JOINT CRAFTS COUNCIL AGREEMENT

G R E E M E N T

etween

HE CITY OF SEATTLE

OINT CRAFTS COUNCIL

Effective January 1, 2019, through December 31, 2021

Joint Crafts Council Agreement i

Effective January 1, 2019 through December 31, 2021

TABLE OF CONTENTS

ARTICLE TITLE PAGE

PREAMBLE ..................................................................................................................................... iii

ARTICLE 1 – RECOGNITION, BARGAINING UNIT AND TEMPORARY EMPLOYMENT ......... 1

ARTICLE 2 – NON-DISCRIMINATION ......................................................................................... 9

ARTICLE 3 – UNION ENGAGEMENT AND PAYROLL DEDUCTIONS .................................... 10

ARTICLE 4 – CLASSIFICATIONS AND RATES OF PAY .......................................................... 12

ARTICLE 5 – HOURS OF WORK AND OVERTIME .................................................................. 16

ARTICLE 6 – HOLIDAYS ............................................................................................................ 23

ARTICLE 7 – ANNUAL VACATION ............................................................................................ 25

ARTICLE 8 – SICK LEAVE, BEREAVEMENT LEAVE, EMERGENCY LEAVE AND VEBA ..... 28

ARTICLE 9 – INDUSTRIAL INJURY OR ILLNESS .................................................................... 34

ARTICLE 10 – PROBATIONARY PERIOD AND TRIAL SERVICE PERIOD............................... 36

ARTICLE 11 – TRANSFERS, VOLUNTARY REDUCTION, LAYOFF AND RECALL ................. 40

ARTICLE 12 – HEALTH &, DENTAL CARE, LIFE & LONG-TERM DISABILITY INSURANCE .. 46

ARTICLE 13 – RETIREMENT ....................................................................................................... 49

ARTICLE 14 – GENERAL CONDITIONS ..................................................................................... 50

ARTICLE 15 – JOINT CRAFTS COUNCIL AND LABOR MANAGEMENT COMMITTEES ........ 62

ARTICLE 16 – WORK STOPPAGES AND JURISDICTIONAL DISPUTES ................................. 64

ARTICLE 17 – RIGHTS OF MANAGEMENT

................................................................................ 65

ARTICLE 18 – SUBORDINATION OF AGREEMENT .................................................................. 66

ARTICLE 19 – ENTIRE AGREEMENT ......................................................................................... 67

ARTICLE 20 – GRIEVANCE PROCEDURE ................................................................................. 68

ARTICLE 21 – SAVINGS CLAUSE ............................................................................................... 74

ARTICLE 22 – DISCIPLINARY ACTIONS .................................................................................... 75

ARTICLE 23 – TERM OF AGREEMENT ...................................................................................... 76

Joint Crafts Council Agreement ii

Effective January 1, 2019 through December 31, 2021

APPENDICES OF THE JOINT CRAFTS COUNCIL

APPENDIX A – UNITE HERE LOCAL 8 ............................................................................................... 79

APPENDIX B – INLANDBOATMEN’S UNION OF THE PACIFIC ......................................................... 81

APPENDIX C – INTERNATIONAL ALLIANCE OF THEATRICAL STAGE EMPLOYEES &

MOVING PICTURE TECHNICIANS, ARTISTS AND ALLIED CRAFTS OF

THE UNITED STATES AND CANADA LOCAL 15 ...................................................... 83

APPENDIX D – INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS LOCAL 46…….98

APPENDIX E – INTERNATIONAL BROTHERHOOD OF TEAMSTERS LOCAL 763 ......................... 104

APPENDIX F – INTERNATIONAL BROTHERHOOD OF TEAMSTERS LOCAL 117 ........................ 106

APPENDIX G – INTERNATIONAL UNION OF PAINTERS AND ALLIED TRADES

DISTRICT COUNCIL 5 .............................................................................................. 115

APPENDIX H – SHEET METAL, AIR, RAIL & TRANSPORTATION WORKERS INTERNATIONAL

ASSOCIATION LOCAL 66 ........................................................................................ 121

APPENDIX I – PUBLIC SERVICE AND INDUSTRIAL EMPLOYEES

LOCAL 1239, SECURITY OFFICERS ....................................................................... 123

APPENDIX J – PUBLIC SERVICE AND INDUSTRIAL EMPLOYEES LOCAL 1239 ......................... 129

APPENDIX K – INTERNATIONAL BROTHERHOOD OF BOILERMAKERS, IRON SHIP

BUILDERS, BLACKSMITHS, FORGERS AND HELPERS, LOCAL 104 ................... 148

APPENDIX L – INTERNATIONAL UNION OF OPERATING ENGINEERS LOCAL 302 .................... 151

APPENDIX M – JANUS MEMORANDUM OF UNDERSTANDING ..................................................... 154

Joint Crafts Council Agreement iii

Effective January 1, 2019 through December 31, 2021

THIS AGREEMENT is by and between THE CITY OF SEATTLE, hereinafter referred to

as the City, and the JOINT CRAFTS COUNCIL, hereinafter referred to as the Council

comprised of the following Unions, hereinafter referred to as the Unions, each on its own

behalf and in behalf of its own definition of "employee" as set forth within ARTICLE I of

this Agreement:

UNITE HERE, Local No. 8

InlandBoatmen's Union of the Pacific

International Alliance of Theatrical Stage Employees & Moving Picture Technicians,

Artists, and Allied Crafts of the United States and Canada, Local No. 15

International Brotherhood of Boilermakers, Iron Ship Builders, Blacksmiths, Forgers and

Helpers, Local No. 104

International Brotherhood of Electrical Workers, Local No. 46

International Brotherhood of Teamsters, Local No. 763

International Brotherhood of Teamsters, Local No. 117

International Union of Painters and Allied Trades District Council No. 5

Public Service and Industrial Employees, Local No. 1239

Sheet Metal Air, Rail, & Transportation Workers International Association, Local No. 66

Public Service and Industrial Employees, Local No. 1239, Security Officers

International Union of Operating Engineers, Local No. 302

Joint Crafts Council Agreement 1

Effective January 1, 2019 through December 31, 2021

ARTICLE 1 – RECOGNITION, BARGAINING UNIT AND TEMPORARY EMPLOYMENT

1.1 The City recognizes the respective Unions as the exclusive collective

bargaining representatives for the purpose stated in Chapter 108, Extra

Session Laws of 1967 of the State of Washington for employees employed

within the bargaining units defined in Appendices A through L of this

Agreement. For purposes of this Agreement and the bargaining units described

herein, the following definitions shall apply:

1.1.1 The term "employee" shall be defined to include probationary employees,

regular employees, full-time employees, part-time employees and temporary

employees not otherwise excluded or limited in the following Sections of this

Article.

1.1.2 The term "probationary employee" shall be defined as an employee who is

within their first twelve (12) month trial period of employment following their

initial regular appointment within the classified service.

1.1.3 The term "regular employee" shall be defined as an employee who has

successfully completed a twelve (12) month probationary period and who has

had no subsequent break in service as occasioned by quit, resignation,

discharge for just cause, or retirement.

1.1.4 The term "full-time employee" shall be defined as an employee who has been

regularly appointed and who has a usual work schedule of forty (40) hours per

week.

1.1.5 The term "part-time employee" shall be defined as an employee who has been

regularly appointed and who has a usual work schedule averaging at least

twenty (20) hours but less than forty (40) hours per week.

1.1.6 The terms temporary employee and temporary worker shall be defined to

include both temporary and less than half time employees and means a person

who is employed in a temporary assignment defined as one of the following

types:

A. Position Vacancy - An interim assignment(s) for up to one (1) year to

perform work associated with a regularly budgeted position that is

temporarily vacant and has no incumbent; or

B. Incumbent Absence - An interim assignment for up to one (1) year to

perform work associated with a regularly budgeted position when the

incumbent is temporarily absent; or

C. Short-term Assignment - An assignment for up to one (1) year, to perform

work in response to emergency or unplanned needs such as peak workload,

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Effective January 1, 2019 through December 31, 2021

special project, or other short-term work that does not recur and does not

continue year-to-year; or

D. Less than Half-time Assignment - For seasonal, on-call, intermittent or

regularly scheduled work that normally does not exceed one thousand forty

(1040) hours in a year, except as provided by Personnel Rule 11; or

E. Term-limited Assignment: An assignment to perform time-limited work of

more than one (1) but less than three (3) years for:

1. Special time-limited project work that is clearly outside the routine work

performed in the department and that requires skills and qualifications

that are not typically used by the department; or

2. Replacement of a regularly appointed employee who is assigned to

special term-limited project work; or

3. Replacement of a regularly appointed employee whose absence of

longer than one (1) year is due to disability time loss, military leave of

absence, or authorized absence for medical reasons.

1.1.7 Temporary workers in the following types of assignments shall cease receiving

premium pay at the time indicated and begin receiving wage progression and

benefits as provided in SMC 4.20.055 D:

1.1.7.1 Interim and short-term assignments after one thousand forty (1,040) regular

straight time hours for the remainder of the assignment unless the Seattle

Human Resources Director determines that the assignment will terminate so

imminently that the benefits package would be of minimal value to the worker.

1.1.7.2 Term-limited assignments starting with the first day and for the duration of the

assignment.

1.1.7.3 Any assignment that the appointing authority has proposed be converted to

regular position authority regardless of the number of hours worked.

1.1.8 The term "interim basis" shall be defined as an assignment of a regular or

probationary employee or employees to fill a vacancy in a position for a short

period while said position is waiting to be filled by a regularly appointed

employee.

1.2 Temporary employees shall be exempt from all provisions of this Agreement

except Sections 1.2; 1.2.1; 1.2.2; 1.2.2.1; 1.2.2.2; 1.2.3; 1.2.3.1; 1.2.4; 1.2.5

(only applies if Temporary Employees are benefited); 1.2.6; 1.2.7; 1.2.8; 1.2.9;

1.2.10; 1.2.11; 1.2.12, 1.2.13, 1.2.14; 3.1.1; 5.1.1; 5.1.2; 5.1.3; 5.2; 5.4; 5.4.1;

5.4.2; 5.4.3; 5.4.4; 5.4.5; 5.6; 5.6.2 (only applies if Temporary Employees are

benefited); 14.5; 14.5.1; 14.6.1; 14.6.2, 14.6.3; 14.10; 14.11; 14.12; 14.13;

14.18; 14.29; 14.29.1; 14.29.2; 14.29.3; 14.29.4; and Article 20, Grievance

Procedure; provided however, temporary employees shall be covered by the

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Effective January 1, 2019 through December 31, 2021

Grievance Procedure solely for purposes of adjudicating grievances relating to

Sections identified within this Section. Where the provisions in Personnel Rule

11 do not conflict with the expressed provisions of this Agreement, the

Personnel Rule 11 shall apply and be subject to the grievance procedure as

provided for in Article 20.

1.2.1 Temporary employees who are not in benefits-eligible assignments shall be

paid for all hours worked at the first pay step of the hourly rates of pay set forth

within the appropriate Appendix covering the classification of work in which the

employee is employed. Temporary employees who are in a benefits-eligible

assignment shall receive step increases consistent with Article 4.2.1 and 4.2.4

and 4.2.5.

1.2.2 Premiums Applicable Only To City Of Seattle Temporary Employees who are

not in benefits-eligible assignments - Each temporary employee shall receive

premium pay as hereinafter set forth based upon the corresponding number of

cumulative non-overtime hours worked by the temporary employee unless the

employee is in a benefits eligible assignment:

A. 0001st hour through 0520th hour .................. 5% premium pay

B. 0521st hour through 1,040th hour ................. 10% premium pay

C. 1,041st hour through 2,080th hour ................ 15% premium pay (If an employee worked 800 hours

or more in the previous twelve [12] months, they shall receive twenty percent [20%] premium pay.)

D. 2,081st hour + 20% premium pay (If an employee worked eight hundred [800] hours or more in the

previous twelve [12] months, they shall receive twenty-five percent [25%] premium pay.)

E. The appropriate percentage premium payment shall be applied to all gross earnings.

1.2.2.1 Once a temporary employee reaches a given premium level, the premium shall

not be reduced for that temporary employee as long as the employee continues

to work for the City without a voluntary break in service as set forth within

Section 1.2.8. Non-overtime hours already worked by an existing temporary

employee shall apply in determining the applicable premium rate. In view of the

escalating and continuing nature of the premium, the City may require that a

temporary employee be available to work for a minimum number of hours or

periods of time during the year.

1.2.2.2 The premium pay in Section 1.2.2 does not include either increased vacation

pay due to accrual rate increases or the City's share of any retirement

contributions. Any increase in a temporary employee's vacation accrual rate

percentage shall be added on to the premium pay percentages for the

temporary employee to whom it applies.

1.2.3 Medical, Dental and Vision Coverage to Temporary Employees who are not in

Benefits-Eligible Positions - Once a temporary employee has worked at least

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Effective January 1, 2019 through December 31, 2021

one thousand forty (1,040) cumulative non-overtime hours and at least eight

hundred (800) non-overtime hours or more in the previous twelve (12) months,

the employee may within ninety (90) calendar days thereafter elect to

participate in the City's medical, dental and vision insurance programs by

agreeing to pay the required monthly premium. To participate, the temporary

employee must agree to a payroll deduction equal to the amount necessary to

pay the monthly health care premiums, or the City, at its discretion, may reduce

the premium pay of the employee who chooses this option in an amount equal

to the insurance premiums. The temporary employee must continue to work

enough hours each month to pay the premiums and maintain eligibility. After

meeting the requirements stated in this Section, a temporary employee shall

also be allowed to elect this option during any subsequent open enrollment

period allowed regular employees. An employee who elects to participate in

these insurance programs and fails to make the required payments in a timely

fashion shall be dropped from City medical, dental and vision coverage and

shall not be able to participate again while employed by the City as temporary

unless the employee is converted from receiving premium pay to receiving

benefits. If a temporary employee's hours of work are insufficient for their pay

to cover the insurance premium, the temporary employee may, on no more

than one occasion, pay the difference, or self-pay the insurance premium, for

up to three (3) consecutive months.

1.2.3.1 Cumulative sick leave computed at the same rate and with all benefits and

conditions required by Seattle Municipal Code 14.16 and other applicable laws,

such as RCW 49.46.210 shall be granted to all temporary employees not

eligible for fringe benefits pursuant to SMC 4.20.055 (C).

1.2.4 Holiday Work for Non-Benefits-Eligible Temporary Employees - A temporary

employee who works on any of the specific calendar days designated by the

City as paid holidays shall be paid at the rate of one and one-half (1½) times

their regular straight-time hourly rate of pay for hours worked during their

scheduled shift. When a specific holiday falls on a weekend day and most

regular employees honor the holiday on the preceding Friday or following

Monday adjacent to the holiday, the holiday premium pay of one and one-half

(1½) times the employee's regular straight-time rate of pay shall apply to those

temporary employees who work on the weekend day specified as the holiday.

1.2.5 Benefits–Eligible Temporary Employee Holiday Pay - A temporary employee

shall be compensated at their straight-time rate of pay for all officially

recognized City holidays that occur subsequent to the employee becoming

eligible for fringe benefits, for as long as the employee remains in such eligible

assignment.

A. To qualify for a holiday pay, the employee must be on active pay status the

normally scheduled workday before or after the holiday as provided by

Section 6.2.

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Effective January 1, 2019 through December 31, 2021

B. Officially recognized City holidays that fall on Saturday shall be observed

on the preceding Friday. Officially recognized City holidays that fall on

Sunday shall be observed on the following Monday. If the City’s observance

of a holiday falls on a temporary employee’s normal day off, the employee

shall be eligible for another day off, with pay during the same workweek.

C. Temporary employees who work less than 80 hours per pay period shall

have their holiday pay pro-rated based on the number of straight-time hours

compensated during the preceding pay period.

D. A temporary employee shall receive two personal holidays immediately

upon becoming eligible for fringe benefits, provided the employee has not

already received personal holidays in another assignment within the same

calendar year.

E. Personal holidays cannot be carried over from calendar year to calendar

year, nor can they be cashed out.

F. A temporary employee must use any personal holidays before their current

eligibility for fringe benefits terminates. If an employee requests and is

denied the opportunity to use their personal holidays during the eligibility

assignment, the employing unit must permit them to use and be

compensated for the holidays immediately following the last day worked in

the assignment, prior to termination of the assignment.

1.2.6 Premium pay set forth within Section 1.2.2 shall be in lieu of the base level of

vacation and all other fringe benefits, such as sick leave benefits that exceed

legal requirements, holiday pay, bereavement leave, military leave, jury duty

pay, disability leave, and medical and dental insurance, except as otherwise

provided in Sections 1.2.2.2, 1.2.3, and 1.2.4.

1.2.7 The City may, at any time after ninety (90) calendar days’ advance notification

to and upon consultation with the affected collective bargaining

representatives, provide all fringe benefits covered by the premium pay set

forth within Section 1.2.2 to all or some groups (departmental or occupational)

of temporary employees to the same extent that they are available to regular

employees within the same group, and in such event the premium pay provision

in Section 1.2.2 shall no longer be applicable to that particular group of

temporary employees. The City, at its discretion, may also after ninety (90)

calendar days’ advance notification to and upon consultation with the affected

collective bargaining representatives, provide paid vacation and/or sick leave

benefits to all or some groups (departmental or occupational) of temporary

employees to the same extent that they are available to regular employees

without providing other fringe benefits and in such event the premium pay in

Section 1.2.2 shall be reduced by a percentage amount equivalent to the value

of vacation and/or sick leave benefits. The applicable amount for base-level

vacation shall be recognized as four-point eight one percent (4.81%) which

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Effective January 1, 2019 through December 31, 2021

could be higher dependent upon accrual rate increases. The applicable

amount for base-level sick leave shall be four-point six percent (4.6%). The

City shall not use this option to change to and from premiums and benefits on

an occasional basis. The City may also continue to provide benefits in lieu of

all or part of the premiums in Section 1.2.2 where it has already been doing so

and it may in such cases reduce the premium paid to the affected employees

by the applicable percentage.

1.2.8 A temporary employee who is assigned to a benefits eligible assignment will

receive fringe benefits in-lieu-of premium pay until the assignment is converted

or terminated.

1.2.9 The premium pay provisions set forth within Section 1.2.2 shall apply to

cumulative non-overtime hours that occur without a voluntary break in service

by the temporary employee. A voluntary break in service shall be defined as

quit, resignation, service retirement or failure to return from an unpaid leave. If

the temporary employee has not worked for at least one year (twelve [12]

months or twenty-six [26] pay periods), it shall be presumed that the employee's

break in service was voluntary.

1.2.10 The City may work temporary employees beyond one thousand forty (1,040)

regular hours within any twelve (12) month period; provided however, the City

shall not use temporary employees to supplant regular positions. The City shall

not assign or schedule temporary employees (or fail to do so) solely to avoid

accumulation of regular hours that would increase the premium pay provided

for in Section 1.2.2, or solely to avoid considering creation of regular positions.

1.2.10.1 In the event that an interim assignment of a temporary employee to a vacant

regular position accrues more than one thousand five hundred (1500) hours or

accumulates hours in eighteen (18) or more consecutive pay periods, the City

shall notify the union that a labor-management meeting shall take place within

two (2) weeks for the purpose of discussing the status of filling the vacant

position prior to one (1) year.

1.2.11 A temporary employee who has worked in excess of five hundred twenty (520)

regular hours and who is appointed to a regular position in a step progression

pay program without a break in service greater than thirty (30) days shall have

their temporary service counted towards salary placement provided the service

was in a job title corresponding to the same or higher classification in the same

series as the regular appointment. In addition, a temporary employee who is in

a term-limited assignment shall receive service credit for layoff purposes if the

employee is immediately hired (within thirty (30) business days without a break

in service) into the same job title and position after the term is completed.

1.2.12 Temporary employees covered by this Agreement are eligible to apply for all

positions advertised internally.

Joint Crafts Council Agreement 7

Effective January 1, 2019 through December 31, 2021

1.2.13 A temporary employee who has worked one thousand forty (1,040) straight-

time hours and is receiving benefits from the City may by mutual agreement be

allowed to accrue compensatory time if the work unit in which the temporary

employee is assigned has a practice/policy of accruing compensatory time.

Scheduling compensatory time shall be by mutual agreement with the

supervisor. If the temporary employee does not use their accrued

compensatory time prior to the termination of the benefits eligible assignment,

the compensatory time will be cashed out upon termination of the assignment.

1.2.14 A temporary employee who receives fringe benefits in-lieu-of premium pay may

be eligible for the sick leave transfer program.

1.2.15 On an annual basis, the City will provide the Union with a copy of the Temporary

Employee Utilization Report.

1.3 The City may establish on-the-job training program(s) in a different

classification and/or within another bargaining unit for the purpose of providing

individuals an opportunity to compete and potentially move laterally and/or

upwardly into new career fields. Prior to implementation of such a program(s)

relative to bargaining unit employees, the City shall discuss the program(s) with

the appropriate Union or Unions and the issue of bargaining unit jurisdiction

and/or salary shall be a proper subject for negotiations at that time upon the

request of either party.

1.4 As part of its public responsibility, the City may participate in or establish public

employment programs to provide employment and/or training for and/or service

to the City by various segments of its citizenry. Such programs may result in

individuals performing work for the City which is considered bargaining unit

work pursuant to RCW 41.56. Such programs have included and may include

youth training and/or employment programs, adult training and or employment

programs, vocational rehabilitation programs, work-study and student-intern

programs, court-ordered community service programs, volunteer programs and

other programs with similar purposes. Some examples of such programs

already in effect include Summer Youth Employment Program (SYEP), Youth

Employment Training Program (YETP), Work-Study, Adopt-a-Park, Seattle

Conservation Corps, and court-ordered Community Service. Individuals

working for the City pursuant to such programs shall be exempt from all

provisions of this Agreement.

1.4.1 The City shall have the right to implement new public employment programs or

expand its current programs beyond what exists as of December 31, 2014, but

where such implementation or expansion involves bargaining unit work and

results in a significant departure from existing practice, the City shall give thirty

(30) days’ advance written notice to the union of such and upon receipt of a

written request from the Union thereafter, the City shall engage in discussions

with the Union on concerns raised by the Union. Notwithstanding any provision

to the contrary, the expanded use of individuals under such a public

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Effective January 1, 2019 through December 31, 2021

employment program which involves the performance of bargaining unit work

within a given City department, beyond what has traditionally existed, shall not

be a cause of (1) a layoff of regular employees covered by this Agreement, or

(2) the abrogation of a regular budgeted full-time position covered by this

Agreement that recently had been occupied by a regular full-time employee

who performed the specific bargaining unit work now being or about to be

performed by an individual under one of the City's public employment

programs.

1.5 An employee who is worked out of classification or who is promoted on an

interim basis from a classification falling under one bargaining unit to another

bargaining unit shall remain under the jurisdiction of the initial bargaining unit

until such time as their promotion becomes permanent.

Joint Crafts Council Agreement 9

Effective January 1, 2019 through December 31, 2021

ARTICLE 2 – NON-DISCRIMINATION

2.1 The City and the Council shall not unlawfully discriminate against any employee

by reason of race, creed, age, color, sex, national origin, religious belief, marital

status, sexual orientation, gender identity, veteran status, political ideology,

ancestry or the presence of any sensory, mental or physical handicap unless

based on a bona fide occupational qualification reasonably necessary to the

operations of the City.

2.1.1 Wherever words denoting a specific gender are used in this Agreement, they

are intended and shall be construed so as to apply equally to any gender.

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Effective January 1, 2019 through December 31, 2021

ARTICLE 3 – UNION ENGAGEMENT AND PAYROLL DEDUCTIONS

3.1 The City agrees to deduct from the paycheck of each employee, who has so

authorized it, the regular initiation fee, regular monthly dues, assessments and

other fees as certified by the Union. The amounts deducted shall be transmitted

monthly to the Council Union on behalf of the employees involved.

3.1.1 The performance of this function is recognized as a service by the City and the

City shall honor the terms and conditions of each worker’s Union payroll

deduction authorization(s) for the purposes of dues deduction only.

3.1.2 The Council agrees to indemnify and hold the City harmless from all claims,

demands, suits or other forms of liability that arise against the City for deducting

dues from Union members pursuant to this Article, including those that have

communicated a desire to revoke a previous deduction authorization, along

with all other issues related to the deduction of dues or fees.

3.2 The City will provide Council Union’s access to all newly hired employees

and/or persons entering the bargaining unit within thirty (30) days of such hire

or entry into a Council union’s bargaining unit.

3.2.1 A Council Union and a shop steward/member leader will have at least thirty

(30) minutes with such individuals during the employee’s normal working hours

and at their usual worksite or mutually agreed upon location.

3.3 The City will require all new employees to attend a New Employee Orientation

(NEO) within thirty (30) days of hire. The NEO will include an at-minimum thirty

(30) minute presentation by a Council Union representative to all employees

covered by the Joint Crafts Council collective bargaining agreement.

3.3.1 At least five (5) working days before the date of the NEO, the City shall provide

the Union with a list of names of the bargaining unit members attending the

Orientation.

3.4 The individual Union meeting and NEO shall satisfy the City’s requirement to

provide a New Employee Orientation Union Presentation under Washington

State law.

3.5 The City of Seattle, including its officers, supervisors, managers and/or agents,

shall remain neutral on the issue of whether any bargaining unit employee

should join the Union or otherwise participate in Union activities at the City of

Seattle.

3.6 New Employee and Change in Employee Status Notification - The City shall

supply Council Unions with the following information on a monthly basis for new

employees:

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Effective January 1, 2019 through December 31, 2021

A. Name

B. Home address

C. Personal phone

D. Personal email (if a member offers)

E. Job classification and title

F. Department and division

g. Work location

H. Date of hire

I. FLSA status

J. Compensation rate

3.6.1 The City shall also notify Council Unions on a monthly basis regarding

employee status changes for employees who have transferred into a

bargaining unit position and any employees who are no longer in the bargaining

unit.

3.6.2 For employees who have transferred into the bargaining unit, the City shall

supply the Union with the employee’s name, home address, personal phone

and email (if a member offers), job classification and title, department, division,

work location, date of hire, hourly or salary status, compensation rate.

3.7 Any employee may revoke their authorization for payroll deduction of

payments to their Union by written notice to the Union in accordance with the

terms and conditions of the Union dues authorization rules.

3.7.1 Every effort will be made by the City to end the deductions effective on the

first payroll, and not later than the second payroll, after receipt by the City of

confirmation from the Union that the terms of the employee’s authorization

regarding dues deduction revocation have been met.

3.7.2 The City will refer all employee inquiries or communications regarding union

dues to the Union.

See also Appendix M

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Effective January 1, 2019 through December 31, 2021

ARTICLE 4 – CLASSIFICATIONS AND RATES OF PAY

4.1 The classifications of employees covered under this Agreement and the

corresponding rates of pay are set forth within Appendices A through L which

are attached hereto and made a part of this Agreement.

4.1.1 Effective December 26, 2018, base wage rates shall be according to the

Appendices of this agreement, will be increased by .5% plus 100% of the

annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue Area

Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W)

for the period June 2016 through June 2017 to the period June 2017 through

June 2018, minimum 1.5%, maximum 4%.

4.1.2 Effective December 25, 2019, base wage rates will be increased by 1.0% plus

100% of the annual average growth rate of the bi-monthly Seattle-Tacoma-

Bellevue Area Consumer Price Index for Urban Wage Earners and Clerical

Workers (CPI-W) for the period June 2017 through June 2018 to the period

June 2018 through June 2019, minimum 1.5%, maximum 4%.

4.1.3 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers

(CPI-W) for the period June 2018 through June 2019 to the period June 2019

through June 2020, minimum 1.5%, maximum 4%.

4.1.4 The base wage rates referenced above shall be calculated by applying the

appropriate percentage increase to base hourly rates or as otherwise provided

for herein. The rates in each Appendix are understood to be illustrative of the

increases provided in Articles 4.1.1 through 4.1.3, and any discrepancies shall

be governed by those Articles.

4.1.5 Employees will pay the employee portion of the required premium [listed as the

WA Paid Family Leave Tax and the WA Paid Medical Leave Tax on an

employee’s paystub] of the Washington State Paid Family and Medical Leave

Program effective December 25, 2019.

4.1.6 Market Rate Analysis - The City of Seattle (“City”) shall initiate a market wage

study to be completed no later December 31, 2021 according to the

methodology set forth in the Memorandum of Agreement (“MOA”) between the

City and The Coalition of City Unions (“Coalition”) regarding the City’s

compensation philosophy and methods and process associated with

conducting a market wage study as agreed upon November 8, 2018.

4.1.6.1 The agreed upon methodology set forth in the MOA shall serve as the exclusive

method relied upon to review any classifications requested by the Coalition.

The City is committed to fully engage the Coalition regarding the process,

timelines and milestones, from the beginning to the end of the wage

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Effective January 1, 2019 through December 31, 2021

methodology study. Any adjustments to wages that may be bargained as a

result of the study shall be effective no earlier than January 1, 2019.

4.1.7 Language Premium - Effective upon ratification of this Agreement by both

parties, employees assigned to perform bilingual, interpretive and/or translation

services for the City shall receive a two hundred dollar ($200.00) per month

premium pay. The City shall ensure employees providing language access

services are independently evaluated and approved. The City may review the

assignment annually and may terminate the assignment at any time.

4.2 An employee, upon first appointment or assignment shall receive the minimum

rate of the salary range fixed for the position as set forth within the appropriate

Appendices attached hereto.

4.2.1 An employee shall be granted the first automatic step increase in salary rate

upon completion of six (6) months of "actual service" when hired at the first step

of the salary range, and succeeding automatic step increases shall be granted

after twelve (12) months of "actual service" from the date of eligibility for the

last step increase to the maximum of the range. Actual service for purposes of

this Section shall be defined in terms of one month's service for each month of

full-time employment, including paid absences. This provision shall not apply

to temporary employees prior to regular appointment, except as otherwise

provided for in Section 1.2.11 and except that step increments in the out-of-

class title shall be authorized when a step increase in the primary title reduces

the pay differential to less than what the promotion rule permits, provided that

such increment shall not exceed the top step of the higher salary range.

Further, when an employee is assigned to perform out-of-class duties in the

same title for a total of twelve (12) months (each 2088 hours) of actual service,

the employee will receive one-step increment in the higher-paid title; provided

that the employee has not received a step increment in the out-of-class title

based on changes to the primary pay rate within the previous twelve (12)

months, and that such increment does not exceed the top step of the higher

salary range. However, hours worked out-of-class that were properly paid per

Article 5.9 of this Agreement, shall apply toward salary step placement if the

employee’s position is reclassified to the same title as the out-of-class

assignment within twelve (12) months of the end of such assignment.

4.2.2 Those employees who have been given step increases for periodic "work

outside of classification" prior to the effective date of this Agreement shall

continue at that step but shall not be given credit for future step increases,

except as provided for in Section 4.2.1.

4.2.3 For employees assigned salary steps other than the beginning step of the

salary range, subsequent salary increases within the salary range shall be

granted after twelve (12) months of actual service from the appointment or

increase, then at succeeding twelve (12) month intervals to the maximum of

the salary range established for the class.

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Effective January 1, 2019 through December 31, 2021

4.2.4 In determining actual service for advancement in salary step, absence due to

sickness or injury or other protected basis for leave under SMC 14.16 or other

laws including RCW 49.46.210, for which the employee does not receive

compensation may at the discretion of the City be credited at the rate of thirty

(30) calendar days per year. Unpaid absences due to other causes may, at the

discretion of the City, be credited at the rate of fifteen (15) calendar days per

year. For the purposes of this Section, time lost by reason of disability for which

an employee is compensated by Industrial Insurance or Charter disability

provisions shall not be considered absence. An employee who returns after

layoff, or who is reduced in rank to a position in the same or another

department, may be given credit for such prior service.

4.2.5 Any increase in salary based on service shall become effective upon the first

day immediately following completion of the applicable period of service.

4.2.6 Changes in Incumbent Status Transfers - An employee transferred to another

position in the same class or having an identical salary range shall continue to

be compensated at the same rate of pay until the combined service

requirement is fulfilled for a step increase and shall thereafter receive step

increases as provided in Section 4.2.1.

4.2.7 Promotions - Effective upon the signature date of this Agreement, an employee

appointed to a position in a class having a higher maximum salary shall be

placed at the step in the new salary range which provides an increase closest

to but not less than one salary step over the most recent step received in the

previous salary range immediately preceding the promotion, not to exceed the

maximum step of the new salary range; provided that this provision shall apply

only to appointments of employees from regular full-time positions and shall not

apply to appointments from positions designated as "intermittent" or "as

needed". However, hours worked out-of-class shall apply toward salary step

placement if the employee is appointed to the same title as the out-of-class

assignment within twelve (12) months of the end of such assignment.

4.2.8 An employee demoted because of inability to meet established performance

standards from a regular full-time or part-time position to a position in a class

having a lower salary range shall be paid the salary step in the lower range

determined as follows:

A. If the rate of pay received in the higher class is above the maximum salary

for the lower class, the employee shall receive the maximum salary of the

lower range.

B. If the rate of pay received in the higher class is within the salary range for

the lower class, the employee shall receive that salary rate for the lower

class which, without increase, is nearest to the salary rate to which such

employee was entitled in the higher class; provided however, the employee

shall receive not less than the minimum salary of the lower range.

Joint Crafts Council Agreement 15

Effective January 1, 2019 through December 31, 2021

4.2.9 An employee reduced because of organizational change or reduction in force

from a regular full-time or part-time position to a position in a class having a

lower salary range shall be paid the salary rate of the lower range which is

nearest to the salary rate to which the employee was entitled in their former

position without reduction; provided however, such salary shall in no event

exceed the maximum salary of the lower range. If an employee who has

completed twenty-five (25) years of City service and who within five (5) years

of a reduction in lieu of layoff to a position in a class having a lower salary

range, such employee shall receive the salary the employee was receiving prior

to such second reduction as an "incumbent" for so long as the employee

remains in such position or until the regular salary for the lower class exceeds

the "incumbent" rate of pay.

4.2.10 When a position is reclassified by ordinance to a new or different class having

a different salary range, the employee occupying the position immediately prior

to and at the time of reclassification shall receive the salary rate which shall be

determined in the same manner as for a promotion; provided however, if the

employee's salary prior to reclassification is higher than the maximum salary of

the range for such new or different class, the employee shall continue to receive

such higher salary as an "incumbent" for so long as the employee remains in

position or until the regular salary for the classification exceeds the "incumbent"

rate of pay.

4.2.11 Correction of Payroll Errors - In the event it is determined there has been an

error in an employee’s paycheck, an underpayment shall be corrected within

two pay periods; and, upon written notice, an overpayment shall be corrected

as follows:

A. If the overpayment involved only one (1) paycheck;

1. by payroll deductions spread over two (2) pay periods; or

2. by payments from the employee spread over two (2) pay periods.

B. If the overpayment involved multiple paychecks, by a repayment schedule

through payroll deduction not to exceed twenty-six (26) pay periods in

duration, with a minimum payroll deduction of not less than twenty-five

dollars ($25.00) per pay period.

C. If an employee separates from the City service before an overpayment is

repaid, any remaining amount due the City will be deducted from their final

paycheck(s).

D. By other means as may be mutually agreed between the City and the

employee, the union representative may participate in this process at the

request of the involved employee. All parties will communicate/cooperate in

resolving these issues.

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Effective January 1, 2019 through December 31, 2021

ARTICLE 5 – HOURS OF WORK AND OVERTIME

5.1 Hours of Work - Eight (8) hours within nine (9) consecutive hours shall

constitute a normal workday. There shall be no split work shifts. Work

schedules shall normally consist of five (5) consecutive days followed by two

(2) consecutive days’ off, except for relief shift assignments, four (4) day/ten-

(10) hour work schedules and other special schedules.

5.1.1 Meal Period - Employees shall receive a meal period which shall commence

no less than two (2) hours nor more than five (5) hours from the beginning of

the employee's regular shift or when the employee is called in to work on their

regular day off. The meal period shall be no less than one-half (½) hour nor

more than one (1) hour in duration and shall be without compensation. Should

an employee be required to work in excess of five (5) continuous hours from

the commencement of their regular shift without being provided a meal period,

the employee shall be compensated two (2) times the employee's straight-time

hourly rate of pay for the time worked during their normal meal period and be

afforded a meal period at the first available opportunity during working hours

without compensation.

5.1.2 Rest Breaks - 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 their workday. Employees

shall be compensated at their prevailing wage rate for time spent while on rest

breaks.

5.1.3 Where work conditions require continuous staffing throughout a work shift for

thirty (30) consecutive days or more the City may, in lieu of the meal period and

rest periods set forth within Sections 5.1.1 and 5.1.2, provide a working meal

period and working rest periods during working hours without a loss in pay so

that such periods do not interfere with ongoing work requirements.

5.2 Overtime - All time worked in excess of eight (8) hours in any one (1) shift shall

be paid for at the rate of two (2) times the straight-time rate of pay.

5.2.1 All time worked before an employee's regularly scheduled starting time shall be

paid for at the rate of two (2) times the straight-time rate of pay.

5.2.2 All time worked on an employee's regularly scheduled days off shall be paid for

at the rate of two (2) times the straight-time rate of pay.

5.2.3 Overtime shall be paid at the applicable overtime rate or by mutual consent

between the employee and their supervisor in compensatory time off at the

applicable overtime rate.

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Effective January 1, 2019 through December 31, 2021

5.2.4 A "work week" for purposes of determining whether an employee exceeds forty

(40) hours in a work week shall be a seven (7) consecutive day period of time

beginning on Wednesday and ending on Tuesday except when expressly

designated to begin and end on different days and times from the normal

Wednesday through Tuesday work week.

5.2.5 All overtime work shall be offered to qualified regular employees in the

classification before any temporary employees are asked to work overtime.

(See J.4.11 for provision that relates to Seattle Center Laborers.)

5.3 Call Back - Employees who are called back to work after completing their

regular shift shall be paid a minimum of four (4) hours straight-time pay for all

time worked up to two (2) hours. Any time worked in excess of two (2) hours

shall be paid for at double the straight-time rate of pay for actual hours worked.

Example: Zero (0) minutes to two (2) hours = four (4) hours’ straight

time pay. Two and one-half (2½) hours = five (5) hours straight-time

pay. Four (4) hours = eight (8) hours straight-time pay.

5.3.1 Definition of a Call Back - A Call Back shall be defined as a circumstance where

an employee has left the work premises at the completion of their regular work

shift and is required to report back to work prior to the start of their next regularly

scheduled work shift. An employee who is called back to report to work before

the commencement of their regular work shift shall be compensated in

accordance with the Call Back provisions of their Labor Agreement; provided

however, in the event the employee is called back to report to work within two

(2) hours from the starting time of their next regularly scheduled work shift, the

employee shall be compensated at the overtime rate of pay for only those hours

immediately preceding the start of their next regularly scheduled work shift and

the Call-Back provision shall not apply.

5.4 Meal Reimbursement - When an employee is specifically directed by the City

to work two (2) hours or longer at the end of their normal work shift of at least

eight (8) hours or work two (2) hours or longer at the end of their work shift of

at least eight (8) hours when the employee is called in to work on their regular

day off, or otherwise works under circumstances for which meal reimbursement

is authorized per Ordinance 111768 and the employee actually purchases a

reasonably priced meal away from his place of residence as a result of such

additional hours of work, the employee shall be reimbursed for the "reasonable

cost" of such meal in accordance with Seattle Municipal Code (SMC) 4.20.325.

In order to receive reimbursement, the employee must furnish the City with a

dated original itemized receipt from the establishment indicating the time of the

meal no later than forty-eight (48) hours from the beginning of their next regular

shift; otherwise, the employee shall be paid a minimum of ten dollars ($10) in

lieu of reimbursement for the meal. Effective upon ratification of this Agreement

by both parties, the minimum paid in lieu of meal reimbursement will increase

to twenty dollars ($20.00).

Joint Crafts Council Agreement 18

Effective January 1, 2019 through December 31, 2021

5.4.1 To receive reimbursement for a meal under this provision, the following rules

shall be adhered to:

A. Said meal must be eaten within two (2) hours after completion of the

overtime work. Meals shall not be saved, consumed and claimed at some

later date.

B. In determining "reasonable cost" the following shall also be considered:

1. The time period during which the overtime is worked.

2. The availability of reasonably priced eating establishments at that time.

C. The City shall not reimburse for the cost of alcoholic beverages.

5.4.2 In lieu of any meal compensation as set forth within this Section, the City may,

at its discretion, provide a meal.

5.4.3 When an employee is called out in an emergency to work two (2) hours or

longer of unscheduled overtime immediately prior to their normal eight (8) hour

work shift, said employee shall be eligible for meal reimbursement pursuant to

Sections 5.4, 5.4.1 and 5.4.2; provided however, if the employee is not given

time off to eat a meal within two (2) hours after completion of the overtime, the

employee shall be paid a minimum of ten dollars ($10.00) in lieu of

reimbursement for the meal. Any time spent consuming a meal during working

hours shall be without compensation. Effective upon ratification of this

Agreement by both parties, the minimum paid in lieu of meal reimbursement

will increase to twenty dollars ($20.00).

5.4.4 Effective upon ratification of this Agreement by both parties, temporary

employees shall be eligible for overtime meal reimbursement as provided

herein.

5.4.5 Meal reimbursement while on Travel Status - An employee shall be reimbursed

for meals while on travel status at the federal per diem rate. An employee will

not be required to submit receipts for meals and may retain any unspent portion

of an advance cash allowance for meals.

5.5 When management deems it necessary, work schedules may be established

other than Monday through Friday; provided however, that where workweeks

other than the basic departmental workweek schedules in force on the effective

date of this Agreement are deemed necessary, the change(s) and reason

therefore shall be provided to the Union at least forty-eight (48) hours in

advance and, upon request, such change(s) shall be discussed with the Union.

5.5.1 Definitions: For the purpose of this section the following definitions apply:

A. Work Schedule - This is an employee’s assigned workdays, work shift,

and days off.

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Effective January 1, 2019 through December 31, 2021

B. Workday - This is an employee’s assigned day(s) of work.

C. Work Shift - This is an employee’s assigned hours of work in a workday.

D. Days Off - This is an employee’s assigned non-working days.

5.5.2 Extended Notice Work Schedule Change - At least fourteen (14) calendar days’

advance notification shall be afforded affected employees when work schedule

changes lasting longer than thirty (30) calendar days are required by the City.

The fourteen (14) calendar day advance notice may be waived by mutual

agreement of the employee and management, with notice to the Union.

5.5.3 Short Notice Work Schedule Change - At least forty-eight (48) hours advance

notification shall be afforded affected employees when work schedule changes

lasting less than thirty (30) calendar days are required by the City. In instances

where forty-eight (48) hours advance notification is not provided to an

employee, said employee shall be compensated at the overtime rate of pay for

the first work shift worked under the new schedule.

5.5.4 Short Notice Work Shift Change - At least forty-eight (48) hours advance

notification shall be afforded affected employees when work shift changes

lasting less than thirty (30) calendar days are required by the City. In instances

where forty-eight (48) hours advance notification is not provided to an

employee, said employee shall be compensated at the overtime rate of pay for

the first work shift worked under the new schedule.

5.6 Implementation of a four (4) day, forty (40) hour or other alternative work

schedule shall be subject to consultation and agreement with the Union

involved. In administering the four (4) day, forty (40) hour work schedule or

other alternative work schedule, overtime shall be paid for any hours worked in

excess of ten (10) hours per day or forty (40) hours per week. It will be clearly

established whether an alternative work schedule is applicable for a temporary

employee.

5.6.1 For employees who work a four (4) day, forty (40) hour work week or other

alternative work schedule, the following shall apply:

If a holiday is observed on a Saturday or on a Friday that is the normal day off,

the holiday will be taken on the last normal workday. If a holiday is observed

on a Monday that is the normal day off or on a Sunday, the holiday will be taken

on the next normal workday. This schedule will be followed unless the

employee and their supervisor determine that some other day will be taken off

for the holiday; provided, however, that in such case the holiday time must be

used no later than the end of the following pay period. If the holiday falls on a

Tuesday, Wednesday, or Thursday that is the employee’s normal scheduled

day off, the holiday must be scheduled off no later than the end of the following

pay period.

Joint Crafts Council Agreement 20

Effective January 1, 2019 through December 31, 2021

5.6.2 Employees, including those on alternate work schedules, shall receive eight (8)

hours pay per holiday (except as identified in 6.1.2. and 6.2.

Employees working an alternate work schedule during a holiday work week are

permitted to make scheduling or pay status adjustments as follows:

A. Employees may revert back to a 5-day/40-hour work week, in which the

holidays falls, if available.

B. Employees may use vacation or compensatory time to supplement the 8-

hour holiday pay to achieve full pay for the work week without making other

scheduling adjustments, or at the employees’ discretion, to be unpaid.

C. By mutual agreement, pre-arranged between the employee and their

supervisor, employees may work beyond their normally scheduled

workday hours to make up holiday hours. These holiday make-up hours

will not be counted as overtime and must be worked during the work week

in which the holiday falls. In the event that a request for a modified holiday

work week schedule cannot be accommodated, such denial shall not be

arbitrary or capricious.

NOTE: Past practice with regard to holiday pay for employees on alternate

work assignments consistent with the 1991 directive on holiday pay will

continue.

5.7 Any past, present or future work schedule in which an employee, by action of

the City, receives eight (8) hours pay for less than eight (8) hours work per day

may be changed by the City, at any time, so as to require such an employee to

work eight (8) hours per day for eight (8) hours pay.

5.8 Standby Duty - Whenever an employee is placed on Standby Duty by the

City, the employee shall be available to respond to emergency calls and when

necessary, report as directed. Employees who are placed on Standby Duty by

the City shall be paid at a rate of ten percent (10%) of the employee's

straight-time hourly rate of pay. When an employee is required to return to

work while on Standby Duty the Standby Duty pay shall be discontinued for

the actual hours on work duty and compensation shall be provided in

accordance with Section 5.3. An employee may use paid sick leave to be

compensated for eligible sick leave absences from scheduled standby duties.

5.9 Work Outside of Classification - Effective January 1, 2019, work out of class is

a management tool, the purpose of which is to complete essential public

services whenever an employee is assigned by proper authority to perform the

normal, ongoing duties of and accept responsibility of a position.

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Effective January 1, 2019 through December 31, 2021

5.9.1 When the duties of the higher-paid position are clearly outside the scope of an

employee's regular classification for a period of three (3) hours or longer in any

one (1) work week, the employee shall be paid at the out-of-class salary rate

while performing such duties and accepting such responsibility. The out-of-

class rate shall be determined in the same manner as for a promotion.

5.9.2 Proper authority shall be a supervisor and/or Crew Chief, who has been

designated the authority by a manager or director directly above the position

which is being filled out of class, and who has budget management authority of

the work unit.

5.9.3 The City shall have the sole authority to direct its supervisors as to when to

assign employees to a higher classification. Employees must meet the

minimum qualifications of the higher class and must have demonstrated or be

able to demonstrate their ability to perform the duties of the class. (If an

employee is mistakenly assigned out-of-class who does not meet the above

qualifications, the City will stop the practice immediately once discovered and

will see that the out-of-class is paid for work already performed).

5.9.4 The City may work employees out of class across bargaining unit jurisdictions

for a period not to exceed six (6) continuous months for any one position. The

six (6) month period may be exceeded under the following circumstances: 1)

when a hiring freeze exists and vacancies cannot be filled; 2) extended

industrial or off-the-job injury or disability; 3) when a position is scheduled for

abrogation; or 4) a position is encumbered (e.g., an assignment in lieu of a

layoff.

5.9.5 When such circumstances require that an out-of-class assignment be extended

beyond six (6) months for any one position, the City shall notify the union or

unions which represent the employee who is so assigned and/or the body of

work which is being performed on an out-of-class basis. After nine (9) months,

the union which represents the body of work being performed out of class must

concur with any additional extension of the assignment. The union that

represents the body of work will consider all requests on a good faith basis.

5.9.6 The practice of no out-of-class pay for paid leave will continue except that any

sick leave taken in lieu of working a scheduled out-of-class assignment,

regardless of the length of the assignment, must be paid at the same rate as

the out-of-class assignment. Such paid sick leave shall count towards salary

step placement for the out-of-class assignment or in the event of a regular

appointment to the out-of-class title within 12 months of the out-of-class

assignment.

5.9.7 An employee may be temporarily assigned to perform the duties of a lower

classification without a reduction in pay. When employees voluntarily apply for

and voluntarily accept a position in a lower-level classification, they shall

receive the salary rate for the lower class, which, without increase, is nearest

Joint Crafts Council Agreement 22

Effective January 1, 2019 through December 31, 2021

to the salary rate to which such employee was entitled in the higher class. For

such temporary period, the employee shall continue to pay dues to the union

of the higher class. The overtime provisions applicable are those of the contract

covering the bargaining unit position of the work being performed on an

overtime basis. At management’s discretion, an employee may be temporarily

assigned the duties of a lower-level class, or the duties of a class with the same

pay rate range as their primary class, across union jurisdictional lines, with no

change to their regular pay rate. Out-of-class provisions related to threshold

for payment, salary step placement, service credit for salary step placement

and payment for absences do not apply in these instances.

5.9.8 An employee who is temporarily unable to perform the regular duties of their

classification due to an off-the-job injury or illness may opt to perform work

within a lower-paying classification dependent upon the availability of such

work and subject to the approval of the City. The involved employee shall

receive the salary rate for the lower class which, without increase, is nearest to

the salary rate to which such employee was entitled in the higher class.

5.9.9 The City shall make a reasonable effort to accommodate employees who have

an off-the-job injury or illness with light-duty work if such work is available.

5.9.10 Out-of-class work shall be formally assigned in advance of the out-of-class

opportunity created in normal operating conditions. Where the work is not

authorized in advance, it is the responsibility of the proper authority to

determine immediately how to accomplish the duties which would otherwise

constitute an out-of-class assignment. Any employee may request that this

determination be made. The employee will not carry out any duty of the higher-

level position when such duty is not also a duty of their own classification, if the

employee is not formally assigned to perform the duties on an out-of-class

basis.

5.9.11 No employee may assume the duties of the higher-paid position without being

formally assigned to do so except in a bona fide emergency. When an

employee has assumed an out-of-class role in a bona fide emergency, the

individual may apply to their department director for retroactive payment of out-

of-class pay. The decision of the department director as to whether the duties

were performed and whether performance thereof was appropriate shall be

final.

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Effective January 1, 2019 through December 31, 2021

ARTICLE 6 – HOLIDAYS

6.1 The following days, or days in lieu thereof, shall be recognized as paid holidays:

New Year’s Day January 1st

Martin Luther King, Jr.'s Birthday 3rd Monday in January

President’s Day 3rd Monday in February

Memorial Day Last Monday in May

Independence Day July 4th

Labor Day 1st Monday in September

Veteran’s Day November 11th

Thanksgiving Day 4th Thursday in November

Day After Thanksgiving Day Day after Thanksgiving Day

Christmas Day December 25th

Two Personal Holidays (0-9 years of service)

Four Personal Holidays (after completion of 18,720 regular hours)

6.1.1 Whenever any paid holiday falls upon a Sunday, the following Monday shall be

recognized as the paid holiday. Whenever any paid holiday falls upon a

Saturday, the preceding Friday shall be recognized as the paid holiday;

provided however, paid holidays falling on Saturday or Sunday shall be

recognized and paid pursuant to Section 6.4 on those actual days (Saturday or

Sunday) for employees who are regularly scheduled to work those days.

Payment pursuant to Section 6.4 shall be made only once per affected

employee for any one holiday.

6.1.1.1 Employees who have either:

A. Completed eighteen thousand seven hundred and twenty (18,720) hours or

more on regular pay status (Article 7.2) or

B. Are accruing vacation at a rate of .0615 or greater (Article 7.13)

on or before December 31

of the current year shall receive an additional two

(2) personal holidays for a total of four (4) personal holidays (per Article 6.1) to

be added to their leave balance on the pay date of the first full pay period in

January of the following year.

6.1.2 A permanent part-time employee shall receive paid holiday time off (or paid

time off in lieu thereof) based upon straight-time hours compensated during the

pay period immediately prior to the pay period in which the holiday falls. The

amount of paid holiday time off for which the part-time employee is eligible shall

be in proportion to the holiday time off provided for full-time employees. For

example, a full-time employee working eighty (80) hours per pay period would

be eligible for eight (8) hours off with pay on a holiday while a part-time

employee who works forty (40) hours during the pay period preceding the

holiday would be eligible for four (4) hours off with pay.

Joint Crafts Council Agreement 24

Effective January 1, 2019 through December 31, 2021

6.2 To qualify for holiday pay, City employees shall have been on pay status their

normal workday before or their normal workday following the holiday; provided

however, employees returning from non-pay leave who start work the day after

a holiday shall not be entitled to pay for the holiday preceding their first day of

work.

6.3 A Personal Holiday shall be used during the calendar year as a regular holiday.

Use of the Personal Holiday shall be requested in advance. When the Personal

Holiday has been approved in advance and is later canceled by the City with

less than a thirty (30) day advance notice, the employee shall have the option

of rescheduling the day or receiving holiday premium pay pursuant to Section

6.4 for all time worked on the originally scheduled Personal Holiday.

6.4 An employee who has been given at least forty-eight (48) hours advance

notification and who is required to work on a holiday shall be paid for the holiday

at their regular straight-time hourly rate of pay and, in addition, the employee

shall receive one and one-half (1½) times their regular straight-time hourly rate

of pay for those hours worked on the holiday; or by mutual agreement between

the affected employee and the City, the employee may receive one and one-

half (1½) times those hours worked in the form of compensatory time off to be

taken at another mutually agreed-upon date.

6.5 In the event an employee is required to work without having been given at least

a forty-eight (48) hours advance notification on a holiday the employee normally

would have off with pay, said employee shall be paid for the holiday at their

regular straight-time hourly rate of pay and, in addition, the employee shall

receive two (2) times their regular straight-time hourly rate of pay for those

hours worked on the holiday; or by mutual agreement between the affected

employee and the City, the employee may receive two (2) times those hours

worked in the form of compensatory time off to be taken at another mutually

agreed-upon date.

Joint Crafts Council Agreement 25

Effective January 1, 2019 through December 31, 2021

ARTICLE 7 – ANNUAL VACATION

7.1 Annual vacations with pay shall be granted to eligible employees computed at

the rate shown in Section 7.3 for each hour on regular pay status as shown on

the payroll, but not to exceed eighty (80) hours per pay period.

7.2 Regular pay status is defined as regular straight-time hours of work plus paid

time off such as vacation time, holiday time off, compensatory time and sick

leave. At the discretion of the City, up to one hundred sixty (160) hours per

calendar year of unpaid leave of absence may be included as service for

purposes of accruing vacation. Time lost by reasons of disability for which an

employee is compensated by Industrial Insurance or Charter Disability

provisions shall not be considered absence. An employee who returns after

layoff shall be given credit for such prior service.

7.3 The vacation accrual rate shall be determined in accordance with the rates set

forth in Column No. 1. Column No. 2 depicts the corresponding equivalent

annual vacation for a regular full-time employee. Column No. 3 depicts the

maximum number of vacation hours that can be accrued and accumulated by

an employee at any time.

COLUMN NO. 1 COLUMN NO. 2 COLUMN NO. 3

ACCRUAL RATE EQUIVALENT ANNUAL MAXIMUM

VACATION VACATION

Hours on Vacation FOR FULL-TIME EMPLOYEE BALANCE

Regular Earned Years of Working Days Working Hours

Pay Status Per Hour Service Per Year Per Year Maximum Hours

0 through 08320 ............ 0460 0 through 4 . 12 (96) 192

08321 through 18720 ...... .0577 5 through 9 . 15 (120) 240

18721 through 29120 ...... .0615 10 through 14 16 (128) 256

29121 through 39520 ...... .0692 15 through 19 18 (144) 288

39521 through 41600 ...... .0769 20 ................. 20 (160) 320

41601 through 43680 ...... .0807 21 ................. 21 (168) 336

43681 through 45760 ...... .0846 22 ................. 22 (176) 352

45761 through 47840 ...... .0885 23 ................. 23 (184) 368

47841 through 49920 ...... .0923 24 ................. 24 (192) 384

49921 through 52000 .0961 25 ………….. 25 (200) 400

52001 through 54080 ...... .1000 26 ................. 26 (208) 416

54081 through 56160 ...... .1038 27 ................. 27 (216) 432

56161 through 58240 ...... .1076 28 ................. 28 (224) 448

58241 through 60320 ...... .1115 29 ................. 29 (232) 464

60321 and over .1153 30 ................. 30 (240) 480

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Effective January 1, 2019 through December 31, 2021

7.4 An employee who is eligible for vacation benefits shall accrue vacation from

the date of entering City service or the date upon which the employee became

eligible and may accumulate a vacation balance which shall never exceed at

any time two (2) times the number of annual vacation hours for which the

employee is currently eligible. Accrual and accumulation of vacation time shall

cease at the time an employee's vacation balance reaches the maximum

balance allowed and shall not resume until the employee's vacation balance is

below the maximum allowed.

7.5 Employees may, with Department approval, use accumulated vacation with

pay after completing one thousand forty (1,040) hours on regular pay status.

Effective December 25, 2019, the requirement that the employee must

complete one thousand forty (1,040) hours on regular pay status prior to using

vacation time shall end.

7.6 In the event that the City cancels an employee's already scheduled and

approved vacation, leaving no time to reschedule such vacation before the

employee's maximum balance will be reached, the employee's vacation

balance will be permitted to exceed the allowable maximum and the employee

shall continue to accrue vacation for a period of up to three (3) months if such

exception is approved by both the Department Head and the Seattle Human

Resources Director in order to allow rescheduling of the employee's vacation.

In such cases the Department Head shall provide the Seattle Human

Resources Director with the circumstances and reasons leading to the need for

such an extension. No extension of this grace period shall be allowed.

7.7 “Service year” is defined as the period of time between an employee's date of

hire and the one-year anniversary date of the employee's date of hire or the

period of time between any two (2) consecutive anniversaries of the employee's

date of hire thereafter.

7.8 The minimum vacation allowance to be taken by an employee shall be one-half

(½) of a day, or at the discretion of the Department Head, such lesser amount

as may be approved by the Department Head.

7.9 An employee who separates from City service for any reason shall be paid in

a lump-sum for any unused vacation the employee has accrued.

7.10 Upon the death of an employee in active service, pay shall be allowed for any

vacation earned in the preceding year and in the current year and not taken

prior to the death of such employee.

7.11 Where an employee has exhausted their sick leave balance, the employee may

use vacation for further leave for medical reasons subject to verification by the

employee’s medical care provider for absences of more than three (3)

continuous days. Employees who are called to active military service or who

respond to requests for assistance from Federal Emergency Management

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Effective January 1, 2019 through December 31, 2021

Agency (FEMA) may, at their option, use accrued vacation in conjunction with

a leave of absence.

7.12 The Department Head shall arrange vacation time for employees on such

schedules as will least interfere with the functions of the department, but which

accommodate the desires of the employees to the greatest degree feasible.

7.13 Employees with prior regular City service who are appointed to regular

positions within the City shall begin accruing vacation at the rate which was

applicable upon their most recent separation from regular City service. Regular

City service (on or before December 31, 1992) in the Seattle-King County

Health Department will be considered as City service.

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Effective January 1, 2019 through December 31, 2021

ARTICLE 8 – SICK LEAVE, BEREAVEMENT LEAVE

EMERGENCY LEAVE, AND VEBA

8.1 Sick Leave – Sick leave shall be defined as paid time off from work for a

qualifying reason under Article 8.1 of this Agreement. Employees shall

accumulate sick leave credit at the rate of .046 hours for each hour on regular

pay status as shown on the payroll, but not to exceed forty (40) hours per week.

If an employee’s overall accrual rate falls below the accrual rate required by

SMC 14.16 (Paid Sick and Safe Time) the employee shall be credited with sick

leave hours so that the employee’s total sick leave earned per calendar year

meets the minimum accrual requirements of SMC 14.16. New employees

entering City service shall not be entitled to use sick leave with pay during the

first thirty (30) days of employment but shall accrue sick leave credits during

such thirty (30) day period. An employee is authorized to use paid sick leave

for hours that the employee was scheduled to have worked for the following

reasons:

A. An absence resulting from an employee's mental or physical illness,

injury, or health condition; to accommodate the employee's need for

medical diagnosis, care, treatment of a mental or physical illness, injury,

or health condition, or preventive care; or as otherwise required by SMC

14.16 and other applicable laws such as RCW 49.46.210; or

B. To allow the employee to provide care for an eligible family member as

defined by Seattle Municipal Code SMC 4.24.005 with a mental or

physical illness, injury, or health condition; or care for a family member

who needs preventative medical care, or as otherwise required by SMC

14.16 and other applicable laws such as RCW 49.46.210; or

C. When the employee's place of business has been closed by order of a

public official for any health-related reason, or when an employee's

child's school or place of care has been closed for such reason, or as

otherwise required by SMC 14.16 and other applicable laws such as

RCW 49.46.210.

D. Absences that qualify for leave under the Domestic Violence Leave Act,

Chapter 49.76 RCW.

E. The non-medical care of a newborn child of the employee or the

employee's spouse or domestic partner; or

F. The non-medical care of a dependent child placed with the employee or

the employee's spouse or domestic partner for purposes of adoption,

including any time away from work prior to or following placement of the

child to satisfy legal or regulatory requirements for the adoption.

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Effective January 1, 2019 through December 31, 2021

Sick leave used for the purposes contemplated by Article 8.1.E and F must

end before the first anniversary of the child’s birth or placement.

8.1.1 Abuse of paid sick leave or use of paid sick leave not for an authorized purpose

may result in denial of sick leave payment and/or discipline up to and including

dismissal

8.1.2 Unlimited sick leave credit may be accumulated.

8.1.3 Upon retirement, a portion of an employee’s unused sick leave accruals will be

directed in accordance with the VEBA provisions set forth in Section 8.4 of this

Article.

8.1.3.1 Cash payments of unused sick leave may be deferred for a period of one (1)

year or less, providing the employee notifies their Department Human

Resources Office of their desires at the time of retirement. Request for deferred

cash payments of unused sick leave shall be made in writing.

8.1.4 Upon the death of an employee, either by accident or natural causes, twenty-

five percent (25%) of such employee's accumulated sick leave credits shall be

paid to their designated beneficiary.

8.1.5 Change in position or transfer to another City department shall not result in

loss of accumulated sick leave. An employee reinstated or re-employed

within one (1) year in the same or another department, after termination of

service for any reason, shall be credited with all unused sick leave

accumulated prior to such termination.

8.1.5.1 Regular or benefits eligible temporary employees who are reinstated or

rehired within twelve (12) months of separation in the same or another

department after any separation, including dismissal for cause, resignation, or

quitting, shall have unused accrued sick leave reinstated as required by

Seattle Municipal Code 14.16 and other applicable laws, such as RCW

49.46.210.

8.1.6 In order to receive paid sick leave for reasons provided in Article 8.1.A – 8.1.D,

an employee shall be required to provide verification that the employee’s use

of paid sick leave was for an authorized purpose, consistent with SMC 14.16

and other applicable laws such as RCW 49.46.210. However, an employee

shall not be required to provide verification for absences of less than four

consecutive days.

8.1.7 Conditions Not Covered - Employees shall not be eligible for sick leave when:

A. Suspended or on leave without pay and when laid off or on other non-pay

status.

B. Off work on a holiday.

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Effective January 1, 2019 through December 31, 2021

C. An employee works during his free time for an Employer other than the City

of Seattle and their illness or disability arises therefrom.

8.1.8 Prerequisites for Payment - The following applicable requirements shall be

fulfilled in order to establish an employee's eligibility for sick leave benefits.

8.1.8.1 Prompt Notification - The employee shall promptly notify the immediate

supervisor, by telephone or otherwise, on the first day off due to illness and

each day thereafter unless advised otherwise by the immediate supervisor. For

those absences of more than one day, notification on their first day off with an

expected date of return shall suffice. The employee shall advise the supervisor

of any change in expected date of return. If an employee is on a special work

schedule, particularly where a relief replacement is necessary when the

employee is absent, the employee shall notify the immediate supervisor as far

as possible in advance of the scheduled time to report for work.

8.1.8.2 Notification While On Paid Vacation Or Compensatory Time Off - If an

employee is injured or is taken ill while on paid vacation or compensatory time

off, the employee shall notify their department on the first day of disability that

they will be using paid sick leave. A doctor's statement or other acceptable

proof of illness or disability, while on vacation or compensatory time off, must

be presented for absences greater than three (3) continuous days.

8.1.8.3 Claims to be in 15-Minute Increments - Sick leave shall be claimed in fifteen

(15) minute increments to the nearest full fifteen (15) minute increment, a

fraction of less than eight (8) minutes being disregarded. Separate portions of

absence interrupted by a return to work shall be claimed on separate

application forms.

8.1.8.4 Limitations of Claims - All sick leave claims shall be limited to the actual amount

of time lost due to illness or disability. The total amount of sick leave claimed

in any pay period by an employee shall not exceed the employee's sick leave

accumulation as shown on the payroll for the pay period immediately preceding

their illness or disability. It is the responsibility of their department to verify that

sick leave accounts have not been overdrawn; and if a claim exceeds the

accrued number of hours an employee has to their credit, the department shall

correct their application.

8.1.8.5 Rate of Pay for Sick Leave Used - An employee who uses paid sick leave shall

be compensated at the straight time rate of pay as required by SMC 14.16,

and other applicable laws, such as RCW 49.46.210. For example, an

employee who misses a scheduled night shift associated with a graveyard

premium pay would receive the premium for those hours missed due to sick

leave. For employees who use paid sick leave hours that would have been

overtime if worked, the City will apply requirements of Seattle Municipal Code

14.16 and applicable laws such as RCW 49.46.210. (See also Articles 5.8,

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Effective January 1, 2019 through December 31, 2021

5.9.6 and 14.29.2 for sick leave use and rate of pay for standby duties, out-of-

class assignments and shift premium).

8.1.8.6 Sick Leave Transfer Program - Employees shall be afforded the option to

transfer and/or receive sick leave in accordance with the terms and conditions

of the City's Sick Leave Transfer Program as established and set forth by City

Ordinance. All benefits and/or rights existing under such program may be

amended and/or terminated at any time as may be determined appropriate by

the City. All terms, conditions and/or benefits of such program shall not be

subject to the grievance procedure.

8.2 Bereavement Leave - Regular employees covered by this Agreement shall be

allowed five (5) days off without salary deduction for bereavement purposes in

the event of the death of any close relative.

8.2.1 In like circumstances and upon like application the Department Head or

designee may authorize bereavement leave in the event of death of a relative

other than a close relative, not to exceed five (5) days chargeable to the sick

leave account of an employee.

8.2.2 For purposes of this Section, the term “close relative” shall mean the spouse

or domestic partner, child, mother, stepmother, father, stepfather, brother,

sister, grandchild, grandfather or grandmother of the employee or spouse or

domestic partner, an employee’s legal guardian, ward or any person over

whom the employee has legal custody, and the term “relative other than a close

relative” shall mean the uncle, aunt, cousin, niece, nephew or the spouse or

domestic partner of the brother, sister, child or grandchild of the employee or

spouse or domestic partner; or the uncle, aunt, cousin, niece, nephew or the

spouse or domestic partner of the brother, or sister of the spouse or domestic

partner of such employee.

8.3 Emergency Leave - One (1) day or a portion thereof per Agreement year

without loss of pay may be taken off subject to approval of the employee's

Supervisor and/or Department Head when it is necessary that the employee be

immediately off work to attend to one of the following situations, either of which

necessitates immediate action on the part of the employee:

A. The employee's spouse, domestic partner, child, parents, or grandparents

has unexpectedly become seriously ill or has had a serious accident; or

B. An unforeseen occurrence with respect to the employee's household (e.g.,

fire, flood or ongoing loss of power). “Household” shall be defined as the

physical aspects, including pets, of the employee's residence or vehicle; or

C. The emergency leave benefit must also be available to the employee in the

event of inclement weather or natural disaster within the City limits or within

the city or county in which the member resides that makes it impossible or

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Effective January 1, 2019 through December 31, 2021

unsafe for the employee to physically commute to their normal work site at

the start of their normal shift.

D. A “day” of emergency leave may be used for separate incidents in one (1)

hour increments. The total hours compensated under this provision,

however, shall not exceed eight (8) hours in a contract year.

8.4 Retirement VEBA - Each bargaining unit will conduct a vote to determine whether

to participate in a Health Reimbursement Account (HRA) Voluntary Employee

Benefits Association (VEBA) to provide post-retirement medical expense benefits

to members who retire from City service.

8.4.1 Contributions from Unused Paid Time off at Retirement

A. Eligibility-to-Retire Requirements:

1. 5 – 9 years of service and are age 62 or older

2. 10 – 19 years of service and are age 57 or older

3. 20 – 29 years of service and are age 52 or older

4. 30 years of service and are any age

B. The City will provide each bargaining unit with a list of its members who are

expected to meet any of the criteria in paragraph A above as of December 31,

2021.

C. If the members of the bargaining unit who have met the criteria described in

paragraph A above vote to require VEBA contributions from unused paid time

off, then all members of the bargaining unit who are eligible to retire and those

who become eligible during the life cycle of this contract shall, as elected by

the voting members of the bargaining unit:

1. Contribute 35% of their unused sick leave balance into the VEBA upon

retirement; or

2. Contribute 50% of their unused vacation leave balance into the VEBA upon

retirement; or

3. Contribute both 35% of their unused sick leave balance and 50% of their

unused vacation leave balance upon retirement.

D. If the members of the bargaining unit who have satisfied the eligibility-to-retire

requirements described in paragraph A above as of December 31, 2021, do

not vote to require VEBA contributions from unused sick leave, members may

either:

1. Transfer 35% of their unused sick leave balance to the City of Seattle

Voluntary Deferred Compensation Plan, subject to the terms of the Plan and

applicable law; or

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Effective January 1, 2019 through December 31, 2021

2. Cash out their unused sick leave balance at 25% to be paid on their final

paycheck.

In either case, the remaining balance of the member’s unused sick leave will

be forfeited.

8.4.2 Contributions from Employee Wages (all regular employees who are part

of the bargaining unit)

A. Each bargaining unit will conduct a vote for all regular employees, as

defined in the City’s employer personnel manual, to determine whether to

participate in a Health Reimbursement Account (HRA) Voluntary Employee

Benefits Association (VEBA) for active employees to participate in an Active

VEBA. Once they begin participating in the VEBA, employees may file

claims for eligible expenses as provide under the terms of the VEBA.

B. If the bargaining unit votes to require VEBA contributions from employee

wages, then all members of the bargaining unit shall, as elected by the

bargaining unit as to all of its members, make a mandatory employee

contribution of one of the amounts listed below into the VEBA while

employed by the City:

1. $25 per month, or

2. $50 per month.

8.4.2.1 Allocation of Responsibility - The City assumes no responsibility for the tax

consequences of any VEBA contributions made by or on behalf of any member.

Each union that elects to require VEBA contributions for the benefit of its

members assumes sole responsibility for insuring that the VEBA complies with

all applicable laws, including, without limitation, the Internal Revenue Code,

and agrees to indemnify and hold the City harmless for any taxes, penalties

and any other costs and expenses resulting from such contributions.

8.5 Sabbatical Leave and VEBA – Members of a bargaining unit that votes to

accept the VEBA and who meet the eligible-to-retire criteria are not eligible to

cash out their sick leave at 25% as a part of their sabbatical benefit. Members

who do not meet the eligible-to-retire criteria may cash out their sick leave at

25% in accordance with the sabbatical benefit.

8.6 Paid Parental Leave - Employees who meet the eligibility requirements of the

Seattle Municipal Code Chapter 4.27, “Paid Parental Leave,” may take leave

for bonding with their new child.

Joint Crafts Council Agreement 34

Effective January 1, 2019 through December 31, 2021

ARTICLE 9 – INDUSTRIAL INJURY OR ILLNESS

9.1 Any employee who is disabled in the discharge of their duties and if such

disablement results in absence from their regular duties, shall be compensated,

except as otherwise hereinafter provided, in the amount of eighty percent (80%)

of the employee's normal hourly rate of pay, not to exceed two hundred and

sixty-one (261) regularly scheduled workdays counted from the first regularly

scheduled workday after the day of the on-the-job injury; provided the disability

sustained must qualify the employee for benefits under State Industrial

Insurance and Medical Aid Acts.

9.1.1 Whenever an employee is injured on the job and compelled to seek immediate

medical treatment, the employee shall be compensated in full for the remaining

part of the day of injury without effect to their sick leave or vacation or other

paid leave account. Scheduled workdays falling within only the first three (3)

calendar days following the day of injury shall be compensable through accrued

sick leave. Any earned vacation or other paid leave may be used in a like

manner after sick leave is exhausted, provided that, if neither accrued sick

leave nor accrued vacation or other paid leave is available, the employee shall

be placed on no pay status for these three (3) days. If the period of disability

equals or extends beyond fourteen (14) calendar days, then (1) any accrued

sick leave, vacation, or other paid leave utilized due to absence from their

regular duties as provided for in this section shall be reinstated and the

employee shall be paid in accordance with Section 9.1 which provides payment

at the eighty percent (80%) rate, or (2) if no sick leave, vacation, or other paid

leave was available to the employee at that time, then the employee shall

thereafter be compensated for the three (3) calendar days at the eighty percent

(80%) compensation rate described in Section 9.1.

9.1.2 Such compensation shall be authorized by the Seattle Human Resources

Director or their designee with the advice of such employee's Department Head

on request from the employee supported by satisfactory evidence of medical

treatment of the illness or injury giving rise to such employee's claim for

compensation under SMC 4.44, as now or hereinafter amended.

9.1.3 In no circumstances will the amount paid under these provisions exceed an

employee’s gross pay minus mandatory deductions (taxes, retirement). This

provision shall become effective when SMC 4.44 - Disability Compensation is

revised to incorporate this limit.

9.1.4 Employees must meet the standards listed in SMC 4.44.020 to be eligible for

the benefit amount provided herein which exceeds the rate required to be paid

by state law, hereinafter referred to as supplemental benefits. These standards

require that employees: (1) comply with all Department of Labor and Industries

rules and regulations and related City of Seattle and employing department

policies and procedures; (2) respond, be available for and attend medical

appointments and treatments and meetings related to rehabilitation, and work

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Effective January 1, 2019 through December 31, 2021

hardening, conditioning or other treatment arranged by the City and authorized

by the attending physician; (3) accept modified or alternative duty assigned by

supervisors when released to perform such duty by the attending physician; (4)

attend all meetings scheduled by the City of Seattle Workers’ Compensation

unit or employing department concerning the employee’s status or claim when

properly notified at least five (5) working days in advance of such meeting

unless other medical treatment conflicts with the meeting and the employee

provides twenty-four (24) hours’ notice of such meeting or examination.

9.1.4.1 The City will provide a copy of the eligibility requirements to employees when

they file a workers’ compensation claim. If records indicate two (2) no-shows,

supplemental benefits may be terminated no sooner than seven (7) calendar

days after notification to the employee.

9.2 Compensation for holidays and earned vacation falling within a period of

absence due to such disability shall be at the normal rate of pay, but such days

shall not be considered as regularly scheduled workdays as applied to the time

limitations set forth within Section 9.1. Disabled employees affected by the

provisions of SMC 4.44 shall continue to accrue vacation and sick leave as

though actively employed during the period set forth within Section 9.1.

9.3 Any employee eligible for the benefits provided by SMC 4.44 whose disability

prevents them from performing their regular duties, but in the judgment of their

physician could perform duties of a less strenuous nature, shall be employed

at their normal rate of pay in such other suitable duties as the Department Head

shall direct, with the approval of such employee's physician until the Seattle

Human Resources Director requests closure of such employee's claim

pursuant to SMC 4.44, as now or hereinafter amended.

9.4 Sick leave shall not be used for any disability herein described except as

allowed in Section 9.1.

9.5 The afore-referenced disability compensation shall be understood to be in lieu

of State Industrial Insurance Compensation and Medical Aid.

9.6 Appeals of any denials under this Article shall be made through the Department

of Labor and Industries as prescribed in Title 51 R.C.W.

9.7 The parties agree either may reopen for negotiation the terms and conditions

of this Article.

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Effective January 1, 2019 through December 31, 2021

ARTICLE 10 – PROBATIONARY PERIOD AND TRIAL SERVICE PERIOD

10.1 The following shall define terms used in this Article:

10.1.1 Probationary Period - A twelve (12) month period of employment following an

employee's initial regular appointment within the Civil Service to a position.

10.1.2 Regular Appointment - The authorized appointment of an individual to a

position covered by Civil Service.

10.1.3 Trial Service Period/Regular Subsequent Appointment - A twelve (12) month

trial period of employment of a regular employee beginning with the effective

date of a subsequent, regular appointment from one classification to a different

classification; through promotion or transfer to a classification in which the

employee has not successfully completed a probationary or trial service period;

or rehire from a Reinstatement Recall List to a department other than that from

which the employee was laid off.

10.1.4 Regular Employee - An employee who has successfully completed a twelve

(12) month probationary period and has had no subsequent break in service as

occasioned by quit, resignation, discharge for just cause or retirement.

10.1.5 Revert - To return an employee who has not successfully completed their trial

service period to a vacant position in the same class and former department (if

applicable) from which the employee was appointed.

10.1.6 Reversion Recall List - If no such vacancy exists to which the employee may

revert, the employee will be removed from the payroll and their name placed

on a Reversion Recall List for the class/department from which the employee

was removed.

10.2 Probationary Period/Status of Employee - Employees who are initially

appointed to a position shall serve a probationary period of twelve (12) months.

10.2.1 The probationary period shall provide the department with the opportunity to

observe a new employee's work, to train and aid the new employee in

adjustment to the position, and to terminate any employee whose work

performance fails to meet the required standards.

10.2.2 An employee shall become regular after having completed their probationary

period unless the individual is dismissed under provisions of Section 10.3 and

Section 10.3.1.

10.3 Probationary Period/Dismissal - An employee may be dismissed during their

probationary period after having been given written notice five (5) working days

prior to the effective date of dismissal. However, if the department believes the

best interest of the City requires the immediate dismissal of the probationary

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Effective January 1, 2019 through December 31, 2021

employee, written notice of only one (1) full working day prior to the effective

date of the dismissal shall be required. The reasons for the dismissal shall be

filed with the Seattle Human Resources Director and a copy sent to the Union.

10.3.1 An employee dismissed during their probationary period shall not have the right

to appeal the dismissal. When proper advance notice of the dismissal is not

given, the employee may enter an appeal (for payment of up to five (5) days’

salary), which the employee would have otherwise received had proper notice

been given. If such a claim is sustained, the employee shall be entitled to the

appropriate payment of salary but shall not be entitled to reinstatement.

10.4 Trial Service Period - An employee who has satisfactorily completed their

probationary period and who is subsequently appointed to a position in another

classification shall serve a twelve (12) month trial service period, in accordance

with Section 10.1.3.

10.4.1 The trial service period shall provide the department with the opportunity to

observe the employee's work and to train and aid the employee in adjustment

to the position, and to revert such an employee whose work performance fails

to meet required standards.

10.4.2 An employee who has been appointed from one classification to another

classification within the same or different department and who fails to

satisfactorily complete the trial service period shall be reverted to a vacant

position within that department and classification from which the employee was

appointed.

10.4.3 Where no such vacancy exists, such employee shall be given fifteen (15)

calendar days' written notice prior to being placed on a Reversion Recall List

for their former department and former classification and being removed from

the payroll.

10.4.4 An employee’s trial service period may be extended up to three (3) additional

months by written mutual agreement between the department, the employee

and the Union, subject to approval by the Seattle Human Resources Director

prior to expiration of the trial service period.

10.4.5 Employees who have been reverted during the trial service period shall not

have the right to appeal the reversion.

10.4.6 The names of regular employees who have been reverted for purposes of re-

employment in their former department shall be placed upon a Reversion

Recall List for the same classification from which they were promoted or

transferred for a period of one (1) year from the date of reversion.

10.4.7 If a vacancy is to be filled in a department and a valid Reversion Recall List for

the classification for that vacancy contains the name(s) of eligible employees

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Effective January 1, 2019 through December 31, 2021

who have been removed from the payroll from that classification and from that

department, such employees shall be reinstated in order of their length of

service in that classification. The employee who has the most service in that

classification shall be the first reinstated.

10.4.8 An employee whose name is on a Valid Reversion Recall List for a specific job

classification who accepts employment with the City in that same job

classification shall have their name removed from the Reversion Recall List.

Refusal to accept placement from a Reversion Recall List to a position the

same, or essentially the same, as that which the employee previously held shall

cause an employee’s name to be removed from the Reversion Recall List,

which shall terminate rights to reemployment under this Reversion Recall List

provision.

10.4.9 An employee whose name is on a valid Reversion Recall List who accepts

employment with the City in another class and/or department shall have their

name removed from the Reversion Recall List.

10.4.10 A reverted employee shall be paid at the step of the range which the employee

normally would have received had the employee not been appointed.

10.5 Subsequent Appointments During Probationary Period Or Trial Service Period

If a probationary employee is subsequently appointed in the same classification

from one department to another, the receiving department may, with approval

of the Seattle Human Resources Director, require that a complete twelve (12)

month probationary period be served in that department. If a regular employee

or an employee who is still serving a trial service period is subsequently

appointed in the same classification from one department to another, the

receiving department may, with the approval of the Seattle Human Resources

Director, require that a twelve (12) month trial service period be served in that

department.

10.5.1 If a probationary employee is subsequently appointed to a different

classification in the same or different department, the employee shall serve a

complete twelve (12) month probationary period in the new classification. If a

regular employee is subsequently appointed to a different classification in the

same or different department, the employee shall serve a complete twelve (12)

month trial service period in the new classification.

10.5.2 Within the same department, if a regular employee is appointed to a higher

classification while serving in a trial service period, the trial service period for

the lower classification and the new trial service period for the higher

classification shall overlap provided that the higher and lower classifications

are in the same or a closely related field. The employee shall complete the

term of the original trial service period and be given regular status in the lower

classification. Such employee shall also be granted the rights normally

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accruing to trial service for the remainder of the trial service period in the higher

classification.

10.5.3 Within the same department, if a probationary employee is regularly appointed

to a higher classification while serving in a probationary period, the

probationary period and the new trial service period for the higher classification

shall overlap provided the higher and the lower classifications are in the same

or a closely related field. The employee shall complete the term of the original

probationary period and be given regular standing in the lower class. Such

employee shall also be granted the rights normally accruing to trial service for

the remainder of the trial service period in the higher classification.

10.6 The probationary period shall be equivalent to twelve (12) months of service

following regular appointment. Occasional absences due to illness or other

protected leave under SMC 14.16 or other laws including RCW 49.46.210,

vacations, jury duty, and military leaves shall not result in an extension of the

probationary period, but upon approval of the Seattle Human Resources

Director, an employee's probationary period may be extended so as to include

the equivalent of a full twelve (12) months of actual service where there are

numerous absences.

10.7 Nothing in this Article shall be construed as being in conflict with provisions of

Article 11.

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Effective January 1, 2019 through December 31, 2021

ARTICLE 11 – TRANSFERS, VOLUNTARY REDUCTION, LAYOFF AND RECALL

11.1 Transfers - The transfer of an employee shall not constitute a promotion except

as provided in Section 11.1.2.(5).

11.1.1 Intra-departmental Transfers - An appointing authority may transfer an

employee from one position to another position in the same class in their

department without prior approval of the Seattle Human Resources Director,

but must report any such transfer to the Seattle Department of Human

Resources within five (5) days of its effective date.

11.1.2 Other transfers may be made upon consent of the appointing authorities of the

departments involved and with the Seattle Human Resources Director's

approval as follows:

A. Transfer in the same class from one department to another.

B. Transfer to another class in the same or a different department in case of

injury in line of duty either with the City service or with the armed forces in

time of war, resulting in permanent partial disability, where showing is made

that the transferee is capable of satisfactorily performing the duties of the

new position.

C. Transfer, in lieu of layoff, may be made to a position in the same class to a

different department, upon showing that the transferee is capable of

satisfactorily performing the duties of the position, and that a regular, trial

service or probationary employee is not displaced. The employee subject

to layoff shall have this opportunity to transfer provided there is no one on

the Reinstatement Recall List for the same class for that department. If

there is more than one employee eligible for transfer in lieu of layoff in the

same job title, the employee names shall be placed on a layoff transfer list

in order of job class seniority. Eligibility to choose this opportunity to transfer

is limited to those employees who have no rights to other positions in the

application of the layoff language herein including Section 11.3.4.

1. A department will be provided with the names of eligible employees and

their job skills. The department will fill the position with the most senior

employee with the job skills needed for the position. The department

may test or otherwise affirm the employee has the skills and ability to

perform the work.

2. An employee on the layoff transfer list who is not placed in another

position prior to layoff shall be eligible for placement on the

Reinstatement Recall List pursuant to Section 11.4.

C. Transfer, in lieu of layoff, may be made to a single position in another class

in the same or a different department, upon showing that the transferee is

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capable of satisfactorily performing the duties of the position, and that a

regular, trial service or probationary employee is not displaced.

E. Transfer, in lieu of layoff, may be made to a single position in another class

when such transfer would constitute a promotion or advancement in the

service provided a showing is made that the transferee is capable of

satisfactorily performing the duties of the position and that a regular, trial

service or probationary employee is not displaced and when transfer in lieu

of layoff under Section 11.1.2.(4) is not practicable.

F. The Seattle Human Resources Director may approve a transfer under

Sections 11.1.2 (1), (2), (3), (4) or (5) above with the consent of the

appointing authority of the Receiving Department only, upon a showing of

the circumstances justifying such action.

G. Transfer may be made to another similar class with the same maximum rate

of pay in the same or a different department upon the Director's approval of

a written request by the appointing authority.

11.1.2.1 Employees transferred pursuant to the provisions of Section 11.1.2 shall serve

probationary and/or trial service periods as may be required in Article 10,

Sections 10.5, 10.5.1, 10.5.2, and 10.5.3.

11.1.3 Notwithstanding any provision to the contrary as may be contained elsewhere

within this Article, regular employees shall be given priority consideration for

lateral transfer to any open position in the same classification within their

department.

11.1.4 Notwithstanding any provision to the contrary as may be contained elsewhere

within this Article, regular part-time employees shall be given priority

consideration for full-time positions in the same classification which become

available within their department.

11.2 Voluntary Reduction - A regularly appointed employee may be reduced to a

lower class upon their written request stating their reason for such reduction,

if the request is concurred in by the appointing authority and is approved by the

Seattle Human Resources Director. Such reduction shall not displace any

regular, trial service or probationary employee.

11.2.1 The employee so reduced shall be entitled to credit for previous regular service

in the lower class and to other service credit in accordance with Section 11.5.

Upon a showing, concurred in by the appointing authority of the department

that the reason for such voluntary reduction no longer exists, the Seattle

Human Resources Director may restore the employee to their former status.

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Effective January 1, 2019 through December 31, 2021

11.3 Layoff - The City shall notify the Union and the affected employees in writing at

least two (2) weeks in advance whenever possible, when a layoff is imminent

within the bargaining unit.

11.3.1 Layoff - Layoff for purposes of this Agreement shall be defined as the

interruption of employment and suspension of pay of any regular, trial service

or probationary employee because of lack of work, lack of funds or through

reorganization. Reorganization when used as a criterion for layoff under this

Agreement shall be based upon specific policy decision(s) by legislative

authority to eliminate, restrict or reduce functions or funds of a particular

department.

11.3.2 In a given class in a department, the following shall be the order of layoff:

A. Interim appointees

B. Temporary or intermittent employees not earning service credit.

C. Probationary employees*

D. Trial service employees* (who cannot be reverted in accordance with

Section 10.4.2.)

E. Regular employees* in order of their length of service, the one with the least

service being laid off first.

* Except as their layoff may be affected by military service.

11.3.3 However, the City may lay off out of the order described above for one or more

of the reasons cited below:

A. Upon showing by the appointing authority that the operating needs of the

department require a special experience, training, or skill.

B. When (1) women or minorities are substantially underrepresented in an

“EEO” category within a department; or (2) a planned layoff would produce

substantial underrepresentation of women or minorities; and (3) such layoff

in normal order would have a negative, disparate impact on women or

minorities; then the Seattle Human Resources Director shall make the

minimal adjustment necessary in the order of layoff in order to prevent the

negative disparate impact.

11.3.4 At the time of layoff, a regular employee or a trial service employee (per 11.3.2

above) shall be given an opportunity to accept reduction (bump) to the next

lower class in a series of classes in their department or the employee may be

transferred as provided in Section 11.1.2(3). An employee so reduced shall be

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entitled to credit for any previous regular service in the lower class and to other

service credit in accordance with Section 11.5.

11.4 Recall - The names of regular, trial service, or probationary employees who

have been laid off shall be placed upon a Reinstatement Recall List for the

same class and for the department from which laid off for a period for one (1)

year from the date of layoff.

11.4.1 Anyone on a Reinstatement Recall List who becomes a regular employee in

the same class in another department shall lose their reinstatement rights in

their former department.

11.4.2 Refusal to accept work from a Reinstatement Recall List shall terminate all

rights granted under this Agreement; provided, no employee shall lose

reinstatement eligibility by refusing to accept appointment in a lower class.

11.4.3 If a vacancy is to be filled in a given department and a Reinstatement Recall

List for the classification for that vacancy contains the names of eligible

employees who were laid off from that classification, the following shall be the

order of the Reinstatement Recall List:

A. Regular employees laid off from the department having the vacancy in the

order of their length of service. The regular employee on the Reinstatement

Recall List who has the most service credit shall be first reinstated.

B. Trial service employees laid off from the department having the vacancy in

the order of their length of service. The trial service employee on the

Reinstatement Recall List who has the most service credit shall be first

reinstated.

C. Probationary employees laid off from the department having the vacancy

without regard to length of service. The names of all these probationary

employees shall be listed together on the Reinstatement Recall List.

D. Regular employees laid off from the same classification in another City

department and regular employees on a Layoff Transfer List. The regular

employee on this combined list who has the most service credit and who

has the job skills necessary for the vacant position will be offered

employment on a trial basis in said vacancy. The trial service provisions of

Article 10, Section 10.4 shall apply.

E. Trial service employees laid off from the same classification in another City

department and trial service employees on a Layoff Transfer List. The trial

service employee on this combined list who has the most service credit and

who has the job skills necessary for the vacant position will be offered

employment on a trial basis in said vacancy. The trial service provisions of

Article 10, Section 10.4 shall apply.

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F. Probationary employees laid off from the same classification in another City

department and probationary employees on the Layoff Transfer List without

regard to length of service. The names of all these probationary employees

shall be listed together on the Reinstatement Recall List.

G. The City may recall laid-off employees out of the order described above

upon showing by the appointing authority that the operating needs of the

department require such experience, training, or skill.

H. The Council agrees that employees from other bargaining units whose

names are on the Reinstatement Recall List for the same classifications

shall be considered in the same manner as employees of these bargaining

units provided the Union representing those employees has agreed to a

reciprocal right to employees of these bargaining units. Otherwise, this

section shall only be applicable to those positions that are covered by this

Agreement.

11.4.4 Nothing in this Article shall prevent the reinstatement of any regular, trial

service, or probationary employee for the purpose of appointment to another

lateral title or for voluntary reduction in class as provided in this Article.

11.5 For purposes of layoff, service credit in a class for a regular employee shall be

computed to cover all service subsequent to their regular appointment to a

position in that class and shall be applicable in the department in which

employed and specifically as follows:

A. After completion of the probationary period, service credit shall be given for

employment in the same, equal or higher class, including service in other

departments and shall include temporary or intermittent employment in the

same class under regular appointment prior to permanent appointment.

B. A regular employee who receives an appointment to a position exempt from

Civil Service shall be given service credit in the former class for service

performed in the exempt position.

C. Service credit shall be given for previous regular employment of an

incumbent in a position which has been reallocated and in which the

employee has been continued with recognized standing.

D. Service credit shall be given for service prior to an authorized transfer.

E. Service credit shall be given for time lost during:

1. Jury Duty;

2. Disability incurred in line of service;

3. Illness or disability compensated for under any plan authorized and paid

for by the City;

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Effective January 1, 2019 through December 31, 2021

4. Service as a representative of a Union affecting the welfare of City

employees;

5. Service with the armed forces of the United States, including but not to

exceed twenty-one (21) days prior to entry into active service and not to

exceed ninety (90) days after separation from such service.

11.5.1 No service credit shall be given:

A. For service of a regular employee in a lower class to which the employee

has been reduced and in which the employee has not had regular standing,

except from the time of such reduction.

B. For any employment prior to a separation from the Civil Service other than

by a resignation which has been withdrawn within sixty (60) days from the

effective date of the resignation and such request for withdrawal bears the

favorable recommendation of the appointing authority and is approved by

the Seattle Human Resources Director.

11.6 The City agrees to support employees facing layoff by providing the Project

Hire program during the term of this Agreement. If a department is hiring for a

position in which the employee is qualified, and if no business reason would

otherwise make the employee unsuitable for employment, the employee will be

interviewed for the vacancy. This provision does not create any guarantee or

entitlement to any position. The Project Hire guidelines apply.

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Effective January 1, 2019 through December 31, 2021

ARTICLE 12 – HEALTH CARE, DENTAL CARE

LIFE AND LONG-TERM DISABILITY INSURANCE

12.1 Effective January 1, 2019, the City shall provide medical, dental, and vision

plans (with Kaiser Standard, Kaiser Deductible, Aetna Traditional, Aetna

Preventative and Delta Dental of Washington as self-insured plans, and Dental

Health Services, and Vision Services Plan) for all regular employees (and

eligible dependents) represented by unions that are a party to the

Memorandum of Agreement established to govern the plans. For calendar

years 2020, and 2021, the selection, addition and/or elimination of medical,

dental, and vision benefit plans, and changes to such plans including, but not

limited to, changes in benefit levels, co-pays and premiums, shall be

established through the Labor-Management Health Care Committee in

accordance with the provisions of the Memorandum of Agreement established

to govern the functioning of said Committee.

12.1.1 An employee may choose, when first eligible for medical benefits or during the

scheduled open enrollment periods, the plans referenced in 12.1 or similar

programs as determined by the Labor-Management Health Care Committee.

12.1.2 For calendar years 2019, 2020, 2021, the City shall pay up to one hundred

seven percent (107%) of the average employee’s monthly medical, dental, and

vision premiums over the prior calendar year for employees whose health care

benefits are governed by the Labor-Management Health Care Committee.

Costs above 107% shall be covered by the Rate Stabilization Reserve dollars

and once the reserves are exhausted, the City shall pay 85% of the excess

costs in healthcare and the employees shall pay 15% of the excess costs in

healthcare.

12.1.3 Employees who retire and are under the age of 65 shall be eligible to enroll in

retiree medical plans that are experience-rated with active employees.

12.1.4 New, regular employees will be eligible for benefits the first month following the

date of hire (or immediately, if hired on the first working day of the month).

12.2 Life Insurance - The City shall offer a voluntary Group Term Life Insurance

option to eligible employees. The employee shall pay sixty percent (60%) of the

monthly premium and the City shall pay forty percent (40%) of the monthly

premium at a premium rate established by the City and the carrier. Premium

rebates received by the City from the voluntary Group Term Life Insurance

option shall be administered as follows:

12.2.1 Commencing with the signing of this Agreement, future premium rebates shall

be divided so that forty percent (40%) can be used by the City to pay for the

City's share of the monthly premiums, and sixty percent (60%) shall be used

for benefit of employees’ participating in the Group Term Life Insurance Plan in

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Effective January 1, 2019 through December 31, 2021

terms of benefit improvements, to pay the employees’ share of the monthly

premiums or for life insurance purposes otherwise negotiated.

12.2.2 Whenever the Group Term Life Insurance Fund contains substantial rebate

monies which are earmarked pursuant to Sections 12.2 or 12.2.1 to be applied

to the benefit of employees participating in the Group Term Life Insurance Plan,

the City shall notify the Union of that fact.

12.2.3 The City will offer an option for employees to purchase additional life insurance

coverage for themselves and/or their families.

12.3 Long Term Disability - The City shall provide a long-term disability (LTD)

Insurance program for all eligible employees for occupation and non-

occupational accidents or illnesses. The City shall pay the full monthly premium

cost of a base plan with a ninety (90) day elimination period, which insures sixty

percent (60%) of the employee's first six hundred sixty-seven dollar ($667.00)

base monthly wage. Employees may purchase through payroll deduction, an

optional buy-up plan with a ninety (90) day elimination period, which insures

sixty percent (60%) of the remainder of the employee's base monthly wage (up

to a maximum eight thousand three hundred thirty-three dollars [$8,333.00] per

month). Benefits may be reduced by the employee's income from other

sources as set forth within the plan description. The provisions of the plan shall

be further and more fully defined in the plan description issued by the Standard

Insurance Company.

12.3.1 During the term of this Agreement, the City may, at its discretion change or

eliminate the insurance carrier for any long-term disability benefits covered by

Section 12.3 and provide an alternative plan either through self-insurance or

another insurance carrier; however, the long-term disability benefit level shall

remain substantially the same.

12.3.2 The maximum monthly premium cost to the City shall be no more than the

monthly premium rates established for calendar year 2019 for the base plan;

provided further, such cost shall not exceed the maximum limitation on the

City's premium obligation per calendar year as set forth within Section 12.3.

12.4 Long-Term Care - The City may offer an option for employees to purchase a

new long-term care benefit for themselves and certain family members.

12.5 If state and/or federal health care legislation is enacted, the parties agree to

negotiate the impact of such legislation. The parties agree that the intent of

this agreement to negotiate the impact shall not be to diminish existing benefit

levels and/or to shift costs.

12.6 Labor-Management Health Care Committee - A Labor-Management Health

Care Committee was established and became effective January 1, 2001, by

the parties. This Committee is responsible for governing the medical, dental,

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Effective January 1, 2019 through December 31, 2021

and vision benefits for all regular employees represented by Unions that are

subject to the relevant Memorandum of Agreement. This Committee shall

operate and exercise its appropriate decision-making authorities consistent

with said Memorandum of Agreement and decide whether to administer other

City-provided insurance benefits.

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Effective January 1, 2019 through December 31, 2021

ARTICLE 13 – RETIREMENT

13.1 Pursuant to Ordinance 78444 as amended, all employees shall be covered by

the Seattle City Employees Retirement System (SCERS).

13.2 Effective January 1, 2017, consistent with Ordinance 78444, as amended, the

City shall implement a new defined benefit retirement plan (SCERS II) for new

employees hired on or after January 1, 2017.

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Effective January 1, 2019 through December 31, 2021

ARTICLE 14 – GENERAL CONDITIONS

14.1 Mileage Allowance – An employee who is required by the City to provide a

personal automobile for use in City business shall be reimbursed for such use

at the current rate per mile recognized as a deductible expense by the United

States Internal Revenue Code for a privately-owned automobile used for

business purposes for all miles driven in the course of City business on that

day with a minimum guarantee of five (5) miles.

14.1.1 The per mile mileage reimbursement rate shall be adjusted up or down to

reflect the current rate.

14.1.2 In those situations where an employee within a particular job classification is

regularly scheduled every shift to report to a headquarter site and to a job site

at a different location and/or to report to more than one job site within the course

of one shift, the employing department shall provide the necessary

transportation. As an alternative, if the employing department requires the

employee to drive their personal automobile to the job sites, special mileage

provisions may be negotiated on a case-by-case basis.

14.2 Skagit Conditions - When City Light employees working at the Skagit facilities

are prevented (due to impassable roads on Skagit project or similar conditions)

from returning to their regular place of residence after completing their workday

or shift, the Department shall provide the employee with suitable food and

quarters at no cost to the employees. In addition, the Department shall pay

one hour's pay per day, at the employee's regular hourly rate, for each day

away from their regular residence.

14.2.1 Skagit Conditions - City Light employees traveling to a work site other than

where they are normally assigned shall travel in Department vehicles or vessels

on Department time.

14.3 City Light Department Out-of-Town Rules - When an employee, crews, or any

part of a crew or crews, regularly assigned to a headquarter inside the

distribution area is or are to be shifted to any location outside the Seattle

distribution area to perform a specific job, the following conditions shall prevail:

A. Acceptable board and lodging shall be furnished by the Department.

B. Time consumed in traveling to and from Seattle and the work location shall

be considered part of the workday. Any time consumed in this travel to and

from Seattle outside of regular working hours shall be at the overtime rate

of pay.

C. The normal workweek shall be Monday through Friday. Hours of work shall

be 8:00 a.m. to 5:00 p.m. with one (1) hour for lunch. Other workweeks and

hours may be established if necessary, in order to coordinate with other

forces.

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D. An employee regularly assigned to the Seattle distribution area shall not be

assigned to work at any headquarters outside that area for more than thirty

(30) working days out of any ninety (90) working days.

E. At least forty-eight (48) hours’ notice shall be given the employees for

assignment to work outside the Seattle distribution area, except in an

extreme emergency.

F. In order to coordinate work schedules, personnel temporarily assigned to

the Boundary Project shall be paid one-half (½) hour extra pay per day at

the straight-time rate as compensation for travel between the work site and

the board and lodging facility.

14.4 Union Visitation - The Union Representatives of a Union party to this

Agreement and/or the duly authorized representative of the Council may, after

notifying the City official in-Charge, visit the work location of employees

covered by this Agreement at any reasonable time during working hours. For

purposes of this Section, “City official in-Charge” shall mean the supervisor in-

charge of the work area to be visited or, if the work area is located outside of

the corporate limits of the City of Seattle, the “City official in-Charge” shall mean

the official in-charge of that particular facility (e.g., Skagit Project), or, the official

designated by the affected department. The Union representative shall limit

their activities during such visit to matters relating to this Agreement. Such

visits shall not interfere with work functions of the department. City work hours

shall not be used by employees and/or the Union representative for the conduct

of Union business or the promotion of Union affairs other than hereinbefore

stated.

14.5 Union Shop Stewards - A Union party to this Agreement may appoint a shop

steward in the various City departments affected by this Agreement.

Immediately after appointment of its shop steward(s), each Union must furnish

the Seattle Department of Human Resources and the affected Department(s)

with a list of those employees who have been designated as shop stewards

and their area of responsibility. Failure to provide such a list and/or

disagreement over the number and/or area of responsibility of shop stewards

between the City and a Union covered by this Agreement shall result in non-

recognition by the City of the appointed shop stewards in question. The City

must notify the affected Union within fifteen (15) calendar days of receipt of the

Union's list or revised list if it objects to the number and/or area of responsibility

of appointed shop stewards. Where there is a disagreement over the number

and/or area of responsibility of appointed shop stewards, said issues shall be

discussed between the City and the affected Union. If the parties cannot

mutually resolve their differences, the issues shall be submitted to the Labor-

Management Committee for final resolution. The list shall also be updated as

needed. Shop stewards shall perform their regular duties as such but shall

function as the Union's representative on the job solely to inform the Union of

any alleged violations of this Agreement and process grievances relating

thereto; provided however, temporary employees may serve as shop stewards

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Effective January 1, 2019 through December 31, 2021

to inform the Union of any alleged violations of this Agreement that apply to

temporary employees only and may process grievances relating thereto. The

shop steward shall be allowed reasonable time, at the discretion of the City, to

process contract grievances during regular working hours.

14.5.1 Shop stewards shall not be discriminated against for making a complaint or

giving evidence with respect to an alleged violation of any provision of this

Agreement, but under no circumstances shall shop stewards interfere with

orders of the Employer or change working conditions.

14.6 Safety Standards - All work shall be done in a competent and professional

tradesperson manner, and in accordance with the State of Washington Safety

Codes and the City of Seattle Safety Rules which shall be complied with.

14.6.1 The practice of safety as it relates to City employees and equipment shall be

paramount and in accordance with Washington Industrial Safety And Health

Act (WISHA) standards.

14.6.2 The minutes of safety meetings shall be posted on the department bulletin

boards.

14.6.3 No employee shall be required to operate unsafe equipment or work with

unsafe material where adequate safeguards are not provided. An employee

shall not be disciplined or suffer a loss of wages if any of the conditions

described herein actually prevail. Upon determination or suspicion that the

equipment or material is unsafe where safeguards are inadequate, the

employee shall report such to the supervisor immediately. If the supervisor

determines that the equipment or material is safe because the safeguards are

adequate and the employee still has a concern, then the departmental Safety

Officer shall be called upon to make a final determination.

14.6.4 Safety Committees - Affected Unions shall be notified in advance and included

in any processes that are used by City Departments to determine employee

membership on all departmental, divisional, and sectional Safety Committees.

Union notification and engagement protocols will be facilitated through

departmental labor management committees.

14.6.4.1 The parties agree that training on personal safety is an appropriate topic for

discussion at a labor management meeting.

14.7 Bulletin Boards - The City, upon written request from the Council relative to a

specific City department which employs individuals covered by this Agreement,

shall provide bulletin board space for the use of the Council or its affiliates in

an area accessible to employees covered by this Agreement; provided

however, said space shall not be used for notices which are controversial or

political in nature. All material posted by the Council or its affiliates shall be

officially identified as such.

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Effective January 1, 2019 through December 31, 2021

14.8 Investigatory Interviews - When an employee is required by the City to attend

an interview conducted by the City for purposes of investigating an incident

which may lead to discipline/discharge of that employee because of that

particular incident, the employee shall have the right to request that the

employee be accompanied at the investigatory interview by a representative of

the Union. If the employee makes such a request, the request shall be made

to the City representative conducting the investigatory interview. The City,

when faced with such a request, may:

A. Grant the employee's request, or

B. Deny the employee's request but, in doing so, stop and/or cancel the

investigatory interview.

14.8.1 In construing this Section, it is understood that:

A. The City is not required to conduct an investigatory interview before

discipline or discharging an employee.

B. The City does not have to grant an employee's request for Union

representation when the meeting between the City and the employee is not

investigatory, but is solely for the purpose of informing an employee of a

disciplinary/discharge decision that the City has already made relative to

that employee.

C. The employee must make immediate arrangements for Union

representation when their request for representation is granted.

D. An employee shall attend investigatory interviews scheduled by the City at

reasonable times and reasonable places.

14.9 Career Development - The City and the Union agree that employee career

growth can be beneficial to both the City and the affected employee. As such,

consistent with training needs identified by the City and the financial resources

appropriated therefore by the City, the City shall provide educational and

training opportunities for employee career growth. Each employee shall be

responsible for utilizing those training and educational opportunities made

available by the City or other institutions for the self-development effort needed

to achieve personal career goals.

14.9.1 The City and the Union shall meet periodically to discuss the utilization and

effectiveness of City-sponsored training programs and any changes to same

which pertain to employees covered by this Agreement. The City and the Union

shall use such meetings as a vehicle to share and to discuss problems and

possible solutions to upward mobility of employees covered by this Agreement

and to identify training programs available to employees covered by this

Agreement.

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Effective January 1, 2019 through December 31, 2021

14.10 Uniforms - At Seattle Center the City shall provide and clean uniforms on a

reasonable basis whenever employees are required by the City to wear

uniforms.

14.11 Footwear Reimbursement - The City shall pay up to the amounts in A through

C below per Agreement year for each regular employee as partial

reimbursement for the cost of purchasing or repairing protective or other

specified footwear or other work gear (example: rain-gear, gloves, etc.) when

such items are required by the City. Requests for reimbursement of such

footwear or gear shall be accompanied by a receipt showing the amount and

place of purchase or repair. An employee who does not use the full amount in

one calendar year may carry over the remaining balance to the next year for

use in addition to the amount allocated for that year. This carryover shall

extend for the three (3) calendar years of the Agreement, but not into the

ensuing year after the expiration of the Agreement. Temporary employees who

qualify for the "0521st hour through 1040th hour" level of premium pay or

greater as set forth within Section 1.2.2, shall be eligible for receipt of the

footwear or gear allowance every other year subject to the conditions set forth

herein for receipt of same by regular employees. Gear does not include articles

of clothing already being issued. (See various Appendices to see whether

footwear/gear allowance has increased for any of the bargaining units.)

A. Effective January 1, 2019, one hundred ten dollars ($110.00).

B. Effective January 1, 2020, one hundred seventy-five dollars ($175.00).

C. Effective January 1, 2021, two hundred dollars ($200.00).

14.11.1 Any employee who does not exhaust their full allotment on footwear in any

given year may purchase other gear with the remaining money. Examples of

gear that can be purchased are rain gear, gloves, heavy duty coveralls or

overalls, work pants and jackets (canvas types) safety glasses. All gear

purchased shall be for work purposes only. The City shall continue to furnish

all the gear to employees that they currently are in the practice of furnishing.

14.12 Identification Cards - Picture identification cards may be issued to employees

by the City, and if so, shall be worn in a sensible, but conspicuous place on

their person by all such employees or as reflected in the current practice of the

department. Any such picture identification cards shall identify the employee

by first name and last name initial (or at the employee's option, first name initial

and last name), employee number, job title, and photograph only. The cost of

replacing the card damaged due to normal wear and tear shall be borne by the

City.

14.13 Seattle Center Employee Parking - The Seattle Center shall continue its

practice of providing parking without charge on a space available basis to

Seattle Center employees covered by this Agreement who were in regular (as

opposed to temporary or intermittent) full-time or part-time status prior to

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November 4, 1987. Seattle Center employees who attain regular employment

status on or after November 4, 1987, and who desire parking privileges shall

pay twenty dollars ($20.00) a month for parking during working hours only, or

twenty-five dollars ($25.00) a month for parking during working hours and all

other hours.

14.13.1 The City reserves the right to open Article 14.13 for the purpose of negotiating

changes to employee parking and fees to address incentives for High

Occupancy Vehicle (HOV) parking and disincentives for Single Occupancy

Vehicle (SOV) parking and other matters as may be necessary for an effective

commute trip reduction program, as required by the City of Seattle Ordinance

and State Law RCW 70.94.521-551.

14.14 Metro Passes – The City shall provide a transit subsidy consistent with SMC

4.20.370.

14.14.1 Effective January 1, 2020, the Commute Trip Reduction (“CTR”) parking benefit

cost to the employee will increase from seven dollars ($7.00) to ten dollars

($10.00).

14.15 On or about May 1

of each calendar year, the City shall provide the Council

with a current listing of all employees within each bargaining unit.

14.16 If the job responsibilities of the classification of work to which an employee is

regularly appointed or is assigned on an out-of-class basis involves the driving

of vehicles requiring the driver to have a State Commercial Driver’s License

(CDL), fees charged by the State for acquiring the license shall be reimbursed

by the City upon the employee having successfully attained the CDL or CDL

renewal. The physical exam required to obtain or renew the license may be

done on City time. The City will pay as a maximum amount, the rates charged

by City-identified clinics for the physical exam. Employees shall be notified of

clinics offering the physical exam at this reimbursement rate. If an employee

is covered by a City medical plan which includes coverage for physical exams,

the employee shall have the exam form completed through the plan's providers

(Group Health or Aetna) or shall seek reimbursement through the medical plan.

The City shall make a reasonable effort to make City trucks or equipment

available for skill tests.

14.16.1 In addition, for those employees qualifying as hereinbefore described, fees

charged for the Department-approved classes offered for employees to assist

them in passing this exam shall be reimbursed on a one-time-only basis.

14.16.2 Employees in other job titles or positions not involving the driving of vehicles

requiring the CDL who wish to take exam preparation or driver training courses

may request approval of the courses and reimbursement of fees in the normal

manner in which educational expenses are applied for and approved by

Departments; provided however, license fees for these individuals shall not be

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reimbursed, nor shall the City be obligated to make City trucks or equipment

available for skill tests for these individuals. Nothing contained herein shall

guarantee that written exams, skill tests or training classes established for the

purposes described herein shall be conducted during regular work hours or

through adjusted work schedule(s) nor shall such written exams, skill tests or

training classes be paid for on an overtime basis.

14.16.3 Employees required to have a Hazardous Material endorsement (HME) are

required per Federal regulations to submit to a background records check and

fingerprinting. Employees may make application for such HME on City time

and shall be reimbursed for the fees associated with the background records

check and fingerprinting if such endorsement is required by the job.

14.17 The City shall provide employees with appropriate training in the safe operation

of any equipment prior to its use.

14.18 Ethics and Elections Commission - Nothing contained within this Agreement

shall prohibit the Seattle Ethics and Elections Commission from administering

the Code of Ethics; including, but not limited to, the authority to impose

monetary fines for violations of the Code of Ethics. Such fines are not discipline

under this Agreement; and, as such, are not subject to the Grievance

Procedure contained within this Agreement. Records of any fines imposed, or

monetary settlements shall not be included in the employee’s Personnel file.

Fines imposed by the Commission shall be subject to appeal on the record to

the Seattle Municipal Court.

14.18.1 In the event the Employer acts on a recommendation by the Commission to

discipline an employee, the employee’s contractual rights to contest such

discipline shall apply. No record of the disciplinary recommendations by the

Commission shall be placed in the employee’s Personnel file unless such

discipline is upheld or unchallenged. Commission hearings are to be closed if

requested by the employee who is the subject of such hearing.

14.19 The City and the Union encourage the use of the “Early Mediation Project” or

other alternative dispute resolution (ADR) processes to resolve non-contractual

workplace conflict/disputes. Participation in the project or in an ADR process

is entirely voluntary, confidential, and does not impact grievance rights.

14.20 Employees may be afforded sabbatical leave under the terms and conditions

of Seattle Municipal Code SMC 4.33.

14.21 Pay for Deployed Military

A. A bargaining unit member in the Reserves, National Guard, or Air National

Guard who is deployed on extended unpaid military leave of absence and

whose military pay (plus adjustments) is less than one hundred percent

(100%) of their base pay as a City employee shall receive the difference

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between one hundred percent (100%) of their City base pay and their

military pay (plus adjustments).

City base pay shall include every part of wages except overtime.

B. A bargaining unit member who is ordered to active military duty by the

United States government and who has exhausted their annual paid military

leave benefit and is on unpaid military leave of absence shall be eligible to

retain the medical, dental and vision services coverage and optional

insurance coverage for the member's eligible dependents provided as a

benefit of employment with the City of Seattle, at the same level and under

the same conditions as though the member was in the City's employ,

pursuant to program guidelines and procedures developed by the Seattle

Human Resources Director and pursuant to the City's administrative

contracts and insurance policies. Optional insurance includes but is not

necessarily limited to Group Term Life (Basic and Supplemental), Long

Term Disability, and Accidental Death and Dismemberment. Eligibility for

coverage shall be effective for the duration of the employee's active

deployment.

14.22 Any nonsupervisory employee assigned to train employee’s outside of the

employee’s normal duties (as defined by the class specification) will be given

a four percent (4%) (or higher rate, if that has been past practice) premium

while so assigned. Such premium will be given for formal training involving

group or classroom training of four (4) hours or more, and such training will be

assigned by management and involve more than normal on-the-job training.

(Examples of such formal training shall include, but not limited to first aid, CPR,

or pesticide training.)

14.23 Contracting Out – The City will make every effort to utilize its employees to

perform all work, but the City reserves the right to contract out for work under

the following guidelines: (1) required expertise is not available within the City

work force, or (2) the contract will result in cost savings to the City, or (3) the

occurrence of peak loads above the work force capability.

14.23.1 Determination as to (1), (2), or (3) above shall be made by the department head

involved; provided, however, prior to approval by the department head involved

to contract out work under this provision, the Union shall be notified. The

department head involved shall make available to the Union upon request (1)

a description of the services to be so performed, and (2) the detailed factual

basis supporting the reasons for such action.

14.23.2 The Union may grieve contracting out for work as described herein, if such

contract involves work normally performed by employees covered by the

Agreement.

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14.24 Employee Paid Status During Bargaining – The parties to this agreement

recognize the value to both the Union and the City of having employees

express their perspective(s) as part of the negotiations process. Therefore,

effective July 11, 2001, employees who participate in bargaining as part the

Union’s bargaining team during the respective employee’s work hours shall

remain on paid status, without the Union having to reimburse the City for the

cost of their time, PROVIDED the following conditions are met:

A. Bargaining preparation and meetings of the Union’s bargaining team other

than actual negotiations shall not be applicable to this provision.

B. No more than an aggregate of one hundred (100) hours of paid time for the

negotiation sessions resulting in a labor agreement, including any

associated overtime costs, shall be authorized under this provision for both

Coordinated Bargaining with the Coalition of City Unions and bargaining on

the Joint Crafts Council “boilerplate” language.

C. In addition to the above, no more than an aggregate of one hundred fifty

(150) hours of paid time for the negotiation sessions resulting in a labor

agreement, including any associated overtime costs, shall be authorized

under this provision for bargaining on Council Appendices.

D. If the aggregate of one hundred fifty (150) hours is exceeded, the Union

shall reimburse the City for the cost of said employee(s) time, including any

associated overtime costs.

14.25 Supervisor’s Files – Files maintained by supervisors regarding an employee

are considered part of the employee’s personnel file and subject to the

requirements of state law, RCW 49.12.240, RCW 49.12.250, RCW 49.12.260,

and any provisions of this Agreement applicable to personnel files, including

allowing employee access to such files.

14.26 Meeting Space – Where allowable and prior arrangements have been made,

the City may make available to the Unions, meeting space, rooms, etc., for the

purpose of conducting Union business, where such activities would not

interfere with the normal work of the department.

14.27 Testify before Civil Service Commission - Any individual member covered by

this Agreement, who is directly involved through individual appeal, in a matter

being reviewed by the Civil Service Commission, shall be allowed time during

working hours without loss of pay to attend such a meeting if called to testify.

14.28 When the City assigns an employee from one regular shift to another and the

employee is not offered at least eight (8) consecutive hours off-duty between

the end of their previous shift and the beginning of their next regular shift, the

employee shall be paid at the overtime rate for each hour worked during said

eight (8) hour period; provided however, said employee shall be paid at the

straight-time rate of pay for each hour worked during the remainder of the

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ensuing shift which commences eight (8) hours from the end of the previous

shift.

14.29 Shift Premium – Effective December 30, 2015, an employee, with the exception

of employees within Appendix C, who is scheduled to work not less than four

(4) hours of their regular work shift during the evening (swing) shift or night

(graveyard) shift shall receive the following shift premium pay for all scheduled

hours worked during such shift.

Swing Shift Graveyard Shift

$0.75 per hour $1.00 per hour

14.29.1 Effective December 25, 2019, an employee, with the exception of employees

within Appendix C, who is scheduled to work not less than four (4) hours of

their regular work shift during the evening (swing) shift or night (graveyard) shift

shall receive the following shift premium pay for all scheduled hours worked

during such shift.

Swing Shift Graveyard Shift

$1.00 per hour $1.50 per hour

14.29.2 The afore-referenced shift premium shall apply to time worked as opposed to

time-off with pay except for sick leave, and therefore, for example, the premium

shall not apply to vacation, holiday pay, bereavement leave, etc. Employees

who work one of the shifts for which a premium is paid and who are required to

work overtime, shall not have the shift premium included as part of the base

hourly rate for purposes of computing the contractual overtime rate.

14.29.3 The swing shift period shall encompass the hours from 4:00 p.m. to 11:59 p.m.

The graveyard shift period shall encompass the hours from 12:00 a.m.

(midnight) to 8:00 a.m.

14.29.4 Effective December 25, 2019, temporary employees shall be eligible for shift

differential as provided herein.

14.30 Public Disclosure Request – The City shall promptly notify the affected

employee and the union when the City receives a public disclosure request that

seeks personal identifying information of an employee such as birthdate, social

security number, home address, home phone number. The City shall not

disclose information that is exempt from public disclosure. This Section shall

be exempt from Article 20 Grievance Procedure.

14.31 The Council and the City agree to the following:

A. A reopener on impacts associated with revisions of the Affordable Care

Act (ACA).

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B. For the duration of this agreement, the Union agrees that the City may

open negotiations associated with any changes to mandatory subjects

related to the Gender/Race Workforce Equity efforts.

C. A reopener on changes arising from or related to the Washington Paid

Family and Medical Leave Program (Title 50A RCW) including, but not

limited to, changes to the City’s current paid leave benefit which may

arise as a result of final rulemaking from the State of Washington, which

may include changes to the draw down requirements associated with

the City’s Paid Family and Parental Leave programs.

D. For the duration of this agreement, the Union agrees to open

negotiations to modify Personnel Rule 10.3.3 to include current

employees in the City’s criminal background check policy.

E. A reopener on Seattle Center Parking.

F. No later than June 1, 2020 the parties agree to reopen the contracting

provisions related to notice and types of information when the City is

contracting out work, and provisions related to comparable wages and

benefits when work is contracted out.

G. Contracting out will be a part of the Labor Management Leadership

Committee’s work plan for 2020.

H. The City’s temporary employment philosophy and practices will be part

of the Labor Management Leadership Committee’s 2020 work plan.

I. Sick Leave Donation Program – A Labor Management Committee will

be established for the purpose of proposing rules and procedures for a

new, program. The LMC will be to develop consistent, transparent and

equitable proposals for processes across all departments within the City.

The LMC shall also explore proposals to lower the minimum leave bank

required to donate sick leave and permit donation of sick leave upon

separation from the City. The LMC must consult with the Office of Civil

Rights to ensure compliance with the City’s Race and Social Justice

Initiative. Once the LMC has developed its list of proposals, the City and

Coalition of City Unions agrees to reopen each contract on this subject.

J. Work/Life Support Committee – The Work/Life Support Committee

(WLSC) shall be a citywide Labor Management Committee (LMC) to

promote an environment for employees that supports and enhances

their ability to meet their responsibilities as employees of the City of

Seattle and support their work life balance. The WLSC may provide

recommendations to the Mayor and City Council on programs and

policies that further support the work life balance.

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J.1 The WLSC shall develop an annual workplan to identify programs and

policies that promote a work life balance for city employees. These may

include, but are not limited to, dependent care subsidy/support program

for eligible employees, enhancing alternative work arrangements,

flexible work hours, job sharing, on-site/near site child care, expanding

definition of family for access to leave benefits, shift swaps, resource

and referral services, emergency leve, and back-up care. This

committee may conduct and make recommendations no later than

March 31 of each year.

J.2 The membership of WLSC shall be made up of the Mayor or designee,

the Director of Labor Relations or designee, up to five Directors or

designee from city departments, members designated by the Coalition

of City Unions at equal numbers as the management representatives. If

a CCU designee is a city employee, they shall notify their supervisor and

management will not unreasonably deny the participation on paid

release time on the WLSC.

J.3 The WLSC shall meet at least four (4) times per calendar year. The

WLSC may meet more frequently if necessary if all parties agree.

J.4 The WLSC may establish workgroups that include other department

representatives and/or subject matter experts. These subcommittees

shall conform with rules established by the WLSC.

J.5 The WLSC and its subcommittee(s) shall not have the authority to

change, amend, modify or otherwise alter collective bargaining

agreements.

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ARTICLE 15 – JOINT CRAFTS COUNCIL AND LABOR-MANAGEMENT

COMMITTEES

15.1 It is the intent of each of the Unions to carry out its collective bargaining

responsibility as a member of the Council, an organization consisting of various

Unions which have been recognized as collective bargaining representatives

by the City. To this end, the City agrees to confer with officials of the Unions

on matters subject to collective bargaining. Each of the Unions agree that all

representations made on its behalf by the Council or its agents shall have the

same force and effect as if made by the Union itself, and that notices or other

communications exchanged between the City and the Council or its agents

shall have the same force and effect as if made by the Union itself, and that

notices or other communications exchanged between the City and the Council

shall have the same effect as notices exchanged directly between the City and

the Unions.

15.2 The parties agree that for the sake of equity among employees as well as

administrative efficiency, it is desirable to standardize conditions of

employment pertaining to employees represented by Unions affiliated with the

Council. Therefore, the parties hereto agree to encourage standardization of

benefits and other conditions of employment wherever appropriate, and to

utilize the good offices of the Council to effect this end.

15.3 The mutual recognition of the Council for the purposes stated herein shall

continue except and until such time as either the City advises the Unions or

any one Union; or the Unions or any one Union advises the City in writing of its

desire to withdraw such recognition and provided further that a period of one

hundred twenty (120) days has elapsed from the date of such advisement.

Thereupon, the Council shall no longer represent any such Union or Unions.

In no event, however, shall any such notice terminate or otherwise interrupt this

Agreement and the only effect of any such advisement shall be to eliminate the

Council as a vehicle for collective bargaining with respect to subsequent labor

contracts.

15.4 The Council shall constitute the principal forum for the Unions signatory to this

Agreement to present suggestions and complaints of a general nature affecting

employees of the City. To this end, the duly- authorized representatives of the

Council shall function as one-half of a Labor-Management Committee, the

other half being certain representatives of the City named for that purpose.

Said Committee shall meet periodically for the purpose of discussing and

facilitating the resolution of all problems which may arise between the parties

other than those for which another procedure is provided by Law or by other

provisions of this Agreement. This committee shall only function in a

consultative capacity.

15.5 Labor-Management Leadership Committee – The Labor-Management

Leadership Committee will be a forum for communication and cooperation

between labor and management to support the delivery of high quality, cost-

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effective service to the citizens of Seattle while maintaining a high-quality work

environment for City employees.

15.5.1 The management representatives to the Committee will be determined in

accordance with the Labor-Management Leadership Committee Charter. The

Coalition of City Unions will appoint a minimum of six (6) labor representatives

and a maximum equal to the number of management representatives of the

Committee. The co-chairs of the Coalition will be members of the Leadership

Committee.

15.6 Employment Security – Labor and management support continuing efforts to

provide the best service delivery and the highest-quality service in the most

cost-effective manner to the citizens of Seattle. Critical to achieving this

purpose is the involvement of employees in sharing information and creatively

addressing workplace issues, including administrative and service delivery

productivity, efficiency, quality controls, and customer service.

15.6.1 Labor and management agree that, in order to maximize participation and

results from the Employee Involvement Committees (EIC), no one will lose

employment or equivalent rate of pay with the City of Seattle because of

efficiencies resulting from an EIC initiative.

15.6.2 In instances where the implementation of an EIC recommendation does result

in the elimination of a position, management and labor will work together to find

suitable alternative employment for the affected employee. An employee, who

chooses not to participate in and/or accept a reasonable employment offer, if

qualified, will terminate their rights under this Employment Security provision.

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ARTICLE 16 – WORK STOPPAGES AND JURISDICTIONAL DISPUTES

16.1 Work Stoppages - The City and the Unions signatory to this Agreement agree

that the public interest requires the efficient and uninterrupted performance of

all City service, and to this end pledge their best efforts to avoid or eliminate

any conduct contrary to this objective. During the term of this Agreement, the

Unions and/or the employees covered by this Agreement shall not cause or

engage in any work stoppage, strike, slow down or other interference with City

functions. Employees covered by this Agreement who engage in any of the

foregoing actions may be subject to such disciplinary actions as may be

determined by the City.

16.1.1 In the event, however, that there is a work stoppage or any other interference

with City functions which is not authorized by the Union(s), the City agrees that

there shall be no liability on the part of the Union(s), its officers or

representatives, provided that in the event of such unauthorized action they

first shall meet the following conditions:

A. Within not more than twenty-four (24) hours after the occurrence of any

such unauthorized action, the Union(s) shall publicly disavow the same by

posting a notice on the bulletin boards available, stating that such action is

unauthorized by the Unions(s);

B. The Union(s), its officers and representatives shall promptly order its

members to return to work, notwithstanding the existence of any wildcat

picket line;

C. The Union(s), its officers and representatives shall, in good faith, use every

reasonable effort to terminate such unauthorized action;

D. The Union(s) shall not question the unqualified right of the City to discipline

or discharge employees engaging in or encouraging such action. It is

understood that such action on the part of the City shall be final and binding

upon the Union(s) and its members and shall be in no case construed as a

violation by the City of any provision in this Agreement.

16.2 Jurisdictional Disputes - Any jurisdictional dispute which may arise between

any two (2) or more labor organizations holding current collective bargaining

agreements with the City of Seattle shall be settled in the following manner:

A. A Union which contends a jurisdictional dispute exists shall file a written

statement with the City and other affected Unions describing the substance

of the dispute.

B. During the thirty (30) day period following the notice described in Section

16.2(1), the Unions along with a representative of the City shall attempt to

settle the dispute among themselves, and if unsuccessful shall request the

assistance of the Washington State Public Employment Relations

Commission.

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ARTICLE 17 – RIGHTS OF MANAGEMENT

17.1 The right to hire, promote, discharge, and discipline for just cause, improve

efficiency, determine the work schedules and location of Department

headquarters are examples of management prerogatives. The City retains its

right to manage and operate its departments except as may be limited by the

express provisions of this Agreement.

17.2 Delivery of municipal services in the most efficient, effective and courteous

manner is of paramount importance to the City, and as such, maximized

productivity is recognized to be an obligation of employees covered by this

Agreement. In order to achieve this goal, the parties hereby recognize the

City’s right to determine the methods, processes and means of providing

municipal services, to increase, diminish or change municipal equipment,

including the introduction of any and all new, improved or automated methods

or equipment, the assignment of employees to a specific job within the

bargaining unit, the right to temporarily assign employees to a specific job or

position outside the bargaining unit, and the right to determine appropriate work

out-of-class assignments.

17.3 The Union recognizes the City’s right to establish and/or revise performance

evaluation system(s). Such system(s) may be used to determine acceptable

performance levels, prepare work schedules and measure the performance of

employees. In establishing new and/or revising existing evaluation system(s),

the City shall meet prior to implementation with the Labor-Management

Committee to jointly discuss such performance standards.

17.4 The City agrees that performance standards shall be reasonable.

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ARTICLE 18 – SUBORDINATION OF AGREEMENT

18.1 The parties hereto and the employees of the City are governed by the

provisions of applicable Federal Law, State Law, and the City Charter. When

any provisions thereof are in conflict with the provisions of this Agreement, the

provisions of said Federal Law, State Law, or City Charter are paramount and

shall prevail.

18.2 The parties hereto and the employees of the City are governed by applicable

City Ordinances and said Ordinances are paramount except where they conflict

with the express provisions of this Agreement.

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ARTICLE 19 – ENTIRE AGREEMENT

19.1 The Agreement expressed herein in writing constitutes the entire Agreement

between the parties, and no oral statement shall add to or supersede any of its

provisions.

19.2 The parties acknowledge that each has had the unlimited right and opportunity

to make demands and proposals with respect to any matter deemed a proper

subject for collective bargaining. The results of the exercise of that right are set

forth in this Agreement. Therefore, except as otherwise provided in this

Agreement, each voluntarily and unqualifiedly agrees to waive the right to

oblige the other party to bargain with respect to any subject or matter whether

or not specifically referred to or covered in this Agreement.

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ARTICLE 20 – GRIEVANCE PROCEDURE

20.1 Any dispute between the City and the Union concerning the interpretation,

application, claim of breach or violation of the express terms of this Agreement

shall be deemed a contract grievance. The following outline of grievance

procedures is written for a grievance of the Union against the City, but it is

understood the steps are similar for a grievance of the City against the Union.

20.2 A contract grievance in the interest of a majority of the employees in the

bargaining unit shall be reduced to writing by the Union and may be introduced

at Step 3 of the contract grievance procedure and be processed within the time

limits set forth herein.

20.2.1 Grievances shall be filed at the Step in which there is authority to adjudicate

such grievance within twenty (20) business days of the alleged contract

violation. (Business days are defined as Monday through Friday excluding

recognized City holidays [not to include personal holidays].)

20.3 As a means of facilitating settlement of a contract grievance, either party may

include an additional member at its expense on its committee. Additionally,

either party may amend an initial grievance up to the second Step of the

following procedure. If at any Step in the contract grievance procedure,

management’s answer in writing is unsatisfactory, the Union’s reason for non-

acceptance must be presented in writing.

20.4 For grievances filed in accordance with Sections 20.2 and/or 20.2.1, failure by

an employee or the Union to comply with any time limitation of Steps 2, 3, and

4 of the procedure in this Article shall constitute withdrawal of the grievance;

provided however, 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.

20.5 Arbitration awards or grievance settlements shall not be made retroactive

beyond the date of the occurrence or non-occurrence upon which the grievance

is based, that date being twenty (20) business days or less prior to the initial

filing of the grievance.

20.6 A contract grievance shall be processed in accordance with the following

procedure:

20.6.1 (Step 1) – The contract grievance shall be reduced to written form by the

aggrieved employee and/or the Union, stating the section of the agreement

allegedly violated and explaining the grievance in detail. The aggrieved

employee and/or the Union Representative shall present the written grievance

to the employee’s supervisor within twenty (20) business days of the alleged

contract violation, with a copy of the grievance submitted to the Union by the

aggrieved employee. The immediate supervisor should consult and/or arrange

a meeting with their supervisor, if necessary, to resolve the contract grievance.

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The parties shall make every effort to settle the contract grievance at this stage

promptly. The immediate supervisor shall, in writing, answer the grievance

within ten (10) business days after being notified of the grievance, with a copy

of the response submitted to the aggrieved employee and the Union.

20.6.2 (Step 2) – If the contract grievance is not resolved as provided in Step 1, or if

the contract grievance is initially submitted at Step 2, it shall be reduced to

written form, which shall include identification of the Section(s) of the

Agreement allegedly violated, the nature of the alleged violation, and the

remedy sought. The Union representative shall forward the written contract

grievance to the Division Head with a copy to the City Director of Labor

Relations within ten (10) business days after the Step 1 answer.

20.6.2.1 With Mediation

A. At the time the Union submits the grievance to the division head, the Union

Representative or the aggrieved employee or the division head may submit

a written request for voluntary mediation assistance, with a copy to the

Alternative Dispute Resolution (ADR) Coordinator, the City Director of

Labor Relations, and the Union representative. If the ADR Coordinator

determines that the case is in line with the protocols and procedures of the

ADR process, within ten (10) business days from receipt of the request for

voluntary mediation assistance, the ADR Coordinator or their designee will

schedule a mediation conference and make the necessary arrangements

for the selection of a mediator(s). The mediator(s) will serve as an impartial

third party who will encourage and facilitate a resolution to the dispute. The

mediation conference(s) will be confidential and will include the parties. The

Union representative and a Labor Negotiator from City Labor Relations may

attend the mediation conference(s). Other persons may attend with the

permission of the mediator(s) and both parties. If the parties agree to settle

the matter, the mediator(s) will assist in drafting a settlement agreement,

which the parties shall sign. An executed copy of the settlement agreement

shall be provided to the parties, with either a copy or a signed statement of

the disposition of the grievance submitted to the City Director of Labor

Relations and the Union. The relevant terms of the settlement agreement

shall be provided by the parties to the department’s designated officials who

need to assist in the implementing the agreement. If the grievance is not

settled within ten (10) business days of the initial mediation conference

date, the City Director of Labor Relations, the appropriate division head, and

the appropriate Union representative shall be so informed by the ADR

Coordinator.

B. The parties to a mediation shall have no power through a settlement

agreement to add to, subtract from, alter, change, or modify the terms of the

collective bargaining agreement or to create a precedent regarding the

interpretation of the collective bargaining agreement or to apply the

settlement agreement to any circumstance beyond the explicit dispute

applicable to said settlement agreement.

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Effective January 1, 2019 through December 31, 2021

C. If the grievance is not resolved through mediation, the Division Head shall

thereafter convene a meeting within ten (10) business days between the

Union representative and aggrieved employee, together with the

designated Supervisor, the Section Manager, the Department Labor

Relations Officer and any other members of management whose presence

is deemed necessary by the City to a fair consideration of the alleged

contract grievance. The City Director of Labor Relations or designee may

attend such meeting. The Division head shall give a written answer to the

Union within ten (10) business days after the contract grievance meeting.

20.6.3 (Step 3) - If the contract grievance is not resolved as provided in Step 2, the

written contract grievance defined in the same manner as provided in Step 2

shall be forwarded within ten (10) business days after the Step 2 answer or if

the contract grievance is initially submitted at Step 3, within twenty (20)

business days, pursuant to Section 20.2.1 to the City Director of Labor

Relations with a copy to the appropriate Department Head. The Director of

Labor Relations or designee shall investigate the alleged contract grievance

and, if deemed appropriate, the Director of Labor Relations or their designee

shall convene a meeting between the appropriate parties. The Director of

Labor Relations or their designee shall thereafter make a confidential

recommendation to the affected Department Head who shall, in turn, give the

Union an answer in writing ten (10) business days after receipt of the contract

grievance or the meeting between the parties.

20.6.3.1 Mediation can be requested at Step 3 in the same manner as outlined in Step

2. The grievance must be filed in the time frame specified in Step 3 and

responded to in the frame specified in Step 3 after receipt of notification from

the ADR Coordinator that the grievance was not resolved through mediation.

20.6.4 (Step 4) - If the contract grievance is not settled in Step 3, either of the signatory

parties to this Agreement may submit the grievance to binding arbitration. It

may be referred to the Federal Mediation and Conciliation Service for

arbitration to be conducted under its voluntary labor arbitration regulations.

Such reference to arbitration shall be made within twenty (20) business days

after the City’s answer or failure to answer in Step 3, and shall be accompanied

by the following information:

A. Identification of Section(s) of Agreement allegedly violated.

B. Nature of the alleged violation.

C. Question(s) which the arbitrator is being asked to decide.

D. Remedy sought.

E. In lieu of the procedure set forth in Section 20.6.4, Step 4, the City and the

Union may mutually agree to select an arbitrator to decide the issue.

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Effective January 1, 2019 through December 31, 2021

20.6.4.1 Mediation can be requested at Step 4 in the same manner as outlined in Step

2. The grievance must be submitted to binding arbitration within the time frame

specified in Step 4 and processed within the time frame specified in Step 4 after

receipt of notification from the ADR Coordinator that the grievance was not

resolved in mediation.

20.6.5 A reclassification grievance will be initially submitted by the Union, in writing, to

the Director of Labor Relations, with a copy to the Department. The Union will

identify in the grievance letter the name(s) of the grievant(s), their current job

classification, and the proposed job classification. The Union will include with

the grievance letter a Position Description Questionnaire (PDQ) completed and

signed by the grievant(s). At the time of the initial filing, if the PDQ is not

submitted, the Union will have sixty (60) business days to submit the PDQ to

Labor Relations. After initial submittal of the grievance, the procedure will be

as follows:

A. The Director of Labor Relations, or designee, will notify the Union of such

receipt and will provide a date [not to exceed six (6) months from the date

of receipt of the grievance] when a proposed classification determination

report responding to the grievance will be sent to the Union. The Director

of Labor Relations, or designee, will provide notice to the Union when, due

to unforeseen delays, the time for the classification review will exceed the

six (6) month period.

B. The Department Director, upon receipt of the proposed classification

determination report from the Director of Labor Relations, or designee, will

respond to the grievance in writing.

C. If the grievance is not resolved, the Union may, within twenty (20) business

days of the date the grievance response is received, submit to the Director

of Labor Relations a letter designating one of the following processes for

final resolution:

1. The Union may submit the grievance to binding arbitration per Article 20,

Section 20.6.4; or

2. The Union may request the classification determination be reviewed by

the Classification Appeals Board, consisting of two members of the

Classification/Compensation Unit and one Human Resource

professional from an unaffected department. The Classification Appeals

Board will, whenever possible, within ten (10) business days of receipt

of the request, arrange a hearing; and, when possible, convene the

hearing within thirty (30) business days. The Board will make a

recommendation to the Seattle Human Resources Director with forty-

five (45) business days of the appeal hearing. The Director of Labor

Relations, or designee, will respond to the Union after receipt of the

Seattle Human Resources Director’s determination. If the Seattle

Human Resources Director affirms the Classification Board’s

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Effective January 1, 2019 through December 31, 2021

recommendation, that decision shall be final and binding and not subject

to further appeal. If the Seattle Human Resources Director does not

affirm the Classification Appeals Board recommendation within fifteen

(15) business days, the Union may submit the grievance to arbitration

per Article 20, Section 20.6.4.

20.7 The parties shall abide by the award made in connection with any arbitrable

difference. There shall be no suspension of work, slowdown, or curtailment of

services while any difference is in process of adjustment or arbitration.

20.8 In connection with any arbitration proceeding held pursuant to this Agreement,

it is understood that:

20.8.1 The arbitrator shall have no power to render a decision that will add to, subtract

from or alter, change or modify the terms of this Agreement, and the arbitrator’s

power shall be limited to interpretation or application of the express terms of

this Agreement, and all other matters shall be excluded from arbitration.

20.8.2 The decision of the arbitrator regarding any arbitrable difference shall be final,

conclusive and binding upon the City, the Union and the employees involved.

20.8.3 The cost of the arbitrator shall be borne equally by the City and the Union and

each party shall bear the cost of presenting its own case.

20.8.4 The arbitrator's decision shall be made in writing and shall be issued to the

parties within thirty (30) days after the case is submitted to the arbitrator.

20.9 In no event shall this Agreement alter or interfere with disciplinary procedures

followed by the City or provided for by City Charter, Ordinance or Law; provided

however, disciplinary action may be processed through the contract grievance

procedure; provided further, an employee covered by this Agreement must

upon initiating objections relating to disciplinary action use either the contract

grievance procedure contained herein (with the Union processing the

grievance) or pertinent Civil Service procedures regarding disciplinary appeals.

Should the employee attempt to adjudicate their objections relating to a

disciplinary action through both the grievance procedure and the Civil Service

Commission, the grievance shall be considered withdrawn upon first notice that

an appeal has been filed before the Civil Service Commission. In grievances

relating to discharge, the City shall present its position first before an arbitrator

or the Civil Service Commission.

20.10 The parties have agreed, through a Memorandum of Agreement, to adopt the

following two procedures attached thereto that were developed by the Citywide

Labor-Management Committee on Progressive Discipline:

A. Either party may request that grievances submitted to arbitration be

subjected to a confidential Peer Review by a committee of peers from

management or labor, respectively, in which case the timelines of the

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Effective January 1, 2019 through December 31, 2021

grievance procedure will be held in abeyance pending the completion of the

Peer Review process; and

B. Either party may make an “Offer of Settlement” to encourage settlement of

a grievance in advance of a scheduled arbitration hearing, with the potential

consequence that the party refusing to accept an offer of settlement may be

required to bear all of the costs of arbitration, excluding attorney and witness

fees, contrary to Section 20.8.3.

C. The parties may mutually agree to alter, amend or eliminate these

procedures by executing a revised Memorandum of Agreement.

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Effective January 1, 2019 through December 31, 2021

ARTICLE 21 – SAVINGS CLAUSE

21.1 If an Article of this Agreement or any Addenda thereto 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 Addenda shall not be affected hereby, and

the parties shall enter into immediate collective bargaining negotiations for the

purpose of arriving at a mutually satisfactory replacement for such Article.

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Effective January 1, 2019 through December 31, 2021

ARTICLE 22 – DISCIPLINARY ACTIONS

22.1 The City may suspend, demote, or discharge an employee for just cause. The

parties agree that in their respective roles primary emphasis shall be placed on

preventing situations requiring disciplinary actions through effective employee-

management relations. The primary objective of discipline shall be to correct

and rehabilitate, not to punish or penalize. To this end, in order of increasing

severity, the disciplinary actions that the City may take against an employee

include:

A. verbal warning;

B. written reprimand;

C. suspensions;

D. demotion; or

E. termination.

22.1.1 Which disciplinary action is taken depends upon the seriousness of the affected

employee’s conduct.

22.1.2 Provided the employee has received no further or additional discipline in the

intervening period, a verbal warning or written reprimand may not be used for

progressive discipline after two (2) years other than to show notice of any rule

or policy at issue.

22.1.3 Discipline that arises as a result of a violation of workplace policies or City

Personnel Rules regarding harassment, discrimination, retaliation, or

workplace violence, shall not be subject to Section 22.1.2 above.

22.2 In cases of suspension or discharge, the specified charges and duration, where

applicable, of the action shall be furnished to the employee in writing not later

than one (1) working day after the action became or becomes effective. An

employee may be suspended for just cause pending demotion or discharge

action.

22.3 Whenever an employee is given written notice of a disciplinary action as

defined above in Section 22.1, a copy of the disciplinary notice shall be

transmitted to the Union. Provided, that the Department shall first ask the

affected employee’s permission, and in the event the employee declines, then

a copy will not be sent to the Union.

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Effective January 1, 2019 through December 31, 2021

A P P E N D I C E S

"A" through "M"

to the

A G R E E M E N T

by and between

THE CITY OF SEATTLE

and

JOINT CRAFTS COUNCIL

Effective January 1, 2019, through December 31, 2021

Joint Crafts Council Agreement 79

Effective January 1, 2019 through December 31, 2021

APPENDIX A

UNITE HERE, LOCAL NO. 8

This APPENDIX is supplemental to that AGREEMENT by and between The City of

Seattle, hereinafter referred to as the City, and the Joint Crafts Council, hereinafter

referred to as the Council, comprised of certain Unions including the UNITE HERE, Local

No. 8, hereinafter referred to as the Union, for that period from January 1, 2019 through

December 312021. This APPENDIX shall apply exclusively to those classifications

identified and set forth herein.

A.1 Effective December 26, 2018, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

CLASSIFICATION 00-06 m 07-18 m 19-30 m 31-42 m 43 m +

Cook……………………………27.93 29.05 29.05 29.05 29.05

Cook, Supervising ................. 31.93 33.04 33.04 33.04 33.04

Camp Service Aide ............... 19.40 20.11 20.87 20.87 20.87

Camp Service Aide Sr………. 21.30 22.14 22.96 22.96 22.96

A.1.1 Effective December 25, 2019, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

CLASSIFICATION 00-06 m 07-18 m 19-30 m 31-42 m 43 m +

Cook……………………………28.94 30.10 30.10 30.10 30.10

Cook, Supervising……………33.08 34.23 34.23 34.23 34.23

Camp Service Aide ............... 18.57 19.36 20.10 20.83 21.62

Camp Service Aide Sr………. 20.47 21.26 22.07 22.94 23.79

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Effective January 1, 2019 through December 31, 2021

A.1.2 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers

(CPI-W) for the period June 2018 through June 2019 to the period June 2019

through June 2020, minimum 1.5%, maximum 4%.

A.2 Assignment of the appropriate Hourly Rates of Pay (Pay Steps) for regular

employees shall be made in accordance with the pertinent provisions of Article

A.3 Effective December 29, 2004, a fund equivalent to thirty-four dollars ($34) per

employee per year shall be available. Management and Union will determine on

what job-related needs such amount will be spent.

Joint Crafts Council Agreement 81

Effective January 1, 2019 through December 31, 2021

APPENDIX B

INLANDBOATMEN'S UNION OF THE PACIFIC

This APPENDIX is supplemental to that AGREEMENT by and between The City of

Seattle, hereinafter referred to as the City, and the Joint Crafts Council, hereinafter

referred to as the Council, comprised of certain Unions including the Inland Boatmen's

Union of the Pacific, hereinafter referred to as the Union, for that period from January 1,

2019 through December 31, 2021 This APPENDIX shall apply exclusively to those

classifications identified and set forth herein.

B.1 Effective December 26, 2018, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEPB STEPC STEP D

CLASSIFICATION 00-06m 07-18m 19-30m 31 m +

Passenger & Tugboat Operator, Senior .. 34.43 35.83 36.44 37.92

Passenger & Tugboat Operator .............. 30.74 31.94 33.18 34.43

B.1.1 Effective December 25, 2019, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEPC STEP D

CLASSIFICATION 00-06m 07-18m 19-30m 31 m +

Passenger & Tugboat Operator, Senior .. 35.67 37.12 37.75 39.29

Passenger & Tugboat Operator .............. 31.85 33.09 34.37 35.67

B.1.2 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers

(CPI-W) for the period June 2018 through June 2019 to the period June 2019

through June 2020, minimum 1.5%, maximum 4%.

B.1.2 Assignment of the appropriate Hourly Rates of Pay (Pay Steps) for regular

employees shall be made in accordance with the pertinent provisions of Article

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Effective January 1, 2019 through December 31, 2021

B.2 Physical Exams for Renewal of Coast Guard Licenses - The City of Seattle City

Light Department shall pay a maximum of forty dollars ($40) for Senior

Motorboat Operators/Senior Passenger and Tugboat Operators and Motorboat

Operators/Passenger and Tugboat Operators who are required to obtain

physical exams to renew their Coast Guard license. This shall apply only to

those employees who are not covered by a City-paid Health Maintenance

Organization Plan; such as Group Health and who obtain such physical exam

at the Multi-Service Center near Northgate in Seattle, Washington. The exam

shall consist of a review of the employee's general physical condition, visual

acuity and hearing per Merchant Marine Personnel Physical Examination

Report (Coast Guard Form C.G.-719K and OMB Number 2115-0501).

B.2.1 Employees shall be provided up to eight (8) hours of straight-time release time,

paid by The City of Seattle City Light Department, to take the exam when such

schedule has been arranged with their supervisor; provided however, no

overtime, meal or mileage reimbursement shall be paid, nor shall the City

provide transportation.

B.3 The employing Department agrees to reimburse employees for costs related to

the renewal of the USCG Merchant Mariners Credential required by employees

to fill the positions of Operator and Senior Operator.

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Effective January 1, 2019 through December 31, 2021

APPENDIX C

INTERNATIONAL ALLIANCE OF THEATRICAL STAGE EMPLOYEES, MOVING

PICTURE TECHNICIANS, ARTISTS AND ALLIED CRAFTS OF THE UNITED

STATES, ITS TERRITORIES AND CANADA, AFL-CIO, CLC, LOCAL NO. 15

This APPENDIX is supplemental to that AGREEMENT by and between The City of

Seattle, hereinafter referred to as the City, and the Joint Crafts Council, hereinafter

referred to as the Council, comprised of certain Unions including the International Alliance

Of Theatrical Stage Employees & Moving Picture Technicians, Artists and Allied Crafts

Of The United States And Canada, Local No. 15, hereinafter referred to as the Union, for

that period from January 1, 2019 through December 31,2021. This APPENDIX shall apply

exclusively to those classifications identified and set forth herein.

C.1 Effective December 26, 2018, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D

CLASSIFICATION 00-06 m 07-18m 9-30m 31 m +

Crew Chief, Stage .................................... 36.85 38.40 39.81 41.26

Grip-Intermittent* ...................................... 28.43 28.43 28.43 28.43

Lead Stage Technician ............................ 33.69 35.06 35.06 35.06

Lead Stage Technician, Intermittent ......... 33.69 35.06 35.06 35.06

Stage Technician-Intermittent .................. 32.51 32.51 32.51 32.51

Stage Technician Rigger-Intermittent ....... 37.14 37.14 37.14 37.14

*NOTE: Work performed by Lead Stage Technicians, Stage Technician Riggers, fork-lift

operators, truck loaders, “man-lift” operators, spot operators, and rehearsal or performance

crews will not be subject to use of the Grip-Intermittent title.

C.1.1 Effective December 25, 2019, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D

CLASSIFICATION 00-06m 07-18m 9-30m 31 m +

Crew Chief, Stage .................................... 38.18 39.78 41.24 42.75

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Effective January 1, 2019 through December 31, 2021

Grip-Intermittent* ...................................... 29.45 29.45 29.45 29.45

Lead Stage Technician ............................ 34.90 36.32 36.32 36.32

Lead Stage Technician, Intermittent ......... 34.90 34.90 34.90 34.90

Stage Technician-Intermittent .................. 33.68 33.68 33.68 33.68

Stage Technician Rigger-Intermittent ....... 38.48 38.48 38.48 38.48

*NOTE: Work performed by Lead Stage Technicians, Stage Technician Riggers, fork-lift

operators, truck loaders, “man-lift” operators, spot operators, and rehearsal or performance

crews will not be subject to use of the Grip-Intermittent title.

C.1.2 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers

(CPI-W) for the period June 2018 through June 2019 to the period June 2019

through June 2020, minimum 1.5%, maximum 4%.

C.3 Stage Technician-Intermittent, Lead Premium - The Stage Crew Chief or their

designee may assign a Stage Technician-Intermittent to act as a Lead.

Effective January 1, 2015, for all hours while so assigned such Lead shall be

paid at the first step of a regular Lead Stage Technician. This premium rate

shall only be paid for hours worked and shall be multiplied by the overtime rate

for overtime hours worked. Under the general supervision of Lead Stage

Technician(s), Stage Technician-Intermittent, Lead(s) shall be expected to

make task assignments and direct the work activities of Stage Technician-

Intermittents in accordance with Seattle Center policies. The Department may

request that specific Stage Technician-Intermittents if available, be dispatched

to perform such work.

C.4 Seattle Center may request that Stage Technicians-Intermittents who possess

specific skills be dispatched to calls that would normally be staffed and paid at

Grip-Intermittent rate at the Seattle Center. When the Union provides a worker

who possesses the required skills, the individual shall be paid at the Stage

Technician-Intermittent rate of pay versus the Grip-Intermittent rate of pay.

C.5 Due to the nature of the business and the working conditions, Sections 1.4 and

1.4.1 shall not apply to employees covered by this Appendix.

C.6 Assignment of the appropriate Hourly Rates of Pay (Pay Steps) for regular

employees shall be made in accordance with the pertinent provisions of Article

C.7 Stage Technicians who perform work on temporary stage structures and are at

or above ten feet from ground level and therefore required to wear fall-

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Effective January 1, 2019 through December 31, 2021

protection gear, or who are required by the Lead Technician to wear fall-

protection gear due to inclement weather or other legitimate safety concerns,

shall be compensated at the applicable rigger rate of pay for a minimum of one

hour.

C.1.8.1 Effective January 1, 2019, Stage Technician Riggers working from the green

beams in the Armory shall be compensated at one and one-half (1½) times the

applicable rigger rate of pay for all time so assigned, with a minimum of one

hour.

C.2 Lead Stage Technicians employed at the Seattle Center shall be afforded two

(2) consecutive days off in each seven (7) day period, Wednesday to Tuesday.

C.3 Jurisdiction - The exclusive jurisdiction covered by the terms of this Appendix

to be performed by regular and/or temporary bargaining unit employees

represented by the Union shall generally encompass the unloading, take-in,

set-up, operation of, take-down, take-out and loading-up of stage equipment

and materials within the Seattle Center grounds as more specifically hereinafter

described.

C.3.1 The City shall notify the Union in writing when a new venue is to be established

at Seattle Center. A new venue shall be defined as any permanent or temporary

structure utilized for the presentation of theatrical entertainment, public or

private events for an audience or clientele. The City shall inform the Union if

the jurisdictional provisions set forth in this Appendix are not applicable to a

new venue.

C.3.1.1 In the case where a new venue is developed through a ground lease by Seattle

Center, the City shall notify the Union in writing when entering into negotiations

on the terms of such Ground Lease. Prior to the opening of any such new

venue, the Seattle Center shall provide a meeting between the Union and the

party(ies) executing the Ground Lease to facilitate the Union’s offer of services

in the operation of the new venue.

C.3.1.2 The parties agree that this Appendix does not apply to the Seattle Arena during

the lease of the Seattle Arena Co.

C.3.1.3 The parties agree that the provisions of this Appendix apply to all City of Seattle

venues when members of the Union are working under the employment of the

City.

C.3.2 The following City-owned equipment shall be handled and/or operated

exclusively by regular and/or temporary bargaining unit employees:

A. Staging and Component Parts:

- Stage platforms, and stage platform steps

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Effective January 1, 2019 through December 31, 2021

B. Onstage Elements:

- Choral risers, chairs, music stands, pianos, podiums, lecterns, flags and

scenic elements

C. Theatrical Lighting:

- Followspots, light control boards, including PC-based systems, and

ancillary systems

- Theatrical lighting instruments including automated moving lights

- House light-control boards and systems and house-lights

- Electrical cables (associated with the above)

D. Theatrical Fly Systems:

- Counterweight systems (pin rail through batten)

E. Rigging Hardware:

- Cables, block and falls when used as part of theatrical suspension

systems

F. Soft goods, Masking and Acoustical Surrounds:

- Stage curtains and other hanging goods

- Choral shells (including symphony shell)

G. Other:

- Large semi-permanent projection screens

- Wrestling and boxing rings

- Pit covers, music stands, stand lights, and staging barricades

- Forklifts and personnel lifts when utilized in connection with stage work

C.3.3 The following job duties shall be performed exclusively by regular and/or

temporary bargaining unit employees:

A. Unloading, take-in, set-up, operation of, take-down, take-out and loading-

up of stage equipment and materials (which shall include temporary

portable lighting and sound systems) and for City-owned equipment as in

Section C.3.2.

B. The laying of temporary electrical and control cable in catwalks and light-

ring of KeyArena for purpose of installing theatrical apparatus or

photographic lights.

C. Rigging on the Seattle Center grounds. Rigging shall be defined as “work

directly related to the suspension of temporary or permanent stage

equipment by means of cables, pulleys, tackle, winches or other gear from

ground levels, existing overhead structures and specific safe points on

vertical walls on the Seattle Center grounds.” Specific safe points shall be

defined as “overhead catwalk supporting beams, stage house grids, and

vertical wall eye-bolts.” Rigging work may also include the unloading and

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Effective January 1, 2019 through December 31, 2021

loading of accessible rigging gear such as cables, pulleys, tackle, winches,

etc.

D. The operation of Forklifts and Personnel Lifts when utilized in connection

with stage work.

E. Maintenance, repair, and custodial care for the stage areas which shall

include such areas as the light bridge, light booth and pit.

F. Operation of the light-control boards in the, Bagley-Wright Theater, McCaw

Hall, Charlotte Martin Theater, the Armory House Theater, the Cornish

Playhouse and they shall be restricted solely to regular, full-time employees

subject to the provisions of Section C.3.7.

G. Operation of the light control board in the Armory House Theatre during

Seattle Center Production events, shall be restricted to regular, full-time

employees or regular, part-time employees.

H. Operation of the light control boards for Center House Stage shall be

restricted to regular, full-time employees; regular, part-time employees; or

Stage Technicians-Intermittents.

I. Notwithstanding any provision to the contrary as may be contained

elsewhere within this Appendix, there shall be a Seattle Center employed

Stage Technician in control and in charge of all stage work involving Seattle

Center employees, to enforce all Seattle Center policies and procedures

relative to stage work.

C.3.3.1 Exceptions:

A. Stage Technicians who travel with and who are employed by major stage

events on a regular ongoing basis shall be permitted to perform their normal

duties as such.

B. Production Runners who are employed by a concert production company

shall continue to perform their normal duties as such.

C. “Yellow-Card Productions” shall be defined as those major stage events

which employ stage technicians under traveling agreements with the

International Alliance of Theatrical Stage Employees and Moving Picture

Technicians, Artists, and Allied Crafts of the United States, its Territories,

and Canada (IATSE). Unloading, take-in, set-up, operation of, take-down,

take-out and loading-up of stage equipment and materials (which shall

include temporary portable lighting and sound systems) for major stage

events recognized as yellow-card productions shall be performed by

employees of such yellow-card production company under terms of the

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Effective January 1, 2019 through December 31, 2021

Labor Agreement by and between that particular yellow-card production

company and IATSE.

D. Individuals who travel with and who are employed by a circus utilizing a

Seattle Center facility, who have traditionally and historically performed

work as hereinbefore described, shall continue to perform such work on an

exempt basis.

E. Occasional, limited arrangement on stage of chairs, flags, lecterns, music

stands/lights and podiums, and the occasional, limited operation of

theatrical light instruments may be performed by designers, technical

directors, or volunteers associated with a lessee of a Seattle Center facility

or associated with a co-producer of a Seattle Center sponsored event, and

other Seattle Center staff who have traditionally and historically performed

such work on a limited occasional basis.

F. In those occasional and limited instances where there exists a need for the

City to secure certain equipment on a rental basis and it is required by the

company renting out such equipment that the rented equipment be operated

by an employee of the rental company, such requirement shall not be

considered a violation of this Agreement nor shall the terms of this

Agreement apply to such employee.

C.3.3.2 Financial Insecurity (Flat Floor Events):

The Seattle Center may exempt a flat floor event in the Exhibition Hall and

Fisher Pavilion from the provision of Section C.3.3 when the event is either

financially insecure, not commercial and/or of a small size.

C.3.4 It is the intention of the City and the Union to identify and cover under terms of

this Agreement that work which has historically and traditionally been

performed by employees working under terms of past labor agreements by and

between the Union and the City in Seattle Center venues. The definition of

venue in this Section is as described in Section C.3.1 of this Agreement. The

City and the Union agree to review the list of venues annually and update them

in a Memorandum of Agreement should a particular venue change in status,

name, or major lease arrangement with Seattle Center. Pursuant to any

updates during the term of this agreement, the Seattle Center venues are:

- Key Arena* - Exhibition Hall

- Mural Amphitheater - Armory House Stage

- McCaw Hall - Fisher Pavilion

- Cornish Playhouse* - Seattle Repertory Theatre*

- Seattle Children’s Theatre*

* When operated by the City of Seattle.

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C.3.4.1 The City and the Union each reserve the right to reopen this Appendix for

negotiation of the terms applicable to physically operating the facilities where

technological advancements and permanent employee staffing of the facility

may necessitate changes to the Appendix.

C.3.5 Event Identification - Work as described in C.3.3 for the following events shall

be performed by regular and/or temporary bargaining unit employees, subject

to any exclusions contained in Articles C.3.3 and C.3.4.

A. Major Stage Events - defined as those events, productions, shows,

functions and/or concerts involving comedic, dramatic, magical, musical,

instrumental and/or spiritual-type public attractions. Major stage events

shall not include flat-floor consumer and trade shows, except as provided

for by C.3.2.

B. Festivals - defined as work outlined in C.3.3 under the control of a promoter

in the venues operated by Seattle Center (as opposed to those operated by

long-term lease holders) and throughout the grounds at large. Should a

promoter secure the services of a leased venue, the work will not be

performed under the terms of this contract, but, rather, under the terms of

any contract that lease holder may have in their own right with the Union.

If, however, the use of the leased facility is secured through use of the

“demand days clause” of said lease, the work shall be that of the Seattle

Center under this contract, as opposed to being performed by employees

of the long-term lease holder.

C. Public Programs - those events produced by Seattle Center and whose

artistic and performance content is under the sole control of Seattle Center

throughout the grounds.

D. Flat Floor Shows - Stage Technician employees shall have jurisdiction over

stage work which occurs within flat-floor trade and consumer shows in the

Exhibition Hall and Fisher Pavilion when the activity taking place is a

significant entertainment performance with the limitations expressed in

C.3.3.

C.3.6 A committee comprised of two (2) representatives of the City and two (2)

representatives of the Union shall be established for the purpose of

adjudicating jurisdictional disputes relating to work alleged to be covered by

this Appendix. A majority decision of the committee shall be final and binding

upon the City and the Union. Failure of the committee to reach a majority

decision shall permit the grieving party the right to immediately thereafter

advance to Section 20.6.4 (Step 4) of the grievance procedure for purposes of

resolving the dispute.

C.3.7 Those individuals employed by certain performing arts organizations who

maintain seasonal contracts (e.g., the Seattle Opera and the Pacific Northwest

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Ballet) or long term leases with the Seattle Center (e.g., the Seattle Children’s

Theatre, the Seattle Repertory Theatre, the Cornish Playhouse and the Theatre

Puget Sound or its sub-lessees, if any) shall continue to perform work otherwise

normally covered by this Agreement under terms of the labor agreement by and

between said performing arts organization(s) and the Union, if any.

C.3.8 If a lease with a major tenant with any of the venues is voided or terminated,

then regular and/or temporary bargaining unit employees shall reassume

jurisdiction over City-owned equipment in the venue in accordance with this

Agreement. The City agrees to notify the Union of their consideration of any

new lease agreement which would replace or install a major tenant in any of

the Seattle Center venues. Such notification shall follow provisions described

in C.3.1 of this Agreement.

C.4 Dispatching of Stage Employee-Intermittents - The Seattle Center shall,

through City hiring procedures, establish a list of employees from which Stage

Employee-Intermittents shall be dispatched by the Union for temporary work at

the Seattle Center upon a call from the Seattle Center. Stage Employee -

Intermittents shall be dispatched in a manner agreed upon by the City and the

Union involving seniority, rotation by hours worked, and specific qualifications.

The Union shall be responsible for the proper dispatching of such Stage

Employee-Intermittents when a request for employment of a Stage Employee-

Intermittent is made by the Seattle Center. The Union shall be liable for any

complaints and/or grievances relating thereto. The dispatching system shall

encompass the following conditions:

A. Only individuals on the Seattle Center Stage Employee-Intermittents

Dispatch List as provided by Seattle Center shall be dispatched by the

Union.

B. Only those individuals qualified to perform special functions, such as rigging

and operation of a forklift, as designated by the Seattle Center shall be

dispatched by the Union when a request is made by the Seattle Center for

individuals to perform such specific type work.

C. The number of Stage Employee-Intermittents called for work through the

dispatch system, the call-time and the utilization and/or assignment of

employees for particular tasks shall be determined by the Seattle Center.

The Seattle Center shall continue to establish work procedures and shall

direct and supervise those Stage Employees-Intermittents who have been

dispatched by the Union at the Seattle Center's request to work at the

Seattle Center.

D. The Seattle Center shall have the unequivocal right to immediately

suspend, terminate, or otherwise remove from work and the Stage

Employee-Intermittent Dispatch List, any Stage Employee-Intermittent for

just cause. In the event the Union should decide to grieve such action, said

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grievance shall be processed in accordance with Article 20, Grievance

Procedure. During the initial two hundred (200) hours of work as a Stage

Employee-Intermittent, or three (3) years, whichever occurs first, the Seattle

Center shall have the unequivocal right to terminate an individual’s

employment without recourse to the grievance provisions of this contract.

E. The loading and unloading of theatrical stage equipment from trucks is one

of the work activities included in the general duties of Stage Employee-

Intermittents. When the Seattle Center requests the dispatch of a specific

number of Stage Employee-Intermittents, who for some portion of their shift

will be assigned to load and/or unload equipment from trucks, the Union

through its dispatch system may designate which employees on its Dispatch

List will be assigned to that work. The Seattle Center reserves the right to

modify such work assignments to meet operational needs.

C.4.1 After having made a request to the Union for a certain number of Stage

Employee-Intermittents to perform certain work and the Union has not been

able to dispatch in a timely manner the requested number of qualified

individuals from the Stage Employee-Intermittent Dispatch List and/or the

Union has failed to notify the Seattle Center that it has dispatched the

requested number of qualified individuals from the Stage Employee-

Intermittent Dispatch List, the Seattle Center may then call directly whomever

it chooses to fill the work assignments.

C.4.2 The Affirmative Action goals of the Seattle Center shall be adhered to in

dispatching personnel from the Seattle Center Stage Employee-Intermittent

Dispatch List; provided however, should the application of this Section occasion

a change adversely affecting those individuals currently on the existing Stage

Employee-Intermittent Dispatch List, either party, upon written notification to

the other party, may open for negotiation the provisions of Sections C.4, C.4.1

and C.4.2.

C.4.3 Intermittent stage employees must work at least one shift per year to maintain

their employment with the City. “Year” shall mean 26 consecutive pay periods

beginning with the last pay period during which the employee earned wages.

Thirty days prior to any separation under this clause, the City must notify the

Union, in writing, of any employees who are pending separation.

C.5 The City shall provide the Union with at least seven (7) calendar days’ advance

notification of all regular dispatch requests. Original dispatch requests, or

changes involving more than five (5) employees within forty-eight (48) hours of

the call time, shall incur a service fee of not less than twenty-five dollars ($25)

per call, or two dollars and fifty cents ($2.50) per person for calls for more than

ten (10) employees. Notwithstanding the foregoing, original dispatch requests

resulting from short-notice bookings (less than ten (10) days in advance of the

event), and call cancellations due to weather, natural disasters or event

cancellation shall not be subject to a service fee. The Union shall not be held

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liable for failure to fill a request or notify employees of a call change or

cancellation with less than twenty-four (24) hours’ notice.

C.6 A Stage Employee-Intermittent who is called to work by the City shall be paid

a minimum of four (4) hours at the appropriate regular straight-time hourly rate

of pay for Stage Employees-Intermittents. A Stage Employee-Intermittent who

has had more than a two (2) hour unpaid break and who has been called back

to work within twenty-four (24) hours from the initial call of any given event

pursuant to this provision shall be required to perform all available work for

which the employee is qualified; provided however, in no case shall such Stage

Employee-Intermittent receive less than four (4) hours pay for such recall. All

time for which a Stage Employee-Intermittent works beyond their first eight (8)

hours of compensation within twenty-four (24) hours from the initial call of any

given event shalt be paid for at the rate of one and one-half (1½) times the

regular straight-time hourly rate of pay for Stage Employee-Intermittents.

C.7 A Stage Employee-Intermittent who continues to work beyond the four (4)

consecutive hours of any applicable four (4) hour minimum shall be paid to the

next one-half (½) hour for each one-half (½) hour or any portion thereof worked

thereafter.

C.8 Section 5.1.1 shall have equal application to all Stage Employees including

those employed on a temporary or intermittent basis.

C.8.1 For events not sponsored or not co-sponsored by the Seattle Center, which

takes place in the Key Arena, any Stage Employee (regular or intermittent)

required to work in excess of five (5) continuous hours without being provided

a meal period, shall be compensated two (2) times the prevailing rate of pay

and continue at that rate until he/she receives a meal break. For other events,

the provisions of Section 5.1.1 as referenced within Section C.8 shall apply.

Should the facility, formerly known as the Arena, be returned to service for

essentially the same lines of business, the parties agree that the terms of this

Article will apply to that building.

C.8.2 In the event a Lead Stage Technician works beyond five (5) hours of overtime

in a workday without a meal break, they shall receive meal compensation of

nineteen dollars ($19) in addition to their hourly wages for every six (6) hour

block of overtime so accrued.

C.9 Rigging - A Stage Technician Rigger-Intermittent who is called to work by the

City shall be paid a minimum of four (4) hours at the regular straight-time hourly

rate of pay for Stage Technician Rigger-Intermittents. Whenever possible the

same Stage Technician Rigger-Intermittent who installs rigging for an event

shall be recalled to dismantle it. If such Stage Technician Rigger-Intermittent

has more than a two (2) hour unpaid break, the employee shall receive an

additional four (4) hour minimum when the employee resumes work. All time

for which a Stage Technician Rigger-Intermittent works beyond their first eight

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(8) hours of actual work within the day , shall be paid for at the rate of one and

one-half (1½) times the regular straight-time hourly rate of pay for Stage

Technician Rigger-Intermittents. Stage Technician Rigger-Intermittents shall

do only rigging-type work. Rigging-type work may include the occasional

unloading of theatrical stage equipment in order to access rigging equipment

from the trucks. In the event rigging gear is not on the back of a semi-truck or

within a few feet of the very tail end of the semi-truck, the Lead Stage

Technician and the Event Service Representative shall have two (2) options:

A. They may request additional loaders from the Call Steward if time permits;

B. If, in their judgment, the show would be jeopardized by waiting for loaders,

the following procedure shall be employed:

1. No less than four (4) Stage Technician Rigger-Intermittents shall be

assigned to unload the truck.

2. Those Stage Technician Rigger-Intermittents so assigned shall

receive a separate four (4) hour call at the Stage Technician Rigger

rate of pay for unloading the truck.

3. They shall be given a minimum of a fifteen (15) minute break upon

completing the unloading.

4. When these employees begin rigging work, they shall begin a new four

(4) hour call. Overtime calculations shall include hours actually worked

in the truck.

C.9.1 Rigging Calls in the Key Arena - For show or event rigging work on the rigging

platform, there shall be no less than two riggers assigned to work on the

platform, and one rigger assigned to work with the platform riggers on the arena

floor. For show or event rigging work on the apex catwalks utilizing bridles,

there shall be no less than four riggers assigned to work in the catwalks, and

two riggers assigned to work with the apex riggers on the arena floor. For other

rigging work, the City and the Union agree to make their best efforts to place

the appropriate number of riggers on the job and to perform the work in a safe

and efficient manner.

C.10 Health and Welfare - Effective January 1, 2015, the employee shall pay an

additional amount equal to seven percent (7%) of the gross pay of all Stage

Employee-Intermittents to the Theatrical Stage Employees Health and Welfare

Trust for the purpose of providing medical insurance benefits to all eligible

employees and their dependents in accordance with the specific rules of said

Trust.

C.11 The work duties of Lead Stage Technicians and Stage Employee-Intermittents

may include the construction of anything relating to stage theatrical

presentations either indoor or outdoor including platforms for Center House

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events. The pay for this type work shall be at the Lead Stage Technician and

Stage Employee-Intermittent rates of pay.

C.12 Service Fee - In lieu of the requirements set forth within Section 3.1.1, all Stage

Employees-Intermittents shall pay to the Union, in lieu of the Union

membership requirements contained within Article 3, a service fee in an amount

equal to four and one-half percent (4½%) of the employee's gross straight-time

and overtime earnings.

C.12.1 If during the term of this contract the Union’s membership should ratify change

to the service fee figure shown herein, the Union shall inform the Seattle Center

of such ratified change in writing, and it shall be considered to be applicable

from the date of such notification being acknowledged as received by Seattle

Center.

C.13 Turnaround Time - All regular employees required to work a shift of eight (8)

hours or more shall be compensated at double time until given a break of eight

(8) hours or more at the end of that shift.

C.13.1 Regular employees who are called to work during turnaround time on their

scheduled days off will be additionally compensated by accrual of

compensatory time at the double-time rate until the passage of eight (8) hours

from the end of their previous shift. (Example: Shift is completed at midnight

Friday night, with Saturday as the scheduled day off. Operational requirements

demand the return of that employee at 6:00 a.m., Saturday. The employee

would be entitled to two (2) hours of compensatory time accrued at the double

time rate.) This entitlement will not accrue beyond four (4) hours at the double-

time rate or result in the accrual of more than eight (8) hours of compensatory

time at the straight-time rate for any one day when the turnaround rules apply.

Prior to performing work which would invoke this rule, the employee must first

make all reasonable efforts to contact the Stage Crew Chief for instructions,

schedule other staff not affected by this provision to perform the work, or

reschedule the work to make working during the turnaround period

unnecessary.

C.14 Vacant Positions - The City is committed to keeping the Union informed of its

good faith efforts to fill vacant regular positions.

C.15 The City and the Union shall negotiate to develop an affirmative Stage

Technician training program during the term of this Agreement.

C.16 At no time shall work under IATSE, Local 15's jurisdiction, as defined in this

document and by past practice, be privatized or otherwise contracted outside

of the Union’s dispatch whatsoever, provided the Union is able to fulfill dispatch

of such work. To the fullest extent practical, the City shall utilize a separate

services contract with the Union when additional staffing is required.

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C.16.1 The City shall make good faith efforts to maintain the Stage Employee

Intermittent Dispatch List at a level adequate to meet the anticipated needs for

staffing. The parties agree to confer regularly to discuss increases to the

current level of available employees on the City Stage Employee Intermittent

Dispatch List. Any advertising for openings on the Stage Employee Intermittent

Dispatch List shall include the Union in distribution efforts.

C.16.2 In the unlikely event that these efforts are insufficient to meet staffing needs,

the City shall call labor through a letter of agreement with the Union, using such

labor according to the terms and conditions outlined in such letter.

C.17 The following sections shall apply only to the Exhibit Technician or Rigger (also

known as Stage Technician Rigger) Intermittent classifications. Employees in

these classifications shall be employed to assist in the design and fabrication of

exhibits and their components, installation of new exhibits and complete or partial

replacement of existing exhibits, as well as maintenance and repair of exhibits and

components. None of the previous Sections of Appendix C, except C.12 shall

apply to these classifications.

C.17.1 Effective December 26, 2018, the classification and the corresponding hourly

rates of pay for each classification covered by the following Section of the

Appendix shall be as follows:

Step A Step B Step C

Exhibits Technician ..................................................... 30.16 31.35 32.51

Exhibits Technician, Intermittent ................................. 30.16 31.35 32.51

Stage Technician Rigger – Int.. .................................. 37.14 37.14 37.14

C.17.2 Effective December 25, 2019, the classification and the corresponding hourly

rates of pay for each classification covered by the following Section of the

Appendix shall be as follows:

Step A Step B Step C

Exhibits Technician ..................................................... 31.25 32.48 33.68

Exhibits Technician, Intermittent ................................. 31.25 32.48 33.68

Stage Technician Rigger – Int. ................................... 38.48 38.48 38.48

C.18 Rigging - shall be defined as work directly related to the suspension of temporary

or permanent equipment, personnel or exhibit elements by means of cables,

pulleys, tackle, winches or other gear from ground levels, existing overhead

structures and specific safe points. “Specific safe points” shall be defined as

overhead structural support beams, vertical wall eyebolts and other locations

which have been certified as load rated for overhead rigging. Rigging may also

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include the unloading and loading of rigging gear such as cables, pulleys, tackle,

winches, etc., from trucks or other conveyances. Work such as the hanging of

vines or incidental exhibit elements which has been traditionally and historically

performed by Exhibit Technicians, may continue to be performed by Exhibit

Technicians. Riggers shall be paid a minimum of four (4) hours at the regular

straight-time hourly rate of pay for Rigger-Intermittents.

C.18.1 Employees working in excess of twenty-eight (28) feet in height from the ground,

or any employee required to work in a class three harness due to safety

requirements, shall be paid at the Rigger-Intermittent rate of pay for all time so

assigned.

C.19 The overtime rates specified in Sections 5.2, 5.2.1, 5.2.2, and 5.3 shall not apply

to intermittent employees. Intermittent employees will have an overtime rate of

one and one-half (1½) times the straight-time hourly rate.

C.20 There will be a “lead” premium of four percent (4%) above the applicable wage

when an employee is assigned by management to give substantial direction to the

work of three or more employees for a period of four (4) consecutive hours or

longer.

C.21 Regular employees will have the first right of refusal on overtime if they have

continuous experience on the specific job or project to be worked during overtime

and the specific skill necessary as determined by the supervisor.

C.22 Intermittent employees when used will receive a four (4) hour minimum call out.

An intermittent employee who continues to work beyond the four (4) consecutive

hours of any applicable four (4) hour minimum shall be paid to the next one-half

(½) hour or any portion thereof worked thereafter. An intermittent employee who

has had more than a two (2) hour unpaid break and is called back to work within

twenty-four hours of the initial call shall receive a four (4) hour minimum call for

any work subsequently performed.

C.23 Dispatching of Intermittent Employees - any intermittent employee who has a

recurrent work history in the Exhibit Technician classification prior to and after

September 6, 1996 may be scheduled directly by their supervisor. Additional

intermittent employees shall be dispatched by Local 15’s hiring hall by request of

the supervisor. Employees may be name called from dispatch roster on the basis

of applicable skills. In the event that the Union is unable to fulfill the requested

skills, employees may be hired through other sources.

C.23.1 The Union shall not dispatch intermittent employees into overtime unless

specifically authorized by the supervisor.

C.24 Health and Welfare - Effective upon implementation of Sections C.17 through

C.24, intermittent employees not already participating in a City-sponsored health

care plan, and all intermittent employees dispatched through Local 15’s hiring hall

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shall contribute seven (7) percent of their gross wages (excluding the temporary

employee premium) to the IATSE, Local 15 Theatrical Stage Employees Health

and Welfare Trust for the purpose of providing medical insurance benefits to all

eligible employees and their dependents in accordance with the specific rules of

said Trust. Such contributions shall be deducted from the employee’s pay, and

forwarded to the Trust on a monthly basis, not later than the fifteenth (15

th)

day of

the month following employment.

C.25 During the term of this Agreement, the City and Seattle Center agree to meet

upon request of the Union to discuss the interpretation and administration of

Section C.6 and the “24-hour” clock.

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Effective January 1, 2019 through December 31, 2021

APPENDIX D

INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL NO. 46

This APPENDIX is supplemental to that AGREEMENT by and between The City of

Seattle, hereinafter referred to as the City, and the Joint Crafts Council, hereinafter

referred to as the Council, comprised of certain Unions including the International

Brotherhood Of Electrical Workers, Local No. 46, hereinafter referred to as the Union, for

that period from January 1, 2019 through December 31, 2021. This APPENDIX shall

apply exclusively to those classifications identified and set forth herein.

D.1 Effective December 26, 2018, the classification and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

CLASSIFICATION 00-06m 07-18m 19-30m 31-42m 43 m +

Bridge Electrical Crew Chief .......... 42.32 45.75 45.75 45.75 45.75

Electrical Inspector, Senior/

Electrical Plans Examiner (Expert) 42.83 44.52 46.24 48.08 49.96

Electrical Plans Examiner .............. 41.32 42.83 44.52 46.24 48.09

Electrician ...................................... 40.23 41.85 43.51 43.51 43.51

Electrician Technician Apprentice

..................................... 67% of Electrician entry level of pay from 00-06 months

..................................... 71% of Electrician entry level of pay from 07-12 months

..................................... 75% of Electrician entry level of pay from 13-18 months

..................................... 79% of Electrician entry level of pay from 19-24 months

..................................... 83% of Electrician entry level of pay from 25-30 months

..................................... 87% of Electrician entry level of pay from 31-36 months

..................................... 91% of Electrician entry level of pay from 37-42 months

..................................... 95% of Electrician entry level of pay from 43-48 months

Electrician Crew Chief .................... 44.56 46.32 48.18 48.18 48.18

Helper, Maintenance, Electrical ..... 26.95 27.98 27.98 27.98 27.98

Inspector, Electrical (Entry) ............ 35.37 36.77 38.18 39.73 41.32

Inspector, Electrical (Journey) ....... 41.32 42.83 44.52 46.24 48.08

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Inspector, Electrical,

Senior (Expert) ............................... 42.83 44.52 46.24 48.08 49.96

Inspector, Sign (Entry) ................... 33.46 34.79 36.15 37.58 39.09

Inspector, Sign (Journey) ............... 39.09 40.54 42.10 43.74 45.48

Inspector, Sign, Senior ................... 42.83 44.52 46.24 48.08 49.96

Electrician, Senior…………………. 43.30 45.05 45.05 45.05 45.05

Sound Operator, Intermittent ......... 35.80 35.80 35.80 35.80 35.80

Technician, Sound and Video

Equipment ...................................... 35.80 37.14 37.14 37.14 37.14

Technician, Pump Station

Electrical ........................................ 40.38 42.06 43.63 43.63 43.63

Technician, Pump Station

Electrical, Senior ............................ 42.76 44.44 46.17 46.17 46.17

Pump Station Crew Chief ............... 42.09 43.65 45.22 47.05 48.94

D.1.1 Effective December 25, 2019, the classification and the corresponding hourly

rates of pay for each classification covered by this Appendix which includes a

five-point three two percent (5.32%) wage adjustment for the Bridge Electrical

Crew Chief classification, shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

CLASSIFICATION 00-06m 07-18m 19-30m 31-42m 43 m +

Bridge Electrical Crew Chief .......... 46.16 47.99 49.91 49.91 49.91

Electrical Inspector, Senior/

Electrical Plans Examiner (Expert) 44.37 46.12 47.90 49.81 51.76

Electrical Plans Examiner .............. 42.81 44.37 46.12 47.90 49.82

Electrician ...................................... 41.68 43.36 45.08 45.08 45.08

Electrician Technician Apprentice

..................................... 67% of Electrician entry level of pay from 00-06 months

..................................... 71% of Electrician entry level of pay from 07-12 months

..................................... 75% of Electrician entry level of pay from 13-18 months

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..................................... 79% of Electrician entry level of pay from 19-24 months

..................................... 83% of Electrician entry level of pay from 25-30 months

..................................... 87% of Electrician entry level of pay from 31-36 months

..................................... 91% of Electrician entry level of pay from 37-42 months

..................................... 95% of Electrician entry level of pay from 43-48 months

Electrician Crew Chief .................... 46.16 47.99 49.91 49.91 49.91

Helper, Maintenance, Electrical ..... 27.92 28.99 28.99 28.99 28.99

Inspector, Electrical (Entry) ............ 36.64 38.09 39.55 41.16 42.81

Inspector, Electrical (Journey) ....... 42.81 44.37 46.12 47.90 49.81

Inspector, Electrical,

Senior (Expert) ............................... 44.37 46.12 47.90 49.81 51.76

Inspector, Sign (Entry) ................... 34.66 36.04 37.45 38.93 40.50

Inspector, Sign (Journey) ............... 40.50 42.00 43.62 45.31 47.12

Inspector, Sign, Senior ................... 44.37 46.12 47.90 49.81 51.76

Electrician, Senior…………………. 44.86 46.67 46.67 46.67 46.67

Sound Operator, Intermittent ......... 37.09 37.09 37.09 37.09 37.09

Technician, Sound and Video

Equipment ...................................... 37.09 38.48 38.48 38.48 38.48

Technician, Pump Station

Electrical ........................................ 41.83 43.57 45.20 45.20 45.20

Technician, Pump Station

Electrical, Senior ............................ 44.30 46.04 47.83 47.83 47.83

Pump Station Crew Chief ............... 43.61 45.22 46.85 48.74 50.70

D.1.2 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-

W) for the period June 2018 through June 2019 to the period June 2019 through

June 2020, minimum 1.5%, maximum 4%.

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D.1.3 Assignment of the appropriate Hourly Rates of Pay (Pay Steps) for regular

employees shall be made in accordance with the pertinent provisions of Article

D.2 Electricians employed at the Seattle Center shall be afforded two (2) consecutive

days’ off in each seven (7) day period, Wednesday through Tuesday. Scheduling

shall be arranged to meet the requirements of the foregoing sentence.

D.3 The following City-owned equipment at the Seattle Center shall be handled,

operated and maintained exclusively by regular and temporary bargaining unit

employees; notwithstanding the right of the City to contract out maintenance

work as it deems appropriate:

A. Amplifiers

B. Pre-amplifiers

C. Microphones

D. Speakers

E. Speaker systems

F. Audio cables

G. Equalizers

H. Audio boards

I. Audio racks

J. Ancillary audio equipment

K. Mixing consoles

L. Processing equipment (Techo, system delay, limiting or any ancillary

equipment used to process or shape audio signals)

M. Video equipment and systems (exclusive of video training packages and

large semi-permanent projection screens)

D.3.1 The Union recognizes all others whose responsibilities are the handling and/or

operation of sound equipment belonging to others, other than City-owned

equipment.

D.3.2 Intermittent sound employees must work at least two shifts per quarter to

maintain their standing with the City. This may result in cases where dispatch

out of seniority is necessary to avoid violation of this provision and such dispatch

will be made without the ability to grieve. If insufficient work is available during a

quarter to enable the intermittent working two shifts, their standing with the City

shall not change.

D.4 Overtime - When deemed necessary by the City, the City may require an

employee to perform work outside of their regularly scheduled work shift. The

immediate circumstance of the situation shall be considered by the City in

deciding which employee(s) shall be assigned to perform the overtime work in

question. Overtime assignments shall be allotted in as fair and equitable manner

as circumstances will permit amongst employees in an affected work unit who

have the work experience to immediately perform the overtime work. When an

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unforeseen situation arises, which necessitates overtime work either as an

extension of a shift or as a call-in, the City may assign or call in the first

individual(s) it contacts for such overtime work.

D.4.1 Overtime may be offered to intermittent employees.

D.5 Temporary Employees - When the City needs additional employees, it reserves

the right to hire from its own recruiting sources. Generally, however, this practice

shall include a call to the Union.

D.6 Coveralls shall be furnished to Electricians in the Parks & Recreation

Department.

D.6.1 In lieu of cotton or polyester work clothing currently provided, employees in the

Electrician class series, Bridge Electrical Crew Chief title, and Pump Station

Electrical Technician class series shall be furnished with fire retardant work

clothing.

D.7 The Seattle Center shall advise temporary employees of permanent full-time job

openings. All candidates shall be required to compete for any such openings;

provided however, the Seattle Center shall give serious consideration for full-

time positions in the same classification to temporary Sound Equipment

Technicians or Electricians at the Seattle Center who are eligible for

consideration.

D.8 The Seattle Center will use a crew of Laborer(s) and/or Senior Janitor(s) under

the lead of an Electrician to perform changing of light bulbs on a preventive

maintenance (periodic) schedule. (Laborers and Senior Janitors are cautioned

not to touch certain high-powered lights.) This work will involve 10-foot ladder

and 12-foot ceiling. Electrician will change certain higher lights; e.g., in ceiling of

new Key Arena. The Electrician may do some of the changing of light bulbs but

will mostly direct the work (which does not require that the Electrician be

physically present at all times) and do the journey-level tasks of

installing/wiring/rewiring of lighting fixtures or ballast in the fixtures. Because the

Electrician performs the journey-level work, work out-of-class pay for Laborers

or Senior Janitors will not be applicable on changing of light bulbs.

D.9 The City will pay training costs for employees classified as Pump Station

Electrical Technicians to acquire Level 1 certification or employees classified as

Senior Pump Station Electrical Technician to acquire Level II certification from

Washington Wastewater Collection Personnel Association or an equivalent City-

approved certification program. This practice is consistent with career

development-assisted training.

D.10 Effective January 1, 2019, those employees who are entitled to footwear

reimbursement will receive an additional thirty-four dollars ($34.00) per employee

per year toward the purchase of footwear under Section 14.11.

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D.10.1 Effective January 1, 2020, the reimbursement for those employees who are

entitled to footwear reimbursement shall be a maximum of one hundred seventy-

five dollars ($175.00).

D.10.2 Effective January 1, 2021, the reimbursement for those employees who are

entitled to footwear reimbursement shall be a maximum of maximum of two

hundred dollars ($200.00).

D.11 Sound Technician Intermittents who are called to work shall be paid for a

minimum of four (4) hours work for each such call. In the event of two (2) calls

within a four (4) hour or greater unpaid separation between the calls will be

entitled to a separate four (4) hour minimum for each such shift. Overtime work

will be based on actual hours worked as opposed to hours paid. This four (4)

hour minimum applies only to work shifts and does not apply to scheduled

training or meetings. Should a meeting or training be scheduled concurrently

with a work shift, this language does not entitle the individual to both a four (4)

hour minimum and a separate payment for the training or meeting time.

D.12 The City and Union have renewed the Memorandum of Agreement related to

McCaw Hall at the Seattle Center for the term of this Agreement.

D.13 During the term of this Agreement, the City agrees to meet upon request of the

Union to discuss state licensure and apprenticeship program requirements.

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APPENDIX E

INTERNATIONAL BROTHERHOOD OF TEAMSTERS, LOCAL NO. 763

This APPENDIX is supplemental to that AGREEMENT by and between The City of

Seattle, hereinafter referred to as the City, and the Joint Crafts Council, hereinafter

referred to as the Council, comprised of certain Unions including the International

Brotherhood of Teamsters, Local No. 763, hereinafter referred to as the Union, for that

period from January 1, 2019 through December 31, 2021. This APPENDIX shall apply

exclusively to those classifications identified and set forth herein.

E.1 Effective December 26, 2018, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

Classification Step A Step B Step C Step D Step E

Licenses and

Standards Inspector 34.60 35.90 37.30 38.81 40.41

Tax Auditor 35.43 36.85 38.40 39.81 41.26

Tax Auditor, Senior 38.40 39.81 41.26 42.91 44.64

Tax Auditor, Assistant 31.09 32.24 33.46 34.79 36.15

E.1.1 Effective December 25, 2019, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

Classification Step A Step B Step C Step D Step E

Licenses and

Standards Inspector 35.85 37.19 38.64 40.21 41.86

Tax Auditor 36.71 38.18 39.78 41.24 42.75

Tax Auditor, Senior 39.78 41.24 42.75 44.45 46.25

Tax Auditor, Assistant 32.21 33.40 34.66 36.04 37.45

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E.1.3 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers

(CPI-W) for the period June 2018 through June 2019 to the period June 2019

through June 2020, minimum 1.5%, maximum 4%.

E.1.4 Assignment of the appropriate Hourly Rates of Pay (Pay Steps) for regular

employees shall be made in accordance with the pertinent provisions of Article

E.2 Clothing

A. Licenses and Standards Inspectors - The City shall provide jackets for all

employees. The City shall pay the cost of repairs or replacement of clothing

that is damaged during the performance of official duties of those

employees covered by this Appendix.

B. Tax Auditors - The City shall pay the cost of repairs or replacement of

clothing that is damaged during the performance of official duties of those

employees covered by this Appendix.

C. Weights and Measures Section - The City shall continue to provide,

maintain, repair, and clean coveralls for those employees assigned to the

Weights and Measures Section. In lieu of the benefit set forth within Section

14.11, the City shall also provide all-weather jackets and safety shoes for

those employees assigned to the Weights and Measures Section and

replace said coveralls, jackets and safety shoes on an as-needed basis.

E.3 Effective December 29, 2004, a fund equivalent to thirty-four ($34) per

employee per year shall be established. Such fund shall be administered by a

bargaining unit Labor-Management Committee for unbudgeted training,

equipment and/or other job-related needs.

E.4 Work Outside of Classification – Tax Auditors – Notwithstanding anything to

the contrary that may be contained elsewhere in the Agreement (i.e., Section

5.9), whenever an employee is assigned by the proper authority to perform the

normal, ongoing duties of a higher-paid classification, and the duties of the

higher-paid position are clearly outside the scope of the employee’s regular

classification for a period of four (4) consecutive hours or longer, the employee

shall be paid at the out-of-class salary rate when performing such duties and

accepting such responsibility. The out-of-class rate shall be determined in the

same manner as for a promotion.

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APPENDIX F

INTERNATIONAL BROTHERHOOD OF TEAMSTERS, LOCAL NO. 117

This APPENDIX is supplemental to that AGREEMENT by and between The City of

Seattle, hereinafter referred to as the City, and the Joint Crafts Council, hereinafter

referred to as the Council, comprised of certain Unions including the International

Brotherhood Of Teamsters, Local No. 117, hereinafter referred to as the Union, for that

period from January 1, 2019 through December 31, 2021. This APPENDIX shall apply

exclusively to those classifications identified and set forth herein.

F.1 Effective December 26, 2018, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

CLASSIFICATION 00-06m 07-18m 19-30m 31-42m 43 m +

Fire Equipment Technician ............ 27.13 28.27 29.33 30.46 31.61

Fire Services Specialist .................. 27.13 28.27 29.33 30.46 31.61

Recreation Center Coordinator ...... 32.36 33.63 34.95 36.30 37.73

Recreation Center Coordinator,

Assistant ........................................ 29.42 30.61 31.81 32.98 34.26

Servicer, Equipment ....................... 26.41 27.38 28.49 28.49 28.49

Warehouser ................................... 25.85 26.87 27.93 27.93 27.93

Warehouser, Chief ......................... 30.87 32.04 33.30 34.57 35.83

Warehouser, Senior ....................... 28.52 29.63 30.74 30.74 30.74

F.1.1 Effective December 25, 2019, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

CLASSIFICATION 00-06m 07-18m 19-30m 31-42m 43 m +

Fire Equipment Technician ............ 28.11 29.29 30.39 31.56 32.75

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Fire Services Specialist .................. 28.11 29.29 30.39 31.65 32.75

Recreation Center Coordinator ...... 33.52 34.84 36.21 37.61 39.09

Recreation Center Coordinator,

Assistant ........................................ 30.48 31.71 32.96 34.17 35.49

Servicer, Equipment ....................... 27.36 28.37 29.52 29.52 29.52

Warehouser ................................... 26.78 27.84 28.94 28.94 28.94

Warehouser, Chief ......................... 31.98 33.19 34.50 35.81 37.12

Warehouser, Senior ....................... 29.55 30.70 31.85 31.85 31.85

F.1.2 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-

W) for the period June 2018 through June 2019 to the period June 2019 through

June 2020, minimum 1.5%, maximum 4%.

F.1.3 Assignment of the appropriate Hourly Rates of Pay (Pay Steps) for regular

employees shall be made in accordance with the pertinent provisions of Article

F.2 Effective December 30, 2015, Recreation Center Coordinators and Assistant

Recreation Center Coordinators shall receive a seventy-five cent ($0.75) shift

premium for swing shift and a one dollar ($1.00) shift premium for graveyard shift

under the conditions above.

F.2.1 Effective December 25, 2019, the swing shift premium for Recreation Center

Coordinators and Assistant Recreation Center Coordinators shall be one dollar

($1.00) and the graveyard shift premium shall be one dollar and fifty cents

($1.50).

F.3 In lieu of Sections F.2 employees covered by this Appendix who are employed

by the Finance and Administrative Services (FAS) Department, and who are

classified as Equipment Servicers or as Warehousers employed in the auto parts

room, who either by shift-pick or assignment, work the established second (2

)

shift, shall continue to be assigned in the following manner: eight (8) hours within

eight and one-half (8½) consecutive hours which shall constitute a work shift.

F.3.1 Effective December 31, 2015, employees identified in Section F.3 on the afore-

referenced established second (2

) shift shall receive seventy-five cents

($0.75¢) per hour shift premium pay while so assigned.

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F.3.1.1 Effective December 25, 2019, employees identified in Section F.3 on the afore-

referenced established second (2

) shift shall receive one dollar ($1.00) per hour

shift premium pay while so assigned.

F.4 When the City transfers a regular employee from one regular shift to another and

the employee is not offered at least twelve (12) consecutive hours off-duty

between the end of their previous shift and the beginning of their next regular

shift, the employee shall be paid at the overtime rate for each hour worked during

said twelve (12) hour period; provided however, said employee shall be paid at

the straight-time rate of pay for each hour worked during the remainder of the

ensuing shift which commences twelve (12) hours from the end of the previous

shift.

F.5 Effective January 1, 2019, Equipment Servicers, Warehousers, Senior

Warehousers, Chief Warehousers, Fire Equipment Technicians, and Fire

Service Specialists are entitled to footwear reimbursement and will receive an

additional thirty-four dollars ($34.00) per employee per year toward the purchase

of footwear under Section 14.11.

F.5.1 Effective January 1, 2020, the footwear reimbursement shall be a maximum of

one hundred seventy-five dollars ($175.00).

F.5.2 Effective January 1, 2021, the footwear reimbursement shall be a maximum of

two hundred dollars ($200.00).

F.6 When a vacancy occurs, employees will be given an opportunity to request a

transfer. The vacancy will be filled by seniority, subject to management approval.

Management shall not be arbitrary or capricious in making their determination. If

the employee’s transfer application is rejected, the employee, upon request, will

be given a written explanation.

F.7 The parties agree to hold regular, as needed, Local 117-specific labor

management committee meetings to identify and discuss training and safety

needs. (Safety committee members may be invited to attend these meetings.)

F.8 Parking Attendants and Senior Parking Attendants - The following Sections shall

apply only to Parking Attendant and Senior Parking Attendant classifications.

None of the previous Sections of Appendix F shall apply to these classifications

unless specifically stated to the contrary in a particular Section. Due to the nature

of the business and the working conditions, Section 1.4 and 1.4.1 shall not apply

to the afore-referenced classifications.

F.8.1 Effective December 26, 2018, the classifications and the corresponding hourly

rate of pay for each classification covered by the following Section of the

Appendix shall be as follows:

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Effective January 1, 2019 through December 31, 2021

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

CLASSIFICATION 00-06m 07-18m 19-30m 31-42m 43 m +

Parking Attendant…………….17.74 18.43 19.16 19.87 20.63

Parking Attendant

Temporary…………………….17.74 18.43 19.16 19.87 20.63

Senior Parking Attendant…….22.02 22.85 23.69 23.69 23.69

F.8.2 Effective December 25, 2019, the classifications and the corresponding hourly

rate of pay for each classification covered by the following Section of the

Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

CLASSIFICATION 00-06m 07-18m 19-30m 31-42m 43 m +

Parking Attendant…………….17.74 18.43 19.16 19.87 20.63

Parking Attendant

Temporary…………………….17.74 18.43 19.16 19.87 20.63

Senior Parking Attendant…….22.02 22.85 23.69 23.69 23.69

F.8.3 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-

W) for the period June 2018 through June 2019 to the period June 2019 through

June 2020, minimum 1.5%, maximum 4%.

F.8.3 Assignment of the appropriate Hourly Rates of Pay (Pay Steps) for regular

employee shall be made in accordance with the pertinent provisions of Article 4.

F.9 Regular part-time Parking Attendants, and regular part-time Senior Parking

Attendants shall be defined as employees hired to work in other than a temporary

status at least eighty (80) hours per month. This definition of part-time

employees shall replace the one cited in Section 1.1.5. The City shall not reduce

the number of potential employment hours available per year to regular part-time

Parking Attendants as a result of defining their status as employees hired to work

an average of at least eighty (80) hours per month rather than as employees

hired to work at least an average of twenty (20) hours per week. However,

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nothing in this Section shall be construed so as to limit management’s right to

suspend, demote, discharge or layoff said employees.

F.10 For regular full-time employees; eight (8) hours shall constitute a normal

workday, and five (5) full eight (8) hour days, shall constitute a work schedule.

The normal eight (8) hour days shall be worked within a nine (9) hour period in

each of the five (5) days. The City shall maintain as many consecutive schedules

as practicable. This language shall be in lieu of Section 5.1. There shall be a

paid one-half hour working lunch period for both temporary and regular

employees for shifts of five (5) or more hours.

F.11 Notwithstanding the provisions of Section 5.2, any overtime referenced in the

City of Seattle/Joint Crafts Council Labor Agreement shall be paid at the rate of

one and one-half (1½) times the straight-time hourly rate of pay for Parking

Attendants and Senior Parking Attendants.

F.12 The City may, in lieu of the meal period and rest periods set forth within Sections

5.1.1 and 5.1.2, provide a working meal period and working rest periods during

working hours, without a loss in pay, so that such periods do not interfere with

ongoing work requirements. Management must give a forty-eight (48) hours’

notice to employees if they are going to be required to take a working meal

period. If such notice is not given to employees, the employees shall have the

choice of whether or not they would like to take a working meal period. This

language shall replace Section 5.1.3.

F.13 Section 5.2.1 shall not be applicable to Parking Attendants; Parking Attendants,

Temporary; or Senior Parking Attendants.

F.14 Work Assignments For Temporary Parking Attendants - In the interest of

maintaining an efficient and equitable system of operations at the Seattle Center

and to facilitate the assignment of fluctuating numbers of Temporary Parking

Attendants to the various events, the City and Union agree that management

shall give appropriate consideration to the following:

A. Work opportunities required to maintain an adequate, interested, trained, and

available and Temporary Parking Attendant work force.

B. The employees’ availability and their record of performance.

F.15 Scheduling, attendance, and absence reporting shall be addressed by the parties in

a Memorandum of Agreement signed by the Seattle Center Director and a

designated official of the Union.

F.15.1 Disputes as to interpretation or allegations of violation of this Memorandum shall be

raised for resolution in a labor-management meeting as provided for in the collective

bargaining agreement and shall not be a proper subject for consideration under the

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grievance and arbitration provisions of the Agreement. Issues left unresolved may

be referred by the parties to a mediation process.

F.15.2 Neither these procedures nor any provisions of this Agreement shall serve to limit

or define when the Center may assign work to regular, part-time employees or when

the Center may assign work to intermittent employees.

F.15.3 Seattle Center or the Union may propose changes in the procedures as deemed

appropriate to assure staffing needs are fulfilled in an efficient manner. The City will

notify the Union of proposed changes. The Union may call a labor-management

meeting to discuss those changes and may request that the changes be delayed

until the parties have met.

F.15.4 Turnaround Time - Turnaround time shall continue to be at least twelve (12)

hours from the termination of the previous shift; provided however, an employee

who is required to work during the twelve (12) hour period between normal shifts

shall receive overtime pay for all hours worked during the twelve (12) hour

turnaround period.

F.16 Split Shifts - Notwithstanding the provisions of Section 5.1 and F.9, management

reserves the right to schedule split shifts for training purposes twenty-four (24)

times per year for all Senior Parking Attendants and eighteen (18) times per year

for all regular Parking Attendants and twelve (12) times per year for all Temporary

Parking Attendants. The City will attempt to schedule training which results in

the least amount of disruption for the employee.

F.16.1 For non-administrative purposes, an employee may volunteer to work straight-

time, split-shift assignments for the following month by the fifteenth (15

) day of

the prior month. If split shifts are available to be worked, management shall so

notify those employees who volunteered to work split shifts. Under these

circumstances, all employees shall have the right to refuse to work split shifts

even though they may have indicated a desire to do so at an earlier point in time.

F.17 Four-Hour Guarantee of Work - All permanent part-time and temporary Parking

Attendants shall be guaranteed a minimum of four (4) hours of work whenever

they are scheduled to work. The City reserves the right to require said Parking

Attendants to perform additional job-related duties in order to ensure that wages

are not paid for time during which no work is being done. The four (4) hour

guarantee of work shall not apply to Section F.16.

F.18 Seniority for Regular Employees - Seniority as a regular employee shall be

determined by the date of hire within the bargaining unit, class specification, and

the employing department. Standing for purposes of seniority shall cease when

an employee is separated from employment; on an unpaid leave of absence for

more than one hundred twenty (120) days; or changed to temporary status.

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F.18.1 Seniority with Respect to Having Consecutive Days Off - Regular employees with

the most seniority who have the same status with regard to being either full-time

or part-time employees shall have the first option for a schedule with consecutive

days off, where such schedules are available. The City shall maintain as many

schedules with consecutive days off as practicable, unless employees designate

a preference for nonconsecutive days off.

F.18.2 Seniority with Respect to Overtime - Permanent employees with the most

seniority shall have the first option for non-shift extension overtime opportunities

within that class specification.

F.18.3 Seniority with Respect to Scheduling of Vacation - Permanent employees shall

submit vacation requests by a date(s) specified by their respective department.

Vacation requests shall be approved by management, whenever practicable, on

the basis of seniority. Seniority rights for vacation assignment for that calendar

year shall cease to exist if an employee submits a change to their original

vacation request after the deadline for said request is to be in.

F.19 Holiday Observation for Regular Employees - In lieu of Section 6.1.1, regular

employees shall observe paid holidays on the actual day of the holiday. When

regular employees are scheduled to work on the holiday, the holiday premium

pay of one and one-half (1½) times the employee’s regular straight-time rate of

pay shall apply, in addition to being paid for the holiday at their straight-time

hourly rate of pay pursuant to Section 6.4. Payment pursuant to Section 6.4 shall

be made only once per affected employee for any one holiday. In addition, for

both regular and temporary employees, when an employee’s shift extends

beyond twelve (12:00 a.m.) midnight on New Year’s Day, all hours worked on

New Year’s Day shall be counted as Holiday Pay.

F.19.1 Notwithstanding F.19, whenever any paid holiday falls on a regular employee’s

regularly scheduled day/days off, either the working day before or the working

day after the employee’s scheduled day/days off may be recognized as the paid

holiday at the Department’s option, or the Department may elect to pay the

employee for the holiday at the regular straight-time hourly rate of pay. Payment

shall be made only once per affected employee for any one holiday. This

language shall be in lieu of Section 6.1.1.

F.20 In lieu of Section 6.1.2, regular part-time Parking Attendants and Senior Parking

Attendants shall receive holiday time off or pay at the regular straight-time hourly

rate based upon hours compensated during the two (2) prior pay periods that the

employee was on pay status before the one in which the holiday falls. The

amount of paid holiday time off for which the part-time employee is eligible shall

be in proportion to the holiday time off provided for full-time employees.

F.21 The amount of vacation time deducted from the vacation balance of permanent

part-time personnel shall be calculated on the basis of the average number of

hours compensated in the two (2) pay periods that the employee was on pay

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status prior to the pay period in which the vacation starts. For example, in the

first pay period an employee works and/or is compensated ten (10) days and a

total of sixty-four (64) hours and the second pay period works and/or is

compensated six (6) days and a total of forty-eight (48) hours. In the combined

pay periods, the employee worked sixteen (16) days and a total of one hundred

twelve (112) hours. The employee shall therefore be charged seven (7) hours

vacation for each day taken per this formula.

F.22 All employees (including temporary) must have a current valid State of

Washington Driver's License.

F.23 In lieu of Sections 14.1, and 14.1.1, current regular and temporary employees

employed by the Seattle Center who own and insure their own car, truck or van

for use on the job shall continue parking privileges. For regular and temporary

employees who drive to and park at the Seattle Center during work hours the

City shall provide a flat mileage reimbursement of one dollar($1.00) for each day

worked by a temporary employee and twenty-two dollars ($22) per month for

each regular employee. Employees who wish to park at the Seattle Center

during off-work hours shall be eligible to do so consistent with Article 14.14.

Employees hired after December 25, 2019 shall not be required to have a car

and will not receive mileage reimbursement unless agreed to by the employee

and management. For employees hired after December 25, 2019 parking

privileges shall be consistent with Section 14.14.

F.24 All employees (including temporary) must have either a telephone or a message

phone/answering service in order to be able to be contacted by the supervisor.

F.26 The Seattle Center may provide and arrange for the cleaning of rented uniforms,

or the Seattle Center may purchase a uniform and the employee shall arrange

for the cleaning of the purchased uniform. In either case, the City may require

that employees wear said uniforms. A winter jacket shall be provided as part of

the uniform. Uniform design, quantity and type of fabric shall be at the discretion

of management. Uniforms lost by the employee or severely misused shall be

charged to the employee at a replacement cost. The Seattle Center may

determine at any time that it shall no longer provide uniforms. Employees may

provide their own pants in lieu of uniform pants as long as the color, fabric and

style are essentially equivalent to the uniform pant. If dark pants or skirts are not

provided as part of the uniform, employees shall be responsible for providing

these items. Employees must maintain a clean and neat personal appearance.

F.28 All employees (including temporary) shall wear or use safety equipment that is

required and provided by the City while in the performance of their work.

F.29 Employees are encouraged to use direct deposit. For employees who do not

choose direct deposit, paychecks shall be mailed to the employee's designated

address.

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F.30 All Temporary Parking Attendants and Temporary Senior Parking Attendants

with prior approval by management may take up to one hundred twenty (120)

days of unpaid leave per calendar year. Each unpaid leave of absence taken

must be for a minimum duration of one (1) week, except up to four (4) times per

year, leaves of absence for less than one (1) week but no less than four (4) days

may be granted.

F.31 The City shall make available to those employees in the classification of Parking

Attendant working alone in a closed facility, a two-way radio which shall remain

the property of the City. The City shall make necessary rules and procedures for

checkout and return of radios.

F.32 The City may establish on-the-job training program(s) in a different classification

and/or within another bargaining unit for the purpose of providing individuals an

opportunity to compete and potentially move laterally and/or upwardly into new

career fields. Prior to implementation of such a program(s) with the appropriate

Union or Unions and the issue of bargaining unit jurisdiction and/or salary shall

be a proper subject for negotiations at that time upon the request of either party.

F.33 An employee who is worked out of classification or who is promoted on an interim

basis from a classification falling under one bargaining unit to another bargaining

unit shall remain under the jurisdiction of the initial bargaining unit until such time

as their promotion becomes permanent.

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Effective January 1, 2019 through December 31, 2021

APPENDIX G

INTERNATIONAL UNION OF PAINTERS AND ALLIED TRADES DISTRICT

COUNCIL NO. 5

This APPENDIX is supplemental to that AGREEMENT by and between The City of

Seattle, hereinafter referred to as the City, and the Joint Crafts Council, hereinafter

referred to as the Council, comprised of certain Unions including the International Union

of Painters and Allied Trades District Council No. 5, hereinafter referred to as the Union,

for that period from January 1, 2019 through December 31, 2021. This APPENDIX shall

apply exclusively to those classifications identified and set forth herein.

G.1 Effective December 26, 2018, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C

CLASSIFICATION 00-06m 07-18m 19 m +

Automotive Body

Worker/Painter…………………………..33.26 34.57 34.57

Automotive Equipment

Painter……………………………………33.26 34.57 34.57

Paint & Body, Crew Chief………………37.22 38.75 40.32

Paint & Body Supervisor……………….37.22 38.75 40.32

Painter……………………………………35.13 35.13 35.13

Painter, Apprentice-Intern……………...1st period 65% of Painter rate of pay

2nd period 71% of Painter rate of pay

3rd period 77% of Painter rate of pay

4th period 83% of Painter rate of pay

5th period 89% of Painter rate of pay

6th period 95% of Painter rate of pay

Painter, Asg Spray Painter……………..35.97 ....... 35.97 35.97

Painter, Assistant Sign Shop…………..27.13 ...27.13 27.13

Painter, Assistant Spray Booth………..27.93 .......29.05 29.05

Painter, Crew Chief……………………..37.22 .......... 38.75 40.32

Painter, Senior…………………………..35.37 36.73 36.73

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Effective January 1, 2019 through December 31, 2021

Painter, Senior, Assistant

Sign Shop………………………………..27.93 ............ 29.05 29.05

Painter, Senior, Asg Spray

Painter……………………………………36.21 .. 37.56 37.56

Sign Painter……………………………..35.13 .. 35.13 35.13

Sign Painter, Crew Chief……………….37.22 .. 38.75 40.32

Sign Painter, Senior…………………….35.37 36.73 36.73

Structural Painter……………………….35.01 36.36 36.36

Structural Painter, Crew Chief………...38.49 .. 40.07 41.79

Structural Painter, Senior……………...33.78 .. 37.74 37.74

Structural Painter, Asg Spray

Painter……………………………………35.87 .. 37.22 37.22

Structural Painter, Senior, Asg

Spray Painter…………………………....38.48 ..... 38.48 38.48

G.1.1 Effective December 25, 2019, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C

CLASSIFICATION 00-06m 07-18m 19 m +

Automotive Body

Worker/Painter…………………………..34.46 35.81 35.81

Automotive Equipment

Painter……………………………………34.34 35.81 35.81

Paint & Body, Crew Chief………………38.56 40.15 41.77

Paint & Body Supervisor……………….38.56 40.15 41.77

Painter……………………………………36.39 36.39 36.39

Painter, Apprentice-Intern……………...1st period 65% of Painter rate of pay

Joint Crafts Council Agreement 117

Effective January 1, 2019 through December 31, 2021

2nd period 71% of Painter rate of pay

3rd period 77% of Painter rate of pay

4th period 83% of Painter rate of pay

5th period 89% of Painter rate of pay

6th period 95% of Painter rate of pay

Painter, Asg Spray Painter……………..37.26 37.26 37.26

Painter, Assistant Sign Shop…………..28.11 28.11 28.11

Painter, Assistant Spray Booth………...28.94 30.10 30.10

Painter, Crew Chief……………………...38.56 40.15 41.77

Painter, Senior…………………………..36.64 38.05 38.05

Painter, Senior, Assistant

Sign Shop………………………………..28.94 30.10 30.10

Painter, Senior, Asg Spray

Painter……………………………………37.51 38.91 38.91

Sign Painter……………………………...36.39 36.39 . 36.39

Sign Painter, Crew Chief……………….38.56 40.15 41.77

Sign Painter, Senior…………………….36.64 38.05 38.05

Structural Painter………………………..36.27 37.67 37.67

Structural Painter, Crew Chief………....39.88 41.51 43.29

Structural Painter, Senior……………….39.10 39.10 39.10

Structural Painter, Asg Spray

Painter…………………………………….37.16 38.56 38.56

Structural Painter, Senior, Asg

Spray Painter…………………………....39.87 ... 39.87 39.87

G.1.2 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-

W) for the period June 2018 through June 2019 to the period June 2019 through

June 2020, minimum 1.5%, maximum 4%.

Joint Crafts Council Agreement 118

Effective January 1, 2019 through December 31, 2021

G.1.3 Assignment of the appropriate Hourly Rates of Pay (Pay Steps) for regular

employees shall be made in accordance with the pertinent provisions of Article

G.2 The Crew Chief may do work performed by the crews that they supervise. As

such, the Crew Chief may use tools of the trade when reasonable and/or

necessary as determined by the job assignment. In most cases, the Crew Chief

will be responsible for assigning any crew work that the Crew Chief might

perform. The Crew Chief will not replace an employee or a working lead person

by working overtime except when the occurrence is unscheduled.

G.3 Effective January 6, 1999, employees while assigned to do spray painting,

drywall finishing work and abrasive blasting, or who are required to work on

swinging staging, elevated mobile platforms or steel transmission towers shall

receive an additional sixty-five cents (65¢) per hour for each straight-time or

overtime hour worked. If an employee is performing multiple tasks (i.e., sand

blasting from swinging staging), each of which has a premium attached, then all

premiums will be paid.

G.3.1 Effective December 25, 2019, employees while assigned to do spray painting,

drywall finishing work and abrasive blasting, or who are required to work on

swinging staging, elevated mobile platforms or steel transmission towers shall

receive an additional one dollar ($1.00) per hour for each straight-time or

overtime hour worked. If an employee is performing multiple tasks (i.e., sand

blasting from swinging staging), each of which has a premium attached, then all

premiums will be paid.

G.4 In the City Light Department, when four (4) or more employees, three (3) of whom

are classified as Structural Painters, are working on one specific job in an outlying

work area such as the Bothell Substation, one Structural Painter shall be

assigned "in-Charge" and shall be compensated as a Senior Structural Painter

while acting in this capacity.

G.4.1 This provision shall be effective only when the Crew Chief does not visit the work

premises once in each four (4) hour period of work. The Structural Painter

assigned "in charge" shall continue to work.

G.5 Personnel temporarily assigned to the City Light Boundary Project shall be paid

one-half (½) hour pay per day at the straight-time rate of pay as compensation

for travel time between the work site and the board and lodging facility.

G.6 White overalls and white shirts, coveralls, or protective and specialized clothing

currently provided by the City shall continue to be provided per existing

departmental practice.

Joint Crafts Council Agreement 119

Effective January 1, 2019 through December 31, 2021

G.7 Temporary Employees - When the City needs additional employees, it reserves

the right to hire from its own recruiting sources. Generally however, this practice

shall include a call to the Union hall.

G.8 Overtime compensation shall be in the form of pay or, if mutually agreeable

between the affected employee and the City, in the form of compensatory time.

If used, the compensatory time shall be accrued at the overtime rate as specified

in Section 5.2 for each hour of overtime work.

G.9 Shift Premium – Effective December 30, 2015, an employee working within a

classification identified within Section G.1, who is scheduled to work not less than

four (4) hours of their regular work shift during the evening (swing) shift or night

(graveyard) shift shall receive the following shift premium pay for all scheduled

hours worked during such shift:

Swing Shift Graveyard Shift

$0.75 per hour $1.00 per hour

G.9.1 Effective December 25, 2019, An employee working within a classification

identified within Section G.1, who is scheduled to work not less than four (4)

hours of their regular work shift during the evening (swing) shift or night

(graveyard) shift shall receive the following shift premium pay for all scheduled

hours worked during such shift:

Swing Shift Graveyard Shift

$1.00 per hour $1.50 per hour

G.9.2 The afore-referenced shift premium shall apply to time worked as opposed to

time-off with pay except for sick leave, and therefore, for example, the premium

shall not apply to vacation, holiday pay, bereavement leave, etc. Employees who

work one of the shifts for which a premium is paid, and who are required to work

overtime, shall not have the shift premium included as part of the base hourly

rate for purposes of computing the contractual overtime rate.

G.9.3 The swing shift period shall encompass the hours from 4:00 p.m. to 11:59 p.m.

The graveyard shift shall encompass the hours from 12:00 a.m. (midnight) to

8:00 a.m.

G.10 Sections 4.2.1 and 4.2.2 shall determine out-of-class pay Step placement as

clarified in Section 5.9.

G.11 All employees classified and working full-time as Automotive Body

Worker/Painter, who have completed their probationary period and have been

employed by the City in the afore-mentioned classification for the entire

preceding year, shall be paid a tool allowance in the amount of seventy-five

dollars ($75.00). Payment shall be made on the first pay date following a full-

Joint Crafts Council Agreement 120

Effective January 1, 2019 through December 31, 2021

pay period in December of each year of this agreement under the same

conditions as hereinbefore outlined.

G.12 The City shall provide, at no cost to the employee, all required safety equipment

and supplies required to perform work in a manner consistent with the

Washington Industrial Safety and Health Act, Federal OSHA standards or other

pertinent ordinance, regulation, or standard.

G.13 Employees assigned to the Automotive Body Worker/Painter classification shall

be reimbursed by the City for the loss of required hand tools (including toolboxes)

due to fire or theft from City premises, less twenty-five dollars ($25.00) on each

loss. Claims shall be honored only for tools which have been listed on an

appropriate inventory form and filed with the City. Employees in the Automotive

Body Worker/Painter classification shall notify management whenever they

remove their tools from the City’s premises.

Joint Crafts Council Agreement 121

Effective January 1, 2019 through December 31, 2021

APPENDIX H

SHEET METAL, AIR, RAIL, & TRANSPORTATION WORKERS INTERNATIONAL

ASSOCIATION, LOCAL NO. 66

This APPENDIX is supplemental to that AGREEMENT by and between The City of

Seattle, hereinafter referred to as the City, and the Joint Crafts Council, hereinafter

referred to as the Council, comprised of certain Unions including the Sheet Metal Workers

International Association, Local No. 66, hereinafter referred to as the Union, for that

period from January 1, 2019 through December 31, 2021. This APPENDIX shall apply

exclusively to those classifications identified and set forth herein.

H.1 Effective December 26, 2018, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B

CLASSIFICATION 00-06m 07 m +

Sheet Metal Worker, Automotive ......................................... 33.26 34.57

H.1.1 Effective December 25, 2019, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B

CLASSIFICATION 00-06m 07 m +

Sheet Metal Worker, Automotive ......................................... 34.46 35.81

H.1.2 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-

W) for the period June 2018 through June 2019 to the period June 2019 through

June 2020, minimum 1.5%, maximum 4%.

H.1.3 Assignment of the appropriate Hourly Rates of Pay (Pay Steps) for regular

employees shall be made in accordance with the pertinent provisions of Article

H.2 Employees classified and working full-time as Sheet Metal Workers, Automotive

who have completed their probationary period and have been employed by the

Joint Crafts Council Agreement 122

Effective January 1, 2019 through December 31, 2021

City in the afore-mentioned classification for the entire preceding year, shall be

paid a tool allowance as provided below:

A. Effective January 1, 2019, two hundred nineteen dollars ($219).

H.2.1 A like payment shall be made on the first pay date following a full pay period in

December of each year of this agreement under the same conditions as

hereinbefore outlined.

H.2.2 The provision of the tool allowance is made with the understanding that Sheet

Metal Workers, Automotive are not entitled to the footwear reimbursement

delineated in Article 14.11

Joint Crafts Council Agreement 123

Effective January 1, 2019 through December 31, 2021

APPENDIX I

PUBLIC SERVICE AND INDUSTRIAL EMPLOYEES, LOCAL NO. 1239, SECURITY

OFFICERS

This APPENDIX is supplemental to that AGREEMENT by and between The City of

Seattle, Washington, hereinafter referred to as the City, and the Joint Crafts Council,

hereinafter referred to as the Council, comprised of certain Unions including the Public

Service And Industrial Employees, Local No. 1239, Security Officers, hereinafter referred

to as the Union, for that period from January 1, 2019 through December 31, 2021. This

APPENDIX shall apply exclusively to those classifications identified and set forth herein.

I.1 Effective December 26, 2018, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

CLASSIFICATION HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

00-06m 07-18 m 19-30m 31-42m 43m +

Security Officer ........................... 24.49 25.59 26.45 26.45 26.45

Security Officer, Senior ............... 26.69 28.02 29.01 29.01 29.01

Supervising Security Officer ........ 28.27 29.33 30.46 31.61 32.92

I.1.1 Effective December 25, 2019, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows

which include the following wage adjustments:

A. Security Officer Classification

1. Step 1 of the Security Officer wage rate will be increased by an

additional seven percent (7%).

2. Steps 2 of the Security Officer wage rate will be increased by an

additional seven-point five percent (7.5%).

3. Step 3 of the Security Officer wage rate will be increased by an

additional nine percent (9%).

4. Step 4 of the Security Officer wage rate will be increased by an

additional fourteen-point four percent (14.4%).

5. Step 5 of the 2019 Security Officer wage rate will be increased by an

additional twenty-point twenty-three percent (20.23%).

B. Security Officer Senior Classification

Joint Crafts Council Agreement 124

Effective January 1, 2019 through December 31, 2021

1. Step 1 of the Security Officer Senior wage rate will be increased by an

additional twelve-point one five percent (12.15%).

2. Step 2 of the Security Officer Senior wage rate will be increased by an

additional thirteen point five (13.5%).

3. Step 3 of the Security Officer Senior wage rate will be increased by an

additional fifteen-point one percent (15.5%).

4. Step 4 of the Security Officer Senior wage rate will be increased by an

additional twenty-point eight five percent (20.85%).

5. Step 5 of the Security Officer Senior wage rate will be increased by an

additional twenty-six-point nine two percent (26.92%).

C. Supervising Security Officer Classification

1. Step 1 of the Supervising Security wage rate will be increased by an

additional sixteen-point four percent (16.4%).

2. Step 2 of the Supervising Security wage rate will be increased by an

additional seventeen-point nine percent (17.9%).

3. Step 3 of the Supervising Security wage rate will be increased by an

additional nineteen point two (percent (19.2%).

4. Step 4 of the Supervising Security wage rate will be increased by an

additional twenty-point seven percent (20.7%).

5. Step 5 of the Supervising Security wage rate will be increased by an

additional twenty-one-point seven percent (21.7%).

CLASSIFICATION HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

00-06m 07-18 m 19-30m 31-42m 43m +

Security Officer ........................... 27.16 28.51 29.87 31.36 32.94

Security Officer, Senior ............... 31.36 32.94 34.59 36.32 38.15

Supervising Security Officer ........ 32.92 34.59 36.32 38.14 40.05

I.1.2 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-

W) for the period June 2018 through June 2019 to the period June 2019 through

June 2020, minimum 1.5%, maximum 4%.

I.1.3 Assignment of the appropriate Hourly Rates of Pay (Pay Steps) for regular

employees shall be made in accordance with the pertinent provisions of Article

Joint Crafts Council Agreement 125

Effective January 1, 2019 through December 31, 2021

I.2 In lieu of Section 5.1, the employee working in the position at Seattle Center

designated Supervising Security Officer shall, subject to the guidance and

approval of Seattle Center management, make such adjustments in their normal

daily work hours as may be required to fulfill their job responsibilities; provided,

however, that said necessary adjustments shall be made insofar as Seattle

Center management deems feasible within the normal forty (40) hours allowed

per payroll workweek without overtime compensation. For example, in order to

fulfill their supervisory responsibilities, the Supervising Security Officer may need

to schedule them or be scheduled by Seattle Center management on a given

workday to begin work before their regularly scheduled starting time, to extend

their regularly scheduled shift, or to participate in a staff meeting held outside

their regularly scheduled shift hours. The extra hours worked would be adjusted,

subject to Seattle Center management approval, by scheduling equivalent hours

off within the same workweek.

I.3 Turnaround time shall be recognized as the twelve (12) hour period immediately

following the termination of the employee's previous day's regular shift. An

employee who is required to work during the twelve (12) hour period between

normal shifts shall receive double time for all hours worked during this twelve

(12) hour period. In applying this provision, a regular employee or temporary

who works during the turnaround period shall have such time counted as straight-

time hours for purposes of computing sick leave and retirement benefits.

I.3.1 Required training shall be scheduled in a manner that least impacts an

employee’s schedule. In the event a regular employee is required to attend

training outside their normal shift, the employee shall be paid at the appropriate

overtime rate applicable under Article 5, Sections 5.2 through 5.3.1

I.3.1.1 All necessary “refresher” or re-certification training shall be arranged and

scheduled by the City on a timely basis, so as to avoid lapses in required

certifications. This type of training shall include First-Aid/CPR, as well as other

safety and procedure-related certifications that the Department or the City may

require.

I.4 In lieu of Section 6.1.1, whenever any paid holiday falls on an employee's

regularly scheduled day/days off, either the day before or the day after the

employee's scheduled day/days off may be recognized as the paid holiday, or a

day within the pay period may be recognized as the paid holiday, or, the

department may elect to pay the employee for the holiday(s) at the regular

straight-time rate of pay. Payment shall be made only once per affected

employee for any one holiday.

I.5 Employees with prior regular City service who are regularly appointed to

positions within the City shall begin accruing vacation at the rate which was

applicable upon their most recent separation from regular City service.

Joint Crafts Council Agreement 126

Effective January 1, 2019 through December 31, 2021

I.6 Security Officers at the Seattle Center are no longer required to obtain a Special

Police Commission as a condition of employment. However, Security Officers

must obtain the Seattle Special Police Commission in order to qualify as a

Designated Shift Lead at the Seattle Center. All Senior Security Officers must

have a Seattle Special Police Commission.

I.7 Uniforms - The following Sections shall apply to both temporary and regular

employees covered by this Appendix: I.7, I.7.1, I.7.1.1, I.7.2, I.7.2.1, I.7.3, I.7.4,

I.7.5, and I.7.6. Employees covered by this Appendix at the Seattle Center shall

purchase and maintain their uniforms in a manner that meets the standards

established by their Department

I.7.1 Effective January 1, 2019, all employees covered by this Appendix employed at

the Seattle Center shall have their footwear reimbursement of fifty dollars

($50.00) per year combined with the uniform allowance, as described in Section

I.7.2 below.

I.7.1.1 Beginning January 1, 2020, all employees covered by this Appendix employed

at the Seattle Center shall receive a footwear reimbursement as provided in

Article 14.11.

I.7.2 The Seattle Center shall annually reimburse employees covered by this

Agreement up to the maximum amounts provided in A through B below towards

the purchase of uniform items, excluding footwear.

A. Effective January 1, 2019, three hundred fifteen dollars ($315.00).

B. Effective January 1, 2020, two hundred sixty-five dollars ($265.00).

I.7.2.1 Newly hired employees shall receive an initial reimbursement up to the maximum

provided in A through B below upon completion of their first six months of

employment. Temporary employees shall be reimbursed upon completion of

their first 1,040 hours, and upon completion of each 2080 hours thereafter.

A. Effective January 1, 2019, three hundred sixty-five dollars ($365).

B. Effective January 1, 2020, three hundred fifteen dollars ($315.00).

I.7.2.2 The City shall notify affected employees and the Union at least ninety (90) days

prior to changing the current uniform, indicating the nature of and reasons for

such changes. In the event of a major uniform change during the term of this

Agreement, the Seattle Center shall provide an additional maximum

reimbursement on a one-time basis, to cover the employee’s cost to transition to

the new uniform. Reimbursement amounts shall be as provided in section I.7.2.

I.7.3 Should the Seattle Center elect to include certain items as part of the uniform,

for example: hat, coat, badges, patches, keepers, duty belt, whistle chain, name

Joint Crafts Council Agreement 127

Effective January 1, 2019 through December 31, 2021

tag, radio holder, bicycle gear, key keeper, flashlight holder, mini-flashlight,

mace/OC, mace/OC holder, mini-mag holder, and collar brass, etc., the items

included shall be provided by the Center.

I.7.4 Upon leaving Seattle Center employment as a Security Officer, Senior Security

Officer, or Supervisory Security Officer, the employee will return the articles of

the uniform provided by the Seattle Center, and any articles of the uniform the

employee purchased and was reimbursed for in the six months prior to departure.

I.7.5 Except for the footwear/gear allowance as stated in Article 14.11 of the Joint

Crafts Council Agreement and I.7.1 and I.7.1.1, all reimbursements above are

maximum amounts and noncumulative. The maximum amount, if not spent,

cannot be carried over to a later time frame. Requests for reimbursement shall

be accompanied by a receipt showing the amount and place of purchase.

I.7.6 All reimbursements above are based on purchased and replaced uniform items

being approved by the Seattle Center Department and the employee providing

proof of purchase for items to the department. Items may be purchased from

any source as long as items are subject to the approval of the department.

I.8 Seattle Center will provide appropriate educational and training opportunities for

the security staff on a continuing basis. Training subjects will include, but not be

limited to, self-defense, first-aid and conflict resolution. The City and the Union

shall meet to discuss training issues for employees covered by this Appendix on

a Departmental basis, including whether efficiencies can be achieved by

combining certain desired or mandatory training; e.g., first-aid, CPR, between

the affected Departments.

I.9 When transporting more than five hundred dollars ($500) including all money

received by the Parking Facility off of the Seattle Center grounds, a Security

Officer in charge will be accompanied by another Security Officer. The Seattle

Center may look into alternative methods of accomplishing the transport of

receipts and shall notify the Union if an alternative is elected.

I.10 Effective December 30, 2015, employees regularly scheduled to work the

established evening (swing) or night (graveyard) shift shall receive the following

shift premiums:

Swing Shift Graveyard Shift

$0.75 per hour $1.00 per hour

I.10.1 Effective December 25, 2019, employees regularly scheduled to work the

established evening (swing) or night (graveyard) shift shall receive the following

shift premiums:

Swing Shift Graveyard Shift

$1.00 per hour $1.50 per hour

Joint Crafts Council Agreement 128

Effective January 1, 2019 through December 31, 2021

A. Swing shift shall normally begin at 3:00 p.m., and graveyard shift shall

normally begin at 11:00 p.m. (midnight).

B. The above shift premium shall apply to time worked as opposed to time-off

with pay except for sick leave, and therefore, for example, the premium shall

not apply to vacation, holiday pay, bereavement leave, etc. Employees who

work one of the shifts for which a premium is paid, and who are required to

work overtime, shall not have the shift premium included as part of the base

hourly rate for purposes of computing the contractual overtime rate.

I.11 Senior Security Officers at the Seattle Center who are the designated shift

leaders, shall report for duty fifteen (15) minutes prior to the beginning of the shift

they are to lead. However, they shall be paid at the same premium rate as the

shift they lead for the entire eight (8) hours of their shift, including the first quarter

hour.

I.12 The City and the Union reserve the right to open this agreement for the purposes

of negotiating on the issue of safety.

I.13 Upon qualifying for a Seattle Special Police Commission, employees covered by

this Appendix shall be paid a premium of an additional two percent (2%) of the

top step of their base hourly pay range.

I.14 The City and the Union each reserve the right to reopen this Appendix for

negotiation of the terms applicable to physically operating new facilities where

technological advancements and permanent employee staffing of the facility may

necessitate changes to the Appendix.

I.15 The parties agree to hold labor management committee meetings upon request

of the other party to discuss issues specific to ESU including training and safety

needs.

Joint Crafts Council Agreement 129

Effective January 1, 2019 through December 31, 2021

APPENDIX J

PUBLIC SERVICE AND INDUSTRIAL EMPLOYEES, LOCAL NO. 1239

This APPENDIX is supplemental to that AGREEMENT by and between The City of

Seattle, hereinafter referred to as the City, and the Joint Crafts Council, hereinafter

referred to as the Council, comprised of certain Unions including the Public Service And

Industrial Employees, Local No. 1239, hereinafter referred to as the Union, for that period

from January 1, 2019 through December 31, 2021. This APPENDIX shall apply

exclusively to those classifications identified and set forth herein.

J.1 Effective December 26, 2018, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

CLASSIFICATION 00-06m 07-18m 19-30m 31-42m 43 m +

Arts Conservation Technician............ 29.89 31.09 32.24 32.24 32.24

Aquatics Technical Supervisor............ 36.15 37.58 39.09 40.54 42.10

Arboriculturalist.................................... 32.90 34.12 35.43 36.85 38.40

Asphalt Paving Crew Chief, Asst.......... 33.83 35.29 36.64 36.64 36.64

Asphalt Raker…………………………...29.27 30.40 31.52 31.52 31.52

Asphalt Raker, Senior ......................... 31.52 32.75 32.75 32.75 32.75

Cement Finisher ................................. 31.52 32.77 32.77 32.77 32.77

Cement Finisher – Parks Facilities*** . 35.13 35.13 35.13 35.13 35.13

Cement Finisher, Senior ..................... 33.38 34.66 34.66 34.66 34.66

Cement Finisher – Parks Facilities,

Senior*** ............................................. 35.13 36.63 36.63 36.63 36.63

Delivery Worker .................................. 21.30 22.14 22.96 23.92 24.77

Drainage and Wastewater Collection

Worker ................................................ 29.58 30.73 31.97 31.97 31.97

Drainage and Wastewater Collection

Joint Crafts Council Agreement 130

Effective January 1, 2019 through December 31, 2021

Worker Apprentice ............................ 85% of third step of Drainage and Wastewater

Collection Worker for 1

1,000 hours

87% of third step of Drainage and Wastewater

Collection Worker for 1,000 to 2,000 hours

91% of third step of Drainage and Wastewater

Collection Worker for 2,000 to 3,000 hours

94% of third step of Drainage and Wastewater

Collection Worker for 3,000 to 4,000 hours

Drainage and Wastewater Collection

Worker - CI* ........................................ 29.58 31.37 32.58 32.58 32.58

Drainage and Wastewater Collection

Lead Worker ...................................... 33.20 34.53 35.86 35.86 35.86

Drainage and Wastewater Collection

Lead Worker - CII* .............................. 33.92 35.24 36.57 36.57 36.57

Engineering Emergency Laborer ........ 34.56 34.56 34.56 34.56 34.56

Facilities Lead Worker ........................ 28.52 29.63 30.74 30.74 30.74

Facilities Maintenance Worker ............ 28.52 29.63 30.74 30.74 30.74

Forest Maintenance Crew Chief ......... 36.42 37.98 39.35 39.35 39.35

Forest Maintenance Worker ................ 29.69 30.78 31.99 31.99 31.99

Forest Maintenance Worker,

Senior ................................................ 31.61 32.90 34.12 34.12 34.12

Gardener, Principal ............................. 31.61 32.90 32.90 32.90 32.90

Gardner, Assistant .............................. 23.49 23.43 25.25 25.25 25.25

Gardener ............................................ 26.18 27.13 28.27 28.27 28.27

Senior Gardener ................................. 29.33 30.46 31.61 31.61 31.61

Golf Course Groundskeeper I**** ....... 16.75 16.75 16.75 16.75 16.75

Golf Course Groundskeeper II ............ 21.03 21.03 21.03 21.03 21.03

Golf Course Technician ...................... 23.67 24.52 26.18 27.13 28.27

Golf Course Technician, Senior .......... 25.29 27.13 28.52 29.63 30.78

Golf Course Maintenance

Supervisor ........................................... 33.50 34.81 36.24 37.56 39.19

Joint Crafts Council Agreement 131

Effective January 1, 2019 through December 31, 2021

Greenhouse Supervisor ...................... 31.61 32.90 32.90 32.90 32.90

Grounds Equipment Mechanic ............ 29.89 31.09 32.24 32.24 32.24

Grounds Equipment Mechanic,

Senior ................................................. 32.24 33.46 34.79 34.79 34.79

Grounds Maintenance

Crew Chief .......................................... 35.83 37.14 38.72 38.72 38.72

Grounds Maintenance

Lead Worker ....................................... 28.52 29.63 30.74 30.74 30.74

Ice Rink Specialist............................... 28.52 29.63 29.63 29.63 29.63

Installation Maintenance Worker ......... 28.52 29.63 29.63 29.63 29.63

Janitorial Crew Chief-FAS ................... 26.71 27.58 28.68 28.68 28.68

Janitorial Crew Chief

Seattle Center ..................................... 28.74 29.89 31.09 31.09 31.09

Janitor-Seattle Center/

Parks/SPU .......................................... 20.87 21.75 22.47 22.47 22.47

Janitor, Lead-Seattle Center/

Parks/SPU .......................................... 22.47 23.49 24.34 24.34 24.34

Laborer ............................................... 23.08 23.67 24.52 24.52 24.52

Laborer - Apprentice** ...................... 85% of entry rate for 1

1,000 hours

87% of entry rate for 1,000 to 2,000 hours

91% of entry rate for 2,000 to 3,000 hours

94% of entry rate for 3,000 to 4,000 hours

Laborer-Inserting

Machine Operator ............................... 23.67 24.52 24.52 24.52 24.52

Landscape Supervisor ........................ 36.44 37.91 39.35 35.23 35.23

Lock Technician Trainee ..................... 25.25 26.18 27.13 28.27 29.33

Lock Technician .................................. 29.89 31.09 32.24 32.24 32.24

Lock Technician, Senior ...................... 32.24 33.46 34.79 34.79 34.79

Maintenance Crew Chief,

General - Skagit .................................. 38.72 40.21 40.21 40.21 40.21

Maintenance Laborer .......................... 27.13 27.13 27.13 27.13 27.13

Joint Crafts Council Agreement 132

Effective January 1, 2019 through December 31, 2021

Maintenance Laborer,

Senior Traffic ...................................... 27.93 29.05 29.05 29.05 29.05

Maintenance Laborer,

Sewer Treatment Plant Operator ........ 33.08 33.08 33.08 33.08 33.08

Maintenance Laborer,

Sewer Treatment Plant, Assistant ....... 31.81 31.81 31.81 31.81 31.81

Operations Crew Chief

Seattle Center ..................................... 34.70 36.16 37.53 37.53 37.53

Operations Crew Chief,

Senior-Seattle Center ......................... 35.43 36.85 38.40 39.81 39.81

Park Ranger ........................................ 23.92 24.77 25.75 26.64 27.71

Parks Custodial Crew Chief ................ 35.08 36.42 37.98 37.98 37.98

Parks Equipment Operator ................. 26.42 27.49 28.52 28.52 28.52

Parks Maintenance Crew Chief .......... 38.69 40.10 41.82 41.82 41.82

Parks Maintenance Aide I**** ............. 16.75 16.79 16.79 16.79 16.79

Parks Maintenance Aide II .................. 16.79 16.79 16.79 16.79 16.79

Pool Maintenance Lead Worker .......... 30.47 31.61 32.90 32.90 32.90

Pool Maintenance Worker ................... 26.87 27.93 29.06 29.06 29.06

Pump Station

Maintenance Worker ........................... 26.87 27.93 29.06 29.06 29.06

Pump Station Maintenance

Worker - CI* ........................................ 26.87 28.52 29.63 29.63 29.63

Pump Station

Maintenance Lead Worker .................. 30.21 31.37 32.59 32.59 32.59

Pump Station Maintenance

Leadworker - CII* ................................ 30.82 32.02 33.26 33.26 33.26

Recycling Program Specialist ............. 25.75 26.64 27.71 28.74 29.89

Rights-of-Way Maintenance

Lead Worker ....................................... 31.37 32.58 33.87 33.87 33.87

Rights-of-Way Maintenance

Joint Crafts Council Agreement 133

Effective January 1, 2019 through December 31, 2021

Worker ................................................ 30.74 31.93 31.93 31.93 31.93

Special Crew Lead Worker ................. 30.47 31.61 32.90 32.90 32.90

Store Clerk .......................................... 21.10 21.88 22.72 23.67 24.52

Storekeeper ........................................ 28.27 29.33 30.46 31.61 32.90

Traffic Marking Lead Worker ............... 28.45 29.63 30.74 31.93 31.93

Traffic Sign and Marking

Crew Chief I. ....................................... 35.83 37.14 38.72 38.72 38.72

Traffic Sign and Marking

Crew Chief II ....................................... 39.47 41.01 42.57 42.57 42.57

Tree Trimmer ...................................... 29.99 31.19 32.43 32.43 32.43

Tree Trimmer, Lead ............................ 32.84 34.07 35.42 35.42 35.42

Utility Construction Lead Worker ........ 30.21 31.37 32.59 33.64 33.64

Utility Construction Worker ................. 29.02 30.10 30.98 30.98 30.98

Utility Construction Worker

Apprentice………………………... 85% of journey top step for 0 to 999 hours

87% of journey top step for 1,000 to 1,999 hours

91% of journey top step for 2,000 to 3,000 hours

Utility Laborer ...................................... 26.18 26.18 26.18 26.18 26.18

Wastewater Collection Specialist ........ 35.19 36.55 37.94 37.94 37.94

Wastewater Collection

Specialist-CII* ..................................... 35.92 37.33 38.65 38.65 38.65

Wastewater Treatment

Plant Operator .................................... 35.66 36.99 38.39 38.39 38.39

Workload Planner & Scheduler,

Assistant-Parks .................................. 33.04 34.42 35.80 35.80 35.80

J.1.1 Effective December 25, 2019, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows,

which includes the following wage adjustments:

A. Drainage and Wastewater Collection Worker:

Joint Crafts Council Agreement 134

Effective January 1, 2019 through December 31, 2021

1. Step 1 of the Drainage and Wastewater Collection Worker wage rate will

be increased by five-point three one percent (5.31%).

2. Step 2 of the Drainage and Wastewater Collection Worker wage rate will

be increased by five-point zero four percent (5.04%).

3. Step 3 of the Drainage and Wastewater Collection Worker wage rate will

be increased by five-point three five percent (5.35%).

4. A new Step 4 will be added to the Drainage and Wastewater Collection

Worker step progression pay program that will be three-point nine five

percent (3.95%) greater than Step 3 of the Drainage and Wastewater

Collection Worker wage rate. Employees who have reached twelve (12)

months of actual service at step 3 as defined in Article 4.2.1, shall be

eligible for a step increase to the new step 4 beginning December 25,

2019.

B. Drainage and Wastewater Collection, Lead Worker:

1. Step 1 of the Drainage and Wastewater Collection Lead Worker wage rate

will be increased by four-point eight two percent (4.82%).

2. Step 2 of the Drainage and Wastewater Collection Lead Worker wage rate

will be increased by four-point seven two four percent (4.72%).

3. Step 3 of the Drainage and Wastewater Collection Lead Worker wage rate

will be increased by four-point seven one percent (4.71%).

C. Drainage and Wastewater Collection Lead Worker CII:

1. Step 1 of the Drainage and Wastewater Collection Lead Worker CII wage

rate will be increased by six-point nine six percent (6.96%).

2. Step 2 of the Drainage and Wastewater Collection Lead Worker wage rate

will be increased by six-point seven zero percent (6.70%).

3. Step 3 of the Drainage and Wastewater Collection Lead Worker wage rate

will be increased by six-point seven three percent (6.73%) percent.

D. Janitorial Crew Chief, FAS:

1. Step 1 of the Janitorial Crew Chief, FAS wage rate will be increased by

seven-point six percent (7.6%).

2. Step 2 of the Janitorial Crew Chief, FAS wage rate will be increased by

eight-point three eight percent (8.38%).

3. Step 3 of the Janitorial Crew Chief, FAS wage rate will be increased by

eight-point four percent (8.4%).

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

CLASSIFICATION 00-06m 07-18m 19-30m 31-42m 43 m +

Arts Conservation Technician............30.97 32.21 33,.40 33.40 33.40

Aquatics Technical Supervisor............ 37.45 38.93 40.50 42.00 43.62

Arboriculturalist………………………… 34.08 35.35 36.71 38.18 39.78

Joint Crafts Council Agreement 135

Effective January 1, 2019 through December 31, 2021

Asphalt Paving Crew Chief, Asst…..…35.05 36.56 37.96 37.96 37.96

Asphalt Raker………………………….. 30.32 31.49 32.65 32.65 32.65

Asphalt Raker, Senior ......................... 32.65 33.93 33.93 33.93 33.93

Cement Finisher ................................. 32.65 33.95 33.95 33.95 33.95

Cement Finisher

Parks Facilities***................................ 36.39 36.39 36.39 36.39 36.39

Cement Finisher, Senior ..................... 34.58 35.91 35.91 35.91 35.91

Cement Finisher – Parks Facilities,

Senior*** ............................................. 36.39 37.95 37.95 37.95 37.95

Delivery Worker .................................. 22.07 22.94 23.79 24.78 25.66

Drainage and Wastewater Collection

Worker ................................................ 32.27 33.55 34.89 36.27 36.27

Drainage and Wastewater Collection

Worker Apprentice ............................ 85% of third step of Drainage and Wastewater

Collection Worker for 1

1,000 hours

87% of third step of Drainage and Wastewater

Collection Worker for 1,000 to 2,000 hours

91% of third step of Drainage and Wastewater

Collection Worker for 2,000 to 3,000 hours

94% of third step of Drainage and Wastewater

Collection Worker for 3,000 to 4,000 hours

Drainage and Wastewater Collection

Worker - CI* ........................................ 33.00 34.27 35.62 37.00 37.00

Drainage and Wastewater Collection

Lead Worker ...................................... 36.05 37.46 38.90 38.90 38.90

Drainage and Wastewater

Lead Worker - CII* .............................. 37.59 38.95 40.44 40.44 40.44

Engineering Emergency Laborer ........ 35.80 35.80 35.80 35.80 35.80

Facilities Lead Worker ........................ 29.55 30.70 31.85 31.85 31.85

Facilities Maintenance Worker ............ 29.55 30.70 31.85 31.85 31.85

Forest Maintenance Crew Chief ......... 37.73 39.35 40.77 40.77 40.77

Forest Maintenance Worker ................ 30.76 31.89 33.14 33.14 33.14

Joint Crafts Council Agreement 136

Effective January 1, 2019 through December 31, 2021

Forest Maintenance Worker,

Senior ................................................ 32.75 34.08 35.35 35.35 35.35

Gardener, Principal ............................. 32.75 34.08 34.08 34.08 34.08

Gardner, Assistant .............................. 24.34 25.22 26.16 26.16 26.16

Gardener ............................................ 27.12 28.11 29.29 29.29 29.29

Senior Gardener ................................. 30.39 31.56 32.75 32.75 32.75

Golf Course Groundskeeper I ............. 17.35 17.35 17.35 17.35 17.35

Golf Course Groundskeeper II ............ 21.79 21.79 21.79 21.79 21.79

Golf Course Technician ...................... 24.52 25.40 27.12 28.11 29.29

Golf Course Technician, Senior .......... 26.20 28.11 29.55 30.70 31.89

Golf Course Maintenance

Supervisor ........................................... 34.71 36.06 37.54 38.91 40.60

Greenhouse Supervisor ...................... 32.75 34.08 34.08 34.08 34.08

Grounds Equipment Mechanic ............ 30.97 32.21 33.40 33.40 33.40

Grounds Equipment Mechanic,

Senior ................................................. 33.40 34.66 36.04 36.04 36.04

Grounds Maintenance

Crew Chief .......................................... 37.12 38.48 40.11 40.11 40.11

Grounds Maintenance

Lead Worker ....................................... 29.55 30.70 31.85 31.85 31.85

Ice Rink Specialist............................... 29.55 30.70 30.70 30.70 30.70

Installation Maintenance Worker ......... 29.55 30.70 30.70 30.70 30.70

Janitorial Crew Chief FAS ................... 29.77 30.97 32.21 32.21 32.21

Janitorial Crew Chief

Seattle Center ..................................... 29.77 30.97 32.21 32.21 32.21

Janitor-Seattle Center/

Parks/SPU .......................................... 21.62 22.53 23.28 23.28 23.28

Janitor, Lead-Seattle Center/

Joint Crafts Council Agreement 137

Effective January 1, 2019 through December 31, 2021

Parks/SPU .......................................... 23.28 24.34 25.22 25.22 25.22

Laborer ............................................... 23.91 24.52 25.40 25.40 25.40

Laborer - Apprentice** ...................... 85% of entry rate for 1

1,000 hours

87% of entry rate for 1,000 to 2,000 hours

91% of entry rate for 2,000 to 3,000 hours

94% of entry rate for 3,000 to 4,000 hours

Laborer-Inserting

Machine Operator ............................... 24.52 25.40 25.40 25.40 25.40

Landscape Supervisor ........................ 37.75 39.27 40.77 40.77 40.77

Lock Technician Trainee ..................... 26.16 27.12 28.11 29.29 30.39

Lock Technician .................................. 30.97 32.21 33.40 33.40 33.40

Lock Technician, Senior ...................... 33.40 34.66 36.04 36.04 36.04

Maintenance Crew Chief,

General - Skagit .................................. 40.11 41.66 41.66 41.66 41.66

Maintenance Laborer .......................... 28.11 28.11 28.11 28.11 28.11

Maintenance Laborer,

Senior Traffic ...................................... 28.94 30.10 30.10 30.10 30.10

Maintenance Laborer,

Sewer Treatment Plant Operator ........ 34.27 34.27 34.27 34.27 34.27

Maintenance Laborer,

Sewer Treatment Plant, Assistant ....... 32.96 32.96 32.96 32.96 32.96

Operations Crew Chief

Seattle Center ..................................... 35.95 37.46 38.88 38.88 38.88

Operations Crew Chief,

Senior-Seattle Center

................................................... 36.71 38.18 39.78 41.24 41.24

Parks Maintenance Crew Chief .......... 40.08 41.54 43.33 43.33 43.33

Park Ranger ........................................ 24.78 25.66 26.68 27.60 28.71

Parks Custodial Crew Chief ................ 36.34 37.73 39.35 39.35 39.35

Parks Equipment Operator ................. 27.37 28.48 29.55 29.55 29.55

Parks Maintenance Aide I ................... 17.35 17.39 17.39 17.39 17.39

Joint Crafts Council Agreement 138

Effective January 1, 2019 through December 31, 2021

Parks Maintenance Aide II .................. 17.39 17.39 17.39 17.39 17.39

Pool Maintenance Lead Worker .......... 31.57 32.75 34.08 34.08 34.08

Pool Maintenance Worker ................... 28.48 29.55 30.70 30.70 30.70

Pump Station

Maintenance Worker ........................... 27.84 28.94 30.11 30.11 30.11

Pump Station Maintenance

Worker - CI* ........................................ 27.84 29.55 30.70 30.70 30.70

Pump Station

Maintenance Lead Worker .................. 31.30 32.50 33.76 33.76 33.76

Pump Station Maintenance

Leadworker - CII* ................................ 31.93 33.17 34.46 34.46 34.46

Recycling Program Specialist .............. 26.68 27.60 28.71 29.77 30.97

Rights-of-Way Maintenance

Lead Worker ....................................... 32.50 33.75 35.09 35.09 35.09

Rights-of-Way Maintenance

Worker ................................................ 31.85 33.08 33.08 33.08 33.08

Special Crew Lead Worker ................. 31.57 32.75 34.08 34.08 34.08

Store Clerk .......................................... 21.86 22.67 23.54 24.52 25.40

Storekeeper ........................................ 29.29 30.39 31.56 32.75 34.08

Traffic Marking Lead Worker ............... 29.47 30.70 31.85 33.08 33.08

Traffic Sign and Marking

Crew Chief I ........................................ 37.12 38.48 40.11 40.11 40.11

Traffic Sign and Marking

Crew Chief II ....................................... 40.89 42.49 44.10 44.10 44.10

Tree Trimmer ...................................... 31.07 32.31 33.60 33.60 33.60

Tree Trimmer, Lead ............................ 34.02 35.30 36.70 36.70 36.70

Utility Construction Lead Worker ........ 31.30 32.50 33.76 34.85 34.85

Utility Construction Worker ................. 30.06 31.18 32.10 32.10 32.10

Utility Construction Worker

Apprentice………………………... 85% of journey top step for 0 to 999 hours

Joint Crafts Council Agreement 139

Effective January 1, 2019 through December 31, 2021

87% of journey top step for 1,000 to 1,999 hours

91% of journey top step for 2,000 to 3,000 hours

Utility Laborer ...................................... 27.12 27.12 27.12 27.12 27.12

Wastewater Collection Specialist ........ 36.46 37.87 39.31 39.31 39.31

Wastewater Collection

Specialist-CII* ..................................... 37.21 38.67 40.04 40.04 40.04

Wastewater Treatment

Plant Operator .................................... 36.94 38.32 39.77 39.77 39.77

Workload Planner & Scheduler,

Assistant-Parks .................................. 34.23 35.66 37.09 37.09 37.09

J.1.2 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-

W) for the period June 2018 through June 2019 to the period June 2019 through

June 2020, minimum 1.5%, maximum 4%.

*Effective December 26, 2018, employees classified in the job titles listed and who acquire and continue

to maintain Level I certification (and have reached the second step) and/or Level II certification from

Washington Waste Water Collection Personnel Association or an equivalent City-approved certification

shall be compensated by an additional two percent (2%) of their hourly range (calculation based on two

percent (2%) of the top step of the specific job classification). The affected job titles are: Drainage &

Wastewater Collection Worker-CI, Drainage and Wastewater Lead Worker-CII, Pump Station Maintenance

Worker-CI and Pump Station Maintenance Lead Worker-CII and Wastewater Collection Specialist-CII. At

such time as either the State of Washington or the City of Seattle shall require the certifications as a

condition of employment for any of the classifications cited, before implementing any such changes to the

voluntary certification plan, the City shall notify the Union of the changes and reason therefore, and upon

request, such changes and reason therefore shall be discussed with the Union.

Effective December 25, 2019, the above shall no longer apply to employees in the classifications of

Drainage and Wastewater Collection Worker, and Drainage and Wastewater Collection Lead Worker, who

shall be eligible for the respective premium pay titles of Drainage & Wastewater Collection Worker-CI and

Drainage and Wastewater Collection Lead Worker-CII at the parallel pay step beginning with the month

following certification by the Washington State Department of Health Services. Such premium pay shall

cease if the certification is not renewed. Certification at any level less than designated for a classification

will not qualify an employee for the premium pay.

**Note: Apprentice titles listed herein are in effect pursuant to the Washington State Apprenticeship Act

(RCW 49.04) and the Fair Labor Standards Act (29 CFR 29). Apprentice pay steps herein are as provided

for in accordance with WAC 296-05-316 (27).

***These premium pay titles are applicable for technical duties for cement finishing at the Parks and

Recreation Department. The duties of these premium pay titles are contained in the specifications of

Joint Crafts Council Agreement 140

Effective January 1, 2019 through December 31, 2021

Cement Finisher and Cement Finisher, Senior, but are uniquely performed at the Parks and Recreation

Department and are not performed at any other City Department.

J.1.3 Assignment of the appropriate Hourly Rates of Pay (Pay Steps) for regular

employees shall be made in accordance with the pertinent provisions of Article

J.1.4 Temporary employees shall be exempt from all provisions of this Appendix

except Sections J.2.1, J.2.1.1, J.2.2, J.2.4, J.2.4.1, J.2.9, J.3, J.3.1, J.4.2, J.4.6,

J.4.7, J.4.8, J.4.12, J.5.1, J.5.2, J.5.3, J.6.2, J.7, J.7.1, J.8, J.8.1, J.8.1.1, J.8.2,

and J.8.5.

J.2 General Working Rules - Crew Chiefs may perform the work normally performed

by the crews they supervise if they are unable to secure regular or temporary

employee at the work site to perform the work. Crew Chiefs will not replace an

employee or a working lead person by working regular or overtime hours except

when the occurrence is unscheduled. In no case shall a regular or temporary

employee be sent home or otherwise replaced by a Crew Chief dispatching them

to perform the work.

J.2.1 No employee shall be required to operate unsafe equipment or an unsafe vehicle.

Upon determination or suspicion that a vehicle or equipment is unsafe, it must

be reported to the supervisor immediately. Final determination of safety shall be

made in accordance with Section 14.6.3.

J.2.1.1 The City shall provide employees with appropriate training in the safe operation

of any equipment prior to its use.

J.2.2 No individual shall be locked in a building without means of egress.

J.2.3 Rubber boots, rain gear, rubber gloves and, if necessary, coveralls shall be

supplied on an as-needed basis to employees covered by this Appendix

including temporary employees whose job duties require work in or around

sewers, mudholes, mudslides or any areas which require the use by the

employee of excessive amounts of water. Parks Department employees who

clean outside rest rooms, fountains, pavement, masonry, or other surfaces with

pressure washing equipment shall be provided with rain gear, rubber gloves and

rubber boots. Transportation Sign Shop employees who steam clean signs shall

be provided rubber gloves and rain gear. Such protective clothing or portions

thereof shall not apply to individuals or jobs merely because of inclement

weather. Such protective clothing shall be charged to the employee, who is to

guarantee its return. In case of intentional destruction or negligent loss of said

items, the cost thereof shall be charged to the employee.

J.2.4 Employees when actually engaged in the preparation, spraying or application of

remover, acid, pesticide, or herbicide shall be furnished protective clothing,

including boots and when necessary, respirators when the lack of said clothing

would prove detrimental to the individual's health and safety.

Joint Crafts Council Agreement 141

Effective January 1, 2019 through December 31, 2021

J.2.4.1 Employees covered by this Appendix, when actively engaged in the dismantling,

clean-up, removal, and/or disposal of material from so-called transient

encampments, illegal dumpings, hazardous material spills, demolition, or any

other debris which could present a risk of chemical or biohazard exposure to the

employee, shall be furnished with appropriate protective clothing, including

boots, overalls, or tyvek and when necessary, respirators, when the lack of said

clothing would prove detrimental to the employee’s health and safety.

J.2.5 Protective and specialized clothing shall continue to be provided per existing

(September 1980) Departmental practice for the duration of this Agreement.

J.2.6 Cement Finishers when assigned to be in charge of two (2) or more Cement

Finishers shall receive Senior Cement Finisher's pay. Cement Finishers who are

required to install or cut cobble stone, decorative brick or tile shall receive twenty-

five cents (0.25c/) per hour in addition to their regular hourly rate of pay while so

assigned. Senior Cement Finishers shall only receive their Senior rate of pay

and shall not receive an addition twenty-five cents (0.25c/) per hour while so

assigned.

J.2.7 When deemed necessary by the City, the City may require an employee to

perform work outside of their regularly scheduled work shift. The immediate

circumstance of the situation shall be considered by the City in deciding which

employee(s) shall be assigned to perform the overtime work in question.

Overtime assignments shall be allotted in as fair and equitable manner as

circumstances will permit amongst employees in an affected work unit who have

the work experience to immediately perform the overtime work. When an

unforeseen situation arises, which necessitates overtime work either as an

extension of a shift or as a call-in, the City may assign or call in the first

individual(s) it contacts for such overtime work.

J.2.7.1 Any disagreement over the application of this provision shall be negotiated on a

case-by-case basis.

J.2.7.2 When deemed necessary by the City, the City may assign an employee to work

outside of their classification. The immediate circumstance of the situation shall

be considered by the City in deciding which employee(s) shall be assigned to

perform the work out of class in question. Work out of class shall be allotted in

as fair and equitable manner as circumstances will permit amongst employees

in an effected work unit who have the work experience to immediately work out

of class. All regular full-time or regular part-time employees in an affected work

crew shall be asked to work out of classification prior to any temporary employee.

When an unforeseen situation arises, which necessitates work out of class, the

City may assign the first individual(s) it contacts for such work out of class.

J.2.7.3 Any out-of-class opportunities that are scheduled for more than thirty (30) days

shall be opened to the division where they occur and any out-of-class that is

scheduled for more than ninety (90) days shall be opened to the entire

department. (At Seattle Center, department means Technical Facilities

Management Division.)

Joint Crafts Council Agreement 142

Effective January 1, 2019 through December 31, 2021

J.2.8 Effective January 6, 1999, the in lieu of meal reimbursement will increase to

twenty dollars ($20.00) and be administered in accordance with Sections 5.4

through 5.4.3.

J.2.9 Effective upon signature of the Agreement, the footwear and gear reimbursement

will be as provided in A through D below per contract year and will be

administered in accordance with Section 14.11. Gear does not include articles

of clothing already being issued.

A. Effective January 1, 2019, one hundred thirty dollars ($130.00).

B. Effective January 1, 2020, one hundred seventy-five dollars ($175.00).

C. Effective January 1, 2021, two hundred dollars ($200.00).

J.3 A Laborer or Utility Laborer when assigned to operate certain riding mowers to

mow any area including golf course greens (triplex greens mower, T-mower, or

minimum 60-inch [cutting area] rotary mower or their equivalent replacements)

shall, while so assigned, be compensated on a work-outside-of-classification

basis per Section 5.9 of this Agreement at a rate equivalent to the classification

of Maintenance Laborer. (This Section does not apply to the golf courses.)

J.3.1 A Laborer, Utility Laborer, or Maintenance Laborer when assigned to the Ford

6610 or Tiger 75-horsepower tractor mower (or an equivalent replacement) shall,

while so assigned be compensated on a work-outside-of-classification basis per

Section 5.9 of this Agreement at a rate equivalent to the classification of

Construction And Maintenance Equipment Operator.

J.3.2 The following equipment is currently classified by the City as Construction

Maintenance Equipment Operator (CMEO) assigned equipment and shall be

paid at the CMEO pay rates:

Backhoe with bucket 1/16 yard or larger* Flail/Slope Mowers

Box Scraper attachment* Rear or Center-mount blade*

Front Loader – ¼ yard or larger* Ford 6610 Tractor

Bulldozers – all Asphalt Roto-Grinder (Sr. CMEO)

Motor Patrol (Graders) – all Boom Trucks* (Sr. CMEO)

Mobile Street Sweepers Paving Machines (Sr. CMEO)

Rollers/Compactors Revolving Truck-mounted Cranes

(Sr. CMEO)

Track Backhoe (Sr. CMEO) Tiger 75-horsepower Tractor-

Mower (or an equivalent

replacement)

*The City and Local 1239 acknowledge a historical past practice of utilization by

employees covered under this Appendix of some of the equipment and/or

attachments named above. CMEO wage rates shall be paid for operation of the

attachments, or equipment types.

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Effective January 1, 2019 through December 31, 2021

J.3.3 Regular part-time Laborer-series positions will be considered for regular full-time

vacancies within the same classification which become available within their

department prior to opening the vacancy to other City employees and then

temporary employees. The vacant positions will be filled based on special skills,

training, and/or experience. All regular employees shall have the right to apply

for any vacant position that is equal to or a promotion from their current position.

J.4 Seattle Center Rules - Schedules shall be prepared and posted indicating the

starting time for each employee for at least five (5) days in advance of the

scheduled workday. Posted schedules shall consist of the schedule for the

present workday and the following five (5) calendar days with the fifth day posted

daily prior to 11:30 a.m. Any change in the starting time of an employee within

the five (5) day posted schedule shall result in double time being paid for those

hours worked prior to the posted scheduled starting hour, as well as for any hours

worked past the posted ending time for scheduled shifts of eight (8) or more

hours’ duration.

J.4.1 Turnaround time shall continue to be at least twelve (12) hours from the

termination of the previous day's regular shift; provided however, an employee

who is required to work during the twelve (12) hour period between normal shifts

shall receive double time for all hours worked during said twelve (12) hour period.

In applying this provision an employee who works during the turnaround period

shall have such time counted as straight-time hours for purposes of computing

sick leave and retirement benefits only; provided however, such benefits (sick

leave and retirement) shall not be computed for any hours worked in excess of

forty (40) per workweek.

J.4.2 Adequate ventilation shall be supplied in any building where machines that admit

nauseous or dangerous fumes are operating. The Operating Engineers must be

notified sufficiently in advance prior to commencing to operate the equipment.

J.4.3 The present practice of maintaining Seattle Center's rolling stock shall continue,

including management's right to send out or contract to another party.

J.4.4 The ice-making activity shall be under the jurisdiction of the Union. In the event

additional help is required in making or preparing ice beyond that of the Ice Rink

Specialists assigned to the task, an individual affiliated with the Union shall be

assigned to the job. One (1) position designated and paid as an Ice Rink

Specialist for six and one-half (6½) months starting September 15 of each year

and ending March 31 of the next year.

J.4.5 If flooding ice is required in an empty or unoccupied building at hours other than

the regular work shift, one (1) employee covered by this Appendix shall be

assigned this task. Arrangements shall be made for supervision to assure that

the individual will be observed during the period of flooding in order to respond

in the event of an accident.

J.4.6 An employee shall be paid at the Maintenance Laborer rate of pay on a work-

outside-of-classification basis per Section 5.9 and J.2.7.2 for operating the

Joint Crafts Council Agreement 144

Effective January 1, 2019 through December 31, 2021

bucket truck, utility boom truck, garbage packer truck, dumpster transporter truck

(“D-Truck”) of equivalent, and sweeper truck. Maintenance Laborer rate of pay

will also be applicable on an articulating or telescoping boom or scissor lift used

on high lift operations that has a platform that can accommodate up to two

employees.

J.4.6.1 When the Seattle Center purchases, rents or leases new equipment or a different

replacement for equipment mentioned in Section J.4.6 above, they will meet with

the Union and discuss the rate of pay for said equipment.

J.4.6.2 Effective upon signature of the Agreement, employees covered under this

Appendix shall be paid at the minimum rate of Utility Laborer on a work-out-class

basis while assigned to operate the small pavement sweeper vehicle (“Green

Machine 636” or equivalent).

J.4.7 The Seattle Center will use a crew of Laborer(s) and/or Senior Janitor(s) under

the lead of an Electrician to perform changing of light bulbs on a preventive

maintenance (periodic) schedule. (Laborers and Senior Janitors are cautioned

not to touch certain high-powered lights.) This work will involve 10-foot ladder

and 12-foot ceiling. Electrician will change certain higher lights; e.g., in ceiling of

new Key Arena. The Electrician may do some of the changing of light bulbs, but

will mostly direct the work (which does not require that the Electrician be

physically present at all times) and do the journey-level tasks of

installing/wiring/rewiring of lighting fixtures or ballast in the fixtures. Because the

Electrician performs the journey-level work, work out-of-class pay for Laborers

or Senior Janitors will not be applicable on changing of light bulbs.

J.4.8 At the Seattle Center, the City shall provide uniforms on a reasonable basis

whenever employees are required by the City to wear uniforms.

J.4.9 The compensatory time limit for employees covered by this Section is forty (40)

hours per year. Accrual of such leave time will be through mutual agreement of

the employee and supervisor or manager. Lacking such concurrence, the

overtime will be paid at the appropriate rate. After an employee has reached the

maximum amount of forty (40) hours’ compensatory time, any overtime worked

(except Holidays) will be paid at the appropriate rate of pay. Further

compensatory accrual time will not be an option.

J.4.10 There shall be a minimum call for meetings for training or for all staff meetings of

two (2) hours at straight-time rate of pay for temporary employees. This call shall

be voluntary for temporary employees. If training or staff meetings last longer

than two (2) hours, all hours shall be paid at the straight-time rate of pay.

When the above language pertains to regular employees, Article 5, Section 5.2,

5.2.1, 5.2.2, and 5.2.3 shall be in effect (if circumstances are applicable.)

J.4.11 All scheduled overtime work shall be offered to qualified regular employees who

have placed their name on an overtime list in the classification before any

temporary employees are offered scheduled overtime work.

Joint Crafts Council Agreement 145

Effective January 1, 2019 through December 31, 2021

J.4.12 Effective upon the signature of the Agreement, temporary laborers working at

Seattle Center must work a minimum of one (1) shift per month in the Key Arena

between the months of October to May inclusive. The parties agree that this

arrangement is subject to labor-management review, and if another solution is

determined to be necessary during the term of the Agreement, the parties agree

to bargain changes to this provision.

Temporary laborers may request in writing that the Division Director allow them

to be inactive and unavailable for employment for one (1) period of up to ninety

(90) consecutive days annually. The request will be considered and approved

or denied based on Seattle Center’s anticipated workload.

J.5 Seattle Public Utilities Department Rules - Administrative directions shall be

issued by the Seattle Public Utilities Department providing for protective clothing

for such employees involved in cleaning deep sand boxes and catch basins when

the conditions of employment reasonably require such protective clothing.

J.5.1 The time limit for work out of class shall be extended to a period of eight (8) hours

or longer when an individual who is employed at the Cedar River Water Shed

works in a training capacity at the higher classification of Operator, Construction

and Maintenance Equipment.

J.5.2 Effective January 1, 2015, Drainage and Wastewater Collection Lead Worker,

Drainage and Wastewater Collection Worker, and Drainage and Wastewater

Collection Worker Apprentice personnel who are required to work in live sewers

four (4) feet deep or more, to repair sewer breaks or perform side sewer

connections, shall receive fifty cents (50c/) per hour in addition to their regular

hourly rate of pay while so engaged.

J.5.3 Employees working in "live sewers" shall be supplied a "dry shack" for non-

mobile crews for the purpose of washing up and eating their meals. An adequate

number of coveralls shall be furnished to each such employee per week.

J.6 City Light Department Rules - City Light employees covered by this Appendix

who are required by City Light to do temporary work at a location outside of the

area surrounding their normal headquarters, and at a distance too far for

commuting, shall receive adequate board and lodging while so assigned. Said

employees when so assigned shall receive additional compensation at the

straight-time rate of pay for each night of required absence from their regular

place of employment, provided such additional compensation shall not be paid

to any employee whose assigned duties regularly include travel to and

performance of work at locations other than their regular place of employment

without specific assignment by a supervisor.

J.6.1 Laborers who are employed at City Light and who are called out on an

emergency along with the City Light underground crew shall receive the same

mileage reimbursement as the underground crew when using their own

automobiles.

Joint Crafts Council Agreement 146

Effective January 1, 2019 through December 31, 2021

J.6.2 Laborers for all hours worked when assigned to the Right-of-Way crew at the

Skagit project will be paid at the Utility Laborer rate of pay.

J.6.3 Effective January 6, 1999, there will be four (4) pairs of leather-palmed, canvas-

backed work gloves to each employee in Civil Construction (unit) on a

quartermaster type of basis (one every three, months to be issued by

management to employees active on payroll at the time and not issued through

the Tool Room.) This provision shall be extended to include all employees

covered by this Appendix who are active on payroll in the Right-of Way

Maintenance and Vegetation Management Crews. Temporary employees shall

be allowed one pair of gloves per each three-month period of active employment.

J.7 Seattle Department of Transportation Rules - The Department shall provide

coveralls on an as-needed basis for employees covered by this Appendix whose

major duties involve working with asphalt emulsions. This provision shall apply

to the Crack Pouring Crew, Casting Crew and Patching Crew.

J.8 Parks & Recreation Department Rules - Employees covered by this Appendix

employed by the Parks and Recreation Department at the Jackson, Jefferson

and/or West Seattle Golf Courses shall forego the first four (4) hour rest break of

their eight (8) hour workday (consisting of fifteen [15] minutes) and combine it

with the second four (4) hour rest break of their eight (8) hour workday (also

consisting of fifteen [15] minutes) to make a total of one thirty (30) minute rest

break for the entire eight (8) hour workday, to be taken during the second half of

the eight (8) hour workday.

J.8.1 Employees covered by this Appendix employed by the Parks and Recreation

Department at Community Pools as Pool Maintenance Lead Workers and Pool

Maintenance Workers shall forego the second fifteen (15) minute break of the

day and combine it with their lunch break of thirty (30) minutes for a total lunch

break of forty-five (45) minutes.

J.8.2 A Laborer; Utility Laborer; or Maintenance Laborer when assigned to operate

and use for loading and hauling a Parks Department tractor equivalent to a

Kubota rotary with bucket (Equipment #8142) or a golf course tractor with a front-

end loader attached and a bucket capacity of one-fourth (¼) yard or larger shall,

while so assigned, be compensated on a work-outside-of-classification basis per

Section 5.9 at a rate equivalent to the classification of Parks Equipment Operator.

(This Section does not apply to the golf courses.) The Union and the Parks and

Recreation Department will meet and discuss updating the equipment used for

upgrades to classification of Parks Equipment Operator within ninety (90) days

of signing of the Agreement and semi-annually at the Union’s request.

J.8.3 Coveralls shall be furnished to employees assigned to work as Construction and

Maintenance Equipment Operators in the Parks & Recreation Department.

Parks and Recreation Department’s Downtown Park Resources crews wear

uniforms so the public can identify them. Each employee will be allowed: eleven

(11) pants, eleven (11) shirts, two (2) pairs of coveralls and one (1) medium

Joint Crafts Council Agreement 147

Effective January 1, 2019 through December 31, 2021

weight jacket. Uniform cleaning and maintenance will be the responsibility of the

Department.

J.8.4 Effective January 06, 1999, regular riding mower operators (Maintenance

Laborers) and regular Senior Golf Course Technicians, Special Support Services

Crew, and Installation Maintenance Worker in order to protect themselves while

performing minor maintenance work, shall be given one pair of coveralls for the

duration of the agreement. Replacement of coveralls or laundry service beyond

the one pair may be made upon mutual agreement.

J.8.5 Employees at Freeway Park who work at hazardous heights will be given

appropriate safety training related to climbing prior to engaging in such work.

J.8.6 In the event that the City maintained Golf Courses (Jackson, Jefferson, West

Seattle), should become fully private operations, or should a decision be reached

to contract out Golf Course work currently performed by employees covered by

this Appendix, the City and the Union shall meet as soon as reasonably possible

thereafter, to evaluate employment potential within the City and establish

procedures for relocating affected employees.

J.9 Encampment Premium Pay - Effective May 1, 2008, employees, including

temporary employees, shall receive a premium pay of ten percent (10%) of their

regular hourly wage in addition to their respective regular hourly wage rate for all

hours assigned to sort and/or remove materials associated with illegal

encampments.

J.9.1 The provisions of J.9 shall apply only when the City in its sole discretion posts

an area with a “72-hour Notice and Order to Remove Personal Property,” for the

purpose of sorting and/or removing materials associated with an illegal

encampment, and subsequently cleans the area. This shall not include postings

providing notice that a removal has already occurred.

Joint Crafts Council Agreement 148

Effective January 12019 through December 31, 2021

APPENDIX K

INTERNATIONAL BROTHERHOOD OF BOILERMAKERS, IRON SHIP BUILDERS,

BLACKSMITHS, FORGERS AND HELPERS, LOCAL NO. 104

This APPENDIX is supplemental to that Agreement by and between The City of Seattle,

hereinafter referred to as the City, and the Joint Crafts Council, hereinafter referred to as

the Council, comprised of certain Unions including the International Brotherhood Of

Boilermakers, Iron Ship Builders, Blacksmiths, Forgers And Helpers, Local No. 104,

hereinafter referred to as the Union, for that period from January 1, 2019 through

December 31, 2021. This APPENDIX shall apply exclusively to those classifications

identified and set forth herein.

K.1 Effective December 26, 2018, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B

CLASSIFICATION 00-06m 07 m +

Bridge Maintenance, Mechanical Helper ............................ 26.68 27.59

Fabricator, Metal ................................................................. 36.84 37.75

Crew Chief, Metal Fabricator .............................................. 38.52 40.10

Crew Chief, Bridge Maintenance Mechanic ........................ 39.42 41.11

Mechanic, Bridge Maintenance ........................................... 37.72 38.71

Mechanic, Senior Bridge Maintenance ............................... 38.52 40.10

Riser Maintenance Specialist .............................................. 34.88 36.24

K..1.1 Effective December 25, 2019, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B

CLASSIFICATION 00-06m 07 m +

Bridge Maintenance, Mechanical Helper ............................ 27.64 28.58

Joint Crafts Council Agreement 149

Effective January 12019 through December 31, 2021

Fabricator, Metal ................................................................. 38.17 39.11

Crew Chief, Metal Fabricator .............................................. 39.91 41.54

Crew Chief, Bridge Maintenance Mechanic ........................ 40.84 42.59

Mechanic, Bridge Maintenance ........................................... 39.08 40.10

Mechanic, Senior Bridge Maintenance ............................... 39.91 41.54

Riser Maintenance Specialist .............................................. 36.14 37.54

K.1.2 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-

W) for the period June 2018 through June 2019 to the period June 2019 through

June 2020, minimum 1.5%, maximum 4%.

K.1.3 Assignment of the appropriate Hourly Rates of Pay (Pay Steps) for regular

employees shall be made in accordance with the pertinent provisions of Article

K.2 Effective upon signature of the Agreement, the footwear and gear reimbursement

will be per contract year as provided below and will be administered in

accordance with Section 14.11. Gear does not include articles of clothing already

being issued.

A. Effective January 1, 2019, the reimbursement shall be a maximum of one

hundred forty-four dollars ($144.00).

B. Effective January 1, 2020, the reimbursement shall be a maximum of one

hundred seventy-five dollars ($175.00).

C. Effective January 1, 2021, the reimbursement shall be a maximum of two

hundred dollars ($200.00).

K.3 The City shall reimburse Boilermakers for the loss of required hand tools due to

fire, any other natural disaster, or theft from the City’s premises, less twenty-five

dollars ($25.00) on each loss. Claims shall be honored only for tools which have

been listed on an appropriate inventory form and filed with the City. Employees

shall notify management whenever they remove their tools from the City’s

premises.

K.4 When the City needs additional temporary employees, it reserves the right to hire

from its own recruiting sources. Generally, however, this practice shall include a

call to the Union. When the City hires employees from its own recruiting sources,

the City shall notify the Union, via mail or fax, as to the name, address, social

security number, date of hire, classification, department employed within, and

Joint Crafts Council Agreement 150

Effective January 12019 through December 31, 2021

rate of pay of such employee. The notification shall be mailed within ten (10)

business days from the time such person was hired. (Above notification

applicable only for service fee/dues obligation.)

K.5 An apprenticeship program may be established by mutual consent of the parties

with apprenticeship wages beginning at eighty percent (80%) of entry rate of pay

of the journey-level title.

K.6 The City will supply one pair of coveralls per contract period (life of agreement)

to each employee covered by this appendix, however, will not maintain, clean,

repair or replace said coveralls.

K.7 Crew Chiefs may perform the work normally performed by the crews they

supervise. Crew Chiefs will not replace regular or temporary employees.

K.9 The City shall provide appropriate training on equipment before an employee can

operate the piece of equipment.

K.10 The City shall pay the cost of renewal, of an employee’s yearly WABO Welding

Certification, if an employee performs any work for the City that requires a WABO

Certification.

K.11 During the term of this Agreement, the City and the Seattle Department of

Transportation agree to meet upon request of the Union to discuss the Bridge

Maintenance Mechanics class series including topics such as additional

classifications, career advancement, required licensure and certifications, and

program requirements.

Joint Crafts Council Agreement 151

Effective January 12019 through December 31, 2021

APPENDIX L

INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL 286

This APPENDIX is supplemental to that AGREEMENT by and between The City of

Seattle, Washington, hereinafter referred to as the City, and the Joint Crafts Council,

hereinafter referred to as the Council, comprised of certain Unions including the

International Union of Operating Engineers, Local 286, hereinafter referred to as the

Union, for that period from January 1, 2019 through December 31, 2021. This APPENDIX

shall apply exclusively to those classifications identified and set forth herein.

L.1 Effective December 26, 2018, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

CLASSIFICATION 00-06m 07-18m 19-30m 31-42m 43 m +

Building Operating Engineer ............... 34.65 35.97 37.41 37.41 37.41

Building Operating Engineer, Senior ... 37.74 39.26 39.26 39.26 39.26

Building Operating Engineer, Trainee . 27.10 28.07 29.24 30.35 31.51

HVAC Technician................................ 36.82 38.32 39.82 39.82 39.82

HVAC Technician/SC .......................... 40.50 42.15 43.82 43.82 43.82

L1.1 Effective December 25,2019, the classifications and the corresponding hourly

rates of pay for each classification covered by this Appendix shall be as follows:

HOURLY RATES OF PAY

STEP A STEP B STEP C STEP D STEP E

CLASSIFICATION 00-06m 07-18m 19-30m 31-42m 43 m +

Building Operating Engineer ............... 35.90 37.26 38.76 38.76 38.76

Building Operating Engineer, Senior ... 39.10 40.67 40.67 40.67 40.67

Building Operating Engineer, Trainee . 28.08 29.08 30.29 31.44 32.64

HVAC Technician................................ 38.15 39.70 41.25 41.25 41.25

HVAC Technician/SC .......................... 41.96 43.67 45.40 45.40 45.40

Joint Crafts Council Agreement 152

Effective January 12019 through December 31, 2021

L.1.2 Effective January 6, 2021, base wage rates will be increased by 1% plus 100%

of the annual average growth rate of the bi-monthly Seattle-Tacoma-Bellevue

Area Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-

W) for the period June 2018 through June 2019 to the period June 2019 through

June 2020, minimum 1.5%, maximum 4%.

L.1.2 Effective April 8, 2015, employees at Seattle Center in the Heating, Ventilation,

and Air Conditioning Technician (HVAC Tech) classification and in Building

Operating Engineer classifications except Trainee, who are required to obtain a

Grade II or above Steam Engineer’s license shall receive a premium pay of ten

percent (10%) of their regular hourly wage in addition to their respective regular

hourly wage while required to be so licensed. Employees not required or no

longer required to be licensed shall not be eligible for the premium pay.

L.2 One Utility Engineer position in each respective department that has Building

Operating Engineer(s) may be optionally used to perform sub-journey level

duties at a wage rate negotiated with the Union below the journey-level Building

Operating Engineer wage rate. The class spec defining the body of work will be

developed by the City and discussed with the Union before the hiring of Utility

Engineer(s).

L.3 In accordance with the Union's concurrence on March 12, 1987, with the

conditions under which the City recognized the Union as exclusive collective

bargaining representative for the classification title of Building Operating

Engineer Trainee, assignment of the appropriate Hourly Rates of Pay (Pay

Steps) for employees classified as Building Operating Engineer Trainee shall be

dependent upon the Trainee having made sufficient progress in the training. The

determination for advancement of the Trainee to each successive step of the

five-step pay range shall be made by management in the employee’s

department.

L.4 The Crew Chief whose position is not represented, or part of the bargaining unit

may do bargaining unit work performed by the crews that they supervise. As

such, the Crew Chief may use tools of the trade when reasonable and/or

necessary as determined by the job assignment. The Crew Chief will be

responsible for assigning any crew work that the Crew Chief might perform. The

Crew Chief will not replace an employee or a working lead person by working

overtime except when the occurrence is unscheduled. The Crew Chief will

perform such bargaining unit work no more than twenty-five percent (25%) of the

time per month.

L.5 Instead of the Union pursuing any wage equity adjustments before the Wage

Equity Panel under the Coordinated (Coalition) settlement, the Union has agreed

that beginning January 6, 1999, the City will reimburse bargaining unit

employees (including temporary employees effective upon the signature date of

the 2002-2004 agreement if they have worked as long-term temporary

employees at least 1,044 consecutive hours) annually for licenses renewals

required by the City, in accordance with state or local statutes. Such licenses

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Effective January 12019 through December 31, 2021

may include: City of Seattle Boiler License, City of Seattle Refrigeration

Operator’s License, City of Seattle Refrigeration Mechanics License, City of

Seattle Backflow Prevention License, CFC Certification (one-time cost), other

relevant licenses (i.e., Emergency Power Supply Certificate, De-smoking

Certification).

L.6 Effective January 1, 2019, the footwear reimbursement in Section 14.11 for this

bargaining unit shall be increased thirty-four dollars ($34.00) per year.

L.6.1 Effective January 1, 2020, the footwear reimbursement for this bargaining unit

shall be a maximum of one hundred seventy-five dollars $175.00.

L.6.2 Effective January 1, 2021, the footwear reimbursement for this bargaining unit

shall be a maximum of maximum two hundred dollars $200.00

L.7 When an employee works on the interior of boilers (firesiding) for purposes of

repair or cleaning, said employee shall be compensated at two (2) times their

regular straight-time hourly rate of pay for each hour so worked. Said

compensation at the discretion of the City may be paid in the form of pay or

compensatory time. For example, an employee who has worked four (4)

consecutive hours under such conditions could receive the equivalent of eight

(8) hours’ straight-time pay and be directed to take the last four (4) hours of that

shift off, or the employee could be required to work the remaining four (4) hours

of their shift at either the straight-time (1x) rate of pay at non-firesiding duties, or

the double time (2x) rate for continued “firesiding” work, and thus receive the

equivalent of either twelve (12) hours’ or sixteen (16) hours’ straight-time pay,

respectively, depending upon the circumstances, for that eight (8) hour work

period.

L.8 When HVAC Technicians are employed at the Seattle Center they shall, among

other licenses required, be required to obtain and/or maintain a Grade II Boiler

License (such as BOE Grade II employees maintained).

Joint Crafts Council Agreement 154

Effective January 12019 through December 31, 2021

APPENDIX M

Janus Memorandum of Understanding (MOU)

The following MOU attached hereto as Appendix M and signed by the City of Seattle and

the Coalition of City Unions (“Parties”), is adopted and incorporated as an Appendix to

this Agreement to address certain matters with respect to membership and payroll

deductions after the U.S. Supreme Court’s decision in Janus v. AFSCME. The

Agreement is specific and limited to the content contained within it. Nothing in the MOU

is intended, nor do the Parties intend, for the MOU to change the ability to file a grievance

on any matter of dispute which may arise over the interpretation or application of the

collective bargaining agreement itself. Specifically, nothing in the MOU is it intended to

prevent the filing of a grievance to enforce any provision of the Union Engagement and

Payroll Deductions Article 3. Any limitations on filing a grievance that are set forth in the

MOU are limited to actions that may be taken with respect to the enforcement of the MOU

itself, and limited specifically to Section B of the MOU.

MEMORANDUM OF UNDERSTANDING

By and Between THE CITY OF SEATTLE

and

COALITION OF CITY UNIONS

(Amending certain collective bargaining agreements)

Certain Unions representing employees at the City of Seattle have formed a coalition

(herein referred to as “Coalition of City Unions”) to collectively negotiate the impacts of

the Janus v. AFSCME Supreme Court decision and other conditions of employment with

the City of Seattle (herein referred to as “City;” together the City and this Coalition of City

Unions shall be referred to as “the Parties”); and,

This Coalition of City Unions for the purpose of this Memorandum of Understanding

(MOU) shall include the following individual Unions, provided that the named Unions are

also signatory to this MOU: the International Brotherhood of Boilermakers, Iron Ship

Builders, Blacksmiths, Forgers and Helpers, Local 104; the International Union of

Painters and Allied Trades District Council #5; the Inland Boatmen’s Union of the Pacific;

Professional and Technical Engineers, Local 17; the International Brotherhood of

Teamsters, Local 117; the International Brotherhood of Electrical Workers, Local 46; the

United Association of Journeymen and Apprentices of the Plumbing and Pipe Fitting

Industry, Local 32; the International Brotherhood of Teamsters, Local 763; the

International Union of Operating Engineers, Local 286; the UNITE Hotel Employees &

Restaurant Employees, Local 8; the Public Service & Industrial Employees, Local 1239;

the Washington State Council of County and City Employees, Local 21; the International

Alliance of Theatrical Stage Employees and Moving Picture Technicians, Artists and

Allied Crafts of the United States and Canada, Local 15; the Sheet Metal Workers

International Association, Local 66; the Seattle Municipal Court Marshals’ Guild; the

Pacific Northwest Regional Council of Carpenters; the International Association of

Machinists and Aerospace Workers, District Lodge 160, Local 289; the Seattle Parking

Joint Crafts Council Agreement 155

Effective January 12019 through December 31, 2021

Enforcement Officers Guild; the Seattle Police Dispatchers’ Guild; the Seattle Police

Management Association; and the Seattle Police Officers’ Guild.

Background

In June of 2018, the United States Supreme Court issued the Janus v. AFSCME

decision. In response to this change in circumstances, this Coalition of City Unions

issued demands to bargain regarding the impacts and effects of the Janus v. AFSCME

Supreme Court decision.

Included in the Parties collective bargaining agreements is a subordination of agreement

clause that in summary states, “It is understood that the parties hereto and the

employees of the City are governed by the provisions of applicable federal law, City

Charter, and state law. When any provisions thereof are in conflict with or are different

from the provisions of this Agreement, the provisions of said federal law, City Charter,

or state law are paramount and shall prevail.”

The parties have agreed to engage in negotiations over the impacts and effects of this

change in circumstances to reflect compliance with the Janus v. AFSCME Supreme

Court decision.

Agreements

Section A. Amended Union Dues and Membership Language

The Parties agree to amend and modify each of the Parties’ collective bargaining

agreements as follows:

Article X - Union Engagement and Payroll Deductions

The City agrees to deduct from the paycheck of each employee, who has so authorized it,

the regular initiation fee, regular monthly dues, assessments and other fees as certified by

the Union. The amounts deducted shall be transmitted monthly to the Union on behalf of

the employees involved. The performance of this function is recognized as a service to the

Union by the City and The City shall honor the terms and conditions of each worker’s

Union payroll deduction authorization(s) for the purposes of dues deduction only. The

Union agrees to indemnify and hold the Employer harmless from all claims, demands,

suits or other forms of liability that arise against the Employer for deducting dues from

Union members, including those that have communicated a desire to revoke a previous

deduction authorization, along with all other issues related to the deduction of dues or

fees.

The City will provide the Union access to all newly hired employees and/or persons

entering the bargaining unit within thirty (30) days of such hire or entry into the

bargaining unit. The Union and a shop steward/member leader will have at least thirty

(30) minutes with such individuals during the employee’s normal working hours and at

their usual worksite or mutually agreed upon location.

The City will require all new employees to attend a New Employee Orientation (NEO)

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within thirty (30) days of hire. The NEO will include an at-minimum thirty (30) minute

presentation by a Union representative to all employees covered by a collective

bargaining agreement. At least five (5) working days before the date of the NEO, the

City shall provide the Union with a list of names of their bargaining unit attending the

Orientation.

The individual Union meeting and NEO shall satisfy the City’s requirement to provide a

New Employee Orientation Union Presentation under Washington State law. The

City of Seattle, including its officers, supervisors, managers and/or agents, shall remain

neutral on the issue of whether any bargaining unit employee should join the Union or

otherwise participate in Union activities at the City of Seattle.

New Employee and Change in Employee Status Notification: The City shall supply the

Union with the following information on a monthly basis for new employee’s: name, home

address, personal phone and email (if a member offers), job classification and title,

department, division, work location, date of hire, hourly or salary status, compensation

rate.

Any employee may revoke their authorization for payroll deduction of payments to their

Union by written notice to the Union in accordance with the terms and conditions of their

dues authorization. Every effort will be made to end the deductions effective on the first

payroll, and not later than the second payroll, after receipt by the City of confirmation

from the union that the terms of the employee’s authorization regarding dues deduction

revocation have been met. The City will refer all employee inquiries or communications

regarding union dues to the appropriate Union.

Section B. Agreement on Impacts of the Janus v. AFSCME Supreme Court decision.

The Parties further agree:

Member Training: During each year of this agreement a Union’s principal officer

may request that Union members be provided with at least eight (8) hours or one

(1) day, whichever is greater, of paid release time to participate in member

training programs sponsored by the Union. The Parties further agree that the

release of employees shall be three (3) employee representatives per each Union

in an individual Department; or two percent (2%) of a single Union’s membership

per each department, to be calculated as a maximum of two percent (2%) of an

individual Union’s membership in that single department (not citywide), whichever

is greater. The approval of such release time shall not be unreasonably denied for

arbitrary and/or capricious reasons. When granting such requests, the City will

take into consideration the operational needs of each Department. At its sole

discretion, the City may approve paid release time for additional employee

representatives from each Department on a case-by-case basis.

The Unions shall submit to the Office of Labor Relations and the Department as

far in advance as possible, but at least fourteen (14) calendar days in advance,

the names of those members who will be attending each training course. Time off

for those purposes shall be approved in advance by the employee’s supervisor.

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New Employees: The City shall work with the Seattle Department of Technology

to develop an automated system to provide the Union with the following

information within ten (10) working days after a new employee’s first day of work:

name, home address, personal phone and email (if a member offers), job

classification and title, department, division, work location, date of hire, hourly or

salary status, compensation rate, FTE status. Until the process has been

automated the departments may provide the Union notice at the same time the

department notifies SDHR benefits, by sending an email to the Union providing

the notice of hire. Upon automation departments may elect to not provide notice

to the Unions and official notice will only be given by SDHR. The Parties agree to

continue to work with departments to provide notice of new hires to the Union no

later than 10 working days from the employee first day of work.

This agreement is specific and limited to the referenced demand to bargains and

the associated negotiations related to the impacts regarding the Janus v.

AFSCME decision and sets no precedent or practice by the City and cannot be

used or introduced in any forum or proceeding as evidence of a precedent or a

practice.

Issues arising over the interpretation, application, or enforceability of the

provisions of this agreement shall be addressed during the Coalition labor

management meetings and shall not be subject to the grievance procedure set

forth in the Parties’ collective bargaining agreements.

The provisions contained in “Section B” of this MOU will be reviewed when the

current collective bargaining agreements expire. The Parties reserve their rights

to make proposals during successor bargaining for a new agreement related to

the items outlined in this MOA.

This Parties signatory to this MOU concur that the City has fulfilled its bargaining

obligations regarding the demand to bargains filed as a result of the Janus v.

AFSCME Supreme Court decision.

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Effective January 12019 through December 31, 2021

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Effective January 12019 through December 31, 2021