21-144.00 WSCCCE Local 270V: Collective Bargaining Agreement 2( -1(-14-1
AGREEMENT BETWEEN
THE CITY OF SPOKANE VALLEY
AND
THE WASHINGTON STATE COUNCIL OF
COUNTY AND CITY EMPLOYEES
LOCAL 270-V,AFSCME
January 1,2022—December 31,2024
TABLE OF CONTENTS
Page
ARTICLE 1 —EMBODIMENT 1
ARTICLE 2—RECOGNITION 2
ARTICLE 3 —UNION MEMBERSHIP 2
ARTICLE 4— SETTLEMENT OF DISPUTES 5
ARTICLE 5 — SENIORITY 9
ARTICLE 6—BULLETIN BOARDS,UNION OFFICIALS TIME OFF AND
VISITATION. 10
ARTICLE 7—MANAGEMENT RIGHTS 28
ARTICLE 8 —PROBATION AND DISCIPLINE 14
ARTICLE 9—WAGES 16
ARTICLE 10—HOURS OF WORK 20
ARTICLE 11 —GENERAL PROVISIONS 23
ARTICLE 12—HEALTH AND WELL-BEING 24
ARTICLE 13 —SICK LEAVE 29
ARTICLE 14—ADDITIONAL REASONS FOR LEAVE 31
ARTICLE 15 —VACATION LEAVE 32
ARTICLE 16—HOLIDAYS 34
ARTICLE 17—DRUG TESTING 35
ARTICLE 18 —EDUCATIONAL REIMBURSEMENT 36
ARTICLE 19—LOCKOUTS 36
ARTICLE 20—SAVING CLAUSE 36
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PREAMBLE
This Agreement entered into by the City of Spokane Valley, hereinafter referred to as the
City, and the Washington State Council of County and City Employees, Local 270-V AFSCME,
AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious
relations between the City and the Union; the establishment of an equitable and peaceful
procedure for the resolution of differences; and the establishment of rates of pay, hours of work
and other conditions of employment.
TERM OF AGREEMENT
This Agreement shall become effective on the 1st day of January, 2022, and shall
continue in full force and effect through the 31 St day of December, 2024. The City and Union
agree to commence negotiations for a successor contract at least 60 days prior to the termination
of the Agreement. If either party fails to provide notice of an intent to negotiate a successor
agreement,the term of this Agreement will continue in full force and effect for the next year.
ARTICLE 1 --EMBODIMENT
1.1 It is mutually agreed that the City management and Local 270-V shall work
together individually and collectively to provide the public with efficient and courteous service,
to encourage good attendance of employees, and to promote a climate of labor relations that will
aid in achieving a high level of efficiency in all departments of City government.
1.2 This Agreement expressed herein in writing constitutes the entire agreement
between the parties and no oral statement or practice shall add to or supersede any of its
provisions. The parties acknowledge that during the negotiations which preceded this
Agreement, each had the right and opportunity to make demands and proposals with respect to
any subject or matter not removed by law from the area of collective bargaining and that the
understandings and agreements arrived at by the parties after the exercise of that right and
opportunity are set forth in this Agreement. Therefore, the City and the Union, for the life of this
Agreement, each voluntarily and unqualifiedly waive the right, and each agree that the other
shall not be obligated to bargain collectively with respect to any mandatory subject of bargaining
not specifically referred to, or not settled, during the course of these negotiations. Such matters
shall also not be subject to the grievance procedure.
ARTICLE 2 --RECOGNITION
The City recognizes the Union as the sole and exclusive bargaining representative for all
Regular fulltime and Regular part-time non-uniformed employees in professional, technical and
clerical positions in the Executive and Legislative Support, Community and Public Works, Parks
and Recreation, and Operations and Administration Departments of the City of Spokane Valley,
excluding supervisors, confidential, Limited-Term, seasonal and casual employees. A seasonal
or casual employee is any employee hired to work for no more than six continuous months or
1040 hours in a calendar year, whichever is greater.
ARTICLE 3—UNION MEMBERSHIP
3.1 The City agrees to not interfere with internal Union matters when communicating
with employees about Union membership. Employees with questions about Union membership
will be directed to a Union staff representative.
3.2 For those employees who choose to join the Union, the City agrees to
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deduct, once each month, dues from the pay of those employees who authorize, in writing,that
such deductions be made. Executed authorizations for dues deductions shall be provided to the
City. The aggregate deductions of all employees shall be remitted,together with an itemized
statement including employee names, hire dates,job classifications, rates of pay, and amount of
monthly dues deducted,to the Washington State Council of County and City Employees,
AFSCME, AFL-CIO, Council 2, P.O. Box 750, Everett, Washington, 98206-0750 after such
deductions are made.
3.3 Employees requesting to stop dues deductions shall provide written notice to both
the City and the Union with the City stopping deductions upon written confirmation from the
Union that the employee's dues deduction has been terminated. For employees hired into
Bargaining Unit positions prior to January 1, 2019, the confirmation shall be provided to the City
no later than 60 days of receipt of the employee notice by the Union. The City shall then stop the
deduction on the first day of the following payroll period. For employees hired after January 1,
2019, the Union shall request the City to terminate the dues deduction effective on the first day
of the pay period following the employee's next anniversary of their hire date, or as directed by
the Union if earlier. Example: An employee is hired on May 5, 2019. The employee sends
appropriate notice on October 15, 2019,to cancel their Union dues. The Union would send
confirmation to the City requesting the dues be stopped effective May 16, 2020.
Example: An employee was hired into a Bargaining Unit position on June 1, 2012. The
employee sends appropriate notice on September 12, 2019, to cancel their Union dues. The
Union would send confirmation to the City requesting the dues be stopped effective November
16, 2019.
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3.4 New employees hired into Bargaining Unit positions shall be provided a
document with information mutually agreed to by the City and Union concerning Union
membership and dues deduction and given appropriate time to consider becoming a Union
member and authorizing Union dues deduction.
3.5 The City shall notify the Union of all new employees hired into the
bargaining unit, including the name,job classification, work location, and start date of each new
hire. The Union shall be provided 30 minutes of newly-hired employees' paid working time for
purposes of presenting information about Union membership and representation in the
bargaining unit ("orientation"). Should a Union representative or shop steward employed by the
City conduct the orientation,the time for the Union representative or shop steward shall be
unpaid. Attendance at orientation by a newly-hired employee is not a condition of employment.
3.6 The Union agrees to indemnify, defend, and hold harmless the City from any
liability resulting from any claims arising out of any dues deduction or other compliance with
this Article, including reimbursement for any legal fees or expenses incurred in connection with
any claim, lawsuit, order,judgment, or other form of liability asserted against the City. If an
improper dues deduction is made,the Union shall refund any over-deduction within 30 days
directly to the affected employee(s). If a less than adequate deduction occurs, then the City shall
deduct the appropriate amount from the next paycheck.
3.7 In the event of a holding from an appellate court controlling on the City, or new
regulation that materially changes the legal interpretation of this Article, either the City or the
Union may request to re-open this Article for the purposes of bargaining to resolve the impacts
of the court's decision or new regulation.
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ARTICLE 4 -- SETTLEMENT OF DISPUTES
4.1 Grievance Defined. A grievance is defined as any dispute involving the
interpretation, application or alleged violation of any provision of this Agreement.
4.2 Time Limits. Time limits within the grievance procedure may be waived or
extended by the mutual agreement of both parties. If the Union, on behalf of the employee(s),
fails to act or respond within the specified time limits,the grievance will be considered waived.
If the City fails to respond within the specified time limits, the grievance shall proceed to the
next step of the grievance procedure.
The day after the event, act or omission shall be the first day of a timeline under this
Article. In the event a time limit under this Article ends on a weekend or holiday,the deadline
will automatically be extended to the following business day.
Submissions will be considered timely under this Article if they are received by 5:00 p.m.
on the last day called for under an applicable time limit.
Submission of Grievances and Responses. All grievances not resolved at the supervisory
level and requests for arbitration must be submitted to the appropriate Department Director and
City's Chief Human Resources Officer or designee,by fax,hard copy, and/or electronic mail.
The grievance shall include the facts giving rise to the grievance, the section(s) of the Agreement
allegedly violated, and the remedy sought. All City responses will be submitted to the Union's
Spokane business office by hard copy or fax.
4.2.1 Employee Representation. Grievances may be filed by the Union on
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behalf of an employee or on behalf of a group of employees. The grievance will state the name
of the employee or the names of the group of employees. The Union, as exclusive
representative, is considered the only representative of the employee in each step of the
grievance procedure and at any meetings scheduled to discuss a grievance. The Union has the
right in each step of a grievance to designate the person who will represent the employee on
behalf of the Union.
4.2.2 Resolution.
(a) Step 1. Employees are encouraged to attempt to resolve
complaints through informal discussion with their supervisors. The parties are encouraged to
meet and discuss the issues raised in the grievance and explore options for resolving the
grievance at each step in the dispute resolution process. The City and Union may also agree to
bypass any of the steps in the grievance process.
(b) Step 2. If the parties are unable to resolve the grievance at the
supervisor level, the Union, on behalf of the aggrieved employee shall submit the grievance in
writing to the Department Director of the relevant department and Chief Human Resources
Officer, within thirty (30) calendar days of the day the employee or Union knew or reasonably
should have known of the events giving rise to the grievance. The appropriate Department
Director or designee shall respond to the grievance in writing within fourteen(14) calendar days
of its receipt.
(c) Step 3. If the parties are unable to resolve the grievance after
discussing the issue with the Department Director, the Union shall submit the written grievance
to the City Manager within fourteen days of its receipt of the Department Director or designee's
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response. The City Manager or his designee shall respond in writing to the grievance within
fourteen(14) calendar days following its receipt.
(c) Step 4. Should the preceding steps fail to resolve the grievance,
the Union shall notify the City in writing within fourteen(14) calendar days after its receipt of
the City Manager or designee's response of its intent to move the grievance to arbitration.
4.3 Arbitrator Selection. Within a reasonable period of time after receiving the
Union's notification, the parties shall confer and attempt to agree on a neutral arbitrator. If
unable to reach agreement,they shall request a list of eleven(11) arbitrators from the Federal
Mediation Conciliation Services ("FMCS"). If the parties are unable to obtain a list from
FMCS,they may request a list from the Public Employment Relations Commission (PERC).
The list shall be limited to arbitrators from Washington and/or Oregon.
Within fourteen(14) calendar days following the receipt of the list of eligible arbitrators,
the parties' representatives shall meet to select an arbitrator. If the parties are unable to mutually
agree upon an arbitrator, they shall each strike five arbitrators from the list in an alternating
order, and the remaining arbitrator shall hear the dispute. The party exercising the first strike
shall be the loser of a flip of a coin.
4.4 Rules Governing Arbitration. The arbitrator will:
(a) Be limited to interpreting and applying the terms of this
Agreement, and will have no authority to rule contrary to, add to, subtract from, or modify any of
the provisions of this Agreement;
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(b) Be limited in his or her decision to the grievance issue(s) set forth
in the original written grievance unless the parties agree to modify it;
(c) Not make any award that provides an employee with compensation
greater than would have resulted had there been no violation of this Agreement, and shall limit
any award of back pay or other remedy to no more than 30 days prior to the submission of the
grievance in writing to the supervisor(unless the amount owing is due to a payroll error); and
(d) Not reduce the discipline rendered if he/she finds there was just
cause for disciplinary action as defined in Article 8.3
4.5 Arbitrator's Decision. The Arbitrator shall issue a written decision to the parties
within thirty (30) calendar days of the close of the hearing or the submission of post-hearing
briefs, whichever is later. The decision shall be final, conclusive and binding on the City, the
Union and the employees; provided that the decision does not include action by the arbitrator
beyond his or her jurisdiction.
4.6 Arbitration Costs. The expenses and fees of the arbitrator and the cost(if any) of
the hearing room will be shared equally by the parties.
If either party desires a record of the arbitration, a court reporter may be used. If that
party purchases a transcript, a copy will be provided to the arbitrator, free of charge. If the other
party desires a copy of the transcript, it will pay for half of the costs of the fee for the court
reporter,the original transcript and a copy.
Each party is responsible for the costs of its staff representatives, attorneys, and all other
costs related to the development and presentation of its case.
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4.7 Election of Remedies. The parties agree that the grievance procedure contained
in this Agreement shall be the employee's sole remedy for issues covered by this Agreement,
provided that employees may also seek redress or review by an external body, whether
administrative or judicial, of alleged violations of the employee's statutory rights.
ARTICLE 5 -- SENIORITY
5.1 Job Classification Seniority Defined. The length of continuous service in the
employee's job classification.
5.2 Seniority List. The City shall prepare a list of full time employees showing their
seniority and deliver the same to the Union on an annual basis. Upon completion of their
probationary period,new employees shall be added to the seniority list.
The list shall reflect the employee's name, classification and date of appointment,
classification seniority and length of service with the City.
5.3 Layoff. A reduction in force is accomplished in accordance with this Article.
5.3.1 Purpose and Notice. In the event that the City determines that financial or
operational needs require a layoff,the City will identify the specific position(s) and/or employees
affected by the layoff, and will provide a minimum of fourteen (14) days notice to the
employee(s) designated for layoff
5.3.2 Selection of Layoff. In the event there is more than one employee in a
position identified for a reduction-in-force, the City shall consider the employee's ability,
performance and qualifications to perform the remaining job; where ability,performance and
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qualifications are judged equal by the City, classification seniority will be the determining
factor.
5.3.3 Layoff Recall. Employees are eligible for recall to the position in which
they were laid off in the inverse order in which they were laid off assuming they are qualified to
perform the position. An employee on layoff must keep the City informed of the address and
telephone number where he/she can be contacted. If the City is unable to contact the employee
within ten(10) calendar days,the City's obligation to recall the employee shall cease. The City
shall have no obligation to recall an employee after he/she has been on continuous layoff for a
period exceeding nine (9)months. Should an employee not return to work when recalled,the
City shall have no further obligation to recall him/her.
ARTICLE 6—BULLETIN BOARDS,UNION OFFICIALS TIME
OFF AND VISITATION.
6.1 Bulletin Boards. The City shall allow the Union to use a designated Bulletin
Board for official Union postings. Material posted on the bulletin board shall be appropriate to
the workplace, and in compliance with state ethics laws, election laws and identified as Union
literature.
6.2 Officers and Stewards. The Union shall furnish to the City an up-to-date list of
officers and stewards and their work locations at least annually with changes as they occur to the
Human Resources Department.
6.3 Union Officials Time Off for Collective Bargaining. Up to two union officials
shall be granted up to two hours paid time-off to participate in each labor negotiation session on
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behalf of employees in the bargaining unit,provided that the request for time off is approved in
advance by the supervisor. Supervisors may deny a request for time off to perform union
activities and/or request that the employee seek a delay of the meeting for which time is sought if
the employee's absence would adversely impact the City's operations or the employee's
presence is necessary to complete a time-sensitive assignment.
6.4 Union Activities. Shop stewards identified by the list cited in 6.2 above, may use
paid time to conduct collective bargaining with the City as set forth in Article 6.3, attend
investigatory interviews conducted by the City where the employee reasonably expects discipline
will follow and has requested Union representation(Weingarten interview), and represent
employees in grievance meetings and Loudermill hearings with the City. Except as set
specifically forth above,the City shall not compensate bargaining unit employees and shop
stewards for union related activities. Union officers, stewards and negotiating team members
must notify their supervisors before performing any representational activities that will take them
away from work for a period of longer than fifteen(15) minutes, and all such time must be
recorded on the employee's time sheet. Supervisors may deny a request for time off to perform
union activities and/or request that the employee seek a delay of the meeting for which time is
sought if the employee's absence would adversely impact the City's operations or the
employee's presence is necessary to complete a time-sensitive assignment.
6.5 Visitation. With reasonable advance notice, a representative of the Union may
visit the work location of the employees covered by the Agreement at a reasonable time for the
purpose of investigating grievances. Said representative shall limit his activities during such
investigations to matters relating to this Agreement, and such visits shall be conducted in a
manner that will not be disruptive to City operations or interrupt employees' work time. Work
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hours shall not be used by employees or the Union for the promotion of Union affairs other than
as stated above.
ARTICLE 7—MANAGEMENT RIGHTS
7.1 Management Rights. The City reserves the right to manage its affairs in accord
with its lawful mandate, and retains all management powers and authority recognized by law and
not specifically abridged, delegated or modified by the terms of this Agreement.
7.2 Examples of Management Rights. The City's sole and exclusive rights include,
but are not limited to,the rights to:
7.2.1 Plan, direct and control all operations and services of the City;
7.2.2 Establish the mission, budget, strategic direction, service levels,
staffing levels and resource requirements for all operations and services;
7.2.3 Develop, interpret, amend and enforce reasonable written policies,
procedures, rules or regulations governing the workplace, including those described in
the City's Administrative Policies and Procedures, as amended from time to time,
provided that such policies,procedures, rules and regulations do not conflict with the
provisions of this Agreement;
7.2.4 Determine the methods, means, organization and number of
personnel by which such operations and services shall be made or purchased;
7.2.5 Supervise, transfer,promote and direct employees;
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7.2.6 Plan and implement any reductions in force, including the
determination of the reason for any reduction in force and the identification of the
specific position(s) or job classifications affected by a reduction in force;
7.2.7 Assign work, schedule the hours of work, alter work schedules, and
assign or change work locations, subject to Article 10;
7.2.8 Authorize overtime;
7.2.9 Establish the duties and responsibilities of positions and employees,
including the development and alteration of classification and job descriptions;
7.2.10 Establish and implement policies and procedures for evaluating the
performance of employees;
7.2.11 Determine all levels of staffing, including the number of
employees and other personnel to be assigned to duty at any time;
7.2.12 Recruit, hire and promote employees into positions based on
standards established by the City;
7.2.13 Determine whether duties,tasks, or services should be performed
by non-unit personnel, including other employees, volunteers, Department of Labor and
Industries' workers, interns or third party contractors. However, if the City's proposed
use of the above would reduce the number of authorized full time positions in each
classification in the bargaining unit as of June 1, 2006, the parties agree to abide by RCW
41.56;
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7.2.14 Discipline or discharge probationary employees as it deems
appropriate, and to discipline or discharge employees who have completed probation for
cause as set forth in Article 8.3;
7.2.15 Perform all other functions not expressly limited by this
Agreement.
7.3 Bargaining Obligation. Except as provided by this Article,the parties
acknowledge their obligation to bargain regarding matters affecting wages, hours and working
conditions.
ARTICLE 8—PROBATION AND DISCIPLINE
8.1 All new employees will be required to serve a probationary period of six(6)
months from the date of hire. The probationary period may be extended up to six(6) months at
the City's discretion. The City may discharge a probationary employee at its sole discretion and
without just cause upon written notice to the employee and the Union. Employees serving their
probationary period shall have no access to the Settlement of Disputes procedure in Article 4
above. Employees shall accrue sick and vacation leave benefits under this Agreement during
their probationary period, but shall not be entitled to use vacation benefits until they have
successfully completed their probationary period.
8.3 Promotion Probation. It is the policy of the City to advertise position openings.
Qualified employees may apply for vacant City positions that represent a promotional
opportunity for a current employee. All employees receiving a promotional appointment will
serve a six(6) month probation. The probation may be extended an additional six months at the
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City's discretion. During the probationary period, an employee may revert to his/her previously
held position if the position is vacant or filled by a temporary or casual employee, and the
employee still meets the minimum qualifications for the position. If the City determines that an
employee is not succeeding in his/her new position,the employee may also revert to the
employee's previously held position if the position is vacant, or filled by a temporary or casual
employee, and the employee still meets the minimum qualifications for the position. If the
position is not vacant or the employee no longer meets the minimum qualifications, the
employee will be terminated and available for recall under Article 5.3. The City's determination
that an employee has not succeeded in a position during this probationary period may not be
challenged through the grievance procedure. Nothing in this Article is intended to affect the
City's right to discharge or otherwise discipline a probationary employee for misconduct.
8.3 Discipline. The City has the right to reprimand, suspend, demote or terminate
non-probationary employees for just cause. For purposes of this Agreement, the parties agree
that just cause means a legitimate and reasonable reason for discipline. Discipline generally will
be progressive, however, serious misconduct may be grounds for immediate termination. The
determination of whether circumstances warrant immediate suspension or termination shall be
made by the City.
8.4 Notice and Appeal Rights. The City will advise employees that they have the
right to request union representation during an investigatory interview with the City in which
they are the subject of alleged misconduct that may result in disciplinary action. Employees
shall have the right to a Loudermill hearing if the proposed discipline involves a demotion,
suspension or termination. Employees who have been demoted, suspended or terminated have
the right to appeal such actions through the Settlement of Dispute procedure if they submit their
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grievance in writing to the Chief Human Resources Officer within ten(10) working days of the
date the discipline was issued. Oral reprimands are not subject to the Settlement of Dispute
procedure. Written reprimands can only be processed through Step 2 of the Settlement of
Dispute procedure, and may not be taken to arbitration.
ARTICLE 9—WAGES
9.1 Salary Matrix. A schedule of all job classifications and their salary ranges are set
forth in the Appendix A to this Agreement. As set forth in Article 9.3,the City retains the
discretion to grant or deny an increase based upon an employee's performance, as determined by
the City. The Salary Matrix for positions covered by this Agreement may be amended from time
to time by mutual agreement of both parties.
The increases to the pay grades of the City will be as follows:
Effective 1-1-2022 all grades within the Salary Matrix of the City shall be increased by
3% across all regular classifications. This increase shall have the effect of increasing the
base compensation of all regular employees by 3%.
Beginning on 1-1-2022 or the date both parties have ratified the contract whichever is
later, the maximum pay in each grade will be increased an additional 2.5%beyond the
increase cited above.
Beginning 1-1-2023, the maximum pay in each grade will be increased by 2.5%.
Beginning 1-1-2024, the maximum pay in each grade will be increased by 2.5%.
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9.2 Initial Salary. An employee will typically be hired at the bottom of the Grade
assigned to the job classification they have been appointed into within the City's Salary Matrix.
At the City's discretion, employees may be hired at a salary level higher than the bottom of the
pay Grade in the Salary Matrix.
9.3 Pay Increase. Annually on the employee's anniversary date, the employee's
monthly salary may be increased within the pay grade of the position, by a minimum of zero to a
maximum of five percent, dependent upon the employee's performance as determined by the
City. Management acknowledges the importance of evaluating employees in a timely manner
and will implement programs to ensure employee evaluations are normally completed within 30
days of the anniversary date.
9.4 Within ten business days of receiving his/her annual performance evaluation and
notice of pay increase, if any, the employee may provide information to their department director
to be considered in reviewing the amount of increase to be awarded. The director will respond to
the employee within five business days. If, after considering the employee's request, no change
in the initial determination of pay increase is made,the employee may, within five business days
of receiving the department director's response, request Human Resources to review the
information provided to the director. Human Resources will provide a response to the employee
within five business days. The City retains the sole right to determine the amount of the percent
increase. An employee's anniversary date is defined as their date of hire or most recent date of
reclassification as adjusted with Leave of Absence Without Pay as defined by City Policy
200.530, Miscellaneous Leaves.
If the employee's annual performance evaluation indicates below-satisfactory
performance as determined by the City, the employee may not be increased in pay. The City
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may reevaluate the non-increased employee after 180 days, and if a non-increased employee's
performance is satisfactory at the end of that review period,the City may increase the
employee's monthly base pay within the Salary Matrix. If a non-increased employee's
performance remains below satisfactory at the end of the 180 day period as determined by the
City, the employee will remain at their current pay rate until their next regular twelve (12) month
performance evaluation. The City shall have the exclusive right to evaluate an employee's
performance, and such performance evaluations and the percentage amount of pay increase
provided, if any, will not be subject to the Settlement of Disputes procedure set forth in Article 4.
9.5 Overtime. Permanent hourly employees shall be compensated at time and one-
half(1-1/2)the employee's hourly rate of pay for all work performed in excess of forty (40)
hours in any workweek. Hours not worked due to a Holiday as determined by Article 16,
Vacation Leave, or when City offices are closed due to a pending designated holiday shall be
included in the calculation to determine if the required 40 hours is exceeded. All overtime must
be pre-approved in writing by the Employee's Supervisor except in emergency situations, in
which case the overtime must be approved in writing as soon as reasonably possible. Employees
will not be allowed to receive more than one overtime rate or premium pay for the same hours
worked.
9.6 Exempt Personnel. Each exempt employee shall be credited with forty hours of
administrative leave at the beginning each calendar year. Employees hired after January 1 of a
year shall receive a prorated amount of such leave Accrued Administrative Leave must be used
in the year in which it is accrued and is not eligible for cash-out.
9.7 Social Security Substitute Plan. The City has chosen not to opt into the federal
Social Security System for eligible employees who were otherwise covered by a qualified
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retirement system. Instead, the City participates in a 401 A social security substitute plan. The
City will make benefit contributions as provided for in City Resolution 03-020 as may be
amended from time to time.
9.8 Pension. The City and Employees shall participate in the Washington Public
Employees' Retirement System as set forth in RCW 41.44.
9.9 Dual Grade Positions. When a position is established by the City having two or
more pay grades,the initial placement of an employee into a grade will determine the grade they
will remain in except by the promotion or reclassification of the employee to a position having a
higher pay grade.
9.10 Shift Differential. Regular hourly employees working between the hours of 6:00
PM and 6:00 AM shall receive an additional $1.50 per hour actually worked during this time
period. This Shift Differential is paid in addition to the employee's regular base pay and only for
actual hours worked. Leave taken shall be valued at the employee's hourly base rate only.
9.11 Stand-by Pay. Regular hourly Employees who have been notified by the City to
remain ready to return to work will be considered on"Stand-By". Once placed on"Stand-By"
employees shall receive $25 per 24 hour period for remaining ready to return to work. The
Stand-By rate shall increase to $50 per 24-hour period when it occurs on designated holidays and
dates City offices are closed due to a pending holiday. Employees having been placed on
"Stand-By"may engage in their personal activities,but shall be ready to return to work within 30
minutes after being contacted, being fully capable of performing their duties. Employees placed
on"Stand-By" are required to be available for contact. Employees not available for contact will
not be paid"Stand-By"Pay for that day and may be subject to disciplinary action. Employees
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being placed on"Stand-By" shall not have the option of working the minimum amount of hours
as stated in 10.2.3. Nothing in this article shall diminish the City's ability to schedule employees
in advance or require employees to return to work whether placed formally on"Stand-By"or
not.
9.12 The minimum starting point of each Grade shall be raised by 15% effective
January 1, 2022, an additional 2.5%effective January 1, 2023, and an additional 2.5% effective
January 1, 2024. Employees that are being paid a regular wage that would be less than the new
Grade minimum on the dates of these changes shall have their individual compensation increased
to the new minimum starting point of their assigned grade.
ARTICLE 10—HOURS OF WORK
10.1 Work Schedules/Shifts. The standard workweek for purposes of computing
overtime for hourly employees shall begin at 12:01 a.m. Monday and shall conclude Sunday at
12:00 midnight. The City may assign appropriate work schedules and shifts. The City may alter
work schedules and shifts with seven days advance notice to the employee (the City retains the
right to make temporary modifications to the schedules of employees without notice to meet
Department and City needs).
10.1.1 Compressed Work Schedules. With the City Manager's approval,
employees may be allowed to work compressed work schedules using alternative work weeks.
The alternative work week will determine the computation of hours worked, the length of the
meal period as well as the computation of overtime compensation.
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The City retains the right to end the compressed work schedule of an employee or
group of employees at any time. Compressed work schedules shall not interfere with the City's
ability to provide service to customers nor shall they cause a budgetary impact. The denial or
ending of a requested compressed work schedule is not subject to the settlement of disputes
article set forth in this agreement.
10.2 Work Day. The normal working hours for full-time employees are eight hours,
from 8:00 am to 5:00 pm Monday through Friday, with an unpaid one hour lunch period. The
City retains the right to schedule or require employees to return to work outside these hours and
days to meet Department and City needs.
10.2.1 Return to Work. Employees may be required to respond during off-duty
times to return to work when operational needs of the City require them to do so.
10.2.2 Employees notified of an anticipated need for them to return to work will
provide the City a current contact phone number and be ready, willing and able to return to work
as soon as possible (i.e. 30 to 45 minutes).
10.2.3 Employees will be paid at their normal rate of pay after arriving at the
designated work site and beginning to perform the duties required. If the response causes an
hourly employee to exceed 40 hours of actual work in their assigned workweek, overtime
compensation will apply. Employees required to physically return to work will be allowed to
work a minimum of two hours. If the amount of work that required the employee to respond
takes less than two hours to complete, employees may choose not to work the entire two hours.
Employees will only be paid for the hours they actually worked. If the employee is able to
complete the work from home they will only be paid for time they actually worked.
21
10.3 Department Directors also have the discretion to grant an employee's request to
adjust his/her hours of work so that the employee begins his/her work schedule up to an hour
earlier or later than the normal 8:00 am starting time and completes his/her work day up to an
hour earlier or later than 5:00 pm. for a total of not less than eight hours of work. In exercising
this discretion, Department Directors may consider a number of factors, which may include the
employee's preference, customer needs and the City's ability to best serve the public. The
Department Director's decision to grant or deny a request to modify the work hours as set forth
in this section is not subject to the Settlement of Disputes procedure.
10.4 Meal and Rest Periods. Employees will receive one hour off, without pay, except
as provided in 10.1.1 for a meal during any shift lasting longer than five (5) hours. Meal periods
shall be scheduled by the supervisor in light of a number of factors, which may include the
employee's preference, customer needs and the City's ability to best serve the public. Meal
periods may not be banked for late arrival or early departure from work.
10.5 Rest Periods. Employees shall receive a fifteen(15) minute paid rest period for
each four(4)hours worked. Employees need not be given a scheduled rest period when the
nature of the work allows intermittent rest periods that total fifteen minutes during each four
hours of work. Intermittent is defined as intervals of short duration in which employees are
allowed to relax and rest, or a brief inactivity from work or exertion such as the time spent on a
personal phone call, or taking a smoking break. Such rest time shall total fifteen minutes per
four hours of work. Rest breaks may not be skipped and banked to be used for late arrival or
early departure from work or for purposes of receiving overtime.
22
ARTICLE 11 —GENERAL PROVISIONS
11.1 No Discrimination. The City and the Union mutually agree that there should be
no unlawful discrimination against any Employee or applicant for employment because of age,
race, creed, color, sex, sexual orientation, national origin, mental or physical disability, marital
status, honorably discharged veteran or military status, use of a trained dog guide or service
animal by a person with a disability or Union activity.
All references to Employees in this Agreement designate both sexes.
11.2 Rules. The City reasonably expects its employees to meet high standards of
performance to ensure the City provides quality public service. The Union recognizes the City's
inherent and traditional right to establish reasonable work rules, and require their observance.
Copies of any new rules or amendments to existing rules shall be provided to the Union 14 days
prior to their implementation except in emergency circumstances.
11.3 New and Terminated Employees. The City agrees to notify the Union at the end
of each calendar quarter if new eligible bargaining unit employees are hired or terminated during
that quarter. Such listing shall contain the names of the employees, along with their job
classifications, and work locations.
11.4 Labor Management Meetings. It is mutually agreed that the negotiating
committee for Local 270-V and the negotiating committee for the City shall conduct regular
labor/management meetings for the purpose of resolving problems that may arise. Safety items
shall be included as eligible topics for discussion in labor/management meetings. Meetings shall
be conducted quarterly, but they may be scheduled more or less often by mutual agreement.
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ARTICLE 12—HEALTH AND WELL-BEING
12.1 Insurance Plan. For the duration of this Agreement,the City shall make available
an insurance program offered through the Association of Washington Cities or other provider
consistent with article 12.4, or in conformity with state and/or federal law, to regular full-time
and regular part-time employees and their eligible spouses/dependents, including medical,
dental, vision, and employee long-term disability insurance coverage. This insurance program
includes the following plans as they currently exist or as may be amended from time to time.
12.1.1 Medical Insurance. Employees may choose between the following medical
plans: AWC HealthFirst 250, with Health Reimbursement Arrangement Account(HRA), AWC
Kaiser Permanente $200 Deductible Plan, with(HRA), or AWC Kaiser Permanente—Access
PPO Plan, with(HRA) as may be amended from time to time. The City and the Union agree that
the current plans will be offered in each year of 2022, 2023 and 2024, however, the parties agree
that no plan will be offered in the successor Agreement to this Contract that will subject the City
to the Affordable Care Act(ACA) Excise Tax. The City shall pay up to the following base
medical premium rates for full-time eligible employees based upon the coverage chosen by the
employee:
For Asuris HealthFirst 250:
$634.50 for employee coverage
$947.90 for employee and one dependent coverage
$1273.34 for employee and spouse coverage
$1206.94 for employee and two or more dependent coverage
24
$1586.72 for employee and spouse and one dependent coverage
$1822.60 for employee and spouse and two or more dependent coverage
For Kaiser Permanente $200 Deductible Plan:
$566.64 for employee coverage
$848.48 for employee and one dependent coverage
$1126.42 for employee and spouse coverage
$1118.40 for employee and two or more dependent coverage
$1408.24 for employee and spouse and one dependent coverage
$1655.00 for employee and spouse and two or more dependent coverage
For Kaiser Permanente Access PPO Plan:
$622.96 for employee coverage
$933.10 for employee and one dependent coverage
$1238.50 for employee and spouse coverage
$1231.36 for employee and two or more dependent coverage
$1548.66 for employee and spouse and one dependent coverage
$1823.72 for employee and spouse and two or more dependent coverage
Should the 2022 medical premium rates as required by AWC or any future plan provider
exceed the 2021 medical premium rates, the City will pay 80% of the increase and employees
will pay 20% of the increase.
25
On or before February 15, 2022, or 30 days after the signing of this successor contract
whichever occurs later, the City will also contribute an amount towards the deductible for each
offered plan to the employee's Health Reimbursement Arrangement Account in the following
amounts as determined by the plan chosen by the employee and number of persons covered:
Asuris Healthfirst 250-Individual $250
Asuris Healthfirst 250-Family $750
Kaiser Permanente $200 Deductible Plan-Individual $200
Kaiser Permanente $200 Deductible Plan-Family $400
Kaiser Permanente Access PPO Plan-Individual $250
Kaiser Permanente Access PPO Plan-Family $750
(Family is defined as a plan covering more than the individual employee)
Should the 2023 medical premium rates as required by AWC or any future plan provider
exceed the 2021 medical premium rates, the City will pay 80% of the increase and employees
will pay 20% of the increase.
On or before January 20, 2023,the City will also contribute an amount cited above as
determined by the plan chosen by the employee and number of persons covered, to the
employee's Health Reimbursement Arrangement Account through AWC.
26
Should the 2024 medical premium rates as required by AWC or any future plan provider
exceed the 2021 medical premium rates, the City will pay 80% of the increase and employees
will pay 20% of the increase.
On or before January 20, 2024,the City will also contribute an amount cited above as
determined by the plan chosen by the employee and number of persons covered, to the
employee's Health Reimbursement Arrangement Account through AWC.
The employee's share of any contribution rates as set forth above shall be deducted one
half each pay period from the employee's paycheck.
12.1.2 Regular Part-Time Employees. The City will contribute a pro-rata amount
of the cost of employee and dependent health coverage for part-time employees based upon the
number of hours worked and according to the terms of the provider. Such contribution shall not
exceed the current pro-rated contribution rate consistent with the terms of 12.1.1
12.1.3 Dental. The City will provide eligible full time employees and their
dependents, if any, covered under their medical plan, with dental coverage through AWC
Washington Dental Service Plan E, with orthodonture plan 2 as they may be amended from time
to time.
12.1.4 Vision Insurance. The City will provide eligible full time employees and
their dependents, if any, covered under their medical plan with vision insurance through the
AWC Vision Service Plan as may be amended from time to time.
27
12.1.5 Long-Term Disability Insurance. The City will provide long-term
disability insurance for eligible full time employees through the AWC Standard Insurance Long
Term Disability Option 1, as may be amended from time to time.
12.2 Life Insurance. The City will provide a life insurance benefit equal to two-times
the employee's annual salary for all Regular employees.
12.3 Employee Assistance Program. The City will participate in an Employee
Assistance Program(EAP) in order to provide confidential assistance to employees on family,
work, personal or substance abuse issues. EAP assistance may be initiated by either the
employee or the employer.
12.4 Cost Containment. In the interest of containing costs,the City may elect different
insurance carriers and adopt different insurance plans than those currently described in Article
12.1. The Union shall be advised of these changes and must request bargaining of those changes
within five days of receiving notice or shall be deemed to have consented to the changes.
12.5 Health Reimbursement Arrangement Accounts (HRA). The City will establish
Health Reimbursement accounts for each regular employee. These accounts may be used by the
individual employee for medical expenses as determined by the plan requirements and the
amount contributed by the City will be determined by this Article. These plans will be designed
such that at the end of employment with the City, employees may continue to use the remaining
balance of their HRA post-employment for qualified medical expenses as defined by the plan. At
the point an employee leaves the City,they can either close their account or pay in advance the
administrative fee associated with the account for a period of up to 12 months. The remaining
balance at the end of the pre-paid period if any shall be returned to the City.
28
Employees shall substantiate all claims made for reimbursement from their respective
HRA. Claims paid but not substantiated within 12 months of reimbursement shall be considered
taxable income of the employee.
The City reserves the right to reduce, stagger, or eliminate HRA contributions on a per-
employee basis when any contribution is expected to trigger liability under the Affordable Care
Act Excise Tax. The City will only reduce HRA contributions as necessary to avoid tax liability.
12.6 Changes to Insurance Plans. In the event that the health plan providers cause
changes to the benefits included in the health insurance plans specified in this Article during the
term of this Agreement, the City will notify the Union of those changes.
ARTICLE 13—SICK LEAVE
13.1 Sick Leave Accrual. Full-time employees shall accrue sick leave at the rate of
four(4)hours for each completed pay period of active service; provided that an employee does
not have more than ten (10) days leave without pay in that month. Part-time employees shall
accrue sick leave on a prorated basis. Employees shall not accrue less than one hour of sick leave
for every 40 hours worked.
13.2 Use of Accrued Sick Leave. Employees' accrued sick leave balances will be
charged for the actual time of any sick leave used. Accrued sick leave may be used only for the
employee's own illness or injury, for preventative care of the employee or family member, the
closure of a child's school, absences covered by Domestic Violence Leave or as authorized by
RCW 49.12.270 and the Washington Family Care Rules, WAC Chapter 296-130 as may be
amended from time to time. The City shall have the right to send an employee home and require
29
the use of accrued sick leave if it reasonably believes the employee is unfit for duty or the
employee's illness or injury prevents proper performance of the job and/or unreasonably exposes
other employees to illness. The City shall also have the right to require an employee to undergo
a fitness-for-duty examination before returning to work.
13.3 Sick Leave Verification. Employees must notify their supervisor as soon as
reasonably possible when they will be absent due to illness or injury. The City may require a
written medical certificate for absences of more than three (3) consecutive days. Abuse of sick
leave or tardiness may be grounds for disciplinary action, up to and including termination. An
employee returning to work after a sick leave absence of more than three (3) consecutive days
may be required to provide written certification from his or her health care provider that the
employee is able to return to work and perform the essential functions of the job with or without
reasonable accommodation.
13.4 Annual Sick Leave Carry-forward and Cash-out. Accrued sick leave may be
carried forward at year end. After an employee has accrued 720 hours of sick leave,the
employee may convert up to ninety six (96)hours of sick leave accrued in the preceding 18
months to cash. Once an employee approaches the required amount as stated above,they may
request a future cash-out for the pay period in which they reach the required accrual of 720
hours. Employees shall submit their cash out request in writing to the Human Resources
Manager prior to the pay period referenced above. Employees shall wait a minimum of 12
months between cash-outs. For purposes of converting sick leave to cash, the following formula
shall be used:
Number of hours requested to be converted X 25%X The employee's hourly rate of pay.
30
For example, 96 hours of sick leave may be converted to 24 hours of regular pay.
ARTICLE 14—ADDITIONAL REASONS FOR LEAVE
14.1 Family Medical Leave. Employees shall receive family medical, disability,
exigency/care for a service member or pregnancy leave as required by state and federal law.
Employees must use any accrued and available paid leave as part of their Family Medical Leave,
except as otherwise authorized by the City Manager. Once all available paid leave has been
exhausted, any remaining period of Family Medical Leave shall be without pay. Accrued paid
leave is available under this section if its use is permitted for the type of absence for which the
employee has taken Family Medical Leave.
14.2 Leave Without Pay. At the City's sole discretion, the City may grant a leave
without pay. Such leave shall not extend beyond 26 weeks,unless required by law.
14.3 Bereavement Leave. An employee may use up to three days of Bereavement
leave in the case of a death to a member of the employee's immediate family. The Deputy City
Manager may grant employees the ability to use up to two additional days of accrued sick leave
or Leave Without Pay for this purpose in extenuating circumstances. Immediate family shall be
defined as spouse, mother, father, mother-in-law, father-in-law, children, sister, brother,
daughter-in-law, son-in-law, sister-in-law, brother-in-law, grandparents and grandchildren.
Bereavement leave is to be used to arrange for and/or attend funeral activities.
14.4 Jury and Witness Leave. Employees subpoenaed to appear for jury service or as a
witness in a court proceeding unless the employee is the moving party in an action against the
City, will receive pay at their regular rate of pay for work hours missed because of their required
31
service. Employees must notify their supervisors upon receipt of a subpoena for jury or witness
duty, keep their supervisors apprised of the schedule for their jury or witness duties, and report to
work when the court schedule permits. The City may require documentation confirming the
participation as a juror. Any compensation paid to an employee for jury or witness service shall
be retained by the employee..
14.5 Military Leave. Employees shall be entitled to military leave in accordance with
state and federal law.
Unless prohibited by military necessity, employees must provide the City with a copy of
their orders at the time they request military leave. Requests for military leave shall be made as
soon as reasonably practical after the employee learns of the need for such leave.
ARTICLE 11 —VACATION LEAVE
15.1 Vacation Accrual. Full-time employees shall accrue vacation at the rates set forth
below. Part-time employees shall accrue vacation on a prorated basis.
During Years of
Continuous Employment Monthly Accrual Rate
Date of Hire through 5 years 8 hours per month
6th through 10th years 10 hours per month
11th through 15th years 12 hours per month
16th through 20th years 14 hours per month
Beginning with the 21St year 15 hours per month
32
One half of the monthly accrued vacation hours shall be credited on the last day
of each pay period. Employees who are in unpaid status for more than ten(10)working days in
a month will not accrue vacation leave during that month.
Nothing in this Article or Agreement limits the City Manager's authority to place highly
experienced new employees higher on the vacation accrual table in recognition of their previous
experience as part of an offer of employment, or to provide greater benefits than provided in this
Agreement.
15.2 Maximum Vacation Accrual. Employees may accrue vacation up to a maximum
of three hundred sixty (360)hours.
15.3 Use and Scheduling of Vacation. Vacation leave must be scheduled with the
advance approval of the employee's supervisor based upon the needs of the department.
At their election, employees may use vacation in place of or in addition to sick leave for
any of the purposes described in Section 13.2. Employees using vacation for this purpose are
expected to provide their supervisor notice of their absence as described in Section 13.3.
Employees' accrued vacation balances will be charged for the actual time of any vacation
used.
15.4 Cash-out of Vacation. Employees will be paid for their accrued but unused
vacation upon their termination of employment with the City at the regular rate of pay in effect
as of the date of termination.
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ARTICLE 16—HOLIDAYS
Paid Holidays. The following days are paid holidays for all regular full and part-time
employees:
New Year's Day January 1
Martin Luther King Day 3rd Monday in January
President's Day 3rd Monday in February
Memorial Day Last Monday of May
Juneteenth June 19
Independence Day July 4
Labor Day 1st Monday of September
Veteran's Day November 11
Thanksgiving Day 4th Thursday of November
Day after Thanksgiving
Christmas Day December 25
When a holiday falls on a Saturday, the preceding Friday will be the holiday. When a
holiday falls on a Sunday,the following Monday will be the holiday.
16.1 Holiday Pay. Eligible full-time employees will receive pay at their straight-time
rate for 8 to 9 hours they would have worked, based on their regular schedule, on the day of the
holiday. Part-time employees will receive holiday pay on a prorated basis.
34
16.2 Eligibility for Holiday Pay. Employees are eligible for holiday pay if they are in
paid status on their regular, scheduled work day preceding the holiday and the day immediately
following the holiday.
16.3 Hours Worked on a Holiday. Employees required to work on a holiday will
receive straight time for all hours worked on that day. They shall also receive Holiday Pay or,
another day off during the month in which the holiday was celebrated, with the advance approval
of the employee's supervisor, or the employee shall receive holiday pay rather than the
equivalent time off.
16.4 Holiday Observance. When a holiday falls within a period of paid leave,the
holiday shall not be counted as a leave day in computing the amount of leave debited.
ARTICLE 17—DRUG TESTING
17.1 The City may require an employee to have a drug or alcohol test where there is a
reasonable suspicion that an employee is impaired or under the influence of alcohol or drugs
while on duty, following an accident or incident involving the employee, upon return to work
from a protracted leave of absence, in conjunction with a D.O.T. or other regularly scheduled
physical examinations, or pursuant to applicable law or regulation.
17.2 Where the City elects to perform a drug or alcohol test as set forth in this
agreement, refusal by the employee to submit to the drug or alcohol screen, or a positive test
result, may result in termination or other disciplinary action as determined by the City, subject to
the grievance procedure.
35
ARTICLE 18—EDUCATIONAL REIMBURSEMENT
18.1 The City provides an educational reimbursement incentive for qualified
employees. The terms and conditions governing reimbursement are dictated by the City's
education program policy, subject to revision by the City. Any dispute concerning an entitlement
to educational reimbursement is not subject to the grievance procedure.
ARTICLE 19—LOCKOUTS
19.1 Lockouts. No lockout of employees shall be instituted by the City during the term
of this Agreement.
19.2 No Strikes. The Union and employees agree that there shall be no strikes,
slowdowns, or stoppage of work. Any employee who violates this provision may be subject to
disciplinary action, up to and including termination.
ARTICLE 20—SAVING CLAUSE
It is the intention of the parties hereto to comply with all applicable provisions of the
State or Federal law, and they believe that each and every part of this Agreement is lawful. All
provisions of this Agreement shall be complied with, unless any of such provisions shall be
declared invalid or inoperative by a Court of final jurisdiction. In such event, either party may
request renegotiation of such invalid provisions for the purpose of adequate and lawful
replacement thereof;provided,however, that such findings shall have no effect whatsoever on
the balance of this Agreement.
36
th
SIGNED AND DATED THIS I O DAY OF r 2021.
FOR THE CITY: FOR THE UNION:
Ci ager Pres'1-
jf
%%WA
City Clerk ice
. _ ��_
Approved as to Form Dean Vercruysse, taff Represe,tative
City Att ey
37
Appendix A
EMPLOYEE POSITION CLASSIFICATION
MONTHLY SALARY SCHEDULE
Effective January 1,2022 j
Position Title Grade 2022 RangaiumgGathi
City Manager Unclassified
Deputy City Manager 22 11,920.14 - 17,277.75
City Attorney 21 10,738.86 - 15,550.10
Finance Director 21 10,738.86 - 15,550.10
Parks,Recreation,and Facilities Director 20 9,664.85 - 13,996.12
City Engineer 19 8,698.21 - 12,596.64
Senior Deputy City Attorney 19 8,698.21 - 12,596.64
Human Resources Manager 19 8,698.21 - 12,596.64
Planning Manager 18 7,829.40 - 11,336.42
Building Official 18 7,829.40 - 11,336.42
Engineering Manager 18 7,829.40 - 11,336.42
Traffic Engineering Manager 18 7,829.40 - 11,336.42
Economic Development Manager 18 7,829.40 - 11,336.42
Senior Engineer 17 7,046.06 - 10,202.36
Accounting Manager 17 7,046.06 - 10,202.36
Assistant Building Official 17 7,046.06 - 10,202.36
Public Works Superintendent 17 7,046.06 - 10,202.36
Senior Administrative Analyst 17 7,046.06 - 10,202.36
IT Manager 17 7,046.06 - 10,202.36
Deputy City Attorney 16 6,340.81 - 9,181.53
City Clerk 16 6,340.81 - 9,181.53
Engineer 16 6,340.81 - 9,181.53
Senior Planner 16 6,340.81 - 9,181.53
Development Services Coordinator 16 6,340.81 - 9,181.53
Database Administrator 16 6,340.81 - 9,181.53
Accountant/BudgetAnalyst 16 6,340.81 - 9,181.53
Housing and Homeless Services Coordinator 16 6,340.81 - 9,181.53
Associate Planner 15 5,707.52 - 8,263.95
Assistant Engineer 15 5,707.52 - 8,263.95
IT Specialist 15 5,707.52 - 8,263.95
Engineering Technician II 15 5,707.52 - 8,263.95
Economic Development Project Specialist 15 5,707.52 - 8,263.95
Senior Plans Examiner 15 5,707.52 - 8,263.95
Public Information Officer 15 5,707.52 - 8,263.95
Administrative Analyst 15 5,707.52 - 8,263.95
Maintenance/Construction Foreman 15 5,707.52 - 8,263.95
GIS Analyst 15 5,707.52 8,263.95
Mechanic 14 5,137.08 - 7,438.13
Human Resource Analyst 14 5,137.08 - 7,438.13
CenterPlace Coordinator 14 5,137.08 - 7,438.13
Planner 14 5,137.08 - 7,438.13
Building Inspector II 14 5,137.08 - 7,438.13
Plans Examiner 14 5,137.08 - 7,438.13
Engineering Technician I 14 5,137.08 - 7,438.13
Senior Permit Specialist 14 5,137.08 - 7,438.13
Code Enforcement Officer 14 5,137.08 - 7,438.13
Maintenance/Construction Inspector 14 5,137.08 - 7,438.13
Recreation Coordinator 13 4,623.00 - 6,694.06
Deputy City Clerk 13 4,623.00 - 6,694.06
Customer Relations/Facilities Coordinator 13 4,623.00 - 6,694.06
Building Inspector I 13 4,623.00 - 6,694.06
Executive Assistant 13 4,623.00 - 6,694.06
Planning Technician 13 4,623.00 - 6,694.06
Human Resources Technician 13 4,623.00 - 6,694.06
Senior Center Specialist 12 4,162.22 - 6,024.50
Permit Facilitator 12 4,162.22 - 6,024.50
Help Desk Technician 12 4,162.22 - 6,024.50
Accounting Technician 12 4,162.22 - 6,024.50
Administrative Assistant 12 4,162.22 - 6,024.50
Recreation Specialist 12 4,162.22 - 6,024.50
Maintenance Worker 11-12 3,744.85 - 6,024.50
Permit Specialist 11 3,744.85 - 5,422.31
Office Assistant II 10-11 3,370.14 - 5,422.31
Custodian 10 3,370.14 - 4,878.94
Office Assistant I 9-10 3,033.50 - 4,878.94
Note: Slight rounding differences may exist between the figures reflected on this page and
the actual payroll rates computed by the Eden Payroll System.
38