HomeMy WebLinkAboutR-2026-014 collective bargaining agmt with IAFF PSERS_telecommunicatorsA RESOLUTION
RESOLUTION NO. R-2026-014
authorizing a collective bargaining agreement for 2026-2027 with the
International Association of Firefighters (IAFF) Local 469 representing the
PSERS Telecommunicators bargaining unit.
WHEREAS, pursuant to requirements of state law, labor negotiations have occurred
between the City and Municipal Employees represented by the IAFF Local 469 resulting in the
attached proposed collective bargaining agreement for 2026 through 2027; and
WHEREAS, the IAFF PSERS members have voted in favor of the attached proposed
collective bargaining agreement; and,
WHEREAS, the City Council has determined that it is in the best interest of the City of
Yakima to settle collective bargaining 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 the City of Yakima and IAFF
PSERS employees. The City Manager is also hereby authorized to and, without a further
resolution, execute amendments to the collective bargaining agreement which may be necessary
or appropriate to clarify its terms and conditions, maintain compliance the law, and/or make other
minor adjustments.
ADOPTED BY THE CITY COUNCIL this 3rd day of February, 2026.
Matt Brown, Mayor
ATTEST:
IAFF Telecommunicators (PSERS)
COLLECTIVE BARGAINING AGREEMENT
By and Between
THE CITY OF YAKIMA, WASHINGTON
and
LOCAL 469,
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS,
AFL-CIO
EFFECTIVE:
January 1, 2026, through December 31, 2027
TABLE OF CONTENTS
ARTICLE 1 - UNION RECOGNITION AND BARGAINING UNIT 1
ARTICLE 2- UNION EDUCATION 1
ARTICLE 3- PAYROLL DEDUCTIONS 1
ARTICLE 4 - MANAGEMENT RIGHTS 2
ARTICLE 5- EMPLOYEE RIGHTS 2
ARTICLE 8- PRODUCTIVITY 3
ARTICLE 7 - EQUAL OPPORTUNITY CLAUSE 3
ARTICLE 8- GRIEVANCE PROCEDURE 3
ARTICLE 9- RELEASE FROM DUTY 5
ARTICLE 10 - COLLECTIVE BARGAINING COMMITTEES 6
ARTICLE 11 - COLLECTIVE BARGAINING PROCEDURE 6
ARTICLE 12 - PROMOTIONAL STANDARDS 7
ARTICLE 13 - REFRESHMENT FUNDS 8
ARTICLE 14 - WAGES 8
ARTICLE 15- HEALTH CARE INSURANCE 9
ARTICLE 16 - LIFE INSURANCE 12
ARTICLE 17 - LONGEVITY PAY 12
ARTICLE 18 - SPECIAL PAYS 12
ARTICLE 19 - VACATION LEAVE 15
ARTICLE 20 - HOLIDAYS 19
ARTICLE 21 - SICK LEAVE ACCRUAL/EXCHANGE 21
ARTICLE 22 - SICK LEAVE POOL 23
ARTICLE 23 - PARENTAL LEAVE 23
ARTICLE 24- MODIFIED DUTY 24
ARTICLE 25 - COMPENSATORY TIME OFF 24
ARTICLE 26 - PUBLIC SAFETY DISPATCH OPERATIONS 24
ARTICLE 27 - HOURS OF WORK AND OVERTIME 25
ARTICLE 28 - RESERVED 29
ARTICLE 29 - DRUG TESTING POLICY 29
ARTICLE 30 - PHYSICAL FITNESS 30
ARTICLE 31 - DEFERRED COMPENSATION 30
ARTICLE 32 - DISCIPLINE AND DISCIPLINARY PROCEDURES 30
ARTICLE 33 - PROPERTY LIABILITY 34
ARTICLE 34 - MUNICIPAL CODE SECTIONS 34
PERTAINING BARGAINING UNIT MEMBERS 34
ARTICLE 35 - ENTIRE AGREEMENT 35
ARTICLE 36 - SAVINGS CLAUSE 35
ARTICLE 37 - CREATION OF NEW CLASSIFICATIONS 35
ARTICLE 38 - CLASSIFICATION STUDIES 35
ARTICLE 39 - VEBA MEDICAL SAVINGS ACCOUNT 36
ARTICLE 40 - TERM OF THE AGREEMENT 36
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IAFF PSERS
COLLECTIVE BARGAINING AGREEMENT
By and Between
THE CITY OF YAKIMA, WASHINGTON
and
LOCAL 469,
INTERNATIONAL ASSOCIATION OF FIREFIGHTERS,
AFL-CIO
This Agreement, made and entered into this first day of January 2026, by and between the City
of Yakima, Washington, hereinafter called the City, and Local 469, International Association of
Firefighters, AFL-CIO, hereinafter called the Union.
GENERAL PROVISIONS
ARTICLE 1 - UNION RECOGNITION AND BARGAINING UNIT
The City hereby recognizes the Union as the exclusive bargaining representative for all
regular Fire Department employees in the Public Safety Employees Retirement System
(PSERS) classifications, Telecommunicator 1's, Telecommunicators, Training Supervisor,
and Public Safety Telecommunicator Supervisors. Excluded from the bargaining unit are
the Fire Chief, Deputy Fire Chiefs, Shift Commanders, Administrative Assistant to the Fire
Chief, Uniformed Firefighter personnel, Public Safety Communications Division Manager,
Public Safety Assistant Communications Manager and all other employees of the Police
and Fire Departments.
ARTICLE 2 - UNION EDUCATION
2.1 The Union will be given four (4) hours to provide Union education to new employees within
their first month of employment. Attendance by employees is optional. The education is
designed to give the employee a more complete explanation of all the benefits of Union
membership.
ARTICLE 3 - PAYROLL DEDUCTIONS
3.1 The City agrees to deduct uniformly required Union membership fees, dues and other
assessments by the Union from the pay of those members who authorize the City to do
so. Such authorization shall be in writing and signed by each person authorizing such
deductions and filed with the City. The Secretary of the Union shall notify the Payroll
Administrator of the City of Yakima of amounts to be deducted from the pay of each such
person. The City shall transmit such amounts to the official and location designated by
the bargaining unit representatives together with an itemized statement, on or before the
20th day of each month, following the month for which deductions are made. The Union
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agrees to hold harmless and indemnify the City against any claims, allegations, or lawsuits
against the City arising from payroll deductions and/or the transmittal of such deductions
for the Union.
3_2 In the event the City receives a written notice, signed by any person from whose pay such
deductions are being made, that no further deductions are to be made, the City shall make
no such deductions from any pay earned by that person after receipt by the City of such
notice. The City shall notify the Union of all such notices received by the City, which
notification to the Union shall be given in writing within seven (7) calendar days after the
receipt by the City of such notice and shall include the name of the person involved.
ARTICLE 4 - MANAGEMENT RIGHTS
4_1 The Union recognizes the prerogative of the City to operate and manage its affairs in all
respects in accordance with its responsibilities, lawful powers and legal authority. Except
as limited by the terms of this Agreement, the City shall have the right to manage its affairs,
including the following but not limited to:
(a) The right to establish and institute work rules and procedures upon reasonable
notice to bargaining unit members. All personnel rules and policies developed by
the Employer, which are intended to be applicable to Union members shall be in
written form and available to employees on CityICE.
(b) The right to determine reasonable schedules of work, overtime and all methods
and processes by which said work is to be performed in a manner most
advantageous to the Employer. Changes to work schedules, which are intended
to be applicable to Union members shall be in written form and posted as a policy
in the division's Policy & Procedures manual on CityICE.
(c) The right to lay off employees for lack of work or funds or because of the
occurrence of conditions beyond the control of the City or where the continuation
of work would be wasteful and unproductive in the opinion of City officials.
(d) The right to discipline or discharge employees for just cause; provided that the
City's right to discipline or discharge initial hires during their probationary period
shall not be limited by this section. Should the need arise, the parties agree to
study policies for administering this section.
(e) The right to assign incidental duties reasonably connected with but not necessarily
enumerated in job descriptions, shall nevertheless be performed by employees
when requested to do so by the Employer.
(f)
The right to take whatever actions the Employer deems necessary to carry out
services in an emergency.
ARTICLE 5 - EMPLOYEE RIGHTS
5.1 Except as otherwise provided in this labor contract, the provisions of this labor agreement,
where applicable, shall not be construed as a waiver of the Union's right to request and
require bargaining in accordance with the provisions of Chapter 41.56, RCW.
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5.2 Employees shall be permitted to wear either one (1) union tie tack or one (1) union pin on
work clothing. The tie tack or pin shall not exceed 5/8 inch in diameter.
ARTICLE 6 - PRODUCTIVITY
6.1 The parties mutually recognize the desirability of improving productivity in order to provide
maximum services at reduced costs. The Union agrees to actively cooperate and
participate in studies and agrees to discuss the implementation of programs to promote
efficiency, productivity and to reduce departmental costs. The goal of the parties is to
jointly work to reduce overtime.
6_2 A joint committee shall be formed to promote labor peace, harmony, and productivity. The
committee shall be composed of two representatives designated by the Union, two by the
City Council, and two designated by management, and shall meet from time to time as
either party may reasonably request.
6.3 The City understands the Union's concem regarding the shortage of manpower and will
discuss the impacts of any potential shortages in personnel and will pursue, with Union
input, adequate resources to apply to needed services in the event of future annexations
and/or mergers.
6.4 Management, at their discretion, may allow a former employee who left by resignation and
in good standing, and who has been gone for less than twelve (12) months, return to the
classification, which they left, or another classification in which they qualify.
ARTICLE 7 - EQUAL OPPORTUNITY CLAUSE
7.1 It is the policy of the City of Yakima and the Union not to discriminate against any
employees or applicants for employment because of race; color; religion; age; sex; sexual
orientation; physical, mental, or emotional handicap; national origin; political affiliation;
Union involvement; or any other type of protected activity. Nothing in this section shall
prohibit the City from establishing bona fide occupational qualifications.
ARTICLE 8 - GRIEVANCE PROCEDURE
8.1 Policy. The parties recognize that the most effective accomplishment of the work of the
City requires prompt consideration and equitable adjustments of employees' grievances.
It is the desire of the parties to adjust grievances informally whenever possible, and both
management and employees are expected to make every effort to resolve problems as
they arise. However, it is recognized that there may be a grievance 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.
8_2 Definition. A grievance is a dispute involving the interpretation, application, or alleged
violation of any provision of this collective bargaining agreement.
8.33 Special Provisions.
(a) To be reviewable under this procedure, a grievance must be commenced within
sixty (60) calendar days after the action or decision giving rise to the grievance.
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(b) A Union representative and/or aggrieved party shall be granted time off without
loss of pay for the purpose of processing a grievance as provided in 8.4(g).
(c) A grievance may be entertained in or advanced to any step in the grievance
procedure if the parties so jointly agree.
(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.
884 Process.
(a) Step 1 - The Union Grievance Committee
As soon as possible, but in no case later than the time period specified above, an
employee who feels a matter or situation exists which constitutes a grievance shall
submit a written statement asserting their claim to the Union Grievance Committee.
The employee shall also inform their supervisor in conjunction with filing a
grievance with the IAFF Grievance Committee.
(b) Step 2 - Grievance timely filed in writing with appropriate Management Personnel
Upon receiving a written statement from any source asserting a matter or
situation exists, which is claimed to constitute a grievance, the Union Grievance
Committee shall determine whether or not, in its opinion a grievance does exist.
If, in the opinion of the committee, no grievance exists, no further action shall
be taken. If, in the opinion of the committee, a grievance does exist, then the
committee shall, with or without the member or members who asserted the
grievance, present the grievance in writing to the Division Manager, deputy chief
or designee for resolution. The claim of grievance shall specify the article of
this agreement or past practice, violation or application of which is claimed. The
grievance must also be presented to the Division Manager, deputy chief or
designee (dependent on the grieved employee's job classification) within sixty
(60) calendar days after the action or decision giving rise to the grievance.
The Division Manager, Deputy Chief, or designee shall conduct an investigation
and provide a written decision within thirty (30) calendar days of receipt of the
grievance. In the case of SunComm, the Assistant Communications Manager will
make a recommendation to the Division Manager who will respond to the grievance
within the allowed timeframe.
(c) Step 3 - Grievance Appealed To Chief(s)
If the Grievance Committee and the Division Manager, Deputy Chief or designee
cannot reach agreement regarding a remedy, the Grievance Committee may,
within thirty (30) calendar days of receipt of the; written decision, submit the
grievance to the Fire Chief or designee. The Fire Chief or designee shall make a
separate investigation of the issue(s) and notify the Grievance Committee in writing
of his/her decision, and the reasons therefore, within thirty (30) calendar days.
(d) Step 4 - Grievance Appealed To City Manager
If the Grievance Committee is dissatisfied with the decision of the Fire Chief, the
Grievance Committee may within thirty (30) calendar days request a review by the
City Manager. The City Manager shall forward a written decision to the Grievance
Committee within thirty (30) calendar days from receipt of the grievance.
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(e) Step 5 — Grievance Appealed To Arbitration
A grievance which is not resolved as set forth may be appealed to arbitration. If
Union Grievance Committee desires to submit the grievance to arbitration as the
final step in the grievance process, they shall notify the City Manager in writing
within thirty (30) calendar days of the date the City Manager issues his/her decision
as described in Section 8.4(d), Step 4, above. Either party may invoke arbitration
upon submission of a written request for same, which identifies the previously filed
grievance, and sets forth the issue(s) which the moving party seeks to have
arbitrated.
The parties shall attempt to mutually agree upon an arbitrator. In the event the
parties are unable to mutually agree upon an arbitrator, either party may request
a list for eleven (11) qualified arbitrators according to the following procedure; the
parties shall attempt to agree as to whether the Public Employment Relations
Commission (PERC), the Federal Mediation and Conciliation Service, or the
American Arbitration Association will supply the list. If no agreement is reached,
the list shall be requested from the Public Employment Relations Commission. The
parties shall select an arbitrator from the applicable list by mutually agreeing to an
arbitrator or by alternately striking names. The parties shall flip a coin to decide
who starts the striking process. The final name left on the list shall be the arbitrator.
Subsequent hearing(s) will be govemed by the rules and procedures of PERC.
The arbitrator shall render a decision as promptly as possible. The arbitrator shall
confine himself/herself to the issues submitted for arbitration and shall have no
authority to determine any other issues not so submitted to him/her. The arbitrator
shall have jurisdiction and authority only to interpret, apply or determine the
specific terms of the Agreement and shall not have jurisdiction to add to, detract
from, or alter in any way the provisions of this Agreement. The decision within the
jurisdiction of the arbitrator shall be final and binding upon both parties. The cost
of the arbitrator shall be borne equally between the City and the Union. The City
and Union will pay their own remaining costs of arbitration, including attorney's
fees, regardless of the outcome.
(f) Any grievance, which the City's management may have against the Union shall be
reduced to writing and submitted to the President of the Union local. If the matter
is not satisfactorily settled within thirty (30) calendar days, appeal may be instituted
as set forth in 8.4(e), Step 5, above.
(g) If the subject matter of a grievance could be appealed to the Civil Service
Commission for fire employees of the City of Yakima, the matter may be submitted
for determination to the Civil Service Commission or arbitration, but not both. After
the Union has received the City Manager's answer at Step 4, it will advise the
affected employee whether it is willing to submit the grievance to arbitration and, if
so, the employee shall elect within fifteen (15) calendar days after the Step 4
answer the forum in which the matter is to be heard. Submission of the dispute to
arbitration or a hearing by the Civil Service Commission shall bar submission in
the other forum.
ARTICLE 9 - RELEASE FROM DUTY
9.1 Union Business Leave
Designated officers and members of the Union, normally not to exceed four (4) in number
(any two (2) at one time), shall be granted up to a total of two hundred forty (240) hours of
time off for Union business between the four (4) employees, provided that a maximum of
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2026 - 2027 Final 12.22.25
one hundred forty (140) of these up to two hundred forty (240) hours off will be paid at the
standard rate granted for any leave with pay. The City shall be obliged to release two (2)
employees but may allow additional employees to be released simultaneously based upon
departmental operational requirements. Business leave includes attending labor
conventions and educational conferences regarding collective bargaining, provided that
notice of such conventions or conferences shall be given at least eight (8) calendar days
prior thereto to the SunComm Management or the Deputy Chief as appropriate, and
provided further that the total leave for this bargaining unit for the purpose set forth in this
section shall not exceed two hundred forty (240) hours in any calendar year. Furthermore,
partial shifts may be utilized by employees for departure or retum provided Division
established minimum staffing levels are maintained after the absence of the person(s) to
be released on Union Business Leave. Officers and members of the Union designated by
the Union may use Union business leave from any of the bargaining units that I.A.F.F.
Local 469 represents.
ARTICLE 10 - COLLECTIVE BARGAINING COMMITTEES
10.1 Collective bargaining between the parties shall be carried out by the City Manager or
designees, on behalf of the City Council, and a committee representing the Union. No
later than June 30th of each year, the Secretary of the Union and the City Manager or
designee shall notify one another regarding the names of persons constituting their
respective bargaining committees. If a communication is forwarded before that date, a
response will be made within ten (10) working days.
10.2 Members of the Union negotiating committee, not exceeding three (3) in number, shall be
granted leave from duty without loss of pay for all meetings between the City and the
Union for the purpose of negotiating the terms of a contract during the pre -impasse period
as provided in RCW 41.56, as amended, when such meetings take place at a time during
which any such members are scheduled to be on duty.
10.3 Members of the Union negotiating committee, not to exceed three (3) in number, shall be
granted leave in the post -impasse period without loss of pay, except that when such leave
reduces the manpower level below that established as the minimum manpower
requirement of the Division, such leave shall be without pay.
ARTICLE 11 - COLLECTIVE BARGAINING PROCEDURE
11.1 All negotiable matters pertaining to wages, hours and working conditions shall be
established through the negotiation procedure as provided by RCW 41.56. No ordinances
existing at the time of execution of this Agreement relating to wage, hours and working
conditions for members of the bargaining unit shall be amended or repealed during the
term of this Agreement without written concurrence of both parties.
11.2 Each year, as appropriate, the Union shall submit to the City Manager or designee, and
the City Manager or designee may submit to the Union, a written proposal for any changes
in matters pertaining to wages, hours and working conditions desired by the Union or the
City for the subsequent year. These written proposals shall be submitted in accordance
with the requirements of RCW 41.56. The Union and the City shall follow the collective
bargaining procedure set forth in the said statute. All agreements reached shall be
reduced to writing, which shall be signed, by the City Manager and the Union's
representatives. In negotiations for a successor collective bargaining agreement
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pertaining to bargaining unit members the parties agree to follow the impasse resolution
procedures as defined in RCW, 41.56.430, et seq.
ARTICLE 12 - PROMOTIONAL STANDARDS
12.1 Promotions shall be determined in accordance with the rules and regulations governing
the Yakima Fire Civil Service Commission. All promotions within the bargaining unit shall
be made solely on merit, efficiency and fitness ascertained by open competitive
examination among bargaining unit personnel. Examinations shall fairly, objectively and
comprehensively test for qualifications for the position.
12.2 Employees who test for the position of Telecommunicator as a promotional candidate from
the Telecommunicator 1 classification shall receive five (5) preference points added to
their raw score from the testing process.
12.3 Upon being promoted from Telecommunicator 1 to Telecommunicator an employee shall
be placed in the appropriate step of the Master Pay Ordinance for the new classification
as defined in Yakima Municipal Code 2.20.060.
12.4 In the event an employee moves into a higher level position and a decision is made to
return them to the lower level position either voluntarily (with the approval of management)
or by direction of management (excluding disciplinary action), they shall be placed in the
pay step consistent with their actual service months.
12.5 Grandfathered Telecommunicator 1's who promote to the Telecommunicator classification
may, at any time during the probationary period in the Telecommunicator classification
either voluntarily (with the approval of management) or by direction of management return
to the position of Telecommunicator 1 with no loss of seniority as long as the action was
not the result of disciplinary action and follows the guidelines as set forth in Section 12.4
12.6 Telecommunicator's who promote to the Public Safety Telecommunicator Supervisor
classification may, at any time during the probationary period in the Public Safety
Telecommunicator Supervisor classification, either voluntarily (with the approval of
management) or by direction of management return to the position of Telecommunicator
with no loss of seniority as long as the action was not the result of disciplinary action and
follows the guidelines as set forth in Section 12.4.
12.7 If an employee retums to their previously held position (as described above) after shift
bidding and vacation bidding have been completed for the current or upcoming year, it will
not require a rebid of shift or vacation picks.
12.8 SunComm Seniority is defined as follows:
(a) Time in Position
1 For the purposes of Section 12.6, an employee leaving the Public Safety
Telecommunicator classification and retuming to the Telecommunicator
classification, their "Time in Position" in the Supervisor classification will
count toward their "Time in Position" in the Telecommunicator
classification.
2. For Telecommunicator 1's who promote to Telecommunicator, their "Time
in Position" as a Telecommunicator 1 will count as "Time in Position" for
Telecommunicator.
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3. For the purposes of Section 12.6, an employee leaving the
Telecommunicator classification and returning to the Telecommunicator 1
classification, their "Time in Position" in the Telecommunicator
classification will count toward their "Time in Position" in Telecommunicator
1 classification.
4. "Time in Position" shall be used for scheduling.
(b) Time in Center
1. Accrues from an employee's original hire date within the Center,
regardless of the classification they are working in the Center.
2. "Time in Center" shall be used for vacation picks.
(c) If an employee transfers to another division within the City of Yakima, their "Time
in Center" and "Time in Position" seniority will be tolled for a period lasting no longer
than twelve (12) months. After twelve (12) months the employees "Time in
Position" and "Time in Center" seniority will be lost.
1. If an employee returns to their previously held position after shift bidding
and vacation bidding have been completed for the current or upcoming
year, it will not require a rebid of shift or vacation picks.
(d) If an employee leaves employment with the City, their "Time in Position" and "Time
in Center" seniority is lost effective upon date of separation.
12.9 All vacancies for positions covered under this agreement will be filled in accordance with
Yakima Fire Civil Service Commission rules and regulations.
(a)
Candidate may request feedback regarding their Civil Service exam performance
to enable better understanding of their scores and to learn from any mistakes or
performance deficiencies.
12.10 In the event a Reduction in Force is implemented, seniority and procedures shall be
administered as defined in the Fire Civil Service Rules.
ARTICLE 13 - REFRESHMENT FUNDS
13.1 The Union may authorize bargaining unit members to furnish in-house refreshments;
provided that any proceeds from such activities shall be used in-house for the benefit of
bargaining unit members or, upon approval by the Union, donated to charitable
organizations. The Union shall be responsible for ensuring that the refreshment funds are
administered consistently with applicable law.
14.1
ARTICLE 14 - WAGES
Effective 01-01-2026:
• The base salary of Telecommunicator & Telecommunicator I will be increased by
3% plus a catch-up provision of 1%.
• The base salary of Public Safety Telecommunicator Supervisor and Public Safety
Training Supervisor will increase by 3% plus a catch-up provision of 2%.
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14.2 Effective 01-01-2027:
• The base salary of Telecommunicator & Telecommunicator I will be increased by
2.5% plus a catch-up provision of 1%.
• The base salary of Public Safety Telecommunicator Supervisor and Public Safety
Training Supervisor will increase by 2.5% plus a catch-up provision of 1 %.
ARTICLE 15 - HEALTH CARE INSURANCE
15.1 Medical, Vision and Dental Care Coverage
(a) Medical & Vision Coverage:
Effective March 1, 2026 covered bargaining unit employees, retirees and their
dependents shall participate in the "LEOFF Health and Welfare Trust program".
Eligibility rules, types and levels of benefits, payment of premiums through a
cafeteria plan, co -payment, coinsurance and deductibility requirements and all
other terms and conditions for the provision of these health benefits shall be
govemed by the " LEOFF Health and Welfare Trust ".
(b) Dental Care Coverage:
Effective 1/1/2026 covered bargaining unit employees and their dependents shall
participate in the Dental portion of the City of Yakima Employees Health & Welfare
Plan. Eligibility rules, types and or levels of benefits, payment of premiums through
a cafeteria plan, co -payment, coinsurance and deductibility requirements and all
other terms and conditions for the provision of these dental benefits shall be
governed by the City of Yakima Employees Health and Welfare Trust Program.
(c) If 50% or more of the bargaining unit members elect to enroll in the new health
insurance program, then 100% of the members, dependents and retirees will move
to the new insurance program.
15.2 Health and Dental Care Premium Contribution
(a) Employee Onlv Health Care Premium Contribution: For this contract term, the City
and the employee shall share medical program premiums on a 50% by the
employer and 50% by the employee basis, with a maximum employee contribution
of $50 per month.
(b) Family Health Care Premium Contributions: For this contract term, the City and the
employee shall share family medical program premiums on a 50% by the employer
and 50% by the employee basis, with a maximum employee contribution of $250
per month.
(c) Employee contributions have been set for 2026-2027. The parties agree to reopen
to negotiate cost sharing for all future premium increases.
(d) Dental Care Premium Contributions: The City shall pay the premium for bargaining
unit member employee and dependent dental care coverage.
(e) Employee contributions under this Article will be accomplished through normal
payroll deductions.
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(f) HRA (Health Reimbursement Arrangement).
(1) During the first pay period of each year (except in 2026 which shall be in
March 2026), the City shall contribute for each employee covered by this
Agreement, to an HRA account. Contribution amounts are as follows:
Employee -only coverage: $2,000
Employee/Dependent coverage: $4,000
(2) New employees hired after the first pay cycle of the year will receive the
HRA contribution at the rate of one twelfth (1/12) of the rate above for each
month remaining in the calendar year.
(3) Any employee who has received their HRA contribution and leaves the
Department before December 31 shall have one twelfth (1/12) of the value
of the rate above removed from their earnings for each month remaining in
the year. Except employees who separate from service as a service
retirement after April 30th and provide the City with sixty (60) days written
notice of intent to retire will not have their HRA prorated.
15.3 Retiree Coverage
(a) Retirees covered at the time of execution of this agreement and future retirees may
elect to remain in the group medical plan subject to the rules and eligibility
requirements established by the program and upon payment of the required
premium.
15.4 Washington State Paid Family Medical Leave (PFML)/Supplemental Benefits
Employees are eligible for the statewide mandatory insurance program known as the
Washington State Paid Family and Medical Leave Act (PFML). Employees are eligible to
file claims with and receive payments from the Washington State Employment Security
Department for qualifying events.
(a) If an employee is entitled to leave under the PFML at the same time as he/she is
entitled to leave under the federal Family Medical Leave Act (FMLA), or other leave
to which the employee may be entitled, such leave shall run concurrently.
(b) In addition to any PFML benefits the employee receives, the employee may
supplement the PFML benefits with accrued sick leave, compensatory time,
vacation, and/or holiday leave with up to one half (1/2) of the employee's regularly
scheduled hours per week. Any accrued leave used in excess of one half (1/2) of
the employees regularly scheduled hours will be reported to the Employment
Security Department as regular wages.
(c) It shall be the responsibility of the employee to apply for PFML through the
Employment Security Department. The employee, if possible, shall inform the fire
department timekeeper in advance and in writing if they want to utilize
supplemental benefits and the amount of benefits they would like to use, and also
provide updates as appropriate. Employees may update/change their leave
designation within the current months' pay cycle however no changes will be
allowed retroactively once a monthly pay cycle has closed.
(d) It shall be the employee's responsibility to coordinate this benefit with PFML to
ensure that he/she does not violate any of the terms and conditions of the program
and report hours accurately. Further, the IAFF agrees to indemnify, defend and
hold harmless the City of Yakima, its officers, elected officials, employees and
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agents from any and all claims, demands, losses, liens, liabilities, penalties, fines,
lawsuits, and other proceedings and all judgments, awards, costs and expenses
(including attorneys' fees and disbursements) related to this article, except to the
extent that any such action was precipitated by the City's alleged breach of this
article.
15.5 Long -Term Disability
The Union has executed a disability life insurance policy that provides long-term disability
life insurance for its members and said policy generally provides a covered employee with
up to fifty percent (50%) of his/her base pay if the person incurs an off -duty injury, illness
and/or disability and is unable to work. To qualify for said benefits under the policy for a
particular month, the employee can receive a minimum of fifty percent (50%) of his/her
base pay from the City through the utilization of accrued sick leave, compensatory time
and annual leave in a month and must be in leave without pay status for the remainder of
the month.
(a) In the event that an insured employee covered by the Local 469 Disability Plan
applies for and receives benefits from said plan the City shall permit the employee
to receive a minimum of fifty percent (50%) of his/her base pay from the City
through the utilization of accrued sick leave, compensatory time and annually leave
in a month and allow them to be in a leave without pay status for up to fifty percent
(50%) of their scheduled hours for the affected pay period.
(b) Base pay for the purpose of receiving benefits shall be the base pay per Master
Ordinance plus the Deferred Compensation contribution.
(c) It shall be the responsibility of the employee to inform the department timekeeper
on or before the date in which he or she starts the leave without pay status. It
shall be the responsibility of the employee to inform the department timekeeper on
or before the date which he or she ends the leave without pay status.
(d) If the insured employee's scheduled hours spent for a pay period is anticipated to
be lower than the minimum number of hours required by the Washington State
Department of Retirements (DRS) for receipt of full service credit for that month,
then the employee may use a sufficient number of hours of his/her accrued leave
for that pay period to satisfy the minimum numbers required by DRS to receive full
service credit for that month.
(e) It shall be the employee's responsibility to reconcile his/her monthly pay from the
City with payments from the disability insurance carrier to ensure that he/she does
not violate and /or breach any of the terms and conditions of the disability insurance
policy, including but not limited to the one hundred percent (100%) payout ceiling.
Local 469 recognizes that the City does not have any liability with or to the disability
insurance carrier or Local 469 whatsoever regarding insurance disputes between
the carrier and employees represented by Local 469, including but not limited to
the reconciliation of pay and the 100% payout ceiling. Further, Local 469 agrees
to indemnify, defend, and hold harmless the City of Yakima, its officers, elected
officials, employees and agents from any and all claims, demands, losses, liens,
liabilities, penalties, fines, lawsuits, and other proceedings and all judgments,
awards, costs and expenses (including attorneys' fees and disbursements) caused
by or occurring as a result of any dispute between an employee represented by
Local 469 and the disability insurance carrier.
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(f) Both Local 469 and the City have participated in the drafting of the language for
this article and as such, it is agreed by the parties that the general contract rule of
law that ambiguities in the contact language shall be construed against the drafter
of a contract shall have no application to any legal proceeding, arbitration and/or
action in which this section of the contract and its terms and conditions are being
interpreted and/or enforced.
ARTICLE 16 - LIFE INSURANCE
16.1 The City will provide, without cost to the employee, $100,000 in face amount of life
insurance.
ARTICLE 17 - LONGEVITY PAY
17.1 The City will pay longevity pay upon satisfactory completion of the following service and
at the designated rate:
Service In Years Percent of Base Pav
1 2.0
3 2.5
5 3.0
9 3.5
14 5.5
19 7.0
24 9.0
29 10.0
Service in years shall be defined as in Article 19, Vacation Leave, of this Agreement.
18.1
ARTICLE 18 - SPECIAL PAYS
Acting Pav
(a) The city will pay acting assignment pay of 5% above the employee's normal base
pay for an individual for such period of service, as a Supervisor or higher
classification, having been so assigned by the Administration and provided further
that the individual exercises the responsibility, including operation and
administrative duties, as they apply.
18.2 Eligibility for Acting Assignments
For an employee to be eligible for assignment to an acting position, that employee must
be eligible for promotion to the position in accordance with the promotional standards as
set forth in the job classification and Fire Civil Service rules and regulations. That
employee must be trained to perform the duties of the higher classification. Such time
spent on training shall be at the employee's normal rate of pay.
Telecommunicators eligible for Acting Supervisor assignment shall submit a letter of
interest to management once they become eligible to act or any time thereafter. Final
decision to act will be determined by management and may be reviewed on an annual
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basis. The employee may withdraw from acting consideration at any time with written
notification to management.
18.3 Acting Assignments
Acting assignments shall be made under the following provisions:
(a) General Acting Assignment Provisions
Acting Supervisor assignments shall be filled as follows:
i. Acting Supervisor assignments shall be voluntarily made based on
seniority. If there are no volunteers, the next actor available on the
Overtime Hiring list shall be assigned as detailed in Article 27.
ii. Acting Supervisors shall be subject to mandated overtime (as per
Article 27) for the vacancy they are filling.
iii. Acting Supervisors are eligible for acting pay when a supervisor is
unavailable and away from the communications floor for thirty (30)
minutes or more.
a. The communications floor would include the supervisor's
offices, kitchen, quiet room, workout room, locker room area
and employee secured parking lot.
(b) Acting pay shall be paid in increments of thirty (30) minutes.
(c) If the vacancy is expected to exceed thirty (30) calendar days, management will
fill the position with a long-term actor (LTA).
(d) Acting shall not be permitted if it causes additional overtime to another
classification or causes staffing to fall below shift minimums. Acting will be allowed
if there is an actor on duty that can fulfill the classification with the vacancy,
provided there is a volunteer willing to come in to backfill the actor's position.
(e) Acting assignments shall be applied prior to requesting overtime coverage if
minimum staffing is maintained regardless of notification time period.
18.4 Call Back
a) Employees who are called to work on a day off shall be paid a minimum of two (2)
hours pay at the time and one-half rate for all time worked up to two (2) hours. Any
time worked in excess of two (2) hours shall be paid at the applicable overtime
rate.
"Call -Back" pay includes scheduled or unscheduled work -related
activity that occurs on the employee's regular day off or more than
two (2) hours before the start of or after the conclusion of a regularly
scheduled shift.
Call -Back may include, but is not limited to court appearances, in -
person division or departmental meetings, public education events,
inspections, required trainings, testifying in civil service meetings,
tactical dispatch, CRU call -outs, etc.
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iii. Self -Initiated overtime activity is not eligible for the two (2) hour
minimum.
b) Call-back pay will not be available for a "hold over" defined as an extension of
a regular or reassigned shift due to staffing requirements or an emergency
circumstance. Scheduled meetings immediately before or after an employee's
shift shall not be considered "call back". However, overtime at the applicable
overtime rate shall be paid for work performed or for time spent attending such
meetings.
18.5 Mileage
The City shall pay each employee for his/her use, at the request of the City, of his/her
personal auto, per Administrative Policy 1-1900 Travel and Reimbursement.
18.7 Trainers
From time -to -tine employees shall be designated as trainers to assist in the training of
new employees. Management will select trainers based on interest, skill level and ability
to train. Management will attempt to provide selected employees with instructor training
and certifications as available.
(a) Senior Trainers - Employees selected as senior trainers shall be paid a special pay
of 7.5% of their base wage for hours worked as a trainer. Senior trainers must
meet the following criteria:
i. Achieve an 85% or higher on all QAs
ii. Attend 75% of CTO meetings
iii. Cannot decline a trainee assignment
iv. Be willing to train in at least two (2) disciplines (if a Telecommunicator)
v. No more than six (6 )CTOs as Senior Trainers
vi. Must reapply every two (2) years
vii. Management may review statuses as needed
viii. Employees may step down as a senior trainer at any time with written
notice to management
(b) Junior Trainer - Employees not selected as senior trainers but fill the role of trainer
on an as needed basis shall be paid a special pay of 5% of their base wage for
hours worked as a trainer.
18.8 Quality Assurance (QA) Team
The City may designate employees to be part of the QA team. Employees designated as
QA team members shall be compensated 3% of their base pay for the time spent working
on QA's.
18.9 Bilingual Employees
(a) Employees who have bilingual and/or biliterate capacity for the Spanish language
and have achieved a passing score on the bilingual and/or biliterate skills
examination administered by the Civil Service Chief Examiner or designee shall be
eligible to receive:
• Employees who have Spanish bilingual capacity shall receive 3% of their base
pay per month for their work in that capacity.
• Employees who have Spanish biliterate capacity shall receive 2% of their base
pay per month for their work in that capacity.
(b) Should a language other than English/Spanish be necessary for the conduct of
official business of the Division by an employee who has successfully tested as
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bilingual in that language, the employee may be compensated bilingual pay for the
month in which the service was needed.
18.11 Education Incentive Program
AU classifications covered by this contract shall be paid a monthly education incentive
based on the following schedule:
AA Degree
BA/BS Degree:
1.75%
3.25%
Education incentive pay shall be paid to employees only after the City has received an
official transcript from the educational institution verifying the degree or credits received.
18.12 Daylight Savings Time
In the event a member's shift is shortened by one hour due to daylight savings time, that
member will be required to submit a leave request for that hour. In the event a member's
shift is lengthened by one hour due to daylight saving time the member is entitled to
compensation for that hour.
19.1
ARTICLE 19 - VACATION LEAVE
Each bargaining unit member shall earn vacation leave for years of service at the following
rates:
(a) Employees with one (1) full year of service shall eam one hundred eight (108)
hours, forty (40) hours of which may be taken after six (6) months service;
(b) Employees with two (2) full years of service shall earn one hundred twenty-four
(124) hours;
(c) Employees with five (5) full years of service shall earn one hundred forty-eight
(148) hours;
(d) Employees with ten (10) full years of service shall earn one hundred eighty (180)
hours;
(e) Employees with fifteen (15) full years of service shall earn two hundred four (204)
hours;
(f)
Employees with more than twenty (20) full years of service shall eam two hundred
twenty (220) hours.
19.2 Bargaining unit members may accumulate vacation leave time in an amount equal to the
vacation time the employee eams during two (2) years of service, according to the accrual
rate(s) specified above.
19.3 Newly hired unit members shall accrue and accumulate vacation and holiday leave
through the end of their first six (6) months of service which may then be taken in the
seventh month and each month thereafter as accumulated.
19.4 Service in years for bargaining unit members is defined as the most recent period of
employment unbroken by voluntary termination, voluntary retirement, voluntary leaves of
absence more than thirty (30) calendar days or termination for cause. Such service shall
not be considered broken by period of disability retirement or leave without pay more than
thirty (30) calendar days for medical reasons, if approved by the Fire Civil Service
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Commission during which times no service credit shall accrue. Layoff shall not be
considered a break in service providing that failure to accept the first offer of re-
employment for any reason shall constitute a break in service. (No service credit shall
accrue during periods of layoff.)
19.5 Vacation accruals upon separation
(a) When separating from service of the City in good standing and when the employee
has given at least two (2) weeks' notice of their intention to leave, the employee
shall be compensated for vacation accruals earned and accumulated to the date
of separation.
(b) No compensation for vacation leave shall be payable to any employee who
terminates their employment or is terminated before they have completed six (6)
months of service.
(c) An employee who is discharged or resigns because of disciplinary action shall be
entitled to be compensated for only the vacation leave which was earned in
preceding calendar years and not used at time of separation. This provision shall
also apply to employees who quit without giving the notice as above.
19.6 Vacation Sell -Back Program
City implemented vacation sell -back program as follows:
(a) Employees with an accrued vacation balance of three hundred (300) hours or Tess
have the option to sell back to the City up to one-third (1/3) of their accrued
vacation leave within a twelve (12) month period (based on a calendar year) as
per the City of Yakima Municipal Code provision in section 2.40.120.
(b) Employees with an accrued vacation balance of three hundred and one (301)
hours or more have to option to sell back to the City up to one-half (1/2) of their
accrued vacation leave within a twelve (12) month period (based on a calendar
year) as per the City of Yakima Municipal Code provision in section 2.40.120.
19.7 Annual Vacation Requests
Members of the bargaining group shall have three (3) opportunities for annual leave
requests.
(a) First pick
i. May be one continuous block of time totaling one hundred and thirty-two
(132) hours.
ii. First picks may be broken up into no more than three (3) individual time
periods of no less than forty-four 44 hours each.
iii. First picks may only include one of the following:
1. 4th of July
2. Thanksgiving Day
3. Christmas
(b) Second pick
i. After all first picks have been made, employees will have the opportunity
to make a second annual leave request.
ii. Second picks shall be one continuous time period of no more than eighty
(80) hours.
(c) Third Pick
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i. After all picks have been made, and as staffing and workload allows,
employees will have the opportunity to make a third annual leave request.
ii. Third picks shall be one continuous time period of no more than forty-four
(44) hours.
2. Annual Vacation Request Considerations
(a) The annual leave request process for the next year shall be started no later than
October 1st of the current year.
i. The goal is that annual leave requests should be completed prior to the
bidding and scheduling of overtime for January (which would be
November 30th).
ii. Shift bidding (or assignment) for the next year should be complete prior to
the commencement of annual leave requests.
(b) Each of these requests will be submitted and considered in seniority order based
on the employee's Time in Center as defined in Article 12.8(b) and with regard for
staffing and overtime.
i. Employees changing classification or returning to SunComm after annual
vacation picks have been made will not cause that classification to rebid
vacation picks.
ii. Employees can request to change their annual leave requests only after
all bidding has completed.
1. This request must be in writing and submitted to the assistant
manager 30 days prior to the start date of the request.
(c) Annual vacation picks shall be limited to a combined total of up to five (5)
employees (provided that no more than two (2) supervisors are off at the same
time).
i. If staffing falls below that required for established shift levels, the number
of employees off at a time may be reduced with an agreement in writing
of both parties for a designated time period.
ii. In the event staffing levels fall below the minimum total number of
required persons to fulfill minimum shift standards per policy,
management may consider rescinding or modifying second and third
vacation picks, after every reasonable attempt has been made to fulfill
them.
1. Exceptions to cancelling vacations are:
a. No third pick may be cancelled without fourteen (14)
calendar days' notice and;
b. No second pick may be cancelled without thirty (30)
calendar days' notice.
2. Cancellations of vacation shall first be on voluntary basis and shall
then proceed to third pick by reverse seniority followed by second
pick by reverse seniority.
(d) The following annual time periods shall be considered restricted vacation picks
and shall follow the stipulations listed for each time period:
4th of July- One (1) annual vacation pick per classification allowed. July
4th and/or the weekend including July 4th if it falls on a Friday, weekend
day, or Monday.
1. Restricted days off shall not exceed a three (3) calendar day time
period.
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ii. Other time periods may be restricted upon written agreement between the
City and the Union and with a minimum of ninety (90) days' notice to
affected members.
3. Annual Leave Request Process
(a) First Picks
i. Notice will be given to all employees at least two (2) weeks before annual
vacation bidding will begin.
ii. Once bidding commences, employees shall have twenty-four (24) hours
to make their selection(s) for their first annual leave request.
iii. Shift supervisors will ensure that employees have received adequate
notification that they are up for bid and given their timeframe.
iv. Employees will submit their bid by entering the information in the "Shared
Folder' documents.
1. The employee may submit their bid via proxy if it is their day off or
if they are on leave.
2. Picks shall also be entered into the time keeping system (currently
TAMS).
v. Once the employee has submitted their request, they will notify the next
employee in order of seniority and the on -duty shift supervisor.
1. Shift supervisors should ensure the next employee has been
notified.
vi. If an employee fails to make their bid within the allotted twenty-four (24)
hours, they will be skipped and the next person on the seniority list will be
notified.
1. Employees who were skipped may enter their request any time
after their turn.
2. Exceptions due to extenuating circumstances can be considered
on an individual basis if the employee requests an extension.
a. If possible, this exception should be agreed to by both
management and the Union.
vii. Once all first picks have been completed, the process for second and
third picks shall begin.
(b) Second & Third Picks
i. Upon the completion of all first picks, the process for second and third
picks shall begin following the same process as choosing first picks, steps
i through iv above in 19.7.3.a.
1. Employees are free to change their second and third picks after all
picks have been made.
2. Employees wishing to not make a pick shall notate "skip" for which
ever pick they are skipping on the vacation pick forms.
19.8 Incidental Leave Requests for SunComm Employees
The dynamic schedule shall be considered "complete" by the 8th day (or next business
day if it falls on a weekend or holiday) of the preceding month. This means all required
staffing has been determined and overtime has been awarded/mandated.
Example: Management will open the July schedule on June 1st — alerting all staff
to the overtime availability for July. Staff will have until midnight on June 7th to bid
for the open shifts; on June 8th (or next business day if it falls on a weekend or
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holiday) all required shifts will be filled — either through the bid process or by
mandating appropriate classifications.
(a) On the 8th day (or next business day if it falls on a weekend or holiday) of the month
preceding the requested leave, incidental leave requests that have been received
for the month will be reviewed, with a determination due by the 15th day of the
preceding month.
1. Division management, or designee, shall approve all requests where either:
i. The request can be fulfilled without volunteers while maintaining
minimum staffing; or
ii. An available employee volunteers by the 15th day to cover the
request.
2. All denials of requested incidental time off shall contain a written
explanation for the denial.
(b) Once a request for incidental time off is granted, a later use of sick leave shall not
cancel the grant of incidental time off except when sick leave causes below
minimum staffing and use of other options have failed to bring staffing to minimum
levels.
(c) Incidental leave requests made outside of this timeline set forth above shall be
considered using the criteria above, except that division management, or
designee, shall post the request upon receipt and leave it open for volunteers for
seven (7) calendar days or the period of time between the date the request is made
and leave is sought, whichever is greater.
(d) Employees on leave, who anticipate or will be delayed in returning, shall notify the
on -duty supervisor as soon as practical.
(e) In an effort for staff to ensure incidental time off, the Shift Trade Policy can be
utilized.
(f) The division manager, or designee, in emergency situations resulting in personnel
shortages or as the result of conditions requiring additional manpower above
minimum, can cancel time off that has been granted as outlined in the current CBA.
(g) Division management may deny requests for incidental time off for July 4th and/or
the weekend including July 4th if it falls on a Friday, weekend day, or Monday;
provided, however, that this restricted period shall not exceed a three (3)-day
period. Other time periods may be restricted upon written agreement between the
City and the Union and with a minimum of ninety (90) days' notice to affected
members.
(h) The division manager, or designee, shall review extenuating circumstances on a
case -by -case basis.
ARTICLE 20 - HOLIDAYS
20.1 SunComm Employees
(a) Due to the critical nature of the SunComm Communications Center and required
24/7 operations, all members of the bargaining unit working the shift schedule
within the Center will receive a credit of hours to their holiday leave account
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equivalent to the number of hours of their regularly assigned shift for the eleven
(11) observed holidays listed in 20.2(a) in addition to the number of personal
holidays negotiated in section 20.2 (b). Hours shall be credited at the first of each
year as follows:
Eight (8) hour regularly assigned shift = 88 hours
Ten (10) hour regularly assigned shift = 110 hours
Twelve (12) hour regularly assigned shift = 132 hours
(b) Holiday shifts shall be worked as assigned. Relevant staffing levels will be
determined by the Division in accordance with operational requirements.
Employees working on observed holidays will be paid at the rate of time and one-
half (1 %) for hours worked.
(c) Holiday time must be used in the calendar year in which it was credited and may
not carry-over into successive calendar years. Unused holiday time will be paid at
one hundred percent (100%) of the base wage as of December 31st of each year
up to a maximum of one hundred forty-four (144) hours per employee.
(d) New employees will receive holiday credits at the rate equivalent to the number of
hours of their regularly assigned shift per observed holiday remaining in the
calendar year. New employees must be scheduled to work for more than one-half
(1/2) of the month's shifts in order to receive holiday credit for the month in which
they were hired.
(e) An employee who uses their holiday time and leaves the Division before December
31st shall have the equivalent number of hours removed from their earned leave
account or final pay for each observed holiday remaining in the year.
(f) Employees transferring from days to shifts will receive holiday credits at the rate
equivalent to the number of hours of their regularly assigned shift per observed
holiday remaining in the year. Employees transferring from shifts to days will have
the equivalent to the number of hours of their previously assigned shift deducted
from their holiday hour credits per holiday remaining in the year, which shall not be
reduced to Tess than zero credits. The determining factor of whether or not credits
are added or reduced for the transfer month is based on whether or not the holiday
has been observed.
20.2 All other members of the bargaining unit will observe the following holiday's accordance
with Municipal Code 2.40.080.
(a) The following shall be recognized and observed as paid holidays:
New Year's Day
Martin Luther King, Jr. Day
Presidents' Day
Memorial Day
Juneteenth
Independence Day
Labor Day
January 1st
3ro Monday in January
3rd Monday in February
Last Monday in May
June 191h
July 4th
1st Monday in September
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Veterans' Day November 11 u,
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Day 4th Friday in November
Christmas Day December 25th
(b) Employees have the availability of one (1) personal holiday per year. The personal
holiday hours shall be equivalent to the number of hours of the employee's
regularly assigned shift.
ARTICLE 21 - SICK LEAVE ACCRUALJEXCHANGE
21.1 Bargaining unit members who's normally assigned shift is twelve (12) hours, shall accrue
twelve (12) hours of sick leave per month, ten (10) hour shifts will accrue ten (10) hours
of sick leave per month and eight (8) hour shifts will accrue eight (8) hours of sick leave
per month.
21.2 On the first day of employment each newly hired permanent employee of the
Communications Division shall receive twelve (12) sick leave days equivalent to the
number of hours of their regularly assigned shift, subject to following restrictions:
Eight (8) hour regularly assigned shift = 96 hours
Ten (10) hour regularly assigned shift = 120 hours
Twelve (12) hour regularly assigned shift = 144 hours
(a) Employees transferring from days to shifts will receive an adjustment of sick leave
hours at the rate equivalent to the number of unused sick leave days for the
remainder of their first year of employment.
(b) For permanent part-time employees, sick leave shall be prorated to the percentage
of a full-time position budgeted for that person.
(c) No additional sick leave will be accrued during the employee's first year of
employment.
(d) Should the employee either voluntarily or involuntarily terminate employment
during the first year and used sick leave hours equivalent to more than the number
of months employed, the excess hours shall be deducted from the employee's
accrued paid leave balance (i.e., vacation, compensatory, etc.).
21.3 Sick Leave Exchange or Cashout
Bargaining unit members 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) No cashout of accrued sick leave will be granted for those employees with three
hundred sixty (360) hours or less of accrued sick leave except in the event of death
in the line of duty.
(b) Cashout of accrued sick leave will be granted to employees who have accrued in
excess of three hundred sixty (360) hours subject to the following provisions:
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Upon retirement or death, the employee's accrued sick leave up to a
maximum of seven hundred twenty (720) hours will be cashed out at the rate
of one hundred percent (100%) of the employee's current base pay, up to a
maximum of twenty-five thousand dollars ($25,000.00) and deposited into
the employee's VEBA account.
2. Upon termination under honorable conditions, as distinguished from death or
retirement, the employee's accrued sick leave up to a maximum of seven
hundred twenty (720) hours will be cashed out at the rate of fifty percent
(50%) of the employee's current base pay, up to a maximum of twenty -
thousand dollars ($20,000.00).
3. In the event of death in the line of duty, all sick leave will be exchanged for
pay at the rate of 100% of the employee's current base pay.
(c) Sick Leave Exchange
Employees who have accrued more than seven hundred twenty (720) hours may
exchange such sick leave for bonus (additional) leave at the rate of twenty-four
(24) hours of sick leave for each eight (8) hours of vacation, not to exceed a total
of forty (40) hours added leave time annually, utilization of which would be subject
to the scheduling and approval by the department head.
(d) Sick Leave Exchange Procedure
Any regular employee may exchange accrued sick leave as provided in subsection
(c) above at the option of the employee, subject to the following conditions and
provisions:
1. A request for such an exchange shall be made to the Payroll Administrator.
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 Payroll Administrator. Exceptions
to the above will be made for termination, layoff or disability retirement.
No request will be granted for less than eight (8) hours pay or a minimum of
three (3) days' leave.
4. No exchange will be granted to an employee who has been terminated for
cause, as defined by Civil Service.
5. In the event of layoff, exchange requests are the responsibility of the
employee.
(e) In December of each year, any accruals beyond the one thousand forty (1040)
hour limitation will be automatically exchanged based upon the formula of eight (8)
hours pay for each thirty-two (32) hours accrued or a percentage thereof for
smaller accruals. Such pay will appear on the employee's final paycheck for the
year.
21.4 An employee eligible for sick leave with pay shall be granted such leave in accordance
with Administrative Policy #1-1250 Paid Sick Leave and RCW 49.26.210.
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21.5 Employees who become ill or injured while on approved earned leave (vacation, holiday,
or comp time) may utilize sick leave for the period of illness or injury; provided the
employee immediately upon becoming incapacitated notifies the division supervisor and
presents to management upon returning to work, a certificate from a health care provider,
stating the nature and duration of the incapacity.
21.6 Bereavement Leave
Employees who are eligible for sick leave under this CBA shall:
(a) In the event of each death in the employee's immediate family, employees may
consume up to three (3) days bereavement leave, per event, without loss of pay.
These three (3) days shall not be credited against their sick leave accrual.
1. For the intent of this section, "Immediate Family" includes spouse; child
(includes biological, adopted, or foster child, stepchild, or a child to whom
the employee stands in loco parentis, is a legal guardian, or is a de facto
parent, regardless of age or dependency status) or grandchild (includes
step, adopted or natural); parent (includes biological adoptive, de facto, or
foster parent, stepparent, or legal guardian of an employee or the
employee's spouse or registered domestic partner, or a person who stood
in loco parentis when the employee was a minor child); a registered
domestic partner; grandparent; sibling (includes step, adopted or natural);
or in-laws (includes parent -in-law, son-in-law and daughter-in-law). It does
not include uncle, aunt, niece, nephew or cousin.
2. The term immediate family does not include persons sharing the same
general household when the living style is primarily that of a dormitory or
commune.
(b) In the event of any days beyond the initial three (3) bereavement days per event,
additional leave days will be debited against the employee's sick leave accrual.
ARTICLE 22 - SICK LEAVE POOL
Local 469 Executive Board will manage and is solely responsible for the administration of the
IAFF Sick Leave Pool and the processing of requests.
(a) Donations made to the sick leave pool shall be in full hour increments.
(b) All requests processed by the Payroll Office by the fifteenth (15111 of a month shall
be effective for the month.
(c) Records of all transactions from the leave pool to the recipient will be maintained
by the Payroll Office. If specific medical information is submitted it will be
maintained in the employees' medical file in the Human Resources Office.
ARTICLE 23 — PARENTAL LEAVE
23.1 Pregnancy and maternity/paternity leave will be treated in accordance with state and
federal law.
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ARTICLE 24 - MODIFIED DUTY
24.1 Requests for modified duty will be managed by the City's Human Resources Department
and follow the City's normal process, as required by federal, state & local laws.
ARTICLE 25 - COMPENSATORY TIME OFF
25.1 All bargaining unit employees shall have the option of receiving payment or credited time
off at the rate of one and one-half (1.5) actual overtime hours worked in accordance with
Municipal Code Section 2.22.100. Compensatory time shall be separately accounted for
and will have to be cleared by use or pay by December 31, annually.
Up to forty (40) hours of compensatory time may be accumulated. Use shall be scheduled
at the City's discretion with due regard to the wishes of the employees and the City's work
requirements.
ARTICLE 26 - PUBLIC SAFETY DISPATCH OPERATIONS
26.1 All vacancies for positions covered by this agreement shall be filled according to Fire Civil
Service Rules and associated class specifications.
26.2 Public Safety Dispatch Personnel
(a) Use of Qualified Employees. Persons assigned to work independently as
Telecommunicators in the Communications Center shall be Public Safety
personnel who have passed the required Telecommunicator or previous
Dispatcher Civil Service exams and/or hold the rank of Telecommunicator or Public
Safety Telecommunicator Supervisor.
(b) Employees in a training status shall not count towards shift minimums set forth in
policy unless the employee has been signed off on 911 call taking or at least two
radio disciplines and are not showing in a training status in the time keeping
system.
26.3 Use of Non -Bargaining Unit Personnel
1. The Communications Division Office Assistant, Assistant Public Safety
Communications Manager and the Public Safety Communications Manager may
serve in a capacity normally fulfilled by personnel from within the bargaining unit
under the following conditions:
(a) They must be trained and able to fulfill the duties of the 911 discipline or at
least two (2) radio disciplines;
(b) They are filling in on an emergency or short-term basis (four (4) hours or
less);
(c) They are filling in only after the overtime shifts have been offered to
bargaining unit members and declined, and prior to the shifts being
mandated to unit members.
2. These allowances in no way waive the Union's rights to have their positions filled
expediently and use their own members to fill the mandatory shift vacancies. This
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2026 - 2027 Final 12.22.25
is only intended to relieve the members from repeated excessive amounts of
overtime.
ARTICLE 27 - HOURS OF WORK AND OVERTIME
27.1 The Employer has the right to schedule bargaining unit members to work eight (8) hour,
nine (9) hour, ten (10) hour, or twelve (12) hour work shifts within a twenty-four (24) hour
period. Work schedules designed by the Employer will be consistent with the provisions of
FLSA. When considering major schedule changes the management shall solicit and
consider, non -binding input from the employees regarding the proposed new schedule
configuration. The Employer will provide SunComm employees six (6) months' notice
when planning to implement a major schedule change unless an emergent situation arises.
Once a new major schedule change has been implemented that change will be reviewed
at the end of the first year's operation. Nothing herein shall be deemed to waive the Union's
right to bargain over changes to mandatory subjects of bargaining, or to permit the
Employer to engage in direct dealing.
27.2 Work schedules are those hours normally assigned. Work schedule assignments shall
normally be made prior to the start of the calendar year
27.3 Work schedule assignments shall normally be by seniority within the classification.
Beginning with the most senior employees, they will indicate which work schedule
assignment they prefer. Remaining schedule slots shall be filled by assignment of
employees with the least seniority, excluding probationary employees. Management
mandated assignments or re -assignments may become necessary as dictated by training,
staffing, qualifications and special project concerns. Special project concern reassignments
shall be for the duration of the special project.
27.4 Overtime
For Bargaining Unit members, overtime hours are those hours worked in excess of forty
(40) hours in a regularly scheduled seven (7) day work period and all hours outside one's
normally assigned shift.. For the purposes of computing overtime all paid leave time shall
be considered time worked. Management shall avoid involuntary assignment of overtime
to employees that result in less than eight (8) hours between working assignments,
excluding emergency situations and extreme staffing shortage.
27.5 No Pyramiding
Nothing contained in this collective bargaining agreement shall be interpreted or enforced
in such a manner as to result in the duplication, pyramiding or multiple payment (whether
by fractions or otherwise) of compensation for such items as overtime involving the same
hours of labor.
27.6 Meals and Break Periods
(a) SunComm Meal Periods:
1 Members of this Bargaining Unit working as Telecommunicator 1's.
Telecommunicators, and Public Safety Telecommunicator Supervisor's
within the SunComm Call Center will be granted paid meal period(s) of forty
(40) minutes during their shift. On an eight (8) or ten (10) hour shift this will
be a single meal period as close to mid shift as possible and on a twelve
(12) hour shift there shall be two (2) meal periods, as close as possible to
four (4) hours and again at eight (8) hours into their shift.
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2026 - 2027 Final 12.22.25
i. Employees will remain in the immediate vicinity of the
communications center with access to a mobile phone.
a) Immediate vicinity of the Communications Center is defined
as: the operations area, kitchen/breakroom, locker room,
supervisors' offices, quiet room, workout room and
employee secured parking lot.
1) On occasion, but not regularly, at the discretion of
the Shift Supervisor, an employee may leave the
communications center for up to a forty (40)-minute
period of time during the meal period.
2) On occasion, but not regularly, Supervisors may
leave for a meal period provided that there is another
supervisor or qualified acting supervisor on duty and
able to cover in their absence.
All other members of this Bargaining Unit, including the Training Supervisor, shall
be entitled to at least one (1) unpaid meal period of a minimum of thirty (30)
minutes, to be scheduled as near mid -shift as possible- If, due to emergent
circumstance, an employee does not get a full meal break, they shall be
compensated for their meal period.
(b) Breaks/rest periods are allowed as defined by federal and state law.
27.7 Employees whose schedules are changed shall have at least seven (7) calendar days prior
notice. Notice shall be made during the employees scheduled working hours. E-mail,
employee mail, updated master schedule, or personal contact shall constitute notice. The
day notification is given shall count as a day of notice (example; an employee whose
schedule is to be changed on Monday must be notified no later than the preceding
Monday). Employees whose schedules are changed without seven (7) calendar days'
notice shall be paid overtime for those newly assigned hours. In such reassignment
overtime situations the employee may be required to work their regularly scheduled hours,
as well; provided they can without assignment of excessive continuous hours. If the
reassignment is the result of a situation in which the employee is being moved back to their
normally assigned shift, then they shall be paid at their normal rate regardless of when
notified.
27.8 Overtime Hiring
(a) Advanced Notice: For overtime shifts that are necessary to maintain established
shift minimums, the Employer shall post the overtime shifts on the Overtime Sign-
up list no later than the first of the month before the month when the overtime shift
occurs. (Ex.: Overtime shifts occurring in April shall be posted no later than March
1.)
1. Voluntary sign-ups for the required overtime shifts shall be awarded
based on seniority, using time in center, and posted by midnight on
the 7thof the preceding month (or the next business day if the 7th
falls on a weekend or holiday).
2. All remaining required shifts will be assigned on the 8th of the
preceding month by using reverse seniority, using time in
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2026 - 2027 Final 12.22.25
center.
i. These assigned shifts will be documented on the
"Mandated Overtime" list maintained in the
SunComm shared folder.
If the 8th falls on a weekend or Holiday, assignments may
be made either on the 7th or the next normal business.day
after the 8th
3. The City can, at its discretion, offer additional overtime shifts that
are not required to maintain established shift minimums, which
shall be made available for voluntary sign-ups, and shall be
awarded based on seniority, using time in center.
i. These shifts shall be posted on the 8th of the month (or next
business day) and awarded by the 12th of the month
preceding 9or next business day if the 12th falls on a
weekend or holiday).
ii. These shifts shall not be assigned if there are no volunteers
but will remain open until the date of request.
4. Overtime due to incidental leave shall be posted and assigned
according to the procedures established in Article 19.8.
(b) Seven or more days' notice: Overtime shifts that were not known to the
Employer by the first of the month preceding the month when the
overtime shift shall occur, but are known to the Employer 7 or more days
in advance, shall be assigned as follows:
1. The Employer shall send an email to all staff advising of the new shifts
added to the overtime signup list.
a. Voluntary overtime coverage shall be awarded based on
seniority, using time in center.
b. Employees shall be given four days to volunteer for these
shifts, if possible.
2. If there are no volunteers for the overtime shift, and the shift must be
staffed in order to maintain established shift minimums, than the shift
shall be assigned based on the "Mandated Overtime" rotation list and
the shift shall be documented therein.
27.9 Overtime Hiring (SunComm) — Less than 7 days' notice
(a) Overtime shifts occurring with Tess than seven days or less notice shall be sent out
via mass notification system.
(b) Volunteers shall be assigned on a first -come basis.
(c) If there are no volunteers after a reasonable amount of time has passed, the shift
shall be assigned based on the "Mandated Overtime" rotation list, as provided in
Article 27.10(e), and the shift will be documented therein.
1. For purposes of Article 27.9, "Reasonable" shall be defined as follows:
i. For shifts scheduled to start within 24 hours or less, "reasonable" is
60 minutes.
ii. For shifts scheduled to start after more than 24 hours, :reasonable"
is 12 hours.
27.10 Overtime Considerations - SunComm
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2026 - 2027 Final 12.22.25
(a) Employees working an eight (8) hours shift may be mandated up to a twelve (12)
hour shift to maintain established shift minimums, as described in Articles 27.8
and,
(b) Any overtime shift of eight (8) hours or more may be offered as partial shifts; in
four, six, or eight, hour increments.
1. Where the remainder of a partial shift is assigned, the individual shall be
marked as having been assigned on the "Mandated Overtime" rotation list.
(c) The parties agree that employees should not be overworked, including that they
should not be required to work without days off. To accomplish this goal, therefore,
when assigning overtime, the scheduler shall follow the provisions in Article 27.10,
but shall have discretion to skip individuals for the following reasons:
1. An employee has worked or is scheduled for a significant and disproportionate
number of overtime hours for the calendar month.
2. An employee has worked seven (7) shifts in a row without a day off or where
the individual's current shift would make the overtime disproportionately
burdensome.
Nothing in this section shall permit the scheduler to award overtime in a way that
is arbitrary, discriminatory, or favors particular employees for reasons other than
to decrease the burden on employees who have worked a disproportionate
amount.
(d) The Assigned Overtime List shall be created and maintained as follows:
1. All eligible floor personnel (which in this context is defined as all SunComm
employees other than the training supervisor, trainees not signed off in any
disciplines, and the division administrative assistant) shall be listed by reverse
seniority using time in center on one list, regardless of classification. This list
is considered one rotation.
2. When assigning an overtime shift, the first employee on the rotation list that is
available to fill the shift shall be assigned.
3. Rotations may be repeated as necessary.
4. If employees need to be skipped, there shall be a notation made of the date
and reason why they were skipped in the appropriate column. Employees that
are skipped for the reasons other than those listed in Article 27.10(d)(6), shall
not be marked as complete for that rotation.
i. Reasons for being skipped include the following:
1. They are already working;
2. Their work schedule prevents them from being able to work the
overtime shift;
3. Vacation leave;
4. Sick leave;
5. Employee is unreachable or states they are unavailable; or
6. Any approved leave not covered in 27.10(d)(6);
ii. Employees will be skipped for each set of shifts that meets the conditions
set above.
5. When an employee is mandated an overtime shift, the date and shift shall be
notated in the appropriate columns and then their name highlighted to show
that their assignment in the rotation has occurred.
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2026 - 2027 Final 12.22.25
28.1
6. If an employee is skipped for any of the following reasons, that employee's
name shall be highlighted as completed and notation made explaining why
they were skipped and marked complete for the rotation.
i. On approved leaves of absence (including, for example, FMLA,
Washington State Paid Family Leave, LTD, military, etc.);
ii. ii. First pick vacations;
iii. Bereavement leave;
iv. iv. Civil leave five (5) or more consecutive days.
7. New hires shall be added to the most current rotation once they are qualified
to fill any position.
8. Any change to the maintenance or implementation of the "Mandated Overtime"
list requires mutual agreement of both parties.
i. The "Mandated Overtime" list. will reset beginning January (or January 1st)
overtime assignments for the next calendar year.
(e) Overtime assignments, voluntary or assigned, shall not create additional
vacancies or overtime.
ARTICLE 28 - RESERVED
ARTICLE 29 - DRUG TESTING POLICY
29.1 The mission of this Division is to protect the lives and property of the people of Yakima.
To fulfill this mission, and because it regards its employees as its most important asset,
the Division has a substantial interest in assuring that its employees maintain their physical
and mental fitness, stamina, alertness, and control at all times while on duty.
Alcohol and drugs alter and impair an employee's ability to perform his or her duties, and
therefore increase the risk of accidents and injuries to members of the public, other public
safety employees, fellow firefighter's, and the employee themselves.
To further the goal of a drug free work place, the bargaining group believes that the
following on -duty alcohol and drug testing programs are an effective way to assure
employee fitness for duty and to protect employees and the public from the risks posed
by employee use of alcohol and drugs. Accordingly, the bargaining group will follow the
City of Yakima Substance Abuse Policy as it relates to reasonable suspicion, random,
post -accident and return to duty with the understanding the bargaining group is not safety
sensitive nor holders of commercial driver's licenses. As such the following three
stipulations are agreed to:
• The definition of on -duty includes meal and break periods during the
workday and time during which an employee is on paid administrative
leave.
• The bargaining group will not increase the percentage of covered members
being tested, unless required by law or regulation without a modification
agreement.
• The bargaining group will not be subject to a return to duty test for absences
unrelated to a failure of an alcohol or substance test.
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30.1
The parties agree to re -open this Article if modification to this Article is necessary to
maintain a uniform policy.
ARTICLE 30 - PHYSICAL FITNESS
Employees of this bargaining group will have made available to them a time, which shall
not exceed sixty (60) minutes per work shift, to participate in an approved
aerobics/physical fitness program. This program shall be as approved by the physical
fitness committee. The scheduled times will be by agreement between the Administration
and the Union. At no time shall the scheduled aerobics/physical fitness time cause a hiring
situation to happen in order to allow anyone to participate. Relief of on -duty personnel
shall only happen when work schedules and workloads allow. At other times participants
shall use the equipment, furnished by the Administration to accomplish their
aerobics/fitness times. The participants shall provide all of their own personal
aerobics/fitness clothing. The actual schedule of the aerobics/fitness period times,
availability of relief and the list of approved activities shall be subject to approval by the
Administration, the physical fitness committee, and the Telecommunicator Supervisor. As
part of this program, the participants are encouraged to be active participants in the City's
wellness program in order to have a total wellness/fitness program.
30.2 If the Administration has a concern about an employee's physical and/or mental fitness for
duty, the Employer has the right to require said employee to be examined by a qualified
medical expert designated by the Employer at the Employer's expense. The qualified
medical expert will issue a statement to the Administration regarding the employee's fitness
for duty with a copy to the employee.
31.1
ARTICLE 31 - DEFERRED COMPENSATION
Each bargaining unit member shall be paid, in addition to that employee's monthly salary,
deferred earned compensation each month in an amount equal to three (3%) percent of
base pay to a deferred compensation account for each member of the bargaining unit.
Effective 1/1/2027 Each bargaining unit member shall be paid, in addition to that
employee's monthly salary, deferred earned compensation each month in an amount
equal to three (3.5%) percent of base pay to a deferred compensation account for each
member of the bargaining unit.
31.2 Said deferred compensation is separate pay and is not part of the base monthly salary
schedule codified in Yakima Municipal Code Pay and Compensation Ordinance,
subsection 2.20.130. This provision is subject to the City's deferred compensation rules
and regulations adopted by the City Council and IRS regulations, and the computation of
retirement contributions and pension benefits shall be governed by applicable state law.
ARTICLE 32 - DISCIPLINE AND DISCIPLINARY PROCEDURES
32.1 Purpose
To increase professionalism, improve morale, improve manager/employee relations,
foster Tong -term positive change, and deter future performance deficiencies.
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2026 - 2027 Final 12.22.25
This Bargaining Unit hereby adopts the following disciplinary guidelines, relating to the
administration a process of corrective disciplinary actions.
This policy is in addition to any applicable policies, SOPs, and guidelines regarding
disciplinary action applicable to bargaining unit members, including the Fire Civil Service
Rules & Regulations as well as the City of Yakima's Administrative Codes.
32.2 Procedure
A. Progressive Discipline
The process of progressive discipline is intended to assist the employee in overcoming
performance problems and to meet job expectations. Progressive discipline is most
successful when it assists an individual in becoming an effective and productive member
of the organization.
Failing that, progressive discipline enables the organization to address misconduct or
substandard performance of employees who demonstrate an unwillingness or inability to
improve.
Generally, there are four main types of corrective disciplinary action: oral reprimand,
written reprimand, suspension, and discharge. Demotions, deductions of pay within the
pay range, and other forms of discipline may also be used depending on the
circumstances. The four main types of corrective discipline are defined as follows:
1. Oral Reprimand
Any instance in which an employee is issued an oral reprimand for an infraction or
performance deficiency by any supervisor.
An oral reprimand shall include all of the following:
• A meeting with the employee and his/her immediate supervisor.
• The employee is informed that this is an oral reprimand.
• Oral reprimands will be documented by memo to include the date and time
of the infraction, the department policy, SOP or guideline that has been
violated, an action plan to correct the behavior and action necessary to
avoid further discipline.
• A memo documenting receipt of the oral discipline shall be signed by the
individual and the immediate supervisor. This memo is to be filed with the
Deputy Chief or the Assistant Communications Manager and a copy is to
be provided to the employee. Memo is not placed in employee's personnel
file.
2. Written Reprimand
Any instance in which an employee is formally issued a written reprimand
document for an infraction or performance deficiency by any supervisor.
Written reprimand shall include all of the following:
• A meeting with the employee, and his/her immediate supervisor
• The employee informed that this is a formal written reprimand.
• Written reprimands will be documented by a letter which shall document
date and time of the infraction, the department policy, SOP, or guideline
that has been violated, the previous related discipline, an action plan to
correct the behavior and action necessary to avoid further discipline.
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2026 - 2027 Final 12.22.25
A copy shall be maintained in employee's personnel file and given to the
employee.
3. Suspension
Any instance in which any employee is released from duty without pay from city
service.
If subsequent to a satisfactory investigation, suspension of an employee is the
contemplated level of discipline the process shall include all of the following:
• Provide the employee with a pre -disciplinary letter that schedules the
"Loudermill" meeting with the employee.
• The pre -disciplinary letter shall inform the employee of the alleged policy,
SOP, or guideline violation, including time and date. Also include any
previous related discipline, violations and the anticipated level of discipline.
• A discipline letter will be issued informing the employee of the length of the
suspension, containing an action plan designed to correct the behavior.
The letter will also contain action necessary to avoid further discipline and
detail the employees return to work.
• The original disciplinary letter will be provided to the employee and a copy
of the pre -disciplinary letters will be maintained in the employee's
personnel file.
4. Discharge
Any instance in which an employee is involuntarily terminated from city service.
If subsequent to a thorough investigation, discharge of an employee is the
contemplated level of discipline the process shall include all of the following:
• Provide the employee with a pre -disciplinary letter that schedules the
"Loudermill" meeting with the employee.
• The pre -disciplinary letter shall inform the employee of the alleged policy,
SOP, or guideline violation, including time and date. Include previous
related discipline and violations and anticipated level of discipline.
• A discipline letter will be issued that informs the employee of the effective
date of the discharge and appeal process.
• The employee will be given the original disciplinary letter and a written copy
of the pre -disciplinary and disciplinary letters will be maintained in the
employee's personnel file.
B. Progressive Disciplinary Process
When a sub -standard performance persists despite informal counseling, coaching, or
remedial training, an increase in the level of disciplinary action will be initiated and
directed toward correcting the behavior. Continuing offenses, which alone may justify
nothing more severe than a written reprimand, may be cause for more serious
discipline up to and including discharge should the employee not make the corrections
required. The Progressive Disciplinary Process will utilize only the level of discipline
and corrective action necessary to achieve the improved performance and deter future
rule violations.
All oral reprimands shall be placed on file in the Deputy Chief or Assistant
Communications Managers office. Oral reprimands are not to be placed into the
employee's personnel file and shall be removed from the Deputy Chief or Assistant
Communications Managers file upon request of the employee after two years.
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Written and suspension documentation shall be placed in the employee's personnel
file. Time begins the day the documents are filed into the employee's personnel file.
The documentation shall be removed upon request of the employee after two years.
Consistent with the Fire Civil Service Rules and Regulations, an employee disciplined
under this policy may file with the Civil Service Commission a written request for a
hearing, within fifteen (15) calendar days from the time of receipt of written notice of
such discipline, whereupon, consistent with the Rules, the Commission shall conduct
such hearing. Failure to file such written request within the time specified shall be
deemed a waiver of any right of review.
C. Definitions of levels of infraction
Minor Infractions — Any violation that does not compromise safety, efficiency, or the
ability to properly respond to or process an emergency call. Violations of this type may
rise to the level of an oral or written reprimand. Multiple violations may rise to the level
of termination.
Examples but not limited to:
• Tardiness.
• Inefficiency or inattention to duties.
• Failure to maintain satisfactory and harmonious working relationships
(depending on the extent, this may be considered a more serious infraction).
More Serious Infractions — Any violation that compromises the integrity of the
department or the city or which the consequences cause only minor disruption of work.
Violations of this type may rise to the level of a reduction in pay, suspension, or
demotion. Multiple violations may rise to the level of termination.
Examples but not limited to:
• Careless, negligent, or other improper use of City property.
• Releasing confidential information without proper authority.
• Unauthorized or improper use of any type of leave.
• Public defamation of character of the organization.
Intolerable Infractions — Any action that endangers the safety, health, or well-being
of another person. The act is of sufficient magnitude that the consequences cause
disruption of work or gross discredit to the Department or City of Yakima. Violations
of this type may rise to the level of immediate termination.
Examples but not limited to:
• Fighting with the intent to do bodily harm.
• Insubordination, open and willfully defying of an order.
• Consumption or distribution of alcohol or illegal drugs on duty.
• Falsification, fraud, or willful omission of information related to the job.
• Endangering of coworkers and/or civilians due to reckless behavior.
• Pattern of performance deficiencies.
D. Probationary Employees
These guidelines are designed to promote corrective discipline and do not apply to
probationary employees.
E. Training
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2026 - 2027 Final 12.22.25
33.1
In order to assist supervisors in enforcing this policy and applying discipline uniformly,
labor and management will cooperatively present training to all supervisors.
ARTICLE 33 - PROPERTY LIABILITY
The City shall provide full physical damage insurance on City vehicles which shall include
Public Safety Division employees as insureds, or the City shall, in the altemative, become
self -insured for such physical damage. In either case, the City waives any claim it may
have against any Division employee for damage to City property while that employee is
acting within the scope of his employment except in the instance of intentional misconduct,
but the City retains its right to discipline any employee for just cause.
ARTICLE 34 - MUNICIPAL CODE SECTIONS
PERTAINING BARGAINING UNIT MEMBERS
2.04 Group Insurance
2.04.010 Health Care Plan
2.04.030 City Contributions
2.16 Bonds for Officers
2.16.010 Bonds Required - Amount
2.20 Salaries
2.20.010 Persons Subject to the Plan
2.20.040 Policy for Pay Steps
2.20.060 Transfer, Promotion, Reclassification, Demotion or
Reinstatements of Employees
2.20.070 Reduction in Salary
2.20.080 Effect on Budget
2.20.085 Reimbursement for Expenditures
2.20.086 Reimbursed Expenditures - Amounts
2.20.088 Special & Temporary Assignment Pay
2.20.100 Classification Plan and Compensation Plan
2.24 Longevity Plan
2.24.010 Longevity Plan - Eligibility - Restrictions
2.24.015 Longevity Plan - Service Recognition Award
2.24.020 Leave of Absence for Service in Armed Forces
2.40 Leaves of Absence
2.40.010 Eligible Employees
2.40.020 Vacation Leave
2.40.030 Sick Leave
2.40.035 Bereavement Leave
2.40.040 Civil Leave
2.40.050 Military Leave
2.40.060 Leave Without Pay
2.40.070 Unauthorized Absence
2.44 Lobbying by City Personnel
2.44.030 Permitted Activities of Representatives
2.44.040 Payment for Services of Representative
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2026 - 2027 Final 12.22.25
2.44.050 Prohibited Expenditures
2.44.060 Ethical Practices and Conduct
In cases of conflict between the Municipal Code and this Agreement, the latter shall
control. Nothing herein shall alter the parties' rights and obligations to bargain collectively
concerning proposed changes in the Municipal Code that affect wages, hours or working
conditions of bargaining unit employees.
ARTICLE 35 - ENTIRE AGREEMENT
35.1 This collective bargaining agreement constitutes the entire agreement as negotiated
between the parties and no oral statements and/or previous written agreements shall add
to or supersede any of the specific provisions of this agreement.
35.2 The Administration and the Union agree to establish monthly meetings for the purpose of
discussing matters considered of importance and to maintain a channel of communication.
It is intended that such communication be used as a tool to prevent problems from
developing and to solve problems which have surfaced.
35.3 The problem resolving meetings shall not result in any modifications to this collective
bargaining agreement except by mutual written agreement by the parties.
ARTICLE 36 - SAVINGS CLAUSE
36.1 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 provision 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 Employer may take all actions reasonable to comply with the Americans
with Disabilities Act and the Family Medical Leave Act.
37.1
ARTICLE 37 - CREATION OF NEW CLASSIFICATIONS
The salary, hours of work and fringe benefits for all newly created classifications within the
bargaining unit shall be negotiated with the Union. The Employer will provide a job
description for the new classification to the bargaining unit representative prior to seeking
applications for the new position. Thereafter, the classification shall be filled by open and
competitive competition. If the new classification would be a logical progression for an
existing classification, then it will be filled by the promotional process. Otherwise, the new
classification would be filled by open andcompetitive competition. All areas negotiated
for the new classification shall be applied retroactive to the date of hire or promotion of
any individual who is placed into the new classification.
ARTICLE 38 - CLASSIFICATION STUDIES
38.1 The long-term assignment (greater than six (6) months) of uncharacteristic duties (e.g.,
dispatching taxi cabs, buses, shuttle services), that are outside what normally would be
considered duties related to a consolidated public safety communications center (e.g.,
ambulance dispatching, fire department/district dispatching, law enforcement agencies
dispatching, Emergency services dispatching), to any classification in the bargaining unit
IAFF PSERS 35
2026 - 2027 Final 12.22.25
must be accompanied by a classification study. The classification study shall be
accomplished in a reasonably timely manner.
ARTICLE 39 - VEBA MEDICAL SAVINGS ACCOUNT
The Bargaining Unit shall have the option of participating in a medical savings trust fund.
Participation of the members shall be either all -in or all-out depending on the vote of body.
This trust fund shall be funded by the employee's sick leave cash out at the time of
retirement.
ARTICLE 44 - TERM OF THE AGREEMENT
40.1 This Agreement shall be deemed effective from and after the 1st day of January 2026
through the 31 St day of December 2027; provided, however, that this agreement shall be
subject to such periodic changes as may be voluntarily and mutually agreed upon by the
parties hereto during the term thereof.
Executed by the parties hereto this day off t
Recommended by:
LOCAL 469, INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO:
By:
CI
By -
Andrew Zuber
Lead Negotiator, IAFF Local 469
OF
Victoria Baker
City Manager
ATTEST:
By:
By:
Pete R
Presiden
City Contract No. 2°7 -bl.`7
Council Resolution No. fa.- 262
IAFF PSERS
2026 - 2027 Final 12.22,25
36
ITEM TITLE:
BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No. 7.C,
For Meeting of: February 3, 2026
Resolution authorizing a collective bargaining agreement for 2026-
2027 with the International Association of Firefighters (IAFF) Local
469 representing the PSERS Telecommunicators bargaining unit
SUBMITTED BY: Vicki Baker, City Manager
SUMMARY EXPLANATION:
City management and IAFF PSERS representatives negotiated in good faith, a contract setting forth the
wages, hours and other terms and conditions of employment for the next two years (2026-2027). To that
end, both parties recommend the City Council review and approve the attached CBA proposal. The IAFF
PSERS group has voted and ratified this proposed agreement.
Highlights of the proposed CBA include:
• Effective 01-01-2026 Telecommunicator & Telecommunicator I wage increase of 3% plus a catch-
up provision of 1 %; Public Safety Telecommunicator Supervisor and Public Safety Training
Supervisor wage increase of 3% plus a catch-up provision of 2%. Education incentive increase of
.25%
• Effective 01-01-2027 Telecommunicator & Telecommunicator l wage increase of 2.5% plus a
catch-up provision of 1 %; Public Safety Telecommunicator Supervisor and Public Safety Training
Supervisor wage increase of 2.5% plus a catch-up provision of 1%. Deferred compensation
increase of .5%
ITEM BUDGETED: Yes
STRATEGIC PRIORITY 24-25: A Safe and Healthy Yakima
RECOMMENDATION: Adopt Resolution.
ATTACHMENTS:
Resolution-IAFF_PSERS_2026-2027_CBA.docx
IAFF PSERS 2026 - 2027 final