Administrator
T-27
Database Systems Administrator
T-27
Associate Planner
T-27
Development Review Engineer II
T-27
Environmental Specialist
T-28
Fiscal Coordinator
T-28
Recreation Superintendent
T-28
Senior Planner
T-28
NPDES Program Coordinator
T-29
Records Program Coordinator
T-29
Program Coordinator
T-29
Maint & OPS Superintendent
T-29
Development Review Engineer III
T-29
Information Systems Project Analyst
T-30
FG: 102594343.3
230
PAGE 32
Program Manager
T-30
Senior Fiscal Coordinator
T-30
Project Manager
T-31
Fiscal Supervisor
T-32
Permit Supervisor
T-32
Planning Supervisor
T-32
IT Business Analyst
T-32
Parks & Recreation Manager
T-32
Fiscal Manager
T-32
D.2 For Overtime -Exempt Employees in the Professional/Supervisory Bargaining Unit, Section
4.2 of the Main Agreement does not apply. Rather, Section 4.1 applies with the following
modifications:
D.2.1 Starting Times - Section 4.1.2 (Starting Times) of the Main Agreement shall be
replaced with the following: 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 a Declared Emergency or Service Disruption. If an employee's
regular starting time is changed without thirty-six (36) hours' notice, hours worked
outside the employee's regularly scheduled shift shall be paid at a rate of 1.5 times
the employee's regular straight -time hourly rate. (Section 4.1.7 [Callbacks] applies
to overtime scheduled on an employee's regular day off without thirty-six (36)
hours' notice, in addition to normal callback situations). Temporary work schedule
changes may be made without notice to cover essential functions in case of a
Declared Emergency.
[Section 4.1.2.1 of the Main Agreement applies without modification].
D.2.2 Work in Excess of 40 Hours - Section 4.1.5 (Overtime) of the Main Agreement shall
be replaced with the following: Extra work assigned and performed in excess of 40
hours in a workweek shall be paid at the rate of 1.0 times the employee's regular
straight -time hourly rate of pay to 50 hours of work and 1.5 times beyond 50 hours.
Hours worked at a premium rate (e.g., the callback rate, shift extension in excess
of four hours rate) are excluded from the calculation of hours worked for purposes
of this paragraph.
[Section 4.1.5.1 and 4.1.5.2 of the Main Agreement apply without modification].
D.2.3 Callback — Section 4.1.7 (Callback) of the Main Agreement shall be replaced with
the following - 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 their regular straight -time hourly rate of pay. Time
worked in callback status beyond four (4) consecutive hours shall be paid at a rate
of 2.0 times the employee's regular straight -time hourly rate. Should the
employee's regular shift start less than two (2) hours from the time they started
work on the callback, they shall receive one and one-half (1-1/2) times their regular
straight -time hourly rate of pay only for such time as occurs before their 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 Section 4.1.2.1.
[Section 4.1.7.1 of the Main Agreement applies without modification]
PAGE 33
FG: 102594343.3
231
D.2.4 Shift Extensions in Excess of Four Hours - When an Overtime -Exempt employee
works their normal work day and has a shift extension that exceeds four (4) hours,
they shall be paid at a rate of 1.5 times their regular straight -time hourly rate for
hours worked in shift extension status beyond four (4) consecutive hours. The rate
of pay will increase to 2.0 times the employee's regular straight -time hourly rate
for hours worked in shift extension status beyond eight (8) consecutive hours. This
provision applies only to shift extensions and does not apply to callouts/callbacks.
D.3 Western Conference of Teamsters Pension Plan - Pursuant to and in accordance with
Section 10.11 of the Main Agreement, the TIS Group (which currently includes Database
Administrator, Database Systems Administrator, GIS Coordinator, Technology
Operations Supervisor, Information Systems Project Analyst, IT Business Analyst, and
Telecommunications Analyst) have elected by majority vote to make pre-tax
contributions, by payroll diversion, in the amount of $4.50 per hour for each monthly
payroll period.
D.4
Police Records Supervisor — Clothing Allowance. 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.
FG: 102594343.3
232
PAGE 34
APPENDIX "E"
to the
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
Senior Program Manager Bargaining Unit
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, and applies only to the Senior Program
Manager Bargaining Unit.
E.1
Senior Program Managers Bargaining Unit Positions - The classifications of work and
their corresponding Pay Ranges for classifications in the Senior Program Managers
bargaining unit are as follows:
CLASSIFICATION
PAY RANGE CODE
Court Support Services Manager
D-61
Senior Program Manager
D-61
Emergency Manager
D-61
E.2 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.
E.3 VEBA Plan - Pursuant to and in accordance with Section 10.8 of the Main agreement,
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. Effective
January 1, 2024, the Senior Program Managers elected to have $200 per month
deducted from wages into their individual VEBA account.
E.4 Western Conference of Teamsters Pension Plan - Pursuant to and in accordance with
Section 10.11 of the Main Agreement, the Senior Program Managers have elected by
majority vote to make pre-tax contributions, by payroll diversion, in the amount of $520
per month (or $260 per pay period).
E.5 Teamsters Retirees `Welfare Trust - Effective January 1, 2024 based on hours worked in
December 2023 and on a monthly basis thereafter, the City shall deduct from the
employees' wages the sum of one hundred seventy five dollars ($175.00) per month for
benefits under the "RWT-XL Plan" during the period this Collective Bargaining Agreement
is in effect, the City agrees to remit payment to the Retirees Welfare Trust, do
NORTHWEST ADMINISTRATORS, INC., for each employee who received
compensation for eighty (80) hours or more in the previous month. Other than payroll
deduction, the City shall have no responsibility for administration of this benefit.
PAGE 35
FG: 102594343.3
233
APPENDIX "F"
to the
AGREEMENT
by and between
CITY OF TUKWILA, WASHINGTON
and
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
Overtime -Exempt Positions
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.
F.1 The following Teamsters classifications are Overtime -Exempt, as of the ratification of the
2023-2025 Agreement:
Professional/Supervisory Bargaining Unit —
Court Support Services Case Manager
Court Operations Supervisor
Environmental Specialist
Program Coordinator
Recreation Superintendent
Senior Planner
Maintenance & Operations Superintendent
Development Review Engineer III
Program Manager
Planning Supervisor
Parks & Recreation Manager
Fiscal Manager
Senior Program Manager Bargaining Unit —
Court Support Services Manager
Senior Program Manager
Emergency Manager
F. 2 The above list is subject to change:
If the City determines in good faith that a classification is covered by the overtime
provisions of state and federal law, it will comply with those overtime provisions and the
position will be considered Overtime -Eligible for purposes of the 2023-2025 Agreement.
Notice of this change will be provided to the Union and any affected employee.
If the City determines in good faith that other classifications are not covered by the
overtime provisions of state and federal law, the City will provide notice to the Union and
comply with its bargaining obligations under RCW 41.56 prior to changing the employee's
status to Overtime -Exempt.
FG: 102594343.3
234
PAGE 36
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, 2023 through December 31, 2025
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
their banked compensation over the remaining three (3) month period that they do 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 their 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 Employer's contribution for regular full-time employees under the Labor Agreement,
with the remaining cost of the insurance benefits 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 their 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.
PAGE 30
FG: 102594343.3
235
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 By
CITY OF TUKWILA, WASHINGTON
Scott A. Sullivan Thomas McLeod
Secretary -Treasurer Mayor
Date Date
FG: 102594343.3
236
PAGE 31
LETTER OF AGREEMENT
By and between
CITY OF TUKWILA, WASHINGTON
And
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
January 01, 2023 through December 31, 2025
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 Employer's contribution for regular full-time employees under the
Labor Agreement, with the remaining cost of the insurance benefits 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.
PAGE 32
FG: 102594343.3
237
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 By
CITY OF TUKWILA, WASHINGTON
Chad Baker Thomas McLeod
Secretary -Treasurer Mayor
Date Date
FG: 102594343.3
238
PAGE 33
LETTER OF AGREEMENT
By and between
CITY OF TUKWILA, WASHINGTON
And
PUBLIC, PROFESSIONAL & OFFICE -CLERICAL EMPLOYEES AND DRIVERS
LOCAL UNION NO. 763
January 01, 2023 through December 31, 2025
THIS LETTER OF AGREEMENT is by and between the CITY OF TUKWILA, WASHINGTON (hereinafter
referred to as the "City") 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").
1. The City and the Union agree to bring the Police Records Supervisor classification to market
retroactive to January 1, 2023. This will result in an increase from pay grade T-22 to pay grade T-
25, effective January 1, 2023.
2. Employees who are eligible for retroactive pay shall also receive an adjustment for overtime work
and work performed out of class in 2023, which shall be the difference between the rate of pay for
such work when the work was performed in 2023 and the rate of pay for such work under the new
pay grade (T-25). Any amounts paid to eligible employees by the Employer pursuant to the Labor
Agreement for vacation leave, sick leave, bereavement leave, and sick leave buyouts since
January 1, 2023, shall also be subject to the retroactive adjustments set forth in this LOU.
3. The City and the Union agree to move the Police Records Supervisor from the
Administrative/Technical bargaining unit to the Professional/Supervisory bargaining unit as of the
effective date of this Letter of Agreement (LOA).
4. The Effective Date of this LOA shall mirror the effective date of the Parties' 2023-2025 Labor
Agreement.
THE UNDERSIGNED agree that they 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 Brotherhood of Teamsters.
CITY OF TUKWILA, WASHINGTON
By By
Chad Baker Thomas McLeod
Secretary -Treasurer Mayor
Date Date
FG: 102594343.3
PAGE 34
239