HomeMy WebLinkAbout05/20/2025 07.H. Resolution authorizing the City Manager to execute a collective bargaining agreement between the City of Yakima and the Transit Field Operations Supervisors Group (Teamsters Local 760)for January 1, 2024 - December 31, 2027 `yIljlt
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BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No. 7.H.
For Meeting of: May 20, 2025
ITEM TITLE: Resolution authorizing the City Manager to execute a collective
bargaining agreement between the City of Yakima and the Transit
Field Operations Supervisors Group (Teamsters Local 760)for
January 1, 2024 - December 31, 2027
SUBMITTED BY: Connie Mendoza, Director of Human Resources
SUMMARY EXPLANATION:
City Management and Teamsters Local 760 representatives for Transit Field Operations Supervisors
Group negotiated in good faith, a contract setting forth the wages, hours and other terms and conditions
of employment for four years (2024-2027). To that end, both parties recommend the City Council review
and approve the attached CBA proposal. The Transit Field Operations Supervisors Group has voted and
ratified this proposed agreement.
Highlights of the proposed CBA include:
• 4 -Year Contract (2024 - 2027)
• Wages will increase 3.71% effective 1/1/2024 3.75% effective 1/1/2025; .25% effective 7/1/2025
• Wage increases for 2026 and 2027 = PACA and is determined by Municipal Code Chapter
2.20.115 & 116
• Effective 1/1/2025 - F step will be added to the Master Pay Ordinance
ITEM BUDGETED: Yes
STRATEGIC PRIORITY 24-25: A Resilient Yakima
RECOMMENDATION: Adopt Resolution.
ATTACHMENTS:
Resolution Teamsters Transit Supervisors 2024-2027.doc
2024 -2027 Yakima Transit Field Supervisors CBA COY Final_clean copy.docx
85
RESOLUTION NO. R-2025-
A RESOLUTION authorizing the City Manager to execute a collective bargaining agreement
between the City of Yakima and the Transit Field Operations Supervisors
Group (Teamsters Local 760) for January 1, 2024 - December 31, 2027.
WHEREAS, pursuant to Washington State law, the City and Teamsters Local 760 have
engaged in negotiations resulting in the attached collective bargaining agreement for Transit
Field Operations Supervisors Group (Teamsters Local 760) for January 1, 2024 - December 31,
2027; and
WHEREAS, the Teamsters Local 760 and City of Yakima negotiated in good faith to
reach the proposed collective bargaining agreement; and
WHEREAS, the bargaining unit has voted on and approved the attached proposed
collective bargaining agreement; and
WHEREAS, the City Council has determined that it is in the best interest of the City of
Yakima to agree to the terms and conditions of the attached collective bargaining agreement
for January 1, 2024 - December 31, 2027, therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF YAKIMA:
The City Manager of the City of Yakima is hereby authorized and directed to execute the
attached and incorporated collective bargaining agreement between the City of Yakima and the
Transit Field Operations Supervisors Group. The City Manager is also hereby authorized to
and, without a further resolution, execute amendments to the collective bargaining agreement
which may be necessary or appropriate to clarify its terms and conditions, maintain compliance
with the law, and/or make other minor adjustments.
ADOPTED BY THE CITY COUNCIL this 20th day of May 2025.
Patricia Byers, Mayor
ATTEST:
City Clerk
86
COLLECTIVE BARGAINING AGREEMENT
Between
City of Yakima
And
Teamsters Local 760
Representing
Yakima Transit Supervisor Unit
Effective
January 1 , 2024 - December 31 , 2027
87
TABLE OF CONTENTS
PREAMBLE 3
ARTICLE 1 - RECOGNITION 3
ARTICLE 2 - UNION SECURITY/DUES CHECK OFF
& MAINTENANCE OF MEMBERSHIP 3
ARTICLE 3- EMPLOYER RIGHTS 4
ARTICLE 4-WAGES AND BENEFITS 5
ARTICLE 5- HEALTH CARE 8
ARTICLE 6- HOLIDAYS 10
ARTICLE 7- PERSONAL HOLIDAYS 10
ARTICLE 8-VACATION LEAVE 11
ARTICLE 9-SICK LEAVE 12
ARTICLE 10-TEAMSTERS LEGAL SERVICES TRUST 15
ARTICLE 11 - GRIEVANCE PROCEDURE 15
ARTICLE 12 -WORK WEEK, AND HOURS OF WORK 17
ARTICLE 13- UNION LEAVE 17
ARTICLE 14-RETIREMENT CONTRIBUTION 18
ARTICLE 15-SAVINGS CLAUSE 18
ARTICLE 16-TERM OF AGREEMENT 19
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Teamsters Local 760
January 1,2024—December 31,2027
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PREAMBLE
This agreement is made and entered into pursuant to the provisions of RCW Chapter 41.56 by
and between the City of Yakima hereinafter known as the "Employer" and the Yakima Transit
Supervisor Unit represented by Teamsters Local #760, hereinafter known as the "Union" for the
purpose of setting forth the wages, hours, and other terms and conditions of employment which
shall be in effect during the term of this agreement for employees included in the bargaining unit
described in Article 1 below.
ARTICLE 1 — RECOGNITION
1.1 The Employer recognizes the Union as the exclusive bargaining representative for those
purposes appropriate to the units stated in RCW 41.56 of all full-time and regular part-time
employees of the City of Yakima in the following classifications and excluding all other
employees, as recognized by PERC case 137805-C-23.: The employer also recognizes
this bargaining unit is eligible for interest arbitration pursuant to RCW 41.56.492(2).
Transit Field Operations Supervisor
Transit Assistant Manager
1.2 The Union recognizes the City as the representative of the people of the City of Yakima
and agrees to negotiate only with the City through the negotiating agent or agents officially
designated by the City Manager to act on the City's behalf.
ARTICLE 2— UNION SECURITY/DUES CHECK OFF & MAINTENANCE OF MEMBERSHIP
2.1 All employees of the Employer covered by this Agreement who are members of the Union
in good standing on the effective date of this Agreement shall remain members in good
standing in the Union.
2.2 The Union agrees to represent all employees within the bargaining unit without regard to
Union membership.
2.3 When provided a "voluntary check-off' authorization form furnished by the Union and
signed by the employee, the Employer agrees to deduct from that employee's pay, the
Union's uniform applicable dues, initiation fee and/or service fees, as prescribed in the
"voluntary check-off" form. The full amount of monies so deducted from the employee
shall monthly be forwarded to the Union by check along with an alphabetized list showing
names and amounts deducted from each employee. The Union agrees to defend and
hold the Employer harmless from and against any and all claims, demands, lawsuits,
orders or judgments arising from the administration and effects of this Section.
2.4 An employee may revoke his or her authorization for payroll deduction of payments to
the Union by written notice to the Employer. Every effort will be made to end the
deduction effective on the first payroll, but not later than the second payroll, after the
Employer's receipt of the employee's written notice.
2.5 The Union agrees to refund to the employee any amounts paid to the Union in error on
account of the payroll deduction provision upon presentation of proper evidence thereof.
The earning of the employee must be regularly sufficient after other legal and required
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deductions are made to cover the amount of the appropriate Union dues. All other legal
and required deductions have priority for payment over such dues.
2.6 The Union agrees to defend and hold the Employer harmless from and against any and
all claims, demands, lawsuits, and/or orders of judgments arising from the administration
and effect of this Article. It is also agreed that neither any employee nor the Union shall
have any claim against the Employer for any deductions made or not made unless a claim
of error is made in writing to the Employer within forty-five (45) calendar days after the
date such deductions were, or should have been made.
ARTICLE 3— EMPLOYER RIGHTS
3.1 Employer Rights:
Any and all rights concerned with the management of the City are exclusively that of the
Employer unless otherwise provided by the terms of this agreement or the Charter Civil
Service Rules and Regulations as amended. Furthermore, the City reserves all customary
management prerogatives including, but not limited to, the right to:
A. Adopt rules for the operation of the Department and conduct of the employees
covered by this agreement;
B. Establish, plan for, and direct the work force toward the organizational goals of the
department;
C. Determine the organization, and the merits, necessity and level of activity or
service provided to the public;
D. Determine new work methods;
E. Control the City budget;
F. Establish, regulate and administer a personnel system, in conformity with the City
Charter and Charter Civil Service Rules and Regulations and with this agreement,
which provides for all types of personnel transactions including determining the
procedures and standards for hiring, promotion, transfer, assignment, lay off,
discipline, retention and classification of positions;
G. Discipline, suspend, demote or discharge employees for just cause as provided by
the Charter Civil Service Commission and in conformity with this CBA;
H. Determine the methods, means, equipment, material, numbers and kinds of
personnel and the job or position content necessary to accomplish departmental
operations and maintain the efficiency thereof;
Assign work to and schedule employee's in accordance with Civil Service
classifications and position descriptions and in conformity with this agreement;
J. Relieve any employee from duty due to a lack of work or insufficient funds as
provided by in the Charter Civil Service Commission Rules and Regulations and
in conformity with this agreement.
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K. To perform all of the functions not otherwise expressly limited by this agreement;
L. Take all actions necessary to carry out the mission of the City in emergencies.
M. Provided nothing in the Agreement shall be construed as a waiver of collective
bargaining rights conferred on the parties by RCW 41.56
3.2 Scope of Management Rights
The Employer's failure to exercise any right, prerogative, or function hereby reserved to it,
or the Employer's exercise of any such right, prerogative, or function in a particular way,
shall not be considered a waiver of the Employer's management right to exercise such
right, prerogative, or function in a particular way, shall not be considered a waiver of the
Employer's management right to exercise such right, prerogative, or function or preclude
it from exercising the same in some other way not in conflict with express provisions of
this Agreement, however, the Employer recognizes that RCW 41.56 may impose an
obligation for the Employer to negotiate changes in wages, hours, and working conditions
not covered by this agreement.
3.3 Where there is probable cause to believe that an employee is psychologically or medically
unfit to perform his/her duties, the employer may require the employee to undergo a
psychological or medical examination in accordance with current Charter Civil Service
Rules.
3.3.1 The Employer and the Union hereby recognize that delivery of services in the most
efficient, effective, and courteous manner is of paramount importance to the
Employer, and as such, maximized performance is recognized to be an obligation
of employees covered by this Agreement.
3.4 The Employer shall have the right to establish and maintain performance standards. Such
standards that are in effect may be used to determine acceptable performance levels,
prepare work schedules, and measure the performance of an employee. The Employer
shall have the right to implement and prepare work schedules consistent with the terms
and conditions of this Agreement.
ARTICLE 4—WAGES AND BENEFITS
Except as modified in in this collective bargaining agreement, Employees covered by this
agreement shall receive benefits as outlined in the City of Yakima Municipal Code, Chapter 2.
The Employer acknowledges that changes to the wages and benefits are subject to bargaining
as provided by law.
4.1 Wages and Benefits
Municipal Code Chapter 2.20.100 Classification Plan. The City may update the Cities
Classification Plan as needed, which will be adopted by the City Council as part of the
Municipal Code. This agreement adopts Municipal Code 2.20.100 as approved by the City
Council and amended during the life of this agreement.
Wages for members of this bargaining unit shall continue to be adjusted based on the Pay
and Compensation Adjustment formula (PACA) as defined in Municipal Code Sections
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2.20.115, 2.20.116 &2.20.117 as adopted and implemented as of 01/01/2019. Except as
follows:
1/1/2024 —3.71%
1/1/2025 - 3.75% & F Step eligibility
7/1/2025 - .25%
2026— PACA
2027— PACA
4.2 Longevity
All employees of this bargaining group shall receive compensation called longevity pay, in
addition to their regular salary according to the following schedule, to be paid on the first
applicable day following the thirty-first day of December and the thirtieth day of June of
each year.
A. Schedule:
Years of Service Percent of Base Pay
5 2.5
10 4.0
15 5.5
20 7.0
24 10.0
B. Upon termination of employment employees shall receive a longevity payment,
according to the above schedule, for the number of months of eligibility served by
such employee from the date on which the immediately previous longevity
payment was made. Such payment shall not be made for fractions of a month, and
if termination of employment occurs on or before the fifteenth day of any month,
that month shall not be counted as one for which longevity pay is to be made. If
termination of employment occurs after the fifteenth day of any month, that month
shall be counted as one full month for which longevity pay is to be made.
C. No longevity pay shall be paid to any employee who is discharged from
employment for discipline reasons or any employee who leaves without giving as
least two weeks' notice in writing of such termination.
D. Leave of absence for service in the Armed Forces of the United States shall be
regarded as continuous employment in determining eligibility for such
compensation but shall not entitle such person to receive said compensation for
the leave period.
4.3 Employee Disability Insurance
There is established voluntary, employee-paid disability insurance program utilizing the
payroll deduction process for participating management employees. The city director of
finance and budget is authorized to implement and operate this disability insurance
program using the city's payroll deduction system.
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January 1,2024—December 31,2027
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4.4 Deferred Compensation
A. Each employee of this group shall participate in a tax deferred compensation plan
adopted or approved by the city and shall be paid, in addition to that employee's
monthly salary as established by the compensation plan, deferred earned
compensation each month in an amount equal to three (3) percent of said monthly
base salary.
B. This provision is subject to the City's deferred compensation rules and regulations
and IRS regulations. The computation of retirement contributions and pension
benefits shall be governed by applicable state law.
4.5 Life Insurance
The City shall provide a life insurance policy to bargaining unit member with a face value
of One Hundred Thousand Dollars ($100,000) subject to the terms & conditions of the
policy. The life insurance premiums shall be paid in full by the City.
4.6 Bilingual/Biliterate Compensation
Subject to prior written approval the employees respective Department Head and subject
to achieving a passing score on the bilingual and/or biliterate skills examination conducted
under the Charter Civil Service Rules and Regulations and administered by the Civil
Service Chief Examiner or designee. Once certified and compensated for the bilingual
and/or biliterate special pay the employee can only stop providing the service if the
Department Head determines the skill is no longer needed.
A. Employees who have Spanish/English bilingual capacity shall receive 3% of their
base pay per month for their work in that capacity.
B. Employees who have Spanish/English biliterate capacity shall receive 2% of their
base pay per month for their work in that capacity.
C. Employees who have capacity for American Sign Language (ASL) and have
achieved a passing score on a skills examination administered by the Civil
Service Chief Examiner or designee shall receive 3% of their base pay per month
for their work in that capacity.
4.7 Professional Fees, Licensing & Membership Dues
Members of this group are eligible (to have paid or be reimbursement) not to exceed a
maximum of two hundred dollars ($200) per year for professional fees, licensing and
membership dues relevant to employment with the City of Yakima subject to approval by
management.
4.8 Special Assignment Pay
A. When a salaried employee works in a higher classification for a period of one day
or longer, performs substantially all of the duties of such higher classification and
is not actually receiving supervised training for that position, the employee shall be
paid at the pay step in the higher classification which is next higher in the amount
above the employees pay in the lower classification.
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B. When a hourly employee works in a higher classification for a period of one hour
or longer, performs substantially all of the duties of such higher classification and
is not actually receiving supervised training for that position, the employee shall be
paid at the pay step in the higher classification which is next higher in the amount
above the employees pay in the lower classification.
C. When an employee is temporarily assigned by the City Manager to a position in a
higher classification for a period of one day or longer and performs substantially
all of the duties of such higher classification, or when the city manager assigns an
employee additional responsibilities beyond the score pf his/her current
classification, the city manager or designee may authorize and direct that the
employee be paid special assignment pay, in the amount the city manager
determines reasonable, above the normal base pay of that employee during the
period of the employee's continuous service in said higher classification or
performance of additional responsibilities.
D. Base pay as detailed in the Master Pay ordinance shall be used to determine an
employee's appropriate placement for special pay assignments.
4.9 Footwear Reimbursement— Personal Protective Equipment (PPE)
Employees may be eligible for footwear reimbursement if their position requires protective
footwear and approval of the Department Director. The Department Director has complete
discretion to approve or deny such reimbursement.
ARTICLE 5 — HEALTH CARE
A. Availability:
Medical, Dental, and Vision insurance is provided by the City through the Health
Care Trust.
1. Covered bargaining unit employees, retirees and their dependents shall
participate in the "City of Yakima Employees' Health and Welfare Plans."
Eligibility rules, types and levels of benefits, payment of premiums through
a cafeteria plan, co-payment, co- insurance and deductibility requirements
and all other terms and conditions for the provision of these health benefits
shall be governed by the "City of Yakima Employees' Welfare Benefit
Program."
2. Health coverage is effective the 1st of the month following the date of hire.
B. Medical, Dental and Vision Premium Contributions:
1. Medical & Vision
All insurance premium base rates shall be determined annually by the
applicable broker of record and the formulas described below shall apply.
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The employee contribution will be in accordance with the "Management
Tiered Rates" as outlines in the Payroll Insurance Rate Schedule.
2. Dental
The City shall pay the premium for the employee and dependent family
dental insurance.
3. Premium Contributions:
The city shall contribute toward the payment of the monthly cost of
coverage of the health care plan in the following manner, respectively:
All employees shall pay the first fifty ($50.00) dollars of the total monthly
cost of coverage under the health care plan for the employee through a
monthly payroll deduction. If an employee only is covered in the health care
plan and the employee has no spouse or dependents in the health care
plan, then the city shall pay the balance of the employee-only unit cost in
excess of the first fifty ($50.00) dollars that the employee pays. For
employees with a spouse and/or dependents in the health care plan, any
cost of coverage for the employee with a spouse and/or dependents in the
plan in excess of the first fifty dollars ($50.00) that the employee pays shall
be paid by the employee through a monthly payroll deduction based on the
following percentages on the remaining balance above the first fifty dollars
($50.00): the employee shall pay at the rate of twenty-five percent (25%)
of the balance of the remaining total monthly cost of coverage, and the city
shall contribute the remaining seventy-five percent (75%) of the balance of
the total monthly cost of coverage.
C. Retiree Medical, Dental, and Vision Coverage:
1. Upon payment of the full premium as required in 5.A herein above, retirees
may elect to remain in the group medical, dental, vision plan until they reach
age 65.
2. Spouses of retirees may remain in the group medical plan until they reach
age 65 or in the case of spouses of deceased retirees, until the spouse
reaches the age of age 65, or remarries, whichever occurs first.
3. Other dependents of retirees may remain in the group medical plan as long
as they remain eligible under the provisions of the plan or until coverage
for the retiree and spouse, or, the spouse of a deceased retiree terminates,
at which time such dependent insurance coverage ceases regardless of
the age of the dependents. Premiums shall be paid by deduction from
retirement checks paid to retired employees or their beneficiary.
4. Retirees, or spouses of deceased retirees, shall pay the full premium
(including dependents if enrolled) which shall be the same as the normal
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group rate assessed for coverage of active municipal employees and
dependents as applicable. Premiums shall be paid by deduction from
retirement checks paid to retired employees or their beneficiary.
ARTICLE 6 — HOLIDAYS
6.1 The following shall be recognized and observed as paid holidays:
New Year's Day January 1
Martin Luther King, Jr. Day 3rd Monday in January
Presidents' Day 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19th
Independence Day July 4
Labor Day 1st Monday in September
Veterans' Day November 11
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Day 4th Friday in November
Christmas Day December 25
A. Whenever any holiday specified above falls on a Saturday, the preceding Friday
shall be scheduled as the holiday. Whenever any holiday specified above falls on
a Sunday, the succeeding Monday shall be scheduled as a holiday. If a service
must be provided for the convenience or necessity of the public on an observed
holiday, the department providing such service may assign an appropriate number
of employees to work and such employees will be granted an equivalent day off
within thirty days of the holiday with such day off to be scheduled for each
employee entitled thereto at a time determined by the department head but giving
the employee the choice of the day preferred if possible.
B. In the event that a holiday occurs during a period of annual leave of an employee,
such holiday shall not be charged as a day of annual leave.
C. No employee shall be paid for a holiday unless such employee is in a pay status
both the workday before and the workday after such holiday except for employees
working special schedules wherein holidays are worked as a part of that schedule.
D. In the event that a holiday falls on an employee's regular day off, the employee
shall have equal time off to be scheduled within ninety days.
ARTICLE 7— PERSONAL HOLIDAYS
7.1 All eligible employees shall be entitled to a total of three (3) paid personal holidays to be
selected by the employee subject to the following conditions:
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A. The employee has been or is scheduled to be continuously employed for the city
for more than six months;
B. The appointing authority has approved the day;
C. The personal day must be taken during the calendar year or entitlement to the
day will lapse except when an employee has requested a personal holiday and
the request has been denied.
ARTICLE 8—VACATION LEAVE
8.1 Accruals:
All full-time employees shall accrue vacation with pay as follows. Accruals shall be
prorated for part-time employees.
Less than 2 years of service— 8.33 hours per month
After 2 full years - 9.66 hours per month
After 6 full years — 12.33 hours per month
After 10 full years — 14.33 hours per month
After 15 full years — 16.33 hours per month
After 20 full years — 17.41 hours per month
After 25 full years — 18.25 hours per month
8.2 Accumulation of Vacation:
An employee within the bargaining unity may accumulate vacation leave time in an
amount equal to the vacation time the employee earns during two (2) years of service
according to the accrual rates above. Accrual banks may exceed the maximum accrual
limit during the calendar year but shall not exceed the maximum accrual limit as of
December 31st of each calendar year.
8.3 Permissible Use of Vacation Accruals:
A. Vacation leave accumulated at the end of six (6) months of service may be
taken in the seventh month and each month thereafter as accumulated.
B. Vacation leave must be taken at such time as employee can be spared and
must be requested and approved in advance utilizing the City's time and
attendance system.An employee may be allowed to take leave when desired if
it is possible to schedule at that time.
8.4 Vacation Accrual Payout upon Separation:
A. A permanent employee, when leaving the service of the City in good standing
and who has given at least two (2) weeks' notice of their intent to leave shall be
compensated for vacation leave earned and accumulated to the date of
separation.
B. No compensation for vacation leave shall be payable to any employee who
terminates employment before completing six months of service.
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C. Any eligible employee who is discharged or resigns as a result of disciplinary
action shall be entitled to be compensated for only the vacation leave which
was earned in preceding calendar years and not used at time of separation.
This provision shall also apply to employees who quit without giving a minimum
of two (2) weeks written notice.
D. Terminal leave shall be computed by multiplying the hourly rate in effect at the
time of termination by the number of hours accumulated.
8.5 Vacation Cash-Out
Employees have the option to sell back to the City portion of their vacation leave accrued
within the preceding twelve (12) month period. No more than one request may be made
per calendar year in accordance with the City of Yakima Municipal Code provision in
section 2.40.120.
A. Employees with an accrued vacation balance of less than three hundred (300)
hours have the option to sell back to the City up to one-third (1/3) of their vacation
leave accrued within the preceding twelve (12) month period.
B. Employees with an accrued vacation balance of three hundred (300) hours or
more have to option to sell back to the City up to one-half(1/2) of their vacation
leave accrued within the preceding twelve (12) month period.
ARTICLE 9— SICK LEAVE
9.1 Accruals:
A. All full-time employees shall accrue eight (8) hours of sick leave per month.
Accruals shall be prorated for part-time employees.
B. Upon initial employment, employees shall accrue sick leave at the rate of sixteen
(16) hours of leave per month for each of the first six (6) full calendar months of
the employee's service with the City, and no sick leave shall accrue for any such
employee for the seventh through the twelfth full calendar months of service.
Thereafter, commencing with the thirteenth full calendar month of service, each
employee shall accrue sick leave at the rate of eight(8) hours for each full calendar
month of service.
C. Unused sick leave may be accumulated for an unlimited maximum period.
9.2 Permissible Use of Sick Leave
Sick leave may be used in accordance with ADM 1-1250; the Family and Medical
Leave Act of 1993; ADM 1-900 and ADM 4-400.
9.3 Requirements for Paid Sick Leave
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A. Employee must request time off in the City's time and attendance program and
report to the representative designated by his or her Department Head the reason
for the absence as far in advance of the starting of their scheduled work day as
possible but in no event shall this report be made later than the first day of absence.
B. Employees must keep their department head informed if the absence is longer
than three working days.
9.4 Enforcement of Sick Leave Provisions
A. Any failure to comply with the Paid Sick Leave provisions shall be grounds for
denial of sick leave with pay for the period of absence.
B. Misrepresentations of any material facts in connection with paid sick leave shall
constitute grounds for discipline up to and including termination.
9.5 Sick Leave Exchange
Employees may exchange accrued sick leave for pay or additional time as appropriate, in
accordance with the options provided the employee, subject to the following provisions:
A. Upon Retirement or Death:
Upon retirement or death, the employee's accrued sick leave up to and including
840 hours will be exchanged for pay at the rate of 100% of the employee's current
base pay up to a maximum of$20,000 and shall be deposited into the employee's
VEBA account.
B. Upon Termination:
1. Upon termination under honorable conditions, as distinct from retirement
or death, the employee's accrued sick leave with less than 720 hours will
be exchanged for pay at the rate of 25% of the employee's current base
pay. Honorable termination includes layoff for budget reasons, as well as
resignation with at least fourteen (14) calendar days' notice. The maximum
payment shall be $18,750. Employees who have accrued 720 or more
hours of sick leave may exchange sick leave for additional vacation days
or for pay subject to the following provisions:
2. Upon termination under honorable conditions, as distinct from death or
retirement, the employee's accrued sick leave up to a maximum of 1000
hours will be exchanged for pay at the rate of 50% of the employee's
current base pay. Honorable termination includes layoff for budget
reasons, as well as resignation with at least fourteen (14) calendar days'
notice. The maximum payment shall be $18,750.
C. Additional Vacation Days:
Employees who have accrued 720 or more hours of sick leave may exchange such
sick leave for bonus (additional) leave days, at the rate of 24 hours of sick leave
for each additional 8 hours of leave, not to exceed a total of 40 added leave hours
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annually, utilization of which would be subject to the scheduling and approval by
the Department Head.
D. Sick Leave Exchange Procedure:
Any permanent employee may exchange accrued sick leave as provided in Article
9 - Sick Leave, at the option of the employee, subject to the following conditions
and provisions:
1. A request for such an exchange shall be made to the Finance Director, or
his/her designee. All requests shall be in writing and shall be signed by the
employee making the request.
2. The deadline for submitting requests is the 25th of each month with
exchanged leave to be available the following month of the date the request
is received by the office of the Finance Director, or his/her designee.
Exceptions to the above will be made for termination, layoff or disability
retirement.
3. No request will be granted for less than eight (8) hours pay or a minimum
of three (3) days leave.
4. No exchange will be granted to an employee who has been terminated for
cause, as defined by civil service.
9.6 Bereavement Leave
Employees shall be granted up to three (3) days per incident of Bereavement Leave in the
event of a death in the immediate family of the employee. Employees shall discuss the
duration of the leave with his/her supervisor or designee at the onset of the leave.
A. The term "immediate family" means:
1. Spouse, children, children of spouse, spouse of children;
2. Step or foster family relationship;
3. Mother, father, brother, sister of employee or spouse;
4. Grandparent or grandchild of employee or spouse;
5. Aunt or uncle of employee or spouse
B. No leave of absence in excess of three days for each family death shall be taken
by an employee unless additional leave is recommended by the employee's
supervisor and approved by the appointing authority. Approved leave in excess of
three days for the death of a family member shall be debited against the
employee's accrued sick leave, annual leave, compensatory time, paid time off
and/or other accrued leave.
Yakima Transit Supervisors Unit 14
Teamsters Local 760
January 1,2024—December 31,2027
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ARTICLE 10 — TEAMSTERS LEGAL SERVICES TRUST
Effective March 1, 2011, the Employer shall make contributions up to $25.95 per month, per
bargaining unit member, to implement the Western Conference of Teamster Legal Services Trust
to SF Administrators, Inc. During the terms of this agreement future increases that exceed $25.95
per month will be paid 50% by the employer and 50%from employee wage deductions. The Union
agrees to defend and hold the Employer harmless from and against any and all claims, demands,
lawsuits, orders or judgments arising from the administration and effect of this participation. The
Employer's obligation under this Agreement is limited to the payment of normal contributions
based on hours worked by unit employees.
ARTICLE 11 - GRIEVANCE PROCEDURE
11.1 Grievance Definition:
A grievance is an alleged violation of this Collective Bargaining Agreement.
11.2 Filing a Grievance:
To be reviewable under this procedure, a grievance must be filed in writing within thirty
(30) calendar days after the employee knew or should have known of the action or decision
giving rise to the grievance. This thirty (30) calendar day period must be used by the
employee to attempt to informally resolve the dispute.
11.3 Computation of Time:
The time limits in this Article must be strictly adhered to unless mutually modified in writing.
Days are calendar days, and will be counted by excluding the first day and including the
last day of timelines. Transmittal of grievances, appeals and responses will be in writing.
Service on the parties is complete when delivered in person; or upon receipt by electronic
mail or by the postmarked date if sent by certified mail.
11.4 Timeliness:
Failure by the Union to comply with the timelines will result in the automatic withdrawal of
the grievance. Failure by the employer to comply with the timelines will entitle the Union
to move the grievance to the next step of the process.
11.5 Contents:
A grievance must include the following:
a. A statement of the pertinent facts surrounding the grievance;
b. The date upon which the incident occurred;
c. The specific Article and section of the Agreement allegedly violated and a specific
description of how each cited alleged violation occurred;
d. The steps taken to informally resolve the grievance, the individuals involved in the
attempted resolution, and the results of such discussion;
e. The requested remedy; and
f. Signature of the affected employee and Union Representative.
The employer will not be required to process a grievance unless all the information listed
above is provided. Grievances that do not meet the above conditions or are otherwise
unclear may be returned by the Employer and the Union will have seven (7) calendar days
to provide the clarifying information and re-submit the grievance.
Yakima Transit Supervisors Unit 15
Teamsters Local 760
January 1,2024—December 31,2027
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11.6 Modifications:
Alleged violations and/or the requested remedy may be modified only by written mutual
agreement of the parties.
11.7 Resolution:
If the Employer provides the requested remedy or a mutually agreed-upon alternative, the
grievance will be considered "fully and finally" resolved and will not be moved to the next
step.
11.8 Withdrawal:
A grievance may be withdrawn at any time.
11.9 Processing the Grievance:
Step I — If the issue is not resolved informally, the Union may present the grievance, in
writing, to employee's supervisor with a copy to Human Resources within the thirty (30)
calendar day period described above. The responsible supervisor will respond in writing
to the Union within thirty (30) calendar days.
Step II —If the grievance is not resolved at Step 1, the Union may move it to the next step
by filing it with the Department Head or designee, with a copy to Human Resources, within
thirty (30) calendar days of the Union's receipt of the Step 1 decision. The Department
Head will respond in writing to the Union within thirty (30) calendar days of receipt of step
II grievance.
Step Ill —If the grievance is not resolved at Step 2, the Union may move it to the next step
by filing it with the City Manager or designee, with a copy to Human Resources, within
thirty (30) calendar days of the Union's receipt of the Step 2 decision. The City Manager
will respond in writing to the union within thirty (30) calendar days of the receipt of the
appeal.
Step IV—If the dispute is not resolved under one of the above steps, then the matter may,
within thirty (30) calendar days, be referred by either party to expedited mediation-
arbitration. There shall be no withholding by either side of known facts or evidence, relating
to a grievance prior to arbitration.
Upon demand for arbitration the parties may mutually agree to an Arbitrator or if
agreement cannot be reached, both parties shall immediately petition the Federal
Mediation and Conciliation Service for the names of seven (7) arbitrators and within seven
(7) calendar days from receipt of the list, the two (2) parties shall select one (1) name from
it by alternatively crossing off a name until one (1) remains, with the grieving party striking
first. This process for selecting an arbitrator need not be followed if both parties agree on
any person as an impartial arbitrator.
The arbiter shall not have power to add to, subtract from, or modify the provisions of this
Agreement in arriving at a decision of the issue presented; and shall confine his/her
decision solely to the interpretation, application or enforcement of this Agreement. The
arbiter shall confine himself/herself to the precise issue submitted for arbitration, and shall
have no authority to determine any other issues not so submitted to him/her. The decision
of the arbiter shall be final and binding upon the aggrieved employee, Union and employer.
Yakima Transit Supervisors Unit 16
Teamsters Local 760
January 1,2024—December 31,2027
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The arbitrator's fees and expenses, the cost of any hearing room, shall be borne equally
by the employer and the Union. All other costs and expenses shall be borne by the party
incurring them.
ARTICLE 12 —WORK WEEK, AND HOURS OF WORK
The parties recognize that the work performed by the members of this bargaining unit is
supervisory in nature. Employees covered by this agreement are accountable for their work
product, meeting the objectives of the organization, and are subject to the Employer's policies,
including ADM 1-700 and executed employee waivers, applicable to all overtime exempt
employees.
The workweek may consist of:
• five (5) consecutive eight (8) hour days with two consecutive days off (5/40 FLSA
schedule);
• four (4) consecutive ten (10) hour days with three (3) consecutive days off (4/10 FLSA
schedule;
• five (5) consecutive nine (9) hour days with two (2) consecutive days off, alternating with
three (3) consecutive nine (9) hour days and one (1) eight (8) hour day followed by three
(3) consecutive days off(9/80 FLSA schedule).
Employees shall work such days and hours as required to advance the mission of the City as
determined by the employer. All employees shall be scheduled to work on a regular work shift,
and each work shift shall have a regular starting and ending time.
ARTICLE 13 — UNION LEAVE
13.1 Two (2) bargaining unit member(s) shall be granted leave from duty without any loss of
pay during the pre-impasse and post-impasse period as provided in RCW 41.56, for all
meetings between the City and the Union for the purpose of negotiating the terms of a
contract and/or attendance at mediation, when such meetings take place at a time during
which any such members are scheduled to be on duty.
13.2 Two (2) bargaining unit member(s) may be granted release time during normal working
hours to attend meetings for collective bargaining, labor-management, grievances, pre-
disciplinary/disciplinary, investigatory interviews and other meeting related to contract
administration.
13.2.1 The Union shall provide the City with a list of Union Stewards upon request. This
list of Stewards shall not exceed two (2) members of the bargaining unit. The
members listed as Stewards will be granted up to two (2) hours of release time to
attend a quarterly meeting between the Stewards and a representative of the
Union. The purpose of these meetings shall be to conduct Union business and
shall be scheduled at least five (5) working days in advance, is dependent on
adequate staffing and must have supervisor approval.
13.3 Employees, not to exceed one (1) in number at any one time, shall be granted leave from
duty with pay for Teamster affiliated Union business, such as attending labor conventions
and educational conferences regarding collective bargaining, provided that notice of such
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Teamsters Local 760
January 1,2024—December 31,2027
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conventions or conferences shall be given at least two (2) weeks prior thereto to
Department Head, and provided further that the total leave for the entire bargaining unit
for the purposes set forth in this section shall not exceed six (6) days in any fiscal year.
ARTICLE 14—RETIREMENT CONTRIBUTION
The Employer shall pay into the Western conference of Teamsters Pension Trust on account of
each member of the bargaining unit for each hour for which compensation was paid up to a
maximum of 2080 hours per calendar year. The hourly contribution rate shall be $1.00 per hour,
which is diverted from wages by each bargaining unit member.
Each year the employees will have the option by majority vote to change pension contribution
rate.
ARTICLE 15 — SAVINGS CLAUSE
It is understood and agreed that if any court or board of competent jurisdiction finds any Article,
Section or portion of this Agreement to be unlawful or invalid, the remainder of the Agreement will
remain in full force and effect. If such a finding is made, the parties agree to make themselves
available to negotiate a substitute for the invalid Article, Section or portion.
Yakima Transit Supervisors Unit 18
Teamsters Local 760
January 1,2024—December 31,2027
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ARTICLE 16 —TERM OF AGREEMENT
Except as provided herein, this Agreement shall be in full force and effect commencing January
1, 2024, upon ratification and execution of both the Union and the Employer and continue through
December 31, 2027.
Executed by the parties hereto this day of , 2025
Yakima Supervisors and Administrative Unit City of Yakima
Teamsters Local 760
By: By:
Richard A. Salinas Victoria Baker
Secretary Treasurer City Manager
ATTEST:
City Clerk
Yakima Transit Supervisors Unit 19
Teamsters Local 760
January 1,2024—December 31,2027
3.28.25
105