HomeMy WebLinkAboutR-2006-062 2006 AFSCME Local 1122 Uniformed Transit Employees Collective Bargaining AgreementRESOLUTION NO. R-2006- G2
A RESOLUTION authorizing and directing the City Manager to execute a collective
bargaining agreement for calendar year 2006 with the American
Federation of State, County & Municipal Employees (AFSCME) AFL -
010 representing Local 1122 Uniformed Transit Employees.
WHEREAS, pursuant to requirements of state law, labor negotiations have
occurred between the City and Uniformed Transit Employees represented by the
American Federation of State, County & Municipal employees (AFSCME) Local 1122
resulting in the attached proposed collective bargaining agreement for calendar year
2006; and
WHEREAS, the members of Local 1122 have voted in favor of the attached
proposed collective bargaining agreement for calendar year 2006; and
WHEREAS, the City Council has determined that it is in the best interest of the City
of Yakima to settle the 2006 collective bargaining agreement in accordance with the
terms and conditions of the attached collective bargaining agreement, now, 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 City of
Yakima, Washington and Council 2, Washington State Council of County and City
Employees Representing Local 1122 Uniformed Transit Employees".
ADOPTED BY THE CITY COUNCIL this 4th day of April, 2006.
ATTEST:
City Clerk
David Edler, Mayor
COLLECTIVE BARGAINING AGREEMENT
Between
City of Yakima, Washington
and
Council 2,
Washington State Council of
County and City Employees
Representing
Local 1122
Uniformed Transit Employees
American Federation of State County and Municipal
Employees, AFL-CIO
Effective
January 1, 2006 Through December 31, 2006
TABLE OF CONTENTS
ARTICLE Page
TABLE OF CONTENTS 1
PREAMBLE 2
ARTICLE 1 RECOGNITION OF UNION - BARGAINING UNIT 2
ARTICLE 2 UNION MEMBERSHIP 2
ARTICLE 3 COLLECTIVE BARGAINING 3
ARTICLE 4 PUBLIC DISCLOSURE 4
ARTICLE 5 CODE PROVISIONS 4
ARTICLE 6 UNION CONSTITUTION AND BYLAWS 5
ARTICLE 7 BUSINESS LEAVE 5
ARTICLE 8 EMPLOYEE RIGHTS 5
ARTICLE 9 MANAGEMENT RIGHTS 7
ARTICLE 10 LABOR MANAGEMENT COMMITTEE 8
ARTICLE 11 CONTRACTING WORK 8
ARTICLE 12 STRIKES AND LOCKOUTS PROHIBITED 9
ARTICLE 13 REDUCTION IN FORCE 9
ARTICLE 14 GRIEVANCE PROCEDURE 9
ARTICLE 15 SOCIAL SECURITY 12
ARTICLE 16 EQUAL OPPORTUNITY CLAUSE 12
ARTICLE 17 SALARIES 13
ARTICLE 18 LONGEVITY 13
ARTICLE 19 SHIFT DIFFERENTIAL 14
ARTICLE 20 OVERTIME 14
ARTICLE 21 STANDBY PAY 15
ARTICLE 22 BILINGUAL PAY 16
ARTICLE 23 HEALTH CARE 16
ARTICLE 24 HEALTH HAZARD INOCULATIONS &
CERTIFICATIONS 18
ARTICLE 25 LIFE INSURANCE 18
ARTICLE 26 HOLIDAYS 18
ARTICLE 27 VACATION 20
ARTICLE 28 SICK LEAVE 20
ARTICLE 29 MATERNITY LEAVE 25
ARTICLE 30 BEREAVEMENT LEAVE 25
ARTICLE 31 SENIORITY 26
ARTICLE 32 CHANGE OF WORK STATUS 27
ARTICLE 33 WORK WEEK PROVISIONS 27
ARTICLE 34 PERMANENT PART-TIME EMPLOYEES 34
ARTICLE 35 TRADING WORK 35
ARTICLE 36 "ROADEO" 35
ARTICLE 37 ENTIRE AGREEMENT 35
ARTICLE 38 SAVINGS CLAUSE 36
ARTICLE 39 TERMINATION 36
ARTICLE 40 EXECUTION 36
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PREAMBLE
This Agreement, made and entered into by and between the City of Yakima, Washington,
hereinafter called the Employer and Council 2, Washington State Council of County and City
Employees, representing Local 1122, Bargaining Unit; Uniformed Transit Employees, of the
American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter called the
Union.
WITNESSETH:
WHEREAS, Chapter 41.56 of the Revised Code of Washington contemplates the execution
of collective bargaining agreements between cities and unions representing government employees,
the intent and purpose of such act being the promotion of the continued improvement of the
relationship between public employers and their employees by providing a uniform basis for
implementing the right of employees to join labor organizations of their own choosing and to be
represented by such organizations in matters concerning their employment relations with public
employers, and
WHEREAS, the parties to this agreement recognize that benefits accrue to Union employees
of the City by virtue of union membership, and that the best interests of the citizens of the City of
Yakima are served by the City's official recognition of the Union.
NOW, THEREFORE, pursuant to Chapter 41.56 of the Revised Code of Washington, and
in accordance with the intent and purpose thereof, and for the purpose of promoting the morale, well
being and security of the Union employees of the City, and for the purpose of promoting the general
efficiency of the government of the City of Yakima, the parties hereto agree as follows:
1.1
ARTICLE 1 - RECOGNITION OF UNION - BARGAINING UNIT
The City recognizes the Union as the exclusive bargaining representative of the bargaining
unit consisting of all permanent Transit Operators, Transit Dispatchers, Transit Service
Workers, the Transit Project Planner, the Transit Route Supervisor, the Transit Office
Assistant DA II, and the Marketing/Program Administrator.
1.2 In accordance with RCW 41.56.050 through RCW 41.56.080, an application for certification
as exclusive bargaining representative for an appropriate unit may be filed with the Public
Employment Relations Commission during a period of not more than ninety (90) nor less
than sixty (60) days prior to the expiration date of this agreement.
ARTICLE 2 - UNION MEMBERSHIP
2.1 Union Membership:
All employees in the bargaining unit shall, within thirty (30) days after hiring, as a condition
of employment, become members of the Union, provided that exceptions to membership shall
be subject to the provisions of RCW 41.56.122(1).
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2.2 Payroll Deductions:
The City agrees to deduct Union fees, dues and other assessments by the Union against its
members within the bargaining unit from the pay of employees who authorize the City to do
so, which authorization shall be in writing and signed by each person authorizing such
deductions, and filed with the City. The Union shall notify the Employers Finance Director,
Payroll Officer, or their designee of amounts to be deducted from the pay of each such
person. The City shall transmit to the Washington State Council of County and City
Employees, PO Box 750, Everett, Washington, 98206-0750, the aggregate of such
deductions, together with an itemized statement, on or before the 20th day of each month
following the month for which deductions are made.
The Union agrees to defend, indemnify and hold harmless the City for any loss or damage
arising from the operation of this Article knowingly caused by the Union. It is also agreed
that neither any employee nor the Union shall have any claim against the City for any
deductions made or not made unless a claim of error is made in writing to the City within
forty-five (45) calendar days after the date such deductions were or should have been made.
2.3 Union Insignia:
Employees who are members of the Union, and in good standing, shall be permitted, with the
mutual agreement of Transit management, to wear while on duty, the standard type of Union
pin prescribed by their State or International organization.
ARTICLE 3 - COLLECTIVE BARGAINING
3.1 Bargaining Teams:
Collective bargaining between the parties shall be carried out by the City Manager or his/her
designee, the City Human Resource Manager or his/her designee, the Union Staff
Representative, the Union President, and four (4) additional members from each party. No
additional representatives for either party shall be allowed without the consent of the other
party. The Union Staff Representative and the City Manager shall exchange in writing the
names of the person or persons representing the respective parties for collective bargaining
purposes prior to the first bargaining session.
3.2 Wages Hours and Working Conditions:
Where negotiable matters pertaining to wages, hours and working conditions are fixed by
various City ordinances, the City Manager shall give notice to the Secretary of the Union with
a copy to the Staff Representative of any proposed enactment or repeal of, or any
amendments to, any such ordinance applicable to members of the bargaining unit. Such
notice shall be given no less than ten (10) days prior to the first meeting of the City Council
where such ordinance is considered, and shall be in writing and contain a copy of the
ordinance proposed to be enacted or of the proposed amendment, or shall refer by code
number to any ordinance proposed to be repealed. No ordinance affecting wages, hours or
working conditions of members of the bargaining unit shall be enacted by the City Council
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unless mutually agreed upon between the City Manager (or designee) and the collective
bargaining committee of the Union.
3.3 Negotiations Timetable:
Prior to the termination of this CBA, the Union and the City shall exchange written proposals
for any changes in negotiable matters pertaining to wages, hours and working conditions
sought for the subsequent year(s). Thereafter, negotiations shall be governed by RCW 41.56.
ARTICLE 4 - PUBLIC DISCLOSURE
Neither party shall independently issue releases to any news media nor otherwise make public
disclosure during Pre -Mediation negotiations as the parties work towards a collective bargaining
agreement, unless required by law.
ARTICLE 5 - CODE PROVISIONS
The following sections of the Yakima Municipal Code are hereby incorporated by reference and
made a part of this Agreement. All sections listed shall be in accord with the teuns of this
Agreement and in the event of a conflict the terms of the Agreement shall prevail.
Section 2.20.010 - Persons Subject to Plan.
Section 2.20.020 - Content of Plan.
Section 2.20.040 - Policy for Pay Steps.
Section 2.20.050 - Policy for Present Employees Subsection A.
Section 2.20.060 - Transfer, Promotion, Reclassification, Demotion, or Reinstatement of Employees.
Section 2.20.070 - Reduction of Salary.
Section 2.20.085 - Reimbursement for Expenditures Subsection 5.
Section 2.20.088 - Uniform Allowance - Special Assignment Pay, Subsections (3) and (4).
Section 2.20.100 - Classification Plan, Subsections A and E.
Section 2.20.110 - Compensation Plan, Subsection 1.
Section 2.24.010 - Longevity Plan - Eligibility - Restrictions, Subsections A, C, D.
Section 2.40.020 - Vacation Leave, Subsection A, Subsection 1, and Subsections B (1), (4).
Section 2.40.030 - Sick Leave, Sections A (1), B, C, D, E.
Section 2.40.120 - Sick leave pool.
Section 2.40.060 - Leave Without Pay.
Section 2.40.070 - Unauthorized Absences.
Section 2.40.080 - Holidays with Pay, Subsections A, B, C, D, E, F, G, H, K.
Section 2.40.100 - Overtime Pay, Subsections A(4), B, C, D, E.
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ARTICLE 6 - UNION CONSTITUTION AND BYLAWS
Upon request of the City Manager or his or her designee, the Union shall promptly furnish to the
City Manager a current copy of the constitution, bylaws and any other rules or regulations of the
Union, including any revisions thereto.
ARTICLE 7 - BUSINESS LEAVE
7.1 Members representing the Union, not exceeding four (4) in number, shall be paid at the
applicable rate of pay for actual time spent for all meetings between the City and the Union
for the purpose of negotiating wages, hours and working conditions, terms of this agreement,
or for processing grievances. When such meetings take place at a time during which any such
members are scheduled to be on duty, they shall be granted leave from duty without any loss
of pay. Actual time spent for meetings shall be limited to the time spent in the meetings.
7.2 Business Leaves:
Such officers and members of the Union may be designated by the Union, not to exceed four
(4) in number at any one time shall be granted leave from duty with pay for Union business,
such as but not limited to attending labor conventions and educational conferences, collective
bargaining preparations and civil service, provided that notice of such conventions or
conferences shall be requested and approved by the Department Head, and provided further
that the total leave for the bargaining unit for the purpose set forth in this section shall not
exceed one hundred thirty-five (135) hours in any fiscal year.
7.3 Shop Stewards:
Shop stewards shall be allowed up to one (1) hour per month with pay to attend shop
stewards meeting(s) conducted during the steward's work shift. The number of shop
stewards in the bargaining unit shall be determined by a ratio of one (1) steward per twenty
(20) members in the bargaining unit. The Union shall keep the City notified of the current
shop stewards and Local Union Officers.
ARTICLE 8 - EMPLOYEE RIGHTS
8.1 Personnel Files:
Employees shall have the right, upon request, to inspect their personnel file. No material
referring to an employee's job competence or conduct shall be placed in the file without the
employee's knowledge and the opportunity to attach his or her comments. A copy of any
entry pertaining to job competence or conduct will be given to the employee.
8.2 Performance Evaluations:
The initial discussion regarding a probationary, special or annual perfoimance evaluation
shall take place solely between an employee and his or her immediate rating supervisor.
Thereafter an employee may be accompanied by a Union representative where job conduct or
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said performance evaluation is reviewed in a conference with management. On-the-job
discussions between employee(s) and supervisor(s) regarding job duties, assignments, and/or
performance shall not be considered disciplinary action and shall not be subject to this
provision. Appeals of performance evaluations shall be made in accordance with the Charter
Civil Service Commission's Rules and Regulations and shall not be subject to the grievance
procedure.
8.3 Off -Duty Actions:
Except as otherwise provided in state, federal, and local law, the City Charter, or the Charter
Civil Service Rules and Regulations, off-duty activities of an employee shall not be cause for
disciplinary action unless such activity is detrimental to the employee's performance on the
job.
8.4 Work Rules:
A) Work rules and policy shall be posted for employees and be in writing. They shall be
uniformly applied. When existing work rules, policy or procedure are changed or new rules
or procedures established, employees whose work assignment is affected shall be notified in
writing (that is circulating memorandum) and the new rule or procedure shall be posted
prominently on appropriate bulletin boards for a period of seven (7) calendar days before
becoming effective, except for changes of an emergency nature.
B) Employees shall comply with all existing rules that are not in conflict with the express
items of this Agreement, provided that rules are uniformly applied and uniformly enforced,
and provided that reasonable notice has been given of the existence of the rule.
C) Any unresolved complaint as to the reasonableness of any new or existing rule, or any
complaint involving discrimination in the application of new or existing rules shall be
resolved through the grievance procedure.
8.5 Safety and Health Committee:
The City agrees to maintain a Safety and Health Committee in accordance with state law.
Such committee shall receive and investigate complaints of unsafe or unhealthy working
conditions and shall recommend appropriate remedies to the City. Unresolved complaints of
violations of Washington Industrial Safety and Health laws may be referred to the
Washington State Department of Labor and Industries, Industrial Safety Division, for
investigation.
8.6 Union Participation:
An employee has the right to hold Union office, seek Union assistance, file a grievance or use
other benefits of this Agreement according to the terms set forth without reprisal, repression,
intimidation, prejudice, or discrimination.
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8.7 Probationary Period:
The probationary period for promotions to all bargaining unit positions shall be six (6)
months. Effective April 1, 2006, the probationary period for new hires to all bargaining unit
positions shall be twelve (12) months, provided that probationary employees may use
vacation leave and are eligible for step increases after six (6) months of employment, Subject
to and in accordance with all other rules, policies, the Yakima Municipal Code, and this
CBA.
ARTICLE 9 - MANAGEMENT RIGHTS
9.1 Except as specifically abridged, granted, delegated or modified by this Agreement, including
amendments, the City retains all legal and inherent exclusive rights with respect to matters of
legislative and managerial policy. Furthermore, the City reserves all customary management
prerogatives including, but not limited to, the right to:
A) Establish, plan for, and direct the work force toward the organizational goals of the
municipal government.
B) Determine the organization, and the merits, necessity and level of activity or service
provided to the public.
C) Determine the City budget and financial policies including accounting procedures.
D) Establish, regulate and administer a personnel system, in conformity with the City
Charter and Civil Service Rules and Regulations, 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.
E) Discipline or discharge of employees for cause as provided by the General Rules and
Regulations of the City's Charter Civil Service Commission and in confoinnity with
this Agreement.
F) Determine the methods, means, equipment, numbers and kinds of personnel and the
job or position content required to accomplish governmental operations and maintain
the efficiency thereof.
G) Determine and change the number and locations and types of operations, processes
and materials to be used in carrying out all City functions.
H) Assign work to and schedule employees in accordance with Civil Service
classifications and position descriptions, and to establish and change work schedules
in accordance with Article 33 - Work Week Provisions.
I) Relieve any employees from duty due to lack of work or insufficient funds.
J) Take all actions necessary to carry out the mission of the City in emergencies.
9.2 The above-cited management rights are not to be interpreted as being all-inclusive, but
merely indicate the type of rights which belong to the City. It is understood that any of the
rights, power and authority the City had prior to the signing of this Agreement are retained by
the City.
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9.3 Any employee within the bargaining unit who may feel aggrieved by the unfair or
discriminatory exercise of any of the Management Rights specified hereinabove, or any other
claimed prerogative may seek their remedy by the grievance procedure provided in the
Agreement.
ARTICLE 10 - LABOR MANAGEMENT COMMITTEE
10.1 Intent:
The City and the Union shall cooperate to provide the public with efficient and courteous
service, encourage good attendance of employees, and promote a climate of labor relations
that will aid in achieving a high level of efficiency and productivity in all departments of City
government.
10.2 Makeup:
In order to accomplish these goals, a Labor -Management Committee shall be established
consisting of three (3) Union members chosen by the Union, the Union Staff Representative,
the City Manager or his/her designee, and three (3) individuals selected by the City Manager.
10.3 Time Frame:
The Labor -Management Committee shall schedule meetings at mutually agreeable times, but
not later than fifteen (15) working days from the date of a request for a meeting by a party to
this Agreement. Requests shall be in writing and contain the item(s) or topic(s) at issue.
10.4 Agenda:
At least ten (10) working days prior to the meeting, a written agenda shall be prepared by the
party requesting the meeting and may be supplemented by additions made by the other party.
A final agenda shall be established and distributed to all parties at least three (3) working
days prior to the date of the meeting. Items not on the agenda shall not be discussed at the
meeting unless mutually agreed by all parties.
10.5 Resolution:
Should the Labor/Management process result in a proposed change in wages, hours, and
working conditions, the parties may pursue amendment of this Agreement in accordance with
Article 37 of this Agreement.
ARTICLE 11 - CONTRACTING WORK
The City agrees that no permanent employee shall be laid off as a direct result of the City contracting
work currently done by City Employees. The City however, retains the right to contract work as
deemed desirable or necessary by the City and reassign employees who might otherwise be laid off as
a result thereof. The City further retains the right to lay off employees at the discretion of the City,
due to lack of funds.
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ARTICLE 12 - STRIKES AND LOCKOUTS PROHIBITED
12.1 Strikes:
The inion shall neither cause, encourage icor counsel emplo-yees within the bargaining unit to
strike, nor shall it in any manner cause, encourage nor counsel any such employee or
employees to directly or indirectly commit any concerted acts of work stoppage, slow -down
or refusal to perform any customarily assigned duties; provided, however, in the event the
laws of the State of Washington should be changed so as to allow the right to strike, or to
substitute therefor any other right in its place, this Agreement shall be construed so as to
allow the Union to exercise any such right that is hereafter provided by law or change of law,
and the parties to this Agreement hereby agree to be bound by the terms of any such law or
change of law.
12.2 Lockouts:
The City agrees that during the term of this Agreement, there will be no lockouts. However,
a complete or partial reduction of operations for economic or other compelling business
reasons shall not be considered a lockout. In addition, if an employee is unable to perform
his or her duties because equipment or facilities are not available due to a strike, work
stoppage or slowdown by any other employees, such inability to provide work shall not be
deemed a lockout.
ARTICLE 13 - REDUCTION IN FORCE
Any reduction in force shall be accomplished in accordance with reduction in force procedures set
forth in the Charter Civil Service Rules and Regulations. In the event that it becomes necessary to
amend the reduction in force procedure in the Civil Service Rules, the City and the Union shall
cooperate to develop reduction in force procedures which shall be mutually acceptable for
submission to the Civil Service Commission.
ARTICLE 14 - GRIEVANCE PROCEDURE
14.1 Policy:
The parties recognize that the most effective accomplishment of the work of the City requires
prompt consideration and equitable adjustments of employee grievances. It is the desire of
the parties to adjust grievances informally whenever possible, and both supervisors and
employees are expected to make every effort to resolve problems as they arise. However, it is
recognized that there may be grievances which can be resolved only after a formal review.
Accordingly, the following procedure is hereby established in order that grievances of
employees covered by this agreement may be resolved as fairly and expeditiously as possible.
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14.2 Remedies:
The Union may either grieve matters according to this Article or the Union may appeal to the
City of Yakima Charter Civil Service Commission according to the Commission's Rules and
Regulations. However, the Union may not exercise both approaches but must choose one or
,
o*�ii�.ier other.
14.3 Definitions:
A) A "grievance" is a dispute concerning the interpretation, application, or alleged
violation of any provision of this Agreement.
B) The term "employee" as used in this Article means a permanent or probationary
employee who is a member in good standing of the bargaining unit or group of such
employees, accompanied by a representative if so desired.
C) The term "working day" as used in this Article means Monday through Friday
excluding holidays.
14.4 Special Provisions:
A) The aggrieved party and his or her chosen representative shall be granted time off without
loss of pay for the purpose of processing a grievance in accordance with Article 7 of this
Agreement. City employees attending hearings as a witness for the aggrieved party shall
be granted time off without loss of pay for the purpose of providing testimony, including
Civil Service Commission meetings. The aggrieved party's representative may, after
making advance notification to the relevant Division Manager, visit the work location of
employees covered by this Agreement for the purpose of investigating a grievance. Said
investigation shall be conducted so as not to disturb the work of uninvolved employees.
B) Grievances on behalf of one or more employees may be initiated or pursued without the
employees' consent.
C) A grievance may be entertained in or advanced to any step in the grievance procedure if
requested by one party in writing and agreed to by the other party in writing.
D) The time limits within which action must be taken or a decision made as specified in this
procedure may be extended by mutual written consent of the parties involved. A
statement of the duration of such extension of time must be signed by both parties
involved at the step to be extended. Failure of either party to meet the time limit or
extended time limit for responses or appeals at any step in the process shall render the
decision in favor of the other party.
14.5 Procedure:
To be reviewable under this procedure a Union grievance must be filed in writing within
thirty (30) calendar days after the action or decision giving rise to the grievance and must
comply with the following :
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A) Be filed on an AFSCME Form F-29.
B) Identify the facts and circumstances relating to the alleged misapplication,
misinterpretation, or violation of a specific provision of this labor agreement.
r)
Specify ,Luc relief sought.
14.6 Step 1 — Informal Discussion with Immediate Supervisor:
Prior to filing a written grievance as described in Step 2 below, the employee shall meet with
his or her immediate supervisor to discuss the subject of dispute. If the subject of dispute is
discipline greater than a verbal reprimand, the employee shall skip Step 1 and proceed
directly to Step 2. If the subject of dispute is the immediate supervisor, the employee shall
meet with his/her Division Manager to discuss the subject of dispute. After such a meeting,
the immediate supervisor or Division Manager, as the case may be, shall investigate the
relevant facts and circumstances of the grievance and provide a written decision within ten
(10) working days.
14.7 Step 2 - Written Grievance to Division Manager:
The affected employee shall pose the question of the grievance in writing to his or her
Division Manager within thirty (30) calendar days of the action or decision giving rise to the
grievance. The Division Manager shall make a separate investigation and notify the
employee in writing of his or her decision, and the reasons therefore, within fifteen (15)
working days after receipt of the employee's grievance.
14.8 Step 3 - Written Grievance to Department Head:
If the employee is dissatisfied with the decision of his Division Manager, the employee may
submit the grievance in writing to the Department Head within fifteen (15) working days after
receipt of the Division Manager's decision. The Department Head shall make a separate
investigation and notify the employee in writing of his or her decision, and the reasons
therefore, within fifteen (15) working days after receipt of the employee's grievance.
14.9 Step 4 - Written Grievance to City Manager:
If the employee is dissatisfied with the decision of the Department Head, the employee may
obtain a review by the City Manager by submitting a written request to the City Manager
within fifteen (15) working days after receipt of the Department Head's decision. The City
Manager or his designee shall make such investigation and shall, within fifteen (15) working
days after receipt of the employee's request for review, inform the employee in writing of the
City Manager's findings and decision.
14.10 Grievance Filed by the City:
Any grievance by the City against the Union shall be reduced to writing and submitted, no
later than thirty (30) calendar days after having been made reasonably aware of the issue, to
the President of the Union Local with a copy to the Staff Representative. The Union
President shall investigate the relevant facts and shall, within fifteen (15) working days,
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provide a written decision, and the reasons therefore. If the matter is not satisfactorily settled,
an appeal may be instituted as set forth in 14.11 below.
14.11 Step 5 - Final Resolution of Grievance Disputes:
Either party to this Agreement may reser unsettled grievances to Arbitration.
A) A request for Arbitration shall be in writing and shall be submitted to the other party
not more than thirty (30) working days after the reply of the City Manager, or the Union
President as applies, or their designee, unless the time shall be extended by written mutual
agreement. Such request shall identify the previously filed grievance which is the basis for
the request for Arbitration and shall set forth the issue which the party making the request
seeks to resolve.
B) The Arbitrator may be selected by mutual agreement between the City Manager and
the Union. Alternatively, the parties may mutually request a list of eleven (11) arbitrators
from either Public Employment Relations Commission (PERC), American Arbitration
Association (AAA), or Federal Mediation and Conciliation Services (FMCS). In the event
the parties cannot agree on which agency to request a list from within fifteen (15) working
days of the request for arbitration, the parties must request a list of eleven (11) arbitrators
from PERC. Within a reasonable period of time from the receipt of the list the parties shall
alternately strike names from the list until one (1) name remains, who shall serve as
arbitrator. The party to strike the first name shall be determined by a coin flip.
C) The Arbitrator shall be limited to determining whether the City or the Union has
violated or failed to apply properly the terms and conditions of this Agreement. The
Arbitrator shall have no power to destroy, change, delete from or add to the terms of this
Agreement.
D) PERC rules and procedures shall govern the arbitration hearing.
E) The parties agree that the decision of the Arbitrator shall be final and binding and
implemented within thirty (30) calendar days following the rendering of the decision.
F) The Arbitrator's fees and expenses, room rental, if any, and cost of the transcripts
shall be shared equally by the parties. Each party shall bear the remaining costs of the
preparation and presentation of its own case, including attorneys' fees, regardless of the
outcome.
ARTICLE 15 - SOCIAL SECURITY
The City will continue to provide the employer's share of FICA (Social Security) coverage for the
employees covered in the bargaining unit.
ARTICLE 16 - EQUAL OPPORTUNITY CLAUSE
In accordance with Revised Order No. 4 implementing U.S. Executive Order 11246, "Equal
Employment Opportunity Act" of 1972 and the "Vocational Rehabilitation Act" of 1973 as amended
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and implementing regulations, and the "Americans with Disabilities Act" (ADA) of 1991, it is the
policy of the City of Yakima and the Union to not discriminate against any employee or applicant for
employment because of race, color, religion, age, sex, national origin, marital status or disability.
ARTICLE 17 - SALARIES
17.1 Effective January 1, 2006:
The compensation plan for the bargaining unit in effect December 31, 2005 shall be increased
by two percent (2%).
17.2 Effective July 1, 2006:
The compensation plan for the bargaining unit in effect June 30, 2006 shall be increased by
one percent (1 %).
17.3 Direct Deposit:
The parties recognize that Direct Deposit is the most effective way of banking. When such
service becomes available, all employees shall be able to direct deposit at their own financial
institution that offers this service.
ARTICLE 18 - LONGEVITY
18.1 Longevity:
Longevity Compensation shall be in accordance with Yakima Municipal Code Section
2.24.010 A as may be subsequently amended.
A) All permanent employees shall accrue longevity as follows:
Longevity Compensation
Years Service Percentage of Base Pay
At least 60 months and less than 120 months 1.75%
At least 120 months and less than 180 months 3.5%
At least 180 months and less than 240 months 5.0%
At least 240 months and less than 300 months 6.5%
At least 300 months or more 8 0%
B) Accruals shall be prorated per month on actual hours in pay status for permanent part-time
employees.
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ARTICLE 19 - SHIFT DIFFERENTIAL
19.1 After Hours:
For employees who work a regularly scheduled shift where all or part of the shift hours fall
between 6:00 p.m. and 6:00 a.m., an additional five percent (5%) per hour over base pay will
be paid for all hours worked within the stipulated period to the nearest one-half (1/2) hour.
Persons working overtime past their normal shift will not be entitled to payment under this
Article unless all of the scheduled hours of the second shift are worked.
19.2 Split Shift:
A) Transit Employees who work a split shift shall receive five percent (5%) shift differential
for fifty percent (50%) of the hours worked on any split work day, up to twenty (20) hours per
week.
B) Transit Employees who work a five (5) day work week and have one (1) weekday off,
shall receive a five percent (5%) shift differential, for twenty (20) hours a week.
C) Transit Employees who work a four (4) day work week and have two (2) weekdays off,
shall receive a five percent (5%) shift differential, for twenty (20) hours a week.
D) Shift differential shall be limited to thirty (30) hours per week for employees who meet the
requirements of (A & B) or (A & C).
19.3 Permanent Part -Time
Permanent part-time operators shall receive shift differential pay as follows:
A) For hours worked before 6:00 a.m. and after 6:00 p.m.
B) For the same hours of whoever's complete regularly scheduled full-time shift they fill.
C) For partial shifts pieced together, with an unpaid time lapse of thirty (30) minutes or
greater:shift differential shall be paid for fifty percent (50%) of the total hours worked that
day, rounded up to the nearest one-half (1/2) hour.
D) For all additional hours worked before or after a straight eight (8) or ten (10) hour shift,
provided that there is an unpaid time lapse of thirty (30) minutes or greater.
E) When working a regularly scheduled split shift, no additional compensation shall be paid
for extra hours worked during that day.
ARTICLE 20 — OVERTIME AND CALL OUT
20.1 Employees who are required to work more than forty (40) hours in any work week shall be
paid one and one-half (1-1/2) times the regular rate of pay for credited time in excess of forty
(40) hours per week. Credited time shall be in fifteen (15) minute increments. However,
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compensatory time off at the time and one-half rate in lieu of overtime pay may be requested
by the affected employee. In that case, compensatory time may be taken at such time as is
agreed upon by the Employer and the employee, but may not be imposed by the Employer
upon any employee who has not so requested such compensatory time off.
20.2 Compensatory time off may be accrued to a maximum of forty (40) hours finless the City.
Manager approves additional accrual because of an emergency or other unusual circumstance.
Provided, however, existing compensatory time in excess of forty (40) hours shall remain
until used.
20.3 Employees may accept any shift(s), and or shift piece(s) of available overtime by seniority.
No shift shall be split more than once.
20.4 Time spent by an employee beyond the normal working day for job-related training classes
approved by the Division Manager shall be considered time worked for calculation of
overtime pay.
20.5 Authorized travel time spent in the performance of the job shall be considered time worked
for the calculation of overtime pay.
20.6 Due to the nature of work performed by bargaining unit employees, the Union and the City
agree that in the event an employee works beyond his or her regular shift quitting time, that
employee shall not have any meal period(s) otherwise required by law.
20.7 In the event the employee is unable to provide or obtain the meal(s) due to location or time of
day or emergency, the Division Head shall insure the employee obtains a meal at the
Employer's expense.
20.8 Call Out Pay:
A) A minimum of two (2) hours pay at the time and one-half (1-1/2) rate will be paid to
an employee as follows:
1) Who is requested to return to work at the completion of his or her shift while still
at the work site/relief point, or,Is called to return to work after leaving the work
site/relief point at the completion of his or her shift,
2) Is called to report to work prior to the start of his or her shift, or
3) Is called into work on a day off.
B) Call out time is counted from the time the employee begins work until the employee is
released from the workplace. Any time worked in excess of the two (2) hours shall be paid at
the time and one half rate.
ARTICLE 21 - STANDBY PAY
21.1 The determination of the need for and assignment of standby time is a responsibility of
Management. Employees will have the opportunity to volunteer or exchange for standby
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prior to being made a required assignment. The employee must notify their supervisor in
writing by the end of the previous shift of an exchange with another employee for assigned
standby.
21.2 Compensation for assigned standby time will be $1.00 per hour.
21.3 Employees on assigned standby time are required to maintain the same physical and mental
capacity that is required during regular scheduled work hours and are to be reachable if
called.
ARTICLE 22 - BILINGUAL PAY
Employees who have Spanish bilingual capacity shall receive Thirty (30) Dollars per month for their
work in that capacity subject to prior written approval from the Director of Public Works and subject
to achieving a passing score on the bilingual skills examination conducted under the Charter Civil
Service Rules and Regulations and administered by the Civil Service Chief Examiner. The Chief
Examiner may waive this testing requirement if the employee can demonstrate to the satisfaction of
the Chief Examiner, through documentation (i.e. court interpreter certification from the State of
Washington) that the employee has sufficient bilingual skills in the Spanish language.
ARTICLE 23 - HEALTH CARE
23.1 Availability:
Employees shall participate in the City of Yakima Employees' Health Care Plan. Eligible
dependents and retirees may also participate in the Plan. Eligibility rules, types and levels of
benefits, payment of premiums through a cafeteria plan, co -payments, 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.
Premium base rates shall be determined annually by the applicable broker of record.
23.2 Employee Only Medical/Vision Coverage:
The City shall pay one hundred percent (100%) of monthly employee only
medical/visionpremiums.
23.3 Dependent Medical/Vision Coverage:
For employees who enroll one or more dependents in the Health Care Plans, the monthly
dependent unit premium costs shall be borne as follows:
A) Fifty percent (50%) shall be paid by the participating employee.
B) Fifty percent (50%) shall be paid by the City.
23.4 Dental Insurance Coverage:
The City shall pay the premium for employee and dependent family dental insurance.
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23.5 Retiree Coverage:
A) Upon payment of the full premium as required in 23.4-D, herein, retirees may elect to
remain in the group health care plan until they reach age 65.
B) Spouses of retirees may remain in the group health care plant until they reach age 65
or, in the case of spouses of deceased retirees, until they reach age 65 or remarry, whichever
occurs first.
C) Other dependents of retirees may remain in the group health care plan as long as they
remain eligible under the provisions of the plan and 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.
D) Retirees, or spouses of deceased retirees, shall pay the full premium (including
dependents if enrolled) which shall be the same as the normal group rate assessed for
coverage of active City employees and dependents as applicable. Premiums shall be paid by
deduction from retirement checks paid to retired employees or their beneficiary.
23.6 Wellness Committee:
A representative from this bargaining unit will be appointed to the Wellness Committee. The
Committee will discuss such topics as heart life programs and physical exam coverage.
23.7 Employee Welfare Benefit Board:
A) The Union will select voting and nonvoting members to serve on the City of Yakima
Employees' Welfare Benefit Board ( hereinafter referred to as the Board) according to Article
III of the City of Yakima Employees' Welfare Benefit Program.
B) The purpose of the Board shall be to study and become informed regarding health
insurance programs including the City's modified self-funded program; to identify perceived
and real problems, and make recommendations to the City and the Union on ways to improve
and enhance in an economical fashion the health insurance program.
C) To enable the Board to become knowledgeable and to make reasonable and objective
recommendations for change, the City agrees to the following:
1) The City will provide complete and open disclosure of information necessary for
the Board to complete its duties within the confines of the law and concerns for
medical confidentiality.
2) Any member(s) of the Board who for any reason steps down as a Board member,
shall be replaced by the selection process outlined in Article III of the City of
Yakima Employees' Welfare Benefit Program.
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23.8 Right of Withdrawal:
The Union shall continue to have the right to withdraw from the City of Yakima Employees'
Welfare Benefit Program by notifying the City in writing six (6) months in advance.
ARTICLE 24 - HEALTH HAZARD INOCULATIONS & CERTIFICATIONS
24.1 For employees who are exposed to health hazards by direct contact with raw sewage,
industrial waste, human waste, or animal waste, the City will arrange and provide for
inoculations or vaccines recommended by the Washington State Department of Health.
24.2 The City of Yakima will pay required fees for any license/certificate required by the City as a
condition of continued employment, provided however, that reinstatement costs that are the
employee's fault shall be paid by that employee.
24.3 As part of the City's Wellness Program and the City's encouragement of good health
practices, the City will provide an annual physical examination fee reimbursement of up to
One Hundred Dollars ($100.00) per employee.
ARTICLE 25 - LIFE INSURANCE
25.1 The City shall provide life insurance for bargaining unit members with a face value of Fifty
Thousand Dollars ($50,000) per member. The life insurance premium shall be paid in full by
the City.
25.2 Retiree Life Insurance:
Upon retirement, retirees may elect to continue their participation in the life insurance
coverage through a conversion policy. The conversion coverage policy requires that retired
employees pay their own premium for said coverage.
ARTICLE 26 - HOLIDAYS
26.1 Annual Holidays:
The following shall be recognized and observed as paid holidays:
New Year's Day
Martin Luther King, Jr. Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas
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January 1
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4th
1st Monday in September
November 1 l th
4th Thursday in November
4th Friday in November
December 25th
26.2 Personal Holiday:
Permanent employees shall be entitled to eight (8) hours of personal holiday per calendar
year. Employees who work a 4/10 schedule shall be entitled to ten (10) hours of personal
holiday per calendar year. Both are subject to the following conditions:
A) The employee has been or is scheduled to be continuously employed by the City for more
than six (6) months, and
B) The employee has given not less than fourteen (14) calendar days of written notice to the
Division Manager, provided however, the employee and the Division Manager, or their
designee, may agree on an earlier day, and
C) The Division Manager or their designee, has approved the day, and
D) The day selected does not prevent the Transit Division from providing continued public
service and does not interfere with the efficient operation of the Transit Division, and
E) The personal day must be taken during the calendar year of entitlement or the day will
lapse except when an employee has requested a personal holiday and the request has been
denied.
26.3 General Holiday:
A) Whenever any holiday specified by State Law falls on Saturday, the preceding Friday
shall be the holiday. Employees who work Friday in such case shall be paid according to
City Code Section 2.40.080, Subsection E. Whenever any holiday specified by State law
falls on Sunday, the following Monday shall be the holiday. Employees who work
Monday in such case shall be paid according to City Code Section 2.40.080, Subsection
E.
B) Whenever a holiday falls on a Saturday, the holiday shall be observed Saturday or if a
holiday falls on Sunday, the holiday shall be observed Sunday for those employees
regularly scheduled to work on Saturday or Sunday.
C) If a holiday falls on a normal day off, an equivalent day off will be granted to be
scheduled within sixty (60) days of the holiday.
D) Holiday hours will be offered by seniority as defined in Article 31 - Seniority, to
permanent employees, prior to offering the open holiday work to temporary employees,
and
E) Time and one-half (1-1/2) will be paid for the hours worked on a holiday in addition to
the employee's rate of pay. At the employee's option, the premium holiday pay shall be
received or the employee may be paid at straight time with the equivalent of one and one-
half (1-1/2) days being granted off within sixty (60) days. If not specified here the general
holiday agreement applies.
F) Employees working a 10/4 schedule shall earn ten (10) hours credit per holiday. All other
provisions of this Article will continue to apply.
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ARTICLE 27 - VACATION
Employees shall be granted annual vacation pursuant to the following conditions:
27.1 All full time employees shall accrue vacation with pay as follows:
Years of Service Accrual Rates
After one (1) full year 6.67 hours per month (80 hours per year,
40 hours may be taken after 6 months)
After two (2) full years 8.0 hours per month (96 hours per year)
After five (5) full years 10.0 hours per month (120 hours per year)
After ten (10) full years 12.67 hours per month (152 hours per year)
After fifteen (15) full years 14.67 hours per month (176 hours per year)
After twenty (20) full years 18.67 hours per month (224 hours per year)
Vacation accruals for permanent part-time employees will be prorated based on the difference
between the total number of actual hours in pay status in the previous month versus the total
number of hours available to work in the previous month. Accruals shall be adjusted
monthly.
27.2 Employees shall be allowed to accrue a total amount of vacation time equal to the amount
which can be earned in two years.
27.3 Employees who become ill while on approved vacation may utilize sick leave for the period
of illness subject to the provisions of Article 28 - Sick Leave, Section 28.3 and 28.4 and
provided the employee immediately upon becoming ill notifies the Division Manager and,
upon return to work, presents the Division Manager with a physician's certificate stating the
nature of the illness and the length of the incapacity.
27.4 Effective April 1, 2006, vacation leave cannot be used during the month of accrual.
ARTICLE 28 - SICK LEAVE
28.1 Accrual:
Sick leave with pay is maintained as an insurance program for salary continuation during
periods of illness, and particularly extended illness as follows:
A) All full-time employees shall accrue sick leave with pay at the rate of eight (8) hours
per month for each full calendar month of the eligible employee's continuous service with the
City. Said accrual shall be prorated for permanent part-time employees.
B) Unused sick leave shall accumulate to a maximum of 1040 hours. Any sick leave
that would otherwise accumulate over 1040 hours for a Union member will be credited to the
AFSCME sick leave pool.
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28.2 Use:
Effective April 1, 2006, sick leave cannot be used during the month of accrual.
28.3 Permissible Use of Sick Leave:
An employee eligible for sick leave with pay shall be granted such leave for the following
reasons:
A) Personal illness or physical incapacity resulting from causes beyond employee's
control.
B) Verifiable visits by the employee and the employee's dependents enrolled in the City
of Yakima Employees' Health Care Plan to a physician or dentist for examination and/or
treatment.
C) Quarantine of employee due to exposure to a contagious disease.
D) On-the-job injuries. Any employee who is eligible for time loss payments under the
Workman's Compensation Law may:
1) Be paid full salary (using his or her sick leave) and on receipt of time loss
payments shall endorse such payments to the City to restore a portion of used sick
leave based upon the following formula: time loss payment divided by the
employee's regular hourly rate of pay equals hours of leave to be restored.
OR
2) At the option of the employee, the employee can retain his or her time loss
payments and use sick leave to make up the difference in pay that would equal
100% of the available hours per month without exceeding forty (40) hours per
week.
OR
3) The employee can retain time loss payments and not use sick leave to make up the
difference between time loss and full salary.
Once a choice is made from the three options above, it may not be changed for the duration of
the claim.
E) To care for a child of the employee with a health condition that requires treatment,
transportation, or supervision. "Child" as used herein means a biological, adopted, or foster
child, a stepchild, a legal ward, or a child of a person standing in the place of a parent ("in
loco parentis" as legally defined) who is (a) under 18 years of age or (b) 18 or older and
incapable of self-care because of a mental or physical disability.
F) To care for a spouse, parent, parent -in-law, or grandparent of an employee who has a
serious health condition or an emergency condition. "Parent" as used herein includes an
individual who stood in the place of a parent ("in loco parentis" as legally defined) to an
employee when the employee was a child.
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G) For bereavement leave as provided in Article 30 of this Agreement.
H) For serious injury or illness to other members of employee's immediate family
constituting an emergency or crisis, provided the employee is engaged in care/treatment,
transportation, and/or supervision of the affected individual.
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.
6) Any person living in the Immediate Household* of the employee.
7) In cases where an employee is responsible for funeral arrangements sick leave will
be granted.
I) Employees who have exhausted all accumulated sick leave may use accumulated
vacation leave, compensatory time, in lieu time, or their personal holiday in lieu of sick leave
subject to the requirements of all other provisions of this Agreement (contract).
* Members of the Immediate Household means persons who reside in the same home, who
have reciprocal and natural and/or moral duties to and do provide support for one another.
The term does not include persons sharing the same general house when the living style is
primarily that of a dormitory or commune.
28.4 Requirements for All Paid Sick Leave:
A) Absence Reported:
Employees must report to the representative designated by their Division Manager the reason
for their absence as far in advance of the starting of their scheduled work day as possible.
This report shall be made no later than five (5) minutes after the scheduled report time.
B) Incidents Greater Than Three Days:
Employees must keep their Division Manager informed of their condition if their absence is
of more than three (3) consecutive working days in duration.
C) Physician's Statement:
A statement by an employee's attending physician may be required if an absence caused by
illness or injury extends beyond three (3) consecutive working days, or for each absence, if
requested by the Division Manager. If a physician's statement is to be requested by the
Division Manager, the employee shall be so notified before his or her return to work.
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D) Home Visits:
Employees may choose to permit home visits.
E) Medical Examinations:
Employees must permit medical examinations as designated by the City, at the expense of the
City, and at the mutual convenience of the City and the employee.
28.5 Enforcement of Sick Leave Provisions:
A) Failure to Comply:
Any failure to comply with the provisions of Article 28 - Sick Leave shall be grounds for
denial of sick leave with pay or other paid leave taken in lieu of sick leave for the period of
absence.
B) Disciplinary Action:
Misrepresentation of any material fact in connection with paid sick leave or other paid leave
taken in lieu of sick leave by an employee shall constitute grounds for disciplinary action.
C) Oversight:
It shall be the responsibility of the Department Head or his/her designated representative to:
1) Review all sick leave or other paid leave taken in lieu of sick leave and approve
that which complies with the provisions of this Section and forward approved
time cards to the Finance Department. The Payroll Officer shall not certify the
payment of sick leave or other paid leave taken in lieu of sick leave until the
approved applications have been received, except that employees still absent at the
end of a pay period may be certified for payment of sick leave or other paid leave
taken in lieu of sick leave by the Payroll Officer upon recommendation of the
Department Head as indicated by their signing the time sheet and subject to the
receipt of an approved application for sick leave pay or other paid leave taken in
lieu of sick leave immediately upon the employee's return to work;
2) Investigate any suspected abuse of sick leave or other paid leave taken in lieu of
sick leave;
3) Withhold approval of sick leave pay or pay for other leave taken in lieu of sick
leave in the event of unauthorized use;
4) Initiate disciplinary action if, as a result of investigation, it is determined that an
employee has been guilty of willful misrepresentation in a request for sick leave
pay or other pay taken in lieu of sick leave pay.
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D) Unscheduled Sick Leave:
1) An unscheduled sick leave incident shall be defined as any continuous period of
absence due to illness or injury. One absence equals one incident regardless of the
length of time of absence.Any sick leave incident in which the employee submits a
statement from a health care provider verifying the ;Tess or injury of themselves
or a family member(s) shall be considered a scheduled absence.
2) Permanent employees shall not exceed twelve (12) incidents of unscheduled sick
leave in a calendar year. Exceeding twelve (12) incidents may be cause for
discipline.
28.6 Sick Leave Exchange:
Any permanent employee may exchange accrued sick leave for pay or for additional leave
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. Effective January 1, 2006, maximum payment shall be $16,500.
B) Upon Termination — Up to 719.99 Hours:
Upon termination under honorable conditions, as distinct from retirement or death, the
employee's accrued sick leave up to and including 719.99 hours or less 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. Effective January 1, 2006, maximum payment
shall be $7,500.
C) Upon Termination — 720 Hours or More:
Upon termination under honorable conditions, as distinct from retirement or death,
employees who have accrued sick leave of 720 hours or more will be exchanged for
pay at the rate of 50% of the employee's current base pay, up to a maximum of and
including 840 hours. Honorable termination includes layoff for budget reasons, as
well as resignation with at least fourteen (14) calendar days notice. Effective January
1, 2006, maximum payment shall be $7,500.
D) Additional Vacation Days:
Employees who have accrued 720 hours or more of sick leave may exchange such
sick leave for bonus (additional) leave days at the rate of 32 hours of sick leave for
each additional eight (8) hours of leave, not to exceed a total of 40 added leave hours
annually, utilization of which would be subject to the scheduling and approval by the
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Department Head. No request to exchange sick leave for vacation will be granted for
less than thirty-two (32) hours of sick leave or eight (8) hours of pay.
E) Sick Leave Exchange Procedure:
Any permanent employee may exchange accrued sick leave as provided above,
subject to the following conditions and provisions:
1) A request for such an exchange shall be made to the Finance Director. All
requests shall be in writing and shall be signed by the employee making the
request.
2) Requests will be accepted only during the first five (5) working days of each
month with exchanged leave to be available within fifteen (15) calendar days of
the date the request is received by the office of the Finance Director. Exceptions
to the above will be made for termination, layoff or disability retirement.
3) No exchange will be granted to an employee who has been terminated for cause.
4) In the event of layoff, exchange requests are the responsibility of the employee.
ARTICLE 29 - MATERNITY LEAVE
Pregnancy will be treated in accordance with the law.
ARTICLE 30 - BEREAVEMENT LEAVE
30.1 Employees shall be granted up to and including three (3) days Bereavement Leave in the
event of a death in the immediate family of the employee. Employees shall discuss the
duration of the leave with the Transit Manager or his/her 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
6) Any person living in the Immediate Household * of the employee.
7) In cases where an employee is responsible for funeral arrangements bereavement
leave will be granted.
B) The employee shall upon returning to work provide written documentation of the
death of the immediate family member before bereavement leave shall be paid. This
requirement may be waived by the Transit Manager or his designee.
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* Members of the Immediate Household means persons who reside in the same home, who have
reciprocal and natural and/or moral duties to and do provide support for one another. The term does
not include persons sharing the same general house when the living style is primarily that of a
dormitory or commune.
ARTICLE 31 - SENIORITY
31.1 Transit Seniority Defined:
Transit Seniority is defined as the length of time accrued in a permanent non-exempt Civil
Service Transit Classification position, subject to the provisions contained in this Article.
Seniority shall be recorded as follows: years; days; hours; and minutes.
31.2 Transit Seniority Provisions:
A) Transit Seniority shall begin on the actual date of hire in a permanent classified
Transit status including the probationary period.
B) Transit Seniority for on-call and seasonal positions shall only include the actual time
accrued in a pay status.
C) Transit Seniority shall continue from one (1) classified Transit position to another
classified Transit position through transfer or promotion.
D) Any and all time in a leave without pay status which is not both pre -requested and
pre -approved shall be excluded from Transit Seniority.
E) Any and all time in a leave without pay status, which resulted from the employee's
failure to maintain the minimum qualifications of the position, shall be excluded from Transit
Seniority.
F) Any and all time on suspension due to a sustained disciplinary action shall be
excluded from Transit Seniority.
G) Employees who are separated from service due to a reduction in force shall retain the
Transit Seniority they held upon separation, however, no additional Transit Seniority shall
accrue during the period of separation should rehire occur.
H) All Transit Seniority shall lapse and become void upon the expiration of the re-
employment/recall period, resignation, termination for cause, or abandonment of position.
31.3 Seniority Application:
Transit Seniority shall be applied to all matters of work assignments. City of Yakima Civil
Service Seniority shall be applied to all matters of reductions in force.
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31.4 Seniority Records:
A) The Operations Supervisor with the support of the Human Resources Division shall
maintain a current record of individual Transit Seniority for each employee in the Transit
Bargaining Unit.
B) The individual Transit Seniority records shall be adjusted to reflect any periods of
exclusion from seniority, with written notification to the negatively affected employees.
C) The City shall compile from the individual records a single descending rank order list
of employees from the greatest Transit Seniority to the least seniority. The list will be
available to the Union upon request.
D) The single list of Transit Seniority shall be updated prior to and posted with any and
all sign-up bids and markdown bids.
E) Current copies of the Transit Seniority list shall be maintained by the Transit Division
and the Human Resources Division. The City of Yakima Charter Civil Service
Commission's Seniority list will be available from the Human Resource Manager upon
request.
31.5 Separability Of Service Length:
This Article sets specific parameters on the length of service for purposes of rank order for
the classified employees. It is not the intent of this Article to alter the individual length of
continuous, uninterrupted service with the City which may include temporary and/or exempt
service that the employee's vacation, sick leave, longevity, retirement, and holiday
adjustments are based on.
ARTICLE 32 - CHANGE OF WORK STATUS
32.1 Transit seniority as defined in Article 31 shall govern the bidding for full or part-time status
(for periods of quarterly sign-ups), run selection, shifts, and workweek selection by
permanent full-time and permanent part-time Transit Operators. All permanent Transit
Operators shall bid on all scheduled runs and/or shifts by seniority.
32.2 To facilitate payroll operations, Transit Operators will simultaneously bid for their full or
part-time status at the same time as they bid their work schedules.
32.3 Work schedules bidding shall be completed within a total time period of eighteen (18)
working days.
ARTICLE 33 - WORK WEEK PROVISIONS
Employees shall be scheduled to work regular hours for each work day and each work week in
accordance with the provisions established below. The City will grant time off work for a minimum
of five (5) Operators per weekday, excluding sick leave and operators who are physically unable to
27
perform their work duties. Management shall determine the maximum number of employees off per
day. Employees' schedules will conform to the provisions of this Article unless specifically modified
by an Addendum to this contract.
If the current ratio of permanent full time to permanent part time changes due to significant
modifications of service, this article may be renegotiated in accordance to Article 37.2 (Entire
Agreement).
33.1 Meal and Rest Periods for Transit Operators:
A) Time recovery layovers shall not be considered in calculating rest period
compensation.
B) All straight, eight (8) or ten (10) hour, shifts shall include a total of thirty (30) minutes
of non -service rest period compensation.
1) Straight shifts shall be considered as split shifts when filled by more than one (1)
employee and Section C below shall apply.
C) All split, eight (8) or ten (10) hour, shifts shall include fifteen (15) minutes of non -
service rest period compensation within each shift piece(s). One (1) rest compensation period
shall be before, and one (1) rest compensation period shall be after, the shift split.
D) All open work and special operations work shall include fifteen (15) minutes of non -
service rest period compensation within each four (4) hour period of work.
E) Due to the nature of work performed by bargaining unit employees, the Union and the
City agree that employees shall not have any meal period(s) otherwise required by law.
33.2 Transit Dispatchers:
A) Regular Hours:
The Employer shall establish each work schedule which shall provide for regular starting and
quitting times for each work day.
B) Work Day:
Employees will be scheduled to a work day of eight (8) or ten (10) consecutive hours within a
twenty-four (24) hour period.
C) Work Week:
The work week shall start on Monday and end on Sunday. It shall consist of four (4) or five
(5) consecutive days, with two (2) or three (3) days off.
28
D) Shifts:
Shifts shall be assigned by mutual agreement of the Dispatchers; however, seniority bid shall
prevail where a consensus agreement cannot be reached.
E) Working Out Of Classification:
Dispatchers may stand in for Transit Operators in limited emergency situations and break
periods.
F) Overtime:
Permanent Dispatchers shall be offered any available overtime on a seniority basis among the
permanent Dispatchers. If the permanent Dispatchers are not available to work overtime, the
work will be offered to other qualified permanent employees on a seniority basis.
G) Uniforms:
The Employer shall provide uniforms for each Dispatcher commensurate with current Transit
Division standard issue.
33.3 Service Workers:
A) Regular Hours:
The Employer shall establish each work schedule which shall provide for regular starting and
quitting times for each work day.
B) Work Day:
Employees will be scheduled to a work day of eight (8) or ten (10) consecutive hours within a
twenty-four (24) hour period.
C) Work Week:
The work week shall start on Monday, end on Sunday, and shall consist of four (4) or five (5)
consecutive days, with two (2) or three (3) days off.
D) Uniforms:
The Employer shall provide service worker(s) with clean uniforms daily.
E) Foul Weather Gear:
The Employer shall provide foul weather gear such as, but not limited to, coats, boots, and
gloves for the Service Worker(s).
29
33.4 Marketing and Program Administrator, Transit Project Planner, and Transit Office
Assistant DA II:
A) Regular Hours:
These employees may or may not have regularly scheduled work hours.
B) Work Day:
Eight (8) or ten (10) consecutive hours with a one (1) hour lunch break within a twenty-four
(24) period.
C) Work Week:
The work week shall start on Monday, end on Sunday, and shall consist of four (4) or five (5)
consecutive days, with two (2) or three (3) days off.
33.5 Route Supervisor:
A) Regular Hours:
These employees may or may not have regularly scheduled work hours.
B) Work Day:
Eight (8) or ten (10) hours within a twenty-four (24) hour period.
C) Work Week:
The work week shall start on Monday, end on Sunday, and shall consist of four (4) or five (5)
consecutive or non-consecutive days, with two (2) or three (3) days off.
D) Uniforms:
The Employer shall provide uniforms for each Route Supervisor commensurate with current
Transit Division standard issue.
33.6 Permanent Full -Time Transit Operators:
A) Regular Hours:
The Employer shall establish each work schedule which shall provide for regular starting and
quitting times for each work day.
B) Work Day:
Employees will be scheduled to a work day of eight (8) or ten (10) consecutive or non
consecutive hours within a twenty-four (24) period.
30
C) Work Week:
The work week shall start on Monday and end on Sunday; and shall consist of five (5)
consecutive or non consecutive eight (8) hour days, with two (2) days off or four (4)
consecutive or non consecutive ten (10) hour days with three (3) days off.
D) Uniforms:
The Employer shall provide uniforms for each permanent full-time Transit Operator
commensurate with current Transit Division standard issue.
33.7 Permanent Part -Time Transit Operators:
A) Permanent Part -Time Scheduled Work:
It is recognized and expected that permanent part-time employees may be assigned
work to fill-in while permanent full-time employees are absent due to vacation,
illness, or other cause, which may preclude the assignment of a specific work
schedule and therefore they may not be considered to have a regularly scheduled work
shift. In the event they have a regularly scheduled work shift, the following shall
apply:
1) Scheduled Regular Hours:
The Employer shall establish each work schedule, which shall provide for regular
starting and quitting times for each work day.
2) Scheduled Work Day:
Permanent part-time runs shall consist of a work day of ten (10) hours or less and may
be for consecutive or non consecutive hours.
3) Scheduled Work Week:
The work week shall start on Monday and end on Sunday; and shall consist of up to
five (5) consecutive or non-consecutive work days. The scheduled work week shall
be scheduled to meet the needs of the Transit Division. Whenever possible permanent
part-time employees shall be assigned to a specific work schedule not requiring split
days off in a calendar week.
4) Uniforms:
The Employer shall provide uniforms for each permanent part-time Transit Operator
commensurate with current Transit Division standard issue.
B) Permanent Part Time Open Work:
1) Open Regular Hours:
31
The Employer shall establish each work assignment which shall provide for regular
starting and quitting times for each work day. Open work will be offered daily by
seniority.
2) Open Work Day:
Known Leave Assignment; Previous Day Before 2:00 p.m.:
I) FULL SHIFTS
a) Permanent part-time employees may accept by seniority any full shift
that is available.
b) Once a permanent part-time operator accepts a full shift of either 8 or 10
hours no extra hours will be offered that day until all less senior
operators have been offered a work assignment.
II) PIECES OF OPEN WORK
a) A permanent part-time operator may by seniority accept to choose a
shift piece(s) of available open work. Open pieces of work that do not
conflict may be combined to exceed 10 hours each workday. A shift
piece may be split only when needed to reach 40 hours for the week.
b) No piece of work will be split that does not leave at least 2 hours
available for another operator to work.
III) SCHEDULED ASSIGNMENTS LESS THAN 8 HOURS
A permanent part-time operator who has a regularly scheduled bid shift of
less than 8 hours may accept extra work that does not conflict which may
be combined to exceed 10 hours for that workday.
IV) EXTRA HOURS
When all available permanent part-time operators have been offered a
work assignment and there is still open work, the most senior available
operator will be offered extra hours that could cause them to work more
than 10 hours in a workday.
V) If an employee fails to contact dispatch (and could have had an
assignment) or decides to pass up a full shift, they will rotate to the least
senior bidding position for the next day's "same day" assignments.
3) Same Day Work Assignment:
I) Work becoming available after 2:00 p.m. the previous day and/or piece(s)
remaining from previous night's assignments.
32
II) Work is offered by following the same guidelines outlined in (2) above to
the most senior available employee who can work the shift(s) or piece(s)
without loss of service. An employee who passes up work shall rotate to
the least senior bid position.
III) Open work that is offered to a temporary employee shall be split to
accommodate a permanent part-time Operator who may be available to
work a portion of that shift.
4) Open Work Week:
Any open work will be split as necessary on the day of the week in which the
employee's cumulative hours total forty (40) hours (or as near 40 hours as possible)
without leaving a remaining open work piece of less than two (2) hours.
C) Call To Report:
When called to fill open work the following shall apply:
1) Accepted work report time is one (1) hour from acceptance, and regular report
rules apply.
2) Arrival within the first one-half (1/2) hour after the shift starts will be paid
from the start of the shift.
3) Arrival after the first one-half (1/2) hour from the shift start time will be paid
in quarter (1/4) hour increments rounded to the previous quarter (1/4) hour.
4) All Permanent Part-time Operators must submit a leave request for the day(s)
they wish to be not available (N/A). Standard leave request procedures will be
followed.
D) Working over 40 Hours:
A permanent part-time operator may be assigned a full shift or complete shift piece
that causes their accumulative weekly total to exceed 40 hours for the week. Such
assignment shall not exceed 0.75 hours of overtime. Such assignment will be offered
only if no other combination of shifts are available to be worked that would give
exactly 40 hours for the week.
33.8 On Call Employees:
On Call Employees will not be scheduled for a regular set shift, but rather, will be called to
work to fill in during the absence of another employee. On call employees will be entitled to
the meal and rest periods provided for in the scheduled shift for which they are filling in.
33
33.9 Minimum and Maximum Shift:
No employee will be scheduled to a regular shift of less than two (2) consecutive hours. No
employee shall be scheduled to a regular shift of greater than ten (10) hours.
33.10 Work Schedule Changes:
Any overall, long term change in work schedules will be discussed between the Employer and
the Union prior to implementation. The Employer may change the regular starting and
quitting times and the days worked in a week with five (5) work days notice prior to the
effective date of the new schedule. The five (5) work day notice may be waived upon written
mutual agreement between Management and the Union. Although reasonable warning will
be given whenever possible, the five (5) work day notice provision will not be required for
temporary individual shift assignment changes which may be made only to cover for the
absences of another employee due to termination, resignation, vacations, or sick leave. Other
than the reasons cited above, an employee's work shift shall not be changed to avoid payment
of overtime when an employee is called to work outside that employee's regular work shift or
called to work before the regular starting time or retained to work beyond the regular quitting
time.
33.11 Emergency Situations:
The Employer shall determine when an emergency situation exists and an emergency shall be
defined as a sudden, unexpected event which creates a situation endangering the public or
employees' health and/or safety. In the case of emergencies, management may make
schedule changes as required to protect the public or employees without discussion with the
Union or notice to the employees. However, management will endeavor to preserve
employee work schedules whenever possible.
33.12 Addenda Procedures:
Recognizing the diversity of the work force in the Bargaining Unit, the Union and the
Employer agree that other work week provisions may, from time to time, be required for
various groups of employees. It is therefore, agreed that alternative work week provisions
may be adopted. These alternative provisions will be adopted as written Addenda to this
contract and will require approval of the City and the Union and a majority of the employees
covered by the Addenda.
ARTICLE 34 - PERMANENT PART-TIME EMPLOYEES
34.1 Telephone:
Permanent part-time employees may, as a condition of their employment, be required to have
a telephone in their personal residence so that they may be notified if they are needed to work
on a particular day.
34
34.2 Overtime:
Permanent part-time employees will be eligible to receive overtime payments in accordance
with Article 20 only if they work more than forty (40) hours in any calendar week. No
overtime compensation will be paid to an employee who exceeds the regularly scheduled
work day unless such work causes the employee to work more than forty (40) hours in the
work week.
34.3 Vacation, Sick Leave, and Holidays:
Permanent part-time employees will accrue vacation and sick leave and shall be compensated
for holidays at the accrual rate prescribed in this Agreement prorated to reflect the actual
percentage of time worked. In order to facilitate crediting to those accounts, permanent part-
time, benefits will be initially assigned to 50%, 75%, or 100%, as determined by the
appointing authority, of the accrual rate. Employees' benefit accruals will be adjusted
monthly to reflect actual benefit accrual rates. Holiday and personal holiday time will be
adjusted annually.
ARTICLE 35 - TRADING WORK
Employees may trade work with other employees in their same classification, within the same work
week (Monday through Sunday), as long as the wage cost to the Employer does not exceed the wage
cost had the trade not occurred. The employees shall give notice, on the official form, to the
Dispatcher no later than 1:00 p.m. on the day prior to the earliest affected shift.
ARTICLE 36 - "ROADEO"
The Employer will encourage the participation of employees in bus and van "ROADEOS."
ARTICLE 37 - ENTIRE AGREEMENT
37.1 This Agreement constitutes the complete and entire Agreement between the parties and
neither the City nor the Union shall be bound by any requirement not specifically stated in
this Agreement or applicable Civil Service rules, provided however that this Agreement shall
be subject to such periodic modifications as may be voluntarily agreed upon in writing by the
parties during the term hereof. The parties are not bound by the past practices or
understandings of the City or the Union unless such past practices or understandings are
incorporated in this Agreement or executed in writing.
37.2 The City and the Union acknowledge that each party has had ample opportunity to submit
proposals with respect to any subject or matter regarding wages, hours, and working
conditions not removed from the collective bargaining process by law and agree that all said
proposals have been negotiated during the negotiations leading to this Agreement. The
parties further agree that negotiations will not be reopened on any item during the life of this
Agreement except by the mutual consent or as provided in R.C.W. 41.56.492.
35
ARTICLE 38 - SAVINGS CLAUSE
38.1 Applicability to and Compliance with Law:
It is understood and agreed that all provisions of this Agreement are subject to applicable
laws, and if any provision of any Article of this Agreement is held or found to be in conflict
therewith, said Article shall be void and shall not bind either of the parties hereto; however,
such invalidity shall not affect the remaining Articles of this Agreement. Notwithstanding
any other provisions of this Agreement the parties may take all actions reasonable to comply
with the Americans with Disability Act and the Family and Medical Leave Act. If the
Washington State Health Services Act of 1993 or Federal Health Care legislation mandates
changes to the Health/Care Fringe Benefits Article of this Agreement, then the parties agree
to negotiate the effects of those mandated changes.
38.2 Effects of Charter Civil Service Rule Changes:
It is understood that, should modification of the Charter Civil Service Rules and Regulations
take place during the contract period, the parties agree the CBA will be reopened, if requested
by either party, to address each modification.
ARTICLE 39 - TERMINATION
This Agreement shall be deemed effective from and after the 1st day of January, 2006 and shall
terminate on December 31, 2006; provided, however, that this Agreement shall be subject to such
periodic changes or modifications as may be voluntarily and mutually agreed upon by the parties
hereto during the term hereof.
ARTICLE 40 - EXECUTION
EXECUTED THIS ./24Zt✓ DAY OF
FO ', E UNION:
om Barrington, Staff ' p esentative
WSCCCE Council 2
Yvette Lewis
Local 1122 President
apkA--c-
FOR THE CITY OF YAKIMA:
36
, 2006.
Dick Zais
City Manager
ave Zab
Assistant Ci anager
Waynearsley
Local 1 122 Bargaining Team
Local 1122 Bargaining Team
Jf eaver
Local 1122 Bargaining Team
0,r2; c inactw 2,5L.
Chris Waarvick
Directo if Public Works
S eryl Smith
Deputy Human Resources Manager
Ken Mehin
Transit Manager
Reggie diver Rich Lyons
Local 1 122 Bargaining Team
ATTEST:
Karen Roberts 1-f-1 --o
City Clerk
37
4
1!
Transit Operations Supervisor
ITEM TITLE:
BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No.�
For Meeting Of 4/4/06
Consideration of a Resolution Authorizing the Execution of the 2006 Collective
Bargaining Agreement Between the City of Yakima and American Federation of
State, County & Municipal Employees (AFSCME) Local 1122 Uniformed Transit
Employees and an Ordinance Amending the Classification and Compensation Pian
for Certain City Employees
SUBMITTED BY: Dick Zais, City Manager; Dave Zabell, Assistant City Manager: Sheryl Smith. Deputy
Human Resources Manager, Charter Civil Service Commission and Carol Maples,
Civil Service Chief Examiner
CONTACT PERSON/TELEPHONE: Dave Zabell, x6040
SUMMARY EXPLANATION:
The attached resolution authorizes a one year collective bargaining agreement with AFSCME Local 1122
Transit Uniformed Employees for calendar years 2006. This contract represents the result of many hours
of negotiations between the parties. The economic settlement package is outlined below.
2006 AFSCME Transit Settlement
•Term: 1/1/06--12/31/06
•Wages: 1/1/06 — 2 0% for all bargaining unit employees
7/1/06 — 1 0% for all bargaining unit employees
•Continued -
Resolution X Ordinance X Contract X Other (Specify) Report
Funding Source Transit Operating Fund and Water Operating Fund
APPROVED FOR SUBMITTAL
City Manager
STAFF RECOMMENDATION: Adopt Resolution Authorizing the Execution of the Collective Bargaining
Agreement and approve the Classification and Compensation ordinance
BOARD/COMMISSION RECOMMENDATION:
COUNCIL ACTION: A) Resolution adopted. RESOLUFTION NO. R-2006-62 (CBA agreement)
B) Ordinance passed. ORDINANCE NO. 2006-15
•Sick Leave: The maximum sick leave cashout at retirement was increased
from $12,500 to $16,000. Additionally, the cashout for
honorable termination was increased from $6,250 to $7,500.
•Health Ins.: The parties have agreed to maintain the current premium cost
sharing formula.
According to the City's calculations, the 2006 settlement cost for AFSCME Transit is estimated to be
$58,376 or 2.95%.
The ordinance amending the Classification and Compensation Plan also includes the new classifications
of Water Device Crew Leader and Transit Field Operations Supervisor which were approved by the
Charter Civil Service Commission at their February 6, 2006 meeting. Allocation of the Water Device Crew
Leader is recommended at pay range 18.0 ($3,350.47-4,022.99/month) and a copy of the classification
study report is attached for information purposes. The classification of Transit Field Operations
Supervisor was the subject of collective bargaining in the Transit settlement outlined above. The parties
agreed to the exclusion of this classification from the bargaining unit and the classification study
approved by the Charter Civil Service Commission recommends inclusion of in the supervisory group of
management and allocation at Pay Code 978 ($3,787.26-$4,607.11/month). A copy of the classification
report is attached for information purposes. Last, the inclusion of the Transit Department Assistant 1
classification in the bargaining unit was bargained and therefore the Transit Department Assistant 1
classification was moved from the AFSMCE Municipal group to the Transit classification series. No
change in compensation was included in this administrative change.
RHW CONSULTING SERVICES
Human Resources Consulting
MEMORANDUM
January 24, 2006
TO: Carol Maples, Chief Examiner
FROM: Robert Weaver
RHW Consulting Servic
RE:
New Water Device Crew Leader Classification
7005 Perry Court
Yakima, WA 98908
Phone: 509.966.3756
Fax: 509.972.4079
E-mail: rweaver@yvn.com
This report summarizes my recommendations relating to the creation of a new
classification in the Water Division and which has been approved conceptually by the
City Council. The functions of the classification are explained in the body of this report.
In preparing these recommendations, I met with Dave Brown, Water/Irrigation Manager
and Alvie Maxey, Water Distribution Supervisor, drafted the new class specification, and
conducted a review of City of Yakima crew leader classification compensation levels. A
salary survey of external ergani7ations was not performed since the job duties are
essentially the same as are performed by the Waterworks Device Technician with the
exception of the crew leader responsibilities.
This is a new classification and this study has not been performed as a reclassification
action and accordingly must be filled by competitive announcement under the Civil
Service rules and regulations.
DUTIES AND RESPONSIBILITIES
SUMMARY: A person in the proposed classification will work with limited
supervision and will exercise independent judgment and iniative within established
policies and procedures. Duties will include the duties of the Waterworks Device
Technician including testing, repairing and/or replacing water meters and backflow
prevention devices which prevent household water used for external purposes and which
may have become stagnant (i.e. stayed in an unused hose) from flowing back into the
potable water system, intermingling with treated water and potentially creating a
contamination hazard.
With respect to the crew leader responsibilities, an incumbent: Organizes, monitors and
directs the activities of a field crew to ensure the work is performed efficiently,
accurately and as scheduled. Trains a field crew on the reading, testing and repair of
water meters and/or cross -connection control requirements; provides information related
to and ensures crew compliance with on-the-job safety requirements including, but not
DRAFT
limited to: confined space entry program; air quality monitoring; ladder image; traffic
control, and rescue procedures. Coordinates water meter repair, reading and equipment
needs with the utility billing office; coordinates cross -connection control program with
City building code staff Completes a variety of state and federally required reports;
ensures assigned staff have and maintain required certifications; maintains a variety of
reports and records related to the job duties; monitors and coordinates water use
efficiency programs.
COM,jENS4TION ANALYSIS
Because crew leader duties and responsibilities are being added to an existing
classification, and because the City of Yakima currently has a number of crew lead
classifications where a fiscal relationship to other classifications in the work crew is
already established, neither a factoring analysis nor an external comparison (salary
survey) was conducted.
INTERNAL COMPARISONS: As previously indicated, the difference between this new
classification and the existing classification of Waterworks Device Technician is the
addition of the crew leader duties. The crew leader will continue to perform the
maintenance and repair of the water control devices. Accordingly, the established
patterns of determining crew leader vs. work crew member salaries that currently exist
are considered to be the appropriate measure for establishing the pay range for the new
classification. To that end, other relationships between crew leader and work crew
members are:
Water Distribution Crew Leader (Range 17.0) vs. Waterworks Specialist II (Range 15.0)
Sewer Maintenance Crew Leader (R 17.0) vs. Sewer Maintenance Specialist II (R 15.0)
Irrigation Crew Leader (Range 17.0) vs. Irrigation Specialist lI (Range 13.5)
Street Maintenance Crew Leader (R 17.5) vs. Street Maintenance Specialist (Range 14.5)
Pre -Treatment Crew Leader (Range 17.5) vs. Pre -Treatment Technician (Range 15.5)
DISCtTSSION: I do not believe the issue in this matter is complex, simply stated: what
is the appropriate level of compensation separation from other work crew members? It
appears that a minimum of a two -pay range separation is standard. If that standard was to
be followed, and, since the Waterworks Device Technician classification is allocated to
Range 16.0, then the Water Device Crew Leader should be allocated to Range 18.0.
Based on the above statistics, Range 18.0 would be compensated at a level higher than
any of the other referenced crew leaders. Even so, the separation would be two pay
ranges where the differences between the referenced classifications range from the 2 -
range low to a 3.5 -range high and the 2 -range separation is maintained in 3 of the 5
les.
There are other classifications currently allocated to Range 18.0, including: Cable
Television Coordinator, Neighborhood Development Rehabilitation Specialist II, and
Senior Evidence Technician. None are related to utility maintenance and if considered a
crew leader, none are separated by the minimal 2 -range differential.
2
DRAFT
RECO NDATlQN: Based on the foregoing, it is recommended:
1. The new classification be created and : Water Device Crew Leader
2. The new classification be allocated to Pay Range 18.0
3. The position should be filled by competitive announcement within the Civil
Service Rules and Regulations.
3
DRAFT
CITY OF YAKIMA
CLASS SPECIFICATION
I CODE: 8252
i'iTLE: Water Device Crew Leader Est. 2/06
DEFINITION: Under limited supervision, organizes, schedules, leads the work of a
field crew and participates in the activities of a field crew involved in the repair,
overhaul and testing of water service meters; organizes and coordinates and
participates in the cross -connection program and repairs, tests and overhauls backflow
assemblies. Work is performed with opportunity to exercise independent judgment and
initiative within established policies and procedures and is reviewed through direct
observation, consumer/customer comment, results achieved and consultation. Performs
related work as required.
DUTIES
Lead Responsibilities
Organizes, monitors and directs the activities of a field crew to ensure work is
performed efficiently, accurately and as scheduled. Trains a field crew on the reading,
testing and repair of water meters and/or cross -connection control requirements;
provides information related to and ensures crew compliance with on-the-job safety
requirements including, but not limited to: confined space entry program; air quality
monitoring; ladder usage; traffic control, and rescue procedures. Coordinates water
meter repair, reading and equipment needs with the utility billing office; coordinates
cross -connection control program with City building code staff. Completes a variety of
state and federally required reports; ensures assigned staff have and maintain required
certifications; maintains a variety of reports and records related to the job duties;
monitors and coordinates water use efficiency programs.
Water Meters
Tests water meters for accuracy and makes adjustments as necessary; disassembles,
inspects, and replaces parts both in the field and in the shop. Removes and/or installs
water meters, requires use of atmosphere testing equipment. Responds to complaints of
possible meter malfunction; disassembles meters, inspects pars for wear, riamage or
corrosion, cleans and/or makes necessary repairs or replacement. Disassembles oil and
water -type gear trains, inspects gears, shafts and other parts; replaces parts as
necessary, lubricates and reassembles. Maintains meter repair parts inventory and
requisitions stock. Maintains records of meter installation and removal. Maintains
meter replacement records in computerized maintenance management system.
Cross -Connection
Contacts customers by letter and in person to schedule inspections of their premises for
cross -connections, determines proper backflow assembly and informs customers of
backflow prevention device requirements. Inspects customer premises for proper
CLS PC
DRAFT
installation of backflow prevention assemblies. Tests backflow prevention devices;
coordinates required repairs with customers to determine repair responsibility.
Disassembles, inspects and replace parts to be repaired by City or transports to shop for
repair; reports charges for billing. Recommends and drafts water service termination
notices for non-compliance with inspection requirements.
Maintains backflow prevention device records including location, testing and
maintenance; requisitions backflow assembly repair stock.
Perforins other related d'u'ties as required.
MAJOR WORKER CHARACTERISTICS: Substantial knowledge of water meter
and cross -connection control device repair, testing, tools and testing equipment. Ability
to: identify and analyze abnormal conditions and render a timely and appropriate
course of action; perform strenuous physical work requiring lifting and carrying up to
100 pounds; read and interpret water distribution system maps, blue prints, technical
manuals, and other regulatory and technical materials; accurately maintain records
and reports; operate a personal computer using modern or current software programs;
and communicate effectively with people tactfully, both orally and in writing.
Possession of mechanical aptitude. Ability to train crewmembers and direct their work.
UNUSUAL WORKING CONDITIONS: Works in confined spaces, exposed to mu&
dust, traffic, asbestos cement pipe, flying and biting insects, and extremes of weather.
LICENSES, REGISTRATION AND CERTIFICATE: Must obtain and maintain a
valid Washington State Drivers License. Within 6 months of employment must obtain
and maintain a basic First Aid/CPR certificate; Washington State Cross -Connection
Specialist License; and, Washington State Backflow Assembly Tester License.
MINIMUM CLASS REQUIREMENTS: Any combination of education and experience
equivalent to completion of high school and three years experience related to water
meter repair and backflow assembly testing and repair.
CLS PC
RHW CONSULTING SERVICES
Human Resources Consulting
MEMORANDUM
January 26, 2006
TO: Carol Maples, Chi
FROM:
RE:
Robert Weaver
RHW Consulting
New Transit Field Operations Supervisor Classification
7005 Perry Court
Yakima, WA 98908
Phone: 509.966.3756
Fax: 509.972.4079
E-mail: rweaver@yvn.com
This report summarizes my recommendations relating to the creation of a new classification in the
Transit Division and which has been approved conceptually by the City Council. In preparing these
recommendations, I have met with Chris Waarvick, Public Works Director, Ken Mehin, Transit
Manager, Rich Lyons, Transit Operations Supervisor, and Sheryl Smith, Deputy Human Resources
Manager, drafted the new class specification, and conducted a review of City of Yakima
supervisory classification compensation levels. A salary survey of external organizations was not
performed since many of the job duties are the same or are similar to those performed by the current
classification of Transit Route Supervisor. However similar the classifications are, the proposed
classification will have supervisory responsibilities aver assigned personnel whereas the Transit
Route Supervisor had Limited supervisory responsibilities over personnel and instead, had
supervisory over processes (routes). The new classification also will have expanded administrative
responsibilities.
It is my understanding that the Transit Route Supervisor classification is not being abolished; rather,
the classification will become dormant providing the option to resurrect it at a later date if
operational requirements necessitate reactivation. The Transit Route Supervisor classification is
currently filled. This recommendation is that the classification be established as union -exempt
supervisory under subsection 2.20.110B of the Municipal Code and also remain as a Civil Service
Classification. I also understand that the matter of union -exemption has been properly bargained
with the AFSCME Transit union.
Since this is a new classification and this study has not been performed as a reclassification action,
it should be filled by competitive announcement under the Civil Service rules and regulations.
The salary recommendations are based on 2005 pay rates and are so reflected in this report since
2006 wages have not been published as of this writing. My recommendation is that the
classification be allocated to Pay Code 978 ($21.28 - $25.88/hr --$3688.46 - $4485.78/mo).
DUTIES AND RESPONSIBILITIES:
SUMMARY: The new classification of Transit Field Operations Supervisor will supervise the
daily field operations including driver and employee conduct; address rider complaints, street and
weather conditions; maintain route schedules; collect and analyze ridership and route statistics;
make public presentations; write reports; recommend route and accommodation improvements;
supervises assigned staff investigate accidents; and assume responsibilities in the absence of the
Transit Operations Supervisor.
Personnel supervised currently will include dispatchers, operators and other staff involved in daily
transit field operations. As a supervisor, this classification evaluates and rates employee
performance, counsels employees on. conduct and performance issues, identifies changes as
necessary and reports violations. Ft ensures operators know assigned routes and schedules; and
performs other supervisory duties
It will evaluate routes and schedules to better accommodate public nye and demands. The
classification will meet with community groups, special interest groups, businesses and others to
identify new or revised service needs to explain planned expansion or changes in services.
Other responsible duties are reflected on the proposed class specification.
COMPENSATION ANALYSIS:
Because the new classification is a union -exempt classification, a factoring analysis was not
conducted. Also, since the City of Yakima currently has a number of supervisory classifications
with similar levels of responsibility, an external salary comparison (salary survey) was not
conducted. The salary recommendation is based on an internal comparison only.
INTERNAL COMPARISONS: The existing classification of Transit Route Supervisor is allocated
to Pay Code 665 found in Subsection 2.20.1101) (Transit Civil Service Classes) of the pay plan and
is compensated at 516.78 - 520.11 per hour. Because the new classification will have some of the
same, but also added duties, and, because it will be union -exempt and allocated under Subsection
2.20.110B (subsection B) of the pay plan, it is important to relate Pay Code 665 to those found in
subsection B. Based on 2005 pay rates, the pay code most closely approximating Pay Code 665 is
Pay Code 983 (516.68 - $20.29/hr).
The City has a general pattern of compensating crew leaders (non -supervisory personnel) at least
ten percent (10%) higher than other crew members. Those relationships are reflected in the recent
recommendations for the establishment of a new classification of Water Device Crew Leader.
There does not seem to be an established pattern of compensating supervisory personnel, only that
the differential exceeds the ten percent crew leader differential.
City supervisory classifications with similar levels of responsibility to the proposed classification
are allocated to Pay Codes 979 ($20:29 - $24.66/hr) and 978 (521.28 - 525.88). There are
supervisory classes compensated at higher levels, but the levels of responsibility are for a major
function, similar to the Transit Operations Supervisor who would supervise the proposed Transit
2
Field Operations Supervise and is allocated to Pay Code 975 (the lower the pay code number, the
higher the salary). There is about a five percent (5%) differential between pay codes.
Similar supervisory classifications allocated to Pay Code 979 ($20.29 - $24.66/hr) include only the
Solid Waste Supervisor who has responsibility fin fewer employees, fewer route miles traveled on a
daily basis, lacks specific schedules to be met, and does not have responsibility for transporting
customers. It reports directly to the Division Manager.
Pay Code 978 ($21.28 - $25.88) includes the Cemetery Supervisor, again, not a good match because
it lacks responsibility for transporting customers, maintaining route schedules, and supervises fewer
employee& This classification also reports directly to the Division Manager.
Pay Code 976 ($23.45 - $28.54 includes the Irrigation Supervisor, who has daily operational
responsibilities for the Irrigation function, similar to the Transit Operations Supervisor which is
allocated to Pay Code 975. There are no classifications currently allocated to Pay Code 977.
DISCUSSION: In allocating the Transit Field Operations Supervisor, I believe the primary
consideration must be the internal relationship between it and the Transit Operations Supervisor.
Secondarily, the relationships between similar supervisory classifications must be considered. As
reflected above, few similar supervisory classifications exist. Of the similar supervisory
classifications, the closest "match" is with tbe Cemetery Supervisor, and that does not involved
rolling stock or transporting passengers. However, the Solid Waste Supervisor's responsibilities are
less than the proposed classification. It must be noted that the Solid Waste Supervisor reports
directly to the Refuse and Recycling Manager, where the proposed classification does not report
directly to the Transit Manager. A "good" match for the proposed classification does not seem to
exist.
That said, it would be difficult to recommend a allocation to a pay code higher than Pay Code 978
simply because there only exists a differential of approximately fifteen percent (15%) between that
code and Pay Code 975 where the Transit Operations Supervisor is allocated.
RECOMMENDATION: Based on the foregoing, it is recommended:
1. The new classification be created and named- Transit Field Operations Supervisor; and,
2. The new classification be allocated to Pay Code 978 ($21.28 - $25.88/hour); and,
3. The position should be filled by competitive announcement within tbe Civil Service Rules
and Regulations.
3
DRAFT
CITY OF YAKIMA
CLASS SPECIFICATION
CODE: 14202 'I1II LE: Transit Field Operations Supervisor Est. 2/06
DEFINITION: Under general to limited supervision, supervises the daily field
operations including driver and employee conduct, addressing rider complaints,
assessing street and weather conditions, maintaining rnute schedules, collects and
analyzes ridership and route statistics, makes public presentations, writes reports,
makes recommendations for route and accommodation improvements, supervises
assigned staff, investigates accidents, and assumes responsibilities in the absence of the
Transit Operations Supervisor. Work is performed with considerable latitude for
exercising independent judgment and initiative within areas of responsibility and is
reviewed through results attained, staff and public feedback, direct observation and
conferences. Performs related work as required_
DUTIES
ESSENTIAL FUNCTIONS:
Supervises dispatchers, operators and other staff involved in daily transit field
operations; evaluates and rates employee performance, counsels employees on conduct
and performance issues, identifies changes as necessary and reports violations; ensures
operators know assigned routes and schedules; participates in new employee interviews
and recommends hiring selections; approves employee absences and obtains substitute
personnel as necessary; administers corrective actions up to and induding letters of
reprimand and recommends other corrective action or discipline as appropriate; and
conducts formal performance evaluations of assigned personnel. Makes presentations
at driver's meetings and other training sessions to provide information or to affect
change.
Collects, evaluates and analyzes transit route statistics; prepares written and oral
reports and recommends changes in routes and schedules to better accommodate public
usage and demands. Meets with community groups, special interest groups, businesses
and others identify makes presentations as appropriate
to new or revised service needs;r- r
to explain planned expansion or changes in services; analyzes community input and
recommends appropriate action to accommodate or address identified concerns. May
appear before committees or the City Council to explain service needs, recommended
changes, budgetary issues, or other matters as necessary. Prepares a variety of daily,
monthly and annual reports, logs, and other records.
Identifies emergency situations and takes appropriate action to maintain service or to
obtain public safety assistance; identifies causes of route disruptions or schedule
fluctuations and takes appropriate action to return to published schedules and routes
or to restart service.
CLS PC
DRAFT
Receives and investigates complaints and inquiries regarding bus stop locations;
provides information and recommends changes as appropriate. Investigates and
addresses passenger complaints regarding schedules, timeliness of service, missed stops
and other services and resolves within operational guidelines. Performs ride checks as
necessary to respond to passenger complaints or public relations problems.
Monitors driving conditions including weather, planned street and utility work,
community activities, emergency street dosures due to accidents or hazardous
conditions and advises operators; coordinates with public safety and other departments
in assigning alternate routes. Notifies other City departments and appropriate news
media of changes as necessary. Operates buses in the event of an emergency and a
qualified driver is unavailable.
Assists in the development of route schedules and timetables, transit operations
planning, and policy development. Evaluates standing policies and recommends
changes to provide greater pubic service or to comply with federal, state and local
requirements. Assumes daily operational responsibilities in the absence of the
Operations Supervisor as necessary.
Performs other related duties as assigned_
MAJOR WORKER CHARACTERISTICS: Knowledge of: federal, state and local
laws, rules and regulations regarding transit operations and safety; Division operating
procedures; and current management and supervisory techniques and practices.
Ability to: operate buses skillfully and safely; communicate effectively orally and in
writing, analyze complex technical documents and translate analyses into
recommendations, reports or policies; read, interpret, understand and apply and
explain policies, procedures, rules and regulations; work independently; establish and
maintain effective working relationships with dispatchers, operators and assigned staff,
special interest groups, businesses, community groups, City departments, public
utilities, news media personnel, and others; make dear and concise public
presentations; write a variety of reports, investigations and findings; and, operate a
personal computer using spreadsheet, word processing, and specialized software as
necessary. Able to operate all transit vehicles induding buses, vans, service trucks and
automobiles.
UNUSUAL WORKING CONDITIONS: Subject to random controlled substance and
alcohol testing pursuant to Department of Transportation regulations, including 49
CFR Part 40 and Section 382 of the Federal Motor Carrier Safety Regulations. May
work extended hours, split shifts, split workweeks, weekends or attend meetings after
standard business hours. May encounter members of the public who are angry, upset
or physically or mentally disabled. Exposed to traffic, road noise, exhaust fumes and
extremes of temperature.
CLS PC
DRAFT
LICENSES, REGISTRATION AND CERTIFICATE: Must possess and maintain a
valid Commercial Driver's License with an A, B, or C endorsement or qualify for such
within 30 days of employment. Must possess a CPR/first aid certificates within six
months of employment.
MINIMUM CLASS REQUIREMENTS: Three years of transit operations experience
including at least two years of transit driving experience plus any combination of
education and experience equal to one year of supervisory, leadership or administrative
experience. Supervisory experience is desirable.
CLSPC
CHARTER CIVIL SERVICE COMMISSION
POLICE & FIRE CIVIL SERVICE COMMISSION
129 North Second Street
Yakima, Washington 98901
Phone (509) 575-6090 • Fax (509) 576-6358
Carol Maples, Chief Examiner
MEMORANDUM
February 27, 2006
TO: Charter Civil Service Commissioners
FROM: Carol Maples, Chief Examiner
SUBJECT: Creation of a Transit Department Assistant II
Recently, it was negotiated to incorporate the addition of the current
Department Assistant II in Transit to the Transit bargaining unit. The
current Department Assistant II has been employed by Transit, but has been
receiving AFSCME Municipal Employees benefits.
Attached is the proposed class 1)e-6m—don for— the Trais t Department
Assistant II, Class Code 24101. The duties are exactly the same as the
current Department Assistant II class specification, Class Code 7122; only
the title has been changed. There is no salary change proposed. The current
salary range will be added to the Transit Civil Service Classes at the same
salary range, but under new Pay Code 645.
Yakima
1
1994
CITY OF YAKIMA
CLASS SPECIFICATION
PROPOSED
CODE: 24101 TITLE: Transit Department Assistant II Est. 3/06
DEFINITION: Under general supervision; performs a variety of responsible,
moderately difficult clerical, accounting, or secretarial tasks within a City
department; operates one or more types of office or specialized equipment in
conjunction with the work; applies some independent judgment in making routine
decisions, resolving normal problems, and interpreting standard guidelines and
regulations in order to complete the work; performs related work as required.
DUTIES
(Duties listed are representative of the types of tasks and functions performed
by positions of this class of work. Percentage of time and rank of importance of
duties are not listed since both will vary by position and work location.)
Receives, screens, and answers a variety of inquiries from the public, by phone
and in person; provides a variety of non-technical information on all aspects of
the purpose and functions of the work unit; routes calls and visitors; takes
messages and complaints -and conveys -then -to appropriate -staff.
Types from rough drafts, assorted items, or dictating equipment, or shorthand
notes a variety of letters, memoranda, reports, requisitions, forms, official
documents; composes and types routine correspondence; proofreads and
corrects grammar, spelling, punctuation, and other errors.
Checks and sorts invoices, receipts, warrants, and related documents; posts
data to records, or other documents; verifies posted entries, totals, or
computations for accuracy; processes invoices, receipts, purchase orders,
statements, or other documents; maintains time, attendance and related
payroll records; maintains petty cash fund.
Indexes and codes applications, correspondence, records, reports, and data
using a predetermined guide to identify data and documents for manual and
computerized files; inputs and retrieves data and documents on request;
prepares reports of summarized data.
Provides of flce support functions for a department or work unit serving one or
more supervisory or managerial positions; takes and transcribes dictation
hrlcs info/class spec/24000 series
manually or by machine; types correspondence or other official documents;
maintains operational and confidential departmental records and files;
prepares reports or meeting agendas; composes routine or recurring
correspondence; assists an office superior by performing routine
administrative details; relays information in person, by phone, or other
communications system.
Verifies appropriateness of, and processes purchase orders and related control
documents for ordering or payment; maintains associated files; posts data to
single entry books or ledgers by hand or machine.
Operates a typewriter, calculator, billing machine, dictating equipment, cash
register, teletype, computer terminal, two-way radio, copy machine, or other
similar equipment in performing the duties of the position.
MAJOR WORKER CHARACTERISTICS: Knowledge of general off ice practices
and procedures; of modern secretarial practices, as required by the position; of basic
arithmetic; of the basic principles and practices of clerical accounting and
bookkeeping as required by the position. Ability to perform basic arithmetical
computations; to perform varied clerical tasks; to perform typing or stenographic
work at an acceptable level, as required by the position; to meet and deal with the
public in a pleasant and courteous manner, and at times, under stress situations; to
understand and apply readily available guidelines to varied operational
requirements; to operate equipment, associated with the position, in a proper
manner.
UNUSUAL WORKING CONDITIONS: Some positions come in contact with the
public who may be irate, upset, or disturbed.
LICENSES, REGISTRATION AND CERTIFICATE: None
MINIMUM CLASS REQUIREMENTS: Any combination of education and
experience equivalent to one year general office work experience.
*Created for the Transit Series from the 7000 Office Support Group /7122
Department Assistant II
hr/cs info/class speeI24000 series