HomeMy WebLinkAboutAgreements/Contracts - Human ResourcesWORKING AGREEMENT
Between
GRANT COUNTY SHERIFF'S OFFICE
And
GRANT COUNTY ' DEPUTY SHERIFFS' ASSOCIATION
January 1, 2022, through December 31, 2023
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TABLE OF CONTENTS
PREAMBLE................................................................................................................................................. l
PRODUCTIVITY.........................................................................................................................................1
ARTICLEI — RECOGNITION....................................................................................................................1
ARTICLE II — ASSOCIATION MEMBERSHIP........................................................................................1
ARTICLEIII — DEFINITIONS.................................................................................................................... 2
ARTICLE IV — EQUAL EMPLOYMENT OPPORTUNITY...................................................................... 3
ARTICLE V — MANAGEMENT RIGHTS.................................................................................................. 3
ARTICLEVI — NO STRIKE........................................................................................................................ 4
ARTICLEVII — SENIORITY...................................................................................................................... 5
ARTICLEVIII — DISCIPLINE.................................................................................................................... 5
ARTICLE IX — DISCIPLINARY PROCEDURES......................................................................................
9
ARTICLE X — GRIEVANCE PROCEDURE..............................................................................................
9
ARTICLE XI — HOURS OF WORK — OVERTIME.................................................................................11
ARTICLE XII — CLASSIFICATIONS — WAGES....................................................................................13
ARTICLE XIII — BULLETIN BOARD.....................................................................................................15
ARTICLE XIV — GENERAL POLICIES GOVERNING LEAVE............................................................15
ARTICLE XV — LEAVE WITHOUT PAY...............................................................................................16
ARTICLEXVI — SICK LEAVE................................................................................................................16
ARTICLE XVII — ANNUAL LEAVE.......................................................................................................19
ARTICLE XVIII — MILITARY TRAINING LEAVE...............................................................................
20
ARTICLE XIX — CIVIL LEAVE AND JURY DUTY..............................................................................
20
ARTICLE XX — FAMILY AND MEDICAL LEAVE..............................................................................
o20
ARTICLE XXI — HOLIDAYS
ARTICLE XXII — HEALTH & WELFARE..............................................................................................
22
ARTICLE XXIII — TRAVEL EXPENSES & OTHER CONDITIONS.....................................................
23
ARTICLE XXIV — DRUG AND ALCOHOL TESTING POLICY............................................................
24
ARTICLE XXV — SAVINGS CLAUSE....................................................................................................
24
ARTICLE XXVI — ENTIRE AGREEMENT.............................................................................................
24
ARTICLE XXVII — NEGOTIATION........................................................................................................ 24
ARTICLE XXVIII — PAID FAMILY AND MEDICAL LEAVE.............................................................. 25
ARTICLE XXIX - DURATION......................................................................................25
TEDMEMORANDUM................................................................................................25
ADDENDUMA — PAY PLAN................................................................................................................ A-1
ADDENDUMB........................................................................................................................................ B-1
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023
Page i
PREAMBLE
The Sheriff s Office of Grant County, Washington, hereinafter known as the "Employer," and the
Grant County Deputy Sheriff's Association, referred to hereinafter as the "Association," do hereby
reach an agreement for the purpose of promoting the morale, well-being, and security of the Grant
County Sheriff's Office and employees.
PRODUCTIVITY
If it mutually agreed that the Employer and the Association shall work together individually and
collectively to meet the production requirements of these offices, 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 offices of County
government.
ARTICLE I — RECOGNITION
The Employer recognizes the Association as the designated representative of the regular Deputy
Sheriffs, Corporals, Sergeants and Lieutenants who are uniformed personnel under applicable
statutes in the State of Washington in the Grant County Sheriffs Office.
Excluded from this bargaining unit are the Sheriff, Undersheriff, Chief Deputies, confidential
employees, Correction Officers, Record Clerks, food service employees, provisional employees and
all other employees of Grant County.
ARTICLE II — ASSOCIATION MEMBERSHIP
2.1 No member of the bargaining unit will be required to join the Association. If an employee
voluntarily agrees to join, the Association and pay monthly dues then dues deduction shall
occur beginning the first day of the pay period following the date the employee has submitted
a dues deduction authorization form to the Human Resources Department.
2.2 There shall be no soliciting of employees for Association membership during working hours.
Any employee who does so shall be subject to disciplinary action including dismissal.
2.3 The Employer agrees to deduct dues once each month from the pay of those employees who
voluntarily request in writing that such deductions be made. The amounts to be deducted
shall be sent to the appropriate Association person as designed in writing by the Association.
2.4 Representation: The Association agrees it is required to represent all employees regardless
of whether or not they have agreed to join the Union and pay dues.
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page 1
2.5 The Association shall indemnify the Employer 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 and the provisions of this Article, including
the amounts of dues and fees deducted and withheld from earnings as well as attorneys' fees,
costs, expenses associated with any claims, demands, lawsuits, administrative proceedings,
ULPs, and grievances.
2.6 An employee may voluntarily revoke, at any time, the authorization for dues deduction by
providing written notice to the Employer and the Association.
ARTICLE III — DEFINITIONS
The following definitions apply throughout the contract unless the context clearly indicates other
meaning:
a. Regular Employee: An employee who has successfully completed a probationary
period of twelve (12) months of continuous employment with the Employer with the
same office and has had no breaks in service.
b. Probationary Employee Probationary Period: A probationary period of twelve (12)
continuous months shall be required of all new employees. During the probationary
period, employees may be discharged without cause at the discretion of the Employer
without notice. Subject to the Addendum A new pay plan beginning January 1, 2013,
the probationary period for entry level employees is one (1) year after academy
completion. The probationary period for lateral entry employees is twelve (12)
continuous months.
C. Anniversary Date: Means the original date of hire for regular full-time employees.
d. Discharge: Means the termination of employment.
e. Full -Time Employment: Means regularly scheduled employment on an average of
forty (40) hours per week.
f. Holidays: Means paid non -work days for County employees as specified in the
Holiday article.
g. Overtime: Means work previously authorized. by the Sheriff or his designee and
performed in excess of the scheduled workday or workweek subject to the provisions
of the Hours of Work article.
h. Position: Is a description of duties and responsibilities.
i. Department Head: Means elected official and/or appointed department head.
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page 2
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
refer * ences to employees in this Agreement designate both sexes, and wherever the male gender is
used, it shall be construed to include male and female employees.
4.1 Third Party Work: Third party work consists of law enforcement related work initially paid
for by a third party to Grant County, e.g., events, dances, concerts, sport games, utility
district law enforcement, etc. Traditionally, this work is performed by Sheriffs Deputies
and reserve deputies for extra pay. Association deputies will be offered "first right of
refusal" or offered work before it is given to reserves. In those instances, the Deputies will
be given notice and an opportunity to volunteer for the work pursuant to the following
procedure: Work available with more than 5 days' notice, bargaining unit members will be
offered the work first. If no bargaining unit member desires the work, the work may be
offered to reserves. For third party work shifts created with less than 5 days' notice, the
Department may, but is not required to offer the work to reserves before offering the work
to bargaining unit members.
ARTICLE V — MANAGEMENT RIGHTS
5.1 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 not limited to the following:
a. The right to enforce 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 operational rules and policies,
as well as those pertaining to the evaluation of employees, which cover matters not
specifically described in this agreement and which do not rise to the level of significant
changes which are mandatory subjects of bargaining. An employee shall abide by such
rules and policies. 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 either be posted or provided to affected
employees.
b. The right to schedule any and all work and overtime work consistent with the
provisions of Article XI.
C. The right to hire, transfer, layoff or recall, or promote employees as provided in the
labor agreement and by the Civil Service Commission rules and regulations.
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page 3
d. The right to discipline any and all employees as provided in the disciplinary article of
this Agreement.
e. The right to make any and all determinations as to the size and composition of the work
force and to assign employees to work locations and shifts in accordance with the
provisions of this contract.
f. 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.
g. The Employer shall have the right to take whatever actions the Employer deems
necessary to carry out County services in an emergency. An emergency is defined as
a sudden or unexpected happening or resulting situation that calls for action without
delay, or other circumstance inclusive of but not limited to a life threatening situation,
civil disorder, natural disaster, etc.
h. The Employer has the right to introduce any and all new, improved and automatic
methods or equipment to improve efficiency and to reduce costs.
i. 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. The Employer will provide reasonable notice of its decision
and agrees to bargain about the effects if such effects are mandatory subjects of
bargaining.
5.2 Past Practices.: Past practices relate to matters not addressed by the provisions of this
Agreement. Both parties are bound by past practices. If the Employer wishes to make a
significant change to past practice, the Employer will provide reasonable notice of the
proposed change and an opportunity to negotiate if the change is a mandatory subject of
bargaining. If the parties cannot reach agreement, then either party may elect to proceed
with the impasse resolution provisions set forth in Chapter 41.56 RCW.
ARTICLE VI — N® STRIKE
6.1 Neither the Association nor its agents, or 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.
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page 4
ARTICLE VII — SENIORITY
7.1 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 the probationary period, the employee shall be
credited with seniority from the most recent date of hire.
7.2 Beginning January 1, 2013, in accordance with Addendum A, the probationary period of
twelve (12) continuous months shall be required of all new lateral entry employees. The
probationary period of one (1) year after academy completion shall be required of all new
entry level employees. During the probationary period, employees may be discharged
without cause at the discretion of the Employer without notice.
7.3 Layoffs and recalls will be carried out by seniority. Promotions and demotions will be carried
out in accordance with, applicable Civil Service rules and regulations, and when applicable,
the determinations as to superiority of skills, abilities, experience, performance and quality
of work. If the Sheriff determines that operational demotions are in order, those demotions
shall be carried out consistent with Civil Service Rules and regulations. Seniority will be
applicable with regard to the scheduling of vacations subject to the Sheriffs right to
determine the number of employees, if any, who may schedule a vacation during a particular
week and subject to the Sheriffs determination of experience requirements needed for
services to the public.
7.4 Seniority shall terminate upon discharge, resignation, retirement, and twelve (12)
consecutive months of layoff.
7.5 A seniority list will be posted and a copy provided to the Association once per year and upon
request.
ARTICLE VIII — DISCIPLINE
8.1 Discipline shall be for just cause. The Sheriff or his designee may discipline an employee
if there is just cause for the discipline and one of the following has occurred:
a. Neglect of duty;
b. Inefficiency;
C. Insubordination;
d. Incompetence;
e. Disrespectful or impolite references, comments or declarations about or to fellow
employees or Management;
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page 5
f. Conviction of a crime which would have an adverse effect regarding an employee's
work, relationships with current employees/employer or brings into question continued
suitability in the office;
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 Office 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;
o. Any breach of confidentiality requirements, whether written or verbal, regarding
confidential matters as determined by the Sheriff or his designee;
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 Sheriff or his designee;
q. Failure to timely complete tasks as assigned by the Sheriff;
r. Mental or physical unfitness;
S. False or fraudulent statements;
t. Fraudulent conduct by an applicant;
U. Any other just causes supported and consistent with case law and/or arbitration cases.
8.2 If the Employer 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 employee if possible.
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page 6
The Employer shall utilize the principles of progressive discipline, provided however, the
Employer shall have the right to implement the following forms of discipline depending on
the seriousness of the misconduct.
a. Oral reprimand
b. written reprimand
C. Suspension without pay
d. Disciplinary demotion
e. Termination
8.3 The Employer may discipline or terminate an employee only for just cause. In the event the
Sheriff or his designee determines that an employee maybe suspended without pay, demoted
or terminated due to charges and/or alleged misconduct(s), then the Sheriff or his designee
will notify the employee and Association representative of the charges and/or alleged
misconduct(s) in writing. The Sheriff or his designee will hold apre-disciplinary action
meeting to provide the employee and/or Association representative an opportunity to
respond to the charges and/or alleged misconduct(s) within a reasonable period of time.
Thereafter, the Sheriff or his designee shall make a determination as to whether to proceed
with suspension without pay, demotion or termination.
8.4 when the Sheriff or his designee determines that circumstances are such that retention of the
employee will likely result in disruption of office work, damage to or loss of County property
or be injurious to fellow employees, then the Sheriff or his designee may immediately
suspend with pay the employee pending the outcome of an investigation. If the Sheriff or
his designee determines that this Section should be implemented, then the charges and/or
misconduct(s) will be provided to the employee and the Association representative as soon
as reasonably possible in writing.
8.5 Disciplinary investigations shall be processed in a timely manner based on the complexity
and circumstances of the individual case.
8.6 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.
8.7 Evidence of oral reprimand and written reprimands shall remain in the employee's personnel
file for a period of no more than twenty-four (24) months from the date of the offense. 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. Evidence of the reprimand may be maintained in a separate
file and used by the County for purposes of defending itself in a civil proceeding unrelated
to the discipline. It shall be the sole responsibility of the employee to submit a written
request to management for the removal of discipline records from the personnel file relating
to the provisions of this section.
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page 7
8.8 References, written facts and all documentation involving verbal and/or written reprimands
as provided above, suspensions without pay, demotions and/or discharges shall remain
permanently in an employee's personnel file.
8.9 At the discretion of the Employer, an employee may be suspended with pay and benefits
pending investigation of allegations of misconduct, when the nature of the allegation
compromises the ability of the employee to perform his/her duties. If the charges are
substantiated, disciplinary action may be taken in accordance with the nature of the offense
and just cause. If the charges are unfounded, the employee will be restored to duty and all
evidence of the suspension will be removed from the personnel file.
8.10 If any County employee is serving a disciplinary suspension without pay, said person shall
not be employable with any other County Department/Office or County funded organization.
8.11 If any employee who is required to have a driver's license has his/her driver's license
suspended for less than three (3) months, then the employee shall be suspended without pay
for that period of time. If the employee has his/her driver's license suspended for three (3)
months or more, then said employee shall be discharged. If the employee is discharged, they
shall be placed on a recall list for a period of up to nine (9) months. If they are rehired, they
shall sign a last chance agreement providing that any license suspension or revocation shall
result in immediate discharge. If an employee's driver's license is revoked, then the
employee shall be immediate discharged.
8.12 The provisions of this Article shall not apply to newly hired or promoted employees serving
a probationary period. A classified employee having civil service status may take a
promotion to a higher civil service position and maintain the right to return to said
employee's former position or a like position if the Sheriff determines the employee is
unable to meet the requirements of the classification. The Sheriff s determination shall be
final and binding on all practices.
8.13 Disciplinary action may be reviewed pursuant to this Agreement.
8.14 Time lines may be extended by mutual agreement.
8.15 Disciplinary demotion shall be based on just cause. Operational demotion does not require
just cause. Disciplinary transfer shall be based on just cause. Operational transfer does not
require just cause.
8.16 Pursuant to RCW 43.101.135, any discipline imposed by the Sheriff's office shall remain in
the employee's personnel file while they are employed by the County and for at least ten
(10) years thereafter subject to the provisions above.
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page 8
ARTICLE IX — DISCIPLINARY PROCEDURES
9.1 Any employee who- is under investigation for disciplinary action which may result in
a suspension without pay, demotion or discharge, shall, before being required to respond or
answer questions pertaining thereto, be informed of the existence and nature of the
allegations, the facts supporting them subject to the provisions of Article VIII.
The employee will be advised that he/she has the right to have his/her choice of an
Association representative present during disciplinary meetings or questioning.
9.2 Any disciplinary action by a supervisor other than the Sheriff or his designee, except for
verbal reprimands, shall not be official unless affirmed in writing by the Sheriff or his
designee. The employee must sign the verbal reprimand and a copy will be given to the
employee and the Association.
9.3 Unless circumstances exist which warrant immediate suspension or discharge as determined
by the Sheriff, the employee shall, before the disciplinary action is finalized, have the
opportunity to discuss the matter with the Sheriff or his designee in accordance with Article
VIII.
9.4 An employee shall have the right to have a disciplinary action against him/her reviewed for
cause and severity of discipline either by the Grant County Civil Service Commission or
through the grievance procedure. Once the employee elects the forum for review, he/she
and the Association are bound by the procedural requirements of that forum and that
selection shall constitute an election of that forum.
9.5 The Employer shall furnish the employee and the Association with a copy of disciplinary
actions after such action is taken.
9.6 Use of Force: If a major incident involves the use of force resulting in death or severe bodily
harm, the Employer shall only request from the. deputy involved in the incident that
information which is necessary to secure the scene and to follow-up and apprehend any
perpetrators of the crime. The Employer will not question the deputy or require a statement
from the deputy as to any information regarding the incident except as indicated above for a
period of forty-eight (48) hours. The Sheriff or designee and the Association President will
work towards developing a draft comprehensive Use of Force and Officer Involved Shooting
policies. Such draft policy will be reviewed by the respective parties' attorneys and
questions/issues addressed before such policy is adopted and implemented.
ARTICLE X — GRIEVANCE PROCEDURE
10.1 The parties hereto recognize the need for fairness and justice in the adjudication of employee
grievances and enter into this Agreement in a cooperative spirit to adjust such actions
promptly and fairly. If, however, a grievance cannot be resolved through normal means, the
grievance will be settled as hereinafter provided.
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page 9
10.2 A grievance is defined as a dispute involving the interpretation, application or alleged
violation of a specific provision of this Agreement.
10.3 A grievance may be initiated by either an employee or the Association.
10.4 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 written agreement of the parties. If the grievance is not filed in
accordance with the timelines contained herein, it shall be forever waived and rights and
remedies lost.
10.5 The grievance procedure shall be as follows:
Step 1: The grievance shall be presented in written form to the employee's division head
within thirty (30) calendar days of the date of the occurrence or within thirty (30)
calendar days of when they reasonably should have known of the grievance. The
division head shall respond in writing within thirty (30) calendar days after
receiving said grievance.
Step 2: If the grievance isnot resolved to the satisfaction of the concerned parties at Step 1,
then within thirty (30) calendar days of the response in Step 1 above, the grievance
in written form shall be presented to the Sheriff. If there is no response by the
Employer at Step 1, the Association may present the grievance at any time to the
Sheriff. Thereafter, the Sheriff shall respond in writing to the aggrieved employees
and the Association within thirty (30) calendar days after receipt of the grievance.
A copy will be provided to the Association.
Ste�3
(a) Final and Binding Arbitration: If the grievance has not been resolved at Step
2, either party to this Agreement may refer unsettled grievances to final and
binding arbitration.
(b) Notice —Time Limitation: The referring party shall notify the other party in
writing of submission to arbitration within thirty (30) calendar days after
receipt of the Step 2 response. If there is no response by the Employer, the
Association may submit the matter to arbitration at any time.
(c) Arbitrator —Selection: After timely notice, the parties shall attempt to select
an arbitrator for disciplinary matters as proscribed by RCW 41.5 8.070 and
for non -disciplinary matters by mutual agreement. In the event the parties
are unable to reach agreement on the appointment of an impartial arbitrator
for the purposes of anon -disciplinary matter, then either party may request
that the Washington State Public Employment Relations Commission
provide a list of eleven (11) qualified and approved non -staff or private
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page 10
arbitrators from which list an arbitrator shall be selected by alternatively
striking one (1) name from the list until one (1) name shall remain.
(d) Decision —Time Limit: The arbitrator shall meet and hear the matter at the
earliest possible date after his or her selection. After completion of the
hearing, a decision shall be entered within thirty (30) calendar days, unless
an extension of time is agreed upon by the parties.
(e) Limitation —Scope —Power of Arbitrator:
i. The arbitrator shall not have the authority to add to, subtract from,
alter, change or modify the terms of this Agreement.
ii. The arbitrator shall have the power to interpret and apply the terms of
the Agreement and to 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 and for
providing a copy to the other party. If the parties mutually agree to
use a court reporter, the transcription costs shall be shared. The
arbitrator shall also have the authority to receive evidence and
question witnesses.
(i) Arbitration Award —Damages —Expenses:
i. The arbitrator shall not have the authority to award punitive damages.
ii. Each party hereto shall pay the fees and expenses of their own
attorneys, representatives, witnesses and other costs associated with
the presentation of their case. The cost and expense of the arbitrator
shall be borne equally by the parties.
ARTICLE XI — HOURS OF WORK — OVERTIME
11.1 Shift Employees:
a. Subject to the Sheriff making changes from time to time, the normal work week for
Special Ops positions (e.g., ORV, Marine, School Resource and Detectives, except
Crime Prevention) will not exceed live (5) consecutive eight (8) hour days or four (4)
consecutive ten (10) hour days on any assigned tour of duty. The normal work period
for twelve (12) hour shift employees will be seven (7) twelve-hour shifts in a two (2)
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page 11
week work period with four (4) hours of Kelly time. If the Sheriff elects to change the
normal work day and/or work period, the Sheriff will provide thirty (3 0) calendar days'
notification of the change in work day and/or work period except in the event of an
emergency. In the event of an emergency, as much notice as practicable under the
circumstances will be provided.
b. Any time worked in excess of the normal shift or in excess of the normal work period
will be paid for at one and one-half (1-1/2) times the regular hourly rate of pay. This
excess includes time worked continuously in excess of the normal scheduled shift that
continues into the next scheduled shift. Pursuant to past practices, the employee may
choose either payment or compensatory time off up to a maximum accumulation of
one hundred (100) hours of compensatory time.
C. Eight (8) and ten (10) hour employees shall be allowed two (2) fifteen (15) minute
work breaks and a minimum of one-half (1/2) hour lunch break daily. Employees
assigned to eight (8) hour rotational shifts shall receive such breaks during their eight
(8) hour shift but shall be subject to call to respond to non-scheduled work duties which
arise during such breaks or lunch periods and which require immediate attention.
Twelve (12) hour employees will be allowed two (2) thirty (30) minute meal periods
and two (2) fifteen (15) minute break periods during the twelve (12) hour shift.
d. Overtime is subject to prior authorization by the Sheriff or his designee.
11.2 Call Out: If an off duty employee is called out at the discretion of the Sheriff or his designee
to perform job related duties, said employee shall receive a minimum of three (3) hours' pay
at the applicable rate except is such call out is within fifteen (15) minutes of said employee's
regularly assigned shift. If an off duty employee is called out at the discretion of the Sheriff
or his designee to perform job-related duties for more than .three (3) hours, then said
employee will be entitled to pay at the time and one-half rate for all hours worked. Only the
actual time worked during acall-out will be utilized for purposes of calculating qualifications
for overtime in accordance with the overtime provisions of this Article.
11.3 Standby Time: Standby Time is that period of time that an employee of this office is required
to standby at a given location for a specific time period ready to respond to duty in a sober
and ready condition. Employees' activities will be severely restricted. Standby Time shall
be paid for at fifty percent (50%) of the regular rate. Only the actual time worked will be
utilized for purposes of calculating qualifications for overtime in accordance with the
overtime provisions of this Article.
11.4 On -Call: On -Call is that time when an employee of this Office is requested to keep this
office informed of his/her whereabouts during a specific time period, including a method to
reach that individual (telephone, etc.) When an employee is not available, such as out of the
area, no phone, etc., the employee will be required to notify the office of his/her
unavailability. There are no restrictions on the employee's activities or availability during
On -Call time. On -Call time shall not be compensated.
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January 1, 2022 — December 31, 2023 Page 12
11.5 Shift change notices will be posted with no less than seven (7) days' notice except in the
event of an emergency as defined in this Agreement.
11.6 An employee who is specifically assigned to do work at a higher level than he/she is
normally assigned for a full shift or more in a week shall be compensated at the base rate of
the corresponding entry level for the assigned position retroactive to the first hour worked.
11.7 If an employee is permanently upgraded in rank or assignment, the higher pay will start on
the first hour worked in that regular assignment.
11.8 There shall be no pyramiding of overtime. That is, employees will not be paid twice for the
same hours worked. For example, if an employee works two (2) additional overtime hours
(08:00 to 10:00) beyond the employee's regularly scheduled shift on the last day in the work
period, the employee will be entitled to two (2) hours at time and one-half for working the
additional hours. The employee will not be entitled to four (4) hours of overtime, i.e., two
(2) overtime hours for working beyond a shift in addition to two (2) overtime hours for
working beyond the work period. In addition, an employee will not be paid twice for taking
Kelly time off. For example, if an employee takes four (4) hours of Kelly time off on a
Friday, the employee will be paid as if taking annual leave for the four (4) hours. The
employee would not be entitled to eight (8) hours of pay for the four (4) hours.
ARTICLE XII — CLASSIFICATIONS — WAGES
12.1 Effective January 1, 2022, the December 31, 2021, pay plan will be increased by eight
percent (8.0%). Detectives, Corporals and Sergeants are addressed in Section 12.2 for
percentage separation. Lieutenant is covered by the terms of the CBA and addressed in
Addendum A.
Effective January '1, 2023, the December 31, 2022 pay plan will be increased by eight percent
(8.0%). Detectives, Corporals and Sergeants are addressed in Section 12.2 for percentage
separation. Lieutenant is covered by the terms of the CBA and addressed in 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 only exception to these retroactivity provisions
for only the 2022 term of the CBA are those bargaining unit employees who have been
promoted to non -bargaining management positions in the Sheriff s office by the new Sheriff.
The Human Resources Director shall make the final determination with regard to pay and
step increases eligibility.
The applicable Pay Plans for 2022 and 2023 are set forth in Addendum "A," which is
attached hereto and incorporated herein by reference. The eligibility placement and
progression of employees in the step pay plan shall be determined by the Human Resources
Director in consultation with the Sheriff. The determinations as to calculations shall be
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January 1, 2022 — December 31, 2023 Page 13
determined by the Human Resources Director. The Director of Human Resources
calculations and administration shall be final and binding on the parties.
12.2 The difference between the top step Deputy Sheriff and the Corporal shall be five percent
(5%) and the difference between the Corporal and the Sergeant shall be ten percent (10%).
The difference between the Detective pay and the top step Deputy Sheriff shall be five
percent (5%).
12.3 ®evity: Effective beginning January 1, 2013, new employees hired will earn longevity
based upon the plan below. Once a current employee reaches the new longevity levels,
future progression will be based on the following new longevity plan:
12.4
Years
Longevity ]date
Years 1-4
0
Year 5
$58.60
Year 10
$117.20
Year 15
$175.80
Year 20
$234.40
Year 25
$293.00
All placements will be determined by the Human Resources Director in consultation with
the Sheriff.
Education Incentive: Effective beginning in the payroll period following signature of this
CBA by the last signing party, employees having a degree from a State accredited
educational institution will receive an incentive subject to the following provisions:
AA Degree 2.0% per month
BA or BS Degree 4.0% per month
Eligibility for this incentive shall be subject to successfully completing a degree which has
relevance to law enforcement responsibilities as determined by the Sheriff. Examples are a
degree in a specific law enforcement field, criminal justice degree, business administration
degree, education degree. An employee must present a diploma and the official transcripts
applicable in order to be eligible for such incentive. All calculations shall be determined by
the Human Resources Director.
12.5 Incentive Pay for FTO: Effective beginning in the payroll period following the signing of
the CBA by the last signing party, an employee who is a certified field training officer and
who is assigned to perform field training officer duties will receive five percent (5.0%) per
day in which he or she is assigned to such position by the Sheriff by official notification.
Such payment will be only for the specific period of time the employee is assigned to
perform FTO duties. All calculations shall be determined by the Human Resources Director.
Effective beginning January 1, 2022, in regards to the FTO premium pay only, when a
deputy is assigned to FTO duty, said deputy will be eligible to receive FTO pay for the period
of time assigned to FTO duty in addition to the two premium pay limit. For example, if a
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January 1, 2022 — December 31, 2023 Page 14
deputy receives 2 other premium pays and is assigned for a period of time, the deputy will
receive the FTO pay and the 2 other premium pays so long as the Sheriff determines the
premium pays should continue.
12.6 Bi -Lingual Premium Pay: Effective beginning after ratification by both parties and in the
payroll period after completion of the Spanish only or Ukrainian only bi-lingual criteria and
standards, bi-lingual employees will receive two percent (2.0%) per month. The criteria
and standards will be developed by 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. The
assignment of duties will be by verbal and/or written direction from management
12.7. Canine Specialty: Effective beginning in the payroll period following the signing of the
CBA by the last signing party, an active employee who is assigned to perform canine
specialty duties by the Sheriff shall receive five percent (5.0%) per month only for the
specific period of time the employee is assigned by the Sheriff to perform canine specialty
duties. No release time from duties for kennel time will be provided. All calculations shall
be determined by the Human Resources Director.
12.8 SWAT Specialty: Effective beginning in the payroll period following the signing of the
CBA by the last signing party, an active employee who is assigned to perform SWAT
specialty duties by the Sheriff will receive two percent (2.0%) per month only for the specific
period of time the employee is assigned by the Sheriff to perform SWAT specialty duties.
All calculations shall be determined by the Human Resources Director.
12.9 All Specialty/Premium Pays Subject to: Eligibility for all specialty/premium pays (Sections
12.4, , 12.6, 12.7, and 12.8) is subject to necessary qualification, training, certification and
periodic assignment as determined by the Sheriff or his designee. In no event shall any
employee be eligible for more than two (2) specialty/premium pays; e.g., employee has
Canine, Bi -Lingual and SWAT training, certifications and assignment, employee only
receives specialty/premium for two (2). Incentive Pay is not subject to this restriction.
12.10 In regard to compensation changes (cola, step, premium pay, etc.), the county's practice has
been to make the change effective the first day of the pay period following the event that
authorized the change in pay as determined by the Director of Human Resources. E.G. If
you submitted a BA certificate the increase would go into effect the first day of the following
pay period.
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 — GENERAL POLICIES GOVERNING LEAVE
14.1 Leave of absence whether with or without pay is not allowed unless authorized in writing.
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14.2 Unauthorized leave is treated as absence without pay and may be grounds for disciplinary
action. Unauthorized absence from duty for three (3) consecutive working days may
constitute separation from the office.
14.3 Except when otherwise authorized by the Sheriff, the appropriate earned leave With pay,
whether sick leave or annual leave, shall be liquidated before granting leave without pay.
14.4 Records of attendance and absence which are kept by the office will be such as to produce
all information necessary to administer these policies and procedures.
ARTICLE XV — LEAVE WITHOUT PAY
15.1 Leave without pay is subject to prior written approval by the Sheriff or his designee.
15.2 Leave without pay is charged from the first working day of absence through the last working
day of absence.
15.3 Leave without pay is deducted from an employee's monthly pay check at a daily rate
dependent on the number of calendar days in the month in which the leave without pay
occurred.
15.4 Leave without pay may be granted under the following conditions:
a. Subject to mutual agreement between the employee and the Elected Official head.
b. Subject to the work load or service requirements in the office as determined by the
Elected Official.
C. Leave without pay is limited to a maximum of twelve (12) months in any five (5) year
period.
d. All leaves without pay are subject to review by the Board of Commissioners.
15.5 Employees on leave without pay are not entitled to accrue any benefits, seniority and/or time
in service awards. 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 XVI —SICK LEAVE
16.1 Sick leave is accrued by employees of the Sheriff's Office at the rate of eight (8) hours for
each complete month and employee is in pay status.
16.2 Accrual: Employees accrue eight (8) hours of sick leave for their first month of employment
if they are placed on the payroll on or before the fifteenth (15th) of the month and actually
work continuously through the rest of that month. Sick leave is accumulative to a total of
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January 1, 2022 — December 31, 2023 Page 16
nine hundred sixty (960) hours for purposes of cash out. Employees may accrue sick leave
beyond nine hundred sixty (960) hours up to one thousand forty (1040) hours. Up to 1040
hours can be used for all sick leave purposes. Hours from 961 to 1040 shall not qualify,
under any circumstances, for purposes of any cash out. For employees working ten (10) or
twelve (12) hour shifts, whenever they call in sick for an entire shift, their sick leave
accumulation will be diminished by ten (10) or twelve (12) hours, whichever is applicable.
16.3 Use: Sick leave may be taken for any of the following reasons:
a. Illness or injury or temporary disability (such as during pregnancy) which incapacitates
the employee to the extent that work can no longer be performed.
b. Emergency illness in the immediate family requiring the attendance of the employee.
Leave for such reasons shall be limited to twenty-four (24) hours in any one instance.
"Immediate family" includes only persons related by blood or marriage or legal
adoption, specifically and limited to wife, husband, parent, parent -in-law, grandparent,
brother, sister, child or grandchild of the employee, registered domestic partner, not
aunt, uncle, cousin, niece or nephew, unless living in the employee's household.
C. Each instance means "condition or period of illness." Thus, for one individual there
possibly could be allowed three (3) days, or there can be recurring periods of illness
such as in chronic cases.
d. Employees may only use the actual number of days of sick leave accumulated.
e. Sick leave cannot be claimed for the employees on annual leave or compensatory time
unless the employee immediately notifies the Employer of the illness. Upon return to
work the employee may be required to present a written doctor's certification stating
the nature, extent and length of the illness.
£ 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.
g. Effective January 1, 2003, to care for a biological or adopted child, a foster or stepchild,
a legal ward, or a child of a person standing in loco parentis, or to care for a spouse,
parent, parent -in-law or grandparent who has a serious health condition or emergency
condition and who lives in the employee's household.
h. For absences that qualify for leave under the Domestic Violence Leave Act, Chapter
49.76 RCW.
16.4 Reporting: Any employee who for any reason must take sick leave shall as soon as possible
notify his/her immediate supervisor or the Sheriff. A doctor's certification of illness may be
required of the employee at the time the employee returns to work when absent because of
illness or injury if said absence exceeds three (3) days or if there is a potential pattern of
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January 1, 2022 — December 31, 2023 Page 17
abuse of sick leave. The Sheriff or designee may make an investigation to satisfy himself
that the reason for taking sick leave is bona fide. This does not alter the Sheriffs right to
pursue fitness for duty examinations.
16.5 All employees on sick leave shall make themselves available for such investigation, medical
or otherwise, as may be ordered by the Sheriff or designee.
16.6 Any employee found to have abused the provisions of a sick leave privilege by falsification
or misrepresentation may be subj ect to disciplinary action.
16.7 An employee is charged the number of hours of sick leave used for each hour he/she is
scheduled to work.
16.8 All accumulated sick leave is canceled automatically when an employee is separated from
service but is restored when an employee is re -appointed to the same department/office or is
employed by another department/office within twelve (12) months from the date of
separation from service.
16.9 Fifty percent (50%) of the accumulated sick leave may be paid as severance pay where
severance is made as a result of retirement under LEOFF Retirement at age 53 or greater, a
twenty-five. percent (25%) 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 sixty (960) hours in case of death.
Effective beginning January 1, 2021, fifty percent (50%) of the accumulated sick leave may
be paid as severance pay where severance is made as a result of retirement under LEOFF
Retirement , a twenty-five percent (25%) 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 sixty (960) hours in case of
death.
16.10 Subject to the terms and conditions of the Sheriff s Office Policy, employees may donate
sick leave.
16.11 Bereavement Leave: Paid bereavement leave shall be permitted for the death in the
immediate family requiring the attendance of the employee (funeral included). Leave for
such reasons shall be limited to twenty-four (24) hours in any one instance. "Immediate
family" includes only persons related by blood or marriage or legal adoption, specifically
and limited to wife, husband, parent, parent -in-law, grandparent, brother, sister, child, or
grandchild of the employee, not aunt, uncle, cousin, niece, or nephew, unless living in the
employee's household.
16.12 The Employer intends to conform to the mandatory provisions and the Employer expects the
employees to conform to the provisions of Ch. 49.46 RCW, codified RCW 49.46.210 and
the administrative rules implementing the paid sick leave statute set forth in WAC 296-128.
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January 1, 2022 — December 31, 2023 Page 18
Such conformity shall be subject to the Sheriff and Director of Human Resources
determinations consistent with the services provided by the Sheriff s office personnel.
ARTICLE XVII — ANNUAL LEAVE
17.1 Annual leave is allowed to an employee working on a regular full-time monthly basis who
has been in the continuous employ of the County six (6) months or more.
17.2 The first year of employment, annual leave is earned at the rate of eight (8) hours for each
completed month of full-time employment service. No employee shall carry more than two
hundred forty (240) working hours into the next calendar year. Annual leave accruals are
calculated on the 15th 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.
17.3 Annual leave accumulated at the end of six (6) months of services in the office by full-time
employees may be taken in the seventh (7th) month and each month thereafter may be taken
in the following month or subsequent month upon the mutual agreement of the employee
and the supervisor and/or Elected Official, taking into consideration the seniority of service
of the employee. Upon completion of the six (6) month 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.
17.4 The use of annual leave is subject to prior approval by the Sheriff or his designee. After the
first year of employment, all employees shall be required to use a minimum of forty (40)
hours each anniversary year.
17.5 When an employee takes a full vacation day, the employee is charged the number of hours
of annual leave corresponding to the number of hours in the employee's shift.
17.6 Additional annual leave hours are earned by employees whose employment is continuous
and satisfactory. These additional hours are reflected in days but are comprised of eight (8)
hours for each day are credited to the employees on the anniversary date of such
employment, as follows:
Year
Days Per Year
Hours Per Year
Accrual Per Month
1 St year
12
96
8.00
2nd year
13
104
8.67
3rd year
15
120
10.00
4th year
15
120
10.00
5th year
17
136
11.33
6th year
17
136
11.33
7th year
17
136
11.33
8th year
17
136
11.33
9th year
17
136
11.33
10th year
19
152
12.67
11th year
19
152
12.67
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January 1, 2022 — December 31, 2023 Page 19
12tH year
19
152
12.67
13tH year
19
152
12.67
14th year
19
152
12.67
15th year
22
176
14.67
17.7 Continuous service is not broken by any period of authorized leave.
17.8 Earned annual leave and continuous service credits of any employee are transferable
between departments and offices with the County provided, not more than thirty (30) days
elapse between employments without specific approval by the hiring agency.
17.9 An employee who separates from the service is entitled to payment for a maximum of up to
two hundred forty (240) hours of accrued annual leave, provided, that in the case of voluntary
resignation adequate notice is given. Two (2) weeks is considered adequate notice.
17.10 When an employee separates from the service by reason of resignation, layoff, dismissal,
retirement or death, he/she is paid for up to two hundred forty (240) hours un -liquidated
annual leave.
17.11 Once each year, each employee may sell back to the Employer up to a maximum of eighty
(80) hours of annual leave. This is conditioned on the requirement that each employee take
forty (40) hours of mandatory annual leave each anniversary year. Such sell -back provision
shall be submitted at least ten (10) days before the pay period.
ARTICLE XVIII — MILITARY TRAINING LEAVE
The Military Leave Policy and Procedures will be set forth in the "Grant County Policy & Procedure
Manual" Policy.
ARTICLE XIX — CIVIL LEAVE AND JURY DUTY
An employee shall continue to receive his/her regular salary for any period of required service as a
summoned juror or witness subpoenaed by the Employer. The Employer shall pay the difference
between the scheduled fees and the employee's hourly wage. The employee shall not be required
on his/her own time to apply for such fees. Employees will be expected to report for work when
less than a normal work day is required by such duties except graveyard employees will not be
required to work if not released from jury duty or as a subpoenaed witness prior to 5:00 p.m.
ARTICLE XX — FAMILY AND MEDICAL LEAVE
The Family and Medical Leave Policy and Procedures will be set forth in the "Grant County Policy
& Procedure Manual" Policy.
ARTICLE XXI — HOLIDAYS
21.1 Employees shall be entitled to the following legal holidays:
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January 1, 2022 — December 31, 2023 Page 20
New Year's Day
January 1
Martin Luther King, Jr., Day
Third Monday in January
Presidents' Day
Third Monday in February
Memorial Day
Last Monday in May
Juneteenth
June 19
Independence Day
July 4
Labor Day
First Monday in September
Veterans' Day
November 11
Thanksgiving Day
Fourth Thursday in November
Day after Thanksgiving Day
Christmas Eve
December 24
Christmas
December 25
21.2 County Designation of Holidays: The Employer will maintain a holiday calendar for each
year and publish it on their intranet and internet pages. This schedule reflects the dates that
the County will observe legal holidays for those positions not normally scheduled to work
weekends. Those positions that are normally scheduled to work weekends will follow the
schedule for legal holidays depicted in the table above.
Effective beginning in the first full payroll period following signature of the CBA by the last
signing party, holiday pay shall be paid on the basis of the length of the shift (8, 10 or 12
hours). For employees who do not work on a holiday, they shall receive straight time pay
for the length of their shift. Employees who are required by the Sheriff or his designee to
work on a designated holiday shall receive time and one-half (1 and V2) their regular hourly
rate for all hours worked on the holiday in addition to the straight time holiday pay for the
length of their shift as mentioned above. These provisions are subject to the Sheriffs
authority, as expressed in Section 21.3 below, to determine which employees will work on
holidays. The parties agree that these changes shall also result in the complete settlement
of the pending holiday pay arbitration and shall be memorialized in an arbitration settlement
agreement.
21.3 The Sheriff or his designee shall determine, from time to time, which employees will work
on any county -designated holiday. The Sheriff or designee shall make the determinations
about which employee(s) are going to work a designated holiday by providing a minimum
of seven (7) days advance notices to the affected employees regarding the shift changes
and/or changes to the work days as contained in Article XI —Hours of Work —Overtime.
The only notice that is necessary is the minimum of seven (7) days advance notice and none
of the provisions in Sections 11.1 a. and 11.5 pertaining to shift change notice, as well as
any other CBA provisions addressing prior notification of changes to work days and work
shifts, shall be applicable to the Sheriff's determinations and scheduling as to which
employees work or don't work on any county -designated holiday as determined by
management and the Director of Human Resources.
If the Sheriff determines that an employee shall work a holiday, said employee will receive
time and one-half times pay for hours worked on an actual holiday in addition to the straight
time holiday pay for the length of their shift as mentioned above, as determined by the Sheriff
and the Director of Human Resources, from 0600 to 0600 hours.
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If the Sheriff determines that an employee shall not work a holiday as determined by
management and the Director of Human Resources, said employee will only receive the
straight time pay referenced above in Section 21.2 for the length of the shift.
21.4 Holidays occurring at the beginning, during or at the end of a period of annual leave are not
charged as annual leave.
ARTICLE XXII — HEALTH & 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 employment for regular full-time employees and regular
part-time employees.
22.2 Medical coverage will cease on the last day of the month following the final day of eligible
employment or on that day if they are the same. 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 (2) 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 regular employees:
Employee Only Tier:
Employer Portion
100%
All Dependent Tiers:
Employer Portion
85%
Employee Portion
0%
Employee Portion
15%
The 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.
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 Employer 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.
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Premium Contribution for part-time regular employees:
The Employer contribution to the employee only portion for part-time regular employees as
described above for full-time regular employees. Employees may elect dependent coverage
but are responsible for full payment of expense by payroll deduction.
All calculations shall be determined by the Human Resources Director.
22.4 This premium contribution benefit is available to employees who have worked a minimum
of eighty (80) hours during the preceding month.
22.5 If there is a need to further modify coverage, as determined by the Employer based on
recommendations of the insurance broker and/or companies, the Employer will provide as
much notice as practicable to the Association and allow the Association the opportunity to
bargain regarding said changes. Should the Association and Employer be unable to bargain
a satisfactory resolution of any issues raised regarding modification of coverage, premium
structures, or benefit levels, within thirty (30) days after the notice to the Association, the
Employer shall have the right to modify premium structures, benefit levels and coverage.
22.6 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.
22.7 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 a result of action by the Employer.
ARTICLE XXIII — TRAVEL EXPENSES & OTHER CONDITIONS
23.1 Any employee required to be away from home overnight in the performance of his/her work
shall receive reasonable meal and lodging expense from the Employer. Travel time while
driving to and from mandatory training shall be considered time worked for purposes of
compensation.
23.2 Expense Accounts: The following guidelines will apply to all Sheriff s Office Personnel.
In Grant County: Personnel assigned to meetings or schools at the discretion of the Sheriff
or personnel assigned to emergency duties as determined by the Sheriff will be reimbursed
for meals providing:
a. Said meeting or schools are held during employee meal times.
b. Requests shall be submitted on voucher forms in the month they were incurred.
i. For the purpose of this understanding the month shall consist of the normal
thirty (30) day voucher period. Not necessarily the Pt or the 10th of the month.
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Authorized Out of Countv: Meal expenses during out of County travel will be reimbursed
providing:
a. Request shall be submitted on voucher forms in the month they were incurred.
i. For the purpose of this understanding the month shall consist of the normal
thirty (3 0) day voucher period. Not necessarily the 1St or 10th of the month.
23.3 Uniform cleaning and repair will be provided by the Employer for all personnel required to
wear uniforms.
23.4 Effective January 1, 2012, personnel assigned to detective duty will receive up to six hundred
dollars ($600.00) per year clothing allowance. The Employer shall reimburse in the month
of January.
23.5 The Employer shall reimburse in the month of May to all personnel required to wear. a
specific style or color footwear two hundred dollars ($200.00) per year.
23.6 Firearms: In accordance with policy, employees may carry the personal firearm of their
choice in lieu of the office issue.
ARTICLE XXIV — DRUG AND ALCOHOL TESTING POLICY
24.1 The Drug and Alcohol Testing Policy and Procedures will be set forth in the "Grant County
Policy and Procedure Manual" Policy and will be binding upon the parties to this Agreement.
ARTICLE XXV — 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 provision
of the contract will remain in full force and effect. In the event of a conflict between Civil Service
rules and regulations and the provisions of this agreement, this labor agreement shall prevail.
ARTICLE XXVI — 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.
ARTICLE XXVII — NEGOTIATION
Negotiation may be requested by either party to this Agreement ninety (90) days before the
expiration date.
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ARTICLE XXVIII — PAID FAMILY AND MEDICAL LEAVE
Paid family medical leave premiums shall be paid by the employee and the employer in accordance
with the current RCW provisions in terms of percentages of contributions. The Employer's share
is approximately thirty seven percent (37%) of the premium and the Employee's share is
approximately sixty three percent (63%) of the premium paid by payroll deduction. These premium
contributions shall commence January 1, 2019. The first payment to ESD is due April 30, 2019.
Only as an example, if an employee had a monthly wage of $3,000 the statutory percentage of 0.4%
of wages would equate to $12.00. Employee share would be $7.56 and the Employer share would
be $4.44. The exact amounts shall be determined by the Director of Human Resources for each
employee.
ARTICLE XXIX — DURATION
This Agreement shall be effective January 1, 2022, except as otherwise indicated and will remain
in full force and effect through December 31, 2023.
TED MEMORANDUM
The parties agree to address the future and contents of a TED Memorandum of Agreement (MOA)
through their respective labor attorneys and through negotiations. The parties will make a
reasonable effort to conclude this project within six months from the date of signing of this CBA by
the last signing party.
[Signature page follows.]
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January 1, 2022 — December 31, 2023 Page 25
y of 20230
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BOARD OF COUNTY
COMMISSIONERS:
Danny E. Sto 54 Member of the Board
GRANT COUNTY SHERIFF'S OFFICE:
By•
Joe ete, ' her VIYI"-
Represented by:
---7rn'th'o;-* F. 4entre, Management Attorney
GRANT COUNTY DEPUTY SHERIFFS'
ASSOCIATION:
By:
n Ball, Pre7silent
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023. Page 26
ADDENDUM A — Pay Plan
Sheriff s Office
Deputy Sheriffs' Association Pay Plans
2022
Grant County Deputy Sheriffs' Association
January 1, 2022— December 31, 2023 Page A-1
01/01/22
Deputy I
0-12 months of employment (90%)
H $33.31
M $51,773.73
Deputy I
13-24 months of employment (100% °)
H $37.01
M $6,415.07
Deputy II
25-60 months of employment
2.98% above Deputy I
H $38.49
M $6,671.60
Deputy III
61-120 months of employmentH
°
2.98 % above Deputy II
$39.64
M $6,870.93.
Deputy IV
121-180 months of employment
2.98% above Deputy III
H $41.21
M $7,143.07
Deputy V
181+ months of employmentH
2.98% above Deputy IV
$42.43
M $7,354.53
Detective
Promotional Position
5% above Deputy V
H $44.55
M $79722.00
Corporal
Promotional. Position
5%° above Deputy V
H $44.55
M $7,..722.00
Sergeant
Promotional Position
10% above Corporal/Detective
H $49.01
M $89495.07
Lieutenant
Promotional Position
10% above Sergeant
H $53.91
M $99344.40
H = Hourly M = Monthly
Grant County Deputy Sheriffs' Association
January 1, 2022— December 31, 2023 Page A-1
Sheriff s Office
Deputy Sheriffs' Association Pay Plans
2023
All calculations and administration of pay plans shall be determined by the Director of Human
Resources. The Director of Human Resources calculations and administration shall be final and
binding on the parties.
Step I —
Probation: All deputies must satisfactorily complete the probationary period which shall include
successful completion of the basic law enforcement training academy (sponsored by
the Criminal Justice Training Commission) plus one (1) year after completion of the
academy. This provides management the opportunity to determine suitability and
effectiveness of an employee in field capabilities. The total probationary period is
twelve (12) months after completion of the basic law enforcement academy. This
provision also modifies the provisions of Article III —Definitions, section b which
Grant County Deputy Sheriffs' Association
January 1, 2022— December 31, 2023 Page A-2
01/01/23
Deputy I
0-12 months of employment (90%)
H $35.97
M $65234.80
Deputy I
13-24 months of employment (100% o)
H $39.97
M $6,928.13
Deputy II
25-60 months of employment
2.98% above Deputy I
H $41.57
M $7,205.47
Deputy III
p �
61-120 months of employment
2.98% above. Deputy II
H $42..81.
NI $75420,40
Deputy IV
121-180 months of employment
2.98% above Deputy III
H $44.51
M $79715.07
Deputy V
181+ months of employment to ment
2.98% above Deputy IV
H $45.82
.M $7,942.13
Detective
Promotional Position
5% above Deputy V
H $48.11
M $8,339.07
Corporal
Promotional Position
° �
5 /o above Deputy V
H $48.11
M $8,339.07
Sergeant
Promotional Position
10% above Corporal/Detective
H $52.93
M $9,174.53
Lieutenant
Promotional Position
10% above Sergeant
H $58.22
M $ l 0,091.47
H = Hourly M = Monthly
All calculations and administration of pay plans shall be determined by the Director of Human
Resources. The Director of Human Resources calculations and administration shall be final and
binding on the parties.
Step I —
Probation: All deputies must satisfactorily complete the probationary period which shall include
successful completion of the basic law enforcement training academy (sponsored by
the Criminal Justice Training Commission) plus one (1) year after completion of the
academy. This provides management the opportunity to determine suitability and
effectiveness of an employee in field capabilities. The total probationary period is
twelve (12) months after completion of the basic law enforcement academy. This
provision also modifies the provisions of Article III —Definitions, section b which
Grant County Deputy Sheriffs' Association
January 1, 2022— December 31, 2023 Page A-2
defines probation. The Sheriff shall make all determinations regarding the placement
and requirements related to lateral transfer employees. The Sheriff's determinations
are final and binding on the parties. These placements and requirements shall not be
subject to the grievance procedures. All lateral entry deputies must satisfactorily
complete twelve (12) months probationary period prior to moving to a step based on
years of service and training hours.
Step II Shall include deputies with more than two (2) years who have successfully completed
the Step I probationary status but less than five (5) years of law enforcement
experience and have no less than one hundred (100) hours of management (Sheriff
or his designee) recognized law enforcement training in addition to successful
completion of the basic law enforcement academy.
Step III Shall include deputies with more than five (5) years who have successfully
completed probationary status but less than ten (10) years of law enforcement
experience and have no less than one hundred eight (180) hours of management
(Sheriff or his designee) recognized law enforcement training in addition to
successful completion of the basic law enforcement academy.
Step IV Shall include deputies with more than ten (10) years who have successfully
completed probationary status but less than fifteen (15) years of law enforcement
experience and no less than three hundred (300) hours of management (Sheriff or his
designee) recognized law enforcement training in addition to successful completion
of the basic law enforcement academy.
Step V Shall include deputies with more than fifteen (15) yearsof law enforcement
experience who have successfully completed probationary status and have no less
than five hundred (500) hours of management (Sheriff of his designee) recognized
law enforcement training in addition to successful completion of the basic law
enforcement academy.
If a deputy were to be promoted to Corporal, the deputy would begin to receive Corporal pay, and
when he or she reached additional years of service, the deputy would not revert back on the salary
table. Civil Service criteria for promotion to Detective are at least three (3) years, Corporal is the
same, and Sergeant is at least six (6) years. Promotions are determined by the Sheriff; they are not
automatic.
The eligibility, placement, and progression of employees in the step pay plan shall be determined
by the Sheriff s Office management subject to confirmation by the Director of Human Resources
based upon sufficient documented years of service and sufficient documented law enforcement
training.
Grant County Deputy Sheriffs' Association
January 1, 2022— December 31, 2023 Page A-3
ADDENDUM B
Motor Vehicle Collisions & Accidents:
If the operator of a county vehicle* is involved in a collision or accident, the operator shall render
necessary aid to and assist the injured, remove any hazards to life or property, and contact a
supervisor immediately. In addition, it shall be the duty of the involved operator to report the
collision, and complete any and all forms of incompliance with the laws of the State of Washington.
In such case as the operator of a county vehicle damages the vehicle, the damage will be reported
immediately to the on -duty supervisor regardless of the dollar value of the damage. The on -duty
supervisor shall notify the next -in -command of the damage. In any collision/accident in which there
is a reported injury and/or the estimated value to repair a damaged vehicle is at or above the current
recognized state standard per RCW 46.52.030 for reporting, a Collision Review Board shall be
convened.
The Collision/Accident Review Board shall consist of:
1. A Chief Deputy* *who shall serve as Chairman.
2. Two representatives selected by the Chairman, who are members of the Sheriff s Office
and who have operated similar vehicles during the performance of their duty.
3. A representative employee not involved in the collision/accident and the investigation
thereof, chosen by the employee.
**The Chief Deputy (see 1., above) shall not be involved in the investigation of the collision or
accident nor be in a direct supervisory position with the involved employee(s).
In the event of a tie vote by the Board, the Chair shall break the tie.
The Chairman shall ensure that all information regarding the collision or accident is presented at the
Review Board Meeting.
After all the investigative facts of the collision/accident have been presented at the Review Board
Meeting, the Chairman shall ensure all the parties involved have been heard to include the
employee(s). Theemployee(s) and their representatives (Association and/or attorney, if any),
employer representatives (attorney, if any), and witnesses shall then be dismissed from the Review
Board Meeting and the Chairman shall conduct an overview of the investigative facts of the
collision/accident with the members of the Review Board. The Review Board will then determine,
upon the facts and findings of the investigation, whether the collision or accident was Preventable
or Non -Preventable.
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page B-1
The Chairman, having received the determinations by the Review Board, shall present to the
Undersheriff the investigation and determinations.
The Undersheriff, having received the investigation from the Chairman, shall render a final decision
within ten (10) working days. The Undersheriff shall then notify the employee(s) in writing of any
disciplinary action as the result of the investigation.
Each collision/accident as well as investigation with findings and discipline shall be addressed on a
case by case basis. Disciplinary action will be carried out in accordance with applicable sheriff's
office policies and procedures as well as the applicable labor agreement. After receipt of any
disciplinary action by the employee(s) from the Undersheriff, a meeting will be scheduled with the
employee(s) and their union or association representative, if they so wish, along with their
immediate supervisor. The purpose of the meeting will be to:
a. Address the disciplinary action.
b. Counsel the employee(s) regarding future problems.
C. Consider remedial training.
d. Assess the employee(s) physical and mental fitness for duty.
*A county vehicle is defined as any equipment used by an employee that transports them while in
the performance of their duty, whether in or out of uniform, whether on or off-duty.
Grant County Deputy Sheriffs' Association
January 1, 2022 — December 31, 2023 Page B-2