HomeMy WebLinkAboutYakima Police Supervisors and Administrative Unit Teamsters Local Union 760 - Grievance Settlement Agreement Kristin DruryGRIEVANCE SETTLEMENT AGREEMENT
BY AND BETWEEN
THE CITY OF YAKIMA
AND
YAKIMA POLICE SUPERVISORS AND ADMINISTRATIVE UNIT
TEAMSTERS LOCAL UNION No.760
THIS AGREEMENT is entered into this 1 E day of August, 2018, by and between Kristen
Drury (hereinafter referred to as "Employee"), The City of Yakima (hereinafter referred to as
"Employer") and Teamsters Local Union No.760 (hereinafter referred to as "Union"). The
consideration for this Agreement is the mutual undertakings set forth herein.
NOW, THEREFORE, Employer, Union and Employee do hereby agree as follows:
1. Employer Obligations. Employer will pay to Employee her regular (sick) pay and six
and one-half (6.5) hours of compensatory time for the hours worked during her sick leave; as a result
of employee being mandated by the Court to testify in a matter while out on approved FMLA leave.
2. Mutual Understanding and Agreement. Employer and Union agree that there has
been no past practice established. A "day off' as defined in the City of Yakima Municipal Code
pertains to time not regularly scheduled to work and not being compensated by any approved
leave. Section 20.40.100 (4.F) Overtime Pay - "Vacation leave, sick leave and compensatory time
used (and holidays as provided in YMC 2.4.080(E)) shall be included as "time worked" at straight
time for the purposes of determining whether an employee has worked forty hours in a week...."
There will be no pyramiding of overtime or pay for the duplication of hours already considered as
"time worked".
3. Variances. An Employee(s) may request a variance to standard operating practices
and protocols of the City, provided the request is made in writing to the appropriate chain of
command and Director of Human Resources simultaneously. A variance may be granted on a case
by case basis, depending on specialized circumstances; e.g. outside the control of the Employer.
Variances can only be granted by the Director of Human Resourses.
4. No Fault. It is further understood and agreed that the Employer, Employee and Union
do not admit any wrongdoing in this matter.
5. Withdrawal if Grievance. The Union and Employee shall withdraw the grievance.
ACCEPTANCE OF AGREEMENT
havted�• ree to this Agreement as of the date next to my signature.
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