HomeMy WebLinkAbout1989 - 1991 Non-Commissioned Uniti
FINAL AGREEMENT
BY AND BETWEEN
0
INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE
WORKERS
DISTRICT LODGE NO.751
NON-COMMISSIONED UNIT
1989 - 1991
l
TABLE OF CONTENTS
PREAMBLE........................................................................................................................... 1
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT .................................... 2
Section1......................................................................................................................... 2
Section2......................................................................................................................... 2
ARTICLE 2 - UNION MEMBERSHIP.......................................................................... 2
Section1......................................................................................................................... 2
Section2......................................................................................................................... 3
Section 3 - Payroll Deduction for Union Dues ......................................................... 3
Section 4 - Political Endorsements............................................................................ 3
ARTICLE 3 - UNION REPRESENTATION: ACCESS TO EMPLOYEES .......... 4
Section1......................................................................................................................... 4
Section2......................................................................................................................... 4
Section3......................................................................................................................... 4
ARTICLE 4 - NONDISCRIMINATION........................................................................ 4
ARTICLE 5 - HOURS OF WORK AND OVERTIME ............................................... 5
Section1......................................................................................................................... 5
Section2......................................................................................................................... 5
Section3 - Compensatory Time................................................................................. 5
Section4 - Callback...................................................................................................... 6
Section5 - Court Time................................................................................................. 6
Section6......................................................................................................................... 6
Section7......................................................................................................................... 7
Section8 - Cancellation of Court Appearance............................................:........... 7
ARTICLE 6 - CLASSIFICATIONS AND SALARIES ................................................. 7
Section1......................................................................................................................... 7
Section2......................................................................................................................... 8
Section3......................................................................................................................... 8
Section4......................................................................................................................... 8
ARTICLE7 - HOLIDAYS................................................................................................ 9
Section1......................................................................................................................... 9
Section2......................................................................................................................... 9
Section3......................................................................................................................... 9
Section4......................................................................................................................... 10
Section5......................................................................................................................... 10
ARTICLE8 - VACATIONS.............................................................................................. 10
Section1......................................................................................................................... 10
Section2......................................................................................................................... 11
Section3......................................................................................................................... 11
Section4......................................................................................................................... 11
ARTICLE 9 - HEALTH AND WELFARE.................................................................... 11
ARTICLE10 - PENSIONS................................................................................................ 12
ARTICLE 11 - JURY DUTY............................................................................................ 13
ARTICLE 12 - SICK, DISABILITY, BEREAVEMENT AND
EMERGENCYLEAVE.................................................................................................. 13
Section1......................................................................................................................... 13
Section2......................................................................................................................... 13
Section3............................................................:............................................................ 14
Section4......................................................................................................................... 14
Section5......................................................................................................................... 14
Section6......................................................................................................................... 14
Section7......................................................................................................................... 14
Section8......................................................................................................................... 15
Section9......................................................................................................................... 15
Section10....................................................................................................................... 15
Section11....................................................................................................................... 16
ARTICLE 13 - UNIFORM ALLOWANCE................................................................... 16
ARTICLE 14 - EMPLOYMENT PRACTICES.............................................................
17
Section1- Layoff..........................................................................................................
17
Section2 - Seniority......................................................................................................
17
Section 3 - Working Out of Classification.................................................................
17
Section 4 - Out of Classification - Police Specialists ................................................
18
Section5 - Subcontracting...........................................................................................
18
Section6 - New Technology........................................................................................
18
Section7 - Drug Tests..................................................................................................
19
Section8 - Military Leave...........................................................................................
19
Section9 - Lie Detector Tests....................................................................................
19
Section 10 - Probationary Employees........................................................................
19
Section11- Liability Coverage...................................................................................
19
ARTICLE 15 - MANAGEMENT RIGHTS................................................................... 19
Section 1- Direction of Workforce............................................................................ 19
Section 2 - City Rules and Regulations..................................................................... 20
Section 3 - Application of Policies and Procedures ................................................. 20
ARTICLE 16 - GRIEVANCE PROCEDURE.............................................................. 20
Section1......................................................................................................................... 20
Section2......................................................................................................................... 22
Section3......................................................................................................................... 22
ARTICLE 17 - STRIKES OR LOCKOUTS................................................................... 22
ARTICLE 18 - BULLETIN BOARDS............................................................................ 23
ARTICLE 19 - LEGALPTY OF NEGOTIATED AGREEMENT ............................. 23
ARTICLE 20 - RETENTION OF BENEFITS............................................................... 24
ARTICLE 22 - INVESTIGATIONS, INTERROGATIONS AND
APPLICATION OF DISCIPLINE................................................................................ 25
EmployeeProtection................................................................................................... 25
Application of Discipline............................................................................................. 25
Investigations and Interrogations............................................................................... 25
ARTICLE 23 - TERMS OF AGREEMENT.................................................................. 26
APPENDIX A - STRAIGHT -TIME HOURLY RATE OF PAY ................................ 28
Section 1- Pay Plan 8/1/89 through 12/31/89............................................................ 28
Section 2 - Pay Plan 1/1/90 through 12/31/90............................................................ 29
Section 3 - Pay Plan 1/1/91 through 12/31/91............................................................ 30
AGREEMENT
BY AND BETWEEN
CITY OF AUBURN
I."J"I
INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE
WORKERS
DISTRICT LODGE NO.751
NON-COMMISSIONED UNIT
1989 - 1991
PREAMBLE
This Agreement is between the City of Auburn (hereinafter called the "City") and the
International Association of Machinists and Aerospace Workers, District Lodge No.
751, (hereinafter called the 'Union") for the purposes of setting forth the mutual
understanding of the parties as to conditions of employment for those employees for
whom the City recognizes the Union as the collective bargaining representative.
Effective: August 1. 1989
1989 -1991 Non -Commissioned Unit Contract
Page 2
Article 1
RECOGNITION AND BARGAINING UNIT
Section 1. The City recognizes the Union as the exclusive bargaining representative
for all employees designated by the classifications set forth in Appendix "A" and as
certified by the Public Employment Relations Commission Case No. 7784E-89-1327,
February, 1989, excluding confidential employees, supervisors and all other
employees.
Section 2.
Full Time Employees Full time employee means any employee who regularly
works forty (40) hours or more per week for more than four (4) consecutive
calendar months in a calendar year.
Part Time Re lagu r Employees Part time regular employee is an employee who
regularly works less than forty (40) hours per week, but not less than twenty (20)
hours per week, for more than four (4) consecutive calendar months in a
calendar year. Such employees shall accrue vacation, sick leave and holiday
benefits in the direct ratio that their regular work hours bears to forty (40) hours
per week.
Note: Salary step advancement for part-time employees shall be based upon
completed months of service as set forth in Appendix W. ✓'
Article 2
UNION MEMBERSHIP
Section 1. All full-time employees covered by this Agreement shall become members
of the Union within thirty-one (31) days from the effective date of this Agreement or
within (31) days from the date of employment, whichever is later and shall remain
members of the Union in good standing as a condition of continued employment.
1989 -1991 Non -Commissioned Unit Contract
Page 3
For the purpose of this Section, membership in the Union shall be deemed to have
been maintained if the employee has not failed to tender his normal monthly dues
and/or initiation fee for an accumulative period of two (2) months.
Regarding regular part-time employees, it is acknowledged that the Union will
determine the proportion of the regular monthly dues payable to the Union by such
employees, after considering the ratio that their regular work hours bears to forty
(40) hours per week.
Section 2. Failure by an employee to abide by the above provisions shall constitute a
cause for discharge of such employee provided that when an employee fails to fulfill
the above obligation, the Union shall provide the employee and the City thirty (30)
days notification in writing of the Union's request to initiate discharge action, and
during this period the employee may make restitution in the amount which is
overdue. Should the employee make such restitution, the request for discharge shall
be withdrawn.
Section 3. Payroll Deduction for Union Dues. The City agrees to deduct monthly
dues required of the employees in the bargaining unit who voluntarily execute a wage
assignment authorization form. The City will deposit such dues with Aerospace
Industrial District Lodge 751, IAM&AW, 9125 - 15th Place South, Seattle,
Washington 98108. Upon issuance and transmission of such dues and initiation fees
to the Union, the City's responsibility shall cease with the respect to such deductions.
The Union and each employee authorizing the assignment of wages for payment of
Union dues hereby undertake to indemnify and hold the City harmless from all
claims, demands, suits or other forms of liability that may arise against the City for or
on account of any deduction made by the wages of such employee.
Section 4. Political Endorsements. By remitting dues to the Union, the City does not
thereby endorse any expenditure, political or otherwise, made by the Union.
1989 -1991 Non -Commissioned Unit Contract
Page 4
Article 3
Section 1. The Business Representative of the Union shall be allowed access to all
facilities of the City wherein the employees covered under this contract may be
working for the purposes of investigating grievances, provided such Representative
or steward does not interfere with the normal work processes. No Union member or
officer shall conduct any Union business on City time and no Union meetings will be
held on City time or premises unless authorized by the Chief of Police. Off -duty
meetings may be scheduled and held on City premises.
Section 2. The City agrees that employees covered by this Agreement shall not be
discharged or discriminated against for upholding Union principles or for performing
duties authorized by the Union so long as these activities do not interfere with
normal work processes of the City.
Section 3. The employer will attempt to allow such members of the Union as may be
designated by the Union not to exceed three (3), leave from duty without loss of pay
for the purposes of direct participation as members of the Union negotiating team in
labor negotiations with the City of Auburn including mediation.
Note: Chief retains right not to allow three (3), based on Department staffing needs.
Article 4
NONDISCRIMINATION
It is mutually agreed that there shall be no discrimination because of race, creed,
color, religion, sex, age, marital status, national origin or physical, mental or sensory
handicaps that do not prevent proper performance of the job, unless based upon a
bonafide occupational qualification. The Union, employees and management
representatives shall work cooperatively to assure the achievement of equal
1989 -1991 Non -Commissioned Unit Contract
Page 5
employment opportunity. Furthermore, employees who feel they have been
discriminated against shall be encouraged to, use the grievance procedure set up
under this Agreement prior to seeking relief through other channels. Grievances
under this Article shall not be subject to Step Four of the grievance procedure
(arbitration).
Article S
HOURS OF WORK AND OVERTIME
Section 1. The Chief of Police shall establish regular work schedules for the
members of the bargaining unit, such that the working hours for the employees shall
be equivalent to forty (40) hours per week on an annualized basis. The normal
workday shall be up to ten (10) hours inclusive of the lunch period.
Section 2. Except as otherwise provided in this Article, employees shall be paid at
the rate of time and one-half of their hourly base rate for:
A. All hours worked outside the regularly assigned shift in any one day,>
B. All hours worked on a schedule f ough day; and
C. The hours worked on the first and last day of a changed shift unless written
notice no less than. seven (7) calendar days in advance of the shift change
from the employee's regular shift is given to the employee.
All overtime must be authorized by the Chief of Police or his designee. In all cases in
computing overtime, the nearest one -quarter hours shall be used.
Section 3. COMPENSATORY TIME. Payment for authorized overtime hours
worked shall be pay or compensatory time at the employee's option, such option to
be exercised at the time earned.
Compensatory time shall be earned and accumulated at the rate of one and one-half
hours for each overtime hour worked; provided that the maximum allowable accrued
shall be 120 hours of compensation.
1989 -1991 Non -Commissioned Unit Contract
Page 6
All compensatory time accumulated by an employee in excess of forty (40) hours as
of the 31st of May each year shall be paid at the employee's then current rate of pay
at the first payday of June. At the option of the employee, any or all of the remaining
forty (40) hours of accumulated compensatory time shall be carried past the 31st of
May.
Section 4. CALLBACK. If an employee is called back to duty he/she will be
guaranteed a minimum of three (3) hours at one and one-half times his/her hourly
base rate.
Section 5.
A. COURT TIME. An employee required to testify in court on behalf of the
Auburn Police Department during off duty hours shall be paid a minimum
of three (3) hours at one and one-half times his/her hourly base rate for such
attendance, except where such attendance is an extension of the end of
his/her regularly scheduled shift at which time normal overtime procedures
will apply. For court attendance in Seattle only, pay time shall be based on
portal to portal from the Auburn Police Department to the court in Seattle
and return.
B. COURT TIME AFTER GRAVEYARD SHIFT AND ON SCHEDULED
DAY OFF. Employees required to testify in court following a graveyard
shift (i.e., a shift that ends after 3:00 AM) or on a scheduled day off, shall
have a choice of one of the following alternatives:
1. Paid a minimum of three (3) hours at one and one half times his/her
hourly base rate.
2. Compensatory time at the rate of one and one-half hours for each hour
worked with a minimum of three (3) hours (four and one-half hours) of
compensatory time. This compensatory time may be paid for under the
provisions of Article V, Section 3.
Section
_6 Employees formally placed on standby status shall be compensated on the
basis of four (4) hours straight -time pay for eight (8) hours or fraction thereof. If an
employee is actually called back to work normal overtime shall apply. Employees
1989 -1991 Non -Commissioned Unit Contract
Page 7
will be compensated when called back either normal overtime or four (4) hours
straight time, which ever is greater.
Section 7. Unless otherwise required by the Fair Labor Standards Act (FLSA), the
employee agrees to waive any overtime compensation due as a result of the
employee's attendance at any Washington State Law Enforcement Training
Commission's Basic School or other authorized training programs. Compensation
for off -duty attendance at authorized training programs shall be agreed upon in
advance between the employee and the police administration, in accordance with the
following guidelines:
A. Employee shall not be paid for travel time;
B. Employee shall be paid time and one half for training required by the
Employer and in session beyond eight hours in one day;
C. Employee shall waive any compensation for voluntary training programs.
The Employer will strive to provide a minimum of twenty (20) hours of training per
calendar year 1990 and 1991.
Section 8. Cancellation of Court Appearance. When an employee complies with all
departmental procedures on the day prior to a court appearance, and is notified on
that date that the court appearance is still scheduled for the next day, the employee
shall be entitled to receive the minimum payments provided by this Agreement even
if the court appearance is thereafter cancelled.
Article 6
CLASSIFICATIONS AND SALARIES
Section 1. Employees covered by this Agreement shall be compensated in
accordance with the pay plan attached to this Agreement and marked Appendix "A".
This Appendix shall be considered a part of this Agreement. Paydays for employees
1989 -1991 Non -Commissioned Unit Contract
Page 8
covered by this Agreement shall be on the 8th and 23rd of each month. Paychecks
will be made available to employees on these dates no later than 7:00 AM.
Section All employees shall be reimbursed for educational expenses for job
related classes or degrees but such classes must have the prior approval of the Chief
of Police.
Section 3. Effective January 1, 1986, longevity pay shall be applied to the straight
time hourly rates of all employees covered by this Agreement who have completed
continuous service in accordance with the following schedule:
LONGEVITY PAY SCHEDULE
5 Years .................................. 2.0%
8 Years..................................3.5%
11 Years................................5.0%
�l
1171
14 Years................................6.5%
17 Years................................8.0%
Section 4. Employees assigned as Field Training Officers will be paid an additional
two percent (2%) of the employee's base pay for that period of time actually engaged
in training..
1989 -1991 Non -Commissioned Unit Contract
Page 9
Article 7
Section 1. The following eleven (11) days are designated as Holidays:
New Year's Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Floating Holidays (2)
Section 2. Employees who are required to work on a designated holiday shall receive
one and one-half times their hourly base rate for hours worked and shall receive a
furlough day in lieu of that holiday worked at a time which is mutually agreeable to
the employee and the Chief of Police. Requests to take an in lieu furlough day shall
be made to the Chief of Police or his designee in writing by the employee and such
requests shall be answered in writing by the Chief of Police or his designee within
seventy-two (72) hours. Said furlough day in lieu of a holiday shall be taken within
sixty (60) days of the date accrued.
Section 3. For employees assigned to rotating shifts, the designated holidays shall be:
New Year's Day ..............................January 1
Washington's Birthday ......... .. ......... Third Monday in February
Memorial Day..................................Last Monday in May
Independence Day ..........................July 4
Labor Day........................................First Monday in September
Veterans Day ................................... November 11
Thanksgiving Day ............................ Fourth Thursday in November
Day after Thanksgiving ..................Friday after Thanksgiving
Christmas .........................................December 25
For all other employees, the designated holidays shall be as specified in Section 1
above with the provision that whenever any designated holiday falls upon a Sunday,
the following Monday shall be the recognized holiday, and whenever any designated
holiday falls upon a Saturday, the preceding Friday shall be the recognized holiday.
1989 -1991 Non -Commissioned Unit Contract
Page 10
Section 4. A request to take a Floating Holiday may be made by an employee at any
time prior to a shift assignment for which it is to be used. It may be approved by the
unit or shift commander so long as there remains the required number of personnel
on duty for that shift.
Management will make a reasonable effort to accommodate the employee's request
to take a floating holiday, after considering the operational needs of the Police
Department. Early request (i.e., more than sixty (60) days prior to the date
requested) will be acted upon by the Chief or his designee within thirty (30) days of
the date the initial request is made.
Section 5. Employees terminating service after completion of probation, other than
for just cause, shall receive compensation for vested unused holiday time.
Article 8
VACATIONS
Section 1. Annual vacations with pay shall be granted to eligible employees on the
following basis: for service less than one (1) year vacation leave credit shall accrue at
the rate of one (1) working day for each month of continuous service commencing
from the date of most recent employment with the City; for continuous service of
more than one (1) year, vacation leave credit shall accrue at the following rate:
0-1 year of continuous service
1- 5 years of continuous service
6 -10 years of continuous service
11-15 years of continuous service
16 - 20 years of continuous service
Over 21 years of continuous service
- 1 working day per month
- 14 working days per year
- 17 working days per year
- 20 working days per year
- 22 working days per year
- 24 working days per year
An employee who terminates employment during the first six (6) months of
employment shall not be entitled to annual vacation leave or payment.
1989 -1991 Non -Commissioned Unit Contract
Page 11
Section Normally, vacation leave must be taken within the calendar year next
succeeding the year in which vacation leave credits are earned. Each full time and
regular part-time employee of the City shall be entitled to accumulate unused
vacation leave not to exceed a maximum of two (2) year's annual vacation leave. All
vacation leave shall be taken at a time mutually agreeable between the employee and
the Police Chief.
Note: Five (5) day pay -out deleted with new two (2) year carry -forward.
Section 3. Primary selection of vacation leave shall be made by March 1 of each
calendar year. Secondary selection of vacation leave shall be made by June 1.
Seniority within the employee's classification in either case shall be given preferences
when selections cannot otherwise be made on a voluntary basis.
Section 4. Employees who have completed six (6) months of service and are
separated from employment shall be entitled to payment for vacation leave not taken
that has accrued to date of separation. In the event of the death of an employee in
active service with the City, accrued vacation leave that has not been taken shall be
paid in the same manner that salary due the decedent is paid for any vacation leave
earned in the preceding year and in the current year and not taken prior to the death
of such employee.
Article 9
HEALTH AND WELFARE
A health care, dental care, orthodontics and life insurance program shall be granted
to eligible full-time employees and their dependents. Said programs and
arrangements shall consist of.
1. Association of Washington Cities/Washington Physicians Service/King
County Medical Blue Shield Medical Plan B with City paying premiums for
employees and eligible dependents for calendar years 1989 and 1990. For
M
LEM
1989 -1991 Non -Commissioned Unit Contract
Page 12
calendar year 1991, each employee shall .pay $10.00 per month toward the
cost of medical insurance. The remaining premiums shall be paid by the
City.
2. Group Health with the City paying premium up to amount City would pay if
employee selected AWC Plan B.
3. Washington Dental Service, Plan A;
4. Western Vision Eye Care;
5. States West Life Insurance for prescription drugs;
6. First Farwest Life Insurance for $5,000; and
7. Association of Washington Cities Orthodontics.
The City shall provide additional workers' compensation premiums now paid bye
police service specialists who perform matron duties on occasion.
The Union and current employees agree to the City's tobacco use policy as it
currently a)dsts or is hereafter amended during the term of this Agreement. Any new
employees shall maintain a personal lifestyle of no tobacco use as a condition of
continued employment. :
Pensions for employees and contributions to pension funds shall be provided in
accordance with the laws of the State of Washington for eligible employees.
1989 -1991 Non -Commissioned Unit Contract
Page 13
Article 11
JURY DUTY
Time off with pay will be granted for jury duty. The employee shall be paid the
difference between the fee he/she receives for such service and the amount of
straight -time earnings lost by reason of such service.
In order to be eligible for such payments, the employee must furnish a written
statement from the appropriate public official showing the date and time served and;
the amount of jury pay recovered. If the employee is scheduled for jury duty and is
not needed for all or a major part of the employee's regularly scheduled shift, the
employee will be on the honor system to advise his supervisor of his status.
Article 12
SICK, DISABILITY. BEREAVEMENT AND EMERGENCY LEAVE
Section 1. Sick leave credit shall accumulate for eligible employees at the rate of one
(1) day, i.e., 8 hours, per month. Sick leave is accumulated or cumulative to a
maximum of one hundred -twenty (120) days, i.e., 960 hours, except as provided in
Section 9 below. Sick leave credit may be used for time off with pay for bona fide
cases of incapacitating sickness or injury and for the period of disability resulting
from pregnancy or childbirth. Any employee found to have abused sick leave by
falsification or misrepresentation of same shall be subject to disciplinary action.
Section 2. A verifying statement from the employee's physician may be requested by
the Chief of Police or his designee, at his option, whenever an employee claims sick
leave after the fourth claim in any calendar year or when the employee is absent for
three (3) days or longer.
1989 -1991 Non -Commissioned Unit Contract
Page 14
Section 3. Employees incapacitated by illness or injury shall notify the Chief of
Police or his designee, as soon as possible before he/she is to report to duty. During
periods of extended illness, employees shall keep the Chief of Police or his designee
informed as to their progress and potential date of return to work.
Section 4. Employees shall be allowed up to three (3) days leave with pay for death
in the immediate family upon approval of the department head. Immediate family
includes only the father or father-in-law, mother or mother-in-law, spouse, brother,
sister, children or grandparents of the employee. Sick leave will be charged if the
employee is off the job exceeding three days.
Section 5. An employee shall be allowed use of sick leave for the care of dependent
children under the age of eighteen (18) requiring his/her presence, upon approval of
the Chief of Police or his designee.
a. For the actual time during an employee's regularly scheduled shift that the
employee must attend to the immediate needs of the dependent child;
b. An employee is expected to return to work as soon as he/she can be relieved
or is no longer needed.
c. In any incident of family illness/injury the employee may be required to
furnish a doctor's certificate stating what the illness/injury is and that the
employee's presence is required.
Section 6. An employee shall be allowed up to three (3) days of earned sick leave in
a calendar year to care of a father, mother or spouse of the employee when the
father, mother, or spouse has a health condition that requires supervision or
treatment. A verifying statement from the attending physician may be requested by
the chief of Police, or his designee, at any time.
Section 7. Upon certification of disability retirement, death or termination in good
standing (not termination for cause), the employee shall be reimbuised at current
rate of pay for unused accrued sick leave up to a maximum of 960 hours in
accordance with the following schedule based on continuous years of service.
1989 -1991 Non -Commissioned Unit Contract
Page 15
Upon Completion Percent of Accrued
of Years of Service Unused Sick Leave
0 - 4 years 0% (except in the event of death
occurring in the line of duty, 25%
of such employee's accrued unused
sick leave shall be paid to the
employee's beneficiary.
5 - 14 years 25%
15 - 24 years 50%
25 years and over 100%
Section 8. When an employee has accumulated 960 hours, i.e., 120 days, of sick
leave, sick leave shall continue to accumulate at the normal rate of eight (8) hours,
i.e., one (1) day, per month until the end of the calendar year at which time all sick
`' time accumulated by the employee in excess of 960 hours shall be paid at 25% of the
employee's then hourly base rate.
Section 9. In order to provide an incentive for using sick leave only as necessary,
members of the unit shall be entitled to bonus days off for non-use; of sick leave
during a calendar year. Employees who use no sick leave in a calendar year shall be
entitled to two (2) bonus days off in the following year. Employees who use up to
sixteen hours sick leave in a calendar year shall be entitled to one (1) bonus day off.
Use of bonus days shall not affect sick leave balances.
Section 10. When an employee suffers an injury sustained from an act of violence
peculiar to the duties and responsibilities of police employees and is disabled as the
proximate result of that on-the-job injury as covered by Worker's Compensation and
Industrial Insurance the City shall compensate the affected employee for the
difference between his Workers' Compensation and Industrial Insurance crititlement
and his/her regular basic salary -- to the extent not covered by sick leave accruals --
for a period not to exceed six (6) months or the termination of the; disability,
whichever comes first. To accomplish this, the City shall pay the emplo ree his/her
M
1989 -1991 Non -Commissioned Unit Contract
Page 16
regular salary for said period and the employee shall receipt to the City all time loss
payments received from Worker's Compensation and Industrial Insurance.
Section 11, The City shall pay a $3,000 death benefit to the estate of a non-
commissioned employee in the bargaining unit who is killed in the line of duty. Such
payment shall be for funeral and related expenses.
Article 13
UNIFORM ALLOWANCE
The City shall provide an annual clothing allowance as follows for regular, full-time
employees:
Specialist Personnel
Correctional Officer Personnel
Parking Control Personnel
ID Technician Personnel
Community Service
Officer Personnel
Newly Hired Personnel
Newly Assigned Personnel
ITT-03001010F ••X
$275
$285
$275
$285
$275
$285
$275
$300
$275 $285
City will outfit
Where special uniform
required by the City,
uniform allowance is
will outfit.
$300
$300
$300
$325
$300
equipment is
after regular
exhausted, City
The purpose of this allowance is to buy and/or repair any equipment or clothing
required by the City which is not furnished by the City.
V
1989 -1991 Non -Commissioned Unit Contract
Page 17
At the option of the employee, the allowance will be paid to the employee under
either of the following circumstances:
a. Upon the submission of a voucher to the Chief of the Police for approval,
signed by the employee, the total allowance shall be paid by check issued to
the employee, OR,
b. The allowance will be paid when the employee presents a receipt for items
purchased to the Chief of Police.
For regular part-time employees, the City shall provide required uniforms when the
employee is hired. Thereafter, the City shall replace required uniforms on an as
needed basis, as determined by the Police Chief or his designee.
Article 14
EMPLOYMENT PRACTICES
Section 1. Layoff. Personnel reductions through layoff procedures and
reinstatement from such layoffs shall be based upon seniority by classification, with
last hired to be first laid off. A laid off employee shall be eligible for rehire for a
period of one (1) year after one (1) year of service and two (2) years after two (2) or
more years of service. An employee who is recalled to work after layoff shall be
reemployed in the same position, and at the same step in the salary range which he
occupied at the time of layoff. Recalled employees will retain the same seniority that
they held at the time of layoff.
Section 2. Seniority. Whenever employees are appointed to a classification effective
the same date, seniority shall be established by the highest test score on the total
examination for the position.
Section 3. Working out of Classification. Any employee who is assigned to perform
the duties of a higher paying classification by the appropriate authority will be
compensated a minimum of one hour at that higher rate when the work performed is
more than one (1) hour in duration.
1989 - 1991 Non -Commissioned Unit Contract
Page 18
Section 4. Out of Classification — Police Specialists. In the event the Police
Specialists are required to administer to prisoners, such Police Specialists shall be
paid at the pay rate of the Correctional Officer's classification commensurate with
the Police Specialist's time in service for actual hours worked in the performance of
such duties. Compensation will be a minimum of one (1) hour at that higher rate
when the work performed is one (1) hour or less in duration or the actual hours
worked, whichever is greater.
Section 5. Subcontracting. In the event the City lays off a regular full-time employee
and decides to subcontract the majority of that work the employee was doing (during
the period the employee retains layoff rights), the laid off employee will be given the
opportunity to accept a position with the subcontractor, if possible, with no loss in
wages. Notification and placement will be agreed upon between Union and City. If
the laid off employee rejects the opportunity when given, such employee's rights
under this provision shall cease.
Section 6 New Technology. If an employee is placed on layoff status due to new
technology and a subsequent job opening occurs within the bargaining unit in that
classification (or in a new classification created by such new technology), the laid off
employee that qualifies for such job shall be given first consideration. Such recall
rights shall be limited to the timeframes set forth in Section 1 herein.
Section 7. Drug Tests. No employee shall be required to take or be subjected to any
random alcohol or drug testing as a condition of continued employment, except for
reasonable cause or when otherwise allowed by law or any courts of competent
jurisdiction. The Union shall cooperate with the City in fulfilling its obligations to
comply with the Drug Free Workplace Act of 1988 and acknowledges the City's right
to implement reasonable policies to assure compliance. Any employee disciplined
or discharged for violation of such policies shall have the right to appeal such action
through the grievance procedures.
M
1989 -1991 Non -Commissioned Unit Contract
Page 19
Section 8. Military Leave. An employee who is a member of the Washington
National Guard or a Federal Reserve Military Unit is entitled to leave from his/her
duties with full pay for up to fifteen (15) continuous days each calendar year for
official military duty in accordance with RCW 38.40.060. Such leaves are in addition
to any other leave or vacation benefits.
Section 9. Lie Detector Tests. No employee shall be required to take or be
subjected to any lie detector tests as a condition of continued employment.
Section 10. Probationary Employees. All new employees shall serve a probationary
period of twelve months. The Union may not question the discipline or dismissal of
any probationary employee nor shall the dismissal be the subject of a grievance.
Section 11. Liability Coverage. The City will continue to provide liability coverage
consistent with the terms of the City's insurance policies and/or any self-insurance
program maintained by the City.
Article 15
MANAGEMENT RIGHTS
Section 1. Direction of Workforce. The Union recognizes the prerogative of the
City to operate and manage its affairs in all respects in accordance with its lawful
mandate, and the powers of authority which the City has not specifically abridged,
delegated, or modified by this Agreement are retained by the City, including but not
limited to the right to contract services of any and all types. The direction of its
working force is vested exclusively in the City. This shall include, but not be limited
to, the rights to (a) direct employees; (b) hire, promote, transfer, assign and train
employees; (c) suspend, demote, discharge, or take disciplinary action against
employees for just cause; (d) relieve employees from duty because of lack of work or
other legitimate reasons; (e) maintain the efficiency of the operation entrusted to the
city, (f) determine methods, means, work schedules and personnel by which such
operations are to be conducted; (g) control the departmental budget and (h) take
1989 -1991 Non -Commissioned Unit Contract
Page 20
any actions necessary in conditions of emergency regardless of prior commitments, to
carry out the mission of the agency; provided, however, that items (a) through (h)
shall be consistent with City ordinances, personnel policies and procedures, and may
be limited by the terms of this Agreement.
Section 2. City Rules and Regulations. The City shall have the right to make such
reasonable direction, rules and regulations as may be deemed necessary by the City
for the conduct and the management of the affairs of the City, and the Union agrees
that the employees shall be bound by and obey such directions, rules, and the
regulations insofar as the same do not conflict with the terms of the contract.
Section 3. Application of Policies and Procedures. Rules and regulations shall be
made available by the City in writing to all employees. Formal disciplinary action
against an employee for violation of police department policies and procedures may
be subject to the grievance procedure.
MW
Article 16
GRIEVANCE PROCEDURE
Section 1. For the purpose of this Agreement, the term "grievance" means any
dispute between the Employer and the Union concerning an alleged breach or
violation of this Agreement.
Step 1. An alleged grievance shall be taken up with the employee's immediate
supervisor and shift commander within ten (10) working days of its alleged
occurrence. The parties agree to make every effort to settle the grievance
promptly at this level.
In the event the grievance is unresolved, the Union and employee shall process
the grievance to Step 2 of the Grievance Procedure contained herein within five
(5) days of the meeting with the employee's immediate supervisor.
1..
1989 - 1991 Non -Commissioned Unit Contract
Page 21
Step 2. The grievance shall be reduced to written form by the aggrieved
employee stating the section of the Agreement violated and explaining the
grievance in detail and remedy sought. The employee and the Union
representative shall present the written grievance to the Division Commander,
Personnel Director, and the Chief of Police who will conduct a meeting within
five (5) working days of receipt of the written grievance. The Chief of Police
shall make a decision on the matter in writing within ten (10) working days from
such meeting. Copies of the Chiefs decision will be furnished the aggrieved, the
Union representative and the Mayor.
Step 3. A grievance remaining unresolved after the decision has been rendered
in Step 2 shall be transmitted to the Mayor in writing within ten (10) working
days whereupon the Mayor shall conduct an investigatory hearing within five (5)
working days of the receipt of the written grievance. The Mayor shall render a
decision within five (5) working days of such hearing.
Step 4. Should the grievance not be resolved in Step 3 and should further
consideration be desired by the grievant, a written notification requesting
arbitration must be filed with the Mayor within ten (10) working days. The
parties shall mutually select a disinterested third party to serve as Arbitrator. In
the event the Employer and Union are unable to agree on an Arbitrator, the
Arbitrator shall be selected by the process of elimination from a panel of seven
(7) Arbitrators furnished by the American Arbitration Association (AAA). The
order of elimination shall be determined by flip of coin. The request to AAA
shall state the issue to be decided. The Arbitrator shall confine himseWherself
to the precise issue submitted for arbitration and shall have no authority to
determine any other issues not so submitted to him/her. The Arbitrator shall
have jurisdiction and authority only to interpret, apply or determine compliance
with the specific terms of the Agreement and shall not have jurisdiction to add
to, detract from, or alter in any way, the provisions of this Agreement. The
decision within the jurisdiction of the Arbitrator shall be final and binding upon
both parties. The expenses and fees incumbent to the services of the Arbitrator
shall be borne by the losing party. In the event the losing party cannot be readily
determined, the Arbitrator shall decide.
Utilization of the grievance procedure (including arbitration) by the Union or
any employee shall constitute an election of remedies and a waiver of any and all
rights by the appealing employee, Union and all persons it represcnts to litigate
1989 -1991 Non -Commissioned Unit Contract
Page 22
or otherwise contest the appealed subject matter in any court or other available
forum. Likewise, litigation or other contest of the subject matter in any court or
other available forum shall constitute an election of remedies and a waiver of the
right to arbitrate the matter.
Section 2. Any time limits stipulated in the grievance procedure may be extended"for
stated periods of time by the appropriate parties by mutual agreement in writing.
Pending final decision of any grievance by any of the above procedures, work shall
continue without interruption.
If the Union steward or employee contacts the employee's supervisor within the Step
1 timeframes and orally identifies an issue as a grievance, the grievance shall be
considered timely. The Union or employee shall reduce such grievance to writing as
soon thereafter as possible, if the issue is not resolved.
Section 3. Any grievance that involves or affects a significant portion of the
employees in the bargaining unit may be introduced by the Union in written form to
the Chief of Police as set forth in Step 2 of the grievance procedure, and processed as
set forth therefrom.
Article 17
STRIKES OR LOCKOUTS
During the term of this Agreement, neither the Union nor any employee shall cause,
engage in, sanction., encourage, direct, request, or assist in a slow -doom, work
stoppage, interruption of work strike of any kind, including a sympathy strike, refusal
to perform any customarily assigned duties, sick leave absence which is not Mona fide,
or other interference with City functions by employees under this Agreement, against
the City. The Union and its representatives will undertake every reasonable measure
to prevent and/or .terminate all such strikes, slow -downs, or stoppage of work. Any
concerted action by any employee shall be deemed a work stoppage if any of the
above activities have occurred.
1989 -1991 Non -Commissioned Unit Contract
Page 23
v . The City may discipline or discharge any employee who violates this Article. This
remedy shall not be exclusive of any other remedy available to the City. The sole
question which may be processed through the grievance and arbitration procedure in
the event of discipline or discharge for violation of this Article is whether in fact the
employee did violate this Article. During the term of this Agreement, the City shall
not cause, permit, or engage in any lockout if its employees. The employee, Union
and City shall comply with applicable State Law pertaining to strikes or lockouts.
Article 18
BULLETIN BOARDS
The City shall permit the reasonable and lawful use of bulletin boards by the Union
for the posting of notices relating to official Union business.
Article 19
LEGALITY OF NEGOTIATED AGREEMENT
Should any term of provision of this Agreement be in conflict with any State or
Federal statute or other applicable law or regulation binding upon the Employer,
such law or regulation shall prevail. In such event, however, the remaining terms and
provisions of this Agreement will continue in full force and effect. No City ordinance
or resolution shall modify or change any Article of this Agreement during the life of
this Agreement.
If any Article or Section of this Agreement shall be held invalid by operation of law
or by any tribunal of competent jurisdiction, or if compliance with or enforcement of
any Article or Section shall be restrained by such tribunal, the remainder of this
Agreement shall not be affected thereby, and the parties shall enter into immediate
collective negotiations for the purpose of arriving at a mutually satisfactory
replacement for such Article or Section.
1989 -1991 Non -Commissioned Unit Contract
Page 24
Article 20
ENTIRE AGREEMENT
The Agreement expressed herein in writing constitutes the entire Agreement
between the parties and no oral statement shall add to or supersede any of its
provisions. However, additions, deletions or modifications to this agreement may be
made during its term by mutual agreement of the parties. Such agreements shall be
supplemental to this agreement, signed and dated by both parties.
Article 21
RETENTION OF BENEFITS ,
This Agreement shall not operate to reduce any benefits not specified in this
Agreement which are currently enjoyed by any of the employees in the bargaining
unit, i.e.:
1. Less than one (1) full day's compensatory time off may be taken with verbal
approval of the Shift Commander or Unit Commander.
2. Availability to the Chief of Police or other administrative personnel by an
individual employee, under appropriate circumstances, need not follow
chain of command.
3. Direct access to the Chief of Police or other administrative personnel by the
Union representatives shall be permitted to discuss employer -employee
problems with the chain of command.
1989 - 1991 Non -Commissioned Unit Contract
Page 25
Article 22
INVESTIGATIONS, INTERROGATIONS AND APPLICATION OF
DISCIPLINE
Employee Protection. All employees within the bargaining unit shall be entitled to
the following protection which shall be consistent with the policies and procedures of
the City of Auburn. The wide ranging powers and duties given to the employer and
employees involve them in all manner of contacts and relationships with the public
and other City of Auburn employees.
Application of Discipline. Any formal discipline of employees shall be applied by
Chief of Police or his designees. Discipline shall include, but not necessarily be
limited to oral warnings, written warnings, suspensions, demotions or discharge for
just cause. No employee covered by this Agreement shall formally discipline another
employee, except an employee in the bargaining unit who is formally vested with
such authority by the Chief of Police or his designee.
An employee subject to discipline shall be afforded the right to have the Union
`'' Steward and/or Union Representative present, if requested by the employee.
Employee warning letters shall be provided to the employee and the Union, when
requested by the employee.
Investigations and Interrogations.
a. The Employee shall be informed in writing of the nature of the investigation
and whether he is a witness or a suspect before any interrogation
commences, including information necessary to reasonably apprise him of
allegations of such complaint.
b. Any interrogation of an employee shall be at a reasonable hour, when
employee is on duty unless the exigencies of the investigation dictate
otherwise. Where practicable, interrogations shall be scheduled for the
daytime.
c. The interrogation (which shall not violate the employee's Constitutional
rights) shall take place at a city facility, except when impractical. The
employee shall be afforded an opportunity and facilities to contact and
consult privately with the Union Steward and/or Union Business
1989 -1991 Non -Commissioned Unit Contract
Page 26
Representative before being interrogated. The Union Steward and/or a
Union Business Representative shall be present during the interrogation, if
requested by the employee, but .may not participate in the interrogation
except to counsel the employee in private.
d. The questioning shall not be overly long and the employee shall be entitled
to such reasonable intermissions as he/she shall request for personal
necessities, telephone calls, and counseling.
e. The employee shall not be subjected to any offensive language, nor shall
he/she be threatened with dismissal, transfer or other disciplinary
punishment as a guise to attempt to obtain his/her resignation, nor shall
he/she be intimidated in any other manner. No promises or rewards shall be
made as an inducement to answer questions.
f. All employees may request an attorney of their choosing to be present
during a departmental investigation. The cost of such attorney shall be paid
by the employee.
Article 23
TERMS OF AGREEMENT
Section 1. This Agreement is effective August 1, 1989, and shall remain in full force
and effect through December 31,1991.
Pursuant to the provisions of RCW 41.56, the City agrees to commence negotiations
with the Union not later than June 1st of 1991 for the purpose of negotiating wages,
hours, and other terms and conditions of employment ''for employees covered by this
Agreement. Unless the parties agree otherwise, bargaining for the successor
agreement will be concluded by August 1,1991.
WA
_ 1989 -1991 Non -Commissioned Unit Contract
\ Page 27
-" MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AUBURN
IAM #751
In lieu of the wage retroactivity, the Union and City agree that each employee in the
bargaining unit, (excluding LSO's) who was on the payroll as of January 1, 1989 and
who is still on the payroll as of July 31, 1989, shall be paid a check to be calculated as
follows:
January - July Base Wages X 3.0% = Amount of Check
Agreed this / date of 1989.
=A By. �!c �� c.% By:R41N
For The City of Auburn Tom Baker, District President
1989 - 1991 Non -Commissioned Unit Contract
Page 28
Appendix "A"
STRAIGHT -TIME HOURLY RATE OF PAY
Section 1. Pay Plan August 1, 1989, through December 31, 1989:
CLASSIFICATION HOURLY RATES OF PAY
0-6 Mos 7-18 Mas 19-30 Mac 31.42 Mos 43-54 Mos 55 Mos & Over
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
(,(��mimunityZrvices' $7.80
$8.09 ✓ $8.37
$8.64
$8.92
$9.21
Officer '
--„��°�
Police Services $9.05
$9.28
$9.61
$9.89
$10.17
$10.48
Specialist
Parking Control $9.05
$9.2$
$9.61
$9.89
$10.17
$10.48
Attendant
✓✓
Correctional Supervisor --
--
--
--
$13.49
$13.93
Lead Jailer
Correction Officer $11.21
$11.58
$11.90
$12.29
$12.65
$13.04 ✓'
Evidence/ID Technician _
' 1-"C'�-- ,S ve , 20, L %
/wy,2 .
MA
.ri
1989 -1991 Non -Commissioned Unit Contract
Page 29
Section . Pay Plan January 1,1990, through December 31,1990:
CLASSIFICATION HOURLY RATES OF PAY
0-6 Ma 7-18 Ma 19-30 Mos 3142 Mat 43-54 Mot 55 Mos do Over
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Community Services
$8.11
$8.41
$8.70
$&99
$9.28
.59.58
Officer
�rPolice Services
$9.41
$9.65
$9.99
$10.29
$10.58
$10.90
' Specialist
Parking Control
$9.41
$9.65
$9.99
$10.29
$10.58
$10.90
Attendant
Correctional Supervisor
—
--
--
--
$14.03
$14.49
Lead Jailer
Correction Officer
$11.66
$12.04
$12.38
$12.78
$13.16
$13.59
Evidence/ID Technician
.2 ,2s� o2.31 .? 3 y ? •W9 .2. SS _?. G q
nl A7XA r� /� fi 7Z l ^ . -3 0
1989 -1991 Non -Commissioned Unit Contract
Page 30
Section 3. Pay Plan January 1, 1991, through December 31, 1991:
CLASSIFICATION HOURLY RATES OF PAY
0-6 We 7-18 Mos 19-30 Mos 3142 Ma 43-54 Mos 55 Mos & Over
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Community Services $8.39 $8.70
$9.00 $9.30 $9.60
$9.92
Officer
Police Services $9.74 S9199,
$10.34 $10.65 $10.95
$11.28
Specialist
Parking Control $9.74 $9.99
$10.34 $10.65 $10.95
$11.28
Attendant
Correctional Supervisor -- --
-- -- $14.52
$15.00
Lead Jailer
Correction Officer $12.07 $12.46
$12.81 $13.23 $13.62
$14.03
Evidence/ID Technician
a. 3 3 �. ��
a. 4-7
Section 4. "Straight -time Hourly Rate"
is the hourly rate of pay as listed in this
Appendix 'W .
"Hourly Base Rate" is the straight -time rate with only longevity added.
This is used
to compute overtime.
Inw1f-on
1989 - 1991 Non -Commissioned Unit Contract
Page 31
Signed this l •� day of 19892
at Auburn, Washington.
City of Auburn
By: ; �Z
Mayor
International Association of
Machinists and Aerospace Workers
of District Lodge No. 751
By:
Tom BMW, , is nc res dent
By: By:.,�`' C�
City Clerk Harold Wilson, Union Representative
Approved As To Form:
By:
City Attorney
•
1992 - NON-COMMISSIONED UNIT SALARY SCHEDULE
I STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
STEP 6
LONGEVITY
PREMIUMS
PAY GRADE/POSITION
1 0 - 6 MOS 07
- 18 MOS
19 - 30 MOS
31 - 42 MOS
43 - 54 MOS
55 MOS $ OVER
2%
3.5%
5%
6.5%
8%
GRADE 40
1991 $8.39
$8.70
S9.00
$9.30
$9.60
$9.92
SO.20
90.35
$0.50
$0.64
S0.79.
COMMUNITY SERVICE OFFICERS:
$727.13
$754.00
$780.00
$806.00
$832.00
S859.73
$17.33
$30.33
$43.33
$55.47
S68.47
MATHIS, SHANNON
$1,454.27
$1,508.00
$1,560.00
$1,612.00
$1,664.00
$1,719.47
$34.67
$60.67
S86.67
$110.93
$136.93
$17,451.20
$18,096.00
$18,720.00
S19,344.00
S19,968.00
$20,633.60
S416.00
$728.00
$1,040.00
$1,331.20
$1,643.20
1992 $8.89•v- $9.22
$9.54
$9.86
$10.18
$10.52
$0.21
$0.37
$0.53
SO.68
$0.84
S770.76 /
$799.24
S826.80
$854.36
S881.92
$911.32
$18.37
$32.15
$45.93
$58.79
S72.57
GRADE 41
$1,541.52
$1,598.48
$1,653.60
S1,708.72
S1,763.84
$1,822.63
$36.75
S64.31
S91.87
$117.59
$145.15
POLICE SERVICES SPECIALISTS:
S18,498.27
$19,181.76
$19,843.20
$20,504.64
$21,166.08
$21,871.62
$440.96
$771.68
$1,102.40
S1,411.07
$1,741.79
REID, JAMES
-----------------------------------------------------------------------
--------------
------------------------------=-------------------
VOLK, VALENTINA
1991 $9.74
$9.99
$10.34
$10.65
$10.95
S11.28x
i $0.23
$0.39
$0.56
$0.73
$0.90
KAPUSINSKI, KATHERINE
$844.13
.$865.80
$896.13
S923.00
$949.00
$977.60
$19.93
$33.80
$48.53
$63.27
S78.00
SYKES, CAROL
$1,688.27
$1,731.60
$1,792.27
$1,846.00
$1,898.00
$1,955.20
$39.87
$67.60
$97.07
$126.53
S156.00
FERNANDEZ, CHAD
$20,259.20
$20,779.20
S21,507.20
S22,152.00
$22,776.00
/S23,462.40
S478.40
$811.20
S1,164.80
$1,518.40
$1,872.00
WALKER, INEZ
1992 $10.32
$10.59
S10.96
$11.29
$11.61
$11.96
$0.24
$0.41
$0.59
$0.77
SO.95
DENNEY, LUANN
S894.78
$917.75
$949.90
$978.38
$1,005.94
$1,036.26
$21.13
$35.83
S51.45
$67.06
S82.68
PIPER, CHERYL
$1,789.56
$1,835.50
$1,899.80
$1,956.76
$2,011.88
$2,072.51
$42.26
$71.66
$102.89
$134.13
$165.36
PARKING CONTROL OFFICER:
$21,474.75
$22,025.95
$22,797.63
$23,481.12
$24,142.56
$24,870.14
$507.10
$859.87
$1,234.69
$1,609.50
$1,984.32
WOOD, GREG
---------------------------------------------------------------------------------------
--------------------------------------------------
1991 $12.07
$12.46
$12.81
$13.23
$13.62
$14.03
$0.28
S0.49
$0.70
$0.91
$1.12
GRADE 42
$1,046.07
$1,079.87
$1,110.20
$1,146.60
$1,180.40
S1,215.93
$24.27
$42.47
$60.67
$78.87
$97.07
CORRECTIONAL OFFICERS:
S2,092.13
$2,159.73
$2,220.40
$2,293.20
S2,360.80
$2,431.87
$48.53
$84.93
$121.33
$157.73
$194.13
DRIGGERS, CHARLES
$25,105.60
$25,916.80
$26,644.80
$27,518.40
$28,329.60
$29,182.40
$582.40
$1,019.20
$1,456.00
$1,892.80
$2,329.60
ROTTER, DARLENE
1992 $12.79
S13.21
$13.58
$14.02
$14.44
$14.87
$0.30
$0.52
$0.74
$0.96
$1.19
MILLER, JAMES
$1,108.83
$1,144.66
S1,176.81
$1,215.40
S1,251.22
$1,288.89
$25.72
$45.01
$64.31
S83.60
$102.89
TRUDEAU, PAUL
$2,217.66
$2,289.32
$2,353.62
$2,430.79
$2,502.45
$2,577.78
$51.45
$90.03
$128.61
$167.20
S205.78
WINN, EDWIN
$26,611.94
$27,471.81
$28,243.49
$29,169.50
$30,029.38
$30,933.34
$617.34
$1,080.35
$1,543.36
$2,006.37
$2,469.38
CHAVEZ, DOMINIQUE
-----------------
�•47
------=-----------------------------------------------------�
"� �a
a'/' Z
a.93
le.83
---
Z.9
--------------------------------------------------
�+
WHITE, TERRY
\
EVIDENCE/IDENTIFICATION TECH:
1991
1991
1991
1991
1991
1991
1991
PHILLIPS, ROBERT
$14.52
$15.00
$0.30
$0.53
SO.75
$0.98
S1.20
$1,258.40
$1,300.00
$26.00
S45.93
$65.00
$84.93
$104.00
GRADE 43
$2,516.80
$2,600.00
$52.00
$91.87
$130.00
S169.87
$208.00
CORRECTIONAL SUPERVISOR:
$30,201.60
$31,200.00
$624.00
$1,102.40
$1,560.00
$2,038.40
$2,496.00
LATHAN, CHESTER
1992
1992
1992
1992
1992
1992
1992"w
$15.39
$15.90
$0.32
$0.56
SO.80
$1.04
$1.27
$1,333.90
$1,378.00
$27.56
$48.69
S68.90
$90.03
$110.24
$2,667.81
$28756.00
$55.12
S97.38
S137.80
$180.06
$220.48
$32,013.70
$33,072.00
S661.44
$1,168.54
$1,653.60
$2,160.70
S2,645.76
9
T
MEMORANDUM OF UNDERSTANDING
BY AND BETWEEN
CITY OF AUBURN
and
DISTRICT LODGE 160 ON BEHALF OF LOCAL LODGE 297
INTERNATIONAL ASSOCIATION OF MACHINISTS
AND AEROSPACE WORKERS
Pursuant to negotiations the CITY and UNION agree to extend the current
Labor Agreement dated August 1, 1989 through December 31, 1991 in its
entirety for 1992 as modified below:
Article 6
Classification and Salaries
Effective January 1, 1992 and terminating
covered by this contract shall have their
30 increased by 90% of the mid -year (July
minimum of 3% and a maximum of 6%.
DATED this 4&Aay of August, 1991.
CITY OF AUBURN
December 31, 1992, all employees
wages and the wage ladder on Page
90-July 91) Seattle CPI-W with a
IAM DISTRICT LODGE 160
BY: BY: 0 6�r� 2&A4w
Bob Roegner, Mayor Business Representative
BY:
Robin Wohlhueter, City Clerk ZDirectlrig'BusIifiess Representative
APPROVED AS TO FORM:
BY: A 'mot-
St phen R. Shelton,
City Attorney