HomeMy WebLinkAbout06/16/2015 11 2014-2017 Collective Bargaining Agreement Housekeeping Revisions / IAFF LEOFF (469)ITEM TITLE:
SUBMITTED BY:
SUMMARY EXPLANATION:
BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No. 11.
For Meeting of: June 16, 2015
Resolution authorizing revisions to the 2014-2017 Collective
Bargaining Agreement with International Association of Firefighters
for miscellaneous measures
Tony O'Rourke, City Manager
When following up on 2014-2017 contract negations with IAFF Local 469, it was determined that several
housekeeping revisions to the contract were necessary. See attached contract highlighting the changes.
Resolution: X
Other (Specify):
Contract: X
Start Date:
Item Budgeted:
Funding Source/Fiscal Impact:
Strategic Priority:
Insurance Required? No
Mail to:
Phone:
APPROVED FOR
SUBMITTAL:
RECOMMENDATION:
Ordinance:
Contract Term: 2014-2017
End Date:
Amount:
Public Safety
City Manager
Staff and IAFF request that Council approve the modified 2014-2017 Collective Bargaining Agreement.
ATTACHMENTS:
Description
CI Resolution
Upload Date
6/10/2015
Type
Cover IMleirttno
CI contract redline
CI contract final
5/29/2015
5/29/2015
Cover Memo
Cover Memo
RESOLUTION NO. R -2015-
A RESOLUTION authorizing the City Manager to execute a revision to the 2014-2017
collective bargaining agreement between the City of Yakima and the
International Association of Firefighters (IAFF) Local 469 Firefighters Unit
as a housekeeping measure to correct grammatical, punctuation errors and
make other minor adjustments.
WHEREAS, following up on 2014-2017 contract negations with International Association
of Firefighters (IAFF) Local 469, it was determined that several housekeeping revisions to the
contract were necessary; and
WHEREAS, the contract revisions generally affecting grammar, punctuation and minor
adjustments are included in the attached revised 2014-2017 Local 469 Collective Bargaining
Agreement; and
WHEREAS, the bargaining unit has voted on and approved the attached revised
collective bargaining agreement for 2014-2017; and
WHEREAS, the City Council has determined that it is in the best interest of the City of
Yakima to agree to the terms and conditions of the attached and revised Collective Bargaining
Agreement for 2014-2017, 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 revised collective bargaining agreement between the City of Yakima
and the International Association of Firefighters (IAFF) Local 469 LEOFF Firefighters for 2014-
2017.
ADOPTED BY THE CITY COUNCIL this 16nd day of June, 2015.
ATTEST:
Micah Cawley, Mayor
City Clerk
2014-2017
LEOFF COLLECTIVE BARGAINING
AGREEMENT
By and Between
Local 469
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, AFL-CIO
AND
THE CITY OF YAKIMA, WASHINGTON
EFFECTIVE:
January 1, 2014 through December 31, 2017
MODIFIED Feb °uar 11, 2 15
TABLE OF CONTENTS
ARTICLE No. PAGE
1 UNION RECOGNITION AND BARGAINING UNIT 1
2 UNION SECURITY 1
3 PAYROLL DEDUCTIONS 1
4 MANAGEMENT RIGHTS 2
5 EMPLOYEE RIGHTS 3
6 PRODUCTIVITY 3
7 EQUAL OPPORTUNITY CLAUSE 3
8 PROPERTY LIABILITY 4
9 GRIEVANCE PROCEDURE 4
10 RELEASE FROM DUTY 7
11 COLLECTIVE BARGAINING COMMITTEES ,,°,65
12 COLLECTIVE BARGAINING PROCEDURE 8
13 SAFETY
14 PROMOTIONAL STANDARDS FOR LEOFF CLASSIFICATIONS 9
15 REFRESHMENT FUNDS 1
16 FIRE DEPARTMENT RESERVES 1 Paves
17 WAGES :2529
18 HEALTH CARE INSURANCE
19 LIFE INSURANCE a n°
20 LONGEVITY PAY 262
21 SPECIAL PAYS 273.
22 VACATION LEAVE AND KELLY DAYS : �8�.27
23 LEOFF EMPLOYEES HOLIDAYS
24 SICK LEAVE ACCRUAL/EXCHANGE FOR LEOFF EMPLOYEES 1629
25 SICK LEAVE POOL 383.
26 BIRTHING LEAVE/MATERNITY LEAVE 3 85.
27 LIGHT DUTY FOR LEOFF II EMPLOYEES 385
28 COMPENSATORY TIME OFF 318
29 OVERTIME FOR LEOFF EMPLOYEES 4693
30 DUTY WEEK FOR LEOFF EMPLOYEES 45[321
31 TOBACCO USE ON DUTY 4.. ;214
32 PHYSICAL FITNESS 4128...
33 CREATION OF NEW LEOFF CLASSIFICATIONS
34 DEFERRED COMPENSATION FOR LEOFF EMPLOYEES tl °.
35 DISCIPLINE POLICY 4190
36 MUNICIPAL CODE SECTIONS 4 0.
37 ENTIRE AGREEMENT 452
38 NO PYRAMIDING 45;
39 SAVINGS CLAUSE 4" 40 MEDICAL SAVINGS ACCOUNT 452.
41 MEMORANDUMS OF UNDERSTANDING 483.
42 TERM OF AGREEMENT 473
APPENDIX A — DISCIPLINARY POLICY
APPENDIX B — SOP 3.001 DAILY STAFFING
rfl"qfl1;�;
ii
50
50
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 2014, by and between the
City of Yakima, Washington, hereinafter called the ""City'", and Isocal 469, International
Association of Firefighters, AFL -.CIO, hereinaailer called the "Ilnion"".
GENERAL PROVISIONS
ARTICLE 1— UNION RECOGNITION AND BARGAINING UNIT
1.1
The City hereby re /es the Union as exclusive bargaining representative for
all Fire Department employees in Laa Enforcement Officers and Firefighter
(LEOFF) classifications, excluding temporary employees, the Fire Chief, and
Deputy Fire Chiefs.
ARTICLE
2.1
- UNION SECURITY
Each employee ita the Fire Department may become or remain a member of the
Union, Employees not desirous of membership in the Union shall be subject to a
representation service fee equal to the base mandatory dues and assessments, which
shall be a condition of continued employment. Said membership or fee payment
shall become mandatary upon successful completion of one (1) year period of
service with the Fire Department and in accordance with provisions of the Public
Employee Collective Bargaining Act, R.C.W. 41.56. Nothing herein shall preclude
membership in the Union of any employee who so requests prior to completion of
one (1) year of service.
ARTICLE 3 — PAYROLL DEDUCTIONS
3.1 The City agrees to deduct uniformly required Union membership fees, dues and
other assessments from the pay of those members who authorize the City to do so;
1
Intemational Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
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
Finance Officer of the City of Yakima of amounts to be deducted from the pay of
each such person. The City shall transmit to the Treasurer of the Union the
aggregate of such deductions, together with an itemized statement, on or before the
20th day of each month, following the month for which deductions are made. The
Union agrees to hold harmless and indemnify the City against any claims, causes of
deductions to 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 Secretary of the Union of all
such notices received by the City, wich 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 `Elie Union recognizes the prerogative of the City to operate and manage its affair
in all respects in accordance with its responsibilities, lawful powers and
authority. City affairs which are not included within negotiable matters pertai
to wages, hours and working conditions are inclusive of the following, but not.
limited thereto:
(a) The right to establish and institute work rules and procedures upon
reasonable notice to bargaining unit members. All personnel rules and
ptllicics developed by the Employer, which are intended to be applicable to
Union members, shall be in written form and posted in the departmental.
manual.
(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 in the departmental manual.
(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.
2
Intemational Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(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. 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,
5.2 Employees shall be permitted to wear either one (1) union tie tack or one (1) union
pm on department uniforms. 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.
'fhe 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 concern 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.
3
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
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;
physical, mental, or emotional handicap; national origin; political affiliation; union
involvement; or any other protected rights. It is not the intent of management to
lower employment standards or hire individuals incapable of performing the
required tasks of the job classification. Nothing in this section shall prohibit the
City from establishing bona fide occupational qualifications.
ARTICLE 8 — PROPERTY LIABILITY
8.1 The City shall provide full physical damage insurance on Fire vehicles which shall
include Fire Department employees as insureds, or the City shalll, in the altemative,
become self-insured for such physical damage. In either case, the City waives any
claim it may have against any Fire 'Department 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.
AR I1 'LE 9 - GRIEVANCE PROCEDURE
9.1 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 arc expected to make every effort to
resolve problems as they arise. However, it is recognized that there may be a
ievance, which can he 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,
9.2 Definitions.
(a) A grievance is a dispute involving the interpretation, application, or alleged
violation of any provision of this collective bargaining agreement.
(b) A "working day" shall be any day except Saturday, Sunday, and any
observed staff holiday.
9.3 Process.
4
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
Step 1: The Union grievance committee, upon receiving a written.-
statement
ritten•statement from any source asserting a matter or situation exists, which
is claimed to constitute a grievance, 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 rrtcmber or members who
i e in writing to the chief
or grievance shall specify the
violation or application of
asserted the grievance, present the
or his designee for resolution. The el
article of this agreement or past
which is claimed. Thegrievance must also be presented to the chief or
his designee within sixty (60),' calendar daysof the date when the
grievance arose.
(a) Step 2 Grievance Appealed To City ;Manag — If the Union Grievance
Committee is dissatisfied with the decisis tt of the Chief of the Department,
the Committee may within twenty (20), workingdays request a review by
the City Manager. The City Manager shall forward a written decision to the
Committee within twenty (20) working, days from the receipt of the
grievance.
(b) Step 3 Grievance Appealed To Arbitration — A grievance which is not
resolved may be appealed to arbitration. Either party may invoke
arbitration upon , submission of a request for same, which identifies the
previously filed grievance and sets forth the issues(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 pi°occd ure: the parties shall attempt to agree as to whether
the Public Employment Relations Commission, the Federal Mediation and
Conciliation Service, or 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 striking names. The parties shall flip a coin to decide who starts
the striking process.
The arbitrator shall render a decision as promptly as possible. The
arbitrator shall confine himself/herself to the issues submitted
5
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
rmatted: Right: -0.01"
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 the Union will pay their own remaining costs of
arbitration, including attorneys' fees, regardless of the outcome.
(c) Any Grievance which the City's management may have against the Union
shall be reduced to writing and',s"ubmitted to the President of the Union
local. If the matter is not satisfactorily settled within twenty (20) working
days, appeal may be instituted as set forth in Step 3, above.
(d) 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 Grievance Committee has
received the City Manager's answer at Step 2„ it will advise the affected
employee whether it is willing to submit the grievance to arbitration and,. if
so, the employee shall elect within 10 working days after the Step 2
answer the forum 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.
9.4 Special Provision.
(a)
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
above.
(b) A grievance may be entertained in or advanced to any step in the grievance
procedure if the parties so jointly agree.
(c) 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.
6
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(d) Non -contract disputes only: Wages, hours and working conditions not
specifically covered by the terms and conditions of this Agreement shall be
subject to the grievance procedure up to, but not including, arbitration. If
the City and the grievant are unable to reach agreement at the City Manager
level, where the grievance is not subject to arbitration, a three person board
will be formed. Management will select one member and the Union will
select one member of the Board. The two members will select the third
member who shall act as chairperson. All members of this Board must be
citizens or employees of the City of Yakima.. In the event the two members
cannot agree as to the selection of the third member, each member may
submit one name whereby the chairperson shall be selected by lot. Any
expenses for the services of the third party chairperson shall be borne
equally by the parties. The decision of this Board shall be binding on the
parties in non -contractual grievances.
ARTICLE 10 — RELEASE FROM DUTY
10.1 Union Business Leave. Such officers and members of the Union as may be
designated by the Union normally not to exceed three (3) in number at any one (1)
time, shall be granted fifteen; (15) duty shifts of time off for Union business,
provided that a maximum of ten (10) of these fifteen (15) shifts off will be paid at
the standard rate granted for any leave with pay. 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 one
(1) week prior thereto to the Chief or Designee of the fire department, and provided
�rther that the total leave for this bargaining unit for the purpose set forth in this
section sltall ltot exceed fi[leen (15) duty shifts in any calendar year. Furthermore,
partial shifts may be utilized by employees for departure or return provided
Department established minimum manning 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 1.A.F.F. Local 469 represents.
The Local understands that, in order to justify the use of paid union leave on the
part of Local members to attend a particular seminar or conference under the
parties' current CBA language, the curriculum of that seminar or conference needs
to address at least in significant part issues that are designed to improve the ability
of those who are attending the seminar or conference to effectively represent the
members of the bargaining units that the Local represents at the City of Yakima (as
opposed to, for instance, focusing on how to organize employees of other
employers to join a union).
7
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
ARTICLE 11— COLLECTIVE BARGAINING COMMITTEES
11.1 Collective bargaining between the parties shall be carried out by the City Manager
or his designees, on behalf of the City Council, and a committee representing the
Union. No later than August 5 of each year, the Secretary of the Union and the
City Manager shall notify one another regarding the names of persons constituting
their respective bargaining committees. If a communication is forwarded previous
to that date, a response will be made within ten (10) Working days.
11.2 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 ata time during which any such members are .scheduled to be on duty.
11.3 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 Department, such leave shall be without
pay.
Al"fTICLE 12—COLLECTIVE BARGAINING PROCEDURE
12.1 General. 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
wages, 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 panic
12.2 Each year, as appropriate, the Union shall submit to the City Manager and the City
Manager 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.
8
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
ARTICLE 13 - SAFETY
13.1 In the event Yakima Fire Department is dispatched to mutual or automatic aid
outside of any contracted service area and participation in such an event is expected
to exceed two (2) hours, the hilt Commander, Duty Chief or
designee will hire back off-duty personnel to replace dispatched companies.
13.2 No employee shall respond to a fire emergency on an engine, brush truck or truck
company that is staffed by fewer than three career firefighters; provided that:
Airport Crash Rescue and Technical Rescue (TRT) vehicles shall continue with
present staffing practices.
The parties will bargain concerning emergency response staffing in the event of
new circumstances. These agreements shall be reduced to writing.
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13.113.3 Shift Commander or designee shall initiate the rotation of
Yakima Fire Department mutual aid crews every four (4) hours into an
incident. Such rotation shall be governed by valid logistical considerations.
13.513.4 In the event that on -duty Fire Fighters are used for State Mobilization, the
City will hire back off-duty personnel to maintain normal staffing levels.
ARTICLE 14 -PROMOTIONAL STANDARDS FOR LEOFF CLASSIFICATIONS
14.1 Fire Lieutenant and Fire Captain Recruitment and Selection Process.
(a) The recruitment and selection process for the classifications of Fire
Lieutenant and Fire Captain is defined below. All promotions to Fire
Lieutenant and Fire Captain positions 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. A
description of the subject matter to be covered by each examination and the
sign-up notification shall be provided to the Union and posted
conspicuously not less than 60 days prior to the examination. The sign-up
9
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
period shall be for 60 calendar days prior to the closing of the recruitment.
Current text and reference materials that are relevant and agreed to by the
Employer and the Union may be used for study purposes and will be
provided by the Employer. They will be made available to those employees
who wish to prepare for an examination. An initial joint inventory of the
materials will be accomplished as soon as reasonably possible by staff and
Union representatives prior to each examination in order to assure material
availability. However, after a joint inventory is concluded, should any
reference materials be missing from the stations then it shall be the joint
responsibility of the Union and the Fire Department to replace those missing
materials.
(b) Examinations shall be administered by the Chief Examiner or designee of
the Yakima Fire Civil Service Commission. For the ranks of Lieutenant and
Captain each examination shall have a written portion (consisting of a
multiple choice testtaken from IFSTA mammals and a written
communications exercise i.e. business letter, memo, SOP, etc.) that shall
constitute fifty percent (50%)_of the total score and an oral portion (that
will, for Lieutenants consist of an emergency incident problem and an oral
board interview and for Captains will consist of a practical exercise and an
oral board interview) that shall constitute fifty percent (50%) of the score.
The oral board shall consist of`trp to four (4) qualified examiners chosen.
from a list submitted by the Chief. The Chief will be responsible for
determining the qualifications and suitability of the selected board members.
Oral board members may not be City of Yakima employees nor can they be
from the geographical Upper Yakima County if they are involved with the
fire service in a volunteer role. There will be a minimum of three (3) board
members. In the event board members cancel immediately prior to the
examination, the Chief has the responsibility to find a substitute board
member, who may be from the Upper Yakima County Fire Service, to
maintain the minimum three (3) -person board. If no substitute board
member can be:found, the examination will be postponed.
The Fire administration and the Union both have equal veto rights to
disqualify persons from serving on future boards.
The Employer and the Union may each designate an observer to attend the
administration of the examination. The Chief, with input from the Union,
shall determine the weighting of each component within the two major
examination areas. The weighting of each component within the two major
examination areas shall be included in the notice of the examination. All
10
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
candidates testing for the positions of Lieutenant or Captain shall complete
both written and oral portions of the examination before receiving their
written score. The candidate must obtain a passing score of 70% on the oral
portion and 70% on the written portions of the examination process to be
ranked on the promotional register.
(c) For each examination, the Chief Examiner and the Fire Chief shall insure
that the examination is impartially administered and that except for such
assistance from the Human Resources Department as the Chief Examiner
requires, no other City personnel, including those outside the bargaining
unit, have prior access to, or prior notice of, specific examination
procedures or questions or the identity of the oral examiners selected for the
examination. In preparation l'or the creation of each examination,
representatives of the parties shall meet with the examiner and the Employer
shall to identify the qual r licatiaris it seeks for its promoted personnel. A
Union representative may, at the Union's option, attend the meeting or
meetings, and nmy offer comments, srtcstions or objections regarding
how the examination will be conducted, Candidates shall be permitted to
review their examination: scores and obtain ufficient information to permit
them to understand and laarn frtam any mistakes or other performance
deficiencies.
(d) Procedure for ,ProbletEquipnient l allure and Appc 1 during an
examination.
(,I;) Procedu
or PblemlEquifrrrlent I
as
(A) If a problem/'equipment failure occurs during an
examination that is beyond the control of the applicant, the
applic.tt must notify the Chief Examiner/or designee
immediately. The Chief Examiner/or designee will note
how much testing time the applicant has remaining. The
Chief Examiner/or designee will document how long it
takes to correct the problem/equipment failure. The
applicant will be given the additional documented time to
complete the examination as soon as the problem/failure
has been corrected. The applicant shall not work on the
examination during the time the problem/failure is being
corrected.
(B) In case of a problem/equipment failure, the applicant has
the right to appeal to the Chief Examiner or designee for
11
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
additional time or if other remedies should be made. This
appeal must be made in writing, and must state they are
appealing. The appeal must give the applicant's specific
desired remedies, and must be filed with the Chief
Examiner/or designee immediately after the
problem/equipment failure has occurred. No scores will be
given to applicants until all appeals are resolved.
(2) Procedure of Appeals during ExantimtatiOn
(A) The final examination results shall include overall
numerical or standing scores and scores from each phase,
and shall be withheld from all applicants a minimum of
120 hours (5 working days, Monday through Friday)
following the completion of the final examination process.
During this time, individual applicants who are dissatisfied
with the conduct of or content of the examination may
appeal in writing clearly indicating their complaint and the
remedy sought to the Chief Examiner/ or designee. Upon
receipt of such an appeal, disclosure of all examination
results will be withheld until such time as the appeal is
resolved. No appeals may be made after results have been
released.
(e) Promotional Eligibility
Promotional registers shall be valid for two years. For, Lieutenant and
Captain, a new examination shall be conducted one (i) month prior to the
expiration of the current register and become effective upon expiration of
the current register. Eligibility requirements must be met by the first day of
testing.
(1) Lieutenant: Five (5) years of service with the Yakima Fire
Department as a career Fire Fighter shall be required for eligibility
to test for the position of Lieutenant.
(2) Captain: Twenty-four (24) months as an appointed, career
Lieutenant in the Yakima Fire Department shall be required for
eligibility to test for the position of Captain.
12
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(3)
If a candidate for Lieutenant or Captain declines promotion into one
of the positions, then the position will be offered to the next eligible
candidate on the register. If this candidate declines, the process
continues through the register. Any candidate declining a promotion
must submit in writing that they decline the position. A copy of the
letter of declination shall be submitted to the Chief Examiner by the
Fire Chief. The declining candidate shall retain his/her position on
the promotional register,
Filling a Vacancy
(1) At such time as a vacancy occurs and a decision is made to fill the
vacancy by the appointing authority, the highest scoring candidate
on the promotional register that was current at the time the vacancy
first occurred will be appointed to the position; provided that the
Employer may pass over the top scoring candidate for the
appropriate reasons and promote the second highest candidate
instead. Contemporaneously with passing over any candidate, the
Employer shall furnish the employee and the Union Secretary, in
writing, upon request, thereasons for doing so. In the event two or
ore candidates have identical scores, the candidate with the
atest seniority shall , be deemed highest scoring. Employees
mored shall serve a probationary period of one year.
employee(s) receiving a promotion to either a
Captain position or Lieutenant position shall be assigned
a pay rate of at least 5% above their current rate or the
pay rate of the D -step of the next higher pay grade,
whichever is greater. These employees will be increased
to Es -step at the end of six months in their new position,
(Per 05/26/01 LOA)
ployer does not fill a proirlotiona! vacancy within 30 days:
(A) if there are two (2) or more candidates on the register in
effect on the date of the vacancy, then that register shall
remain in effect for that vacancy until the vacancy is filled,
and the highest scoring candidate on such register shall
serve in the position in an acting capacity until the
Employer fills the vacancy.
13
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(B) If there is only one candidate remaining on the register in
effect on the date of the vacancy, then for purposes of
filling the vacancy, the remaining candidate shall be
deemed the top scoring candidate on the next register and
shall serve in the position in an acting capacity until the
employer fills the vacancy.
(C) Further, in the event that a decision is made by the
appointing authority not to fill and/or eliminate a vacancy
(as noted in 14.1(f)(1) above) then at such time as the
position is re -authorized the register in effect at the time
the personnel decision was made by the appointing
authority shall be reactivated, and the highest ranking
candidate on the register at the time the vacancy occurred
shall be eligible to be appointed to the reauthorized
position.
14.2 l,rpuupiyd pp a°r :)snh,ub6tpulalapw..l auur at,iawqivacnlud q n. "1"radnm�0
Lieutenant Recruitment and Selection Process.
FAsrt .andwwwTrlturinp
(a) The recruitment and selection process for the classifications of Public
Education Captain, Training Captain and Training Lieutenant is defined
below.
(b) Job Announcement: Job openings shall be announced a minimum of 15
days prior to the deadline for accepting applications.
(c) Application Process: Applicants will submit a letter of interest to the Fire
Chief for the positions of )op11.1,y 1 d of t p,
Training Captain and Training Lieutenant. The letter of interest shall
demonstrate the relevant knowledge, skills and abilities of the position
applied for.
(d) Selection Process: For the classifications of Dkputy Fire Maurshall uulhuhic
Ld
km ion Uipimn, Training Captain and Training Lieutenant the rule of
four shall apply.
]raining Captain angi/ r(peit,ri 1pr ? 9ptayi9'moii"6..... I LineiptiOVq dagplpin; The
Chief shall select a candidate to fill the Training Captain and/or Dcrnn y Fre
N4arkhailkanic Edunakion Captain it position from a pool of at least 4
individuals consisting of:
14
Intemational Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
1. Any Captain(s) or Shift Commander(s) who voluntarily apply.
2. The top 2 candidates on the Captain promotional list.
3. Up to 4 `junior" Captains who have not done an accumulative
2 years of "days" as a Captain.
The Chief will have a minimum of four (4) names using any combination of
the above 3 steps, however, Step 3 will only be used to the extent needed to
reach the four (4) person minimum. Captains may be reappointed to the
position if circumstances dictate and only once every four (4) years. When
an individual is selected from the Captains' promotional list, it will be a
permanent Captain's promotion.
Training Lieutenant: `l1i Chief shall select a candidate to till the position of
Training Lieutenant from a pool of 4 individuals consisting of
1. Any Lieutenant(s) (o IT probation) or Captains who voluntarily
apply.
2.The four (4) "junior" Lieutenanias who have completed probation.
The Chief will have a n of four (4) names using any combination of
the above steps. The Chief all only use as many `junior" Lieutenants as
needed to reach the four- person ntininitttn;
(e) Probationary Period,: The probationary period for the classifications of
Dep" ire—MarshalPublic Education Ca Iain, Training Captain and
'training Liant shall be oonsidered complete after twelve months of
satisfactory serwicc. In the event an employee does not complete probation
for any reason, the employee shall be returned to their previously held
classification.
(f) Vacatin: Prr rn tion: Any appointment to Public Education Captain,
fining Captain and Training Lieutenant may be vacated at any time due to
a voluntary demotion to the position from which the employee was
promoted or due to a promotion to another position within the Fire
Department.
(g)
Base Pay and Step Pay Increases:
(1)
The base pay for the Public Education
Captain and the Fire Training Captain shall equal Pay Code
506.
15
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(2) The base pay for the Fire Training Lieutenant shall equal
Pay Code 527.
(3) When individuals are placed into the above-mentioned
positions, they will be placed in the same pay step as they
previously held. This is meant to equal a pay increase of
approximately 10% over the shift position pay.
(4) Individuals promoting from Shift Lt. to Training Captain
will be promoted to the position of Captain prior to the
Training assignment
(5) Individuals transferring from one d y r»osition to another
day position of the same pay code will not realize a 10%
pay increase.
14.3 Assistant Fire Marshal Recruitment and Select' n Process.
(a) The recruitment and selection process for the classification of Assistant
Fire Marshal is defined below.
(b) Eligibility -Requirements: Applicants- for -Assistant -Fire Marshal
shall possess a minimum of five (5) years of service with the Yakima Fire
Department as a career Firefighter.
In the event less than three Yakima Fire Department employees apply for
Assistant Fire Marshal, and the Chief elects to advertise the vacancy to the
general public, those applicants also shall possess a minimum of five (5)
years of continues paid service as a career Firefighter.
(c) job Announcement: The job announcement shall indicate the date of the Formatted: Underline
oral board and shall provide 30 days advanced notice of the oral board.
(d) Application Process: Applicants will submit a letter of interest, resume
and certificates to the Fire Chief for the positions of Assistant Fire
Marshal. The letter of interest, resume and certificates -shall demonstrate
the relevant knowledge, skills and abilities of the position applied for.
(e) Oral Board Composition: The oral board will consist of three (3)
members. Two (2) members of the oral board shall be selected by the Fire
Chief and one (1) shall be selected by Local_469.
16
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
Oral board members may not be City of Yakima employees; nor can they be
from the geographical -Upper Yakima County if they are involved with the
fire service in a volunteer -or paid role. In the event board members cancel
immediately prior to the examination, the Chief has the responsibility to
find a substitute board member who may be from the Upper Yakima
County fire service, to maintain the minimum three (3)- person board.
If no substitute board member can be found, the examination will
be postponed.
(t) Oral InterviewProcess: The oral board shall be provided Copies of
each applicant's _- letter of —interest, —resume, —and -certificates..
Additionally, -the oral board will be provided oral interview questions and
rating factors for each- classification -tested. The -interview -questions,
rating factors, and weights of the rating factors shall be prepared by the Fire
Chief and Chief Examiner.
(g) coring of Oral Interviews: The oral 'board -will -score -individual
candidates -based upon their letter of interest, resume, and certificates as
well as their responses to the oral interview questions. Candidates must
achieve an overall passing score of 70%. Candidates who receive an overall
score of 70% will -and then will -be subsequently -ranked numerically on the
register based on their interview prcacess snare
(h) Maintenance of the Register: The register shall be created and
maintained by the Chief Examiner. The register shall be valid for two
years or until exhausted. The register may be considered exhausted when
one (I) or less candidates are available for certification for promotion.
(i) Selection Process:: For the classifications of Assistant Fire Marshal the
rule of three shall apply, The Chief -Examiner shall certify to the Fire
Chief, the names of the three (3) top scoring candidates. If less than three
names constitute- the register, -those names shall be certified to the Fire
Chief, In the event there are less than two (2) candidates who are willing to
accept the position, the Fire Chief may open the recruitment to the
general ublic.
6i) Probationary Period: The -probationary period for the classifications
of Assistant Fire Marshal shall be considered complete after twelve (12)
months of satisfactory service. In the event an employee does not
complete probation for any reason, the employee shall be returned
to their previously held classification.
17
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(k) Vacating Promotion: Any appointment to Assistant Fire Marshal may be
vacated,. at any time,. due to a voluntary demotion to the position
from which the employee was promoted or due to a promotion to
another position within the Fire Department.
14.4 Fire Department Shift Commander Recruitment and Selection Process.
(a) The recruitment and selection process for the classifications of Fire
Shift Commander is defined in the General Rules and Regulations of
the Civil Service Commission for- Fire Department Employees of
The City of Yakima.
..„
(b) Promotional Eligibility.
Eligibility requirements must be met by the first day °Nesting.
(1) Shift Commander: Five (5) years of service with the Yakima Fire
Department as a Company officer and completion of probation as a Captain
are required to be eligible to test for Shift Commander.
(2) Candidates for Shi El Commander must have also completed the
Commander Academy portion of the Shift Commander task book prior
to being eligible to act as Shift Commander or promote to the position of
Shift Commander.
ARTICLE 15 — FRES '1 1 NT FUNDS
15.1 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 bar:. 'ng unit members or, upon approval by the Union,
donated to charitable organizations. The Union shall be responsible for insuring
that the refreshment funds are administered consistent with applicable law.
TICLE 16 — FIRE DEPARTMENT RESERVES
16.1 The reservists are volunteers who are reimbursed pursuant to Section 1.44.180 (F)
of the City of Yakima Municipal Code.
16.2 The purpose of the reserves is to augment and support total manpower, not replace
bargaining unit personnel.
16.3 Makeup of the Reserves. Reservists will be of two (2) types:
18
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(a) One group need not be in top physical condition or fully trained in fire
fighting skills, but could do public education, teach first aid, assist non-
emergency personnel, and do other public service activities.
(b) The second group would be limited to those reservists who have been
properly trained in fire fighting skills under department standards. They
could fight fires inside buildings, do rescues, climb ladders while carrying
hose and wearing an air pack, and also `do non -firefighting activities
inclusive of,. but not limited to 'hydrant testing, and work on the fire ground
by carrying hose, rolling hose, refilling, air tanks, distributing new radio
batteries, and other non -fire fighting activities. Applicants for the Reserve
Fire Force must meet the following minimum requirements:
(1) Must complete an application for Volunteer Reserve Firefighter
Program;
(2) Must be a high school graduate or equivalent;
(3) Must be 18 years of age at time of: appointment;
(4) Must pass a written exam in basic knowledge, or have passed the
latest Yakima Fire Department Civil Service Entrance Exam;
(5) Must pass the Yakima Fire Department. Physical Agility
Examination (Combat Test w/o face piece in under 7 minutes);
(6) Must pass an extensive physical examination by a physician selected
by the City of Yakima;
(7) Must possess and maintain a valid Washington State Drivers
License
(8) Must successfully pass an extensive background check reviewed by
StatT and Chief of the Department;
(9) Must pass an oral interview.
tandards.
Once a Reserve candidate has satisfactorily satisfied the minimum
requirements for entry level then he/she must accomplish the following
before being assigned to respond on any piece of apparatus:
(1) Must successfully complete the existing basic training academy for
Combat Reserves (a minimum of 40 hours).
(2) Must complete Basic First Aid class.
(3) Must satisfactorily complete a basic competency test consisting of:
(A) Demonstrate donning and wearing of protective
clothing.
19
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(B) Demonstrate proper technique of taking a hydrant.
(C) Don and place into service a SCBA.
(D) Shoulder load a 1 3/a" preconnect and demonstrate proper
operation with water flowing.
(E) Demonstrate a basic knowledge of equipment location
on assigned apparatus.
(d) Once a Reserve Firefighter has earned the authorization to respond, then it
is required that heishe fulfill the following standard requirements within the
first twelve (12) months:
(e)
(1) Complete tFSTA Firefighter 1 Pro am with passing score 01 70%,
(2) Complete driver training course and apparatus competency testing
program as established for Brush Trucks, Tenders, and other Support
Vehicles.
(3) Complete and pass the E. VAT. course.
(4) Reserve Firefighter will be given quarterly progress reviews by the
Station Officer and/or the Training Division and shall achieve
satisfactory marks on those reviews.
Al the ixnrtpletior:r of the first year, a pei romance evaluation will be
conducted, with a satisfactory rating required, It is required that the Reserve
Firefighter complete the following within the second twelve (12) months.
(1) CompleteI.FSTA Firefighter II Program with a passing score of
70%:'. 2
All Reserves would be required to meet the following standards throughout
the year. The combat Reserve Firefighter shall:
(1) Attend a minimum of two (2) Monday night drills each month.
(2) Take and pass the "On Target" physical fitness test per Yakima Fire
Department standards.
(3) Take and pass the "Combat" physical fitness test per Yakima Fire
Department standards.
(4) Participate in a minimum of two (2) ride -outs per month with at least
one being during the standard workday between 8 AM and 5 PM.
NOTE: The ride -out program is to be done at stations assigned by
the Duty Battalion Chief. These are to be in four (4) hour blocks.
(5) Maintain E.V.A.P. certification.
(6) Maintain Basic First Aid card.
20
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(7)
(8)
(9)
Attend at least 75% of all required training and make up all missed
required training within the calendar year.
Earn and maintain a satisfactory annual review by the Shift Officer
and/or Battalion-GhiefShift Commander in Training.
Reserves shall be assigned to A, B or C shift.
16.4 Organization of the Reserves.
(a) Reserve fire fighters can be utilized at all City owned and/or operated fire
stations; provided that Reserves at all dines be under the supervision of a
paid officer or paid acting officer. This would allow neighborhood
recruiting and provide an opportunity to increase minority and disadvantage
recruiting. •
(b) During normal Department operations, reserves may augment and support
career personnel.
(c) Reserves may be actively involved in the neighborhood. They could teach
first aid, give fire safely talks and other community activities.
(d) Reserves shall have a distinctive uniform to enable identification in all
circumstances.
(e) Reserves shall observe normal station operating routines.
16.5 Chain of Command.
(a) During tire department operations, reserve fire fighters answer to paid
officers or paid acting officers.
(b) The Reserves would he used before calling the other districts agencies for
help.
16.6 Training Requirements.
(a) Career fire fighting personnel will be used to train reserves.
(b) Shift career personnel assigned to training reserves shall have reasonable
notice of scheduled training.
(c) Monday night training sessions shall be scheduled in advance by the
Training division, or the on -duty Battalion—GhiefShift Commander.
21
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
Training outside regular hours shall be limited to one evening a month for
each crew between 7 PM and 9 PM. Crew scheduled to assist with training
that evening will be allowed to break their normal duty day at 1430 hours to
allow for meals, prep time and rest, prior to the evening drill.
(d) Reserves will be taught with IFSTA and other sanctioned department
material — the same material utilized by career personnel.
(e) All new reserve recruits shall complete a tninimum of 40 hours of basic
training and pass a competency test :before being allowed to respond to
emergency incidents.
16.7 Enforcement of this article is limited to the Union acting on behalf of bargaining
unit employees, and not on behalf of Reserves.
16.8 Reserve Response. Reserves would respond to alarms in three scenarios:
(a) Reserves would respond to alarms as the 4th or 5th person ride -outs on
apparatus having a minim -in career staffing of 3.
(b) Off duty reserves would respond to Station #2 when toned -out. Reserves
will be assigned to bring Support Vehicles to emergency scenes or assigned
to career crews at the scene. Reserve personnel will normally stafir a Support
Vehicle with 2 people and a maximum of 3.
(c) Reserve personnel shall respond Code II except when upgrading at the
request of the Officer in charge at scene.
16.9 Mutual Aid Response. Reserves responding on Mutual Aid shall respond as
follows:
(a) 4' or 5th person on responding pumpers.
3rd
person on, a brush truck or tender.
(c) As driver and support with the air truck.
16.10 Preference Points
Any Combat Reserve in good standing that meets all of the department standards
for Reserves will be given a one percent preference point for each of their first three
years, with a maximum preference of 3%. That 3 % will be added to the applicant's
22
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
score after successful completion of the written and strength and agility portion of
the test. If the Reserve member obtains a Fire Science Degree while a member of
the YFD Reserve Program, and passed a 1 -year probation and is in good standing,
that person would be eligible to receive an additional 2% added to the applicant's
final composite score.
16.11 The Union and the City have formed a committee to study the Fire Department
reserve program. Changes mutually agreed upon shall replace or amend the current
contract language. Pending such action, Article 16 shall remain unchanged and in
full effect.
ARTICLE 17 — WAGES
17.1 Effective 1-1-2014, the base salary of bargtiaing unit members will be
increased by 2%.
17.2 Effective 1-1-2015, the base salary of bargaining unit mebcrs will' be
increased by 2%.
17.3 Effective 1-1-2016, the base salary of bargaining unit memberwill be
increased by 2.5%.
17.4 Effective 1-1-2017, the base salary of bargaining unit memhers will be
increased by 2.5%.
ARTICLE 18 — HEALTH CARE INSURANCE
18.1 Medical, Vision and Dental Care Coverage:
Covered bargaining unit employees, retirees and their dependents shall
participate in the "City of Yakima. Employees' Health & Welfare Benefit
Plans". Eligibility rules, types and or levels of benefits, payment of
premiums through acafeteria plan, co -payment, coinsurance and
deductibility requirements and all other terms and conditions for the
provision of these health benefits shall be governed by the "City of Yakima
Employees' Welfare Benefit Program".
(b) If 50% or more of the bargaining unit members elect to enroll in the new
health insurance program, then 100% of the members, dependents, retirees
and LEOFF I dependants will move to the new insurance program. (Does
not apply to the LEOFF I retired employees.)
18.2 Health and Dental Care Premium Contributions:
23
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(a) Employee Health Care Premium Contribution. LEOFF I and LEOFF II
employee only health care coverage shall be paid for by the City and shall
be at no cost to the employee.
(b) Dependant Health Care Premium Contributions. The City and the employee
shall share dependent medical program premiums per month contribution
level on a 50% by the employer and 50% by the employee basis, with a
maximum employee contribution of $140.00 per month. The $140.00
maximum shall continue through 2016, subject to the reopener Section 18.5.
(c) lentttl Care Premium. Contributions. The City shall pay the premium for
1 I f.)Flt l and LEOFF 11 employee and dependent dental care coverage.
(d) Employee contributions under this Article will be accomplished through
normal payrolldeductions.
18.3 Retiree Coverage. The City of Yakima Employees' Health and Bernefl
Plan shall provide retirees and dependents of retirees the right to remain in the
group plan, except in the case cited in 18.1 (b), as follows:
(a) LEOFF 1 retirees shall remain in the group medical plan at no cost to the
employee. LEOFF 11 retirees may elect to remain in the group medial plan
until they reach age 65, upon payment of the required premium.
(b) Spouses of retirees may remain in the group medical plan until they reach
age 65 or in the case of spouses al"det•eawscd retirees, until they reach age 65
or remarry, whichever occurs fust.
(c) Other dependents of retirees may remain in the group health care plan as
long as they remain eligible under the provisions of the plan or when
coverage for the retiree and spouse, or, the spouse of deceased retiree
terminates, at which time such dependent insurance coverage would cease
regardless of the age of the dependents.
(d) Retirees, o'r spouses of deceased retirees, shall pay the premium and other
shared dependent coverage costs (including dependents if enrolled), which
shall be based on the same formula as active employees and dependents
within the bargaining unit. Premiums shall be paid by deduction from
retirement checks paid to retired employees or their beneficiary.
18.4 Disability Insurance. The Union has executed a disability life insurance policy with
Standard Insurance Company that provides both short-term and long-term disability
24
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
life insurance for it members and said policy generally provides a covered
employee with up to fifty percent (50%) of his/her base pay in the event that the
person incurs an off-duty injury, illness and/or disability and is unable to work. In
order 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 cuvered by the Local 469 Standard
Insurance Company 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 Standard Insurance Company 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 fire 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 fire
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
mini um 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 (Standard
Insurance) 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 with regard to insurance disputes
25
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
between the carrier and employees represented by Local 469, including b
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.
(f) Both Local 469 and the City have participated in the drafting of the
language for 18.4 and as such, it is agreed by thepartiesthat 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.
18.5 The parties agree that no later than August 20,16, the contract will be reopened to
bargain Article 18 Health Care Insurance for 2017'
ARTICLE 19 — LIFE INSURANCE
i
19.1 The City will provide, without cost to the employee„ $28100,000 in face amount of
life insurance.
ARTICLE 20 — LONGEVITY PAY
20.1 The City will pay longevity pay upon satisfactory completion of the follrtsnring
service and at the designated rate:
Service in Years
Completed
Percent of Base Pay
4 2.0%
9 3.5%
14 5.5%
19 7.0%
24 9.0%
10.0%
26
Service in years shall be defined as in Article 22, Vacation Leave, of this
Agreement.
26
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
ARTICLE 21— SPECIAL PAYS
21.1 Acting Assignment Pay. The City will pay acting assignment pay of at least 5%
above the normal base pay or the pay rate of the D -Step of the next higher pay
grade, whichever is greater, on an hour for hour basis for an individual for such
period of continuous service, provided the individual serves a minimum of four (4)
hours for LEOFF personnel, in such higher classification, having been so assigned
by the Fire Chief or his designated agent and provided further that the individual
exercises the responsibility, including operation and administrative duties as they
apply. In the event the acting period is less than four (4) hours, the Battalion
ChiefShift Commander may choose to fill the acting assignment with a qualified
actor to minimize excessive movement of personnel.
21.2 Eligibility for Acting Assignments. In order 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 in the current collective
bargaining agreement, with one specific exception in acting as a Lieutenant.
Specifically, the requirements are:
(a) In order to act in the position of Lieutenant, an individual must be on
the current register as maintained by the Civil Service Chief
Examiner. Acting Lieutenants, for their respective shifts, shall be
picked from the top of the register down to fill an acting position. In
order to minimize station transfers, an Acting Lieutenant may turn
ten 7f1Gam Wing. stj ! ;Ini nt that ...wookt...,create a.. station
O..V.
transtett p.a ov lett that 1:_.gwitificd actor at that Aation u....mita "(
and willing. to fulfill the acting assignment. If no current register
exists or there is not a Fire Fighter available who is on the list, on the
affected shift, then a Fire Fighter who meets all of the requirements
to be eligible to take the Lieutenant's exam shall be selected.
(b) In order to act in the position of Captain, an individual shall hold the
rank of Lieutenant and be on the current register for Captain as
maintained by the Civil Service Chief Examiner. Acting Captains,
for their respective shifts, shall be selected from the top of the
register down to fill in an acting position. In the event no one on the
register is available, remaining shift Lieutenants will be eligible to
act, if they are eligible to test for the position of Captain.
(c) At no time will personnel who do not meet the requirements listed
above be allowed to act.
27
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
21.3 Station Reassignment. An employee who is reassigned from his/her scheduled
station assignment to a different fire station shall be compensated for the move.
Since moving of Personal Protective Clothing, Uniforms and Bedding will take
approximately 30 minutes, the fee shall be $12.00. The employee will not be
eligible for reassiy ent fee if they receive notice of transfer by 2100 hours on the
shift they are at work, or if another bargaining unit member causes the transfer for
any reason other than sick or disability leave.
21.4 Call Back.
(a) An employee who is called back to duty after his scheduled shift has
terminated, but before the scheduled start of his next shift, shall be paid not
less than two (2) hours of overtime at the applicable overtime rate.
(b) The call back bonus will not be available for a "hold over" defined as an
extension of a regular or reassigned shift due to manning requirements or an
emergency circumstarice.
21.5 The City shall pay each employee for his use, at the request of the City, of his/her
personal auto, not less than the [RS Rate per mile actually driven, or the actual cost
of applicable public transportation. In the event that the City increases mileage
allowance paid by the City for the use of personal autos on City business for any
other City department or employee, such increased allowance shall become the new
rate there under.
21.6 MOH Uniform Maintenance. All LEO1I7 bargaining unit members shall be paid a
seventy-five dollars ($75.00) uniform maintenance allowance semi-annually. Said
amount will be payable the first payday of February and of August. The City shall
have the right to contract for uniform maintenance services as it deems appropriate
after which time no further uniform maintenance allowances shall be payable.
21.7 Fire Investigator Differential. Subject to the Chiefs right to appoint, from time to
time, an employee as a Fire Investigator, such employee shall receive a differential
for such duty as follows.
(a) Commissioned Fire Investigators. Commissioned Fire Investigators shall
receive monthly differential pay of 3.5% of the base pay of a firefighter in
step E.
(b) Certified Fire Investigators. Certified Fire Investigators will receive
differential pay of 3.0% of the base pay of a firefighter in step E per month.
28
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(c) Non-certified/Non-commissioned Shift Investigators. Non-certified/Non-
commissioned shift investigators will receive a differential pay of 2.0% of the
base pay of a firefighter in step E per month.
21.8 MSA Repairpersons. Subject to the Chief's right to appoint, from time to time,
employees as MSA Repairpersons, such employees shall receive differential pay of
2.0% of the base pay of a firefighter in step E per month. The City will allow up to
six (6) Local 469 LEOFF members of any rank to participate in the YFD MSA
Repair Program.
21.9 Technical Rescue. Members of the taintical rescue tetitri shall receive differential
pay of two percent (2%) of the top-stepref liter -base pay ol'`a firefighter in, tc,,p
E per month.
(a) The City will allow up to twelve (1 2) Local 469 LEOFF mesrmbers of any rank
to participate in the YFD Technical Rescue Team, subject to the Chiefs right to
appoint.
(b) In the event that there are any changes in the specific Technical Rescue Team
duties and/or scope of responsibilities of the aforementioned twelve IAFF Local
469 members after execution of this agreement, the City and the Union shall
conduct any legally required negotiations on the effects of the change(s).
(c) City business will be granted to those members taking Rescue System 1 initial
training, Off-duty personnel will be compensated at the overtime rate pursuant
to the existing IAF? 469 CI3A.
(d) Participating, Union men bcrs will complete an annual required 20 hours of field
training exercises a generally through attendance at the monthly drills. Those
Union members are not required to meet the 20 hours on their own time without
compensation. If the Union member is required to attend training on their day
off, said member shall be compensated at one and one-half their scheduled rate
of pay, in accordance with FLSA, up to a maximum of 20 hours of overtime per
calendar year.
(e) A Deputy Chief shall be in charge of the YFD Technical Rescue Team
activities at the Administrative level. A team member in good standing shall be
in charge (Team Leader) of the YFD Technical Rescue Team activities at the
team level.
29
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(f) Rank amongst Union members performing Technical Rescue work shall not be
recognized while functioning as part of the Technical Rescue Team. All union
members participating in this team shall perform on an equal level all work they
are assigned by the Incident Commander.
(g) In the event that any union member, with prior written approval, attends
training related to his duties as a Technical Rescue Team member off duty, it
shall be known that said member shall be attending as an employee of the City.
21.10 ARFF (Aircraft Rescue and Fire Fighting). The City will determine the number of
personnel to be certified as ARFF responders that may be assigned to Crash Truck
duties at the Airport. The City shall compensate said members a monthly
percentage of two percent (2%) of the t top-stop-grefighterbasesay of it firefighter in.
Step E per month.
21.11 K-9 handler pay. The K-9 handler shall receive diff`crential pay of 4,5% of the base
pay of a firefighter in step E per month.
21.12 HAZARDOUS MATERIAL TECHNICIAN.
(a) The City will allow up to twelve (12) Local 469 LEOFF Union members of
any rank to participate in the YFD 1-IazMat response team based on their
ability to meet the standards set by the bylaws governing the Tri -County
Ilazard'ous Materials Response Team.
(b) The City shall compensate said members a monthly per cnta c of
percent (2%) of the base pay of a firefighter in step E.
(c) In the event that there are changes in the specific HazMat duties and/or
scope of responsibilities of the aforementioned twelve IAFF 469 members
after execution of the Tri -County Hazardous Materials Response Team
agreement, the' City and the Union shall conduct any legally required
negotiations on the effects of the change(s).
(d) The City: shall furnish the Union with a copy of the Tri -County HazMat
agreement when executed and changes as they occur in the future.
(e) The participating Union members shall attend the initial forty (40) hour
HazMat Technician Course. Personnel on -duty will be granted city business
leave and off-duty personnel will be compensated at the overtime rate
pursuant to the existing IAFF Local 469 Collective Bargaining Agreement.
30
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(f) The participating Union members shall complete the annual required 24 -
hours continuing education as required by Washington Administrative Code
296-824-300. Union members are not required to meet the 24-hour
continuing education requirement on their own time without compensation.
If the Union member is required by fire administration to meet the 24-hour
continuing education on their day off, said member(s) shall be compensated
at one and one-half their scheduled rate of pay. Union members may be
allowed to utilize pre-recorded classroom lectures or alternative methods of
instruction (multi -media training, DVD, interactive CD, etc.) in lieu of
scheduled classes in the event that the member cannot attend on their
scheduled shift.
(g)
A Deputy Chief shall be in charge of the YFD HazMat activities. It shall be
the responsibility of fire administration to execute all non incident related
administration of this division.
(h) Rank amongst Union members performing HazMat work shall not be
recognized while functioning as part of the Tri -County Hazardous Materials
Team. All Union members participating ikon mthis team shall perform on an
equal level all work they are assigned by the Incident. Commander.
(i) Any required medical or physical" examination, as it relates to said team,
slrm 1 be paid for one hundred percent (100%) by the City of Yakima. This
cost shall not be a part of,. nor reflected in the members' negotiated Medical
wilt Plan.
21.1E S w a ct`a:lt Assi 'nnlcnt Selection l'rtrcess. The parties agree to meet and confer on a
icy regarding the selectitrn process fbr specialty assignments.
21.14 The City shall compensate mearrbers a monthly percentage of two percent (2%) of
the top step firefighter upon successful certification of bilingual ability in Spanish.
ARTICLE 22 — VACATION LEAVE & KELLY DAYS
22.1 Vacation Leave, Effective January 1, 2014, each LEOFF employee shall have a
vacation account. Accruals to this account for LEOFF employees working straight
day shifts shall be at the following rates.
Service in Years Accrual Hrs/Mo.
0-3
3-7
Accrual Hrs/Yr.
Maximum Accrued
9.32—
96
112
204
236
31
International Association of Firefighters (fAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
""1"1-.32
13.32
15.32
17.32
136
160
184
208
284
332
380
428
22.2 Effective January 1, 2013, LEOFF employees assigned to a 24-hour shift shall be
eligible to carry maximum vacation leave accumulations according to the following
schedule.
Service in Years
Accrual Hrs/Mo.
AccrualHis/Yr.
Maximum Accrued
0-5
14
168
348
5-10
16
192
396
10-15
18
2116
444
15-20
)li
240
492.
20+
22
26L
. 540
22.3 Service in years for LEOFF classifications is deli'ned as the most recent period of
employment unbroken by voluntary termination, voluntary retirement, voluntary
leaves of absence in excess of thirty (30) days or termination for cause. Such
service shall not be considered broken by period of disability retirement, or leave
without pay in excess of thirty (30) days for medical reasons, if approved by the
Fire Civil Service 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 reemployment for any reason shall constitute a break in service. (No
service credit shall accrue during periods of layoff,')
22.4 If a LEOFF employee is transferred from twenty—four (24) hour shift schedule to
day shift and is over the day shift maximum accrual, said employee will be given an
opportunity to use up leave within six (6) months from the date of transfer.
22.5 The City shall allow five (5) positions per shift, for shift employees from the
bargaining unit to be released from duty at any one time for scheduling of vacation,
Kelly days or holidays subject to the subsection below:
(a) A sixth (6th) position off will be allowed contingent on maintaining a 20
person roster for that day. The Department overtime budget shall dictate
when the sixth (6th) position is secured as follows:
When operational overtime is available, the sixth (6th) position shall be
secured at 2100 the night before the requested shift.
32
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
When operational overtime has been exhausted for the period, the sixth
(6th) position shall be secured at 0800 the morning of the requested shift.
The sixth (6th) position standby will be available for sign up 10 days (240
hours) prior to the beginning of the requested shift.
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22.6 For LEOFF classifications, any vacation accumulated over the stated limits shall be
paid at one hundred percent (100%) of base wage as of December 31 of each year;
provided, however, at least weventyMxty„-five percent (675%) of the annual accrual
rate for vacation must have been used during the year in order to qualify for the
payment; provided, however, if the Employer cancels an employee's scheduled
vacation and this canceling results in vacation accumulation over the stated limits
as of December 31 of any particular year then the Employer will pay for said
vacation at the normal hourly rate. Payment for any vacation accumulated over the
stated limits is subject to the Employers' inability to reschedule the vacation time
off. Neither party shall unreasonably withhold approval of rescheduling of vacation
previously canceled.
22.7 __Employees shall be able to cancel scheduled earned leave with thirty (30) days'
notice.
22„8 Time off lbt:l>!"e Shift Co.
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gpprgyi,d qottttipo d i.g.J 4F 1i
ARTICLE 23 — LEOFF EMPLOYEE HOLIDAYS
33
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
Formatted: Indent: Left: 1.06", Hanging: 0.44", Bulleted +
Level: 3 + Aligned at: 1.63" + Indent at: 1.88"
Formatted: List Paragraph, No bullets or numbering
Formatted: Superscript
Formatted: List Paragraph, No bullets or numbering
"rip ` Formatted: Superscript
23.1 (a) At the first of each year, all LEOFF members of the bargaining unit will
receive a credit of 120 hours to their holiday leave account. New employees
hired after that date will receive holiday credits at the rate of 10 hours per
month for all months 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.
(b) Employees transferring from days to shifts will receive holiday credits at the
rate of ten (10) holiday hours per month for the calendar months remaining
in the year. Employees transferring from shifts to days will have ten (10)
hours per month for each calendar month remaining in the year deducted
from their 120 hours of holiday credits, which shall not be reduced to less
than zero credits. The employee's schedule which encompasses more than
one-half (1/2) of a month shall determine whether or not credits are added
or reduced for that month.
23.2 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 31 of each year up to
a maximum of ninety-six (96) hours perernftloyee.
23.3 An employee who ues up their 120 hours of holidays and leaves the Department.
before December 31 shall have 10 hours removed from their earned leave account
for each month remaining in the year that the employee has not worked at least one
(1) shift.
23.4 lfan employee has not used the holiday time in the calendar year in which it was.
earned due to long term sick leave, disability leave, disability retirement or layoff
then the employee shall be paid for unused holiday time at ten (10) hours per month
for those months in which the employee has actually worked at least five (5) shifts.
ARTICLE 24'- SICK LEAVE ACCRUAL/EXCHANGE FOR LEOFF
EMPLOYEES
24.1 Regular LEOFF 1j employees working a 24-hour shift schedule 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:
No exchange of accrued sick leave for additional leave days or for cash will be
granted for those employees with 1080 hours or less of accrued sick leave except:
34
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(a) Upon retirement or death, the employee's accrued sick leave up to 1080
hours or less will be exchanged for pay at the rate of sixty percent (60%) of
hours at one hundred percent (100%) of the employee's current base pay.
To qualify, the employee must have at least twenty (20) years of service
within the LEOFF II pension system.
(b) Upon termination under honorable conditions, as distinct from retirement or
death, the employee's accrued sick leave up to 1080 hours or less will be
exchanged for pay at the rate of twenty -free (25%) of the employee's
current base pay. Honorable termination includes resignation with proper
notice.
(c) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, accrued sick leave up to 1080 hours or less will be
exchanged for pay at the rate of fifty percent (50%) of the employee's
current base pay.
(d) In the event of death in line ahf duty, all hours of sick leave will be
exchanged for pay at the rate of one hundred percent (100%) of the
employee's current base pay.
24.2 Exchange of accrued sick leave for addit
to regular LEOFF LI employees who ht
leave, subject to the following provisions:
(lu) Upon retire r cnt car death, accrued sick leave up to a cap of 1440 hours will
be exchanged for pay at the rate of sixty percent (60%) of hours at one
hundred percent (100%u) of the employee's current base pay. To qualify, the
employee must have at least twenty (20) years of service within the LEOFF
11 pension .
(b) Upon termination under honorable conditions, as distinguished from death
or retirement, accrued sick leave up to a cap of 1440 hours will be
exchanged for pay at the rate of fifty percent (50%) of the employee's
current base pay..
ve days or for cash will be granted
(trued more than 1080 hours of sick
(c) Employees who have accrued more than 1080 hours of sick leave may
exchange such sick leave for bonus (additional) leave at the rate of three (3)
shifts of sick leave for each additional vacation shift, not to exceed a total of
five (5) added vacation shifts annually, utilization of which would be
subject to the scheduling and approval of the department head.
35
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(d) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, 1080 hours of accrued sick leave up to a cap of 1440 hours
will be exchanged for pay at the rate of fifty percent (50%) of the
employee's current base pay.
(e) In the event of death in the line of duty, all hours of accrued sick leave will
be exchanged for pay at the rate of one hundred percent (100%) of the
employee's current base pay.
24.3 The maximum accumulation of sick leave for LEOFF II employees shall be a total
of 1440 hours for any purpose including use and/or exchange.
24.4 Sick Leave Exchange Procedure. Any regular LEOFF II employee may exchange
accrued sick leave as provided in Sections 24.1, 24.2, 24.6, 24.7 or 24.8 herein at
the option of the employee, subject to the following conditions and provisions:
(a) Authorization for such an exchange shall be made by time ticket submitted
to the Fire Chief or his designee.
(b)
vacation leave.
No exchange will be granted for less than twenty-four (24) hours of
(c) No exchange w be grant¢tici`k n"n crur.p&6ya�,o has been terminated for
cause,
24.5 Regular LEOFF II employees hirc;d on or after October 1, 1977 shall be granted
sick leave in accordance with Municipal Code 2.22.075.
24.6 LEOFF 11 personnel working a 40 -hour week shall be eligible to exchange sick
leave according to the following schedule. A maximum of 1040 hours may be
accumulated for either exchange or use.
No exchange of accrued sick leave for additional leave days or for cash will be
granted for employees with 720 hours or Tess of accrued sick leave, except:
(a) Upon retirement or death, the employee's accrued sick leave up to 720
hours or less will be exchanged for pay at the rate of sixty percent (60%) of
the employee's current base pay. To qualify, the employee must have at
least twenty (20) years of service within the LEOFF II pension system.
(b) Upon termination under honorable conditions, as distinct from retirement or
death, the employee's accrued sick leave up to 720 hour or less will be
36
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
exchanged for pay at the rate of twenty-five percent (25%) of the
employee's current base pay. Honorable termination includes resignation
with proper notice.
(c) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, accrued sick leave up to 720 hours or less will be exchanged
for pay at the rate of fifty percent (50%) of the employee's current base pay.
(d) In the event of death in the line of duty, all sick leave will be exchanged for
pay at the rate of one hundred percent (100%) of the employee's current
base pay.
24.7 Exchange of accrued sick leave by 40 -hour week employees for additional leave
days or for cash will be granted to' regular LEOFF II employees who have accrued
720 hours or more, subject to the following provisions:
(a) Upon retirement or death, the employee's accrued sick leave up through a
maximum 1040 hours will be exchanged for pay at the rate of sixty percent
(60%) of the employee's current base pay, To qualify, the employee must
have at least twenty (20) years of service within the LEOFF II pension
system.
(b) Upon in at under honorable conditions, as distinguished from death
or retir4nlcnt„ tllo etnployec's accrued sick leave up through a maximum of
1040 hours will be exchanged for pay at the rate of twenty-five (25%) of the
employee's eau ^nt base pay,
Upon involuntary termination tender honorable conditions, e.g., layoff for
budget reasons, the employee's accrued sick leave up through a maximum
of 1040 hours wil I be exchanged for pay at the rate of fifty percent (50%) of
the employee's current base pay,.
(d) In the event of death in the line of duty, the employee's accrued sick leave
will be exchanged for pay at the rate of one hundred percent (100%) of the
employee's current base pay.
(e) Employees who have accrued more than 720 hours of sick leave may
exchange such sick leave for bonus (additional) leave at the rate of twenty-
four (24) hours of sick leave for an additional 8 (eight) hours vacation leave
day eight (8) hour;,, not to exceed a total of forty (40) hours added vacation
leave days annually, utilization of which would be subject to the scheduling
and approval by the department head.
37
Intemational Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
24.8 In December of each year, any accruals by 40 -hour week employees beyond a 1040
hour limitation will be automatically exchanged based upon the formula of 8 (eight)
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.
24.9 LEOFF II personnel reassigned from shifts to days shall have all hours of accrued
sick leave converted utilizing the factor of 1040/1440 or .7222 and personnel
reassigned from days to shift shall have all hours of accrued sick leave converted
utilizing the factor of 1440/1040 or '1.385. In no case can the employee accrue
more than the maximum sick leave allowance.
24.10 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.
24.11 All final cash out proceeds and
State Council of Fire F ghters Lien
(Refer to Article 40 of"this agreement)
will be contributed to the Washington
etiree Medical Account (MERP).
ARTICLE 25 — SICK LEAVE POOL
25.1 Local 469 Executive Board will miinage and is solely responsible for the
administration of the IAFF Sick Leave Pool and the processing of requests.
All requests processed by the Payroll Office by the fifteenth (15th) of a month shall
be effective for that month.
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 26 — BIRTHING LEAVE/MATERNITY LEAVE
26.1 Pregnancy and maternity/paternity leave will be treated in accordance with state
and federal law.
ARTICLE 27 — LIGHT DUTY FOR LEOFF II EMPLOYEES
38
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
27.1 Off-duty extended injury, illness or pregnancy.
LEOFF II employees who are off-duty due to an extended off-duty injury or illness
and cannot perform their regular duties may request in writing to the Chief of the
Department an assignment to light duty. Any light duty assignment will be
contingent on the Department's needs and the employee's ability to perform
assigned duties within the scope that would be allowed based on a physician's
recommendation. All light duty assignments will be`for up to (30) days and will be
reviewed by the Chief of the Department to determine any extension of the
assignment. Light duty assignments will not include fire suppression, EMS
response, dispatching duties, or delay the appointment or filling of a Civil Service
position due to work being performed by the employee on light duty. Any
employee on light duty will maintain all the rights and benefits of this contract and
earn job and position seniority as consistent with a day position. Employees
assigned to light duty on an 8 -hour day shift who have previously been assigned to
a 24-hour shift will have their sick leave hours converted utilising the factor of
1040/1440 or .7222. Upon return to the 24-hour shift assignment, their sick leave
hours will be converted utilizing the factor of 'mon 040 or 1.385. In no case can
the employee gain more than 100% of'sick leave or income from this assignment.
27.2 On -duty extended injury or illness.
LEOFF II employees who are injured or irlour illness on -duty may be required at
the discretions f the department to be placed on light duty. Any light duty
assignment will be contingent on the Department's needs and the employee's
ability to perform assigned duties within the scope that would be allowed based on
a physician's recommendation. All light duty assignments will be for up to (30)
days and will be reviewed by the Chief of the Department to determine any
extension of the assignment. Light duty assignments will not include fire
suppression, 'EMS response dispatching duties, or delay the appointment or filling
of a Civil Service position due to work being performed by the employee on light
duty, Any employee on light duty will maintain all the rights and benefits of this
contract and earn job and position seniority consistent with a day position.
Employees assigned to light duty on an 8 -hour day shift who have previously been
assigned to a 24-hour shift will have their sick leave hours converted utilizing the
factor of 1040/1440 or .7222 and upon return to the 24-hour shift will have their
sick leave converted utilizing the factor 1440/1040 or 1.385. In no case can the
employee gain more than 100 % of sick leave or income from this assignment.
ARTICLE 28 — COMPENSATORY TIME OFF
39
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
28.1 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 2.22.040 (E). Compensatory time shall
be separately accounted for and will have to be cleared by use or pay by December
31, annually.
Up to one (1) average work week's worth of hours may be accumulated (i.e., forty
(40). Use shall be scheduled at the City's discretion '+ with due regard to the wishes
of the employees and the City's work requirements.
28.2 Court Appearance Leave. In the event members of the bargaining unit receive a
subpoena to appear in- court to provide testimony in an official capacity, such
required absence from scheduled duty, shall be considered time worked for pay
purposes. When said employees are required to appear in court in an official
capacity in their off duty hours, they shall be paid at the applicable rate for such.
time. Verification of court attendance shall be on a form prescribed by the Fire
Department and shall include a statement of hours signed by the relevant court
clerk.
28.3 An off duty employee who is required by the t tief of the Department to testify
before the Civil Service Board on matters pertaining to his assigned duties shall be
compensated for actual time in attendance in accordance with 28.2 of this Article.
Verification of attendance shall be on a form prescribed by the Fire Department and.
shall include a statement of hours of attendance signed by the relevant court clerk.
28.4 Training Time,
(a) For LEOFF employees, off duty training that is required by the Chief of the
Department or his designee shall be paid at overtime rate pursuant to Article
29.3 for each hour or portion thereof that is spent in actual training,
(b) In the event that any union member, with written approval attends an unpaid
off duty training related to his/her duties as a Yakima Fire Department
employee, it shall be known that the member is attending as an employee of
the City of Yakima and as such, is covered by workers compensation
insurance.
ARTICLE 29 — OVERTIME FOR LEOFF EMPLOYEES
29.1 Only the hours that a LEOFF employee is physically present on his assigned shift
or work period are considered hours worked.
40
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
29.2 When LEOFF employees assigned to a 24-hour shift work more than 182 hours on
their assigned shifts in a 24 day work period, or in the case of other LEOFF
employees, 40 hours in a 7 day work period, such employees shall be paid at the
overtime rate required by the Fair Labor Standards Act for all hours worked in
excess of 182 hours or 40 hours, respectfully.
29.3 Premium Duty Pay. LEOFF personnel working outside of their normally scheduled
shifts at a time they are not assigned to work, except as noted in 29.4 below, shall
be paid at the overtime rate required by the Fair Labor Standards Act.
29.4 Emergency Duty Pay. When LEOFF personnel are called from oft' -duty by the Fire
Chief or his/her designee because of an emergency the employee shall receive
Emergency Duty Pay. The Emergency Duty Pay rate shall be calculated by dividing
base monthly salary by 173.33 and multiplying the result by 1.5.
29.5 Fractions of an hour served on overtime duty shall be rounded to the next full hour
for the purpose of computing the amount of overtitne,
29.6 Any hiring for less than ten hours may be done by the paging system. After 10
minutes, the overtime hours shall he awarded to the respondent highest on the
hiring list for the position to be filled.
ARTICLE 30 — DUTY WEEK FOR LEOFF EMPLOYEES
30.1 The average hours of duty for 24-hour shift LEOFF employees shall average fifty -
point four six (50 46) hours per week,
30.2 24-hour shift LEOFF employees shall be assigned to the "48-96" shift.
30.3 The employees serving in the positions of Public Education Captain, Assistant Fire
Marshal, Training Captain, and Training Lieutenant shall work a day shift
consisting of forty (40) hours per week in the form of five (5) eight (8) hour days.
Alternate forty (40) hour shifts may be worked as mutually agreed upon by the
employee and the employer.
30.4 For the purpose of this agreement, "shift employees" are defined as those
employees working 24 hour shifts. "Day Shift Employees" are defined as those
employees assigned to a 40 hour work week.
ARTICLE 31— TOBACCO USE ON DUTY
41
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
31.1 The Union and the City recognize that health problems are caused by smoking and
tobacco use and therefore agree to the elimination of the use of all tobacco products
by_ all members of the Fire Dep, a _ent from all areas within fre stations,
administrative offices, shops and any other buildings or facilities of the Fire
Department. Violations of these provisions shall constitute a basis for disciplinary
action to be handled in accordance with normal disciplinary procedures,
ARTICLE 32 — PHYSICAL FITNESS
32.1 For LEOFF employees, there shall be established a physical fitness committee.
Composition of the committee shall consist of
(a) Two members designated by the Fire Chief.
(b) Two members of the bargaining unit.
(c) One member from outside the deparinient, selected by the other four
members to serve as chairperson. The outside representative should have the
following professional characteristics: Experience or education in physical
fitness, or medicine or related field.
32.2 The purpose of the committee is to develop a physical fitness program, establish
policy, manage the on-going program and make appropriate recommendations on
awards and/or discipline.
32.3 The Physical 'Fitness Pro am established by the Physical Fitness Committee shall
be reviewed" and revalidated annually by the Department and the Union. The
program and the policy governing this program shall not be changed except by the
mutual consent of the Department and the Union.
32.4 Both parties have agreed to jointly work on addressing issues and programs
pertaining to physical fitness.
32.5 Upon request by thefitness committee, only the medical results that pertain to
physical fitness shall be given to the committee.
32.6 The City shall schedule and pay for medical examinations for employees in the
bargaining unit at age 35 and 37 and every two years after the age of 40. The City
shall send notification to the employee at least 60 days prior to his/her birthday that
the examination is due. The employee shall sign a letter stating whether he/she
•.The employee is responsible for scheduling his/her
medical examination within the month of their birthday.
42
International Association o1"Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
ARTICLE 33 — CREATION OF NEW LEOFF CLASSIFICATIONS
33.1 The salary, hours of work, working conditions, selection criteria and fringe benefits
for all newly created classifications or classification modifications within the
bargaining unit shall be negotiated with the Union prior to the filling of any
position within the new classification.
ARTICLE 34 — DEFERRED COMPENSATION "OR LEOFF EMPLOYEES
34.1 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 four
percent (4%) of base pay to a deferred compensation account,
34.2 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 2.20.110, 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.
34.3 If 50% or nlor of the members of the bargaining unit elect to enroll in the new
IAFF program, then lOt)a of the members shall move to the IAFF deferred
compensation, program.
AR"T"ICLE 35 --: DISCI PLlI "E POLICY
35.IP trey Supersedes: The Disciplinary Policy is incorporated into this Agreement and
is attached hereto as Appendix A. In accordance with relevant PERC decisions and
by agreement of the Parties should a conflict occur between the provisions of
collectively bargained Appendix A and the provisions of Rule XIX - Disciplinary
Actions„ contained in the General Rules and Regulations of the Civil Service
Commission for Fire Department Employees of the City of Yakima then such
conflict shall be resolved in favor of the provisions in Appendix A which shall
supersede. Where there is no conflict between Appendix A and Rule XIX the
provisions of each shall equally apply to employee discipline.
35.2 Election, of Remedies: The use of the CBA grievance procedure will constitute an
election of remedies. Except as provided for in Article 9.3 (h), an employee
seeking redress through the Labor Agreement may not seek judgment of the
same matter through the Civil Service Commission.
43
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
ARTICLE 36 — MUNICIPAL CODE SECTIONS PERTAINING TO LEOFF
EMPLOYEES
2.01
2.04.010
2.04.030
Group Insurance
Plan Adopted
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 Rei r statement or
Employees
2.20.070 Reduction in Salary
2.20.080 Effect on Budget
2.20.085 Reimbursement for .Expenditures
2.20.86 Reimbursed Expenditures — Amounts
2.20.088 Uniform Allowance — Special Assignment 1"ay
2.20.100 Classification Plan
2.20.110 Compensation Plan
2.22 Fire 'Department - Working Conditions
2.22.010 Work Week
2.22.020 Calling Off -Duty l'irefghters in an Emergency
2.22.030 Compensation
2.22.040 Overtime Pay
2.22.050 Special Assignment Pay
2.22.060 Time -0 IT Privileges Vacation Leave
2.22.070 Time -Off Privileges -•- Compassionate Leave
2.22.075 Tihme-Off Privileges — Sick Leave
2.22.80 Hol idays
2.24 Longevity Plan
2.24.010 Longevity Plan — Eligibility - Restrictions
2.24.015 Longevity Plan — Service Recognition Award
2.24.20 Leave Of Absence for Service in Armed Forces
2.40
2.40.010
2.40.020
Leaves Of Absence
Eligible Employees
Vacation Leave
44
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
2.40.030 Sick Leave
2.40.040
2.40.050
2.40.060
2.40.70
2.44
2.44.030
2.44.040
2.44.050
2.44.060
Civil Leave
Military Leave
Leave Without Pay
Unauthorized Absence
Lobbying by City Personnel
Permitted Activities of Representatives
Payment for Services of Representatives
Prohibited Expenditures
Ethical Practices and Conduct
In cases of conflict between the Municipal C de 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 37 — ENTIRE AGREEMENT
37.1 The Agreement expressed herein in writing conslitutes the entire agreement as
negotiated between the parties and no oral statement or previous written agreements
shall add to or superccde any of its provisions.
37.2 The City and the Union a ce to establish a regular monthly meeting for the
purpose of discussing matters a;msidered`of importance to them respectively 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.
The City and the Union may voluntarily and mutually agree upon solutions to the
aforementioned problems, real or developing and such agreements shall, when
appropriate, be reduced to a memorandum and attached to this Agreement.
37.3 Date of Hire List ft r LEOFF Employees. The City will provide a date of hire list
for LEOFF employees no later than February 1st of each year to be posted at all fire
stations.
ARTICLE 38 — NO PYRAMIDING
45
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
38.1 Nothing contained in this agreement shall be interpreted as requiring duplication or
pyramiding of overtime payments involving the same hours of labor except as
otherwise specifically provided in this agreernettt.
ARTICLE 39 — SAVINGS CLAUSE
39.1 All provisions of this agreement are subject to unpile hie 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.
ARTICLE 40 — MEDICAL SAVINGS ACCOUNT
40.1 "Elle City and the Union have agreed to implement a medical reimbursement plan
for Bargaining Unit members for the term of this agreement.
40.2 Conversion of Sick Leave Cash out to Retiree Medical Savings Account.
(a) The City shat] participate in the Washington State Council of Fire Fighters
Employee Benefit Trust (the "'Trust Agreement") and the Premium
Reimbursement 'Plan of the Washington State Council of Fire Fighters
Employee Benefit Trust (the "Plan") and agrees to make contributions to the
Plan on behalf of all employees in the Collective Bargaining Unit who are
eligible to participate in the Plan by reason of having excess sick leave
conversion rights. For the purposes of this article, excess sick leave
conversion rights are defined as sick leave cash -outs at retirement.
Contributions on behalf' of each eligible employee shall be based on the
cash -out value of sick leave hours accrued by such employee and available
for cash -out at retirement. IRS codes require all eligible employees to
participate.
40.3 Monthly Contributions.
In addition to the conversion of sick leave cash out to Retiree Medical Savings
Account described above, the City shall make the following monthly contributions
to the Plan on behalf of Bargaining Unit members:
(a) Effective July 1, 2012, the City shall pay a $75.00 Dollar monthly contribution
on a pre-tax basis for each LEOFF II employee covered by this Agreement, to
46
Intemational Association of Firefighters GAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
the Washington State Council of Fire Fighters (WSCFF) Employee Benefit
Trust. The Union shall have the option to increase their contribution by payroll
deduction.
(b) The City shall transmit, mail or forward the monthly contribution on or about
the sixth of every month, but no later than the tenth, for that month's
contribution.
40.4 The Union and the Employees agree to hold the Employer harmless and indemnify
the Employer from any and all liability, claims, demands, law suits, and/or losses,
damage or injury to persons or property, of whatsoever kind, arising from and in
any way related to the implementation and administration of the Trust Fund. The
Union and Employees shall be one hundred percent (100%) liable for any and all
liabilities that arise out of the Trust Fund. The Union and Employees shall be liable
for any and all tax penalties, as well as any other liabilities arising out of the
implementation and administration of the Trust Fund.
ARTICLE 41— MEMORANDUMS OF UNDERSTANDING (MOU's)
41.1 The parties acknowledge that the need for a Memorandum of Understanding
(MOU) may arise during the term of this agreement. All MOU's developed
during the course of this: agreement shall be incorporated as appropriate in the
successor agreement as negotiated and agreed upon by the parties.
ARTICLE 42 — TERM OF AGREEMENT
42.1 This Agreement shall be deemed effective from and after the 15" day of January,
2014 through the 31" day of December, 2017; 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.
1(...t"cu)i'I
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Aecommended by:
LOCAL 469, INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO
47
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
Formatted: Underline, Font color: Red
Formatted: Font color: Red
I Formatted: Underline, Font color: Red
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1'°hi�,vu
48
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
Formatted Font color Red
mFormatted: Underline, Font color: Red aoo.m
Formatted: Font color: Red
1 Formatted: Underline, Font color: Red
Formatted: Font color: Red
Forma Underline, Font colon Red
Formatted: Font color: Red
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Formatted: Underline, ed
Font color: Red
49
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
APPENDIX A
Yakima Fire Department
DISCIPLINARY POLICY
Purpose: To increase professionalism, improve morale, improve manager/employee
relations, foster long-term positive change, and deter future performance deficiencies.
The City of Yakima Fire Department and Yakima Public Safety Communications Center
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 and Regulations.
Procedure
A. Progressive Discipline
The process of progressive discipline is intended to assist the employee in overcoming
performance problems and to meet job expectations. Pro essive discipline is most
successful when it assists an individual in becoming an effective. and productive member of
the organization.
Farling that, progressive discipline enables the organization to address misconduct or sub-
standard 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,
50
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
•The employee informed that this is an oral reprimand
• Oral reprimands will be memorialized 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 Assistant Communications Manager and a copy is to be provided to the
employee. Memo is not placed in employee's personnel lile.
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 employee, immediate supervise¢',
•The employee informed that this is a formal written reprimand.
•Written reprimands will be memorialized 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 cornet the behavior and
action necessary to avoid further discipline,
•A copy shall be maintained in employee's personnel file and given to the
employee.
3, Suspension- Any install
from city service,
ploy ee is released from duty without pay
If subsequent to a satisfactory investigation, suspension of an employee is the
contemplated level of discipl ilne 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
employee's return to work.
•The original disciplinary letter will be provided to the employee and a copy of the
pre -disciplinary and disciplinary letters will be maintained in the employee's
personnel file.
51
Intemational Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
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.
•°fhe 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
personnels 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
Coinrnunicat ons Managers file upon request of the employee after two years.
Written and suspension documentation shall be placed in the employee's perso
Time begins the day the documents are filed into the employee's personnel file. l lae
documentation shall be removed upon request of the employee after two years.
nnel file.
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 15 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.
52
Intemational Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
C. Definitions of levels of infraction:
Minor Infraction -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 Infraction- 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:
•Careicss, negligent or improper nse of City property
• Releasing confidential information without proper authority
•Lnauthorized absence or improper use of any type of leave
•Public defamation of character or the organization
Intolerable infraction- Any action that endangers the safety, health, or well-being of
another person. The act is of suffisacnt 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
53
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
These guidelines are designed to promote corrective discipline and do not apply to
probationary employees.
E. Training
In order to assist supervisors in enforcing this policy d applying discipline uniformly,
labor prod m agement will cooperatively present traininj to all supervisors.
54
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
Appendix B
LEOFF CBA
Effective date: 1-1-2014 through 12-31-2017
SOP 3.001
TITLE: Daily Staffing
OBJECTIVES:
A. To provide guidance for maximizing daa'ly staffing levels within defined
budgetary parameters
B. To incorporate a dynarrtic model that allows for fluctuations in daily staffing
levels due to peak times/peak seasons, training opportunities, special events and
excessive unforeseen personnel shortages
C. To provide guidance for the assignment of Floating Lieutenants
Staffing will be assigned with these priorities in mind:
1. Eliminate brown -outs (5 companies or less) within the means available.
2. Increase training opportunities for Company Officers for command positions
and implement succession training for Raft re officers.
3. Increase manpower during peak emcrency' response times and/or weather
conditions.
PROCEDURES:
1. Shift Conn
maintain a mitt um daily staffing goal of 20 personnel with a base deployment model
consisting of:
a. 1 Shift Commander
b. 1 ARFF
c. 5, 3 -person Engine Companies
d. 1, 3 -person Truck Company
ders - in collaboration with the Operations Deputy Chief, will strive to
55
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
2. Regularly -scheduled staffing in excess of 20 personnel may be assigned in the
following manner:
a. To create a 4 -person Truck and/or Engine Company
b. Assigned to the Shift Commander for professional development
C. To staff additional apparatus
3. Shift Commanders - in collaboration with the Operations Deputy Chief, will
make determinations on appropriate times to augment or decrease staffing that is in the
best interest of the City. Examples of those times include:
a. Daily and/or seasonal call volume increases (peak times)
b. Training evolutions
c. Extreme weather
d. Special events
e. Inordinate number of personnel illnesses or injuries
4. Floating Lieutenants are those who are the most junior and offprobation will not have
permanent station assignments. Daily assignments fir the Floating Lieutenants may
include the following:
a. If daily staffing is such that all company officer positions are filled, the Floating
Lieutenant may be assigned the number 3 or 4 position on an apparatus
b. If daily staffing lacks one or more company officers, the Floating
Lieutenant shall be assigned one of those positions
c. Floating Lieutenants may also be assigned to the Shift Commander for
professional development, or to cover the position of another company officer
who has been assigned to the Shift Commander for professional development.
SCOPE:
1. it shall be the responsibility of the Shill Commanders to work collaboratively with the
Operations Deputy Chief to determine daily staffing levels that arc based upon dynamic
situational needs, and to assign personnel accordingly.
DAVIDA.-W4I4SONBOB STEWART
FIRE CHIEF
Intemational Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
56
Chapter 2.04
GROUP INSURANCE
Sections:
2.04.010 Health care plan.
2.04.020 Definitions.
2.04.030 City contributions.
2,04.040 Hospital and medical insurance—Retired employee and dependent coverage.
2.04.050 Dental insurance plan—Retired employee coverage.
2.04.100 Welfare benefit program.
2.04.010 Health care plan.
The city is self-insured for its medical and dental insurance plans (hereafter referred to in this section
and YMC 2.04.020 and 2.04.030 as the "health care plan"). The health care plan includes medical,
dental and vision coverage for city employees as defined in the health care plan and for members of
the city council. The medical and dental insurance plans are administered for the city by third party
administrators. The city manager of the city of Yakima is authorized to enter into a contract or
contracts with third party administrators to administer`the medical and dental insurance'plans. The
health care plan shall be on file in the human'resources division of the city. (Ord. 2012-14 (part),
2012: Ord. 2008-57 § 1, 2008: Ord. 1757'§ 1, 1975; Ord, 1750 § 1, 1975; Ord, 1744 § 1, 1975; Ord.
758, 1965: Ord. 149 § 1, 1960).
2.04.020 Definitions.
Cost of coverage" means the average monthlycost of coverage for the health careplan
�� g" 9 as
•determined from time to time.by the city's -health care administrator, the city's employee benefits
1.1 broker, and/or the city manager. The final decision on the cost of coverage shall be made by the city
manager. Such determination shall be final and binding. (Ord. 2012-14 (part), 2012: Ord. 2008-57
§ 2, 2008).
2.04.030 City contributions,.
A. Life Insurance Plan.
1. Effective October 24, 1991, the city shall provide a fully paid life insurance policy in an
amount equal to the annual salary for all management employees as defined in subsection B of
this section, as well as for the chief, deputy chiefs and battalion chiefs of the Yakima fire
department and the chief, deputy chief, captains and lieutenants of the Yakima police
department.
2. For all employees covered by a collective bargaining agreement, the city shall provide a life
insurance policy in the amount required in the applicable collective bargaining agreement.
B. Health Care Plan. The city shall contribute toward the payment of the monthly cost of coverage
of the health care plan in the following manner for each group of employees or positions, respectively:
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Chapter 2.04 GROUP INSURANCE Page 2 of 5
1. Represented Employee Contributions. For all employees covered by a collective bargaining
agreement, the city shall pay its portion of the total monthly cost of coverage under the health
care plan as provided in the applicable collective bargaining agreement, and the employee shall
pay his or her portion of the total monthly cost of coverage under the health care plan as
provided in the applicable collective bargaining agreement.
2.
Management Employee Contributions.
a. "Management employee" means any nontemporary employee in the management
series, executive support series and executive series as defined by YMC 2.20.100; in the
public safety management series as defined by YMC 2.20.110; and any other nontemporary
employee in YMC 2.20.100(D) who is not a member of any collective bargaining unit
recognized by the city.
b. "Member of the city council" means any person holding the office of city of Yakima
council member, who elects to pay the entire cost of coverage of the city of Yakima health
care plan.
c. From January 1, 2009, on, except for the chief, deputy chiefs, and battalion chiefs in the
fire department and the chief, deputy chief, captains and lieutenants in the police
department, or unless otherwise provided in the applicable collective bargaining agreement,
the following provisions apply: All management employees shall pay the first fifty dollars of
the total monthly cost of coverage under the health care plan for the employee through a
monthly payroll deduction. If an employee only is covered in the health care plan and the
employee has no spouse or dependents in the health care plan, then the city shall pay the
balance of the employee -only unit cost in excess of the first fifty dollars that the employee
pays. For a management employee with a spouse and/or dependents in the health care
plan, any cost of coverage for the management employee with a spouse and/or dependents
in the plan in excess of the first fifty dollars that the employee pays shall be paid by the
management employee through a monthly payroll deduction based on the following
percentages on the remaining balance above the first fifty dollars: the employee shall pay at
the rate of twenty-five percent of the balance of the remaining total monthly cost of
coverage, and the city shall contribute the remaining seventy-five percent of the balance of
the total monthly cost of coverage.
d. For the chief, deputy chief, captain and lieutenants of the Yakima police department
and the chief, deputy chiefs and battalion chiefs of the Yakima fire department, unless
otherwise provided in an applicable collective bargaining agreement, the city shall pay the
total monthly cost of coverage under the health care plan for the employee. If the chief,
deputy chief, captain and lieutenants of the Yakima police department and the chief, deputy
chiefs and battalion chiefs of the Yakima fire department have a spouse and/or dependents
in the health care plan, then the employee shall pay through a monthly payroll deduction at
the rate of fifty percent of the monthly dependent unit cost of coverage for the employee's
spouse and/or dependents, and the city shati contribute the remaining fifty percent of the
total monthly dependent unit cost of coverage for the employee's spouse and/or
dependents, unless otherwise provided in an applicable collective bargaining agreement.
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Chapter 2.04 GROUP INSURANCE Page 3 of 5
C. Authority to Exempt Certain Positions from Health Care Plan. Pursuant to YMC Chapter 2.04,
the city manager and the heads of the city departments are entitled to be covered by the city's
employee health care plan. This subsection C is limited to and for the purpose of recruitment only for
the specific positions of city manager, chief of police, fire chief, city attorney, director of public works,
director of community and economic development, and director of finance, when the person to whom
an offer of employment is made has an existing health care plan from his or her former employment
that he or she desires to maintain upon employment with the city. In that event, then the city council
for the city manager position, and the city manager for the department head positions, have the
authority to agree in writing to compensate that person for the cost to him or her to maintain his or her
present health care plan, up to but not to exceed the amount the city's health care plan would
otherwise have contributed to his or her health care costs for similar coverage under the city's health
care plan. This health care cost payment shall be included with the employee's monthly
compensation amount as a separate item and shall be treated as a taxable benefit subject to normal
withholding taxes. The city's contribution for the health care allowance shall not be included in any
calculations as base pay. If, and at such time as, the city employee's prior health care plan becomes
fully paid and no longer requires financial contributions from him or her to maintain his or her health
care coverage, the city's obligation to contribute toward that health care coverage shall cease. In no
event shall the city's contribution for the health care allowance be more than the city would have
contributed if the employee had similar coverage under the city health care plan. In addition, in the
event that the employee's prior health care coverage ends and the employee desires to enroll in the
city health care plan, that employee may do so provided the employee complies with the enrollment
requirements for the city health care plan. (Ord. 2012-14 (part), 2012: Ord. 2008-57 § 3, 2008: Ord.
97-28 § 1, 1997; Ord. 96-66 § 1, 1996; Ord. 93-84 § 1, 1993: Ord. 3403 § 1, 1991; Ord. 3325 § 1,
1990; Ord. 3252 § 1, 1990; Ord. 2688 § 1, 1983; Ord. 2266 § 1, 1979; Ord. 2265 § 1, 1979; Ord.
2153 § 1, 1978; Ord. 1750 §§ 2, 3, 1975; Ord. 1744 §§ 2, 3, 1975; Ord. 1614 § 1, 1974: Ord. 1474
§ 1, 1972: Ord. 1081 § 1, 1968: Ord. 758, 1965: Ord. 319 § 1, 1962: Ord. 149 § 3, 1960).
2.04.040 Hospital and medical insurance—Retired employee and dependent
coverage.
A. Retired Employees. The following described retired city employees shall be eligible to remain
enrolled in the group hospital and medical insurance plan and to obtain coverage for their eligible
dependents until the retired employee reaches sixty-five years of age by paying a premium (including
the premium for dependents, if enrolled) equal to the actual group rate for coverage of active city
employees and enrolled dependents:
1. City employees who retire on or after January 1, 1982, and who at the time of their
retirement work in positions within the bargaining unit of the American Federation of State,
County and Municipal Employees, Local 1122; and
2. City employees who retire on or after January 1, 1983, and who at the time of their
retirement work in any of the following positions:
a. All fire department positions,
b. All commissioned police department officers,
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Chapter 2.04 GROUP INSURANCE
Page 4 of 5
c. All employees in exempt classifications specified by YMC 2.20.100, and
d. All other positions defined by the policy as being eligible for coverage.
B. Spouses of Retired Employees. Spouses of retired commissioned police department officers,
retired fire chiefs and deputy fire chiefs and retired employees who, at the time of retirement, were in
exempt classifications specified by YMC 2.20,100, which spouses are otherwise eligible for coverage
under provisions of the insurance policy, shall be eligible to remain enrolled in the group hospital and
medical insurance plan until those spouses reach the age of sixty-five years (or in the case of
spouses of deceased retirees, until the spouse remarries) by paying a premium equal to the actual
group rate for enrolled dependents. (Ord. 2012-14 (part), 2012: Ord. 2835 § 1, 1985: Ord. 2749 § 1,
1984: Ord. 2686 § 2, 1983).
2.04.050 Dental insurance plan—Retired employee coverage.
A.
Retired Employees. The following described retired city employees who retire on or after January
1, 1983, shall be eligible to remain enrolled in the group dental insurance plan and to obtain coverage
for their eligible dependents until the retired employee reaches sixty-five years of age by paying a
premium (including the premium for dependents, if enrolled) equal to the actual group rate for
coverage of active city employees and enrolled dependents:
1. Chief and deputy chief of Yakima fire department;
2. Chief, captains and lieutenants of the Yakima police department; and
3. All employees in exempt classifications specified by YMC 2,20.100,
B. Spouses of employees retired from positions specified in subsection A of this section, which
spouses are otherwise eligible for coverage under provisions of the insurance policy, shall be eligible
to remain enrolled in the group dental insurance plan until those spouses reach the age of sixty-five
years (or in the case of spouses of deceased retirees, until the spouse remarries) by paying a
premium equal to the actual group rate for enrolled dependents. (Ord. 2012-14 (part), 2012: Ord.
2835 § 2, 1986).
2.04.100 Welfare benefit program.
A. The city of Yakima employees' welfare benefit program, attached as Appendix 1 to the ordinance
codified in this section and incorporated herein by reference, is adopted and approved.
B. The city manager, or his designee, shall be authorized and directed to perform all management,
administration and other responsibilities of the city under the city of Yakima's employees' welfare
benefit program, except as expressly provided by such program or as required by law.
C. The participation agreements between the city and the Washington State Council of County and
Municipal Employees, Washington State Council of County and City Employees, AFSCME, Local
1122, AFL-CIO ("AFSCME"); Yakima Police Patrolmans Association ("YPPA") and Local 469,
International Association of Firefighters, AFL-CIO, attached to the ordinance codified in this section
as Appendices 2, 3, 4 and 5 respectively and incorporated herein by reference, are approved, and the
city manager is authorized and directed to execute said participation agreement.
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Chapter 2.04 GROUP INSURANCE
D. The Yakima air terminal may join the city's employee welfare benefit program and its
management employees and duly represented employees may participate in plans thereunder by
action of the airport terminal board.
Page 5 of 5
E. In the event that there is a conflict between any provision of this section or any provision of the
employee welfare benefit program and any other section of this chapter, this section and the
employee welfare benefit program shall take precedence. (Ord. 2012-14 (part), 2012: Ord. 94-9 § 3,
1994).
The Yakima Municipal Code is current through Ordinance
2013-015, passed April 16, 2013.
Disclaimer: The City Clerk's Office has the official version of the
Yakima Municipal Code. Users should contact the City Clerk's
Office for ordinances passed subsequent to the ordinance cited
above.
Click here to view recently enacted ordinances not yet codified
(http://www.yakimawa.gov/council/archived-agenda-minutes!) .
City Website: http://www.yakimawa.gov/ (http://www.yakimawa.gov/)
City P 37
Cit Tele hone (509) 575-
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Chapter 2.16 BONDS FOR OFFICERS
Chapter 2.16
BONDS FOR OFFICERS
Sections:
2.16.010 Bonds required—Amount,
2.16.020 Approval of bonds.
2.18.030 Payment of premium.
Page 1 of 2
2.16.010 Bonds required—Amount.
The following named officers, assistants and employees of the city of Yakima, and the treasurer of
Yakima County as ex officio collector of city taxes, before assuming the duties of their respective
office, shall be bonded by a professional surety company authorized to do business in the state of
Washington, which bonds shall be conditioned for the faithful discharge of the duties of such officers
and employees as provided by law, in the following amounts:
Blanket Bond Annual Bond
City Manager $25.000.00
Director of Finance 25.000.00
City treasurer $100.000.80
Yakima's County 25.000.00
treasurer
All other employees 5,000.00
Provided, howeverthatthe bonds oftwo or more officers or employees, exceptforthe annual bond
of the city treasurer and county treasurer, may be consolidated in one instrument as a blanket bond.
2.16.020 Approval of bonds.
Bonds required by Section 2.16010 ofthis chapter shall be subjectto approval bythe city attorney oo
toform and execution, upon such approval shall boretained onfi|einthe office ofthe city clerk. (Ord.
2212 § 2, 1978: Ord. B498§2. 1937).
2.16.030 Paymentmf premium.
After the approval of said bonds, the city shall pay a reasonable premium to the suretycompany
furnishing such bond. (Ord. B-196 § 3, 1937).
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Chapter 2.16 BONDS FOR OFFICERS
The Yakima Municipal Code is current through Ordinance
2013-015, passed April 16, 2013.
Disclaimer: The City Clerk's Office has the official version of the
Yakima Municipal Code. Users should contact the City Clerk's
Office for ordinances passed subsequent to the ordinance cited
above.
Click here to view recently enacted ordinances not vet codified
(http://www.yakimawa.gov/council/archived-agenda-minutes/) .
City Website: http://www.yakimawa.gov/ (http://www.yakimawa.gov/)
p 55-6037
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Page 2 of 2
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Chapter 2.20 SALARIES Page 1 of 72
Chapter 2.20
SALARIES
Sections:
2.20.010 Persons subject to plan.
2,20.020 Content of plan.
2.20.030 Procedure for determination of salary ranges.
2,20.040 Policy for pay steps.
2,20.050 Policy for present employees.
2.20.060 Transfer, promotion, reclassification, demotion or reinstatement of employees.
2.20.070 Reduction of salary.
2.20.080 Effect of budget.
2.20.085 Reimbursement for expenditures.
2,20.086 Reimbursable expenditures—Amounts.
2.20,088 Uniform allowance—Special assignment pay.
2.20.089 Bilingual pay for management employees.
2.20.094 Salary of mayor, assistant mayor and council members—Fringe benefits.
2.20.097 Vehicle allowance for city manager.
2.20.100 Classification plan.
2.20.110 Compensation plan.
2.20.115 Management pay and compensation definitions.
2.20.116 Management pay and compensation adjustments.
2.20.117 Management salary schedule separation.
2.20.118 Management employee disability insurance.
2.20.120 Shift differential.
2.20 130 Management group tax deferred compensation plan.
2,20.150 Management personnel Section 125 plan.
2.20.010 Persons subject to plan.
All employees of the city of Yakima shall be subject to the classification and compensation plan
established in this chapter. (Ord. 302, 1961: Ord. 194 § 1, 1964).
2.20.020 Content of plan.
The classification and compensation plan shall include:
1. The basic salary schedule as set forth in this chapter, and subsequent amendments and
additions thereto;
2. A schedule of salary ranges consisting of minimum and maximum rates of pay for each
management position and minimum and maximum rates of pay, together with intermediate
steps, for all other classes of positions included in the city classification plan as set forth in this
chapter, and subsequent amendments and additions thereto;
3. The annual budgets prescribed by the laws of the state of Washington. (Ord. 1745 § 1,
1975: Ord. 194 § 2, 1960).
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2.20.030 Procedure for determination of salary ranges.
Salary ranges shall be linked directly to the plan of position classification and shall be determined with
due regard to ranges of pay for other classes, relative difficulty and responsibility of positions in the
class, availability of employees in particular occupational categories, prevailing rates of pay for similar
employment in private establishments in the Yakima area, rates of pay in other jurisdictions, cost of
living factors, the financial policies of the city and other economic considerations. The minimum and
maximum and intermediate steps of each salary range shall be those rates in the basic salary
schedule which most nearly reflect these factors.
Prior to the preparation of each annual budget, as well as at other appropriate times, the city manager
shall make or direct to be made such comparative studies as he may deem necessary, of the factors
affecting the level of salary ranges. On the basis of information derived from such studies, the city
manager shall recommend to the council for approval such changes in the salary ranges as are
pertinent to the fairness and adequacy of the overall salary structure. Such changes shall be
accomplished by increasing or decreasing the salary ranges the appropriate number of ranges as
provided in the basic salary schedule. The rate of pay for each employee shall be adjusted to the
corresponding step in the new range in conformance with the adjustment of the salary range for the
class. (Ord. 194 § 3, 1960).
2.20.040 Policy for pay steps.
The following shall be the general policy with respect to the use of the pay steps within salary ranges:
1. The minimum rate of pay for a class shall be paid to any person on his original appointment,
except appointments at a salary rate above the minimum may be authorized by the appointing
authority when necessary to fill positions in "shortage" occupations or when necessary to recruit
applicants with exceptional qualifications.
2. The basic salary range shall consist of five steps to be known as Steps 1, 2, 3, 4, and 5. An
employee, except seasonal employees, shall normally be advanced to the next higher step six
months after the date of hiring or promotion and to the succeeding steps at one-year intervals,
providing that employee's work has been satisfactory and the employee is making normal
progress on the job. Employees in permanent seasonal positions shall be advanced to Steps 2,
3, 4, and 5 upon the completion of six months', eighteen months', thirty months', and forty-two
months' of service, respectively; provided, such advancements shall be made only for
employees with a satisfactory or better performance rating for the preceding season.
All within -range increases are subject to the availability of funds. For purposes of computing the
length of time for eligibility for within -range increases, the period of all leaves of absence without pay
shall not be included.
In order to simplify the preparation of payrolls, eligibility for within -range salary increases shall be
computed in the manner heretofore set forth; provided, however, that upon an eligibility date falling on
or before the fifteenth day of the month, such increase shall become effective as of the first day of the
month; and provided further, that upon an eligibility date falling on or after the sixteenth day of the
month, such increase shall become effective as of the first day of the following month.
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Chapter 2.20 SALARIES
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Salary increases or decreases resulting from the adjustment of salary ranges in accordance with
Section 2.20.030 shall not prevent within -range increase in accordance with this section. (Ord. 2051 §
1, 1977: Ord. 1389 § 1, 1972: Ord. 1082 § 1, 1968: Ord. 748, 1965: Ord. 478, 1963: Ord. 194 § 4,
1960).
2.20.050 Policy for present employees.
As of the effective date of the adoption of the compensation plan and any subsequent amendments
thereof:
A. All employees whose pay is in excess of the maximum rate prescribed for their class shall not be
reduced in pay, but they shall not receive any pay increases as long as they occupy positions for
which the salary range maximum is the same as or less than the pay rate currently received.
B. Employees will be advanced in pay as a result of an adjustment to the salary range for their class
as provided for in YMC 2.20.030, provided that no such advancement in pay shall be effective for a
probationary employee in the management group defined in YMC 2.04.030(D), until the end of the
probation. In addition, employees will be eligible for within -range increases according to service in the
class as provided for in YMC 2.20.040(2), provided that no such advancement in pay shall be
effective for a probationary employee in the management group defined in YMC 2.04.030(D), until the
end of the probation.
The provisions of this section shall not prevent demotion or reduction for disciplinary reason or the
application of service -wide pay decreases when such action is required by the financial conditions of
the city or by changing economic conditions. (Ord. 3428 § 1, 1991: Ord. 194 § 5, 1960).
2.20.060 Transfer, promotion, reclassification, demotion or reinstatement of
employees.
When an employee is transferred, promoted, reclassified, demoted or reinstated, the employee's rate
of pay for the new position shall be determined as follows:
1, Transfer. An employee transferred to another position in the same class will continue to
receive the same rate of pay until the employee is promoted or demoted.
2. Promotion/Reclassification. An employee promoted or reclassified to a position in a class
having a higher pay range shall receive a salary increase as follows:
a. If the employee's rate of pay in the lower class is below the minimum salary of the
higher class, the employee's rate of pay shall be increased to the minimum rate of the
higher class.
b. If the employee's rate of pay in the lower class falls within the range of pay for the
higher class, the employee shall be advanced to the pay step in the higher range which is
next higher in amount above the employee's pay before promotion.
c. In the case of promotion, within -range increases shall be granted in accordance with
YMC 2.20.040(2).
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d. In the case of reclassification, the employee shall be eligible for a within -range increase
on the employee's normal anniversary date. For employees who have been at the
maximum of the salary range for more than one year, the date of reclassification shall
become the employee's anniversary date for future within -range increases.
3. Demotion. An employee demoted from a position in one class to another class having a
lower pay range shall receive a salary decrease.
(a) If the rate of pay of the employee in the higher class is above the maximum salary for
the lower class, the employee's rate of pay will be decreased to the maximum rate of the
lower class,
(b) If the rate of pay of the employee in the higher class is within the pay range of the
lower class, the employee's rate of pay shall be reduced to the next lower
pay step in the range. (Ord. 1831 § 1, 1975: Ord. 1614 § 2, 1974: Ord. 194 § 6, 1960).
2.20.070 Reduction of salary.
An appointing authority for just causes may reduce the salary of an employee within the pay range
prescribed for the class. Notice of intention to effect such a reduction in pay and the reasons for such
action shall be given to the employee and the civil service chief examiner ten days prior to the
effective date for the reduction. The employee affected shall have the right to appeal in the manner
outlined in the civil service rules and regulations. (Ord. 194 § 7, 1960).
2.20.080 Effect of budget.
This chapter shall be in force and effect February 1, 1961, and from and after said effective date
employees in each class of position in the civil service shall be compensated according to the basic
salary schedule and salary ranges set forth in this chapter, and subsequent amendments and
additions thereto, and in accordance with the annual budgets adopted by the council pursuant to the
laws of the state of Washington. In cases of promotion, transfer and the return of an employee after
leave of absence, and in cases of classification or reclassification of positions which, under YMC
2.20.060 and other provisions of this chapter, require the payment of a different wage or salary than
that specifically set forth in the annual budget, the compensation to be paid in such cases shall be
figured and paid in accordance with YMC 2.20.060 and other pertinent sections of this chapter
without ordinance or council action, if the payment thereof can lawfully be made from funds
appropriated under the current annual budget, under the item of salaries and wages, without
exceeding appropriation.
In cases where the annual budget makes provisions for the payment of compensation for any position
classification differing from the compensation set forth in said salary ranges in order to comply with
the provision of subsection A of YMC 2.20.050, the employee affected by the provision of said section
shall be paid the compensation for such position as set forth in the annual budget, and in all cases
where no provision is made in said salary ranges the compensation to be paid any employee shall be
that set forth in the annual budget or such compensation as shall be lawfully authorized by the city
council. (Ord. 194 § 8, 1960).
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2.20.085 Reimbursement for expenditures.
In addition to the prescribed rates of pay and other allowances provided for in this chapter, officers
and employees of the city shall be entitled to reimbursement for, or the benefit from, the following
classes of official expenditures:
1. Officers and employees shall be entitled to reimbursement for expenses which may lawfully
be incurred when they are required, with specific written approval of the city manager, to make
necessary out-of-pocket expenditures within or without the city of a nature beyond those
normally associated with the performance of the routine official duties of such individuals, for
purposes which principally promote, develop or publicize the city's best interests.
2. In the event the city manager of the city of Yakima determines that in order to secure the
services of any person not residing within the Yakima area as an employee of the city of
Yakima, it is necessary to pay the cost of moving the household goods and personal effects of
such person from his place of residence to the city of Yakima upon his appointment to city
service, then payment of reasonable and necessary moving costs may be made from
appropriate available maintenance and operation funds in the city's annual budget, upon the
approval of the city manager.
3. The council finds that in selecting personnel to fill positions in the city of Yakima requiring
special experience and training to qualify for such positions, it becomes necessary, in order to
ensure selection of the most qualified applicant, that applicants for such positions be personally
interviewed, and that in certain cases the expense to the city of sending members of boards,
commissions and other officers of the city to various localities for the purpose of conducting such
interviews exceeds the cost to the city government of providing that the interviews be had in the
city of Yakima at the city's expense and that the payment by the city of the necessary travel and
subsistence expenses for a limited number of applicants to be brought to the city will result in a
saving of expense to the city in the outlay of travel and subsistence expenses or in the time
which would be lost by reason of regular officers or employees of the city conducting the
interviews elsewhere. The council further finds that in such cases the payment by the city of the
travel and subsistence expense of applicants requested to come to the city of Yakima for
interview is a proper municipal expense and for a proper municipal purpose.
4. In order to make a proper determination of the facts in cases where authority is requested to
bring in applicants for any position in the city of Yakima at the city's expense, the city manager is
authorized to determine the facts, and, upon approval by the city manager, based upon a
determination that the payment by the city of the expenses of bringing a limited number of
applicants to the city of Yakima for interview is necessary to make possible the selection of the
best available applicant for a position involving special skill and experience to properly discharge
the duties thereof, and that the payment of the expense of bringing said applicants to the city is
less than the expense and loss to the city in sending its officers, commissions or boards to
conduct said interview elsewhere, and that funds for the payment of such expenses are lawfully
available, payment therefor shall be considered as approval by the city council and shall be paid
from the fund to which said expenses are properly chargeable.
5. Training and Education.
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a. Policy. The city council encourages the training and education of city officers and
employees to the end that they may more effectively render services to the public in
performing assigned duties or in preparing to assume higher responsibilities within the city
service.
b. Reimbursement. Officers and employees shall be entitled to reimbursement for ordinary
and reasonable expenses incurred in pursuing such training and education on compliance
with the following conditions:
(1) In the opinion of the city manager, the seminar or course of study must be related to the
performance of duties of the officer or employee in rendering service to the public, or must assist
the officer or employee in preparing to assume higher responsibilities within the city service by
promotion or otherwise;
(2) Specific written approval for the seminar or course of study must be obtained in advance
from the city manager or his designate; and
(3) Funds for reimbursement to the officer or employee must be lawfully available within the
city's budget or by appropriation therein.
6. Professional.Fees, Licenses, and Membership Dues.
a. Management employees as defined in subsection 2.04.030(D) of this code shall be
entitled to direct payment by the city of Yakima or reimbursement to the employee, for
professional fees, licenses and membership dues applicable to any such employee, in an
amount approved by the city manager.
b. Funds for this purpose must be lawfully available within the city's budget or by
appropriation therein. (Ord. 3403 § 4, 1991: Ord. 2302 § 1, 1979: Ord. 2088 § 1, 1977: Ord.
189 § 1, 1976; Ord. 748, 1965: Ord. 208, 1960: Ord. 194 § 9A, 1960).
2.20.086 Reimbursable expenditures—Amounts.
A. All officers and employees shall, in addition to their prescribed rates of pay, be reimbursed for
the following listed expenditures:
1. Transportation. The actual fare shall be paid for transportation by common carrier.
Reimbursement at the per mile rate authorized by the Internal Revenue Code of 1989, as
amended from time to time, shall be made for the use of private auto; provided, the
reimbursement for travel by private auto to a point outside the state of Washington shall not
exceed the total expense for such travel by commercial air coach including related and
incidental transportation expenses such as limousine or taxi fare, car rental, parking fees and
similar costs.
2. Lodging and Meals. The actual expense for lodging and meals shall be paid; provided, that
the total reimbursable expense for both lodging and meals shall not exceed one hundred
seventy-five dollars per day, including tips and gratuities; provided further, that when
conventions, conferences, seminars or similar functions make expenditures in excess of one
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Chapter 2.20 SALARIES Page 7 of 72
hundred seventy-five dollars per day necessary for lodging and meals, in the opinion of the city
manager such excess expenditures may be allowed and reimbursed when approved by the city
manager.
3. Necessary Minor Expenses. The actual amounts of necessary, or usual and customary,
minor expenses, including tips and gratuities, shall be reimbursed.
B. All reimbursed expenses must be necessary, reasonable, within budget limits set for travel and
training, and incurred in the conduct of the business of the city. When two or more representatives of
the city attend the same meeting, transportation shall be planned to avoid needless duplication of
automobiles. Employees shall obtain approval prior to taking any trip from their department head and
from the city manager. (Ord. 98-8 § 1, 1998; Ord. 95-9 § 1, 1995; Ord. 3326 § 1, 1990; Ord. 3237 § 1,
1990; Ord. 2743 § 1, 1984: Ord. 2414 § 1, 1980: Ord. 2088 § 2, 1977: Ord. 2022 § 1, 1976: Ord.
1614 § 3, 1974: Ord. 858, 1966: Ord. 748, 1965: Ord. 213, 1960: Ord. 194 § 9B, 1960).
2.20.088 Uniform allowance—Special assignment pay.
A. Police detectives and patrolmen assigned to the detective division of the police department,
when not issued or required to wear a uniform in the performance of their assigned duties, shall be
paid a monthly clothing allowance of eighteen dollars in lieu of an issued uniform.
B. (1) Except for employees in the fire department and except for employees represented by
AFSCME Local 1122, when a salaried employee works in a higher classification fora period of one
day or longer, performs substantially all of the duties of such higher classification and is not actually
receiving supervised training for that position, the employee shall be paid at the pay step in the higher
classification which is next higher in amount above the employee's pay in the lower classification. The
provisions of this section shall not apply to management personnel.
(2) When an hourly employee works in a higher classification for a period of one hour or
longer, performs substantially all of the duties of such higher classification and is not actually
receiving supervised training for such position, the employee shall be paid at the step in the
higher classification which is next higher in amount above the employee's pay in the lower
classification.
(3) When a salaried permanent employee represented by AFSCME Local 1122 works for one
hour or longer in a higher classification and in a different classification series from which the
employee is regularly employed and performs substantially all of the duties of such higher
classification and is not actually receiving supervised training for such position, the employee
shall be paid at the pay step in the higher classification which is next higher in amount above the
employee's pay in the lower classification for all such hours consecutively worked in the higher
classification.
(4) When a salaried permanent employee represented by AFSCME Local 1122 works four
consecutive hours or longer in a higher classification in the same classification series in which
the employee is regularly employed and performs substantially all of the duties of such higher
classification and is not actually receiving supervised training for such position, the employee
shall be paid at the pay step in the higher classification which is next higher in amount above the
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employee's pay in the lower classification for all such hours consecutively worked in the higher
classification.
C. Clerical personnel in the police department shall be paid fifteen dollars per month in addition to
their regular salary when required to be available for night or weekend shifts, or when required to
perform police duties other than clerical. Effective January 1, 1978, after six p.m. and until six a.m. on
regularly scheduled shifts, an additional two percent per hour over base pay will be paid for all hours
worked within the stipulated period to the nearest one-half hour for police department clerical
personnel.
D. Police officers shall be paid thirty dollars per month in addition to their regular salary when
assigned the duties of administrative assistant to the chief of police.
E. When any commissioned member of the police department is assigned by the chief of the
department to a position in a higher classification for a period of four hours or more, such member
shall be paid at the lowest rate of the higher classification which provides any salary increase for the
officer for the actual time so assigned. The amount of payment for such special assignment shall be
computed in accordance with any applicable provision of YMC 2.40.100. The payment for any such
special assignment duty shall be subject to the availability of department funds for such purpose.
F. When any employee of the fire department is temporarily assigned by the chief of the department
to a position in a higher classification for a period of four hours or longer, such member shall be paid
special assignment pay of five percent above the normal base pay of that employee during that
period of continuous service; provided, that the employee exercises the responsibility, including
operational and administrative duties, as they apply to that position in the higher classification;
provided, further, the chief of the fire department may authorize special assignment pay in excess of
the five percent provided herein in exceptional circumstances as determined by the chief.
G. When any employee of the police department is assigned by the chief of the department to a
position which requires operation of a motorcycle, such member shall be paid twenty-five dollars per
month, in addition to his regular salary, for each month that he operates a motorcycle more than fifty
percent of his total duty time.
H. When an employee of the fire department is assigned the duties of administrative assistant to the
fire chief, such member shall receive sixty dollars per month in addition to the employee's regular
salary.
I. When a programmer analyst is assigned to the police department, such person shall receive
seventy-five dollars per month in addition to the employee's regular salary.
J. When an employee is temporarily assigned by the city manager to a position in a higher
management classification for a period of one day or longer and performs substantially all of the
duties of such higher classification, or when the city manager assigns an employee additional
responsibilities beyond the scope of his/her current classification, the city manager may authorize and
direct that the employee be paid special assignment pay, in an amount the city manager determines
reasonable, above the normal base pay of that empioyee during the period of the employee's
continuous service in said higher classification or performance of additional responsibilities. As used
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in this section, the term "management classification" means those positions identified in YMC
2,20 115(2). (Ord. 2013-005 § 1, 2013: Ord. 2005-42 § 1, 2005: Ord. 3379 § 1, 1991; Ord. 2843 § 1,
1985: Ord. 2153 § 2, 1978: Ord. 1860 §§ 1, 2, 1975: Ord. 1745 §§ 2, 3, 1975: Ord. 1614 § 4, 1974:
Ord. 1474 § 4, 1972: Ord. 1381 §§ 2, 3, 1972: Ord. 980 § 1, 1967: Ord. 854 §§ 1, 2, 1966: Ord. 748 §
4, 1965: Ord, 584 § 1, 1964: Ord. 478 § 2, 1963: Ord. 391 § 1, 1962: Ord. 302 § 6, 1961).
2.20.089 Bilingual pay for management employees.
Effective July 1, 2003, in addition to the prescribed rates of pay and allowances provided for in this
chapter, management employees who have a bilingual capacity shall receive sixty dollars per month
for their work in that capacity subject to prior written approval from their respective department head
and subject to achieving a passing score on the bilingual/biliterate skills examination conducted under
the civil service rules and regulations and administered by the civil service chief examiner.
Department heads may waive the testing requirement if the employee can demonstrate to the
satisfaction of the department head, through documentation or otherwise (i.e., court interpreter
certification from the state of Washington), that the employee has sufficient bilingual/biliterate skills.
Management employees employed by the city of Yakima before July 1, 2003, who demonstrated
bilingual/biliteral capacity by achieving a passing score on the civil service bilingual/biliterate
examination and/or by demonstrating bilingual capacity to the satisfaction of their department head
and who received prior approval from their respective department head shall receive, in addition to
the prescribed rates of pay and allowances provided for in this chapter, thirty dollars per month for
their work before July 1, 2003, in that capacity.
As used in this section, the term "management employees" means those positions identified in YMC
2.20.115(2). (Ord. 2003-36 § 1, 2003).
2.20.094 Salary of mayor, assistant mayor, and council members -Fringe benefits.
A. Salary of Mayor and Assistant Mayor. The mayor, assistant mayor, and city council members
other than the mayor and assistant mayor shall be paid a salary computed and paid on a monthly
basis as follows:
Position Salary Per Month
Mayor $1,043.95
Assistant mayor $800.37
City council members $695.97
Effective January 1, 2006, and with regard to an at -large city council member who is elected to be
mayor, the monthly salary of the mayor shall be one thousand three hundred seventy-five dollars,
Effective January 1, 2008, and with regard to a district position city council member who is elected to
be mayor, the monthly salary of the mayor shall be one thousand three hundred seventy-five dollars.
Effective January 1, 2006, and with regard to an at -large city council member who is elected to be
assistant mayor, the monthly salary for the assistant mayor shall be one thousand one hundred
seventy-five dollars.
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Effective January 1, 2008, and with regard to a district position city council member who is elected to
be assistant mayor, the monthly salary of the assistant mayor shall be one thousand one hundred
seventy-five dollars.
Effective January 1, 2006, the monthly salary for each at -large city council member shall be one
thousand seventy-five dollars.
Effective January 1, 2008, the monthly salary for each district position city council member shall be
one thousand seventy-five dollars.
B. Fringe Benefits. Commencing January 1, 1992, members of the city council, including the mayor
and assistant mayor, shall receive no compensation for serving as mayor, assistant mayor, or council
member other than the salary provided by subsection A of this section, and the following additional
benefits, which are authorized:
1. Reimbursement for expenditures as provided by YMC 2.20.086;
2. Protection of a five -thousand -dollar life insurance policy, with the premium fully paid by the
city;
3. Protection of Workmen's Compensation Insurance coverage under the State Industrial
Insurance system;
4. Protection by a policy of insurance known variously as professional liability insurance or
errors and commission insurance, covering council members acting in their official capacity, with
coverage in the same amount as obtained from time to time for the protection of other city
officers and employees, with the premium fully paid by the city;
5. Payment by the city of its portion of Social Security payroll tax on earnings of council
members; and any other benefits expressly required by applicable laws;
6. Participation in the city employee welfare benefit program established by YMC 2,04.100;
provided, that an election and payment are made as provided in YMC 2.04.030(D)(4). (Ord.
2005-35 § 1, 2005: Ord. 2000-2 § 1, 2000: Ord. 99-10 § 1, 1999: Ord. 94-9 § 2, 1994; Ord. 3210
§ 1, 1989: Ord. 2920 §§ 1, 2, 1985; Ord. 2556 § 1, 1981).
2.20.097 Vehicle allowance for city manager.
The city manager shall be paid the amount of three hundred dollars each month as a vehicle
allowance, in addition to the salary specified in the compensation plan for city employees. (Ord. 2005-
78 § 1; 2005: Ord. 96-86 § 1, 1996: Ord. 2364 § 1, 1979).
2.20.100 Classification plan.
A. Plan Adopted. A classification plan for city employees is hereby adopted to be effective April 7,
2013, which plan shall consist of the various following subsections of this section.
B. Classes Exempt from Civil Service.
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Chapter 2.20 SALARIES
Class
No. Class Title (Pay Range)
1000 Exempt Classification Group
1100 Executive Series
1110 City Manager (Pay Code 960)
1120 City Attorney (Pay Code 963)
1130 Assistant City Manager (Pay Code
962)
1140 Director of Finance and Budget (Pay
Code 964)
1150 Director of Community Development
(Pay Code 964)
1160 Director of Public Works (Pay Code
964)
1170 Director of Utility & Engineering (Pay
Code 964)
1175 Yakima Air Terminal Manager (Pay
Code 970)
1180 Fire Chief (Pay Code 964)
1190 Police Chief (Pay Code 963)
1200 Management Series
1210 Yakima Air Terminal Assistant
Manager (Pay Code 972)
1231 Human Resources Manager (Pay
Code 970)
1232 City/County Procurement Manager
(Pay Code 967)
1233 Information Systems Manager (Pay
Code 968)
1234 City Clerk (Pay Code 971)
1238 Strategic Planning Manager (Pay
Code 970)
1239 Strategic Project Manager (Pay Code
968)
1241 Financial Services Manager (Pay
Code 968)
1242 Utility Customer Services Manager
(Pay Code 972)
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Class
No. Class Title (Pay Range)
1243 Deputy Director of Accounting and
Budgeting (Pay Code 966)
1252 Code Administration Manager (Pay
Code 971)
1253 Neighborhood Development Services
Manager (Pay Code 971)
1254 Planning Manager (Pay Code 971)
1255 Communications and Public Affairs
Director (Pay Code 966)
1261 Street and Traffic Operations Manager
(Pay Code 970)
1262 Transit Manager (Pay Code 971)
1263 Fleet Manager (Pay Code 971)
1266 Refuse and Recycling Manager (Pay
Code 972)
1267 Park and Recreation Manager (Pay
Code 970)
1271 City Engineer (Pay Code 965)
1272 Wastewater Manager (Pay Code 968)
1273 Water and Irrigation Manager (Pay
Code 970)
1274 Public Safety Communications
Manager (Pay Code 971)
1275 Economic Development Manager
(Pay Code 968)
1281 Deputy Police Chief (Pay Code 965)
1291 Communications and Technology
Manager (Pay Code 967)
1300 Executive Support Series
1311 Executive Secretary (Pay Code 979)
1321 Senior Assistant City Attorney II (Pay
Code 964)
1322 Senior Assistant City Attorney I (Pay
Code 968)
1323 Assistant City Attorney II (Pay Code
971)
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Class
No. Class Title (Pay Range)
1324 Assistant City Attorney I (Pay Code
973)
1331 Administrative Assistant to the City
Manager (Pay Code 972)
1400 Municipal Court Series
1412 Municipal Court Commissioner (Pay
Code 966)
1413 Municipal Court Judge (Pay Code
1000)
1421 Court Services Manager (Pay Code
971)
1422 Municipal Court Clerk (Pay Code 983)
1423 Certified Court Interpreter (Pay Code
980)
1424 Municipal Court Cashier (Pay Code
988)
1425 Municipal Court Department Asst.
(Pay Code 990)
1430 Deputy Court Services Manager (Pay
Code 980)
1431 Probation Services Manager (Pay
Code 975)
1432 Probation Officer (Pay Code 978)
1433 Probation Services Clerk (Pay Code
987)
1434 Case Specialist (Pay Code 980)
C. Civil Service Classes.
Class
No. Class Title (Pay Range)
2000 Administrative and Fiscal Technical Group
2100 Information Technology Series
2101 Computer Programmer (R 13.5)
(Inactive)
2102 GIS Technician (R 16.5)
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Class
No. Class Title (Pay Range)
2103 Programmer Analyst (R 16.5)
(Inactive)
2104 Senior Analyst (R 19.0) (Inactive)
2105 Computer Operator/Programmer
(R 10.5) (Inactive)
2106 Computer Operations Assistant
(R 9.0) (Inactive)
2107 Computer Operations Technician
(R 11.5)
2108 Computer Client Services Technician
(R 19.5)
2109 Applications Developer (R 20.5)
2110 Database Administrator (R 23.0)
2112 Network Services Engineer (R 25.0)
2113 Senior Client Services Technician
(R 21.5) (Inactive)
2114 Senior Applications Developer
(R 21.5)
2115 Publications and Graphics Specialist
(R 9.0) (Inactive)
2116 Lead Client Services Technician
(R 23.0)
2117 Web Applications
Developer/Administrator (R 24.0)
2200 Management Technical Series
2230 Assistant Buyer (R 12.5) (Inactive)
2231 Buyer I (R 16.5)
2232 Central Storekeeper (R 10.5)
(Inactive)
2233 Purchasing Assistant (R 12.5)
2234 Buyer II (R 19.5)
2245 Community Relations Specialist
(R 15,5)
2246 Senior Community Relations
Specialist (R 19.5)
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Class
No. Class Title (Pay Range)
2251 Cable Television Coordinator
(R 18.0)
2252 Community Programming
Coordinator (R 13.5)
2253 Community Programming Assistant
(R 9.5)
2254 Municipal Producer (R 11.0)
2262 Safety and Training Officer (R 16.5)
2300 Fiscal Series
2310 Grant Coordinator (R 15.0) (Inactive)
2312 Accounting Technician (R 12.5)
(Inactive)
2314 Budget Analyst (R 20.0) (Inactive)
2315 Cashier (R 6.5) (Inactive)
2316 Financial Services Specialist (R 12.5)
3000 Engineering, Planning and Technical Group
3100 Civil Engineering Series
3112 Engineering Associate (R 19.0)
(Inactive)
3115 Project Engineer (R 22.5) (Inactive)
3120 Design Engineer (R 22.5)
3130 Development Engineer (R 21.0)
3200 Electrical Engineering Series
3300 Planning Series
3310 Planning Specialist (R 10.5)
3311 Assistant Planner (R 16.5)
3312 Planning Technician (R 13.0)
3320 Community Development Specialist
(R 19.0)
3321 Associate Planner (R 19.0)
3322 Senior Planner (R 21.5)
3323 Economic and Community Affairs
Specialist (R 20.0)
4000 Engineering, Planning and Inspection
Technical Group
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Chapter 2.20 SALARIES
Class
No.
Class Title (Pay Range)
4100 Civil Engineering Technical Series
4111 Engineering Aide (R 9.5)
4115 Engineering Utility Specialist (R 16.0)
(Inactive)
4121 Engineering Technician I (Design)
(R 13.0) (Inactive)
4122 Engineering Technician I (Records)
(R 13.0) (Inactive)
4125 Engineering Technician n (R 16.5)
(Inactive)
4128 Right -of -Way Agent (R 17.0)
(Inactive)
4131 Engineering Technician I (Survey)
(R 13.0) (Inactive)
4133 Engineering Technician III (Survey)
(R 17.0) (Inactive)
4134 Engineering Technician 111 (Design)
(R 17.0) (Inactive)
4135 Engineering Technician III
(Development) (R 17.0) (Inactive)
4141 Construction Inspector (R 17.0)
4200 Electrical Technical Series
4211 Traffic Signal Aide (R 11.0) (Inactive)
4221 Signal Technician I (R 14.0)
(Inactive)
4222 Signal Technician II (R 16.0)
4223 Signal Technician III (R 20.5)
4240 Instrument Technician (R 18.5)
4300 Plans Examiner Series
4310 Plans Examiner 1 (Residential)
(R 16.0)
4315 Plans Examiner II (Commercial)
(R 20.0)
4400 Code Inspection Series
4410 Code Inspection Trainee (R 12.0)
(Inactive)
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Chapter 2.20 SALARIES Page 17 of 72
Class
No. Class Title (Pay Range)
4419 Code Compliance Officer (R 15.0)
4420 Fire Code Inspector (R 19.5)
4421 Code Inspector (R 19.5)
4430 Permit Project Coordinator (R 15.5)
4441 Permit Technician (13.0)
4500 Electronics Technical Series
4520 Electronics Technician I (Pay Code
547)
4521 Electronics Technician II (Pay Code
550)
4522 Electronics Supervisor (Pay Code
545)
4600 Traffic Technical Series
4611 Traffic Aide (R 9.5) (Inactive)
4621 Traffic Technician I (R 13.0)
4622 Traffic Technician II (R 16.5)
4632 Traffic Associate (R 19.0)
4635 Traffic Signal System Analyst
(R 21.5)
5000 Human Services Group
5100 Housing Services Series
5121 Housing Rehabilitation Assistant
(R 10.5)
5122 Neighborhood Development
Rehabilitation Specialist I (R 14.0)
5123 Neighborhood Development
Rehabilitation Specialist II (R 18.0)
5124 Housing Rehabilitation Specialist III
(R 19.0)
5130 Home Remodeling Technician
(R 14.5)
5151 Housing Loan Specialist (R 15.0)
5152 Neighborhood Development
Accounting Specialist (R 14.5)
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Chapter 2.20 SALARIES
Class
No. Class Title (Pay Range)
5154 Neighborhood Development
Assistant (R 11.5)
5156 Grant Financial Specialist (R 18.5)
5200 Recreation Series
5201 Golf Starter (R 5.5) (Obsolete)
5202 Golf Course Attendant (R 8.5)
5234 Recreation Leader (R 6.5)
5235 Recreation Activities Specialist
(R 10.5)
5254 Athletic Coordinator (R 12.5)
(Obsolete)
5255 Recreation Coordinator (R 12.5)
(Obsolete)
5256 Recreation Activities Coordinator
(R 15.5)
5266 Aquatic Specialist (R 10.5)
5267 Aquatic Leader (R 7.0) (Obsolete)
5268 Lifeguard/Instructor (R 2.0)
5271 Parks and Recreation Administrative
Specialist (R 16.5) (Obsolete)
6000 Public Protection Group
6100 Police Protection Series
6121 Police Officer (Pay Code 400)
6122 Police Officer (Lateral) (Pay Code
400)
6124 Police Sergeant (Pay Code 450)
6126 Police Lieutenant (Pay Code 968P)
6127 Police Captain (Pay Code 966P)
6200 Police Support Series
6210 Senior Evidence Technician (R 18.0)
6211 Evidence Technician (R 17.0)
6212 Assistant Evidence Technician
(R 12.0)
6215 Community Services Officer (R 14.0)
6221 Corrections Officer (R 15.5)
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Chapter 2.20 SALARIES Page 19 of 72
Class
No. Class Title (Pay Range)
6235 Corrections Administrative Specialist
(R 16.0)
6241 Police Information Specialist. (R 16.0)
* (Obsolete)
6242 Police Records Supervisor (R 14.0)*
(Obsolete)
6243 Police Department Assistant III
(R 8.5)* (Obsolete)
6251 Police Department Assistant I (R 5.5)
(Obsolete)
6252 Police Services Specialist I (R 12.0)
6253 Police Services Specialist II (R 14.0)
6260 Police Cadet (R 5.0) (Obsolete)
6265 Crime and Intelligence Analyst
(R 22.0)
6300 Fire Protection Series
6321 Firefighter (Pay Code 530)
6323 Fire Lieutenant (Shift) (Pay Code
525)
6324 Fire Lieutenant (Day) (Pay Code
526)
6325 Fire Captain (Shift) (Pay Code 515)
6326 Fire Captain (Day) (Pay Code 510)
6327 Battalion Chief (Shift) (Pay Code
969)
6328 Battalion Chief (Day) (Pay Code 968)
* (Inactive)
6338 Fire Investigation and Education
Officer (Pay Code 510) (Inactive)
6339 Fire Investigator (Pay Code 520)
(Inactive)
6340 Public Safety & Education Officer
(Pay Code 506) (Inactive)
6341 Technical Training Supervisor (Pay
Code 506) (Inactive)
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Chapter 2.20 SALARIES Page 20 of 72
Class
No. Class Title (Pay Range)
6342 Technical Training Lieutenant (Pay
Code 526) (Inactive)
6343 Deputy Fire Marshal (Pay Code 506)
6344 Assistant Fire Marshal (Pay Code
527)
6351 Fire Training Captain (Pay Code
506)
6352 Fire Training Lieutenant (Pay Code
527)
6380 Deputy Fire Chief (Pay Code 965)
* Retained for Pension Purposes
6400 Fire Support Series
6410 911 Calltaker (Pay Code 590)
6411 Fire Dispatcher (Pay Code 575)
(Obsolete)
6412 Public Safety Dispatcher (Pay Code
575)
6415 Public Safety Communications
Supervisor (Pay Code 558)
6425 Alarm Supervisor (Pay Code 555)
(Obsolete)
6440 Fire Secretary I (Pay Code 585)
6441 Fire Secretary II (Pay Code 580)
6500 Animal Control Series
6510 Animal Control Officer (R 15.0)
6511 Animal Control Officer (Lead)
(R 10.5) (Obsolete)
6600 Parking Control Series
6610 Parking Enforcement Officer (R 13,0)
6611 Lead Parking Enforcement Officer
(R 9.5) (Obsolete)
7000 Office Support Group
7100 Clerical Series
7110 Senior Center Clerk (R 6.5)
(Obsolete)
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Chapter 2.20 SALARIES Page 21 of 72
Class
No. Class Title (Pay Range)
7111 Senior Center Assistant (R 10.5)
7121 Department Assistant I (R 5.5)
7122 Department Assistant II (R 6.5)
7123 Department Assistant III (R 8.5)
7124 Department Assistant IV (R 10.5)
7131 Word Processing Typist (R 8.0)
(Obsolete)
7141 Pension/Records Clerk (R 12.5)
(Obsolete)
7151 Water/Irrigation Division
Administrative Specialist (R 12.0)
7161 Public Records Officer (R 19.0)
7171 Communications & Technology
Office Assistant (R 16.5)
7300 Utility Service Series
7311 Water Service Specialist (R 14.5)
7315 Utility Service Representative
(R 12.0)
7500 Data Processing Support Series
7511 Data Entry Operator I (R 5.5)
(Obsolete)
7512 Data Entry Operator II (R 7.0)
(Obsolete)
7600 Duplicating Series
7611 Print Shop Operator (R 11.5)
8000 Maintenance and Crafts Group
8100 Maintenance and Crafts Supervision Series
8111 Park Supervisor I (R 13.0) (Obsolete)
8200 Mechanical Repair Series
8203 Fleet Maintenance Technician
(R 14.5)
8204 Vehicle Maintenance Attendant
(R 10.0)
8205 Police Fleet Specialist (R 15.5)
8211 Mechanic I (R 17.0)
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Chapter 2.20 SALARIES Page 22 of 72
Class
No. Class Title (Pay Range)
8213 Automotive Storekeeper (R 15.5)
8221 Machinist (R 14.0) (Obsolete)
8230 Maintenance Mechanic (Pay Code
560)
8241 Industrial Maintenance Mechanic
(R 17.0)
8242 Preventative Maintenance
Technician (R 15.0)
8251 Waterworks Device Technician
(R 16.0)
8252 Water Device Crew Leader (R 18.0)
8253 Water Meter Infrastructure Crew
Leader (R 18.5)
8300 Plant Operation Series
8301 Wastewater Facility Support Worker
(R 8.5)
8302 Industrial Waste Operator (R 14.5)
(Obsolete)
8311 Wastewater Treatment Plant
Operator I (R 10.5)
8312 Wastewater Treatment Plant
Operator II (R 15.0)
8313 Wastewater Treatment Plant
Operator III (R 17.0)
8320 Laboratory Assistant (R 10.5)
(Inactive)
8321 Laboratory Technician (R 15.5)
8322 . Pretreatment Technician (R 15.5)
8323 Pretreatment Crew Leader (R 17.5)
8324 Environmental Compliance Specialist
(R 21,0)
8326 Laboratory Chemist (R 19.0)
8331 Water Treatment Plant Operator -In -
Training (R 14.5)
8332 Water Treatment Plant Operator II
(R 20.0)
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Chapter 2.20 SALARIES
Class
No. Class Title (Pay Range)
8333 Water Treatment Plant Operator III
(R 20.5)
8335 Water Quality Specialist (R 21.5)
8400 Equipment Operation Series
8421 Equipment Operator I (R 10.5)
(Obsolete)
8422 Equipment Operator II (R 12.0)
(Obsolete)
8423 Equipment Operator III (R 14.0)
(Obsolete)
8433 Solid Waste Collector/Driver (R 15.5)
8434 Solid Waste Code Compliance
Officer (R 15.5)
8500 Facilities Maintenance Series
8511 Custodian (R 4.5)
8541 Building Maintenance Specialist
(R 8,5)
8542 Facility Maintenance Specialist
(R 11.5)
8600 Labor and Crafts Series
8610 Labor Helper (R 2.0) (Obsolete)
8621 Monument Setter (R 11.5) (Obsolete)
8631 Utility Worker (R 10.5) (Inactive)
8641 Solid Waste Maintenance Worker
(R 12.5)
8651 Concrete Specialist I (R 13.5)
(Obsolete)
8662 Traffic Signs and Markings Specialist
I (R 13.5)
8663 Traffic Signs and Markings Specialist
II (R 15.0)
8664 Senior Traffic Sign and Markings
Specialist (R 16.5)
8671 Irrigation Specialist I (R 13.5)
8672 Irrigation Specialist II (R 15.0)
8673 Irrigation Crewleader (R 17.0)
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Chapter 2.20 SALARIES Page 24 of 72
Class
No. Class Title (Pay Range)
8681 Storekeeper (R 15.5)
8700 Public Works Maintenance Series
8701 Street Inspector (R 17.0)
8710 Street Laborer (R 9.0) (Obsolete)
8711 Street Maintenance Specialist
(R 14.5)
8713 Street Maintenance Crew Leader
(R 17.5)
8721 Street Cleaning Specialist I (R 10.5)
(Obsolete)
8722 Street Cleaning Specialist II (R 12.5)
(Obsolete)
8731 Wastewater Maintenance Specialist I
(R 13.5)
8732 Wastewater Maintenance Specialist
II (R 15.0)
8733 Wastewater Maintenance Crew
Leader (R 17.0)
8741 Waterworks Specialist I (R 13.5)
8742 Waterworks Specialist II (R 15.0)
8743. Waterworks Specialist III (R 13.5)
(Obsolete)
8744 Water Distribution Crewleader
(R 17.0)
8745 Waterworks Drafting/Service
Representative (R 16.0)
8750 Utilities Locator (R 14.5)
8751 Utilities Locator/Safety Coordinator
(R 16.5)
8755 Construction Quality Control
Technician (R 17.5)
8800 Parks Maintenance Series
8810 Park Laborer (R 9.0) (Obsolete)
8817 Parks Maintenance Technician
(R 15.5)
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Chapter 2.20 SALARIES Page 25 of 72
Class
No. Class Title (Pay Range)
8818 Parks Maintenance Specialist
(R 12.5)
8819 Parks Maintenance Worker (R 9.0)
8820 Park Caretaker (R 6.5) (Obsolete)
8821 Park Specialist I (R 9.5) (Obsolete)
8822 Park Specialist II (R 10.5) (Obsolete)
8823 Park Specialist III (R 12.5) (Obsolete)
8825 Golf Course Maintenance Specialist
(R 16.5)
8830 Cemetery Specialist (R 12.5)
(Obsolete)
8831 Cemetery Maintenance Technician
(R 14.0)
8840 Pool Maintenance Specialist (R 12.5)
(Obsolete)
8841 Aquatic Maintenance Technician
(R 16.5)
8900 Airport Maintenance Series
8910 Airport Maintenance Specialist
(R 16.5)
9000 Temporary Work Group
9100 City Worker Series
9114 City Worker (Outside)
9125 City Worker (Inside)
9126 Temporary Refuse Helper
9131 Rule 9 Legal Intern (Pay Code 931)
9151 Judge Pro Tem (Pay Code 941)
D. Union Exempt Civil Service Classes.
Class
No.
Class Title (Pay Range)
10000 Union Exempt Management Support Group
10100 Human Resource Series
10101 Deputy Human Resources Manager
(Pay Code 972)
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Chapter 2.20 SALARIES
Class
No. Class Title (Pay Range)
10102 Chief Examiner (Pay Code 975)
10103 Human Resources Specialist (Pay
Code 981)
10104 Human Resources Assistant (Pay
Code 984)
10200 Information Technology Series
10201 Senior Analyst (Pay Code 974)
10202 Project Manager (Pay Code 975)
10203 Lead Applications Systems Designer
(Pay Code 976)
10300 Fiscal Series
10301 Payroll Officer (Pay Code 975)
10302 Accountant (Pay Code 975)
10303 Financial Services Officer (Pay Code
972)
10304 Treasury Services Officer (Pay Code
972)
10305 Financial Services Technician—
Payroll (Pay Code 981)
10500 Clerical Series
10502 Deputy City Clerk (Pay Code 979)
10506 Executive Assistant (Pay Code 980)
10507 Administrative Secretary (Pay Code
983) (Inactive)
10510 Legal Assistant III (Pay Code 980)
10511 Legal Assistant II (Pay Code 983)
10512 Legal Assistant I (Pay Code 984)
10520 Utility and Finance Assistant (Pay
Code 9S0)
10600 Civil Engineer Technical Support Series
10601 Engineering Contracts Specialist
(Pay Code 980)
10602 Engineering Office Assistant (Pay
Code 982)
11000 Union Exempt Technical Supervisory Group
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Chapter 2.20 SALARIES Page 27 of 72
I Class
No.
Class Title (Pay Range)
11100 Civil Engineering Supervisory Series
11101 Construction Supervisor (Pay Code
973)
11102 Utility Engineer (Pay Code 971)
11103 Supervising Traffic Engineer (Pay
Code 973)
11104 Senior Engineer (Pay Code 972)
11105 Water/Irrigation Engineer (Pay Code
972)
11106 Surface Water Engineer (Pay Code
973)
11107 Chief Engineer (Pay Code 970)
11108 Utility Project Manager (Pay Code
970)
11200 Planning Supervisory Series
11201 Supervising Planner (Pay Code 973)
11202 Senior Project Planner (Transit) (Pay
Code 972) (Inactive)
11250 Code Inspection Supervisory Series
11251 Supervising Code Inspector (Pay
Code 973)
11300 Electrical Supervisory Series
11301 Traffic Operations Supervisor (Pay
Code 973)
11400 Housing Services Supervisory Series
11401 Senior Program Supervisor (Pay
Code 978) •
11410 Neighborhood Development
Services Operations Supervisor (Pay
Code 973)
11500 Recreation Supervisory Series
11501 Recreation Program Supervisor (Pay
Code 980)
11502 Aquatics Program Supervisor (Pay
Code 975) (Inactive)
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Chapter 2.20 SALARIES
Class
No. Class Title (Pay Range)
11503 Recreation Supervisor (Pay Code
976)
11600 Clerical Series
11601 Community Development
Administrative Assistant (Pay Code
980)
11602 Code Inspection Office Supervisor
(Pay Code 978)
11603 Public Works Office Assistant (Pay
Code 983)
11604 Parks and Recreation Administrative
Associate (Pay Code 979)
11610 Administrative Assistant for Yakima
Air Terminal (Pay Code 980)
11700 Police Support Supervisory Series
11701 Administrative Assistant to the Police
Chief (Pay Code 980)
11710 Police Services Supervisor (Pay
Code 978)
11720 Corrections Sergeant (Pay Code
977)
11730 Forensic Supervisor (Pay Code 975)
11740 Crime and Intelligence Analyst
Supervisor (Pay Code 967)
11750 Lead Police Support Services
Supervisor (Pay Code 976)
11800 Administrative Support Supervisory Series
11801 Administrative Assistant to the
Director of Public Works (Obsolete)
11805 Senior Buyer (Pay Code 976)
11900 Information Technology Series
11901 Supervising Senior Analyst (Pay
Code 972)
11902 Operations Supervisor (Pay Code
973)
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Chapter 2.20 SALARIES
Class
No.
Class Title (Pay Range)
12000 Union Exempt Mechanical Maintenance and
Repair Supervisory Group
12100 Fleet Maintenance and Repair Supervisory
Series
12101 Equipment Maintenance Supervisor
(Pay Code 977)
12102 Mechanic II (Pay Code 979)
12103 Equipment Supervisor (Pay Code
975)
12200 Industrial Maintenance and Repair
Supervisory Series
12201 Industrial Maintenance Supervisor
(Pay Code 974)
13000 Union Exempt Maintenance Supervisory
Group
13100 Parks Maintenance Supervisory Series
13101 Parks Operations Supervisor (Pay
Code 972)
13102 Parks Superintendent (Pay Code
973)
13103 Cemetery Supervisor (Pay Code
978)
13200 Wastewater Collections Supervisory Series
13201 Wastewater Maintenance Supervisor
(Pay Code 975)
13300 Street Maintenance and Repair Supervisory
Series
13301 Street Supervisor (Pay Code 975)
13302 Street Maintenance Supervisor (Pay
Code 973)
13400 irrigation Supervisory Series
13401 Irrigation Supervisor (Pay Code 976)
13500 Waterworks Supervisory Series
13501 Water Distribution Supervisor (Pay
Code 975)
13600 Facilities Maintenance Supervisory Series
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Chapter 2.20 SALARIES Page 30 of 72
Class
No. Class Title (Pay Range)
13601 Building Superintendent (Pay Code
978)
13700 Traffic Sign Supervisory Series
13701 Traffic Sign Supervisor (Pay Code
975)
14000 Route Operations Supervisory Group
14100 Refuse Supervisory Series
14101 Solid Waste Supervisor (Pay Code
979)
14200 Transit Supervisory Series
14201 Transit Operations Supervisor (Pay
Code 975)
14202 Transit Field Operations Supervisor
(Pay Code 978)
14300 Utility Service Series
14301 Utility Service Supervisor (Pay Code
978)
15000 Plant Operations Supervisory Group
15100 Wastewater Treatment Plant Supervisory
Series
15101 Assistant Wastewater Manager (Pay
Code 971)
15102 Wastewater Treatment Plant Process
Control Supervisor (Pay Code 973)
15103 Wastewater Treatment Plant Chief
Operator (Pay Code 976)
15104 Pretreatment Supervisor (Pay Code
975)
15200 Water Treatment Plant Supervisory Series
15201 Water Treatment Plant Supervisor
(Pay Code 974)
15300 Wastewater Treatment Laboratory
Supervisory Series
15301 Lab Coordinator (Pay Code 975)
16000 Union Exempt Fire Support Group
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Chapter 2.20 SALARIES Page 31 of 72
Class
No. Class Title (Pay Range)
16101 Administrative Assistant to the Fire
Chief (Pay Code 980)
17000 Union Exempt Fire CMI Service Supervisory
Series
17101 Public Safety Assistant
Communications Manager (Pay
Code 973)
18000 Union Exempt Fire Public Safety Support
Group
18101 Communications Division Office
Assistant (Pay Code 987)
E. Transit Civil Service Classes.
Class
No. Class Title (Pay Range)
120000 Transit Technical Support Group
20100 Transit Technical Series
20101 Marketing and Program
Administrator (Pay Code 675)
20102 Transit Project Planner (Pay Code
675)
21000 Transit Supervisory Group
21100 Transit Supervisory Series
21101 Transit Route Supervisor (Pay Code
665)
22000 Transit Maintenance and Operation Group
22100 Transit Operation Series
22101 Transit Operator (Pay Code 655)
22102 Transit Dispatcher (Pay Code 665)
22103 Transit Vehicle Driver (Pay Code
645)
23000 Transit Maintenance Group
23100 Transit Maintenance Series
23101 Transit Service Worker (Pay Code
650)
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Chapter 2.20 SALARIES Page 32 of 72
Class
No. Class Title (Pay Range)
23102 Transit Vehicle Cleaner (Pay Code
625)
24000 Transit Office Support Group
24100 Transit Office Support Series
24101 Transit Department Assistant II (Pay
Code 645)
(Ord. 2013-008 §§ 1-4, 2013; Ord. 2013-004 §§ 1-3, 2013; Ord. 2012-48 §§ 1-3, 2012; Ord. 2012-33
§§ 1-4, 2012; Ord. 2012-04 §§ 1, 2, 2012; Ord. 2011-61 §§ 1, 2, 2011; Ord. 2011-49 §§ 1-3, 2011; Ord.
2011-35 § 1, 2011; Ord. 2011-27 §§ 1, 2, 2011; Ord. 2011-24 §§ 1-3, 2011; Ord. 2011-15 §§ 1--4, 2011;
Ord. 2011-01 §§ 1, 2, 2011; Ord. 2010-49 §§ 1-4, 2010; Ord. 2010-04 §§ 1, 2, 2010; Ord. 2009-40 §§ 1-
4, 2009; Ord. 2009-17 §§ 1, 2, 2009; Ord. 2009-05 §§ 1, 2, 2009; Ord. 2008-56 §§ 1-3, 2008; Ord. 2008-22
§§ 1-3, 2008; Ord. 2007-71 §§ 1, 2, 2007; Ord. 2007-54 §§ 1, 2, 2007; Ord. 2007-39 §§ 1-3, 2007; Ord.
2007-12 § 1, 2007; Ord. 2007-03 §§ 1, 2, 2007; Ord. 2006-65 §§ 1--4, 2006; Ord. 2006-20 §§ 1-3, 2006;
Ord. 2006-15 §§ 1--4, 2006; Ord. 2006-01 §§ 1-3, 2006; Ord. 2005-86 §§ 1, 2, 2005; Ord. 2005-65 §§ 1,
2, 2005; Ord. 2004-86 §§ 1, 2, 2004; Ord. 2004-59 §§ 1-3, 2004; Ord. 2004-30 §§ 1, 2, 2004; Ord. 2004-27
§ 1, 2004; Ord. 2004-08 §§ 1, 2, 2004; Ord. 2004-03 §§ 1, 2, 2004; Ord. 2003-77 §§ 1-3, 2003; Ord. 2003-
62 §§ 1-3, 2003; Ord. 2003-42 § 1, 2003; Ord. 2003-28 §§ 1, 2, 2003; Ord. 2003-14 §§ 1, 2, 2003; Ord.
2003-09 §§ 1, 2, 2003; Ord. 2002-62 §§ 1-4, 2002; Ord. 2002-44 §§ 1-3, 2002; Ord. 2002-33 §§ 1-3,
2002; Ord. 2002-13 §§ 1, 2, 2002; Ord. 2001-78 §§ 1, 2, 2001; Ord. 2001-62 §§ 1-3, 2001; Ord. 2001-42
§§ 1, 2, 2001; Ord. 2001-10 §§ 1-4, 2001; Ord. 2001-05 §§ 1, 2, 2001; Ord. 2000-64 §§ 1-3, 2000; Ord.
2000-38 §§ 1-3, 2000; Ord. 2000-26 §§ 1-3, 2000; Ord. 2000-17 §§ 1-3, 2000; Ord. 2000-14 §§ 1-3,
2000; Ord. 99-34 §§ 1, 2, 1999; Ord. 99-30 §§ 1, 2, 1999; Ord. 99-25 §§ 1, 2, 1999; Ord. 99-12 §§ 1-3,
1999; Ord. 98-74 §§ 1, 2, 1998; Ord. 98-69 §§ 1, 2, 1998; Ord. 98-33 §§ 1-5, 1998: Ord. 98-1 §§ 1-3,
1998; Ord. 97-76 §§ 1-4, 1997; Ord. 97-53 §§ 1-3, 1997; Ord. 97-35 §§ 1, 2, 1997; Ord. 97-14 §§ 1, 2,
1997; Ord. 97-8 §§ 1-3, 1997; Ord. 96-74 §§ 1, 2, 1996; Ord. 96-70 §§ 1, 2, 1996; Ord. 96-65 §§ 1-3,
1996; Ord. 96-45 §§ 1, 2, 1996; Ord. 96-34 §§ 1, 2, 1996; Ord. 96-30 §§ 1, 2, 1996; Ord. 96-15 §§ 1-3,
1996; Ord. 96-14 §§ 1, 2, 1996; Ord. 96-10 §§ 1-3, 1996; Ord. 95-69 §§ 1-3, 1995; Ord. 95-68 §§ 1-3,
1995; Ord. 95-64 §§ 1-3, 1995; Ord. 95-23 §§ 1, 2, 1995; Ord. 95-14 §§ 1-3, 1995; Ord. 94-82 §§ 1-3,
1994; Ord. 94-77 §§ 1-3, 1994; Ord. 94-67 §§ 1, 2, 1994; Ord. 94-60 §§ 1-3, 1994; Ord. 94-58 § 1, 1994;
Ord. 94-52 §§ 1-3, 1994; Ord. 94-21 §§ 1, 2, 1994; Ord. 94-5 §§ 1-3, 1994; Ord. 93-40 §§ 1-3, 1993;
Ord. 93-14 §§ 1, 2, 1993; Ord. 93-9 §§ 1-3, 1993; Ord. 93-2 § 1, 1993; Ord. 3503 § 1, 1992; Ord. 3492
§§ 1, 2, 1992; Ord. 3456 §§ 1, 2, 1993; Ord. 3441 §§ 1, 2, 1992; Ord. 3374 §§ 1, 2, 1991; Ord. 3362 §§ 1, 2,
1991; Ord. 3355 §§ 1, 2, 1991; Ord. 3342 §§ 1, 2, 1991; Ord. 3337 §§ 1, 2, 1991; Ord. 3329 §§ 1, 2, 1991;
Ord, 3311 §§ 1, 2, 1990; Ord. 3285 §§ 1, 2, 1990; Ord. 3275 §§ 1, 2, 1990; Ord. 3265 §§ 1-3, 1990: Ord.
3251 §§ 1, 2, 1990; Ord. 3247 §§ 1-3, 1990: Ord. 3241 §§ 1, 2, 1990; Ord. 3235 §§ 1, 2, 1990; Ord. 3214
§§ 1, 2, 1989; Ord. 3193 § 1, 1989; Ord. 3180 §§ 1, 2, 1989; Ord. 3171 §§1, 2, 1989; Ord. 3168 §§ 1, 2,
1989; Ord. 3155 §§ 1, 2, 1989; Ord. 3142 § 1, 1988; Ord. 3130 §§ 1, 2, 1988; Ord. 3105 §§ 1, 2, 1988; Ord.
3069 §§ 1, 2, 1987; Ord. 3062 §§ 1, 2, 1987; Ord. 3051 §§ 1, 2, 1987; Ord. 3036 §§ 1, 2, 1987; Ord. 3023
§§ 1, 2, 1987; Ord. 3022 § 1, 1987; Ord, 3021 §§ 1, 2, 1987; Ord. 3001 §§ 1-3, 1987; Ord. 2945 §§ 1, 2,
1986; Ord. 2933 §§ 1, 2, 1986; Ord. 2917 §§ 1, 2, 1985; Ord. 2907 § 1, 1985: Ord. 2878 § 1, 1985: Ord.
2875 § 1, 1985: Ord. 2872 § 1, 1985: Ord. 2866 § 1, 1985: Ord. 2861 § 1, 1985: Ord. 2853 § 1, 1985: Ord.
2847 § 1, 1985: Ord. 2842 § 1, 1985: Ord. 2828 § 1, 1984: Ord. 2803 § 1, 1984: Ord. 2797 § 1, 1984: Ord.
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5/1/2013
2014-2017
LEOFF COLLECTIVE BARGAINING
AGREEMENT
By and Between
Local 469
INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS, AFL-CIO
AND
THE CITY OF YAKIMA, WASHINGTON
EFFECTIVE:
January 1, 2014 through December 31, 2017
MODIFIED February 11, 2015
TABLE OF CONTENTS
ARTICLE No. PAGE
1 UNION RECOGNITION AND BARGAINING UNIT 1
2 UNION SECURITY 1
3 PAYROLL DEDUCTIONS 1
4 MANAGEMENT RIGHTS 2
5 EMPLOYEE RIGHTS 3
6 PRODUCTIVITY 3
7 EQUAL OPPORTUNITY CLAUSE 3
8 PROPERTY LIABILITY 4
9 GRIEVANCE PROCEDURE 4
10 RELEASE FROM DUTY 7
11 COLLECTIVE BARGAINING COMMITTEES 8
12 COLLECTIVE BARGAINING PROCEDURE 8
13 SAFETY 9
14 PROMOTIONAL STANDARDS FOR LEOFF CLASSIFICATIONS 9
15 REFRESHMENT FUNDS 18
16 FIRE DEPARTMENT RESERVES 18
17 WAGES 23
18 HEALTH CARE INSURANCE 23
19 LIFE INSURANCE 26
20 LONGEVITY PAY 26
21 SPECIAL PAYS 27
22 VACATION LEAVE AND KELLY DAYS 31
23 LEOFF EMPLOYEES HOLIDAYS 33
24 SICK LEAVE ACCRUAL/EXCHANGE FOR LEOFF EMPLOYEES 34
25 SICK LEAVE POOL 38
26 BIRTHING LEAVE/MATERNITY LEAVE 38
27 LIGHT DUTY FOR LEOFF II EMPLOYEES 38
28 COMPENSATORY TIME OFF 39
29 OVERTIME FOR LEOFF EMPLOYEES 40
30 DUTY WEEK FOR LEOFF EMPLOYEES 41
31 TOBACCO USE ON DUTY 41
32 PHYSICAL FITNESS 41
33 CREATION OF NEW LEOFF CLASSIFICATIONS 42
34 DEFERRED COMPENSATION FOR LEOFF EMPLOYEES 42
35 DISCIPLINE POLICY 43
36 MUNICIPAL CODE SECTIONS 43
37 ENTIRE AGREEMENT 45
38 NO PYRAMIDING 45
39 SAVINGS CLAUSE 45
40 MEDICAL SAVINGS ACCOUNT 45
41 MEMORANDUMS OF UNDERSTANDING 47
42 TERM OF AGREEMENT 47
APPENDIX A — DISCIPLINARY POLICY 49
APPENDIX B — SOP 3.001 DAILY STAFFING 54
APPENDIX C — YAKIMA MUNICIPAL CODE — CHAPTER 2 56
ii
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 2014, 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
1.1
The City hereby recognizes the Union as the exclusive bargaining representative for
all Fire Department employees in Law Enforcement Officers and Firefighter
(LEOFF) classifications, excluding temporary employees, the Fire Chief, and
Deputy Fire Chiefs.
ARTICLE 2 — UNION SECURITY
2.1 Each employee in the Fire Department may become or remain a member of the
Union. Employees not desirous of membership in the Union shall be subject to a
representation service fee equal to the base mandatory dues and assessments, which
shall be a condition of continued employment. Said membership or fee payment
shall become mandatory upon successful completion of one (1) year period of
service with the Fire Department and in accordance with provisions of the Public
Employee Collective Bargaining Act, R.C.W. 41.56. Nothing herein shall preclude
membership in the Union of any employee who so requests prior to completion o C
one (1) year of service.
ARTICLE 3 — PAYROLL DEDUCTIONS
3.1 The City agrees to deduct uniformly required Union membership fees, dues and
other assessments from the pay of those members who authorize the City to do so;
1
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
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
Finance Officer of the City of Yakima of amounts to be deducted from the pay of
each such person. The City shall transmit to the Treasurer of the Union the
aggregate of such deductions, together with an itemized statement, on or before the
20th day of each month, following the month for which deductions are made. The
Union agrees to hold harmless and indemnify the City against any claims, causes of
deductions to 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 Secretary of 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. City affairs which are not included within negotiable matters pertaining
to wages, hours and working conditions are inclusive of the following, but not
limited thereto:
(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 posted in the departmental
manual.
(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 in the departmental manual.
(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.
2
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(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. The parties agree 10
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.
5.2 Employees shall be permitted to wear either one (1) union tie tack or one (1) union
pin on department uniforms. 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 concern 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.
3
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
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;
physical, mental, or emotional handicap; national origin; political affiliation; union
involvement; or any other protected rights. It is not the intent of management to
lower employment standards or hire individuals incapable of performing the
required tasks of the job classification. Nothing in this section shall prohibit the
City from establishing bona fide occupational qualifications.
ARTICLE 8 — PROPERTY LIABILITY
8.1 The City shall provide full physical damage insurance on Fire vehicles which shall
include Fire Department employees as insureds, or the City shall, in the alternative,
become self-insured for such physical damage. In either case, the City waives any
claim it may have against any Fire Department 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 9 — GRIEVANCE PROCEDURE
9.1 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.
9.2 Definitions.
(a) A grievance is a dispute involving the interpretation, application, or alleged
violation of any provision of this collective bargaining agreement.
(b) A "working day" shall be any day except Saturday, Sunday, and any
observed staff holiday.
9.3 Process.
4
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
Step 1: The Union grievance committee, upon receiving a written
statement from any source asserting a matter or situation exists, which
is claimed to constitute a grievance, 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 chief
or his 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 chief or
his designee within sixty (60) calendar days of the date when the
grievance arose.
(a) Step 2 - Grievance Appealed To City Manager — If the Union Grievance
Committee is dissatisfied with the decision of the Chief of the Department,
the Committee may within twenty (20) working days request a review by
the City Manager. The City Manager shall forward a written decision to the
Committee within twenty (20) working days from the receipt of the
grievance.
(b) Step 3 - Grievance Appealed To Arbitration — A grievance which is not
resolved may be appealed to arbitration. Either party may invoke
arbitration upon submission of a request for same, which identifies the
previously filed grievance and sets forth the issues(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, the Federal Mediation and
Conciliation Service, or 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 striking names. The parties shall flip a coin to decide who starts
the striking process.
The arbitrator shall render a decision as promptly as possible. The
arbitrator shall confine himself/herself to the issues submitted
5
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
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 the Union will pay their own remaining costs of
arbitration, including attorneys' fees, regardless of the outcome.
(c) 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 twenty (20) working
days, appeal may be instituted as set forth in Step 3, above.
(d) 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 Grievance Committee has
received the City Manager's answer at Step 2, it will advise the affected
employee whether it is willing to submit the grievance to arbitration and, if
so, the employee shall elect within 10 working days after the Step 2
answer the forum 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.
9.4 Special Provision.
(a) 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
above.
(b) A grievance may be entertained in or advanced to any step in the grievance
procedure if the parties so jointly agree.
(c) 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.
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(d) Non -contract disputes only: Wages, hours and working conditions not
specifically covered by the terms and conditions of this Agreement shall be
subject to the grievance procedure up to, but not including, arbitration. If
the City and the grievant are unable to reach agreement at the City Manager
level, where the grievance is not subject to arbitration, a three person board
will be formed. Management will select one member and the Union will
select one member of the Board. The two members will select the third
member who shall act as chairperson. All members of this Board must be
citizens or employees of the City of Yakima. In the event the two members
cannot agree as to the selection of the third member, each member may
submit one name whereby the chairperson shall be selected by lot. Any
expenses for the services of the third party chairperson shall be borne
equally by the parties. The decision of this Board shall be binding on the
parties in non -contractual grievances.
ARTICLE 10 — RELEASE FROM DUTY
10.1 Union Business Leave. Such officers and members of the Union as may be
designated by the Union normally not to exceed three (3) in number at any one (1)
time, shall be granted fifteen (15) duty shifts of time off for Union business,
provided that a maximum of ten (10) of these fifteen (15) shifts off will be paid at
the standard rate granted for any leave with pay. 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 one
(1) week prior thereto to the Chief or Designee of the fire department, and provided
further that the total leave for this bargaining unit for the purpose set forth in this
section shall not exceed fifteen (15) duty shifts in any calendar year. Furthermore,
partial shifts may be utilized by employees for departure or return provided
Department established minimum manning 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.
The Local understands that, in order to justify the use of paid union leave on the
part of Local members to attend a particular seminar or conference under the
parties' current CBA language, the curriculum of that seminar or conference needs
to address at least in significant part issues that are designed to improve the ability
of those who are attending the seminar or conference to effectively represent the
members of the bargaining units that the Local represents at the City of Yakima (as
opposed to, for instance, focusing on how to organize employees of other
employers to join a union).
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January 1, 2014 to December 31, 2017
ARTICLE 11— COLLECTIVE BARGAINING COMMITTEES
11.1 Collective bargaining between the parties shall be carried out by the City Manager
or his designees, on behalf of the City Council, and a committee representing the
Union. No later than August 5 of each year, the Secretary of the Union and the
City Manager shall notify one another regarding the names of persons constituting
their respective bargaining committees. If a communication is forwarded previous
to that date, a response will be made within ten (10) working days.
11.2 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.
11.3 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 Department, such leave shall be without
pay.
ARTICLE 12 — COLLECTIVE BARGAINING PROCEDURE
12.1 General. 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
wages, 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.
12.2 Each year, as appropriate, the Union shall submit to the City Manager and the City
Manager 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.
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
ARTICLE 13 — SAFETY
13.1 In the event Yakima Fire Department is dispatched to mutual or automatic aid
outside of any contracted service area and participation in such an event is expected
to exceed two (2) hours, the Shift Commander, Duty Chief or designee will hire
back off-duty personnel to replace dispatched companies.
13.2 No employee shall respond to a fire emergency on an engine, brush truck or truck
company that is staffed by fewer than three career firefighters; provided that:
Airport Crash Rescue and Technical Rescue (TRT) vehicles shall continue with
present staffing practices.
The parties will bargain concerning emergency response staffing in the event of
new circumstances. These agreements shall be reduced to writing.
13.3 Shift Commander or designee shall initiate the rotation of Yakima
Fire Department mutual aid crews every four (4) hours into an incident. Such
rotation shall be governed by valid logistical considerations.
13.4 In the event that on -duty Fire Fighters are used for State Mobilization, the City will
hire back off-duty personnel to maintain normal staffing levels.
ARTICLE 14—PROMOTIONAL STANDARDS FOR LEOFF CLASSIFICATIONS
14.1 Fire Lieutenant and Fire Captain Recruitment and Selection Process.
(a) The recruitment and selection process for the classifications of Fire
Lieutenant and Fire Captain is defined below. All promotions to Fire
Lieutenant and Fire Captain positions 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. A
description of the subject matter to be covered by each examination and the
sign-up notification shall be provided to the Union and posted
conspicuously not less than 60 days prior to the examination. The sign-up
period shall be for 60 calendar days prior to the closing of the recruitment.
Current text and reference materials that are relevant and agreed to by the
Employer and the Union may be used for study purposes and will be
provided by the Employer. They will be made available to those employees
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January 1, 2014 to December 31, 2017
who wish to prepare for an examination. An initial joint inventory of the
materials will be accomplished as soon as reasonably possible by staff and
Union representatives prior to each examination in order to assure material
availability. However, after a joint inventory is concluded, should any
reference materials be missing from the stations then it shall be the joint
responsibility of the Union and the Fire Department to replace those missing
materials.
(b) Examinations shall be administered by the Chief Examiner or designee of
the Yakima Fire Civil Service Commission. For the ranks of Lieutenant and
Captain each examination shall have a written portion (consisting of a
multiple choice test taken from IFSTA manuals and a written
communications exercise i.e. business letter, memo, SOP, etc.) that shall
constitute fifty percent (50%) of the total score and an oral portion (that
will, for Lieutenants consist of an emergency incident problem and an oral
board interview and for Captains will consist of a practical exercise and an
oral board interview) that shall constitute fifty percent (50%) of the score.
The oral board shall consist of up to four (4) qualified examiners chosen
from a list submitted by the Chief. The Chief will be responsible for
determining the qualifications and suitability of the selected board members.
Oral board members may not be City of Yakima employees nor can they be
from the geographical Upper Yakima County if they are involved with the
fire service in a volunteer role. There will be a minimum of three (3) board
members. In the event board members cancel immediately prior to the
examination, the Chief has the responsibility to find a substitute board
member, who may be from the Upper Yakima County Fire Service, to
maintain the minimum three (3) -person board. If no substitute board
member can be found, the examination will be postponed.
The Fire administration and the Union both have equal veto rights to
disqualify persons from serving on future boards.
The Employer and the Union may each designate an observer to attend the
administration of the examination. The Chief, with input from the Union,
shall determine the weighting of each component within the two major
examination areas. The weighting of each component within the two major
examination areas shall be included in the notice of the examination. All
candidates testing for the positions of Lieutenant or Captain shall complete
both written and oral portions of the examination before receiving their
written score. The candidate must obtain a passing score of 70% on the oral
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
portion and 70% on the written portion of the examination process to be
ranked on the promotional register.
(c) For each examination, the Chief Examiner and the Fire Chief shall insure
that the examination is impartially administered and that except for such
assistance from the Human Resources Department as the Chief Examiner
requires, no other City personnel, including those outside the bargaining
unit, have prior access to, or prior notice of, specific examination
procedures or questions or the identity of the oral examiners selected for the
examination. In preparation for the creation of each examination,
representatives of the parties shall meet with the examiner and the Employer
to identify the qualifications it seeks for its promoted personnel. A Union
representative may, at the Union's option, attend the meeting or meetings,
and may offer comments, suggestions or objections regarding how the
examination will be conducted. Candidates shall be permitted to review
their examination scores and obtain sufficient information to permit them to
understand and learn from any mistakes or other performance deficiencies.
(d) Procedure For Problem/Eauipment Failure and Appeals during an
examination.
(1) Procedure for Problem/Equipment Failure
(A) If a problem/equipment failure occurs during an
examination that is beyond the control of the applicant, the
applicant must notify the Chief Examiner/or designee
immediately. The Chief Examiner/or designee will note
how much testing time the applicant has remaining. The
Chief Examiner/or designee will document how long it
takes to correct the problem/equipment failure. The
applicant will be given the additional documented time to
complete the examination as soon as the problem/failure
has been corrected. The applicant shall not work on the
examination during the time the problem/failure is being
corrected.
(B) In case of a problem/equipment failure, the applicant has
the right to appeal to the Chief Examiner or designee for
additional time or if other remedies should be made. This
appeal must be made in writing, and must state they are
appealing. The appeal must give the applicant's specific
desired remedies, and must be filed with the Chief
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
Examiner/or designee immediately after the
problem/equipment failure has occurred. No scores will be
given to applicants until all appeals are resolved.
(2) Procedure of Appeals during Examination
(A) The final examination results shall include overall
numerical or standing scores and scores from each phase,
and shall be withheld from all applicants a minimum of
120 hours (5 working days, Monday through Friday)
following the completion of the final examination process,
During this time, individual applicants who are dissatisfied
with the conduct of or content of the examination may
appeal in writing clearly indicating their complaint and the
remedy sought to the Chief Examiner or designee. Upon
receipt of such an appeal, disclosure of all examination
results will be withheld until such time as the appeal is
resolved. No appeals may be made after results have been
released.
(e) Promotional Eligibility
Promotional registers shall be valid for two years. For, Lieutenant and
Captain, a new examination shall be conducted one (1) month prior to the
expiration of the current register and become effective upon expiration of
the current register. Eligibility requirements must be met by the first day of
testing.
(1) Lieutenant: Five (5) years of service with the Yakima Fire
Department as a career Fire Fighter shall be required for eligibility
to test for the position of Lieutenant.
(2) Captain: Twenty-four (24) months as an appointed, career
Lieutenant in the Yakima Fire Department shall be required for
eligibility to test for the position of Captain.
(3)
If a candidate for Lieutenant or Captain declines promotion into one
of the positions, then the position will be offered to the next eligible
candidate on the register. If this candidate declines, the process
continues through the register. Any candidate declining a promotion
must submit in writing that they decline the position. A copy of the
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
letter of declination shall be submitted to the Chief Examiner by the
Fire Chief. The declining candidate shall retain his/her position on
the promotional register.
Filling a Vacancy
(1)
At such time as a vacancy occurs and a decision is made to fill the
vacancy by the appointing authority, the highest scoring candidate
on the promotional register that was current at the time the vacancy
first occurred will be appointed to the position; provided that the
Employer may pass over the top scoring candidate for the
appropriate reasons and promote the second highest candidate
instead. Contemporaneously with passing over any candidate, the
Employer shall furnish the employee and the Union Secretary, in
writing, upon request, the reasons for doing so. In the event two or
more candidates have identical scores, the candidate with the
greatest seniority shall be deemed highest scoring. Employees
promoted shall serve a probationary period of one year.
(A) The employee(s) receiving a promotion to either a
Captain position or Lieutenant position shall be assigned
a pay rate of at least 5% above their current rate or the
pay rate of the D -step of the next higher pay grade,
whichever is greater. These employees will be increased
to E -step at the end of six months in their new position.
(Per 05/26/01 LOA)
(2) If the Employer does not fill a promotional vacancy within 30 days:
(A) If there are two (2) or more candidates on the register in
effect on the date of the vacancy, then that register shall
remain in effect for that vacancy until the vacancy is filled,
and the highest scoring candidate on such register shall
serve in the position in an acting capacity until the
Employer fills the vacancy.
(B) If there is only one candidate remaining on the register in
effect on the date of the vacancy, then for purposes of
filling the vacancy, the remaining candidate shall be
deemed the top scoring candidate on the next register and
shall serve in the position in an acting capacity until the
employer fills the vacancy.
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
(C) Further, in the event that a decision is made by the
appointing authority not to fill and/or eliminate a vacancy
(as noted in 14.1(f)(1) above) then at such time as the
position is re -authorized the register in effect at the time
the personnel decision was made by the appointing
authority shall be reactivated, and the highest ranking
candidate on the register at the time the vacancy occurred
shall be eligible to be appointed to the reauthorized
position.
14.2 Public Education Captain Trai
and Selection Process.
and. Training Lieut naz t Recr titnent
(a) The recruitment and selection process for the classifications of Public
Education Captain, Training Captain and Training Lieutenant is defined
below.
(b) Job Announcement: Job openings shall be announced a minimum of 15
days prior to the deadline for accepting applications.
(c) Application Process: Applicants will submit a letter of interest to the Fire
Chief for the positions of Public Education Captain, Training Captain and
Training Lieutenant. The letter of interest shall demonstrate the relevant
knowledge, skills and abilities of the position applied for.
(d) Selection Process: For the classifications of Public Education Captain,
Training Captain and Training Lieutenant the rule of four shall apply.
Training Captain and/or Public Education Captain: The Chief shall select a
candidate to fill the Training Captain and/or Public Education Captain
position from a pool of at least 4 individuals consisting of:
1. Any Captain(s) or Shift Commander(s) who voluntarily apply,
2. The top 2 candidates on the Captain promotional list.
3. Up to 4 "junior" Captains who have not done an accumulative
2 years of "days" as a Captain.
The Chief will have a minimum of four (4) names using any combination of
the above 3 steps, however, Step 3 will only be used to the extent needed to
reach the four (4) person minimum. Captains may be reappointed to the
position if circumstances dictate and only once every four (4) years. When
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
an individual is selected from the Captains' promotional list, it will be a
permanent Captain's promotion.
Training Lieutenant: The Chief shall select a candidate to fill the position of
Training Lieutenant from a pool of 4 individuals consisting of:
1. Any Lieutenant(s) (off probation) or Captains who voluntarily
apply.
2.The four (4) "junior" Lieutenants who have completed probation.
The Chief will have a minimum of four (4) names using any combination of
the above steps. The Chief shall only use as many "junior" Lieutenants as
needed to reach the four- person minimum.
(e) Probationary Period: The probationary period for the classifications of
Public Education Captain, Training Captain and Training Lieutenant shall
be considered complete after twelve months of satisfactory service. In the
event an employee does not complete probation for any reason, the
employee shall be returned to their previously held classification.
Vacating Promotion: Any appointment to Public Education Captain,
Training Captain and Training Lieutenant may be vacated at any time due to
a voluntary demotion to the position from which the employee was
promoted or due to a promotion to another position within the Fire
Department.
(f)
(g)
Base Pay and Step Pay Increases:
(1)
The base pay for the Public Education Captain and the Fire
Training Captain shall equal Pay Code 506.
(2) The base pay for the Fire Training Lieutenant shall equal
Pay Code 527.
(3) When individuals are placed into the above-mentioned
positions, they will be placed in the same pay step as they
previously held. This is meant to equal a pay increase of
approximately 10% over the shift position pay.
(4) Individuals promoting from Shift Lt. to Training Captain
will be promoted to the position of Captain prior to the
Training assignment.
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
(5)
Individuals transferring from one day position to another
day position of the same pay code will not realize a 10%
pay increase.
14.3 Assistant Fire Marshal Recruitment and Selection Process.
(a) The recruitment and selection process for the classification of Assistant
Fire Marshal is defined below.
(b) Eligibility Requirements: Applicants for Assistant Fire Marshal shall
possess a minimum of five (5) years of service with the Yakima Fire
Department as a career Firefighter.
In the event less than three Yakima Fire Department employees apply for
Assistant Fire Marshal, and the Chief elects to advertise the vacancy to the
general public, those applicants also shall possess a minimum of five (5)
years of continues paid service as a career Firefighter.
(c) Job Announcement: The job announcement shall indicate the date of the
oral board and shall provide 30 days advanced notice of the oral board.
(d) Application Process: Applicants will submit a letter of interest, resume
and certificates to the Fire Chief for the positions of Assistant Fire
Marshal. The letter of interest, resume and certificates shall demonstrate
the relevant knowledge, skills and abilities of the position applied for.
(e) Oral Board Composition: The oral board will consist of three (3)
members. Two (2) members of the oral board shall be selected by the Fire
Chief and one (1) shall be selected by Local 469.
Oral board members may not be City of Yakima employees; nor can they be
from the geographical Upper Yakima County if they are involved with the
fire service in a volunteer or paid role. In the event board members cancel
immediately prior to the examination, the Chief has the responsibility to
find a substitute board member who may be from the Upper Yakima
County fire service, to maintain the minimum three (3) person board.
If no substitute board member can be found, the examination will
be postponed.
(f) Oral Interview Process: The oral board shall be provided copies of
each applicant's letter of interest, resume, and certificates. Additionally, the
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
oral board will be provided oral interview questions and rating factors for
each classification tested. The interview questions, rating factors, and
weights of the rating factors shall be prepared by the Fire Chief and Chief
Examiner.
(g) Scoring of Oral Interviews: The oral board will score individual
candidates based upon their letter of interest, resume, and certificates as
well as their responses to the oral interview questions. Candidates must
achieve an overall passing score of 70%. Candidates who receive an overall
score of 70% will then be ranked numerically on the register based on their
interview process score.
(h) Maintenance of the Register: The register shall be created and
maintained by the Chief Examiner. The register shall be valid for two
years or until exhausted. The register may be considered exhausted when
one (1) or less candidates are available for certification for promotion.
(i) Selection Process: For the classification of Assistant Fire Marshal the
rule of three shall apply. The Chief Examiner shall certify to the Fire Chief
the names of the three (3) top scoring candidates. If less than three names
constitute the register, those names shall be certified to the Fire Chief. In
the event there are less than two (2) candidates who are willing to accept
the position, the Fire Chief may open the recruitment to the general
public.
j) Probationary Period: The probationary period for the classification of
Assistant Fire Marshal shall be considered complete after twelve (12)
months of satisfactory service. In the event an employee does not
complete probation for any reason, the employee shall be returned
to their previously held classification.
(k) Vacating Promotion: Any appointment to Assistant Fire Marshal may be
vacated, at any time, due to a voluntary demotion to the position
from which the employee was promoted or due to a promotion to
another position within the Fire Department.
14.4 Fire Department Shift Commander Recruitment and Selection Process..
(a) The recruitment and selection process for the classifications of Fire
Shift Commander is defined in the General Rules and Regulations of
the Civil Service Commission for Fire Department Employees of
The City of Yakima.
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
(b) Promotional Eligibility
Eligibility requirements must be met by the first day of testing.
(1) Shift Commander: Five (5) years of service with the Yakima Fire
Department as a Company officer and completion of probation as a Captain
are required to be eligible to test for Shift Commander.
(2) Candidates for Shift Commander must have also completed the
Commander Academy portion of the Shift Commander task book prior
to being eligible to act as Shift Commander or promote to the position of
Shift Commander.
ARTICLE 15 — REFRESHMENT FUNDS
15.1 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 insuring
that the refreshment funds are administered consistent with applicable law.
ARTICLE 16 — FIRE DEPARTMENT RESERVES
16.1 The reservists are volunteers who are reimbursed pursuant to Section 1.44.180 (F)
of the City of Yakima Municipal Code.
16.2 The purpose of the reserves is to augment and support total manpower, not replace
bargaining unit personnel.
16.3 Makeup of the Reserves. Reservists will be of two (2) types:
(a) One group need not be in top physical condition or fully trained in fire
fighting skills, but could do public education, teach first aid, assist non-
emergency personnel, and do other public service activities.
(b) The second group would be limited to those reservists who have been
properly trained in fire fighting skills under department standards. They
could fight fires inside buildings, do rescues, climb ladders while carrying
hose and wearing an air pack, and also do non -firefighting activities
inclusive of, but not limited to hydrant testing, and work on the fire ground
by carrying hose, rolling hose, refilling air tanks, distributing new radio
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
batteries, and other non -fire fighting activities. Applicants for the Reserve
Fire Force must meet the following minimum requirements:
(1) Must complete an application for Volunteer Reserve Firefighter
Program;
(2) Must be a high school graduate or equivalent;
(3) Must be 18 years of age at time of appointment;
(4) Must pass a written exam in basic knowledge, or have passed the
latest Yakima Fire Department Civil Service Entrance Exam;
(5) Must pass the Yakima Fire Department Physical Agility
Examination (Combat Test w/o face piece in under 7 minutes);
(6) Must pass an extensive physical examination by a physician selected
by the City of Yakima;
(7) Must possess and maintain a valid Washington State Drivers
License;
(8) Must successfully pass an extensive background check reviewed by
Staff and Chief of the Department;
(9) Must pass an oral interview.
(c) Standards.
Once a Reserve candidate has satisfactorily satisfied the minimum
requirements for entry level then he/she must accomplish the following
before being assigned to respond on any piece of apparatus:
(1) Must successfully complete the existing basic training academy for
Combat Reserves (a minimum of 40 hours).
(2) Must complete Basic First Aid class.
(3) Must satisfactorily complete a basic competency test consisting of:
(A) Demonstrate donning and wearing of protective
clothing.
(B) Demonstrate proper technique of taking a hydrant.
(C) Don and place into service a SCBA.
(D) Shoulder load a 1 3/4" preconnect and demonstrate proper
operation with water flowing.
(E) Demonstrate a basic knowledge of equipment location
on assigned apparatus.
(d) Once a Reserve Firefighter has earned the authorization to respond, then it
is required that he/she fulfill the following standard requirements within the
first twelve (12) months:
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
(1) Complete IFSTA Firefighter I Program with passing score of 70%.
(2) Complete driver training course and apparatus competency testing
program as established for Brush Trucks, Tenders, and other Support
Vehicles.
(3) Complete and pass the E.V.A.P. course.
(4) Reserve Firefighter will be given quarterly progress reviews by the
Station Officer and/or the Training Division and shall achieve
satisfactory marks on those reviews.
(e) At the completion of the first year, a performance evaluation will be
conducted, with a satisfactory rating required. It is required that the Reserve
Firefighter complete the following within the second twelve (12) months.
(1) Complete IFSTA Firefighter II Program with a passing score of
70%.
(f)
All Reserves would be required to meet the following standards throughout
the year. The combat Reserve Firefighter shall:
(1) Attend a minimum of two (2) Monday night drills each month.
(2) Take and pass the "On Target" physical fitness test per Yakima Fire
Department standards.
(3) Take and pass the "Combat" physical fitness test per Yakima Fire
Department standards.
(4) Participate in a minimum of two (2) ride -outs per month with at least
one being during the standard workday between 8 AM and 5 PM.
NOTE: The ride -out program is to be done at stations assigned by
the Duty Battalion Chief. These are to be in four (4) hour blocks.
(5) Maintain E.V.A.P. certification.
(6) Maintain Basic First Aid card.
(7) Attend at least 75% of all required training and make up all missed
required training within the calendar year.
(8) Earn and maintain a satisfactory annual review by the Shift Officer
and/or Shift Commander in Training.
(9) Reserves shall be assigned to A, B or C shift.
16.4 Organization of the Reserves.
(a) Reserve fire fighters can be utilized at all City owned and/or operated fire
stations; provided that Reserves at all times be under the supervision of a
paid officer or paid acting officer. This would allow neighborhood
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
recruiting and provide an opportunity to increase minority and disadvantage
recruiting.
(b) During normal Department operations, reserves may augment and support
career personnel.
(c) Reserves may be actively involved in the neighborhood. They could teach
first aid, give fire safety talks and other community activities.
(d) Reserves shall have a distinctive uniform to enable identification in all
circumstances.
(e) Reserves shall observe normal station operating routines.
16.5 Chain of Command.
(a) During fire department operations, reserve fire fighters answer to paid
officers or paid acting officers.
(b) The Reserves would be used before calling other agencies for help,
16.6 Training Requirements.
(a) Career fire fighting personnel will be used to train reserves.
(b) Shift career personnel assigned to training reserves shall have reasonable
notice of scheduled training.
(c) Monday night training sessions shall be scheduled in advance by the
Training division, or the on -duty Shift Commander. Training outside
regular hours shall be limited to one evening a month for each crew betwecn
7 PM and 9 PM. Crew scheduled to assist with training that evening will be
allowed to break their normal duty day at 1430 hours to allow for meals,
prep time and rest, prior to the evening drill.
(d) Reserves will be taught with IFSTA and other sanctioned department
material — the same material utilized by career personnel.
(e) All new reserve recruits shall complete a minimum of 40 hours of basic
training and pass a competency test before being allowed to respond to
emergency incidents.
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
16.7 Enforcement of this article is limited to the Union acting on behalf of bargaining
unit employees, and not on behalf of Reserves.
16.8 Reserve Response. Reserves would respond to alarms in three scenarios:
(a) Reserves would respond to alarms as the 4th or 5th person ride -outs on
apparatus having a minimum career staffing of 3.
(b) Off duty reserves would respond to Station #2 when toned -out. Reserves
will be assigned to bring Support Vehicles to emergency scenes or assigned
to career crews at the scene. Reserve personnel will normally staff a Support
Vehicle with 2 people and a maximum of 3.
(c) Reserve personnel shall respond Code II except when upgrading at the
request of the Officer in charge at scene.
16.9 Mutual Aid Response. Reserves responding on Mutual Aid shall respond as
follows:
(a)
4th or 5th person on responding pumpers.
(b) 3rd person on a brush truck or tender.
(c)
As driver and support with the air truck.
16.10 Preference Points
Any Combat Reserve in good standing that meets all of the department standards
for Reserves will be given a one percent preference point for each of their first three
years, with a maximum preference of 3%. That 3 % will be added to the applicant's
score after successful completion of the written and strength and agility portion of
the test. If the Reserve member obtains a Fire Science Degree while a member of
the YFD Reserve Program, and passed a 1 -year probation and is in good standing,
that person would be eligible to receive an additional 2% added to the applicant's
final composite score.
16.11 The Union and the City have formed a committee to study the Fire Department
reserve program. Changes mutually agreed upon shall replace or amend the current
contract language. Pending such action, Article 16 shall remain unchanged and in
full effect.
ARTICLE 17 — WAGES
22
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
17.1 Effective 1-1-2014, the
increased by 2%.
17.2 Effective 1-1-2015,
increased by 2%.
17.3 Effective 1-1-2016,
increased by 2.5%.
17.4 Effective 1-1-2017,
increased by 2.5%.
base salary of bargaining unit members will be
the base salary of bargaining unit members will be
the
the
base salary of bargaining unit members will be
base salary of bargaining unit members will be
ARTICLE 18 — HEALTH CARE INSURANCE
18.1 Medical, Vision and Dental Care Coverage:
(a) Covered bargaining unit employees, retirees and their dependents shall
participate in the "City of Yakima Employees' Health & Welfare Benefit
Plans". 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 health benefits shall be governed by the "City of Yakima
Employees' Welfare Benefit Program".
(b) If 50% or more of the bargaining unit members elect to enroll in the new
health insurance program, then 100% of the members, dependents, retirees
and LEOFF I dependants will move to the new insurance program. (Does
not apply to the LEOFF I retired employees.)
18.2 Health and Dental Care Premium Contributions:
(a) Employee Health Care Premium Contribution. LEOFF I and LEOFF II
employee only health care coverage shall be paid for by the City and shall
be at no cost to the employee.
(b) Dependant Health Care Premium Contributions. The City and the employee
shall share dependent medical program premiums per month contribution
level on a 50% by the employer and 50% by the employee basis, with a
maximum employee contribution of $140.00 per month. The $140.00
maximum shall continue through 2016, subject to the reopener Section 18.5.
(c)
Dental Care Premium Contributions. The City shall pay the premium for
LEOFF I and LEOFF II employee and dependent dental care coverage.
23
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(d) Employee contributions under this Article will be accomplished through
normal payroll deductions.
18.3 Retiree Coverage. The City of Yakima Employees' Health and Welfare Benefit
Plan shall provide retirees and dependents of retirees the right to remain in the
group plan, except in the case cited in 18.1 (b), as follows:
(a) LEOFF I retirees shall remain in the group medical plan at no cost to the
employee. LEOFF II retirees may elect to remain in the group medical plan
until they reach age 65, upon payment of the required premium.
(b) Spouses of retirees may remain in the group medical plan until they reach
age 65 or in the case of spouses of deceased retirees, until they reach age 65
or remarry, whichever occurs first.
(c) Other dependents of retirees may remain in the group health care plan as
long as they remain eligible under the provisions of the plan or when
coverage for the retiree and spouse, or, the spouse of deceased retiree
terminates, at which time such dependent insurance coverage would cease
regardless of the age of the dependents.
(d) Retirees, or spouses of deceased retirees, shall pay the premium and other
shared dependent coverage costs (including dependents if enrolled), which
shall be based on the same formula as active employees and dependents
within the bargaining unit. Premiums shall be paid by deduction from
retirement checks paid to retired employees or their beneficiary.
18.4 Disability Insurance. The Union has executed a disability life insurance policy with
Standard Insurance Company that provides both short-term and long-term disability
life insurance for it members and said policy generally provides a covered
employee with up to fifty percent (50%) of his/her base pay in the event that the
person incurs an off-duty injury, illness and/or disability and is unable to work. In
order 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 Standard
Insurance Company 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
24
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
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 Standard Insurance Company 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 fire 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 fire
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 (Standard
Insurance) 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 with regard to 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.
(f) Both Local 469 and the City have participated in the drafting of the
language for 18.4 and as such, it is agreed by the parties that the general
contract rule of law that ambiguities in the contact language shall be
25
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
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.
18.5 The parties agree that no later than August 2016, the contract will be reopened to
bargain Article 18 Health Care Insurance for 2017.
ARTICLE 19 — LIFE INSURANCE
19.1 The City will provide, without cost to the employee, $100,000 in face amount of
life insurance.
ARTICLE 20 — LONGEVITY PAY
20.1 The City will pay longevity pay upon satisfactory completion of the following
service and at the designated rate:
Service in Years
Completed
Percent of Base Pay
4
2.0%
9
3.5%
14
5.5%
19
7.0%
24
26
9.0%
10.0%
Service in years shall be defined as in Article 22, Vacation Leave, of this
Agreement.
ARTICLE 21 — SPECIAL PAYS
21.1 Acting Assignment Pay. The City will pay acting assignment pay of at least 5%
above the normal base pay or the pay rate of the D -Step of the next higher pay
grade, whichever is greater, on an hour for hour basis for an individual for such
period of continuous service, provided the individual serves a minimum of four (4)
hours for LEOFF personnel, in such higher classification, having been so assigned
by the Fire Chief or his designated agent and provided further that the individual
exercises the responsibility, including operation and administrative duties as they
apply. In the event the acting period is less than four (4) hours, the Shift
Commander may choose to fill the acting assignment with a qualified actor to
minimize excessive movement of personnel.
26
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
21.2 Eligibility for Acting Assignments. In order 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 in the current collective
bargaining agreement, with one specific exception in acting as a Lieutenant.
Specifically, the requirements are:
(a) In order to act in the position of Lieutenant, an individual must be on
the current register as maintained by the Civil Service Chief
Examiner. Acting Lieutenants, for their respective shifts, shall be
picked from the top of the register down to fill an acting position. In
order to minimize station transfers, an Acting Lieutenant may turn
down a temporary acting assignment that would create a station
transfer, provided that a qualified actor at that station is available
and willing to fulfill the acting assignment. If no current register
exists or there is not a Fire Fighter available who is on the list, on the
affected shift, then a Fire Fighter who meets all of the requirements
to be eligible to take the Lieutenant's exam shall be selected.
(b) In order to act in the position of Captain, an individual shall hold the
rank of Lieutenant and be on the current register for Captain as
maintained by the Civil Service Chief Examiner. Acting Captains,
for their respective shifts, shall be selected from the top of the
register down to fill in an acting position. In the event no one on the
register is available, remaining shift Lieutenants will be eligible to
act, if they are eligible to test for the position of Captain.
(c) At no time will personnel who do not meet the requirements listed
above be allowed to act.
21.3 Station Reassignment. An employee who is reassigned from his/her scheduled
station assignment to a different fire station shall be compensated for the move.
Since moving of Personal Protective Clothing, Uniforms and Bedding will take
approximately 30 minutes, the fee shall be $12.00. The employee will not be
eligible for reassignment fee if they receive notice of transfer by 2100 hours on the
shift they are at work, or if another bargaining unit member causes the transfer for
any reason other than sick or disability leave.
21.4 Call Back.
27
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(a) An employee who is called back to duty after his scheduled shift has
terminated, but before the scheduled start of his next shift, shall be paid not
less than two (2) hours of overtime at the applicable overtime rate.
(b) The call back bonus will not be available for a "hold over" defined as an
extension of a regular or reassigned shift due to manning requirements or an
emergency circumstance.
21.5 The City shall pay each employee for his use, at the request of the City, of his/her
personal auto, not less than the IRS Rate per mile actually driven, or the actual cost
of applicable public transportation. In the event that the City increases mileage
allowance paid by the City for the use of personal autos on City business for any
other City department or employee, such increased allowance shall become the new
rate there under.
21.6 LEOFF Uniform Maintenance. All LEOFF bargaining unit members shall be paid a
seventy-five dollars ($75.00) uniform maintenance allowance semi-annually. Said
amount will be payable the first payday of February and of August. The City shall
have the right to contract for uniform maintenance services as it deems appropriate
after which time no further uniform maintenance allowances shall be payable.
21.7 Fire Investigator Differential. Subject to the Chief's right to appoint, from time to
time, an employee as a Fire Investigator, such employee shall receive a differential
for such duty as follows.
(a) Commissioned Fire Investigators. Commissioned Fire Investigators shall
receive monthly differential pay of 3.5% of the base pay of a firefighter in
step E.
(b) Certified Fire Investigators. Certified Fire Investigators will receive
differential pay of 3.0% of the base pay of a firefighter in step E per month.
(c) Non-certified/Non-commissioned Shift Investigators. Non-certified/Non-
commissioned shift investigators will receive a differential pay of 2.0% of the
base pay of a firefighter in step E per month.
21.8 MSA Repairpersons. Subject to the Chief's right to appoint, from time to time,
employees as MSA Repairpersons, such employees shall receive differential pay of
2.0% of the base pay of a firefighter in step E per month. The City will allow up to
six (6) Local 469 LEOFF members of any rank to participate in the YFD MSA
Repair Program.
28
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
21.9 Technical Rescue. Members of the technical rescue team shall receive differential
pay of two percent (2%) of the base pay of a firefighter in Step E per month.
(a) The City will allow up to twelve (12) Local 469 LEOFF members of any rank
to participate in the YFD Technical Rescue Team, subject to the Chiefs right to
appoint.
(b) In the event that there are any changes in the specific Technical Rescue Team
duties and/or scope of responsibilities of the aforementioned twelve IAFF Local
469 members after execution of this agreement, the City and the Union shall
conduct any legally required negotiations on the effects of the change(s).
(c) City business will be granted to those members taking Rescue System 1 initial
training. Off-duty personnel will be compensated at the overtime rate pursuant
to the existing IAFF 469 CBA.
(d) Participating Union members will complete an annual required 20 hours of field
training exercises, generally through attendance at the monthly drills. Those
Union members are not required to meet the 20 hours on their own time without
compensation. If the Union member is required to attend training on their day
off, said member shall be compensated at one and one-half their scheduled rate
of pay, in accordance with FLSA, up to a maximum of 20 hours of overtime per
calendar year.
(e)
A Deputy Chief shall be in charge of the YFD Technical Rescue Team
activities at the Administrative level. A team member in good standing shall be
in charge (Team Leader) of the YFD Technical Rescue Team activities at the
team level.
(f) Rank amongst Union members performing Technical Rescue work shall not be
recognized while functioning as part of the Technical Rescue Team. All union
members participating in this team shall perform on an equal level all work they
are assigned by the Incident Commander.
(g) In the event that any union member, with prior written approval, attends
training related to his duties as a Technical Rescue Team member off duty, it
shall be known that said member shall be attending as an employee of the City.
21.10 ARFF (Aircraft Rescue and Fire Fighting). The City will determine the number of
personnel to be certified as ARFF responders that may be assigned to Crash Truck
duties at the Airport. The City shall compensate said members a monthly
percentage of two percent (2%) of the base pay of a firefighter in Step E per month.
29
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
21.11 K-9 handler pay. The K-9 handler shall receive differential pay of 4.5% of the base
pay of a firefighter in step E per month.
21.12 HAZARDOUS MATERIAL TECHNICIAN.
(a) The City will allow up to twelve (12) Local 469 LEOFF Union members of
any rank to participate in the YFD HazMat response team based on their
ability to meet the standards set by the bylaws governing the Tri -County
Hazardous Materials Response Team.
(b) The City shall compensate said members a monthly percentage of two
percent (2%) of the base pay of a firefighter in step E.
(c) In the event that there are changes in the specific HazMat duties and/or
scope of responsibilities of the aforementioned twelve IAFF 469 members
after execution of the Tri -County Hazardous Materials Response Team
agreement, the City and the Union shall conduct any legally required
negotiations on the effects of the change(s).
(d) The City shall furnish the Union with a copy of the Tri -County HazMat
agreement when executed and changes as they occur in the future.
(e) The participating Union members shall attend the initial forty (40) hour
HazMat Technician Course. Personnel on -duty will be granted city business
leave and off-duty personnel will be compensated at the overtime rate
pursuant to the existing IAFF Local 469 Collective Bargaining Agreement.
(f) The participating Union members shall complete the annual required 24 -
hours continuing education as required by Washington Administrative Code
296-824-300. Union members are not required to meet the 24-hour
continuing education requirement on their own time without compensation.
If the Union member is required by fire administration to meet the 24-hour
continuing education on their day off, said member(s) shall be compensated
at one and one-half their scheduled rate of pay. Union members may be
allowed to utilize pre-recorded classroom lectures or alternative methods of
instruction (multi -media training, DVD, interactive CD, etc.) in lieu of
scheduled classes in the event that the member cannot attend on their
scheduled shift.
30
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(g)
A Deputy Chief shall be in charge of the YFD HazMat activities. It shall be
the responsibility of fire administration to execute all non -incident related
administration of this division.
(h) Rank amongst Union members performing HazMat work shall not be
recognized while functioning as part of the Tri -County Hazardous Materials
Team. All Union members participating on this team shall perform on an
equal level all work they are assigned by the Incident Commander.
Any required medical or physical examination, as it relates to said team,
shall be paid for one hundred percent (100%) by the City of Yakima. This
cost shall not be a part of, nor reflected in the members' negotiated Medical
Benefit Plan.
(i)
21.13 Specialty Assignment Selection Process. The parties agree to meet and confer on a
policy regarding the selection process for specialty assignments.
21.14 The City shall compensate members a monthly percentage of two percent (2%) of
the top step firefighter upon successful certification of bilingual ability in Spanish.
ARTICLE 22 — VACATION LEAVE & KELLY DAYS
22.1 Vacation Leave. Effective January 1, 2014, each LEOFF employee shall have a
vacation account. Accruals to this account for LEOFF employees working straight
day shifts shall be at the following rates.
Service in Years
Accrual Hrs/Mo.
Accrual Hrs/Yr.
Maximum Accrued
0-3
8
96
204
3-7
9.32
112
236
7-10
11.32
136
284
10-15
13.32
160
332
15-20
15.32
184
380
20 +
17.32
208
428
22.2 Effective January 1, 2013, LEOFF employees assigned to a 24-hour shift shall be
eligible to carry maximum vacation leave accumulations according to the following
schedule.
Service in Years
Accrual Hrs/Mo,
Accrual Hrs/Yr,
Maximum Accrued
0-5
14
168
348
5-10
16
192
396
31
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
10-15
18
216
444
15-20
20
240
492
20+
22
264
540
22.3 Service in years for LEOFF classifications is defined as the most recent period of
employment unbroken by voluntary termination, voluntary retirement, voluntary
leaves of absence in excess of thirty (30) days or termination for cause. Such
service shall not be considered broken by period of disability retirement, or leave
without pay in excess of thirty (30) days for medical reasons, if approved by the
Fire Civil Service 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 reemployment for any reason shall constitute a break in service. (No
service credit shall accrue during periods of layoff.)
22.4 If a LEOFF employee is transferred from twenty—four (24) hour shift schedule to
day shift and is over the day shift maximum accrual, said employee will be given an
opportunity to use up leave within six (6) months from the date of transfer.
22.5 The City shall allow five (5) positions per shift, for shift employees from the
bargaining unit to be released from duty at any one time for scheduling of vacation,
Kelly days or holidays subject to the subsection below:
(a) A sixth (6th) position off will be allowed contingent on maintaining a 20
person roster for that day. The Department overtime budget shall dictate
when the sixth (6th) position is secured as follows:
When operational overtime is available, the sixth (6th) position shall be
secured at 2100 the night before the requested shift.
When operational overtime has been exhausted for the period, the sixth
(6th) position shall be secured at 0800 the morning of the requested shift.
The sixth (6th) position standby will be available for sign up 10 days (240
hours) prior to the beginning of the requested shift.
Any request for partial shifts of less than 10 hours shall only be granted
under the following:
• The request must be made to and approved by the Shift Commander
no less than 24 hours prior to the time requested.
32
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
22.6 For LEOFF classifications, any vacation accumulated over the stated limits shall be
paid at one hundred percent (100%) of base wage as of December 31 of each year;
provided, however, at least sixty-five percent (65%) of the annual accrual rate for
vacation must have been used during the year in order to qualify for the payment;
provided, however, if the Employer cancels an employee's scheduled vacation and
this canceling results in vacation accumulation over the stated limits as of
December 31 of any particular year then the Employer will pay for said vacation at
the normal hourly rate. Payment for any vacation accumulated over the stated limits
is subject to the Employers' inability to reschedule the vacation time off. Neither
party shall unreasonably withhold approval of rescheduling of vacation previously
canceled.
22.7 Employees shall be able to cancel scheduled earned leave with thirty (30) days'
notice.
22.8 Time off for the Shift Commander position to include vacation, Kelly days, or
holidays, will be scheduled independently from five (5) positions and sixth (6th)
positon standby.
Shift Commander time off will not be approved when a sixth (6t") position has been
approved as outlined in article 22.5 (a).
ARTICLE 23 — LEOFF EMPLOYEE HOLIDAYS
23.1 (a) At the first of each year, all LEOFF members of the bargaining unit will
receive a credit of 120 hours to their holiday leave account. New employees
hired after that date will receive holiday credits at the rate of 10 hours per
month for all months 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.
(b) Employees transferring from days to shifts will receive holiday credits at the
rate of ten (10) holiday hours per month for the calendar months remaining
in the year. Employees transferring from shifts to days will have ten (10)
hours per month for each calendar month remaining in the year deducted
from their 120 hours of holiday credits, which shall not be reduced to less
than zero credits. The employee's schedule which encompasses more than
one-half (1/2) of a month shall determine whether or not credits are added
or reduced for that month.
23.2 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
33
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
one hundred percent (100%) of the base wage as of December 31 of each year up to
a maximum of ninety-six (96) hours per employee.
23.3 An employee who uses up their 120 hours of holidays and leaves the Department
before December 31 shall have 10 hours removed from their earned leave account
for each month remaining in the year that the employee has not worked at least one
(1) shift.
23.4 If an employee has not used the holiday time in the calendar year in which it was
earned due to long term sick leave, disability leave, disability retirement or layoff
then the employee shall be paid for unused holiday time at ten (10) hours per month
for those months in which the employee has actually worked at least five (5) shifts.
ARTICLE 24 — SICK LEAVE ACCRUAL/EXCHANGE FOR LEOFF
EMPLOYEES
24.1 Regular LEOFF II employees working a 24-hour shift schedule 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:
No exchange of accrued sick leave for additional leave days or for cash will be
granted for those employees with 1080 hours or less of accrued sick leave except:
(a) Upon retirement or death, the employee's accrued sick leave up to 1080
hours or less will be exchanged for pay at the rate of sixty percent (60%) of
hours at one hundred percent (100%) of the employee's current base pay.
To qualify, the employee must have at least twenty (20) years of service
within the LEOFF II pension system.
(b) Upon termination under honorable conditions, as distinct from retirement or
death, the employee's accrued sick leave up to 1080 hours or less will be
exchanged for pay at the rate of twenty-five (25%) of the employee's
current base pay. Honorable termination includes resignation with proper
notice.
(c) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, accrued sick leave up to 1080 hours or less will be
exchanged for pay at the rate of fifty percent (50%) of the employee's
current base pay.
34
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(d) In the event of death in line of duty, all hours of sick leave will be
exchanged for pay at the rate of one hundred percent (100%) of the
employee's current base pay.
24.2 Exchange of accrued sick leave for additional leave days or for cash will be granted
to regular LEOFF II employees who have accrued more than 1080 hours of sick
leave, subject to the following provisions:
(a) Upon retirement or death, accrued sick leave up to a cap of 1440 hours will
be exchanged for pay at the rate of sixty percent (60%) of hours at one
hundred percent (100%) of the employee's current base pay. To qualify, the
employee must have at least twenty (20) years of service within the LEOFF
II pension system.
(b) Upon termination under honorable conditions, as distinguished from death
or retirement, accrued sick leave up to a cap of 1440 hours will be
exchanged for pay at the rate of fifty percent (50%) of the employee's
current base pay.
(c)
Employees who have accrued more than 1080 hours of sick leave may
exchange such sick leave for bonus (additional) leave at the rate of three (3)
shifts of sick leave for each additional vacation shift, not to exceed a total of
five (5) added vacation shifts annually, utilization of which would be
subject to the scheduling and approval of the department head.
(d) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, 1080 hours of accrued sick leave up to a cap of 1440 hours
will be exchanged for pay at the rate of fifty percent (50%) of the
employee's current base pay.
In the event of death in the line of duty, all hours of accrued sick leave will
be exchanged for pay at the rate of one hundred percent (100%) of the
employee's current base pay.
(e)
24.3 The maximum accumulation of sick leave for LEOFF II employees shall be a total
of 1440 hours for any purpose including use and/or exchange.
24.4 Sick Leave Exchange Procedure. Any regular LEOFF II employee may exchange
accrued sick leave as provided in Sections 24.1, 24.2, 24.6, 24.7 or 24.8 herein at
the option of the employee, subject to the following conditions and provisions:
35
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(a) Authorization for such an exchange shall be made by time ticket submitted
to the Fire Chief or his designee.
(b) No exchange will be granted for less than twenty-four (24) hours of
vacation leave.
(c) No exchange will be granted to an employee who has been terminated for
cause.
24.5 Regular LEOFF II employees hired on or after October 1, 1977 shall be granted
sick leave in accordance with Municipal Code 2.22.075.
24.6 LEOFF II personnel working a 40 -hour week shall be eligible to exchange sick
leave according to the following schedule. A maximum of 1040 hours may be
accumulated for either exchange or use.
No exchange of accrued sick leave for additional leave days or for cash will be
granted for employees with 720 hours or less of accrued sick leave, except:
(a) Upon retirement or death, the employee's accrued sick leave up to 720
hours or less will be exchanged for pay at the rate of sixty percent (60%) of
the employee's current base pay. To qualify, the employee must have at
least twenty (20) years of service within the LEOFF II pension system.
(b) Upon termination under honorable conditions, as distinct from retirement or
death, the employee's accrued sick leave up to 720 hour or less will be
exchanged for pay at the rate of twenty-five percent (25%) of the
employee's current base pay. Honorable termination includes resignation
with proper notice.
(c) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, accrued sick leave up to 720 hours or less will be exchanged
for pay at the rate of fifty percent (50%) of the employee's current base pay.
(d) In the event of death in the line of duty, all sick leave will be exchanged for
pay at the rate of one hundred percent (100%) of the employee's current
base pay.
24.7 Exchange of accrued sick leave by 40 -hour week employees for additional leave
days or for cash will be granted to regular LEOFF II employees who have accrued
720 hours or more, subject to the following provisions:
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
(a) Upon retirement or death, the employee's accrued sick leave up through a
maximum 1040 hours will be exchanged for pay at the rate of sixty percent
(60%) of the employee's current base pay. To qualify, the employee must
have at least twenty (20) years of service within the LEOFF II pension
system.
(b) Upon termination under honorable conditions, as distinguished from death
or retirement, the employee's accrued sick leave up through a maximum of
1040 hours will be exchanged for pay at the rate of twenty-five (25%) of the
employee's current base pay.
(c) Upon involuntary termination under honorable conditions, e.g., layoff for
budget reasons, the employee's accrued sick leave up through a maximum
of 1040 hours will be exchanged for pay at the rate of fifty percent (50%) of
the employee's current base pay.
(d) In the event of death in the line of duty, the employee's accrued sick leave
will be exchanged for pay at the rate of one hundred percent (100%) of the
employee's current base pay.
(e) Employees who have accrued more than 720 hours of sick leave may
exchange such sick leave for bonus (additional) leave at the rate of twenty-
four (24) hours of sick leave for an additional 8 (eight) hours vacation leave,
not to exceed a total of forty (40) hours added vacation leave days annually,
utilization of which would be subject to the scheduling and approval by the
department head.
24.8 In December of each year, any accruals by 40 -hour week employees beyond a 1040
hour limitation will be automatically exchanged based upon the formula of 8 (eight)
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.
24.9 LEOFF II personnel reassigned from shifts to days shall have all hours of accrued
sick leave converted utilizing the factor of 1040/1440 or .7222 and personnel
reassigned from days to shift shall have all hours of accrued sick leave converted
utilizing the factor of 1440/1040 or 1.385. In no case can the employee accrue
more than the maximum sick leave allowance.
24.10 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
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International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
certificate from a health care provider, stating the nature and duration of the
incapacity.
24.11 All final cash out proceeds under this article will be contributed to the Washington
State Council of Fire Fighters Benefit Trust Retiree Medical Account (MERP).
(Refer to Article 40 of this agreement)
ARTICLE 25 — SICK LEAVE POOL
25.1 Local 469 Executive Board will manage and is solely responsible for the
administration of the IAFF Sick Leave Pool and the processing of requests.
All requests processed by the Payroll Office by the fifteenth (15th) of a month shall
be effective for that month.
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 26 — BIRTHING LEAVE/MATERNITY LEAVE
26.1 Pregnancy and maternity/paternity leave will be treated in accordance with state
and federal law.
ARTICLE 27 — LIGHT DUTY FOR LEOFF II EMPLOYEES
27.1 Off-duty extended injury, illness or pregnancy.
LEOFF II employees who are off-duty due to an extended off-duty injury or illne.is
and cannot perform their regular duties may request in writing to the Chief of the
Department an assignment to light duty. Any light duty assignment will be
contingent on the Department's needs and the employee's ability to perform
assigned duties within the scope that would be allowed based on a physician's
recommendation. All light duty assignments will be for up to (30) days and will be
reviewed by the Chief of the Department to determine any extension of the
assignment. Light duty assignments will not include fire suppression, EMS
response, dispatching duties, or delay the appointment or filling of a Civil Service
position due to work being performed by the employee on light duty. Any
employee on light duty will maintain all the rights and benefits of this contract and
earn job and position seniority as consistent with a day position. Employers
assigned to light duty on an 8 -hour day shift who have previously been assigned to
a 24-hour shift will have their sick leave hours converted utilizing the factor of
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International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
1040/1440 or .7222. Upon return to the 24-hour shift assignment, their sick leave
hours will be converted utilizing the factor of 1440/1040 or 1.385. In no case can
the employee gain more than 100% of sick leave or income from this assignment.
27.2 On -duty extended injury or illness.
LEOFF II employees who are injured or incur illness on -duty may be required at
the discretion of the department to be placed on light duty. Any light duty
assignment will be contingent on the Department's needs and the employee's
ability to perform assigned duties within the scope that would be allowed based on
a physician's recommendation. All light duty assignments will be for up to (30)
days and will be reviewed by the Chief of the Department to determine anv
extension of the assignment. Light duty assignments will not include fire
suppression, EMS response dispatching duties, or delay the appointment or filling
of a Civil Service position due to work being performed by the employee on light
duty. Any employee on light duty will maintain all the rights and benefits of this
contract and earn job and position seniority consistent with a day position.
Employees assigned to light duty on an 8 -hour day shift who have previously been
assigned to a 24-hour shift will have their sick leave hours converted utilizing the
factor of 1040/1440 or .7222 and upon return to the 24-hour shift will have their
sick leave converted utilizing the factor 1440/1040 or 1.385. In no case can the
employee gain more than 100 % of sick leave or income from this assignment.
ARTICLE 28 — COMPENSATORY TIME OFF
28.1 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 2.22.040 (E). Compensatory time shall
be separately accounted for and will have to be cleared by use or pay by December
31, annually.
Up to one (1) average work week's worth of hours may be accumulated (i.e., forty
(40). Use shall be scheduled at the City's discretion with due regard to the wishes
of the employees and the City's work requirements.
28.2 Court Appearance Leave. In the event members of the bargaining unit receive a
subpoena to appear in court to provide testimony in an official capacity, such
required absence from scheduled duty shall be considered time worked for pay
purposes. When said employees are required to appear in court in an official
capacity in their off duty hours, they shall be paid at the applicable rate for such
time. Verification of court attendance shall be on a form prescribed by the Fire
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International Association of Firefighters (IAFF)
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January 1, 2014 to December 31, 2017
Department and shall include a statement of hours signed by the relevant court
clerk.
28.3 An off duty employee who is required by the Chief of the Department to testify
before the Civil Service Board on matters pertaining to his assigned duties shall be
compensated for actual time in attendance in accordance with 28.2 of this Article.
Verification of attendance shall be on a form prescribed by the Fire Department and
shall include a statement of hours of attendance signed by the relevant court clerk.
28.4 Training Time.
(a) For LEOFF employees, off duty training that is required by the Chief of the
Department or his designee shall be paid at overtime rate pursuant to Article
29.3 for each hour or portion thereof that is spent in actual training.
(b) In the event that any union member, with written approval attends an unpaid
off duty training related to his/her duties as a Yakima Fire Department
employee, it shall be known that the member is attending as an employee of
the City of Yakima and as such, is covered by workers compensation
insurance.
ARTICLE 29 — OVERTIME FOR LEOFF EMPLOYEES
29.1 Only the hours that a LEOFF employee is physically present on his assigned shift
or work period are considered hours worked.
29.2 When LEOFF employees assigned to a 24-hour shift work more than 182 hours on
their assigned shifts in a 24 day work period, or in the case of other LEOFF
employees, 40 hours in a 7 day work period, such employees shall be paid at the
overtime rate required by the Fair Labor Standards Act for all hours worked in
excess of 182 hours or 40 hours, respectfully.
29.3 Premium Duty Pay. LEOFF personnel working outside of their normally scheduled
shifts at a time they are not assigned to work, except as noted in 29.4 below, shall
be paid at the overtime rate required by the Fair Labor Standards Act.
29.4 Emergency Duty Pay. When LEOFF personnel are called from off-duty by the Fire
Chief or his/her designee because of an emergency the employee shall receive
Emergency Duty Pay. The Emergency Duty Pay rate shall be calculated by dividing
base monthly salary by 173.33 and multiplying the result by 1.5.
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International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
29.5 Fractions of an hour served on overtime duty shall be rounded to the next full hour
for the purpose of computing the amount of overtime.
29.6 Any hiring for less than ten hours may be done by the paging system. After 10
minutes, the overtime hours shall be awarded to the respondent highest on the
hiring list for the position to be filled.
ARTICLE 30 — DUTY WEEK FOR LEOFF EMPLOYEES
30.1 The average hours of duty for 24-hour shift LEOFF employees shall average fifty -
point four six (50.46) hours per week.
30.2 24-hour shift LEOFF employees shall be assigned to the "48-96" shift.
30.3 The employees serving in the positions of Public Education Captain, Assistant Fire
Marshal, Training Captain, and Training Lieutenant shall work a day shift
consisting of forty (40) hours per week in the form of five (5) eight (8) hour days.
Alternate forty (40) hour shifts may be worked as mutually agreed upon by the
employee and the employer.
30.4 For the purpose of this agreement, "shift employees" are defined as those
employees working 24 hour shifts. "Day Shift Employees" are defined as those
employees assigned to a 40 hour work week.
ARTICLE 31— TOBACCO USE ON DUTY
31.1 The Union and the City recognize that health problems are caused by smoking and
tobacco use and therefore agree to the elimination of the use of all tobacco products
by all members of the Fire Department from all areas within fire stations,
administrative offices, shops and any other buildings or facilities of the Fire
Department. Violations of these provisions shall constitute a basis for disciplinary
action to be handled in accordance with normal disciplinary procedures.
ARTICLE 32 — PHYSICAL FITNESS
32.1 For LEOFF employees, there shall be established a physical fitness committee.
Composition of the committee shall consist of:
(a) Two members designated by the Fire Chief.
(b) Two members of the bargaining unit.
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International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
(c)
One member from outside the department, selected by the other four
members to serve as chairperson. The outside representative should have the
following professional characteristics: Experience or education in physical
fitness, or medicine or related field.
32.2 The purpose of the committee is to develop a physical fitness program, establish
policy, manage the on-going program and make appropriate recommendations on
awards and/or discipline.
32.3 The Physical Fitness Program established by the Physical Fitness Committee shall
be reviewed and revalidated annually by the Department and the Union. The
program and the policy governing this program shall not be changed except by the
mutual consent of the Department and the Union.
32.4 Both parties have agreed to jointly work on addressing issues and programs
pertaining to physical fitness.
32.5 Upon request by the fitness committee, only the medical results that pertain to
physical fitness shall be given to the committee.
32.6 The City shall schedule and pay for medical examinations for employees in the
bargaining unit at age 35 and 37 and every two years after the age of 40. The City
shall send notification to the employee at least 60 days prior to his/her birthday that
the examination is due. The employee is responsible for scheduling his/her medical
examination within the month of their birthday.
ARTICLE 33 — CREATION OF NEW LEOFF CLASSIFICATIONS
33.1 The salary, hours of work, working conditions, selection criteria and fringe benefits
for all newly created classifications or classification modifications within the
bargaining unit shall be negotiated with the Union prior to the filling of any
position within the new classification.
ARTICLE 34 — DEFERRED COMPENSATION FOR LEOFF EMPLOYEES
34.1 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 four
percent (4%) of base pay to a deferred compensation account.
34.2 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 2.20.110. This provision is subject to the City's deferred
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International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
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.
34.3 If 50% or more of the members of the bargaining unit elect to enroll in the new
IAFF program, then 100% of the members shall move to the IAFF deferred
compensation program.
ARTICLE 35 — DISCIPLINE POLICY
35.1 Policy Supersedes: The Disciplinary Policy is incorporated into this Agreement and
is attached hereto as Appendix A. In accordance with relevant PERC decisions and
by agreement of the Parties should a conflict occur between the provisions of
collectively bargained Appendix A and the provisions of Rule XIX - Disciplinary
Actions, contained in the General Rules and Regulations of the Civil Service
Commission for Fire Department Employees of the City of Yakima then such
conflict shall be resolved in favor of the provisions in Appendix A which shall
supersede. Where there is no conflict between Appendix A and Rule XIX the
provisions of each shall equally apply to employee discipline.
35.2 Election of Remedies: The use of the CBA grievance procedure will constitute an
election of remedies. Except as provided for in Article 9.3 (h), an employee
seeking redress through the Labor Agreement may not seek judgment of the
same matter through the Civil Service Commission.
ARTICLE 36 — MUNICIPAL CODE SECTIONS PERTAINING TO LEOFF
EMPLOYEES
2.01 Group Insurance
2.04.010 Plan Adopted
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 Reinstatement of
Employees
2.20.070 Reduction in Salary
2.20.080 Effect on Budget
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International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
2.20.085 Reimbursement for Expenditures
2.20.86 Reimbursed Expenditures — Amounts
2.20.088 Uniform Allowance — Special Assignment Pay
2.20.100 Classification Plan
2.20.110 Compensation Plan
2.22 Fire Department — Working Conditions
2.22.010 Work Week
2.22.020 Calling Off -Duty Firefighters in an Emergency
2.22.030 Compensation
2.22.040 Overtime Pay
2.22.050 Special Assignment Pay
2.22.060 Time -Off Privileges — Vacation Leave
2.22.070 Time -Off Privileges — Compassionate Leave
2.22.075 Time -Off Privileges — Sick Leave
2.22.80 Holidays
2.24 Longevity Plan
2.24.010 Longevity Plan — Eligibility - Restrictions
2.24.015 Longevity Plan — Service Recognition Award
2.24.20 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
2.40.040 Civil Leave
2.40.050 Military Leave
2.40.060 Leave Without Pay
2.40.70 Unauthorized Absence
2.44 Lobbying by City Personnel
2.44.030 Permitted Activities of Representatives
2.44.040 Payment for Services of Representatives
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.
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International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
ARTICLE 37 — ENTIRE AGREEMENT
37.1 The Agreement expressed herein in writing constitutes the entire agreement as
negotiated between the parties and no oral statement or previous written agreements
shall add to or supercede any of its provisions.
37.2 The City and the Union agree to establish a regular monthly meeting for the
purpose of discussing matters considered of importance to them respectively 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.
The City and the Union may voluntarily and mutually agree upon solutions to the
aforementioned problems, real or developing and such agreements shall, when
appropriate, be reduced to a memorandum and attached to this Agreement.
37.3 Date of Hire List for LEOFF Employees. The City will provide a date of hire list
for LEOFF employees no later than February 1st of each year to be posted at all fire
stations.
ARTICLE 38 — NO PYRAMIDING
38.1 Nothing contained in this agreement shall be interpreted as requiring duplication or
pyramiding of overtime payments involving the same hours of labor except as
otherwise specifically provided in this agreement.
ARTICLE 39 — SAVINGS CLAUSE
39.1 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.
ARTICLE 40 — MEDICAL SAVINGS ACCOUNT
40.1 The City and the Union have agreed to implement a medical reimbursement plan
for Bargaining Unit members for the term of this agreement.
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International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
40.2 Conversion of Sick Leave Cash out to Retiree Medical Savings Account.
(a) The City shall participate in the Washington State Council of Fire Fighters
Employee Benefit Trust (the "Trust Agreement") and the Premium
Reimbursement Plan of the Washington State Council of Fire Fighters
Employee Benefit Trust (the "Plan") and agrees to make contributions to the
Plan on behalf of all employees in the Collective Bargaining Unit who are
eligible to participate in the Plan by reason of having excess sick leave
conversion rights. For the purposes of this article, excess sick leave
conversion rights are defined as sick leave cash -outs at retirement.
Contributions on behalf of each eligible employee shall be based on the
cash -out value of sick leave hours accrued by such employee and available
for cash -out at retirement. IRS codes require all eligible employees to
participate.
40.3 Monthly Contributions.
In addition to the conversion of sick leave cash out to Retiree Medical Savings
Account described above, the City shall make the following monthly contributions
to the Plan on behalf of Bargaining Unit members:
(a) Effective July 1, 2012, the City shall pay a $75.00 Dollar monthly contribution
on a pre-tax basis for each LEOFF II employee covered by this Agreement, to
the Washington State Council of Fire Fighters (WSCFF) Employee Benefit
Trust. The Union shall have the option to increase their contribution by payroll
deduction.
(b) The City shall transmit, mail or forward the monthly contribution on or about
the sixth of every month, but no later than the tenth, for that month's
contribution.
40.4 The Union and the Employees agree to hold the Employer harmless and indemnify
the Employer from any and all liability, claims, demands, law suits, and/or losses,
damage or injury to persons or property, of whatsoever kind, arising from and in
any way related to the implementation and administration of the Trust Fund. The
Union and Employees shall be one hundred percent (100%) liable for any and all
liabilities that arise out of the Trust Fund. The Union and Employees shall be liable
for any and all tax penalties, as well as any other liabilities arising out of the
implementation and administration of the Trust Fund.
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International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
ARTICLE 41— MEMORANDUMS OF UNDERSTANDING (MOU's)
41.1 The parties acknowledge that the need for a Memorandum of Understanding
(MOU) may arise during the term of this agreement. All MOU's developed
during the course of this agreement shall be incorporated as appropriate in the
successor agreement as negotiated and agreed upon by the parties.
ARTICLE 42 — TERM OF AGREEMENT
42.1 This Agreement shall be deemed effective from and after the 1st day of January,
2014 through the 31st day of December, 2017; 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
Recommended by:
day of ,2015.
LOCAL 469, INTERNATIONAL ASSOCIATION OF FIREFIGHTERS, AFL-CIO
By:
Jeremy Rodriguez
President, Local 469
IAFF
By:
Nick Sloan
Vice President, Local 469
IAFF
By:
Mike Wagner
Secretary -Treasurer, Local 469
IAFF
47
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
CITY OF YAKIMA
By:
Tony O'Rourke
City Manager
13v;
Bob Stewart
Fire Chief
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
APPENDIX A
Yakima Fire Department
DISCIPLINARY POLICY
Purpose: To increase professionalism, improve morale, improve manager/employee
relations, foster long-term positive change, and deter future performance deficiencies.
The City of Yakima Fire Department and Yakima Public Safety Communications Center
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 and Regulations.
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 sub-
standard 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,
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International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
• The employee informed that this is an oral reprimand
•Oral reprimands will be memorialized 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 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 employee, immediate supervisor,
• The employee informed that this is a formal written reprimand.
•Written reprimands will be memorialized 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.
•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
employee's return to work.
• The original disciplinary letter will be provided to the employee and a copy of the
pre -disciplinary and disciplinary letters will be maintained in the employee's
personnel file.
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International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
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.
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 15 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.
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International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
C. Definitions of levels of infraction:
Minor Infraction -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 Infraction- 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 improper use of City property
•Releasing confidential information without proper authority
•Unauthorized absence or improper use of any type of leave
•Public defamation of character or the organization
Intolerable Infraction- 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
52
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
These guidelines are designed to promote corrective discipline and do not apply to
probationary employees.
E. Training
In order to assist supervisors in enforcing this policy and applying discipline uniformly,
labor and management will cooperatively present training to all supervisors.
53
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
Appendix B
LEOFF CBA
Effective date: 1-1-2014 through 12-31-2017
SOP 3.001
TITLE: Daily Staffing
OBJECTIVES:
A. To provide guidance for maximizing daily staffing levels within defined
budgetary parameters
B. To incorporate a dynamic model that allows for fluctuations in daily staffing
levels due to peak times/peak seasons, training opportunities, special events and
excessive unforeseen personnel shortages
C. To provide guidance for the assignment of Floating Lieutenants
Staffing will be assigned with these priorities in mind:
1. Eliminate brown -outs (5 companies or less) within the means available.
2. Increase training opportunities for Company Officers for command positions
and implement succession training for future officers.
3. Increase manpower during peak emergency response times and/or weather
conditions.
PROCEDURES:
1. Shift Commanders - in collaboration with the Operations Deputy Chief, will strive to
maintain a minimum daily staffing goal of 20 personnel with a base deployment model
consisting of:
a. 1 Shift Commander
b. 1 ARFF
c. 5, 3 -person Engine Companies
d. 1, 3 -person Truck Company
54
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
2. Regularly -scheduled staffing in excess of 20 personnel may be assigned in the
following manner:
a. To create a 4 -person Truck and/or Engine Company
b. Assigned to the Shift Commander for professional development
c. To staff additional apparatus
3. Shift Commanders - in collaboration with the Operations Deputy Chief, will
make determinations on appropriate times to augment or decrease staffing that is in the
best interest of the City. Examples of those times include:
a. Daily and/or seasonal call volume increases (peak times)
b. Training evolutions
c. Extreme weather
d. Special events
e. Inordinate number of personnel illnesses or injuries
4. Floating Lieutenants are those who are the most junior and off probation will not have
permanent station assignments. Daily assignments for the Floating Lieutenants may
include the following:
a. If daily staffing is such that all company officer positions are filled, the Floating
Lieutenant may be assigned the number 3 or 4 position on an apparatus
b. If daily staffing lacks one or more company officers, the Floating
Lieutenant shall be assigned one of those positions
c. Floating Lieutenants may also be assigned to the Shift Commander for
professional development, or to cover the position of another company officer
who has been assigned to the Shift Commander for professional development.
SCOPE:
1. It shall be the responsibility of the Shift Commanders to work collaboratively with the
Operations Deputy Chief to determine daily staffing levels that are based upon dynamic
situational needs, and to assign personnel accordingly.
BOB STEWART
FIRE CHIEF
55
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
APPENDIX C
CITY OF YAKIMA
Municipal Code — Chapter 2
56
International Association of Firefighters (IAFF)
LEOFF Bargaining Unit
January 1, 2014 to December 31, 2017
APPENDIX C
Chapter 2.04
GROUP INSURANCE
Sections:
2.04.010 Health care plan.
2.04.020 Definitions.
2,04.030 City contributions.
2.04.040 Hospital and medical insurance—Retired employee and dependent coverage.
2.04.050 Dental insurance plan—Retired employee coverage.
2.04.100 Welfare benefit program.
2.04.010 Health care plan.
The city is self-insured for its medical and dental insurance plans (hereafter referred to in this section
and YMC 2.04.020 and 2.04.030 as the "health care plan"), The health care plan includes medical,
dental and vision coverage for city employees as defined in the health care plan and for members of
the city council. The medical and dental insurance plans are administered for the city by third party
administrators. The city manager of the city of Yakima is authorized to enter into a contract or
contracts with third party administrators to.administer'themedical and dental insurance • plans. The
health care plan shall be on file in the human resources division of the city. (Ord. 2012-14 (part),
2012: Ord. 2008-57 § 1, 2008: Ord. 1757'§ 1, 1975; Ord, 1750 § 1, 1975; Ord. 1744 § 1, 1975; Ord.
758, 1965: Ord. 149 § 1, 1960).
2.04.020 Definitions.
"Cost of coverage" means the average monthly (cost of coverage for the health care plan as
;determined from time to time by the.city's health care administrator, the city's employee benefits
broker, and/or the city manager. The final decision on the cost of coverage shall be made by the city
manager. Such determination shall be final and binding. (Ord. 2012-14 (part), 2012: Ord. 2008-57
§ 2, 2008).
2.04.030 City contributions.
A. Life Insurance Plan.
1. Effective October 24, 1991, the city shall provide a fully paid life insurance policy in an
amount equal to the annual salary for all management employees as defined in subsection B of
this section, as well as for the chief, deputy chiefs and battalion chiefs of the Yakima fire
department and the chief, deputy chief, captains and lieutenants of the Yakima police
department.
2. For all employees covered by a collective bargaining agreement, the city shall provide a life
insurance policy in the amount required in the applicable collective bargaining agreement.
B. Health Care Plan. The city shall contribute toward the payment of the monthly cost of coverage
of the health care plan in the following manner for each group of employees or positions, respectively:
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1. Represented Employee Contributions. For all employees covered by a collective-bargaining
agreement, the city shall pay its portion of the total monthly cost of coverage under the health
care plan as provided in the applicable collective bargaining agreement, and the employee shall
pay his or her portion of the total monthly cost of coverage under the health care plan as
provided in the applicable collective bargaining agreement.
Management Employee Contributions.
a. "Management employee" means any nontemporary employee in the management
series, executive support series and executive series as defined by YMC 2.20.100; in the
public safety management series as defined by YMC 2.20.110; and any other nontemporary
employee in YMC 2.20.100(D) who is not a member of any collective bargaining unit
recognized by the city.
b. "Member of the city council" means any person holding the office of city of Yakima
council member, who elects to pay the entire cost of coverage of the city of Yakima health
care plan.
c. From January 1, 2009, on, except for the chief, deputy chiefs, and battalion chiefs in the
fire department and the chief, deputy chief, captains and lieutenants in the police
department, or unless otherwise provided in the applicable collective bargaining agreement,
the following provisions apply: All management employees shall pay the first fifty dollars of
the total monthly cost of coverage under the health care plan for the employee through a
monthly payroll deduction. If an employee only is covered in the health care plan and the
employee has no spouse or dependents in the health care plan, then the city shall pay the
balance of the employee -only unit cost in excess of the first fifty dollars that the employee
pays. For a management employee with a spouse and/or dependents in the health care
plan, any cost of coverage for the management employee with a spouse and/or dependents
in the plan in excess of the first fifty dollars that the employee pays shall be paid by the
management employee through a monthly payroll deduction based on the following
percentages on the remaining balance above the first fifty dollars: the employee shall pay at
the rate of twenty-five percent of the balance of the remaining total monthly cost of
coverage, and the city shall contribute the remaining seventy-five percent of the balance of
the total monthly cost of coverage.
d. For the chief, deputy chief, captain and lieutenants of the Yakima police department
and the chief, deputy chiefs and battalion chiefs of the Yakima fire department, unless
otherwise provided in an applicable collective bargaining agreement, the city shall pay the
total monthly cost of coverage under the health care plan for the employee. If the chief,
deputy chief, captain and lieutenants of the Yakima police department and the chief, deputy
chiefs and battalion chiefs of the Yakima fire department have a spouse and/or dependents
in the health care plan, then the employee shall pay through a monthly payroll deduction at
the rate of fifty percent of the monthly dependent unit cost of coverage for the employee's
spouse and/or dependents, and the city shall contribute the remaining fifty percent of the
total monthly dependent unit cost of coverage for the employee's spouse and/or
dependents, unless otherwise provided in an applicable collective bargaining agreement.
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Chapter 2.04 GROUP INSURANCE Page 3 of 5
C. Authority to Exempt Certain Positions from Health Care Plan. Pursuant to YMC Chapter 2.04,
the city manager and the heads of the city departments are entitled to be covered by the city's
employee health care plan. This subsection Cis limited to and for the purpose of recruitment only for
the specific positions of city manager, chief of police, fire chief, city attorney, director of public works,
director of community and economic development, and director of finance, when the person to whom
an offer of employment is made has an existing health care plan from his or her former employment
that he or she desires to maintain upon employment with the city. In that event, then the city council
for the city manager position, and the city manager for the department head positions, have the
authority to agree in writing to compensate that person for the cost to him or her to maintain his or her
present health care plan, up to but not to exceed the amount the city's health care plan would
otherwise have contributed to his or her health care costs for similar coverage under the city's health
care plan. This health care cost payment shall be included with the employee's monthly
compensation amount as a separate item and shall be treated as a taxable benefit subject to normal
withholding taxes. The city's contribution for the health care allowance shall not be included in any
calculations as base pay. If, and at such time as, the city employee's prior health care plan becomes
fully paid and no longer requires financial contributions from him or her to maintain his or her health
care coverage, the city's obligation to contribute toward that health care coverage shall cease. In no
event shall the city's contribution for the health care allowance be more than the city would have
contributed if the employee had similar coverage under the city health care plan. In addition, in the
event that the employee's prior health care coverage ends and the employee desires to enroll in the
city health care plan, that employee may do so provided the employee complies with the enrollment
requirements for the city health care plan. (Ord. 2012-14 (part), 2012: Ord. 2008-57 § 3, 2008: Ord.
97-28 § 1, 1997; Ord. 96-66 § 1, 1996; Ord. 93-84 § 1, 1993: Ord. 3403 § 1, 1991; Ord. 3325 § 1,
1990; Ord. 3252 § 1, 1990; Ord. 2688 § 1, 1983; Ord. 2266 § 1, 1979; Ord. 2265 § 1, 1979; Ord.
2153 § 1, 1978; Ord. 1750 §§ 2, 3, 1975; Ord. 1744 §§ 2, 3, 1975; Ord. 1614 § 1, 1974: Ord. 1474
§ 1, 1972: Ord. 1081 § 1, 1968: Ord. 758, 1965: Ord. 319 § 1, 1962: Ord. 149 § 3, 1960).
2.04.040 Hospital and medical insurance—Retired employee and dependent
coverage.
A. Retired Employees. The following described retired city employees shall be eligible to remain
enrolled in the group hospital and medical insurance plan and to obtain coverage for their eligible
dependents until the retired employee reaches sixty-five years of age by paying a premium (including
the premium for dependents, if enrolled) equal to the actual group rate for coverage of active city
employees and enrolled dependents:
1. City employees who retire on or after January 1, 1982, and who at the time of their
retirement work in positions within the bargaining unit of the American Federation of State,
County and Municipal Employees, Local 1122; and
2. City employees who retire on or after January 1, 1983, and who at the time of their
retirement work in any of the following positions:
a. All fire department positions,
b. All commissioned police department officers,
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Chapter 2.04 GROUP INSURANCE
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c. All employees in exempt classifications specified by YMC 2.20.100, and
d. All other positions defined by the policy as being eligible for coverage.
B. Spouses of Retired Employees. Spouses of retired commissioned police department officers,
retired fire chiefs and deputy fire chiefs and retired employees who, at the time of retirement, were in
exempt classifications specified by YMC 2.20.100, which spouses are otherwise eligible for coverage
under provisions of the insurance policy, shall be eligible to remain enrolled in the group hospital and
medical insurance plan until those spouses reach the age of sixty-five years (or in the case of
spouses of deceased retirees, until the spouse remarries) by paying a premium equal to the actual
group rate for enrolled dependents. (Ord. 2012-14 (part), 2012: Ord. 2835 § 1, 1985: Ord. 2749 § 1,
1984: Ord. 2686 § 2, 1983).
2.04.050 Dental insurance plan—Retired employee coverage.
A. Retired Employees. The following described retired city employees who retire on or after January
1, 1983, shall be eligible to remain enrolled in the group dental insurance plan and to obtain coverage
for their eligible dependents until the retired employee reaches sixty-five years of age by paying a
premium (including the premium for dependents, if enrolled) equal to the actual group rate for
coverage of active city employees and enrolled dependents:
1. Chief and deputy chief of Yakima fire department;
2. Chief, captains and lieutenants of the Yakima police department; and
3. All employees in exempt classifications specified by YMC 2.20,100.
B. Spouses of employees retired from positions specified in subsection A of this section, which
spouses are otherwise eligible for coverage under provisions of the insurance policy, shall be eligible
to remain enrolled in the group dental insurance plan until those spouses reach the age of sixty-five
years (or in the case of spouses of deceased retirees, until the spouse remarries) by paying a
premium equal to the actual group rate for enrolled dependents. (Ord. 2012-14 (part), 2012: Ord.
2835 § 2, 1986).
2.04.100 Welfare benefit program.
A. The city of Yakima employees' welfare benefit program, attached as Appendix 1 to the ordinance
codified in this section and incorporated herein by reference, is adopted and approved.
B. The city manager, or his designee, shall be authorized and directed to perform all management,
administration and other responsibilities of the city under the city of Yakima's employees' welfare
benefit program, except as expressly provided by such program or as required by law.
C. The participation agreements between the city and the Washington State Council of County and
Municipal Employees, Washington State Council of County and City Employees, AFSCME, Local
1122, AFL-CIO ("AFSCME"); Yakima Police Patrolmans Association ("YPPA") and Local 469,
International Association of Firefighters, AFL-CIO, attached to the ordinance codified in this section
as Appendices 2, 3, 4 and 5 respectively and incorporated herein by reference, are approved, and the
city manager is authorized and directed to execute said participation agreement.
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Chapter 2.04 GROUP INSURANCE
D. The Yakima air terminal may join the city's employee welfare benefit program and its
management employees and duly represented employees may participate in plans thereunder by
action of the airport terminal board.
Page 5 of 5
E. In the event that there is a conflict between any provision of this section or any provision of the
employee welfare benefit program and any other section of this chapter, this section and the
employee welfare benefit program shall take precedence. (Ord. 2012-14 (part), 2012: Ord. 94-9 § 3,
1994).
The Yakima Municipal Code is current through Ordinance
2013-015, passed April 16, 2013.
Disclaimer: The City Clerk's Office has the official version of the
Yakima Municipal Code. Users should contact the City Clerk's
Office for ordinances passed subsequent to the ordinance cited
above.
Click here to view recently enacted ordinances not vet codified
(http://www.yakimawa.gov/council/archived-agenda-minutes/) .
City Website: http://www.yakimawa.gov/ (http://www.yakimawa.gov/)
City Telephone: (509) 575-6037
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Chapter 2.16 BONDS FOR OFFICERS
Chapter 2.16
BONDS FOR OFFICERS
Sections:
2.16.010 Bonds required—Amount.
2.16.020 Approval of bonds.
2.16.030 Payment of premium.
Page 1 of 2
2.16.010 Bonds required—Amount.
The following named officers, assistants and employees of the city of Yakima, and the treasurer of
Yakima County as ex officio collector of city taxes, before assuming the duties of their respective
office, shall be bonded by a professional surety company authorized to do business in the state of
Washington, which bonds shall be conditioned for the faithful discharge of the duties of such officers
and employees as provided by law, in the following amounts:
Blanket Bond Annual Bond
City Manager $25,000.00
Director of Finance 25,000.00
City treasurer $100,000.00
Yakima's County 25,000.00
treasurer
All other employees 5,000.00
Provided, however, that the bonds of two or more officers or employees, except for the annual bond
of the city treasurer and county treasurer, may be consolidated in one instrument as a blanket bond.
(Ord. 2212 § 1, 1978: Ord. 918 § 1, 1967: Ord.'2, 1959: Ord. B-196 § 1, 1937).
2.16.020 Approval of bonds.
Bonds required by Section 2.16.010 of this chapter shall be subject to approval by the city attorney as
to form and execution, upon such approval shall be retained on file in the office of the city clerk. (Ord.
2212 § 2, 1978: Ord. B-196 § 2, 1937).
2.16.030 Payment of premium.
After the approval of said bonds, the city shall pay a reasonable premium to the surety company
furnishing such bond. (Ord. 13-196 § 3, 1937).
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Chapter 2.16 BONDS FOR OFFICERS
The Yakima Municipal Code is current through Ordinance
2013-015, passed April 16, 2013.
Disclaimer: The City Clerk's Office has the official version of the
Yakima Municipal Code. Users should contact the City Clerk's
Office for ordinances passed subsequent to the ordinance cited
above.
Click here to view recently enacted ordinances not yet codified
(http://www.yakimawa.gov/council/archived-agenda-minutes/) .
City Website: http://www.yakimawa.gov/ (http://www.yakimawa.gov/)
City Telephone (509) 575-6037m
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Page 2 of 2
Chapter 2.20 SALARIES Page 1 of 72
Chapter 2.20
SALARIES
Sections:
2.20,010 Persons subject to plan.
2,20.020 Content of plan.
2,20.030 Procedure for determination of salary ranges.
2,20,040 Policy for pay steps.
2,20.050 Policy for present employees.
2.20.060 Transfer, promotion, reclassification, demotion or reinstatement of employees.
2.20.070 Reduction of salary.
2.20.080 Effect of budget.
2.20.085 Reimbursement for expenditures.
2 20.086 Reimbursable expenditures—Amounts.
2.20.088 Uniform allowance—Special assignment pay.
2.20,089 Bilingual pay for management employees.
2.20.094 Salary of mayor, assistant mayor and council members—Fringe benefits.
2,20,097 Vehicle allowance for city manager.
2.20.100 Classification plan.
2.20.110 Compensation plan.
220.115 Management pay and compensation definitions.
2.20.116 Management pay and compensation adjustments.
2,20,117 Management salary schedule separation.
2.20.118 Management employee disability insurance.
2.20.120 Shift differential.
2.20.130 Management group tax deferred compensation plan.
2.20.150 Management personnel Section 125 plan.
2.20.010 Persons subject to plan.
All employees of the city of Yakima shall be subject to the classification and compensation plan
established in this chapter. (Ord. 302, 1961: Ord, 194 § 1, 1964).
2.20.020 Content of plan.
The classification and compensation plan shall include:
1. The basic salary schedule as set forth in this chapter, and subsequent amendments and
additions thereto;
2. A schedule of salary ranges consisting of minimum and maximum rates of pay for each
management position and minimum and maximum rates of pay, together with intermediate
steps, for all other classes of positions included in the city classification plan as set forth in this
chapter, and subsequent amendments and additions thereto;
3. The annual budgets prescribed by the laws of the state of Washington. (Ord. 1745 § 1,
1975: Ord. 194 § 2, 1960).
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2.20.030 Procedure for determination of salary ranges.
Salary ranges shall be linked directly to the plan of position classification and shall be determined with
due regard to ranges of pay for other classes, relative difficulty and responsibility of positions in the
class, availability of employees in particular occupational categories, prevailing rates of pay for similar
employment in private establishments in the Yakima area, rates of pay in other jurisdictions, cost of
living factors, the financial policies of the city and other economic considerations. The minimum and
maximum and intermediate steps of each salary range shall be those rates in the basic salary
schedule which most nearly reflect these factors.
Prior to the preparation of each annual budget, as well as at other appropriate times, the city manager
shall make or direct to be made such comparative studies as he may deem necessary, of the factors
affecting the level of salary ranges. On the basis of information derived from such studies, the city
manager shall recommend to the council for approval such changes in the salary ranges as are
pertinent to the fairness and adequacy of the overall salary structure. Such changes shall be
accomplished by increasing or decreasing the salary ranges the appropriate number of ranges as
provided in the basic salary schedule. The rate of pay for each employee shall be adjusted to the
corresponding step in the new range in conformance with the adjustment of the salary range for the
class. (Ord. 194 § 3, 1960).
2.20.040 Policy for pay steps.
The following shall be the general policy with respect to the use of the pay steps within salary ranges:
1. The minimum rate of pay for a class shall be paid to any person on his original appointment,
except appointments at a salary rate above the minimum may be authorized by the appointing
authority when necessary to fill positions in "shortage" occupations or when necessary to recruit
applicants with exceptional qualifications.
2. The basic salary range shall consist of five steps to be known as Steps 1, 2, 3, 4, and 5. An
employee, except seasonal employees, shall normally be advanced to the next higher step six
months after the date of hiring or promotion and to the succeeding steps at one-year intervals,
providing that employee's work has been satisfactory and the employee is making normal
progress on the job. Employees in permanent seasonal positions shall be advanced to Steps 2,
3, 4, and 5 upon the completion of six months', eighteen months', thirty months', and forty-two
months' of service, respectively; provided, such advancements shall be made only for
employees with a satisfactory or better performance rating for the preceding season.
All within -range increases are subject to the availability of funds. For purposes of computing the
length of time for eligibility for within -range increases, the period of all leaves of absence without pay
shall not be included.
In order to simplify the preparation of payrolls, eligibility for within -range salary increases shall be
computed in the manner heretofore set forth; provided, however, that upon an eligibility date falling on
or before the fifteenth day of the month, such increase shall become effective as of the first day of the
month; and provided further, that upon an eligibility date falling on or after the sixteenth day of the
month, such increase shall become effective as of the first day of the following month.
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Chapter 2.20 SALARIES
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Salary increases or decreases resulting from the adjustment of salary ranges in accordance with
Section 2.20.030 shall not prevent within -range increase in accordance with this section. (Ord. 2051 §
1, 1977: Ord. 1389 § 1, 1972: Ord. 1082 § 1, 1968: Ord. 748, 1965: Ord. 478, 1963: Ord. 194 § 4,
1960).
2.20.050 Policy for present employees.
As of the effective date of the adoption of the compensation plan and any subsequent amendments
thereof:
A. All employees whose pay is in excess of the maximum rate prescribed for their class shall not be
reduced in pay, but they shall not receive any pay increases as long as they occupy positions for
which the salary range maximum is the same as or less than the pay rate currently received.
B. Employees will be advanced in pay as a result of an adjustment to the salary range for their class
as provided for in YMC 2.20.030, provided that no such advancement in pay shall be effective for a
probationary employee in the management group defined in YMC 2.04.030(D), until the end of the
probation. In addition, employees will be eligible for within -range increases according to service in the
class as provided for in YMC 2.20.040(2), provided that no such advancement in pay shall be
effective for a probationary employee in the management group defined in YMC 2.04.030(D), until the
end of the probation.
The provisions of this section shall not prevent demotion or reduction for disciplinary reason or the
application of service -wide pay decreases when such action is required by the financial conditions of
the city or by changing economic conditions. (Ord. 3428 § 1, 1991: Ord. 194 § 5, 1960).
2.20.060 Transfer, promotion, reclassification, demotion or reinstatement of
employees.
When an employee is transferred, promoted, reclassified, demoted or reinstated, the employee's rate
of pay for the new position shall be determined as follows:
1. Transfer. An employee transferred to another position in the same class will continue to
receive the same rate of pay until the employee is promoted or demoted.
2. Promotion/Reclassification. An employee promoted or reclassified to a position in a class
having a higher pay range shall receive a salary increase as follows:
a. If the employee's rate of pay in the lower class is below the minimum salary of the
higher class, the employee's rate of pay shall be increased to the minimum rate of the
higher class.
b. If the employee's rate of pay in the lower class falls within the range of pay for the
higher class, the employee shall be advanced to the pay step in the higher range which is
next higher in amount above the employee's pay before promotion.
c. In the case of promotion, within -range increases shall be granted in accordance with
YMC 2.20.040(2).
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Chapter 2.20 SALARIES
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d. In the case of reclassification, the employee shall be eligible for a within -range increase
on the employee's normal anniversary date. For employees who have been at the
maximum of the salary range for more than one year, the date of reclassification shall
become the employee's anniversary date for future within -range increases.
3. Demotion. An employee demoted from a position in one class to another class having a
lower pay range shall receive a salary decrease.
(a) If the rate of pay of the employee in the higher class is above the maximum salary for
the lower class, the employee's rate of pay will be decreased to the maximum rate of the
lower class.
(b) If the rate of pay of the employee in the higher class is within the pay range of the
lower class, the employee's rate of pay shall be reduced to the next lower
pay step in the range. (Ord. 1831 § 1, 1975: Ord. 1614 § 2, 1974: Ord. 194 § 6, 1960).
2.20.070 Reduction of salary.
An appointing authority for just causes may reduce the salary of an employee within the pay range
prescribed for the class. Notice of intention to effect such a reduction in pay and the reasons for such
action shall be given to the employee and the civil service chief examiner ten days prior to the
effective date for the reduction. The employee affected shall have the right to appeal in the manner
outlined in the civil service rules and regulations. (Ord. 194 § 7, 1960).
2.20.080 Effect of budget.
This chapter shall be in force and effect February 1, 1961, and from and after said effective date
employees in each class of position in the civil service shall be compensated according to the basic
salary schedule and salary ranges set forth in this chapter, and subsequent amendments and
additions thereto, and in accordance with the annual budgets adopted by the council pursuant to the
laws of the state of Washington. In cases of promotion, transfer and the return of an employee after
leave of absence, and in cases of classification or reclassification of positions which, under YMC
2.20.060 and other provisions of this chapter, require the payment of a different wage or salary than
that specifically set forth in the annual budget, the compensation to be paid in such cases shall be
figured and paid in accordance with YMC 2.20.060 and other pertinent sections of this chapter
without ordinance or council action, if the payment thereof can lawfully be made from funds
appropriated under the current annual budget, under the item of salaries and wages, without
exceeding appropriation.
In cases where the annual budget makes provisions for the payment of compensation for any position
classification differing from the compensation set forth in said salary ranges in order to comply with
the provision of subsection A of YMC 2.20.050, the employee affected by the provision of said section
shall be paid the compensation for such position as set forth in the annual budget, and in all cases
where no provision is made in said salary ranges the compensation to be paid any employee shall be
that set forth in the annual budget or such compensation as shall be lawfully authorized by the city
council. (Ord. 194 § 8, 1960).
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Chapter 2.20 SALARIES
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2.20.085 Reimbursement for expenditures.
In addition to the prescribed rates of pay and other allowances provided for in this chapter, officers
and employees of the city shall be entitled to reimbursement for, or the benefit from, the following
classes of official expenditures:
1. Officers and employees shall be entitled to reimbursement for expenses which may lawfully
be incurred when they are required, with specific written approval of the city manager, to make
necessary out-of-pocket expenditures within or without the city of a nature beyond those
normally associated with the performance of the routine official duties of such individuals, for
purposes which principally promote, develop or publicize the city's best interests.
2. In the event the city manager of the city of Yakima determines that in order to secure the
services of any person not residing within the Yakima area as an employee of the city of
Yakima, it is necessary to pay the cost of moving the household goods and personal effects of
such person from his place of residence to the city of Yakima upon his appointment to city
service, then payment of reasonable and necessary moving costs may be made from
appropriate available maintenance and operation funds in the city's annual budget, upon the
approval of the city manager.
3. The council finds that in selecting personnel to fill positions in the city of Yakima requiring
special experience and training to qualify for such positions, it becomes necessary, in order to
ensure selection of the most qualified applicant, that applicants for such positions be personally
interviewed, and that in certain cases the expense to the city of sending members of boards,
commissions and other officers of the city to various localities for the purpose of conducting such
interviews exceeds the cost to the city government of providing that the interviews be had in the
city of Yakima at the city's expense and that the payment by the city of the necessary travel and
subsistence expenses for a limited number of applicants to be brought to the city will result in a
saving of expense to the city in the outlay of travel and subsistence expenses or in the time
which would be lost by reason of regular officers or employees of the city conducting the
interviews elsewhere. The council further finds that in such cases the payment by the city of the
travel and subsistence expense of applicants requested to come to the city of Yakima for
interview is a proper municipal expense and for a proper municipal purpose.
4. In order to make a proper determination of the facts in cases where authority is requested to
bring in applicants for any position in the city of Yakima at the city's expense, the city manager is
authorized to determine the facts, and, upon approval by the city manager, based upon a
determination that the payment by the city of the expenses of bringing a limited number of
applicants to the city of Yakima for interview is necessary to make possible the selection of the
best available applicant for a position involving special skill and experience to properly discharge
the duties thereof, and that the payment of the expense of bringing said applicants to the city is
less than the expense and loss to the city in sending its officers, commissions or boards to
conduct said interview elsewhere, and that funds for the payment of such expenses are lawfully
available, payment therefor shall be considered as approval by the city council and shall be paid
from the fund to which said expenses are properly chargeable.
5. Training and Education.
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a. Policy. The city council encourages the training and education of city officers and
employees to the end that they may more effectively render services to the public in
performing assigned duties or in preparing to assume higher responsibilities within the city
service.
b. Reimbursement. Officers and employees shall be entitled to reimbursement for ordinary
and reasonable expenses incurred in pursuing such training and education on compliance
with the following conditions:
(1) In the opinion of the city manager, the seminar or course of study must be related to the
performance of duties of the officer or employee in rendering service to the public, or must assist
the officer or employee in preparing to assume higher responsibilities within the city service by
promotion or otherwise;
(2) Specific written approval for the seminar or course of study must be obtained in advance
from the city manager or his designate; and
(3) Funds for reimbursement to the officer or employee must be lawfully available within the
city's budget or by appropriation therein.
6. Professional Fees, Licenses, and Membership Dues.
a. Management employees as defined in subsection 2.04.030(D) of this code shall be
entitled to direct payment by the city of Yakima or reimbursement to the employee, for
professional fees, licenses and membership dues applicable to any such employee, in an
amount approved by the city manager.
b. Funds for this purpose must be lawfully available within the city's budget or by
appropriation therein. (Ord. 3403 § 4, 1991: Ord. 2302 § 1, 1979: Ord. 2088 § 1, 1977: Ord.
189 § 1, 1976; Ord. 748, 1965: Ord. 208, 1960: Ord. 194 § 9A, 1960).
2.20.086 Reimbursable expenditures—Amounts.
A. All officers and employees shall, in addition to their prescribed rates of pay, be reimbursed for
the following listed expenditures:
1. Transportation. The actual fare shall be paid for transportation by common carrier.
Reimbursement at the per mile rate authorized by the Internal Revenue Code of 1989, as
amended from time to time, shall be made for the use of private auto; provided, the
reimbursement for travel by private auto to a point outside the state of Washington shall not
exceed the total expense for such travel by commercial air coach including related and
incidental transportation expenses such as limousine or taxi fare, car rental, parking fees and
similar costs.
2. Lodging and Meals. The actual expense for lodging and meals shall be paid; provided, that
the total reimbursable expense for both lodging and meals shall not exceed one hundred
seventy-five dollars per day, including tips and gratuities; provided further, that when
conventions, conferences, seminars or similar functions make expenditures in excess of one
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hundred seventy-five dollars per day necessary for lodging and meals, in the opinion of the city
manager such excess expenditures may be allowed and reimbursed when approved by the city
manager.
3. Necessary Minor Expenses. The actual amounts of necessary, or usual and customary,
minor expenses, including tips and gratuities, shall be reimbursed.
B. All reimbursed expenses must be necessary, reasonable, within budget limits set for travel and
training, and incurred in the conduct of the business of the city. When two or more representatives of
the city attend the same meeting, transportation shall be planned to avoid needless duplication of
automobiles. Employees shall obtain approval prior to taking any trip from their department head and
from the city manager. (Ord. 98-8 § 1, 1998; Ord. 95-9 § 1, 1995; Ord. 3326 § 1, 1990; Ord. 3237 § 1,
1990; Ord. 2743 § 1, 1984: Ord. 2414 § 1, 1980: Ord. 2088 § 2, 1977: Ord. 2022 § 1, 1976: Ord.
1614 § 3, 1974: Ord. 858, 1966: Ord. 748, 1965: Ord. 213, 1960: Ord. 194 § 9B, 1960).
2.20.088 Uniform allowance—Special assignment pay.
A. Police detectives and patrolmen assigned to the detective division of the police department,
when not issued or required to wear a uniform in the performance of their assigned duties, shall be
paid a monthly clothing allowance of eighteen dollars in lieu of an issued uniform.
B. (1) Except for employees in the fire department and except for employees represented by
AFSCME Local 1122, when a salaried employee works in a higher classification for a period of one
day or longer, performs substantially all of the duties of such higher classification and is not actually
receiving supervised training for that position, the employee shall be paid at the pay step in the higher
classification which is next higher in amount above the employee's pay in the lower classification. The
provisions of this section shall not apply to management personnel.
(2) When an hourly employee works in a higher classification for a period of one hour or
longer, performs substantially all of the duties of such higher classification and is not actually
receiving supervised training for such position, the employee shall be paid at the step in the
higher classification which is next higher in amount above the employee's pay in the lower
classification.
(3) When a salaried permanent employee represented by AFSCME Local 1122 works for one
hour or longer in a higher classification and in a different classification series from which the
employee is regularly employed and performs substantially all of the duties of such higher
classification and is not actually receiving supervised training for such position, the employee
shall be paid at the pay step in the higher classification which is next higher in amount above the
employee's pay in the lower classification for all such hours consecutively worked in the higher
classification.
(4) When a salaried permanent employee represented by AFSCME Local 1122 works four
consecutive hours or longer in a higher classification in the same classification series in which
the employee is regularly employed and performs substantially all of the duties of such higher
classification and is not actually receiving supervised training for such position, the employee
shall be paid at the pay step in the higher classification which is next higher in amount above the
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employee's pay in the lower classification for all such hours consecutively worked in the higher
classification.
C. Clerical personnel in the police department shall be paid fifteen dollars per month in addition to
their regular salary when required to be available for night or weekend shifts, or when required to
perform police duties other than clerical. Effective January 1, 1978, after six p.m. and until six a.m. on
regularly scheduled shifts, an additional two percent per hour over base pay will be paid for all hours
worked within the stipulated period to the nearest one-half hour for police department clerical
personnel.
D. Police officers shall be paid thirty dollars per month in addition to their regular salary when
assigned the duties of administrative assistant to the chief of police.
E. When any commissioned member of the police department is assigned by the chief of the
department to a position in a higher classification for a period of four hours or more, such member
shall be paid at the lowest rate of the higher classification which provides any salary increase for the
officer for the actual time so assigned. The amount of payment for such special assignment shall be
computed in accordance with any applicable provision of YMC 2.40.100, The payment for any such
special assignment duty shall be subject to the availability of department funds for such purpose.
F. When any employee of the fire department is temporarily assigned by the chief of the department
to a position in a higher classification for a period of four hours or longer, such member shall be paid
special assignment pay of five percent above the normal base pay of that employee during that
period of continuous service; provided, that the employee exercises the responsibility, including
operational and administrative duties, as they apply to that position in the higher classification;
provided, further, the chief of the fire department may authorize special assignment pay in excess of
the five percent provided herein in exceptional circumstances as determined by the chief.
G. When any employee of the police department is assigned by the chief of the department to a
position which requires operation of a motorcycle, such member shall be paid twenty-five dollars per
month, in addition to his regular salary, for each month that he operates a motorcycle more than fifty
percent of his total duty time.
H. When an employee of the fire department is assigned the duties of administrative assistant to the
fire chief, such member shall receive sixty dollars per month in addition to the employee's regular
salary.
L When a programmer analyst is assigned to the police department, such person shall receive
seventy-five dollars per month in addition to the employee's regular salary.
J. When an employee is temporarily assigned by the city manager to a position in a higher
management classification for a period of one day or longer and performs substantially all of the
duties of such higher classification, or when the city manager assigns an employee additional
responsibilities beyond the scope of his/her current classification, the city manager may authorize and
direct that the employee be paid special assignment pay, in an amount the city manager determines
reasonable, above the normal base pay of that employee during the period of the employee's
continuous service in said higher classification or performance of additional responsibilities. As used
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Chapter 2.20 SALARIES
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in this section, the term "management classification" means those positions identified in YMC
2.20,115(2). (Ord. 2013-005 § 1, 2013: Ord. 2005-42 § 1, 2005: Ord. 3379 § 1, 1991; Ord. 2843 § 1,
1985: Ord. 2153 § 2, 1978: Ord. 1860 §§ 1, 2, 1975: Ord. 1745 §§ 2, 3, 1975: Ord. 1614 § 4, 1974:
Ord. 1474 § 4, 1972: Ord. 1381 §§ 2, 3, 1972: Ord. 980 § 1, 1967: Ord. 854 §§ 1, 2, 1966: Ord. 748 §
4, 1965: Ord. 584 § 1, 1964: Ord. 478 § 2, 1963: Ord. 391 § 1, 1962: Ord. 302 § 6, 1961).
2.20.089 Bilingual pay for management employees.
Effective July 1, 2003, in addition to the prescribed rates of pay and allowances provided for in this
chapter, management employees who have a bilingual capacity shall receive sixty dollars per month
for their work in that capacity subject to prior written approval from their respective department head
and subject to achieving a passing score on the bilingual/biliterate skills examination conducted under
the civil service rules and regulations and administered by the civil service chief examiner.
Department heads may waive the testing requirement if the employee can demonstrate to the
satisfaction of the department head, through documentation or otherwise (i.e., court interpreter
certification from the state of Washington), that the employee has sufficient bilingual/biliterate skills.
Management employees employed by the city of Yakima before July 1, 2003, who demonstrated
bilingual/biliteral capacity by achieving a passing score on the civil service bilingual/biliterate
examination and/or by demonstrating bilingual capacity to the satisfaction of their department head
and who received prior approval from their respective department head shall receive, in addition to
the prescribed rates of pay and allowances provided for in this chapter, thirty dollars per month for
their work before July 1, 2003, in that capacity.
As used in this section, the term "management employees" means those positions identified in YMC
2.20.115(2). (Ord. 2003-36 § 1, 2003).
2.20.094 Salary of mayor, assistant mayor, and council members -Fringe benefits.
A. Salary of Mayor and Assistant Mayor. The mayor, assistant mayor, and city council members
other than the mayor and assistant mayor shall be paid a salary computed and paid on a monthly
basis as follows:
Position Salary Per Month
Mayor $1,043.95
Assistant mayor $800.37
City council members $695.97
Effective January 1, 2006, and with regard to an at -large city council member who is elected to be
mayor, the monthly salary of the mayor shall be one thousand three hundred seventy-five dollars.
Effective January 1, 2008, and with regard to a district position city council member who is elected to
be mayor, the monthly salary of the mayor shall be one thousand three hundred seventy-five dollars.
Effective January 1, 2006, and with regard to an at -large city council member who is elected to be
assistant mayor, the monthly salary for the assistant mayor shall. be one thousand one hundred
seventy-five dollars.
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Effective January 1, 2008, and with regard to a district position city council member who is elected to
be assistant mayor, the monthly salary of the assistant mayor shall be one thousand one hundred
seventy-five dollars.
Effective January 1, 2006, the monthly salary for each at -large city council member shall be one
thousand seventy-five dollars.
Effective January 1, 2008, the monthly salary for each district position city council member shall be
one thousand seventy-five dollars.
B. Fringe Benefits. Commencing January 1, 1992, members of the city council, including the mayor
and assistant mayor, shall receive no compensation for serving as mayor, assistant mayor, or council
member other than the salary provided by subsection A of this section, and the following additional
benefits, which are authorized:
1. Reimbursement for expenditures as provided by YMC 2.20.086;
2. Protection of a five -thousand -dollar life insurance policy, with the premium fully paid by the
city;
3. Protection of Workmen's Compensation Insurance coverage under the State Industrial
Insurance system;
4. Protection by a policy of insurance known variously as professional liability insurance or
errors and commission insurance, covering council members acting in their official capacity, with
coverage in the same amount as obtained from time to time for the protection of other city
officers and employees, with the premium fully paid by the city;
5. Payment by the city of its portion of Social Security payroll tax on earnings of council
members; and any other benefits expressly required by applicable laws;
6. Participation in the city employee welfare benefit program established by YMC 2.04.100;
provided, that an election and payment are made as provided in YMC 2.04.030(D)(4). (Ord.
2005-35 § 1, 2005: Ord. 2000-2 § 1, 2000: Ord. 99-10 § 1, 1999: Ord. 94-9 § 2, 1994; Ord. 3210
§ 1, 1989: Ord. 2920 §§ 1, 2, 1985; Ord. 2556 § 1, 1981).
2.20.097 Vehicle allowance for city manager.
The city manager shall be paid the amount of three hundred dollars each month as a vehicle
allowance, in addition to the salary specified in the compensation plan for city employees. (Ord. 2005-
78 § 1; 2005: Ord. 96-86 § 1, 1996: Ord. 2364 § 1, 1979).
2.20.100 Classification plan.
A. Plan Adopted. A classification plan for city employees is hereby adopted to be effective April 7,
2013, which plan shall consist of the various following subsections of this section.
B. Classes Exempt from Civil Service.
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Chapter 2.20 SALARIES
Class
No. Class Title (Pay Range)
1000 Exempt Classification Group
1100 Executive Series
1110 City Manager (Pay Code 960)
1120 City Attorney (Pay Code 963)
1130 Assistant City Manager (Pay Code
962)
1140 Director of Finance and Budget (Pay
Code 964)
1150 Director of Community Development
(Pay Code 964)
1160 Director of Public Works (Pay Code
964)
1170 Director of Utility & Engineering (Pay
Code 964)
1175 Yakima Air Terminal Manager (Pay
Code 970)
1180 Fire Chief (Pay Code 964)
1190 Police Chief (Pay Code 963)
1200 Management Series
1210 Yakima Air Terminal Assistant
Manager (Pay Code 972)
1231 Human Resources Manager (Pay
Code 970)
1232 City/County Procurement Manager
(Pay Code 967)
1233 Information Systems Manager (Pay
Code 968)
1234 City Clerk (Pay Code 971)
1238 Strategic Planning Manager (Pay
Code 970)
1239 Strategic Project Manager (Pay Code
968)
1241 Financial Services Manager (Pay
Code 968)
1242 Utility Customer Services Manager
(Pay Code 972)
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Class
No. Class Title (Pay Range)
1243 Deputy Director of Accounting and
Budgeting (Pay Code 966)
1252 Code Administration Manager (Pay
Code 971)
1253 Neighborhood Development Services
Manager (Pay Code 971)
1254 Planning Manager (Pay Code 971)
1255 Communications and Public Affairs
Director (Pay Code 966)
1261 Street and Traffic Operations Manager
(Pay Code 970)
1262 Transit Manager (Pay Code 971)
1263 Fleet Manager (Pay Code 971)
1266 Refuse and Recycling Manager (Pay
Code 972)
1267 Park and Recreation Manager (Pay
Code 970)
1271 City Engineer (Pay Code 965)
1272 Wastewater Manager (Pay Code 968)
1273 Water and Irrigation Manager (Pay
Code 970)
1274 Public Safety Communications
Manager (Pay Code 971)
1275 Economic Development Manager
(Pay Code 968)
1281 Deputy Police Chief (Pay Code 965)
1291 Communications and Technology
Manager (Pay Code 967)
1300 Executive Support Series
1311 Executive Secretary (Pay Code 979)
1321 Senior Assistant City Attorney II (Pay
Code 964)
1322 Senior Assistant City Attorney I (Pay
Code 968)
1323 Assistant City Attorney II (Pay Code
971)
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Chapter 2.20 SALARIES
Class
No. Class Title (Pay Range)
1324 Assistant City Attorney I (Pay Code
973)
1331 Administrative Assistant to the City
Manager (Pay Code 972)
1400 Municipal Court Series
1412 Municipal Court Commissioner (Pay
Code 966)
1413 Municipal Court Judge (Pay Code
1000)
1421 Court Services Manager (Pay Code
971)
1422 Municipal Court Clerk (Pay Code 983)
1423 Certified Court Interpreter (Pay Code
980)
1424 Municipal Court Cashier (Pay Code
988)
1425 Municipal Court Department Asst.
(Pay Code 990)
1430 Deputy Court Services Manager (Pay
Code 980)
1431 Probation Services Manager (Pay
Code 975)
1432 Probation Officer (Pay Code 978)
1433 Probation Services Clerk (Pay Code
987)
1434 Case Specialist (Pay Code 980)
C. Civil Service Classes.
Class
No. Class Title (Pay Range)
2000 Administrative and Fiscal Technical Group
2100 Information Technology Series
2101 Computer Programmer (R 13.5)
(Inactive)
2102 GIS Technician (R 16.5)
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Class
No. Class Title (Pay Range)
2103 Programmer Analyst (R 16.5)
(Inactive)
2104 Senior Analyst (R 19.0) (Inactive)
2105 Computer Operator/Programmer
(R 10,5) (Inactive)
2106 Computer Operations Assistant
(R 9.0) (Inactive)
2107 Computer Operations Technician
(R 11.5)
2108 Computer Client Services Technician
(R 19.5)
2109 Applications Developer (R 20.5)
2110 Database Administrator (R 23.0)
2112 Network Services Engineer (R 25.0)
2113 Senior Client Services Technician
(R 21.5) (Inactive)
2114 Senior Applications Developer
(R 21.5)
2115 Publications and Graphics Specialist
(R 9.0) (Inactive)
2116 Lead Client Services Technician
(R 23.0)
2117 Web Applications
Developer/Administrator (R 24.0)
2200 Management Technical Series
• 2230 Assistant Buyer (R 12.5) (Inactive)
2231 Buyer I (R 16.5)
2232 Central Storekeeper (R 10.5)
(Inactive)
2233 Purchasing Assistant (R 12.5)
2234 Buyer II (R 19.5)
2245 Community Relations Specialist
(R 15,5)
2246 Senior Community Relations
Specialist (R 19.5)
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Chapter 2.20 SALARIES Page 15 of 72
Class
No. Class Title (Pay Range)
2251 Cable Television Coordinator
(R 18.0)
2252 Community Programming
Coordinator (R 13.5)
2253 Community Programming Assistant
(R 9.5)
2254 Municipal Producer (R 11.0)
2262 Safety and Training Officer (R 16.5)
2300 Fiscal Series
2310 Grant Coordinator (R 15.0) (Inactive)
2312 Accounting Technician (R 12.5)
(Inactive)
2314 Budget Analyst (R 20.0) (Inactive)
2315 Cashier (R 6.5) (Inactive)
2316 Financial Services Specialist (R 12.5)
3000 Engineering, Planning and Technical Group
3100 Civil Engineering Series
3112 Engineering Associate (R 19.0)
(Inactive)
3115 Project Engineer (R 22.5) (Inactive)
3120 Design Engineer (R 22.5)
3130 Development Engineer (R 21.0)
3200 Electrical Engineering Series
3300 Planning Series
3310 Planning Specialist (R 10.5)
3311 Assistant Planner (R 16.5)
3312 Planning Technician (R 13.0)
3320 Community Development Specialist
(R 19.0)
3321 Associate Planner (R 19.0)
3322 Senior Planner (R 21.5)
3323 Economic and Community Affairs
Specialist (R 20.0)
4000 Engineering, Planning and Inspection
Technical Group
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Chapter 2.20 SALARIES Page 16 of 72
Class
No.
Class Title (Pay Range)
4100 Civil Engineering Technical Series
4111 Engineering Aide (R 9.5)
4115 Engineering Utility Specialist (R 16.0)
(Inactive)
4121 Engineering Technician I (Design)
(R 13.0) (Inactive)
4122 Engineering Technician I (Records)
(R 13.0) (Inactive)
4125 Engineering Technician 11 (R 16.5)
(Inactive)
4128 Right -of -Way Agent (R 17.0)
(Inactive)
4131 Engineering Technician I (Survey)
(R 13.0) (Inactive)
4133 Engineering Technician III (Survey)
(R 17.0) (Inactive)
4134 Engineering Technician III (Design)
(R 17.0) (Inactive)
4135 Engineering Technician 111
(Development) (R 17.0) (Inactive)
4141 Construction Inspector (R 17.0)
4200 Electrical Technical Series
4211 Traffic Signal Aide (R 11.0) (Inactive)
4221 Signal Technician 1 (R 14.0)
(Inactive)
4222 Signal Technician II (R 16.0)
4223 Signal Technician III (R 20.5)
4240 Instrument Technician (R 18.5)
4300 Plans Examiner Series
4310 Plans Examiner 1 (Residential)
(R 16.0)
4315 Plans Examiner II (Commercial)
(R 20.0)
4400 Code Inspection Series
4410 Code Inspection Trainee (R 12.0)
(Inactive)
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Chapter 2.20 SALARIES
Class
No. Class Title (Pay Range)
4419 Code Compliance Officer (R 15.0)
4420 Fire Code Inspector (R 19.5)
4421 Code Inspector (R 19.5)
4430 Permit Project Coordinator (R 15.5)
4441 Permit Technician (13.0)
4500 Electronics Technical Series
4520 Electronics Technician I (Pay Code
547)
4521 Electronics Technician 11 (Pay Code
550)
4522 Electronics Supervisor (Pay Code
545)
4600 Traffic Technical Series
4611 Traffic Aide (R 9.5) (Inactive)
4621 Traffic Technician 1 (R 13.0)
4622 Traffic Technician 11 (R 16.5)
4632 Traffic Associate (R 19.0)
4635 Traffic Signal System Analyst
(R 21.5)
5000 Human Services Group
5100 Housing Services Series
5121 Housing Rehabilitation Assistant
(R 10.5)
5122 Neighborhood Development
Rehabilitation Specialist 1 (R 14.0)
5123 Neighborhood Development
Rehabilitation Specialist 11 (R 18.0)
5124 Housing Rehabilitation Specialist III
(R 19.0)
5130 Home Remodeling Technician
(R 14.5)
5151 Housing Loan Specialist (R 15.0)
5152 Neighborhood Development
Accounting Specialist (R 14.5)
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Page 17 of 72
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Chapter 2.20 SALARIES
Class
No. Class Title (Pay Range)
5154 Neighborhood Development
Assistant (R 11.5)
5156 Grant Financial Specialist (R 18.5)
5200 Recreation Series
5201 Golf Starter (R 5.5) (Obsolete)
5202 Golf Course Attendant (R 8.5)
5234 Recreation Leader (R 6.5)
5235 Recreation Activities Specialist
(R 10.5)
5254 Athletic Coordinator (R 12.5)
(Obsolete)
5255 Recreation Coordinator (R 12.5)
(Obsolete)
5256 Recreation Activities Coordinator
(R 15.5)
5266 Aquatic Specialist (R 10.5)
5267 Aquatic Leader (R 7,0) (Obsolete)
5268 Lifeguard/Instructor (R 2,0)
5271 Parks and Recreation Administrative
Specialist (R 16.5) (Obsolete)
6000 Public Protection Group
6100 Police Protection Series
6121 Police Officer (Pay Code 400)
6122 Police Officer (Lateral) (Pay Code
400)
6124 Police Sergeant (Pay Code 450)
6126 Police Lieutenant (Pay Code 968P)
6127 Police Captain (Pay Code 966P)
6200 Police Support Series
6210 Senior Evidence Technician (R 18.0)
6211 Evidence Technician (R 17.0)
6212 Assistant Evidence Technician
(R 12.0)
6215 Community Services Officer (R 14.0)
6221 Corrections Officer (R 15.5)
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Chapter 2.20 SALARIES Page 19 of 72
Class
No. Class Title (Pay Range)
6235 Corrections Administrative Specialist
(R 16.0)
6241 Police Information Specialist, (R 16.0)
* (Obsolete)
6242 Police Records Supervisor (R 14.0)*
(Obsolete)
6243 Police Department Assistant III
(R 8.5)* (Obsolete)
6251 Police Department Assistant 1 (R 5.5)
(Obsolete)
6252 Police Services Specialist I (R 12.0)
6253 Police Services Specialist II (R 14.0)
6260 Police Cadet (R 5.0) (Obsolete)
6265 Crime and Intelligence Analyst
(R 22.0)
6300 Fire Protection Series
6321 Firefighter (Pay Code 530)
6323 Fire Lieutenant (Shift) (Pay Code
525)
6324 Fire Lieutenant (Day) (Pay Code
526)
6325 Fire Captain (Shift) (Pay Code 515)
6326 Fire Captain (Day) (Pay Code 510)
6327 Battalion Chief (Shift) (Pay Code
969)
6328 Battalion Chief (Day) (Pay Code 968)
* (Inactive)
6338 Fire Investigation and Education
Officer (Pay Code 510) (Inactive)
6339 Fire Investigator (Pay Code 520)
(Inactive)
6340 Public Safety & Education Officer
(Pay Code 506) (Inactive)
6341 Technical Training Supervisor (Pay
Code 506) (Inactive)
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Chapter 2.20 SALARIES Page 20 of 72
Class
No. Class Title (Pay Range)
6342 Technical Training Lieutenant (Pay
Code 526) (Inactive)
6343 Deputy Fire Marshal (Pay Code 506)
6344 Assistant Fire Marshal (Pay Code
527)
6351 Fire Training Captain (Pay Code
506)
6352 Fire Training Lieutenant (Pay Code
527)
6380 Deputy Fire Chief (Pay Code 965)
* Retained for Pension Purposes
6400 Fire Support Series
6410 911 Calltaker (Pay Code 590)
6411 Fire Dispatcher (Pay Code 575)
(Obsolete)
6412 Public Safety Dispatcher (Pay Code
575)
6415 Public Safety Communications
Supervisor (Pay Code 558)
6425 Alarm Supervisor (Pay Code 555)
(Obsolete)
6440 Fire Secretary I (Pay Code 585)
6441 Fire Secretary II (Pay Code 580)
6500 Animal Control Series
6510 Animal Control Officer (R 15.0)
6511 Animal Control Officer (Lead)
(R 10.5) (Obsolete)
6600 Parking Control Series
6610 Parking Enforcement Officer (R 13.0)
6611 Lead Parking Enforcement Officer
(R 9.5) (Obsolete)
7000 Office Support Group
7100 Clerical Series
7110 Senior Center Clerk (R 6.5)
(Obsolete)
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Chapter 2.20 SALARIES Page 21 of 72
Class
No. Class Title (Pay Range)
7111 Senior Center Assistant (R 10.5)
7121 Department Assistant I (R 5.5)
7122 Department Assistant II (R 6.5)
7123 Department Assistant III (R 8.5)
7124 Department Assistant IV (R 10.5)
7131 Word Processing Typist (R 8.0)
(Obsolete)
7141 Pension/Records Clerk (R 12.5)
(Obsolete)
7151 Water/Irrigation Division
Administrative Specialist (R 12.0)
7161 Public Records Officer (R 19.0)
7171 Communications & Technology
Office Assistant (R 16.5)
7300 Utility Service Series
7311 Water Service Specialist (R 14.5)
7315 Utility Service Representative
(R 12.0)
7500 Data Processing Support Series
7511 Data Entry Operator I (R 5.5)
(Obsolete)
7512 Data Entry Operator II (R 7.0)
(Obsolete)
7600 Duplicating Series
7611 Print Shop Operator (R 11.5)
8000 Maintenance and Crafts Group
8100 Maintenance and Crafts Supervision Series
8111 Park Supervisor I (R 13.0) (Obsolete)
8200 Mechanical Repair Series
8203 Fleet Maintenance Technician
(R 14.5)
8204 Vehicle Maintenance Attendant
(R 10.0)
8205 Police Fleet Specialist (R 15.5)
8211 Mechanic I (R 17.0)
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Class
No. Class Title (Pay Range)
8213 Automotive Storekeeper (R 15.5)
8221 Machinist (R 14.0) (Obsolete)
8230 Maintenance Mechanic (Pay Code
560)
8241 Industrial Maintenance Mechanic
(R 17.0)
8242 Preventative Maintenance
Technician (R 15.0)
8251 Waterworks Device Technician
(R 16.0)
8252 Water Device Crew Leader (R 18.0)
8253 Water Meter Infrastructure Crew
Leader (R 18.5)
8300 Plant Operation Series
8301 Wastewater Facility Support Worker
(R 8.5)
8302 Industrial Waste Operator (R 14.5)
(Obsolete)
8311 Wastewater Treatment Plant
Operator I (R 10.5)
8312 Wastewater Treatment Plant
Operator II (R 15.0)
8313 Wastewater Treatment Plant
Operator III (R 17.0)
8320 Laboratory Assistant (R 10.5)
(Inactive)
8321 Laboratory Technician (R 15.5)
8322 . Pretreatment Technician (R 15.5)
8323 Pretreatment Crew Leader (R 17.5)
8324 Environmental Compliance Specialist
(R 21.0)
8326 Laboratory Chemist (R 19.0)
8331 Water Treatment Plant Operator -In -
Training (R 14.5)
8332 Water Treatment Plant Operator II
(R 20.0)
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Chapter 2.20 SALARIES
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Page 23 of 72
Class
No. Class Title (Pay Range)
8333 Water Treatment Plant Operator III
(R 20.5)
8335 Water Quality Specialist (R 21.5)
8400 Equipment Operation Series
8421 Equipment Operator I (R 10.5)
(Obsolete)
8422 Equipment Operator II (R 12.0)
(Obsolete)
8423 Equipment Operator III (R 14.0)
(Obsolete)
8433 Solid Waste Collector/Driver (R 15.5)
8434 Solid Waste Code Compliance
Officer (R 15.5)
8500 Facilities Maintenance Series
8511 Custodian (R 4.5)
8541 Building Maintenance Specialist
(R 8.5)
8542 Facility Maintenance Specialist
(R 11.5)
8600 Labor and Crafts Series
8610 Labor Helper (R 2.0) (Obsolete)
8621 Monument Setter (R 11.5) (Obsolete)
8631 Utility Worker (R 10.5) (Inactive)
8641 Solid Waste Maintenance Worker
(R 12.5)
8651 Concrete Specialist I (R 13.5)
(Obsolete)
8662 Traffic Signs and Markings Specialist
I (R 13.5)
8663 Traffic Signs and Markings Specialist
II (R 15.0)
8664 Senior Traffic Sign and Markings
Specialist (R 16.5)
8671 Irrigation Specialist I (R 13.5)
8672 Irrigation Specialist 11 (R 15.0)
8673 Irrigation Crewleader (R 17.0)
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Chapter 2.20 SALARIES Page 24 of 72
Class
No. Class Title (Pay Range)
8681 Storekeeper (R 15.5)
8700 Public Works Maintenance Series
8701 Street Inspector (R 17.0)
8710 Street Laborer (R 9.0) (Obsolete)
8711 Street Maintenance Specialist
(R 14.5)
8713 Street Maintenance Crew Leader
(R 17.5)
8721 Street Cleaning Specialist I (R 10.5)
(Obsolete)
8722 Street Cleaning Specialist II (R 12.5)
(Obsolete)
8731 Wastewater Maintenance Specialist I
(R 13.5)
8732 Wastewater Maintenance Specialist
II (R 15.0)
8733 Wastewater Maintenance Crew
Leader (R 17.0)
8741 Waterworks Specialist I (R 13.5)
8742 Waterworks Specialist II (R 15.0)
8743. Waterworks Specialist III (R 13.5)
(Obsolete)
8744 Water Distribution Crewleader
(R 17.0)
8745 Waterworks Drafting/Service
Representative (R 16.0)
8750 Utilities Locator (R 14,5)
8751 Utilities Locator/Safety Coordinator
(R 16.5)
8755 Construction Quality Control
Technician (R 17.5)
8800 Parks Maintenance Series
8810 Park Laborer (R 9.0) (Obsolete)
8817 Parks Maintenance Technician
(R 15.5)
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Chapter 2.20 SALARIES Page 25 of 72
Class
No. Class Title (Pay Range)
8818 Parks Maintenance Specialist
(R 12.5)
8819 Parks Maintenance Worker (R 9.0)
8820 Park Caretaker (R 6.5) (Obsolete)
8821 Park Specialist I (R 9.5) (Obsolete)
8822 Park Specialist II (R 10.5) (Obsolete)
8823 Park Specialist III (R 12.5) (Obsolete)
8825 Golf Course Maintenance Specialist
(R 16.5)
8830 Cemetery Specialist (R 12.5)
(Obsolete)
8831 Cemetery Maintenance Technician
(R 14.0)
8840 Pool Maintenance Specialist (R 12.5)
(Obsolete)
8841 Aquatic Maintenance Technician
(R 16.5)
8900 Airport Maintenance Series
8910 Airport Maintenance Specialist
(R 16.5)
9000 Temporary Work Group
9100 City Worker Series
9114 City Worker (Outside)
9125 City Worker (Inside)
9126 Temporary Refuse Helper
9131 Rule 9 Legal Intern (Pay Code 931)
9151 Judge Pro Tem (Pay Code 941)
D. Union Exempt Civil Service Classes.
Class
No.
Class Title (Pay Range)
10000 Union Exempt Management Support Group
10100 Human Resource Series
10101 Deputy Human Resources Manager
(Pay Code 972)
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Chapter 2.20 SALARIES Page 26 of 72
Class
No. Class Title (Pay Range)
10102 Chief Examiner (Pay Code 975)
10103 Human Resources Specialist (Pay
Code 981)
10104 Human Resources Assistant (Pay
Code 984)
10200 Information Technology Series
10201 Senior Analyst (Pay Code 974)
10202 Project Manager (Pay Code 975)
10203 Lead Applications Systems Designer
(Pay Code 976)
10300 Fiscal Series
10301 Payroll Officer (Pay Code 975)
10302 Accountant (Pay Code 975)
10303 Financial Services Officer (Pay Code
972)
10304 Treasury Services Officer (Pay Code
972)
10305 Financial Services Technician—
Payroll (Pay Code 981)
10500 Clerical Series
10502 Deputy City Clerk (Pay Code 979)
10506 Executive Assistant (Pay Code 980)
10507 Administrative Secretary (Pay Code
983) (Inactive)
10510 Legal Assistant III (Pay Code 980)
10511 Legal Assistant II (Pay Code 983)
10512 Legal Assistant I (Pay Code 984)
10520 Utility and Finance Assistant (Pay
Code 980)
10600 Civil Engineer Technical Support Series
10601 Engineering Contracts Specialist
(Pay Code 980)
10602 Engineering Office Assistant (Pay
Code 982)
11000 Union Exempt Technical Supervisory Group
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Chapter 2.20 SALARIES Page 27 of 72
Class
No.
Class Title (Pay Range)
11100 Civil Engineering Supervisory Series
11101 Construction Supervisor (Pay Code
973)
11102 Utility Engineer (Pay Code 971)
11103 Supervising Traffic Engineer (Pay
Code 973)
11104 Senior Engineer (Pay Code 972)
11105 Water/Irrigation Engineer (Pay Code
972)
11106 Surface Water Engineer (Pay Code
973)
11107 Chief Engineer (Pay Code 970)
11108 Utility Project Manager (Pay Code
970)
11200 Planning Supervisory Series
11201 Supervising Planner (Pay Code 973)
11202 Senior Project Planner (Transit) (Pay
Code 972) (Inactive)
11250 Code Inspection Supervisory Series
11251 Supervising Code Inspector (Pay
Code 973)
11300 Electrical Supervisory Series
11301 Traffic Operations Supervisor (Pay
Code 973)
11400 Housing Services Supervisory Series
11401 Senior Program Supervisor (Pay
Code 978) '
11410 Neighborhood Development
Services Operations Supervisor (Pay
Code 973)
11500 Recreation Supervisory Series
11501 Recreation Program Supervisor (Pay
Code 980)
11502 Aquatics Program Supervisor (Pay
Code 975) (Inactive)
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Chapter 2.20 SALARIES
Class
No. Class Title (Pay Range)
11503 Recreation Supervisor (Pay Code
976)
11600 Clerical Series
11601 Community Development
Administrative Assistant (Pay Code
980)
11602 Code Inspection Office Supervisor
(Pay Code 978)
11603 Public Works Office Assistant (Pay
Code 983)
11604 Parks and Recreation Administrative
Associate (Pay Code 979)
11610 Administrative Assistant for Yakima
Air Terminal (Pay Code 980)
11700 Police Support Supervisory Series
11701 Administrative Assistant to the Police
Chief (Pay Code 980)
11710 Police Services Supervisor (Pay
Code 978)
11720 Corrections Sergeant (Pay Code
977)
11730 Forensic Supervisor (Pay Code 975)
11740 Crime and Intelligence Analyst
Supervisor (Pay Code 967)
11750 Lead Police Support Services
Supervisor (Pay Code 976)
11800 Administrative Support Supervisory Series
11801 Administrative Assistant to the
Director of Public Works (Obsolete)
11805 Senior Buyer (Pay Code 976)
11900 Information Technology Series
11901 Supervising Senior Analyst (Pay
Code 972)
11902 Operations Supervisor (Pay Code
973)
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Chapter 2.20 SALARIES
Class
No. Class Title (Pay Range)
12000 Union Exempt Mechanical Maintenance and
Repair Supervisory Group
12100 Fleet Maintenance and Repair Supervisory
Series
12101 Equipment Maintenance Supervisor
(Pay Code 977)
12102 Mechanic II (Pay Code 979)
12103 Equipment Supervisor (Pay Code
975)
12200 Industrial Maintenance and Repair
Supervisory Series
12201 Industrial Maintenance Supervisor
(Pay Code 974)
13000 Union Exempt Maintenance Supervisory
Group
13100 Parks Maintenance Supervisory Series
13101 Parks Operations Supervisor (Pay
Code 972)
13102 Parks Superintendent (Pay Code
973)
13103 Cemetery Supervisor (Pay Code
978)
13200 Wastewater Collections Supervisory Series
13201 Wastewater Maintenance Supervisor
(Pay Code 975)
13300 Street Maintenance and Repair Supervisory
Series
13301 Street Supervisor (Pay Code 975)
13302 Street Maintenance Supervisor (Pay
Code 973)
13400 Irrigation Supervisory Series
13401 Irrigation Supervisor (Pay Code 976)
13500 Waterworks Supervisory Series
13501 Water Distribution Supervisor (Pay
Code 975)
13600 Facilities Maintenance Supervisory Series
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Chapter 2.20 SALARIES Page 30 of 72
Class
No. Class Title (Pay Range)
13601 Building Superintendent (Pay Code
978)
13700 Traffic Sign Supervisory Series
13701 Traffic Sign Supervisor (Pay Code
975)
14000 Route Operations Supervisory Group
14100 Refuse Supervisory Series
14101 Solid Waste Supervisor (Pay Code
979)
14200 Transit Supervisory Series
14201 Transit Operations Supervisor (Pay
Code 975)
14202 Transit Field Operations Supervisor
(Pay Code 978)
14300 Utility Service Series
14301 Utility Service Supervisor (Pay Code
978)
15000 Plant Operations Supervisory Group
15100 Wastewater Treatment Plant Supervisory
Series
15101 Assistant Wastewater Manager (Pay
Code 971)
15102 Wastewater Treatment Plant Process
Control Supervisor (Pay Code 973)
15103 Wastewater Treatment Plant Chief
Operator (Pay Code 976)
15104 Pretreatment Supervisor (Pay Code
975)
15200 Water Treatment Plant Supervisory Series
15201 Water Treatment Plant Supervisor
(Pay Code 974)
15300 Wastewater Treatment Laboratory
Supervisory Series
15301 Lab Coordinator (Pay Code 975)
16000 Union Exempt Fire Support Group
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Class
No. Class Title (Pay Range)
16101 Administrative Assistant to the Fire
Chief (Pay Code 980)
17000 Union Exempt Fire Civil Service Supervisory
Series
17101 Public Safety Assistant
Communications Manager (Pay
Code 973)
18000 Union Exempt Fire Public Safety Support
Group
18101 Communications Division Office
Assistant (Pay Code 987)
E. Transit Civil Service Classes.
Class
No.
Class Title (Pay Range)
20000 Transit Technical Support Group
20100 Transit Technical Series
20101 Marketing and Program
Administrator (Pay Code 675)
20102 Transit Project Planner (Pay Code
675)
21000 Transit Supervisory Group
21100 Transit Supervisory Series
21101 Transit Route Supervisor (Pay Code
665)
22000 Transit Maintenance and Operation Group
22100 Transit Operation Series
22101 Transit Operator (Pay Code 655)
22102 Transit Dispatcher (Pay Code 665)
22103 Transit Vehicle Driver (Pay Code
645)
23000 Transit Maintenance Group
23100 Transit Maintenance Series
23101 Transit Service Worker (Pay Code
650)
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Chapter 2.20 SALARIES Page 32 of 72
Class
No. Class Title (Pay Range)
23102 Transit Vehicle Cleaner (Pay Code
625)
24000 Transit Office Support Group
24100 Transit Office Support Series
24101 Transit Department Assistant II (Pay
Code 645)
(Ord. 2013-008 §§ 1-4, 2013; Ord. 2013-004 §§ 1-3, 2013; Ord. 2012-48 §§ 1-3, 2012; Ord. 2012-33
§§ 1-4, 2012; Ord. 2012-04 §§ 1, 2, 2012; Ord. 2011-61 §§ 1, 2, 2011; Ord. 2011-49 §§ 1-3, 2011; Ord.
2011-35 § 1, 2011; Ord, 2011-27 §§ 1, 2, 2011; Ord, 2011-24 §§ 1-3, 2011; Ord. 2011-15 §§ 1-4, 2011;
Ord. 2011-01 §§ 1, 2, 2011; Ord. 2010-49 §§ 1-4, 2010; Ord. 2010-04 §§ 1, 2, 2010; Ord. 2009-40 §§ 1-
4, 2009; Ord. 2009-17 §§ 1, 2, 2009; Ord. 2009-05 §§ 1, 2, 2009; Ord. 2008-56 §§ 1-3, 2008; Ord. 2008-22
§§ 1-3, 2008; Ord. 2007-71 §§ 1, 2, 2007; Ord. 2007-54 §§ 1, 2, 2007; Ord. 2007-39 §§ 1-3, 2007; Ord.
2007-12 § 1, 2007; Ord, 2007-03 §§ 1, 2, 2007; Ord. 2006-65 §§ 1-,4, 2006; Ord. 2006-20 §§ 1-3, 2006;
Ord. 2006-15 §§ 1--4, 2006; Ord. 2006-01 §§ 1-3, 2006; Ord. 2005-86 §§ 1, 2, 2005; Ord. 2005-65 §§ 1,
2, 2005; Ord. 2004-86 §§ 1, 2, 2004; Ord. 2004-59 §§ 1-3, 2004; Ord. 2004-30 §§ 1, 2, 2004; Ord. 2004-27
§ 1, 2004; Ord. 2004-08 §§ 1, 2, 2004; Ord. 2004-03 §§ 1, 2, 2004; Ord. 2003-77 §§ 1-3, 2003; Ord. 2003-
62 §§ 1-3, 2003; Ord. 2003-42 § 1, 2003; Ord. 2003-28 §§ 1, 2, 2003; Ord. 2003-14 §§ 1, 2, 2003; Ord.
2003-09 §§ 1, 2, 2003; Ord. 2002-62 §§ 1-4, 2002; Ord. 2002-44 §§ 1-3, 2002; Ord. 2002-33 §§ 1-3,
2002; Ord. 2002-13 §§ 1, 2, 2002; Ord. 2001-78 §§ 1, 2, 2001; Ord. 2001-62 §§ 1-3, 2001; Ord. 2001-42
§§ 1, 2, 2001; Ord. 2001-10 §§ 1-4, 2001; Ord. 2001-05 §§ 1, 2, 2001; Ord. 2000-64 §§ 1-3, 2000; Ord.
2000-38 §§ 1-3, 2000; Ord. 2000-26 §§ 1-3, 2000; Ord. 2000-17 §§ 1-3, 2000; Ord. 2000-14 §§ 1-3,
2000; Ord. 99-34 §§ 1, 2, 1999; Ord. 99-30 §§ 1, 2, 1999; Ord. 99-25 §§ 1, 2, 1999; Ord. 99-12 §§ 1-3,
1999; Ord. 98-74 §§ 1, 2, 1998; Ord. 98-69 §§ 1, 2, 1998; Ord. 98-33 §§ 1-5, 1998: Ord. 98-1 §§ 1-3,
1998; Ord. 97-76 §§ 1-4, 1997; Ord. 97-53 §§ 1-3, 1997; Ord. 97-35 §§ 1, 2, 1997; Ord. 97-14 §§ 1, 2,
1997; Ord. 97-8 §§ 1-3, 1997; Ord. 96-74 §§ 1, 2, 1996; Ord. 96-70 §§ 1, 2, 1996; Ord. 96-65 §§ 1-3,
1996; Ord. 96-45 §§ 1, 2, 1996; Ord. 96-34 §§ 1, 2, 1996; Ord. 96-30 §§ 1, 2, 1996; Ord. 96-15 §§ 1-3,
1996; Ord. 96-14 §§ 1, 2, 1996; Ord. 96-10 §§ 1-3, 1996; Ord. 95-69 §§ 1-3, 1995; Ord. 95-68 §§ 1-3,
1995; Ord. 95-64 §§ 1-3, 1995; Ord. 95-23 §§ 1, 2, 1995; Ord. 95-14 §§ 1-3, 1995; Ord. 94-82 §§ 1-3,
1994; Ord. 94-77 §§ 1-3, 1994; Ord. 94-67 §§ 1, 2, 1994; Ord. 94-60 §§ 1-3, 1994; Ord. 94-58 § 1, 1994;
Ord. 94-52 §§ 1-3, 1994; Ord. 94-21 §§ 1, 2, 1994; Ord. 94-5 §§ 1-3, 1994; Ord. 93-40 §§ 1-3, 1993;
Ord. 93-14 §§ 1, 2, 1993; Ord. 93-9 §§ 1-3, 1993; Ord. 93-2 § 1, 1993; Ord. 3503 § 1, 1992; Ord. 3492
§§ 1, 2, 1992; Ord. 3456 §§ 1, 2, 1993; Ord. 3441 §§ 1, 2, 1992; Ord. 3374 §§ 1, 2, 1991; Ord. 3362 §§ 1, 2,
1991; Ord. 3355 §§ 1, 2, 1991; Ord. 3342 §§ 1, 2, 1991; Ord. 3337 §§ 1, 2, 1991; Ord. 3329 §§ 1, 2, 1991;
Ord, 3311 §§ 1, 2, 1990; Ord. 3285 §§ 1, 2, 1990; Ord. 3275 §§ 1, 2, 1990; Ord. 3265 §§ 1-3, 1990: Ord.
3251 §§ 1, 2, 1990; Ord. 3247 §§ 1-3, 1990: Ord. 3241 §§ 1, 2, 1990; Ord. 3235 §§ 1, 2, 1990; Ord. 3214
§§ 1, 2, 1989; Ord. 3193 § 1, 1989; Ord. 3180 §§ 1, 2, 1989; Ord. 3171 §§`1, 2, 1989; Ord. 3168 §§ 1, 2,
1989; Ord. 3155 §§ 1, 2, 1989; Ord. 3142 § 1, 1988; Ord. 3130 §§ 1, 2, 1988; Ord. 3105 §§ 1, 2, 1988; Ord.
3069 §§ 1, 2, 1987; Ord, 3062 §§ 1, 2, 1987; Ord, 3051 §§ 1, 2, 1987; Ord. 3036 §§ 1, 2, 1987; Ord. 3023
§§ 1, 2, 1987; Ord. 3022 § 1, 1987; Ord. 3021 §§ 1, 2, 1987; Ord, 3001 §§ 1-3, 1987; Ord. 2945 §§ 1, 2,
1986; Ord. 2933 §§ 1, 2, 1986; Ord. 2917 §§ 1, 2, 1985; Ord. 2907 § 1, 1985: Ord. 2878 § 1, 1985: Ord.
2875 § 1, 1985: Ord. 2872 § 1, 1985: Ord. 2866 § 1, 1985: Ord. 2861 § 1, 1985: Ord. 2853 § 1, 1985: Ord.
2847 § 1, 1985: Ord. 2842 § 1, 1985: Ord. 2828 § 1, 1984: Ord. 2803 § 1, 1984: Ord. 2797 § 1, 1984: Ord.
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