HomeMy WebLinkAboutR-2002-027 Local 1122 Uniformed Transit Employees Collective Bargaining Agreement for 2002-2003A RESOLUTION
RESOLUTION NO. 2002- 27
authorizing and directing the City Manager of Yakima to execute
the 2002-2003 collective bargaining agreement with the
Washington State Council of County and City Employees
representing Local 1122 Uniformed Transit Employees 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 Washington State Council of County and City Employees
representing Local 1122 Uniformed Transit Employees of the American Federation of
State, County and Municipal Employees, AFL-CIO, resulting in the attached the 2002-
2003 collective bargaining agreement, and
WHEREAS, the City of Yakima and AFSCME Local 1122 negotiated and agreed
that the wage adjustments for 2002 be retroactive to January 1, 2002 and the 2002-2003
collective bargaining agreement and related ordinances be enacted,
WHEREAS, the City Council deems it to be in the best interests of the City that
the collective bargaining agreement be executed immediately 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 the 2002-2003 collective bargaining agreement with the
Washington State Council of County and City Employees, Local 1122 Uniformed
Transit Employees of the American Federation of State, County and Municipal
Employees, AFL-CIO, a copy of which is attached hereto and by reference made part
hereof.
ADOPTED BY THE CITY COUNCIL this 19th day of March, 2002.
ATTEST:
MAYOR
CITY CLERK
COLLECTIVE BARGAINING AGREEMENT
Between
City of Yakima, Washington
and
Council 2,
Washington State Council of
County and City Employees
Representing
Local 1122
Uniformed Transit Employees
American Federation of State County and Municipal
Employees, AFL-CIO
Effective
January 1, 2002 Through December 31, 2003
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TABLE OF CONTENTS
ARTICLE Page
TABLE OF CONTENTS 2
PREAMBLE 4
ARTICLE I - RECOGNITION OF UNION -
BARGAINING UNIT 4
ARTICLE II - UNION MEMBERSHIP 4
ARTICLE III - COLLECTIVE BARGAINING 5
ARTICLE IV - PUBLIC DISCLOSURE 6
ARTICLE V - CODE PROVISIONS 7
ARTICLE VI - UNION CONSTITUTION AND BY LAWS 7
ARTICLE VII - BUSINESS LEAVES 8
ARTICLE VIII - EMPLOYEE RIGHTS 8
ARTICLE IX - MANAGEMENT RIGHTS 9
ARTICLE X - LABOR MANAGEMENT COMMITTEE 10
ARTICLE XI - CONTRACTING WORK 11
ARTICLE XII - STRIKES AND LOCKOUTS PROHIBITED 11
ARTICLE XIII - REDUCTION IN FORCE 12
ARTICLE XIV - GRIEVANCE PROCEDURE 12
ARTICLE XV - SOCIAL SECURITY 15
ARTICLE XVI - EQUAL OPPORTUNITY CLAUSE 15
ARTICLE XVII - SALARIES 16
ARTICLE XVIII - LONGEVITY 16
ARTICLE XIX - SHIFT DIFFERENTIAL 17
ARTICLE XX - OVERTIME 18
ARTICLE XXI - STANDBY PAY 19
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ARTICLE Page
ARTICLE XXII - BI -LINGUAL PAY 19
ARTICLE XXIII - MEDICAL / DENTAL / VISION
BENEFIT PACKAGE 19
ARTICLE XXIV - HEALTH HAZARD INOCULATIONS &
CERTIFICATIONS 21
ARTICLE XXV - LIFE INSURANCE 21
ARTICLE XXVI - HOLIDAYS 22
ARTICLE XXVII - VACATION 23
ARTICLE XXVIII - SICK LEAVE 24
ARTICLE XXIX - MATERNITY LEAVE 28
ARTICLE XXX - BEREAVEMENT LEAVE 28
ARTICLE XXXI - SENIORITY 28
ARTICLE XXXII - CHANGE OF WORK STATUS 30
ARTICLE XXXIII - WORK WEEK PROVISIONS 30
ARTICLE XXXIV - PERMANENT PART-TIME EMPLOYEES 36
ARTICLE XXXV - TRADING WORK 36
ARTICLE XXXVI - "ROADEO" 36
ARTICLE XXXVII - ENTIRE AGREEMENT 36
ARTICLE XXXVIII - SAVINGS CLAUSE 37
ARTICLE XXXIX - TERMINATION 37
ARTICLE XXXX - EXECUTION 38
Appendix "A" - WAGE GRID FOR 2002/2003 39
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PREAMBLE
This Agreement, made and entered into by and between the City of Yakima,
Washington, hereinafter called the Employer and Council 2, Washington State Council of
County and City Employees, representing Local 1122, Bargaining Unit; Uniformed
Transit Employees, of the American Federation of State, County and Municipal
Employees, AFL-CIO, hereinafter called the Union.
WITNESSETH:
WHEREAS, Chapter 41.56 of the Revised Code of Washington contemplates the
execution of collective bargaining agreements between cities and unions representing
government employees, the intent and purpose of such act being the promotion of the
continued improvement of the relationship between public employers and their
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labor organizations of their own choosing and to be represented by such organizations in
matters concerning their employment relations with public employers, and
WHEREAS, the parties to this agreement recognize that benefits accrue to Union
employees of the City by virtue of union membership, and that the best interests of the
citizens of the City of Yakima are served by the City's official recognition of the Union.
NOW, THEREFORE, pursuant to Chapter 41.56 of the Revised Code of
Washington, and in accordance with the intent and purpose thereof, and for the purpose
of promoting the morale, well being and security of the Union employees of the City,
and for the purpose of promoting the general efficiency of the government of the City of
Yakima, the parties hereto agree as follows:
ARTICLE 1 - RECOGNITION OF UNION - BARGAINING UNIT
1.1 The City recognizes the Union as the exclusive bargaining representative of
the bargaining unit consisting of all permanent Uniformed Transit Division City
employees, except the Operations Supervisor, the Transit Manager, and those
person(s) appointed to exempt or unclassified positions, as agreed by the parties in
PERC Case Number 08382-C-90-00474, and the Senior Project Planner (Transit) as
agreed by the parties in PERC Case Number 10654-C-93-626.
1.2 In accordance with RCW 41.56.050 through RCW 41.56.080, an application
for certification as exclusive bargaining representative for an appropriate unit may
be filed with the Public Employment Relations Commission during a period of not
more than ninety (90) nor less than sixty (60) days prior to the expiration date of
this agreement.
ARTICLE II - UNION MEMBERSHIP
2.1 Union Membership:
All employees in the bargaining unit shall, within thirty (30) days after
hiring, as a condition of employment, become members of the Union, provided
that exceptions to membership shall be subject to the provisions of RCW
41.56.122(1).
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2.2 Payroll Deductions:
The City agrees to deduct Union fees, dues and other assessments by the
Union against its members within the bargaining unit from the pay of employees
who authorize the City to do so, which authorization shall be in writing and
signed by each person authorizing such deductions, and filed with the City. The
Union shall notify the Employer's Finance Director, Payroll Officer, or their
designee of amounts to be deducted from the pay of each such person. The City
shall transmit to the Washington State Council of County and City Employees, PO
Box 750, Everett, Washington, 98206-0750, the aggregate of such deductions,
together with an itemized statement, on or before the 20th day of each month
following the month for which deductions are made.
The Union agrees to defend, indemnify and hold harmless the City for any loss or
damage arising from the operation of this Article knowingly caused by the Union.
It is also agreed that neither any employee nor the Union shall have any claim
against the City for any deductions made or not made unless a claim of error is
made in writing to the City within forty-five (45) calendar days after the date such
deductions were or should have been made.
2.3 Union Insignia:
Employees who are members of the Union, and in good standing, shall be
permitted, with the mutual agreement of Transit management, to wear while on
duty, the standard type of Union pin prescribed by their State or International
organization.
ARTICLE III - COLLECTIVE BARGAINING
3.1 Collective bargaining between the parties shall be carried out by the City
Manager, or his representatives, on behalf of the City of Yakima, and a person or
persons elected by Transit employees representing the Union. Said 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.
3.2 Wages Hours and Working Conditions:
Where negotiable matters pertaining to wages, hours and working
conditions are fixed by various City ordinances, the City Manager shall give notice
to the Secretary of the Union with a copy to the Staff Representative of any
proposed enactment or repeal of, or any amendments to, any such ordinance
applicable to members of the bargaining unit. Such notice shall be given no less
than ten (10) days prior to the first meeting of the City Council where such
ordinance is considered, and shall be in writing and contain a copy of the
ordinance proposed to be enacted or of the proposed amendment, or shall refer by
code number to any ordinance proposed to be repealed. No ordinance affecting
wages, hours or working conditions of members of the bargaining unit shall be
enacted by the City Council unless mutually agreed upon between the City
Manager (or designee) and the collective bargaining committee of the Union.
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3.3 Negotiations Timetable:
Per RCW 41.56.492 application of uniformed personnel collective
bargaining provisions to employees of public passenger transportation systems -
conditions. In addition to the classes of employees listed in RCW 41.56.030(7), the
provisions of RCW 41.56.430 through 41.56.452, 41.56.470, 41.56.480, and 41.56.490
shall also be applicable to the employees of a public passenger transportation
system of a metropolitan municipal corporation, county transportation authority,
public transportation benefit area, or City public passenger transportation system,
subject to the following:
A) Negotiations between the public employer and the bargaining
representative may commence at any time agreed to by the parties. If no
agreement has been reached sixty (60) days after commencement of negotiations,
either party may demand that the issues in disagreement be submitted to a
mediator. The services of the mediator shall be provided by the commission
without cost to the parties, but nothing in this Section or RCW 41.56.440 shall be
construed to prohibit the public employer and the bargaining representative from
agreeing to substitute at their own expense some other mediator or mediation
procedure; and
B) If an Agreement has not been reached following a reasonable period
of negotiations and mediation, and the mediator finds that the parties remain at
impasse, either party may demand that the issues in disagreement be submitted to
an Arbitration panel for a binding and final determination. In making its
determination, the Arbitration panel shall mindful of the legislative purpose
enumerated in RCW 41.45.430 and as additional standards or guidelines toy aid it in
reaching a decision(s), shall take into consideration the following factors:
1) The Constitutional and Statutory authority of the Employer;
2) Stipulations of the parties;
3) Compensation package comparisons, economic indices, fiscal
constraints, and similar factors determined by the Arbitration panel
to be pertinent to the case; and
4) Such other factors, not confined to the foregoing, which are normally
or traditionally taken into consideration in the determination of
wages, hours, and conditions of employment.
ARTICLE IV - PUBLIC DISCLOSURE
Neither party shall independently issue releases to any news media, nor
otherwise make public disclosure, during Pre -Mediation negotiations as the parties work
towards a collective bargaining agreement.
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ARTICLE V - 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 2.20.010 - Persons Subject to Plan.
Section 2.20.020 - Content of Plan.
Section 2.20.040 - Policy for Pay Steps.
Section 2.20.050 - Policy for Present Employees Subsection A.
Section 2.20.060 - Transfer, Promotion, Reclassification, Demotion, or Reinstatement of
Employees.
Section 2.20.070
Section 2.20.085
Section 2.20.088
Section 2.20.100
Section 2.20.110
Section 2.24.010
Section 2.40.020 -
Section 2.40.030 -
Section 2.40.120
Section 2.40.060 -
Section 2.40.070 -
Section 2.40.080 -
Section 2.40.100 -
- Reduction of Salary.
- Reimbursement for Expenditures Subsection 5.
- Uniform Allowance - Special Assignment Pay, Subsections (3) and (4).
- Classification Plan, Subsections A and E.
- Compensation Plan, Subsection 1.
- Longevity Plan - Eligibility - Restrictions, Subsections A, C, D.
Vacation Leave, Subsection A, Subsection 1, and Subsections B (1), (4).
Sick Leave, Sections A (1), B, C, D, E.
- Sick leave pool.
Leave Without Pay.
Unauthorized Absences.
Holidays with Pay, Subsections A, B, C, D, E, F, G, H, K.
Overtime Pay, Subsections A(4), B, C, D, E.
ARTICLE VI - UNION CONSTITUTION AND BY LAWS
Upon request of the City Manager or his designee, the Union shall promptly
furnish to the City Manager a current copy of the Union constitution and by laws, or any
other rules and regulations of the Union. Any revisions thereof shall be promptly
furnished by the Union to the City Manager.
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ARTICLE VII - BUSINESS LEAVES
7.1 Members representing the Union, not exceeding four (4) in number, shall be
paid at the applicable rate of pay for actual time spent for all meetings between the
City and the Union for the purpose of negotiating wages, hours and working
conditions, terms of this agreement, or for processing grievances. When such
meetings take place at a time during which any such members are scheduled to be
on duty, they shall be granted leave from duty without any loss of pay. Actual
time spent for meetings shall be limited to the time spent in the meetings.
7.2 Business Leaves:
Such officers and members of the Union may be designated by the Union,
not to exceed four (4) in number at any one time shall be granted leave from duty
with pay for Union business, such as but not limited to attending labor
conventions and educational conferences, collective bargaining preparations and
civil service, provided that notice of such conventions or conferences shall be
requested and approved by the Departilient Head, and provided further that the
total leave for the bargaining unit for the purpose set forth in this section shall not
exceed one hundred thirty-five (135) hours in any fiscal year.
7.3 Shop Stewards:
Shop stewards shall be allowed up to one (1) hour per month with pay to
attend shop stewards meeting(s). The number of shop stewards in the bargaining
unit shall be determined by a ratio of one (1) stevJard per twenty (20) members in
the bargaining unit. The Union shall keep the City notified of the current shop
stewards and Local Union Officers.
ARTICLE VIII - EMPLOYEE RIGHTS
8.1 An employee shall have the right, upon request, to inspect their personnel
file. No material referring to the employee's job competence or conduct shall be
placed in the file without the employee's knowledge and the opportunity to attach
their comments. A copy of any entry pertaining to job competence or conduct will
be given to the employee by the initiating department.
8.2 The initial discussion of a probationary, special or annual performance
evaluation shall take place solely between an employee and their 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) d� job duties, L l t
JU Vt.rVlO Vl `JJ regarding 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.
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8.3 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.
8.4 Work Rules:
A) Work rules and policy shall be posted for employees and be in
writing. They shall be uniformly applied. When existing work rules, policy or
procedure are changed or new rules or procedures established, employees whose
work assignment is affected shall be notified in writing (that is circulating
memorandum) and the new rule or procedure shall be posted prominently on
appropriate bulletin boards for a period of seven (7) calendar days before
becoming effective, except for changes of an emergency nature.
B) Employees shall comply with all existing rules that are not in conflict
with the express items of this Agreement, provided that rules are uniformly
applied and uniformly enforced, and provided that reasonable notice has been
given of the existence of the rule.
C) Any unresolved complaint as to the reasonableness of any new or
existing rule, or any complaint involving discrimination in the application of new
or existing rules shall be resolved through the grievance procedure.
8.5 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.
8.6 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 IX - MANAGEMENT RIGHTS
9.1 Except as specifically abridged, granted, delegated or modified by this
Agreement, including amendments, the City retains all legal and inherent
exclusive rights with respect to matters of legislative and managerial policy.
Furthermore, the City reserves all customary management prerogatives including,
but not limited to, the right to:
A) Establish, plan for, and direct the work force toward the
organizational goals of the municipal government.
B) Determine the organization, and the merits, necessity and level of
activity or service provided to the public.
C) Determine the City budget and financial policies including
accounting procedures.
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D) Establish, regulate and administer a personnel system, in conformity
with the City Charter and Civil Service Rules and Regulations, which provides for
all types of personnel transactions including determining the procedures and
standards for hiring, promotion, transfer, assignment, lay off, discipline, retention
and classification of positions.
E) Discipline or discharge of employees for cause as provided by the
General Rules and Regulations of the City's Charter Civil Service Commission and
in conformity with this Agreement.
F) Determine the methods, means, equipment, numbers and kinds of
personnel and the job or position content required to accomplish governmental
operations and maintain the efficiency thereof.
G) Determine and chancre the number and locations and tunes of
operations, processes and materials to be used in carrying out all City functions.
H) Assign work to and schedule employees in accordance with Civil
Service classifications and position descriptions, and to establish and change work
schedules in accordance with Article XXXIII - Work Week Provisions; 33.00.
I) Relieve any employees from duty due to lack of work or insufficient
funds.
J) Take all actions necessary to carry out the mission of the City in
emergencies.
9.2 The above-cited management rights are not to be interpreted as being all
inclusive, but merely indicate the type of rights which belong to the City. It is
understood that any of the rights, power and authority the City had prior to the
signing of this Agreement are retained by the City.
9.3 Any employee within the bargaining unit who may feel aggrieved by the
unfair or discriminatory exercise of any of the Management Rights specified
f lereinabovP nr Any ether c aimed prerogative may seek their remedy by the
grievance procedure provided in the Agreement.
ARTICLE X - LABOR MANAGEMENT COMMITTEE
10.1 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.
In order to accomplish these goals, a Labor -Management Committee shall
be established consisting of three (3) Union members chosen by the Union, the
Union Staff Representative, the City Manager or his designee, one Transit
management team member chosen by the City Manager, and may include two
City Council members chosen by the Council.
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10.2 The Labor -Management Committee shall schedule meetings at mutually
agreeable times, but not later than fifteen (15) working days from the date of a
request for a meeting by a party to this Agreement. Requests shall be in writing
and contain the item(s) or topic(s) at issue.
10.3 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.
10.4 Resolution:
A) 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.
B) However, should the Labor/ Management process result in a
particular change in wages, hours, and working conditions, the change shall be
reduced to writing in the form of a Letter of Understanding, Memorandum of
Agreement, etc.
ARTICLE XI - CONTRACTING WORK
The City agrees that no permanent employee shall be laid off as a direct result of
the City contracting work currently done by City Employees. The City however, retains
the right to contract work as deemed desirable or necessary by the City and reassign
employees who might otherwise be laid off as a result thereof. The City further retains
the right to lay off employees at the discretion of the City, due to lack of funds.
ARTICLE XII - STRIKES AND LOCKOUTS PROHIBITED
12.1 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.
12.2 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 their 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.
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ARTICLE XIII - REDUCTION IN FORCE
13.1 Any reduction in force shall be accomplished in accordance with reduction
in force procedures set forth in the Charter Civil Service Rules and Regulations. In
the event that it becomes necessary to amend the reduction in force procedure in
the Civil Service RulCJ, the City- and the L11V_shall cooperate to develop
reduction in force procedures which shall be mutually acceptable for submission to
the Civil Service Commission.
ARTICLE XIV - GRIEVANCE PROCEDURE
14.1 Policy:
The parties recognize that the most effective accomplishment of the work of
the City requires prompt consideration and equitable adjustments of employee
grievances. It is the desire of the parties to adjust grievances informally whenever
possible, and both supervisors and employees are expected to make every effort to
resolve problems as they arise. However, it is recognized that there may be
grievances which can be resolved only after a formal review. Accordingly, the
following procedure is hereby established in order that grievances of employees
covered by this agreement may be resolved as fairly and expeditiously as possible.
14.2 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.
14.3 Grievance Defined:
A is an alleged wrong or dispute, considered an employee or
grievance..�,r.., g by r�vydd
group of employees as grounds for complaint, pertaining to employment
conditions covered by this Agreement or its application, meaning or
interpretation.
14.4 Special Provisions:
A) 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.
B) The aggrieved party and their 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 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 rnay,
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
1 9 9
uninvolved employees.
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C) Grievances on behalf of an individual employee may not be initiated
or pursued without their consent. However, contract grievances may be initiated
or pursued by the Union.
D) 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.
E) 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.
F) 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.
G) For the purpose of this article, workdays shall refer to Monday
through Friday, excluding Holidays.
14.5 Procedure:
To be reviewable under this procedure a grievance must:
A) Be filed in a grievance format which has been mutually agreed upon
by the City and the Union, specifically the format of AFSCME Form F-29.
B) Identify the facts and circumstances relating to the alleged
misapplication, misinterpretation, or violation of a specific provision of this labor
agreement.
C) Specify the relief sought.
1) Step 1- Discussion with Supervisor:
Whenever there is an apparent misunderstanding or dispute between
an employee and the City, as soon as possible but in no case later
than thirty (30) calendar days an effort must first be made to resolve
the matter informally with the Supervisor. If the misunderstanding
and/or dispute remains unresolved after the initial informal
meeting, the employee shall reduce the dispute, in writing to the
Supervisor, within fifteen (15) working days, as a formal grievance.
The Supervisor shall investigate the relevant facts and circumstances
of the grievance and provide a written decision within ten (10)
working days.
2) Step 2 - Written Grievance to Division Manager:
An employee who is dissatisfied with the decision of the Supervisor
may submit the grievance in writing within ten (10) working days
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after notification to the employee of the decision of the Supervisor to
the Division Manager. The Division Manager shall make a separate
investigation and notify the employee in writing of his decision, and
the reasons therefore, within ten (10) working days after receipt of
the employee's grievance.
3) Step 3 - Written Grievance to Department Head:
If the employee is dissatisfied with the decision of his Division
Manager, the employee may submit the grievance in writing within
ten (10) working days after notification to the employee of the
decision of the 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
ten (10) working days after receipt of the employee's grievance.
4) Step 4 - Written Grievance 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. The request shall
be submitted within ten (1 0) 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 or his
designee shall make such investigation and shall, within fifteen (15)
working days after receipt of the employee's request for review,
inform the employee in writing of the City Manager's findings and
decision.
5) A duplicate copy of all statements of grievance, requests for review
and written decisions shall be filed by the grievant with the Human
Resources Manager.
14.6 Grievance Filed by the City:
Any grievance which the City's management may have against the Union
shall be reduced to writing and submitted, no later than thirty (30) calendar days
after having been made reasonably aware of the issue, to the President of the
Union local with a copy to the staff representative. The Union President shall
investigate the relevant facts and shall, within fifteen (15) working days, provide a
written decision, and the reasons therefore. If the matter is not satisfactorily
settled, an appeal may be instituted as set forth in 14.7 below.
14.7 Step 5 - Final Resolution of Grievance Disputes:
Either party to this Agreement may refer unsettled grievances which
concern provisions of this Agreement to Arbitration.
A) A request for Arbitration shah 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 their designee, unless the time shall
be extended by written mutual agreement. Such request shall identify the
AFSCME Transit 2002/2003.doc
February 15, 2002 Page 14
previously filed grievance which is the basis for the request for Arbitration and
shall set forth the issue which the party making the request seeks to resolve.
B) The Arbitrator may be selected by mutual agreement between the
City Manager and the Union. 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 his designee, 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 eleven (11) arbitrators, from either Public Employment
Relations Commission (PERC), American Arbitration Association (AAA), or
Federal Mediation and Conciliation Services (FMCS). Within a reasonable period
of time 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.
C) The Arbitrator shall be limited to determining whether the City or
the Union has violated or failed to apply properly the terms and conditions of this
Agreement. The Arbitrator shall have no power to destroy, change, delete from or
add to the terms of this Agreement.
D) PERC rules and procedures shall govern the arbitration hearing.
E) The parties agree that the decision of the Arbitrator shall be final and
binding and implemented within thirty (30) calendar days following the rendering
of the decision.
F) 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.
G) Each party shall bear the cost of the preparation of its own case.
ARTICLE XV - 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 XVI - 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, and the "Americans with Disabilities
Act" (ADA) of 1991, it is the policy of the City of Yakima and the Union to not
discriminate against any employee or applicant for employment because of race, color,
religion, age, sex or national origin, marital status or handicap.
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ARTICLE XVII - SALARIES
17.1 Effective January 1, 2002:
The compensation plan for the bargaining unit in effect December 31, 2001,
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17.2 Effective July 1, 2002:
The compensation plan for the bargaining unit in effect June 30, 2002, shall
be increased by one-half percent (.5%).
17.3 Effective January 1, 2003:
The compensation plan for the bargaining unit in effect December 31, 2002,
chnll hP increnca/1 by three percent (1%)
17.4 Direct Deposit:
The parties recognize that Direct Deposit is the most effective way of
banking. When such service becomes available, all employees shall be able to
direct deposit at their own financial institution that offers this service,
ARTICLE XVIII - LONGEVITY
18.1 Longevity:
Longevity Compensation shall be in accordance with Yakima Municipal
Code Section 2.24.010 A as may be subsequently amended.
A) All permanent employees shall accrue longevity as follows:
Longevity Compensation
Years Service Percentage of Base Pay
At least 60 months and less than 120 months 1.5%
At least 120 months and less than 180 months 3.0%
At least 180 months and less than 240 months 4.5%
240 months or more 6.0%
B) Accruals shall be prorated on actual hours in pay status for
permanent part-time employees.
C) Accruals shall be prorated for permanent part-time employees, based
on previous six (6) months.
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ARTICLE XIX - SHIFT DIFFERENTIAL
19.1 After Hours:
For employees who work a regularly scheduled shift where all or part of
the shift hours fall between 6:00 p.m. and 6:00 a.m., an additional five percent (5%)
per hour over base pay will be paid for all hours worked within the stipulated
period to the nearest one-half (1/2) hour. Persons working overtime past their
normal shift will not be entitled to payment under this Article unless all of the
scheduled hours of the second shift are worked.
19.2 Split Shift:
A) Transit Employees who work a split shift or split workweek shall
receive five percent (5%) shift differential for twenty (20) hours per week.
B) Transit Employees who work a five (5) day work week and have one
(1) weekday off, shall receive a five percent (5%) shift differential, for twenty (20)
hours a week.
C) Transit Employees who work a five (5) day work week and work
both a split shift and have one (1) weekday off shall receive a five percent (5%)
shift differential, for thirty (30) hours a week.
D) Transit Employees who work a four (4) day work week and have two
(2) weekdays off, shall receive a five percent (5%) shift differential for twenty (20)
hours a week.
E) Transit Employees who work a four (4) day work week and work
both a split shift and have two (2) weekdays off, shall receive a five percent (5%)
shift differential, for thirty (30) hours a week.
19.3 Permanent Part -Time
Permanent part-time operators shall receive shift differential pay as follows:
A) For hours worked before 6:00 a.m. and after 6:00 p.m.
B) For the same hours of whoever's complete regularly scheduled full-
time shift they fill.
C) For partial shifts pieced together, with an unpaid time lapse of thirty
(30) minutes or greater. Shift differential shall be paid for fifty percent (50%) of the
total hours worked that day, rounded up to the nearest one-half (1/2) hour.
D) For all additional hours worked before or after a straight eight (8) or
ten (10) hour shift, provided that there is an unpaid time lapse of thirty (30)
minutes or greater.
E) When working a regularly scheduled split shift, no additional
compensation shall be paid for extra hours worked during that day.
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ARTICLE XX - OVERTIME
20.1 Employees who are required to work more than forty (40) hours in any
work week shall be paid one and one-half (1-1/2) times the regular rate of pay for
credited time in excess of forty (40) hours per week. Credited time shall be in
fifteen (15) minute increments. However, compensatory time off at the time and
one-half rate in lieu of overtime pay may be requested by the affected employee.
In that case, compensatory time may be taken at such time as is agreed upon by the
Employer and the employee, but may not be imposed by the Employer upon any
employee who has not so requested such compensatory time off.
20.2 Compensatory time off may be accrued to a maximum of forty (40) hours
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.
20.3 Employees may accept any shift(s), and or shift piece(s) of available
overtime by seniority. No shift shall be split more than once.
20.4 Time spent by an employee beyond the normal_ working day for training
classes, shall be considered time worked for calculation of overtime pay.
20.5 Authorized travel time spent in the performance of the job shall be
considered time worked for the calculation of overtime pay.
20.6 The City shall grant time off to eat to any employee who is requested to and
does work beyond the regular shift quitting time. The Employer shall grant thirty
(30) minutes to eat every four (4) hours thereafter while the employee continues to
work.
20.7 In the event the employee is unable to provide or obtain the meal(s) due to
location or time of day or emergency, the Division Head shall insure the employee
obtains a meal at the Employer's expense.
20.8 Cali Out Pay:
A) A minimum of two (2) hours pay at the time and one-half (1-1/2) rate
will be paid to an employee as follows:
1) Who is requested to return to work at the completion of their shift
while stili at the work site/relief point, or,
2) Is called to return to work after leaving the work site/relief point at
the completion of the shift,
3) Is called to report to work prior to the start of their shift,
4) Is called into work on a day off.
B) Call out time is counted from the time the employee begins work
until the employee is released from the workplace.
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ARTICLE XXI - STANDBY PAY
21.1 The determination of the need for and assignment of standby time is a
responsibility of Management. Employees will have the opportunity to volunteer
or exchange for standby prior to being made a required assignment. The
employee must notify their supervisor in writing by the end of the previous shift
of an exchange with another employee for assigned standby.
21.2 Compensation for assigned standby time will be $1.00 per hour.
21.3 Employees, 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 XXII - BI -LINGUAL PAY
Employees who perform job duties in a bi-lingual capacity and who have passed
the City's bi-lingual exam, shall receive with the approval of the Division Manager an
additional thirty dollars ($30) per month.
ARTICLE XXIII - MEDICAL/ DENTAL/ VISION BENEFIT PACKAGE
23.1 Employee Only Medical/Vision and Dental Coverage:
Medical and Dental Benefit Package;
(Medical/Vision and Dental Insurance):
The City shall pay one hundred percent (100%) of the monthly employee
only medical/vision and dental insurance premiums for coverage as set by the
City of Yakima Employees' Welfare Benefit Board. Employee only medical/
vision and dental insurance premiums shall be at no cost to the employee.
23.2 Dependent Medical/Vision and Dental Coverage:
Medical and Dental Benefit Package;
(Medical/Vision, and Dental, Insurance):
The monthly dependent unit premium costs shall be borne as follows:
A) Fifty percent (50%) shall be paid by the participating employee.
B) Fifty percent (50%) shall be paid by the Employer.
This cost sharing shall only be applicable to those employees who enroll
their dependents in the Employer's Health Care Plan.
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23.3 Retiree Coverage:
A) Upon payment of the premium as required in 23.3-D, herein, retirees
may elect to remain in the group medical plan until they reach age 65.
B) Spouses of retirees may remain in the group medical plan until they
reach age 65 or in the case of spouses of deceased retirees, until they reach age 65
or remarry, whichever occurs first.
C) Other dependents of retirees may remain in the group 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.
D) Retirees, or spouse 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.
23.4 Vision Care:
The medical program shall include a vision care program as part of the
major medical benefits plan for employees and their eligible dependents.
23.5 Dental Insurance:
fPntta1 inc,iranrP fnr PligiH P PmrlrnPPC and their dPpenrlPntc ,hall hP
provided. The dental insurance program shall be part of the medical benefit
package premium calculation specified in 23.1 and 23.2 above.
23.6 Wellness Committee:
A representative from this bargaining unit will be appointed to the
Wellness
/� T1 •11
vv eiiness Committee. The Committee will discuss such topics as heart life
programs and physical exam coverage.
23.7 Employee Welfare Benefit Board:
A) The City of Yakima and AFSCME Local 1122 will each select four (4)
members and one (1) nonvoting member from the transit bargaining unit to serve
on the City of Yakima Employees' Welfare Benefit Board, hereinafter referred to as
the Board.
B) The purpose of the Board shall be to study and become informed
regarding health insurance programs including the City's modifie self _funded
program; to identify perceived and real problems, and make recommendations to
the City and the Union on ways to improve and enhance in an economical fashion
the health insurance program.
C) To enable the Board to become knowledgeable and to make
reasonable and objective recommendations for change, the City agrees to:
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Page 20
1) Complete open disclosure and cooperation to the Board with City
staff and insurance provider on information necessary for the Board
to complete its duties.
2) The Board shall be permanent. Any member(s) of the Board who for
any reason steps down as a Board member, shall be replaced by the
same selection process above.
23.8 Right of Withdrawal:
The Union shall continue to have the right to withdraw from the City's self-
insured program by notifying the City in writing six (6) months in advance.
ARTICLE XXIV - HEALTH HAZARD INOCULATIONS & CERTIFICATIONS
24.1 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.
24.2 Beyond the basic license fee, the City Of Yakima will pay initial and
required renewal fees for any license/certificate required by the City as a
condition of employment. Employee fault License/Certificate reinstatement cost
shall be born by that employee.
24.3 As part of the City's Wellness Program and the City's encouragement of
good health practices, the City will provide an annual physical examination fee for
a physical performed by the City's doctors, or if the employee chooses their own
doctor to perform the examination, the City will provide up to Seventy -Five
($75.00) for such a physical examination.
ARTICLE XXV - LIFE INSURANCE
25.1 The life insurance premium shall be paid in full by the City. The face value
of the Life Insurance Policy shall be Twenty -Five Thousand Dollars ($25,000) per
member.
25.2 Retiree Life Insurance:
Upon retirement, the retiree may elect to continue their participation in the
life insurance coverage through a conversion policy. This conversion coverage
policy requires the retired employee to pay their own premium for said coverage.
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February 15, 2002
Page 21
ARTICLE XXVI - HOLIDAYS
26.1 The following shall be recognized and observed as paid holidays:
New Year's Day January 1
Martin Luther King, Jr. L)ay 3rd Monday in January
Presidents' Day 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4th
Labor Day 1st Monday in September
Veterans' Day November 11th
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Day 4th Friday in November
Christmas December 25th
One (1) personal holiday.
26.2 Personal Holiday:
Permanent employees shall be entitled to eight (8) hours of personal
holiday. Employees who work a 10/4 schedule shall be entitled to ten (10) hours
of personal holiday. Both are subject to the following conditions:
A) The employee has been or is scheduled to be continuously employed
by the City for more than six (6) months, and
B) The employee has given not less than fourteen (14) calendar days of
written notice to the Division Manager, provided however, the employee and the
Division Manager, or their designee, may agree on an earlier day, and
C) The Division Manager or their designee, has approved the day, and
D) The day selected does not prevent the Transit Division from
providing continued public service and does not interfere with the efficient
operation of the Transit Division, and
E) The personal day must be taken during the calendar year of
entitlement or the day will lapse except when an employee has requested a
personal holiday and the request has been denied.
26.3 General Holidays:
A) Whenever any holiday specified by State Law falls on Saturday, the
preceding Friday shall be the holiday. Employees who work Friday in such case
shall be paid according to City Code Section 2.40.080, Subsection E. Whenever any
holiday specified by State law falls on Sunday, the following Monday shall be the
holiday. Employees who work Monday in such case shall be paid according to
City Code Section 2.40.080, Subsection E.
B) Whenever`` a holiday falls on a Saturday, the holiday shall be
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Sunday for those employees regularly scheduled to work on Saturday or Sunday.
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C) If a holiday falls on a normal day off, an equivalent day off will be
granted to be scheduled within sixty (60) days of the holiday.
D) Holiday hours will be offered by seniority as defined in Article XXXI
-- Seniority, to permanent employees, prior to offering the open holiday work to
temporary employees, and
E) Time and one-half (1-1/2) will be paid for the hours worked on a
holiday in addition to the employee's rate of pay. At the employee's option, the
premium holiday pay shall be received or the employee may be paid at straight
time with the equivalent of one and one-half (1-1/2) days being granted off within
sixty (60) days. If not specified here the general holiday agreement applies.
F) Employees working a 10/4 schedule shall earn ten (10) hours credit
per holiday listed above. All other provisions of this Article will continue to
apply.
ARTICLE XXVII - VACATION
Employees shall be granted annual vacation pursuant to the following
conditions:
27.1 All full time employees shall accrue vacation with pay as follows:
Years of Service
Accrual Rates
After one (1) full year 6.67 hours per month (80 hours per year,
40 hours may be taken after 6 months)
After two (2) full years 8.0 hours per month (96 hours per year)
After five (5) full years 10.0 hours per month (120 hours per year)
After ten (10) full years 12.67 hours per month (152 hours per year)
After fifteen (15) full years 14.67 hours per month (176 hours per year)
After twenty (20) full years 18.67 hours per month (224 hours per year)
Vacation accruals for permanent part-time employees will be prorated
based on the difference between the total number of actual hours in pay status in
the previous month versus the total number of hours available to work in the
previous month. Accruals shall be adjusted monthly.
27.2 Employees shall be allowed to accrue a total amount of vacation time equal
to the amount which can be earned in two years.
27.3 Employees who become ill while on approved vacation may utilize sick
leave for the period of illness subject to the provisions of Article XXVIII - Sick
Leave, Section 28.3 and 28.4 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.
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ARTICLE XXVIII - SICK LEAVE
28.1 Accrual:
Sick leave with pay is established as an insurance program for salary
continuation during -periods of illneJJ, and pClt1lL1Crly extended illness as follows:
A) All full-time employees shall accrue sick leave
with pay at the rate of
eight (8) hours per month for each full calendar month of the eligible employee's
continuous service with the City. Said accrual shall be prorated for permanent
part-time employees.
B) Unused sick leave shall be cumulative for succeeding years to a
maximum of 1040 hours. No additional credits will be subsequently allowed
above 1040 hours.
28.2 Permissible Use of Sick Leave:
An employee eligible for sick leave with pay shall be granted such leave for
the following reasons:
A)
e11Lv.ove. .S.
Personal illness or physical incapacity resulting from causes beyond
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B) Verifiable visits to a physician or dentist for examination and/or
treatment.
C) Quarantine of employee due to exposure to a contagious disease.
D) On-the-job injuries. Any employee 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) a1Ld 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:
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remilar hourly rate
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of
pay equals hours of leave to be restored.
2) At the option of the employee, the employee can retain their time
loss payment and use sick leave to make up the difference in pay that
would equal 100% of the available hours per month not to exceed
forty (40) hours per week.
E) Care for a child of the employee under the age of 18 years of age with
a health condition that requires verifiable treatment, transportation, or
supervision.
F) The death of a member of the immediate family of an employee, or
employee's spouse.
G) Serious injury or illness to other members of employee's immediate
family constituting an emergency or crisis, provided the employee is engaged in
care/treatment, transportation, or supervision of the affected individual.
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Page 24
*
H) The term "Immediate Family" shall include:
1) Spouse, children, children of spouse, spouse of children;
2) Step or foster family relationship;
3) Mother, father, brother, sister of employee or spouse;
4) Grandparent or grandchild of employee or spouse;
5) Aunt or uncle of employee or spouse.
6) Any person living in the Immediate Household* of the employee.
7) In cases where an employee is responsible for funeral arrangements
sick leave will be granted.
I) Employees who have exhausted all accumulated sick leave may use
accumulated vacation leave, compensatory time, in lieu time, or their personal
holiday in lieu of sick leave subject to the requirements of all other provisions of
this Agreement (contract).
Members of the Immediate Household means persons who reside in the same
home, who have reciprocal and natural and/or moral duties to and do provide
support for one another. The term does not include persons sharing the same
general house when the living style is primarily that of a dormitory or commune.
28.3 Requirements for All Paid Sick Leave:
A) Every employee must report to the representative designated by
their Division Manager the reason for the absence as far in advance of the starting
of their scheduled work day as possible. This report shall be made no later than
five (5) minutes after the scheduled report time.
B) An employee must keep their Division Manager informed of their
condition if absence is of more than three (3) working days in duration.
C) For each absence an employee must submit upon the approved 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) consecutive working days, or for each absence, if requested by the
Division Manager. If a physician's statement is to be requested by the Division
Manager, the employee shall be so notified before their return to work.
D) Employees may choose to permit home visits. The employee must
permit medical examinations as designated by the City, at the expense of the City,
and at the mutual convenience of the City and the employee.
28.4 Enforcement of Sick Leave Provisions:
A) Any failure to comply with the provisions of Article XXVIII - Sick
Leave shall be grounds for denial of sick leave with pay or other paid leave taken
in lieu of sick leave for the period of absence.
B) 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 disciplinary action.
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Page 25
C) It shall be the responsibility of the Department Head or his
designated representative to:
1) Review all sick leave or other paid leave taken in lieu of sick leave
and d approve that which is bona fide and complies with the provisions
of 4-h Sectio 7n-1 forward
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Department. The Payroll Officer shall not certify the payment of sick
leave or other paid leave taken in lieu of sick leave until the
approved applications have been received, except that employees still
absent at the end of a pay period may be certified for payment of sick
leave or other paid leave taken in lieu of sick leave by the Payroll
Officer upon recommendation of the Department Head as indicated
by their signing the time sheet and subject to the receipt of an
approved application for sick leave pay or other paid leave taken in
lieu of sick leave immediately upon the employee's return to work;
2) Investigate any suspected abuse of sick leave or other paid leave
taken in lieu of sick leave;
3) Withhold approval of sick leave pay or pay for other leave taken in
lieu of sick leave in the event of unauthorized use;
4) Initiate disciplinary action if, as a result of investigation, it is
determined that an employee has been guilty of willful
misrepresentation in a request for sick leave pay or other pay taken
in lieu of sick leave pay.
L) 1) Permanent employees shall not exceed twelve (12) incidents of
unscheduled sick leave in a calendar year. Exceeding twelve (12)
incidents may be cause for discipline.
2) An unscheduled sick leave incident shall be defined as any
continuous period of absence due to illness or injury. One absence
equals one incident regardless of the length of time of absence.
3) Any sick leave period of absence in which the employee submits a
statement by the attending Health Care Provider regarding the
illness or injury of themselves or a family member(s), shall be
exempt from the unscheduled sick leave definition, and be considered
a scheduled absence.
28.5 Sick Leave Exchange:
Any permanent employee may exchange accrued sick leave for pay or for
additional leave time as appropriate, in accordance with the options provided the
employee, subject to the following provisions:
A) Employees who have accrued sick leave up to a maximum of 840
hours may exchange sick leave for additional vacation days or for cash as follows:
1) Upon retirement or death the employee's accrued sick leave up to and
including 840 hours will be exchanged for pay at the rate of 100% of
AFSCME Transit 2002/2003.doc
February 15, 2002
Page 26
the employee's current base pay. Effective January 1, 1988, maximum
payment shall be $12,500.
2) Upon termination under honorable conditions, as distinct from
retirement or death, the employee's accrued sick leave up to and
including 719.99 hours or less will be exchanged for pay at the rate of
25% of the employee's current base pay. Honorable termination
includes layoff for budget reasons, as well as resignation with at least
fourteen (14) calendar days notice. Effective January 1, 1988,
maximum payment shall be $6,250.
3) Upon termination under honorable conditions, as distinct from
retirement or death, employees who have accrued sick leave of 720
hours or more will be exchanged for pay at the rate of 50% of the
employee's current base pay, up to a maximum of and including 840
hours. Honorable termination includes layoff for budget reasons, as
well as resignation with at least fourteen (14) calendar days notice.
Effective January 1, 1988, maximum payment shall be $6,250.
4) Employees who have accrued more than 720 hours or more of sick
leave may exchange such sick leave for bonus (additional) leave days
at the rate of 32 hours of sick leave for each additional eight (8) hours
of leave, not to exceed a total of 40 added leave hours annually,
utilization of which would be subject to the scheduling and approval
by the Deparinient Head.
B) Sick Leave Exchange Procedure:
Any permanent employee may exchange accrued sick leave as
provided in Section 28.5 Sick Leave Exchange "A" above at the option of the
employee, subject to the following conditions and provisions:
1) A request for such an exchange shall be made to the Finance Director.
All requests shall be in writing and shall be signed by the employee
making the request.
2) Requests will be accepted only during the first five (5) working days
of each month with exchanged leave to be available within fifteen (15)
calendar days of the date the request is received by the office of the
Finance Director. Exceptions to the above will be made for
termination, layoff or disability retirement.
3) No request will be granted for less than eight (8) hours pay or a
minimum of three (3) days leave.
4) No exchange will be granted to an employee who has been
terminated for cause.
5) In the event of layoff, exchange requests are the responsibility of the
employee.
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ARTICLE XXIX - MATERNITY LEAVE
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
1 62 30 1 nn
1 VG-.7V-1GV.
ARTICLE XXX - BEREAVEMENT LEAVE
30.1 Employees shall be granted up to and including three (3) days Bereavement
Leave in the event of a death in the immediate family of the employee.
A) The term "Immediate Family" shall include:
1) Spouse, children, children of spouse, spouse of children;
2) Step or foster family relationship;
3) Mother, father, brother, sister of employee or spouse;
4) Grandparent or grandchild of employee or spouse;
5) Aunt or uncle of employee or spouse
6) Any person living in the Immediate Household * of the employee.
7) In cases where an employee is responsible for funeral arrangements
bere�lvP7Y e t' leave will gr. ted.
B) The employee shall upon returning to work provide written
documentation of the death of the immediate family member before bereavement
leave shall be paid. This requirement may be waived by the Transit Manager or
his designee.
* Members of the Immediate Household means persons who reside in the same
home, who have reciprocal and natural and/or moral duties to and do provide
support for one another. The term does not include persons sharing the same
general hose when the living style is primarily that of a dormitory or commune.
ARTICLE XXXI - SENIORITY
31.1 Seniority Defined:
Seniority is defined as the length of time accrued in a permanent non-
exempt Civil Service Classification position and shall be subject to the following
provisions. Seniority shall be recorded as follows: years; days; hours; and
minutes.
31.2 Seniority Provisions:
A) Seniority shall begin the date hiret
on ult. actual of in a permanent
classified status including the probationary period.
B) Seniority for On -Call and Seasonal positions shall only include the
actual time accrued in a pay status
pay
C) Seniority shall continue from one (1) classified position to another
classified position through transfer or promotion.
AFSCME Transit 2002/2003.doc
February 15, 2002
Page 28
D) Any and all time in a leave without pay status which is not both pre -
requested and pre -approved shall be excluded from seniority.
E) Any and all time in a leave without pay status, which resulted from
the employee's failure to maintain the minimum qualifications of the position,
shall be excluded from seniority.
F) Any and all time on suspension due to a sustained disciplinary action
shall be excluded from seniority.
G) Seniority of employees who are separated from service due to a
reduction in force shall be retained for the duration of the re-employment/recall
period. However, no additional seniority shall accrue during the period of
separation should rehire occur.
H) All seniority shall lapse and become void upon the expiration of the
re-employment/recall period, resignation, termination for cause, or abandonment
of position.
31.3 Seniority Application:
Seniority by definition and provisions shall be recognized and applied to all
matters of work assignments, and reductions in force.
31.4 Seniority Records:
A) The Operations Supervisor with the support of the Human Resources
Division shall maintain a current record of individual seniority for each employee
in the Transit Bargaining Unit.
B) The individual seniority records shall be adjusted to reflect any and
all of the seniority provisions immediately after each occurrence, with written
notification to the negatively affected employees.
C) The Operations Supervisor shall compile from the individual records,
a single descending rank order list of employees from the greatest seniority to the
least seniority.
D) The single list of seniority shall be updated prior to and posted with
any and all sign-up bids and markdown bids.
E) Copies of the individual records and the seniority list shall be
forwarded by the Operations Supervisor to the Human Resources Division with
the individual records to be placed in the respective personnel files.
31.5 Separability Of Service Length:
This Article sets specific parameters on the length of service for purposes of
rank order for the classified employees. It is not the intent of this Article to alter
the individual length of continuous, uninterrupted service with the City which
may include temporary, and/or exempt service that the employee's vacation, sick
leave, longevity, retirement, and holiday adjustments are based on.
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Page 29
ARTICLE XXXII - CHANGE OF WORK STATUS
32.1 Permanent employees may bid, based on their seniority, for a full-time or a
part-time status, for periods of one (1) sign-up. They may change status at the end
of each sign-up without loss of seniority.
32.2 To facilitate payroll requirements (programming availability), operators
will simultaneously bid for their status, "full-time or part-time," while bidding
their work schedules.
32.3 Work schedules bidding shall be completed within a total time period of
eighteen (18) working days.
APTTC'T 1 YYYTTT - WrI K W1PT( PRfVISVINS
Employees shall be scheduled to work regular hours for each workday 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 taus contract.
33.1 Bidding Work for Transit Operators:
A) Seniority shall, (as defined in Article XXXI - Seniority), prevail in the
bidding for full or part-time status, run selection, and work week selection.
B) All permanent Transit Operators shall bid on all scheduled runs
and/or shifts by seniority.
33.2 Rest Period for Transit Operators:
A) Time recovery layovers shall not be considered in calculating rest
period compensation.
B) All straight, eight (8) or ten (10) hour, shifts shall include a total of
thirty (30) minutes of non -service rest period compensation.
1) Straight shifts shall be considered as split shifts when filled by more
than one (1) employee and Section C below shall apply.
C) All split, eight (8) or ten (10) hour, shifts shall include fifteen (15)
minutes of non -service rest period compensation within each shift piece(s). One (1)
rest compensation period shall be before, and one (1) rest compensation period
shall be after, the shift split.
D) All open work and special operations work shall include fifteen (15)
minutes of non -service rest period compensation within each four (4) hour period
of work.
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Page 30
33.3 Transit Dispatchers:
A) Regular Hours:
The Employer shall establish each work schedule which shall provide
for regular starting and quitting times for each workday.
B) Work Day:
Employees will be scheduled to a work day of eight (8) or ten (10)
consecutive hours within a twenty-four (24) hour period.
C) Work Week:
The work week shall start on Monday and end on Sunday. It shall
consist of four (4) or five (5) consecutive days, with two (2) or three (3) days off.
D) Shifts:
Shifts shall be assigned by mutual agreement of the Dispatchers;
however, seniority bid shall prevail where a consensus agreement cannot be
reached.
E) Working Out Of Classification:
Dispatchers may stand in for Transit Operators in limited emergency
situations and break periods.
F) Overtime:
Permanent Dispatchers shall be offered any available overtime on a
seniority basis among the permanent Dispatchers. If the permanent Dispatchers
are not available to work overtime, the work will be offered to other qualified
permanent employees on a seniority basis.
G) Uniforms:
The Employer shall provide uniforms for each Dispatcher
commensurate with current Transit Division standard issue.
33.4 Service Workers:
A) Regular Hours:
The Employer shall establish each work schedule which shall provide
for regular starting and quitting times for each work day.
B) Work Day:
Employees will be scheduled to a work day of eight (8) or ten (10)
consecutive hours within a twenty-four (24) hour period.
C) Work Week:
The work week shall start on Monday, end on Sunday, and shall
consist of four (4) or five (5) consecutive days, with two (2) or three (3) days off.
AFSCME Transit 2002/2003.doc
February 15, 2002
Page 31
uniiurms:
The Employer shall provide service worker(s) with clean uniforms
daily.
E) Foul Weather Gear:
The Employer shall provide foul weather gear such as, but not
limited to, coats, boots, and gloves for the Service Worker(s).
33.5 Route Supervisor, Customer Relations Coordinator:
A) Regular Hours:
These employees may or may not have regularly scheduled work
hours.
B) Work Day:
Eight (8) or ten (10) consecutive hours within a twenty-four (24)
period.
C) Work Week:
The work week shall start on Monday, end on Sunday, and shall
consist of four (4) or five (5) consecutive days, with two (2) or three (3) days off.
D) Uniforms;
The Employer shall provide uniforms for each Route C.
Supervisor
commensurate with current Transit Division standard issue.
33.6 Permanent Full -Time Transit Operators:
A) Regular Hours:
The Employer shall establish each work schedule which shall provide
for regular starting and quitting times for each work day.
B) Work Day:
Employees will be scheduled to a work day of eight (8) or ten (10)
consecutive or non consecutive hours within a twenty-four (24) period.
C) Work Week:
The work week shall start on Monday and end on Sunday; and shall
consist of five (5) consecutive or non consecutive eight (8) hour days, with two (2)
days off nr four (4) consecutive or non consecutive ten (10) hour with three (3)
� v� days v`Jiui �iuc�. ` �
days off.
D) Uniforms:
The Employer shall provide uniforms for each permanent full-time
Transit Operator commensurate with current Transit Division standard issue.
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February 15, 2002
Page 32
33.7 Permanent Part -Time Transit Operators:
A) Permanent Part -Time Scheduled Work:
1) Scheduled Regular Hours:
The Employer shall establish each work schedule, which shall
provide for regular starting and quitting times for each work day.
2) Scheduled Work Day:
Permanent part-time runs shall consist of a work day of ten (10) hours
or less and may be for consecutive or non consecutive hours.
3) Scheduled Work Week:
The work week shall start on Monday and end on Sunday; and shall
consist of five (5) consecutive or non-consecutive workdays. The
scheduled work week shall be scheduled to meet the needs of the
Transit Division.
4) Uniforms:
The Employer shall provide uniforms for each permanent part-time
Transit Operator commensurate with current Transit Division
standard issue.
B) Permanent Part Time Open Work:
1) Open Regular Hours:
The Employer shall establish each work assignment which shall
provide for regular starting and quitting times for each work day.
2) Open Work Day:
Known Leave Assignment; Previous Day Before 4:00 p.m.:
I) Permanent part-time employees may accept any shift(s) and/ or
shift piece(s) of available open work by seniority. Preferential
splitting of work will not be done prior to offering the entire
shift(s) and/or shift piece(s) to all available permanent part-time
employees.
II) When all full shift(s) have been assigned or if a more senior
Operator opts to work a shift piece(s) then the next most senior
Operator can bid on a shift(s) or shift piece(s).
AFSCME Transit 2002/2003.doc
February 15, 2002
Page 33
III) If an employee(s) fails to contact dispatch (and could have had an
assignment), or decides to pass up a full shift they will rotate to
the least senior bidding position for the next day's "same day"
assignments.
3) Same Day Work Assignment:
I) Work becoming available after 4:00 p.m. the previous day and/or
piece(s) remaining from previous night's assignments.
II) Work is offered to most senior available employee who can work
the shift(s) or piece(s) without loss of service. An employee who
passes up work shall rotate to the least senior bid position.
III) Open work that is offered to a temporary employee shall be split
to accommodate a permanent part-time Operator who may be
available to work a portion of that shift.
4) Open Work Week:
Any open work will be split as necessary on the day of the week in
which the employee's cumulative hours total forty (40) hours (or as
near 40 hours as possible) without leaving a remaining open work
piece of less than two (2) hours.
5) Open Bidding:
Permanent part-time employees will be offered open work daily by
seniority.
C) Call To Report:
When called to fill open work the following shall apply:
1) Accepted work report time is one (1) hour from acceptance, and
regular report rules apply.
2) Arrival within the first one-half (1/2) hour after the shift starts will
be paid from the start of the shift.
3) Arrival after the first one-half (1/2) hour from the shift start time will
be paid in quarter (1/4) hour increments rounded to the previous
quarter (1/4) hour.
4) Permanent part-time Operators must notify dispatch in advance to be
"not available" on a service day. They should make such notification
as soon as possible, but no later than 3:00 p.m. the preceding day.
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February 15, 2002
Page 34
33.8 On Call Employees:
On Call Employees will not be scheduled for a regular set shift, but rather,
will be called to work to fill in during the absence of another employee. On call
employees will be entitled to the meal and rest periods provided for in the
scheduled shift for which they are filling in.
33.9 Minimum and Maximum Shift:
No employee will be scheduled to a regular shift of less than two (2)
consecutive hours. No employee shall be scheduled to a regular shift of greater
than ten (10) hours.
33.10 Work Schedule Changes:
Any overall, long term change in work schedules will be discussed between
the Employer and the Union prior to implementation. The Employer may change
the regular starting and quitting times and the days worked in a week with five (5)
work days notice prior to the effective date of the new schedule. The five (5) work
day notice may be waived upon written mutual agreement between Management
and the Union. Although reasonable warning will be given whenever possible,
the five (5) work day notice provision will not be required for temporary
individual shift assignment changes which may be made only to cover for the
absences of another employee due to termination, resignation, vacations, or sick
leave. Other than the reasons cited above, an employee's work shift shall not be
changed to avoid payment of overtime when an employee is called to work
outside that employee's regular work shift or called to work before the regular
starting time or retained to work beyond the regular quitting time.
33.11 Emergency Situations:
The Employer shall determine when an emergency situation exists and an
emergency shall be defined as a sudden, unexpected event which creates a situation
endangering the public or employees' health and/ or safety. In the case of
emergencies, management may make schedule changes as required to protect the
public or employees without discussion with the Union or notice to the
employees. However, management will endeavor to preserve employee work
schedules whenever possible.
33.12 Addenda Procedures:
Recognizing the diversity of the work force in the Bargaining Unit, the
Union and the Employer agree that other work week provisions may, from time to
time, be required for various groups of employees. It is therefore, agreed that
alternative work week provisions may be adopted. These alternative provisions
will be adopted as written Addenda to this contract and will require approval of
the City and the Union and a majority of the employees covered by the Addenda.
AFSCME Transit 2002/2003.doc
February 15, 2002
Page 35
ARTICLE XXXIV - PERMANENT PART-TIME EMPLOYEES
34.1 Whenever possible permanent part-time employees shall be assigned to a
specific work schedule not requiring split days off in a calendar week.
34.2 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. It is recognized and
expected that permanent part-time employees may be assigned work to fill-in
while permanent full-time employees are absent due to vacation, illness, or other
cause which may preclude the assignment of a specific work schedule and
therefore not considered to have a regularly scheduled work shift.
Permanent ILC1LL pal L-LIIILC employees will 'JC eligible LU ICS-eive. overtime
payments in accordance with Article XX Overtime, 20.1, 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 work day unless such work
causes the employee to work more than forty (40) hours in the work week.
34.4 Permanent part-time employees will accrue vacation and sick leave and
shall be compensated for holidays at the accrual rate prescribed in this Agreement
prorated to reflect the actual percentage of time worked. In order to facilitate
crediting to those accounts, permanent part-time, benefits will be initially assigned
to 50%, 75%, or 100%, as determined by the appointing authority, of the accrual
rate. Employees' benefit accruals will be adjusted monthly to reflect actual benefit
accrual rates. Holiday and personal holiday time will be adjusted annually.
ARTICLE XXXV - TRADING WORK
Employees may trade work with other employees in their same classification,
within the .same work week(Monday through S nrlay) as long ac the wage rnc+ to the
Employer does not exceed the wage cost had the trade not occurred. The employees shall
give notice, on the official form, to the Dispatcher no later than 3:00 p.m. on the day prior
to the earliest affected shift.
ARTICLE XXXVI - "ROA DEO"
The Employer will encourage the participation of employees in bus and van
"ROADEOS".
ARTICLE XXXVII - ENTIRE AGREEMENT
37.1 This Agreement constitutes the complete and entire Agreement between the
parties and neither the City nor the Union shall be bound by any requirement not
specifically stated in this Agreement or applicable Civil Service rules. The parties
are not bound by the past practices or understandings of the City or the Union
unless such past practices or understandings are incorporated in this Agreement.
AFSCME Transit 2002/2003.doc
February 15, 2002 Page 36
37.2 The City and the Union acknowledge that each party has had ample
opportunity to submit proposals with respect to any subject or matter 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 R.C.W. 41.56.492.
ARTICLE XXXVIII - SAVINGS CLAUSE
38.1 Applicability to and Compliance with Law:
It is understood and agreed that all provisions of this Agreement are subject
to applicable laws, and if any provision of any Article of this Agreement is held or
found to be in conflict therewith, said Article shall be void and shall not bind
either of the parties hereto; however, such invalidity shall not affect the remaining
Articles of this Agreement. Notwithstanding any other provisions of this
Agreement the parties may take all actions reasonable to comply with the
Americans with Disability Act and the Family and Medical Leave Act. If the
Washington State Health Services Act of 1993 or Federal Health Care legislation
mandates changes to the Health/ Care Fringe Benefits Article of this Agreement,
then the parties agree to negotiate the effects of those mandated changes.
38.2 Effects of Charter Civil Service Rule Changes:
It is understood that, should modification of the Charter Civil Service Rules
and Regulations take place during the contract period, the parties agree the CBA
will be reopened to address each modification.
ARTICLE XXXIX - TERMINATION
This Agreement shall be deemed effective from and after the 1st day of January,
2002 and shall terminate on December 31, 2003; 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.
AFSCME Transit 2002/2003.doc
February 15, 2002
Page 37
ARTICLE XXXX - EXECUTION
EXECUTED THIS '52 / -c2# DAY OF
FOR THE UNION:
om Barrington, Staff Re iesentative
WSCCCE. Council 2
vette Lewis
Local 1122 President
Wayneparsley
Local 1122 Bargaining Team
Dave Schmoe
Local 1122 Bargaining Team
„ et
LeathA Lydin
Local 1122 Bargaining Team
r
Jeff Be/ver
Local 1122 Bargaining Team
AFSCME Transit 2002/2003.doc
February 15, 2002
, 2002.
FOR THE CITY OF YAKIMA:
Assistant City Manager
Archie M. Sutton
Human Resources Manager
Chris Waarvick
Director of Public Works
Richard Lyons
Transit Operation Supervisor
R. A. Zais, Jr.
City Manager
ATTEST:
CtIV,77t4CI b.?4,Ag
RESOLUTION He: e -410%)07* -01 Z.
Page38
Transit Civil
WAGE GRID FOR 2001-2003
Service Classes
Pay Class
Range Code
650 23101
Allocated
Classes
Transit Service
Worker
655 22101 Transit Operator
660 22102 Transit Dispatcher
665 21101 Transit Route
Supervisor
670 20101
A B C D E
MO 1/1/02 2107.69 2201.29 2305.29 2405.82 2528.88
HR 1/1/02 12.16 12.70 13.30 13.88 14.59
MO 7/1/02 2118.09 2211.69 2317.42 2417.95 2541.02
HR 7/1/02 12.22 12.76 13.37 13.95 14.66
MO 1/1/03 2182.22 2277.56 2386.75 2490.75 2617.28
HR 1/1/03 12.59 13.14 13.77 14.37 15.10
MO 1/1/02 2305.29 2405.82 2528.88 2631.15 2755.95
HR 1/1/02 13.30 13.88 14.59 15.18 15.90
MO 7/1/02 2317.42 2417.95 2541.02 2645.02 2769.81
HR 7/1/02 13.37 13.95 14.66 15.26 15.98
MO 1/1/03 2386.75 2490.75 2617.28 2724.75 2853.01
HR 1/1/03 13.77 14.37 15.10 15.72 16.46
MO 1/1/02 2405.82 2528.88 2631.15 2755.95 2885.94
HR 1/1/02 13.88 14.59 15.18 15.90 16.65
MO 7/1/02 2417.95 2541.02 2645.02 2769.81 2899.81
HR 7/1/02 13.95 14.66 15.26 15.98 16.73
MO 1/1/03 2490.75 2617.28 2724.75 2853.01 2986.48
HR 1/1/03 14.37 15.10 15.72 16.46 17.23
MO 1/1/02 2686.62 2818.35 2944.88 3078.34 3222.20
HR 1/1/02 15.50 16.26 16.99 17.76 18.59
MO 7/1/02 2700.48 2832.21 2958.74 3093.94 3237.80
HR 7/1/02 15.58 16.34 17.07 17.85 18.68
MO 1/1/03 2781.95 2917.14 3047.14 3187.54 3334.87
HR 1/1/03 16.05 16.83 17.58 18.39 19.24
Customer Relations MO 1/1/02 3017.68 3156.34 3293.27 3456.20 3617.40
Coordinator HR 1/1/02 17.41 18.21 19.00 19.94 20.87
MO 7/1/02 3033.28 3171.94 3310.60 3473.53 3634.73
HR 7/1/02 17.50 18.30 19.10 20.04 20.97
MO 1/1/03 3125.14 3267.27 3409.40 3577.53 3743.93
HR 1/1/03 18.03 18.85 19.67 20.64 21.60"
AFSCME Transit 2002/2003.doc
February 15, 2002
Page 39
ITEM TITLE:
BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No.
For Meeting Of 3/19/02
(a) Consideration of a Resolution Authorizing the Execution of the 2002-2003 Collective
Bargaining Agreement Between the City of Yakima and American Federation of State,
County & Municipal Employees (AFSCME) Local 1122 Uniformed Transit Employees
(b) An Ordinance Amending the Classification and Compensation Plan for Certain City
Employees
(c) An Ordinance Amending the 2002 Budget in the Transit Operating Fund
SUBMITTED BY: Dick Zais, City Manager; Glenn Rice, Assistant City Manager; Archie M. Sutton, Human
Resources Manager
CONTACT PERSON/TELEPHONE: Glenn Rice, x6051; Archie M. Sutton, x6090
SUMMARY EXPLANATION:
The attached resolution authorizes a two year collective bargaining agreement with AFSCME Local 1122 Transit
Uniformed Employees for calendar years 2002-2003. This contract represents the result of the negotiation and
mediation processes between the parties. The settlement package is outlined below:
2002-2003 AFSCME Transit Settlement
•Term: 1/1/02--12/31/03
• Wages:
1/1/02 — 3.5% for all bargaining unit employees
7/1/02 — 0.5% for all bargaining unit employees
1/1/03 — 3 0% for all bargaining unit employees
According to the City's calculations, the 2002 settlement cost for AFSCME Transit is estimated to be $67,501.
The ordinance amending the Classification and Compensation Plan reflects a wage adjustment of 3.5% for Transit
employees effective retroactively on 1/1/02 and 0.5% effective 7/1/02. As a housekeeping measure, the
Classification and Compensation Plan also includes the related adjustment to the Pay and Compensation
Adjustment (PACA) for management employees for 2002 as required by YMC 2.20.115, Subsection 8 and YMC
2.20.116, Subsection B. The Transit settlement requires a recalculation of the 2002 PACA to include the 3.5% and
0.5% effective 1/1/02 and 7/1/02 respectively. These percentages adjust the existing management PACA from
2.92% to 2.98% effective 1/1/02 and 0.67% to 0.63% effective 7/1/02.
The 2002 adopted budget included an estimate for the Transit settlement. The attached appropriation ordinance
amends the 2002 Transit budget by an additional $7,600 for expenditures related to the 2002 wage settlement.
Resolution X Ordinance X Contract X Other (Specify)
Funding Source
Transit O.eratin• Fund Balanc otherected operating funds
APPROVED FOR SUBMITTAL
y Manager
STAFF RECOMMENDATION: (a) Adopt Resolution Authorizing the Execution of the Collective Bargaining
Agreement, (b) pass the Classification and Compensation ordinance, (c) read appropriation Ordinance by title
only at the 3/19/02 meeting and pass the ordinance upon the second reading at the 4/02/02 meeting.
BOARD/COMMISSION RECOMMENDATION:
COUNCIL ACTION:
Resolution adopted. RESOLUTION NO. R-2002-27