HomeMy WebLinkAboutAgreements/Contracts - BOCCK22-116
WORKING AGREEMENT
By and Between
GRANT COUNTY
And
GRANT COUNTY PUBLIC EMPLOYEES
ASSOCIATION
COURTHOUSE UNIT
JANUARY 1, 2021
To
DECEMBER 31, 2022
TABLE OF CONTENTS
PRODUCTIVITY
1
ARTICLE I -RECOGNITION
1
ARTICLE II- UNION MEMBERSHIP DUES CHECKOFF
1
ARTICLE III -DEFINITIONS
2
ARTICLE IV -EQUAL EMPLOYMENT OPPORTUNITY
5
ARTICLE V -MANAGEMENT RIGHTS
6
ARTICLE VI -STRIKES AND LOCKOUTS
8
ARTICLE VII -JOB POSTING
g
ARTICLE VIII -SENIORITY
9
ARTICLE IX -DISCIPLINE
10
ARTICLE X -GRIEVANCE PROCEDURE
17
ARTICLE XI -HOURS OF WORK
20
ARTICLE XII -JOB CLASSIFICATIONS AND WAGES
23
ARTICLE XIII -BULLETIN BOARD
25
ARTICLE XIV -UNION ACTIVITIES
25
ARTICLE XV -SICK LEAVE
25
ARTICLE XVI -MILITARY LEAVE
28
ARTICLE XVII- CIVIL LEAVE /JURY LEAVE
28
ARTICLE XVIII -FAMILY &MEDICAL LEAVE
29
ARTICLE XIX -EDUCATION LEAVE
29
ARTICLE XX -ANNUAL LEAVE
29
ARTICLE XXI -HOLIDAYS
31
ARTICLE XXII -HEALTH AND WELFARE
32
ARTICLE XXIII -DRUG TESTING POLICY
34
ARTICLE XXIV -SAVINGS CLAUSE
34
ARTICLE XXV -ENTIRE AGREEMENT
34
ARTICLE XXVI -TERM OF AGREEMENT
35
ADDENDUM A -Salary Administration Procedure
A-1
ADDENDUM B - 2021 and 2022 Pay Plan
B-1
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PREAMBLE
This Agreement entered into by and between the Grant County Public Employees'
Association, hereinafter referred to as the "Association", and the Board of Commissioners,
Assessor, Auditor, Cleric, Building Department -Fire Marshall, Treasurer, Planning
Departments and County Extension Office, all of Grant County, Washington, hereinafter
referred to as the "Employer," has as its purpose the establishment of an equitable and
peaceful procedure for the resolution of differences, and the establishment of rates of pay,
hours of work, and other conditions of employment.
PRODUCTIVITY
It is mutually agreed that the Employer and the Association shall work together
individually and collectively to meet the production requirements of these departments,
to provide the public with efficient and courteous service, to encourage good attendance
of employees, and to promote a climate of labor relations that will aid in achieving a high
level of efficiency in these departments of County government.
ARTICLE I - RECOGNITION
The Employer recognizes the Association as the exclusive bargaining agent for regular full-
time and regular part-time employees of the Assessor, Auditor, Cleric, Building
Department/Fire Marshall, Treasurer, Planning Department, County Extension Office,
Switch Board, Mail Room, Maintenance and Communications. Excluded from the
Bargaining Unit are elected officials, department heads, Chief Deputy Auditor, Chief
Deputy Clerk, Chief Deputy Treasurer, Chief Deputy Assessor, Chief Appraiser,
Commissioners, Assistant Administrator in each department, the Accounting department
and all other employees in the County.
ARTICLE II - UNION MEMBERSHIP DUES CHECKOFF
2.1 The Employer agrees to deduct the Association membership initiation fees, and
once each month dues from the pay of those employees who individually request
in writing that such deductions be made. The dues shall be remitted to the
Association.
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If the employee provides written notice to the Association and the Employer's
Human Resources Office, the dues shall cease to be deducted no later than the
secondpayroll after receipt of the (RCW 41.56.110) notification.
Human Resources will notify the Association President or Vice President of
scheduled new hires and new hires orientation if the employee would be covered
by an Association CBA. Human Resources will work with the Association to
provide the new hire a 30 -minute orientation during work hours with the
Association within the first 30 days of employment. The Association and the
Director of Human Resources will meet to attempt to resolve any issues related to
the application of this paragraph. If the Association and Director of Human
Resources are unable to resolve such issues, then the Association may have recourse
to the grievance procedure for purposes of enforcing the application of this
paragraph.
The Association shall indemnify and hold the Employer harmless from any and all
claims, demands, lawsuits, administrative proceedings, ULPs, and grievances
against the Employer arising out of the administration of the provisions of this
Article, including, but not limited to, the amounts of dues and fees deducted from
earnings as well as attorneys' fees, costs, expenses associated with any claims,
demands, lawsuits, administrative proceedings, ULPs, andg rievances.
ARTICLE III - DEFINITIONS
The following definitions apply throughout the Contract unless the context clearly
indicates another meaning:
3.1 Regular Employee: An employee who has successfully completed a probationary
period of six (6) months of continuous employment with the Employer within the
same department and has had no breaks in service.
3.2 Probationary Employee Probationary Period: A full-time employee who has less
than six (6) months of continuous service, or a part-time employee who has less than
one thousand (1,000) hours of continuous service, with the Employer. Said
employee is subject to discharge/termination without just cause and without
recourse.
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3.3 Part-time Employee: Apart -time employee is one who is employed in a budgeted
position and is regularly scheduled and works less than forty (40) hours per week
but more than twenty (20) hours per week. Part-time employees are paid on a pro-
rated basis at the rate of the applicable classification. Part-time employees are
eligible to earn and accrue annual leave and sick leave on a pro -rated basis. Part-
time employees are eligible for pro -rated holiday pay. The Employer will pay the
premium for health insurance benefits for employee only. Employees who wish to
insure their dependents will pay the premiums for the dependent insurance
through payroll deduction. Employees must work a minimum of eighty (80) or
more hours per month to maintain their eligibility for health insurance benefits.
3.4 Temporary or Seasonal Employee: Any employee other than those defined in
Sections 3.1, 3.3 and 3.4. The purpose of such employees is to provide assistance to
complete seasonal temporary projects, assist in peak workloads and other
temporary/seasonal work needs of the Employer. Temporary or seasonal
employees shall be paid on an hourly basis only and shall not receive any benefits
except as they may be applicable under Washington State Department of
Retirement Systems rules for retirement contributions.
3.5 Definitions:
a. "ANNIVERSARY DATE" means the original date of hire for regular full-
time employees as adjusted by leave without pay in excess of ninety (90) days
or a break in service. Anniversary date is also subject to compliance with
Sections 3.1 and 3.2 above.
b. "CALL TIME" means two (2) hours minimum at the rate of time and one-
half (1.5) for those situations in which an employee is instructed to return to
work.
C. "DISCHARGE" means the termination of employment.
d. "FULL-TIME EMPLOYMENT" means regularly scheduled employment on
an average of forty (40) hours per week.
e. "HOLIDAYS" means paid non -work days for County employees as specified
in the Holiday Article.
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f. "OVERTIME" means work previously authorized by the elected official or
department head and performed in excess of the scheduled work day or in
excess of forty (40) hours in a work week, except with respect to the Clerk's
offices wherein the daily overtime threshold shall be in excess of ten (10)
hours and the Clerk has the right to revise the work week at the end of the
week to provide for a maximum of forty (40) hours worked.
g. "POSITION" is a description of duties and responsibilities assigned to an
employee. A position may be filled or vacant as determined by the Board,
elected official or department head. Said position may be full-time, part-
time, temporary or seasonal.
h. "DEPARTMENT HEAD" means elected official and/or appointed
department head.
3.6 Personnel Files: The term personnel file refers to a series of administrative files
maintained by the County to organize and house necessary information and
documentation required for each employee.
3.6.1 These administrative files include, but are not limited to, the following:
a. Desk File: Maintained by the supervisor, in the supervisor's workspace.
Contains information that supports employee evaluation and development,
coaching and counseling communication and performance improvement plans.
b. Department Files: Maintained by the Department Head or Elected Official, in a
secure location within the department/off ice. Contains copies of information
maintained in the Personnel File for ease of access.
c. Personnel File: Maintained by Human Resources, in the Human Resources
office. Contains the official documentation file on employee actions. Exceptions
are made to individual departments maintaining their own personnel files, with
the concurrence of the HR Director.
d. Pavroll File: Maintained by Accounting/Payroll, in the Accounting office.
Contains information such as payroll deduction elections, step increase
documentation, and State retirement documentation.
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e. Medical File: Maintained by Human Resources, in a secure location within the
Human Resources office. Contains documents that reference medical
condition(s) or coverage for audit purposes.
f. L&I File: Maintained by Human Resources, in the Human Resources office.
Contains documents specific to L&I claims.
g. Investigation File: Maintained by Human Resources, in the Human Resources
office. Contains documents created by the investigation authority.
h. Legal Defense File: Maintained by Human Resources Director, in a secure
location within the Human Resources office. Contains documents that may be
necessary for defense of Grant County actions. Legal defense files may not be
used for disciplinary purposes.
3.6.2 Departments may choose to maintain any of the files referenced in 3.6.1 above in
physical or digital format. The elements of this agreement with regards to
personnel files cover both formats. An exception exists for email sent or received
through the County network. Emails and attachments are considered public
records and will be maintain following global County practice governing its
retention. Disciplinary documentation in the email system that is otherwise purged
from personnel files may not be used for further disciplinary purposes.
3.6.3 The County will allow employees to review the contents of any of these files,
adhering to reasonable protocols regarding advanced notice and security, with the
exception of the following:
a. draft materials;
b. pre -evaluation notes;
c. active investigations; and
d. legal defense files.
ARTICLE IV - EQUAL EMPLOYMENT OPPORTUNITY
The Employer or the Association shall not discriminate against any individual with respect
to terms, conditions or privileges of employment because of race, color, religion, national
origin, age, sex, veteran status, mental, physical or sensory handicap, except as allowed or
provided by law. All references to employees in this Agreement designate both sexes, and
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wherever the male gender is used, it shall be construed to include male and female
employees.
ARTICLE V - MANAGEMENT RIGHTS
The Association recognizes the prerogative of the Employer to operate and manage its
affairs in all respects in accordance with its responsibilities, lawful powers, and legal
authority. All matters not expressly covered by the language of this Agreement or by state
law, shall be administered for the duration of this Agreement by the Employer as the
Employer from time to time may determine. Management's affairs and prerogatives
which the parties have agreed do not constitute negotiable matters relating to wages, hours
and working conditions are inclusive of but is not limited to the following:
5.1 The right to establish and institute any and all work rules and procedures, whether
written or oral, upon reasonable notice to Bargaining Unit members. The Employer
has the right to develop and adopt as well as administer written or oral personnel
rules and policies which cover matters not specifically described in this agreement.
Further, the Employer has the right to make oral or written changes and/or
modifications to oral or written personnel rules and policies. An employee shall
abide by said changes. Personnel rules and policies which are oral in nature will be
based on past practices and oral communications between the Employer and the
employees. Written personnel rules and policies will be posted and provided to
affected employees.
5.2 The right to schedule any and all work and overtime work and any and all methods
and processes by which said work is to be performed in a manner most
advantageous to the Employer and consistent with the requirements of the public
interest.
5.3 The right to hire, transfer, layoff and promote employees as deemed necessary by
the Employer in accordance with the provisions of this Agreement.
5.4 The right to discipline any and all employees as provided in the disciplinary Article
of this Agreement.
5.5 The right to make any and all determinations as to the size and composition of the
work force.
a
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5.6 The parties understand and agree that incidental duties reasonably connected with
Bargaining Unit work not necessarily enumerated in job descriptions shall
nevertheless be performed by employees when requested to do so by the Employer.
5.7 The Employer shall have the right to take whatever actions the Employer deems
necessary to carry out County services in an emergency. The Employer shall be the
sole determiner as to the existence of an emergency and any and all actions
necessary to implement service during said emergency. An emergency shall be a
sudden or unexpected happening or situation that calls for action without delay.
The Employer will take into consideration the safety of the employees.
5.8 The Employer has the right to introduce any and all new, improved and automatic
methods or equipment to improve efficiency and to reduce costs.
5.9 The Employer has the right to assign employees in accordance with the provisions
of this Agreement.
5.10 The right to close or liquidate an office, branch, operation or facility or combination
of facilities, or to relocate, reorganize or combine the work of divisions, offices,
branches, operations, or facilities.
5.11 Past Practices: Past practices shall not be binding on the Employer; provided,
however, if the Employer chooses to change past practice, the Employer shall
provide thirty (30) calendar days notification, except in the event of an emergency
(in which case practical notice is advised), to the Association and shall provide the
Association with an opportunity to negotiate the Employer's proposed change to
past practice. The notification and opportunity to negotiate shall not impede or
affect the Employer's right to change past practice. The notification to the
Association will contain a proposed date for negotiation of the change with the
Association as well as the anticipated date for implementation of the Employer's
change to past practice.
5.12 Furlough: The Employer reserves the right to implement up to ten (10) furlough
days per year. Furlough days are days off without pay with the commensurate
revised compensation in any month when a furlough day is administered. If the
Employer determines to implement furlough days, the Employer will provide the
Union thirty (30) calendar days' written notification. The written notification will
advise the Union that if they wish, they can bargain about the effects of the decision
to implement furlough days. The window for negotiations about the effects of the
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furlough will be no more than sixty (60) calendar days from the date of the
Employer's written notification to the Union. If the parties have not reached
agreement regarding the effects during the sixty (60) calendar day window, then
the Employer has the right to implement the furlough days. If the parties reach
agreement within the sixty (60) calendar day window, then the furlough will be
implemented according to the agreement between the parties.
ARTICLE VI - STRIKES AND LOCKOUTS
6.1 Neither the Association nor its agents, nor any employee(s) shall aid, cause,
condone, authorize or participate in any strike or work stoppage, slow down or any
other interference with the work and/or statutory functions and/or obligations of
the Employer.
6.2 Employees who engage in any of the above -referenced activities shall not be entitled
to any pay or fringe benefits during the period he/she is engaged in such activity.
The Employer may discharge or discipline any employee who violates this Article.
6.3 Nothing contained herein shall preclude the Employer or the Association from
obtaining judicial restraint and damages in the event of a violation of this
Agreement.
ARTICLE VII - TOB POSTING
7.1 If a position becomes available in a department, the position will be posted within
the applicable department and on the main bulletin board of the Courthouse for a
period of five (5) working days except in the event of an emergency. In the event of
an emergency, the department head has the right to fill said position immediately
without any job posting. After the emergency is over, the department head will
post for the position in accordance with the provisions of this Article. In normal
circumstances, employees within the applicable department in which the position
vacancy occurs will be provided first consideration for the position if they are
qualified as determined by the department head. If the department head
determines there are no qualified employees within the department, then
employees in other County departments will be provided an opportunity to fill the
vacant position subject to the department head's determination as to the
qualifications of those employees. If the department head determines that it is in
the best interests of the particular department to advertise and seek applicants from
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outside current County employees, the Employer has the right to advertise and seek
outside applications along with current County employee applications without any
obligation to provide preference and/or first consideration to existing County
employees within the department and/or outside the affected department. The
department head shall have the right to determine which applicant is the best
qualified for the position regardless of whether the applicant is a current County
employee or outside of current County employment.
7.2 The provisions of this Article do not apply to promotional positions such as
supervisory positions.
ARTICLE VIII - SENIORITY
8.1 Seniority shall mean an employee's continuous length of service from the most
recent date of hire. Seniority shall not apply until the employee has completed the
required probationary period. Upon satisfactory completion of this probationary
period, the employee shall be credited from the most recent date of hire.
8.2 A probationary period of six (6) months shall be required for all new full-time
employees. Part-time employees shall serve a probationary period of one thousand
(1,000) hours of continuous employment with the Employer. During the
probationary period, employees may be terminated/discharged without cause and
without notice at the discretion of the department head.
Employees who are promoted will serve a work performance probationary period
of up to three (3) months. If at the end of the work performance probationary period
the promoted employee either chooses to return to his/her former position or is
informed by the Employer that he/she did not satisfactorily complete his/her trial
service period, he/she shall be returned to his/her former position. If the return is
based on the Employer's decision, it can be implemented based on no cause and
said employee shall have no recourse whatsoever.
8.3 Seniority shall terminate if an employee is discharged/terminated, resigns, retires,
is laid off for a period greater than six (6) consecutive months and/or is on an
unexcused absence of three (3) or more days in duration.
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8.4 Subject to the provisions of Article VII, seniority will be considered along with
qualifications when positions are vacated and the department head determines that
said vacancy should be filled or when new positions are created.
8.5 Employees shall have been employed for a continuous period of six (6) months as a
probationary employee before they become regular employees entitled to seniority
rights. Further, the parties may by mutual written agreement extend the
probationary period for up to an additional three (3) months.
8.6 If and when the Board of County Commissioners and/or department head
determines it is necessary to lay off an employee or employees within a department,
the last employee hired in the affected job classification within the department will
be the first laid off within said department. This person will be placed on a recall
list and will be eligible to be rehired for a period of six (6) months from the date of
the layoff providing said person is qualified for the position as determined by the
department head.
8.7 Seniority will be maintained during leaves of absence prov41
ided the leave does not
exceed ninety (90) days. Thereafter, seniority will be adjusted day for day.
8.8 A seniority list will be posted and a copy provided to the Association once per year
only if requested and only if new employees are added.
ARTICLE IX - DISCIPLINE
9.1 The Employer may discipline an employee for just cause, inclusive of but not
limited to the following:
a. Neglect of duty;
b. Inefficiency;
C. Insubordination;
d. Incompetence;
e. Disrespectful or impolite references, comments or declarations about or to
fellow employees, Department Leads, or Elected Officials;
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f . Conviction, plea bargaining, deferred prosecution, or any other alternative
disposition of a criminal charge which the Department Head or Elected
Official believes would have an adverse effect regarding an employee's
work, relationships with current employees/Employer, or brings into
question continued suitability in the department;
g. Inappropriate/improper use of public office/authority or misrepresentation
of official authority or omission of responsibilities based on official authority
and responsibilities;
h. Misconduct and/or negligent performance of duties;
i. Violation of written or verbal County or Department directives, work rules,
regulations, policies, and procedures;
j. Conflict of interest between off-duty activities and official duties;
k. Tardiness and/or absenteeism;
1. Harassment of any kind (actions that create an intimidating, abusive and/or
hostile work environment);
M. Reporting to work with the presence of alcohol and/or illegal/controlled
substances in the employee's blood, breath and/or urine, consuming alcohol
and/or illegal/controlled substances at work, selling and/or distributing
alcohol and/or illegal/controlled substances at work in accordance with the
Drug and Alcohol Policy;
n. Violation of the Drug and Alcohol Policy;
0. Any breach of confidentiality requirements, whether written or verbal,
regarding confidential matters as determined by the Employer;
p. Failure to properly record, schedule, notify, communicate, process and/or file
any and all matters, whether written or verbal, consistent with standard
verbal, written, or practiced procedures, as determined by the
Employer;
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q. Failure to timely complete tasks as assigned by the Employer;
r. Dishonesty;
S. Any other just causes as determined, from time to time, by the Employer
based on office procedure changes determined by the Employer;
t. Any other just causes supported and consistent with case law and/or
arbitration cases.
9.2 The Employer may discipline any employee for just cause. If the County has a
reason to discipline an employee, it shall take reasonable measures to carry out the
discipline in a manner, which will least embarrass the
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em to possible. The
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Employer shall have the right to implement the following forms of discipline:
a. Verbal reprimand;
b. Written reprimand;
C. Suspension without pay;
d. Termination.
The discipline imposed shall be in relationship to the seriousness of the offense as
determined by the Employer. The Employer may impose progressive discipline in
order of increasing severity from verbal reprimand to discharge but shall not be
required to follow progressive discipline where the Employer makes a
determination that the circumstances warrant imposition of a more severe form of
discipline up to and including discharge or termination, even though an employee
may not have any other disciplinary actions of record in the
employee's personnel
file. Demotion may be used as an alternative where appropriate.
Another form of corrective communication which is not part of the formal discipline
process, except as described below and in Section 9.8, is a coaching, counseling,
and/or performance improvement plan (PIP). Such corrective communication,
whether verbal and/or written, is not discipline. A Performance Improvement Plan
(PIP) is considered coaching and counseling. A Performance Correction Plan (PCP)
is part of the formal discipline process coordinated with one of the disciplinary
actions above.
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9.3 Investigation process: If the Employer is informed of potential misconduct(s)
and/or violation(s), the Employer with the Human Resources Department, will
proceed with the investigatory process which will include the following steps
except if 9.3.7 is applicable:
9.3.1 Upon the Employer's being notified of a potential violation and/or
misconduct, the Employer has the right to conduct an investigation to
ascertain facts. The Employer has the right to decide not to conduct a
formal investigation if the likelihood of disciplinary action would result in
a verbal or written reprimand for a minor violation.
9.3.2 The Employer will immediately notify the Human Resources Director of
the existence of a potential violation and/or misconduct.
9.3.3 The Human Resources Director may conduct the investigation or may
designate other person(s) to conduct the investigation. Other person(s)
would include, but not be limited to, another management person, a
consultant, a member of law enforcement, an attorney, or other individuals.
9.3.4 The investigator will interview witnesses; research written information and
compile the facts about the alleged violation and/or misconduct. The
interviews may be recorded, video recorded, or the information obtained
maybe in the form of written statements as well as report(s).
9.3.5 After interviewing witnesses other than the subject employee, the subject
employee will be interviewed. The employee will be provided a written
summary of the information derived from the interviews with other
witnesses prior to or at the employee's interview. The investigator will
instruct the employee to fully cooperate and answer all questions
truthfully. The employee will be entitled to have an Association
representative present during the interview. The Association
representative shall not answer questions for the employee but may seek
clarification of questions during the interview process. The Association
representative has the right to meet alone with the employee during the
interview process.
9.3.6 Upon conclusion of the interviews and review of the facts, the Employer
and Human Resources Director may proceed with discipline if this would
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involve a verbal or written reprimand. If the discipline could result in a
suspension without pay or termination, then the provisions of section 9.4
will be followed pertaining to apre-determination (Loudermill) meeting.
9.3.7 If the Employer determines early in the investigatory process that there is
no merit to continuing, the Employer can cease the investigation and so
inform the employee and Association.
9.3.8 Grant County's intent is for investigative actions to occur promptly and be
completed within 30 days of the initial notice to the Employee. However,
there may be instances in which additional time is required. In the event
that an employee investigation is anticipated to take longer than 30 days,
Human Resources will provide a reason for the extension, not to exceed
another 30 days.
9.3.9 Investigations require timely communication between the Employer and
Association. The following protocols establish communication flow.
a. Association representation may contact the Elected Official or
Department Head of the specific department for information on the
process and timeframe;
b. If the Elected Official or Department Head is not directly involved in the
investigation process or is not able to address the request, questions will
be referred to the Human Resources Director;
c. If the Human Resources Director is not directly involved in the
investigation process or is not able to address the request, questions will
be referred to the County's Labor Attorney.
9.4 The Employer may reprimand, suspend without pay, or terminate an employee
only for just cause. In the event the Employer determines that an employee maybe
suspended without pay or terminated for alleged violations and/or alleged
misconduct(s), then the Employer will issue aletter/notice of pre -determination
(Loudermill) meeting to the employee and Association representative setting forth
the alleged violations and/or misconduct(s) with information obtained during the
investigation. Prior to reaching a decision to suspend without pay or terminate an
employee, the Employer will conduct apre-determination (Loudermill) meeting to
provide the employee and/or Association representative an opportunity to respond
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to the alleged violations and/or alleged misconduct(s) within a reasonable period of
time from the completion of the investigation. The employee's attendance at the
pre -determination meeting (Loudermill) is voluntary. The employee's choice
whether to attend or not attend the pre -determination meeting shall not be held
against the Employer in the event of a grievance and/or arbitration. Thereafter, the
Employer shall make a determination as to whether to proceed with suspension
without pay or termination. The Employer's decision will be in writing with an
explanation of the basis for the disciplinary action.
9.5 When the Elected Official or Department Head or their designee determines that
circumstances are such that retention of the employee will likely result in disruption
of operations, damage to or loss of County property, damage or loss to the public,
or be injurious to fellow employees and/or the public, then the Employer may
immediately suspend with pay the employee pending the outcome of an
investigation.
9.6 If the Employer decides to issue a verbal reprimand and/or written reprimand to an
employee, then said reprimand shall be in written form and forwarded to the
employee and to the Association representative. No pre -determination
(Loudermill) meeting (see Section 9.4) with the Association and/or employee is
necessary for issuance of these types of discipline.
9.7 Employees shall sign written reprimands as evidence only of having seen the
written reprimand when employees are shown those reprimands which are to be
placed in the employee's personnel file. A copy of the written reprimand shall be
provided to the employee at the time the employee signs it. Copies of written
reprimands and more severe discipline will be mailed to the Association except if
the employee objects to the Employer sending out discipline information.
9.8 Documentation created through coaching, counseling, and disciplinary process will
be maintained in the following manner.
a. Coaching and counseling communications and performance improvement
plans (PIPs) will be maintained in Desk or Department files not in the
Personnel file.
b. Evidence of verbal reprimands shall remain in the employee's personnel file
for a period of no more than 12 months from the date of the discipline except
if similar discipline has been issued within the 12 -month period in which
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case this discipline shall remain in the personnel file for another 12 months.
If the coaching or counseling or PIP relates to any type of harassment, safety
issues, or potential liability to the Employer then the Employer has the right
to keep them for liability defense purposes permanently but not for
disciplinary purposes. Suspensions without pay or terminations as part of
progressive discipline shall remain permanently in the employee's personnel
file.
c. A written reprimand and/or Performance Correction Plan (PCP) shall remain
in the employee's personnel file for a period of no more than twenty-four
(24) months from the date of the discipline and/or PCP. If an employee does
not have any other written reprimands and higher and/or PCP within the
twenty-four (24) month period, then the written reprimand and/or PCP will
be removed from the employees personnel file. However,, if the written
reprimand and/or PCP relates to misconduct or violation(s) relating to any
type of harassment, safety issues or other potential liability to the Employer
then the Employer has the right to keep them for liability defense purposes
permanently but not for disciplinary purposes.
d. After removal from the personnel file, the evidence shall not be used as a
basis for progressive discipline and shall not be introduced or otherwise used
as evidence by the Employer in a grievance arbitration hearing. The
Employer has the right to maintain references,, written facts and evidence
pertaining to verbal and written reprimands involving harassment, safety
issues and potential liability to the Employer in a separate file and may be
used by the Employer for the purposes of defending and/or litigating civil
and/or criminal proceedings.
e. It shall be the responsibility of the employee to request removal of verbal
reprimand, written reprimand and/or PCP from their personnel file based on
the timelines above. If the employee does not make such a request and if the
verbal reprimand, written reprimand and/or PCP remain in the personnel
file, this shall not be held against the Employer in any grievance and/or
arbitration. All evidence of an investigation will be removed at the same time
the underlying discipline is removed.
f. References, written facts, and all documentation involving suspensions
without pay and/or terminations shall remain permanently in an employee's
personnel file.
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g. The County may, at the discretion of the Human Resources Director, transfer
any documentation requested for removal from the Personnel File or
Investigation File to the Legal Defense File if it is deemed in the best interest
of the Employer.
9.09 If any County employee is serving a disciplinary suspension without pay, said
person shall not be employable with any other County Department or County
funded organization.
9.10 Time lines may be extended by mutual agreement.
9.11 For those employees who must drive vehicles to carry out their job as determined
by the Employer, if any employee has his/her driver's license suspended or his/her
CDL suspended for less than thirty (30) days, then the employee shall be suspended
without pay for that period of time. If an employee has his/her driver's license or
CDL suspended for thirty (30) days or more, then said employee shall be
terminated. It an employee's driver's license or CDL is revoked, then the employee
shall be immediately terminated.
9.12 In accordance with provision 9.1 above, dishonesty in any form maybe considered
serious misconduct and any employee proven to have been dishonest may be
disciplined at suspension without pay up to and including termination of
employment. Due to the seriousness of dishonesty, a first offence of dishonest may
result in termination.
ARTICLE X - GRIEVANCE PROCEDURE
10.1 A grievance is defined as a question involving the interpretation, application or
alleged violation of a specific provision of this Agreement.
10.2 The parties agree that the time limitations provided are essential to the prompt and
orderly resolution of any grievance, and that each will abide by the time limitations,
unless waived or extended by mutual agreement of the parties to the grievance.
10.3 Filing of Grievance: If the Association and/or employee believes there may be a
grievance regarding specific provisions of this Agreement, then the Association
must file said grievance within thirty (30) calendar days of its occurrence. Failure
to file the grievance within thirty (30) calendar days of its occurrence results in said
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grievance being forever waived and lost and no longer grievanle at any time.
Failure to pursue a grievance to the next step of the grievance procedure results in
the last response being the final and binding conclusion of the grievance. To be a
valid grievance, the grievance must set forth the facts, the specific section(s) of the
contract which were allegedly violated, and the specific remedy requested.
10.4 A grievance may be verbally presented by the aggrieved employee to the
employee's immediate supervisor. The employee has the option of being
accompanied by his/her Association representative if he/she feels that it is
necessary. The immediate supervisor shall respond within three (3) working days
of the meeting. If the immediate supervisory does not respond within three (3)
working days or if the response is not satisfactory, then the Association may initiate
a formal grievance in accordance with the provisions set forth herein below.
10.5 Employer Grievance: The Employer may initiate a grievance at Step 2 of the
grievance procedure within thirty (30) calendar days from the date of the occurrence
giving rise to the grievance. If the Employer files a grievance in accordance with
this section, the Employer will present, either by mail or in person, in writing, the
basis of the grievance against the Association to the Association President within
thirty (30) calendar days of the occurrence. Thereafter, the Association President
shall respond in writing to the Employer within thirty (30) calendar days from the
receipt of the grievance or refer the matter to arbitration. If the Employer is not
satisfied with the response of the Association President, the matter will be elevated
to arbitration in accordance with the procedure contained in this article.
10.6 The formal grievance procedure shall be as follows:
Step 1:
The grievance shall be presented in written form to the employee's department
head within thirty (30) calendar days from its occurrence. The department head
shall respond in writing within thirty (30) calendar days after receiving said
grievance.
Ste
If the grievance is not resolved to the satisfaction of the concerned parties at Step 1,
then within thirty (30) calendar days of the response in Step 1, the grievance in
written form, shall be presented to the Board of County Commissioners. The Board
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of County Commissioners has the option of holding a hearing within a reasonable
period of time, issuing a written decision without a hearing within thirty (30)
calendar days of submission or referring the matter to arbitration. If a hearing is
held, the Elected Official/Department Head will be represented and the employee
will be represented by an official of the Association. If a hearing is held, the Board
shall issue a written decision within thirty (30) calendar days from the date of the
grievance hearing.
Ste 3:
a. Final and Binding Arbitration: If the grievance has not been resolved at Step
2 above, either the Association, the elected official/department head or the
Board of County Commissioners may refer the unsettled grievance to final
and binding arbitration.
b. Notice -Time Limitation: The referring party shall notify the other party in
writing by mail of submission to arbitration within thirty (30) calendar days
after receipt of the Step 2 response. Failure to notify the other party in
writing will result in the grievance being forever waived and null and void.
C. Arbitrator -Selection: After timely notice, the parties shall select an impartial
arbitrator within thirty (30) calendar days, if possible, after the request is
made to arbitrate. If the parties cannot mutually agree on an impartial
arbitrator who is able and willing to serve on a timely basis, either party may
demand a list of seven (7) qualified persons who are willing to abide by time
limitations. A list of impartial arbitrators maybe furnished by the American
Arbitration Association (AAA) or the Federal Mediation and Conciliation
Service (FMCS) or the Public Employment Relations Commission (FERC).
The party demanding a paid arbitrator shall have the right to determine the
organization from which the list of seven (7) names is to be derived. The
parties shall flip a coin to determine who will strike the first name, following
which each will alternately strike one of the names submitted until only one
(1) name remains. This person will serve as the sole arbitrator subject to the
following provisions.
d. Decision -Time Limit: The Arbitrator will conduct the arbitration hearing
within a reasonable time from the date of selection. The arbitrator shall issue
a final decision within thirty (30) calendar days from the date of the hearing
or receipt of the parties' briefs, if applicable.
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e. Limitations - Scope - Power of Arbitrator:
(i) The arbitrator shall not have the authority to add to, subtract from,
alter, change or modify the provisions of this Agreement.
(ii) The arbitrator shall have the power to interpret and apply the terms
of the Agreement and/or determine whether there has been a violation
of the terms of the Agreement.
(iii) The arbitrator shall consider and decide only the question or issue
raised in the initial written grievance. In conducting an arbitration,
the arbitrator shall maintain a verbatim record of the testimony either
by tape recording or court reporter. If a party requests a court reporter
and/or transcription of the official record said requesting party shall
be responsible for paying for the cost of the transcription; provided,
however, if the other party is going to rely on the record and/or
transcription, then said party shall be responsible for one-half (1/2) the
transcription cost and their own copying cost. The arbitrator shall also
have the authority to receive evidence and question witnesses.
f . Arbitration Award - Damages - Expenses.
(i) The arbitrator shall not have the authority to award punitive
damages.
(ii) Each party hereto shall bear equally the expenses of the arbitrator.
Each party shall pay the fees and expenses of their own attorneys,
representatives, witnesses and other costs associated with the
presentation of their case.
ARTICLE XI - HOURS OF WORK
11.1 Regular Shift and/or Work Week: The Employer will determine, from time to time,
the work shifts and/or work weeks which shall normally consist of five (5)
consecutive eight (8) hour days or four (4) consecutive ten (10) hour days, Monday
through Saturday, inclusive. Any previously authorized time worked in excess of
the scheduled work day or in excess of forty (40) hours in a work week will be
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considered overtime and will be compensated at the time and one-half (1.5) rate,
except with respect to the Clerk's offices, which are provided for in Section 11.8
below. Time worked for overtime threshold purposes shall not include sick leave,
annual leave or. any other Employer time when the employee is not actually
working. If the Employer determines that the regular work shift and/or work week
needs to be changed, then the Employer will provide two (2) work weeks of notice
prior to the change being effective, except in the event of an emergency, in which
case no notice is required, and except as provided for in Section 11.8 below. The
Employer agrees to discuss the proposed change in regular work shift with the
Association prior to implementation, but this discussion shall not constitute an
obligation to bargain about the changes or their effects.
11.2 Call -Back: Employees called back to work after they have left the work premises
will receive a minimum of two (2) hours pay at the time and one-half (1.5) rate;
provided, however, only time actually worked shall count toward the overtime
threshold.
11.3 Rest Periods: All employees' work schedules shall provide for a fifteen (15) minute
rest period during each one-half (1/2) shift whenever this is feasible. Employees
who for any reason work beyond their regular quitting time into the next shift shall
receive a fifteen (15) minute rest period before they start to work on such next shift.
In addition, they shall be granted the regular rest periods that occur during the shift.
11.4 The Employer may implement a work week consisting of four (4) ten (10) hour days
inclusive of the period of Monday through Saturday provided at least two (2) work
weeks' notice is provided to affected employees except in the event of an emergency
and except for the Clerk's offices as provided in Section 11.8 below. No notice is
required in the case of an emergency. The Employer agrees to discuss the proposed
change in regular work week with the Association prior to implementation but this
discussion shall not constitute an obligation to bargain about the changes or their
effects.
11.5 Standby Time: If the Employer provides specific prior written authorization for an
employee to be on standby status, said employee will receive compensation at one-
half (1/2) the employee's regular hourly rate for each hour said employee is
specifically required to be on standby. No standby time shall count toward the
overtime threshold. Standby time is that period of time wherein an employee is
required to be at a specific location for a specific period of time ready to respond in
a sober and ready condition. The employee's activities, in this status, are restricted.
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11.6 On -Call: On-call time shall not be compensated time. It is that time when the
Employer/department head requests that an employee keep said department head
informed of the employee's whereabouts during specified period of time inclusive
of the method of communication with the employee (telephone, etc.). If the
employee is not available, said employee is required to notify the department head
or supervisor of such unavailability. In that event, the department head/supervisor
will look elsewhere for assistance. On-call status involves no restriction on
employee activity levels.
11.7 An employee may, at the employee's election, elect to receive compensatory time
off in lieu of overtime subject to prior approval by the Employer. Compensatory
time off will be in lieu of overtime pay at the rate of one and one-half (1.5) times.
Employees will be required to request the use of compensatory time in accordance
with the procedure for requesting/scheduling annual leave. Employees shall have
up to ninety (90) days from the date of accrual to use up the compensatory time. In
no event will an employee's compensatory time accumulation exceed forty (40)
hours.
11.8 Clerk's Offices Work Hour Provisions: The Clerk has the right to assign employees
to work up to ten (10) hours per day with the daily overtime threshold being ten
(10) hours. The Clerk has the right to adjust the work hours at the end of the week
to provide for a maximum of forty (40) hours worked if forty (40) hours is all the
Clerk determines is necessary to provide services with respect to a particular
employee or group of employees in the Clerk's offices. Adjustment of the work
hours to ten (10) hours in a work day is not subject to the change of work schedules
notification criteria set forth in Sections 11.1 and 11.4, and any other notice
provisions which would impede the Clerk's ability to have an employee work ten
(10) hours in a work day instead of eight (8) hours. These same notice requirements
do not apply to the Clerk's right to change the work hours at the end of the week to
provide for a maximum of forty (40) hours worked in a work week. Employees will
be assigned, as determined by the Clerk, to fixed/permanent work assignments.
The Clerk has the right to change fixed/permanent work assignments based on his
determination of the priorities in work assignments.
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ARTICLE XII - TOB CLASSIFICATIONS AND WAGES
12.1 The classifications, band/range, steps and rates of pay shall be as provided in the
addenda of this agreement. Addendum A is a description of the salary and Pay Plan
administration process. Addendum B is the 2021 and 2022 Pay Plan as calculated
and administered by the Director of Human Resources. This Article, Addendum A,
and Addendum B are not subject to the grievance procedure.
12.2 Effective January 1, 2021, employees who have not left employment during 2021
will receive a two percent (2.0%) across-the-board increase to the 2020 Pay Plan.
Only employees employed on the date of signature by the last signing party to this
Agreement will be eligible for any increases. All calculations of these increases will
be determined by the Director of Human Resources. Any employee who has left
employment for whatever reason shall not be eligible for any pay increases.
Effective the first day of the first full pay period of January 2022, the applicable and
affected wage classifications will be increased by COLA as calculated and
determined by the Director of Human Resources. Cost -of -Living -Adjustment
(COLA) increase will be set as the percentage difference of the West Size Class B/C
All Urban Consumers CPI, September to September. Only employees employed on
the date of signature by the last signing party to this Agreement will be eligible for
any increases. All calculations of these increases will be reflected in an updated and
attached Addendum B -Pay Plan as determined by the Director of Human
Resources. Any employee who has left employment for whatever reason shall not
be eligible for any pay increases.
12.3 In the event a new position is created, the Employer has the right to develop and
establish the new position. The classification and wage rate will initially be
established by the Employer through the salary evaluation process and the
Association will be notified of this wage rate. If the Association disagrees with the
classification/wage rate, then the parties agree to meet and negotiate only with
respect to the classification/wage rate. This section is not subject to the grievance
procedure.
12.4 Employees become eligible for longevity pay after serving for a continuous year.
After serving the continuous year, each employee will be eligible to receive
longevity compensation at the rate of eleven dollars and seventy-two cents ($11.72)
per month per year of service. The maximum any employee is eligible for is twenty
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(20) years of continuous service. At twenty (20) years, the maximum monthly
longevity pay an employee would be eligible for is two hundred thirty-four dollars
and forty cents ($234.40). As an example, if an employee were continuously
employed for ten (10) years by Grant County, the employee would be eligible for
one hundred seventeen dollars and twenty cents ($117.20) per month longevity pay.
12.5 Effective January 1, 2020, the Employer agrees to provide a two hundred seventy-
five dollar ($275.00) per year clothing stipend for Building Inspectors &Fire
Investigators. This stipend is paid in full during the first pay period in February
each year. Anew employee becomes eligible to receive the stipend effective the first
pay period following successful completion of their probationary period. For the
term of this Agreement the stipend will be paid to eligible employees on the first
pay date following the date of signing.
12.6 Bi -Lingual Premium Pay: Employees who are appointed to serve in bi-lingual
interpreter status by the department head or elected official will receive seventy-
five dollars ($75.00) per month. The pay will be given to qualified employees who
are appointed to serve in a bi-lingual interpreter status by the Elected
Official/Department Head in response to the need of the workplace. The Elected
Official/Department Head alone will determine the need for interpretation services
and the number of staff required. Bi -lingual employees not appointed to serve in a
bi-lingual interpreter status will not be required to use a foreign language as a
condition of employment. Employees hired into an identified interpreter position
will not be eligible for the pay. Current interpreter staff will be used to determine
if employees seeking bi-lingual pay are adequately proficient to communicate with
citizens in Spanish. The interpreter will be asked to sign a written statement
attesting to his/her opinion that the employee has demonstrated adequate skills. If
the current interpreter staff is not available, the parties may agree to an alternative
interpreter.
If the criteria and standards need to be improved or adjusted, the parties will meet
in alabor-management committee of two (2) management (Human Resources
Director and one other) and two (2) Association representatives for
recommendatory purposes only subject to review by each party's labor attorney.
Eligibility for bi-lingual pay will only commence in the payroll period following
final acceptance by both parties of the criteria and standards. The assignment of
duties will be verbal and/or written direction from management. It is the intent of
the parties that Spanish language fluency alone will not determine who is appointed
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Working Agreement 2021- 2022
under this section. The intent is that employees who are regularly required to speak
Spanish will be considered for appointment to receive the premium.
ARTICLE XIII - BULLETIN BOARD
The Employer agrees to furnish and maintain a suitable bulletin board in a convenient
place in a work area to be used by the Association.
ARTICLE XIV — UNION ACTIVITIES
14.1 The Employer may permit Association representatives to carry out limited
functions subject to prior approval by the Employer/department head. A request
for such time must be submitted prior to the anticipated function and is subject to
the determination of the Employer/department head.
14.2 The Employer/department head may permit an accredited representative of the
Association to have access to Employer premises during working hours for
Association business subject to the determination of the Employer/department head
with respect to whether such access would in any way interfere and/or hamper
work, services, efficiency and/or productivity.
ARTICLE XV - SICK LEAVE
15.1 Leave with pay allowed employees working on a regular monthly basis who are
absent from work for any of the following reasons:
a. Because of and during illness or injury incapacitating the employee to
perform his/her duties.
b. By reason of exposure to contagious disease during such period as his/her
attendance on duty would jeopardize the health of fellow workers or the
public.
C. Because of illness, or death in the immediate family requiring the attendance
of the employee (family includes only the following persons related by
blood, marriage or legal adoption in the degree of grandparents, parents,
wife, husband, brother, sister, child or grandchild, or any relative living in
the employee's household) .
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d. Bereavement Leave: In case of death in the immediate family, up to twenty-
four (24) hours with pay will be granted. Additional hours may be granted
for travel at the Employee's request. Additional hours granted will be
deducted from earned sick leave hours.
e. An employee may use the employee's accrued sick leave to care for a child
of the employee under the age of eighteen (18) with a health condition that
requires treatment or supervision.
15.2 Sickness shall be reported to the immediate supervisor at the beginning of any
period of such leave. Upon return to work an employee submits a formal request
for approval of leave so taken. A medical certificate maybe required for absence in
excess of three (3) consecutive days.
15.3 Sick leave is accrued at the rate of eight (8) hours for each completed month of
service and is accumulated up to a total of nine hundred sixty (960) hours, after
which time it lapses month by month. Sick leave accruals are calculated on the 151h
of each month, and employees must be in pay status fifteen (15) or more calendar
days of the month in order to be eligible to accrue sick leave.
An employee accrues eight (8) hours during the initial month of employment if the
employee is placed on the payroll on or before the fifteenth(15th)of the month and
actually works continuously through the end of the month. An employee
terminating the employment relationship with Grant County accrues no sick leave
time during the month of termination unless the individual is in pay status through
the fifteenth(15th)of the month of termination.
15.4 All accumulated sick leave is canceled automatically when an employee is
separated from service but is restored when an employee is reappointed to the same
department or is employed by another department within twelve (12) months from
the date of separation from service.
15.5 Fifty percent (50%) of the accumulated sick leave may be paid as severance pay
where severance is made as a result of retirement under Social Security, a twenty-
five percent (25%) payment of accumulated sick leave in case of termination by the
employee in good standing after ten (10) years of service, a one hundred percent
(100%) payment of accumulated sick leave up to nine hundred and sixty (960) hours
in case of death. All of these provisions are subject to the application of Section 15.6
below.
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15.6 For employees under the PERS I retirement system, the following provisions shall
be applicable instead of the provisions contained in Section 15.5. This provision
was effective as of January 1, 1985.
Under the terms of SHB -843, the following shall prevail: In the event of separation
due to retirement, an employee will forfeit all sick leave accumulated during the
highest consecutive twenty-four (24) months of compensation preceding such
separation. An employee will be paid for accumulated sick leave as outlined above,
less that accumulated during the highest consecutive twenty-four (24) months of
compensation.
That sick leave accumulated during the twenty-four (24) months will be a separate
bank and the employee may utilize that bank of hours for sick leave only and will
not receive any compensation of unused hours at date of termination of
employment.
15.7 Paid Family & Medical Leave
a. The Paid Family &Medical Leave program is a mandatory statewide insurance
program, administered by the Employment Security Department (ESD), which
provides paid family and medical leave to eligible employees. Washington's
Paid Family and Medical Leave program does not replace the federal Family
and Medical Leave Act (FMLA), and in many cases, PFML and FMLA will run
concurrently.
b. Grant County supports each employee's right to seek and. obtain benefits
through the PFML program. In addition, effective the date of signing, the
Employer agrees to:
i. Allow Employees to use annual leave, sick leave, personal holiday, or
compensatory time during a period when the Employee is waiting for
confirmation of PFML benefits.
ii. Allow Employees to use annual leave, sick leave, personal holiday, or
compensatory time as a supplemental benefit during a period when the
Employee is receiving partial wage replacement from PFML as a
supplemental benefit.
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iii. Allow Employees the ability to not use any banked leave during waiting
period, processing period, or to supplement PFML benefit.
iv. Employees are responsible for communicating their intended use of
annual leave, sick leave, personal holiday, or compensatory time when
submitting their hours of work initially and not retroactively."
15. 8 Long -Term Care
WA Cares Fund: Effective January 1, 2022, employees covered by this agreement
will be subject to rights and responsibilities of Title 50A RCW and related rules as
it applies to the WA Cares Fund and long-term care.
ARTICLE XVI - MILITARY LEAVE
An employee who is a member of the National Guard or Reserves of the United States and
who is ordered to active military duty for training purposes shall be granted military leave
of absence with pay for a period not to exceed fifteen (15) working days each calendar year.
Any days taken beyond fifteen (15) work days must be charged as annual leave. During
the time he/she is on such leave, the employee shall receive his/her regular pay, plus the
amount of his/her military pay.
Regardless of his/her status, any employee who voluntarily or upon demand leaves a
position other than temporary to enter active duty in the armed forces of the United States
or the Washington National Guard shall be placed on military leave without pay and shall
be entitled to be restored to his/her former position, or one of like seniority, status and pay
provided he/she applies for re-employment within ninety (90) days of his/her discharge or
separation, and presents proof of honorable discharge or separation.
ARTICLE XVII- CIVIL LEAVE / JURY LEAVE
17.1 A department head shall allow any necessary leave to permit an employee to serve
on a jury. When such leave is granted, compensation is paid by the department for
the time absent only in the amount which exceeds the compensation received for
the approved jury leave not to exceed a normal day's pay.
17.2 A department head may allow employees to attend meetings (other than official
departmental meetings) which are of direct concern to the department. Attendance
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Working Agreement 2021- 2022
is subject to prior approval by the department head based on the department head's
analysis and determination of staffing requirements. Time allowed for such leave
and provision for expenses are at the discretion of the department head.
ARTICLE XVIII - FAMILY & MEDICAL LEAVE
The Family and Medical Leave Policy and Procedures will be set forth in the "Grant
County Policy & Procedure Manual" Policy.
ARTICLE XIX - EDUCATION LEAVE
At the discretion of the Employer, employees may be granted leave of absence for
educational purposes to attend conferences, seminars, briefing sessions, or other functions
of a similar nature that are intended to improve or upgrade the individual's skill or
professional ability. The total cost including books, tuition, transportation, and other
authorized expenses shall be provided by the Employer.
ARTICLE XX - ANNUAL LEAVE
20.1 Annual leave with full pay is allowed to an employee working on a regular full-
time or part-time monthly basis who has been in the continuous employ of the
County six (6) months. Such leave is in addition to holidays.
20.2 Annual leave may be accumulated to a total of two hundred forty (240) hours.
Annual leave accruals are calculated on the 151h of each month, and employees must
be in pay status fifteen (15) or more calendar days of the month in order to be eligible
to accrue annual leave. Annual leave in excess of 240 hours on January 1St of each
year will be cashed out into the employee's VEBA account. A maximum of 80 hours
may be cashed out and is conditioned that the employee has taken at least 10 days
of annual leave in the last 12 -month period.
20.3 Annual leave accumulated at the end of six (6) months of service in a department
by full-time employees maybe taken in the following month or subsequent month
upon the mutual agreement of the employee and the department, taking into
consideration the seniority of service of the employee.
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Upon completion of the probationary period, an employee's leave record will be
credited with the appropriate annual leave. If the employee does not successfully
complete the probationary period, annual leave is not earned and not payable.
20.4 Annual leave is to be taken when it will least interfere with the work of the
department as determined by the head of the department. Annual leave may be
used for sick leave at the employee's discretion.
20.5 Annual leave days are earned by employees whose employment is continuous and
satisfactory. These days comprised of eight (8) hours for each are credited to the
employee on the employee's anniversary date as follows:
1st year
2nd year
3rd year
4th year
5th year
6th year
7th year
8th year
9th year
10th year
11th year
12th year
13th year
14th year
15th year
Days per month
1
1.0834
1.25
1.25
1.4167
1.4167
1.4167
1.4167
1.4167
1.5834
1.5834
1.5834
1.5834
1.5834
1.8334
Days per year
12
13
15
15
17
17
17
17
17
19
19
19
19
19
22
20.6 Leave without pay may be granted under the following conditions:
a. Subject to mutual agreement between the employee and department head.
b. Subject to the work load or service requirements in the department as
determined by the department head.
C. Leave without pay is limited to a maximum of twelve (12) months in any five
(5) year period.
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d. All leaves without pay are subject to review by the Board of Commissioners.
e. Employees on leave without pay are not entitled to accrue any benefits,
seniority and/or time in service rewards. These employees will be
responsible to pay for their own insurance benefits while on leave without
pay if they elect to continue said insurance.
ARTICLE XXI - HOLIDAYS
21.1 Employees shall be entitled to the following legal holidays:
New Year's Day
Martin Luther King's Birthday
Presidents' Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day After Thanksgiving Day
Christmas Eve
Christmas Day
January 1St
Third Monday in January
Third Monday in February
Last Monday in May
June 19th
July 4th
First Monday in September
November 11th
Fourth Thursday in November
December 24th
December 25th
In order to meet the statutory requirements of the Courts, employees may be
required to work a designated County holiday due to the needs of the Courts.
Employees required to work a designated holiday will be compensated according
to contract language below.
21.2 Regular full-time employees shall receive eight (8) hours holiday pay for each of the
holidays listed above on which they perform no work. Regular part-time
employees will be paid holiday pay at their appropriate prorated percentage, based
on the number of hours regularly scheduled to work for each of the holidays listed
above on which they perform no work. Part-time employees or full-time employees
working over eight (8) -hour shifts (i•e•, four (4) ten (10) hour shifts) will be required
to use annual leave as necessary for a full "day's" holiday compensation.
Grant County - Courthouse Unit Page 31
Working Agreement 2021- 2022
21.3 Whenever any of the holidays listed above shall fall on Saturday, the preceding
Friday shall be observed as the holiday.
21.4 Whenever any of the holidays listed above shall fall on Sunday, the succeeding
Monday shall be observed as the holiday.
21.5 Any regular full-time or part-time employee required to work on a holiday shall
receive his/her regular rate of pay plus one and one-half (1.5) the regular rate.
ARTICLE XXII - HEALTH AND WELFARE
22.1 Medical coverage shall commence on the first day of the month following the date
of hire or on that day if they are the same date.
22.2 Medical coverage shall cease on the last day of the month that employment ends or
on the same day if they are the same date. Eligibility is determined by the Summary
Plan Description.
22.3 Employees will have access to two (2) plans: either the Core Plan or the Buy -Up
Plan. These two plans are subject to update as recommended by the Health and
Wellness Committee (HWC) and subject to approval by the County Commissioners.
Core Plan Premium Share Contributions for full-time employees:
Employee Only Tier:
Employer Portion
100%
All Dependent Tiers:
Employer Portion
85%
Employee Portion
0%
Employee Portion
15%
Employer will pay toward the Core Plan one hundred percent (100%) of the funding
level as established by the Board for the employee -only tier. The Employer will pay
eighty-five percent (85%) of the funding level as established by the Board for the
Core Plan for all dependent tiers, and Employees shall pay fifteen percent (15%) by
payroll deduction.
Grant County - Courthouse Unit
Working Agreement 2021- 2022
Page 32
Buy -Up Plan Premium Share Contributions for full-time regular employees:
Employer and employee premium share contributions for the Buy -Up Plan are
derived from the Employer and Employee premium share contributions of the Core
Plan funding levels shown above. The Employer will contribute the equivalent
value of the Core Plan premium share toward the Buy -Up Plan premiums. Any
amounts exceeding the Core Plan funding level Employer contribution shall be the
sole responsibility of the employees and shall be paid by payroll deduction.
Premium contribution for part-time regular employees:
The Employer contribution to the employee only portion for part-time regular
employees is as described above for full-time regular employees. Employees may
elect dependent coverage but are responsible for full payment of premium expense
by payroll deduction.
All calculations shall be determined by the Human Resources Director.
22.4 The Association and/or the employee will indemnify and hold the Employer
harmless from any and all claims made and against any and all suits instituted,
against an insurance carrier regarding a disagreement with said carrier relating to
a claim and/or coverage.
22.5 Disputes regarding insurance claims and/or coverage are between the insurance
company and the employee and are not grievable by the Association and/or the
employee so long as the dispute was not as a result of action by the Employer.
22.6 Reopener: If the Board and Human Resources Director determine there is a need to
reopen the insurance article to address different providers, different benefit levels
and/or different contribution levels, the parties agree to immediately commence
negotiations shortly after written notification. The parties shall negotiate for up to
sixty (60) calendar days. If an agreement is reached it shall be implemented after the
agreement in the next payroll period when administratively feasible. If an
agreement is not reached during the reopener negotiations and the need for
insurance changes is time sensitive as ascertained by the Board and the Human
Resources Director, the Employer may implement the changes to be effective
immediately when the changes can be administratively carried out. If the Union
desires to continue the bargaining process beyond the Employer's implementation,
then the parties shall continue through the negotiation's procedures contained in
Grant County - Courthouse Unit Page 33
Working Agreement 2021- 2022
Chapter 41.56, RCW. If the outcome of the continued impasse resolution process
through mediation modifies the Employer implemented changes, such
modifications shall be prospective only and shall not apply retroactively.
ARTICLE XXIII - DRUG TESTING POLICY
The Drug and Alcohol Testing Policy and Procedures will be set forth in the "Grant County
Policy & Procedure Manual" Policy.
ARTICLE XXIV - SAVINGS CLAUSE
If any provision of this Agreement is legally invalidated by legislative enactment or
competent court decree, the parties will meet and negotiate about such provision.
However, the remaining provisions of the contract will remain in full force and effect.
ARTICLE XXV - ENTIRE AGREEMENT
The terms hereof cover the entire Agreement between the parties, and all rights not
specifically abridged or limited herein are reserved exclusively to the Employer, regardless
of whether or not such rights have previously been exercised by the Employer. There shall
be no verbal or written agreement between the Employer and the employees in violation
of this Agreement. This Agreement contains all of the covenants, stipulations and
provisions agreed upon and no representative of either party has authority to make, and
none of the parties shall be bound by any statement, representation or agreement. reached
prior to the signing of this Agreement and not set forth herein.
Grant County - Courthouse Unit Page 34
Working Agreement 2021- 2022
If any provision of this Agreement is legally invalidated by legislative enactment or
competent court decree, the parties will meet and negotiate about such provision.
However, the remaining provisions of the contract will remain in full force and effect.
ARTICLE XXV - ENTIRE AGREEMENT
The terms hereof cover the entire Agreement between the parties, and all rights not
specifically abridged or limited herein are reserved exclusively to the Employer, regardless
of whether or not such rights have previously been exercised by the Employer. There shall
be no verbal or written agreement between the Employer and the employees in violation
of this Agreement. This Agreement contains all of the covenants, stipulations and
provisions agreed upon and no representative of either party has authority to make, and
none of the parties shall be bound by any statement, representation or agreement reached
prior to the signing of this Agreement and not set forth herein.
ARTICLE XXVI - TERM OF AGREEMENT
This Agreement shall be effective January 1, 2021, except as otherwise indicated and will
remain in full force and effect until December 31, 2022.
Negotiations may be requested by either party to this Agreement ninety (90) days before
the expiration of this Agreement.
DATED this da of
Y —12022.
BOARD OF COUNTY
COMMISSIONERS
Danny Sfone, Chairperson
r
�r
Rob s, ice Chairperson
C---,-" - Ajy-'::4)
Cindy Carter, Commissioner
GRANT COUNTY PUBLIC
EMPLOYEES' ASSOCIATION
oe
Mel Lotz, President
Grant County - Courthouse Unit Page 35
Working Agreement 2021- 2022
ADDENDUM A — Salary Administration Procedure
A new hire will be placed at the appropriate salary range at step 1 based on the study and
subject to prior review by the Human Resources Department and subject to prior
approval by the Board of County Commissioners. An employee will progress to step 2
after 6 months of successful service and, subsequently, to step 3 after another 6 months
of successful service. Thereafter, incumbents will progress to next higher steps in annual
increments until reaching range maximum. The steps within the pay plan will continue
unless the parties negotiate to discontinue the steps prior to the end of the last year of the
CBA.
Exceptions:
• New hires may be placed at rates above step 1 in rare instances where the
person brings exceptional experience, training, specialized knowledge
and/or essential credentials. This may be done subject to prior review by the
Human Resources Department and subject to prior approval by the Board of
County Commissioners.
• Present employees promoted into a job with a higher band allocation may be
placed at the new salary range step that would result in a "promotional"
salary increase subject to prior review and recommendation of the Human
Resources Department and subject to prior approval by the Board of County
Commissioners. Promotional salary increase means the step in the new
salary range which provides the employee with an increase in pay not
necessarily the same step as the prior salary range step.
• In rare instances, severe market pressures on specific jobs may be considered
for recruitment of candidates in very high demand subject to prior review of
the Human Resources Department and subject to prior approval by the Board
of County Commissioners. Normally, a new recruit will not be placed in a
salary step higher than any present incumbent in the same job class who is
performing at a fully competent level except in circumstances where the
person brings exceptional experience, training, specialized knowledge
and/or essential credentials to the job. This assessment is subject to prior
review by the Human Resources Department and subject to prior approval
by the Board of County Commissioners
Grant County - Courthouse Unit Page A-1
Working Agreement 2021- 2022
Progression Increases:
Employees will progress to next higher step at annual salary adjustment time, until their
salaries reach top step.
Grant County - Courthouse Unit Page A-2
Working Agreement 2021- 2022
ADDENDUM B - 2021and 2022 Pay Plan
GV G 1 1" dy 1" 1dIl
Job Title
Band
1
2
3
4
5
6
7
Assessor Clerk
2
H
$17.88
$18.42
$18.95
$19.48
$20.01
$20.53
$21.04
P $1,549.60 $1,596.40 $1,642.33 $1,688.27 $1,734.20 $1,779.27
$1,823.47
Y $37,190.40 $38,313.60 $39,416.00 $40,518.40 $41,620.80 $42,702.40
$43,763.20
Elections Deputy
2
H
$17.88
$18.42
$18.95
$19.48
$20.01
$20;53
$2.1.04
P $1,549.60 $1,596.40 $1,642.33 $1,688.27 $1,,734.20 $1,779.27
$1,823.47
Y _ $37,190.40 $38,313.60 $39,416.00 $40,518.40 $41,62080,$42,702.40
$43,763,20
Maintenance 1
2
H
$17.88
$18.42
$18.95
$19.48
$20.01
$20.53
$21.04
P $1,549.60 $1,596.40 $1,642.33 $1,688.27 $1,734.20 $1,779.27
$1,823.47
Y $37,190.40 $38,313.60 $39,416.00 $40,518.40 $41,620.80 $42,702.40
$43,763.20
Communications
Clerk
3
H
$18,56
$19.12'
$19.67
$20.22
$20.77
$21.31
$21,84
P $1;608.53 $1,657.07 $1,704.73 ' $1,752.40 $1,800.07 $1,846.87
$1,892.80
Y $38,604.80 $39,769.60 $40,913.60 $42,057.60 $43,201.60 $44,324.80
$45,427,20
Recording Deputy
4
H
$19.31
$19.89
$20.47
$21.04
$21.61
$22.17
...........
$22.72
P $1,673.53 $1,723.80 $1,774.07 $1,823.47 $1,872.87 $1,921.40
$1,969.07
Y $40,164.80 $41,371.20 $42,577.60 $43,763.20 $44,948.80 $46,113.60
$47,257.60
Communications
Clerk 2
5
H
$20.05
:$20-651.
$21.25
$21.85
$22.44
$23:02
$23.60
P $1,737.67 $1,789.67 $1,841.67 , $1,893.67 $1;944,80 $1,995.07
$21045.33
Y $41,704:00 $42,952.00 $44,200.00 $45,448.00 $46,675.20 $47,881.60
$49,088.00
Deputy Clerk 1
5
H
$20.05
$20.65
$21.25
$21.85
$22.44
$23.02
$23.60
P $1,737.67 $1,789.67 $1,841.67 $1,893.67 $1,944.80 $1,995.07
$2,045.33
Y $41,704.00 $42,952.00 $44,200.00 $45,448.00 $46,675.20 $47,881.60
$49,088.00
DMS Op / Doc Clerk
5
H
$20.05
$20.65
$21,25
$21.85 `
$,22..44
$23.02
$23.60
P $1/737.,67', :$1.,789.67 $1,841.67 $1,893.67 .$1;944:80 $1,995:07
$2,04$ 33
Y $41,,704.00 $42,952.00$44,200.00 $45,448.00 $46,675.20 $47,881.60
$49;088.00
Extension Secretary
5
H
$20.05
$20.65
$21.25
$21.85
$22.44
$23.02
.:...............:.
$23.60
P $1,737.67 $1,789.67 $1,841.67 $1,893.67 $1,944.80 $1,995.07
$2,045.33
Y $41,704.00 $42,952.00 $44,200.00 $45,448.00 $46,675.20 $47,881.60
$491088.00
File Clerk
5
H
$20.05$20.65
$21.25
$21.85
$22.44
$23;02:
$23.60
$1,37.67 $19 ,9 1. , . 44:80 $1,995.07
$2,045.33
Y $41,704.00 $424952.00 $44,200.00 $45,448.00 $46;675.90' $47,881.60
$49,08800
Licensing Deputy
5
H
$20.05
$20.65
$21.25
$21.85
$22.44
$23.02
$23.60
P $1,737.67 $1,789.67 $1,841.67 $1,893.67 $1,944.80 $1,995.07
$2,045.33
Y $41,704.00 $42,952.00 $44,200.00 $45,448.00 $46,675.20 $47,881.60
$49,088.00
Records Clerk
5
H
$20.05
$20.65
$21.25
$21.85
$22.44
$23.02
$23.60
P $1,737.67 $1,789.67 $1,841.67 $1,893.67 $11944.80 $1,995.07
$2,045.33
Y $41,704.00 $42,952.00 $44,200.00 $45,448.00 $461675.20 $47,881.60
$49;088.00
Electron
Administrator
6
H
$20.83
$21.45
$22.07
$22.69
$23.30
$23.91
$24.51
P $1,805.27 $1859.00 1912.73 1966.47 2 019.33
$ $ , $ , $2,072.20
$2,124.20
Y $43,326.40 $44,616.00 $45,905.60 $47,195.20 $48,464.00 $49,732.80
$50,980.80
Deputy Clerk 2
6
H
$20.83
$21.45
$22.07 `
$22.69
$23.30
$23.91
$24.51
P $1,805.27 $1,859.00 $1,912.73 $1,966.47, $2,019.33 $2,072.20
$2,124.20
Y $43,326.40 $44,616.00 $45,905.60 $47,195.20 $48,464.00 $49,732.80
$50,980.80
6
H
$20.83
$21.45
1 $22.07
1 $22.69
$23.30
$23.91
$24.51
Grant County - Courthouse Unit Page B-1
Working Agreement 2021- 2022
Maintenance 2
P
$1,805.27
$1,859.00
$1,912.73
$1,966.47
$2,019.33
$2,072.20
$2,124.20
Y $43,326.40 44 616.00 45 905.60 47195.20 48 464.00 4
$ $ $ $ $ 9,732.80
$50,980.80
Deputy Assessor
7
H
$21.69
$22.34
$22.99
$23.63
$24.27
$24.90
$25.52
P $1,879.80 $1,936.13 $1,992.47 $2,047.93 $2,103.40 $2,158.00
$2,211,73
Y $45,115.20 $46,467.20 $47,819.20 $49,150.40 $50,481.60 $511792.00
$53,081.60
Deputy Clerk 3
7
H
$21.69
$22.34
$22.99
$23.63
$24.27
$24.90
$25.52
P $1,879.80 $1,936.13 $1,992.47 $2,047.93 $2,103.40 $2,158.00
$2,211.73
Y $45,115.20 $46,467.20 $47,819.20 $49,150.40 $50,481.60 $51,792.00
$53,081.60
Maintenance Lead
7
H
$21.69
$22.34
$22.99
$23.63
$24.27
.$24.90
$25.52
P $1,879.80 $1,936.13 $1,992.47 $2,047.93 $2;103.40 $2,158.00
$2,211.73
Y $45,115.20 $46,467.20 $47,819.20- $491150.40 $501481.60 $51,792.00
$53,081.60
Deputy Clerk 4
8
H
$22.62
$23.30
$23.98
$24.65
$25.32
$25.98
$26.63
P
Y $47,049.60 $48,464.00 $49,878.40 $51,272.00 $52,665.60 $54,038.40
$55,390.40
Deputy Treasurer` 3
8
H
$22.62
$23.30
$23.98
$24.65
$25.32
$25.98
$26.63
P
Y $47,049.60 $48,464.00 $49,878.40 $51,272.00 $52,665.60 $54,038.40
$55,390.40
GIS Technician
8
H
$22.62
$23.30
$23.98
$24.65
$25.32
$25.98
$26.63
P
Y $47,049.60 $48,464.00 $49,878.40 $51,272.00 $52,665.60 $54,038.40
$55,390.40
Interpreter Clerk
8
H
$22.62
$23.30
$23.98
$24.65
$25.32
$25.98
$26.63
P $1,960.40 $2,01.9.33 $2,078.27 $2,136.33 $2,194:40 $2,251.60
$2,307.93
Y $47,049.60 $48,464.00 $49,878.40 $51,272.00 $52,665.60 $54,038.40
$55,390040
Permit Technician
8
H
$22.62
$23.30
$23.98
$24.65
$25.32
$25.98
$26.63
P $1,960.40 $2,019.33 $2,078.27 $2,136.33 $2,194.40 $2,251.60
$2,307.93
Y $47,049.60 $48,464.00 $49,878.40 $51,272.00 $52,665.60 $54,038.40
$55,390.40
Personal Property.,.
Deputy
8
H
$22.62
$23.30
$23..98 ,
$.24.65
$25.32
.. �
$25.9.8
$26.63
P $1,960.40 $2,019.33 $2,078.27 $2,136.33 $2;194.40 $2,251.60
$2,307.93
Y
Senior Permit
Technician (Building)
9
H
$23.69
$24.40
$25.11
$25.81
$26.51
$27.20
$27.88
P $2,053.13 $2,114.67 $2,176.20 $2,236.87 $2,297.53 $2,357.33
$2,416.27
Y $49,1275.20 50 752.00 52 228.80 53 684.80 55140.80
$ $ $ $ , $56,576.00
$57,990.40
Senior Permit
.
Technician (Planning)
9
H
$23.69
$24.4.0
$25.11$25.81
$26.51
$27.20
$27.88
P $2,053.73 $2,114.67 $2,176.20 $2,236.87 $2,297.53 $2,357.33
$2,416.27
Y $49,275.20 $50f752.00 $521228.80 $53,684.80 $55,140.80 $56,576.00
$57,990.40
Appraiser 1
9
H
$23.69
$24.40
$25.11
$25.81
$26.51
$27.20
$27.88
P $2,053.13 $2,114.67 $2,176.20 $2,236.87 $2,297.53 $2,357.33
$2,416.27
Y $49,275.20 $50,752.00 $52,228.80 $53,684.80 $55,140.80 $56,576.00
$57,990.40
Manufactured Dome
Specialist
9
H
$23.69
$24.40
$25.11
$25.81
$26.51
$27.20
$27.88
P $2,053.13 $2,114.67 $2,176.20 $2,236.87 $2,297.53 $2,357.33
$2,41627
Y $49,275.20 $50,752.00 $52,228.80 $53,684.80 $55,140.80 $56,576.00
$57,990.40
Revenue Deputy
9
H
$23.69
$24.40
$25.11
$25.81
$26.51
$27.20
$27.88
P $2,053.13 $2,114.67 $2,176.20 $2,236.87 $2,297.53 $2,357.33
$2,416.27
Y $49,275.20 $50,752.00 $52,228.80 $53,684.80 $55,140.80 $56,576.00
$57,990.40
Seg/GIS Deputy
9
H
$23.69
$24.40
$25.11
$25.81
$26.51
$27.20
$27.88
P $2,053.13 $2,114.67 $2,176.20 $2,236.87 $2,297.53 $2,357.33
$2,416.27
Y $49,275.20 $50,752.00 $52,228.80 $53,684.80 $55,140.80 $56,576.00
$57,990.40
Grant County - Courthouse Unit Page B-2
Working Agreement 2021- 2022
Accounting Deputy
10
H
$24.88
$25.63
$26.37
$27.11
$27.84
$28.56
$29.27
P $2,156.27 $2,221.27 $2,285.40 $2,349.53 $2,412.80 $2,475.20
$2,536.73
Y $51,750.40. $53,310.40 $54,849.60 $56,388.80 $57,907.20 $59,404.80
$60,881.60
Accounting Deputy
10
H
$24.88
$25.63
$26.37
$27.11
$27.84
$28.56
$29.27
P $2,156.27 $2,221.27 $21285.40 $2,349.53 $2,412.80 $2,475.20
$2,536.73
Y $51,750.40 $53,310.40 $541849.60 $56,388.80 $57,907.20 $59,404.80
$60,881.60
Appraiser 2
10
H
$24.88
$25.63
$26.37
$27.11
$27.84
$28.56
$29.27
P $2,156.27 $2,221.27 $2,285.40 $2,349.53 $2,412.80 $2,475.20
$2,536.73
Y $51,750.40 $53,310.40 $54,849.60 $56,388.80 $57,907.20 $59,404.80
$60,881.60
Deputy Clerk Lead
10
.H
$24.88
$25.63
$26.37
$27.11
$27.84
$28.56
$29.27
P $2,156.27 $2,221.27 $21285.40 $2,349.53 $2,412._80 $2,475.20
$2,536.73
Y $51,750.40 $53,310.40 $54,849.60 $56,388.80 $57,907.20 $59,404.80
$601881.60
Building Inspector 1
11
H
$26.11
$26.89
$27.67
$28.44
$29.21
$29.97
$30.72
P $2,262.87 $2,330.47 $2,398.07 $2,464.80 $2,531.53 $2,597.40
$2,662.40
Y $54,308.80 $55,931.20 $57,553.60 $59,155.20 $60,756.80 $62,337.60
$63,897.60
Court Facilitator
-
11
H
$26.11
$26.89
$27.67
$28.44
$29.21
$29,97
$30.72
P $2,262.87 $2,330.47 $2,398.07 $2,464.80 $2,531.53$2,597.40
$2,662.40
Y $54,308.80 $551931.20 $571553.60 $59,155.20 $60,756.8L .0 $62,337.60
$63,897.60
Maintenance 4
11
H
$26.11
$26.89
$27.67
$28.44
$29.21
$29.97
$30.72
P $2,262.87 $2,330.47 $2,398.07 $2,464.80 $2,531.53 $2,597.40
$2,662.40
Y $54,308.80 $55,931.20 $57,553.60 $59,155.20 $60,756.80 $62,337.60
$63,897.60
Plans Examiner 1
11
H
L$26.11
$26.89
$27.67$28.44
$29.21
$29.97
$30.72
P $2,262.87 $2,330.47 $2,398.07$2,464.80 $2,531.53 $2,597.40
$2,662.40
Y $54,308.80 $55,931.20 $57,553.60L$591155.20 $60,756.80 $62,337.60
$63,897.60
Appraiser 3
12
H
$27.48
$28.30
$29.12
$29.94
$30.75
$31.55
$32.34
P $2,381.60 $2,452.67 $2,523.73 $2,594.80 $2,665.00 $2,734.33
$2,802.80
Y ..$57,158440 . . $58,864.00. .-,$60.,569.60 $62,275.20. $63,960.00 $65,62.4.00
$67,267.20
Assistant Planner
12
H
$27.48
$28.30
$29.12
$29.94
$30.75
$31.55
$32.34
P $2,381.60 $2,452.67 $21523.73 $21594.80 $2,665:00 $2,734.33
L $2,802.80
Y $57,158.40 $58,864.00 $60,569.60 $62,275.20 $63,960.00 - $65,624.00
$67,267.20
Plans Examiner 2
12
H
$27.48
$28.30
$29.12
$29.94
$30.75
$31.55
$32.34
P $2,381.60 $2,452.67 $2,523.73 $2,594.80 $2,665.00. $2,734.33
$2,802.80
Y $57,158.40 $58,864.00 $60,569.60 $62,275.20 $63,960.00 $65,624.00
$67,267.20
Appraisal Analyst
13
H
L L $28.98
$29.85
$30.72
$31.58
$32.43
$33.27
$34.10
P $2,511.60 $2,587.00 $2,662.40 $2,736.93 $2,810,60 $2,883.40
$21955.33
Y $60,278.40 $62,088.00 $63,897.60 $65,686.40 $67,454.40 $69,201.60
$70,928.00
Plans Examiner 3
13
H
$28.98
$29.85
$30.72
$31.58
$32.43
$33.27
$34.10
P $2,511.60 $2,587.00 $2,662.40 $2,736.93 $2,810.60 $2,883.40
$2,955.33
Y $60,278.40 $62,088.00 $63,897.60 $65,686.40 $67,454.40 $69,201.60
$70,928.00
.
Chief Deputy .Fire
Marshal
14
H
$30.42
$31.33
$32.24
$33.14
$34.03
$34.91
$35.78
P $2,636.40 $2,715.27 $2,794.13 $2,872.13 $2,949.27 $3,025.53
$3,100.93
Y $63,273.60 $65,166.40 $67,059.20 $68,931.20 $70,782.40 $72,612,80
$74,422.40
Associate Planner
16
H
$33.29
$34.29
$35.28
$36.27
$37.25
$38.22
$39.18
P $2,885.13 $2,971.80 $3,057.60 $3,143.40 $3,228.33 $3,312.40
$3,395.60
Y $69,243.20 $71,323.20 $73,382.40 $75,441.60 $77,480.00 $79,497.60
$81,494.40
Plans Examiner 4
17
H
$34.69
$35.73
$36.77
$37.80
$38.82
$39.83
$40.83
P $3,006.47 $3,096.60 $3,186.73 $3,276.00 $3,364.40 $3,451.93
$3,538,60
Grant County - Courthouse Unit Page B-3
Working Agreement 2021- 2022
2022 Pav Plan
Job Title
Band
Y $72,155.20
$74,31.8.40
$76,481.60
$78,624.00
$80,745.60
$82,846.40
$84,926.40
GIS Coordinator
17
H $34.69
$35.73
$36.77
$37.80
$38.82
$39.83
$40.83
P $3,006.47 $3,096.60 $3,186.73 $3,276.00 $3,364.40 $3,451.93
$3,538.60
Y $72,155.20 $74,318.40 $76,481.60 $78,624.00 $80,745.6 $$82,846.40 1
$84,926.40
2022 Pav Plan
Job Title
Band
1
2
3
4
5
6
Assessor Clerk
2
H
$18.90
$19.47
$20.03
$20.59
$21.15
$21.70
$22.24
P $1,638.00 $11687.40 $1,735.93 $1,784.47 $1,833.00 $1,880.67
$1,927.47
Y $39,312.00 $40,497.60 $41,662.40 $42,827.20 $43,992.00 $45,136.00
$46,259.20
Elections Deputy
2
H
$18.90
$19.47
$20.03
$20.59
$21.15
$21,70
$22.24
P $1,638.00 $1,687.40 $1,735.93 $1,784.47 $1,833.00 $1,880.67
$1,927.47
Y $39,312.00 $40,497.60 $41,662.40 $42,827.20 $43,992.00 $45,136.00
$46,259.20"
Maintenance 1
2
H
$18.90
$19.47
$20.03
$20.59
$21.15
$21.70
$22.24
P $1,638.00 $1,687.40 $1,735.93 $1,784.47 $1,833.00 $1,880.67
$1,927.47
Y $39,312.00 $40,497.60 $41,662.40 $42,827.20 $43,992.00 $45,136.00
$46,259.20
Communications Clerk
1
3
H
$19.61
$20.20
$20.79
$21.37
$21.95
$22.52
$23.08
P $1,699.53 $1,750.67 $1;801.80 $11852.07 $1,902.33 $1,951.73
$2,000.27
Y $40,788.80 $42,016.00 $43,243.20 $44,449.60 $451656.00 $46,841.60
$48,006.40
Recording Deputy
4
H
$20.41
$21.02
$21.63
$22.24
$22.84
$23.43
$24.02
P $1,768.87 $1,821.73 $1,874.60 $1,927.47 $1,979.47 $2,030.60
$2,081.73
Y $42,452.80 $43,721.60 $44,990.40 $46,259.20 $47,507.20 $48,734.40
$49,961.60
Communications Clerk
2
5
H
$21.19
$21.83
$22.46
$23:09
$23.71
$24.33
$24.94
836.47 $1,891.9.3
P $1, $1,946.53 $2,001.13 $2,054.87 $2,108.60
$2,161.47
Y $44,075.20 $45,406.40 $46,716.80(- $48,027.20 $49,316.80 $5006.40
.$511875.20
Deputy Clerk 1
5
H
$21.19
$21.83
$22.46
$23.09
$23.71
$24.33
$24.94
P $1,836.47 $1,891.93 $1,946.53 $2,001.13 $2,054.87 $2,108.60
$2,161.47
Y $44,075.20 $45,406.40 $46,716.80 $48,027.20 $49,316.80 $50,606.40
$51,875.20
DMS Op / Doc Clerk
5
H
$21.19
$21.83
$22.46
$23.09$23.71
$24.33
$24.94
P $1,836.47 $1,891.93 $1,946:.53 , $2,001..13$2,054.87 .$2 10860
$2,161.47
Y $44,075.20 $45,406.40 $46,716.80 $48,027.20 $49,316.80 $50,606.40
$51,875.20
Extension Secretary
5
H
$21.19
$21.83
$22.46
$23.09
$23.71
$24.33
$24.94
P $1,836.47 $1,891.93 $1,946.53 $2,001.13 $2,054.87 $2,108.60
$2,161.47
Y $44,075.20 $45,406.40 $46,716.80 $48,027.20 $49,316.80 $50,606.40
$51,875.20
File Clerk
5
H
$21.19
$21.83
$22.46
$23.09
$23.71
$24.33
$24.94
P $1,836.47 $1,891.93 $1,946,53 $21001.13 $2,054.87 $2,108.60
$2,161.47
Y $441.075.20 $45,406.40 $46,716.80 $48,027.20 $49,316.80 $50,606.40
$51.,875.20
Licensing Deputy
5
H
$21.19
$21.83
$22.46
$23.09
$23.71
$24.33
$24.94
P $1,836.47 $1,891.93 $1,946.53 $2,001.13 $2,054.87 $2,108.60
$2,161.47
Y $44,075.20 $45,406.40 $46,716.80 $48,027.20 $49,316.80 $50,606.40
$51,875.20
Records Clerk
5
H
$21.19
$21.83
$22.46
$23.09
$23.71
$24.33
$24.94
P $1,836.47 $1,891.93 $1,946.53 $2,001.13 $2,054.87 $2,108.60
$2,161.47
Y $44,075.20 $45,406.40 $46,716.80 $48,027.20 $49,316.80 $50,606.40
$51,875.20
Election Administrator
6
H
$22.01
$22.67
$23.33
$23.98
$24.63
$25.27
$25.90
P $1,907.53 $1,964.73 $2,021.93 $2,078.27 $2,134.60 $2,190.07
$2,244.67
Y $45,780.80 $47,153.60 $48,526.40 1 $49,878.40 $51,230.40 $52,561.60
$53,872.00
Grant County -Courthouse Unit Page B-4
Working Agreement 2021- 2022
Deputy Clerk 2
6
H
$22.01
$22.67
$23.33
$23.98
$24.63
$25.27
$25.90
P $1,907.53 $1,964.73 $2,021.93 $2,078.27 $2,134.60 $2,190.07
$21244.67
Y $45,780..80 $47,153.60 $48,526.40 $49,878.40 $51,230.40 $52,561.60
$53,872.00
Maintenance 2
6
H
$22.01
$22.67
$23.33
$23.98
$24.63
$25.27
$25.90
P $1,907.53 $1,964.73 $2,021.93 $2,078.27 $2,134.60 $2,190.07
$2,244.67
Y $45,780.80 $47,153.60 $48,526.40 $49,878.40 $51,230.40 $52,561.60
$53,872.00
Deputy Assessor
7
H
$22.92
$23.61
$24.29
$24.97
$25.64
$26.31
$26.97
P $1,986.40 $2,046.20 $2,105,13 $2,164.07 $2,222,13 $2,280.20
$2,337.40
Y $47,673,60 $491108.80 $50,523.20 $51,937.60 $53,331.20 $54,724.80
$56,097.60
Deputy Clerk 3
7
H
$22.92
$23.61
$24.29
$24.97
$25.64
$26.31
$26.97
P $1,986.40 $2,046.20 $2,105.13 $2,164.07 $2,222.13 $2,280.20
$2,337.40
Y $47,673.60 $49,108.80 $50,523.20 $51,937.60 $53,331.20 $54,724.80
$56,097.60
Maintenance Lead
7
H
$22.92
$23.61
$24,29
$24.97
.$25.64
$26.31
$26.97
P $1,986:40 $2,046.20 $2,105,13 $21164.07 $2,222.13 $2,280.20
$2,337.40
Y $47,673.60 $49,108.80 $501523.20 $51,937.60 $53,331,20 $54,724.80
$56,097.60
Deputy Clerk 4
8
H
$23.90
$24.62
$25.33
$26.04
$26.74
$27.44
$28.13
P $2,071.33 $2,133.73 $2,195.27 $2,256.80 $2,317.47 $2,378.13
$2,437.93
Y $49,712.00 $511209.60 $52,686.40 $54,163.20 $55,619.20 $57,075.20
$58,510.40
Deputy Treasurer 3
8
H
$23.90
$24.62 `
$25.33
$26.04
$2.6,74
$27.44
$28.13
P $2,071.33 $2,133.73 $2,195.27 $2,256.80 $2,317.47 $2,378.13
$2,437,93
Y $49,712.00 $51,209.60 $52,686.40 $54,163.20 $55,619.20 $57,075.20
$58,510.40
GIS Technician
8
H
$23.90
$24.62
$25.33
$26.04
$26.74
$27.44
$28.13
P $2,071.33 $2,133.73 $2,195.27 $2,256.80 $2,317.47 $2,378.13
$2,437.93
Y $49,712.00 $51,209.60 $52,686.40 $54,163.20 $55,619.20 $57,075.20
$58,510.40
Interpreter Clerk
8
H
$23.90
$24.62
$25.33
$26.04
$26.74
$27.44
$28,13
P $2,071.33 $2,133.73 $2,195.27 $2,256,80 $2,317.47 $2,378.13
$2,437.93
Y $49,712.00 $51,209.60 $52,686.40 $54,163.20 $55,619.20 $57,075.20
$58,510.40
Permit Technician
8
H
$23.90
$24.62
$25.33
$26.04
$26.74
$27.44
$28.13
P $2,071.33 $2,133.73 $2,195.27 $2,256.80 $2,317.47 $2,378.13
$21437.93
Y $49,712.00 $51,209.60 $52,686.40 $54,163.20 $55,619.20 $57,075.20
$58,510.40
Personal Property
De ut Y
p
8
H
$23.90
$24.62 L$25.33
$26.04
$26.74
$27.44
$28,13
P$2,071.33 $2,133.73 $2,195.27 $2,256.80 $2,317.47 $2,378.13
$2,437.931.
Y $49,712.' I00 $51,209.60 $52,686.40 $54,163.20 $55,619.20 $57,075.20
$58,510.40
Senior Permit
Technician Built g)
9
H
$25.04
$25.79
$26.54
$27.28
$28.02
$28.75
$29.47
P $2,170.13 $2,235.13 $2,300.13 $2,364.27 $2,428.40 $2,491.67
$2,554.07
53
Y $52,083.20$53,643.20 5520 .
643
$ $ $56,742.40 $58,281.60 $59,800.00
$61,297.60
Senior Permit
Technician (Planning)
9
H
$25.04
$25.79
$26.54
$27.28
$28.02
$28.75
$29.47
P $2,170.13 $2,235.13 $2,300.13 $2,364.27 $2,428,40 $2,491.67
$2,554.07
Y $52,083.20 $53,643.20 $55,203.20 $56,742.40 $58,281.60 $59,800.00
$61,297.60
Appraiser 1
9
H
$25.04
$25.79
$26.54
$27.28
$28.02
$28.75
$29.47
P $2,170.13 $2,235.13 $2,300.13 $2,364.27 $2,428.40 $2,491.67
$2,554.07
Y $52,083.20 $53,643.20 $55,203.20 $56,742.40 $58,281.60 $59,800.00
$61,297.60
Manufactured Home
Specialist
9
H
$25.04
$25.79
$26.54
$27.28
$28.02
$28.75
$29.47
P $2,170.13 $2,235.13 $2,300.13 $2,364.27 $2,428.40 $2,491.67
$2,554.07
Y $52,083.20 $53,643.20 $55,203.20 $56,742.40 $58,281.60 $59,800.00
$61,297.60
Revenue Deputy
9
H
$25.04
$25.79
$26.54
$27.28
$28.02
$28.75
$29.47
P $2,170.13 $2,235.13 $2,300.13 $2,364.27 $2,428.40 $2,491.67
$2,554.07
Grant County - Courthouse Unit Page B-5
Working Agreement 2021- 2022
Grant County - Courthouse Unit Page B-6
Working Agreement 2021- 2022
Y
$52,083.20
$53,643.20
$55,203.20
$56,742.40
$58,281.60
$59,800.00
$61,297.60
Seg/GIS Deputy
9
H
$25.04
$25.79
$26.54
$27.28
$28.02
$28.75
$29.47
P $2,170.13 $2,235.13 $2,300.13 $2,364.27 $2,428.40 $2,491.67
$2,554.07
Y $52,083.20 $53,643.20 $55,203.20 $56,742.40 $58,281.60 $59,800.00
$61;297.60
Accounting Deputy
10
H
$26.29
$27.08
$27.87
$28.65
$29.42
$30.18
$30.93
P $2,278.47 $2,346.93 $2,415.40 $2,483.00 $2,549.73 $2,615.60
$2,680.60
Y $54,683.20 $56,326.40 $57,969.60 $59,592.00 $61,193.60 $62,774.40
$64,334.40
Accounting Deputy
10
H
$26.29
$27.08
$27.87
$28.65
$29.42
$30.18
$30.93
P $2,278.47 $2,346.93 $2,415.4Q $2,483.00 $2,549.73 $2,615.60
$2,680.60
Y $54,683:20 $56,326.40 $57,969.60 $59,592.00 $61,193.,60 $62,774.40
$64,334.40
Appraiser 2
10
H
$26.29
$27.08
$27.87
$28.65
$29.42
$30.18
$30.93
P $2,278.47 $2,346.93 $2,415.40 $2,483.00 $2,549.73 $2,615.60
$2,680.60
Y $54,683.20 $56,326.40 $57,969.60 $59,592.00 $61,193.60 $62,774.40
$64,334.40
Deputy Clerk Lead
10
H
$26.29
$27.08
$27.87
$28.65
$29.42
$30.18
$30.93
- 1' $2,278.47 $2,346.93 $21415.40 $2,483.00 $2,549.73 $21615.60
$2,6$0.60
Y
Building Inspector 1
11
H
$27.59
$28.42
$29.24
$30.06
$30.87
$31.67
$32.46
P $2,391.13 $2,463.07 $2,534.13 $2,605.20 $2,675.40 $2,744.73
$2,813.20
Y $57,387.20 $59,113.60 $60,819.20 $62,524.80 $64,209.60 $65,873.60
$67,516.80
Court Facilitator
11
H
$27.59
$28.42
$29.24
$30.06
$30.87
$31.67
$32.46
P $2,391.13 $2,463.07 $2,534.13 $2,605.20 $2,675.40 $2,744.73
$2,813.20
Y $57,387.20 ' $59,113.60 $60,819.20 $62,524.80 $64,209;60 $65,873.60
$67,516.80
Maintenance 4
11
H
$27.59
$28.42
$29.24
$30.06
$30.87
$31.67
$32.46
P $2,391.13 $2,463.07 $2,534.13 $2,605.20 $2,675.40 $2,744.73
$2,813.20
Y $57,387.20 $59,113.60 $60,819.20 $62,524.80 $64,209.60 $65,873.60
$67,516.80
Plans Examiner'l
11
H
$27.59
$28.42
$29.24
$30,06
$30.87
$31.67
$32.46
P $2;391.13 $2,463.07 , ,$2,534.13, $2,605,20 $2,675.40 $2,744.73
$2,813.20
Y $57,387.20 $59,113.60 $60,819.20 $621524.80 $64,209.60 $65,873.60
$67,516.80
Appraiser 3
12
H
$29.04
$29.91
$30.78
$31.64
$32.49
$33.33
$34.16
P $2,516.80 $2,592.20 $2,667.60 $21742.13 $2,815.80 $2,888.60
$2,960.53
Y $60,403.20 $62,212.80 $64,022.40 $65,811.20 $67,579.20 $69,326.40
$71,052.80
Assistant Planner
12
H
$29.04
$29.91
$30.78
$31.64 `
$32.49
$33.33
$34.16
P $2,516.80 $2,592.20 $2,667.60 $2,742.13 $2,815.80 $21,888.60
$2,960.53
Y $60;403.20 $62,212.80 $64,022.40 $65,811.20 $67,579:20 $69,326.40
$71,052.80
Plans Examiner 2
12
H
$29.04
$29.91
$30.78
$31.64
$32.49
$33.33
$34.16
P $2,516.80 $2,592.20 $2,667.60 $2,742.13 $2,815.80 $2,888.60
$2,960.53
Y $60,403.20 $62,212.80 $64,022.40 $65,811.20 $67,579.20 $69,326.40
$71,052.80
Appraisal Analyst
13
H
$30.63
$31.55
$32.46
$33.37
$34.27
$35.16
$36.04
P $2,654.60 $2,734.33 $2,813.20 $2,892.07 $2,970.07 $3,047.20
$3,123.47
Y $63,710.40 $65,624.00 $67,516.80 $69,409.60 $711281..60 $73,132.80
$74,963.20
Plans Examiner 3
13
H
$30.63
$31.55
$32.46
$33.37
$34.27
$35.16
$36.04
P $2,654.60 $2,734.33 $2,813.20 $2,892.07 $2,970.07 $3,047.20
$3,123.47
Y $63,710.40 $65,624.00 $67,516.80 $69,409.60 $71,281.60 $73,132.80
$74,963.20
Chief Deputy Fire.
Marshal
14
H
$32.15
$33.11
$34.07
$35.02
$35.97
$36.91
$37.83
P $2,786.33 $2,869.53 $2,952.73 $3,035.07 $3,117.40 $3,198.87
$3,278.60
Y $66,872.00 $68,868.80- $70,865.60 $72,841.60 $74,817.60 $76,772.80
$78,686.40
Associate Planner
16
H
$35.18
$36.24
1 $37.29
$38.33
$39.36
$40.38
$41.39
Grant County - Courthouse Unit Page B-6
Working Agreement 2021- 2022
The steps within the pay plan will continue unless the parties negotiate to discontinue the
steps prior to the end of the last year of the CBA.
Employees will progress to the next applicable step on the first day of the new pay period
following anniversary of the position date (excludes employees at Step 7).
The bands on the attached Pay Plan are those which apply to employees within the
bargaining unit. Employees remain in the same band but may be eligible for a step increase
subject to the provisions of Addendum A.
To be eligible for retroactive pay, an employee must be in an active employment status as
of the date of signing. Any employee who has left employment for whatever reason before
signature by the last signing party shall not be eligible for any pay and step increases. Any
employees who leave employment before the effective date of any increases shall not be
eligible for any pay and step increases. The Human Resources Director shall make the
final determination with regard to pay and step increases eligibility.
Grant County - Courthouse Unit Page B-7
Working Agreement 2021- 2022
P
$3,048.93
$3,140.80
$3,231.80
$3,321.93
$3,411.20
$3,499.60
$3,587.13
Y $73,174.40 $75,379.20 $77,563.20 $79,726.40 $81,868.80 $83,990.40
$86,091.20
Plans Examiner. 4
17
H
$36.66
$37.76
$38.86
$39.95
$41.03
$42.10
$43.15
P $3,177.20 $3,272.53 $3,367.87 $3,462.33 $3,555.93 $3,648.67
$3,739.67
Y $76,252.80 $78,540.80 $80,828.80 $83,096,00 $85,342.40 $87,568.00
$89,752.00
GIS Coordinator
17
H
$36.66
$37.76
$38.86
$39.95
$41.03
$42.10
$43.15
P $3,177.20 $3,272.53 $3,367.87 $3,462.33 $3,555.93 $3,648.67
$3,739.67
Y $76,252.80 $78540.80 $83,096.00, $85,342.40 $87,568.00
$89,752.00
The steps within the pay plan will continue unless the parties negotiate to discontinue the
steps prior to the end of the last year of the CBA.
Employees will progress to the next applicable step on the first day of the new pay period
following anniversary of the position date (excludes employees at Step 7).
The bands on the attached Pay Plan are those which apply to employees within the
bargaining unit. Employees remain in the same band but may be eligible for a step increase
subject to the provisions of Addendum A.
To be eligible for retroactive pay, an employee must be in an active employment status as
of the date of signing. Any employee who has left employment for whatever reason before
signature by the last signing party shall not be eligible for any pay and step increases. Any
employees who leave employment before the effective date of any increases shall not be
eligible for any pay and step increases. The Human Resources Director shall make the
final determination with regard to pay and step increases eligibility.
Grant County - Courthouse Unit Page B-7
Working Agreement 2021- 2022