HomeMy WebLinkAboutContract CAG-05-208
AGREEMENT
By and Between
CITY OF RENTON
and
LOCAL 2170,
WASHINGTON STATE COUNCIL OF COUNTYAND CITY EMPLOYEES
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL
EMPLOYEES, AFL-CIO
2006 — 2008
Local 2170 Contract
2006-2008
TABLE OF CONTENTS
PAGE
Preamble 4
Article 1 Recognition and Bargaining Unit......................................................... 4
Article 2 Union Membership and Dues Deduction............................................. 5
Article3 Hours of Work ..................................................................................... 6
Article4 Overtime.............................................................................................. 7
Article5 Sick Leave........................................................................................... 9
Article6 Holidays............................................................................................... 10
Article7 Vacations............................................................................................. 11
Article 8 Bereavement Leave ............................................................................ 12
Article9 Insurances........................................................................................... 12
Article10 Jury Duty ............................................................................................. 14
Article 11 Education and Conference.................................................................. 14
Article12 Salaries ............................................................................................... 14
Article13 Longevity............................................................................................. 14
Article 14 Deferred Compensation ...................................................................... 15
Article15 Pay Period........................................................................................... 15
Article 16 Management Rights ............................................................................ 15
Article 17 Union Activities.................................................................................... 15
Article 18 Labor/Management Committee........................................................... 16
Article 19 Work Stoppages and Employer Protection.......................................... 16
Article 20 Non-Discrimination .............................................................................. 17
Article 21 Employment Practices......................................................................... 17
Article 22 Probationary Period............................................................................. 20
Article 23 Grievance Procedure........................................................................... 20
Article 24 Health, Safety and Productivity ........................................................... 22
Article25 Savings Clause.................................................................................... 22
Article 26 Entire Agreement................................................................................. 22
Article 27 Priority of Federal, State and City Laws .............................................. 23
Article28 Volunteers .......................................................................................... 23
Article29 Discipline . ........................................................................................... 23
Article 30 Leave Donation ................................................................................... 23
Article 31 Duration....................................................
Appendix A Classifications Represented By 2170.................................................. 28
Appendix B Classification Pay Ranges for 2170..................................................... 30
Appendix C Request to Receive Donated Leave.................................................... 33
Appendix D Request to Donate Vacation/Personal Holiday/Comp Time................ 35
2
Local 2170 Contract
2006-2008
Appendix E Request for Donation of Leave Hours................................................. 36
Appendix F Approval to Receive Donated Leave................................................... 37
Appendix G Denial of Donated Leave..................................................................... 38
3
Local 2170 Contract
2006-2008
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
Section A. Pursuant to RCW 41.56.060 the Employer hereby recognizes the Union as the
exclusive bargaining representative for all probationary and regular Renton City employees in
those classifications listed in Appendix A. It shall be a condition of employment that all
employees of the Employer covered by this Agreement who are members of the Union in good
standing and those who are not members on the execution date of this Agreement, on or before
the thirtieth day following the execution date of this Agreement, shall become and remain
members in good standing in the Union. It also shall be a condition of employment that all
employees covered by this Agreement and hired on or after its execution date, on the thirtieth
day following the beginning of such employment, shall become and remain members in good
standing in the Union.
The Employer and the Union agree that the right of non-association of employees based on
bona fide religious tenets or teachings of a church or religious body of which such public
employee is a member shall be protected at all times and such public employees shall pay such
sum as is provided in RCW 41.56, "Chapter 59, Laws of 1973".
Section B. The Union recognizes the following positions as being excluded from the
represented classes listed in Appendix A.
1. All positions in the Human Resources & Risk Management Department.
2. All clerical or secretarial positions designated as "confidential' in each department.
Only one "confidential" designation will be allowed in each department.
Section C. In the event a new department, division, or position is created or any existing
department, division, or position is reconstructed during the term of this Agreement, and a
question arises as to the appropriateness of their inclusion or exclusion in or from the
bargaining unit, the matter will be referred to the Public Employment Relations Commission for
resolution. Until the issue is resolved, the employee shall remain a member of the bargaining
unit. Agreement to allow an employee to remain in the bargaining unit during the period of
consideration by the Commission shall not be prejudicial nor have any bearing on consideration
of this matter by the Public Employment Relations Commission. The Union shall be notified of
4
Local 2170 Contract 14W
2006-2008
any newly created positions in the City, which are not recognized by other bargaining units,
including the City's initial determination regarding bargaining unit status.
Section D. 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.
Section E. Changes to existing position classifications and position descriptions shall be
forwarded 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
five (5) working days of the meeting, unless an extension is mutually agreed upon.
Section F. 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. The request for review shall first go to the employee's
supervisor, the Division and the Department for review and comment. 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. The Human Resources Department will
notify the employee within 14 working days of the disposition of the request. Request submitted
by the August 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 implementation shall not affect the implementation date and all pay
shall be retroactive to the appropriate implementation date.
ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION
Section A. The Employer agrees to deduct from the paycheck of each employee, who has so
authorized it, 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. Authorization by the employee shall be on a form approved by the parties hereto and
may be revoked by the employee upon request.
Section B. 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.
Section C. The Union agrees to refund to the Employer any amounts paid to it in error on
account of the checkoff provision upon presentation of proper evidence thereof.
Section D. 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 A, within five (5) working days
of hire. The Union will provide the Employer with notification of satisfaction of the affiliation
provisions as described in Article 1, Section A, of this Agreement.
Section E. 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.
5
Local 2170 Contract r"'r `%WV
2006-2008
ARTICLE 3 - HOURS OF WORK
Section A. 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 work schedules and work weeks in accordance with Article 3, Section
C-3.
Section B. Work Day
A regular work day shall consist of not more than ten (10) hours, exclusive of lunch, unless
otherwise provided for through an agreed upon alternative work schedule.
Section C. Work Schedules
1. 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 work
day 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.
2. Employees may work flex-time or alternative work schedules, with prior supervisory
approval. Flexible work schedules shall be mutually agreed upon between the Employer
and the employee. All flex-time and alternative work schedules shall be reduced to
writing and signed off by the Employer, employee and the Union. Flex-time schedules,
by example only, shall be schedules that provide for daily or weekly adjustable work
hours. 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.
3. 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 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 (1 1/2)
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.
4. Employees shall not work more than sixteen (16) consecutive hours during any
consecutive twenty-four(24) hour period.
6
Local 2170 Contract 11W low
2006-2008
Section D. Meal and Rest Periods
1. 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 his or her regular work day 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 his or her own time. Whenever possible the meal period shall be scheduled
near the middle of the workday.
2. Except in emergency situations, there shall be one fifteen (15) minute rest period during
each half 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.
Section E. 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, but not to exceed five
(5) minutes, and the end of the shift, but not to exceed ten (10) minutes. Work schedules shall
be arranged so employees may take advantage of this provision where it is applicable.
ARTICLE 4 - OVERTIME
Section A. Overtime
1. 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.
2. Except as otherwise provided in this Article, all hours worked in excess of the employee's
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 (1 1/2) times the employee's
straight-time hourly rate or compensated by granting one and one-half (1 1/2) times the
number of excess hours worked as compensatory time. Overtime shall be based on
compensated hours. The employee shall make his or her choice (overtime pay or
compensatory time) known to his or her supervisor not later than the end of the work
week in which the work was performed.
3. 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 80 hours.
Local 2170 Contract '""' 'Vamo
200&2008
Each Department Administrator will determine the percentage of compensatory time
cash out, if any, to be applied uniformly department-wide. This cash out shall be paid on
the final paycheck of the year and communicated to the employees by November 15tH
4. In computing overtime, the nearest one-quarter(1/4) hour shall be used.
5. Employees required to work on a sixth consecutive day shall be paid at the rate of time
and one-half (1 Y2). Employees required to work on a seventh consecutive day shall be
paid at two (2) times their regular rate of pay. There is no eighth, ninth or tenth day.
Holiday, vacation, sick leave and comp-time do not count as paid work when determining
the seven consecutive days. The employee will receive compensation at the rate of one
and one-half (1 Y2) for time worked on one day when he/she has worked six consecutive
days. The employee will receive compensation at the rate of double time (2X) for time
worked one day when he/she has worked seven consecutive days if the work is required.
Section B. 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 work day and the work is performed prior to the start of their next regular work day.
Employees called back to work shall be paid a minimum of two hours at the rate of two times
(2x) their regular rate of 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(1 Y2) rate.
Section C. Extended Overtime
Employees required to work four (4) or more hours beyond the end of their scheduled workshift
shall be paid at two times (2x) their regular rate of pay for all time worked beyond the first four
hours of overtime.
Section D. Shift Differential
A shift differential of $0.70 shall be paid for all hours worked by an employee when fifty percent
(50%) of his or her 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.
Section E. 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
pager device and be able to respond immediately to callback situations without restrictions or
impairments. Employees on standby shall receive $2.00 per hour for hours spent in standby
8
Local 2170 Contract
2006-2008
status. Standby allowance shall be suspended upon callback and the provisions of Section B of
this Article shall prevail. Standby periods shall be determined by the Employer.
Qualified personnel shall be determined by the Employer and assigned by seniority 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.
Section F. Uniform Allowance
Employees in the Fire Inspector and Hazardous Material Specialist classifications shall receive
a uniform allowance of$200 per annum.
ARTICLE 5 - SICK LEAVE
Section A. Accrual
Sick leave is available for medical leave when an employee is absent as a result of personal
illness or injury; for family leave to care for the employee's dependent, child, parent or spouse
when medically necessary; or to provide medical care or supervision for the employee's child,
under age 18, as provided by WAC 296-130, or any qualified FMLA covered reason.
1. Upon employment, new full time employees shall receive twenty-four (24) hours sick
leave. At the end 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.
2. Sick leave shall be prorated based on the employee's regularly scheduled weekly hours
of work, divided by 40.
3. Employees shall be allowed to use sick leave in increments of fifteen (15) minutes.
Section B. Sick Leave Cash Out
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 cashout of any accrued
but unused sick leave.
Section C. 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 or exhaustion
9
Local 2170 Contract %woe �
2006-2008
of sick leave -- whichever is longer. The Employer will pay the premiums necessary to fund the
benefits of the plan.
Section D. Notification Requirements
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.
2. The Employer may require a signed statement from the employee's doctor for absences
of three (3) days or longer or if the City reasonably suspects sick leave abuse.
3. An employee who will be out on sick leave must notify his or her immediate supervisor or
other designated person to report the absence prior to the start of said leave, or as soon
as possible.
Section E. Abuse of Sick Leave
Use of sick leave is restricted to the purposes set forth in Section A of this Article. Employees
found to be abusing sick leave privileges shall be subject to disciplinary action, pursuant to
Article 16, Section C.
ARTICLE 6 - HOLIDAYS
Employees shall receive holidays in accord with the following:
Section A. The following days shall be observed as legal holidays:
1. January 1 (New Year's Day)
2. Third Monday in January (Martin Luther King Day)
3. Last Monday in May (Memorial Day)
4. July 4 (Independence Day)
5. 1 st Monday in September(Labor Day)
6. November 11 (Veterans' Day)
7. 4th Thursday in November (Thanksgiving)
8. 4th Friday in November(day after Thanksgiving)
9. December 25 (Christmas Day)
10. The day before Christmas shall be a holiday for employees when Christmas Day
occurs on a Tuesday or Friday. The day after Christmas shall be a holiday for City
employees when Christmas day occurs on a Monday, Wednesday or Thursday. When
Christmas day occurs on a Saturday, the two preceding working days shall be
observed as holidays. When Christmas Day occurs on a Sunday, the two working days
following shall be observed as holidays.
11. Two personal holidays of employee's choice. (To be eligible fora personal holiday, an
employee must have been employed for at least six continuous months.) Personal
holiday may be used in one (1) hour increments.
12. Any other day proclaimed by the Governor for all political subdivisions of the State; or
by the Mayor of the City.
10
Local 2170 Contract
2006-2008
Section B. Employees scheduled to work on a holiday shall receive one and one-half (1 1/2)
times their regular rate of pay for all hours worked on the holiday and, in lieu of the holiday the
employee shall be permitted to schedule an additional day off(up to 8 hours)with prior approval
from his or her supervisor or receive up to eight (8) hours holiday pay. The decision to grant
holiday pay or a compensatory day off shall be determined in advance.
Section C. Employees scheduled in advance to work on a holiday shall be scheduled for a
minimum of four(4) hours.
Section D. 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.
Section E. 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.
Section F. Holiday Leave Bank
Employees working a schedule other than five (5) consecutive days of eight (8) hours each shall
have any holiday (as defined in Section A) falling on a regularly scheduled day off, converted to
Personal Holiday hours. These Personal Holiday hours shall then be available for use (or to be
sold back to the City) just as normal Personal Holiday hours. Personal Holiday hours not used
by the employee by the end of the year (November/December) may be sold back to the City at
the employee's regular hourly rate.
ARTICLE 7 - VACATIONS
Section A. The following vacation benefits shall be provided:
Length of Service Days/Year Accrual Hours/Year
0 through 5 years 12 96
6 through 10 years 18 144
11 through 15 years 21 168
16 through 20 years 124 1 192
21 and subsequent years 127 1216
Regular part-time employees subject to the provisions of this Agreement shall be provided
vacation benefits at a pro-rated amount based on the number of hours scheduled in their
workweek divided by forty (40) hours.
Section B. Employees may use accrued vacation leave in increments of one (1) hour. The
maximum accumulation of vacation time for an employee shall not exceed (2 years) at any time.
Section C. 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 work
day prior to the requested time off. Vacation requests shall be responded to within one week
ii
Local 2170 Contract '✓
2006-2008
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.
ARTICLE 8 - BEREAVEMENT LEAVE
Up to three days with pay shall be allowed employees covered hereunder for bereavement for
each instance of a death of the employee's mother, father, legal guardian, spouse, child,
mother-in-law, father-in-law, sister, brother, brother-in-law, sister-in-law, grandchild, or
grandparents. 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. All requests for extended bereavement leave shall be approved by the department
head in advance.
ARTICLE 9 - INSURANCES
Section A. Health Insurance
1. Medical coverage shall be provided in accord with the laws of the State of Washington,
RCW 41.26.150. AFSCME Local 2170 agrees to continue participation in the Renton
Employees' Health Plan Board of Trustees and to identify and support cost containment
measures.
2. The City will provide a medical/dental insurance program for bargaining unit members
and their eligible dependents. The program includes medical, dental including orthodontia,
prescription drugs and vision coverage. The program requires twenty-five dollar ($25) co-pays
for specified medical services, ten dollar/twenty dollar/forty dollar($10/$20/$40) co-insurance
for specified prescription drugs and other benefits as outlined in the plan document.
The City and Union agree to jointly manage the program during the term of this agreement.
Renton Employees' Health Plan Board of Trustees comprised of the AFSCME Local 2170,
other participating unions and the City will meet at least annually to review the program
including costs associated with the program.
Members of the Renton Employees' Health Plan Board of Trustees are authorized to make
changes in the program from time to time without further concurrence from their membership or
the City Council during the term of this agreement. Each member union, (not bargaining unit),
and the City shall have one vote when considering proposed changes to the plan(s).
Changes in the program will be determined by a majority of the votes cast by Renton
Employees' Health Plan Board of Trustees members. A tie vote will result in no change in
existing benefits.
The City will provide a 100% City paid (except for the existing $46.00 per month employee
contribution) self-funded plan through December 31, 2006. The City agrees to contribute up to .
110% of the 2006 premium toward funding the 2007 program. The City further agrees to
contribute up to 110% of the maximum 2007 contribution to fund the 2008 self-funded program.
Bargaining unit members who currently are covered by Group Health insurance may continue to
be covered, however, City paid coverage will be limited to 110% of the previous year's premium
as outlined above for the self-funded plan. New members or current members who change to
12
Local 2170 Contract low
2006-2008
Group Health will be required to pay the difference between the Group Health premium and the
associated premium for similar coverage under the City's self-funded plan as well as the
respective employee contribution.
The City and the Union recognize the program costs may exceed a 10.0% annual increase
during the term of this agreement. If so, the Renton Employees' Health Plan Board of Trustees
of participating unions and the City will meet and decide what action, if any, is necessary to
address program costs. If costs exceed 10.0% and the Renton Employees' Health Plan Board
of Trustees cannot agree on program changes to reduce the increase to at least 10.0%, then
the Union and the City will each pay fifty percent (50%) of the premium increase above 10.0%.
RENTON EMPLOYEES' HEALTH PLAN BOARD OF TRUSTEES — Includes members of each
participating Union. Each union member will have a maximum of one (1) vote, i.e. the
Firefighter Union has two (2) bargaining units but only receives one (1) vote on the Renton
Employees' Health Plan Board of Trustees. The City only receives one (1) vote also. If all
bargaining units participate the voting bodies would be as follows: AFSCME-2170; Firefighters-
864; Police Guild and the City for a total of four(4) votes.
PREMIUM —The self-funded plan is fully paid (including employee contribution of$46.00 per
month) in 2006. Increase by up to 10.0% in 2007 and another 10.0% in 2008. Example —
Premium equals $100 ($96 from the City and $4 from the employee) in 2006. City would pay
up to $106 in 2007 and $117 in 2008. If there is no increase, or less than a 10.0% increase in
premium in 2007, the premium for 2008 would still be calculated as if there was a 10.0%
increase in 2007.
PLAN CHANGES —The members of the Renton Employees' Health Plan Board of Trustees
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.
VOTING —A tie vote of the Renton Employees's Health Plan Board of Trustees members
related to a proposed plan design change will result in continuing the current design. If no
agreement can be reached on design changes and cost increases exceed the City's agreed
contribution, then the additional cost will be split 50/50 by the City and the Members. Example
— City takes first 10.0%; Cost increases 15.0%; City pays 50% of the additional 5.0% and
members pay 50% of the additional 5%.
SURPLUS — Any surpluses in the Medical Plan (including surpluses from 2005) 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.
Section B. Life Insurance:
1. Employer-paid term life insurance policy equal to employee's annual base salary plus
longevity, to nearest $1,000, including double indemnity and limited to a maximum
benefit of$50,000 is provided.
2. Each employee's spouse shall receive a $1,000 group term life insurance policy.
13
Local 2170 Contract
2006-2008
3. Each employee's dependent shall receive a $1,000 group term life insurance policy.
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 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. All monies received as
witness or jury fees must be signed over to the City excluding any mileage/expense
reimbursements. 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
Section A. 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.
Section B. 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.
Section C. 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 classification. Equal
access to training opportunities to the extent that operational requirements permit shall be
provided.
ARTICLE 12 - SALARIES
Section A. Effective January 1, 2006, salaries shall be increased by 3.0%. Effective
January 1, 2007 and January 1, 2008, salaries shall be increased by 3.0%.
Section B. All anniversary step increases shall begin being paid upon the payday following the
anniversary date and thereafter during the life of this Agreement.
ARTICLE 13 - LONGEVITY
Section A. Employees shall receive monthly longevity pay in accordance with the following
scale:
Years of Service
5 years 2.0% of the monthly Grade a13, step E
10 years 3.0% of the monthly Grade a13, step E
14
Local 2170 Contract
2006-2008
15 years 4.0% of the monthly Grade a13, step E
20 years 5.0% of the monthly Grade a13, step E
25 years 6.0% of the monthly Grade a13, 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.
Section B. Longevity allowances shall begin being paid from the beginning of the payperiod
following the anniversary of the employee's original date of hire, unless an adjusted longevity
date has been established due to periods of absence, wherein longevity accruals are
suspended.
ARTICLE 14 - DEFERRED COMPENSATION
The Employer shall make a deposit equal to two percent (2%) 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.
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.
If an employee is leaving on vacation, an early check request authorized by the immediate
supervisor may be granted provided the check has been processed and is ready for
disbursement.
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:
A. The right to establish reasonable work rules.
B. The right to schedule overtime in a manner most advantageous to the Employer.
C. The right to discipline and/or discharge employees for just cause.
D. The right to determine work schedules, to establish the methods and processes by which
work is to be performed.
Further, it is understood by both parties that every incidental duty connected with operations
enumerated in a job description is not always specifically described.
ARTICLE 17 - UNION ACTIVITIES
Section A. With prior notice, the Employer will grant employees who are Union officials
reasonable time off with pay for the purpose of attending scheduled meetings with City officials.
In addition, 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.
15
Local 2170 Contract `NW `"W
2006-2008
Notwithstanding the above, only two employees per work section shall be released to attend
Union meetings during the workday.
Section B. 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.
Section C. 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.
Section D. 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.
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 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
Section A. 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.
Section B. Upon notification in writing by the Employer to the Union that any of its members
are engaged in a work stoppage, the Union immediately shall order, in writing, such members
to cease engaging immediately in such work stoppage and shall provide the Employer with a
16
Local 2170 Contract 1111111110 *40
2006-2008
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.
Section C. 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:
1. Oral reprimand
2. Written reprimand
3. Suspension (notice to be given in writing)
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, creed, gender, physical sensory, mental disability, sexual orientation,
national origin, age, marital status, union affiliation, non-affiliation or union activities as
sanctioned by this contract.
ARTICLE 21 - EMPLOYMENT PRACTICES
Section A. Seniority
For the purposes of this Article, seniority shall be defined as an employee's length of continuous
full-time service with the Employer. Continuous service shall be broken by separation from the
Employer's service, except as provided for in Section F of this Article.
Section B. Posting of Vacancies
Whenever the Employer determines to fill a vacant bargaining unit position the Employer will
distribute an announcement in advance giving notice of the vacancy to Union Stewards for
posting on the Union bulletin board for ten working days. Vacancies may be posted as
promotional or competitive. Any City employee may apply for a vacant position. All bargaining
unit employees who apply and meet the minimum qualifications shall be tested in accordance
with existing testing processes.
1. Promotional vacancies are not open to outside applicants.
2. Competitive vacancies are open to City employees and outside applicants.
Section C. Selection Process
1. Testing Procedure. The filling of vacancies will be done in an objective, fair and impartial
manner. The Employer agrees not to pre-select employees. The Employer will
determine the testing procedure which may include written, practical and oral
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 applicants will receive the same test and be informed of the
passing point for the exam.
17
Local 2170 Contract
2006-2008
2. Process Review. In the event that a bargaining unit applicant is not selected, that
employee may request, and shall be given, his or her broken down score and placement
according to test results in writing.
Section D. Eligibility Lists
1. The names of candidates with passing scores shall be placed on a list in the rank order
of their examination score. The appointing authority shall make a selection from among
the top five candidates. In the event there are fewer than five and more than one
candidates on the eligibility list, the selection process shall be completed from the
candidates.
2. If the same position or another in the same job classification with substantially similar
duties should become vacant within six months of the date the eligibility list was
established, selection of another appointee from the eligibility list may be made.
3. The Employer will notify the Union when an eligibility list expires or is retired.
Section E. 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 employees within the same classification and section as the position to be re-
structured an opportunity to bid for the promotion.
The Employer will distribute an announcement giving notice 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 bid for the position by submitting an Employment Application within the
ten (10) day posting period. The Employer will award the promotion to the most qualified
employee.
This process does not apply to reclassifications which are the result of gradual changes to the
duties of one or more positions over a period of time.
Section F. Lay-Off and Recall
The Employer shall retain the right to determine whether lay-offs are necessary and in which
department(s)/division(s) and classification(s) they will occur.
For the purpose of lay-offs, seniority, except in the initial lay-off situation, shall be defined as an
employee's length of continuous service with the City in a regular, full-time or part-time position.
Classification shall be defined as a job class with a distinct class title and a unique class
number and payroll class code.
18
Local 2170 Contract vat
2006-2008
No lay-off or reduction to a lower classification shall be executed so long as there are non-
regular employees, whether full-time or part-time, serving within the affected classification in a
specific department/division.
In the event of a lay-off, for any reason, employees shall be laid off from their department or
major division in the inverse order of their seniority in the classification in which the work force is
being reduced.
An employee who is laid off may exercise his/her seniority rights to replace another employee in
the same or different department/division in an equal or lower classification series in which the
employee works or has previously achieved regular employee status, provided such employee
has greater seniority than the employee whom he/she seeks to replace, and provided the
replacing employee is qualified to perform the work without further training. The requirement to
have previously worked in a classification shall not be required for employees bumping down to
a lower compensated position within a recognized series (i.e. Maintenance Service Worker, Fire
Inspector).
The names of employees who are laid off shall be placed on a reemployment list for a period of
two (2) years. Whenever there is a recall during the life of the reemployment list, employees
who are still on the reemployment list shall be recalled in the inverse order of their lay-off, to
the classification from which they were laid off or to a lower classification in which they
previously achieved regular employee status with the City, provided they are qualified at that
time to perform the work in the classification to which they are recalled without further training.
If an employee is recalled or bumps to a position in a lower rated classification, he/she shall
have the right to return to the classification held prior to being laid off in the event a position in
that classification subsequently becomes available, provided he/she is qualified at that time to
perform the work without further training. Returning to an original classification shall be done in
inverse order of layoff, in connection with the recall rights established in this Article.
The Employer shall not hire new employees in classifications represented by the Union as long
as there are still employees on the reemployment list who are qualified at the time a position
becomes available to perform the work of the position and are willing to be recalled to said
classification.
Employees who are eligible for recall shall be given ten (10) working days' notice of recall.
Recall notice shall be sent by registered mail with return receipt requested. A copy of the notice
shall be sent to the Union.
The employee must notify the affected department head within five (5) working days of receipt
of the recall notice of his/her intention to accept the position offered. It is the employee's
responsibility to notify the City Human Resources & Risk Management Department of change of
address and telephone number.
An employee who refuses to accept a recall or who accepts a recall but fails to appear without
notice approved by the City at the date and time agreed upon shall be removed from the
reemployment list and shall forfeit all future rights of recall.
19
Local 2170 Contract *MW '"..
2006-2008
An employee who has been laid off shall retain seniority as of the date of lay-off and shall begin
accumulating additional seniority when called back to work, providing the elapsed time of lay-off
does not exceed two years.
Section G. 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. The Employer reserves the right to demote an employee when he/she is physically or
mentally unable to perform the duties of his/her particular position. When the disability is
overcome, the employee shall return to his/her original classification.
ARTICLE 22 - PROBATIONARY PERIOD
Section A. 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.
Section B. Existing City employees who are promoted shall serve a six month probationary
period. In the event a promoted employee fails to pass probation, 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 individual will then be eligible for re-appointment under the provision of Article 21,
Section F. Layoff& Recall. A probationary period will be required.
ARTICLE 23 - GRIEVANCE PROCEDURE
Section A. Grievance is hereby defined as the question or challenge raised by an employee or
the Union as to the correct interpretation or 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. For this purpose, the following steps are agreed upon as the appropriate order of
contact:
Step 1. An employee and/or his/her 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 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
five (5) working days to resolve the grievance.
Step 2. If not resolved at Step 1, 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 1 of the Grievance Procedure shall be the sole authority of the Union
20
Local 2170 Contract
2006-2008
Grievance Committee. The Grievance Committee shall be given reasonable time
off with pay for this purpose.
Step 3. The employee and/or Union representative shall present the grievance within 20
working days of the Step 1 response in writing to the head of the employee's
department. The Department Administrator shall attempt to resolve the matter
within 10 working days of the receipt of the written grievance.
Step 4. If not resolved by the Department Administrator, the grievance shall be presented,
in writing, together with all pertinent materials to the Mayor within ten (10) working
days. The Mayor, or designated representative shall schedule a meeting with the
Union for the purpose of hearing and reviewing the merits of the grievance. The
Mayor, 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 by the Mayor, the matter may, within
fifteen (15) working days after the Mayor's decision has been rendered, be referred
by either party to the arbitration process. If the matter is 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 and
Oregon only) 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.
Section B. 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 or his/her 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.
Step 2. If the matter is not satisfactorily resolved at Step 1, the Employer may within fifteen
(15) working days refer the matter to arbitration using the procedure outlined in
Section A, Step 5.
Section C. Written submissions shall include the specific article(s) of the contract, which were
allegedly violated, the specific facts and the remedy sought. 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
21
Local 2170 Contract `ow"
2006-2008
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
Section A. 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.
Section B. 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
procedures established by the employee Safety Committee to his/her supervisor upon
becoming aware of those conditions. In addition to the Departmental Representatives, Local
2170 shall have a designated member on the Safety Committee as appointed by the Local
Executive Board.
Section C. 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.
Section D. The Employer shall provide custodial services to employee restrooms and
lunchrooms to insure sanitary conditions.
Section E. Regular employees in positions requiring Safety Shoes or Steel Toed Boots shall
be entitled to $125 reimbursement annually for the purchase of said pair of shoes.
Reimbursement can be provided on a more frequent basis if deemed necessary by the
immediate supervisor based upon the nature of the work assignment.
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
Section A. The Agreement expressed herein in writing constitutes the entire Agreement
between the parties is intended to replace the prior agreement and no oral statement shall add
to or supersede any of its provisions.
22
Local 2170 Contract
2006-2008
Section B. 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.
Section C. 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.
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
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:
1. Oral reprimand (which shall be reduced to writing although not placed in the
employee's personnel file)
2. Written reprimand
3. Suspension
4. Discharge
23
Local 2170 Contract
2006-2008
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.
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 allows employees to voluntarily transfer accrued vacation, compensatory time and
personal holiday hours to another eligible employee within the Local #2170 bargaining unit who
has exhausted all other paid leave due to a FML-eligible serious health condition.
ELIGIBILITY
Only probationary or regular status employees within the Local #2170 bargaining unit are
eligible and may donate and receive leave. The Donated Leave Program is available to all
eligible employees as defined above across all departments.
Further eligibility requirements are as follows:
Donating Employee - To qualify as a donating employee, an employee must be a
probationary or regular-status employee working half-time or greater and have sufficient
vacation, compensatory time or personal holiday accrued to cover donated time.
Requesting Employee - The requesting employee must be on an approved leave
under the Federal Family and Medical Leave Act. The employee must also demonstrate
a need of at least 40 hours of donated leave.
The period in which an employee may receive donated leave is the period of Family and
Medical qualified leave which would otherwise be unpaid because leave balances have
been reduced to zero. Employees may not receive workers compensation benefits prior
to, or while, receiving donated leave.
QUALIFYING EVENT
To receive donated leave, an employee must apply for and receive approval for leave under the
Family and Medical Leave Policy. Employees may request leave for a serious health condition
affecting themselves, their spouse, parent, child, stepchild or some one with whom the
employee has an "In Loco Parentis" relationship. Donated leave may not be used for parental
leave following the birth or placement of a child for adoption or foster care.
SERVICE ACCRUALS AND OTHER BENEFITS
Donating employees may donate accrued vacation, compensatory time or personal holiday
leave. Donated vacation, compensatory time or personal holiday leave will be converted on a
straight hour-for-hour basis to the recipient employee's sick leave account. Donated hours can
only be credited for subsequent use. Any hours donated after the payroll cut-off shall not be
retroactively applied.
24
Local 2170 Contract
2006-2008
The donated leave, when converted, will be treated and utilized as sick leave for all purposes.
If the donated sick leave is unused when the employee returns to work, the recipient employee
will retain any balance remaining (as regular sick leave).
Employees, while using donated leave on an approved Family Medical Leave, will continue to
be eligible for City-paid health benefits.
PROCEDURES
Requesting Employee:
Any eligible employee may request a donation of hours by completing the Request to Receive
Donated Leave form (see Appendix C). If such employee is not capable of making application
on their own behalf, a personal representative may make written application for the employee.
Consent shall be obtained from the employee before application is made on behalf of that
employee or, in situations where this is not possible, the recipient's guardian. This form is
obtained by contacting the Human Resources and Risk Management Department (HR & RM).
Requests for leave donation must be submitted to the Human Resources and Risk
Management Department, in conjunction with the Family and Medical Leave Act (FMLA)
application when possible. In order for the timely transfer of leave, forms must be submitted in
the most immediate manner possible. Donated leave may only apply to time that would
otherwise be unpaid during an approved Family Medical Leave. The request for donated leave
will be reviewed in a confidential and objective manner. All determinations made by HR & RM
regarding qualification for donated leave are final.
Each request shall provide the following information concerning the potential leave recipient:
• Name, Employee Number, Department, Work Location, Work Phone, Supervisor's
name, and Employment Status;
• Certification from the attending physician or other applicable health care provider
with respect to the qualifying condition submitted with the FML application; and
• Any additional information that may be required to verify the information in the
leave recipient's request.
The recipient must have exhausted all accumulated leave including compensatory time;
personal holiday, vacation, and sick leave prior to using any donated leave hours. If it can be
shown by the requesting employee that during the anticipated period of disability all accrued
leave will be exhausted, the request may be made prior to the actual disabling event. The
recipient must not be eligible to receive workers' compensation benefits. The recipient
employee may receive up to a maximum of 480.hours, or twelve-week full-time equivalent,
donated leave. The maximum eligible hours of donated leave will be reduced by the hours,
which are paid by the employee's leave balances.
The recipient may exercise their option under the program in any 12-month period. The City will
determine eligibility under this provision by the use of the "rolling 12-month" basis, in which the
25
Local 2170 Contract %00r *..✓
2006-2008
12-month period is measured backward from the date the Family Medical Leave request is
effective.
Donating Employee:
Applicable paid leave may be donated within 14 calendar days from the date of the "Posted"
notice of request for donations. Subsequent postings may be utilized for any additional needs.
Hours are donated by completing the Request to Donate Leave form as shown in Appendix D,
and must be submitted to HR & RM as indicated on the posted notice.
Leave may be donated in increments of one hour.
HUMAN RESOURCES & RISK MANAGEMENT RESPONSIBILITY
Requests:
Notification of determination of approval or denial will be made within seven calendar days of
receipt of a request. The determination will be completed by HR & RM staff.
If the request is approved, the employee will be notified of the decision, the maximum amount
of donated leave time the employee may receive, and the effective date. See Appendix F for
an example.
If the request is denied, the employee is notified of the decision by letter. See Appendix G for
an example of this letter.
The request is filed in the employee's Family Medical Leave file with the final decision and all
supporting documentation.
Donations:
HR & RM will generate the Request for Donation of Leave notice to be posted. See Appendix
E for an example.
DEPARTMENT RESPONSIBILITY
Due to the emotional atmosphere and high sensitivity surrounding these employee health
conditions and issues, it is extremely important to respect each employee's decision to donate
or not donate. It is not acceptable or appropriate to pressure, intimidate otherwise attempt to
convince any employee to take action in a donation issue that is not of the employee's own
volition. Each department will be responsible for making sure that all requests get posted
and/or distributed for all employees to see. Additionally, each department will have Request to
Donate Leave forms available for those employees who wish to donate to the recipient. All
such,forms offering to donate leave shall immediately be submitted to HR & RM.
PAYROLL RESPONSIBILITY
Payroll reduces the donor's vacation, compensatory time, and/or personal holiday balances
according to the approved request forms submitted by the Department. Payroll will notify the
26
Local 2170 Contract
2006-2008
donor of the transfer of leave. Payroll shall retain the Donation Request from each employee
for an audit trail.
Upon notification of the donation of hours, Payroll will credit the receiving employee's record
with the authorized hours. The hours shall be credited as sick leave. A copy of the approved
leave report shall be retained in the Payroll Department.
27
Local 2170 Contract
2006-2008
ARTICLE 31 - DURATION
This Agreement shall become effective January 1, 2006, and shall remain in full force and effect until
and through December 31, 2008.
Signed this �4 day of ��6k'L, , 2005 at Renton, Washington.
LOCAL 2170, WASHINGTON STATE
COUNCIL OF COUNTY AND CITY
EMPLOYEES, AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
CITY OF RENTON EMP YEES, AFL-CIO.
Mayor Kathy Keolker-Wheeler Local 21170 President
cR (A�l �✓b
u
H man Resources & Risk Management Staff Representative,
dministrator Washington State Council of County and City
Employees
Negotiating Team: y Ne go ' ng Team:
0
ATTEST:
Deputy City Clerk, Michele Neumann
App ed As To Form:
City Attorney
28
Local 2170 Contract
2006.2008
APPENDIX A
CLASSIFICATIONS REPRESENTED BY LOCAL 2170
Accountant Accounting Assistant I
Accounting Assistant II Accounting Assistant III
Accounting Assistant IV Accounting Supervisor
Administrative Secretary I Administrative Secretary II
Airport Maintenance Worker Airport Operations Specialist
Application Support Supervisor Assistant Planner
Associate Planner Building Inspector/Combination
Building Inspector/Electrical Building Plan Reviewer
Business Systems Analyst Ca ital Pro'ects Coordinator
CDBG Specialist Civil Engine r I
Civil Engineer II Civil En ineer III
Code Compliance Inspector Construction Inspector I
Construction Inspector II Custodial Services Supervisor
Custodian Data Base Systems Technician
Data Base Technician Desktop Top Publishing Operator
Development Services Representative Economic Development Specialist
Engineering Specialist I Engineering Specialist II
Engineering Specialist III Facilities Coordinator
Facilities Supervisor Facilities Technician
Facilities Technician II Fire Inspector I
Fire Inspector II Fire Inspector III
Fire Inspector/Trainee Fire Plans Reviewer/Inspector I
Fire Plans Reviewer/Inspector II Fire Plans Reviewer/Inspector III
Fleet Management Technician Form/Graphic Technician
Golf Course Maintenance Worker I Golf Course Maintenance Worker II
Golf Course Maintenance Worker III Golf Course Operations Specialist
Grants Accountant Grounds Equipment Mechanic
Hazardous Material Specialist Hearing Examiner's Secretary
Housing Assistance S ecialistRe air Coordinator Housing Maintenance WorkerRe air Technician
HVAC Systems Technician Judicial S ecialist
Judicial Special ist/Trainer Lead Construction Inspector
Lead Custodian Lead Golf Course Maintenance Worker
Lead Judicial Specialist Lead Maintenance Services Worker
Lead Office Assistant Lead Parks Maintenance Worker
Lead Vehicle&Equipment Mechanic Librarian"
Library Assistant I Library Assistant II
Library Supervisor Library Technical Assistant
Lift Station Technician Maintenance Buyer
Maintenance Custodian Maintenance Services Worker I
Maintenance Services Worker II Maintenance Services Worker III
Mapping Coordinator Mechanic's Assistant
Multi Media Records Specialist Nei hborhood Coordinator
Network Systems Specialist Network Systems Supervisor
Office Assistant I Office Assistant II
Office Assistant III Park Maintenance Supervisor
Parks Maintenance Worker I Parks Maintenance Worker II
Parks Maintenance Worker III Pavement Management Technician
Permit Technician Planning Technician I
Planning Technician II Print& Mail Coordinator
29
Local 2170 Contract *480e `"'�
2006-2008
Print& Mail Operator Pro Sho Assistant
Probation Clerk Probation Officer
Program Development Coordinator I Program Development Coordinator II
Property Services Agent Purchasinq Assistant
Records Management Coordinator Records Management Specialist
Recreation Program Coordinator Recreation Specialist I
Recreation Specialist II Secretary I
Secretary II Senior Network Systems Specialist
Senior Planner Senior Systems Analyst
Signal/Electronic Systems Assistant I Signal/Electronic Systems Assistant II
Signal/Electronic Systems Technician I Signal/Electronic Systems Technician II
Solid Waste Maintenance Worker Solid Waste Program Specialist
Street Maintenance Services Supervisor S stems Anal st
Technical Support Coordinator Traffic Maintenance Worker I
Traffic Maintenance Worker II Traffic Sign&Paint Supervisor
Transportation Planner Utility Accounts Supervisor
Utility/GIS Engineer Vehicle& Equipment Mechanic I
Waste Water Maintenance Services Supervisor Water Maintenance Services Supervisor
Water Meter Reader Water Quality/Treatment Plant Operator
Water Utility Maintenance Supervisor Water Utility Maintenance Technician
"Includes positions with differential pay.
30
Local 2170 Contract
2006-2008
APPENDIX B
COLA
Union 3.0%
12 Mos Annual 12 Mos Annual 12 Mos Annual 12 Mos Annual 12 Mos Annual
Grade Position Title Step A Salary Step B Salary Step C Salary Step D Salary Step E Salary
UNION-LOCAL 2170
3.0%Increase for 2006
a34 6,008 72,096 6,309 75,708 6,625 79,500 6,956 83,472 7,305 87,660
a33 5,862 70,344 6,159 73,908 6,473 77,676 6,799 81,588 7,136 85,632
a32 Network Systems Supervisor 5,720 68,640 6,008 72,096 6,309 75,708 6,625 79,500 6,956 83,472
A31 Utility/GIS Engineer 5,578 66,936 5,862 70,344 6,159 73,908 6,473 77,676 6,799 81,588
A30 Application Support Supervisor 5,443 65,316 5,720 68,640 6,008 72,096 6,309 75,708 6,625 79,500
A29 Program Development Coordinator II 5,312 63,744 5,578 66,936 5,862 70,344 6,159 73,908 6,473 77,676
Mapping Coordinator
A28 5,182 62,184 5,443 65,316 5,720 68,640 6,008 72,096 6,309 75,708
A27 Civil Engineer 111 5,055 60,660 5,312 63,744 5,578 66,936 5,862 70,344 6,159 73,908
A26 1 4,931 59,172 5,182 62,184 5,443 65,316 5,720 68,640 6,008 72,096
A25 Capital Project Coordinator 4,811 57,732 5,055 60,660 5,312 63,744 5,578 66,936 5,862 70,344
Facilities Coordinator
Program Development Coordinator I
Property Services Agent
a24 Database Technician 4,693 56,316 4,931 59,172 5,182 62,184 5,443 65,316 5,720 68,640
Lead Construction Inspector
Senior Network Systems Specialist
Senior Systems Analyst
Transportation Planner
a23 Airport Operations Specialist 4,581 54,972 4,811 57,732 5,055 60,660 5,312 63,744 5,578 66,936
Building Plan Reviewer
Business Systems Analyst
Civil Engineer II
Engineering Specialist III
Senior Planner
Street Maintenance Services Supervisor
Waste Water Maintenance Services
Su ervisor
a22 Librarian 4,470 53,640 4,693 56,316 4,931 59,172 5,182 62,184 5,443 65,316
a21 Building Inspector-Electrical 4,359 52,308 4,581 54,972 4,811 57,732 5,055 60,660 5,312 63,744
Building Inspector/Combination
Construction Inspector II
Facilities Supervisor
Park Maintenance Supervisor
Signal/Electronics Systems Technician
11
Systems Analyst
Technical Support Coordinator
Water Maintenance Services Supervisor
Water Utility Maintenance Supervisor
a20 Fire Inspector III 4,252 51,024 4,470 53,640 4,693 56,316 4,931 59,172 5,182 62,184
Fire Plan Reviewer/Inspector III
Hazardous Materials Specialist
Housing Repair Coordinator
Network S stems Specialist
a19 Accounting Supervisor 4,148 49,776 4,359 52,308 4,581 54,972 4,811 57,732 5,055 60,660
Associate Planner
Civil Engineer 1
31
Local 2170 Contract
2006.2008
UNION-LOCAL 2170 Continued
a19 Engineering Specialist II 4,148 49,776 4,359 52,308 4,581 54,972 4,811 57,732 5,055 60,660
HVAC Systems Technician
Utility Accounts Supervisor
a18 Accountant 4,050 48,600 4,252 51,024 4,470 53,640 4,693 56,316 4,931 59,172
CDBG Specialist
Code Compliance Inspector
Development Services Representative
Fire Inspector II
Fire Plan Reviewer/Inspector II
Probation Officer
Recreation Program Coordinator
a17 Custodial Services Supervisor 3,949 47,388 4,148 49,776 4,359 52,308 4,581 54,972 4,811 57,732
Lead Vehicle&Equipment Mechanic
Library Supervisor
Maintenance Buyer
Pavement Management Technician
Signal/Electronic Systems Tech I
Traffic Sign&Paint Supervisor
Water Quali /Treatment Plant Operator
a16 Economic Development Specialist 3,855 46,260 4,050 48,600 4,252 51,024 4,470 53,640 4,693 56,316
Fire Inspector I
Fire Plan Reviewer/Inspector I
Lead Golf Course Maintenance Worker
Lead Maintenance Services Worker
Lead Park Maintenance Worker
al5 Assistant Planner 3,756 45,072 3,949 47,388 4,148 49,776 4,359 52,308 4,581 54,972
Facilities Technician II
Lead Judicial Specialist
Water Utility Maintenance Technician
al4 Construction Inspector 1 3,669 44,028 3,855 46,260 4,050 48,600 4,252 51,024 4,470 53,640
Lift Station Technician
Recreation S ecialist II
al3 Engineering Specialist 1 3,577 42,924 3,756 45,072 3,949 47,388 4,148 49,776 4,359 52,308
Facilities Technician
Grants Accountant
Planning Technician II
Print&Mail Coordinator
Solid Waste Program Specialist
Signal/Electronics System Assistant 11
Vehicle&Equip ment Mechanic I
a12 Desktop Publishing Operator 3,492 41,904 3,669 44,028 3,855 46,260 4,050 48,600 4,252 51,024
Fire Inspector Trainee
Golf Course Maintenance Worker III
Maintenance Services Worker III
Multimedia/Records Specialist
Neighborhood Coordinator
Parks Maintenance Worker III
Traffic Maintenance Worker II
all Administrative Secretary II 3,406 40,872 3,577 42,924 3,756 45,072 3,949 47,388 4,148 49,776
Airport Maintenance Worker
Grounds Equipment Mechanic
Records Management Coordinator
Recreation Specialist I
a10 Form/Graphic Technician 3,322 39,864 3,492 41,904 3,669 44,028 3,855 46,260 4,050 48,600
Judicial Specialist/Trainer
Permit Technician
32
Local 2170 Contract
2006-2008
UNION-LOCAL 2170 Continued
a09 Accounting Assistant IV 3,241 38,892 3,406 40,872 3,577 42,924 3,756 45,072 3,949 47,388
Administrative Secretary I
Fleet Management Technician
Library Assistant II
Mechanic's Assistant
Planning Technician I
Records Management Specialist
Signal/Electronics Systems Assistant I
a08 Golf Course Operations Specialist 3,162 37,944 3,322 39,864 3,492 41,904 3,669 44,028 3,855 46,260
Golf Course Maintenance Worker II
Housing Repair Technician
Judicial Specialist
Lead Office Assistant
Maintenance Services Worker II
Parks Maintenance Worker II
Probation Clerk
Traffic Maintenance Worker I
a07 Accounting Assistant III 3,087 37,044 3,241 38,892 3,406 40,872 3,577 42,924 3,756 45,072
Data Base Systems Technician
Hearing Examiner's Secretary
Library Technical Assistant
Maintenance Custodian
Print&Mail Operator
Purchasing Assistant
Secretary II
a06 3,015 36,180 3,162 37,944 3,322 39,864 3,492 41,904 3,669 44,028
a05 Accounting Assistant 11 2,939 35,268 3,087 37,044 3,241 38,892 3,406 40,872 3,577 42,924
Office Assistant III
Secretary I
Water Meter Reader
a04 Golf Course Maintenance Worker 1 2,869 34,428 3,015 36,180 3,162 37,944 3,322 39,864 3,492 41,904
Lead Custodian
Maintenance Services Worker I
Parks Maintenance Worker I
Pro Shop Assistant
Solid Waste Maintenance Worker
a03 Accounting Assistant 1 2,799 33,588 2,939 35,268 3,087 37,044 3,241 38,892 3,406 40,872
Library Assistant I
Office Assistant 11
a02 1 2,734 32,808 2,869 34,428 3,015 36,180 3,162 37,944 3,322 39,864
a01 Custodian 2,664 31,968 2,799 33,588 2,939 35,268 3,087 37,044 3,241 38,892
Office Assistant I
33
Local 2170 Contract vfte rri
2006.2008
APPENDIX C
FE I
REQUEST TO RECEIVE DONATED LEAVE
THIS FORM MUST BE ATTACHED TO THE FAMILY AND MEDICAL LEAVE APPLICATION FORM
Please Type or Print
TO BE COMPLETED BY APPLICANT OR PERSONAL REPRESENTATIVE OF APPLICANT
Name(Last, First, MI) Employee Number:
Department Name: Work Location: Work Phone:
Employee Status:
p Full-Time p Part-Time Number of Hours Per Week:
Leave Balances at End of Last Pay Period:
Sick Comp Time Number of Hours of Leave without Pay
Anticipated For This Medical Event:
Vacation Personal Days
Optional: Brief summary of any information to be released in general City announcement:
Signature Date
Name- Please Print Relationship to Employee
Signature Date
Name- Please Print Phone Number
Signature Date
34
Local 2170 Contract
2006-2008
INITIALS OF
PERSON
EVENT DATE STATUS PROCESSING
FML Request Received By HR
Medical Documentation Received
Request for Donated Leave Received
by HR
Accrued Leave Verified
Date Paid Leave Exhausted
End of FML Entitlement
Disability and Workers' Comp.
eligibility?
Payroll Notified
Notice Sent To Employee
This Request is:
Approved""— enie
*Maximum Amount of Donated Leave Eligible for Transfer:
Maximum Hours
HR Approval:
Date (Approved/Denied)
Original—Employee, FML File
cc: Payroll(If approved)
35
Local 2170 Contract
2006-2008
APPENDIX D
REQUEST TO DONATE VACATION/PERSONAL HOLIDAY/COMP TIME
I request that vacation/leave/personal holiday/compensatory time be transferred to
(Receiving Employee's Name&Employee Number)
I have sufficient leave in my account to cover this amount. I understand that my decision to transfer
paid leave is irrevocable and that such leave may only be donated in increments of one hour.
Please Type or Print
Name (Last, First, MI): Employee Number:
Department Name: Work Phone:
Leave Balance(s) as of Amount of Total Hours
End of Last Pay Period: to be Transferred:
Vacation Hrs. Hrs.
Personal Holiday Hrs.
Comp Time Hrs.
Signature Date
Leave Balance Verified and Requirements Met: Yes No
Signature HR Date
Amount of Leave to be Transferred:
Signature P/R: Date:
Original: Employee FML File
cc: Payroll, Donating Employee Personnel File
36
Local 2170 Contract
2006-2008 APPENDIX E
TO: ALL LOCAL 2170 EMPLOYEES
FROM: HUMAN RESOURCES DEPARTMENT
DATE: (CURRENT DA TE)
Our fellow employee (NAME) is in need of your help. (NAME) has been approved for
an extended leave under the City's Family and Medical Leave policy due to an illness
of (self, spouse, child, or other family member). This situation has created a hardship
because all paid leave (sick, vacation, personal holiday and compensatory time) has
been exhausted. As a result, donated leave has been requested.
If you would like to donate 1 or more leave hours, please contact Human Resources
for a Request to Donate Leave form. Human Resources Department and Payroll will
work together to coordinate the transfer of leave hours.
All requests must be submitted within 14 calendar days from the date of this memo.
Thank you for your consideration.
cc: Employee FML File
37
r
Local 2170 Contract S"Of
2006-2008
APPENDIX F
TO. (EMPLOYEE)
(DEPARTMENT
FROM: Human Resources Department
DATE: (CURRENT DATE)
SUBJECT: REQUEST TO RECEIVE DONATED LEAVE
We are pleased to inform you that your Request to Receive Donated Leave has
been approved. We will post a request in all bargaining unit departments.
The maximum amount of donated
leave you may receive is:
You may begin using donated leave on:
in
Human Resources will be responsible for receiving donation requests, verifying the
amount of donation leave balances, and submitting requests to donate leave to
Payroll for processing.
cc: Employee FML File
Payroll
38
*40✓ '*"W
Local 2170 Contract
2006-2008
APPENDIX G
TO: (EMPLOYEE)
(DEPARTMENT)
FROM: Human Resources Department
DATE: (CURRENT DATE)
SUBJECT: REQUEST TO RECEIVE DONATED LEAVE
We regret to inform you that your request to receive donated leave has
not been approved since it does not meet the eligibility requirements with
respect to:
Your illness or injury does not qualify under the Family Medical Leave
Act.
Your illness or injury is job-related and therefore you are eligible to
receive Workers' Compensation.
The length of anticipated absence from the job is less than 40 hour.
which is less than the minimum amount of leave required by the Leave
Donation Policy.
Insufficient information from your doctor to make a determination a: to
whether the illness/injury is seriously incapacitating.
Other:
cc: Employee FML File
61