HomeMy WebLinkAbout5892RESOLUTION NO. 5892
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
AUBURN, WASHINGTON, AUTHORIZING THE MAYOR TO
EXECUTE A COLLECTIVE BARGAINING AGREEMENT
BETWEEN THE CITY OF AUBURN AND TEAMSTERS
UNION LOCAL NO. 117 — OUTSIDE UNIT FOR 2026-2028
WHEREAS, the City of Auburn recognizes the Teamsters Union Local No 117 as
the exclusive bargaining representative of all employees designated as employees in the
bargaining unit comprised of the Building Maintenance employees, the Custodians, and
those employees working in the Cemetery, Equipment Rental, Golf Course, Parks,
Sanitary Sewer, Streets, Traffic Signal, Water, and Storm Drainage; and
WHEREAS, in connection therewith, the City of Auburn and the Teamsters Union
Local No 117 have negotiated a collective bargaining agreement for the years 2026-2028
that sets forth salaries and conditions of employment for the members of the bargaining
unit; and
WHEREAS, the City Administration and staff recommend Council authorize the
Mayor to sign the Agreement on behalf of the City, after approval of the Agreement by
members of the bargaining unit.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF AUBURN,
WASHINGTON, RESOLVES as follows:
Section 1. The Mayor is authorized to execute a Collective Bargaining
Agreement between the City and the Teamsters Union Local No 117, which agreement
will be in substantial conformity with the agreement attached as Exhibit A.
Section 2. The Mayor is authorized to implement those administrative
procedures necessary to carry out the directives of this Resolution.
Resolution No, 5892
February 2, 2026
Page 1 of 2
Rev. 2026
Section 3. The City Clerk is authorized to make necessary corrections to this
Resolution including, but not limited to, the correction of scrivener's/clerical errors,
references, Resolution numbering, section/subsection numbers, and any references
thereto.
Section 4. This Resolution will take effect and be in full force on passage and
signatures.
Dated and Signed: February 2, 2026.
ATTEST:
Shawn Campbell, MMC, City Clerk
Resolution No. 5892
February 2, 2026
Page 2 of 2
CITY OF AUBURN
/�
NANCY BAC S,"MAYOR
Jason Whalen, City Attorney
Rev. 2026
1
EXHIBIT A
AGREEMENT
BY AND BETWEEN
CITY OF AUBURN
AND
TEAMSTERS UNION LOCAL NO. 117
OUTSIDE UNIT
JANUARY 1, 2026 THROUGH DECEMBER 31, 2028
This Agreement is between the City of Auburn (hereinafter called the “City”) and the Teamsters Union
Local No. 117 (hereinafter called the “Union”) for the purpose of setting forth the mutual understanding
of the parties as to conditions of employment for those for whom the City recognizes the Union as the
collective bargaining representative.
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TABLE OF CONTENTS
ARTICLE 1 Recognition and Bargaining Unit 3
ARTICLE 2 Union Membership and Dues Deductions 3
ARTICLE 3 Union Activities 4
ARTICLE 4 Non-Discrimination 5
ARTICLE 5 Hours of Work 5
ARTICLE 6 Probationary Periods 8
ARTICLE 7 Classifications And Minimum Rates Of Pay 9
ARTICLE 8 Working Out Of Classification 9
ARTICLE 9 Holidays 10
ARTICLE 10 Vacations 11
ARTICLE 11 Health and Welfare 12
ARTICLE 12 Retirement 13
ARTICLE 13 Jury Duty 13
ARTICLE 14 Sick Leave 13
ARTICLE 15 Bereavement Leave 15
ARTICLE 16 Education Incentive and Training 16
ARTICLE 17 Grievance and Arbitration Procedures 16
ARTICLE 18 Seniority 17
ARTICLE 19 Management Rights 20
ARTICLE 20 Work Stoppages 20
ARTICLE 21 Bulletin Boards 21
ARTICLE 22 Savings Clause 21
ARTICLE 23 Amendments to the Agreement 21
ARTICLE 24 Entire Agreement 22
ARTICLE 25 Uniforms 22
ARTICLE 26 Labor Management Committee 22
ARTICLE 27 Snow & Ice Removal, & Emergency Procedure 22
ARTICLE 28 Automatic Vehicle Location (AVL) 23
ARTICLE 29 Longevity Pay 23
ARTICLE 30 Washington Paid Family & Medical Leave 24
ARTICLE 31 Long-Term Services & Support Trust Program 24
ARTICLE 32 Disclosure of Personnel File Information 24
ARTICLE 33 Military Service Credit (PERS 2 and PERS 3) 24
ARTICLE 34 Terms of Agreement 25
APPENDIX A Teamster Wages 26
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Article 1
RECOGNITION AND BARGAINING UNIT
The City hereby recognizes the Union as the sole exclusive collective bargaining representative of all
full-time employees and all regular, part-time employees who work in the following departments and/or
divisions: Building Maintenance, Custodians, Cemetery, Equipment Rental, Golf Course, Parks
Maintenance, Sanitary Sewer, Streets, Vegetation, Water, and Storm Drainage.
A regular, part-time employee shall be defined as an employee hired by the City to work thirty (30) or
more hours, but less than forty (40) hours per week on a continuous, regularly-scheduled annual basis.
Variable-hour, seasonal employees, and part-time, benefitted employees with less than eighty (80)
hours in a month, supervisors, confidential, professional, protection employees, and employees
engaged in training and instruction for management positions shall be excluded from the bargaining
unit. Non-benefited employees shall be used and defined per City Policy 200-23. Non-benefited
employees shall not be used to supplant the regular employee workforce.
Article 2
UNION MEMBERSHIP AND DUES DEDUCTIONS
Section 1. All employees working in the bargaining unit shall have the right to become a member of
the Union.
Section 2. The City agrees to deduct from the paycheck of each employee, who has so authorized it in
writing, the initiation fee and regular monthly dues uniformly required of members of the Union. The
amount deducted shall be transmitted monthly to the Union on behalf of the employees involved.
Section 3. An employee may revoke their authorization for payroll deduction of payments to the Union
by written notice to the Union. Every effort will be made to end the deduction effective on the first (1st)
payroll, but not later than the second (2nd) payroll, after the City’s receipt of the notification by the Union
of the employee’s revoked authorization.
Section 4. The Union agrees to defend and indemnify and save the City harmless against any liability
which may arise by reason of any action taken by the City to comply with the provisions of this Article,
including reimbursement for any legal fees or expenses incurred in connection with such action. The
City will promptly notify the Union in writing of any claim, demand, suit, or other form of liability asserted
against it relating to its implementation of this Article.
Section 5. D.R.I.V.E. The City agrees to deduct from the paycheck of all employees who submit
authorization cards and are covered by this Agreement voluntary contributions to D.R.I.V.E. D.R.I.V.E
shall notify the City of the amounts designated by each contributing employee and/or changes to the
amounts that are to be deducted from their paycheck each pay period for which the employee worked
and earned a wage, or notify the City of the discontinuation of the voluntary contribution. The voluntary
contributions, changes in the amounts of the voluntary contributions, or the discontinuation of the
voluntary contributions to D.R.I.V.E will be made as soon as practically possible from the employee’s
paycheck, but no later than thirty (30) days upon receipt of the amounts designated by each contributing
employee from D.R.I.V.E.
The City will send, on a bimonthly basis, one check for the total amount deducted along with the name
of each employee on whose behalf a deduction is made, the employee’s social security number, and
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the amount deducted from the employee’s paycheck. No authorization and/or deductions shall be made
which is prohibited by applicable law. The International Brotherhood of Teamsters shall reimburse the
City annually for the City’s actual cost for the expenses incurred in administering the payroll deduction
plan.
Section 6. New Hire Orientation: The Union Representative shall have up to sixty (60) minutes, during
an employee’s first week of employment, to meet with newly hired employees covered by this CBA for
the purposes of filling out Union paperwork and orienting the employee to the Union membership. The
sixty (60) minutes shall be at a mutually agreeable time between the City and the Union.
Article 3
UNION ACTIVITIES
Section 1. The Business Representative of the Union shall be allowed access to all facilities of the City
wherein the employees covered under this Agreement may be working for the purposes of investigating
grievances or observing working conditions, provided such representative does not interfere with the
normal work processes, and upon providing prior notification to the City. 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 without prior notification.
Section 2. The City agrees that the 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. It shall not be a
violation of this Agreement, or cause for discharge, for any employee to refuse to cross a lawful primary
picket line in the performance of their duties provided that: 1) the picket line has been approved by
Teamsters Local Union No. 117 and, 2) employees shall be required to serve a customer that is not the
object of the picketing. The employees will, however, cross picket lines to service emergency situations.
The Union recognizes that the City may have an obligation, which may require services to be performed,
which may not be of an emergency nature, but is the subject of a labor dispute and where the City’s
Union personnel have refused to cross a legal picket line. It is further agreed that the Union shall not
interfere with the City performing the service by other means. It is understood that any Union employee
willfully ignoring this provision removes themselves from the protection afforded above.
Section 3. Just Cause. The City reserves the right to discipline, discharge, or suspend any employee in
its employ for just cause. An employee who has been discharged may protest the discharge to the
Union. An employee who has been discharged and the Union may protest the discharge to the City in
writing within five (5) working days of the date of discharge if the employee considers the discharge was
not for cause. If the dispute is not resolved between the parties within five (5) working days following
such protest, the grievance procedure may be used as provided in this Agreement.
Section 4. If the employee desires Union representation at disciplinary hearings, they shall notify the
City at that time and shall be provided a reasonable time to arrange for Union representation. An
employee who waives this right shall acknowledge such in writing. If disciplined, the employee(s) also
have the right to submit a rebuttal statement, which shall be maintained in the personnel file with the
discipline.
Section 5. The employer will allow such members of the Union as 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 negotiation team in labor negotiations with the City of Auburn. Additional members may be
designated by the Union. If requested by the Union, the Employer shall approve paid release time for
additional members (beyond 3) to attend negotiation sessions for members who are scheduled to work
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on days negotiations are being conducted. For additional members (more than 3), the Employer shall
bill the Union, and the Union shall reimburse the Employer of the cost of the paid release time utilized
by the Union team members.
Article 4
NON-DISCRIMINATION
The City and the Union agree to promote and afford equal employment opportunity to all persons
regardless of race, creed, color, ethnicity, national origin, sex, age, marital status, sexual orientation,
sexual identity or expression, or the presence of non-job-related physical, sensory, or mental /disability.
Article 5
HOURS OF WORK
Section 1. Management may 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. The
normal workday, established by management, may be up to ten (10) hours exclusive of the lunch period.
The normal workweek for full-time employees shall be on consecutive days of not less than eight (8)
hours per day exclusive of lunch period. Work schedules may be established in those departments
requiring a seven (7) day per week operation and in the event of emergencies as determined by the
City.
The normal work week for regular, part-time employees will be between thirty (30) hours and up to
thirty-nine (39) hours per week.
Section 2. Voluntary time worked in excess of the employee’s normally scheduled shift or forty (40)
hours in any one workweek, pursuant to the Fair Labor Standards Act, shall be considered overtime
and shall be paid at the rate of one and one-half (1 ½) times the straight time rate of pay. Overtime will
begin at the completion of forty (40) hours worked or at the end of the employee’s shift. The normally
scheduled first day of the week shall serve as the beginning of the regular forty (40) hour workweek.
Overtime shall be paid based on hours worked only, except as defined in Article 9, Holidays, Section 4.
Voluntary scheduled overtime shall be assigned, subject to seniority and employee qualifications, as
determined by the City, to perform the work. In the event of scheduled overtime, qualified employees
will be asked to volunteer for such, and assignment of the overtime will be in order of seniority and
qualifications, with the most senior employee being offered the work first. If an insufficient number of
employees volunteer for scheduled overtime, mandatory overtime will be assigned to qualified
employees, with the least senior employee being mandated to work overtime.
Section 3. Overtime shall first be offered to regular employees based on seniority and qualifications
within the work unit, as defined in Article 18, prior to any offer or assignment of overtime to other
employees within the department or temporary employees. Provided, however, it is understood that on
those rare and unforeseen occasions that a task or job assignment causes a temporary employee to
work beyond the scheduled workday and into an extended day, overtime period of a short duration shall
not be considered a violation of this provision. Continued or frequent violations of this principle shall be
considered a violation of the Agreement and subject to the grievance procedure. It is further understood
that the supervisor will make every effort to avoid assignment of such tasks that may prompt the need
for extending a temporary employee’s workday into overtime.
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Section 4. Callback. Employees called back to work shall receive a minimum of three (3) hours pay at
the overtime rate for the work for which they are called back, or actual hours worked, whichever is
greater. Should an employee be called back during the initial three (3) hours of call back, and the
employee is still away from home, the Employer shall not pay an additional three (3) hour minimum.
The minimum three (3) hour callback shall occur again if the employee has already returned home. A
callback shall be defined as hours worked which are not annexed consecutively to the beginning or the
end of the employee’s regularly scheduled shift and where the employee has left the workplace and
returned during off-duty hours. When an employee is called in during the two (2) hours preceding the
start of their regularly scheduled shift, the employee shall not receive the three (3) hour callback pay
but shall be paid at twice (2x) their base hourly rate for hours worked leading up to the start of the
employee’s regularly scheduled shift, but not beyond the start of the employee’s regular shift.
Section 5. Telecommute Response. An employee who answers a phone call and/or is required to
conduct City business, but does not physically come into work, shall receive a minimum of one (1) hour
pay at the overtime rate. If the employee performs duties multiple times within that one (1) hour, the
employee will still only receive the minimum of one (1) hour pay at the overtime rate. Employees who
are on standby as outlined in Section 6, shall receive telecommute response pay in addition to standby
pay if the employee answers a phone call and is not required to physically come into work.
Section 6. Standby. The City reserves the right to place employees on mandatory standby. The
purpose of standby duty is to be available during off-duty hours to receive service requests concerning
problems; to investigate the nature and seriousness of the problem either by telephone or by onsite
inspection; to correct minor problems causing a hazard, damage or potential damage, or significant
inconveniences to the public; to call out appropriate crews when necessary; to direct the crew to the
site; to perform work as a crew member if callback should occur; and to keep appropriate records.
Qualified, bargaining unit employees who volunteer for standby duty shall be added to the weekly
assignment rotation list. If such volunteers are unable to fill the need for standby duty, as determined
by management, and all eligible employees within the work unit have refused voluntary standby,
standby shifts will be offered by qualifications and seniority to the remainder of the department. Should
this process fail to fill all open standby shifts, the City may assign mandatory standby and place qualified
employees on standby duty by reverse seniority with the least senior employee being mandated from
the originating work unit. Any employee who wishes to be removed from volunteer standby duty shall
give two (2) weeks notice, except in cases of emergency. The remaining assigned standby weeks will
be available for bid to all qualified, bargaining unit employees and reassigned based on seniority in the
same manner the annual standby bid was conducted. Additionally, if an employee changes divisions
and is no longer in the same standby pool the same process will be utilized.
Employees that are on a Performance Improvement Plan (PIP) or have not obtained required
certifications per their job description are not eligible to be on standby. Employees not meeting the
qualifications for mandatory standby within their division will be given the opportunity for cross-training
upon written request to their division supervisor. Arrangements for cross-training will be completed as
timely as possible based on operational considerations.
A schedule for mandatory standby will be posted as soon as practically possible but not less than one
(1) week in advance unless there is an unforeseen emergency based on operational need. Employees
on mandatory standby must be able to be onsite within sixty (60) minutes of receiving a call out. For
this purpose, employees may be issued a cell phone and are responsible for responding if called out.
Employees may request trade of standby duty less than twenty-four (24) hours in advance but there is
no guarantee of approval.
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Qualified employees on standby may be required to carry a cell phone and be able to respond
immediately to callback situations without restrictions or impairments. Qualified employees will receive
standby pay at the rate of three dollars and fifty cents ($3.50) per hour. The employee will receive
standby pay for all hours outside of their regularly scheduled shift, for days so assigned, except for
those hours that the employee is on their flex day off and other employees are working. In the event
an employee who is on standby duty is called out, they shall be compensated in accordance with
Section 4 and/or Section 5.
Employees on standby duty may concurrently work special events; provided however, the employee
shall be responsible for finding standby coverage for the duration of the special event.
Section 7. Employees required by the City to attend defensive driver training shall be compensated for
actual time in attendance in accordance with RCW 49.46, Section 3.
Section 8. Payment for authorized overtime hours worked shall be paid or compensatory time earned,
at the employee’s option. This option shall be exercised at the time earned, without the option to change
the decision once it is made. Compensatory time shall be earned and accumulated at the rate of time
and a half (1 ½) hours for each overtime hour worked, provided that the maximum allowable accrued
shall be one hundred and twenty (120) hours of compensation. Overtime worked beyond that
cap will be compensated by pay only. Effective November 30th of each year, all compensatory time
accrued as of the 30th of November of that year minus forty (40) hours will be cashed out at the
employee’s then current rate of pay (base plus longevity) on the first payday of December. At the option
of the employee, any or all of the remaining forty (40) hours may be paid at that time, but no more than
forty (40) hours may be carried over into the following calendar year.
Section 9. Employees shall be allowed a meal period of at least thirty (30) minutes which shall
commence no less than two (2) hours nor more than five (5) hours from the beginning of the employee’s
shift. Lunch periods are considered unpaid time unless the employee is required to perform their duties
at any time during their lunch period. For each additional four (4) hours of overtime increments within
one specific workday, the employee shall receive an additional meal period of one half (1/2) hour.
If employees are approved and required to work by a supervisor and/or manager through a meal period,
they shall be compensated at two (2) times the employee’s hourly rate for the missed meal period that
will be received as either paid out overtime or compensatory time.
Section 10. Rest Periods Employees shall receive a fifteen (15) minute rest break during the first four
(4) hour period of their workday, and a second fifteen (15) minute rest break during the second four (4)
hour period in the workday.
Section 11. Fatigue Management and CDL Safety. The City is responsible for maintaining safe
operations. If the City determines that an employee may be too fatigued to safely perform their duties
due to unplanned operational conditions, the supervisor may recommend relief from duty through paid
administrative leave during regular working hours. Any paid administrative rest must be approved in
advance by the Department Director, or designee, and shall be limited to the time needed to ensure the
employee can safely return to work.
Paid administrative rest will not be approved when fatigue results from voluntary overtime, (that does
not go beyond the scheduled time) delays caused by the employee, personal activities, secondary
employment, or when the employee fails to promptly notify the supervisor that the overtime assignment
is extending beyond its planned end time.
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All employees will generally receive eight (8) consecutive hours off-duty before reporting to work.
Employees who operate commercial motor vehicles shall receive eight (8) consecutive hours off-duty
before performing CDL-required driving, unless the rest period is waived by the employee and approved
by a supervisor, due to emergency conditions. No employee will be required to operate City vehicles or
equipment if they believe they are too fatigued to do so safely.
When a non-emergency assignment is expected to run later than scheduled and may affect the
employee’s next shift, the employee shall notify the supervisor as soon as they become aware of the
need to extend the assignment.
Example: An employee scheduled to work until 10:00 p.m. learns at 8:30 p.m. that contractor
delays will require work past midnight. The employee immediately notifies the supervisor so that
the next day’s staffing and safety needs can be evaluated.
After receiving notice, the supervisor may adjust the next shift start time to allow for eight (8) consecutive
hours off duty by directing the employee home for rest. If the City directs the employee to rest and the
rest period overlaps with the employee’s regular schedule, the overlapping hours shall be paid at the
straight-time rate unless otherwise required by law.
Employees assigned standby must remain available to respond. The City will make reasonable efforts
to provide rest and recovery when possible, while maintaining essential public services. This Section
does not alter or replace the Snow & Ice and Emergency procedures in Article 27.
Employees are expected to report to work fit for duty, raise fatigue concerns promptly, and follow all
City and CDL safety rules.
The City may use different rest provisions during major service demands, including snow and ice events,
severe weather, natural disasters, service disruptions, or emergency infrastructure failures. Nothing in
this Section limits the City’s authority to assign work to maintain operations.
Article 6
PROBATIONARY PERIODS
Section 1. All newly hired employees will serve a twelve (12) month probationary period. If, within the
twelve (12) month probationary period, the employee is not able to perform their duties to the
satisfaction of the City and is terminated from this position, then the termination is both non-protestable
and non-grievable under the provisions of Article 3, Section 3, and Article 18 of this Agreement.
All employees promoted or transferred in need of obtaining a CDL to fulfill a job requirement will serve
a twelve (12) month probationary period. If, within the twelve (12) month probationary period, the
employee is not able to perform their duties to the satisfaction of the City and is terminated from this
position, then the termination is both non-protestable and non-grievable under the provisions of Article
3, Section 3, and Article 18 of this Agreement.
All other promoted or transferred employees will receive a six (6) month probationary period. If, within
the six (6) month probationary period, the employee is not able to perform their duties to the satisfaction
of the City and is terminated from this position, then the termination is both non-protestable and
non-grievable under the provisions of Article 3, Section 3, and Article 18 of this Agreement.
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Article 7
CLASSIFICATIONS AND MINIMUM RATES OF PAY
Section 1. Employees covered by this Agreement shall be compensated as set forth in Appendix “A”.
Section 2. Employees will be paid on the 8th and 23rd of each month, unless one of these days happens
to be a weekend or holiday. If the regularly assigned pay date falls on a weekend or holiday, the
employee shall be paid on the first working day preceding the weekend or holiday.
Section 3. When an employee who possesses a CDL, whose work does not normally require the use
of the CDL, is assigned to perform work that requires the use of the CDL for more than one (1) hour,
the employee shall be paid for each hour they are required to use the CDL at the corresponding
Maintenance Worker 21A step, if they are a Maintenance Worker I, or the corresponding step at the
Maintenance Worker 22A level, if they are a Maintenance Worker II.
Section 4. The City has created Lead positions in several divisions, including Street (2), Vegetation (2),
Water (2), Sanitary Sewer, Storm Drainage (2), Mechanic/Equipment Rental, Traffic Signals, Parks
Maintenance (Game Farm (1) and GSA (1)), Cemetery, Golf, Custodial, and Facilities Maintenance.
The City shall notify the Union prior to eliminating or deciding not to fill any vacant lead position.
Article 8
WORKING OUT OF CLASSIFICATION
Section 1. When an employee is temporarily assigned by the Division Manager or Department Director
to perform the duties of a higher classification for a period of more than four (4) hours in a shift before
returning to their regular duties, the employee will receive out-of-class pay for the entire shift, retroactive
to the first hour. Out-of-class pay shall be at a rate that ensures approximately at least a one-step pay
increase above the employee’s regular rate of pay.
If an employee is assigned to cover the duties of a higher classification for more than two (2) consecutive
workdays, the employee will receive out-of-class pay at the higher rate. For planned absences such as
a vacation or scheduled leave, out-of-class pay will begin on the first day of the absence. For unplanned
absences, out-of-class pay will begin the third day of the absence and will be retroactive to the first day
if the absence extends beyond the two (2) days. If the absence does not exceed two (2) days, no out-
of-class pay will be provided.
Out-of-class pay applies only to hours actually worked in the higher classification. Employees will not
receive out-of-class pay for hours in which they are on paid or unpaid leave, including but not limited to,
sick leave, vacation, holidays or compensatory time.
All out-of-class pay assignments must be reviewed and approved by the Mayor and the Human
Resources Director, or designee. Such pay will be documented on the employee’s Personnel Status
Report (PSR) including the beginning and ending dates of each assignment.
In emergency situations, out-of-class pay may be granted immediately as deemed necessary, or as
soon as the approving authority can be notified. Nothing in this Article limits or prevent the City from
assigning out-of-classification or pay in a manner that the City deems necessary for the operations.
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Article 9
HOLIDAYS
Section 1. The following holidays shall be paid holidays for all employees covered by this Agreement:
New Year’s Day Labor Day
Martin L. King Jr.’s Birthday Veterans’ Day
Presidents’ Day Thanksgiving Day
Memorial Day Native American Heritage Day
Juneteenth Christmas Day
Independence Day Two (2) Floating Holidays
The day of observance of the above holidays shall be the days specified by City ordinance. If any one
of the above holidays falls on a Sunday, the following Monday shall be the holiday. If it falls on Saturday,
the preceding Friday shall be the holiday.
A holiday shall be defined as eight (8) hours. Floating holidays are accrued on a prorated basis for
part-time, regular employees
Employees on a 9/80 schedule shall not be required to utilize vacation pay to make up the one (1) hour
difference on holidays. The employee may elect to take leave without pay to make up that one (1) hour
at their own discretion.
Section 2. For bookkeeping purposes, Floating Holidays shall be treated as vacation days, subject to
the same notice and approval procedures applicable to vacation leave. Floating Holidays must be taken
during the calendar year.
Section 3. Employees performing work on any of the above holidays shall receive the holiday pay
specified above plus compensation for actual time worked at the overtime rate with a minimum of three
(3) hours.
Section 4. When a recognized holiday falls prior to a Saturday and an employee volunteers to work the
Saturday for the purposes of setting up special events in association with a holiday celebrated or
observed on the Saturday, or for other scheduled work deemed necessary to the City as determined by
management, the employee shall be paid at the rate of one and one-half (1 ½) times the straight time
rate of pay for hours worked. This language also applies to employees who would work a Saturday
following a recognized holiday to set up for a recreational, sports, cultural event, or other work deemed
necessary to the City as determined by management. Employees working in the Cemetery Division
who are working a Saturday following a holiday for the purpose of a burial shall be paid at the rate of
one and one-half (1 ½) times the straight time rate of pay for hours worked. Employees who are
regularly scheduled to work Saturdays as a normal day of work (i.e., Thursday through Tuesday
schedule or variation) shall receive straight time pay in this situation.
Two (2) hours per day or routine setup maintenance at the Golf Course shall be paid at the rate of one
and one-half (1 ½) times the straight time rate of pay on weekends following Holidays, except from April
through October of each year, when up to four (4) hours of routine setup maintenance shall be paid at
the rate of one and one-half (1 ½) times the straight time rate of pay on weekends following Holidays.
Other scheduled work at the Golf Course or Cemetery deemed necessary by the City, above and
beyond the routine setup maintenance at the Golf Course and burials at the Cemetery, shall also be
paid at the rate of one and one-half (1 ½) times the straight time rate of pay on Saturdays following
Holidays.
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Article 10
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) eight-hour 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:
1 through 4 years of continuous service 96 hours per year
5 through 9 years of continuous service 120 hours per year
10 through 14 years of continuous service 144 hours per year
15 through 19 years of continuous service 168 hours per year
20 through 24 years of continuous service 192 hours per year
25 years or more of continuous service 208 hours per year
An employee who terminates employment during the initial ninety (90) days of employment shall not be
entitled to annual vacation leave.
Section 2. Regular, part-time employees who are regularly employed for a period of more than one
hundred and twenty (120) hours a month for more than one hundred twenty (120) calendar days in a
year shall be granted vacation leave credit on a pro-rata basis in proportion to hours worked.
Section 3. Each employee may accumulate up to two (2) years of their vacation accrual. However,
vacation time accrued in any month which exceeds two (2) years accrual will be lost if not used in the
month earned.
Section 4.
a. Vacation leave shall be scheduled at a time mutually agreed upon between the
Department Director, or designee, and the employee.
b. Annual vacation leave scheduling shall begin in January each year and shall be
completed by January 31st each year. Annual vacation scheduling will be in order of
seniority within each work unit as defined by Article 18. Each employee will be allowed
to schedule one (1) continuous block (one or more continuous days) of vacation at a
time. Then the next most senior employee in that division will schedule their first block
of annual vacation. Once all employees have scheduled their first block of annual
vacation, the process continues with the most senior employee until all requested
vacation is scheduled. This section does not preclude employees requesting blocks of
vacation after January 31st each year.
c. Changes to initial vacation scheduling (January 1st through January 31st) or requests for
a block of three (3) or more separate vacation days may be granted with five (5) working
days notice, as long as the request is received within the first hour of the shift on the first
day. For one (1) or two (2) vacation days, requests may be granted with a minimum of
two (2) working days’ notice.
d. The number of employees who can be gone at one time and the days selected shall be
determined after the Employer has considered the requests of all the employee(s) and
needs of the division.
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Section 5. Employees who have completed ninety (90) days or more of continuous service and are
separated from employment shall be entitled to payment for vacation leave not taken that has accrued
to the 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 11
HEALTH AND WELFARE
Section 1. Effective January 1, 2023, based on December 2022 hours and each month thereafter, the
City agrees to pay one hundred percent (100%) of the premiums for eligible employees and their
dependents to Washington Teamsters Welfare Trust c/o Northwest Administrators, Inc. for every eligible
employee covered by this Agreement who was compensated for eighty (80) hours or more in the
preceding month for the following:
Teamsters Medical Plan “A” (with domestic partner)
Teamsters Vision Plan EXT (with domestic partner)
Teamster Dental Plan A (with domestic partner)
The City agrees to pay one hundred percent (100%) of the premiums for eligible employees for the
following healthcare programs:
Standard Life Insurance ($10,000 death benefit)
Long-term disability insurance through the Standard Insurance Company
The parties agree after January 1, 2015, that if the Teamsters Medical plan cost with the additional
three-quarter percent (0.75%) contribution into VEBA exceeds the cost of the City’s medical plan, the
parties will reopen negotiations exclusively to discuss the medical plan options. The intent of this
paragraph is to provide the City with the most cost-efficient plan currently available to the group. As
long as employees are on the Teamsters Medical Plans, the City agrees to contribute an additional
three quarters of a percent (0.75%) of the employee’s semi-monthly base salary into the HRA/VEBA for
a total of two and three quarters of a percent (2.75%). For the purposes of this Agreement, it is
understood that if the employees do not have the Teamsters medical plan, they will not receive the
additional three quarters of a percent (0.75%) VEBA contribution.
Section 2. Payments required under any of the foregoing provisions shall be made on or before the
fifteenth (15th) day of the month and in the event the Trusts are required to take legal action to collect
any City contribution due under this Agreement, the City shall be liable for all necessary legal and court
costs.
Section 3. HRA/VEBA Medical Retirement Plan. The City will contribute two percent (2.0%) of the
employee’s semi-monthly base salary into an HRA/VEBA and the employees will contribute one percent
(1%) of the employee’s semi-monthly base salary. If either party reopens this Article pursuant to Section
1, all contributions to the VEBA plan will cease after December 31, 2021. In that event, effective January
1, 2022, the City will contribute two percent (2%) of base pay period salary into deferred compensation.
Furthermore, the additional three quarters of a percent (0.75%) will also be contributed into deferred
compensation, as long as the Teamsters medical plan costs, with the additional three quarters (0.75%),
costs the City less than City’s medical plan.
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For the life of this Agreement and as long as employees are on the Teamsters Medical Plans, the City
agrees to contribute an additional three quarters of a percent (0.75%) of the employee’s semi-monthly
base salary into the HRA/VEBA for a total of two and three quarters of a percent (2.75%), with the
exception of the aforementioned ACA provisions.
Section 4. The City and the Union agree to be bound by the provisions of the Agreement and declaration
of Northwest Administrators, Inc. and agree that the trustees of that trust shall act as trustees on their
behalf for the Teamsters Vision and Dental plans.
Article 12
RETIREMENT
Eligible employees shall be covered under the Public Employees’ Retirement System.
Article 13
JURY DUTY
Time off with regular pay will be granted for jury duty. In order to be eligible for regular pay, the
employee must furnish a written statement from the appropriate public official showing the dates and
time served. The employee must give the Department Director, or designee, prompt notice of call for
jury duty. Employees shall be required to report for work for any major portion (more than two (2)
hours), of their regularly scheduled shift during which they are not actually serving on a jury or waiting
to be impaneled. If less than two (2) hours of a shift remains, the employees will contact their supervisor
for direction.
Article 14
SICK LEAVE
Section 1. A uniform sick leave plan shall be granted to eligible employees. Benefited, non-exempt
employees have two (2) sick leave banks, the Washington Paid Sick Leave (WPSL) was established
per State statute (see RCW 49.46.210), the Regular Sick Leave Bank (RSL) is a flat accrual of one
point eight four (1.84) hours per pay period. Per RCW 49.46.210, employees shall accrue one (1) hour
of paid sick leave for every forty (40) hours worked (e.g., 52 hours annually for a full-time employee),
non-inclusive of overtime. Instead of accruing leave through the year, the non-exempt employees shall
have the WPSL “frontloaded” into their WPSL bank twice during the year – during the January 1st pay
period and during the July 1st pay period. New hires shall have their WPSL bank prorated based on the
date of hire. If an employee earns more hours that were frontloaded (due to working overtime, etc.,) the
hours will be added to the new frontloaded deposit or within thirty (30) days of the discovery of additional
accrued hours, whichever is sooner. A maximum of up to forty (40) hours of WPSL shall be carried
forward into the new calendar year. Any unused WPSL above forty (40) will be transferred to the
employees RSL bank.
Sick leave shall accrue, beginning on the date of hire, at the rate of one point eight four (1.84) hours
per pay period of continuous service for non-exempt, full-time employees. Unused sick leave shall
continue to accumulate; however, sick leave is accumulative to a maximum of nine hundred sixty (960)
hours. Sick leave credit may be used for time off with pay for bona fide cases of incapacitating sickness
or injury, for the period of disability resulting from pregnancy or childbirth, or in accordance with the
federal Family and Medical Leave Act (FMLA) or Washington Family Care Act. Abuse of sick leave
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shall be subject to discipline. Regular, part-time employees working less than forty (40) but more than
thirty (30) hours per week shall accrue sick leave proportionate to hours worked.
Section 2. A verifying statement from the employee’s physician may be requested by the City, at its
option, whenever an employee claims sick leave for three (3) consecutive days or longer, or if the City
suspects sick leave abuse.
Section 3. Before the scheduled starting time, where circumstances permit, employees incapacitated
by illness or injury shall notify their immediate supervisor that they will not report for duty. Failure to do
so may result in loss of paid sick leave for that day. During periods of extended illness, employees shall
keep their supervisors informed as to their progress and potential date of return to work. At no time
shall a supervisor inquire as to the employee’s diagnoses. When an employee calls in, they shall
indicate that they are taking sick leave and indicate whether the sick leave is for a family member or the
employee.
Section 4. In the event of injury or illness for which an employee receives Workers’ Compensation, the
employee shall be permitted to use accrued sick leave to supplement any time loss payment,
proportionately, to make up any difference between the amount of the time loss check and the
employee’s regular, semi-monthly paycheck (keeping the employee “whole”). If the total amount of sick
leave payments plus time loss payments exceeds the employee’s regular, semi-monthly wage, the
employee shall be required to “buy back” their used sick leave by submitting to the City time loss
payments.
Section 5. An employee may use up to twelve (12) workweeks of leave each year in accordance with
the provisions of the federal FMLA)and Washington State Family Care Act. The City uses the “rolling”
twelve (12) month calendar method.
In situations not covered by FMLA, as shown in Section 6, and upon approval of the Human Resources
Director, an employee shall be granted sick leave for illness in the immediate family that requires their
presence. Immediate family shall be defined per Policy 200-65A.
Section 6. An employee may use up to twelve (12) workweeks of leave each year in accordance with
the provisions of the FMLA as follows:
An employee who has worked for the City at least twelve (12) months, including at least 1250 hours in
the last twelve (12) months, may be entitled to twelve (12) workweeks of paid/unpaid leave in any twelve
(12) month period (1) to care for a newborn, newly adopted child, or newly placed foster child; (2) to
care for a child, parent, or spouse who has a serious or terminal health condition; or (3) to attend to a
personal serious health condition.
An employee must give the department head, or designee, at least thirty (30) days written notice by
completing a “Leave Request Form” in advance of the anticipated date of the leave is to begin: fourteen
(14) days notice for a leave due to a child’s terminal illness. If the employee is unable to give the
required notice, notice must be given, in writing as soon as possible.
While on FMLA, the employee must use all accrued, but unused leave including sick leave, vacation,
compensatory time, and any other paid leave accrued prior to using unpaid leave. Use of the above
paid leave applies toward the twelve (12) workweek entitlement and is not in addition to the entitlement.
Upon return from the leave, the employee is entitled to return to the same position held when the leave
began unless the position would have been eliminated had the employee not been on leave.
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Care for a newborn, newly adopted child, or newly placed foster child: FMLA leave must be taken within
twelve (12) months of the birth, adoption, or placement of a child. If both parents are employed by the
City, each parent is entitled to a total of twelve (12) workweeks of paid/unpaid leave under this
paragraph.
In the case of maternity/paternity leave, any leave taken prior to the birth of the child for prenatal care,
or inability to work prior to the actual birth, will be assessed towards the twelve (12) workweek period.
Time loss due to disability prior to, or following, giving birth will be assessed towards the twelve (12)
workweek period.
Intermittent or reduced leave for birth or placement for adoption or foster care of a child may only be
taken with the Human Resources Director’s, or their designee’s, approval. Certification by a healthcare
provider may be required.
Care of a child, parent, or spouse who has a serious or terminal condition, or to attend to a personal
serious health condition: Certification and/or second or third opinions by a healthcare provider may be
required for leave approval if absence is for a personal serious health condition. Recertification may be
required every thirty (30) days. If absence is for a personal serious health condition, a fitness for duty
certificate signed by the consulting physician may be required upon return from leave. The City shall
pay all cost associated with the employer requiring the employee to obtain a fitness for duty certification
when the additional opinions are a recommendation of the City.
Section 7. Upon retirement or termination in good standing (not terminated for cause), the employee
shall be reimbursed at the current rate of pay for unused accrued sick leave up to a maximum of nine
hundred sixty (960) hours in accordance with the following schedule based on continuous years of
service:
Upon Completion Percent of Accrued
Of Years of Service Unused Sick Leave
25 years and over 100%
This reimbursement shall be contributed into VEBA. Employees hired after January 1, 1993, shall not
be eligible to receive any cash payment for accrued sick leave at separation of employment for any
reason.
Section 8. When an employee has accumulated nine hundred sixty (960) hours, sick leave shall
continue to accumulate at the normal rate of four (4) hours per pay period until the end of the calendar
year at which time all sick leave accumulated by the employee in excess of nine hundred sixty (960)
hours shall be paid at twenty-five percent (25%) of the employee’s then hourly rate, which will be cashed
out.
Article 15
BEREAVEMENT LEAVE
Upon approval of the Department Director, or designee, employees shall be allowed up to three (3)
days leave, with pay for death in the immediate family. Should special circumstances exist, the
employee may use up to three (3) days of sick leave in addition to the bereavement leave upon approval
of the Department Director. If additional time is necessary, it shall be taken as vacation, or unpaid
leave, if vacation has been exhausted. Immediate family shall include only father, father-in-law, mother,
mother-in-law, spouse, state-registered domestic partner, grandparents, grandparents-in-law, brother,
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brother-in-law, sister, sister-in-law, children of the employee, stepchildren, grandchildren, persons for
whom the employee is the legal guardian, or situations of loco parentis (in the place of a parent).
Article 16
EDUCATIONAL INCENTIVE AND TRAINING
Section 1. Educational classes. Tuition reimbursement will be in accordance with the City’s Tuition
Reimbursement Policy #200-50.
Section 2. Commercial Driver License. The City shall provide time for the employee to complete
the required training. The City shall supply a vehicle for the DOL testing and will pay for the first written
and driving exam fee. If the employee does not successfully pass the written or driving exam the first
time, it will be the employee’s responsibility to pay for retesting. The City will pay for the renewal of the
CDL endorsement and the required CDL Health Certificate, unless paid for by the City’s insurance.
Section 3. Certifications
A. Renewal Fees for Certifications, Licenses, or Registration. When a certificate, license, or
registration is required by the City or the State as a condition of employment, the City shall pay
for the renewal of such certificate, registration, or license, with the exception of a Washington
State Driver’s License.
B. Certification Premium. Employees who obtain a required certification shall receive a three
percent (3%) premium over their regular hourly wage rate for all hours worked requiring that
certification. Eligible employees possessing the backflow certification shall receive a two
percent (2%) premium over their regular hourly wage rate for all hours worked. Eligible
employees shall include two (2) Parks Maintenance employees (determined by management
through a competitive process), and the Maintenance Worker II’s in the Water Distribution
Division.
Section 4. Vaccinations. Employees whose job responsibilities include exposure to potential
hazards, including communicable disease, will be provided voluntary access to relevant and applicable
vaccines, including but not limited to, Hepatitis and COVID-19, upon request. The Employer shall
provide paid time-off work as to actually receive the administration of the vaccination. Employees shall
use eligible leave for any adverse effects unless the vaccination is a requirement of employment.
Section 5. Training. Training of bargaining unit employees will generally be provided by the
applicable Lead, Specialist, or Supervisor. Employees may occasionally show or demonstrate tasks or
equipment to co-workers in the normal course of their duties, and such informal assistance will not
qualify as training pay.
Out-of-class pay will apply only when management has formally assigned a non-Lead employee to
conduct training as part of an approved training plan or program. Assignment and approval must
come from the Division Manager or Department Director (or designee) in advance of the training.
Article 17
GRIEVANCE AND ARBITRATION PROCEDURE
Section 1. For the purpose of this Agreement, the term “grievance” means any dispute between the
City and the Union concerning the interpretation or application of this Agreement. Any alleged grievance
shall be taken up by the employee with their supervisor within ten (10) working days of the occurrence.
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The above parties agree to make every effort to settle the grievance at this stage promptly; however, if
no satisfactory settlement is reached, the following procedure shall apply.
Step 1. If the grievance is not resolved to the satisfaction of the grievant within ten (10) working days
from the time of the meeting between the employee and the manager/supervisor, then the grievance
may be presented to the division manager, or supervisor in units without a division head, in writing
setting forth the detailed facts concerning the nature of the grievance, the contractual provision alleged
violated, and relief sought. Upon receipt of the written grievance, the division manager/supervisor shall,
within ten (10) working days, meet with the grievant, a representative from Human Resources, and
Union representative in an attempt to resolve the grievance. Within ten (10) working days after such
meeting, the division manager shall set forth their answer in writing with a copy to the employee, Union,
and Department Director.
Step 2. If the grievance is not resolved in Step 1, the employee and/or the Union shall submit a written
notice to the Human Resources Director, or designee, moving the grievance to the Step 2 within ten
(10) working days of the receipt of the division manager’s decision. A meeting shall be held within ten
(10) working days of receipt of the written notice between the employee, Human Resources
Representative, Union representative, and the Department Director. Within ten (10) working days after
such meeting, the Department Director shall reply in writing to the grievance with a copy to the
employee, Human Resources Director, Union, and Mayor.
Step 3. If the grievance is not resolved as provided in Step 2, the employee and/or the Union shall
submit a written notice to the Human Resources Director, or designee, moving the grievance to the
Step 3 within ten (10) working days of the receipt of the Department Director’s decision. A meeting
shall be held within ten (10) working days between the employee, Human Resources representative,
Union representative, and the Mayor. Within ten (10) working days after such meeting, the Mayor shall
reply to the grievance. 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.
Step 4. If the difference or complaint is not settled in Step 3, the grievance may be submitted to an
arbitrator within thirty (30) calendar days after decision in Step 3 as hereinafter provided. The expenses
and fees incumbent to the services of an arbitrator shall be equally shared by the City and Union. Upon
receipt by either the Union or Employer of a written request for arbitration of a dispute which has been
processed in accordance with the procedures set forth above, representatives of the Employer and the
Union shall attempt to agree upon an arbitrator. In the event no agreement has been reached on the
selection of an arbitrator within fourteen (14) calendar days from the receipt of the request for arbitration,
the Federal Mediation and Conciliation Service shall be requested to submit a list of seven (7) qualified
and approved arbitrators from Washington and Oregon. The arbitrator shall be selected by alternately
striking one (1) name from the list until only one (1) name shall remain. A coin toss shall determine
which party strikes first.
The decision of the arbitrator shall be rendered in writing within thirty (30) working days after the close
of the hearing and such decision shall be final and binding on all parties. Any decision rendered shall
be within the scope of this Agreement and shall not add to or subtract from any of the set terms of the
Agreement, nor shall such decision create a basis for retroactive adjustments. The arbitrator's decision
shall be consistent with federal and state employment laws and regulations, including the National Labor
Relations Act.
Article 18
SENIORITY
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Section 1. The term “seniority unit” as applied in this Article shall mean all jobs covered by this
Agreement within a given department. Seniority units are as follows:
Public Works Department
Parks and Recreation Department
Administration Department
Section 1.1. The term “work unit” as applied in this Article shall mean all jobs covered by this Agreement
within a given department, except the Public Works Department, Parks and Recreation Department,
and Administration Department where they are further defined as follows:
Public Works Department:
Street
Vegetation
Water
Sanitary Sewer
Storm Drainage
Equipment Rental
Traffic Signals
Parks, Arts, and Recreation Department:
Parks Maintenance
Cemetery
Golf
Administration:
Custodial
Building Maintenance
An employee working continuously in a seniority unit for ninety (90) days shall establish seniority in
such unit based on their most recent date of hire within this Collective Bargaining Unit. If multiple
employees are hired on the same date, their seniority shall be determined by the employees’ City ID
number. The employee with the highest number being senior.
Section 2. An employee’s seniority shall be canceled under any of the following circumstances:
a. The employee resigns;
b. The employee is discharged;
c. The employee retires or transfers from a union represented position to a non-
represented position;
d. The employee is laid off due to a reduction in force for a continuous period of twelve (12)
months or more;
e. The employee fails to return to work subsequent to and in accordance with the terms of
an approved leave of absence;
f. The employee fails to return to work from layoff on the date specified by the City in a
recall notice delivered to the employee or mailed to the employee’s last known address
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on file with the City, providing such notice grants the employee seventy-two (72) hours
advance notice to report.
Section 3. Each employee with seniority standing established pursuant to this Article shall hold
seniority in only one (1) position, that being their regular job title in their regular
department (seniority unit).
Section 4. Employees may be transferred subject to the following conditions:
a. The City may transfer an employee to a different position at any time either temporarily
or permanently. A temporary transfer shall be for a period of not more than ninety (90)
calendar days. After ninety (90) days, such transfer shall be considered permanent
unless agreement is reached between the City and Union to extend the transfer period.
b. In the event of a permanent transfer, the employee’s accrued seniority shall be
transferred to the new seniority unit after ninety (90) calendar days. Until the ninety (90)
days has passed, the employee’s seniority remains with the previous position held.
Section 5. The City retains the right to determine the necessity for layoffs. In the event such
determination is made:
a. In the event of a reduction of the number of positions in the employee’s work unit,
employee(s) in the job title(s) being eliminated shall be given one (1) month’s base pay
following the execution of the City’s standard severance & release agreement.
b. Employee(s) with the least seniority within the work unit and holding the job title identified
for elimination shall be laid off first. However, that person designated for layoff may
“bump” to a position held by an employee of equivalent job title with the least seniority
within the seniority unit, for which the employee doing the “bumping” is fully qualified and
competent to perform the work of the acquired position.
c. If the employee is unable or unwilling to “bump” for a position within the same job title,
then the employee may “bump” to a position within a seniority unit held by an employee
with the least seniority in the next lower job title, for which the employee doing the
“bumping” is fully qualified and competent to perform work of the acquired position. This
same procedure will continue until no further “bumping” can take place. In no case shall
a bump result in a promotion.
d. To accomplish any “bumping”, such employee(s) shall notify the City in writing (email is
appropriate) of their intent to “bump”, within three (3) working days following the date in
which they are notified of layoff. This notification shall include the job title for which they
wish to “bump”. If notification of “intent to bump” is not received within three (3) working
days, the employee loses their right to “bump”.
e. If bumped, the less senior employee immediately will be notified by the City and follow
the same procedure in Sections 5b, 5c, 5d, and 5e.
f. Any “bumped” employee will be given a minimum of two (2) weeks notification that they
are being bumped.
g. If the “bumping” employee fills the position, they will be assigned at the grade level of
the acquired position, at the same step they hold on the effective date of the new
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assignment. The employee will be scheduled to receive their next step increase, as they
would have prior to the “bumping” process.
Section 6. An employee who is laid off and who is unable or unwilling to qualify for transfer shall be
recalled for work in their last seniority unit prior to the recall of any employee who possesses lower
seniority, provided the employee with the most seniority is fully qualified and competent to perform the
work of the acquired position of their last position, if it is available, prior to recall or transfer of another
employee with less seniority.
Section 7. Job Vacancies. Regular position vacancies within the bargaining unit shall be posted and
open to all members of the bargaining unit. Job vacancies shall first be opened to bargaining unit
members for a minimum of three (3) days. Qualified, regular employees meeting the minimum
qualifications, as determined by the City, may apply for a vacancy, and will be interviewed before outside
applicants.
The City may thereafter post the vacancy to, and interview, outside applicants as it deems appropriate.
Upon completion of both sets of interviews, and after all preemployment checks are completed, the best
suited applicant who meets the minimum qualifications, at the sole discretion of the City, will be selected.
If, at the sole discretion of the City, no applicant meets the City’s needs, the position may be reopened
to all applicants. Where qualifications, skills, abilities, and past performance of the finalists are relatively
equal, as reasonably determined by the City, preference shall be given to the bargaining unit
employees.
Section 8. An employee with an injury or illness obtained either on or off the job will have six (6) months
from the date of injury or illness to return to their vacated position. This provision does not eliminate
any vacation or sick leave benefit so earned which may carry the employee beyond the six (6) months.
Section 9. An employee may be granted up to ninety (90) calendar days of leave without pay, in
accordance with City Policy 200-64. If such leave is granted, the employee shall not lose their seniority
during that ninety (90) calendar days.
Article 19
MANAGEMENT RIGHTS
Subject only to the limitations expressly stated in this Agreement, the Union recognizes that the City
retains the exclusive right to manage its business including, but not limited to, the right to determine the
methods and means by which its operations are to be carried on, to direct the workforce, and to conduct
its operation in a safe and effective manner.
Article 20
WORK STOPPAGES
Section 1. The City and the Union agree that the public interest requires efficient and uninterrupted
performance of all City services and, to this end, pledge their best efforts to avoid or eliminate any
conduct contrary to this objective. Specifically, the Union shall not cause or condone any work stoppage
including any strike, slowdown, refusal to perform any customarily assigned duties, sick leave absence
which is not bona fide, or other interference with City functions by employees under this Agreement and
should same occur, the Union agrees to take appropriate steps to end such interference. Any concerted
action by any employee in any bargaining unit shall be deemed a work stoppage if any of the above
activities have occurred.
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Section 2. Upon notification in writing by the City to the Union that any of its members are engaged in
a work stoppage, the Union shall immediately, in writing, order such members to immediately cease
engaging in such work stoppage and provide the City with a copy of such order.
Section 3. Regardless of any penalty to which the Union is subject under this Article, any employee
who commits any act prohibited in this Article will be subject to discharge or other penalty, as the City
deems appropriate.
Section 4. For the term of this Agreement, for the purposes of preserving work and job opportunities
for the employees covered by this Agreement, the City agrees that no work or services of the kind,
nature, or type covered by, presently performed, or hereafter assigned to the collective bargaining unit
will be subcontracted, transferred, leased, assigned, or conveyed in whole, or in part, to any other
facility, vendor, person, or non-unit employee or entity agreed to by the Union. The parties agree the
City currently uses outside vendors to perform various tasks and the City agrees not to expand that
work beyond current levels that would result in a reduction in force of the affected classifications.
Article 21
BULLETIN BOARDS
The City shall permit the reasonable use of bulletin boards by the Union for the posting of notices of
noncontroversial nature relating to Union business. Union staff members may use the City’s email for
communications pertaining to Union business for disseminating meeting times, places, agendas, voting,
and election results. Members will comply with City’s Internet and Electronic Resources/Equipment
Use policy. The parties understand and agree that there is no guarantee of privacy of email messages.
In no circumstances shall use of the City’s equipment interfere with normal operations or service to the
public.
Email communications will not contain profanity, abusive language, or derogatory language of a
discriminatory nature against individuals of a protected class. The Union shall have access and use of
a copy machine through City Administration at fifteen cents ($0.15) per copy.
Article 22
SAVINGS CLAUSE
If any Article of this Agreement, or any attachment hereto, should be held invalid by operation of law or
by any tribunal of competent jurisdiction or if compliance with or enforcement of any Article should be
restrained by such tribunal, the remainder of this Agreement and attachments shall not be affected
thereby and the parties shall enter into immediate collective bargaining negotiations for the purpose of
arriving at a mutually satisfactory replacement of such Article.
Article 23
AMENDMENTS TO THE AGREEMENT
Section 1. The Employer and the Union may mutually agree to amend this Agreement.
Section 2. Attachments, amendments, appendices, letters of understanding, and/or memoranda of
understanding may be attached to and shall be incorporated into the Agreement by this reference.
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Article 24
ENTIRE AGREEMENT
This 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.
Article 25
UNIFORMS
The City agrees to furnish uniforms and coveralls using a quartermaster system (replaced on an as
needed basis as determined by the supervisor/division manager). M&O, Parks Maintenance and
Administration employees will be furnished with five (5) T-shirts, two (2) safety T-shirts, three (3) mid-
weight sweatshirts, two (2) coveralls, one (1) coat, one (1) insulated winter coat, and a baseball cap.
All supplied uniforms will have City-approved logos and are required to be the top clothing layer worn
by the employee while at work.
The City will also pay up to three hundred and fifty dollars ($350.00) per year per employee to purchase
work pants and a new pair of safety boots. This amount will be on the employee’s paycheck. The
purchase will be conducted annually, on City time, up to two (2) hours annually within the City of Auburn.
Article 26
LABOR MANAGEMENT COMMITTEE
The City and the Union agree that a need exists for closer cooperation between labor and management,
and from time-to-time suggestions and complaints of a general nature affecting the Union and the City
need consideration. To accomplish this end, the City and Union agree that not more than three (3)
authorized representatives of the Union and three (3) representatives of the Employer shall function as
the Labor Management Committee. The parties agree to allow expanded participation in Labor
Management Committee discussions, when necessary, by mutual agreement. The Union
Representative and the City Human Resources Director stand as guests to any meeting it is necessary
that they attend. The committee shall meet as requested by either party, and as is mutually agreeable,
for the purpose of discussing and facilitating the resolution of all problems that may arise between the
parties other than those for which another procedure is provided by law or other provisions of this
Agreement. It is understood and agreed that the purpose of the committee does not include the hearing
of formal grievances brought under the grievance provisions of this Agreement.
Article 27
SNOW & ICE REMOVAL, & EMERGENCY PROCEDURE
Once per year, the City will request volunteers who are interested in working/changing their work
schedule in the event the City needs snow or ice removal teams. The City agrees to the following
procedure:
The bid meeting will be held in the fall of each year.
The City will ask for volunteers who want to be placed on the list.
The City will assign snow and ice removal from the list of volunteers in seniority order, with the
most senior employee offered the work first.
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The manager and/or supervisor in charge of this program will be present at the meeting, and the
supervisor in charge will be the recorder of the meeting.
A local 117 Shop Steward will be invited to be present at the meeting.
Upon request, the City shall provide the Union a copy of the snow and ice removal seniority list.
Employees who are utilized for this program will receive overtime for all hours worked in excess of the
employee’s normally scheduled shift. An employee is not obligated to work more than twelve and one
half (12.5) hours in any twenty-four (24) hour period.
Non-Scheduled Emergency Work: During non-scheduled emergency work, and the employee works
at lease sixteen (16) continuous hours, the City will ensure the employee gets a minimum of ten (10)
hours rest period before returning to a regularly scheduled shift. Any hours the employee cannot work
a regularly scheduled shift, due to the rest period requirement, will be compensated.
Article 28
AUTOMATIC VEHICLE LOCATION (AVL) & CAMERAS
The City may use the AVL systems to assist in coordinating resources, develop departmental or
statistical information, assist with the defense of a civil claim and/or lawsuit, in response to an
investigation of the department or activities of its employees, or other City-related purposes.
For the purposes of discipline, AVL will be consulted only if a complaint is received or a supervisor
witnesses potential misconduct.
The City may use camera systems installed on or facing City property to assist in coordinating
resources, developing departmental or statistical information, supporting the defense of a civil claim
and/or lawsuit, responding to an investigation involving the department or activities of its employees, or
for other legitimate City-related purposes.
For the purposes of discipline, camera footage will be consulted only if a complaint is received or the
employer becomes aware of potential misconduct.
Nothing in this section limits the City’s right to install, operate, or use cameras for operational, safety,
or security purposes consistent with its management rights.
Article 29
LONGEVITY PAY
All the classifications covered in this CBA shall receive longevity compensation in addition to their
base rate of pay as follows:
1. Fifty dollars ($50.00) per month from the start of the eighty fourth (84 th) full month to, and
including, the one hundred twentieth (120th) full month of service.
2. Eighty-five dollars ($85.00) per month from the start of the one hundred twenty-first (121 st)
full month to, and including, the one hundred eightieth (180th) full month of service.
3. One hundred thirty-five dollars ($135.00) per month from the start of the one hundred
eighty first (181st) full month to, and including, the two hundred fortieth (240th) full month of
service.
4. One hundred ninety dollars ($190.00) per month from the start of the two hundred forty-first
(241st) full month.
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Article 30
WASHINGTON PAID FAMILY AND MEDICAL LEAVE
Washington Paid Family and Medical Leave Law: Eligible employees are covered by Washington’s
Family and Medical Leave Program, RCW 50A.04. Eligibility for leave and benefits is established by
Washington law and is therefore independent of this Agreement. Employees will pay through payroll
deduction the full cost of the employee portion of the premiums associated with family leave benefits,
as determined under RCW 50A.04.115. The Employer will pay the remaining premiums.
Article 31
LONG-TERM SERVICES AND SUPPORT TRUST PROGRAM
The Employer shall deduct the required tax, when applicable, from an Employee’s payroll unless the
employee has provided proof of opting out as required by law to support the Long-Term Services and
Supports Trust Program as provided by Chapter 50B.04 RCW.
Article 32
DISCLOSURE OF PERSONNEL FILE INFORMATION
Upon receipt of any court order or subpoena seeking documents from an employee’s personnel file, the
Employer will provide the employee with a copy of the order or subpoena. When documents or
information in an employee’s personnel, payroll, supervisory, or training file are the subject of a public
records request, the Employer will provide the employee with a copy of the request at least fourteen
(14) calendar days in advance of the intended release date.
Article 33
MILITARY SERVICE CREDIT (PERS 2 AND PERS 3)
Employees who are members of the Washington State Public Employees’ Retirement System (PERS)
may be eligible to purchase or apply service credit for prior military service consistent with the rules and
requirements established by the Washington State Department of Retirement Systems (DRS).
Eligibility, cost, and procedures for purchasing or restoring military service credit are determined
exclusively by DRS under RCW 41.40 and applicable WAC provisions. Generally, employees in PERS
Plan 2 and PERS Plan 3 may establish credit for up to five (5) years of active duty military service
performed prior to public employment, subject to statutory limits and DRS verification. The cost to the
employee will be calculated by DRS in accordance with plan rules, which may include payment of the
employee’s contributions, employer contributions, and applicable interest.
Employees seeking to establish military service credit must apply directly to DRS. The City will provide
reasonable assistance to employees in obtaining the required DRS forms, but the City shall not be
responsible for determining eligibility, calculating cost, or administering payments.
Nothing in this Agreement shall be interpreted to expand or reduce benefits provided under PERS
statutes, rules, or DRS policy. The parties acknowledge that the rules governing military service credit,
including purchase provisions, are subject to change by state law or DRS.
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Article 34
TERMS OF AGREEMENT
Section 1. This Agreement shall be in effect from January 1, 2026, to and including December 31,
2028.
Signed this ___________ day of ____________________, 2026, at Auburn, Washington.
City of Auburn Teamsters Local Union No. 117
Outside Unit
By:___________________________ By:________________________
Nancy Backus, Mayor Paul Dascher,
Secretary-Treasurer
By:____________________________
Candis Martinson, Director of Human Resources/Risk Management
By:___________________________
City Clerk
Approved As To Form:
By:___________________________
City Attorney
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March2nd
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Appendix A
Teamster Wages
Effective January 1, 2026, the employees covered by this Agreement shall receive a wage increase as
follows:
Building Maintenance Technician 2.7%
Lead Building Maintenance Technician 6.5%
Signal Technician 2.7%
Electrician 9.0%
Maintenance Specialist 12.9%
Lead Mechanic 13.6%
Parks Auto Mechanics 11.6%
M&O Auto Mechanics 13.6%
Lead Maintenance Worker 12.9%
Maintenance Worker I – CDL/no CDL 3.8%
Maintenance Worker II – CDL/no CDL 7.0%
Custodian 10.8%
Lead Custodian 13.1%
Effective January 1, 2027, the employees covered by this Agreement shall receive a wage increase of
3.0%.
Effective January 1, 2028, the employees covered by this Agreement shall receive a wage increase of
3.0%.
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COLLECTIVE BARGAINING AGREEMENT PROVIDING FOR PARTICIPATION IN TRUST
The Employer and Labor Organization below are parties to a Collective Bargaining Agreement providing for participation in the
above Trust. An enforceable Collective Bargaining Agreement must exist as a condition precedent to participation in the Trust.
Employer Name Labor Organization (Union) Name
Address Address
City State Zip Code City State Zip Code
COLLECTIVE BARGAINING AGREEMENT
The parties’ Collective Bargaining Agreement is in effect from:to:
New Account Renewal AccountNo.Approximate No. of CoveredEmployees:
INFORMATION CONCERNING EMPLOYER’S BUSINESS
Employer EIN (Tax ID No.)
Employer is: Public Entity Corporation -State of Partnership Sole Proprietorship LLC
If Partnership or Sole Proprietorship, provide name/s of the owner or partners:
BENEFIT PLAN(S) DESIGNATED IN COLLECTIVE BARGAINING AGREEMENT
The Collective Bargaining Agreement provides that contributions will be made to the Trust on behalf of all employees for whom
the Employer is required to contribute under the Trust Operating Guidelines for the purpose of providing such employees and
their dependents with the following benefit plan(s): (The undersigned parties acknowledge the receipt of a copy of the Trust
Operating Guidelines which by this reference are made a part hereof.)
COVERAGE IN BARGAINING AGREEMENT (For renewals, list all coverages, not just changes)Monthly Rate
Medical Plan A B Z $
Life/AD&D
A - $30,000 Employee/$3,000 Dependent
B - $15,000 Employee/$1,500 Dependent
C - $5,000 Employee/$500 Dependent
$
Weekly Time Loss E - $500 A - $400 B - $300 C - $200 D - $100
$
Disability Waivers Additional 9 months Disability Waiver of Contributions - Medical only
$
Domestic Partners Domestic Partners – Medical
$
Dental Plan A B C $
Domestic Partners Domestic Partners – Dental
$
Vision Plan EXT $
Domestic Partners Domestic Partners – Vision
$
Will there be anycoverage changes before the Collective Bargaining Agreement’s expiration? Yes No.
If yes, attach a Subscription Agreement for each change.
EFFECTIVE DATE OF CONTRIBUTIONS -A Subscription Agreement must be submitted in advance of the effective date below.
Contributions above are effective (month, year) , 20 based on employment in the prior month.
Important: Coverage is effective in the month following the month in which the contributions are due based on the Trust’s eligibility
lag month. For example, contributions effective April based on March employment will provide coverage in May.
EXPIRATION OF COLLECTIVE BARGAINING AGREEMENT
Upon expiration of the above-referenced Collective Bargaining Agreement, the Employer agrees to continue to contribute to the
Trust in the same amount and manner as required in the Collective Bargaining Agreement until such time as the Employer and the
Labor Organization either enter into a successor Collective Bargaining Agreement, which conforms to the Trust Operating
Guidelines, or one party notifies the other in writing (with a copy to the Trust) of its intent to cancel such obligation five (5) days
after receiving notice, whichever occurs first. The Trust reserves the right to immediately terminate participation in the Trust
upon the failure to execute this or any future Subscription Agreement or to comply with the Trust Operating Guidelines as
amended by the Trustees from time to time.
ForEmployer For Union
Title/Assn Date Title Date
WASHINGTON TEAMSTERS WELFARE TRUST
SUBSCRIPTION AGREEMENT
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2/24/20263/2/2026
ELIGIBILITY TO PARTICIPATE IN TRUST
Eligibility for benefits is determined in accordance with the requirements established in the Collective Bargaining Agreement
provided such requirements are consistent with the Trust guidelines. To establish eligibility for benefits, Trust guidelines require
that eligible employees must have the required number of hours in a month and have the contractually required contributions paid
on their behalf. Eligibility will commence according to the Trust’s lag month eligibility rule. Eligibility continues as long as the
employee remains eligible, has the contractually required number of hours per month, and has the required contributions made.
The Trust, however, will not recognize any contractual provision that conditions continued eligibility on having less than 40 or
more than 80 hours in a month. Eligibility will end according to the Trust’s policy for employees who do not have the required
number of hours and contributions in a month and who do not qualify for an applicable extension of eligibility, if any.
Employees of a participating employer not performing work covered by the Collective Bargaining Agreement may participate in
the Trust only pursuant to a written special agreement approved in writing by the Trustees. The Trustees reserve the right to
recover any and all benefits provided to ineligible individuals from either the ineligible individual receiving the benefits or the
employer responsible for misreporting them (if applicable).
REPORTING OBLIGATION AND CONSEQUENCES OF DELINQUENCY
Employer contributions are due no later than ten (10) days after the last day of each month for which contributions are due. The
Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of liquidated
damages, interest, attorney fees, and costs incurred in collecting the delinquent amounts.
TRUSTEES’ AUTHORITY TO DETERMINE TERMS OF PLANS
The parties recognize that the detail of the benefit plans provided by the Trust and the rules under which employees and their
dependents shall be eligible for such benefits is determined solely by the Board of Trustees of the Trust in accordance with the
terms of the governing Agreement and Declaration of Trust (Trust Agreement). The Trustees retain the sole discretion and
authority to interpret the terms of the Trust’s benefit plans, the plans’ eligibility requirements, and other matters related to the
administration and operation of the Trust and its benefits plans. The Trustees may modify benefits or eligibility of any plan for
the purpose of cost containment, cost management, or changes in medical technology and treatment.
MECHANISM FOR HANDLING CONTRIBUTION INCREASES
The Trustees’ authority shall include the right to adjust the contribution rates to support the benefit plans offered by the Trust and
to maintain adequate reserves to cover any extended eligibility and the Trust’s contingent liability.
The parties recognize that it is the intent of the Trust not to provide employee benefit plans for less than the full cost of any such
plan. If the Collective Bargaining Agreement does not provide a mechanism for fully funding the designated benefit plans, the
Board of Trustees may substitute a plan then available that is fully supported by the employer’s contribution obligations. The
disposition of any excess employer contributions will be subject to the collective bargaining process.
ACCEPTANCE OF TRUST AGREEMENT
The Employer and the Labor Organization accept and agree to be bound by the terms of the Trust Agreement governing the
Trust, and any subsequent amendments to the Trust Agreement. The parties accept as their representatives for purposes of
participating in the Trust the Trustees serving on the Board of Trustees and their duly appointedsuccessors.
Provided, however, that in the event that either Section 2 or 3 of Article VIII of the Trust Agreement is amended to change or
modify an Employer’s liability as specified therein, such amendment will not be deemed applicable to an Employer until such
time as the Employer enters into a successor Collective Bargaining Agreement after the expiration of the Employer’s then current
Collective Bargaining Agreement.
This Agreement has been approved by the Board of Trustees of the Washington Teamsters Welfare Trust.
Date
Administrative Agent
Washington Teamsters Welfare Trust
SA 28 (REV 10/18)
APPROVAL OF TRUSTEES
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WASHINGTON TEAMSTERS WELFARE TRUST
SUBSCRIPTION AGREEMENT GUIDELINES
To participate in the Washington Teamsters Welfare Trust, the bargaining parties must complete a Subscription Agreement and file it
with the Trust Administrative Office. Additionally, the bargaining parties are advised of the following general participation and
benefit information. See Trust Operating Guidelines for more detailed information.
1.The Subscription Agreement language may not be modified or altered.
2.A Subscription Agreement must be submitted to the Trust Administrative Office for each new or renewed collective bargaining
agreement, which provides for participation under the Trust.
3.For new accounts, an enforceable collective bargaining agreement, with contribution requirements and eligibility thresholds for
benefits consistent with Trust guidelines, must be submitted prior to the activation of theaccount.
4. Contributions for changes in plan benefits or new accounts are effective the first of the month following the date the Trust
Office receives the documents in #2 and #3. Trust policy does not allow retroactive changes in contributions or benefits.
5.A new Subscription Agreement is required for each change in benefits. If a collective bargaining agreement provides for benefit
changes subsequent to those listed on the Subscription Agreement submitted to the Trust Office for the new or renewed agreement
and the changes take effect prior to the termination of the collective bargaining agreement, the bargaining parties are responsible
for formally notifying the Trust Administrative Office of the changes; this may be done by completing and submitting another
Subscription Agreement, either with the initial agreement or anytime prior to the effective date of the contribution rate changes for
the new benefits. Submission of a collective bargaining agreement by itself does not constitute formal notification ofchanges.
(Please Complete the Entire Subscription Agreement and Tear Off These Guidelines Before Mailing to the Trust Administrative Office)
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MEMORANDUM OF UNDERSTANDING
By and Between
City of Auburn
And
TEAMSTERS LOCAL UNION NO. 117
Affiliated with the
lnternational Brotherhood of Teamsters
Re: Unscheduled Overtime
This Memorandum of Understanding (MOU), made effective on the date of signature of this
MOU, is entered into by and between Teamsters Local Union No. 117 (Union) and the City of
Auburn (the City), referred to herein collectively as the Parties. Both parties agree to the
following:
Unscheduled overtime is emergent, unanticipated, unforeseen, and not a regular function of
the employee's work schedule. "Emergent, unanticipated, unforeseen" shall include, but not
be limited to, work that is perlormed where the employee has been notified near, or at, the
conclusion of their regular workday and the work is performed prior to the start of their next
regular workday. lf management is aware of the need for unscheduled overtime during the
current regular workday, management will notify the work group via seniority of the need for
the unscheduled overtime, and it will be awarded on a qualification and seniority basis. lf the
unscheduled overtime becomes necessary within the last fifteen (15) minutes of the workday,
management will assign the on-call person to the overtime assignment. lf more than one (1)
individual is needed for the unscheduled overtime, that will be awarded on a qualification and
seniority basis.
lf the event is foreseen within the regular workday at the time of the assignment, and has a
probability of resulting in overtime, this will be considered an unscheduled holdover, and those
working on the assignment will be assigned via qualification and seniority. Scheduled overtime
would be events that are regularly scheduled and known of in advance and considered non-
emergent. These events will be posted for those interested in the overtime assignment based
on a seniority basis. The request for overtime will close twenty-four Q ) hours in advance of
the scheduled overtime, and those who have more seniority will not be allowed to bump those
with lower seniority within that twenty-four (24) hour period.
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Signed this /?ft day of 0l4un/6u'2022, at Auburn, Washington
City of Auburn
Ouiside Unit
Teamsters Local Union No' 117
By:By:
John rcyNancy
Mayor
S Treasurer
Candis Martinson
Director of Human Resources/Risk Management
By
By
City Clerk
Approved As To Form:
sv: Y{ndf a- (trnd4,t t
City AttorneY
32
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MEMORANDUM OF AGREEMENT
By and Between
CITY OF AUBURN
And
TEAMSTERS LOCAL UNION NO. 117
Affiliated with the
lnternational Brotherhood of Teamsters
Re: Variable Hour Employees
This Memorandum of Agreement (MOA), made effective on the date of signature of this MOA,
is entered into by and between Teamsters Local Union No. 1 17 (Union) and the City of Auburn
(the City), referred to herein collectively as the Parties. This Agreement specifically modifies
Article 1 (Recognition and Bargaining Unit) for the term of the Agreement to which this
Memorandum is attached.
WHEREAS the.City,ha$ an interest in hiring variable-hour employees; and
WHEREAS a variable-hour employee is defined as an employee who works a fluctuating or
intermittent schedule not reasonably known by the City at the time of hire, whose individual
assignment shall not exceed one thousand five hundred (1,500) hours in any calendar year;
and
WHEREAS variable-hour employees are eligible for sick leave pursuant to RCW 49.46, and
may be eligible for PERS dependent on hours worked, but are otherwise not eligible for benefits
under the terms and conditions of the Collective Bargaining Agreement;
THEREFORE, BE IT RESOLVED
1) Job Responsibilities: Variable hour employees shall ordinarily be responsible for
performing duties assigned to temporary, seasonal employees. ln emergency
circumstances, variable hour employees may be assigned duties ordinarily performed
by a Maintenance Worker 1.
2) Employment Cap: For every ten (10) full-time, bargaining unit employees, the
Employer may hire up to one (1) variable hour employee. This cap shall be cumulative
across all City departments.
3) Gompensation: The City shall determine the hourly rate of pay for the variable-hour
employees with the understanding that the hourly rate shall not exceed ninety percent
(90%) of the Maintenance Worker 1, Step 1.
4) PROTECTION OF FULL TIME, PERMANENT POSITIONS. Employment of variable-
hour employees shall not be used to supplant current bargaining unit employees, nor
supplant the need to hire additional bargaining unit employees.
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Signed this tg-t*day of
City of Auburn
Outside Unit
By
Na
Mayor
2022, at Auburn, Washington
Teamsters Local Union No. 117
By:
John rcy
Se ry-Treasurer
()r&By
Candis Martinson
Director of Human Resources/Risk Management
By:
City Cle
Approved As To Form
By:
City Attorney
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