HomeMy WebLinkAboutR-1992-D6085 Local 1122 / AFSCMERESOLUTION NO. D 6 0 8 5
A RESOLUTION authorizing and directing the City Manager and City
Clerk of the City of Yakima to execute a collective
bargaining agreement for calendar years 1992,
1993 and 1994 with the Washington State Council
of County and City Employees, Local 1122 of the
American Federation of State, County and Municipal
Employees, AFL-CIO.
WHEREAS, pursuant to requirements of state law, labor
negotiations have occurred between the City and the Washington State
Council of County and City Employees, Local 1122 of the American
Federation of State, County and Municipal Employees, AFL-CIO,
resulting in the attached proposed collective bargaining agreement
document for calendar years 1992, 1993 and 1994, and
WHEREAS, the City Council deems it to be in the best interests of
the City that such collective bargaining agreement be executed by the
City, now, therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
YAKIMA:
The City Manager and City Clerk of the City of Yakima are hereby
authorized and directed to execute a collective bargaining agreement
for calendar years 1992, 1993 and 1994, with the Washington State
Council of County and City Employees, Local 1122 of the American
Federation of State, County and Municipal Employees, AFL-CIO, a copy
of which collective bargaining agreement is attached hereto and by
reference made a part hereof.
ADOPTED BY TSE CITY COUNCIL this day of March, 1992.
ATTEST:
ORDI DD2
COLLECTIVE BARGAINING
AGREEMENT
Between
CITY OF YAKIMA, WASHINGTON
And
WASHINGTON STATE COUNCIL OF COUNTY
AND CITY EMPLOYEES
AFSCME, LOCAL 1122, AFL-CIO
EFFECTIVE JANUARY 1, 1992 THROUGH DECEMBER 31, 1994
AFSCME Contract 1992
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INDEX
PAGE
Article I Recognition/Bargaining Unit 3
Article II Union Membership 4
Article III Collective Bargaining 4
Article IV Code Provisions 6
Article V Impasse 7
Article VI Grievance Procedure 8
Article VII Public Disclosure 12
Article VIII Business Leaves 12
Article IX Employee Rights 1 3
Article X Management Rights 1 4
Article XI Labor Management Committee 1 5
Article XII Social Security 1 6
Article XIII Equal Opportunity Clause 1 6
Article XIV Contracting Work 1 7
Article XV Strikes and Lockouts Prohibited 1 7
Article XVI Union Constitution and By Laws 17
Article XVII Maternity Leave Agreement 18
Article XVIII Salaries and Fringe Benefits 18
Article XIX Sick Leave 2 5
Article XX Layoff 3 0
Article XXI Vacation 3 0
Article XXII Holidays 3 1
Article XXIII Work Week Provisions 3 4
Article XXIV Overtime 3 7
Article XXV Call -Out Pay 3 8
Article XXVI Standby Pay 3 8
Article XXVII Shift Differential 3 9
Article XXVIII Health Hazards/Inoculations 3 9
Article XXIX Permanent Part -Time Employees
Permanent On -Call Employees
Permanent Seasonal Employees 3 9
Article XXX Entire Agreement 4 0
Article XXXI Savings Clause 4 1
Article XXXII Termination 41
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COLLECTIVE BARGAINING AGREEMENT
THIS AGREEMENT, made and entered into this 1st day of January,
1992, by and between the City of Yakima, Washington, hereinafter called
the City, and the Washington State Council of County and City Employees
Local 1122 of the American Federation of State, County and Municipal
Employees, AFL-CIO, hereinafter called the Union.
WITNESSETH:
WHEREAS, Chapter 41.56 of the Revised Code of Washington
contemplates the execution of collective bargaining agreements between
cities and unions representing government employees, the intent and
purpose of such act being the promotion of the continued improvement of
the relationship between public employers and their employees by
providing a uniform basis for implementing the right of employees to join
labor organizations of their own choosing and to be represented by such
organizations in matters concerning their employment relations with
public employers, and
WHEREAS, the parties to this agreement recognize that benefits
accrue to general government employees of the City by virtue of union
membership, and that the best interests of the citizens of the City of
Yakima are served by the City's official recognition of the City's general
government employees' Union.
NOW, THEREFORE, pursuant to Chapter 41.56 of the Revised Code of
Washington, and in accordance with the intent and purpose thereof, and
for the purpose of promoting the morale, well being and security of the
general government employees of the City, and for the purpose of
promoting the general efficiency of the government of the City of Yakima,
the parties hereto agree as follows:
ARTICLE I - RECOGNITION OF UNION - BARGAINING UNIT
The City recognizes the Union as the exclusive bargaining
representative of the bargaining unit consisting of all permanent City
employees except commissioned employees of the Police Department and
all employees of the Fire Department and except those persons appointed
to exempt or unclassified positions, City Manager and members of his staff
(including Administrative Secretary), Deputy City Clerk, all employees of
the Human Resources and Legal Departments, and Supervisors and
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confidential employees as agreed by the parties in PERC Case Number
08382-C-90-00474.
In accordance with RCW 41.56.050 through RCW 41.56.080, an
application for certification as exclusive bargaining representative for an
appropriate unit may be filed with the Public Employment Relations
Commission during a period of not more than ninety (90) nor less than
sixty (60) days prior to the expiration date of this agreement.
ARTICLE II - UNION MEMBERSHIP
Section A -- Union Membership. All employees in the
bargaining unit shall, within 30 days after hiring, as a condition of
employment, become members of the Union, provided that exceptions to
membership shall be subject to the provisions of RCW 41.56.122(1).
Section B -- Payroll Deductions. The City agrees to deduct
Union fees, dues and other assessments by the Union against its members
within the bargaining unit from the pay of employees who authorize the
City to do so, which authorization shall be in writing and signed by each
person authorizing such deductions, and filed with the City. The Secretary
of the Union shall notify the Finance Director of the City of Yakima of
amounts to be deducted from the pay of each such person. The City shall
transmit to the Washington State Council of County and City Employees,
P.O. Box 6519, Lynnwood, Washington, 98036, the aggregate of such
deductions, together with an itemized statement, on or before the 20th day
of each month following the month for which deductions are made.
The Union agrees to defend, indemnify and hold harmless the City
for any loss or damage arising from the operation of this Article knowingly
caused by the Union. It is also agreed that neither any employee nor the
Union shall have any claim against the City for any deductions made or not
made unless a claim of error is made in writing to the City within forty-
five (45) calendar days after the date such deductions were or should have
been made.
ARTICLE III - COLLECTIVE BARGAINING
Section A -- Collective bargaining between the parties shall be
carried out by the City Manager, or his representatives, on behalf of the
City Council, and a person or persons representing the Union. Said
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collective bargaining committees shall not exceed four (4) members each
without mutual consent of the parties. The Union staff representative and
the City Manager shall exchange in writing the names of the person or
persons representing the respective parties for collective bargaining
purposes.
Sectio B -- Wages, Hours and Working Conditions. Where
negotiable matters pertaining to wages, hours and working conditions are
fixed by various City Ordinances, the City Manager shall give notice to the
Secretary of the Union with a copy to the staff representative of any
proposed enactment or repeal of, or any amendments to, any such
ordinance applicable to members of the bargaining unit. Such notice shall
be given no less than ten (10) days prior to the first meeting of the City
Council where such ordinance is considered, and shall be in writing and
contain a copy of the ordinance proposed to be enacted or of the proposed
amendment, or shall refer by code number to any ordinance proposed to
be repealed. No ordinance affecting wages, hours or working conditions of
members of the bargaining unit shall be enacted by the City Council unless
mutually agreed upon between the City Manager (or designee) and the
collective bargaining committee of the Union.
Section C -- Negotiations Timetable. Prior to the second
Monday in September prior to the termination of this Agreement, the
Union and the City shall exchange written proposals for any changes in
negotiable matters pertaining to wages, hours and working conditions
sought for the subsequent year, specifying all sought changes. During the
City Manager's preparation of the annual budget, the City Manager shall
consider the Union's proposals and negotiate with the Union's collective
bargaining representatives. Any agreement reached in negotiations shall
be reduced to writing in a memorandum of agreement which shall be
signed by the City Manager and the Union's representative no later than
the first Monday of November of each year. In the event of disagreement
between the collective bargaining committees concerning any Union
recommendation and before impasse procedures are invoked, the City's
representative and the representative of the Union shall each set out in
writing, and furnish a copy thereof to the other party, a brief signed
statement containing the subject of disagreement as understood by the
party writing the statement, the position on that subject of the other party
as understood by the party writing the statement, which written
statements shall take the place of a memorandum of agreement on that
subject, each of which written statements shall be furnished to the other
party no later than the date last mentioned above. Nothing herein shall be
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construed so as to require approval by the Union of any budget, nor any
portion thereof, before its submission to and adoption by the City Council.
ARTICLE IV - CODE PROVISIONS
The following sections of the Yakima Municipal Code are hereby
incorporated by reference and made a part of this Agreement. All sections
listed shall be in accord with the terms of this Agreement and in the event
of a conflict the terms of the Agreement shall prevail.
Section 2.04.030 -- City Contributions: A, B-4, C-2.
Section 2.20.010 -- Persons Subject to Plan.
Section 2.20.020 -- Content of Plan.
Section 2.20.040 -- Policy for Pay Steps.
Section 2.20.050 -- Policy for Present Employees
Subparagraph (a).
Section 2.20.060 -- Transfer, Promotion, Reclassification,
Demotion, or Reinstatement of Employees.
Section 2.20.070 -- Reduction of Salary.
Section 2.20.085 -- Reimbursement for Expenditures
Subparagraph E.
2.20.088 -- Uniform Allowance - Special Assignment Pay,
Subparagraphs B and C.
Section 2.20.100 -- Classification Plan, Subparagraph (b).
Section 2.20.110 -- Compensation Plan, Subparagraph (e).
Section 2.20.120 -- Shift Differential.
Section 2.24.010 -- Longevity Plan -- Eligibility --
Restrictions, Subparagraphs A, C, D.
Section 2.40.020 -- Vacation Leave, Subparagraphs A,
Subunit 1, and Subparagraphs B, C, D, E.
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Section 2.40.030 -- Sick Leave.
Section 2.40.060 -- Leave Without Pay.
Section 2.40.070 -- Unauthorized Absences.
Section 2.40.080 -- Holidays with Pay, Subparagraphs A, B, C,
D, E, F, G, H, J, K.
Section 2.40.090 -- Work Week.
Section 2.40.100 -- Overtime Pay, Subparagraphs A-4, B, C,
D, E.
ARTICLE V - IMPASSE
Section A -- Consideration by City Council. In the event the
Union and the City's representatives are unable to resolve any negotiable
matter relating to wages, hours or working conditions, such unresolved
matter may be submitted by the parties hereto to the Yakima City Council
for preliminary discussion and consideration by that body in an effort to
satisfactorily settle such unresolved matter prior to any final City Council
action by ordinance, resolution or otherwise. Such consideration by the
Council shall be made after reasonable notice to the parties who shall have
the right to be in attendance and to be heard.
Section B -- Mediation and Fact Finding. In the event the
Union and the City Manager are unable to resolve any negotiable matter
relating to wages, hours and working conditions, either party may request
mediation and/or fact finding. Before mediation or fact finding is
requested, the unresolved matter must be reduced to writing and
reasonable notice given to the other party of intentions to seek mediation
or fact finding. [Mediation shall be conducted by an appointee of the
Washington State Public Employment Relations Commission (PERC).] Fact
finding shall be conducted by a committee of citizens of the City who are
not employees of the City, one of whom shall be selected by the City
Manager, one of whom shall be selected by the Union, and the third chosen
by the two so selected. The conclusions of the fact finding committee shall
be made public.
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Section C -- Timeliness of Impasse Procedures. The impasse
procedures contemplated by Sections A and B of this article are not
mutually exclusive, and any one or all such procedures may be invoked in
the event the Union's collective bargaining committee and the City's
representatives are unable to resolve any negotiable matter relating to
wages, hours or working conditions. In the event either party invokes
impasse proceedings, the request therefore shall be made in a timely
manner if reasonably possible so that such proceedings may be concluded
before any final City Council action by ordinance, resolution or otherwise.
ARTICLE VI - GRIEVANCE PROCEDURE
Section A -- Policy. The parties recognize that the most effective
accomplishment of the work of the City requires prompt consideration and
equitable adjustments of employee grievances. It is the desire of the
parties to adjust grievances informally whenever possible, and both
supervisors and employees are expected to make every effort to resolve
problems as they arise. However, it is recognized that there may be
grievances which can be resolved only after a formal review. Accordingly,
the following procedure is hereby established in order that grievances of
employees covered by this agreement may be resolved as fairly and
expeditiously as possible.
Section B -- Exclusions. Matters covered by the general rules and
regulations of the Civil Service Commission of the City of Yakima shall not
be covered by this procedure.
Section C -- Grievance Defined. A grievance is an alleged wrong
or dispute, considered by an employee or group of employees as grounds
for complaint, pertaining to employment conditions covered by this
Agreement or its application, meaning or interpretation.
Section D -- Special Provisions.
1. The term "employee" as used in this Article shall mean a
permanent or probationary employee who is a member of the bargaining
unit or group of such employees, accompanied by a representative if so
desired.
2. The aggrieved party and his or her chosen representative
shall be granted time off without loss of pay for the purpose of processing
a grievance. City employees attending hearings as a witness for the
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aggrieved party shall be granted time off without loss of pay for the
purpose of providing testimony, including Civil Service Commission
meetings. The aggrieved party's representative may, after making
advance notification to the relevant Division Manager, visit the work
location of employees covered by this agreement for the purpose of
investigating a grievance. Said investigation shall be conducted so as not
to disturb the work of uninvolved employees.
3. Grievances on behalf of an individual employee may not
be initiated or pursued without his or her consent. However, contract
grievances may be initiated or pursued by the Union.
4. A grievance may be entertained in or advanced to any
step in the grievance procedure if requested by one party in writing and
agreed to by the other party in writing.
5. The time limits within which action must be taken or a
decision made as specified in this procedure may be extended by mutual
written consent of the parties involved. A statement of the duration of
such extension of time must be signed by both parties involved at the step
to be extended. Failure to meet the time limit or extended time limit for
responses by the City shall render the decision in favor of the grievant.
6. Any grievance shall be considered settled at the
completion of any steps if all parties are satisfied or if neither party
presents the matter to a higher authority within the prescribed period of
time. If the grievance is not appealed as prescribed the issues shall be
deemed withdrawn.
Section E -- Procedure. To be reviewable under this procedure
a grievance must:
- Be filed upon a grievance form which has been mutually agreed
upon by the City and the Union, specifically Form F-29.
- Identify matters or incidents that are alleged to have occurred.
- Identify an act or omission by management regarding aspects of
this agreement.
- Arise out of a specific situation, act or acts complained of as being
unfair which has resulted, or identifies an inequity or damage to an
employee.
- Specify the relief sought.
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1. Discussion with Supervisor. Whenever there is an
apparent misunderstanding or dispute between an employee and the City,
an effort must first be made to resolve the matter informally with the
supervisor and/or Division Manager. The affected employee shall pose the
question of the misunderstanding and/or dispute in writing to the
supervisor(s) and the supervisor(s) shall answer the question of the
misunderstanding and/or dispute in writing (then and there) at the initial
meeting. If the misunderstanding and/or dispute remains unresolved
after the initial informal meeting, the employee shall reduce the dispute, in
writing to the Department Head, within ten (10) working days, as a formal
grievance.
2. Grievance Appealed to Department Head. An employee
who is dissatisfied with the decision of the Supervisor and/or Division
Manager may submit the grievance in writing within seven (7) working
days after notification to the employee of the decision of the Supervisor
and/or Division Manager to the Department Head. The Department Head
shall make a separate investigation and notify the employee in writing of
his decision, and the reasons therefore, within seven (7) working days
after receipt of the employee's grievance.
3. Grievance Appealed to City Manager. If the employee is
dissatisfied with the decision of his Department Head, the employee may
obtain a review by the City Manager by submitting a written request to
him for a review, which request shall be submitted within seven (7)
working days after the notification to the employee of the decision of the
Department Head. Said appeal shall delineate the areas of agreement and
disagreement with the response given by the Department Head. The City
Manager shall make such investigation and conduct such hearings as he
deems necessary, and shall, within fifteen (15) working days after the
receipt of the employee's request for review, inform the employee in
writing of the City Manager's findings and decision.
4. A duplicate copy of all statements of grievance, requests
for review and written decisions shall be filed by the person making them
in the office of the Personnel Officer.
5. Any grievance which the City's management may have
against the Union shall be reduced to writing and submitted, no later than
ten (10) working days after having been made reasonably aware of the
issue, to the President of the Union local with a copy to the staff
representative. The Union President shall make an investigation of the
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relevant facts and shall, within fifteen (15) working days, provide a
written decision, and the reasons therefore. If the matter is not
satisfactorily settled, an appeal may be instituted as set forth in Section F
below.
6. For purposes of this Article, work days shall refer to
Monday through Friday, excluding holidays.
,Section F -- Final Resolution of Grievance Disputes. Either
party to this Agreement may refer unsettled grievances which concern
provisions of this Agreement to Arbitration.
1. A request for Arbitration shall be in writing and shall be
submitted to the other party not more than ten (10) working days after
the reply of the City Manager, or the Union President as applies, or his/her
designee, unless the time shall be extended by written mutual agreement.
Such request shall identify the previously filed grievance which is the
basis for the request for Arbitration and shall set forth the issue which the
party making the request seeks to resolve.
2. The Arbitrator may be selected by mutual agreement
between the City Manager and the Union. In the event the parties cannot
agree on the selection of the Arbitrator within ten (10) working days after
the request is filed, then either the City Manager or the Union may request
PERC to assign an Arbitrator from its staff. Provided that if the parties
mutually agree, the parties may request a list of nine (9) arbitrators, from
either Public Employment Relations Commission (PERC), American
Arbitration Association (AAA), or Federal Mediation and Conciliation
Services (FMCS). Within five (5) working days from the receipt of the list
the parties shall meet and alternately strike names from the list until one
(1) name remains, who shall serve as arbitrator. The party to strike the
first name shall be determined by a coin flip.
3. The Arbitrator shall be limited to determining whether
the City or the Union has violated or failed to apply properly the terms and
conditions of this Agreement. The Arbitrator shall have no power to
destroy, change, delete from or add to the terms of this Agreement.
4. The Arbitration hearing shall be convened within thirty
(30) calendar days after the selection process is completed. PERC rules and
procedures shall govern the hearing.
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5. The parties agree that the decision of the Arbitrator shall
be final and binding and implemented within thirty (30) calendar days
following the rendering of the decision.
6. Cost of the Arbitration shall be shared equally by the
parties, including the Arbitrator's fee and expenses; room rental, if any,
and cost of the record.
own case.
7. Each party shall bear the cost of the preparation of its
ARTICLE VII - PUBLIC DISCLOSURE
Neither party shall independently issue releases to any news media,
nor otherwise make public disclosure, during pre -impasse negotiations of a
collective bargaining agreement.
ARTICLE VIII - BUSINESS LEAVES
Section A -- Members representing the Union, not exceeding three
(3) in number, shall be granted leave from duty without any loss of pay
for actual time spent for all meetings between the City and the Union for
the purpose of negotiating wages, hours and working conditions and the
terms of a contract, or for processing grievances when such meetings take
place at a time during which any such members are scheduled to be on
duty. Actual time spent for meetings shall be limited to time spent in
meetings and travel time.
Section B -- Such officers and members of the Union may be
designated by the Union, not to exceed three (3) in number at any one
time (except for attending labor conventions when the number shall not
exceed seven (7) at any one time), shall be granted leave from duty with
pay for Union business, such as attending labor conventions and
educational conferences regarding collective bargaining and civil service,
provided that notice of such conventions or conferences shall be requested
and approved at least one week prior thereto by the Department Head, and
provided further that the total leave for the bargaining unit for the
purpose set forth in this section shall not exceed fifteen (15) days in any
fiscal year.
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Section C -- Shop Stewards. Shop Stewards shall be allowed up to
one hour per month with pay for shop stewards meetings conducted
during the steward's work shift. The number of Shop Stewards shall not
exceed five (5) per City department or a City-wide total of eighteen (18).
The Union shall keep the City notified of the current Shop Stewards and
local Union officers.
ARTICLE IX - EMPLOYEE RIGHTS
1. An employee shall have the right, upon request, to inspect
his/her personnel file. No material referring to the employee's job
competence or conduct shall be placed in the file without the employees
knowledge and the opportunity to attach his/her comments. A copy of any
entry pertaining to job competence or conduct will be given to the
employee by the initiating department.
2. The initial discussion of a probationary, special or annual
performance evaluation shall take place solely between an employee and
his/her immediate rating supervisor. Thereafter an employee may be
accompanied by a Union representative where job conduct or said
performance evaluation is reviewed in a conference with management. On
the job discussions between employee(s) and supervisor(s) regarding job
duties, assignments or performance shall not be considered disciplinary
action and shall not be subject to this provision. Appeals of performance
evaluations and disciplinary actions shall be made in accordance with Civil
Service Rules and Regulations and shall not be subject to the grievance
procedure.
3. Except as otherwise provided in State law, City Charter or
Civil Service Rules and Regulations, off-duty activities of an employee shall
not be cause for disciplinary action unless such activity is detrimental to
the employee's performance on the job.
4. Work Rules. Work rules and policy shall be posted for
employees and be in writing. They shall be uniformly applied. When
existing work rules, policy or procedure are changed or new rules or
procedures established, employees whose work assignment is affected
shall be notified in writing (that is circulating memorandum) and the new
rule or procedure shall be posted prominently on appropriate bulletin
boards for a period of seven (7) calendar days before becoming effective,
except for changes of an emergency nature.
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Employees shall comply with all existing rules that are not
in conflict with the express items of this Agreement, provided that rules
are uniformly applied and uniformly enforced, and provided that
reasonable notice has been given of the existence of the rule.
Any unresolved complaint as to the reasonableness of any
new or existing rule, or any complaint involving discrimination in the
application of new or existing rules shall be resolved through the grievance
procedure.
5. The City agrees to establish a Safety and Health Committee
in accordance with WAC 296.24.045. Such committee shall receive and
investigate complaints of unsafe or unhealthy working conditions and shall
recommend appropriate remedies to the City. Unresolved complaints of
violations of Washington Industrial Safety and Health laws may be
referred to the Washington State Department of Labor and Industries,
Industrial Safety Division, for investigation.
6. An employee has the right to hold Union office, seek Union
assistance, file a grievance or use other benefits of this Agreement
according to the terms set forth without reprisal, repression, intimidation,
prejudice or discrimination.
ARTICLE X - MANAGEMENT RIGHTS
Except as specifically abridged, granted, delegated or modified by this
Agreement, including amendments, the City retains all legal and inherent
exclusive rights with respect to matters of legislative and managerial
policy. Furthermore, the City reserves all customary management
prerogatives including, but not limited to, the right to:
1. Establish, plan for, and direct the work force toward the
organizational goals of the municipal government.
2. Determine the organization, and the merits, necessity and
level of activity or service provided to the public.
3. Determine the City budget and financial policies including
accounting procedures.
4. Establish, regulate and administer a personnel system, in
conformity with the City Charter and Civil Service Rules and Regulations,
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which provides for all types of personnel transactions including
determining the procedures and standards for hiring, promotion, transfer,
assignment, lay off, discipline, retention and classification of positions.
5. Discipline or discharge of employees for cause as provided
by the General Rules and Regulations of the City's Charter Civil Service
Commission and in conformity with this Agreement.
6. Determine the methods, means, equipment, numbers and
kinds of personnel and the job or position content required to accomplish
governmental operations and maintain the efficiency thereof.
7. Determine and change the number and locations and types
of operations, processes and materials to be used in carrying out all City
functions.
8. Assign work to and schedule employees in accordance with
Civil Service classifications and position descriptions, and to establish and
change work schedules in accordance with Article XXIII, Section 5.
9. Relieve any employees from duty due to lack of work or
insufficient funds.
10. Take all actions necessary to carry out the mission of the
City in emergencies.
The above-cited management rights are not to be interpreted as being
all inclusive, but merely indicate the type of rights which belong to the
City. It is understood that any of the rights, power and authority the City
had prior to the signing of this Agreement are retained by the City.
Any employee within the bargaining unit who may feel aggrieved by
the unfair or discriminatory exercise of any of the Management Rights
specified hereinabove, or any other claimed prerogative may seek his/her
remedy by the grievance procedure provided in the Agreement.
ARTICLE XI - LABOR MANAGEMENT COMMITTEE
The City and the Union shall cooperate to provide the public with
efficient and courteous service, to encourage good attendance of employees
and to promote a climate of labor relations that will aid in achieving a high
level of efficiency and productivity in all departments of City government.
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In order to accomplish these goals, a Labor -Management Committee
shall be established consisting of three Union members chosen by the
Union and the Union business representative; the City Manager or his
designee and one management team member chosen by the City Manager;
and two City Council members chosen by the Council.
The Labor -Management Committee shall schedule meetings at
mutually agreeable times, but not later than fifteen (15) working days
from the date of a request for a meeting by a party to this Agreement.
Requests shall be in writing and contain the item(s) or topic(s) at issue.
Prior to the meeting, a written agenda shall be prepared by the party
requesting the meeting and may be supplemented by additions made by
the other parties. A final agenda shall be established and distributed to all
parties three (3) working days prior to the date of the meeting. Items not
on the agenda shall not be discussed at the meeting unless mutually
agreed by all parties.
Disposition of matters covered in a labor relations meeting shall not
contradict, add to, or otherwise modify the terms and conditions of the
contract between the City and the Union but shall approach the matter(s)
at issue with a problem -solving effort.
ARTICLE XII - SOCIAL SECURITY
The City will continue to provide the employer's share of FICA (Social
Security) coverage for the employees covered in the bargaining unit.
ARTICLE XIII - EQUAL OPPORTUNITY CLAUSE
In accordance with Revised Order No. 4 implementing U.S. Executive
Order 11246, Equal Employment Opportunity Act of 1972 and the
Vocational Rehabilitation Act of 1973 as amended and implementing
regulations, it is the policy of the City of Yakima and the Union to not
discriminate against any employee or applicant for employment because of
race, color, religion, age, sex or national origin, marital status or handicap.
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ARTICLE XIV - CONTRACTING WORK
The City agrees that no permanent employee shall be laid off as a
direct result of the City contracting work currently done by City
employees. The City, however, retains the right to contract work as
deemed desirable or necessary by the City and reassign employees who
might otherwise be laid off as a result thereof; and the City further retains
the right to lay off employees at the discretion of the City, due to lack of
funds.
ARTICLE XV - STRIKES AND LOCKOUTS PROHIBITED
The Union shall neither cause, encourage nor counsel employees
within the bargaining unit to strike, nor shall it in any manner cause,
encourage nor counsel any such employee or employees to directly or
indirectly commit any concerted acts of work stoppage, slow -down or
refusal to perform any customarily assigned duties; provided, however, in
the event the laws of the State of Washington should be changed so as to
allow the right to strike, or to substitute therefor any other right in its
place, this Agreement shall be construed so as to allow the Union to
exercise any such right that is hereafter provided by law or change of law,
and the parties to this Agreement hereby agree to be bound by the Terms
of any such law or change of law.
The City agrees that during the term of this Agreement, there will be
no lockouts. However, a complete or partial reduction of operations for
economic or other compelling business reasons shall not be considered a
lockout. In addition, if an employee is unable to perform his/her duties
because equipment or facilities are not available due to a strike, work
stoppage or slowdown by any other employees, such inability to provide
work shall not be deemed a lockout.
ARTICLE XVI - UNION CONSTITUTION AND BY LAWS
Upon request of the City Manager or his designate, the Union prompt-
ly shall furnish to the City Manager a current copy of the constitution, by
laws and any other rules or regulations of the Union; and a copy of any
revisions of such constitution, by-laws or any other rules or regulations
shall be promptly furnished by the Union to the City Manager.
AFSCME Contract 1992 - 17 -
3/18/92
ARTICLE XVII - MATERNITY LEAVE AGREEMENT
Pregnancy will be treated as any other disability. An employee may
work with her doctor's consent as long as she is able and if not able, will be
put on disability in accordance with the Municipal Code and as governed
by RCW Chapter 49.60 and WAC 162-30-120.
ARTICLE XVIII - SALARIES AND FRINGE BENEFITS
A. Salaries.
1. January 1, 1992 - December 31, 1992
a. WAGES: Effective January 1, 1992, the compensation
plan in effect December 31, 1991 for the bargaining unit shall be increased
by 4.0%.
2. January 1, 1993 - December 31, 1993
a. WAGES: Effective January 1, 1993, the compensation
plan for the bargaining unit in effect December 31, 1992, shall be
increased by 90% of the percentage increase in the CPI -W, U.S. Cities West -
C Index experienced between July, 1991 and July, 1992.
3. January 1, 1994 - December 31, 1994
a. The contract will be reopened solely for economic
issues only.
4. Longevity. City Code Section 2.24.010, Subparagraph A and
Article XVII, Subparagraph 4, shall be amended to provide, effective
January 1, 1984, the following change in longevity pay schedule:
Longevity Compensation
Years Service Percentage of Base Pay
At least 60 months and less
than 120 months
At least 120 months and less
than 180 months
At least 180 months and less
than 240 months
240 months or more
AFSCME Contract 1992 - 18 -
3/18/92
B. Fringe Benefits.
1. January 1, 1992 - June 30, 1992
a. FRINGE BENEFIT PACKAGE (MEDICAL/VISION, DENTAL
AND LIFE INSURANCE): Effective January 1, 1992, the City shall contribute
up to a maximum of One Hundred Twenty Dollars ($120.00) per month
toward the total premium for the covered employee's fringe benefit
package which includes medical/vision, dental and life insurances and the
employee shall contribute Thirty Dollars and Ninety -Two Cents ($30.92)
for a total premium of One Hundred Fifty Dollars and Ninety -Two Cents
($150.92). Employee premium contributions shall be paid by payroll
deduction. Any premium amount over and above the One Hundred
Fifty Dollar and Ninety -Two Cents ($150.92) level shall be
equally shared by the City and the employee on a 50%/50% basis
as shown in the following example:
EXAMPLE FOR ILLUSTRATION PURPOSES ONLY
Projected Claims
City/Employee Combined
Premium Contribution
Difference
50%/50% Split
New City Premium Contribution
New Employee Premium Contribution
_ $160.92
= 150.92
= 10.00
= 5.00
_ $125.00
_ $35.92
Any premium amounts in excess of the One Hundred Fifty
Dollar and Ninety -Two Cent ($150.92) level shall be determined by the
applicable broker of record.
Effective January 1, 1992, the City shall contribute up to a
maximum of Two Hundred Fifty Dollars ($250.00) per month toward the
total premium for the covered employee and family fringe benefit package
which includes medical/vision, dental and life insurances and the
employee shall contributed Fifty -One Dollars and Eighty -Five Cents
($51.85) for a total premium of Three hundred One Dollars and Eighty -Five
Cents ($301.85). Employee premium contributions shall be paid by payroll
deduction. Any premium amount over and above the Three
Hundred One Dollars and Eighty -Five Cents ($301.85) level shall
be equally shared by the City and the employee on a 50%150%
basis as shown in the following example:
AFSCME Contract 1992 - 19 -
3/18/92
EXAMPLE FOR ILLUSTRATION PURPOSES ONLY
Projected Claims
City/Employee Combined
Premium Contribution
Difference
50%/50% Split
New City Premium Contribution
New Employee Premium Contribution
$321.85
301.85
20.00
10.00
$260.00
$61.85
Any premium amounts in excess of the Three Hundred One
Dollars and Eighty -Five Cents ($301.85) level shall be determined by the
applicable broker of record.
b. In the event the projected claims for an employee only
or for an employee and family decrease below the One Hundred Fifty
Dollars and Ninety -Two Cents ($150.92) and the Three Hundred One
Dollars and Eighty -Five Cents ($301.85) respectively, between January 1,
1992 and June 30, 1992, the employee's contribution shall be adjusted to
reflect 100% of the savings. Said savings shall not exceed Thirty Dollars
and Ninety -Two Cents ($30.92) for employee only coverage or Fifty -One
Dollars and Eighty -Five Cents ($51.85) for an employee and family
coverage.
2. July 1, 1992 - December 31, 1994
a. FRINGE BENEFIT PACKAGE (MEDICAL/VISION, DENTAL
AND LIFE INSURANCE): Effective July 1, 1992, the City shall contribute up
to a maximum of One Hundred Thirty Dollars ($130.00) per month toward
the total premium for the covered employee's fringe benefit package
which includes medical/vision, dental and life insurances and the
employee shall contribute Twenty Dollars and Ninety -Two Cents ($20.92)
for a total premium of One Hundred Fifty Dollars and Ninety -Two Cents
($150.92). Employee premium contributions shall be paid by payroll
deduction. Any premium amount over and above the One Hundred
Fifty Dollar and Ninety -Two Cents ($150.92) level shall be
equally shared by the City and the employee on a 50%/50% basis
as shown in the following example:
AFSCME Contract 1992 - 20 -
3/18/92
EXAMPLE FOR ILLUSTRATION PURPOSES ONLY
Projected Claims
City/Employee Combined
Premium Contribution
Difference
50%/50% Split
New City Premium Contribution
New Employee Premium Contribution
_ $160.92
150.92
= 10.00
= 5.00
$135.00
_ $25.92
Any premium amounts in excess of the One Hundred Fifty
Dollar and Ninety -Two Cent ($150.92) level shall be determined by the
applicable broker of record.
Effective July 1, 1992, the City shall contribute up to a
maximum of Two Hundred Fifty Dollars ($250.00) per month toward the
total premium for the covered employee and family fringe benefit package
which includes medical/vision, dental and life insurances and the
employee shall contributed Fifty -One Dollars and Eighty -Five Cents
($51.85) for a total premium of Three hundred One Dollars and Eighty -Five
Cents ($301.85). Employee premium contributions shall be paid by payroll
deduction. Any premium amount over and above the Three
Hundred One Dollars and Eighty -Five Cents ($301.85) level shall
be equally shared by the City and the employee on a 50%/50%
basis as shown in the following example:
EXAMPLE FOR ILLUSTRATION PURPOSES ONLY
Projected Claims
City/Employee Combined
Premium Contribution
Difference
50%150% Split
New City Premium Contribution
New Employee Premium Contribution
_ $321.85
= 301.85
= 20.00
10.00
_ $260.00
_ $61.85
Any premium amounts in excess of the Three Hundred One
Dollars and Eighty -Five Cents ($301.85) level shall be determined by the
applicable broker of record.
AFSCME Contract 1992 - 21 -
3/18/92
b. In the event the projected claims for an employee
only or for an employee and family decrease below the One Hundred Fifty
Dollars and Ninety -Two Cents ($150.92) and the Three Hundred One
Dollars and Eighty -Five Cents ($301.85) respectively, between July 1, 1992
and December 31, 1994, the employee's contribution shall be adjusted to
reflect 100% of the savings. Said savings shall not exceed Twenty Dollars
and Ninety -Two Cents ($20.92) for employee only coverage or Fifty -One
Dollars and Eighty -Five Cents ($51.85) for an employee and family
coverage.
3. Effective January 1, 1992 through December 31, 1994 all
employee contributions for the Fringe Benefit Package premiums shall be
subject to semi-annual adjustments as determined by Direct
Administrators or the City's broker of record and implemented after such
determination.
4. The City of Yakima and AFSCME Local 1122 bargaining
teams will each select two (2) committee members each September to re-
examine the medical insurance premium status and make any
recommendations that seem warranted to both bargaining teams. The
bargaining teams must agree unanimously if any recommendations are to
be made to the City Manager.
5. Medical Insurance
a. Employee Coverage -- Effective January 1, 1992,
through December 31, 1994, the City and the employee shall pay the total
monthly medical insurance premium as part of the fringe benefit package
premium calculation specified in Sections 1 and 2 above for each employee
who is eligible to enroll in the group medical program.
b. Dependent Coverage -- Effective January 1, 1992,
through December 31, 1994, the City and the employee shall pay the total
monthly medical insurance premium, as part of the fringe benefit package
premium calculation specified in Sections 1 and 2 above, in accordance
with basic policy provisions in effect for employees, for employee with
spouse, and/or dependents who are eligible to enroll in the group medical
program.
c. Cost Containment -- Medical cost containment
provisions applicable to employees and dependents effective January 1
and July 1, 1987 and cost containment provisions effective January 1,
1988 are included in Attachment A.
AFSCME Contract 1992 - 22 -
3/18/92
6.
December 3
program as
their eligible
d. Retiree Coverage
1) Upon payment of the premium as required in d.(4)
herein, retirees may elect to remain in the group
medical plan until they reach age 65.
2) Spouses of retirees may remain in the group
medical plan until they reach age 65 or in the case
of spouses of deceased retirees, until they reach
age 65 or remarry, whichever occurs first.
3) Other dependents of retirees may remain in the
group medical plan as long as they remain eligible
under the provisions of the plan or 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.
4) Retirees, or spouses of deceased retirees, shall pay
the premium (including dependents if enrolled)
which shall be the same as the normal group rate
assessed for coverage of active City employees and
dependents as applicable. Premiums shall be paid
by deduction from retirement checks paid to
retired employees or their beneficiary.
Vision Care. For the period January 1, 1992, through
1, 1994, the medical program shall include a vision care
part of the major medical benefits plan for employees and
dependents in accordance with the following schedule:
a. Eye Examinations -- 100% up to
$45.00 once in any calendar
b.
c.
d.
e.
f.
Spectacle Lenses
Single Vision Lenses
Bifocal Lenses
Trifocal Lenses
Lenticular Lenses
80% UCR
80% UCR
80% UCR
80% UCR
80% UCR
c. Frames -- one pair each 24
calendar months @ 100% to $60.00
AFSCME Contract 1992 - 23 -
3/18/92
d. Contact Lenses -- When medically
necessary following surgery 80% UCR
e. Cosmetic contacts paid up to
regular frame and lense amount
once each 24 months.
7. Dental Insurance. Dental insurance for eligible employees
and their dependents shall be provided under Dental Plan V, Washington
State Council of County and City Employees Health and Welfare Trust;
dental insurance premiums to be prescribed by the Trustees of the
Washington State Council of County and City Employees Health and Welfare
Trust. The dental insurance program shall be part of the fringe benefit
package premium calculation specified in Sections 1 and 2 above for the
period of January 1, 1992 through December 31, 1994.
8. Life Insurance. Effective January 1, 1992 through December
31, 1994 the life insurance premium shall be part of the total fringe
benefit package premium calculation specified in Sections 1 and 2 above.
9. Wellness Committee. A representative from this bargaining
unit will be appointed to the Wellness Committee. The Committee will
discuss such topics as heart life programs and physical exam coverage.
10. Joint Committee on Health Insurance. The City of Yakima
and AFSCME Local 1122 will each select four members to serve on the
committee.
The purpose of the committee shall be to study and become
informed regarding health insurance programs including the City's
modified self-funded program; to identify perceived and real problems,
and make recommendations to the City and the Union on ways to improve
and enhance in an economical fashion the health insurance program.
Among the assignments of the committee is to explore the
possibility and feasibility of creating a Trust Fund specifically covering
Division 7 employees (AFSCME) administered by a Board of Trustees
selected jointly by the City and the Union. Included among the
assignments of the committee is the exploration of other alternatives if so
desired.
AFSCME Contract 1992 - 24 -
3/18/92
To enable the Joint Committee on Health Insurance to become
knowledgeable and to make reasonable and objective recommendations for
change, the City agrees to:
a) Complete separation of Division 7 Group employees
from any other employee group within the City.
b) Complete open disclosure and cooperation to the
Committee with City staff and Direct Administrators on information
necessary for the committee to complete its duties.
The committee shall be a permanent standing committee. Any
member(s) of the committee who for any reason steps down as a
committee member, shall be replaced by the same selection process above.
The Union shall continue to have the right to withdraw from the
City's self-insured program by notifying the City six (6) months prior to
the expiration of this contract.
ARTICLE XIX - SICK LEAVE
Section A -- Accrual. Sick leave with pay is established as an
insurance program for salary continuation during periods of illness, and
particularly extended illness as follows:
1. All full-time employees shall accrue sick leave with pay at
the rate of eight (8) hours per month for each full calendar month of the
eligible employee's continuous service with the City. Said accrual shall be
prorated for permanent part-time employees.
2. Unused sick leave shall be cumulative for succeeding years
to a maximum of 1040 hours. Employees whose sick leave balance
exceeds the aforementioned maximum as of December 31, 1981 shall be
permitted to retain that overage until such time as use reduces the balance
below 1040 hours. No additional credits will be subsequently allowed
above 1040 hours.
,Section B -- Permissible Use of Sick Leave . An employee
eligible for sick leave with pay shall be granted such leave for the
following reasons:
AFSCME Contract 1992 - 25 -
3/18/92
1. Personal illness or physical incapacity resulting from causes
beyond employee's control;
2. Verifiable visits to a physician or dentist for examination
and/or treatment.
3. Quarantine of employee due to exposure to a contagious
disease.
4. On-the-job injuries. Any employee receiving sick leave with
pay, who is eligible for time loss payments under the Workman's
Compensation Law may be paid full salary (sick leave) and on receipt of
time loss payments may endorse such payments to the City to restore a
portion of their used sick leave based upon the following formula:
Time loss payment divided by the employee's regular •hourly rate
of pay equals hours of leave to be restored.
At the option of the employee, the employee can retain her/his
time loss payment. Employees retaining the time loss payment can
continue to use accumulated sick leave.
5. The death of a member of the immediate family of an
employee or employee's spouse. For purposes of this subparagraph, the
term "immediate family" means any husband, wife, parent, grandparent,
child, grandchild, brother or sister. No leave of absence in excess of three
(3) days for a family death shall be taken by an employee unless
additional leave is recommended by the employee's Department Head and
approved by the appointing authority.
6. Care for a child of the employee under the age of 18 years of
age with a health condition that requires verifiable treatment or
supervision.
7. Serious injury or illness to other members of employee's
immediate family constituting an emergency or crisis. Any sick leave
granted for these purposes must be approved by the Division Manager or
Department Head.
8. Sick leave shall not be allowed for any period of time that
the employee is gainfully employed by another employer.
AFSCME Contract 1992 - 26 -
3/18/92
Employees who have exhausted all accumulated sick leave may
use accumulated vacation leave, compensatory time, in -lieu time, or their
personal holiday in lieu of sick leave subject to the requirements of
Sections C and D of this Article.
Section C -- Requirements for All Paid Sick Leave.
1. Every employee must report to the representative desig-
nated by his/her Department Head the reason for the absence as far in ad-
vance of the starting of his/her scheduled work day as possible. Generally,
this report should be made no later than one-half (1/2) hour after the
starting time of the shift on the first day of absence.
2. An employee must keep his/her Department Head informed
of his/her condition if absence is of more than three (3) working days in
duration.
3. For each absence an employee must submit upon the ap-
proved form an explanation of the reason for such absence. A statement
by the attending physician may be required if an absence caused by illness
or injury extends beyond three (3) working days, or for each absence, if
requested by the Department Head. If a physician's statement is to be
requested by the Department Head, the employee shall be so notified
before his/her return to work.
4. Employees must permit home visits or medical examinations
at the expense of the City and mutual convenience of the City and the
employee.
Section D -- Enforcement of Sick Leave Provisions.
1. Any failure to comply with the provisions of Section C above
shall be grounds for denial of sick leave with pay or other paid leave taken
in lieu of sick leave for the period of absence.
2. Misrepresentation of any material facts in connection with
paid sick leave or other paid leave taken in lieu of sick leave by an
employee shall constitute grounds for suspension or discharge.
3. It shall be the responsibility of the Department Head or his
designated representative to:
AFSCME Contract 1992 - 27 -
3/18/92
a. Review all sick leave or other paid leave taken in lieu
of sick leave and approve that which is bona fide and complies with the
provisions of this section and forward approved time cards to the Human
Resources Division. The Personnel Officer shall not certify the payment of
sick leave or other paid leave taken in lieu of sick leave until the approved
applications have been received, except that employees still absent at the
end of a pay period may be certified for payment of sick leave or other
paid leave taken in lieu of sick leave by the Personnel Officer upon
recommendation of the Department Head as indicated by his/her signing
the time sheet and subject to the receipt of an approved application for
sick leave pay or other paid leave taken in lieu of sick leave immediately
upon the employee's return to work;
b. Investigate any suspected abuse of sick leave or other
paid leave taken in lieu of sick leave;
c. Withhold approval of sick leave pay or pay for other
leave taken in lieu of sick leave in the event of unauthorized use;
d. Initiate disciplinary action if, as a result of
investigation, it is determined that an employee has been guilty of willful
misrepresentation in a request for sick leave pay or other pay taken in lieu
of sick leave pay.
Section E -- Sick Leave Exchange. Any permanent employee may
exchange accrued sick leave for pay or for additional leave time as appro-
priate, in accordance with the options provided the employee, subject to
the following provisions:
1. Employees who have accrued less than 720 hours of sick
leave may exchange sick leave for additional vacation days or for cash as
follows:
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 50%
of the employee's current base pay. Effective January 1, 1988, maximum
payment shall be $6,250.
b. Upon termination under honorable conditions, as
distinct from retirement or death, the employee's accrued sick leave up to
720 hours or less will be exchanged for pay at the rate of 25% of the
employee's current base pay. Honorable termination includes layoff for
budget reasons, as well as resignation with at least fourteen calendar days
notice. Effective January 1, 1988, maximum payment shall be $6,250.
AFSCME Contract 1992 - 28 -
3118/92
2. Employees who have accrued 720 hours or more of sick
leave may exchange sick leave for additional vacation days or for cash
subject to the following provisions:
a. Upon retirement or death, the employee's accrued sick
leave up through a maximum of 720 hours will be exchanged for pay at
the rate of 100% of the employee's current base pay. Effective January 1,
1988, maximum payment shall be $12,500.
b. Upon termination under honorable conditions, as
distinct from death or retirement, the employee's accrued sick leave up to
a maximum of 720 hours will be exchanged for pay at the rate of 50% of
the employee's current base pay. Effective January 1, 1988, maximum
payment shall be $6,250.
c. Employees who have accrued more than 720 hours of
sick leave may exchange such sick leave for bonus (additional) leave days
at the rate of 32 hours of sick leave for each additional 8 hours of leave,
not to exceed a total of 40 added leave hours annually, utilization of which
would be subject to the scheduling and approval by the Department Head.
3. Sick Leave Exchange Procedure: Any permanent employee
may exchange accrued sick leave as provided in Section E-1 or E-2 above
at the option of the employee, subject to the following conditions and
provisions:
a. A request for such an exchange shall be made to the
Finance Director. All requests shall be in writing and shall be signed by
the employee making the request.
b. Requests will be accepted only during the first five (5)
working days of each month with exchanged leave to be available within
fifteen (15) calendar days of the date the request is received by the office
of the Finance Director. Exceptions to the above will be made for
termination, layoff or disability retirement.
c. No request will be granted for less than eight (8) hours
pay or a minimum of three (3) days leave.
d. No exchange will be granted to an employee who has
been terminated for cause.
AFSCME Contract 1992 - 29 -
3/18/92
e. In the event of layoff, exchange requests are the
responsibility of the employee.
ARTICLE XX - LAYOFF
In the event that it becomes necessary to amend the layoff procedure
in the Civil Service Rules, the City and the Union shall cooperate to develop
layoff procedures which shall be mutually acceptable for submission to the
Civil Service Commission.
ARTICLE XXI - VACATION
Employees shall be granted annual vacation pursuant to the following
conditions:
follows:
1. All full time employees shall accrue vacation with pay as
Years of Service Accrual Rate
After one (1) full year
6.67 hours per month (80 hours
per year, 40 hours may be taken
after 6 months)
After two (2) full years 8.0 hours per month
(96 hours per year)
After five (5) full years 10.0 hours per month
(120 hours per year)
After ten (10) full years 12.67 hours per month
(152 hours per year)
After fifteen (15) full 14.67 hours per month
years (176 hours per year)
Said accruals shall be prorated for permanent, part-time employees.
2. Employees shall be allowed to accrue a total amount of vaca-
tion time equal to the amount which can be earned in two years.
AFSCME Contract 1992 - 30 -
3/18/92
3. Employees who become ill while on approved vacation may
utilize sick leave for the period of illness subject to the provisions of
Article XIX, Section C and D provided the employee immediately upon
becoming ill, notifies the division manager and presents to the division
manager upon return to work a physician's certificate stating the nature of
the illness and the length of the incapacity.
ARTICLE XXII - HOLIDAYS
The following shall be recognized and observed as paid holidays: New
Year's Day; Martin Luther King's Birthday; President's Day; Memorial Day;
Independence Day; Labor Day; Veteran's Day; Thanksgiving Day; day after
Thanksgiving Day; Christmas and one (1) personal holiday.
Section A -- Personal Holiday.
The personal holiday may be taken subject to the following conditions:
1. The employee has been or is scheduled to be continuously
employed by the City for more than six (6) months, and
2. The employee has given not less than 14 calendar days of
written notice to the Division Manager, provided however, the employee
and the Division Manager may agree on an earlier day, and
3. The Division Manager has approved the day, and
4. The day selected does not prevent a department from
providing continued public service and does not interfere with the efficient
operation of the department, and
5. The personal day must be taken during the calendar year of
entitlement or the day will lapse except when an employee has requested
a personal holiday and the request has been denied.
Section B -- General Holidays.
1. Whenever any holiday specified by State law falls on
Saturday, the preceding Friday shall be the holiday. Employees who work
Friday in such case shall be paid according to City Code Section 2.40.080
Subsection E. Whenever any holiday specified by State law falls on Sunday
AFSCME Contract 1992 - 31 -
3/18/92
the following Monday shall be the holiday. Employees who work Monday
in such case shall be paid according to City Code Section 2.40.080
Subsection E.
2. For employees scheduled off other days: Whenever a
holiday falls on a regular day off the employee shall be granted an equiv-
alent day off within 30 days of the holiday with such day off to be
scheduled by the Division Manager, but giving the employee the choice of
the day preferred if possible.
3. Weekend -Workers. Whenever a holiday falls on a Saturday,
the holiday shall be observed Saturday or if a holiday falls on Sunday, the
holiday shall be observed Sunday for those employees regularly scheduled
to work on Saturday or Sunday.
4. Sewer Division Holidays: Thanksgiving, Christmas and New
Years shall be non -working holidays except for emergency coverage in
accordance with the rules established by the Division Manager. Holidays
other than the three (3) stipulated holidays shall be worked if assigned if
they fall within the scheduled work week.
Individual employees and management may make mutually
satisfactory arrangements which allow time off rather than work on the
non -working holidays.
Requests for release from holiday duty shall be submitted to the
Wastewater Superintendent as early as possible, but no later than 30 days
prior to the working holiday. Approval of time off is at the discretion of
management dependent upon operational circumstances.
5. A request(s) for release from holiday duty will be acted
upon by the Division Manager at least ten (10) days prior to the holiday.
However, management may cancel an approved request if unforeseen
events create a staffing vacancy which must be covered, or in case of an
emergency. Subsequent to approval of holiday time off, employees may
not demand to work the holiday.
6. If a holiday falls on a normal day off, an equivalent day off
will be granted to be scheduled within 90 days of the holiday. Time and
one-half will be paid for the hours worked on a holiday in addition to the
employee's rate of pay. At the employee's option, the premium holiday
pay shall be received or the employee may be paid at straight time with
AFSCME Contract 1992 - 32 -
3/18/92
the equivalent of 1-1/2 days being granted off within 90 days. If not
specified here the general holiday agreement applies.
7. Refuse Division Holidays: Holidays shall be worked as as-
signed except as modified below. In addition to Thanksgiving, Christmas,
and New Year's Day, which shall be non -working holidays, employees of
the Refuse Division shall not work on any contract holiday when the
County landfill is closed. Provided, however, that when these holidays fall
within the work week, uncollected refuse on these days will be collected
on a weekend or other alternate day to be set by the Division Manager and
employees working the alternate day will be paid at the overtime rate for
all hours over 40. If not specified here, the general holiday agreement will
apply.
8. Police Division Holidays:
Due to the round-the-clock character of
vices, it is often necessary to assign members of
work on holidays.
If an employee is assigned to work on one or
ten (10) holidays, he or she may, at least thirty
upcoming holiday:
1. Request that day off, or
Police Department ser -
the bargaining unit to
more of the designated
(30) days prior to the
2. Request a day off in lieu of the day in question. The alter-
nate day off may be specified at the time of the request or established at a
later date.
If, in Management's discretion, either of the above types of requests
are not approved, the employee shall be compensated at time and one-half
pay for all hours worked on the assigned holiday. This is in addition to the
regular, straight time pay due. The same pay conditions will hold for
employees who have not requested the day off but have been assigned to,
and perform, work on the holiday.
If a request is approved for an in lieu day off, and a specific date has
not been designated by the employee, a subsequent request to
Management should be submitted at least thirty (30) days prior to the
desired day off. In the event Management does not approve the requested
in lieu day off or subsequently assigns an employee to work on a
previously approved in lieu day, compensation shall be made at time and
AFSCME Contract 1992
3/18/92
33-
one-half pay for all hours worked. This is in addition to the regular
straight time pay due.
It is the employee's responsibility to make requests for appropriate
holiday time off. If in lieu days accumulate, they will be lost at calendar
year end unless they have been previously specified per the conditions of
these provisions.
9. 10/4 Schedule: Employees working a 10/4 schedule shall
earn ten (10) hours credit per holiday listed above. All other provisions of
this Article will continue to apply.
ARTICLE XXIII - WORK WEEK PROVISIONS
Employees shall be scheduled to work regular hours for each work
day and each work week in accordance with the provisions established
below. Employees' schedules will conform to the provisions of this Article
unless specifically modified by an Addendum to this contract, as provided
for in Section 9.
Section 1 -- Full-time and Permanent Seasonal Employees
a. Work Day. Employees will be scheduled to work a day
of eight (8), ten (10) or twelve (12) consecutive hours within a 24 hour
period.
b. Work Week. The work week shall consist of five con-
secutive 8 -hour days with 2 consecutive days off, or 4 consecutive 10 -hour
days with 3 consecutive days off.
c. Regular Hours. The City shall establish each work
schedule which shall provide for regular starting and quitting times for
each work day, and shall provide for the work week to begin and end on
regularly established days of the week.
d. Meal Periods. The work day will provide for at least a
one-half (1/2) hour unpaid meal period to be scheduled as near mid -shift
as possible.
e. Rest Periods. The City shall provide employees with a
15 minute rest period for each one-half (1/2) shift, provided, the
scheduled half shift exceeds a period of three (3) hours. The City shall
AFSCME Contract 1992
3/18/92
-34-
establish when the rest period shall be scheduled and rest periods will be
scheduled as near the middle of each half shift as reasonably possible.
Section 2 -- Permanent Part -Time Employees
a. Schedules. Part-time employees will be assigned to
schedules which may consist of a part-time work day, a part-time work
week or a combination thereof.
b. Work Day. Part-time employees may be assigned to a
work day of eight (8) hours or less and scheduled for consecutive hours of
work.
c. Work Week. Part-time employees' work week may be
scheduled for consecutive or non-consecutive days. For example: an
employee may be scheduled to work on Monday, Wednesday and Friday;
or, an employee may work Monday, Tuesday, Wednesday and Thursday.
Work weeks shall be scheduled to meet the needs of the
Division/Department.
d. Regular Hours. Permanent part-time employees will be
scheduled to a work day with regular starting and ending times and
scheduled to begin and end the work week on regularly established days
of the week.
e. Meal Periods. Part-time employees will be entitled to
at least a one-half (1/2) hour unpaid meal period after four (4) hours of
work which the City will provide if the employee requests the time.
f. Rest Periods. Part-time employees will be provided a
15 minute paid rest period for each continuous four (4) hour period the
employee works.
Section 3 -- On -Call Employees
On-call employees will not be scheduled to work a regular set
shift, but rather, will be called to work to fill-in during the absence of
another employee. On-call employees will be entitled to the meal and rest
periods provided for in the scheduled shift for which they are filling in.
AFSCME Contract 1992 - 35 -
3/18/92
Section 4 -- Minimum and Maximum Shift
No employee will be scheduled to a regular shift of less than four
(4) consecutive hours except in the Transit Division or Parks and
Recreation Divisions. No employee shall be scheduled to a regular shift of
greater than 12 consecutive hours.
Section 5 -- Work Schedule Changes.
Any overall, long term change in work schedules will be
discussed between the City and the Union prior to implementation. The
City may change the regular starting and quitting times and the days
worked in a week with five (5) work days notice prior to the effective date
of the new schedule. The five (5) work day notice may be waived upon
written mutual agreement between Management and the effected
employees. Although reasonable warning will be given whenever possible,
the five (5) work day notice provision will not be required for temporary
individual shift assignment changes which may be made only to cover for
the absences of another employee due to termination, resignation,
vacations, or sick leave. Other than the reasons cited above, an employee's
work shift shall not be changed to avoid payment of overtime when an
employee is called to work outside that employee's regular work shift or
called to work before the regular starting time or retained to work beyond
the regular quitting time.
Section 6 -- Emergency Situations.
The City shall determine when an emergency situation exists and
an emergency shall be defined as a sudden, unexpected event which
creates a situation endangering the public or employees health and/or
safety. In the case of emergencies, management may make schedule
changes as required to protect the public or employees without discussion
with the Union or notice to the employees. However, management will
endeavor to preserve employee work schedules whenever possible.
Section 7 -- Transit.
It is recognized that Transit operations are unique and that
normal City hours of work and rest period provisions cannot be applied.
Transit operators shall be scheduled to work by bidding on routes
according to the Transit Division traditional system. Route schedules may
be for consecutive hours or for a split shift. The work week may consist of
non-consecutive work days. Such exceptional work schedules shall have
AFSCME Contract 1992 - 36 -
3/18/92
established starting and quitting times for each day, shift and shift part.
Seniority shall prevail in the bidding for routes and in work week
selection. Routes will be scheduled to provide a regular opportunity for
the drivers to leave the bus.
Section 8 -- Parks and Recreation.
Employees of the Parks and Recreation Division may be
scheduled for split work days and split work weeks when necessary. All
work schedules shall have established starting and quitting times for each
day, shift or shift part.
Section 9 -- Water Treatment Plant
All of the operators at the City's Water Treatment Plant will
rotate every twenty-eight (28) days from days to nights and nights to
days, as applicable. The relief operator responsibilities are also rotated
every three (3) months. Under this work schedule, the hours are split
forty-six (46) hours one week and thirty-one (31) hours the next week.
The work week begins 6:00 a.m. each Sunday. Under this arrangement,
the employees will be changed from their current salary pay status to
hourly pay status. Thus, the employees will be paid over -time for six (6)
overtime hours worked in the 46 hour week (46 minus 40=6). The next
week the employee will work and be paid for a scheduled thirty-one (31)
hours. This will facilitate the payment of overtime to the employees for
working more than forty (40) hours in one week.
Section 10 -- Addenda
Recognizing the diversity of the work force in the Bargaining Unit, the
Union and the City agree that other work week provisions may, from time
to time, be required for various groups of employees. It is therefore,
agreed that alternative work week provisions may be adopted. These
alternative provisions will be adopted as written Addenda to this contract
and will require approval of the City and the Union and a majority of the
employees covered by the Addenda.
ARTICLE XXIV - OVERTIME
Employees who are required to work more than 40 hours in any work
week shall be paid one and one-half (1-1/2) times the regular rate of pay
for credited time in excess of forty (40) hours per week. Credited time
AFSCME Contract 1992 - 37 -
3/18/92
shall be in fifteen (15) minute increments. However, compensating time
off at the time and one-half rate in lieu of overtime pay may be requested
by the affected employee. In that case, compensating time may be taken
at such time as is agreed upon by the employer and the employee, but
may not be imposed by the employer upon any employee who has not so
requested such compensating time off.
Compensatory time off may be accrued to a maximum of 40 hours
unless the City Manager approves additional accrual because of an
emergency or other unusual circumstance. Provided, however, existing
compensatory time in excess of forty (40) hours shall remain until used.
Time spent by an employee beyond the normal working day for train-
ing classes or travel time for same, shall not be considered time worked for
calculation of overtime pay.
Authorized travel time spent in the performance of the job shall be
considered time worked for the calculation of overtime pay.
The City shall grant time off to eat to any employee who is requested
to and does work two (2) hours beyond the regular quitting time. The
employer shall grant thirty (30) minutes to eat every four (4) hours
thereafter while the employee continues to work.
In the event the employee is unable to provide or obtain the meal(s)
due to location or time of day or emergency, the Division Head shall insure
the employee obtains a meal though at the latter's expense.
ARTICLE XXV - CALL OUT PAY
A minimum of two (2) hours pay at the time and one-half rate will be
paid to an employee who is called to return to work after leaving the work
site at the completion of the shift or is called to work on a day off. Call out
time is counted from the time the employee -begins work until the
employee is released from the workplace.
ARTICLE XXVI - STANDBY PAY
The determination of the need for and assignment of standby time is
a responsibility of Management. Employees will have the opportunity to
volunteer or exchange for standby prior to being made a required
AFSCME Contract 1992 - 38 -
3/18/92
assignment. The employee must notify their supervisor in writing by the
end of the previous shift of an exchange with another employee for
assigned standby.
Effective January 1, 1992 compensation for assigned standby time
will be $1.00 per hour.
Employees, when on assigned standby time, are required to maintain
the same required physical and mental capacity that is required during
regular scheduled work hours and are to be reachable if called.
ARTICLE XXVII - SHIFT DIFFERENTIAL
For employees who work a regularly scheduled shift where all or part
of the shift hours fall between 6:00 p.m. and 6:00 a.m., an additional 4%
per hour over base pay will be paid for all hours worked within the stipu-
lated period to the nearest one-half (1/2) hour. Persons working overtime
past their normal shift will not be entitled to payment under this article
unless all of the scheduled hours of the second shift are worked.
Transit operators who work a split shift or split work week shall
receive 4% shift differential for 20 hours per week. Operators who work
both split shift and split work week shall receive 4% differential for 30
hours per week.
ARTICLE XXVIII - HEALTH HAZARDS/INOCULATIONS
For employees who are exposed to health hazards by direct contact
with raw sewage, industrial waste, human or animal waste, the City will
arrange and provide for inoculations or vaccines recommended by the
Yakima County Health Officer.
ARTICLE XXIX -
PERMANENT PART-TIME EMPLOYEES
PERMANENT ON-CALL EMPLOYEES
PERMANENT SEASONAL EMPLOYEES
Whenever possible permanent part-time employees shall be assigned
to a specific work schedule not requiring split days off in a calendar week.
AFSCME Contract 1992 - 39 -
3/18/92
Permanent part-time employees may work on an "on-call" basis and
be asked to report daily to their duty station to determine if their services
are needed for that day. Such employees will receive compensation only if
their services are needed. Permanent part-time employees may, as a
condition of their employment, be required to have a telephone in their
personal residence so that they may be notified if they are needed to work
on a particular day. If called to report for work in their assigned job
classification, permanent part-time, on-call, or seasonal employees shall
report to work or utilize vacation, sick leave, or other time off in
accordance with the provisions of this Agreement. It is recognized and
expected that permanent part-time and on-call employees may be
assigned work to fill-in while permanent full-time employees are absent
due to vacation, illness, or other cause which may preclude the assignment
of a specific work schedule and therefore not considered to have a
regularly scheduled work shift.
Permanent part-time employees will be eligible to receive overtime
payments in accordance with Article XXIV only if they work more than
forty (40) hours in any calendar week. No overtime compensation will be
paid if such employee exceeds the regularly scheduled workday unless
such work causes the employee to work more than forty (40) hours in the
work week.
The provisions of Article XXV, Call Out Pay, shall not apply to
permanent part-time, on-call or seasonal employees.
Permanent part-time employees will accrue vacation and sick leave
and shall be compensated for holidays at the accrual rate prescribed in this
Agreement prorated to reflect the actual percentage of time worked. In
order to facilitate crediting to those accounts, permanent part-time, on-call,
and permanent seasonal employees benefits will be initially assigned to
50%, 75%, or 100%, as determined by the appointing authority, of the
accrual rate. Employees' benefit accruals will be adjusted monthly to
reflect actual benefit accrual rates. Holiday time will be adjusted annually.
ARTICLE XXX - ENTIRE AGREEMENT
This Agreement constitutes the complete and entire Agreement be-
tween the parties and neither the City nor the Union shall be bound by any
requirement not specifically stated in this Agreement or applicable Civil
Service rules. The parties are not bound by the past practices or under-
standings of the City or the Union unless such past practices or
understandings are incorporated in this Agreement.
AFSCME Contract 1992
3/18/92
-40-
The City and the Union acknowledge that each party has had ample
opportunity to submit proposals with respect to any subject or matter not
removed from the collective bargaining process by law and regarding
wages, hours, and working conditions and agree that all said proposals
have been negotiated during the negotiations leading to this Agreement.
The parties further agree that negotiations will not be reopened on any
item during the life of this Agreement except by the mutual consent or as
provided in Article IV, Section C, Negotiations Timetable.
ARTICLE XXXI - SAVINGS CLAUSE
It is understood and agreed that all provisions of this Agreement are
subject to applicable laws, and if any provision of any Article of this
Agreement is held or found to be in conflict therewith, said Article shall be
void and shall not bind either of the parties hereto, however, such
invalidity shall not affect the remaining Articles of this Agreement.
ARTICLE XXXII - TERMINATION
This Agreement shall be deemed effective from and after the 1st day
of January, 1992 and shall terminate on December 31, 1994 provided,
however, that this Agreement shall be subject to such periodic changes or
modifications as may be voluntarily and mutually agreed upon by the
parties hereto during the term hereof.
Recommend d
William F. Jo r ston
Chief Negotiator
AFSCME Local 1122
AFSCME Contract 1992 - 41 -
3/18/92
zeaciat-cee-
Frederick C. Stouder
Chief Negotiator
City of Yakima
EXECUTED by the parties hereto this 5 day of f f 8. I ,
A'1"1EST:
City Clerk
CO T''WCt
AFSCME Contract 1992 - 42 -
3/18/92
City of Yakima
By:,
R.Ais Jr.
City Manager
The Washington State Council of
County and City Employees, Local
1122 of the American Federation of
State, County and Municipal
Employees, AFL-CIO
By:,3,)
Clara Sanders
President
ATTACHMENT A
AFSCME
COST CONTAINMENT PROVISIONS
1. Deductible - Effective 1/1/88, the deductible will be increased to $50.00
per individual semi-annually to a maximum of $100 per year. The family
deductible will be increased to $100 semi-annually to a maximum of $200
per year.
2. Alcohol/Substance Abuse - Effective 7/1/87, both in-patient and
out-patient treatment covered by major medical, with a lifetime payment
not to exceed $3,000. Patients must complete treatment for the treatment
to be covered by the plan. Out-patient treatment must be on a plan
submitted and approved as comparable to in-patient treatment (excludes
attending AA or similar programs as an only source of treatment).
3 Chiropractic Coverage. Effective 7/1/87, coverage will be limited to one
initial visit with two (2) sets of x-rays plus 24 follow-up visits in a 12
month period with a maximum payment of $25.00 per visit.
4. Cost Containment Measures
a. Generic drugs - Effective 1/1/87, paid at 100% with no deductible.
b. Maternity benefits - Effective 7/1/87, $150 bonus paid if hospital
stay is 48 hours or less.
c. Pre -Admission testing - Effective 7/1/87, out-patient department
charges for pre -admission testing for surgery made by a hospital
where the patient will be confined for the surgery will be paid in full
with the deductible waived. Confinement must occur within seven
(7) days after testing. If performed while confined as a hospital
in-patient, all related charges incurred for testing prior to scheduled
surgery (including but not limited to hospital room and board and
laboratory charges) will be reimbursed at 60% in excess of the
deductible.
d. Second Surgical Opinion - Effective 7/1/87 the following list of
surgical procedures, when surgery is recommended, will require a
second opinion from another physician as to the need for surgery.
The physician rendering such opinion must be qualified to render
such a service, either through experience, specialist training or
education, or similar criteria, and must not be affiliated in any way
with the physician who will be performing the actual surgery.
The physician's charge for the second opinion, including any
additional diagnostic tests, will be paid in full, with the deductible
waived.
AFSCME - Attachment A 1
When a second opinion is obtained, whether confirming or not,
covered charges for the surgery will be payable under this Plan in
accordance with all Plan conditions, exclusions, and limitations.
If a second opinion is not obtained, covered charges (including but
not limited to hospital room and board and ancillary charges and
surgeons' fees) for the surgery and any expenses related to the
surgery will be reimbursed at 60% in excess of the deductible unless
it is demonstrated that a medical emergency existed and the surgery
could not be delayed for the time necessary to obtain a second
opinion.
If the first two surgical opinions are not confirming, covered charges
for a third opinion will be payable under this Plan in accordance with
all Plan conditions, exclusions, and limitations.
SECOND OPINION SURGICAL PROCEDURES
Back Surgery
Breast Surgery
Foot Surgery
Gallbladder or bile duct surgery
Heart or vascular surgery
Hernia surgery
Jaw surgery
Thyroid surgery
Varicose vein surgery
Joint Surgery
Kidney Surgery
Nose or Nasal Surgery
Prostate surgery
Removal of adenoids
Removal of tonsils
Stomach or gastric surgery
Uterine surgery (hysterectomy)
e. Audit - Effective 7/1/87, reimburse payment to patient of 50% of the
amount of overbillings found and collected up to a maximum of $200.
f. Weekend Admission - Effective 7/1/87 benefits for room and board
charges by a hospital will not be payable for the Friday, Saturday,
and/or Sunday of a confinement if the patient is admitted on one of
these days, unless:
1) The confinement is for emergency treatment or service; or
2) A surgical operation is scheduled for the day after the date of
admission; or
3) Medical treatment, requiring hospital confinement, is scheduled
for the day after the date of admission.
AFSCME - Attachment A 2
ORDINANCE NO. 3 r 7 1
AN ORDINANCE relating to City personnel; adopting a classification and
compensation plan for City employees to be effective April 26,
1992; amending Subsections 2.20.100 A, 2.20.100 C, 2.20.110 A,
2.20.110 F, and 2.20.110 J, all of the City of Yakima Municipal
Code.
BE IT ORDAINED BY THE CITY OF YAKIMA:
Section 1. Subsection 2.20.100 A of the City of Yakima Municipal Code is hereby
amended to read as follows:
"2.20.100 Classification Plan.
A. plan Adopted. A classification plan for city employees is hereby
adopted to be effective April 26, 1992, which plan shall consist of the various following
subsections of this section."
Section 2. Subsection 2.20.100 C of the City of Yakima Municipal Code is hereby
amended to read as follows:
"C. Civil Service Classes
Class
No.
Class
Title (Pay Range)
2000 Administrative & Fiscal Technical Group
2100 Data Processing Series
2101 Computer Programmer (R 13.5)
2103 Programmer Analyst (R 16.5)
2104 Senior Analyst (R 19.0)
2105 Computer Operator/Programmer (R 10.5)
2106 Computer Operations Assistant (R 9.0)
2200 Management Technical Series
2231 Buyer (R 12.5)
2242 Customer Relations Coordinator (R 16.5)
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)
2261 Administrative Assistant to the Director of Public Works
(R 16.5)
2262 Safety and Training Officer (R 15.0)
2300 Fiscal Series
2310 Grant Coordinator (R 15.0)
2311 Accountant (R 19.0)
2312 Accounting Technician (R 12.5)
2314 Budget Analyst (R 20.0)
2315 Cashier (R 6.5)
2316 Accounting Clerk II (R 8.5)
PERSIX Z.1 3/17/92
RESOLUTION NO. _' C
A RESOLUTION authorizing and directing the City Manager and City
Clerk of the City of Yakima to execute a collective
bargaining agreement for calendar years 1992,
1993 and 1994 with the Washington State Council
of County and City Employees, Local 1122 of the
American Federation of State, County and Municipal
Employees, AFL-CIO.
WHEREAS, pursuant to requirements of state law, labor
negotiations have occurred between the City and the Washington State
Council of County and City Employees, Local 1122 of the American
Federation of State, County and Municipal Employees, AFL-CIO,
resulting in the attached proposed collective bargaining agreement
document for calendar years 1992, 1993 and 1994, and
WHEREAS, the City Council deems it to be in the best interests of
the City that such collective bargaining agreement be executed by the
City, now, therefore,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
YAKIMA:
The City Manager and City Clerk of the City of Yakima are hereby
authorized and directed to execute a collective bargaining agreement
for calendar years 1992, 1993 and 1994, with the Washington State
Council of County and City Employees, Local 1122 of the American
Federation of State, County and Municipal Employees, AFL-CIO, a copy
of which collective bargaining agreement is attached hereto and by
reference made a part hereof.
ADOPTED BY THE CITY COUNCIL this „It -4 -day of March, 1992.
MAYOR
ATTEST:
CITY CLERK
ORDI DD2
ITEM TITLE:
SUBMITTED BY:
BUr ,IESS OF THE CITY COUNCr
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No. (9/
For Meeting Of 3/24/92
Consideration of Legislation Regarding American Federation of State,
County and Municipal Employees (AFSCME) Local 1122
Frederick C. Stouder, Assistant City Manager
Archie M. Sutton, Personnel Officer
CONTACT PERSON/TELEPHONE: Sheryl M. Smith, Deputy Personnel Officer, 575-6090
SUMMARY EXPLANATION:
The attached Resolution authorizes the extension of a three year agreement with AFSCME
Local 1122. The contract represents the results of negotiations between the parties. A
summary of the major changes to the Collective Bargaining Agreement are:
1992
o Wage increase of 4.0% effective January 1, 1992.
o Establish provisions for Standby Pay effective January 1, 1992.
o Adjust the City's base contribution for the Fringe Benefit Package premium for the
employee to $130 per month from $120 per month, effective July 1, 1992.
o Minor contract language changes.
1993
o Wage increase equal to 90% of the percentage increase in the CPI -W, U.S. Cities W -C
Index experienced between July, 1991 -- July, 1992.
According to the City's calculations, the estimated economic impact of this settlement is
$458,555 which represents a total compensation increase of 4.28%.
(Continued
X Resolution X Ordinance X Contract Minutes Plan/Map
Notification List X Other (Specify) Reports
APPROVED FOR SUBMITTAL:
City Manager
STAFF RECOMMENDATION: Recommend approval. First reading of Appropriation Ordinance
on March 24, 1992. Second reading scheduled for April 14, 1992 Council meeting.
BOARD/COMMISSION RECOMMENDATION: Recommend approval.
COUNCIL ACTION: 3/24/92 --Resolution No. D-6085 authorizing execution of a collective
bargaining agreement. Ordinance No. 3441 passed amending the classification & compensation
plan— First--reading-ef 9rd -nance amending --the 1992 budget & appropriating funds for
settlement costs. 2nd reading set for 4/7/92
PERS/X - Agenda 3/17/92
Page 1
1994
o Wage Reopener.
The Classification and Compensation Ordinance authorizes a wage increase of 4.0% for
employees represented by AFSCME (American Federation of State, County and Municipal
Employees) effective January 1, 1992 pursuant to Article XVIII of the 1992-1994 Collective
Bargaining Agreement.
The Classification and Compensation Ordinance also contains several housekeeping
amendments. Those amendments are summarized below:
o Reestablish a Senior Analyst classification at Pay Range 19.0. The Public
Employment Relations Commission (PERO) removed the Senior Analyst classification
from the AFSCME bargaining unit in December 1990 as a result of the City's petition
for unit clarification and the classification became one of several confidential positions
in the Union Exempt Management Support Group. However, Council approved and
authorized two additional Senior Analyst positions. The duties of the additional
positions would not encompass the confidential matters which were the basis for the
exclusion from the bargaining unit in the 1990 unit clarification proceedings.
Consequently, this ordinance reestablishes a Senior Analyst classification at Pay
Range 19.0, the same pay range at which it was allocated prior to the unit clarification
action by PERC. These two additional positions will be represented by AFSCME.
• Allocates the new classification of Code Compliance Officer and Cemetery Specialist
to Pay Range 15.0 ($2,096 - $2,510 per month) and Pay Range 12.5 ($1,955 - $2,335
per month) respectively. These classifications were approved by the Charter Civil
Service Commission at their March 10, 1992 meeting. A copy of the Chief Examiner's
report is attached for information purposes. These classifications were approved and
budgeted for at these pay ranges in the 1992 Budget.
o Allocates two new classifications of Park Laborer and Street Laborer both at Pay
Range 9.0. These two classes will replace the generic Laborer classification at Pay
Range 9.0. This action was necessary in order to recruit qualified applicants with
experience specifically in Streets or Parks activities. These classifications were
approved by the Charter Civil Service Commission at their October 19, 1991 meeting.
There is no economic impact to the City as the two new classifications replace one
classification at the same salary range.
o The last housekeeping measure relates to the Fire Department. Specifically, it
establishes the new classification of Electronic Communications Supervisor ($3,174 -
$3,853 per month) which was approved by Council and budgeted for in the 1992
Budget. This salary range was also agreed to by the City and the IAFF Local 469 in
recent negotiations regarding the compensation for this new position. The Police and
Fire Civil Service Commission approved the minimum requirements for this
classification at their February 26, 1992 meeting. A copy of the Chief Examiner's
report is attached for information purposes.
The attached appropriation ordinance amends the 1992 General Government, Health Benefit
and Other Operating Funds to appropriate $458,555 for the AFSCME settlement costs.
PERSIX - Agenda 317/92
Page 2