AGREEMENT Between ADAMS COUNTY And ADAMS COUNTY … · 2342 01/07/2020 04:01:01 pm pg. 1 of 31 agreement between adams county and adams county public works employees, washington state

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AGREEMENT

Between

ADAMS COUNTY

And

ADAMS COUNTY PUBLIC WORKS EMPLOYEES,

WASHINGTON STATE COUNCIL OF COUNTY AND CITY

EMPLOYEES,

LOCAL 1374, AFL-CIO

January 1, 2020 through December 31, 2022

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TABLEOFCONTENTS

PREAMBLE..................................................................................................................................................3

ARTICLE I- RECOGNITION ....................................................................................................................3

ARTICLE II- UNION SECURITY.............................................................................................................3

ARTICLE III- UNION MANAGEMENT RELATIONS ...........................................................................4

ARTICLE IV - GRIEVANCE PROCEDURE.............................................................................................5

ARTICLE V - SENIORITY, PROMOTIONS, LAYOFFS, DISCHARGE AND RETIREMENT.............6

ARTICLE VI - HOLIDAYS ......................................................................................................................10

ARTICLE VII- VACATIONS ..................................................................................................................11

ARTICLE VIII- SICK LEAVE.................................................................................................................12

ARTICLE IX - FAMILY AND MEDICAL LEAVE.................................................................................14

ARTICLE X - MILITARY LEAVE AND JURY DUTY..........................................................................15

ARTICLE XI - SAFETY AND HEALTH .................................................................................................15

ARTICLE XII - HOURS OF WORK.........................................................................................................16

ARTICLE XIII- WORKING REGULATIONS ........................................................................................17

ARTICLE XIV - DISCIPLINE AND DISCHARGE.................................................................................18

ARTICLE XV - DRUG TESTING POLICY.............................................................................................19

ARTICLE XVI - WAGES..........................................................................................................................24

ARTICLE XVII - MEDICAL, LIFE INSURANCE ..................................................................................25

ARTICLE XVIII - SUPPLEMENTAL AGREEMENTS ..........................................................................26

ARTICLE XIX - MANAGEMENT RIGHTS............................................................................................26

ARTICLE XX - LEAVE SHARING .........................................................................................................27

ARTICLE XXI - ENTIRE AGREEMENT...............................................................................................27

ARTICLE XVII - EFFECTIVE DATE AND CONTRACT PERIOD ......................................................27

APPENDIX A .............................................................................................................................................29

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PREAMBLE

This Agreement isenteredintoby theBoard of County Commissioners of Adams County, hereinafter

referredtoastheBoard,and theWashington StateCouncilofCounty and CityEmployees and Local#1374,Adams County PublicWorks Employees, of theAmerican Federationof State,County, and Municipal

Employees, AFL-CIO, hereinafterreferredto as the Union, forthe purpose of promoting harmonious

relationsbetween the Board and the Union, establishingequitableand peacefulproceduresfor the

resolutionsordifferences,and establishingratesofpay,hoursofwork and otherconditionsofemployment.Both theBoard and theUnion agreetostrivetoeliminateasfaraspossible,politicalconsiderationsfrom

policy,and topromote themorale,wellbeing,and securityoftheemployees.

ARTICLE I - RECOGNITION

The Employer recognizestheUnion as theexclusivebargainingagentforallPublicWorks Department

Employees withrespecttowages,hours,and working conditionsofemployment,exceptforthefollowing

positions;PublicWorks Director,County Engineer,AssistantPublicWorks Director/CountyEngineer,

EngineeringSupervisor,Area MaintenanceSupervisor,MaintenanceAnalyst,Equipment Shop Supervisor,

FacilityManager, Solid Waste Supervisor,GIS Analyst,Recycling Coordinator,Accountant and

DepartmentAssistant.

ARTICLE II - UNION SECURITY

2.1 All employees covered by thisAgreement shallbe entitledto allwages, rights,benefits,and

working conditionsas setforthin thisagreement.The Union and employees recognizethatinclusionof theemployees in theUnion, Union recognition,or representation,shallnot inhibit,restrain,orinany way adverselyaffecttheperformanceoftheirduties.

2.2 The Employer agreestonotdiscriminateagainstan employee forhis/herparticipationintheUnion,oractivitieson behalfofthemembership inthebargainingunit.The Union and theEmployer agreetonotdiscriminateagainstany personoremployee becauseofrace,color,creed,sex,age,national

origin,maritalstatusor because of a sensory,physical,or mental disability.All referencesto

employees inthisAgreement designateboth sexesand whereverthemale genderisused,itshallbe construedtoincludemale and femaleemployees.The Employer shallhave therighttosetaside

any provision(s)of thisAgreement necessarytomeet itsobligationsunder any Stateor Federal

laws,rules,orregulations.

2.3 The Employer willprovidea monthly writtenreportto the Union listingallemployees in the

bargainingunitwhich shallbe transmittedwithtransferofdeductedduesowed totheUnion. Such

reportshallindicate:1) allindividualsreflectedas paying intothe transferredamount; 2) all

employeesnotreflectedinthetransferredamount;and 3)allemployeescommencing employmentsincetheprecedingreport.

2.4 Withinninety(90)daysofthecommencement ofemployment,theEmployer shallpermiteachnew

employee to attendduringnormal work hours an orientationsessionwith a designatedUnion

representativeof not lessthanthirty(30)minutes.The Union Officialshall,atno lossof pay,conductthisorientationforthepurposeofprovidinginformationtothenew employee relatedto

coverageunderthisAgreement and enrollmentinUnion Membership.

2.5 For allemployeescoming underthejurisdictionoftheUnion and who have voluntarilyauthorized

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Union wage deductions,the Employer shalldeductthe regularmonthly dues and assessments

uniformlyrequiredofallmembers. Consistentwithcurrentpractice,therequireddeductionsshall

be splitevenlybetween thebi-monthlywage payments.The Union shallfurnishtheEmployer the

properamount tobe deducted.The Employer shallremitthedeductedamounts,alongwith a list

ofthebargainingunitmembers who paidintothetransferredamount,toCouncil2.Authorizations

ofPayrollDeductionsarevalidwhetherexecutedinwritingorelectronically.

2.6 Once authorized,voluntarywage deductions shallcontinue untilthe Employer receives

confirmationfrom theUnion thattheemployee hasrevokedauthorizationfordeductions.At that

time,the Employer shallend the deductioneffectiveon the firstpayrollafterreceiptof the

confirmation.

2.7 The Union shallindemnifytheEmployer and savetheEmployer harmlessfrom any and allclaims

againsttheUnion and/orEmployer arisingout of administrationof thisarticleso long as the

Employer complieswiththisarticle.

ARTICLE III - UNION MANAGEMENT RELATIONS

3.1 Allcollectivebargainingwithrespecttowages,hours,and working conditionsshallbe conducted

by authorizedrepresentativesoftheUnion and authorizedrepresentativesoftheBoard.

3.2 Agreements reachedbetween the partiesof thisAgreement shallbecome effectiveonly when

signedby thePresidentofLocal 1374,theWSCCCE Area Representativeand theBoard or their

dulyauthorizedrepresentatives.

3.3 ItisnottheintentionoftheCounty toprovidetimeduringworking hoursforconductingofUnion

business;however,certainUnion activities,by theirnature,must be done duringworking hours

when contactcanbe made between theemployee,theshop stewardhandlingthegrievance,and the

supervisor.Such activitieswhich may be conductedduringworking hoursareasfollows:

a) Contactbetween employee and theshop stewardregardinga grievance.

b) Grievanceproceduresincludinghearings,butnotGrievanceCommittee meetings.

c) Times,dates,and placesfornegotiationsduringthelifeofthiscontractshallbe mutually

agreedasbetween theChiefspokesman foreachparty.

d) The County agreesthataccreditedrepresentativesof theAmerican Federationof State,

County and MunicipalEmployees whetherlocalUnion representatives,districtcouncil

representatives,or internationalrepresentatives,shallhave fulland freeaccessto the

premisesof theEmployer atany time duringworking hours to conductUnion business,withoutdisruptingtheregularfunctionsoftheDepartment.Any employee who istotake

partin such activitiesmust check with and receivepermissionfrom theirimmediate

supervisor.Scheduling of such activitieswill be dependent on the work at hand.

Employees shallnotreceivecompensationwhen suchactivitiesormeetingsexceedregular

workinghours.

3.4 On April1stofeachyear,theUnion shallsubmittothePublicWorks Departmenta writtenlistof

Union officers,stewards,and negotiatingcommittee.The PublicWorks Department shallbe

notifiedofany changesthatoccurduringtheyear.

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3.5 The County agreestofurnishand maintainsuitablebulletinboardsinconvenientplacesineach

work areatobe usedby theUnion.The Union shalllimititspostingofnoticesand bulletinstosuch

bulletinboards.

3.6 New work rulesand revisionsinexistingwork rulesshallbe postedon allbulletinboardsfora

periodofeight(8)calendardaysbeforebecoming effective.Thisprovisiondoesnotapply,when

intheopinionofmanagement, an emergency exists.

3.7 The Union agreeson behalfofitselfand theemployees ofthebargainingunitnottostrike,slow

down, walk out,sickout,orinany manner impairthenormal operationsoftheDepartmentduring

theterm of thisAgreement. No employee shallparticipatein any sympathy strikeor strikein

supportofothergroupsofemployeesoftheCounty.No lockoutoftheemployeesshallbe instituted

by theCounty duringthetermofthisAgreement.

3.8 The County agreesnottodiscriminateagainstany employee on thebasisoftheemployee'sUnion

activity.The provisionsofthisAgreement shallapplyequallytoallemployees inthebargaining

unitwithoutdiscriminationas to age,sex,maritalstatus,race,color,creed,nationalorigin,or

politicalaffiliation.The Union shallshareequallywiththeEmployer theresponsibilityforapplying

thisprovisionof theAgreement.All referencestoemployees in thisAgreement designateboth

sexesand wherever themale gender isused,itshallbe construedto includemale and female

employees.

3.9 Eitherpartymay requesta Union/Management meetingbetween theauthorizedrepresentativesof

thebargainingunitand thePublicWorks Directorforthepurposeofcontractadministrationor a

work-relatedissue.Ifthepartiesagreea formalmeetingisnecessary,theDirectorshallestablisha

meetingdateand notifytheUnion Presidentofthemeetingdateand times.

ARTICLE IV - GRIEVANCE PROCEDURE

4.1 A "grievance"as used inthisAgreement shallbe definedas:a claim,by an employee,thatthe

termsorconditionsofthisAgreement have been violated,orthata disputeexistsconcerningthe

properapplicationorinterpretationofthisAgreement.Grievancesshallbe processedinaccordance

withthefollowingproceduresand withinthestatedtimelimits.Ifan employee,theUnion,orthe

Employer failstofile,move forwardoraddressa grievancewithinthetimelimitssetforthatany

stepofthegrievanceprocedure,thegrievanceshallbe consideredaswaived and foreverlost.

The partiesmay, by mutualagreement,extendany timelimitorwaive any step(s)ofthegrievance

procedure.Any suchextensionorwaivershallbe reducedtowritingand signedby theparties.

STEP 1.Within fourteen(14)calendardays from the occurrenceof the event(s)on which a

complaintisbased,orwithinfourteen(14)calendardaysfrom thedatetheemployee hasknowledgeor shouldhave known ofthefactson which thegrievanceisbased,theemployee may, athis/her

option,withor withoutUnion representation,verballyor inwriting,presenthis/hergrievanceto

his/herimmediatesupervisor.A writtengrievanceshallincludetheemployee'ssignature.Within

ten(10)working days,from thedatethegrievanceispresented,theimmediate supervisorshall

verbally,orinwriting,replytotheemployee'scomplaint.

STEP 2.Should thegrievancenotbe settledatStep 1,theUnion Steward shall,withinfourteen

(14)calendardays,submitthegrievancetotheUnion GrievanceCommittee.The Union Grievance

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Committee,iftheyfeelthegrievanceisjustified,shallwithinseven(7)working days,reducethe

grievancetowritingand requesta meetingwith thePublicWorks Director,or his/herdesignee.The writtengrievance,inordertobe consideredvalid,shallsetforththenatureofthegrievance,theArticle(s)or Section(s)of theAgreement allegedlyviolated,theremedy sought,and shallbe

signedby theaggrievedemployee(s).The PublicWorks Director,orhis/herdesignee,shallrender

a decisioninwritingwithinten(10)days (excludingSaturdays,Sundays,holidaysand authorized

absences)followingtheaforementionedmeetingwiththeUnion.

STEP 3.Should thegrievancenotbe resolvedatStep2,theUnion or theEmployer may, within

fifteen(15)workingdaysofthedecisionby thePublicWorks Director,orhis/herdesignee,notify

theotherpartyoftheirdesiretosubmitthemattertoarbitration.

SCOPE AND LIMITATIONS, AND ARBITRATOR AUTHORITY. Unless the partiesotherwiseagreeinwriting,theissueorissuestobe submittedtoarbitrationshallbe limitedtothose

setforthand definedin Step 2 of thegrievanceprocedure,includingthewrittendecisionof the

PublicWorks Director,orhis/herdesignee,and theArbitrator'sauthorityshallbe limitedtothe

determinationoftheissueor issuesthussetforth.Itisunderstoodand agreedthattheArbitrator

shallhaveno authoritytomodify,vary,alter,amend, add to,ortakeaway from,inwhole orinpart,

any ofthetermsorprovisionsofthisAgreement.

ARBITRATOR SELECTION. Ifthepartiescannotmutuallyagreeon an impartialArbitrator

who isableand willingto serveon a timelybasis,thepartiesshalljointlyrequestthe Public

Employment RelationsCommission (PERC) or theFederalMediationand ConciliationService

(FMCS) toprovidea listoffive(5)personswho arequalifiedtoactasan impartialArbitrator.The

representativesof thepartiesshalldetermine,by lot,theorderof eliminationand thereforeeach

shall,inorder,alternatelyeliminateone (1)name untilonly one (1)name remains.The fifthor

remainingpersonshallbe acceptedby boththeUnion and theEmployer toserveastheArbitrator.

ARBITRATION HEARING, EXPENSES, AND DECISION. The partiesfurtheragree:(1)the

Arbitratorshallconduct the hearingand thathis/herrulingswith respectto procedureand all

objectionsto the exclusionor inclusionof evidenceshallbe bindingupon the parties;(2)the

Arbitratoror eitherpartymay callany employee as a witnessduringtheproceeding,and ifthe

employee ison duty,theEmployer agreestoreleasetheemployee from dutytoappearasa witness.

Ifan employee iscalledasa witnessby eithertheUnion ortheEmployer,thepartycallinghim/her

willreimbursetheemployee forhis/herwages lost;(3)thatallotherexpensesof thearbitration

shallbe borneequallyby thepartiesand saidexpensesmay includethemaking ofa verbatimrecord

oftheproceedingsand a transcriptoftherecord,ifitisdeemed necessary;(4)thattheArbitrator

shallrendera writtendecisionand/oraward withinthirty(30)daysfrom thedateoftheconclusion

ofthehearing,and thedecisionshallbe finaland bindingupon theparties.

ARTICLE V - SENIORITY, PROMOTIONS, LAYOFFS, DISCHARGE,

AND RETIREMENT

5.1 Seniority:Seniorityaccordingto thisAgreement shallconsistof the continuousserviceof the

employee with the Adams County PublicWorks Department.A new employee shallhave no

seniorityrightsnor be classifiedas a regularemployee untiltheemployee has completedhis/her

probationaryperiod.During saidprobationaryperiod,theemployee may be dischargedwithout

causeand withoutrecourse.Additionally,a probationaryemployee may be disciplinedforcause

withoutrecourse.

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a) The employee'sseniorityshallbe lostforany ofthefollowingreasons:

1) Dischargeorresignation;

2) Inabilityorfailuretoreturntowork followingtheexpirationofan authorizedleave

ofabsence,exceptwhen theleavehasbeen extendedby theEmployer;

3) Failure,when on temporarylayofftoreporttowork,orwhen on temporarylayoffwhich exceedsthetimelimitsestablishedand setforthinSection5.4;

4) Failure,when on temporarylayoff,toreportforwork inaccordancewithSection

5.4.

5) An employee on unpaidleave,exceptas setforthinArticles9 and 10,of more

thanone (1)week willhave theirseniorityfrozenuntilsuchtimeastheyreturnto

paidstatus.

b) The senioritylistshallbe broughtup to dateeach yearon January I and postedon the

Union bulletinboards.A copy of thesenioritylistshallbe providedto theSecretaryof

Local#1374.

c) Seniorityas describedabove,shallbe used forthepurposeof determiningeligibilityfor

advancement and longevityas describedin theappropriatearticlesof thiscontract.An

employee's senioritywillstoponce an employee has exhaustedapproved leaveunder

Article9 orArticle10,and has enteredintoan unpaidstatus.

d) An employee returningtowork afterthediscretionaryauthorizedleaveshallclaimtheir

formerregularclassificationifitstillexistsand thereisan openinginsaidclassification.

Iftheclassificationno longerexistsorthereisno opening,theemployee shallbe grantedthefirstavailableopeningin any existingor lower classificationin which theemployeehasformerlyheldregularstatus.IftheleaveisformedicalreasonsoraLabor and Industries

injury,theemployee shallbe returnedtotheirregularcrew and classification.

5.2 Job Vacancy: Promotionstoa higherjob classificationshallbe accordingtoseniorityand ability.

Changes from a highertoa lowerjob classificationmay be made attherequestof an employeewithapprovalof thePublicWorks Director.Employee changesmade by shiftsbetween thesame

job classificationsto meet work requirements,or from higherto lower classificationsdue toeliminationof positionsor disciplinaryactiondo not requirebiddingas forpromotionsorjob

vacancy,but are consideredto be transfersby the County. When a job vacancy occursin the

bargainingunit,which thePublicWorks Directordeems necessarytobe filled,thevacancywillbefilledasfollows:

a) Noticeofajobvacancyshallbe postedforaperiodofeight(8)calendardayson allUnion

bulletinboards.Regularemployees willbe consideredinthefollowingorder:

1) For ajobvacancywithina crew,regularemployeesofthatcrew willbe consideredfirst.The followingaretherecognizedcrewswithinthePublicWorks Department:

a. RitzvilleCrew (Ritzvilleand Washtucna Shops)b. Lind Crew

c. OthelloCrew (Othelloand HattonShops)

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d. Mechanics Crew (Ritzville,Lind,and OthelloShops)

e. Engineeringf. SolidWaste Crew (Ritzvilleand Bruce TransferStations)

g. CustodialCrew (Ritzvilleand OthelloFacilities)

h. SignShop Crew

2) For ajob vacancynotfilledwithina crew,regularemployees willbe considered

next.

b) Ifitisexpectedthatthepositionwillnotbe filledfrom theexistingwork force,thePublic

Works Directormay advertiseforthepositionduringthe eight(8)day postingperiod

describedinsub-section(a),providedthatthepositionisnotfilleduntilaftertheeight(8)

day postingperiodhas expired.Ifthe PublicWorks Directordoes not electto fillthe

positionfrom among thework force,thebiddingemployeeswillbe informedofthereasons

therefore.

c) Employees willbe consideredon the basisof seniorityand abilityand should ability

between employeesbe deemed equalasdeterminedby thePublicWorks Director,accrued

senioritywillbe thedeterminingfactor.The most senioremployee shallbe promoted.

d) Any fillingofajob vacancyshallbe consideredtemporaryfora trialperiodnottoexceed

ninety(90)calendardaysfrom thedatetheemployee startswork atthenew classification.

Iffurtherobservanceof the employee's skillsand abilityin the new classificationis

required;thetrialserviceperiodmay be extendedforanotherninety(90)calendardaysas

determinedby theEmployer.Withinthetrialperiod,iftheemployee decidestheydo not

want thejob or shouldthesupervisororforeman decidetheemployee isunsuitedforthe

job,theemployee shallreverttotheirformerjob classificationwithoutprejudice.

5.3 Layoff:The Employer shallbe thesoledeterminerof when layoffsarenecessary.The Employer

may layoffemployeeswhen such actionisdeterminedtobe necessaryasa resultoflackofwork

or funds,reorganizationforefficiencypurposes,or such otherreason(s)the Employer deems

appropriate.The PublicWorks Directorshallhave therightto determineby job classification

and/ordepartmentaldivision,thenumber ofemployees tobe reduced.The Union willbe notified

of thespecificjob classificationsordepartmentaldivision(s)inwhich layoffswilltakeplaceand

thenumber ofemployeesineachjob classificationswho aredesignatedforlayoffstatus.

a) Inany reductionoftheregularwork force,seniorityshallprevailwithineachcrew and/or

departmentaldivision.Employees who may be affectedby theproposedlayoffwillbe

giventen(10)workingdays'noticeand must withinthenoticeperiodexercisetheirright,basedon seniority,tobump intothesame orlowerjob classificationwithintheircrew or

departmentaldivision.For purposesof layoffthe followingarethe six(6)recognized

departmentaldivisions:(1) Engineering,(2) Mechanics, (3) Sign Shop, (4) Road

Maintenance,(5)SolidWaste, and (6)Custodial.An employee who ispromoted to a

differentcrew withinthePublicWorks Department,may foraperiodoftwo (2)yearsfrom

thedateofpromotion,bump back tohis/herpreviouscrew based upon seniorityshoulda

layoffoccurduringthistwo (2)yearperiod.

b) When reorganizationisdeemed necessary,thePublicWorks Directorshallprovidewritten

noticetotheUnion ofitsintenttoreorganize.Noticeshallbe atleastthirty(30)calendar

dayspriortotheEmployer takingany action.Noticeshallincludetheclassification(s)and

employee(s)involved,and providean opportunitywithinthethirty(30)calendardays to

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meet with theUnion to negotiatetheeffectsof thereorganization.Ifthereorganization

involveslayoffs,theyshallbe assetforthinArticleV, Section5.3,subsectionsa,b,and c.

The PublicWorks Directorshallhave therighttoimplementthereorganization,by mutual

agreement,followingtheaforementioneddiscussionwiththeUnion, or attheend of the

thirty(30)calendarday period.

c) Any employee who islaidoffasa resultof a reductioninthework forceshallbe placed

on recallstatus.

5.4 Recall:In therecallof employees,thelastpersonlaidoffinajob classificationwillbe thefirst

personofferedreemployment.Recallrightsforemployees laidoffshallbe a periodof eighteen

(18)months from thedatehe/shewas laidoff.An offerofrecallshallbe inwritingand mailedto

theemployee'slastknown address.Itshallbe theresponsibilityofan employee on layofftokeep

theEmployer informedofany changeinhis/heraddress.The employee shallreporttowork within

twenty-one(21)working days of thedateof mailingoftherecallnotice.Failuretorespondtoor

reportforwork withinthetimelimitspecifiedhereinwillresultinan employee'sforfeitureofall

recallrights.

An employee recalledfrom layoffwillhave his/herpreviouslyaccruedseniority,priortolayoff,

restored.However, no timewillaccrueduringtheperiodinwhich anemployee was on layoffstatus.

5.5 Hiring:All hiringshallbe subjecttothedeterminationof thePublicWorks Directoror his/her

designee.The PublicWorks Directorhas the discretionto requirea physicalexaminationwith

respecttoany and alljob classifications.The PublicWorks Directoror his/herdesigneeshallbe

vestedwiththesoleauthoritytomake thedeterminationastowhich job applicantswillbe hired.

Employment shallbe conditionedon an applicantpossessing,and his/herabilityto maintain

appropriatelicenses,as may be determinedby theEmployer,and theresultsof his/herphysicalexamination.The physicalexaminationshallbe conductedby a doctorof theEmployer'schoice,

and shallbe paidby theCounty.

5.6 Probation:Each new employee shallbe subjecttoprobationduringthefirstsix(6)months of

employment. If furtherobservanceof the employee isrequired,the employee may eitherbe

terminatedwithoutcauseand withoutrecourseor theprobationaryperiodmay be extendedfor

anothersix(6)month periodasdeterminedby theEmployer.At theend oftheprobationaryperiod,theemployee willbe considereda regularemployee and seniorityshalldatefrom thedateofhire.

Any probationaryemployee may be dischargedatany timeduringtheprobationaryperiodwithout

causeand withoutany recourse.

5.7 Resignation:An employee wishingtoleaveCounty serviceshall,atleasttwo (2)weeks priorto

leaving,submita letterof resignationtothePublicWorks Directorstatingtheeffectivedateof

separation.Failuretoresignwiththerequirednoticemay resultinthedivestitureofaccruedbenefits

pursuantto thisAgreement.The requirementof thetwo (2)week noticemay be waived atthe

discretionofthePublicWorks Director.Ifwaived severancepay may be giventotheemployee for

thewhole orremainingportionofthetwo (2)weeks' noticeatthediscretionofthePublicWorks

Director.

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ARTICLE VI - HOLIDAYS

6.1 Holidayswithpay attheregularrateshallbe:

New Year'sDay January1

MartinLutherKing Day 3rdMonday inJanuaryPresident'sDay 3rdMonday inFebruaryMemorial Day LastMonday inMay

IndependenceDay July4

Labor Day 1stMonday inSeptemberVeteransDay November 11

ThanksgivingDay 4thThursdayinNovember

Day afterThanksgiving 4thFridayinNovember

ChristmasDay December 25

Two FloatingHoliday At Employee's Choice

(See6.4forFloatingHoliday)

Any day designatedon a one-timebasisasa NationalHolidayby thePresidentoftheUnitedStates

and by ExecutiveOrder and isobservedby allpublic(federal,state,county,and city)workersin

theCountryasa holiday,orany day declaredby theGovernoroftheStateofWashington asa state

holidayand by orderof theGovernor isobservedby allpublic(federal,state,county,and city)workerswithinthestateasa holiday.

6.2 An employee calledtowork on a holidaywillbe paid,inadditiontoholidaypay,time and one-

half(1-1/2)forthehoursworked.

6.3 Should any of theseholidaysfallon a Saturday,theprecedingFridayshallbe consideredthe

holiday.Should any oftheseholidaysfallon a Sunday,thefollowingMonday shallbe considered

theholiday.Based on publicserviceneeds,theEmployer shallhave therighttodeterminethedaya holidaywillbe recognizedformembers oftheSolidWaste and CustodialCrews.

6.4 FloatingHolidays.Inadditiontotheabove recognizedholidays,employees shallreceive,exceptas providedherein,two (2)floatingholidaysper calendaryear.Floatingholidaysmay be taken

upon therequestoftheemployee and approvalofhis/herimmediatesupervisor,and asschedulingallows,however,employee requestsshallnotbe unreasonablydenied.With theapprovalof the

supervisor,floatingholidaysmay be used foremergency personalleaves.Floatingholidaysmaynotbe takeninpartday increments.

a) A new employee'seligibilityforfloatingholidaysshallbe determinedusingthefollowingcalendaryearschedule:

Employed asofJanuary1,throughApril30 -two (2)floatingholidayspercalendar

year

Employed with a dateof hirebetween May 1 and August 31 - one (1)floating

holidayduringthecalendaryear

Employed witha dateofhireon orafterSeptember 1 -no floatingholidaysduringthecalendaryear.

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ARTICLE VII - VACATIONS

7.1 Annual leaveshallbe earnedasfollows:

Employees havingcontinuous Shallearnannuallythe

servicewiththeCounty which followingamounts of

amounts to: vacationatthemonthly rateof:

a) Lessthan5 years 08 hours

b) 5 yearsbutlessthan10 years 10 hours

c) 10 yearsormore 12 hours

7.2 Changes in ratesof annualleaveearned willbe made at the end of the month in which the

appropriateanniversaryoftheemployee'sdateofhirefalls.

7.3 Annual leavecreditmay be accumulatedduringthefirstsix(6)months;however,saidannualleave

may notbe used.During theseventh(7th)month, or any subsequentmonth, annualleavemay be

allowedup tothelimitsof theamount earned.At theend of theemployees firstsix(6)months'

employment,theemployee willhave earnedforty-eight(48)hoursofannualleave.

7.4 Annual leavemay be accumulatedtotwicetheamount an employee earnsannuallyortwo hundred

eighty-eight(288)hours,whicheverisless.Employees may accumulateannualleaveinexcessof

theallowedmaximum duringthecalendaryear,however,accruedleavewhich exceedstheallowed

maximum attheend of each calendaryearwillbe automaticallyforfeitedwithoutany requiredactionon thepartofeitherparty.

Ifan employee'svacationisdelayedattherequestoftheEmployer,therequestshallbe inwritingso thathis/heraccruedvacationhoursexceedinghis/herallowedaccrualmay be carriedoverinto

thenext calendaryear.In allothercases,any accrualbeyond thatprovidedforabove shallbe

immediatelyforfeitedwithoutactionby eitherparty.

Consistentwiththeprinciplethatannualleaveisgrantedtotheemployee inorderthattheemployee

regularlymay be rejuvenatedfrom thework routine,employeesshallbe expectedtoscheduleuse

oftheircreditedannualleaveattherateofatleastforty(40)hourspervacationperiod.Recognizingthattherewillbe circumstanceswhere reasonabledeviationscan be made from thesestandards,

employeesshallbe abletoutilizevacationinone half(1/2)hourperiods.

7.5 Annual leavemust be takenatsuchtimeastheemployee can bestbe spared.As faraspossible,itshallbe thepolicyof theDepartmenttoalloweachemployee totaketheirearnedannualleaveatthe time the employee desiresconsistentwith Article7.4 above and providedthatitdoes notinterferewiththework loadrequirementsoftheDepartmentasdeterminedby theEmployer.Otherfactorsbeing equal,employees with the greatestsenioritywillbe givenpreferenceof vacationschedule.To facilitatetheschedulingofvacations,employeeswho desiretotaketheirvacationsata specificperiodof time shallsubmit theirrequeststo theirsupervisorusing the approveddepartmentalform atleastone (1)week inadvance.Otherfactorbeingequal,employees withthe

greatestsenioritywillbe givenpreferenceon vacationrequests.Requestsofmore thantwo (2)daysof leavemust be given in writingto the supervisoratleastone (1)month in advanced.The

Employer may waive therequirednoticeintheeventofan emergency orwhen thetimeoffcan beaccommodated.

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The Employer usingtheserequestsand theEmployer'sknowledge of work planswillpreparea

vacationschedule.Such vacationscheduleswillbe postedinaplaceconspicuoustotheemployees.

Employees on saidschedulewillbe grantedcreditedvacationfortheperiodshown on theschedule,

exceptifitshouldbe necessaryfortheEmployer tocancela previouslyscheduledvacationdue to

unusualwork load requirements.The employee whose vacationisso canceledwillbe givenabsolutepriorityinreschedulingtheirvacationtime.

7.6 Pay fortimetakenasannualleaveshallbe attheemployee'sregularrateofpay.

7.7 Any accumulatedannualleaveup tothemaximum allowed,which istwicetheamount an employeeearnsannuallyor up totwo hundred eighty-eight(288)hours,whicheverisless,shallbe paidas

separationpay toany employee who leavesemployment withAdams County pursuanttoArticle

V orupon retirement.

7.8 Employees may donateannualleaveon a case-by-casebasis,withtheapprovaloftheEmployer,underthecriteriaoutlinedinResolution75-01,untilsuchtimeasResolution75-01isrescindedor

declarednulland void.

ARTICLE VIII - SICK LEAVE

8.1 Sickleaveshallaccrueattherateofeight(8)hourspermonth.

8.2 An employee becomes eligiblefortheuse of sickleavefollowingthepay periodinwhich itwas

earnedorany subsequentpay periodup tothelimitsoftheamount earned.

8.3 No more thanone thousandfourhundredforty(1,440)hourscreditof sickleavemay be carried

overintothefollowingcalendaryear.

8.4 Sickleaveisconsideredtobe an insurancetypebenefittobe used forlegitimateillnessorinjury.Sickleaveisnottobe considereda bankablebenefitforcash-outpurposes,exceptasprovidedin

Section8.7.Sickleavemay be takenforthefollowingreasonssubjectto Section8.5regardingabuseofsickleaveusage:

a) Injuryor illnessof the employee. (The totalamount of sickleave,which has been

accumulatedby theemployee,may be takenifrequired.)

1) Exposure to contagiousdiseasesuch as would jeopardizethe healthof fellowworkersorthepublic.

2) Doctor or dentalappointmentsortreatmentprescribedby a doctoror dentistthat

cannotbe reasonablyscheduledduringnon-workinghours.

b) Death of a member of the immediate family,requiringthe presenceof the employee.(Immediatefamilyshallconsistofhusband,wife,parentof employee or spouse,brother,

sister,grandparentsof employee or spouse,childrenor a more distantrelativeiflivingas

a member of the employee'simmediate household.)Sick leavein connectionwith themember of theimmediate familyshallbe limitedtoa maximum of five(5)days foranydeath.Any time needed beyond five (5) days due to travelor other extenuatingcircumstancesshallbe takenasannualleave.

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c) Caring for,making arrangementsfor care,appointments,(i.e.,doctor,dental,optical;treatmentsasprescribedby a doctor,dentist,oreyedoctor;laboratorywork orx-raywork,

etc.,)or illnessof a member of the employee'simmediate family,which requiresthe

attendanceand/orpresenceoftheemployee.

d) An employee receivingindustrialinsurancetime-losspayments may, pursuantto the

provisionsof ArticleVIII,Section8.9,use sickleaveduringtheperiodcoveredtomake

up thedifferencebetween his/herdisabilitypayments and his/herregularmonthly salary.

e) Any otherreasonauthorizedinaccordancewithRCW 49.46.210and/orfederaland/orstate

law.

8.5 Any person who for any reason must take sickleaveshall,as soon as possible,notifytheir

immediatesupervisororforeman.The Employer may requirea certificatefrom a medicaldoctor

beforeauthorizingpay fortime taken as sickleave,ifthe Employer has any doubt as to the

justificationforany employee takingsickleave.The Employer shallbe responsibleforseeingthat

sickleaveprivilegesarenotabused.

Employees whose recordofsickleaveusageshows a patternofusagearound weekends,holidaysor vacation,shallbe subjectto an automaticmandatory pre-disciplinaryhearing.Progressive

disciplinestepsoforalwarningand writtenreprimandmay be bypassediftheemployee does not

providesatisfactoryand sufficientbasisfortheuseof suchleave.Should thepatternof sickleave

usagecontinueafterthefirstpre-disciplinarymeetingand discipline,theEmployer may resortto

multiple-daysuspension,denialof sickleavefordays found tobe improperlytaken,or dischargeforjustcause.

8.6 Pay forsickleaveshallbe attheemployee'sregularrateofpay.

8.7 To accommodate theemployee'sabilityto accrueadditionalannualleave,an employee shallbe

alloweda two (2)hourstoone (1)hourconversionofsickleavetoannualleaveforallaccruedsickleaveinexcessoftwo hundredforty(240)hours.Employees willbe limitedtoconvertingno more

thanone hundredand twenty(120)hoursofsickleavepercalendaryear.Saidannualleave,onceconvertedshallbe usedconsistentwithallprovisionsofArticle7 above.

SickLeave Cash-Out: Employees who separateservicefrom theCounty by way ofretirementwillbe entitledtocash out accruedsickleaveabove fivehundred (500)hours ata ratioof three(3)hourstoone (1)hour forany and allremainingsickleaveaccruedincompliancewithArticle8.3.

(Example:TotalAccrued 1100 hours- 500 hours= 600 hours/3:1ratio= 200 hourscashedout)

8.8 Under no circumstancesshallsickleavebe takenasannualleave.

8.9 Workers' Compensation: An employee injuredon thejob,and who iseligiblefortime-loss

benefits,may use his/heraccruedsickleaveduringtheapproved absenceto supplementhis/her

disabilitypayments.Any payment receivedshallbe onlythatportionof theemployee'sregularsalarythattogetherwithhis/herdisabilitybenefitsequalshis/herregularcompensation.Sickleave

pay shallbe integratedwith any healthand welfareplan,income benefits,and worker's

compensationscheduleof benefitsso thatthe sum of the dailysickleaveallowanceand theaforementionedbenefitsshallnotexceed one hundredpercent(100%) of theregulardailyrateof

pay forany one day.

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In ordertoreduceany undue hardshipon theemployee causedby thedelayinhis/herreceiptof

time-losspayments,theemployee may be paidhis/herregularsalaryusinghis/heraccruedsick

leave.Upon receiptof theaforementionedtime-losspayments,theemployee shallendorsesaid

payments totheCounty.An employee'ssickleaveaccrualwillbe chargedforonlythatportionof

his/herregularsalaryforwhich he/shewas notcompensatedthroughtime-lossorotherdisability

payments.Intheeventthatan employee failstoendorsetheaforementionedtime-losspayments to

theCounty,theamount of overpayment shallbe reimbursedby theemployee or withheldfrom

his/hernextpay warrant.

The Employer willpay itsportionofan employee'shealthand welfarecoverage(s)fora periodnot

toexceedninety(90)calendardays ofabsencebeginningwiththedateofinjury.Intheeventthe

employee exceedstheabove mentionedninety(90)daysofabsenceand isno longerinpaidstatus

he/sheshallbe responsibleformaintainingtheirhealthand welfarecoverage(s),at theirown

expense.

Employees who areinjuredorbecome illasa resultoftheiremployment shallbe granteda leave

ofabsencefora periodofup toninety(90)calendardays.Such leaveofabsencemay be extended

by mutualagreementoftheparties.

8.10 Employees withan illnessorinjuryintheirimmediatefamily,as definedinSection8.4(b),shall

be grantedtime offto careforthereasonableneeds of thefamilymember. The Employer may

requiretheemployee toprovideproofofa familymember's illnessorinjury.Afterexhaustionof

paidleave,exceptas providedforelsewherein thisAgreement (Article9.5)or inlaw,time off

withoutpay may be granted,ifnecessary,atthediscretionoftheEmployer.

ARTICLE IX - FAMILY AND MEDICAL LEAVE

9.1 Under thetermsofThe Family and MedicalLeave Act of 1993 (FMLA), Title29,Part825 ofthe

Code ofRegulations,employeesmay requestleavewithoutpay underthefollowingconditions:

a) For thebirthofa son ordaughter,and tocareforthenewborn child;

b) For placementwiththeemployee ofa son ordaughterforadoptionorfostercare;

c) To carefortheemployee'sspouse,son,daughterorparentwitha serioushealthcondition;

and,

d) Because of a serioushealthconditionthatmakes the employee unable to perform the

functionsoftheemployee'sjob.

9.2 ConsistentwithFMLA and adoptedregulations,employees areentitledtorequestleavewithout

pay forup totwelve(12)weeks withina twelve(12)month period.

9.3 The twelve(12)month periodshallbe definedas a "rolling"twelve(12)month periodmeasured

from thelastuseofFMLA leave.

9.4 This policyshallbe consistentwith theFMLA and adoptedregulations,and isnot intendedto

expand upon therightssetforthinsaidAct orregulations.

9.5 The Employer willrequireemployees,assetforthinCounty Policy,touseallsickleaveand annual

leaveaspartof any familymedicalleave.However, intheinterestof allowingan employee to

maintainsome reserveofpaidleave,no employee shallbe requiredtotakepaidleavethatwould

reducehis/herbalancebelow eighty(80)hoursofaccruedsickleave,and forty(40)hoursofearned

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vacationleave.Employee'smay not,except,when on authorizedintermittentleave,returntowork

forany purpose,includingmaintainingeligibilityforholidaypay,untilsuchtimeastheirleavehas

expiredorthepurposeforwhich theleavewas authorizedhasbeen fullyresolvedand theyareable

toreturntofulltimework.

9.6 The County willcontinuetopay medical,dental,and lifeinsuranceprovidedby theCounty during

familymedicalleave.

ARTICLE X - MILITARY LEAVE AND JURY DUTY

10.1 Every employee of thePublicWorks Department who isa member of theWashington National

Guard or any of thearmed servicesreserveof theUnitedStatesshallbe entitledto and shallbe

grantedmilitaryleaveof absencefrom such employment fora periodnotexceedingone hundred

sixty(160)hoursduringeach calendaryear.Such leaveshallbe grantedinorderthatthepersons

may takepartinactivetrainingduty in such manner and atsuch time as theemployee may be

orderedtoactivetrainingduty.Such militaryleaveofabsenceshallbe inadditiontoany vacation

orsickleavetowhich theemployee might otherwisebe entitledand shallnotinvolveany lossof

ratingprivilegesorpay.During theperiodofmilitaryleavenottoexceedone hundred sixty(160)

hoursperyear,theemployee shallreceivefrom theCounty theirregularrateofpay fortheirregularclassification.

10.2 Any PublicWorks Departmentemployee who iscalledforjurydutyshallreceivefrom theCountytheirregularrateofpay fortheactualtimetheemployee isrequiredtobe absentfrom work because

of suchjurydutylessany amount paidtheemployee forsuchjuryduty.Any such absenceshall

notbe countedassickleaveorannualleave.

10.3 An employee subpoenaedby theCounty totestifyina casearisingout of employment withthe

County willreceivefullpay forany normal work day time missed as a subpoenaed witness

provided,theemployee signsover any compensation(exceptmileage)paidforsubpoena leave,

excepttheemployee shallkeep thatportionof saidcompensationforsubpoena leaveservedon a

normal day off.

ARTICLE XI - SAFETY AND HEALTH

11.1 Safety:The partiestothisAgreement holdthemselvesmutuallyresponsibletotheestablishment

and maintenanceofa safetyprogram thatwillpromote safeworking conditionsforand among the

employees.To thisend,thepartiesto thisAgreement willestablishand maintaina jointsafetycommitteeconsistingofrepresentationofthebargainingunitand ofsupervisorypersonnelforthe

purposeofdevelopingand maintainingan activesafetyprogram fortheDepartment.The members

oftheSafetyCommittee shallelecta member ofthecommitteetoactasrecordingsecretaryforthe

officialrecording,preparation,and maintenanceofminutesofallcommitteemeetings.

11.2 Organization:

1) Safety Groups - The PublicWorks departmentemployees shallbe dividedintothe

followingsafetygroups:

a) RitzvilleGroup (Ritzvilleand Washtucna Shops)

b) Lind Groupc) OthelloGroup (Othelloand HattonShops)

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d) Mechanics Group (Ritzville,Lind,and OthelloShops)

e) Engineering(Engineeringand SignShop)

f) SolidWaste Group

g) CustodialGroup (Ritzvilleand OthelloFacilities)

11.3 JointSafetyCommittee: The JointSafetyCommittee shallbe composed ofone (1)representativefrom eachoftherecognizedSafetyGroups and two (2)management representativesdesignatedbythePublicWorks Director.

The Union shallappoint,followingconsultationwiththemembers ofeach SafetyGroup,personstoserveasrepresentativesofthoserecognizedSafetyGroups.

11.4 Meetings:JointSafetyCommittee:The JointSafetyCommittee shallmeet once eachmonth oras

determinednecessary,atwhich timethecounty-widesafetyprogram willbe discussedand plansmade fortheconductingof meetingsof therecognizedsafetygroups.Dates and timesmay be

changed by a majorityof the committee or by management when necessaryto accommodate

workflow.Priortoadjournment,committeeshalldetermineplace,dateand timeofnextmeeting.There shallbe no lossofpay fortherecognizedrepresentativesattendingthemeeting(s).

11.5 All employees willbe requiredto wear protectivefootwearmeeting the specificationsin the

American NationalStandardforMen's Safety-ToeFootwear,Z41.1-1967.Allprotectivefootwear

must have a labelinsidestatingthatitmeets the ANSI specifications.All employees willbe

requiredtowear appropriateclothingforthetasksthattheyareassigned,which may includebutis

notlimitedto,longpants,shirts,coats,and footwear.Inaddition,attimesitmay be beneficialfor

theemployee to use theirpersonalcellphone (voice,text,or applications)forofficialCountybusiness.As compensationfortheaforementioneditems,(boots,clothing,and cellphone use)the

employee willbe givena stipendof $150.00on June 10thand December 10thof each calendar

year.To be eligible,the employee must be offof probationon the lastday of thepay period

representedatthedesignatedtimeofpayment.

ARTICLE XH - HOURS OF WORK

12.1 Regular Work Day: The regularwork day shallbe eight(8)hourswithinan eightand one-half(8

1/2)hour period.Employees shallhave a one-half(1/2)hour duty freeunpaidlunchperiod.The

County may upon two (2)weeks' notice,change thework day toten(10)hourswithina tenand

one-half(10 1/2)hour period.Each employee shallhave a one half(1/2)hour dutyfreeunpaidlunchperiod.Hours worked overeight(8)hoursina regularwork day willbe paidatone and one-

half(1-1/2)times the normal hourlyrate.When an employee is scheduledto work four (4)consecutiveten(10)hour work days,hoursworked overten(10)hoursperday willbe paidatone

and one half(1-1/2)timesthenormalhourlyrate.

12.2 Regular Work Week: The regularwork week shallbe any five(5)consecutiveworking days,followedby two (2)days of rest.Except incasesof emergency,a two (2)week noticeshallbe

givenpriortochangestothework week. During thetwo (2)week noticeperiod,theUnion shallhave theopportunitytoprovideinputon thechange tothework week. Between thesecond(2°d)

Sunday inMarch and thefirst(1")Sunday inNovember theCounty may implement a scheduleoffour(4)consecutiveten(10)hour work days fordesignatedwork crews.Working hours forthenormal eight(8)hour work shiftshallbe 7:00a.m.to3:30p.m.,and 6:30a.m.and 5:00p.m. forthenormalten(10)hourwork shift,excepttheSolidWaste and Custodialcrewswhose work weekand work hours shallbe setby thePublicWorks Director,subjecttopublicserviceneeds and

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demands. Except incasesofemergency,a two-week noticeshallbe givenpriortoany change(s)

totheSolidWaste and CustodialCrews work week.

12.3 Shifts:ShiftsotherthanMonday throughFridayshallbe establishedfrom timetotime.Employees

assignedtonightand earlymorning crushercrews and earlymorning snow plow crews formore

thana week duration,shallreceiveshiftdifferentialoftwo dollars($2.00)perhour.Exceptincases

ofemergency,theUnion shallbe givenatleastfive(5)workingdays'noticepriortotheeffective

dateof thechange of shift.During thisfive(5)day period,volunteersmay be solicitedand the

Union shallhave theopportunitytogiveinputon thechange.Management willseriouslyconsider

such inputand use reasonableeffortstoaccommodate theUnion'sconcerns.Should therebe an

insufficientnumber of volunteers,thejuniorqualifiedemployees may be assignedtowork. This

sectionshallnot be used to retaliateor disciplineany employee or be used to circumventthe

overtimeprovisionsofthisAgreement.

12.4 Callback:An employee shallbe paida minimum oftwo (2)hourspay attheappropriaterate,when

calledtowork outsidehis/herregularshiftshouldthetimeworked be lessthantwo (2)hours.In

the eventthatthetime worked ismore than two (2)hours,the employee shallbe paid atthe

appropriaterateforactualhoursworked includingcreditfortimespentfrom thetimetheemployeeleavesthe employees regularlyassignedshop or garageareauntilthe employee returnsto the

regularlyassignedshop orgaragearea.

12.5 Regular Part Time Employee: Employees who work more thanninety(90)hourspermonth,but

lessthanfulltimeon a regularbasis,and who have successfullycompletedtheprobationaryperiodshallbe designatedasRegularPart-Time.

a) Benefits,includingannualand sickleaveshallbe pro-ratedon thebasisof actualhours

worked ascompared toa regularfull-timeemployee.

Example: A regularpart-timeemployee thatworks fiftypercent(50%) ofthetimeofa regularfull-

time employee would earnsickleaveand annualleaveattherateof fiftypercent(50%) forthe

givenperiodof time.Iftheregularpart-timeemployee worked sixty-sevenpercent(67%) of the

time,theemployee would earnsixty-sevenpercent(67%) ofsaidsickleaveand annualleave.

An employee working ninety(90)hoursper month would earnapproximately4.5 hoursof sick

leaveand annualleave.

An employee workingone hundredten(110)hourspermonth would earnapproximately5.5hours

ofsickleaveand annualleave.

ARTICLE XIII - WORKING REGULATIONS

13.1 Supervisorypersonnelshall,as faras reasonable,divideovertimeequallyamong employees,

subjecttothelimitationsofwork programs.A recordofallovertimeand increasedrangepay shall

be postedmonthlyon eachareashop unionbulletinboard.

13.2 Allemployees shallbe grantedone (1)fifteen(15)minuterestperiodduringeach one-half(1/2)work shift.The restperiodsshallbe takenasnearthemiddleoftheone-half(1/2)aspossible.

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13.3 Employees requiredtowork beyond theirregularquittingtime,when itisapparentthatthework

athand willlastfortwo (2)ormore additionalhours,willreceivea fifteen(15)minuterestperiodbeforecontinuingwork.

13.4 Employees requiredtowork beyond theirregularquittingtimeshallbe granteda thirty(30)minute

lunchperiodwithpay duringeach additionalfour(4)hour shiftwork.

13.5 Itis understoodthatunder Section13.3 and 13.4above,restand lunch periodsin overtime

situationsaresubjecttoschedulingby thesupervisoriffeasiblyconsistentwiththework athand.

13.6 The employeesshalltraveltoand from regularlyassignedheadquartersintransportationfurnished

by theEmployer.

13.7 Smoking inthework placeshallbe prohibited.The work placeshallbe definedasforpurposesof

thissmoking prohibitionasany County buildings,any County vehiclesorequipment,orany areas

ofwork incloseproximitytootherCounty employees.

13.8 The Employer may designateasa leadpersonany bargainingunitemployee foreachmajorCountydivisionrecognizedas eithera shop,crew,or specialprojects.This designationisa temporary

upgradefortheemployee and may be rescindedatthediscretionof thePublicWorks Directorat

any time.The leadpersonshallbe entitledtocompensationattheratesestablishedinParagraph6.

ofAPPENDIX "A" forallhoursworked asleadperson.

13.9 Uniforms: Adams County agreestoprovidecoverallsand otherrequiredprotectiveclothingfor

theuse ofmechanicalshop personnel.Otherpersonnelwillbe providedwithprotectiveclothingwhen requiredto perform work activitiesthatwarrantsuch clothing.All decisionsregarding

protectiveclothingshallbe atthediscretionofthePublicWorks Directororhis/herdesignee.

13.10 The Employer shallpay forthemaintenanceofCommercial DriversLicensesforthoseemployees

requiredtopossessthem. Maintenance willincludeany costsrelatedwithrenewalof theCDL

licenseincludingHazardousMaterialsendorsements.

ARTICLE XIV - DISCIPLINE AND DISCHARGE

14.1 The Employer may disciplinean employee onlyforjustcause.Disciplineshallbe carriedoutina

manner,which isleastlikelytoembarrasstheemployee beforeotheremployeesorthepublic.

14.2 Disciplinaryactionormeasuresshallincludeonlythefollowing:

a) Oralreprimand;

b) Writtenwarning;

c) Suspensionswithoutpay;

d) Demotion;

e) Discharge.

14.3 The Employer oritsdesigneemay disciplinean employee onlyforjustcauseinclusiveof,butnot

limitedto,thefollowingevents:

a) Insubordination;

b) Negligent,careless,orinefficientperformanceofjob;

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c) Unauthorizeduseofequipment;

d) Falsificationofreports;

e) ViolationoftheNo StrikeClause;

f) Abuse ofsickleave;

g) Unexcused absencesortardiness;

h) Convictionoffelonywhich affectsjobperformance;

i) Possessionorsaleofillegaldrugswhileon dutyorincircumstanceswhich adverselyaffect

theabilitytoperformthejob;

j) Use of intoxicantsor drugs while on duty or arrivingforwork under the influenceof

intoxicantsordrugs;

k) A lossof a validWashington Statedriver'slicensethroughconfiscation,suspension,or

revocation,shallbe a basisand sufficientcauseforemployee'sdischarge.Failureof an

employee to notifythe Employer of the confiscation,suspension,revocationof a

Washington Statedriver'slicenseorcommercialdriver'slicenseshallbe sufficientcause

fordischarge.

14.4 The partiesagreethatprogressiveand escalatinglevelsof disciplinearepreferableto allow an

employee propernoticeofmisconductand theopportunitytoimprove performanceand toallow

theEmployer to document priordisciplinarymatters.The levelor degreeof disciplineimposedshallbe appropriatelybasedon an employee'spriorrecordofservice,lengthofservice,severityof

offense,and priorrecordofdiscipline.

14.5 For disciplinarymattersfrom StepsB toE in Section14.2,theemployee shallhave therightto

have aUnion representativepresent.The Union representativeshallbe theshopstewardordesigneeinthesame shop.Incasesofsuspensionwithoutpay,demotion,and discharge,theemployee shall

have therighttobe presentedthenatureofchargesagainsttheemployee,thefactssupportingthem

and therighttorespondtosaidcharges.The employee shallhave therighttohave a Union staff

representativeand/ortheirshop stewardpresentatsuchdisciplinarymeeting,providedthisshall

notdelaythemeetingmore thantwo (2)daysfrom thedateoftheoccurrence.

14.6 Any oralreprimandor writtenwarning maintainedintheemployee'spersonnelfilemay, atthe

employee'srequestand atthediscretionof thePublicWorks Director,be removed aftertwo (2)

yearsfrom thedateofthediscipline,providedtherehasbeen no similarconducton thepartofthe

employee intheinterveningtwo (2)years.

ARTICLE XV - DRUG TESTING POLICY

15.1 Purpose: The County has a strongcommitment to providea safework environment for its

employees and to establishprograms promoting high standardsof employee healthand safety.Consistentwiththatcommitment, thisAgreement establishesprohibitionsregardingalcoholand

controlledsubstancesand therightof the County to screenor testemployees to determinethe

presenceofalcoholand/orcontrolledsubstances.

The partiesrecognizeinadditionto any othertestingagreementbetween thepartiesas setforth

herein,federallaw and regulationrequirerandom, post-accidentand reasonablesuspiciontestinginaccordancewith49 C.F.R.Part382 -ControlledSubstancesand AlcoholUse and Testing,and

49 C.F.R.Part40 -ProceduresforTransportationWorkplace Drug and AlcoholTestingPrograms.

Any provisionofthisagreementwhere compliancewiththisagreementand thefederalregulationscitedhereinis not possibleor where compliance with thisagreement is an obstacleto the

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accomplishmentand executionof any partof citedregulationsshallbe governedby thefederal

regulationscitedherein.

15.2 ProhibitionRegarding Alcoholand/or ControlledSubstances.

a) The unauthorizeduse,sale,transfer,orpossessionofalcohol,drugs,controlledsubstances,

and/or"mood altering"substances(exceptthepossessionoruseofprescribedmedication,

verifiableby a current,properlyissuedprescription)duringwork hours(includingmeal

and restperiods),on County property,inCounty vehicles,or inpersonalvehicleswhile

conductingCounty businessisprohibited.ViolationofthissectionoftheAgreement isjust

and sufficientcausefordisciplinaryaction,which may includeimmediatedischarge.

b) Reportingforwork or becoming intoxicatedduringworking hours throughthe use of

alcohol,drugs,controlledsubstances,and/or"mood altering"substancesisprohibited.Violationof thissectionof theAgreement willresultin disciplinaryaction,which may

includedischarge.

c) An employee utilizingprescribedand/or "over-the-counter"medication(s)thatcould

adverselyaffectjob safetyor performance must immediatelyreportthatfactto the

employee'ssupervisor.Knowledge of cautionsand warningsprintedon themedication

containerlabelare the sole responsibilityof the employee. Consultationwith the

employee'sattendingphysician,concerningthe affectsa substancemay have on that

employee may be appropriate.

Intheeventtheemployee doesnotifytheEmployer immediatelyupon reportingtowork ofthefact

thatsuch medicationisbeing or willbe taken,but does not immediatelysubmit a physician's

release,the Employer may determinethatthe effectsof any over-the-counteror prescribedmedicationmay, under thecircumstances,impairtheemployee'sabilityto safely,properly,and

effectively,performtheemployee'sdutiesand may declinetopermittheemployee towork until

theeffectsofthemedicationsubsidetoan acceptablelevel.

Incaseswhere theemployee isinstructedby theEmployer toremain offwork due tothepossibleside-effectsofover-the-counterorprescriptionmedication,theemployee may utilizeearned,but

unused,sickleavebenefitsinaccordancewiththetermsofthisAgreement.

Violationof thissectionof theAgreement willresultin disciplinaryaction,which may include

discharge.

15.3 Current Employee SubstanceAbuse Testing.The applicablesubstanceabusetestingproceduresoutlinedbelow willbe initiatedifone ofthefollowingeventsoccurs:

a) Management personnelconcludes through objectiveobservation,investigation,and

evaluationthatan employee isundertheinfluenceorimpairedby theuseofalcohol,drugs,and/orcontrolledsubstances;

b) Where an employee isinvolvedinany accidentdue totheaction,inaction,or inattention

oftheemployee;

c) Where theCounty receives,reliableinformationbased upon personalknowledge of an

individual,such as otheremployees of theCounty,themedicalcommunity, and/orlaw

enforcementpersonnel,of involvementby theemployee with alcoholand/orcontrolled

substances.

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d) Any employee who regularlyworks withtoxicchemicalson thejob may be testedforthe

presenceof thosetoxinsto which the employee has been exposed.The testswillbe

performedattheemployee'srequest.The County willpay forsuch testsonce everythree

(3)yearsifan employee sorequests.Itwillbe theresponsibilityoftheemployee toprovide

a listofchemicalsorbrandnames ofchemicalstowhich theemployee hasbeen exposed

to on the job, to the County, for which the employee wishes to be tested.Upon

confirmation,thetoxicchemicalswere used on thejob,theemployee willbe testedfor

toxicchemicalsand fordrugsora controlledsubstance.

e) Any random drugtestingrequiredby federalorstatelaw,federalorstateruleorregulation.

Allrelevantfactspertainingtoan investigationconductedpursuanttotheabove provisionswillbe

documented inwritingand preservedforfuturereferenceby theCounty and theUnion.There shall

be no acrosstheboardorrandom drugtestingofemployeesexceptasrequiredby federallaw and

regulationseeSection15.1.

15.4 Substance Abuse TestingProcedures.

a) NotificationofTesting

1) Random and PostAccident

The employee willbe verballynotifiedby management staffthattheyhave been

selectedfortestingand themanner forwhich thespecimenwillbe sampled.

2) ReasonableSuspicionThe employee willbe notifiedby management staffthattheyhave been selected

fortestingand setforthfactspertainingtothereasonforrequestingthedrugand/or

alcoholtest.

b) TestingProcedures

1) The employee may requesta copy of theDrug TestingPolicysetforthin this

Agreement and willbe providedaccesstoa unionstewardupon request.

2) The County willcollectthe sample by eithertransportingthe employee to an

approvedfacilityorhavinga third-partycollectionconsultanton sitetocollectthe

specimen.Collectionof the specimenswillbe under the directionof qualifiedmedicalorlaw enforcementpersonnel.

3) The employee willprovideany or allof thefollowing:a urinesample,a blood

sample,ora breathsamplefortestingforcontrolledsubstanceoralcohol.

4) The employee willbe given the opportunityto indicatethe use of any drugs,

includingover-the-counterorprescriptionmedicationcurrentlybeingused and/or

recentlytaken.

5) The employee willbe requestedtosubmittothetestingprocedures.The employeehastherighttorefusetosubmittothetests;however,refusaltosubmittothetests

willbe reportedasa confirmedpositiveand groundsfordischarge.

6) Collectionofthespecimenswillbe underthedirectionofqualifiedmedicalorlaw

enforcementpersonnel.Collectionof the specimens willtakeplaceas soon as

possiblefollowingtheobservation,accident,orincident.

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i) The Employer shallceaseattemptstoadministeran alcoholor urinetest

aftereight(8)hoursfollowingtheincidentforrequiringan alcoholtest.

The Employer shallceaseattemptsforpost-accident-controlledsubstance

testingafterthirty-two(32)hoursfollowingtheaccident.This provisionshallnotapplytoreturn-to-dutytestingrequiredby law orregulations.

A. The employee will cooperatefullyin the collectionof the

specimens.Employee tamperingwiththespecimen,oremployee

refusalto submitto thetestwithina reasonableperiodof time,

willresultin discharge.Iftheemployee isphysicallyunableto

providea urinesample,the employee may be retainedfor a

reasonableperiodof timeinwhich toprovidea urinesample.If

withina reasonableperiodoftime,theemployee isstillunableto

provideaurinesample,theemployee willbe releasedandrequiredtoreturnwithintwenty-four(24)hourstoprovidea urinesample.

Iftheemployee failstoprovidea urinesamplewithinthetwenty-

four(24)hour time frame,thatactionwillresultin disciplinary

measures,which may includedischarge.Allcontrolledsubstance

testsshallbe conducted in accordance with federaltesting

guidelinesand shallbe performedby a laboratorythatisfederally

certifiedtoconducturinalysisforpurposesofdrugtesting.

B. The Employer shall provide employees with necessaryinformationand instructionsso thatemployees willbe ableto

comply withtherequirementsofthissection.

7) After collectionof the specimens for cause testingor accidenttesting,the

employee willbe transportedto theemployee'sresidenceor othersafelocation.

The employee willbe suspendedfrom work withpay untilthetestresultsbecome

availableand areevaluated.Aftercollectionofspecimensforrandom testing,the

employee willreturntowork.

8) Allspecimenswillbe forwardedtolaboratoriesmeetingstateorfederalguidelinestoconductsuchtesting.Strictadherencetothechainofcustodyrequirementswill

be followedduringthe transportationof the specimen to the laboratory.The

laboratorywillanalyzethespecimen.The laboratorywillperforminitialscreening,and ifpositiveresultsoccur,confirmatorytestson thespecimen.The confirmatorytestshallbe the GC/MS test.The laboratoryshallmaintainthe specimen in

accordancewithstateorfederalguidelines.

i) The laboratorywillcommunicate the testresultsto the PublicWorks

Director.The Public Works Directorwill evaluatethose resultsto

determinetheCounty'scourseofaction.Withinfive(5)workingdaysafter

receiptof a testresultreport,theEmployer shallinformtheemployee of

theresult.

9) Testresultswillbe keptconfidentialina securefileoutsidetheregularpersonnelfiles.Access to the filewill be extremely restricted- only the County

Commissioner(s),PublicWorks Director,County Engineer,Human Resources

Manager, and County'sAttorneywillhave access.Allrecordswillbe treatedin

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themost confidentialfashionby theCounty and theUnion.Disclosures,without

employee consent,may occurwhen:

i) The informationiscompelledby law orjudicialoradministrativeprocess.

ii) The informationhas been placedatissueina formaldisputebetween the

Employer and theprospectiveemployee.

iii) The informationis needed by medical personnelfor the diagnosisor

treatmentofa patientwho isunabletoauthorizedisclosure.

10) All costsassociatedwith substanceabuse testing,otherthan an independent

analysisrequestedby theemployee,willbe paidby theEmployer.

11) Should analysisof thespecimensindicatea negativelevelof a substancein an

employee'ssystem,theemployee willbe reinstatedtotheirformerposition.

12) Should analysisof thespecimensindicatea positivelevelof a substancein an

employee'ssystem,theEmployer shallmeet with theemployee withinfive(5)

days of thereceiptof theresultforthepurposeof advisingtheemployee of the

result,and toprovidetheemployee theopportunityforresponsetoany potential

disciplinaryproceedings.The employee'sresponsemay includethefollowing:

i) The employee willhave therighttosubmitfurtherinformationrelativeto

thetestresults.

ii) The employee may requesta confirmatoryre-testoftheoriginalsampleat

theemployee'sown expense.

iii) The employee may requesta confirmatoryre-testbe conducted at a

differentcertifiedlaboratory,with the same drug or alcoholthreshold

detectionlevelsasusedintheoriginaltest.Iftheconfirmatoryre-testdoes

notconfirmtheoriginalpositivetestresult,a thirdtestshallbe employedattheCounty'sexpenseon thesame specimen and theresultof thethird

testshallbe final.

13) Should analysisof the specimens describedin Article15 of thisAgreementindicatea positivelevelofthesubstanceinan employee'ssystem,theCounty will

have thefollowingoptions:

i) Provide the employee an opportunityto enter into a Last Chance

Agreement.IncludedintheLastChance Agreement,theemployee willbe

evaluatedby a qualifieddrug/alcoholsubstanceabuseprofessional(SAP)counselortodeterminetheextentoftheemployee'schemicaldependency.If,intheopinionoftheSAP, theemployee requiresrehabilitationservices,theemployee willbe placedon a non-paidleaveof absencefora periodnottoexceedninety(90)daysand enrolland completea certifiedalcohol

and/ordrug rehabilitationprogram.An employee may use accumulated

sickleaveorvacationduringthisninety(90)day period.Iftheemployee

successfullyenrollsand completestheprogram withinninety(90)daysand followsany and allrequirementsfrom theSAP, theemployee may be

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reinstatedtotheemployee'sformerpositionprovidedthatsuchemployeecontinuestomeet allrequisitequalificationsforthatposition.The Countyreservesthe rightof concurrenceon the selectionof the rehabilitation

counselor,facility,and program content.Cost of the rehabilitation

program willbe paid by the employee or medical insuranceprovider

(withincontractuallimitation).The Employer willbe provided semi-

weekly writtenprogressreportsfrom theemployee'scounselorduringthe

entiretreatmentprogram.The employee may be reinstatedtotheirformer

positionwhen thefollowingconditionshave been met:

A. The employee has successfullycompletedthetreatmentprogram;and

B. The attendingcounselorhas formallyreleasedthe employee to

returntowork; and

C. The employee agreesand successfullypassesa return-to-work

substanceabusetestasrequiredby theSAP, and

D. The employee agreestopay forany and allcostsassociatedwith

LastChance Agreement aswritten.

1. Inadditiontoany testingdone aspartoftherehabilitation

program, the employee consentsto be testedfor the

presenceof alcohol,drugs,and/orcontrolledsubstances

atany time,with or withoutcausenotwithstandinganyotherprovisionsof thisAgreement tothecontrary.Any

subsequentviolationof thisAgreement willbe groundsforimmediatedischarge,or;

ii) Initiatedisciplinaryaction,which may includeimmediatedischarge.

15.5 Self-RecognizedSubstanceAbuse. Employees witha substanceabuseproblemmust immediately

notifytheirsupervisoroftheircondition.For evaluationpurposes,a substanceabusetestmay be

appropriate.If,in the opinion of a qualifieddrug/alcoholcounselor,the employee requiresrehabilitationservices,theemployee willhave an optiontoenrollina rehabilitationprogram and

be subjectedtotheguidelinesasoutlinedinSection15.4above.Any employee who complieswith

theaboverequirementspriortoa violationofthispolicyshallbe immediatelygrantedleavewithout

pay inaccordancewithSection15.4(b)(13)(i)above.

15.6 Employer Conducted Searches.The County reservestherightto conduct searchesof County

property,vehicles,orequipmentatany timeorplace.Failuretocooperatewiththeseprocedures,withoutjustcause,willbe groundsfordischarge.

ARTICLE XVI - WAGES

16.1 During theterm ofthisAgreement employees shallbe paidinaccordancewiththeattachedwageschedule(APPENDIX "A")atthewage rateappropriatefortheirregularjob classification.

EffectiveJanuary1,2020,theEmployer willimplement a new salaryrangeschedulethatdeletesthepriorsalaryrange steps3 and 4. The new salaryrange continueswith a 4.5% differentialbetween thestepsand modifiesthetimeincrementsbetween stepstothefollowing:

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Step5 to6 - 1 year

Step6 to7 - 1 year

Step7 to8 - 1.5years

Step8 to9- 1.5years

Step9 to 10- 2 years

Effectiveupon ratificationbutno earlierthanJanuary1,2020 allemployees willutilizetheir

currentanniversarydateand thenew stepdurationtableabove todeterminetheirstepplacementon January1",2020.Ifan employee ismoved toa stepbecausetheirpreviousstephasbeen

eliminatedortheirsteplengthdurationhasbeen shortened,thenJanuary1",2020 shallbecome

theirnew anniversarydateforallsubsequentstepincreases,otherwisetheircurrentanniversarydatesshallremainthesame.

16.2 Cost ofLivingAd justments.Effectiveupon ratificationbutno earlierthanJanuary1,2020,the

wage scheduledescribedabove,basedon 2019 wages shallbe increasedby two percent(2%).

EffectiveJanuary1,2021 thewage scheduleshallbe increasedby threepercent(3%).

EffectiveJanuary1,2022 thewage scheduleshallbe increasedby threepercent(3%).

16.3 LongevityPay. Effectiveupon ratificationbutno earlierthanJanuary1,2020,allemployeeswithmore thannine(9)yearsofservicewiththePublicWorks Department,shallbe granteda

monthly stipendequaltoone halfofone percent(1/2%)oftheirregularmonthlypay foreach

yearofservicegreaterthannine(9)years.An employee'sdateofhirewithintheDepartmentshallbe usedtodeterminetheeligibilityand amount ofthelongevitypayment.

16.4 New Position.When a positionwithinthebargainingunitbut not listedin thewage schedule

(APPENDIX "A") isestablished,theCounty shalldesignatea job classificationand pay ratefor

thepositionand shallgivetheUnion noticeofsuchinformationbeforepostingtheposition.

ARTICLE XVII - MEDICAL, LIFE INSURANCE

17.1 Employees shallhave therighttoselectfrom thehealthand welfareplansofferedby theEmployer.EffectiveJanuary1,2020, and forthedurationof thisAgreement, theEmployer's contribution

toward each full-timeemployee'shealthand welfareplanparticipationshallbe equalto100% of

theemployee onlypremium fortheUniform MedicalPlanConsumer-DirectedHealthPlan(UMP

CDHP) oran amount,ifgreater,which isequaltothatprovidedtheAssociationofAdams County

Employees ortheEmployer'snon-unionemployees,exceptthoseemployeeson an authorizedpaidor unpaid leaveof absence which exceedsthirty(30)calendardays,or as otherwiseprovidedelsewhereinthisAgreement orinlaw.

Employees may electtowaive theirparticipationinthe"medicalonly"portionoftheEmployer'shealthand welfarecoverages,iftheyareand remain,duringtheapplicableplanyear,enrolledon a

spouse'sordomesticpartner'sEmployer sponsoredmedicalplan.Intheeventan employee elects

towaive his/herparticipationinthemedicalcoverage,theEmployer'scontributionwillbe reduced

totheamount requiredtoprovidethebalanceofthebasiccoverages,nottoexceedtheEmployer'smaximum contributionasstatedabove.

Activeemployeeson unpaidleavewhich exceedsthirty(30)calendardays,exceptasprovidedfor

elsewherein thisAgreement or in law must, at theirown expense and under the terms and

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conditionsofthecarrierand/orEmployer,maintaintheirindividualEmployer sponsoredhealthand

welfarecoverage(s),untilsuchtimeastheyreturntoserviceortheiremployment terminated.

Employees who electhealthand welfarecoverage(s)resultingin unused Employer contribution

shallbe eligibleforan Employer contributiontotheirindividualVEBA or otherHealthSavings

Account,inan amount equaltoone hundredpercent(100%) ofthedifferencebetween thecostof

theemployee'selectedcoverage(s)and theEmployer's maximum premium contributionas set

forthabove.Employee'smay, attheirdiscretion,electtoapplytheaforementionedavailablefunds

towardthecostofdependentcoverage.

17.2 The County shallprovideunemployment insuranceon eachemployee coveredby thisAgreement.

17.3 Employees shallbe entitledtoinsurancecoveragewithinsixty(60)calendardaysafterthedateof

hireto a regularfull-timeposition.Eligibilityforinsurancecoverageisdeterminedby theplan

criteriaand isdependentupon thetimeof month theemployee ishiredas towhen coveragewill

actuallybe available.

ARTICLE XVIII - SUPPLEMENTAL AGREEMENTS

18.1 ThisAgreement may be amended, providedboth partiesconcur.SupplementalAgreements may

be completedthroughnegotiationsbetweenthepartiesatany timeduringthelifeoftheAgreement,ifboth partiesagreetonegotiate.Should eitherpartydesiretonegotiatea matterof thiskind,it

shallnotifytheotherpartyin writingof itsdesireto negotiate.SupplementalAgreements thus

completedwillbe signedby theresponsibleUnion and County officials.SupplementalAgreementsthuscompletedshallbecome a partoftheAgreement and subjecttoallitsprovisions.

ARTICLE XIX - MANAGEMENT RIGHTS

19.1 The Union recognizestheprerogativesoftheEmployer tooperateand manage thePublicWorks

Department and theservicesprovidedtherebyin allrespectsin accordancewith theEmployer's

responsibilities,lawfulpowers, and legalauthority.All mattersnot specificallyand expresslycoveredby thelanguageofthisAgreement shallbe administeredforthedurationofthisAgreement

by the Employer in accordancewith such responsibilities,lawfulpowers, and authority.The

Employer'srightsinclude,butarenotlimitedto,thefollowing:

a) The righttoestablishand institutework rulesand procedures.

b) The righttoscheduleallwork and overtime,consistentwithArticleXI ofthisAgreement.

c) The righttointroducenew, improved,and automatedmethods orequipment.

d) The righttoselectand hirenew employees asdeemed necessaryby theEmployer.

e) The righttodiscipline,suspend,and dischargeemployeesforjustcause.

f) The righttomake any and alldeterminationsastothesizeand compositionof thework

force.

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g) The partiesunderstandand agree thatincidentaldutiesreasonablyconnectedwith the

bargainingunitwork,notnecessarilyenumeratedinjobdescriptions,shallneverthelessbe

performedby employeeswhen requestedtodo soby theEmployer.

h) The Employer shallhave therighttotakewhateveractionstheEmployer deems necessaryto carryout Employer servicesin an emergency or in the eventof a staffshortage(s),

includingusingnon-representedemployeestomeet servicedemands.The termemergencyincludeslifethreateningsituations,civildisorders,naturaldisastersor otheremergenciesdeclaredby theCounty Sherifforotherlawfulauthority.

i) The Employer shallhave therighttocontractoutorsubcontractwork.

1) The Employer willprovidewrittennotificationtotheUnion Presidentpriortoanydeterminationtocontractoutwork.

2) The Employer willprovide sixty(60) calendardays writtennoticepriorto

contractingout or subcontractingwork which would affectthenormal hours of

currentbargainingunitemployees.Within thewrittennotice,theEmployer will

stateitspositiontotheUnion and providean opportunitywithinthatsixty(60)daytimeperiodtohave meetingstonegotiatetheeffects.Ifthepartiesareunableto

mutuallyagreeas totheeffectsof thecontractingout or subtractingduringthis

timeperiod,and theEmployer determinesitisstillnecessarytocontractout or

subcontractwork,thentheEmployer isfreeto implement thecontractingout or

subcontracting.

ARTICLE XX - LEAVE SHARING

20.1 GiftingofSickLeave Hours from employee toemployee withindepartmentsand/orfundsrequirestheapprovaloftheBoard ofCommissioners.Fullparticularsofthesituationmust be disclosedat

thetimeofthepresentationtotheBoard ofCommissioners.

ARTICLE XXI - ENTIRE AGREEMENT

21.1 The partiesacknowledge thattherehasbeen unlimitedopportunityforeach tomake demands on

theother,and thateachhas done so.The partiesagreethatthisdocument istheentireAgreementbetween thepartiesand thatno practicesor customs arehereinincorporated.The partiesfurther

agreethatallissueson which therehave been no negotiationsarewaived duringthelifeof this

Agreement and no grievancesordemands fornegotiationshallbe made thereon.

ARTICLE XVII - EFFECTIVE DATE AND CONTRACT PERIOD

22.1 ThisAgreement shallbecome effectiveJanuary1,2020,and remain infullforceand effectuntil

December 31,2022.Negotiationsfora successorAgreement shallcommence no lessthansixty(60)calendardayspriortotheterminationofthisAgreement.

22.2 Should any provisionof thisAgreement be found tobe inviolationof any federal,stateor local

law,orheldunlawfuland unenforceableby any courtofcompetentjurisdiction,allotherprovisionsof thisAgreement shallremain in fullforceand effectforthedurationof thisAgreement.Both

partiesshallmeet and renegotiateany invalidatedarticlewithinfifteen(15)daysofinvalidation.

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IN WITNESS HEREOF, thepartiesheretohave settheirhand this day of

,20M.

FOR THE EMPLOYER: FOR HE UNION:

n N. Marshall,Chairman Dean Vercruysse,dams County Commissio r AF E, - CIO, COUNCIL 2

Roger L.Hartwig,Vice-Cha rman Ron J erderer

Adams County Commissioner PresidentLocal 1374

Td anceJ.Thompson . o ... O

Adams County Commissioner . o

Attest:

PatriciaJ.Phillips C

ClerkoftheBoard

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APPENDIX A

2020 Wage Scale- 2% COLA

Salary 1 Year 1 Year 1.5Yrs 1.5Yrs 2 Yrs

Range Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10

7

8 $16.96 $17.72 $18.52 $19.35 $20.22 $21.13

9 $17.72 $18.52 $19.35 $20.22 $21.13 $22.08

10 $18.52 $19.35 $20.22 $21.13 $22.08 $23.08

11 $19.35 $20.22 $21.13 $22.08 $23.08 $24.11

12 $20.22 $21.13 $22.08 $23.08 $24.11 $25.20

13 $21.13 $22.08 $23.08 $24.11 $25.20 $26.33

14 $22.08 $23.08 $24.11 $25.20 $26.33 $27.52

15 $23.08 $24.11 $25.20 $26.33 $27.52 $28.76

16 $24.11 $25.20 $26.33 $27.52 $28.76 $30.05

17 $25.20 $26.33 $27.52 $28.76 $30.05 $31.40




7

8 $17.47 $18.25 $19.07 $19.93 $20.83 $21.77

9 $18.25 $19.07 $19.93 $20.83 $21.77 $22.74

10 $19.07 $19.93 $20.83 $21.77 $22.74 $23.77

11 $19.93 $20.83 $21.77 $22.74 $23.77 $24.84

12 $20.83 $21.77 $22.74 $23.77 $24.84 $25.96

13 $21.77 $22.74 $23.77 $24.84 $25.96 $27.12

14 $22.74 $23.77 $24.84 $25.96 $27.12 $28.34

15 $23.77 $24.84 $25.96 $27.12 $28.34 $29.62

16 $24.84 $25.96 $27.12 $28.34 $29.62 $30.95

17 $25.96 $27.12 $28.34 $29.62 $30.95 $32.35




8 $17.99 $18.80 $19.65 $20.53 $21.45 $22.429 $18.80 $19.65 $20.53 $21.45 $22.42 $23.4310 $19.65 $20.53 $21.45 $22.42 $23.43 $24.4811 $20.53 $21.45 $22.42 $23.43 $24.48 $25.5812 $21.45 $22.42 $23.43 $24.48 $25.58 $26.7313 $22.42 $23.43 $24.48 $25.58 $26.73 $27.9414 $23.43 $24.48 $25.58 $26.73 $27.94 $29.1915 $24.48 $25.58 $26.73 $27.94 $29.19 $30.5116 $25.58 $26.73 $27.94 $29.19 $30.51 $31.8817 $26.73 $27.94 $29.19 $30.51 | $31.88 | $33.32

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1) Employees shallprogressthroughthepay scalebasedon seniority.

2) Normally,a new full-timeemployee willstartatthefirststepinthesalaryrangeand afterone (1)

yearservice,suchemployee willadvancetothesecondstep.The PublicWorks Directormay start

an employee atone ofthehigherstepsbasedon qualificationsand priorexperience.

3) Progressionto each stepwillbe atthe expirationof the time intervalslistedin thepay scale.

Advancement may be made earlierthantheservicetimesindicatedabove incaseswhere thePublic

Works Directorbelievesthe employee's sustainedperformance is sufficientlyabove normal.

Employees consideredforearlyprogressionshallbe limitedtono more thanone (1)additionalstep

progressioneachyear.

Employees who transferfrom a highersalaryrangetoa lowersalaryrangewillbe placed,atthe

timeoftransfer,inthesame stepinthelowersalaryrangeastheyheldinthehighersalaryrange.

4) Any bargainingunitemployee may be assignedtoperformone ormore specializedjob functions

listedbelow.When assignedtoone ofthesefunctionstheemployee shallbe paidatthefollowingrates:

SPECIALIZED JOB FUNCTIONS

StriperOperator Paidatone gradehigherWeed Sprayer(Licensed) Paidatone gradehigherDistributorTruck Operator Paidatone gradehigherNuclearDensometer (Licensed) Paidatone gradehigher

Chip Spreader Paidatone gradehigher

a) Any maintenanceworker I assignedtoa graderforthepurposeof road maintenanceformore thantwo (2)continuoushoursof operationshallbe paidata rateof one (1)grader

higher.The employee'sperformanceduringtheseassignmentsshallbe usedindeterminingtheirabilityfor promotion from a maintenance worker I to maintenance worker II,consistentwiththeprovisionsofArticleV, Section5.2sub-partc.

b) Road divisionemployeestemporarilyassignedtowork attheTransferStationshallbe paidattwo (2)gradeshigherthantheircurrentgrade,toa maximum ofgrade 12.

c) A SolidWaste Attendantassignedand working as theoperatorof "tippingfloor"at a

County TransferStationshallbe paidata rateofone (1)gradehigherfortheactualtime

spentfunctioninginthiscapacity.

The PublicWorks Directoror his/herdesigneemay, at theirdiscretion,deem otherwork as

constitutinga specializedfunction.Any such designationshallresultin the employee, when

performingthiswork,beingcompensatedatone (1)pay gradehigher.

5) New Hiresaftertheeffectivedateof theagreement:An employee'ssenioritydate(anniversarydate)shallbe thedateofhireforbenefitpurposes(i.e.,movement throughthestepsinthepay plan,etc.).

6) The Employer may designateasleadpersonany bargainingunitemployee foreachspecializedlead

person categoryset forthin the salaryscheduleas crack sealing,preleveling,sealcoating,

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temporarysupervisoror otherEmployer designatedleadperson.This designationisa temporary

upgradefortheemployee and may be rescindedatthediscretionof thePublicWorks Directorat

any time.

SPECIALIZED LEADPERSON (Supervisory)Crack sealing Paidattwo gradeshigher

Preleveling Paidattwo gradeshigher

Sealcoating Paidattwo gradeshigher

Area Lead person Paidattwo gradeshigher

Shop/MechanicLead person Paidattwo gradeshigher

7) Promotion:Employees beingpromoted toapositionina new salaryrangewillbe placedatthestep

withinthe new range,which representsan increase.Employees being promoted willaccrue

seniorityinthenew positionfrom thedateofnoticeasoutlinedinArticle5,section2,subsection

C.

Employees being upgraded willbe placedin the new grade at theircurrentstepand current

anniversarydateformovement inthepay plan.

Custodial/MaintenanceTech 8

SolidWaste ScaleAttendant 8

Mechanic Assistant 9

Apprentice 9

Lead MaintenanceTech 10

MaintenanceWorker I 10

MaintenanceWorker II 11

SolidWaste Attendant 12

Mechanic 12

TrafficControlTechnician 13

MasterMechanic 14

EngineeringTech 15

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Documents

AGREEMENT Between ADAMS COUNTY And ADAMS COUNTY … · 2342 01/07/2020 04:01:01 pm pg. 1 of 31 agreement between adams county and adams county public works employees, washington state