HomeMy WebLinkAboutLocal Union 589 - General Government Agreement 2025-2027AGREEMENT
(GENERAL GOVERNMENT)
By and Between
THE CITY OF PORT TOWNSEND
and
LOCAL UNION NO. 589
OF THE
INTERNATIONAL BROTHERHOOD
OF TEAMSTERS
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Effective January 1,2025 through: December 31,2027
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Table of Contents
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ARTIfLE J - LTIAn-UES IN LAW,,,,,
ARI"ICI.E 4. RICHTS OF MANAGF.h{ENT
AR"TICLF] 5 - TJNION AND H!"{PI-OYH['S RIGII'rS..,.
ARTIC].H 6 - flMPt.OY[li DIS(lPl"lN[: A:{D t"tiRMfNATtOt{
ARTICLE 7 - fiRIEVANT]E AND ARBITRATION.,,,,,,..,.
ARTICLE 8 . WORK STOPPACE
ATTTICLE 9 . HOURS OF WORK AND OVERTIME
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ARTICLE l? - SICK l-.FAVFl;oTllflR TEAVF TIME
ARTICLE l3 - RETIREIv|F.NT,..,,
ARTICLE l4 - LINIFORMS & EQUIPMENT & Ctlls
ARTI{]LE 15 . SENIORITY.,..,...
ARTICLE I6 _ LAYOFFS.,,.......","
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ARTICLE I9 BENEFIT PROVISIONS
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ARTtrCLtJ ?3 - WESTIiRN C'ONFUREI'{CE OF'TEAIV{STERS PENSION
ARTICLE ?4 UNION DTIES
ARTICLE 25 SALARIES AND WAGIS
ARTICLE ?6 . TERM OF AGREEMEI{T,.,....
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Sig Doc Jan2025 " Dec 2A27 Gen Gov Page ii
ARTICLE 1- PREAMBLE
l.l Mission. General Teamsters Local Union 589 ("Union") and the City of Port Townsend
("Employer") ascribe to and recognize that the mission and purpose of the City of Port Townsend is to
provide quality and economical utilities and general government services and facilities to the areas we
serve.
1.2 Purpose. The purpose of this Agreement is to assure sound and mutually beneficial
working and economic relations between the parties, to provide an orderly and peaceful means of
resolving any misunderstandings or differences which may arise, and to set forth the basic and full
agreement between the parties concerning rates of pay, wages, hours of ernployment and other
conditions of employment.
ARTICLE 2 _ RECOGNITION AND NEW EMPLOYEES
2.1 Union as Sole Bargaining Agent. The Employer recognizes the Union as the sole and
exclusive bargaining agent for the purpose of establishing salaries, wages, hours, and other conditions
of employment, for all employees in classifications as set forth in Appendix A.
2.2 Employees Excluded from the Bargaining Unit:
2.3.1 Seasonal employees are employees used by the City to handle peak work load
periods. Seasonal positions will be used for no more than nine (9) months in a
calendar year in accordance with City Policy. Seasonal employees transferred from
one seasonal position to another seasonal position remain subject to nine (9) months
total aggregate employment.
2.3.2 Temporary employees are employees used by the City for specific projects or
programs, or to replace employees temporarily unable to work.
2.3.3 Project temporary employees are assigned for the term of a specific project or
program and may not exceed one (l) year,
2,3.4 Confidential employees regardless of the classification they occupy.
2,3.5 Library Employees were excluded employees prior to PERC Decision 1379-PECB
which added the Library employees to this Bargaining Unit, The terms and
Conditions of this Agreement shall apply to Library employees effective Post
Ratification as provided in Appendix C attached to this Agreement and a part
thereof.
2.3.6 New Employees and Classifications -- Notification to Union. The Employer
shall notify the Union of all new employees within five working days of the
employees' first day and allow the Union thirty minutes of paid time to meet with
the new bargaining Unit employee. The Employer will also notify the Union of all
proposed new job classifications.
Sig Doc Jan2025 -Dec2027 Gen Gov Page I
ARTICLE 3. CHANGES IN LAW
3.1 The Employer and the Union agree that whenever Federal, State or Local laws require theEmployer to provide benefits not negotiated by the parties into this agreement such benefits shal beadministered in accordance with the enactment and to the extent permitted the Employer and employeeshall contribute to the cost of such non-negotiated benefit.
ARTICLE 4 - RIGHTS OF MANAGEMENT
4-l General Management Rights. Subject only to the terms and conditions of thisAgreement, all of management's inherent rights, powers, and functions, whether exercised or not andregardless of the frequency of their exercise, shall remain vesred exclusively in the Employer. TheUnion expressly recognizes that these rights, powers, authority and functions include, but are notlimited to, the full and exclusive conttol, management and opiration of its business and affairs; the
determination of the scope of its activities, the business to be transacted, the work to be performed, andthe methods of performing that work; the right to contract or subcontract any work; the iight to make
and enforce reasonable work rules and procedures; the right to maintain ordlr, efficiency-and
standards of performance, the right to fix standards of quality and quantity of work; andthe right tocontrol the scheduling and record thereof; the right to determine the number of employees anithedirection of the working forces;and the right to hire, select and train, discipline, suspend, discharge forjust cause, assign, promote, and transfer its employees.
4.2 Contracting Work. No employee shall be laid off or terminated due to the contracting orsubcontracting of work normally being performed by Bargaining Unit employees. A layoff ortermination that occurs more than twenty-four (24) monthi afterwork thai is normally performed by aBargaining Unit employee has been contracted shall be presumed to not be due to th; contracting oithat work. For the Purposes of this Section, any employee offered employment at the same or lrigner
wages and comparable benefits by a contractor to whom work that is normally provided by a
Bargaining Unit employee has been contracted, shall not be considered laid off or terminaied by theEmployer in violation of this Section regardtess of whether or not the employee accepts the offer ofemployment from the contractor" In the event the Employer resumes woik previously contracted out,prior Bargaining Unit employees who are then employed by the contractor, and who iuccessfully
complete the normal application process for that position, shall be hired first for job openings (for
previously contracted work) as they occur. The terms "contracting" or "subcontiacting", foi th"purposes of this Section, do not include any situation where others may assume responsibilities nolonger under the Employer's jurisdiction.
4.3 Commercial Driver's License (CDL) Drug and Alcohol Testing Policy. The Employer
shall be entitled to implement and enforce a Drug and Atcohol Testing Policy-for employees *ho -
operate commercial vehicles ("CDL Policy"). The CDL drug and alcohol resting policy-is found in
Section 9.15 of the City's Personnel Policies Manual.
4.3.1 Additionally, non-uniformed Police Department employees shall be subject to the
Substance Abuse Policy, attached as Appendix A to the Potice Departmlnt Labor
Agreement.
44 Rights Listed Not Exclusive. The Employer and the Union agree that the above srarementof management rights is for iltustrative purposes only and is not to be conitrued as restrictive orinterpreted so as to exclude those prerogatives not mentioned which are inherent to management.
Sig Doc Jan2025 -Dec2027 Gen Gov Page 2
ARTICLE 5. UNION AND EMPLOYEE'S RIGHTS
5.1 Union Access. Duly authorized representatives of the Union shallbe permitted access to
the properties of the Employer at reasonable times for the purpose of observing working conditions
and transacting Union business. The Union Representative shall make a good faith attempt to contact
the employee's supervisor prior to meeting on site, and that shall not allow any such visit to
conrpromise the enrployee's work assignments.
5,2 Union Notices. The Employer agrees to provide bulletin board space for posting of official
Union notices. Each official notice shall be signed by a responsible agent of the Union.
5,3 Shop Stewards. The Union shall be permitted to establish up to three shop stewards. The
duties of the shop stewards shall be to receive complaints and or comments and communicate between
the City and the Union.
ARTICLE 6 - EMPLOYEE DISCIPLINE AND TERMINATION
6.1 Dischrrge Iluring Initial Evaluation Period. The Employer reserves the right in its sole
discretion, to discharge any person employed during the six (6)-month initial evaluation period (twelve
( l2) months for all Civil Service employees), without warning notice or right of appeal. The initial
evaluation period begins from the first day of employment with the City. This initial evaluation period
may be extended for an additional period of time up to one year upon written agreement between the
Employer, the Union, and the employee. The employee shall be notified in writing of any extension.
6,2 Post-Initial Evaluation Period Discipline and Discharge. After the initial evaluation
period, employees hired pursuant to the Port Townsend Civil Service Rules shall only be disciplined or
terminated in conformance with the Port Townsend Civil Service Rules. (Also see Civil Service Rule
Section 7.2, Election of Remedies.) For all other employees, the Employer shall provide written
waming to the employee when unsatisfactory work or misconduct may lead to discipline or
termination. A second offense shall be grounds for termination or time off (suspension) without pay.
Misconduct including but not limited to the following shall be subject to immediate disciplinary action
without warning:
Misrepresentation or withholding of pertinent facts in securing employment;
Disorderly conduct andlor fighting on the premises. Unlawful discrimination,
intimidation, coercion, and/or sexual harassment;
Intentional falsification of record#paperwork used in the transaction of the
Employer's business;
Failure to observe safcty practices, rules, regulations, and instructions. Negligence
results in injury to others. Failure to wear required safety clothing and equipment
as required under WAC 296-24 and Employer policy;
Failure to promptly report to the immediate supervisor an on+he-job injury or
accident involving an employee, equipment, property, or visitor;
Dishonesty or theft, including deliberate destruction, damage, or removal of the
Employer's or other's property from the premises, or any job site;
a
b
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Sig Doc Ian 2025 - Dec 2027 Gen Gov Page 3
g. Unauthorized personal use of Employer property or equipment (outside the limits of
the Employer's personnel policies);
h. Possession, use, sale, or being under the influence of alcohol, marijuana, andlor any
impairing controlled substances while on Employer business (including stand-by
duty);
Refusal or failure of employees required by the Employer to maintain a commercial
driver's license (cDL) to comply with mandarory CDL drug and alcohol policies
and procedures;
j. Possession of explosives or weapons on the premises or at any job site; and/or
k. conviction of a gross misdemeanor or conviction of a felony,
6.3 Possible Disciplinary Action. In the event that discipline is necessary, the following types
of disciplinary actions may be used, depending on the particular iituation, normuily in progressive"
order:
a. Oral Warning.
b. Written Reprimand.
c, Suspension without pay,
d. Demotion.
e. Temrination.
l.
The choice of the type of discipline to apply in any particular case is solely the
Employer's, subject to the grievance procedures stated in Article 7 of this
Agreement. The disciplinary action process witl begin when the Employer is made
aware of the misconduct and may proceed to counseling and coaching prior to
formal discipline.
6-3-2 A copy of all written disciplinary notices will be sent ro the Union
6.3-3 For employees hired pursuant to the Port Townsend Civil Service Rules, discipline
shall be in accordance with the Civil Service Rules (also see Civils Service Rule
Section 7,2 - Election of Remedies).
6.4 Pre-Disciplinary Hearing. In the case of a suspension without pay, demotion, or
termination of a non-initial evaluation employee, the Employer will conduci a pre-disciplinary hearing
In the event a Department Director desires to suspend without pay, demote, or ierminati an employeel
the employee shall be provided with a written notice of the recommendation for suspension, demoiion,
or termination. The notice shall include an explanation of the charges on which the recommendation
is based, and the time and date for a pre-disciplinary hearing. If the employee fails or refuses to
appear at the hearing, the suspension, demotion, or termination shall proceed. Pre-suspension, pre-
demotion, and pre-termination hearings shall be presided over by the City Manager or-a designated
representative. The employee may bring one person to the hearing as a reprsseniative. The -ity
Manager or designated representative shall issue a written decision within a reasonable time foliowing
Sig Doc Jan 2A2S - Dec 2027 Gen Gov page 4
6.3.1
the hearing. For employees hired pursuant to the Pon Townsend Civil Service Rules, pre-disciplinary
procedures and hearings shall be in accordance with thc Civil Service Rules (also see Section 7.2,
Election of Remedies).
6.5 Pre-Disciplinary Suspension. The Employer may suspend an employee with or without
pay. Such suspension and any changes thereafter shall include a copy to the Union of such
suspension.
ARTICLE 7. GRIEVANCE AND ARBITRATION
7.1 Definition. A grievance means a claim or dispute by an employee or group of employees,
with respect to a section of this Agreement regarding interpretation or application of the provisions of
this Agreement. For all employees hired pursuant to the Port Townsend Civil Service Rules (Police
Department employees) the Civil Service Rules shall guide the grievance procedure; provided,
however, Civil Service employees may elect to avail themselves of the grievance and arbitration
procedures stated in this Article 7, as provided in Section 7.2 below.
7.1.1 Except when justifred by the circumstances of the employee concern, all grievances
shall conduct pre-filing discussion at the manager level with any meeting content to
be contained in any formal grievance filing per Section 7.3.
7,2 Election of Remedies (Civil Service Employees). For employees hired pursuant to the
Port Townsend Civit Service Rules (Civil Service employees) it is specifically and expressly
understood that taking a grievance through the grievance and arbitration steps set forth in this
agreement constitutes an election of remedies and a waiver of any and all rights by the Grievant, if
applicable, befiore the Employer's Civil Service Commission. Likewise, for Civil Service employees,
bringing the grievance before the Civil Service Commission shall constitute an election of remedies
and a waiver of the right to go through the grievance and arbitration steps set forth in this Agreement.
All grievances and appeals by Civil Service employees shall be governed by the Civil Service Rules
(in the case of an election of remedies through the Civil Service Commission) or the grievance and
arbitration section herein (in the case of an election to proceed pursuant to the remedy set forth in this
Agreement). The election of remedies by Civil Service employees must be made no more than fifteen
( I 5) calendar days following the alleged occurrence. Nofwithstanding any provisions herein to the
contrary, all employees who believe they are aggrieved by any management decisions or actions are
encouraged to take advantage of the informaldispute resolution option set forth in Section 7.3 of this
Article.
7.3 Informat Resolution. An employee or group of employees, or their delegated
representative, who consider they have a grievance, may present the grievance within thirty (30)
calendar days of its alleged occurrence, and following a Section 7. l.l meeting, to the Department
Director or designee, in writing, who shall attempt to resolve it within fifteen ( l5) calendar days after
it is presented.
7.4 Presentation to City Manager. If the employee is not satisfied with the solution by the
Department Director or designee, the grievance, in writing, together with all other pertinent material
may be presented to the City Manager by the employee or Union. The written grievance shall include
the section(s) of the agreement allegedly violated or misinterpreted, the facts including Section 7'l,l
discussions, and the remedy sought.
Sig Doc Ian2025 -Dec2A2l Gen Gov Page 5
7.5 Arbitration Panel. Any grievance involving the interpretation or application of thisAgreement that is not resolved by the City Manager within twenty (20) calendri duyr after it is filed,
may be refened to either the Washington State Public Employees Relations Commission (pERC) forMediation or to arbitration for binding arbitration, as by the City Manager and the Union agree inwriting' If there is no agreement within twenty (20) calendar days the matter shall proceed toarbitration.
7.5.1 If the Employer and Union representatives are not able to resolve the issue, they
shall mutually select a person with industry experience, if available, as Arbitrator.
If an arbitrator cannot be agreed to, then either Party may request a list of I I namesof Northwest Arbitrators from the FMCSA. Each Party shali strike a name until
only one name remains, which shall be the Arbitrator of the unresolved issue and
who shall manage the matter once appointed.
7.6 Hearing; Scope of Arbitrator's Authority. The arbitrator shall hold a hearing and issue
a decision which shall be final and binding on both parties; provided that, rhe arbitrator shall have nopower to render a decision that will add to, subtract from, alter, change or modify the terms of thisAgreement, and the arbitrator's power shall be limited to interpretation and appiication of the express
terms of this Agreement.
7.7 Union Rights and Representation; Union Participation Required for Grievance.Nothing in this section shall prevent the Union from filing u g.ieuun." uni pro".rring the same
through the grievance process. The right of the Union to file and process a grievance is expressly
confirmed. The affected Bargaining Unit Member may be represented ut uny srage of the gti"u"n".
procedure by the Union. Union representation is required to arbitrate a grievanci either before the
PERC, or an arbitrator. In the event that the Union elects to withdraw representation and terminates
the grievance, the grievance and all proceedings to resolve the grievance shall be terminated,
regardless of whether the grievance was initiated by the Union or by a Bargaining Unit Member.
The Union shall not be required to press employee grievances if, in the Union's
opinion, such lack merit. with respect to the processing, disposition and/or
settlement of any grievance, including hearings, the Union shall be the exclusive
representative of the employee(s). Employees, whether union members or not, shall
have no independent unilateralprivilege or right to invoke grievance procedures or
to complain against the Union for failing or refusing to do io unless the Union isguilty of arbitrary or wrongful conduct and/or bad faith in its responsibilities of fair
representation.
7,7.2 The alfected Bargaining Unit Member may be represented at any stage of the
grievance procedure by the Union. Union representation is requlred io arbitrate agrievance either before the pERC or an arbitration panel.
ARTICLE 8. WORK STOPPAGE
8.1 Work Stoppage Prohibited. The Employer and the Union agree that the public interestrequires the efficient and_ unintemrpted performance of all Employer.eri.es, and to t'his end pledgetheir best efforts to avoid or eliminate any conduct contrary to ttrii objective. During the termof tf,is
Agreement, the Union andlor the employees covered by this Agreement shall not "ngag. in anyactivity prohibited by RCW 4t.56,
7.1,t
Sig Doc Jan 2025 - Dec 2027 Gen Gov Page 6
8.2 No Compensation During Work Stoppage; Discipline. Employees shall not be entitled
to any benefits or wages whatsoever while they are engaged in any activity prohibited by RCW 4t '56
In addition, employees who engage or encourage such actions shall be subject to discipline or
discharge,
ARTICLE 9. HOURS OF WORK AND OVERTIME
9.1 Hours. Employees may be assigned one of three schedules, either five (5) days of eight (8)
hour shifts with two (2) consecutive days off, four (4) days of ten { l0) hour shifts with three (3)
consecutive days off (4/10), or the 9180 schedule described below.
a, The schedule will be assigned at the discretion of the Department Director and will
occur Monday through Thursday, Tuesday through Friday or Wednesday through
Saturday. Sunday witl not be part of the schedule. Exceptions to the above are the
Wastewater Treatment Plant, Parks, Library and Water Quality divisions, which shall
work a schedule that does include Sundays and which shall comply with the Fair Labor
Standards Act.
b. Employees may work another schedule mutually agreeable between the workgroup
team, employer and the employee, which are intended to comply with workweek design
to NOT build in overtime for hours worked over forty (40) in any workweek.
c. An employee shall not be entitted to overtime pay unless the employee works in excess
of forty (40) hours worked for the FLSA work week. Premium pay shall be paid as
provided in this Agreement.
d. When a holiday occurs on the regularly scheduled day of[ the affected employee shall
take off the following scheduled work day, unless another day is mutually agreed upon
by the manager and the employee as long as the day falls within the pay period. A full
day taken off such as sick leave, vacation time, comp time or other leave time shall be
the ssheduled shift hours for the partieular day, The Employer shall not be required to
incur additional cost as a result of an alternate day off.
e. If an employee assigned to a nonstandard work schedule does not comply with the
requirements, then, following one warning to colrect, the employer reserves the right to
assign the employee to a regular shift without further notice or cause.
g.l,l The 9/80 FLSA work week will begin at the midpoint of the bi-weekly eight hour
shift on Friday so that the first four hours of the eight hour shift fall within one
work week, and the last four hours of the eight hour shift shall fall within the next
work week. Accordingly, each work week shall consist of forty hours. An
employee shall not be entitled to overtime pay unless the employee works in excess
of the regularly scheduled shift hours for the particular day or in excess of forty
hours worked for the FLSA work week.
a, When a holiday occurs on the regularly scheduled day off, the 9180 employee
shall have as an option, by murual agreement with the Employer, to take off
either the preceding or following scheduled work day. A full day taken offsuch
as sick leave, vacation time, comp time or other leave time shall be the
Sig Doc Ian2025 -Dec2027 Gen Gov Page 7
9.1.2
9.1.3
9.1.4
scheduled shift hours for the particular day. The Employer shall not bc requircd
to incur additional cost as a result of an altemate day-off.
b. If an employee assigned to this shift schedule does not comply with therequirements, then, following one warning to correct, the employer reserves theright to assign the employee to a regular shift without further notice or cause.
c' The 9/80 schedule will be assigned at the discretion of the Department Direcror
and will occur Monday through Thursday, Tuesday through riiday or
wednesday through Saturday. Sunday will not be part of-the schedule.
Remote Plant Operations' Water Treatment, Wastewater treatment and Facility
operators required to assess or operate lacilities remotely on the weekends andholidays will be paid remote pay of two (2) hours at the base rate of pay per day. If,
as a result of the remote duty, the operator finds it necessary to visit ani attend-thefacility, the operator will be paid per Section 9.4, callback and the two hours ofremote pay does not apply. This duty shall be equitably rotated between rrainedworkgroup members. The team is encouraged to coordinate amongst themselves tocover all required times; however the Employer may assign staff ai needed shouldself-coordination fail.
Emergency Response coverage. Emproyees required ro carry a city-assigned
communications device (phone) at all rimes will receive $100 ;ddirionat pay per
period to respond to alarms or calls in a timely manner. This section uppii., io thefollowing work groups as follows unless an employee is on scheduled vacation.
Each workgroup shall coordinate amongst themselves to ensure that at least oneperson can respond onsite within the timeline required below, The manager shall
determine how many in the workgroup will be required to carry a city-as-signedcommunications unit.
a. Water treatment plant operators shall respond within two (2) hours to the water
treatment plant if required. The operator shall determine if the water treatment
plant can remain down until the next working day in the event olan automaticplant shutdown in consultation with the manager.
b. Wastewater treatment plant operators shall respond within one ( I ) hour to thewastewater treatmsnt plant if required. The wastewater operator shall determineif the emergency will compromise the operation of the plant.
c. Facility operators shall respond within two (2) hours to the place of work if
required. The operator shalldetermine if the emergency wiil compromise theoperation of the facility.
d. The Building Inspector shall serve as a backup ro the Building official
whenever so assigned by the pcD Director and shall responu wittrin one ( I )hour to the place of work if required. Building Inspectoiwill receive outof-class
pay for serving as a backup for the Building Ofticiat.
Phone watch - wster Treatment prant, wastewater Treatment plant, andFacilities. When only one person is available to respond to the calls or alarms
Jan20Z5 - Dec 2027 Gen Gov page gSig Doc
(rnovement restricted for more than two hours), that employee will be paid "Phone
Watch" pay equalto two hours of the employee's straight-time pay for each day of
"Phone Watch."
9.2 Overtime & Premium Pay.
a. OVERTIME shall be paid at one-and-one-half ( I lra) tinres the employee's regular
straight time hourly rate as provided in the FLSA for all nonpremium hours worked in
excess of forty (40) in any one FLSA work week,
b. PREMIUM PAY shall be such an amount in addition to the contracrual wage rate paid
for nonpremium hours of work. There shall be no compounding of overtime with
premium pay. All premium pay shall be paid at one and one-half ( l-li2) times the
straight time rate of pay unless specified at a different amount elsewhere in this
Agreement.
c. An employee assigned to work a 5i8 schedule will be paid premium pay for all hours
worked in excess of eight (8) hours in any one shift and overtime for nonpremium
hours of more than forty (40) hours in one FLSA workweek.
d. An employee assigned to work a 4/10 schedule will be paid premium pay for all hours
worked over ten (10) hours per day and overtime for nonpremium hours worked over
forty (40) hours per FLSA week.
e. An employee assigned to work a 9,/80 schedule shall be paid premium pay for all hours
worked in excess of nine (9) (or 8 on their 8-hour day) hour(s) per day and overtime for
nonpremium hours worked over 80 hours per pay period.
9.2.1 Compensatory Time. An employee may in writing request to receive
compensatory time in lieu of overtime pay or premium pay.
a, Compensatory time off is treated like vacation and is to be determined and
approved by mutual agreement between the employee and the Department
Director or designee.
b. Employees will be paid for unused compensatory time on the last working day
of the following month if they make a written request to the Department
Director or Finance Director.
c. Notwithstanding, no compensatory time payouts are permitted during the period
of October I through December 3l. No more than eighty (80) hours of
compensatory time may be accumulated by any one employee. Employees who
had a compensatory time balance over 80 hours as of I 2/3 I J I 5 will keep their
balance until it is used and will not be eligible to accrue additional
compensatory time until their balance falls below 80 hours.
d. Employees may accrue a maximum 80-hour Comp-Time Bank (a bank of
overtime and premium time) and may accrue a maximum 80-hour Standby
Bank (a straighrtime account). Comp-Time and Standby Banks will be kept
separate.
Sig Doc Jan2025 - Dec 2027 Gen Gov Page 9
e' Compensatory time shall be banked at the overtime or premium rate of the work
performed as provided in this Agreement.
9,2.2 Work on Scheduled Days Off Scheduled Vacation, or Sick Leave. All time
worked on an employce's regularly scheduled days off on scheduled vacation, or
sick leave shall be paid at the Premium/Overtime rate of time-and-one-half their
straight time rate. The employee and the employee's supervisor may agrec ro a
temporary change of a scheduled day olf in lieu of pay under this section.
9.3 Standby (On-call) Time Compensation. For employees employed on the date of theCity's execution of this agreement, for hours compensated on and after January l,2023,all standbytime shall be compensated at time-and-three-quarters ( I .75 X) the employee's'regular straight time
rate of pay.
9.3.1 Standby Status. Employees assigned to the Streets/Wastewater CollectiorlStorm,
Parks, water Distribution, water Treatment, wastewater Treatment,
Biosolidslcomposting, Facilities and Fleet, will be on standby on a one-week
rotational basis. This section requires on-call employees to respond to emergencies
or callouts within the scope of work provided by the Public Works Department and
the Parks and Facilities divisions of the community Services Department.
New hires will be added to the end of the list at the beginning of the next
calendar year's standby schedule and shall be trained through a standby
employee orientation process.
a
b.
d
c.
e,
The standby list will be generated by November I st for rhe following year and
distributed to all employees. The list shall be atphabetical, and ttre beginning of
list shall be shifted by up to five spots each year to ensure that employees,
standby weeks are different each year.
Each employee in the above assignments wilt be required to be on standby for at
least one week each calendar year. Employees maydefer this shift if they can
locate a reptacement from the standby roster. If no replacement is availaLle
from the roster, the employee must complete their standby week as assigned.
Notification of ernployee availability for on-call status, emergency response
coverage, and remote plant operations shall be kept in a central location such
that a current list is available and the appropriate employees can be contacted
without confusion of who to call.
A fully equipped Employer vehicle and communications device (celt phone)
willbe provided and willbe used by the standby employee. The Employer
vehicle assigned to the standby employee will remain available for uie only by
the standby employee unless the PW Director identifies an emergent reason to
deploy the vehicle elsewhere,
The standby employee will be authorized to carry non-city persons in the
vehicle if necessary when called out for the purpose of taking the non-city
persons to a location other than the call out site (for example, the employi" *uy
Ian2A25 - Dec 2027 Gen Gov page l0
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take a child to a caregiver's house). Non-City persons are not allowed at work
sites. Non-City persons are not covered by City insurance when in a City
vehicle. Employees ars encouraged to check with their insurance company.
An employee who is on standby during the week in which a holiday falls will
receive 2.5 hours of additional pay at the straight time rate. Ilthe holiday falls
on a Wednesday, (transfer day), then the person whose standby week begins that
Wednesday, will receive the extra 2.5 hours holiday pay.
Employees may switch standby assignments. Notice must be provided to the
supervisor at least one working day prior to the Wednesday of transfer. The
employer agrees to approve trades on a reasonable basis. If a trade is
coordinated amongst the employees, both employees are required to notify the
manager in charge of the list as well as their direct supervisor.
The person responding to a call is expected to respond, assess and, if possible,
resolve the situation. When a situation arises that requires additional help, the
calling out of extra personnel and/or inquiries about additional information will
be left to the discretion of the stand-by employee. When an emergency occurs
impacting the public, safety, health, or public services, then the standby
employee shall notify the manager of the respective department impacted.
An employee assigned to standby status is not required to remain at the
employee's residence as long as the employee remains available for contact and
is available to respond within a reasonable period of time (one hour). Available
to respond means "has nol consumed alcohol, prescription medication, or other
substances or activities that would make them ineligible for duty."
k.Persons on standby will be provided a secure locked place (the City's locked
compound) to keep their personal vehicle.
9.3,2 Pay for Scheduled Stand-by Status. The employee assigned to stand-by status
shall be paid an amount equivalent to sixteen (t6) hours of the employee's straight
time pay for each one (l) week (7 consecutive days) of standby status. The weekly
standby schedule rotation shall commence at 0700 hours on the first Wednesday of
each calendar year and wilt be rotated to the next employee at 0700 hours each
following Wednesday,
9.3.3 Voluntary On-call Status. Employees may be asked to remain "on-call." which is
a voluntary status. In this situation, employees are asked by a supervisor if they
will be available and if so, where they may be contacted in the event they are
needed, The on-call status is typically utilized when the supervisor believes the
employee will most likely nol be required to return for duty, but simply wishes to
determine the availability of resources should it be necessary to later change their
status to either standby or call-back.
On-call status is designed to allow the employee the maximum freedom possible
while keeping the employee available for duty. The employee is not restricted to
remain at any specific location. The employee must: be able to be reached by their
supervisor; not consume alcohol, prescription medications, or other substances that
Jan2025 - Dec 2027 Gen Gov Page I t
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would make the employec ineligible for duty, and be able to report for duty within
the timc agreed to by the employee and their supervisor.
9.4 Call-back Pay. The minimum three (3) hour (at the overtime rate or appropriare premium
pay rate) call-back applies when the situation warrants the need to leave home to accomplish
the task whether on standby or time off.
9-4.1 Unless there is an emergency, supervisors will not perform bargaining unit work to
avoid calling back an employee.
9.4-2 An employee on call-back may be assigned to work the enrire three (3) hours, at thedirection of the supervisor. If the employee elects to go home, and is called againwithin the original three (3) hours for the same siruation, no additional three (I)
hour call back pay will be given. If the call-back situation is differenr, then an
additional three (3) hours of call-back pay will be given.
9.4.3 If the employee has completed the three (3) hour call-back obligation (e.g., 3 hours
has elapsed), then each subsequent call-back will be paid in addition to ti'e prior
call-backs.
9,4.4 If an employee is notified of a problem that can be fixed remotely without leaving
home then the employee will be paid in 30-minute increments until the task is
completed.
9'5 Variation of Schedules -- Management Rights. Notwithstanding the other sections of thisArticle, the Employer may, following consultation with the Union, implerient flexible work schedulesfor particular positions or job titles consistent with the provisions of the Fair Labor Standards Act(FLSA). Any agreement shall be appended to this agreement.
ARTICLE I(} - VACATIONS
l0'l Annual Vacation Time. Annual vacation time will be accrued for each employee on thefollowing basis for employees working forty (40) hours per week:
a. Eight (8) hour per month for rhe I'r l2 months .
b. Ten ( l0) hours per month starting with the 2nd year of service.
c. Twelve (12) hours per month starting with the 6th year of service.
d. Fourteen (14) hours per month starting with the lOth year of service.
e- sixteen ( l6) hours per month starting with the I 5th year of service.
f. Eighteen (18) hours per month starting with the 20,h, year of service.
g, Twenty (20) hours per month starting with the zlth year of service.
h. Twenty-two (22) hours per month srarting with the 30,h year of service
1,0.? Seniority. When allocating annual vacation time, seniority shalt be observed and meansshall be provided for employees to indicate their prefened vacation time to the Department Director byMay I 5th of each year. Effective with vacation preferences in 2026, May I 5 shall t*.o*. March I 5 .
Sig Doc Jan Z02S - Dec 2027 Cen Gov page 12
10.3 Accrual of Vacation Time. Each employee will be entitled to accrue vacation leave up to
240 hours. When an employee's vacation balance reacltes 240 hours, the employee will not accrue
vacation time until the employee's balance falls below 240 hours. All accumulated vacation shall be
paid when an employee leaves the Employer's employment for any reason'
10.4 Annual Conversion of Vacation
10.4.1 If an employee uses at least 40 hours of vacation leave during the calendar year
(leave need not be consecutive) the employee may elect to convert up to two week
(80 hours) of their vacation accrual once each year into a cash payment at the
employee's straight time rate. The remaining vacation must be taken as time off.
L0,4.2 The Employee must provide written notice to the Finance Director before the first
workday in September of the year in which he or she intends to convert excess
vacation leave to monetary compensation or a qualified deferred compsnsation
plan. No funds will be moved from the vacation accrual bank without timely notice
(30 days).
ARTICLE II. HOLIDAYS
I l.l Annual Paid Holidays. The following days shall be holidays with pay:
IlpLrpAY DATE OBSERVED
New Year's Day January I
Martin Luther Kng, Jr. Day Third Monday in January
Presidents'Day Third Monday in February
Memorial Day Last Monday in MaY
Juneteenth June 19
Independence Day July 4
Labor Day First Monday in September
Veterans Day November I I
Thanksgiving Day Fourth Thursday in November
Native American Heritage Day Day after Thanksgiving
Christmas Eve December 24
Christmas Day December 25
Some Ciry departmentsidivisions, may observe paid holidays on different dates or have
additionat unpaid closed days if a holiday falls on a weekend day.
ll.2 Floating Hotidays: Non-accruing holiday days may be taken by employees as follows:
Beginning l " year:
Beginning 2nd year:
Beginning 6'h year:
0-l years of service, will allow for I floating holiday day each year.
2-5 years of service, will allow for 2 floating holiday days each year,
6 years and beyond, will allow for 3 floating holiday days each year.
These days are allowed in the years listed but do not accrue. They must be taken each year or they are
lost. They must be taken on a date mutually agreed upon by the employee and the employee's
supervisor.
Sig Doc Jan2075 -Dec2A27 Gen Gov Page 13
ll.3 Holiday Pay. Any employee working on any of these paid holidays shall be paid at apremium rate of time_-and-three-quarters ( I rrt) for all hours worked in addition to their regular holidayrate (straight time) of gay, unless the employee and the ernployee's supervisor agree that-the employeewill work the holiday in lieu of a different (non-holiday) day off. Holidays shall-be considered to befrom midnight to midnight on the above-designated day of ihe holiday.
I1.4 Annual Holidays Falling on Weekends. For those employees regularly scheduled towork Monday through Friday, when a holiday fatls on Saturday, thi preceding friauy shall be
observed; when a holiday falls on a Sunday, the following Monday sirall be o6served, For thoseemployees not regularly scheduled to work Monday through Friday, the holiday shall be observed on
the date(s) listed in Section I l.l above.
11.5 Scheduled Days Off Falling on Holidays. Emptoyees whose day(s) off fall on a paid
holiday shall receive an additional eight (8) hours pay at the straight-time rate oipuy for that iay
regardless of the assigned work schedule. It shall atso be an option, by mutual ugi""-"nt betwelnEmployer and employee, to take the time off in lieu of receipf of holiday pay for-any holiday whichfalls on a regularly scheduled day off. (see Article 9.1 for gl-gO holiOayr unO.r rhat provisio;).
ARTICLE 12 - SICK LEAVE; OTHER LEAVE TIME
l2-l Sick Leave. Refer to City of Port Townsend Personnel Policy Manual and Washington
State Law-
l2.l.t Reporting Injuries. An employee acting within the limits of the authority
established by the Employer, who is injured during the performance of asiigned
duties, shall report the injury immediately to the Department Director or hisJher
designee. Allon-the-job injuries shallbe subject to the provisions of Workers
Compensation Act, RCW Title 51.
12,1,2 Accumulation- Employees shall accumulate sick leave anhe rate of eight (8) hoursper month for forty (40) hour per week shifts for each month in which an employee
is in pay status for fifteen ot more calendar days. Regular employees who work
more than 80 hours per month shall accumulate eight (8) houis of sick leave fior
each 173 hours of work. Sick leave so granted and not used shall accrue to the
credit of each such employee, up to a maximum fotal accumulation of 1,440 hours
for forty (40) hour per week shift employees.
12.1.3 Payment and Certification, Refer to City of Port Townsend Personnel policy
Manualand Washington State law.
12.1.4 Maternity/Paternity Leave. Refer to City of Port Townsend Personnel policy
Manual and Washington State law.
12.1.5 Other Benefit Payments. The Employee is required to reporr any amounrs
received because of contractual medical insurance, industrial insurance or other
governmental payment because of an illness or accident. The City shall pay the
employee only the amount required to make the employee wholeas if the employee
had worked regular straight-time hours during that pay period.
Sig Doc Jan2025 - Dec 2027 Gen Gov Pagc 14
12,1,6 Supervisor Approval. Payment of sick leave shall be made only after written
approval of the employee's supervisor.
L2.1.7 Improper Use -- Discipline. Refer to City of Port Townsend Personnel Policy
Manualand Washington State law.
l2.l.S Donation of Sick Leave to Another Employee. Refer to City of Port Townsend
Personnel Policy Manual.
12.2 Annual Conversion of Accumulated Sick Leave. Each eligible current employee may
elect to convert a percentage of excess sick leave to monetary compensation as provided in this
Section:
t2.2.1 Eligible Employees.
a. Must have at least 480 hours remaining in her or his sick leave bank after the
conversion.
b. Must provide written notice to the Finance Director before Septernber I'r of
the year preceding the year which she or he intends to convert sick leave.
Converslon Options.
^. Cash-in - Employees may cash in up to 96 hours of annual sick leave. The
hours will be paid at 30% of the employee's rate as of September I st of the
year of election, OR
b. Employee may convert up to 96 hours of annual leave to retirement savings.
The hours will be paid at 50% of the employee's rate as of September lst of
the year of election, The funds must be transferred to a qualified deferred
contribution plan.
12.2.2
Elections made by September lst of each year willbe paid out in cash or to a
qualified defened contribution plan by the end of January in the year
following the election.
12.2.3 Converted Hours. All sick leave hours converted pursuant to this Section shall be
deducted from the employee's accumulated sick leave balance.
12.2.4 Retirement Computation. Compensation received pursuant to this Section shall
not be included for the purpose of computing a retirement allowance under any public
retirement system in this State.
12.3 Federal Family and Medical Leave ("FMLA" or the "Act"). Shall be applied on a case
by case basis as defined by the Act.
12.4 Bereavement Leave. Employees who have a death in their immediate family will be
granted five (5) days bereavement leave. Immediate family for the purpose of this Section 12.4 shall
be defined as mother, father, spouse or domestic partner, stepparents, children, step-children,
grandchildren, sister, brother, grandfather, grandmother, mother-in-law, and father-in-law of the
c
Sig Doc Jan 2025 - Dec 2027 Gen Gov Page 15
employee or the employee's spouse or domestic panner. Whcn approved by the City Manager, an
extension of bereavement leave may be granted for the employee. An employee shall be entitled to
apply sick leave pay or vacation pay for the extended period. '
l2,s Jury Duty. Employees called for jury duty in any municipal, county, state, or federal courtshall advise the Employer upon receipt of the call. The erploy.e shall be paidiegular compensation
during service' The employee must provide documentation to itre Employei showlng proof ofiury
duty.
ARTICLE 13 - RETIREMENT
The Employer shallpay a proportionate share of rstirement benefits as prescribed under the
Washington Stare Public Employee,s Retirement System (pERS).
ARTICLE 14 - UNIFORMS & OeUIPMENT & Crll,s
l4.l The Employer will provide reimbursement for safety equipment and prescription
safety glrsses as outlined below:
14.l.l Safety Equipment. All employees who are requirsd by the Employer to wear and
maintain safety shoes as defined by OSHA as mandatory safety rloihing, shall be
reimbursed in an amount not to exceed $300.00 for the purchase each ciiendar year.
Effective January r,2026,the $300.00 shail become $qbo.oo.
14.1.2 Prescription Safety Glasses. Prescription Safety Glasses which meet the ANSI
standard, will also be provided by the Employer when required by the function ol
the job. Ilthe employee and supervisor cannot agree tha,safety glasses are
necessary, the matter will be refened to the Human Resources Manager. The
question of whether safely glasses are necessary for the job shall be resolved using
the grievance process. The Employer will provide $200-00 every two (2) years foi
necessary safety glasses.
14,2 CDL Expenses. The Employer will pay for the physical examination, and any other feesrequired to obtain or maintain a CDL when required by the Employer. However, the Employer willpay this expense no more than four times per calendar y.at p.rimployee and oniy if necerr.ry toobtain your CDL,
ARTICLE 15 - SENIORITY
l5.l Continuous Service. Seniority according to this agreemenr shall consist of rhe continuousfull'time service of the emptoyee with the Employerl Employies shall not have their seniority
established prior to completing the initial evaluation period as defined in Article 6. The empioyee'sseniority shall not be lost because of absence due to illness, authorized leaves of absence, or temporarylayoff- (See 16.1.)
15.2 Promotions. Promotions to a higher job classification shall be according ro the ability to
meet minimum qualifications for the position, ability to perform the essential dutieJof the positionwith reasonable accommodation, and seniority^ It shall6e the policy of the employer to promote to
supervisory positions insofar as possible from the ranks of the employees; prriiAid, however theEmployer is required to find the best candidate for any open position-and does not guarantee any
Sig Doc Jan Z02S - Dec ZO27 Gen Gov page t 6
preference lor existing employees in filling new or open job positions. The Employer shall notify all
cmployees of all available open job positions to facilitate opportunities to apply. Promotions of Civil
Service employees shall be in accordance with the Civil Service Rules'
ARTICLE 16 - LAYOFFS
16.l Notice. When it is necessary to reduce the force, the following will apply
a The Employer will identify areas of lay off and provide 30 calendar days' notice to
the Union;
b. The Employer will ask for volunteers within the 3O-calendar-day period;
c. The Union may offer any other alternatives including extending the time and
management will respond to any alternatives offered by the Union within l5
calendar days;
d. If the City Council declares a fiscal emergency the Employer may lay off
employees without prior notice lor up to 30 calendar days. In that case, the
Employer will notify the Union within forty-eight (48) hours of the Council's
declaration, will ask for volunteers, and the Union nay offer alternatives as soon as
practicable;
e. Layoff will occur according to ability and seniority, with the Employer adhering to
seniority as nearly as possible given the specific requirements for each job, Each
employee involved shall be given four (4) weeks' notice, except in the case of a
declared budget emergency.
16.2 Seniority. An employee's seniority shall be lost after twelve (12) months in layoff status.
For,up to twelve (12) months after layoff, employees shall be informed of openings in positions or
classifications for which the employee is qualified.
a. Notification will be sent by mail or e-mail to the address on file in the Human
Resources office.
b. The employee shall keep the Human Resources office informed as to any change of
address.
If a change of address is not provided, further notifications will not be sent
16.3 Consideration for Re-hire. During this twelve ( l2) month "in layoff status" period, laid
off employees shall be given consideration as a frnalist to fill openings in Positions for which they are
qualified,
ARTICLE 17 - LONGEVITY
17.L Longevity Schedule. All employees shall receive a longevity increase calculated on thc
current base salary for their present job classification which shall not compound but willbe adjusted as
the base salary changes. Longevity increases shall be granted upon the employee's anniversary of full
time work in the following increments:
c
Sig Doc Jan2A25 -Dec2027 Gen Gov Page 17
Completion of 5 years... ...,...2%
Completion of 9 years. ......'4%
Completion of l3 years. .......6%
Completion of l7 years........8%
Completion of 2l years....... l0-q,6
Completion of 25 years. .....l}oti
ARTICLE 18 - HEALTH, WELFARE, DENTAL, VISION RETIREE & DOMESTICPARTNER BENEFITS
l8.l Effective: January 1,2025, and each month thereafterduring the period this CollectiveBargaining Agreement is in effect, the Employer agrees to pay to the wastrington Teamsters WelfareTrust, cio Northwest Adminisfiators, for each Bargaining Unit VemUer who ieceived compensationfor eighry (80) hours or more in the previous .onth the iollowing:
A, MEDICAL:
I . Health and Welfare: Contribute the sum of $ I ,677.50 per monrh for
continued benefits under Medical ptan A.
2' Life and Accidental Death and Dismemberment: Contribute the sum of
$8.60 per month for continued benefits under Life and AD&D plan A,
which provides Life and AD&D of $30,000 each for the employee and Lifeof$3,000 for each dependent.
3' Time Loss: (short term disabilify): Contribute the sum of $6.00 per month
for continued benefits under Time Loss ptan c which provides benefits of
5200.00 per week.
Disability waivers: contribute the sum of $l1.40 per month, which
provides for an additional nine (9) months of contribution waivers under rhe
above medical plan.
5 TOTAL contribution due for medical only is $1,703.50
B. DENTAL:
contribute from Employer the sum of $87.50 month for continued benefits
under Dental PLAN B,
C. VISION:
4
contribute from Employer the sum of $ r 7. l0 per month for continued
benefits under Vision Plan EXT.
D. RETIREE'S HEALTH AND WELFARE:
The Employer agrees to pay into the Retirees werfare Trust, plan RWT-
PIus, for each current employee covered by this collective Bargaining
Jan 2025 - Dec 2027 Gen Gov page l gSig Doc
Agreement who was compensated eighty (80) hours or more during the
previous calendar month.
It is further agreed that premium payments by the Employer are guaranteed,
sufficient in amount to maintain the present levelof retiree's benefit
payments, should such increased premium be required by the Insurance
Canier.
3 Eligibility will end for employees who do not have the required number of
hours and the Employer no longer makes a contribution on their behalf.
E. DOMESTIC PARTNERST
Effective: August 2025 based on July 2025 hours the Employer agrees to
contribute $20.40 to provide Domestic Partner Coverage included with the
above package of benefits set out in Subsections 18. I .A, I 8. I .8, I 8. I .C, and
18.1.D.
i.
ii.
iii.
2
Medical
Dental
Vision
18.2 Eligibility and Cash Out.
a, Eligibility will end for employees who do not have the required 80 hours and the
Employer will no longer make a contribution on their behalf.
b. Upon termination, cash-out vacation, sick leave or compensatory time does not count as
hours worked.
ARTTCLE 19 - BENEFIT PROVTSIONS
19.1 Tenmsters-sponsored Health rnd Welfare payments, including visiono health, dental,
domestic partner and retiree health and wetfare, are not required for part-time, seasonal, or
temporary employees.
19.2 Maintenance of Benefits. The Trusts referenced in Article l8 may modify benefits or
eligibility of any plan for the purpose of cost containment, cost management, or changes in medical
technology and reatment. If increases are necessary to maintain the current benefits or eligibility as
may be modified by the Trustees during the Life of the Agreement, the Employer shall pay such
increases as determined by the Trustees as follows:
a. Cost Shrre of Benefits. Employees shall share in the TOTAL cost of Anicle l8 Health
and Welfare premiums in the amount of ten percent (10%) of the total cost of the monthly
premium each month as a payroll deduction.
b. Opt-Out. Provided, however, for any employee who properly executes Appendix C
'oNotice of Employee Deduction Not Authorized" or curTent form required by the
Teamsters Trust, the appropriate Trust set out in Article l8 shall only require the City to
pay 90% of the total contribution for the period of time, and the Trust does not require
the employee l0% to be remitted to the Trust. Such employee, who has properly
Sig Doc Jan2025 -Dec2027 Gen Gov Page 19
execute Appendix C, shall not be obligated for the l0% of the employee's
responsibility notwithstanding the City's contribution of 90%. provided furrher, if anyof the Article l8 Trusts request that the City pay the full I 009ro of the contribution rate,it is then agreed that all employee responsibilities under this section are ,,wage ratereductions" to provide for Bargaining Unit medical coverage and the emplofee shall
have the l0% deducted from wages as a wage reduction"
193 Payments' Payments required under any of the foregoing provisions shall be made on orbefore the tenth (10'h) day of the month. Upon Union request, copies of alt trunsmittals, pertaining tobenefits under this Article, shall be posted on the bulletin board.
19.4 Delinquency. If the Employer is delinquent in payments, the employer shall be liable forthe payment of any claims incuned by employees or dependents during ru.h driinquency. Ifdelinquent, the employer may be notified by the Union and thereaft.r, ihuu have five (5j days to pay
the amount due' If payment is not made byrhe end of five (5) days, the Union may, witfuouitiuUitity
therefore, implement any economic persuasion deemed expedient and such shall nlt be a violation ofthis Agreement.
l9:5 Trust Agreement. The Trust Agreement shall be known as Supplement.,A,, and, by thisreference, same is incorporated herein and deemed a part hereof as though fully set forth.
ARTICLE 20 - RESERVED
ARTICLE 2I - RESERVED
ARTICLE 22 - RESERVED
Sig Doc Ian2025 - Dec 2027 Gen Gov Page 20
ARTICLE 23 - WESTERN CONFERENCE OF Tf,AMSTERS PENSION
23.1 The contribution to the Western Conference of Teamsters Pension Trust shall vary by
Department. Any amount of Employee Contribution will be a specific sum per hour withheld from
wages. The following are the contributions rates for each Department beginning January 1,2A22
Emoloyef E{pployee Total
Denartment Contribution Contribution* Contribution
P.C.D. $0.25 $0.25 $0,50
Finance $0.25 $0.25 $0.50
Police Admin $0.25 $0.57 $0.77
Streets/Stormwatenrsewer $0.25 $0.50 $0.75
Water Quality $0.25 $0.50 $0.75Parks $0,25 $0.l5 $0.40
PW Administration $0.25 $0.18 S0,43
Engineering $0.25 $0.70 $0.95
Wastewater Treatment $0.25 $0.15 $0.40
Biosolid#Composting $0.25 $0.75 $ I.00
Equipment RepairlRepl. $0.25 $0.69 $0.94Facilities $0.25 $0.69 $0.74
Library $0.25 $0.50 $0.75
Information Services $0.25 $0.69 $0.94
*any changes to contribution shall be effective the month following the signing of this agreement
based on hours compensated in the prior month.
23.2 The total amount due for each calendar month shall be remitted in a lump sum not later
than ten ( l0) days after the last business day of each month. The Employer agrees to abide by such
rules as may be established by the Trustees of said Trust to facilitate the determination of the hours for
which contributions are due, the prompt and orderly collection of such amounts and the accurate
reporting and recording of such amounts paid on account of each member of the bargaining unit.
Failure to make all payments herein provided for, within the time specified, shallbe a breach of this
Agreement.
23.3 For employees hired on or after January I 2009, the Employer shall pay an hourly
contribution rate of $0. l0 during the initial evaluation period (probationary period), but in no case for
a period longer than 90 calendar days from an employee's initial date of hire. If and when this period
is completed, the full standard contribution rate shall appty. Contributions shall be calculated on the
same basis as described above.
23,4 The Employer may, when written into a settlement agreement agreed to by both the
employee and the Union, not be liable for Health and Welfare and or Pension for the hours or wages
agreed to. lf agreed to by both the employee and the union, the Employer shall not be liable for Health
and Welfare (Article l8) andlor Pension (Article 23) for hours or wages.
ARTICLE 24 UNION DUES
The Employer shall deduct and transmit monthly those regular Union membership initiation fees,
dues, and assessments from the pay of each employee who so authorizes the Employer in writing. In
addition, the Employer shall provide the Union a list of employees and their respective Union-related
deductions. The Union agrees to indemnify, delend and hold the Employer harmless against any and
Sig Doc Jan 2A25 - Dec 2027 Cen Gov Page 2l
all claims, suits, orders and judgments brought against the Employer as a result of any payroll
deduction made on the Union's behalf until such time as the authorizing employee revokes his or herauthorization. The authorizing employee's dues deduction authorization shail remain in full force andeffect until thirty days following the employee's written notice revoking the sanre is executed by the
employee and delivered to the Employer with a copy to the Union. The-Union may give the Emiloyerthirty (30) days written notice to discontinue dues check-off and bill the employees lirectly.
ARTICLE 25 SALARIES AND WAGES
25,1 Step System._ New entry employees, defined as employees who have not previously beenhired into the specific role for the Employer, shall be employet at in" first step until tire completion ofa mandatory six (6) month initial evaluation period; proiidil, thar the Employer may determine it isnecessary for recruitment purposes to offer employment to a new employel ai a higher step.
25,2 Annual Performance Review. At or about the date of the employee's anniversary, theemployee and his or her supervisor may meet to discuss the employee's performance and any-concernsof muilal interest in the work would be discussed at that time.
25.3 Advancement.
^- Employees shall advance from one step to the next for the first 5 years on the
anniversary of their hiring date.
b' In the event of promotion to a new classification, the employee shall start in the
lowest step that constirutes a pay increase of at least 5% of itre employee's base
salary. Employees shall keep their current longevity regardless of their
classification.
25,4 Events Delaying Advancement. Step advancement shall be automatic unless one of thefollowing occurs:
a, Disciplinary action has been taken (time off without pay, punitive probation, etc.);
andlor
b. A warning letter has been issued during the previous twelve ( l2) months because ofpoor performance or misconduct,
In this event, a step advance may be delayed for a period nor to exceed twelve ( I 2) months. If thesupervisor decides to delay advancement, the supervisor shall meet with the employee to discuss the
reason for non-advancement. The Union steward may be invited by either party to witness thediscussion. The employee shall have an oppornrnity for rebuttal una upp.at toihr City Manager in theevent the supervisor decides to delay advancement. The supervisor or City Manager's decision is notsubject to the grievance procedure established in this Agreement.
25.5 Early Advancement. Early step advancement after completion of the initial evaluationperiod may be granted by the Employer for completion of special education courses, previous
expcrience, above average technical skills, etc.
25,6 Pay Perlod. For purposes of this Agreement, Pay Period shall be defined the lst day to thel5th day of each month and the l6th day ro the rast day of the monrh.
Sig Doc Jan 2025 - Dec 2027 Gen Gov page 22
25.7 Base Pay. Shall be the hourly rate as set forth in Appendix A
25.S Straight-Time Pay. Shall be the base pay rate plus longevity as set forth in Appendix A
25.9 Overtime Pay. Overtime pay shall one and one-half times the employee's hourly straight
time rate for all non-premium hours over forty (40) in an FLSA workweek.
25.10 Out of Class Pay. Out of class pay may be authorized for employees who are assigned
(directed or that is necessarily required within their work group) to work at a higher classification
within the bargaining unit for more than five work days shall receive a higher rate of pay for all hours
worked at the higher classification beginning on the sixth (6rh) day. This assignment shall not exceed
12 consecutive weeks. At the end of twelve (12) weeks the Employer and the Union will bargain the
effects. Employees who work at supervisory positions outside of the bargaining unit for more than five
work days shall receive a ten percent ( 10o,,''o) pay differential and work assignments for non-supervisory
work will receive a five percent (5%) pay differential beginning the sixth (6'h) day Out of class pay
assignments are generatly used when an authorized position is permanently or temporarily vacated by
another employee, When, by mutual agreement, employees are assigned work typically performed by
an employee at a higher classification for training and advancement opportunities, such work will not
be eligible for out of class pay.
Temporary Work, When the employer offers an employee temporary work (90
days or less) in lieu of layoff from a position at a higher classification, that
employee shall not be eligible for out of class pay.
25.10.r
25JA.2 Claim for Denial. A Department Manager's denial olout of class pay is subject
to the grievance process (Article 7).
25.11 2025 Salary and Wages. The wages in effect January 1,2025 shall be in accordance with
attached and incorporated Appendix A, which reflects an increase in the base rate of pay of 2.8%. If
this Agreement is ratified by July 31,2A25, retroactive wages will be paid to employees who are on
the payroll at the time of payment. Retroactive wages shall be calculated by taking each employee's
YTD earnings the pay period prior to effectuating the wages agreed to herein with that YTD amount
multiplied by 2.8% less normal employee deductions with that retro amount paid with all other regular
payroll amounts due for that pay period. There shall be an additional $500.00 payment to employees
who are on the payroll at the time of payment which will be paid by separate check less normal
deductions.
25.12 Effective January 1,2026. The wages in effect January 1,2026 shall be in accordance
with the attached and incorporated Appendix A, which reflects an increase in the base rate of pay of
2.8%.
25.13 Effective January lr2t27, the base rate of pay in effect on December 31,2026 will be
increased by the CPI-U West Region annual increase lrom July 2025 through June 2026, to be no
more than a 3.5% increase and no less than a 1.5% increase.
Consumeq Price llldex. Wgst ReeioF - December 2024 : Western Information Office : U.L
Bureau of La.bor $tatistis!
Sig Doc Jan2A25 - Dec2027 Gen Cov Page23
ARTTCLE 26. TERM OF AGREEMENT
This Agreement shall become effective on_the date adopted by the City of Port Townsend Washington,
and shall remain in full effect until December 3l ,2A27: and may be eitended by mutual written
agreement to December 31,2027 . Should either party desire to change or modify this Agreementwritten notice must be given to the other party six (6) months in advance.
DATED at Port Townsend Washington this l9 day of AWuIJ- - ,ZIZ|
CITY OF PORT TOWNSEND
City Manager
TEAMSTERS LOCAL #589
I
Driskell, Secretary Treasurer
Sig Doc Jan2025 - Dec 2027 Gen Gov Page24
APPENDIX A WAGES & CLASSIFICATIONS 2025
19
r A$btront Plannerr Lsrd Use Spedalist
r Finance Specialbt
o ProjeciAccounling Specialbt ll
34.88 8.28 38.54
c D Esl@ABO?rdd
8rp
tlnlon idrry
Ctrr|rltcrlbn JoOlldrr
17,50 17.9916-17 16.5t 17.UNo Posltions Assidnsd3
22.U 23.50 21.1421.53 u-1s3?0 5 Lbraru Assistent
23.98 24.68 25.392..6',1 23.n6Lbrat-Asdslant ll170
27.14 27.W 28.86 29.9126.33/t00 7
r Financa Tedr I
r Facilitieg Orstodbn. Maintonane Wcker Appentice
. Patts
. Water Disttibution
. WalerTr€atment
. Stseets/Slomwaler/Sfler
. Fadlitiea
. Water TreatmenUDbbibu0on. Wastewaler TreatmenUCornposl. Fleet
o MminA$btant
3r.1327 22 28.14 29.06 30.01
r Mainlensncs Wqtet:. Facilities. Parfts, Sseets/Stomwater/Seuiler. Waler Trealrnenl
' Weter Dieiribulion. Wster Trsetment/Disttibutbn, Wsgtatvator TregltmenUCompost. Fleet
o LibraryAssociater Finance lbch ll
o Permil Tgchnician Ir Ptltl/Engineadng Support Specialbt ll
r Communitv Services Officer
100 9
31 3927.72 28.65 29.58 30.48
r Public Expsricnce Lisison
o Pad(s, Rec. & Comm. ServiceAdmin Support
o Permit Technician ll
rGlSl
1r0 1'l
30.60 3r.36 32.14 33.8929-864N13
r Associds Librarian
r Financa Tech lll
r Pollce Cbil
o Public Wotltg/Engineering Suppoil Specialist lll
o Uliliiy Bdling/Coftedions Specie$st
r Pnrfect Accounling Spechlbl I
r Pemit TechniciEn lll
33.1r u.12 35 l2 36.18 37.471m15
r Operalor l:. Peils. SfeelslStormwelerlSet€r. Water Oisltibution. Water Trsetmont. Water Treabnent/Disbibutbn. Facilities. Wsst$ret€f TreetmenUCompost. Flaet
r Flnance Tedrnkian
o Aoorentica Electi:ian
36.07 37.24 38.473it.E6r6017r Mechanic Fr*r
430
Sig Doc Jan2025 -Dec2027 Gen Gov
35.80 37.14
Page25
Erldd3lp Uilon irlrry
Cba.|lca{on &DTllb.Bls A B c D E
r PurchasinglContrsEs Spgcialbt
140 21
lt:. Pad<s. Facilitles
' Sbeels/Slormwaler/Seu,er. Water Distribulion. WaterTreatm€nt. Waler TrealmenUDistdhJtbn. Wastelvaler TreatmenuCompost. Fleet
Polic6
35.46 :m.60 37.79 39.96 10.28
,140 23
r Pub$cWorks lmpactor
o Crew Chhf Appmnthe
. Perks
. water Dbtdbution
. Water Treatment
. Slmets/Sawer/Stormwatar
. Wastewster TrsetmenU6ompost. Fleat. Fadlitiee
Code Cmrpliance Officer
GIS II
r Joumeplevel Electrician
a ilt
ib.f,t 37.66 38.82 40.12 4t.50
rl45 25 o x7.41 38.62 39.84 41.08 12.927Ito Positigns Assigned 3S.41 n.a t|l.05 'll.gl 42.76
r50 29
o Crw Chiof:. Weter Dstdbution. Wster Treatment. Waslewaier TrealrnenUCompost. Flegl. Facililies. Pa*s. SUtetsrStorm/Sewer
. Mastsr Eledricbn
38.12 39.35 tto.60 41 87 43,29
450 29.3 r Associats Plsrular
r GIS ltl 38.E6 40.57 42.25 u62 47.O1
/t35 29.5 r Accontant &.27 41-47 42.71 4"20 45.69
31 r lT Nglwork Adflrlnbtnator '16.70 47.85 49.04 50.14 53.01
*Library staff shallbe placed at the step closest to their curent wage rate paid on the date ofimplementation of this Agreement
Sig Doc Jan2025 - Dec 2027 Gen Gov Page 26
APPENDIX B _ TRANSITION OF LIBRARY STAFF FROM UNREPRESENTED
TO FULL BARGAINING UNIT MEMBERS
A. The City of Port Townsend (City) and Teamsters Local 589 (Union) (collectively the
Parties) have been parties to a Collective Bargaining Agreement (CBA) known as The
General Government Agreement (the Agreement) for over a decade;
B. The Agreement is applicable to all employees falling within the Unit of employees
described as All full-time general government employees at the City of Port
Townsendo excluding supervisors, conlidential employees, and all other employees;
C. The City employees employed in the Library were not included in the Unit of covered
employees under the Agreement;
D. The Union made application to the PERC to include Library employees as members of
the Agreement;
E. In CASE 137764-E-23 - DECISION 13739 - PECB dated I tf29l20B the PERC
Certified all City of Port Townsend Library Assistants and Associate Librarians to be
included in the bargaining unit described in B above
F. Beginning in 2023 the Parties have Met, Conferred, and Bargained the issues and
concerns of transitioning the Library Staff from unrepresented to Bargaining Unit
members.
THEREFORE, IT IS AGREED
L APPLICABILITY (Art 2): The terms and conditions of the Generalgovemment Labor
Agreement for the period of January 1,2025 through December 31,2027 shall be modified to
include the Library Assistants and Associate Librarians effective as of January l, 2025 upon
the date of adoption of that Labor Agreement EXCEPT the provisions of this MOA shall
prevail where any conflict between the Agreement and this MOA develop.
2. WACES (Art. 25): The Parties have engaged in several discussions regarding the wages and
benefits of the library staff. As part of the discussions to date, the parties agree that the library
unit is entitled to retroactive pay backdated to January | ,2A24, in consideration of the interim
agreement that the wages then paid for the work performed benreen the date of such agreement
and the execution of a collective bargaining agreement to include the library unit is not
necessarily to be considered to be full compensation for the work performed, consistent with
Christie v. Port of Olympia ,27 Wn.Zd 534 (1947).
a. As part of the ongoing discussions the Parties agreed on July 29,2024 that the library
Staff is entitled to retroactive pay to begin the first pay period of January of 2024 in
consideration of the interim agreement that the wages then paid for the work performed
between the date of such agreement and the execution of a collective bargaining
agreement to include the library unit is not necessarily to be considered to be full
compensation for the work performed.
Sig Doc Jan2025 - Dec 2027 Gen Gov Page 27
b Effective on signing this Agreement relroactive pay to employees on the payroll at the
date of signing shall additionally include the 2024 wage rares-in Appendii A of the2A22 2024 CBA for Union Classification 5 for all Library Assistants and UnionClassification l3 for all Associate Librarians
3 HEALTH RELATED BENEFITS (Art. l8): ln recognition of the "Coltective Interest" of
the new addition to the CBA, effective the month following the full adoption of this Agreement
by the City based on the prior month's *'conrpensable houri" all "new unit" employees coveredby this agreement shall be enrolled in the benefits provided in the CBA at Artiile i8 with each
employee being responsible for their individual share of the total Contribution on the same
basis as all other full-time employees such that the City has no greater hourly cost for any
covered employee. Section 21,2 a and b shall apply to all employees parricitating in Article l8
benefits.
HOURS OF WORK (Art. 9): As provided in Article 9 Section 9.5 the Library shall
continue to manage employee schedules as have been historically assigned.
a. The Parties agree it shall be the goal of this MOA to reschedule employees to full time
status as soon as practicable in an effort to increase individual eamings and to decrease
employee cost of Article l8 benefits and other prorated benefits such as Holiday and
Vacation. Consolidation of hours is targeted on or before June 30,20ZS,but no later
than November 30, 2A25. The Parties recognize that no reallocation of work hourswithin the Library Staff will result in meeting this objective and this provision shall not
operate to require a budget increase in support of the Library.
b. Any employee laid off as a result of a. above shall receive 40 days of compensation in
leu of notice required in Section 16. I . All other provisions of Article l6 s-hall apply.
VOLUNTEER DOCENT STAFF (Art 2): The Parties recognize it is the cusrom for theLibrary to rely upon the services of volunteer labor in accompiishing the mission of theLibrary. Nothing in the CBA or this MOA shall require the Librarylo modify its use of
volunteers. The Pafiies agree the use of volunteers shall not evolve into a suiplanting of
regular employees certified to the Union. This paragraph 5. is subject to the drievance process
and to a PERC Charge should supplanting of Bargaining Unit stafibecome alleged by theUnion,
6. Library Substitutes. Employees known as Library Substitutes are non-unit workers can
replace absent regular Bargaining Unit employees, There is no intent to disturb the customary
use of Substinrtes.
7 , Longevity Benelits. For purposes of establishing Longevity Benefits and other Seniority type
benefits under this Agreement Library staff shalt have their lengrh of service calculated in the
same way as length of service is calculated for pERS years of service.
8. CBA Inclusion. This Interim Agreement shall become Appendix C of the 20ZS -2027General Government Labor Agreement to be effective upon Adoption of the Full CBA by theCity. The Provisions of this Interim Agreement with an effective date prior to the adoption ofthe Full CBA shall prevail.
4
5
Sig Doc lan2025 - Dec 2027 Gen Gov Page 28
APPENDIX C - AGREEMENT ON BENEFIT PAYROLL DEDUCTIONS
MEDICAL INSURANCE "OPT OUT'' - EMPLOYEE DEDUCTION NOT AUTHORTZED
NORTHWEST
Aoutrutsrnltots, Ittc.
2323 E.rltrt. AYrnur E8..ttlr, WA 0tlo2-393(20il 32eireoo(2otl 72i€20e arr
WASHTNGTON TEAMSTERS WELFARE TRUST
NOTICE TI{AT EMPLOYEE PAYROLL DEDUCTTON N()T AUTHORIZED
Employer CITY OF PORT TOWNSEND WA.Account No.:
Employee Neme: Soclcl Sccurl$l f: lrr-rr--
Effectlve Drte:- Workcd Hourr (Month/Yerr)
Coverage Month (Month/Year)
Section ll E of the Trust Operating Guidelines states;
lf, under the mainterance of benefits provisions of a collective bargaining
agraemEnt, employee wages ar€ impacted, the agreemenr may provide either that
wages are to be rcduced to provide for the funding of contributions to lhe Trust or
that contributions may be deducted from employee wag,es for this purpose. Where
the collective bargaining agreement provides for deduction frsm wag€s, any
employee in the bargaining unit who objects to lhe required deduction shall be
treated as declining coverage beginning with the month for which the deduction for
firll maintenance of benefits is required. The employer shall remain obligated to
continue its monthlycontriburions to the Trust on behalf of the employee, withoul
regard to employee's deduction decision. Such ernployee shall not be permitred to
be covered for benefits under the Trust from such date of inremrpted coverage until
the earlier of (a) twclve ( l2) months after such first month of required contributions
or (b) the date provided under ERISA Section 70l (f) (Internal Revenue Code
Section 9S0 I (f)) for return lo coveroge through special enrollment in the event of
such employee's toss of othsr group health plan coverage or acquisition of a
dependent through marriage, birth, adoption, or placernent for adoption.
The current collective bargaining agreemenl indicates that the required conlributions to the
Trust being made by the employer are broken down as follows:
Medical Dental Vision Life Time Loss
Contribution Employer
Employee
Total
Conributions include Life and Accidental & Dismembennent insurance, Time bss benefits,
disability waivers, extensions, and benefits, etc.
The nrmed ernoloyee decllncc r wsse dcductlon for the above employee contrlbutlon by
hlc or hcr slgnrture on prge 2 of thls form.
Sig Doc Jan2025 -Dec2027 Gen Gov Page 29
Page 2 of2
The named employer and ernployee understand and agree:
r That the ernployee's declination of the employee contribution(s) as indicated on thereversie side of this form shall be treated as declining coveragebeginning wirh the monthfor which the total contribution to provide for futl rnaintenance of benefits is not made.
I Declination of employee contribuiions includes declination of all benefits of the declinedplan(s) for the employee and all eligible farnity members, including but not limited tohealthcare benefits (medical, dentat, vision, prescription drug), Li6 insurance, AccidentalDeath & Dismemberment insurance, disability extensions, Time Loss benefits (includingLong Terrn Disability benefits, if any), COBRA continuation coverage, and self-payoptions.
r The employer remains obiigated to continue its employer portion of the monthlycontriburions to the Trust on behalf of the employee, without regard to employee'sdeduction decision.
r Such employee shall not be permined to be covered for benefits under rhe Trust from suchdate of intemlpted coverage until the earlier of (a) twelve (12) monrhs after such firstmonth of required conributions or (b) the dste provided under ERISA Section ZOI(O(lnternal Revenue Code Secrion 98ol(f)) for return to coverage through special enrollmentin the event of such employee's loss of other group health ptan coverage or acquisition ofa dependent through marriage, birth, adoption, or placement for adoptiin.
r In the event of a special enrollment event within twelve (12) months after coverage hasbeen declined, the employer must begin making the proper employee payroll deductionand remit the full required contribution. The employer ind employee mist also noti$ rheTrust of the special enrollment event by completing and returning tt e p*per formavailable from the Trust office before coverage wiJl ue reinstateJ.
Employer Slgneture Drte
Prlnt Nsme
Employee Slgnrture Date
Print Neme
Mrll compleied form to:Washington Teemsterr Wclfare TrustAttn: Accountlng & Ellglblllty
2323 Eastlake Avenue E.
Senttle, WA 98t02
Sig Doc Ian 2025 - Dec 2027 Gen Gov Page 30
MEMORANDUM OF AGREEMENT 25-I
by and between
The City of Port Townsend WA and Teamsters Local 589
A. Port Townsend WA (Employer) and Teamsters Local 589 are parties to a Collective
Bargaining Agreement (CBA) which expired December 31,2024, and;
B. The parties have bargained and resolved a new CBA to be effective on adoption by the
City, and;
C. There is one matter occuring during the CBA hiatus (Dee 31,2024 until City adoption)
the parties wish to resolve.
NOW THEREFORE IT IS AGREED:
l. Two employees left the Bargaining Unit by retirement in 2025 and the parties wish to
recognize their Bargaining Unit service'
a. Brenda Burke and Kevin Ellis shall, in recognition of their 2025 employment and
their retirement after long service, receive the same retroactive compensation as
other Bargaining Unit employees who have remained in the Bargaining Unit
beyond raiification of the 2A25-2A27 CBA. This additional compensation is in
full settlement of all issue or claims arising from the mediation settlement of the
new agreement regarding persons no longer in employment at the time of
ratification.
b. The forgoing monetary award to retirees is made without precedent for any other
CBA settlement. mediatio4 pf arbitration by either the City or Union.
Z, This is a full and complete resolution of the issues addressed herein.
AGREED AS OF THE LAST DATE SIGNED BELOW
CITY OF PORT TOWNSEND TEAMSTERS LOCAL #589
A
'T*t,irff
J
Date: 5 ?E
Robert Driskgll, Sqpretary Treasurer
Date: Uf n/zazr, City
'/q
MEMORANDUM OF AGREEMENT 25-2
by and between
The City of Port Townsend WA and Teamsters Local 589
A. Port Townsend WA (Employer) and Teamsters Local 589 are parties to a Collective
Bargaining Agreement (CBA) which expired December 31,2024,and;
B. The parties have bargained and resolved a new CBA to be effective on adoption by the
City, and;
C. The Parties recognize the administrative issue of effectuating a change in Floating
Holidays for Calendar Year 2025 such issue the parties wish to resolve.
NOW THEREFORE IT IS AGREED:
l. To effectuate the Floating Holiday changes in Section I L2 within the remaining calendar
year period of 2025 the parties agree:
a. Each employee employed who is eligible for floating holidays after adoption of
the CBA shall be eligible for a one time eight-hour credit of extra paid time off
(XPTO). XPTO must be used in the remainder at 2A25. Such XPTO shall be
taken off by an employee only by mutual agreement and can be used for sickness
or other leaves. Such XPTO should be used as soon as practicable as employees
waiting to year end may forfeit such XPTO if time to take the paid eight hours
cannot be accommodated because of scheduling and workload.
b. The Finance Department may use a term other than XPTO in administering
employee records, however the result will not be changed by a change in
terminology.
c. The award of XPTO shall become void upon January 1,2A26, and all unused
XPTO shallbe forfeit.
d. The foregoing XPTO award is made without precedent for any other CBA
settlement. mediation or arbitration by either the City or Union-
2. This is a full and complete resolution of the issues addressed herein.
AGREED AS OF THE LAST DATE SIGNED BELOW:
CITY OF PORT TOWNSEND TEAMSTERS LOCAL #589
John
fi*+{r}!
Robert Driskell, Segretary Treasurer
Date: e /n lzoztDate: