HomeMy WebLinkAboutInternational Union of Operating Engineers (IUOE) Local 280 - Collective Bargaining Contract for Code Enforcement & Permit Tech Employees 1-6-14COLLECTIVE BARGAINING AGREEMENT
CITY OF PASCO
INTERNATIONAL UNION OF OPERATING
ENGINEERS, LOCAL 280
Representing:
CODE ENFORCEMENT OFFICERS
PERMIT TECHNICIANS
01/01/2013 - 12/31/2015
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COLLECTIVE BARGAINING AGREEMENT
CrrY of PAsco/IUOE, LocAL 280
CODE ENFORCEMENT/PERMrr TEcwacIANS
TABLE OF CONTENTS
Preamble
Article 1. Recognition
1
Article 2. Term and Scope of Agreement 1
2.1 Term 1
2.2 Severability 2
2.3 Supersedes Municipal Code /Administrative Policies 2
2.4 Supervisory Employees 2
Article 3. Union Membership 2
3.1 Union Security 2
3.2 Statement of Meaning 2
3.3 Dues 2
Article 4. Union Business 3
4.1 Negotiating Committee 3
4.2 Bulletin Board Posting 3
4.3 Union Business Agent 3
4.4 Union Steward 3
Article 5. Management Rights 3
5.1 Reservation of Rights 3
5.2 Delineation 3
Article 6. Non-Discrimination 4
Article 7. Employee Responsibility/Discipline 5
7.1 Employee Responsibility 5
7.2 Just Cause 5
7.3 Progressive Discipline 5
7.4 Termination/Discharge 5
7.5 Appeal to the Grievance Procedure 6
7.6 Confidentiality 6
Article 8. Grievance Procedure 6
8.1 Purpose 6
8.2 Scope 6
8.3 Retaliation Prohibited 6
8.4 Procedure 6
8.4.1 Step One. Grievance to Inspection Services Manager 6
8.4.2 Step Two. Written Grievance to Department Director 7
CBA: Pasco & IUOE, Local 280 (CE & PT)
2013 -2015 Table of Contents
8.4.3 Step Three. Grievance Appeal 7
8.5 Special Provisions 8
Article 9. Hours of Work 8
9.1 Breaks 8
9.2 Work Schedules 8
9.3 Hours of Work 8
9.4 Meal Period 9
9.5 Work Week/Pay Period 9
9.6 Irregular Shifts and Work Weeks 9
9.7 Work Assignments 9
Article 10. Sick Leave 9
10.1 Scope /Conditions 9
10.2 Illness in Family 10
10.3 Doctor and Dentist Appointments 10
10.4 Fraudulent Use of Sick Leave 10
10.5 Vacation Leave Option 10
10.6 Termination 10
Article 11. Vacation 10
11.1 Accrual 10
11.2 Vacation Scheduling 11
11.3 Maximum Accrual 11
11.4 Termination from Service 11
11.5 Vacation Buy -Out 11
Article 12. Holidays
12.1 Official Holidays
12.2 Personal Holiday
12
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Article 13. Other Leaves of Absence 13
13.1 Jury Duty 13
13.2 Bereavement Leave 13
13.3 Medical Leave without Pay 13
13.4 Family Medical Leave (FMLA) 13
13.5 General Leaves of Absence 13
13.5.1 Unpaid Leave 13
13.5.2 Military Leave 13
13.5.3 Reinstatement 14
13.5.4 Union Office 14
Article 14. Wages and Insurance Premium Caps 14
14.1 Wage Rates and Insurance Premium Caps 14
14.2 Step Increases 14
14.3 Hire in Rate 14
14.4 Overtime 14
14.5 Premiums 14
14.6 Pay Periods/Pay Days 14
CBA: Pasco & IUOE, Local 280 (CE & PT)
2013 -2015 Table of Contents
Article 15. Insurance 15
15.1 Group Medical Insurance 15
15.1.1 2012 Premium 15
15.1.2 2014 Premium 15
15.1.3 Prescription Card Benefit 15
15.2 Dental Insurance 15
15.3 Insurance Carrier 16
15.4 Group Life 16
15.5 Vision Care 16
15.6 Flexible Spending Plan 16
15.7 Long -term Disability Insurance 16
Article 16. Occupational Injury/Illness 16
16.1 Eligibility for Sick Leave Benefits 16
16.2 Sick Leave without Pay 17
Article 17. Training
17.1 Maintenance of Certification
17.2 Tuition Assistance
Article 18. Lay-off
18.1 Lay-off
18.2 Employee Responsibility
18.3 Reinstatements
Article 19. Safety
19.1 Responsibilities
19.2 First Aid & CPR Training
19.3 Equipment/Uniforms
Article 20. Seniority
20.1 Continuous Service
20.2 No Accrual during Probation
20.3 Candidate Selection
20.4 Posting of Job Openings
Article 21. Motor Vehicles
21.1 Motor Vehicle Accidents
Article 22. ICMA
Article 23. Smoking Restrictions
Article 24. Americans with Disabilities Act
Article 25. Substance -Free Workplace
Article 26. Implementation of Changes upon Ratification
CBA: Pasco & IUOE, Local 280 (CE & PT)
2013 -2015 Table of Contents
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COLLECTIVE BARGAINING AGREEMENT
between
CITY OF PASCO
and
INTERNATIONAL UNION OF OPERATING ENGINEERS/
CODE ENFORCEMENT OFFICERS & PERMIT TECIINICIANS, LOCAL
280
tV; M IVY "
This Agreement is made and entered into by and between the City of Pasco, Washington, hereinafter
referred to as the "City", and Local Union #280 of the International Union of Operating Engineers,
hereinafter referred to as the "Union ", which represents the bargaining unit employees within the
Inspections Services Division PERC Case 20722E -06 -3192. It is the purpose of this agreement to
achieve and maintain harmonious relations between the City and the Union, to provide for equitable
and peaceful adjustment of differences, which may arise, and to establish wages, benefits and other
terms and conditions of employment.
ARTICLE 1— Recognition
The City of Pasco recognizes International Union of Operating Engineers, Local #280 as the
exclusive representative for all the regular full time and part time employees employed within the
bargaining unit positions and job classifications listed in this Agreement, code enforcement officers
and permit technicians. The classifications recognized as bargain unit positions covered by this
agreement shall be listed in Appendix A of this agreement.
ARTICLE 2- Term and Scope of Agreement
Section 2.1 Tenn/Entire Agreement. This Agreement and the terms stated herein, unless otherwise
specified, shall be and hereby do become effective on the date when this agreement is executed by
both parties and shall remain in fiill force and effect until December 31, 2015.
Either the City or Union may request to enter into negotiations for a succeeding agreement by
notifying the other party in writing no earlier than 120 days prior, and no later than 90 days prior to
the expiration.
The Agreement expressed herein in writing constitutes the entire agreement between the parties and
no oral statements shall add to or supersede any of its provisions.
Collective Bargaining Agreement between the City of Pasco and IUOE, Local 280
Code Enforcement/Permit Technicians)
1/1/2013 — 12/31/2015
The parties acknowledge that each has had the unlimited right and opportunity to make demands and
proposals with respect to any matters deemed a proper subject for collective bargaining.
Section 2.2 Severability. If any provision of this agreement or the application of such provisions
should be rendered or declared invalid by court action or by reason of any existing or subsequently
enacted legislation, the remaining parts and portions of this Agreement shall remain in full force and
effect. Any provisions declared invalid will be subject to immediate re- negotiation by the parties.
Section 2.3 Supersedes Municipal Code/Administrative Policies. All city policies (Pasco
Municipal Code/Admimstrative Orders) as written, or as subsequently amended or revised will
apply to all employees represented by this agreement. It is understood and agreed that, in
accordance with the Pasco Municipal Code (PMC 2.42.540) where there is a conflict between any
provisions of this Agreement and any provisions of the code, the provisions of this Agreement shall
govern.
Section 2.4 Supervisory Emvlovees. Management pledges that supervisory employees will not
supplant the work of the bargaining unit, but may supplement to the extent necessary to facilitate the
effective operation of the division.
ARTICLE 3 — Union Membership
Section 3.1 Union Security. All regular full -time and part-time employees of the City, coming
within the classifications covered by this Collective Bargaining Agreement, shall be required to be
members in good standing in accordance with the constitution and bylaws of the International Union
of Operating Engineers, Local 280. Each new employee shall become a member of the union or pay
to the union an amount equivalent to the collective bargaining expenditures. All new employees
shall become members in good standing of the Union within thirty (30) calendar days after their
initial date of hire.
Section 3.2 Statement of Meaning. The foregoing provisions shall not be construed to deny the
City the right to select any new employees, or to terminate probationary employees at any time
without recourse to the Discipline (Article 7) or Grievance Procedure (Article 8.) The terns of this
agreement shall apply to part-time employees who work twenty (20) hours a week or more and for
more than six (6) consecutive months.
Section 3.3 Dues. The City will deduct membership dues and pay to Local #280 or to its designee
from the wages of all employees covered by this bargaining agreement except under circumstances
of objections based upon bona fide religious beliefs. Deductions will be authorized in writing. The
City agrees to submit a monthly accounting of such deductions including employee names and
identifying each employee's deducted amount. Such assignment cannot be revoked within six (6)
months or before termination of this Agreement, whichever occurs first. The Union agrees to hold
the City hamnless against any claims brought or issued against the City because of the operation of
Article 3.
Collective Bargaining Agreement between the City ofPasco and WOE, Local 280
Code Enforcement/Permit Technicians)
1/1/2013 — 12/31/2015
The City shall submit written notification to the Union's business representative within twenty (20)
days of the employment, promotion out of bargaining unit or termination of any employee covered
by this Agreement.
ARTICLE 4 — Union Business
Except as specifically provided, no Union business shall be conducted on City time, nor utilize City
facilities, supplies or equipment.
Section 4.1 Negotiating Committee. No more than one (1) employee, which may be from either
classification, shall be granted leave from duty without loss of pay for all meetings between the City
and the Union held for the purpose of negotiating the terms of a contract, when such meetings take
place at a time during which any such members are scheduled to be on duty. The Union agrees to
cooperate with the City in scheduling of such meetings at time with the least interference with such
member's scheduled work.
Section 4.2 Bulletin Board Posting. The City shall furnish a bulletin board at the City building
where bargaining unit employees perform work for the use of the Union for posting Union
announcements and related material.
Section 4.3 Union Business Agent. The business agent of the Union shall be allowed admission to
the employer's place of business at any reasonable time during working hours for the purpose of
contacting the Union Steward or investigating conditions existing on the job, provided the agent first
notified the Human Resources Manager and/or the relevant department director, subject to the
provisions of Section 4.4.
Section 4.4 Union Steward. The Union shall have the right to set up its regular steward machinery,
but there shall be no more than one steward and one alternate per work facility . The City shall be
notified in writing of the person(s) so certified. Except for actual meetings with management to
discuss adjustment of grievances, or where special permission has been obtained from the
Department Director (or his/her designee), Union business will be conducted on breaks, lunch
periods and employee time.
ARTICLE 5 — Management Rights
Section 5.1 Reservation of Rights. The City retains and reserves all rights, powers, responsibilities
and authority conferred upon and vested in it by the Law and Constitution of the State of
Washington and the United States.
Section 5.2 Delineation. The Union recognizes that the City is legally responsible for the operation
of the Inspection Services Division. The City has the necessary authority to discharge all of its
Collective Bargaining Agreement between the City of Pasco and WOE, Local 280
Code Enforcement/Pemilt Technicians)
1/1/2013 — 12/31/2015
functions and responsibilities to include the following, subject to the laws above - mentioned and
except as specifically outlined, modified or limited by the provisions of this Agreement:
5.2.1 Establish, plan for, and direct the work force toward the organizational goals of
the City government.
5.2.2 Determine the organization, necessity and level of activity or service provided to
the public.
5.2.3 Determine the City budget and financial policies including accounting procedures.
5.2.4 Establish, regulate and administer a personnel system, which provides for all
types of personnel transactions including determining the procedures and standards for
hiring, promotion, transfer, assignment, layoff, discipline, retention and classification of
positions with due regard to fairness, objectivity, and uniform application.
5.2.5 To suspend, demote, discharge or take other appropriate disciplinary action for
just cause.
5.2.6 Determine the methods, means, equipment, numbers and kinds of personnel and
the job or position content required to accomplish governmental operations and maintain
the efficiency and safety thereof. Provided, however, in the event the City contemplates
the subcontracting of work normally performed by the bargaining unit, the City's
obligations shall be to give the Union written notice at least thirty (30) days prior to the
decision to contract and to bargain with the Union over the effects and impacts on the
bargaining unit of the decision to contract out.
5.2.7 Determine and change the number and locations and types of operations,
processes and materials to be used in carrying out all City functions.
5.2.8 Assign work to employees in accordance with classifications and position
descriptions, and establish and change work schedules, except as restricted by this
Agreement.
5.2.9 Relieve any employee from duty due to lack of work or insufficient funds.
5.2. 10 Take all actions necessary to carry out the mission of the City in emergencies. An
emergency means any unanticipated event threatening the public health or safety.
ARTICLE 6 — Non - Discrimination
Section 6.1 There shall be no discrimination against any employee because of union membership,
or non -union membership. hi accordance with applicable law, the City, the Union, nor members of
the Union shall discriminate against any employee covered or not covered by this Agreement
because of mace, creed, color, national origin, sex, age, religion, marital status or disability, except in
Collective Bargaining Agreement between the City of Pasco and ME, Local 280
Code Enforcement/Permit Tecbmcians)
1/1/2013 — 12/31/2015
the instance where age, sex, or absence of a disability may constitute a bona fide occupational
qualification under applicable law.
The Union agrees to work with the City in instances of discriminatory or harassing behavior on the
part of represented employees.
Section 6.2 Whenever a male pronoun is used in this Agreement it shall be construed to include
male and female employees.
ARTICLE 7 — Employee Responsibility/Discipline
Section 7.1 Employee Responsibility. The Union agrees that its members who are employees of
the City shall individually and collectively perform efficient work and service; that they shall avoid
and discourage waste of materials, time and manpower; that they shall use their influence and best
efforts to protect the property of the City and its interests and to prevent loss of tools and materials;
and that they shall cooperate with the City in promoting and advancing the welfare of the City and
its service at all times. The Union and its members give their unequivocal pledge that they will not
instigate, support, nor condone a strike, work stoppage or slowdown against the City during the term
of this Agreement.
Section 7.2 Just Cause. The City shall not take disciplinary action against any employee without
just cause. The City retains the right to discharge new employees at will during or at the end of the
probationary period and the discharge shall not be made the subject of a grievance either by the
employee or the Union.
Section 7.3 Progressive Discipline. Discipline of non - probationary employees in circumstances not
warranting termination will normally follow a progressive disciplinary pattern with the objective of
correcting the problem. When deciding the degree of discipline, the City will take into consideration
the circumstances surrounding the incident(s), the severity of the offense, and the past work record
and past conduct of the employee. The City reserves the right to initiate discipline at any level
depending upon the severity of the occurrence. When meeting with a management supervisor at any
hearing where discipline is being considered, the employee shall be entitled to be accompanied by a
Union representative.
Section 7.4 Termination/Discharge. In the event a discharge is under consideration:
7.4.1 An employee shall be provided, in writing, with a notice of the charges and an
explanation of the evidence supporting the employee's misconduct and the severity of the
possible discipline. The employee shall be given an opportunity to respond to the charges,
before the City Manager, as to why the proposed discharge should not be taken.
7.4.2 The employee may have a Union representative at the pre- discharge hearing, if
requested.
Collective Bargaining Agreement between the City of Pasco and IUOE, Local 280
Code Enforcement/Pennit Technicians)
1/1/2013 — 12/31/2015
7.4.3 The City's explanation of evidence at the pre - discharge hearing should be sufficient
to apprise the employee of the basis for the proposed discharge action. This rule, however,
should not be construed to limit the City, employee or the Union at a subsequent hearing
from presenting a more detailed and complete case, including presentation of witnesses
and documents not available at the pre- discharge hearing.
7.4.4 Unless otherwise agreed by the employee, a decision shall be made by the City
Manager within fourteen (14) calendar days after the close of the pre- discharge hearing.
Section 7.5 Anneal to the Grievance Procedure. All disciplinary action toward non - probationary
employees is subject to the grievance procedure. A suspension, demotion or discharge is subject to
the grievance procedure starting at Step 3, the City Manager level. Any other grievable item placed
in the employee's personnel file is subject to the grievance procedure beginning at one step higher
than the original level of disciplinary action.
Section 7.6 Confidentiality. Individual employee records and files are confidential and must be
kept in a secured area at City Hall. Employees will have access to their personnel files on employee
time for their review. Employees may request and receive a copy of any document in their
personnel files. A Union representative may have access to an employee's personnel file and copy
any document therein, provided s/he is authorized in writing by the employee.
An employee may request of the Human Resources Manager to withdraw disciplinary documents
from his/her personnel file at any time, subject to approval of the City Manager or his designee.
ARTICLE 8 — Grievance Procedure
Section 8.1 Purpose. One of the purposes of this Agreement is to provide for the resolution of
good faith employee complaints or grievances promptly and fairly. Unless or until an action or
conduct of the City made the basis of a grievance is corrected, modified, suspended or revoked, no
employee shall act in disobedience to or disregard of such action or conduct.
Section 8.2 Scone. Any complaint or dispute arising between the parties to this Agreement
involving the interpretation, application or claimed breach of this Agreement may be considered a
grievance and shall be subject to this grievance process.
Section 8.3 Retaliation Prohibited. Initiation of any step of the grievance process shall not subject
the employee to discrimination, coercion, restraint or reprisal as a result of the good faith initiation of
such action.
Section 8.4 Procedure.
8.4.1 Step One. Grievance to Inspection Services Manager. As soon as possible, but in no
case later than fourteen (14) calendar days following an alleged wrongful act, an employee
and/or his agent shall state his grievance in writing on the union form to the relevant
Collective Bargaining Agreement between the City of Pasco and IUOE, Local 280
Code Enforcement/Permit Technicians)
1/1/2013 — 12/31/2015
Division Manager to attempt settlement of the dispute. Following such filing, the
Inspection Services Manager shall, within fourteen (14) calendar days, provide the
employee with an answer to the grievance, which shall be in writing.
8.4.2 Step Two. Written Grievance to Department Director. If the employee is
dissatisfied with the decision of the Inspection Services Manager, the matter may be
submitted to his Department Director within fourteen (14) calendar days of the date of the
Inspection Services Manager's decision. Such grievance shall be in writing and,
8.4.2.1 Concern matters or incidents that have occurred or are scheduled to
occur;
8.4.2.2 Detail the facts upon which the grievance is based;
8.4.2.3 Refer to the section(s) of the agreement alleged to have been violated;
8.4.2.4 Specify the relief sought
8.4.2.5 Include the Division Manager's written response, if any is made.
The Department Director shall make an investigation of the relevant facts and
circumstances and notify the employee of his decision in writing within fourteen (14)
calendar days after receiving the grievance. Said investigation may include a meeting
with the grievant and/or his agent and the supervisor.
8.4.3 Step Three. Grievance Appeal. If the employee is dissatisfied with the decision
of the Department Director, he may, within fourteen (14) calendar days of the date of the
Department Director's decision, forward a request for review to the City Manager. Said
appeal shall delineate the areas of agreement and disagreement with the response given at
Step Two and the reasons therefore.
Upon receipt of the appeal, the City Manager shall, within fourteen (14) calendar days
make an investigation of the relevant facts and circumstances and notify the employee of
his decision. Said investigation shall include a meeting with the grievant and/or his agent
and the Department Director.
If the employee is not satisfied with the decision of the City Manager, he may forward a
request to the union representative to, within fourteen (14) calendar days of the date of the
City Manager's decision, forward a request for review by an independent Fact Finder to
the City Manager. Said request shall delineate the areas of agreement and disagreement
with the decision of the City Manager and the reasons therefore. The Union and the City
shall attempt to agree upon a person who would act in such a capacity. If the parties fail to
agree upon and/or obtain a Fact Finder within seven (7) working days of service of the
request, then either party may request the Federal Mediation and Conciliation Service
FMCS) to supply the names of five (5) disinterested individuals who are qualified and
willing to perform as an impartial Fact Finder in the dispute. Upon receipt of said names,
the parties shall meet within fourteen (14) calendar days to make a selection. Selection
shall be achieved by alternate striking of names with the party striking first being
determined by a coin toss.
Collective Bargaining Agreement between the City of Pasco and WOE, Local 280
Code Enforcement/Permit Technicians)
1/l/2013-12/31/2015
The Fact Finder shall convene a hearing in the City of Pasco within thirty (30) days of
selection by the parties. At said hearing the parties may present evidence and sworn
testimony as well as cross- examine one another's witnesses. Each of the parties agrees to
produce any records or materials which the Fact Finder may require relative to the dispute.
Upon closure of the hearing, the Fact Finder shall promptly issue written findings and
recommended action(s). In formulating his/her position, the Fact Finder shall designate
the losing party. The opinion shall not attempt to destroy, change, delete from, add to or
alter the terms of this Agreement.
Within fourteen (14) calendar days of the City Manager's receipt of the Fact Finder's
written opinion, the City Manager shall either affirm, disaffirm, or amend said opinion and
provide the reasons therefore. The result of the City Manager's review shall be final and
binding on all parties and there shall be no further appeal.
Each party shall bear the cost of the preparation of its own case. The cost of the Fact
Finder shall be home by the parties in equal amounts, including related fees, expense and
room rental. In the event the City Manager does not follow the recommendation of the
Fact Finder's written opinion, the City shall bear the full cost of the related fees, expenses,
etc. of the Fact Finder.
Section 8.5 Special Provisions.
8.5.1 The term "employee" as used in this Article shall mean an individual union
member, a group of union members, and/or their union agent.
8.5.2 An aggrieved party shall be granted time off without loss of pay for the purpose of
any hearings held on a grievance.
8.5.3 A grievance may be advanced to any step in the grievance procedure if the parties
so jointly agree in writing.
8.5.4 The time limits within which action must be taken or a decision made as specified
in this procedure maybe extended by mutual written consent of the parties involved.
Any grievance shall be considered settled at the completion of any step if the employee is satisfied or
if the matter is not presented to a higher level.
ARTICLE 9 — Hours of Work
Section 9.1 Breaks. Employees shall enjoy a fifteen (15) minute rest break, during each four hours
worked. The rest period will occur at approximately the mid -point of each half of the shift.
Collective Bargaining Agreement between the City of Pasco and IUOE, Uca1280
Code Enforcement/Permit Technicians)
1/1/2013 — 12/31/2015
Section 9.2 Work Schedules. The Union recognizes the right of the City to establish and/or
modify work schedules. Except for emergencies, the City will give seven (7) calendar days notice to
the union and employees before a long term change in work schedules is implemented (greater than
six months.)
Section 9.3 Hours of Work. The normal hours of work for a scheduled shift shall not exceed ten
10) hours a day for employees normally scheduled to work forty (40) hours in a seven -day work
period. The standard shift will normally be completed between 7:00 am. and 6:00 p.m. Regular
shifts will be continuous. Nothing herein shall be construed as a guarantee of a forty (40) hour work
week.
Section 9.4 Meal Period. The standard day shift shall include a non- winpensable meal period of
one hour to be taken as assigned between 11:00 am. and 2:00 p.m. There will be no meal break for
shifts shorter than five (5) hours.
Section 9.5 Work Week/Pay Period. Subject to the exceptions noted in 9.6, the standard work
week for full time employment shall be forty (40) hours within a seven (7) day period This pay
period is two calendar weeks (Sunday - Saturday). Schedules shall be of continuous days; however,
weekends" may occur on other than Saturday /Sunday.
Section 9.6 Irregular Shifts and Work Weeks. Due to the unique nature of code enforcement work,
management reserves the right to assign work on an as needed basis. Ongoing irregular shifts and
work weeks may be designated by management to accommodate the needs of code enforcement
duties. The City will give seven (7) calendar days' notice before the implementation of any ongoing
irregular shifts or work weeks.
Section 9.7 Work Assi mgr ents. Management shall make work assignments based upon the needs
of the City.
ARTICLE 10 — Sick Leave
Section 10.1 Scone/Conditions. Employees shall ear and may be granted time off with pay
covering periods of illness and involuntary physical incapacity, except time off caused by accident in
connection with other gainful employment, at the rate of 3.7 hours per pay period (12 days per year).
Sick leave may be accumulated up to a maximum of one hundred and twenty (120) working days,
which computes to nine hundred and sixty (960) working hours. In order to be granted sick leave
with pay, an employee must meet the following conditions in accordance with department
regulations:
10_1.1 Report to the Division Manager, immediate supervisor, or designated
representative, prior to the beginning of the scheduled workday that s/he will be absent
from work.
Collective Bargaining Agreement between the City of Pasco and NOE, Local 280
Code Enforcement/Pemvt Technicians)
1/1/2013 — 12/31/2015
10.1.2 An employee on sick leave shall keep his supervisor informed of his condition
daily, except in known cases of extended illness.
10.1.3 An employee who is absent from work for five (5) or more days maybe required
to provide a fitness for duty statement from a licensed health care provider verifying his
fitness to return to work. If such examination is required, the employer shall pay the full
cost.
10. 1.4 An employee must permit the City to make a medical examination or nursing visit
if the City deems it so desirable. The City shall pay the expense of such professional
medical examination or professional nursing visit. Provided, however, this section is
superseded by Article 16, in the case of time off caused by an on- the -job illness or injury
covered by State Industrial Workers Compensation.
Section 10.2 Illness in Family. Notwithstanding any other Article, a post - probationary employee
shall be allowed to accrue accumulated sick leave for periods of illness or involuntary physical
incapacity of himself or a family member as defined by the Family Medical Leave Act (federal
FMLA), the Family Care Expansion Act (Washington) or any other applicable laws, which may be
promulgated during the term of this Agreement. Under FMLA, the employment requirements must
be met and the employee will be required to show satisfactory proof of an illness/injury of himself or
the family member needing care. (See Section 13.4 for additional FMLA language.)
Section 10.3 Doctor and Dentist Appointments. Bona fide doctor and dentist appointments are an
authorized use of sick leave, but the employee is required to give his/her supervisor at least five (5)
days advance notice of any such appointment. In the event of a medical emergency or acute illness,
said notice requirement is waived. The City recognizes that sudden changes in appointment times
may occur due to the availability of health care providers. The name of the treating doctor or dentist,
the location where the treatment or examination shall take place, the date and the time that the
appointment is scheduled are items of information that the employees are required to provide to their
supervisor in support of a sick leave request for a doctor or dentist appointment, when such
information is requested by the supervisor. Employees shall endeavor to schedule appointments
outside of regular work hours.
Section 10.4 Fraudulent Use of Sick Leave. Any use of sick leave outside of the terms of this
Agreement through fraudulent means, not involving a bona fide physical incapacity, shall be
considered a serious offense and shall constitute a just cause action for formal disciplinary measures,
including termination.
Section 10.5 Vacation Leave Option. At the option of the employee, sickness in excess of the
maximum number of days accrued may be charged to unused vacation leave.
Section 10.6 Termination. Any employee terminating service due to his/her retirement, or
resignation upon giving two (2) weeks advance notice thereof, or leaving City service due to death
or layoff, shall receive payment for twenty-five percent (25 %) of his accumulated and unused sick
leave. Maximum conversion to pay shall be for an aggregate of one hundred eight hours (22.5 days)
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Collective Bargaining Agreement between the City of Pasco and IUOE, Local 280
Code Enforcement/Permit Technicians)
1/1/2013 — 12/31/2015
at the then prevailing hourly rate. Payment may be made in a lump sum or spread over a period not
to exceed three (3) months, at the option of the City. This benefit shall not be available to any
employee discharged for cause.
ARTICLE 11— Vacation
Section 11.1 Accrual. (Subject to 11.3 maximums) Employees shall earn vacation per each month
of continuous service in accordance with the following schedule:
Years of Service Amount: bi- weekly Amount: annually
0 -5 years 3.70 hours 96 hours (12 days)
6 -10 years 4.62 hours 120 hours (15 days)
11 -14 years 5.54 hours 144 hours (18 days)
15 + years 6.28 hours 163.2 hours (20.4 days)
Section 11.2 Vacation Scheduling. Employees shall submit their vacation requests, in writing, on
the City's request form to the Inspection Services Manager, when possible, at least three weeks in
advance.
11.2.1 The City shall schedule all vacations at time when they will constitute minimum
conflicts with work schedules. Vacations shall normally be taken in periods of at least one
week's duration; however, vacation requests for a period of two (2) or more hours may be
made. Approval of employee requests shall not be unreasonably withheld. When two or
more employees performing the same function request a vacation during the same
calendar week and the City will allow only one (1) employee off during that period, the
employee requesting the vacation fast shall be allowed the vacation at that time
Section 11.3 Maximum Accrual. No vacations may be taken prior to the first six (6) months of
continuous employment. No accumulation of accrued vacation credit in excess of what the
employee earns in a one and one -half (11 /z) year period will be permitted.
Section 11.4 Termination fiom Service. An employee who retires from City service shall receive
payment for up to two hundred -forty (240) hours (30 days) of accrued vacation. Any excess
vacation must be taken prior to the last day of employment. An employee who separates from City
service for other reasons than retirement shall be entitled to pay for all accumulated vacation unless
termination is made during the initial probationary period or less than two (2) weeks' notice has been
made to the appropriate Department Director.
Section 11.5 Vacation Buy out Employees, after entering their tenth year of continuous service
may convert up to five (5) days accrued vacation to cash in December of each year, provided they
have used at least ten vacation days (80 hours) during the calendar year in which the cash out is
taken.
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Collective Bargaining Agreement between the City of Pasco and NOE, Local 280
Code Enfomement/Pemut Tecbmcians)
1/1/2013 — 12/31/2015
ARTICLE 12 — Holidays
Section 12.1 Official Holidays. The following are official holidays for all represented City
employees.
12.1.1 January 1
12.1.2 Third Monday in January
12.1.3 Third Monday in February
12.1.4 Last Monday in May
12.1.5 July
12.1.6 First Monday in September
12.1.7 November 11
12.1.8 Fourth Thursday in November
12.1.9 The day following Thanksgiving
12.1.10 December 25
Section 12.2 Personal Holiday,
New Year's Day
Martin Luther King's Birthday
Presidents' Day
Memorial Day (observed)
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Christmas Day
12.2.1 Regular, full time employees shall be eligible for one (1) personal holiday per
calendar year. They shall be eligible for their first personal holiday after completion of
their probationary period. This personal holiday will not carry over to the following
calendar year.
12.2.2 Regular, part-time employees shall be eligible for one (1) personal holiday (pro-
rated) per calendar year. They shall be eligible for their first personal holiday after six (6)
months of continuous employment and completion of their calendar year
12.2.3 The employee shall give fourteen (14) days' notice of the requested personal day
off. Except in the case of an unforeseen emergency, approval shall be subject to staffing
or emergency requirements of the division/department.
Section 12.3 Holiday compensation is only available on the day it is observed by the City.
Holidays occurring on a Saturday will be observed on the previous Friday; holidays occurring on a
Sunday will be observed on the following Monday. Employees who work an observed City holiday
will receive 1.5x their regular rate in addition to their holiday pay of eight (8) hours.
Section 12.4 Authorized holidays falling during an employee's vacation period shall not be counted
as vacation leave taken.
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Collective Bargaining Agreement between the City of Pasco and NOE, Local 280
Code Enforcement/Permit Technicians)
1/1/2013 — 12/31/2015
ARTICLE 13 — Other Leaves of Absence
Section 13.1 Jury Duty. The City shall grant a leave of absence with pay to an employee to (a)
serve on a jury in a federal, state or local court, or (b) serve as a witness in a criminal or civil case in
the line of duty. Pay during such leave shall be at the employee's regular rate less compensation
received (exclusive of mileage) for jury or witness duty performed.
Section 13.2 Bereavement Leave. Leave with pay shall be granted by the Department Director up
to a maximum of four (4) working days in any calendar year for each death in the immediate family,
if any. All time off for death in the immediate family in excess of four (4) days in any one year may
be charged to accrued sick leave. This leave is available within fourteen (14) days of the death for
the purpose of observing a period of mourning. Documentation shall be provided in a timely
manner. Examples of documentation are: obituary, funeral notice, funeral bulletin, copy of death
certificate. Such leave may be extended in special circumstances with the approval of the City
Manager. "Immediate family" shall include the spouse or children of the employee, the father,
mother, grandparent, brother or sister of the employee and those of the employee's spouse.
Section 13.3 Medical Leave without Pay. Upon application of a probationary or regular employee,
a leave of absence without pay may be granted for up to one year by the City Manager for a
disability because of sickness or injury.
Section 13.4 Family Medical Leave Act (FMLA).
13.4.1 Administrative Order No. 231 of the City Manager, originated November 22,
1993 as AO 72, setting forth the implementing procedures of the FMLA by the City is
hereby incorporated by this reference herein as if specifically set forth.
13.4.2 Employees are cautioned to be mindful of the thirty (30) day advance notice
and the use of the FMLA Leave Request Form when family or medical leave is
intended to be used.
13.4.3 FMLA leave may be coordinated with other leave benefits as noted in
Administrative Orders. Any conflict between a provision of this Agreement and
applicable Administrative Orders shall be resolved in favor of the language of this
Agreement.
Section 13.5 General Leaves of Absence
13.5.1 Unpaid Leave. The City Manage may authorize a personal unpaid leave of
absence, up to a maximum duration of one year. This leave of absence may not be used
for purposes of other employment (except for US military service.)
13.5.2 Military Leave. An unpaid leave of absence under the rules of USERRA, will be
granted for service in the US Armed Forces (including the US Coast Guard and National
Guard.) The employee on military LOA will follow all return requirements as noted in
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Collective Bargaining Agreement between the City of Pasco and NOE, Local 280
Code Enforcement/Pemut Technicians)
1/1/2013 — 12/31/2015
USERRA. Failure on the part of the employee to notify and report to the City for
employment as required by USERRA will be considered voluntary resignation.
13.5.3 Reinstatement. Upon expiration of an approved leave of absence, an employee
will be reinstated in the position held at the time the leave was granted, if the position is
still remaining, or in a position of similar responsibility, if available and open and the
employee is otherwise qualified. Employees who are granted a leave of absence shall not
lose their established seniority. If a regular employee is temporarily assigned, by the City,
to Rill a temporary vacancy created by a leave of absence, the affected employee will
return to his previous position upon expiration of the leave of absence.
13.5.4 Union Office. Any employee appointed or elected to office in Local Union No.
280 shall not lose his established seniority with the City if granted a leave of absence upon
application. Leave of absence under this clause shall be limited to one year, except that
the City may grant extensions in increments of one year for as long as the City deems
practical.
ARTICLE 14 — Wages & Insurance Premium Caps
Section 14.1
01/01/2013: 1.5% wage increase. (All currently represented employees as of the date of
ratification.)
2014: 1.0% wage increase. (As of first fiill pay period in January 2014.)
2015: 1.0% wage increase. (As of first full pay period in January 2015.)
Section 14.2 Employees may be eligible for a step increase effective their anniversary date upon
receiving a satisfactory evaluation. No employee may advance beyond the top step of the pay range.
Section 14.3 The City may hire a new employee at the step appropriate to his experience and
qualifications.
Section 14.4. Overtime. Overtime shall be based on worked hours only and shall be paid for all
hours worked above 40 hours/week. Overtime will be assigned based upon the needs of the City.
Compensatory time may be granted by the City in lieu of overtime in compliance with City policy.
Section 14.5 The premium for temporary weekend shifts (to include, but not limited to, sound, dust
control) shall be two dollars ($2.00) per hour and shall be considered a part of base pay. At such
time as the City determines that regular shifts shall encompass weekends (Sat/Sun), this premium
pay provision shall become void.
Section 14.6 Pay periods/Pay Days. The City will pay employees on the basis of twenty-six (26)
pay periods per year. Paydays will normally occur every other Friday. If a payday falls on a City
authorized holiday, every effort will be made to pay employees on the preceding business day. Pay
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Collective Bargaining Agreement between the City of Pasco and ME, Local 280
Code Enforcement/Permit Technicians)
1/1/2013 — 12/31/2015
stub information showing the employee's accrued leave time and amount of regular and overtime
hours will be provided by the City.
ARTICLE 15 — Insurance
Section 15.1 Group Medical Insurance. The City shall make available group medical and hospital
insurance, the premiums for which shall be shared by the City and the employee, subject to the
below cited conditions. The City may deduct such premium amounts from the employee's paycheck
on a regular basis.
15_1.1 Effective 1/1/12, the employee will pay 12% of the combined medical/dental
insurance payment only if another group, represented or unrepresented, is moved to the
12% premium.. The employee contribution shall not exceed 5% of the employee's gross
monthly pay.
15_1.2 Effective 01/01/2014: The Non - Represented medical insurance premium, medical
insurance premium cap and medical plan (e.g., coverage, deductibles, maximum out of
pocket amounts, etc.) will be followed.
15.1.3 Effective 01/01/2014: The Non - Represented prescription card benefit will be
followed.
15.1.4 Wellness program benefit: $200 /covered person at 100% (employees &
dependents), not subject to deductible. Remaining wellness covered at 50%. hicludes a
50/event emergency room co -pay. Effective 01/01/2014: The Non - Represented wellness
benefit will be followed.
Notwithstanding the above, in the event state or federal legislation requires the City to
make changes in the group medical benefits provided employees during the life of this
Agreement, the City reserves the right to make the required changes, provided, however,
the City provides the bargaining representative with at least thirty (30) days advance notice
of the change(s) and further provided that either the City or the union may require this
subsection to be re- opened in negotiations if the change results in a reduction of benefits or
an increase (by at least 10 %) in the amount of premium paid by either the City or the
employee for the employee/spouse /dependents by providing the other with written notice
within fourteen (14) days receipt by the bargaining representative of the notice from the
employer of the proposed changes. In addition, the City agrees to comply with RCW
41.56 if additional benefits are added to the current plan.
Section 15.2 Dental Insurance. The City will continue to offer dental benefits to each employee
and his dependents. Effective 01/01/2014: The Non - Represented dental benefit will be followed.
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Collective Bargaining Agreement between the City of Pasco and MOE, Local 280
Code Enforcement(Permit Technicians)
1/1/2013 — 12/31/2015
Section 15.3 Insurance Carrier. The City retains the right to select the carrier for any or all of the
above coverage provided employee contributions are not increased nor benefits reduced, except as
permitted above.
Section 15.4 Group Life. The City, at its expense, shall make available group term life insurance of
15,000, face value, for each employee. The employee may purchase additional supplemental
and/or dependent coverage.
Section 15.5 Vision Care. The City shall make available the vision insurance available to covered
employees and their dependents which is available to non - represented employees and their
dependents. The premium for vision insurance will be shared with the City at 500/o/500/o.
Section 15.6 Flexible Spending Plan. The City shall make available a flexible spending plan in
which the post - probationary employee has the option to participate.
Section 15.7 Lone -Term Disability Insurance. The City shall make available a long -term disability
insurance plan in which the employee has the option to participate.
ARTICLE 16 — Occupational Injury/IDness
Section 16.1 Eli dbility for Sick Leave Benefits. In the case of any disability or illness hereinafter
referred to as Occupational Disease, which is covered by Labor and Industries Industrial Insurance,
the disabled employee shall be eligible to receive sick benefits from the City. Such benefits are
authorized only if the employee has signed and placed on file with the City's Human Resources
Office a statement in the form attached hereto as Exhibit `B" and as authorized through the
following procedure.
16.1.1 Employees who suffer an occupational disease shall file an application for
worker's compensation in accordance with Chapter 51.28 RCW.
16_1.2 Employees who suffer an occupational disease and are unable to perform the
essential functions of their job(s) due to such occupational disease, may elect to receive
time loss compensation exclusively, leave payment exclusively, or a combination of time
loss and paid leave. Each employee shall sign an election sheet that shall be maintained in
the employee's personnel file. The election sheet may be changed from time to time by
the employee in order to qualify for any paid leave (except in cases where an employee
has exhausted all accrued leave and is on leave without pay) in addition to time loss
compensation The City shall be responsible to assure all employees are informed of the
election sheet procedure and the employee's responsibility.
16_1.3 Employees who elect to use accrued sick leave during a period in which they
receive time loss compensation from industrial insurance, shall receive sick leave pay to
the extent their accrued sick leave allows, less any industrial insurance payments for time
loss during the sick leave period for up to a maximum of six (6) months in time from the
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Collective Bargaining Agreement between the City of Pasco and IUOE, Local 280
Code Enforcement/Petmit Technicians)
1/1/2013 — 12/31/2015
date that the time loss payments begin. The City Manager may grant an extension of this
period upon written request.
16.1.3.1 Until eligibility for worker's compensation is determined by the
Department of Labor and Industries — Industrial Insurance (L&I), the employee
may elect to use accrued sick leave, provided that the employees shall endorse the
initial L&I time -loss payment to the City within three (3) working days of receipt
of said payment (unless a credible reason for the delay is presented to the Human
Resources Manager in writing.) Cashing the L&I check or failure to submit the
L&I check within the time limit set forth above will result in a personal debt to the
City which can only be paid through resources available to the employee from his
payroll accruals or future paychecks.
16.1.3.2 Employees shall endorse over to and deliver to the City any L&I time
loss payments covering the payroll period where the sick leave is paid. When the
City receive the L&I time loss payment (and associated documentation) the
employee will be credited with the amount of sick leave the time loss payment
buys back considering normal payroll deductions and taxes.
16.1.4 When an employee elects to receive pay for vacation leave or compensatory time
off and also receives worker's compensation for time loss, the employee is entitle to both
payments without any deductions for the time loss payment.
16.1.5 Should an employee apply for time loss compensation and the claim is then or
later denied, accrued leave may be used for the absence.
16.1.6 The provisions of this section do not restrict or prohibit the City from interpreting
otherwise nor interpret so as to provide an employee with any right or privilege to exhaust
sick leave or other leave benefits prior to termination.
16.1.7 Employees receiving only time loss compensation from Labor & Industries are
separated from the City payroll and ineligible for regular payroll benefits except as those
provided by FMLA or any other applicable federal or state law.
Section 16.2 Sick Leave without Pay. Sick leave without pay, once all earned leave benefits are
exhausted, may be granted by the City for an employee on leave due to accident or illness, but such
leave shall not exceed one year in duration. During this time, the employee shall continue to earn
seniority within the Union but will not be eligible to receive or accrue other benefits under this
contract or other City ordinances, resolutions, or administrative orders.
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Collective Bargaining Agreement between the City of Pasco and NOE, Local 280
Code Enforcement/Permit Technicians)
1/1/2013 — 12/31/2015
ARTICLE 17 — Training
Section 17.1 Maintenance of Certification
17 1.1 Employees required by the City to obtain certification(s), as a condition of their
employment shall have six (6) months from their initial hire date to acquire such
certification(s). Any employee who is required to accumulate CEU's to maintain a
required certification shall be reimbursed for actual costs to attend applicable training
sufficient for the employee to earn the minimum number of CEU's required to maintain
the certification(s) for the position the employee holds for the City. The City shall
reimburse employee professional membership fees and/or dues for one state association
membership applicable to the employee's position. Additional memberships will be at the
employee's expense.
17.1.2 "At City expense" as used herein means that the employee will be paid for the
time spent in a seminar, class or other City selected training where CEU's are earned.
Prior written approval will be required to attend City paid or reimbursed training. The
cost of registration and required materials and the actual cost of transportation (if outside
the Tri-Cities area) will be reimbursed. No overtime will be claimed unless mandated by
the FLSA or state law. Travel time to and from any employer offered training is not
compensable unless required by FLSA.
17.1.3 The City shall determine the means of transportation for training outside of the
Tri-Cities area. If the employee's personal automobile is used as the means of
transportation, the City shall reimburse the employee's mileage at the then current
prevailing City mileage rate.
Section 17.2 Tuition Assistance. Each employee shall be entitled to educational assistance in
accordance with the current applicable Administrative Order.
ARTICLE 18 —Lay Off
Section 18.1 Lay -off. In the event of a layoff, the employees with the highest qualifications as
determined by the City to fulfill all of the essential qualifications of the position will be retained.
Section 18.2 Employee Resoonsibility. Employees who have been laid off who wish to return to
work shall keep the City's Human Resources Office advised of their current address.
Section 18.3 Reinstatements. An employee who is reinstated to his position/job classification,
within one year after a layoff; shall be rehired at his former step.
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Collective Bargaining Agreement between the City of Pasco and IUOE, Local 280
Code Enforcement/Permit Technicians)
1/1/2013 — 12/31/2015
ARTICLE 19 — Safety
Section 19.1 Responsibilities. The City provides safety procedures and rules to minimize
accidents and health hazards to employees. The Union agrees to cooperate with the City's
requirement that employees use safety equipment, observe safety rules and health regulations as
established by the City.
19.1.1 Safety Inspections. The Union agrees that the City will designate employees to be
responsible for inspecting their equipment and vehicles and will provide their manager
with written notification of the results of the inspection.
Section 19.2 First Aid & CPR Training. Employees have an obligation to participate in the first -
aid courses and CPR courses as determined by the City. This obligation can be fulfilled via
voluntary completion of the applicable courses offered by other groups/institutions. Employees will
provide the City (human Resources Office) with current copies of all first aid and CPR certifications
on a timely basis (prior to expiration of previous certification.)
Section 19.3 Equipment(Unifomvs. The City will provide certain necessary safety equipment to
assist in the proper performance of assigned work. Equipment to be provided includes:
Orange safety vests Flashlight
Rubber gloves Dog pepper spray (as needed)
Hand sanitizer Face mask
Shoe covers (knee length)
Employees are responsible for the safekeeping of such equipment/supplies. All City equipment and
vehicles shall be used in accord with rules and regulations established by the City and state and local
agencies. Code enforcement employees are required to wear hard -soled shoes (i.e., work boots)
when conducting field work. Code enforcement employees are responsible for providing their own
foot wear.
Employees are required to follow the dress code as established by the City . The City will fiunish
appropriate uniforms for staff:
19.3.1 Shirt. Employees are required to report for work wearing a clean uniform shirt
each day, either long or short- sleeved. Employees shall be responsible for laundering the
shirts provided by the City.
19.3.2 Winter Coat. Code enforcement employees shall wear a winter coat with the City
logo for identification. Replacement will be as needed.
19.3.3 Hat. Code Enforcement employees shall wear a City of Pasco (logo) hat, if a hat
is wom, which in the performance of duties out in the field.
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Collective Bargaining Agreement between the City of Pasco and WOE, Local 280
Code Enforcement/Pemut Technicians)
1/1/2013 — 12/31/2015
The City's name shall appear on the employee's outer clothing. The City will provide replacement
articles as reasonable wear and tear dictates. Lost articles of clothing or equipment will be replaced
at the employee's expense.
ARTICLE 20 — Seniority
Section 20.1 Continuous Service. Employees shall have their seniority determined by their total
length of continuous service within the Inspection Services Division as covered by this Agreement.
hi cases where two (2) or more employees start to work on the same date, the date of application for
employment shall determine the position on the seniority list.
Section 20.2 No Accrual during Probation. The fast six (6) calendar months following the date of
employment shall constitute a probationary period, during which time seniority does not apply.
Once the probationary period has been completed, the employee's seniority date shall be retroactive
to the employee's date of hire.
Section 20.3 Internal candidates will be considered for open positions along with external
candidates. Qualifications, experience, and the ability to perform satisfactorily, all of the essential
functions of the position will be used as criteria for employment selection.
Section 20.4 Posting of Job Openings. The posting of all job openings approved by the City
Manager shall be posted on the usual posting sites for the period of time the position is open.
ARTICLE 21— Motor Vehicles
Section21.1 Motor Vehicle Accidents. Employees shall inform their employer as required bylaw,
of all motor vehicle accidents in which they are involved.
ARTICLE 22 — ICMA
Each employee shall have the ability to voluntarily participate in the ICMA retirement program.
ARTICLE 23 — Smoking Restrictions
The City may institute reasonable rules concerning the prohibition of smoking in confined areas
where it may bother employees or citizens who do not smoke.
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Collective Bargaining Agreement between the City of Pasco and WOE, Local 280
Code Enforcement/Permit Technicians)
1/l/2013 — 12/31/2015
ARTICLE 24 — Americans with Disabilities Act
Notwithstanding any other provision of this Agreement, the employer may take all actions necessary
to comply with the Americans with Disabilities Act.
ARTICLE 25 — Substance -Free Workplace
Administrative Order No. 65A, originated August 28, 1992, concerning a substance-free workplace,
is incorporated herein by this reference.
ARTICLE 26 — Implementation of Changes upon Ratification
Benefits of this contract (including any retroactive provisions) shall only apply to those members
who are employed with the City on the effective date of this contract.
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Collective Bargaining Agreement between the City of Pasco and NOE, Local 280
Code Enforcement/PeTmit Technicians)
1/1/2013 — 12/31/2015
Dated at Pasco, Washington, this --— day of 014.
City of Pasco
I)A-
Matt Watkins, Mayor
ATTEST:
era . Clark, City Clerk
IUOE, Local #280
Debbie Hendrick, Business Manager
pn"U R
CoreyVttratton, President
L'114 4 S-&-
debbie Scott, Steward
22
APPROVED AS TO FORM:
Leland B. Kerr, City Attorney
Dean Bushey, Asst. Business Manager
Don King, Reco5 g/ Secretary
Collective Bargaining Agreement between the City of Pasco and NOE, Local 280
Code Enforcement/Permit Technicians)
1/1/2013 — 12/31/2015