HomeMy WebLinkAboutContractAGREEMENT
By and Between
CITY OF RENTON
and
LOCAL 2170,
WASHINGTON STATE COUNCIL OF COUNTY AND
CITY EMPLOYEES
AMERICAN FEDERATION OF STATE, COUNTY AND
MUNICIPAL
EMPLOYEES, AFL-CIO
January 1, 2025 – December 31, 2027
CAG-25-120
AFSCME, Local 2170 Contract
2025 – 2027
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AFSCME, Local 2170 Contract
2025 – 2027
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TABLE OF CONTENTS
PREAMBLE .............................................................................9
ARTICLE 1 – RECOGNITION AND BARGAINING UNIT ............... 9
1.1. Union Recognized.........................................................................9
1.2. Temporary/Supplemental Employees.........................................10
1.3. Excluded Positions...................................................................... 12
1.4. New Positions ............................................................................. 12
1.5. Executive Board Meetings.......................................................... 13
1.6. Job Classification Changes .......................................................... 13
1.7. Point Factor Method (PFM) ........................................................ 13
1.8. Reclassification Reviews ............................................................. 14
ARTICLE 2 – UNION MEMBERSHIP AND DUES DEDUCTION ... 16
2.1. Payroll Deduction ....................................................................... 16
2.2. PAC Program............................................................................... 17
2.3. Hold Harmless Agreement .......................................................... 17
2.4. Refunds.......................................................................................17
2.5. New Employees.......................................................................... 18
2.6. Union Officer List ........................................................................ 18
ARTICLE 3 – HOURS OF WORK .............................................. 18
3.1. Work Week................................................................................. 18
3.2. Workday ..................................................................................... 19
3.3. Work Schedules.......................................................................... 19
3.4. Meal and Rest Periods ................................................................ 21
AFSCME, Local 2170 Contract
2025 – 2027
Page 4
3.5. Clean-Up Time ............................................................................ 22
ARTICLE 4 –OVERTIME & PAY ASSIGNMENTS ....................... 23
4.1. Overtime.....................................................................................23
4.2. Call-back Pay ............................................................................... 26
4.3. Extended Shift Overtime ............................................................. 27
4.4. Shift Differential ......................................................................... 28
4.5. Standby.......................................................................................28
4.6. Uniform Allowance..................................................................... 29
4.7. Acting Pay & Working Out of Class ............................................. 31
ARTICLE 5 – SICK LEAVE ........................................................ 32
5.1. Sick Leave Accrual....................................................................... 32
5.2. Sick Leave Cash Out.................................................................... 33
5.3. Long Term Disability Plan ............................................................ 34
5.4. Notification Requirements.......................................................... 34
5.5. Abuse of Sick Leave..................................................................... 35
5.6 WA State Paid Family Medical Leave.......................................... 35
ARTICLE 6 – HOLIDAYS .......................................................... 37
6.1. Observed Holidays...................................................................... 37
6.2. Holiday Pay................................................................................. 38
6.3. Holidays Falling on Scheduled Day Off........................................ 39
6.4. Holidays Falling on Weekends .................................................... 40
6.5 Regular Part-time ........................................................................ 40
6.6. Personal Holiday Use/Cash Out .................................................. 40
ARTICLE 7 – VACATIONS ....................................................... 41
AFSCME, Local 2170 Contract
2025 – 2027
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7.1. Accrual Rate................................................................................ 41
7.2. New Hire Vacation Incentive ...................................................... 42
7.3 Maximum Vacation Accumulation..............................................42
7.4. Vacation Requests......................................................................42
7.5 Cash Out Upon Separation......................................................... 42
ARTICLE 8 – BEREAVEMENT LEAVE ....................................... 43
ARTICLE 9 – INSURANCES .....................................................43
Definitions:................................................................................................ 43
9.1. Health Insurance......................................................................... 44
9.2. Life Insurance.............................................................................. 47
9.3. Federal/State Healthcare Options .............................................. 47
9.4. COBRA ........................................................................................ 47
ARTICLE 10 – JURY DUTY ...................................................... 47
ARTICLE 11 – EDUCATION AND CONFERENCE ....................... 48
11.1. Time Off and Financial Reimbursement ...................................... 48
11.2. Valid Business Expenses .............................................................. 48
11.3. Access to Training ....................................................................... 48
ARTICLE 12 – SALARIES ......................................................... 50
12.1. Salaries ....................................................................................... 50
12.2. Step Increases ............................................................................. 51
12.3 VEBA ........................................................................................ 51
ARTICLE 13 - LONGEVITY....................................................... 52
13.1. Longevity Pay Calculation ........................................................... 52
AFSCME, Local 2170 Contract
2025 – 2027
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13.2. Longevity Pay Date ..................................................................... 52
ARTICLE 14 – DEFERRED COMPENSATION ............................. 53
ARTICLE 15 – PAY PERIOD.....................................................53
ARTICLE 16 – MANAGEMENT RIGHTS ................................... 53
ARTICLE 17 – UNION ACTIVITIES...........................................55
17.1. Paid Release Time....................................................................... 55
17.2. Facility Access............................................................................. 55
17.3. Union Communication ................................................................ 55
17.4. Training Time .............................................................................. 56
17.5. Negotiations............................................................................... 56
ARTICLE 18 – LABOR/MANAGEMENT COMMITTEE............... 56
ARTICLE 19 – WORK STOPPAGES AND EMPLOYER PROTECTION
............................................................................................ 57
19.1. Uninterrupted City Services ........................................................ 57
19.2. Work Stoppage ........................................................................... 57
19.3. Disciplinary Action for Work Stoppage ....................................... 58
ARTICLE 20 – NON-DISCRIMINATION .................................... 58
ARTICLE 21 – RECRUITMENT AND SELECTION PROCESS ....... 59
21.1. Posting of Vacancies................................................................... 59
21.2. Selection Process ........................................................................ 59
21.3. Eligible Candidate Pool ............................................................... 60
21.4. Promotional Opportunities......................................................... 61
AFSCME, Local 2170 Contract
2025 – 2027
Page 7
ARTICLE 22 – PROBATIONARY PERIOD .................................. 62
22.1. 12-Month Probationary Period...................................................62
22.2. 6-Month Probationary Period.....................................................62
ARTICLE 23 – GRIEVANCE PROCEDURE ................................. 62
23.1. Definition....................................................................................62
23.2. Grievance Process.......................................................................63
23.3. Employer Grievance .................................................................... 65
23.4. Grievance Documentation .......................................................... 66
23.5. Grievance Timelines.................................................................... 66
ARTICLE 24 – HEALTH, SAFETY AND PRODUCTIVITY .............. 66
24.1. Quality and Safety of Work......................................................... 66
24.2. Working Conditions .................................................................... 67
24.3. Rain Gear .................................................................................... 67
24.4. Custodial Services....................................................................... 67
24.5. Safety Shoes ............................................................................... 67
ARTICLE 25 – SAVINGS CLAUSE ............................................. 70
ARTICLE 26 – ENTIRE AGREEMENT ........................................ 70
ARTICLE 27 – PRIORITY OF FEDERAL, STATE AND CITY LAWS. 71
ARTICLE 28 – VOLUNTEERS ................................................... 72
ARTICLE 29 – DISCIPLINE....................................................... 72
29.1 Discipline .................................................................................... 72
29.2 Demotion .................................................................................... 73
AFSCME, Local 2170 Contract
2025 – 2027
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ARTICLE 30 – LEAVE DONATION............................................ 73
ARTICLE 31 – LAYOFF AND RECALL........................................74
31.1. Layoff and Recall ......................................................................... 74
31.2. Definitions .................................................................................. 74
31.3. Departmental Review.................................................................77
31.4. Human Resources Risk Management Review.............................77
31.5. Notice of Layoff .......................................................................... 79
31.6. Bumping Rights........................................................................... 79
31.7. Recall Rights ................................................................................ 80
ARTICLE 32 – FINGERPRINTING ............................................. 84
ARTICLE 33 – DURATION OF AGREEMENT ............................. 86
APPENDIX A – AFSCME CLASSIFICATIONS IN ALPHABETICAL
ORDER (with Job Grades) ..................................................... 87
APPENDIX B – Wage Study ................................................... 89
APPENDIX C – INDEX ............................................................94
AFSCME, Local 2170 Contract
2025 – 2027
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PREAMBLE
This Agreement is between the City of Renton (hereinafter called
the Employer) and Local 2170, Washington State Council of County
and City Employees, American Federation of State, County and
Municipal Employees, AFL-CIO (hereinafter called the Union) for
the purpose of setting forth a mutual understanding of the parties
as to conditions of employment for those employees for whom the
Employer recognizes the Union as the exclusive collective
bargaining representative.
The Employer and the Union shall cooperate to provide the public
with efficient, cost-effective, and courteous delivery of public
services, 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. The parties will work together to address and adapt
to the inevitable issues of change, to devise varying methods and
work procedures adapted to the changing circumstances of their
particular areas of responsibilities.
ARTICLE 1 – RECOGNITION AND BARGAINING UNIT
1.1. Union Recognized
Pursuant to RCW 41.56.060 the Employer hereby recognizes the
Washington State Council of County and City Employees/ AFSCME
Council 2 and its affiliated local (hereafter Union) as the exclusive
bargaining representative for all limited term, probationary and
regular Renton City employees in those classifications listed in
Appendix A.
AFSCME, Local 2170 Contract
2025 – 2027
Page 10
Limited term employees have all rights under this contract with the
exception of bumping (see City Policy #330-11, dated 10/15/2005).
If a limited term position is converted to a regular position, the
incumbent shall remain in the position and shall be converted as
well (and will be eligible for bumping rights). A limited term
employee shall have their time in the limited term position count
toward their overall classification and City seniority.
A regular employee who applies for and is appointed to a limited
term position shall have the right to return to their previous
classification should the limited term position not be converted to
regular status and there is a vacant position available in their
previous classification.
All employees of the Employer in classifications covered by this
Agreement are eligible to be members of the Union.
1.2. Temporary/Supplemental Employees
The City shall not combine or overlap temporary/supplemental
employees in such a way as to create the equivalent of a regular
position or avoid the time constraints set herein. In the case of
layoffs, Temporary/ Supplemental employees may not be hired to
perform bargaining unit work in work units where layoffs have
occurred while there is an active recall list.
The City will issue an end of year report listing all supplemental
employees utilized by the City for the year. This report will be issued
no later than January 31st and will include the length of employment
and total hours worked for each supplemental employee.
AFSCME, Local 2170 Contract
2025 – 2027
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1.2.1 Non Seasonal Temporary Employees-When filling a
known vacancy of an AFSCME represented position,
temporary employees shall be employees hired
directly by the City or through an agency contracted
with the City. Such employees shall be employed no
more than the equivalent of six (6) months (182
consecutive days) in a rolling 12-month period. An
extension of up to an additional 6 months is available
with union concurrence. Overtime shall be offered to
regular employees prior to temporary employees
being utilized, unless no qualified regular employees
are available. The City will notify the Union prior to
the use or hiring of temporary employee under this
clause. It is understood that the use of
temporary/supplemental employees as provided for
in this section shall not be deemed as supplanting
bargaining unit work.
1.2.2 Temporary Supplemental Employees- It is understood
that the use of supplemental employees as provided
for in this section shall not be deemed as supplanting
bargaining unit work. Employees in supplemental
positions listed below are limited to working 1500
hours in a calendar year and their employment is
between March 1 and November 30.
Custodial Assistant
Parks Laborer
Transportation Laborer
Golf Course Laborer
Pro-Shop
AFSCME, Local 2170 Contract
2025 – 2027
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1.2.3 Interns- Use of interns performing bargaining unit
work citywide is limited to one-year terms of
employment, and each intern shall not work longer
than 1,040 hours during that year. The employment
year for interns will be measured from the date of hire
forward. Hiring of interns is done within City
guidelines. The City will notify the Union of internship
descriptions involving bargaining unit work. Interns
must be enrolled in school and assisting, not
supplanting, bargaining unit work.
1.3. Excluded Positions
The Union recognizes the following positions as being excluded
from the represented classifications listed in Appendix A:
1.3.1. All positions in the Human Resources & Risk
Management Department.
1.3.2. All clerical or secretarial positions designated as
“confidential” in each department. Only one
“confidential” designation will be allowed in each
department.
1.4. New Positions
Should it become necessary to establish a new job classification
within the bargaining unit during the term of this Agreement, the
City will create the classification. The salary for any new
classification within the bargaining unit shall be subject to
negotiations. The Union shall be notified of any newly created
AFSCME, Local 2170 Contract
2025 – 2027
Page 13
classifications in the City, which are not recognized by other
bargaining units, including the City’s initial determination regarding
bargaining unit status.
Disagreements regarding the appropriateness of their inclusion or
exclusion from the bargaining unit will be referred to the Public
Employment Relations Commission for resolution.
1.5. Executive Board Meetings
The Union will provide a calendar of all regularly scheduled
Executive Board meetings for the next calendar year in December
of the preceding year to the Human Resources & Risk Management
Administrator.
1.6. Job Classification Changes
Changes to existing position classifications and position
descriptions shall be provided to the Union president and secretary
ten (10) working days prior to the next regularly scheduled
Executive Board meeting. The Union shall respond to the changes,
in writing, within ten (10) working days of the meeting, unless an
extension is mutually agreed upon. If the Union’s written response
is not provided within the timeframe above, management may
move forward with the changes that have been submitted.
1.7. Point Factor Method (PFM)
In an effort to objectively compare positions for internal equity, the
City has utilized a Point Factor Method (PFM) to help in
determining a position’s pay grade. Internal equity compares
positions according to requirements for similar skill,
education/training, and responsibility, and if the jobs are
AFSCME, Local 2170 Contract
2025 – 2027
Page 14
performed under similar working conditions. The PFM uses factors
that are commonly found in positions, and each factor is broken
into point values based on the varying levels of difficulty or effort
needed to complete them. The position’s point value is then
compared to other positions to select an appropriate grade.
Effective January 1, 2022, HRRM staff will utilize the Point Factor
Method in conjunction with external market data when
determining a grade placement due to a Reclassification, as part of
a market study, or when creating a new position. If no external
market data exists, the PFM will be used to determine the grade
placement based on the internal equity analysis solely.
Any PFM analysis will be shared with the affected employees and
the union.
1.8. Reclassification Reviews
The reclassification process will be put on pause for the duration of
2025. If the Reclassification process is revised, the policy will be
shared with the Union and the parties are able to negotiate any
impacts. If the parties are not able to reach agreement by
12/31/2025, the parties will revert to the reclassification process
and timeline as follows:
An employee may request a position review for proper
classification placement when the employee believes that there
has been significant change in duties and responsibilities of the
position. Reclassification reviews will be done in accordance with
City Policy #320-05 (Request for Reclassification), as established
July 7, 2009, to the extent that such does not conflict with the
AFSCME, Local 2170 Contract
2025 – 2027
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agreement. A Position Description Questionnaire (PDQ) form must
be fully completed and requires review by the employee’s
supervisor, the Division Director and the Department
Administrator. A market study will be conducted by HRRM staff as
part of the reclassification process for those positions that meet
the definition for requiring a reclassification.
The deadline for submittal of the PDQ to the employee’s supervisor
is May 1. The Department shall forward the request to the Human
Resources Department within 30 days of the initial request. If the
Department does not forward the request within 30 days, the
employee may submit the request directly to the Human Resources
Department to ensure the submission deadline is met. The Human
Resources Department will notify the employee within seven (7)
working days of the receipt of the request. Requests submitted to
Human Resources by the July 1 deadline and subsequently
approved shall be included in the following year’s budget.
Those approved by the City Council shall have an effective date of
January 1 of that budget year. Any delays in the reclassification
process shall not affect the implementation date and all pay shall
be retroactive to January 1 of that budget year.
Any appeals will be reviewed by the Human Resources and Risk
Management Administrator for a final decision. Human Resources
will meet with the Union regarding salary placement of any revised
position(s).
Once a request to reclassify a position has been submitted and
reviewed, no further consideration will be given to reclassifying the
position for a twenty-four (24) month period following submission.
AFSCME, Local 2170 Contract
2025 – 2027
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ARTICLE 2 – UNION MEMBERSHIP AND DUES DEDUCTION
2.1. Payroll Deduction
The Employer agrees to deduct from the paycheck of each
employee, who has so authorized it in writing, the regular monthly
dues uniformly required of members of the Union. The amounts
deducted shall be transmitted monthly to the Union on behalf of
the employees involved. Employees may cancel their payroll
deduction by written notice to the Union in accordance with the
terms and conditions of their signed payroll authorization card. The
Union will provide timely notice to the City of the cancellation of
their dues authorization by a bargaining unit member. Every effort
will be made to end the deduction effective on the first payroll, but
not later than the second payroll, after the City’s receipt of notice
of cancellation from the Union. Authorizations for Payroll
Deduction are valid whether executed in paper form or
electronically.
The Employer shall provide to the Union monthly a complete list of
all bargaining unit members that includes employee name, home
address, job title, hire date into current bargaining unit, monthly
salary, hourly wage, and whether the employee has authorized the
deduction of Union dues.
The Union may change the fixed dollar amount, which will be the
regular monthly dues, once each calendar year during the life of
this agreement. The Union will give the City thirty (30) calendar
days’ notice of any such change in the amount of uniform dues to
be deducted.
AFSCME, Local 2170 Contract
2025 – 2027
Page 17
2.2. PAC Program
The Employer agrees to deduct from the wages of any employee
who is a member of the Union a PEOPLE deduction as provided for
in a written authorization. Such authorization must be executed by
the employee and may be revoked by the employee at any time by
giving written notice to both the Employer and the Union. The City
will allow AFSCME, Local 2170 the option to have funds deducted
from member’s paychecks twelve (12) times annually to allow
contributions to the AFSCME PAC program. The City will send a
check once a month to Washington State Council of County and
City Employees, AFSCME Council 2. The Employer agrees to remit
any deductions made pursuant to this provision to the Union
together with an itemized statement showing the name of each
employee from whose pay such deductions have been made and
the amount deducted during the period covered by the remittance.
2.3. Hold Harmless Agreement
The Union will indemnify, defend, and hold the Employer harmless
against any claims made and against any suit instituted against the
Employer on account of any actions by the Employer in
administering recognition, union membership and dues deduction.
2.4. Refunds
The Union agrees to refund to the Employee any amounts paid to it
in error upon presentation of proper evidence thereof.
AFSCME, Local 2170 Contract
2025 – 2027
Page 18
2.5. New Employees
The Employer will furnish to the Local Union Treasurer the names
of all new employees in the bargaining unit as specified in Article 1,
Section 1.1, within five (5) working days of hire.
Newly hired employees shall be granted 30 minutes to meet with
their Steward or another officer of the Union.
2.6. Union Officer List
The Union agrees to furnish the Employer with a list of Union
Officers and Shop Stewards and to maintain such list in a current
status.
ARTICLE 3 – HOURS OF WORK
3.1. Work Week
The work week shall consist of seven (7) days beginning
immediately after 12:00 midnight on Saturday and ending at 12:00
midnight the following Saturday. The regular work week shall
consist of forty (40) hours, exclusive of lunch, within the work
week. Exceptions to this shall be alternative work schedules, and
work weeks which, when utilized, shall be reduced to writing and
signed off by the Employer, employee and the Union. The City or
the employee may discontinue alternative/flex work schedules and
work weeks in accordance with Article 3, Section 3.3.3.
Discontinuation of alternative/flex work schedules shall not require
the approval of the Union.
AFSCME, Local 2170 Contract
2025 – 2027
Page 19
3.2. Workday
A regular workday shall consist of not more than ten (10) hours,
exclusive of lunch, unless otherwise provided for through an
agreed upon alternative work schedule.
3.3. Work Schedules
3.3.1. Normal Work Week – The normal work week shall be
five (5) consecutive days of not more than eight (8)
hours per day, Monday through Friday, exclusive of
the lunch period, except where the workday or work
week is different and accepted as a condition of
employment or mutually agreed upon in writing
between the Union, employee and the Employer.
3.3.2. Alternative Work Schedules – Employees may work
alternative work schedules, with prior supervisory
approval and with the Payroll/HRRM designees
determining the implementation date of the new
schedule. All alternative work schedules shall be
reduced to writing and signed off by the Employer,
employee and the Union. Alternative work schedules,
by example only, shall be schedules that allow for
schedules other than 5 consecutive days (Monday
through Friday) of 8 hours work, such as 9/80 and
4/10 schedules.
3.3.3. Schedule Changes – Work schedule changes may be
initiated by the Employer or the employee. When
schedule changes of thirty (30) days or more are
initiated by the Employer, employees will receive
AFSCME, Local 2170 Contract
2025 – 2027
Page 20
written notice of the change thirty (30) calendar days
prior to the effective date of the change. Except in
emergency situations and situations that are
unforeseen or unanticipated, employees will receive
written notice a minimum of two working days before
all other schedule changes initiated by the Employer.
If written notice is not received as outlined herein the
employee shall receive pay at one and one-half (1½)
times their normal hourly rate for the first shift
worked on the new schedule. The City will not
manipulate work schedules for the sole purpose of
avoiding the payment of overtime.
Work schedule changes initiated by the employee may
take place immediately with the concurrence of the
supervisor, provided that the change does not create
an undue hardship in the department or disservice to
the public.
3.3.4. Consecutive Hours Worked – Employees shall not
work more than sixteen (16) consecutive hours during
any consecutive twenty-four (24) hour period.
3.3.5. Any employee who has worked 16 or more hours in a
consecutive 24-hour period shall have eight (8)
uninterrupted hours off prior to their next scheduled
working period to ensure adequate rest. In an
emergency situation, the employee will be allowed to
work up to 20 hours if the employee consents and the
onsite Director or their designee determines it is safe
for the employees to do so, and keeping them onsite
AFSCME, Local 2170 Contract
2025 – 2027
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is imperative for continuity of a successful resolution.
The employee shall be allowed to use any hours in
their leave bank (vacation, comp-time, personal
holiday, or sick) for ½ of total hours and the City shall
provide paid time off for ½ the total hours of the
subsequent working period that overlap with the eight
(8) hours of required rest.
3.4. Meal and Rest Periods
3.4.1 Meal Period – There shall be an unpaid meal period
of not less than one-half (1/2) hour nor more than
one (1) hour during the regular workday. If an
employee is required to work two (2) or more hours
beyond their regular workday, the employee shall be
entitled to an additional paid meal period of one-half
(1/2) hour. For each additional four (4) hour overtime
increment beyond the two (2) hours, the employee
shall receive an additional meal period of one-half
(1/2) hour. If the Employer furnishes meals, the
employee shall eat them on their own time.
Whenever possible the meal period shall be
scheduled near the middle of the workday. An
employee may voluntarily waive their unpaid meal
period with written approval from their supervisor.
The documentation showing that it was a voluntary
waiver at the employee’s request will be retained by
HRRM in compliance with Department of Labor’s
Wage and Hour regulations. This voluntary waiver is
to be used occasionally and is not intended to be a
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2025 – 2027
Page 22
regular on-going change to the employee’s work
schedule/shift.
3.4.2. Rest Period – Except in emergency situations, there
shall be one fifteen (15) minute rest period during
each four (4) hour period of the workday whenever
feasible. Emergency situations are defined as
situations where injury to persons, loss of life and/or
serious public or private property damage are
possible.
3.5. Clean-Up Time
Employees whose work requires personal clean-up prior to leaving
the Employer’s premises or job site shall be allowed necessary time
for doing so prior to meal breaks, not to exceed five (5) minutes,
and the end of the shift, not to exceed ten (10) minutes. Work
schedules shall be arranged so employees may take advantage of
this provision where it is applicable.
3.6 Hotel Accommodations and Snow Operations
Employees moved to a new schedule (day or night shift) due to a
winter weather event (snow or ice) receive pay at one and one-half
times (1.5) their normal hourly rate for the entire first shift worked
on the new schedule if not provided 48 hours notice of the
schedule change. For those that are “held over” to work a 12-hour
shift that intersects with their regular day/shift should will for time-
coding purposes be 9 hours regular, 9 hours half-time straight-time,
and 3 hours overtime, if working the 9/80 schedule. This example
would change if the employee is regularly scheduled to work 5/8’s
or 4/10’s schedule.
AFSCME, Local 2170 Contract
2025 – 2027
Page 23
Due to the unpredictable nature and duration of snow events,
employees moved from snow shift back to their regularly
scheduled shift will receive no overtime compensation if 2 days’
notice is not provided as stated in section 3.3.3.
In the event of winter weather requiring winter operations, the City
shall make hotel accommodations available to employees working
a winter operations schedule, under the direction of the Public
Works Administrator or their designee. When an employee is
placed on a winter weather schedule, the City shall offer the
employee the option of utilizing hotel accommodations.
Any value of the hotel stay(s) utilized by employees above $150 per
night shall be treated as imputed income on the employee’s
paycheck.
ARTICLE 4 – OVERTIME & PAY ASSIGNMENTS
4.1. Overtime
4.1.1. Allocation of Overtime – The Employer shall determine
when and by whom overtime will be worked.
Whenever feasible, the Employer will request
volunteers from among the employees with the
requisite skills to perform the work, before requiring
employees to work overtime. Overtime opportunities
will be allocated as equally as possible among
employees within a work unit.
4.1.2. Overtime Rate – Except as otherwise provided in this
Article, all hours worked in excess of the employee’s
AFSCME, Local 2170 Contract
2025 – 2027
Page 24
scheduled workday, when worked upon the direction
or approval of the employee’s supervisor, shall be paid
at the rate of one and one-half (1½) times the
employee’s straight-time hourly rate or compensated
by granting one and one-half (1½) times the number of
excess hours worked as compensatory time. Overtime
shall be based on compensated hours and in
accordance with FLSA regulations. The employee shall
make their choice (overtime pay or compensatory
time) known to their supervisor not later than the end
of the work week in which the work was performed.
4.1.3. Compensatory Time – Compensatory time off, when
granted, shall be at a time convenient to the employee
and consistent with the operating needs of the
Employer. Compensatory time off shall be taken under
this Article as required by the Fair Labor Standards Act,
if such continues to be applicable to local government
employees. Compensatory time banks shall not exceed
one hundred (100) hours.
Employees may cash out compensatory time during
any pay period throughout the calendar year. Any
compensatory time over forty (40) hours as of
December 31 will be automatically cashed out at the
employee’s regular rate of pay and paid on the
January 10 paycheck. Employees with forty (40) hours
or less shall be allowed to carry over the time into the
following year.
AFSCME, Local 2170 Contract
2025 – 2027
Page 25
4.1.4. Computing Overtime – The nearest one-quarter (1/4)
hour shall be used in computing overtime.
4.1.5. Meeting Attendance Outside of Normal Work Schedule
– With supervisory approval, each employee that is
required to attend a meeting on their normally
scheduled workday before or after their regularly
scheduled shift shall be allowed to modify their
schedule during the work week of the meeting so that
the work week does not exceed their regularly
scheduled hours. This Section does not prohibit
employees that modify their time, as above, from
receiving overtime as otherwise provided in this Article
for hours worked outside of their normally scheduled
workday that fall on non-modified days.
4.1.6. Consecutive Day Overtime– Employees required to
work on a regularly scheduled day off shall be paid at
the rate of time and one-half (1 ½) for the first twelve
(12) hours and the rate of two times (2x) their regular
rate of pay, consistent with Section 4.3 below, for any
hours worked in excess of twelve (12) hours.
Employees required to work on a second consecutive
day shall be paid at two (2) times their regular rate of
pay for all hours worked. If during the workweek, a half
day (or more) of holiday, vacation, sick leave and
comp-time are taken, this does not count as paid work
when determining the consecutive days for purposes
of double time.
AFSCME, Local 2170 Contract
2025 – 2027
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4.1.7. The following positions are set up as program oriented
and as a condition of hire these positions may perform
evening and weekend work as programs require.
These positions may require a voluntary shifting of
schedule within the workday and this shift will not
trigger overtime. These positions are not subject to
daily overtime but will be paid weekly overtime for
compensable hours in excess of the normally
scheduled work week.
Senior Program Specialist and Program
Specialist
Neighborhood Program Coordinator
Farmer’s Market Coordinator
Program Assistant
Recreation Coordinator
Recreation Specialist
Recreation Assistant
4.2. Call-back Pay
Call-back shall be defined as all time worked in excess of a
scheduled shift, which is not an extension of that shift, and is
unanticipated, unforeseen, and not a regular function of the
employee’s work schedule. “Unanticipated, unforeseen” shall
include, but not be limited to, work that is performed where the
employee has been notified after the conclusion of their regular
workday and the work is performed prior to the start of their next
regular workday.
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2025 – 2027
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Employees who are required to report to the work site or the field
shall be paid a minimum of two (2) hours at a rate of two times (2x)
their regular hourly rate of pay, starting from the time they answer
the phone through the time they return home (portal to portal).
Employees who are not required to report to the work site or field
but can address the issue(s) from home shall be paid for one (1)
hour of work at two times (2x) their regular hourly rate so long as
the time is spent working and not merely informational (e.g.
schedule change). Employees who qualify for the one (1) hour call
back pay shall not be subject to the provisions of paragraph 4.5 of
this Article regarding the suspension of standby pay. Employees
who work more than one (1) hour without reporting to the
worksite or field shall be paid at (2x) their regular hourly rate for all
hours worked at home and will be subject to the provisions of
paragraph 4.5 of this Article regarding the suspension of standby
pay.
Recreation staff involved in conducting scheduled recreation
programs/events shall be excluded from this provision.
Employees who must attend regularly scheduled meetings after
their normal work hours shall be paid a one (1) hour minimum at
the time and one-half (1½) rate.
4.3. Extended Shift Overtime
Employees required to work more than four (4) hours beyond the
end of their scheduled work shift shall be paid at two times (2x)
their regular rate of pay for all time worked beyond the first four
hours of overtime.
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2025 – 2027
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4.4. Shift Differential
A shift differential of $1.00 shall be paid for all hours worked by an
employee when fifty percent (50%) of their regular workday is
between 12:00 midnight and 8:00 a.m. When such shift is
requested by the employee and approved by the Employer, this
provision shall not apply.
4.5. Standby
The Employer reserves the right to establish a standby program.
Based on service needs, each department may establish a roster of
qualified personnel who would be available for callback during an
emergency situation. Personnel identified as on standby shall be
required to carry a city issued cell phone or other device and be
able to respond without restrictions or impairment, and reply to
the dispatch center within fifteen (15) minutes of the initial call,
and if required be within the city in 60 minutes or less if responding
in person. If an employee on standby duty fails to respond to a call
or report to work when called back, they may be subject to
disciplinary action.
Employees on standby shall receive standby pay as follows: Starting
with the first full pay period following ratification and adoption of
the successor agreement standby pay shall be paid at $4.00per
hour. An employee on standby duty who is called out shall receive
the applicable callout rate in addition to Standby Duty pay. Only
the employee carrying the standby phone at the time of the
callout, and driving their own personal vehicle, is eligible for
reimbursement at the standard federal mileage rate. The
reimbursement would be for their drive to the worksite due to a
AFSCME, Local 2170 Contract
2025 – 2027
Page 29
callback (roundtrip) from the employee’s home address or a
maximum of 30 miles each way, whichever is less.
Travel time for distance between home and regular or main job is
considered a taxable fringe benefit and will be added to their
paycheck. Travel time for distances between home and temporary
work location (if not regular or main job), or main job and
temporary work location, are not considered a taxable fringe
benefit. To request mileage reimbursement, the employee must
submit a written claim verifying mileage, travel location(s) and the
date(s) of call-back(s). Standby periods shall be determined by the
Employer. Standby pay is not available during the employee’s
regular work hours. Management shall transfer the standby
assignment when the employee is unavailable for their standby
assignment (e.g. sick, or approved vacation, or comp-time used by
designated employee).
Qualified personnel shall be determined by the Employer and
assigned standby on a rotational basis. Every effort will be made to
establish the roster on a volunteer basis. If insufficient volunteers
exist, placement on the roster shall be mandatory. Employees on
standby duty may trade or give away shifts to other qualified
employees, with the appropriate advanced written notice to and
approval of their Supervisor/Manager/Director.
4.6. Uniform Allowance
The City of Renton shall furnish standard clothing of the City’s
choice and design to all field staff in the Maintenance Services,
Airport Maintenance, Facilities and Transportation Maintenance
Divisions of Public Works as well as the Parks Maintenance division
of Parks & Recreation. Eligible staff in these divisions shall have an
AFSCME, Local 2170 Contract
2025 – 2027
Page 30
allowance of $300 per calendar year to purchase any combination
of the following items:
T-Shirts Long Sleeve Button Down Shirt
Long Sleeve T-Shirts Long Jeans**
Sweat Shirts (1) Stocking Cap
Collared Shirt
** The purchase of long jeans must not exceed $150.
A newly hired employee will be able to access this $300 clothing
allowance upon hire. Clothing damaged or contaminated on-duty
shall be cleaned or replaced at the City’s discretion, however the
City will not exceed $175 in replacement costs per employee, per
calendar year.
The City of Renton shall furnish standard clothing of the City’s
choice and design to the Court Security Officer to include:
(5) Shirts with Court Security
language and name
(1) Light-Weight Jacket with
Court Security language and
name
(3) Pairs of Black pants
Clothing will be replaced once per year or as needed for the Court
Security Officer.
AFSCME, Local 2170 Contract
2025 – 2027
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All clothing items bearing a Renton insignia and in the employee’s
possession remain the property of the City and must be returned
when leaving employment with the City. If the insignia-bearing
items are not returned by the employee, the employee will be
subject to a pro rata deduction of the current year’s utilized benefit
(not to exceed $300) from the employee’s final paycheck.
4.7. Acting Pay & Working Out of Class
When an employee is asked to assume the duties of a position at a
higher salary grade on a temporary basis, the employee shall
receive a premium equal to five percent (5%) of their base salary,
provided the temporary promotion will extend for at least fifteen
(15) calendar days.
While working out of class by performing some but not all of the
responsibilities of another, higher-paid position, the employee will
receive a five percent (5%) premium when assigned these duties
for a minimum of fifteen (15) calendar days or more. The premium
will be applied based on assignment, without subtracting time for
single day absences.
4.8 Interpreters
Department Administrators will review employee requests to be
certified interpreters based on the nature of their job duties,
language spoken, Renton demographics, and their frequency of
contact with the public. An employee may elect to discontinue
participation as an interpreter provided 5 working days notice;
their payment will end in the pay period that they provided notice.
AFSCME, Local 2170 Contract
2025 – 2027
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Employees in AFSCME represented positions who are approved to
be interpreters by the Administrator and who pass a City approved
and provided examination for interpreters will be compensated at
the rate of $150 per pay period while certified. This amount is
taxable. Employees that pass the initial examination will be
required to recertify annually, at the City’s expense, in order to
retain this compensation. Employees will maintain a log
documenting occurrences of interpretation services they provide.
If an employee does not pass the interpreter examination that
employee will be able to retake the test within the first year at
their own expense by issuing a check to the City and City staff will
schedule the test utilizing the City-selected test vendor.
Alternately, employees can retake the examination at the City’s
expense 1 year after the failed test results being received.
ARTICLE 5 – SICK LEAVE
5.1. Sick Leave Accrual
Sick leave is available when an employee is absent as a result of
personal illness or injury, or when medically necessary to care for
the employee’s child, parent, parent-in-law, spouse, domestic
partner or a domestic partner’s child, and grandparent, as provided
by the Family Care Act of Washington (FCA), WAC 296-130, and/or
the Family and Medical Leave Act (FMLA), the Washington State
Family Leave Act (FLA), or any qualified FMLA covered reason.
5.1.1. Upon employment, new full time employees shall
receive twenty-four (24) hours sick leave. At the end
AFSCME, Local 2170 Contract
2025 – 2027
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of the first three months of full time employment an
additional twenty-four (24) hours sick leave shall be
granted. At the completion of six full months of
employment, employees shall accrue sick leave at the
rate of eight (8) hours per month. Employees who
resign or are terminated prior to completing six full
months of employment shall reimburse the Employer
for any used but unearned sick leave.
5.1.2. Sick leave accrual shall be prorated based on the
employee’s regularly scheduled weekly hours of work,
divided by 40.
5.1.3. Employees shall be allowed to use sick leave in
increments of fifteen (15) minutes.
5.2. Sick Leave Cash Out
For employees hired before January 1, 1994, cash payment of
accrued, unused sick leave shall be made upon a PERS I employee’s
resignation, retirement, discharge (unless discharge is a result of
the employee’s conviction of any criminal statutes relating to or
connected with his/her employment), or death. Such payment shall
be limited to 50% of accumulated but unused sick leave, to a
maximum of 960 hours. In the event of death, payment shall be
made to the estate of the employee.
Employees hired on or after January 1, 1994, shall not be eligible
for cash out of any accrued but unused sick leave.
AFSCME, Local 2170 Contract
2025 – 2027
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5.3. Long Term Disability Plan
All employees will be enrolled in an Employer-sponsored long-term
disability plan with a benefit equal to 60% of base salary after a
maximum waiting period of 90 calendar days. If an LTD claim is
approved by the carrier, employees will be permitted to use any
accrued leave balance they have at 40%, bringing the combination
of the LTD benefit and accrued leave payment to 100% of their pre-
disability earnings. The Employer will pay the premiums necessary
to fund the benefits of the plan.
5.4. Notification Requirements
5.4.1. Sick leave may be taken in lieu of vacation time
whenever an employee is on vacation and becomes
sick or hospitalized. A doctor’s certificate of the illness
must be furnished by the employee in a timely manner
to substantiate such sickness or disability. This
exchange will not alter the employee’s scheduled
vacation except by mutual agreement with the
Employer.
5.4.2. The Employer may require a signed statement from
the employee’s Health Care Provider for absences of
three (3) days or longer or if the City reasonably
suspects sick leave abuse.
5.4.3. An employee who will be out on sick leave must notify
their immediate supervisor or other designated person
of the absence prior to the start of said leave, or as
soon as possible.
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2025 – 2027
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5.5. Abuse of Sick Leave
Use of sick leave is restricted to the purposes set forth in Section
5.1 of this Article. Employees found to be abusing sick leave
privileges shall be subject to disciplinary action, pursuant to Article
16, Section 16.3.
5.6 WA State Paid Family Medical Leave
5.6.1 Eligible employees are covered by Washington’s Family
and Medical Leave Program, RCW 50A.04. Eligibility for
leave and benefits, which began January 1, 2020, is
established by Washington law and is therefore
independent of this Agreement. Premiums for benefits
are established by law, will total four-tenths of one
percent (0.4%) of employees’ wages (unless otherwise
limited by action of the State). Employees will pay
through payroll deduction the full cost of the
premiums associated with family leave benefits and
forty-five percent (45%) of the cost of the premiums
associated with the medical leave benefits, as
determined under RCW 50A.04.115
5.6.2 Use of sick leave: For better consistency across leave
plans, sick leave may be used for family members,
including spouse, child, grandchild, parent, or
grandparent, as these relationships are defined in the
State PFML. Leave may be taken for siblings only for
State Accrued Sick Leave, and PFML.
5.6.3 Coordination with PFML: Employees who are
approved by the State for a benefit under PFML will be
AFSCME, Local 2170 Contract
2025 – 2027
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permitted to use their accrued leave balance as a
“Supplemental Benefit” to bring them to full base pay,
in accordance with provisions outlined by the State.
Employees will have the option to 1) use accrued leave
exclusively and forgo the PFML, or 2) use PFML
exclusively and forgo use of accrued leave, or 3) use
their accrued leave as a Supplemental Benefit in
combination with their PFML to bring them to full base
pay. Employees may change their election effective
the first day of any pay period, by notifying HR and
completing a new election form.
For those employees, electing option 3 above, the
procedures for a Supplemental Benefit will be similar
to the City’s existing procedures for Workers’ Comp
Time Loss, with the accompanying leave buy back.
Employees will submit leave time to the City for a
Supplemental Benefit for the full number of hours not
worked. They will submit the full amount of the PFML
benefit they receive to the City in a timely manner.
The amount of the PFML benefit will be used to “buy
back” a portion of the accrued leave that was taken as
a Supplemental Benefit. In order to use accrued leave
as a “Supplemental Benefit” the employee must, in
advance, sign an agreement to submit the PFML
benefit amount to the City as soon as practical, and in
no case later than 30 days of receipt. Any employee
electing this option and failing to return the PFML
benefit amount(s) received will be in violation of City
policy and the Union Contract and may be subject to
AFSCME, Local 2170 Contract
2025 – 2027
Page 37
discipline. When necessary, the Union will support the
bargaining unit members in meeting their “check
return” obligation. If leave balances with the City are
exhausted, the employee will move to option 2 above.
ARTICLE 6 – HOLIDAYS
Employees shall receive holidays in accord with the following:
6.1. Observed Holidays
The following days shall be observed as legal holidays:
6.1.1. January 1 (New Year’s Day)
6.1.2. Third Monday in January (Martin Luther King, Jr. Day)
6.1.3. Last Monday in May (Memorial Day)
6.1.4. June 19 (Juneteenth)
6.1.5. July 4 (Independence Day)
6.1.6. 1st Monday in September (Labor Day)
6.1.7. November 11 (Veterans’ Day)
6.1.8. 4th Thursday in November (Thanksgiving)
6.1.9. 4th Friday in November (day after Thanksgiving)
6.1.10. December 25 (Christmas Day)
6.1.11. When Christmas Day is observed on a Tuesday,
Wednesday or Friday, the previous day shall be a
holiday. When Christmas day occurs on a Monday or
Thursday the next day shall be a holiday. When
Christmas day occurs on a Saturday, the two
preceding working days shall be observed as holidays.
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2025 – 2027
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When Christmas Day occurs on a Sunday, the two
working days following shall be observed as holidays.
6.1.12. Two personal holidays of employee’s choice. Existing
employees will be eligible for the two (2) personal
holidays from the beginning of the year. Upon
employment, new employees will be eligible for one
(1) day (8 hours) of personal holiday to use. After
being employed for six (6) months, the employee will
be eligible for the second day (8 hours) of personal
holiday to use. Except, if the employee begins
employment on/or after July 1st, they will not be
eligible for the second personal holiday in that year.
6.1.13. Any other day proclaimed by the Governor for all
political subdivisions of the State, or by the Mayor of
the City.
6.2. Holiday Pay
6.2.1. Working on Holidays - Holiday situations are as
follows:
6.2.1.1. For employees working on an observed
holiday, the observed holiday shall be
considered the holiday.
6.2.1.2. For employees working on an actual holiday
but not the observed holiday, the actual
holiday shall be considered the holiday.
6.2.1.3. For employees working on both the actual
holiday and the observed holiday, only the
actual holiday shall be considered a holiday.
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2025 – 2027
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6.2.2. Pay Rates for Working on Holidays: Employees
scheduled to work in one of the three (3) situations
listed above shall receive one and one-half (1½) times
their regular rate of pay for all hours worked on the
holiday and the employee shall be permitted to:
6.2.2.1. Schedule an alternate day off within the same
calendar year (up to eight (8) hours) with prior
approval from their supervisor which does not
cause significant operational disruption for the
department; or
6.2.2.2. Receive up to eight (8) hours holiday pay for
that holiday worked.
6.2.3. The decision to grant holiday pay or a compensatory
day off shall be determined in advance.
6.2.4. Employees scheduled in advance to work on a holiday
shall be scheduled for a minimum of four (4) hours.
6.3. Holidays Falling on Scheduled Day Off
Whenever the actual holiday or the observed holiday falls on an
employee’s regularly scheduled day off, the employee shall be
allowed to use eight (8) hours, in one (1) hour increments, at
anytime before the end of the year. If both the actual holiday and
the observed holiday occur on regularly scheduled days off the
employee shall be granted only eight (8) hours off with pay.
Unused holidays granted under this provision shall have no cash
value.
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2025 – 2027
Page 40
6.4. Holidays Falling on Weekends
When a holiday falls on a Saturday, the preceding Friday shall be
observed as the Holiday. When a holiday falls on a Sunday, the
following Monday shall be observed as the holiday. For employees
regularly scheduled Saturday and/or Sunday, holidays shall be
observed on the actual holidays. If an employee is scheduled to
work on both an observed holiday and the actual holiday, they will
be compensated as described in Section 6.2 of this Article.
6.5 Regular Part-time
All regular part-time employees subject to the provisions of this
Agreement shall receive holiday leave at a pro-rated amount based
on the number of hours scheduled in their work week divided by
forty (40) hours.
6.6. Personal Holiday Use/Cash Out
Personal Holiday hours may be used in 15 minute increments.
Personal Holiday hours not used by the employee by December 31
will be cashed out at the employee’s hourly base rate for that same
year, and paid on the January 10 pay check.
Eligible Personal Holiday hours not used by the employee at time of
employment separation for any reason will be cashed out at the
employee’s current hourly base rate and paid in the employee’s
final paycheck.
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2025 – 2027
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ARTICLE 7 – VACATIONS
7.1. Accrual Rate
The following vacation benefits shall be provided:
Length of Service
Days per
Year
Hours per
Pay Period
Hours per
Year
0 through 3 years 12 4 96
4 through 5 years 15 5 120
6 through 10 years 18 6 144
11 through 15 years 21 7 168
16 through 20 years 24 8 192
21 and subsequent years 27 9 216
7.1.1 Regular part-time employees subject to the provisions
of this Agreement shall be provided vacation benefits
at a prorated amount based on the number of hours
scheduled in their workweek divided by forty (40)
hours.
7.1.2 Employees may use accrued vacation leave in
increments of fifteen (15) minutes.
7.1.3 Employees begin accruing vacation on their hire date
and accruals are available for immediate use.
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2025 – 2027
Page 42
7.2. New Hire Vacation Incentive
A Department Administrator may deem a new hire eligible to
receive a one-time lump sum up to 40 hours of vacation leave to be
eligible for use upon successful passing of probation. The decision
to grant hours will be made at the time of the employment offer to
a new hire and will be based on the number of years the individual
has in their particular field or discipline, as well as the difficulty in
recruiting for the position. No hours will be accrued or paid to a
new hire who is terminated or voluntarily leaves the city prior to
passing probation.
7.3 Maximum Vacation Accumulation
The maximum accumulation of vacation time for an employee shall
not exceed twice the current annual accrual limit as provided in
above Section 7.1.
7.4. Vacation Requests
Requests for vacation leave are subject to supervisory approval.
Except in emergency situations, requests for vacation leave shall be
submitted in writing, at least the workday prior to the requested
time off. Vacation requests shall be responded to within one week
unless submitted less than two weeks in advance. For vacation
requests submitted less than two weeks in advance, a response
within one working day after receipt is required.
7.5 Cash Out Upon Separation
Vacation accrued but unused during the term of the employee’s
employment with the city will be cashed out at the employee’s
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2025 – 2027
Page 43
hourly base rate at the time the employee separates from city
employment.
ARTICLE 8 – BEREAVEMENT LEAVE
Up to five (5) days with pay shall be given to employees for each
instance of a death of the employee’s mother, father, step-parent,
legal guardian, spouse/domestic partner, child, stepchild, child of a
domestic partner, mother-in-law, father-in-law, sister, brother,
brother-in-law, sister-in-law, grandchild, or grandparents.
Exceptions to this list will be reviewed for eligibility by the HRRM
Administrator based on written request explaining the family-type
relationship. The number of hours of bereavement leave allowed
regular part-time employees covered by this Agreement shall be
adjusted to reflect the number of scheduled hours in their
workweek.
Leave will be taken within six months of death, or longer with the
HRRM Administrator or designee’s review and approval. All
requests for extended bereavement leave shall be approved by the
Department Administrator in advance. Employees may use accrued
vacation, sick, compensatory time, and/or personal holiday hours
to cover extended bereavement leave.
ARTICLE 9 – INSURANCES
Definitions:
REHBT: Renton Employees’ Healthcare Board of Trustees
REHP: Renton Employees’ Healthcare Plan
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2025 – 2027
Page 44
Funding Goal: It is the responsibility of the Renton Employees’
Healthcare Board of Trustees to establish and maintain fund goals
in relationship to the Renton Employee’s Healthcare Plan.
Plan Member: An eligible Renton employee, along with their
dependents, that is covered under the Renton Employees’
Healthcare Plan.
Premiums: The contributions made to the REHP by both the City
and the employees to cover the total cost of purchasing the REHP.
Contributions made by employees for co-pays, lab fees, ineligible
charges, etc., are not considered premiums for the purpose of this
Article.
9.1. Health Insurance
9.1.1. Participation - The City and the Local/Union/Guild
agree to jointly manage the REHP during the term of
this agreement. The REHBT is comprised of AFSCME
Local 2170; Police Guild; and the City, and will meet at
least quarterly to review the REHP including costs
associated with the REHP.
Medical coverage shall be provided in accord with the
laws of the State of Washington, RCW 41.26.150 and
federal plans: Patient Protection and Affordable Care
Act and the Health Care and Education Affordability
Reconciliation Act of 2010. The Local/Union/Guild
agrees to continue participation in the REHBT and to
identify and support cost containment measures.
9.1.2. Plan Coverage - The City will provide a medical/dental,
vision, and prescription drug insurance plan for all
AFSCME, Local 2170 Contract
2025 – 2027
Page 45
eligible employees including all bargaining unit
members and their eligible dependents.
9.1.3. Premiums - For the calendar years 2025 through
calendar year 2027, the total cost of the plan shall be
divided as follows:
YEAR CITY EMPLOYEES
2025 91%9%
2026 91%9%
2027 91%9%
Employee premiums will be based upon the following
categories:
Employee
Employee/1
Employee/2+
Employee/Spouse or Domestic Partner
Employee/Spouse or Domestic Partner/1
Employee/Spouse or Domestic Partner/2+
9.1.4. Projected Costs –The plan contributions shall be
calculated by the percentage of actual plan cost
increase that occurred in the previous year and based
on consideration of Actuarial projections. The year in
review shall be from July 1st to June 30th.
9.1.5. Alternative Plan Coverage – City contributions for the
alternative plan will be at the same cost share
percentage as the self-funded plan capped at the
dollar amount contributed to the self-funded plan.
AFSCME, Local 2170 Contract
2025 – 2027
Page 46
9.1.6. Renton Employees’ Healthcare Board of Trustees
For purposes of clarifying the role of the REHBT the
parties will meet in 2025.
The REHBT includes members from each participating
Union. Each union will have a maximum of one (1)
vote, i.e. the Police Guild has two (2) bargaining units
but only receives one (1) vote on the REHBT. The City
only receives one (1) vote also. If all bargaining units
participate, the voting bodies would be as follows:
AFSCME – 2170; Police Guild; and the City for a total of
three (3) votes.
9.1.7. Plan Changes – The members of the REHBT shall have
full authority to make plan design changes without
further concurrence from bargaining unit members
and the City Council during the life of this agreement.
9.1.8. Voting – Changes in the REHP will be determined by a
majority of the votes cast by REHBT members. A tie
vote of the REHBT members related to a proposed plan
design change will result in continuing the current
design.
9.1.9. Surplus – Any surplus in the Medical Plan shall remain
available only for use by the Renton Employees’ Health
Plan Board of Trustees for either improvements in the
Plan, future costs increase offsets, rebates to
participants, or reduction in employee contributions.
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2025 – 2027
Page 47
9.2. Life Insurance
The Employer shall furnish to the employee a group term life
insurance policy in the amount of the employee’s annual salary
plus longevity, rounded to the nearest $1,000 and includes
accidental death and dismemberment coverage and limited to a
maximum benefit of $50,000. The Employer shall furnish a group
term life insurance policy for $1,000 for the employee’s spouse and
$1,000 for each dependent.
9.3. Federal/State Healthcare Options
In the event of a Federal/State healthcare option, the REHBT shall
have the option to review the proposed Federal/State option and
take appropriate actions.
9.4. COBRA
When an employee or dependents health care benefits ceases
based on a qualifying event, the employee or dependent shall be
offered medical and dental benefits under the provision of
Consolidated Omnibus Budget Reconciliation Act (COBRA).
ARTICLE 10 – JURY DUTY
When an employee is called for jury duty, or is subpoenaed as a
witness in any litigation/administrative hearing process in which
the employee is not a party, such time shall be considered as time
worked and paid at the appropriate salary level of the employee.
Employees shall be required to give reasonable advance notice of
such subpoena or other legal requirement to appear and provide
the City with a copy of the subpoena or other legal document
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2025 – 2027
Page 48
requiring the employee’s presence. The copy of the subpoena or
legal document will be given to the City in advance of the hearing
or jury duty or if that is not possible, then the copy must be
furnished within 72 hours after the hearing or jury duty date.
Employees will be required to call their supervisor when less than a
normal workday is required by jury or witness duty. The supervisor
shall determine if the employee shall be required to report to work
and shall take into consideration the travel time of the employee.
ARTICLE 11 – EDUCATION AND CONFERENCE
11.1. Time Off and Financial Reimbursement
Employees will be granted reasonable amounts of time off and
financial reimbursement for attending training programs whenever
such training is work-related and attendance is required by the
Employer.
11.2. Valid Business Expenses
Employees who conduct authorized, official City business or
participate in conferences as official representatives of the
Employer while outside the City shall be reimbursed for all valid
business expenses.
11.3. Access to Training
The Employer is committed to the principle of training for all
employees. Whenever feasible, training shall be made available for
each employee within a classification within a division to prepare
them to perform all the job duties associated with that
AFSCME, Local 2170 Contract
2025 – 2027
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classification. Equal access to training opportunities to the extent
that operational requirements permit shall be provided.
11.4 Commercial Driver’s License Training (CDL)
For positions where the Employer requires an employee to obtain a
Commercial Driver’s License (CDL) as a requirement of their job,
the Employer shall pay for the first training and certification fees.
The training and certification will be provided by an approved
vendor of the Employer’s choice, and the employee will complete
the training on approved work time.
Effective for employees who begin city-paid CDL training on or after
January 1, 2025, should an employee voluntarily resign or be
terminated within the first 12 months after completing their CDL
training and measured from the date that they obtain their CDL,
the employee shall reimburse the City 100% of the total cost of the
CDL training course. Should the employee voluntarily resign or be
terminated within 12-24 months after the date they obtained their
CDL the employee will repay 50% of the total cost of the CDL
course. Should an employee voluntarily resign after 24 months, no
CDL training cost repayment shall be required.
The City is authorized and shall have the right to deduct and
withhold part or all of such reimbursement from an employee’s
salary, leave cashouts (vacation, comp-time, etc.) or other amounts
due to the employee and may seek recovery of such
reimbursement by any legal means. Any outstanding monies owed
to the City must be paid in full within 60 days after the last day of
employment.
AFSCME, Local 2170 Contract
2025 – 2027
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to the employee and may seek recovery of such reimbursement by
any legal means. Any outstanding monies owed to the City must be
paid in full within 60 days after the last day of employment.
ARTICLE 12 – SALARIES
12.1. Salaries
Wages shall be increased by 3.8% over the base wages of 2024,
effective January 1, 2025. Retro-payment will be made no later
than June 25, 2025.
In addition to this wage increase, the title of Maintenance Services
Worker 1 will receive a 1-grade increase, effective January 1, 2025.
This wage adjustment was negotiated in recognition of the
encampment clean-up duties that this position may occasionally
perform in the right-of-way and other City properties outside of
Parks. The parties understand that this is an occasional duty, not to
exceed 140 hours of work per employee in a year. The parties
agree that the use of contracted firms to perform encampment
clean-up duties may be necessary due to the size and scope of
clean-up efforts, and the City retains the right to contract out this
work as needed.
12.1.1 Effective January 1, 2026, wages shall be increased
by 100% of the 2025 Seattle-Tacoma-Bellevue June CPI-U
with a minimum of 1.5% and a maximum of 4.5%.
12.1.2 Effective January 1, 2027, wages shall be increased
by 100% of the 2026 Seattle-Tacoma-Bellevue June CPI-U
with a minimum of 1.5% and a maximum of 4.5%.
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2025 – 2027
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In order to maintain a competitive compensation structure,
the City shall complete an external market study of every
represented position no less than every three (3) years. The
City shall select the vendor that will conduct the market
study.
The parties agree to re-open the contract to negotiate any
wage adjustments proposed during the life of this contract
for those deemed over and under market.
12.2. Step Increases
All anniversary step increases shall begin being paid upon the
payday following the anniversary date and thereafter during the
life of this Agreement. There is no acceleration of steps.
12.3 VEBA
One (1) percent of employee’s base pay in lieu of One (1) percent
of the existing Deferred Compensation Benefit (Article 14) to fund a
City selected and contracted Voluntary Employees’ Beneficiary
Association (VEBA) plan/vendor. Funding of the VEBA plans for
employees will be effective April 1, 2022. Funding of the VEBA
account will occur in each pay period where the employee has pay
from the City for at least half of their scheduled hours and the City
will handle the transfer of funds.During a pay period where the
employee does not have pay for at least half of their scheduled
hours, they will not have the VEBA contribution (except for leaves
covered by FMLA and/or PFML). These funds are provided by the
employer and are a Mandatory Employee Contribution to VEBA.
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2025 – 2027
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ARTICLE 13 - LONGEVITY
13.1. Longevity Pay Calculation
Effective June 1, 2019 employees shall receive monthly longevity
pay in accordance with the following scale:
Years of Service
5 years 2.0% of the monthly Grade a14, step E
10 years 3.0 % of the monthly Grade a14, step E
15 years 4.0% of the monthly Grade a14, step E
20 years 5.0% of the monthly Grade a14, step E
25 years 6.0% of the monthly Grade a14, step E
30 years 7.0% of the monthly Grade a14, step E
Regular part-time employees covered by this Agreement shall
receive a pro-rated amount of this scale based on the number of
hours scheduled in their workweek.
13.2. Longevity Pay Date
Longevity will be paid as follows based on adjusted service date:
• If the employee’s Adjusted Service Date is on or between the
1st and the 15th, the employee will receive their longevity
allowances on the 25th of that month.
• If the employee’s Adjusted Service Date is on or between the
16th and the 31st, the employee will receive their longevity
allowances on the 10th of the next month.
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2025 – 2027
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ARTICLE 14 – DEFERRED COMPENSATION
Effective April 1, 2022, the Employer shall make a deposit equal to
three percent (3%) of each eligible employee’s base wage into a
deferred compensation account selected by the employee from the
accounts provided by the City, each pay period. Prior to April 1,
2022, the Employer shall make a deposit equal to four percent
(4%).
ARTICLE 15 – PAY PERIOD
Employees shall be paid twice each month and any employee who
is laid off or terminated shall be paid all monies due on the next
following payday. All employees shall be paid on the 10th and 25th
day of each month. If the 10th or 25th day of the month falls on a
holiday or weekend period, the employees shall be paid on the last
business day prior to that period.
All employees will participate in payroll direct deposit.
The employer will provide computer stations in convenient work
locations to enable employees to access and print their electronic
pay stubs during working hours.
ARTICLE 16 – MANAGEMENT RIGHTS
Subject only to the limitations expressly stated in this Agreement,
the Union recognizes the prerogative of the Employer to operate
and manage its affairs in accord with its responsibilities, powers,
and authority, including but not limited to the following:
16.1. The right to establish reasonable work rules.
AFSCME, Local 2170 Contract
2025 – 2027
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16.2. The right to schedule overtime in a manner most
advantageous to the Employer.
16.3. The right to discipline and/or discharge employees for just
cause.
16.4. The right to determine work schedules, to establish the
methods and processes by which work is to be performed
and the number of employees necessary to perform the
work.
16.5. The right to assign work and determine the duties
performed by employees in classifications included in the
bargaining unit.
16.6. The employer shall retain the right to determine whether
layoffs are necessary and in which departments, divisions,
and classifications they will occur.
16.7 Application of the management rights as detailed above to
employees in the Municipal Court shall reside with the
Presiding Judge. The presiding judge of the Renton
Municipal Court or their judicial designee will maintain full
responsibility for discipline, termination, layoff and recall
decisions subject to the provisions of this agreement. It is
understood that judicial and administrative duties of the
presiding judge cannot be delegated to persons in either
the legislative or executive branches of government.
Further, it is understood by both parties that every incidental duty
connected with operations enumerated in a job classification is not
always specifically described.
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2025 – 2027
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ARTICLE 17 – UNION ACTIVITIES
17.1. Paid Release Time
With prior notice, the Employer will grant employees who are
Union officials, or members who are appointed to a joint
management committee, reasonable time off with pay for the
purpose of attending scheduled meetings with City officials.
Additionally, members may have 30 minutes prior to the meeting
to prepare and 30 minutes after the meeting to debrief. The Shop
Steward or alternate Shop Steward and/or one Union official will
be granted reasonable time off with pay by the immediate
supervisor to investigate grievances. Notwithstanding the above,
only two employees per work section shall be released to attend
Union meetings during the workday and must code their time as
union business.
17.2. Facility Access
The designated Staff Representative of the Union shall be allowed
access at all reasonable times to all facilities of the Employer
wherein the employees covered under this contract may be
working. Access shall be granted for the purpose of conducting
necessary official local Union business and investigating grievances;
provided there is minimal interruption to normal work processes.
17.3. Union Communication
The Employer shall permit the reasonable use of bulletin boards, e-
mail, and interoffice mail by the Union for the posting of notices or
communications relating to official Union business.
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2025 – 2027
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17.4. Training Time
Union officials may request reasonable time off with pay to attend
training that is beneficial to both labor and management. Approval
will be at the discretion of the employee’s Department
Administrator or designee for the scheduling of time, the
appropriateness of the leave shall be at the discretion of the
Human Resources Department.
17.5. Negotiations
Six (6) members of the Union shall be granted paid release time to
participate in negotiations occurring during their normally
scheduled work hours. The Union agrees that a bargaining team
that is as broadly representative as possible of the various work
sites, departments, classifications, and demographics is a goal
when selecting the participants for the Union bargaining team.
ARTICLE 18 – LABOR/MANAGEMENT COMMITTEE
The Employer and the Union agree that a need exists for closer
cooperation between labor and management, and that from time
to time suggestions and complaints of a general nature affecting
the Union and the Employer need consideration. To accomplish this
end, the Employer and the Union agree that not more than three
(3) authorized representatives of the Union shall function as one-
half of a Labor/Management Committee; the other half being not
more than three (3) representatives of the Employer named for
that purpose. The parties agree to allow expanded participation in
Labor/Management Committee discussions, when necessary, by
mutual agreement. Said committee shall meet as requested by
either party for the purpose of discussing and facilitating the
AFSCME, Local 2170 Contract
2025 – 2027
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resolution of all problems which may arise between the parties
other than those for which another procedure is provided by law or
by other provisions of this Agreement. It is understood and agreed
that the purpose of this committee does not include the hearing of
formal grievances brought under the provisions of Article 23 of this
Agreement.
ARTICLE 19 – WORK STOPPAGES AND EMPLOYER PROTECTION
19.1. Uninterrupted City Services
The Employer and the Union agree that the public interest requires
efficient and uninterrupted performance of all City services and to
this end pledge their best efforts to avoid or eliminate any conduct
contrary to this objective during the term of this Agreement or any
extension mutually agreed upon. Specifically, the Union shall not
cause or condone any work stoppage including any strike,
slowdown, non-bona fide sick leave absence, refusal to perform
any customarily assigned duties, refusal to cross a picket line on
City premises (unless same is sanctioned by the King County Labor
Council), or other interference with City functions by employees
under this Agreement. Any concerted action by any employee in
any bargaining unit shall be deemed a work stoppage if any of the
foregoing activities has occurred. Should any such activity occur,
the Union agrees to take appropriate action immediately to end
such interference.
19.2. Work Stoppage
Upon notification in writing by the Employer to the Union that any
of its members are engaged in a work stoppage, the Union
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2025 – 2027
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immediately shall order, in writing, such members to cease
engaging immediately in such work stoppage and shall provide the
Employer with a copy of such order. In addition, a responsible
official of the Union shall publicly order such Union employees to
cease engaging in such a work stoppage.
19.3. Disciplinary Action for Work Stoppage
Regardless of any penalty to which the Union is subject under this
Section, any employee who commits any act prohibited in this
section may be subject to the following penalties:
19.3.1. Oral reprimand
19.3.2. Written reprimand
19.3.3. Suspension (notice to be given in writing)
19.3.4. Discharge
It is understood that these penalties are not necessarily sequential.
Disciplinary action resulting from violation of this Article will be
tailored to the nature and severity of the offense.
ARTICLE 20 – NON-DISCRIMINATION
The Employer and the Union agree that they shall not discriminate
against any employee because of race, color, religion, national
origin, ethnic group, age, gender, marital status, sexual orientation,
genetic information, disability status, veteran/military status, union
affiliation, non-affiliation or union activities as sanctioned by this
contract, and/or any other protected class or characteristic under
federal, state, or local law.
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2025 – 2027
Page 59
ARTICLE 21 – RECRUITMENT AND SELECTION PROCESS
21.1. Posting of Vacancies
Whenever the Employer determines to fill a vacant bargaining unit
position, the Employer will post the announcement on the City’s
website . Vacancies may be posted as internal only recruitments for
at least seven (7) working days or external recruitments for at least
ten (10) working days. Any City employee may apply for a vacant
position.
All bargaining unit employees who apply and meet the selection
criteria shall be evaluated in accordance with procedures set forth
in the job announcement. Recruitments that are posted internally
and then re-posted externally will be considered the same
recruitment. A bargaining unit applicant failing to advance during
an internal only recruitment will not be considered during any
subsequent external recruitment for the vacant position.
Internal postings that result in only one employee passing the
selection process may be re-posted externally. As a result, the
internal applicant that has passed the prior internal selection
process will be considered during the subsequent external process.
21.2. Selection Process
21.2.1. Selection Procedure. The filling of vacancies will be
done in an objective, fair and impartial manner. The
Employer will determine the selection procedure
which may include written, practical, and oral
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2025 – 2027
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examinations. Selection criteria will bear a direct
relationship to job performance and constitute bona
fide occupational qualifications necessary to properly
and efficiently function in the position. All qualified
applicants will go through a consistent selection
procedure and be informed of the passing point for
any administered exam.
21.2.2. Process Review. In the event that a bargaining unit
applicant is not selected, that employee may request,
and shall be given in writing, their itemized score and
placement according to test results within one week of
the request.
21.3. Eligible Candidate Pool
A candidate that passes the selection process as specified in
Section 21.2 above has been determined to be qualified for the
position and will have their application remain in the “eligible
candidate pool” for that particular recruitment. Hiring managers
may offer a position to any candidate who passes the selection
process and has their name in the eligible candidate pool.
The Employer may use the eligible candidate pool for a period of up
to twelve (12) months to fill vacancies for the same position or
another position in the same job classification.
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2025 – 2027
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21.4. Promotional Opportunities
Whenever a promotional opportunity within the bargaining unit is
created through the conversion of an existing filled position to a
new classification with higher duties, the Employer shall give only
employees within the same classification and section an
opportunity to apply for the promotion.
The Employer will distribute an announcement of the promotional
opportunity to the Union President and employees in the same
classification and section as the position to be restructured.
Eligible employees may apply for the position by submitting an
application within the seven (7) working day posting period. The
Employer will award the promotion to the most qualified employee
in accordance with Section 21.2 of this Article.
21.5 New Hire Benefits
The City agrees that it will not offer a potential candidate hired into
a Union position benefits outside of this Contract unless mutually
agreed upon by the City and AFSCME.
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2025 – 2027
Page 62
ARTICLE 22 – PROBATIONARY PERIOD
22.1. 12-Month Probationary Period
New employees shall serve a probationary period during their first
twelve months of employment. During this time, they are
considered “At Will” employees and serve at the pleasure of the
Employer. Employees terminated during their first twelve months
of employment shall not have recourse to the grievance procedure.
22.2. 6-Month Probationary Period
Existing City employees who are promoted shall serve a six-month
probationary period. In the event a promoted employee fails to
pass probation:
Series Position: The employee will return to his/her lower
classification in the series.
Non-Series Position: The employee shall be eligible to return to
his/her previous position, if it has not been filled. If the position has
been filled, the employee may be eligible to return to his/her
previous position if the current incumbent fails their probationary
period.
ARTICLE 23 – GRIEVANCE PROCEDURE
23.1. Definition
Grievance is hereby defined as the question or challenge raised by
an employee or the Union as to the correct interpretation or
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2025 – 2027
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application of this Agreement by the Employer. It is the purpose of
this clause to provide the employees and the Union with an orderly
and effective means of achieving consideration of any grievance,
which may arise during the life of this Agreement.
23.2. Grievance Process
The following steps are agreed upon as the appropriate order of
contact:
Step 1. An employee and/or their Union representative must
present a grievance within fifteen (15) working days of
occurrence or when the Union or employee knew or
should have known of the occurrence to the supervisor,
manager, or the official of the Employer most
immediately involved. If, however, the grievance
concerns a payroll matter involving the computation of
the employee’s wages the grievance must be presented
within thirty (30) calendar days of occurrence or when
the Union or employee knew or should have known of
the occurrence. The parties shall have fifteen (15)
working days to resolve the grievance. The parties agree
to meet to discuss the grievance at the request of either
party.
Step 2. The employee and/or Union representative shall present
the grievance within 15 working days of the Step 1
response in writing to the employee’s Department
Administrator. The parties agree to meet to discuss the
grievance at the request of either party. The
Department Administrator shall attempt to resolve the
AFSCME, Local 2170 Contract
2025 – 2027
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matter within 15 working days of the receipt of the
written grievance and provide their response in writing
to the Union and the grievant.
Step 3. If not resolved at Step 2, the employee (grievant) shall
refer the matter in writing to the Union Grievance
Committee for investigation and determination of
whether the grievance shall be advanced. Advancement
or settlement of a grievance beyond Step 2 of the
Grievance Procedure shall be the sole authority of the
Union Grievance Committee. The Grievance Committee
shall be given reasonable time off with pay for this
purpose.
Step 4. If not resolved by the Department Administrator and
advanced by the Grievance Committee, the grievance
shall be presented, in writing, together with all pertinent
materials to the Mayor or Judge within ten (10) working
days of the Administrator’s response. The Mayor, Chief
Administrative Officer, or designated representative shall
schedule a meeting with the Union for the purpose of
hearing and reviewing the merits of the grievance. The
Mayor, Chief Administrative Officer, or designated
representative, shall attempt to resolve the grievance
within ten (10) working days of receipt of the material.
Step 5. In the event that the grievance is not resolved at Step 4,
the matter may, within twenty (20) working days after
the Step 4 decision has been rendered, be referred by
either party to the arbitration process. If the matter is
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2025 – 2027
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not referred to arbitration within this period, it shall be
considered resolved.
If referred to arbitration: (1) the arbitrator’s decision
shall be final and binding, (2) the arbitrator shall be
empowered to render a decision based on interpretation
of the contract only and shall not add or delete from the
provisions of this Agreement, (3) the arbitrator shall
render a decision within thirty (30) days of hearing, (4)
the arbitrator shall be selected by a joint request of a list
of names (Washington) from the Federal Mediation and
Conciliation Service (F.M.C.S.). Upon receipt, the parties
shall eliminate names alternately until one name
remains, (5) it is agreed that the costs shall be borne
equally between the parties with the exception that if
the matter is a question of procedural arbitrability, the
losing party shall bear all expenses for the services of the
arbitrator. Except as provided above, each party shall be
responsible for paying their own costs and fees incurred
in the matter.
23.3. Employer Grievance
The following procedure shall be observed if the Employer files a
grievance against the Union for an alleged violation of the contract:
Step 1. The Mayor, Judge or their designated representative
shall present the grievance in writing to the Union Staff
Representative within 10 days of occurrence. The Union
shall attempt to resolve the matter within thirty (30)
days of receipt.
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2025 – 2027
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Step 2. If the matter is not satisfactorily resolved at Step 1, the
Employer may within twenty (20) working days refer the
matter to arbitration using the procedure outlined in
Section 23.2, Step 5.
23.4. Grievance Documentation
Written submissions shall include the specific article(s) of the
contract, which were allegedly violated, the specific facts and the
remedy sought.
23.5. Grievance Timelines
Grievances shall be properly filed and processed within the
timetables outlined at each step. If these timetables are violated by
the Union, the grievance shall be deemed waived. If violated by the
Employer, the grievance shall be advanced to the next step.
Through mutual agreement, the parties may put timelines on
abeyance or extend them for a set period of time.
ARTICLE 24 – HEALTH, SAFETY AND PRODUCTIVITY
24.1. Quality and Safety of Work
All work shall be done in a competent, productive, and professional
manner. Work shall also be done, in accord with State, Federal, and
City safety codes and with ordinances and rules relating to this
subject.
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2025 – 2027
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24.2. Working Conditions
It shall not be considered a violation of this Agreement if any
employee refuses to work with unsafe equipment, where adequate
safeguards are not provided, or when the facilities and services are
not being maintained in a reasonably sanitary condition. It shall be
a requirement of the employee to immediately report all unsafe
conditions in accordance with the City procedures to his/her
supervisor upon becoming aware of those conditions. Per City
Policy #700-60 dated August 23, 2017, page 4, AFSCME shall select
at least one representative and one alternate from each of the
following areas: public works, community services/parks, and city
hall (collectively known as the Department Representatives). In
addition to the Department Representatives, Local 2170 shall have
a designated member on the Safety Committee as appointed by
the Local Executive Board.
24.3. Rain Gear
Where necessary, employees furnished rain gear by the Employer
will be provided up to one (1) set of new rain gear annually,
provided that new rain gear will not be issued until used rain gear is
returned by the employee to the appropriate supervisor.
24.4. Custodial Services
The Employer shall provide custodial services to employee
restrooms and lunchrooms to insure sanitary conditions.
24.5. Safety Shoes
Regular employees in positions listed below shall be entitled to a
$205 shoe allowance annually for the purchase of shoes or boots.
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2025 – 2027
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The allowance shall be paid once annually to all active employees
listed below as of the first paycheck in March and is subject to tax.
New employees shall be eligible for a shoe allowance upon hire,
provided however, should the employee fail to successfully pass
their probationary period, the value of the allowance shall be
withheld from their final paycheck. Reimbursement up to $205 can
be provided on a more frequent basis if shoes are damaged or
contaminated on duty and subject to supervisor approval. Nothing
in this clause negates the foot protection requirement as described
in the Personal Protective Equipment Policy #700-12. Safety shoes
required for titles not listed below will be subject to the mutual
agreement of the Union and the Employer as to whether
incumbent employees are eligible for the allowance.
Airport Maintenance Worker
Airport Operations Specialist
Airport Operations and Maintenance Supervisor
Building Inspector
Capital Project Coordinator
Code Compliance Inspector, Lead Code Compliance
Inspector
Construction Engineering Inspector
Custodian, Maintenance Custodian, Lead Maintenance
Custodian, Custodial Maintenance Supervisor
Electrical Technician
Facilities Supervisor
Facilities Technician 1 and 2
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2025 – 2027
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Fleet Management Technician
Golf Course Maintenance Worker 1,2,3
Grounds Equipment Mechanic
HVAC Systems Technician
Lead Construction Engineering Inspector
Lead Golf Course Maintenance Worker
Lead Electrical/Control Systems Technician
Lead Vehicle & Equipment Mechanic
Lift Station Technician
Maintenance Services Worker 1,2,3 and Lead Maintenance
Services Worker
Pavement Management Technician
Parks Maintenance Assistants 1&2, Parks Maintenance
Worker 1,2,3 Lead Parks Maintenance Worker, Parks
Maintenance Supervisor
Signal/Electronic Systems Technician 1,2,3,
Signal/Electronic Systems Supervisor
Solid Waste Maintenance Worker
Street Maintenance Services Supervisor
Traffic Maintenance Worker 1,2, Senior Traffic
Maintenance Worker, Traffic Signage & Marking Supervisor
Vehicle & Equipment Mechanic
Waste Water/Surface Water Maintenance Supervisor
Water Maintenance Services Supervisor
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2025 – 2027
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Water Meter Technician
Water Quality/Treatment Plan Operator
Water Utility Maintenance Supervisor
Water Utility Inspector SCADA Technician
Water Utility Maintenance Technician
For positions not named above, a request for reimbursement of
safety footwear up to $175 is available once per year, upon the
completion and approval of the Hazard Assessment for PPE
Certification form by the City’s Safety Officer. The purchase shall
meet the standards of protection required such as toe protection,
punction resistance, electrical protection, etc. City staff are
prohibited from using a City-issued Purchase Card for this
purchase.
ARTICLE 25 – SAVINGS CLAUSE
If any Article of this Agreement or any addenda thereto should be
held invalid by operation of law or by any tribunal of competent
jurisdiction, or if compliance with or enforcement of any Article
should be restrained by such tribunal, the remainder of this
Agreement and addenda should not be affected thereby and the
parties shall enter into immediate collective bargaining
negotiations for the purpose of arriving at a mutually satisfactory
replacement of such Article.
ARTICLE 26 – ENTIRE AGREEMENT
The Agreement expressed herein in writing constitutes the entire
Agreement between the parties is intended to replace the prior
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2025 – 2027
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agreement and no oral statement shall add to or supersede any of
its provisions.
The parties acknowledge that each has had the unlimited right and
opportunity to make demands and proposals with respect to any
matter deemed a proper subject for collective bargaining. The
results of the exercise of that right and opportunity are set forth in
this Agreement. Therefore, unless otherwise agreed, the Employer
and the Union, for the duration of this Agreement, each voluntarily
and unqualifiedly agree to waive the right to oblige the other party
to bargain with respect to any subject or matter not specifically
referred to or covered in this Agreement.
All wages and/or benefits being received prior to this contract by
members covered in this Agreement shall not be reduced except
where specifically modified by this Agreement.
ARTICLE 27 – PRIORITY OF FEDERAL, STATE AND CITY LAWS
It is understood and agreed by and between the parties that in
negotiations and collective bargaining and in the administration of
all matters covered by this Agreement, the parties hereto and the
City employees are governed by the provisions of applicable State
laws, City Ordinances and Resolutions. If there is a conflict between
any provision of this Agreement and State law, the latter shall
prevail. Provided, however, the Employer agrees that no Ordinance
or Resolution shall modify or change any article or section of this
Agreement during the life of said Agreement.
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2025 – 2027
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ARTICLE 28 – VOLUNTEERS
The City and Union agree that volunteer programs can be mutually
beneficial to the City, employees, and citizens of Renton. The
parties recognize that volunteer programs provide a sense of
community involvement and require a commitment of time and
service on behalf of the volunteer. To that end, the City is
committed to working in partnership with the Union to build
successful volunteer programs.
The use of volunteers will not supplant bargaining unit positions.
No bargaining unit member shall be laid off as a result of volunteer
programs.
The City and the Union will meet in a labor-management forum and
come to mutual agreement prior to implementing any new
volunteer programs.
ARTICLE 29 – DISCIPLINE
29.1 Discipline
The City shall not discipline or discharge an employee without just
cause. Employees shall be given the opportunity to have a Union
Representative present at meetings where disciplinary proceedings
will take place.
The City agrees with the principles of progressive discipline.
Disciplinary action generally includes the following progressive
steps:
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2025 – 2027
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29.1.1. Oral reprimand (which shall be reduced to writing
although not placed in the employee’s personnel file)
29.1.2. Written reprimand
29.1.3. Suspension
29.1.4. Discharge
Disciplinary action will be tailored to the nature and severity of the
offense. Management maintains the right to take disciplinary
action, as they deem appropriate.
29.2 Demotion
The term “demotion” as used in this provision means the
involuntary reassignment of an employee from a position in one
job classification to a lower paying position in another job
classification. In any case involving demotion, the employee shall
have the right to due process.
ARTICLE 30 – LEAVE DONATION
A Leave Donation Program has been established to assist
employees faced with a serious medical illness or injury to
themselves or an immediate family member. The Leave Donation
Program will be administered in accordance with City Policy
#350-12 (Leave Donation), as revised effective August 23, 2017.
The following exception applies as a benefit above and beyond
those granted by the Policy. State-Registered domestic partners
shall be considered family when considering qualifying events for
donation. Donated leave may be: vacation, compensatory time,
personal holidays, and sick leave. Sick leave donation is capped at
AFSCME, Local 2170 Contract
2025 – 2027
Page 74
80 hours per recipient per calendar year. The donator’s bank
cannot drop below 80 hours.
ARTICLE 31 – LAYOFF AND RECALL
31.1. Layoff and Recall
The Employer shall retain the Right to determine whether lay-offs
are necessary and in which department(s) and classification(s) they
will occur. City employees in other departments are not eligible to
exercise bumping rights to displace any Court employees regardless
of seniority or job classification.
31.2. Definitions
31.2.1. Adjusted Hire Date: The date used to determine “City
Seniority.” The Adjusted Hire Date is calculated on the
employee’s length of continuous service with the City
in a regular full-time or part-time position. Part-time
employees will have their length of continuous service
adjusted for longevity purposes. Seniority earned as a
regular, part-time employee shall be prorated. The City
will calculate the number of compensated hours in any
regular position and divide the total by full time
equivalent hours (e.g. 2080 hours per year) to
determine the employee’s adjusted hire date for
purpose of seniority.
31.2.2. Bumping Rights: An employee’s ability to move into
the same classification or another classification, in
AFSCME, Local 2170 Contract
2025 – 2027
Page 75
which he/she has previously achieved regular status,
based on his/her overall seniority.
31.2.3. Classification: A classification is a position or group of
positions performing similar duties that have the same
title, class code, and salary range.
31.2.4. Classification Series: A series of related classifications
with an entry level and one or more additional levels
as defined in City Policy #320-01, Classification Series.
31.2.5. Initial Probationary Period: The probationary period
served by a new employee when hired into a regular
position with the City.
31.2.6. Layoff: A reduction in the workforce due lack of
funds, lack of work, or the result of a reorganization.
31.2.7. Recall List (also called “Reemployment List,” “Rehire
List,” or “Layoff List”): A list of employees who have
been laid off from a specific classification and who are
eligible for recall.
31.2.8. Original Hire Date: The first day an employee started
working for the City, either in a regular status or non-
regular status position.
31.2.9 Previously Held Position: A position within the City’s
classification system to which the employee has been
AFSCME, Local 2170 Contract
2025 – 2027
Page 76
formally appointed and successfully completed
probation.
31.2.10. Probationary Employee: An employee in their initial
probationary period who has not achieved regular
employee status.
31.2.11. Recall (also called “Reinstatement”): When an
employee on the recall list returns to the
classification from which he/she was laid off or to a
lower classification in which they previously achieved
regular employee status.
31.2.12. Seniority:
31.2.12.1 City Seniority, or “Adjusted Hire Date,” is an
employee’s length of continuous service
with the City in a regular full-time or part-
time position.
31.2.12.2 Classification Seniority is the date that the
employee was appointed to his/her current
position. Classification seniority shall be
prorated as described under the definition
of Adjusted Hire Date.
AFSCME, Local 2170 Contract
2025 – 2027
Page 77
31.3. Departmental Review
31.3.1. Each department may periodically review its budget
and projected workload to determine if layoffs are
necessary.
31.3.2. If it becomes necessary to initiate organizational
change for any reason that results in the reduction of
employees, the Department Administrator will discuss
the organizational change with the Mayor or designee
and the Human Resources Risk Management
Administrator prior to making any changes. The
Department Administrator will determine which
classifications will be affected.
31.3.3. The Mayor will have final authority to eliminate
positions and/or lay off employees.
31.4. Human Resources Risk Management Review
31.4.1 Once the Department Administrator has determined
which classification(s) will be affected, Human
Resources Risk Management (HRRM) will determine
which employee(s) shall be laid off.
31.4.2. No lay-off or reduction to a lower classification shall
be executed so long as there are non-regular
(temporary) employees, whether full-time or part
time, performing substantially similar job duties in a
specific department/division.
AFSCME, Local 2170 Contract
2025 – 2027
Page 78
31.4.3. For the purpose of the initial layoff, classification
seniority shall be the determining factor. Employees
shall be laid off from their department or major
division in the inverse order of their classification
seniority in the classification in which the work force is
being reduced. New employees in the affected
classification, serving in their initial probationary
period, shall be separated before any regular Union
employee is laid off in the work unit.
31.4.4. At no time shall layoff, bumping, or recall result in a
promotion.
31.4.5. Tie-Breakers: In the event two or more employees
have the same classification seniority, City seniority
shall prevail. In the event two or more employees
have the same City seniority, a tie-breaker will be used
to determine the employee with the least seniority.
The tie-breaker will be the last four digits of the
employee’s social security number. The employee
with the lowest number shall be considered the
employee with the lowest seniority.
31.4.6. It is understood that classifications may change title.
If a classification has been re-titled or a new
classification created and the duties are substantially
the same, the employee shall be considered having
“previously achieved regular employee status” in the
re-titled or new classification.
AFSCME, Local 2170 Contract
2025 – 2027
Page 79
31.5. Notice of Layoff
31.5.1 It is the City’s intent to provide employees with notice
of any layoff at least thirty (30) calendar days in
advance of the intended layoff date. When such a
time period is not possible, employees shall be
provided with at least two weeks (14 calendar days)
notice or receive two weeks’ pay in lieu of notification.
31.5.2 Layoffs resulting from the biennial budget process
shall not be final until such time as the budget is
adopted by the City Council.
31.6. Bumping Rights
31.6.1. An employee who is laid off may replace another
employee in an equal or lower classification series in
which the employee works or has previously achieved
regular employee status, provided such employee has
greater City seniority than the employee whom
he/she seeks to replace, and provided the replacing
employee is qualified to perform the work without
further training.
31.6.2. An employee who is laid off may not replace another
employee in the same classification in the same
workgroup from which they are in the process of
being laid off.
AFSCME, Local 2170 Contract
2025 – 2027
Page 80
31.6.3. The requirement to have previously worked in a
classification shall not apply to employees bumping
down to a lower compensated position within a
recognized classification series (e.g., Maintenance
Service Worker, Fire Inspector, etc.).
31.6.4. If the employee is not eligible to bump into another
classification based on his/her City seniority, the
employee shall be laid off and have his/her name
placed on the recall list.
31.7. Recall Rights
31.7.1. The name of any employee who is laid off shall be
placed on the recall list for a period of two (2) years.
31.7.2. Employees who are laid off may be recalled to the
original classification from which they were laid off or
to a lower classification in which they previously
achieved regular status with the City, provided they
are qualified at the time to perform the work in the
classification to which they are recalled without
further training.
31.7.3. When there is a recall during the life of the recall list,
employees who are still on the list shall be recalled in
the inverse order in which they were laid off.
AFSCME, Local 2170 Contract
2025 – 2027
Page 81
31.7.4. The City shall not hire new employees in a given
classification as long as there are still employees on
the recall list eligible for recall to that classification.
31.7.5. If employees bump into another classification or if
employees are recalled to a lower classification in a
series, they shall have the right to return to the
classification from which they were originally laid off
as long as their name remains on the recall list.
31.7.6. An employee who bumps into the same classification
but in a different department/division shall have no
recall rights to the position from which he/she was
originally laid off from.
31.7.7. Employees shall be responsible for keeping HRRM
informed of a current e-mail, phone number, and
postal mailing address. HRRM will provide notice of
recall using e-mail and certified mail. Employees who
are recalled to a position shall have seven (7) calendar
days from the date they receive notification by
certified mail of the recall to respond to HRRM and
either accept or reject the position.
31.7.8. Employees who reject, or fail to respond to, a recall
offer back to the original classification from which
they were laid off shall have their names removed
from the recall list.
AFSCME, Local 2170 Contract
2025 – 2027
Page 82
31.7.9. Seniority dates will be handled as follows during the
event of recall, or rehire into a different regular
position. For the purposes of this section, “regular
position” also includes Limited Term positions:
31.7.9.1 City seniority: Employees who have been
recalled or rehired into a regular position
within the recall period shall retain their
City seniority as of the date of layoff and
shall begin accumulating additional City
seniority when recalled or rehired back to
work.
31.7.9.2 Classification seniority: Employees who
have been laid off shall begin accumulating
additional classification seniority when
recalled to the classification from which
they were laid off. Employees who are
rehired into a different regular position
within the recall period shall begin
accumulating classification seniority in the
“new” classification as of their date of
rehire.
31.7.9.3 Employees affected by layoffs: Employees
who bump into a different classification as
part of a layoff shall retain their
classification seniority as of the date of
layoff and shall begin accumulating
additional classification seniority when
AFSCME, Local 2170 Contract
2025 – 2027
Page 83
recalled back to the classification from
which they were originally laid off. City
seniority shall continue to accumulate as
long as the employee remains continuously
employed in a regular position.
31.7.9.4 Accrual rates: Longevity, vacation, and sick
leave accrual rates shall be the same as
they were on the date of the layoff.
31.7.10 Employees recalled, or rehired into a different
regular position within the recall period, shall have
their sick leave balance restored to the amount
he/she had at the time of the layoff, excluding any
cashed out hours.
AFSCME, Local 2170 Contract
2025 – 2027
Page 84
ARTICLE 32 – FINGERPRINTING
32.1. Fingerprint Check Requirements
All union members who have authorized access to or direct
responsibility for configuring and maintaining computer systems
and networks that could access Criminal Justice Information (CJI)
and/or have access to the Criminal Justice Information System
(CJIS) network must pass a fingerprint check prior to unescorted
access. Fingerprint check results will be provided to the Police
Chief or designee for review and determination to pass or fail
access.
32.2. Fingerprint Check Passed
Employees moving into a position that requires a fingerprint check
must be fingerprinted and successfully pass prior to receiving a
formal written offer.
32.3. Fingerprint Check Failed
If access is denied, management will attempt to transfer the
employee to a non-CJI/CJIS access location. The union member
may also request alternative employment for which he/she
qualifies, if available. It is understood that in order to continue the
employment of a member denied access, the city may need to
place the member in an alternate job or job site without posting
the position. Failure to be granted access shall not be considered
part of the discipline process. The union and the city shall utilize
the Labor/Management Committee process to negotiate any
potential impacts.
AFSCME, Local 2170 Contract
2025 – 2027
Page 85
32.4. Right of Appeal
Members denied access by the Chief of Police will have the right of
appeal. Appeal may be made in writing or by scheduling a meeting
with the Police Chief. If a meeting is requested a good faith
attempt will be made to meet within ten (10) business days to hear
the appeal. The Police Chief will issue a final determination within
five (5) business days of the appeal meeting or receipt of a written
appeal, if no meeting was requested. In the case of transfer or
promotion the position being applied for will not be filled until the
appeal has been heard and decided by the Police Chief.
Members will have the right to be assisted in the appeal, be it a
meeting or written form, by an AFSCME Council 2 Representative
or designee.
32.5 Document Destruction
All documents will be destroyed after the final report has been
provided to Human Resources or after any appeal process is
completed. The final report presented to Human Resources will not
be kept in the Personnel file.
AFSCME, Local 2170 Contract
2025-2027
ARTICLE 33 -DURATION OF AGREEMENT
This Agreement shall become effective January 1, 2025, and shall
remain in full force and effect until and through December 31,
2027.
Signed this CJ-#i day of __ ��-----,-=------' 2025, at
Renton, Washington.
CITY OF RENT('•
�
Armondo Pavone, Mayor ()2�--�
Kim Gilman,
HR Labor Manager
ATTEST: f&IA
Jason Seth, City Clerk
APPROVED AS TO FORM:
Shane Moloney, City Attorney
LOCAL 2170, WASHINGTON STATE COUNCIL
OF COUNTY AND CITY EMPLOYEES,
AMERICAN FEDERATION OF STATE, COUNTY,
AND MUNICIPA MPL EES, AFL-CIO.
0 President
Jason anfield, Staff Representative
W hington State Council of County & City Employees
Page 86
Approved by Alex Tuttle via email 4/15/2025
AFSCME, Local 2170 Contract
2025 – 2027
Page 87
APPENDIX A – AFSCME CLASSIFICATIONS
IN ALPHABETICAL ORDER (with Job Grades)
a04 *Accounting Assistant 1
a06 *Accounting Assistant 2
a08 *Accounting Assistant 3
a10 *Accounting Assistant 4
a10 Administrative Secretary 1
a24 Airport Operations & Maintenance
Supervisor
a12 Airport Maintenance Worker
a15 Airport Operations Specialist
a32 Assistant Airport Manager
a15 Asset Management Systems Tech.
a18 *Assistant Planner
a22 *Associate Planner
a22 Building Inspector/Combination
a22 Building Inspector/Electrical
a24 Building Plan Reviewer
a21 Business Coordinator-Airport
a24 *Business Systems Analyst
a28 *Senior Business Systems Analyst
a29 Capital Project Coordinator
a22 Case Manager
a12 City Clerk Specialist 1
a16 City Clerk Specialist 2
a26 *Civil Engineer 1
a30 *Civil Engineer 2
a33 *Civil Engineer 3
a31 Client Technology Services & Support
Supervisor
a16 *Client Technology Services Specialist 1
a20 *Client Technology Services Specialist 2
TBD *Client Technology Services Specialist 3
a22 Code Compliance Inspector
a15 Communications Specialist 1
a22 Communications Specialist 2
a22 Construction Engineering Inspector
a16 Court Operations Specialist
a08 Court Security Officer
a23 Custodial Maintenance Supervisor
a02 Custodian
a17 Digital Communications Specialist
a18 Development Services Representative
a20 *Economic Development Specialist
a19 Electrical Technician
a23 Emergency Management Coordinator
a11 Encampment Clean-up Worker
a19 Encampment Clean-up Lead
a14 *Engineering Specialist 1
a20 *Engineering Specialist 2
a24 *Engineering Specialist 3
a26 Facilities Coordinator
a23 Facilities Supervisor
a14 *Facilities Technician 1
a16 *Facilities Technician 2
a19 Farmers Market Coordinator
a11 Fleet Management Technician
a22 *GIS Analyst 1
a24 *GIS Analyst 2
a27 *GIS Analyst 3
a03 Golf Course Associate
a06 *Golf Course Maintenance Worker 1
a10 *Golf Course Maintenance Worker 2
a14 *Golf Course Maintenance Worker 3
a10 Golf Course Operations Assistant
a15 Grounds Equipment Mechanic
a15 Housing Maintenance Technician
a23 Housing Repair Coordinator
a21 Human Services Coordinator
a19 HVAC Systems Technician
a20 Inspecting Arborist
a11 IT Procurement & Contract Coordinator
a29 ITS & Signal Maintenance Supervisor
a09 Judicial Specialist 1
a13 Judicial Specialist 2
a26 Lead Building Inspector
a26 Lead Code Compliance Inspector
a26 Lead Construction Engineering Inspector
a26 Lead Electrical Control Systems Technician
a18 Lead Golf Course Maintenance Worker
a11 Lead Maintenance Custodian
a18 Lead Maintenance Services Worker
a18 Lead Park Maintenance Worker
a21 Lead Vehicle & Equipment Mechanic
a11 Legal Assistant
AFSCME, Local 2170 Contract
2025 – 2027
Page 88
a17 Lift Station Technician
a18 Maintenance Buyer
a08 Maintenance Custodian
a07 *Maintenance Services Worker 1
a10 *Maintenance Services Worker 2
a14 *Maintenance Services Worker 3
a26 Neighborhood Program Coordinator
a25 *Network Systems Specialist
a25 *Network & Security Engineer 1
a29 *Network & Security Engineer 2
a18 Paralegal
a22 Park Maintenance Supervisor
a04 Parks Maintenance Assistant
a06 *Parks Maintenance Worker 1
a10 *Parks Maintenance Worker 2
a14 *Parks Maintenance Worker 3
a23 Pavement Management Technician
a14 Permit Services Specialist
a23 Plan Reviewer
a15 Planning Technician
a37 Principal Civil Engineer
a32 Principal Planner
a04 Print & Mail Assistant
a14 Print & Mail Supervisor
a24 Property Services Specialist
a04 Pro Shop Assistant
a17 Program Assistant
a26 *Program Development Coordinator 1
a29 *Program Development Coordinator 2
a14 Program Specialist
a21 Public Records Analyst
a17 Public Records Specialist
a09 Purchasing Assistant
a19 Recreation Program Coordinator
a10 Recreation Assistant
a16 Recreation Specialist
a14 Recreation Systems Technician
a08 Secretary 2
a25 *Senior Economic Development Specialist
a29 *Senior Network Systems Specialist
a23 Senior Paralegal
a29 *Senior Planner
a20 Senior Program Specialist
a19 *Senior Sustainability Specialist
a30 *Senior Systems Analyst
a17 Senior Traffic Maintenance Worker
a15 *Signal/ITS Technician1
a19 *Signal/ITS Technician 2
a23 *Signal/ITS Technician 3
a24 Street Maintenance Services Supervisor
a34 Structural Plans Examiner
a17 *Sustainability Specialist
a27 *Systems Analyst
a10 *Traffic Maintenance Worker 1
a14 *Traffic Maintenance Worker 2
a21 Traffic Signage & Marking Supervisor
a28 Transportation Planner
a23 Utility Accounts Supervisor
a16 Vehicle & Equipment Mechanic
a24 Waste Water Maintenance Services Supv.
a24 Water Maintenance Services Supervisor
a12 Water Meter Systems Specialist
a08 Water Meter Technician
a22 Water Meter Technician Services Supervisor
TBD Water Treatment Plant Trainee
a19 Water /Treatment Plant Operator
a21 SCADA/Telemetry Technician
a28 Water Treatment Operations Supervisor
a18 Water Utility Maintenance Technician
*Classification Series
AFSCME, Local 2170 Contract
2025 – 2027
Page 89
APPENDIX B – Wage Study
The Employer will provide an additional one-grade increase beyond
the 2025 wage adjustment for any position that did not have a
market study since July 2022. This increase will be added to the
base pay effective the first full pay period after ratification and
Council adoption, with retro payment back to January 1, 2025
made no later than June 30, 2025. Only those employees actively
on the payroll on March 3, 2025 are eligible for this one-grade
increase.
The City commits to holding a market study for the positions listed
below in 2025, with the market data shared with the Union no later
than December 1, 2025.
Title
Accounting Assistant 1
Accounting Assistant 2
Accounting Assistant 3
Accounting Assistant 4
Administrative Secretary 1
Airport Maintenance Worker
Airport Operations & Maintenance Supervisor
Asset Management Systems Technician
Assistant Airport Manager
Assistant Planner
Associate Planner
Building Inspector-Combination
AFSCME, Local 2170 Contract
2025 – 2027
Page 90
Building Inspector-Electrical
Building Plan Reviewer
Business Coordinator
Business Systems Analyst
Case Manager
City Clerk Specialist 1
City Clerk Specialist 2
Client Technology Services & Support Supervisor
Client Technology Services Specialist 1
Client Technology Services Specialist 2
Code Compliance Inspector
Communications Specialist 2
Construction Engineering Inspector
Court Operations Specialist
Custodian
Engineering Specialist 1
Engineering Specialist 2
Engineering Specialist 3
Facilities Coordinator
Facilities Technician 1
Facilities Technician 2
Farmers’ Market Coordinator
GIS Analyst 1
GIS Analyst 2
GIS Analyst 3
Golf Course Operations Assistant
Human Services Coordinator
Judicial Specialist 1
Judicial Specialist 2
Lead Electrical/Control Systems Technician
AFSCME, Local 2170 Contract
2025 – 2027
Page 91
Legal Assistant
Maintenance Buyer
Maintenance Custodian
Network Systems Specialist
Paralegal
Parks Maintenance Assistant
Parks Maintenance Supervisor
Permit Services Specialist
Principal Planner
Print & Mail Assistant
Program Assistant
Program Development Coordinator 1
Program Specialist
Property Services Specialist
Public Records Analyst
Recreation Assistant
Recreation Program Coordinator
Secretary 2
Senior Business Systems Analyst
Senior Network Systems Specialist
Senior Paralegal
Senior Planner
Senior Sustainability Specialist
Senior Systems Analyst
Street Maintenance Supervisor
Structural Plans Examiner
Sustainability Specialist
Systems Analyst
Utility Accounts Supervisor
Wastewater/Surface Water Maintenance Supervisor
AFSCME, Local 2170 Contract
2025 – 2027
Page 92
Water Maintenance Services Supervisor
Water Meter System Specialist
Water Meter Technician
Water Meter Technician Supervisor
As there is special interest in the Maintenance Services Worker 3
position, this title will be added to the first batch of positions to be
studied in 2025. If any comparable Maintenance Services Worker 3
positions found at other cities for the market study receive a CDL
premium, that premium will be considered in addition to the base
wage. As this position received a wage adjustment in 2024, this
title is not eligible for the one grade pay increase as described
above.
In order to maintain a competitive compensation structure, the City
shall complete an external market study of every represented
position no less than every three (3) years. The survey will report
at the maximum of base pay plus any deferred compensation
amount, as well as just base pay data. The City will select the
vendor to conduct the market study. Selection of the matches and
associated job descriptions for the matches will be shared with the
Union.
The 10 comparable cities used for the study will include: Auburn,
Bellevue, Everett, Federal Way, Issaquah, Kent, Kirkland, Redmond,
Sammamish and Shoreline.
Lakewood and Marysville will be used as alternate cities, in case 3
or more matches can not be found from the cities listed above.
AFSCME, Local 2170 Contract
2025 – 2027
Page 93
The parties agree to re-open the contract to negotiate any wage
adjustments proposed during the life of this contract for those
deemed under and over market.
AFSCME, Local 2170 Contract
2025 – 2027
Page 94
APPENDIX C – INDEX
A
abuse of sick leave......................... 35
accrual ........................................... 32
Accrual ........................................... 41
accrual rate .................................... 41
accrual rates .................................. 83
acting pay ...................................... 31
adjusted hire date ..................... 74, 76
alternative work schedules ....... 18, 19
alternative/flex work schedules ..... 18
anniversary .................................... 51
APPENDIX A – AFSCME Classifications
................................................... 87
APPENDIX B – SALARY INDEX FOR
2022 ............................................ 89
APPENDIX D – Index ....................... 94
arbitration ........................... 64, 65, 66
at will ............................................. 62
B
base rate ................................... 40, 43
bereavement leave ........................ 43
biennial budget process ................. 79
bulletin boards ............................... 55
bumping rights .......................... 74, 79
bumps ............................................ 81
C
callback .......................................... 28
call-back ......................................... 26
candidate pool ............................... 60
cash out ......................................... 33
cashed out hours ........................... 83
Christmas Day ................................ 37
city seniority 74, 76, 78, 79, 80, 82, 83
classification 12, 14, 48, 54, 61, 73, 74,
75, 76, 77, 78, 79, 80, 81, 82
classification seniority ............... 76, 82
classification series ........................ 75
Classification Series ........................ 88
clean-up time ................................. 22
COBRA ........................................... 47
compensated hours ....................... 24
compensatory ................................ 24
compensatory time ........................ 24
conferences ................................... 48
consecutive hours worked ............. 20
continuous service .................... 74, 76
co-pays .......................................... 44
D
deferred compensation ................. 53
demotion ....................................... 73
dental ....................................... 44, 47
disability plan ................................. 34
discharge ............................ 33, 54, 72
disciplinary action ............... 58, 72, 73
discipline ................................... 54, 72
double time ................................... 25
AFSCME, Local 2170 Contract
2025 – 2027
Page 95
dues..........................................16, 17
E
emergency situations .......... 20, 22, 42
employee contributions ................. 46
employment practices ................... 59
entire agreement ........................... 70
excluded positions ......................... 12
Executive Board .................. 13, 59, 67
Extended Shift Overtime ................ 27
F
F.M.C.S. .......................................... 65
Fair Labor Standards Act ................ 24
Federal Mediation and Conciliation
Service ........................................ 65
fingerprint ...................................... 84
FMLA.............................................. 32
G
grievance ................ 62, 63, 64, 65, 66
grievance procedure ...................... 62
grievances ................................. 55, 57
group term ..................................... 47
H
health insurance ............................ 44
health, safety and productivity ...... 66
holiday .......................... 38, 39, 40, 53
holiday pay .................................... 39
Holiday Pay .................................... 38
holidays falling on scheduled day off
................................................... 39
holidays falling on weekends ......... 40
hourly ..................... 20, 24, 27, 40, 43
hours of work ................................. 18
I
Independence Day ......................... 37
initial probationary period ............. 75
insurance .................................. 44, 47
J
July 4 .............................................. 37
Juneteenth ..................................... 37
jury duty ........................................ 47
just cause .................................. 54, 72
L
Labor Day ....................................... 37
labor/management committee ...... 56
layoff ................................... 74, 75, 79
layoff and recall ............................. 74
Leave Donation Program ............... 73
life insurance ................................. 47
limited term ................................ 9, 10
Limited Term .................................. 82
longevity ................................... 47, 52
long-term disability ........................ 34
lunch period ................................... 19
M
management rights ........................ 53
Martin Luther King, Jr. Day ............. 37
meal and rest periods .................... 21
meal period.................................... 21
AFSCME, Local 2170 Contract
2025 – 2027
Page 96
medical...............................44, 47, 73
medical leave ................................. 32
membership................................... 17
Memorial Day ................................ 37
N
new employees.............................. 18
New Year’s Day .............................. 37
non-discrimination ......................... 58
O
officers ........................................... 18
oral reprimand .......................... 58, 73
orientation ..................................... 58
original hire date ............................ 75
overtime ...... 20, 21, 23, 24, 25, 27, 54
P
PAC program .................................. 17
pager ............................................. 28
paid release time ...................... 55, 56
part-time....................... 40, 41, 43, 52
pay period ...................................... 53
pay stubs ........................................ 53
PERS ............................................... 33
PERS I ............................................. 33
personal holiday ............................ 40
personal holidays ........................... 38
position review .............................. 14
posting of vacancies ....................... 59
Preamble ......................................... 9
premium ................................... 31, 45
previously held position ................. 75
priority of Federal, State and City
Laws ............................................ 71
probationary employee ................. 76
probationary period ...... 62, 75, 76, 78
promoted ....................................... 62
promotion ........................... 31, 61, 78
promotional opportunity ............... 61
pro-rated ............................ 40, 41, 52
public interest ................................ 57
R
rain gear ........................................ 67
recall ......................................... 75, 76
recall list ........................................ 75
recall rights .................................... 80
reclassification reviews .................. 14
Recognition and Bargaining Unit ...... 9
reduction ............................ 46, 75, 77
reemployment list .......................... 75
regular part-time ........................... 43
REHBT ..................... 43, 44, 45, 46, 47
rehire list........................................ 75
REHP ............................. 43, 44, 45, 46
reinstatement ................................ 76
Renton Employees’ Healthcare Board
of Trustees ....................... 43, 44, 46
Renton Employees’ Healthcare Plan
.............................................. 43, 44
rest period ..................................... 22
S
safety shoes ................................... 67
salaries ........................................... 50
AFSCME, Local 2170 Contract
2025 – 2027
Page 97
savings clause................................ 70
selection process ........................... 59
seniority .............................. 74, 76, 82
shift differential ............................. 28
shop steward ................................. 55
sick leave .......... 25, 32, 33, 34, 35, 57
sick leave cash out ......................... 33
staff representative ............ 55, 65, 86
standby .......................................... 28
steel toed boots ............................. 67
stewards ........................................ 18
suspension ................................ 58, 73
T
Thanksgiving .................................. 37
tie-breaker ..................................... 78
time banks ..................................... 24
training ..................................... 48, 56
U
union activities ............................... 58
union membership and dues
deduction ................................... 16
union recognized ............................. 9
V
vacancies ....................................... 59
Vacancies....................................... 59
vacation ........................ 25, 34, 41, 42
Vacation Cash Out ......................... 42
Veterans’ Day ................................ 37
volunteers ........................... 23, 29, 72
W
wages .................................. 17, 63, 71
work day ................. 19, 21, 25, 26, 42
work schedules ............. 18, 19, 20, 54
work stoppage ............................... 57
work week .............. 18, 19, 24, 25, 40
workday ....... 21, 22, 24, 25, 28, 48, 55
written reprimand .................... 58, 73