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WORKING AGREEMENT
By and Between
GRANT COUNTY
GRANT COUNTY PUBLIC EMPLOYEES
ASSOCIATION
YOUTH SERVICES UNIT
JANUARY 1, 2022
m
DECEMBER 31,2023
PREAMBLE
Z
PRODUCTIVITY
2
ARTICLE I - RECOGNITION
Z
ARTICLE II - UNION MEMBERSHIP DUES CHECKOFF
2
ARTICLE III -DEFINITIONS
3
ARTICLE IV - EQUAL EMPLOYMENT OPPORTUNITY
7
ARTICLE V - MANAGEMENT RIGHTS
7
ARTICLE VI - STRIKES AND LOCKOUTS
9
ARTICLE VII - JOB POSTING
9
ARTICLE VIII - SENdORITY
10
ARTICLE IX - DISCIPLINE
11
ARTICLE X - GRIEVANCE PROCEDURE
19
ARTICLE XI — HOURS OF WORK
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ARTICLE XII - JOB CLASSIFICATIONS AND WAGES
24
ARTICLE XIII - BULLETIN BOARD
26
ARTICLE XIV - UNION ACTIVITIES
26
ARTICLE XV - SICK LEAVE
27
ARTICLE XVI - MILITARY LEAVE
30
ARTICLE XVII- CIVIL LEAVE/JURY LEAVE
30
ARTICLE XVIII - FAMILY & MEDICAL LEAVE
30
ARTICLE XIX - EDUCATION LEAVE
31
ARTICLE XX - ANNUAL LEAVE
31
ARTICLE XXI - HOLIDAYS
33
ARTICLE XXII - HEALTH AND WELFARE
34
ARTICLE XXIII - DRUG TESTING POLICY
36
ARTICLE XXIV - SAVINGS CLAUSE
36
ARTICLE XXV - ENTIRE AGREEMENT
36
ARTICLE XXVI - TERM OF AGREEMENT
37
ADDENDUM A —Salary Administration Procedure
A-37
ADDENDUM B — 2022 and 2023 Pay Plan
B-1
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Working Agreement 2022 - 2023
PREAMBLE
This Agreement entered into by and between Grant County Public Employees'
Association, hereinafter referred to as the "Association," and the Board of Commissioners
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 Grant County Youth Services employees. Excluded from
the Bargaining Unit are Elected Officials, Department Heads, and Administrative
Assistants in each 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.
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
second payroll 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
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Working Agreement 2022 - 2023
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, and grievances.
ARTICLE III - DEFINITIONS
The following definitions apply throughout the Contract unless the context clearly
indicates another meaning:
3.1 Regular Full -Time Em-ployee: A full-time 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.
A regular full-time employee is an employee who works forty (40) hours per week
on a regular basis.
3.2 Probationary Employee/Probationary Period: A full-time employee who has less
than six (6) month of continuous service, or a part-time employee who has less
than one thousand (1000) hours of continuous service, with the Employer. Said
employee is subject to discharge/termination without just cause and without
recourse.
3.3 Part-time Em-ployee: 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
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premium for health insurance benefits for employee only. Employees who wish
to ensure 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, 3.2 and 3.3. 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 and regular part-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.
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d. "FULL-TIME EMPLOYMENT" means regularly scheduled employment on
an average of forty (40) hours per week.
e. "HOLIDAYS" means paid non -workdays for County employees as
specified in the Holiday Article.
f. "OVERTIME" means work previously authorized by the elected official or
department head and performed in excess of the scheduled workday or in
excess of forty (40) hours in a workweek.
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,
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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/office. 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. Payroll File: Maintained by Accounting/Payroll, in the Accounting office.
Contains information such as payroll deduction elections, step increase
documentation, and State retirement documentation.
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.
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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 re . view 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.
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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 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
to 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:
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.
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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.
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.
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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.
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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.
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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 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 they 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
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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 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 (1000) hours of continuous employment with the Employer. During the
probationary period, employees maybe 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.
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Working Agreement 2022 - 2023
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.
8.4 Subject to the provisions of Article XI, 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 full-time employee and for a continuous period. of one thousand
(1,000) hours as a probationary part-time 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
for full-time employees and five hundred (500) hours for part-time employees.
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 provided the leave does not
seniority beadUfcexceed nine'(90) days. Thereafter, Will �ustedayol uly .
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.
8.9 After -Hours Intake Duty: Probation Counselors, Intensive Supervision
Counselor, and Qualified Court Interpreter will have the opportunity to bid on
after-hours intake duty. This work will be bid b seniority ever three(3)months.
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If there are no bidders, the Administrator will assign. If there are no bids, the
Administrator will assign the after-hours work from these listed job classifications.
The Qualified Court Interpreter will be added to the schedule on October 1, 2020.
ARTICLE IX - DISCIPLINE
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Working Agreement 2022 — 2023
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 Meads, or Elected Officials;
f . Conviction, plea bargaining, deferred prosecution, or any other alternative
disposition of a criminal charge which the Department Mead 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
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distributing alcohol and/or illegal/controlled substances at work in
accordance with the Drug and Alcohol Policy;
n. Violation of Drug and Alcohol Policy;
o. 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;
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;
L 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 employee, 11 possible. 11 Le
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
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Working Agreement 2022 - 2023
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.
9.3 Investigation process: If the Employer is informed of potential misconduct(s)
and/or violation(s), the Employer in consultation 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 lrr medlately 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).
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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
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 a pre -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.
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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;
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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 may
be 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 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 Mead or their designee determines that
circumstances are such ch tha t retention of the em nl ovee will likely result In
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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
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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 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
p yp p p
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 maybe used by the Employer for the purposes of
defending and/or litigating civil and/or criminal proceedings.
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Working Agreement 2022 - 2023
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.
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.
9.9 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. If an employee's driver's license or CDL is revoked, then the
employee shall be immediately terminated.
9.14 In accordance with provision 9.1 above, dishonesty in any form may be
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 offense of dishonesty
may result in termination.
Grant County -Youth Services Unit Page 18
Working Agreement 2022 - 2023
a
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
p
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 grievance being forever waived and lost and no longer grievable 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 supervisor 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
Grant County - Youth Services Unit
Working Agreement 2022 - 2023
Page 19
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:
Ste 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 2:
If the grievance is not resolved to the satisfaction of the concerned parties at Step
1 and it involves an economic issue, 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 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 Employer will be represented by
someone of their choosing 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. If the grievance
is not resolved at Step 1 and It -involves a working condi-LI Ldl Ll�Ji�l 1�5'l.,le, Ll lel W I 1'112
thirty (30) calendar days of the response in Step 1, the grievance, in written form,
shall be presented for arbitration purposes in accordance with the provisions of
Step 3 below.
Ste 3:
a. Final and Binding Arbitration: If the grievance has not been resolved at
Step 2 above, either the Association, the Employer 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 certified mail of submission to arbitration within thirty (30)
calendar days after receipt of the Step 2 response. Failure to notify the other
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Working Agreement 2022 - 2023
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 may be 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.
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.
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.
�111� 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
Grant County - Youth Services Unit Page 21
Working Agreement 2022 - 2023
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, four (4) consecutive ten (10) hour days and/or four
(4) nine (9) hour days with a partial shift for the balance of the forty (40) hours,
Sunday through Saturday, inclusive. The Employer will determine which shifts
will be worked by different employees (currently there are employees working 5-
8's, 4-10's and 4-9's). 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
considered overtime and will be compensated at time and one-half (1.5). Overtime
and all work performed on regularly scheduled days off shall be compensated for
at one and one-half (1.5) times the regular rate. Regular part-time employees do
not qualify for overtime compensation unless they have worked in excess of forty
(40) hours in a workweek. Overtime is subject to prior approval by the
Administrator or his/her designee, except in cases involving an emergency
situation. 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 emergency, in
which case no notice is required, and except as provided in Section 11.4 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
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Working Agreement 2022 - 2023
obligation to bargain about the changes or their effects. The Employer has the
right to schedule detention staff members at any time during the Sunday through
Saturday work period in order to provide twenty-four (24) hours a day, seven (7)
days per week coverage. Non -detention staff employees will normally work
during the week, Monday through Friday, either based on a five (5) day
workweek, a four (4) day workweek and/or four (4) nine (9) hour days with a
partial shift for the balance of the forty (40) hours, all as determined by the
Administrator.
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 and/or four (4) nine (9) hour days with a partial shift for the balance of the
forty (40) hours, inclusive of the period of Sunday through Saturday, provided at
least two (2) work weeks' notice is provided to affected employees except in the
event of an emergency. 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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Working Agreement 2022 - 2023
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 isnot available, said employee is required to notify the department head
or supervisor or 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 Employees working in a higher classification than their regular assigned
classification shall be paid at the higher rate after twenty (20) hours in a workweek
retroactive to the first hour. An employee working at a lower classification wage
scale shall not suffer a reduction in wages, unless by permanent assignment.
ARTICLE XII - JOB 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 2022 and 2023 Pay Plan as
calculated and administered by the Director of Duman Resources. This Article,
Addendum A, and Addendum B are not subject to the grievance procedure.
12.2 Effective January 1, 2022, employees who have not left employment during 2022
will receive a five point six eightpercent (5.68%) across-the-board increase to the
2021 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.
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Working Agreement 2022 - 2023
Effective January 1, 2023, employees who have not left employment during 2023
will receive an eight -point three percent (8.3%) across-the-board increase to the
2022 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.
In regard to the two "Probation Counselors," they shall remain at their current
band and duties.
12.3 In the event a new position is created, the Employer has the right to develop and
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establish the position. The classification and wage rate will initially be established
by the E1 Lplo j! er tl Lr o'l,'Lgh the salary evaluation process and the Association 1 w 111
r
be notified of this wage rate. If the Association disagrees with the wage rate, then
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the parties agree to meet and negotiate only with respect to the wage rate. This
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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 (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.
Grant County -Youth Services Unit Page 25
Working Agreement 2022 - 2023
12.5 Regular part-time employee's hourly wage will be equal to the hourly wage of the
regular full-time employee.
12.6 Bi -Lingual Premium Pay: Employees who are appointed to serve in bi-lingual
interpreter status by the department head/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 a labor-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 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
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Working Agreement 2022 - 2023
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.
d. Bereavement Leave: In case of death in the immediate family, up to twenty-
four (24) hours with pay will be granted. Additional hours maybe 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.
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Working Agreement 2022 - 2023
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
1511, 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 (15t") 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 severancea
pY
where severance is made as a result of retirement under Social Security, a twenty-
five
Y
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 hundredp ercent
(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.
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. Thisp rovision
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
Grant County - Youth Services Unit Page 28
Working Agreement 2022 - 2023
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 Familyand 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.
iii. Allow Employees the ability to not use any banked leave during
waiting period, processing period, or to supplement PFML benefit.
iv. 15.6.3 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 -Terms. 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.
Grant County - Youth Services Unit Page 29
Working Agreement 2022 - 2023
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) work 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/TURP 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 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
Up to twelve (12) weeks (paid or unpaid) may be granted per twelve (12) month period
for qualifying circumstances as determined by the Employer consistent with Federal and
State laws. Twelve (12) month period means a rolling twelve (12) month period
measured backward from the date leave is taken and continuous with each additional
leave day taken. This shall be administered by the Employer. Employees are required to
exhaust all accrued paid leave (i.e., vacation, sick leave, compensatory time, etc.) before
becoming eligible for an unpaid leave of absence for family leave purposes. When
Grant County -Youth Services Unit Page 30
Working Agreement 2022 - 2023
possible or foreseeable, requests for family and/or medical leave shall be submitted to the
Employer a minimum of thirty (30) days prior to the date the leave is expected to
commence. Violations of this provision shall be subject to the disciplinary process unless
circumstances warranted a lesser notice.
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 effective beginning January 1, 2019, annual leave maybe accumulated to a total of
two hundred forty (240) hours above the current year's accrual; provided,
however, all unused annual leave in excess of two hundred and forty (240) hours
as of December 31 of any year shall lapse. Annual leave accruals are calculated on
the 15t" 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.
20.3 Annual leave accumulated at the end of six (6) months of service in a department
by regular full-time employees and at the end of one thousand (1,000) hours of
service in a department by regular part-time employees may be 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.
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.
Grant County -Youth Services Unit Page 31
Working Agreement 2022 - 2023
20.4 Annual leave 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.
Additional annual leave hours 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.
d. All leaves without pay are subject to review by the Board of
Commissioners.
Grant County - Youth Services Unit Page 32
Working Agreement 2022 - 2023
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 The following eleven (11) days shall be recognized and observed as paid holidays:
New Year's Day January 1st
Martin Luther King's Birthday Third Monday in January
Presidents' Day Third Monday in February
Memorial Day Last Monday in May
Juneteenth June 19th
Independence Day July 4th
Labor Day First Monday in September
Veterans' Day November 11th
Thanksgiving Day Fourth Thursday in November
Day After Thanksgiving Day
Christmas Day december 25th
The twelfth (12t") holiday shall be a floating holiday scheduled off at the
employee's discretion subject to the approval of the Administrator. The holiday
must be taken before December 31 of each year. Any floating holiday not taken
during each year is not compensable upon separation from employment.
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 - Youth Services Unit Page 33
Working Agreement 2022 - 2023
21.3 Whenever any of the holidays listed above shall fall on Saturday, the preceding
Friday shall be observed as the holiday for Monday - Friday staff. Whenever any
of the holidays listed above shall fall on a Saturday, Saturday shall be observed as
the holiday for staff not scheduled to work a Monday - Friday shift.
21.4 Whenever any of the holidays listed above shall fall on Sunday, the succeeding
Monday shall be observed as the holiday for Monday - Friday staff. Whenever
any of the holidays listed above shall fall on a Sunday, Sunday shall be observed
as the holiday for staff not scheduled to work a Monday - Friday shift.
21.5 Any regular full-time or regular part-time employee required to work on a holiday
shall receive his/her regular rate of pay plus one and one-half (1.5) times the
regular rate for all hours worked.
21.6 The scheduling of holiday coverage in detention shall be at the discretion of the
Administrator or his/her designee.
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 (I -SWC) and subject to approval by the County
Commissioners.
Core Plan Premium Share Contributions for full-time regular employees:
Employee Only Tier:
Employer Portion Employee Portion
100% 0%
All Dependent Tiers:
Employer Portion Employee Portion
85% 15%
Grant County - Youth Services Unit Page 34
Working Agreement 2022 - 2023
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
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.
All calculations shall be determined by the Human Resources Director.
Premium contribution for part-time regular employees:
The Employer contribution to the employee only portion for part-time regular
employees is as descfibed 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 Duman 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
Grant County - Youth Services Unit Page 35
Working Agreement 2022 - 2023
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 negotiations
procedures contained in 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.
Y
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 ees Employer and the employees
p Y
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 - Youth Services Unit Page 36
Working Agreement 2022 - 2023
ARTICLE XXVI - TERM OF AGREEMENT
This Agreement shall be effective January 1, 2022, except as otherwise indicated and will
remain in full force and effect until December 31, 2023.
Negotiations may be requested by either party to this Agreement ninety (90) days before
the expiration of this Agreement.
DATED this day of 2023.
BOARD OF COUNTY GRANT COUNTY PUBLIC
COMMISSIONERS
.............
Danny S one, Commissioner -District 1
vlA
Rob Jones, Commissio er- District 2
i
t
Cindy Car er, Commissioner - District 3
EMPLOYEES' ASSOCIATION
Mel Lotz, President
ADDENDUM A — Salam 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 torior approval
p pp
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 willro ress to next higher steps in annual
p g g p
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 lastY ear of the
CBA.
Grant County - Youth Services Unit Page 37
Working Agreement 2022 - 2023
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" salar
y
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 stephigher 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,
g
specialized. knowledge and/or essential cre d en na I s to the j ob . This assessment is subject
to prior review by the Human Resources Department and subject torior approval b
p pp Y
the Board of County CommissionersProgression Increases:
Employees will progress to next higher step at annual salary adjustment time, until their
salaries reach top step.
Grant County - Youth Services Unit
Working Agreement 2022 - 2023 Page A-2
ADDENDUM B - 2022 and 2023 Pav Plan
The Pay Plan will be prepared and disseminated by the Director of Human Resources
2022
job Title
Ban
1
4
5
.6.
7
Legal SecretaryH
H
$22.05
$22.71
$23.37
$24.02
$24.67
$25.31
$25.94
M
$3,822.00
$3,936.40
$4,050.80
$4,163.47
$4,276.13
$4,387.07
$4,496.2
Youth Services
06
7
7
H _
$23.95
$24.6
$25 39
$26.10
$26.80 :
$27.5.Q
:$2:1
8,19
Lead Legal 5ecretar08.
Y
08
M
$4,151.33.
$4,2.76.13
$4;400:.'93
$4 524:00
4 645:33
$ ,
$ 4 7
$4,886 2
3
....66,.67.
0
Guardian Ad Litem
H
$27.64
$28.47
$29.30
$30.12
$30.93
$31.73
$32.52
M
$4,790.93
$4,934.80
$5,078.67
$5,220.80
$5,361.20
$5,499.87
$5,636.8
Admin
11
3
0
Probation Counselor11
H
$27.64
$28 47 '
$29 30 .
$30. 2
$30 93 .
:$31:73..
$32:52
Probation Coxnselor
11
$5,636.8
$4,790.93
$4,934.-80
$5 =078.67
5, 220:80,
5 36120
$ , .
$5.,4.99 87
:
.
Qualified Court
H
$27.64
$28.47
$29.30
$30.12
$30.93
$31.73
$32.52
M
$4,790.93
$4,934.80
$5,078.67
$5,220.80
$5,361.20
$5,499.87
$5,636.8
Interpreter
11
0
GAL Volunteer
H
$27.64
$28.47
$.29.30
$30.12
$30.93.
$31:73
$32.52.
M
$4,790.93
$4,:934.80
,$5;078:67
$5 220:80
r
5 361.20
r
S 499:
$ r 87
$56368
.
.
o:
C ordlnatar -
11
0
Intensive Sprvision
H
$29.09
$29.96
$30.83
$31.69
$32.55
$33.40
$34.4
2
M
$5,042.27
$5,193.07
$5,343.87
$5,492.93
$5,642.00
$5,789.33
$5,934.9
Counselor
12
3
H
$29.09
$29.96
$30 83 .
$31.,69
$32.55
$3:40:.
$34.24
Irreatrnen.t +Counselor
12
5 042.27
$ ,
$u r193.,07�
�.$5,642.
.:5
$0,343..87
$5,492.93 -.OQ
.
$ 934
.3
2023
o►b Title
Ban
d
Legal Secretary
H
$23.88
$24.60
$25.31
$26.02
$26.72
$27.41
$28.10
M
$4,139.20
$4,264.00
$4,387.0
$4,510.13
$4 631.47
r
$4,751.07
$,
$4,870.6
Youth Services
06
7
7
H
$25.94
$26.72
$27.49
$28,26
$29.02
$29.77
$30:5.1
Lead Legal Secretary
08
1LT
$4,436,27
$4,b3 .47
$4,764.9
$4,$98.40
$5,030.13
$5,160.13'
5 285,4
3
0
Guardian Ad Litem
H
$29.93
$30.83
$31.72
$32.61
$33.49
$34.36
$35.22
M
$5,187.87
$5,343.87
$5,498.1
$5,652.40
$5 804.93
$5,955.73
$,
$6,104.8
Admin
11
3
0
Probation Counselor11
H
$29.93_
$30.83
$31.72
$32.61
,$33.49$34.36
$35.22
Grant County - Youth Services Unit
Working Agreement 2022 - 2023
Page B-1
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 the anniversary of the position date (excludes employees at Step 7)
The bands on the attached Pay Plan are those which apply l to employees within the
bargaining unit. Employees remain in the same band but may g p 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.
PAY PERIODS: The payroll period will be once every two weeks. This is also known as
bi-weekly. Employees will be paid every other Friday as had been done in thep ast. The
County will arrange the transition to biweekly and to begin a time and attendance
software on a date of their choice with a minimum of 60 days notice to the Union.
Grant County - Youth Services Unit
Working Agreement 2022 - 2023
Page B-2
M
$5,187:87
$5;343.87
$5, 498. 1
$5,652.40
_
$5804.93
$5,955.73
$6,104.8
3
;0
Qualified. Court
H
$29.93
$30.83
$31.72
$32.61
$33.49
$34.36
$35.22
M
$5,187.87
$5,343.87
$5,498.1
$5,652.40
$5,804.93
$5,955.73
$6 , 104.8
Interpreter
11
3
0
GAL Volunteer
H1.
$29.93
$30.83
$31.72
$32.61
$33.49
$34.36
$35.22
M
$5,187,87
$5;,343.87
$5,498.1
$5;652.40
$5,804.93
$5,955.73.
$,6,1-,04;8
Coordinator11
'0
Intensive Sprvision
H
$31.50
$32.45
$33.39
$34.32
$35.25
$36.17
$37.07
M
$5,460.00
$5,624.67
$5'787'6
$5,948.80
$6110.00
$6,269.47
$,
$6,425.4
Counselor
12
0
7
H
$31.50
$32.45
$33.39
$34.32
$35.25
$36.17
$37:07
Treatment Counselor
12
5400$5,6267
$5;787.6
$5,948.80
000
.
$6,269.47,
6,425.4M
J
0-
7
H = Hourly
P = Pall Period M = Monthhl
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 the anniversary of the position date (excludes employees at Step 7)
The bands on the attached Pay Plan are those which apply l to employees within the
bargaining unit. Employees remain in the same band but may g p 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.
PAY PERIODS: The payroll period will be once every two weeks. This is also known as
bi-weekly. Employees will be paid every other Friday as had been done in thep ast. The
County will arrange the transition to biweekly and to begin a time and attendance
software on a date of their choice with a minimum of 60 days notice to the Union.
Grant County - Youth Services Unit
Working Agreement 2022 - 2023
Page B-2