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Pork:; All seporatfon:;. 0 0 0 l$ 1.8% Ret Res 8 Dlsm Deoc Fall Prabntlon 0 ~¢1 0 uot..,, 27 27 28 28 28 28 28 28 28 26 25 26 37 35 44 44 41 44 46 45 qUilrt BUTurnctVQr 0.0% 3.7% 0.0% 0.0% l>.O% 3.6% 3.6% 0.0'" 0.0% 3.8% 4.0% 0.0% SA% 0.0% 2.3% 2.3% 7.3% 0.0% 2.2% 4A% 2.1% avcraa:eTumcvet
PubliC work> Allsoporatloos 0 2 0 0 0 20 2.4% Rot 2 Res 9 Dlsm Deac FaUProbotlon Layoff Hohos 48 48 49 48 48 so so 47 48 45 43 44 45 44 44 43 43 42 42 43 quart eu'Turoove.r 0.0% 0.0% 2.0% 4.2% 0.0% 0.0% 4.0% 0.1)% 4.2% 0.0% 0.0% 6.8% 2.2% 2.3% 4.5% 4.7% 0.0% 4.8% 2A% 2.3% 2.2% averogoTurnover By and Between
The Board of County Commissioners of Shawnee County, Kansas
and
Shawnee County Clerical Employees, Teamsters Local Union No. 696, Topeka, Kansas, affiliated with the International Brotherhood of Teamsters, Chauffeurs, Warehousemen and Helpers of America
For Calendar Years .2013, 2014, 2015
CLERICAL
! ' ' ' 2014 AGREEMENT Addendum to the 2013, 2014, 2015 Master Clerical Employees
THIS AGREEMENT is made and entered into this ___ day of ____, 2014, by and between the Board of County Commissioners of Shawnee County, Kansas, hereinafter referred to as the "Employer", and Teamsters Local Union No. 696, Topeka, Kansas, affiliated with the International Brotherhood of Teamsters, hereinafter referred to as the "Union". Both parties agree to be bound by the terms and provisions of this agreement.
CLERICAL Page 1 SECTION 3 RECOGNITION AND UNION SECURITY
3.1 Recognition. The Public Employee Relations Board has certified the Union as the exclusive bargaining agent for all employees listed in the following classifications:
Account Clerk I Account Clerk II Account Clerk Ill Cadastral Specialist Civilian Process Server Education Program Support Specialist Fixed Asset Coordinator Office Assistant I Office Assistant II Office Assistant II (Special Deputy) Office Assistant Ill Operations Assistant Patient Services Specialist Real Estate Mapper Switchboard Operator
3.3 Exclusions. The following job classifications shall be excluded from the bargaining unit: Purchasing Assistant, all positions in the County Commission, Human Resources and County Counselor. All managerial, confidential, supervisory and all other employees as defined in the Act.
CLERICAL Page 2 SECTION 9 INTER AND INTRA DEPARTMENTAL MOVEMENT
9.5 Work Location Reassignment. Employees that are reassigned to a different work location (facility to facility) for a period of time anticipated to be longer than fifteen ( 15) days unless specified as training shall normally be assigned by volunteers from employees qualified to do the work in descending seniority order. If no employee volunteers for the work, qualified employees will be assigned in ascending seniority order.
9.6 Reclassification of Positions. The parties agree that the Personnel Policy Manual, Section 3.0 shall govern the allocation and reclassification of positions except where KSA 75-4321 et seq. applies. Furthermore, the parties agree to meet and confer regarding the reclassification of covered positions prior to the implementation of any reclassification of any covered position.
9.11 Job Bidding.
a. Job Bidding. Only positions as authorized by the Board of County Commissioners shall be filled. Management reserves the right to fill positions as needed. When management decides to fill a vacancy covered by this addendum it shall be posted and opened to qualified employees of the bargaining unit. The position may be opened to only bargaining unit members in the department of the opening if management desires. If no departmental bargaining unit members bid on the position, then the position must be posted to all bargaining unit members before it may be opened to the public. Employees who have not completed a minimum of one (1) year at their current position will not be authorized to bid on another position without the written permission of their current Department Head. All Clerical Unit job openings shall be posted on a board designated in the Human Resources Department for a minimum of seven (7) calendar days. The Director of Human Resources shall make a reasonable effort to distribute the postings to all departments where bargaining unit members are
CLERICAL Page 3 employed. The posting shall list at least the position number, the classification, the work performed, the minimum qualifications and the pay range. Prior to bidding on vacant positions, employees should investigate working conditions and discuss issues with prospective new co-workers and supervisors to determine appropriate job match. Each employee wishing to bid must complete a bid sheet containing at least the employee's name, current classification, departmental seniority date, and an explanation of how they meet the minimum qualifications. Successful completion of any typing/keyboarding/1 0-key/data entry speed requirements listed in the minimum qualifications of the posting must be completed prior to the closing of the bid in order to be considered for the bid. Successful completion of any typing/keyboarding/1 0-key/data entry test shall be considered valid for the calendar year in which the test was completed. Once the bid has closed, an employee may not withdraw their bid without the written approval of the Teamsters Business Agent or designee and the Directo"r of Human Resources or designee. The three employees with the most County seniority which meets the minimum qualifications shall be referred to the Department Head or his/her designee. The Department Head or his/her designee shall interview and select the most qualified candidate. If two (2) or more candidates are equally qualified, the employee with the most County seniority shall receive the bid. The employee with the successful bid shall not be able to refuse the position. Once a bid is awarded the employee must serve one (1) year at the new position prior to another bid being accepted. No employee will be displaced from their bid position due to training of another employee.
b. Return to Previous Position. The employee or the Employer has the right to return the employee to their previous position. The employee or Employer must notify the Director of Human Resources within thirty (30) calendar days from the date the employee starts in their new position. Upon notification, the Director of Human Resources will return the employee to their original position without loss of seniority, and award the bid to the next most qualified person bidding from the current list. If the employee elects to return to their previous position, the employee must complete one (1) year of service before bidding on another position.
CLERICAL Page 4 ,------
SECTION 10 HOURS OF WORK
10.3 Overtime. Time and one-half ( 1%) will be paid for all hours over forty ( 40) actually worked in a work week. Work location seniority will govern overtime, and within the work location, the proper job classification seniority will prevail. The most senior qualified employee within the classification needed for overtime will be offered overtime first, which said employee may have the option of accepting or rejecting. If such employee rejects the overtime, the next employee in classification seniority will be offered the overtime, and hence, down the seniority roster. However, the employee with the least classification seniority shall have no option; that employee must accept the overtime if it is offered or face disciplinary action. Overtime will be offered by Department classification seniority. Any employee reporting for Saturday work shall receive no less than three (3) hours of work or pay in lieu of.
10.6 Lunch Periods. All employees shall be scheduled a thirty (30) or sixty (60) minute unpaid lunch unless required to work. The lunch break will ordinarily be taken at the mid-point of the workday. However, the lunch break may be scheduled for efficient use of time. The Employer may occasionally allow or require the lunch break to be taken at the end of the day to allow the employee to go home early. The parties agree that moving the lunch period to the end of the day will not violate section 10.1 or 1 0.2 of the Teamsters Master agreement.
10.8 Call Back/Call In Time.
a. Call Back Time. Any employee who has completed their regular shift, left the premises and is called back on the same calendar day shall be paid a minimum of two (2) hours at one and one half (1 1/2) times their regular pay for all hours so worked.
b. Call In Time. Any employee who is called in prior to the start of their shift and who actually reports to work as a result of this Call-In shall receive two (2) hours of call-in pay·at their regular rate of pay.
CLERICAL Page 5 SECTION 13 VACATIONS
13.8 Vacation Selection. This language is in addition to the Master. Employees who have requested vacation leave and have vacation accruals should make every effort to take requested time. Cancellation of vacation time should only be done in emergencies and with prior notice to the department head. Short notice vacation leave may be requested less than fourteen (14) days but twenty-four (24) hours before the requested day off on a first come/first served basis. Vacations with less than twenty-four (24) hours advanced notice should only be requested in emergencies. Management will make every effort to notify the employee by the end of the employee's workday as to the approval or disapproval of the vacation request. If the request is denied, the employee will be given the reason for the disapproval.
This language is a clarification of the Master. For this bargaining unit, seniority referenced in this section shall be interpreted to mean work group seniority (i.e., the employee that has worked the longest in the work group would receive the vacation planner first.)
CLERICAL Page 6 SECTION 16 WAGES
16.1 Wage Scale.
Under no condition is an employee allowed to be paid outside the parameters of the scale.
Beginning with the first day of pay period 1 of payroll year 2014, employees shall be paid in accordance with the attached pay schedule.
The parties agree to enter into the meet and confer process for Section 16.1 only for payroll year 2015.
Beginning the pay period after the approval of this amendment position number HA 1180 shall be reclassified to HA 1180A with job code 511 03. The parties agree that this paragraph shall be removed from all future amendments and/or addendums.
a. In addition to their regular hourly rate, each employee in the Corrections Department, Sheriff's Office, Health Agency and the Treasurer's Department who passes a competency test demonstrating written and spoken English I Spanish bilingual proficiency shall receive a fifty cents ($.50) per hour up to a maximum of forty ($40) dollars per pay period pay differential for all hours actually worked.
b. In addition to their regular hourly rate, each employee in this unit who is required to possess stenography skills to perform the essential functions of their position and passes a competency test demonstrating such shall receive a fifty cents ($.50) per hour pay differential for all hours worked.
c. Employees in the Shawnee County Sheriff's Office permanently assigned to the Records unit shall receive an additional one dollar ($1.00) per hour for all hours in pay status.
CLERICAL Page 7 d. Employees of the Department of Corrections that are required to have substantial regular contact with inmates shall receive one dollar ($1.00) per hour for all hours actually worked.
16.2 tnitial Hire. All new hires shall be paid on step one of the appropriate range of this contract.
16.3 Initial Hire Probationary Periods. Employees will not receive a step at the end of initial hire probationary period.
16.4 Promotions. Any employee receiving a promotion shall be paid at one step lower in the new range than their current step. The effective date of the promotion shall serve as the employee's new anniversary date. The employee is subject to a sixty (60) day probationary period.
16.5 Promotional Probationary Periods. After successful completion of the promotional probationary period, the employee shall move up one step on the salary scale.
16.6 Demotion. Any employee demoting shall move to the new range on their current step with a corresponding reduction in salary. The effective date of the demotion shall serve to establish a new anniversary date. Management employees demoting to a bargaining unit position shall be paid in accordance with Section 9.2.
16.7 Transfers. Any employee transferring shall be placed on the wage scale on their current step. The transfer does not establish a new anniversary date.
16.41 Trainer Pay. Any employee in the Shawnee County Sheriff's office designated by the employer as a qualified trainer in a particular task(s) will be paid an additional fifty cents ($.50) per hour for all hours actually performing training of other employees. All such training periods will be approved and scheduled in advance by the employer.
CLERICAL Page 8 Such training periods will not include orientation of new employees to a work group or periodic observation of trainer designated personnel by new employees. Training periods are defined as periods of time where qualified trainers instruct employees toward task specific and prescribed learning objectives with quantifiable results leading to improved performance on specific tasks.
CLERICAL Page 9 Clerical
2014 Wage Scale
Job Code Range Job Title Job Code Range Job Title 18080 513 Real Estate Mapper 51015 511 Patient Services Specialist 21291 514 Educ. Prog. Support 51016 513 Office Assistant II (Special Deputy) 34010 516 Civilian Process Server 51101 510 Office Assistant I 51011 511 Account Clerk I 51102 512 Office Assistant II 51012 513 Account Clerk II 51103 514 Office Assistant Ill 51013 514 Account Clerk Ill 51200 515 Operations Assistant 51014 510 Switchboard Operator 51210 517 Fixed Asset Coordinator 51412 517 Cadastral Specialist
·steps 1 2 3 4 5 6 7 8 9 10 11 510 9.01 9.24 9.47 9.71 9.95 10.20 10.46 10.72 10.99 11.26 11.54 511 9.47 9.71 9.95 10.20 10.46 10.72 10.99 11.26 11.54 11.83 12.13 512 9.95 10.20 10.46 10.72 10.99 11.26 11.54 11.83 12.13 12.43 12.74 513 10.46 10.72 10.99 11.26 11.54 11.83 12.13 12.43 12.74 13.06 13.39 514 10.99 11.26 11.54 11.83 12.13 12.43 12.74 13.06 13.39 13.72 14.06 515 11.54 11.83 12.13 12.43 12.74 13.06 13.39 13.72 14.06 14.41 14.77 516 11.70 11.99 12.29 12.60 12.92 13.24 13.57 13.91 14.26 14.62 14.99 517 12.43 12.74 13.06 13.39 13.72 14.06 14.41 14.77 15.14 15.52 15.91
Steps 12 13 14 15 16 17 18 19 20 21 22 510 11.83 12.13 12.43 12.74 13.06 13.39 13.72 14.06 14.41 14.77 15.14 511 12.43 12.74 13.06 13.39 13.72 14.06 14.41 14.77 15.14 15.52 15.91 512 13.06 13.39 13.72 14.06 14.41 14.77 15.14 15.52 15.91 16.31 16.72 513 13.72 14.06 14.41 14.77 15.14 15.52 15.91 16.31 16.72 17.14 17.57 514 14.41 14.77 15.14 15.52 15.91 16.31 16.72 17.14 17.57 18.01 18.46 515 15.14 15.52 15.91 16.31 16.72 17.14 17.57 18.01 18.46 18.92 19.39 516 15.36 15.74 16.13 16.53 16.94 17.36 17.79 18.23 517 16.31 16.72 17.14 17.57 18.01 18.46 18.92 19.39 19.87 20.37 20.88
CLERICAL Page 10 SECTION 22 EFFECTIVE LAW
22.1 If, by reason of any federal or state government law, litigation, or by Presidential Order, any section or sections of this agreement become inoperative, then the remainder of the agreement continues in effect and that inoperative section or sections shall be open for negotiations.
CLERICAL Page 11 SECTION 23 EFFECTIVE DATE I DURATION I TERMINATION
23.1 Effective Dates. This agreement shall be effective from the first pay period in payroll year 2013 and shall remain in full force and effect until midnight the last pay period of payroll year 2015.
23.2 Automatically Renew. Upon its expiration, this agreement shall automatically renew each year for additional one-year periods unless either party shall notify the other in writing, not less than sixty (60) days prior to the expiration of the agreement, they intend to modify or terminate the agreement.
23.3 Reopen. This agreement may be modified at any time by mutual consent of the parties.
NOTE - It is understood that this document will become an addendum to the 2013-2015 Master Agreement between the parties.
CLERICAL Page 12 E_xr h 1:~1~~b~t B~~
2014 ADDENDUM
By and Between
The Board of County Commissioners of Shawnee County, Kansas
and
Shawnee County Public Works Employees, Teamsters Local Union No. 696, Topeka, Kansas, affiliated with the International Brotherhood of Teamsters Chauffeurs, Warehousemen and Helpers of America
For Payroll Years 2013,2014,2015
PUBLIC WORKS 2014 AGREEMENT Addendum to the 2013, 2014, 2015 Master Public Works Employees
THIS AGREEMENT is made and entered into this __ day of ______, 2014, by and between the Board of County Commissioners of Shawnee County, Kansas,
( hereinafter referred to as the "Employer", and the Teamsters Local Union No. 696, Topeka, Kansas, affiliated with the International Brotherhood of Teamsters, hereinafter referred to as the "Union" agree to be bound by the terms and provisions of this agreement.
PUBLIC WORKS Page 1 SECTION 3 RECOGNITION AND UNION SECURITY
3.1 Recognition. The Public Employee Relations Board has certified the Union as the exclusive bargaining agent for all employees listed in the following classifications:
Bridge Maintenance Trainee Bridge Maintenance Engineering Inspector Engineering Technician Equipment Operator County Surveyor Assistant Compliance Officer Crew Leader Inventory Specialist Mechanic - Public Works Mechanic Crew Leader Road Maintenance Trainee Road Maintenance Traffic Regulator Welder- Public Works
3.3 Exclusions. The following job classifications shall be excluded from the bargaining unit:
County Engineer Deputy Director Engineer I Engineer II Office Manager I Office Manager II Account Clerk I Account Clerk II Account Clerk Ill Office Assistant I Office Assistant II Office Assistant Ill Automotive Mechanic Supervisor Labor Supervisor II Labor Supervisor Ill All managerial, confidential, supervisory and all other employees as defined in the Act.
PUBLIC WORKS Page 2 3.9 Bulletin Boards. The Employer will provide bulletin boards at each of the eight (8) working areas. A portion of each bulletin board will be made available to the appropriate Union official for the purpose of posting Union notices. The bulletin boards are to be used by the Union for notices only of the following: Union Meetings, Union elections, Union appointments, Union recreational and social events, unemployment compensation information, and other materials of non-political, non-controversial nature. Upon written demand from the Employer, the Union shall promptly remove from such bulletin boards any material which is libelous, scurrilous, or in any way detrimental to the labor management relationship.
PUBLIC WORKS Page 3 SECTION 8 EMPLOYMENT STATUS AND SENIORITY
8.3 Seniority. Seniority is defined as follows:
a. County Seniority - shall mean the total length of uninterrupted service with any of the various departments with the County.
b. Departmental Seniority - shall mean the length of uninterrupted service with the Public Works Department.
c. Classification Seniority - shall mean the length of uninterrupted service the employee has been working in a specific job classification within the Department.
d. Work Location Seniority - shall mean the length of uninterrupted service the employee has been working in a specific Public Works district.
8. 7 Departmental Seniority. Department seniority shall be included in all layoffs, recalls, and job bids, provided that the employee is qualified to perform the essential functions of the position. Nothing in this section will operate to defeat the County's Affirmative Action Plan.
8.8 Staffing. The Director of Public Works shall review and provide, when requested, with the Union Business Agent, a copy of the departmental roster.
PUBLIC WORKS Page 4 SECTION 9 PROMOTION AND DEMOTION
9.6 Vacancies. Only positions as authorized by the Board of County Commissioners shall be filled. Management reserves the right to fill positions as needed. When management decides to fill a vacancy covered by this addendum it shall be posted and opened to qualified employees of the same department. Employees who are on their initial employment probation will not be authorized to bid. Employees who have not completed a minimum of ninety (90) days at their current position will not be authorized to bid, promote or demote. The Director of Public Works shall post the vacancy on a designated bulletin board. The posting shall list at least the position number, the classification, the work performed, the minimum qualifications and the pay range. All vacancies shall be posted a minimum of seven (7) calendar days. Each employee wishing to bid must complete a bid sheet containing at least the employee's name, current classification, departmental seniority date, and an explanation of how they meet the minimum qualifications. The employee with the most departmental seniority who meets the minimum qualifications shall receive the bid. Once a bid is awarded the employee must serve ninety (90) days at that position prior to another bid being accepted.
9.7 Probationary Period. A promoted employee who satisfactorily completes a probationary period of sixty (60) days shall acquire permanent status in the new job. If, at any time during the probationary period, the employee's supervisor determines that the employee cannot satisfactorily perform the job, he/she shall have the right to return the employee to the job from which he/she were promoted or to a job of substantially equal duties and responsibilities without loss of seniority in such job. In the event the posted job is not satisfactorily filled after trying the successful applicant during the probationary period, the job shall be filled by the next eligible employee bidding on the initial posting. If no other employees bid on the position during the initial bid process, the position will be posted or bid one additional seven (7) day period. If no employee bids on the position, the position will be open for the regular vacancy filling process by the County Personnel Rules and Regulation and the Policy manual.
PUBLIC WORKS Page 5 SECTION 10 HOURS OF WORK
10.1 Workweek. All full-time employees shall be guaranteed forty (40) hours weekly. The guarantee shall not apply to an employee in the following conditions:
1. An employee who fails to work a scheduled workday during the workweek and does not have enough leave time accrued (i.e. sick leave, vacation leave or compensatory time) to cover the failure to work. The first instance on an employee entering leave without pay status shall result in a ten (10) day suspension. The second instance of an employee entering leave without pay status shall result in dismissal. The above is subject to the duration limitations listed in Section 20. Section 10.10 of the Master agreement that allows for the automatic substitution of leave shall not be applicable to this agreement.
2. An employee who is suspended or discharged for just cause.
3. An employee who is on an approved leave of absence without pay by the Employer.
With seven (7) days notice to the employees, except in the case of emergencies, the Employer reserves the right to change the workweek, the starting time, and hours of work. All hours worked on any shift beginning on or before 12:00 midnight shall belong to the day in which such shift begins.
10.2 Workday. The workday shall normally consist of eight (8) hours of work and one half (Yz) hour as a meal break.
10.3 Overtime. The following language is in addition to the master. If the overtime to be performed is outside the department, e.g., other County Departments, Public Agencies, etc., then departmental seniority shall govern overtime, in the same manner as previously
i
PUBLIC WORKS Page 6 I I described. However, if the overtime is a result of a continuation of work performed during the shift, those working at that location may continue to work.
10.8 Alternate Compensation.
a. Show-up Pay. A minimum of two (2) hours regular pay or two (2) hours of work will be given to any employee reporting to work at their regular scheduled starting time unless such employee is notified not to report by one of the following methods: in person, by telephone or message left on telephone. The employee is responsible for keeping telephone contact information current.
b. Stand-by Pay. An employee who is required to "stand-by'' for possible re-call to work shall receive two (2) hours pay at their regular rate of pay for each stand-by period of twenty-four (24) hours or fraction thereof (Example: one ( 1 ) to twenty-four (24) hours = two (2) hours pay; twenty-four (24) to forty-eight (48) hours= four (4) hours pay). Employees placed on stand-by status shall provide management with a telephone number where they can be reached during the stand-by period. If the employee changes locations during the stand-by period, they shall provide management with the new number where they can be reached. Employees who have been placed on stand-by status who management cannot reach at the number provided, or are unable to report when reached, shall be subject to disciplinary action. Stand-by pay does not count as hours worked for the purpose of overtime computation.
c. Call-in Pay. An employee who is called in to work from regular time off or from stand-by pay shall receive no less than three (3) hours of work or pay. Employees called in from stand-by pay shall forfeit the standby pay for the 24-hour period to receive call-in pay. Employees shall receive credit for hours worked towards the computation of overtime for all hours actually worked. Any hours paid to meet the minimum, but not actually worked, shall be paid at straight time and shall not be counted toward hours worked for the computation of overtime.
PUBLIC WORKS Page 7 Employees notified before the end of their regularly scheduled shift to report early for their next regularly scheduled shift shall not be eligible for call in pay.
Any employee called in and completes the assignment one (1) hour or more before the beginning of their regularly scheduled shift shall be eligible for call-in pay.
10.9 Overtime Assignment. Work location seniority will govern overtime, and within the work location, the proper job classification seniority will prevail. The most senior employee within the classification needed for overtime will be offered overtime first, which said employee may have the option of accepting or rejecting. If such employee rejects the overtime, the next employee in classification seniority will be offered the overtime, and hence, down the seniority roster. However, the employee with the least classification seniority shall have no option; that employee must accept the overtime if it is offered or face disciplinary action.
PUBLIC WORKS Page 8 SECTION 11 LEAVE OF ABSENCE
11.6 The following language is in addition to the master. The employee shall notify their immediate supervisor upon being summoned for jury duty or subpoenaed to appear as a witness. Notification shall include submission of a copy of the summons or subpoena if applicable.
For employees summoned for Jury Duty, notification shall include the time period the employee is 'On Call'. Verbal notification shall be made to the immediate supervisor on days the employee is instructed to appear.
For employees subpoenaed to appear as a witness, notification shall include the date and time they are scheduled to appear. Additional notification is required if the time or date to appear is changed or extended.
PUBLIC WORKS Page 9 ------
SECTION 13 VACATIONS
13.8 Vacation Selection. This language is in addition to the last paragraph of the Master. Employees requesting emergency vacation are to contact the designated management employee within one (1) hour of the employee's designated starting time on the day the employee is requesting the vacation day in order to notify them of their request. Employees must speak directly with the designated management employee or the day will not be an approved absence.
PUBLIC WORKS Page 10 ..------~------
SECTION 14 SICK LEAVE
14.5 Requesting Usage of Sick Leave. This language is in addition to the Master. Employees requesting emergency sick leave are to contact the designated management employee within one ( 1) hour of the employee's designated starting time on the day the employee is requesting the sick day in order to notify them of their request. Employees must speak directly with the designated management employee or the day will not be an approved absence.
PUBLIC WORKS Page 11 SECTION 16 WAGES
16.1 Wage Scale. Under no condition is an employee allowed to be paid outside the parameters of the scale.
Beginning with first day of pay period 1 of payroll year 2014, employees shall be paid in accordance with the attached pay schedule.
The parties agree to enter into the meet and confer process for Section 16.1 only for payroll year 2015.
16.2 Initial Hire. All new hires shall be paid on step one of the appropriate range of this contract.
16.3 Initial Hire Probationary Period. Employees will receive a step at the end of initial the hire probationary period.
16.4 Promotions. Any employee receiving a promotion shall be paid at one step lower in the new range than their current step. The effective date of the promotion shall serve as the employee's new anniversary date. The employee is subject to a sixty (60) day probationary period. When an employee in a trainee position successfully completes the training assignment, the employee will automatically be moved to step one (1) of the correct range. This will be treated as a promotion and the employee shall serve a 60 (sixty) day probationary period and is eligible for any provisions under 16.8. If the training period is less than sixty (60) days before the 120th day of employment, the probationary period shall be extended to this 120 days.
16.5 Promotional Probationary Periods. After successful completion of the promotional probationary period, the employee shall move up one step on the salary scale~
PUBLIC WORKS Page 12 16.6 Demotion. Any employee demoting shall move to the new range on their current step with a corresponding reduction in salary. The effective date of the demotion shall serve to establish a new anniversary date. No employee shall be allowed to promote, demote, transfer or bid (excludes shift bid) on any position for ninety (90) days after the effective date of the demotion.
16.7 Transfers. Any employee transferring shall be placed on the wage scale on their current step. The transfer does not establish a new anniversary date.
PUBLIC WORKS Page 13 Public Works
2014 Wage Scale
Job Code Range Job Title Job Code Range Job Title 21310 906 Engineering Technician 65090 903 Traffic Regulator 21320 907 Compliance Officer 65097 903 Inventory Specialist 21980 905 County Surveyor Assistant 65100 906 Engineering Inspector 65050 905 Equipment Operator 75010 901 Maintenance Worker Trainee 65070 905 Mechanic- Public Works 75020 902 Road Maintenance 65073 907 Mechanic Crew Leader 75040 902 Bridge Maintenance 65080 904 Welder 75120 906 Crew Leader
Steps 1 2 3 4 5 6 7 8 9 10 11 901 10.36 902 11.85 12.15 12.45 12.76 13.08 13.41 13.75 14.09 14.44 14.80 15.17 903 11.92 12.22 12.53 12.84 13.16 13.49 13.83 14.18 14.53 14.89 15.26 904 12.29 12.60 12.92 13.24 13.57 13.91 14.26 14.62 14.99 15.36 15.74 905 12.73 13.05 13.38 13.71 14.05 14.40 14.76 15.13 15.51 15.90 16.30 906 13.16 13.49 13.83 14.18 14.53 14.89 15.26 15.64 16.03 16.43 16.84 907 14.47 14.83 15.20 15.58 15.97 16.37 16.78 17.20 17.63 18.07 18.52
Steps 12 13 14 15 16 17 18 19 20 21 901 902 15.55 15.94 16.34 16.75 17.17 17.60 18.04 18.49 18.95 19.42 903 15.64 16.03 16.43 16.84 17.26 17.69 18.13 18.58 19.04 19.52 904 16.13 16.53 16.94 17.36 17.79 18.23 18.69 19.16 19.64 20.13 905 16.71 17.13 17.56 18.00 18.45 18.91 19.38 19.86 20.36 20.87 906 17.26 17.69 18.13 18.58 19.04 19.52 20.01 20.51 21.02 21.55 907 18.98 19.45 19.94 20.44 20.95 21.47 22.01 22.56 23.12 23.70
PUBLIC WORKS Page 14 ------
SECTION 17 HEALTH AND SAFETY
17.3 Safety Equipment.
a. Safety Boots and other clothing. Employees will be allotted two hundred dollars ($200) each payroll year to purchase safety boots, or safety shoes, or non-licensed insulated overalls, insulated coveralls, insulated jackets, insulated socks or insulated hats. Items covered by the uniform contract shall not be eligible for purchase. All purchases made by an employee shall be made at one ( 1) time. If an increase in injuries attributed to the issuance of shoes is determined by the Employer, the Employer, at their sole discretion, may designate only boots to be worn and/or purchased. All boots or shoes must have steel or non-metallic toe that meets ANSI standard Z41 for impact and compression. Employees may seek footwear and clothing at any approved vendor in Shawnee County. Manufactures documentation must be submitted showing the boots or shoes meet the ANSI standard Z41. Newly hired employees must report to work with approved safety boots or shoes. Employees not utilizing the entire allotment shall forfeit the balance of the allotment. Employees reporting to work without proper safety boots or shoes shall be immediately relieved of duty and sent home without pay to obtain the safety boots. Employees so relieved of duty may be subject to disciplinary action under Section 20 of the master agreement. Employees leaving Shawnee County employment prior to July 1 of any calendar year shall reimburse the Employer one hundred dollars ($1 00) of the annual boot or shoe allowance from their final pay check. Employees retiring from County service prior to July 1 of any calendar year shall not reimburse the Employer one hundred dollars ($100) of the annual boot or shoes allowance from their final paycheck if they have not purchased any boots in the payroll year. Employees will be responsible for replacing lost or damaged boots or shoes. Purchases under this section shall not be made on county time. Once notice of any type of separation of service is given, no allowance under this section shall be issued or honored.
PUBLIC WORKS Page 15 b. Safety Glasses. The employer will provide approved safety eye protection for all employees. Employees desiring prescription safety glasses shall participate in the reimbursement program provided by the Employer. The Employer shall reimburse up to two hundred dollars ($200) every two (2) years for prescription safety glasses. Employees will be responsible for replacing lost or damaged prescription glasses. Employees provided any type of safety glasses must wear them at all times while on duty or be subject to disciplinary action in accordance with Section 20 of the master agreement. All purchases made by an employee shall be made at pne (1) time. Purchases under this section shall not be made on county time. Once notice of any type of separation of service is given, no allowance under this section shall be issued or honored.
c. Safety Bonus. Employees who work free from reportable injury may earn a safety bonus of up to one hundred ($1 00) dollars per year. For purposes of this subsection, "reportable injuries" are those injuries that require medical treatment beyond first-aid. In order to be eligible for the bonus an employee must remain free from any reportable injury for an entire quarter of the year. If they do so they shall have earned a twenty-five ($25) dollar bonus for that quarter. They shall receive a like twenty-five dollar ($25) bonus for each additional quarter they remain free from significant injury. The four (4) quarters of the year shall include January-March, April-June, July-September, October-December. The employee may elect to receive their earned safety bonus at the conclusion of each quarter or may defer those payments until the last pay period in the calendar year. Employees involved in vehicular accidents, where employee fault is determined by management, will not be eligible for the safety bonus for that quarter. An employee who is injured in one quarter and seeks medical treatment in another quarter will forfeit the safety bonus for the quarter in which medical treatment was sought.
d. Non-Use Of Safety Equipment. Employees working without proper safety equipment may be relieved from work without pay until such time as they are wearing
PUBLIC WORKS Page 16 proper safety equipment and may be subject to disciplinary action according to Section 20 of the Master Agreement.
PUBLIC WORKS Page 17 SECTION 18 UNIFORMS AND TOOLS
18.1 Uniforms Provided. If an employee is required to wear a uniform as a condition of employment, such uniform shall be furnished to the employee by the Employer. Uniforms provided by the Employer shall be worn by employees when on duty, unless excused in writing by the Director of Public Works. Uniforms shall be furnished on a regular basis in order that they be kept in good condition. The Department will provide five (5) summer T-shirts with Public Works emblem. All uniforms and T-shirts must be returned upon separation of County service or upon leaving the Public Works Department. Items not turned in will be deducted on the next/last paycheck in the following manner:
EachT-shirt: $10 Each Uniform Item: $20
PUBLIC WORKS Page 18 SECTION 22 EFFECTIVE LAW
If, by reason of any federal or state government law, litigation, or by Presidential Order, any section or sections of this agreement become inoperative, then the remainder of the agreement continues in effect and that inoperative section or sections shall be open for negotiations.
PUBLIC WORKS Page 19 SECTION 23 EFFECTIVE DATE I DURATION I TERMINATION
23.1 Effective Dates. This agreement shall be effective from the first pay period in payroll year 2013 and shall remain in full force and effect until midnight the last pay period of payroll year 2015.
23.2 Automatically Renew. Upon its expiration, this agreement shall automatically renew each year for additional one-year periods unless either party shall notify the other in writing, not less than sixty (60) days prior to the expiration of the agreement, they intend to modify or terminate the agreement.
23.3 Reopen. This agreement may be modified at any time by mutual consent of the parties.
NOTE - It is understood that this document will become an addendum to the 2013-2015 Master Agreement between parties.
PUBLIC WORKS Page 20 Exhibit C
2014 ADDENDUM
By and Between
The Board of County Commissioners of Shawnee County, Kansas
and
Shawnee County Department of Corrections Employees, Teamsters Local Union No. 696, Topeka, Kansas, affiliated with the International Brotherhood of Teamsters, Chauffeurs, Warehousemen and Helpers of America
For Calendar Years 2013,2014,2015
CORRECTIONS 2014 AGREEMENT Addendum to the 2013, 2014, 2015 Master Corrections Employees
THIS AGREEMENT is made and entered into this ___ day of ______2014, by and between the Board of County Commissioners of Shawnee County, Kansas, hereinafter referred to as the "Employer", and Teamsters Local Union No. 696, Topeka, Kansas, affiliated with the International Brotherhood of Teamsters, Chauffeurs, Warehousemen and Helpers of America, hereinafter referred to as the "Union". Both parties agree to be bound by the terms and provisions of this agreement.
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SECTION 2 SCOPE OF THE AGREEMENT
2.1 Employees Covered. This agreement relates only to certain employees of the Corrections Department of Shawnee County, Kansas, and the appropriate collective bargaining unit as defined by the PERB.
CORRECTIONS Page 3 SECTION 3 RECOGNITION AND UNION SECURITY
3.1 Recognition. The Public Employee Relations Board has certified the Union as the exclusive bargaining agent for all employees listed in the following classifications:
Corrections Specialist Custodian - Corrections Lead Corrections Specialist Maintenance Technician I- Corrections Maintenance Technician II- Corrections Plumber
3.3 Exclusions. The following job classifications shall be excluded from the bargaining unit:
Account Clerk I Account Clerk II Account Clerk Ill Corrections Counselor Deputy Director(s) of Corrections Director of Corrections Division Manager(s) Food Service Manager Line Supervisor Office Assistant I Office Assistant II Office Assistant Ill Social Worker Social Worker Team Leader Unit Supervisor(s)
All other employees of the Department of Corrections not specifically included in 3.1 above.
CORRECTIONS Page4 SECTION 7 INITIAL EMPLOYMENT
7.2 New Hire Probationary Period. A newly hired employee shall be on probation for a period of one hundred eighty (180) days. The probationary period may be extended up to an additional thirty (30) days to allow the employee the opportunity to meet standards. This extension shall be in writing and signed by both the employee and the employee's supervisor. During the probationary period, the employee's employment may be terminated with or without notice and/or with or without cause.
CORRECTIONS Page 5 SECTION 8 EMPLOYMENT STATUS AND SENIORITY
8. 7 Reinstatement. An employee who has previously worked for the Department of Corrections and has been terminated for any reason other than dismissal, and who is re-employed by the Department of Corrections within one ( 1) year, shall receive seniority for wages only.
CORRECTIONS Page 6 SECTION 10 HOURS OF WORK
10.1 Work Week. The pay week shall be Saturday through Friday. The pay week shall start at 12:01 a.m. Saturday. The present hours of work will continue to be based upon the following Work Schedules:
A - 6:00 a.m. to 2:30 p.m. - ADC - Various Days Off B - 6:15a.m. to 2:45p.m. - JDC - Various Days Off C - 2:00 p.m. to 10:30 p.m. - ADC - Various Days Off D - 2:15p.m. to 10:45 p.m. - JDC - Various Days Off E - 10:00 p.m. to 6:30a.m. - ADC - Various Days Off F- 10:15p.m.to6:45a.m. - JDC - VariousDaysOff G - 8:00 a.m. to 5:00 p.m. - Monday through Friday H - Four (4)-Ten (10) Hour Days in One (1) Work Week I - Seven (?)-Eleven and One-Half ( 11 Y2) Hour Days in One ( 1) Two (2) Week Work Period J - Seven (7)-Twelve ( 12) Hour Days in One ( 1) Two (2) Week Work Period
Work schedules may not be changed mid pay period to eliminate occasional overtime, except in cases of proven emergency, i.e., Act of God, Sheriff support, etc. At the employee's request, the work schedule may be adjusted at any time, as determined by the scheduling supervisor. Employees who are normally assigned to Schedule G above shall not be reassigned to work any other schedule, except as necessary for voluntary or involuntary overtime. Officers who are assigned to Court Transport posts may be required to work the A or 8 Schedules when the Court is not in regular session and the day is not a recognized County holiday.
Each shift's schedule will be posted or otherwise readily accessible to shift staff at least two (2) weeks in advance of the workweek.
10.3 Overtime. Time and one-half (1%) shall be paid for all hours over forty (40) actually worked in a work week for those staff assigned to Schedules A, 8, C, D, E, F, G, and H. (See Section 10.1) Time and one-half (1%) shall be paid for all hours over eighty and one-half (80%) in a two (2) week period for those employees assigned to Schedule I. Time and one-half (1%) shall be paid for all hours over eighty-four (84) in a
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two (2) week period for employees assigned to Schedule J. Employees may request to take compensatory leave in lieu of paid overtime or may agree to do so upon the employer's request. All compensatory leave arrangements shall be in writing at the time of the request and agreement by both the employee and the facility administrator or designee. An employee who has left the grounds and is called back to work shall be provided a minimum of two (2) hours work at his/her regular rate of pay.
Any employee in the maintenance section, court transport, court transport reserve team, or CERT unit who is called back to work in his/her specialty area shall receive a minimum of four (4) hours of pay at his/her regular rate. An employee of the above referenced unit so called back may be released prior to the completion of the four (4) hours if the work is completed to the shift supervisor's satisfaction.
Probationary Corrections Specialists may work overtime, in accordance with this section, once the Staff Training Coordinator notifies the appropriate shift supervisors that the probationary Corrections Specialist has successfully completed orientation and field training. Probationary Corrections Specialists who successfully complete their orientation and field training may accept voluntary overtime and shall be placed on the rotational lists for voluntary and involuntary overtime.
All employees of each correctional unit will be placed on the unit's involuntary overtime list. An involuntary overtime list shall be limited to employees of the unit. Any employee of a unit who desires voluntary overtime shall submit a written request to the unit's manager stating the employee's desire for placement on the voluntary overtime list at the beginning of each bid selection period. A Corrections Specialist who works in a specialized unit such as Classification/Court Transport/ Booking may volunteer for the operations voluntary overtime list and vice versa, as long as the employee is qualified to work in the unit. Any involuntary overtime assignments in the specialized units shall utilize a simple rotational overtime list from least classification senior employee to most classification senior employee. Employees in specialized units may volunteer for overtime in operations as long as they do not meet any of the exemptions.
CORRECTIONS Page 8 All overtime needed will be announced by the appropriate supervisor to all employees who are eligible for overtime in the unit via the County's electronic messaging system. Employees shall also be able to sign up for potential overtime for each shift of the unit on lists maintained in the briefing areas or on the units. When the overtime need is known for seventy-two (72) or more, the supervisor shall announce the need via the County's electronic messaging system and wait forty-eight (48) hours to determine the employee who will be given the overtime. The most senior employee on the overtime rotation cycle who has requested the overtime shall be given the assignment. Any overtime known more than two (2) but less than seventy-two (72) hours, the supervisor shall announce via the radio and the County's electronic messaging system to all eligible employee and wait two (2) hours to determine the employee who will given the overtime. The most senior employee on the overtime rotation cycle who has requested the overtime shall be given the assignment. Any overtime known two (2) hours or less, the supervisor shall announce via the radio to all on-duty employees and wait ten ( 10) minutes prior to the start of the shift before assigning the overtime. The most senior employee in the overtime rotation cycle who has requested overtime shall be given the assignment. The selection process will be the same as stated above. The supervisor must make personal contact with the employee in order to count as an acceptance of voluntary overtime. Voluntary overtime shall be offered in the following order of units within the Special Services Division: Court Transport, Reserve Transport Pool, and C.E.R.T from most senior employee to least senior employee within each unit.
In the event that no one wants to voluntarily accept the overtime assignment in any of the scenarios described above, the least senior employee on the appropriate involuntary overtime list will be assigned the overtime. Once an employee has been ordered and actually worked ove.rtime the employee's name shall be moved to the bottom of the rotation of names on the appropriate involuntary overtime list. Involuntary overtime shall be ordered in the following order of units within the Special Services
CORRECTIONS Page 9 Division: Court Transport, Reserve Transport Pool, and C.E.R.T. from least senior employee to most senior employee within each unit.
In the event that no one voluntarily accepts an overtime assignment in any of the scenarios described above by the end of the closing period for an operations shift assignment, the supervisor shall attempt to fill the need with an intermittent employee. If no intermittent employee accepts the work, the supervisor shall continue to announce the need for involuntary overtime to employees on a regular basis. In the event that no one voluntarily accepts the work/overtime assignment, the supervisor shall utilize the provisions of the next paragraph for involuntary overtime. An intermittent employee shall be assigned to work an operations shift only after full-time employees have been offered the assignment as voluntary overtime and no full-time employee has accepted the voluntary assignment or when an employee is ordered to work overtime and the employee finds an intermittent employee to work in his/her place.
For employees assigned to operations shifts, the Employer will utilize the on duty shift's involuntary overtime list to determine which on duty operations employee is the next one eligible to be forced to work overtime. Each operations shift supervisor will announce any necessary involuntary overtime for the next shift as soon as possible on the shift. The Employer will also notify the on duty employees next in line to be ordered to work overtime by referring to each one as being "on deck" for involuntary overtime and listing the top three (3) on deck officers on the run sheet. (Example: The first shift supervisor will announce during first shift briefing which 1st shift on duty employee is 51 "first on deck," which 1st shift on duty employee is "second on deck," and which 1 shift on duty employee is "third on deck" for 2nd shift involuntary overtime during each day's first shift briefing.) If an officer has a concern with the on deck order on the run sheet, the officer will contact the supervisor immediately after the briefing to clear up the concern. If the supervisor discovers an error, he/she will notify the correct employee(s) on deck as soon as possible. Employees and the Employer will refrain from utilizing the term "hot seat" as a slang term for this involuntary overtime provision.
CORRECTIONS Page 10 No employee shall be offered overtime nor ordered to work overtime when the overtime hours will prevent them from receiving adequate rest. Adequate rest shall be considered not less than one (1) shift off duty in a twenty-four (24) hour period. No employee sryall work more than ninety-six (96) hours of overtime in one (1) pay period, except as deemed necessary by management for emergency purposes.
An employee shall not be forced to work overtime, on a non-emergency involuntary basis if the employee has worked at least four (4) hours of overtime or has been ordered and worked any portion of the shift the day before, the day of, or is scheduled for at least four (4) hours of overtime the day after. An employee working voluntary overtime shall be exempt from involuntary overtime for the subsequent shift.
(Example: An employee that is regularly assigned to 2nd shift and is on duty because he/she is voluntarily working overtime on his/her normal day off cannot be forced to work involuntary overtime on the 3rd shift on that day.) An employee who has worked forty-eight (48) hours of overtime in the current payroll week shall be exempt from involuntary overtime.
No employee who is on approved leave, with or without pay, shall be called for overtime except in emergency situations as determined by management. No employee shall be required to work overtime on his/her "Friday" or on his/her scheduled days off.
If the need for involuntary overtime on a shift is determined just prior to the shift needing the overtime, due to an error on the part of the supervisor (i.e., failure to check shift schedule, failure to notice need, etc.), no employee shall be required to work the full subsequent shift. In this case, an employee may be required to work up to two (2) hours overtime on the subsequent shift. Within two (2) hours, the supervisor shall find a volunteer from the previous shift, find another employee who is willing to come to the facility to work, or cover the assignment with a line supervisor or unit supervisor.
An employee who has been ordered to work overtime may locate another employee who is willing to work overtime in his/her place, as long as the other
CORRECTIONS Page 11 employee is not restricted from overtime for another reason. Whenever possible, supervisors shall provide an on-duty employee who has been ordered to work with an adequate amount of time to attempt to locate a replacement, but no longer than thirty (30) minutes. The employee who obtained the replacement employee shall be credited with the involuntary overtime assignment. The employee that works the actual overtime shall not be credited for a voluntary overtime assignment so that the employee will not be prohibited from accepting the next voluntary assignment if desired.
Escape Clause. When no on duty employee of any unit can be required to work involuntary overtime due to the overtime exemptions stated within this agreement, the least senior person on duty that is not on his/her "Friday" shall be required to work the overtime. If there is no other employee left to be required to work the involuntary overtime other than an employee that is on his/her "Friday" or the day before a scheduled day off, then the least senior person that is on his/her "Friday'' or the day before a scheduled day off shall be required to work the overtime. No employee shall suffer nor be permitted to work more than sixteen (16) hours straight except in a facility emergency.
In the event of a facility emergency, a supervisor may order any or all of the employees to remain on duty and/or may order employees to report to the facility, regardless of overtime restrictions.
10.4 Rest I Meal Periods. Work Schedules A, 8, C, D, E, F, and G shall provide for a minimum of fifteen (15) minute rest period for every four hours worked, and an unpaid thirty (30) or sixty (60) minute lunch period. Rest and meal breaks for eight (8) hour employees may be combined upon the agreement of the Employer. Any employee double shifting shall be entitled as follows: Example: Sixteen (16) Hours Worked = Four (4)-fifteen (15) minute paid breaks and two (2) thirty (30) or sixty (60) minute ( unpaid meal breaks to be scheduled by the employee but subject to approval by the supervisor.
CORRECTIONS Page 12 An employee who agrees to work assignments that utilize unique work schedules such as ten (10) and twelve (12) hour days shall be scheduled a fifteen (15) minute rest break for each four (4) hours worked, and may be scheduled an unpaid thirty (30) or sixty (60) minute meal period at the option of the employee.
Example: Ten (10} Hour Shift= Four (4) Hours Worked I Fifteen (15) Minute Break Four (4) Hours Worked I Fifteen (15) Minute Break Two (2} Hours Worked I Eight (8) Minute Break Total= Thirty-Eight (38} Minutes of Break
10. 7 Shift Selection. Shift Days off selection shall be made by work location classification seniority only during the periodic preparation of the facility work schedule, subject to the needs of the department. Management will continue to exercise its right to assign Corrections Specialists by a selection process to work within the following post assignments:
ADC JDC Training Officer(s) Training/Program Officer( s) Court Transportation Officer(s) Court Transportation Officer(s) Field Training Coordinator(s) Appointments to the above posts shall be for a minimum of one (1) year.
The Employer shall develop a reserve transport pool of at least seven (7) officers per shift who desire to work as a transport officer on an as needed basis in the Adult Detention Facility. The Employer shall develop a reserve transport pool of at least seven (7) officers who desire to work as a transport officer on an as needed basis in the Juvenile Detention Facility. The parties agree that at least one employee from the opposite gender will be assigned on each shift in the reserve transport pool in the Adult Detention Facility. The parties agree that at least one employee from the opposite gender will be assigned in the reserve transport pool in the Juvenile Detention Facility. Members of the pool shall be selected by the same procedure utilized to select regular court transport officers. The Employer reserves the right to remove an officer from the
CORRECTIONS Page 13 Reserve Transport Pool if that officer demonstrates a pattern of failing to accept transport overtime assignments.
Selection Process. Management will post openings in the above classifications for a minimum of five (5) workdays. A rating system based upon the special work qualifications for these posts will be utilized for selection. When all other factors/criteria are equal for the top candidates, selection shall be based upon classification seniority.
ADC Corrections Specialists may bid into or out of the ADC's program, front desk, classification, and booking units only during the preparation of the May schedule. Those Corrections Specialists who have selected the programs or classification units will still exercise their classification seniority during the bidding of the August and January schedules among those officers within their respective divisions. Employees who bid on the front desk and programs posts shall remain in the positions unless the employee is removed for cause or bids out of the position during the May bid.
A non-probationary Corrections Specialist who desires assignment to the Adult Detention Center booking or classification section shall take the booking competency test over the basic fundamentals of classification and booking. The employer will provide a four ( 4) hour training class. A competency test will be provided at the end of the class over the class content. The class will be offered during February and August. Employees passing the competency test will remain on the eligibility list for three (3) years. Assignment to the booking and classification units shall be offered by classification seniority. Selection to the Booking Reserve pool shall follow the same process as outlined above except that the pool shall be at least three (3) per shift.
Employees may bid into the classification or booking units only during the May bid. When a vacancy occurs in booking or classification, employees shall bid by all eligible employees in descending order of seniority.
CORRECTIONS Page 14 Any assignment not based upon classification seniority shall be justified by management and subject to the grievance procedure.
The schedule will be posted at least two (2) weeks in advance of its effective starting date. Staff will be allowed to select shifts and days off based upon classification seniority during the two (2) week period prior to the posting of the schedule. Employees shall be allowed forty-eight (48) hours after personal contact made by union representative to select or the employee will be bypassed and the next senior employee shall be allowed to bid. Shift/days off will be bid three (3) times a year, in January, May and August.
10.9 Consecutive Shifts. When an employee volunteers or is forced into two (2) shifts, the employee shall receive no less than a full sixteen (16) hours pay if the employee completes both shift assignments.
CORRECTIONS Page 15 SECTION 12 HOLIDAYS
Employees who are assigned to Schedule G shall observe County holidays as established by resolution of the Board of County Commissioners. This article does not prohibit the employees assigned to Schedule G from working voluntary overtime on County holidays.
CORRECTIONS Page 16 SECTION 13 VACATIONS
13.3 New Hire Probationary Employees. Probationary employees may utilize annual leave accrued after ninety (90) days of service, subject to the other subsections of Section 13.
13.4 Vacation Scheduling. All vacation times requested are subject to the needs of the department. However, denial of a requested vacation period shall not be arbitrary and shall not unreasonably defer the taking of vacations so that for all practical purposes the employee is deprived of vacation rights. Emergency or short notice vacation requests will not be unreasonably denied.
Immediately following the completion of the January, May, and August shift bids, the Employer shall post via a common computer folder any vacant vacation days for each shift for the bid period and the deadline for submission of vacation leave requests. Each employee that desires annual leave during the bid period shall then request vacation days desired by sending an electronic mail message to his/her supervisor specifying which dates are desired. An employee may request vacation leave only for the days that the employee has already accrued or will accrue during the bid period.
At the end of the deadline period, the Employer will sort all requests, most senior to least senior, and reserve annual leave space. Any time that more than one employee requests the same day off, the most senior employee shall be granted the leave. When the Employer determines that one employee has requested the same day(s) as a senior employee, the Employer will contact the less senior employee(s) in order of seniority to allow the employee to request alternate leave dates available. Once the Employer has addressed all annual leave requests in order of seniority, the completed ·vacation calendar shall be posted in a common computer folder. The calendar shall be updated within. twenty-four (24) hours as changes/additions are brought to the attention of the supervisor. Any additional requests for vacation leave requested after the posting of the
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completed calendar shall be accepted on a first come, first served basis. Any conflicts over simultaneous requests for the same day(s) shall be resolved by seniority.
Any employee of a unit that is not subject to the shift bid procedure shall make requests for vacation leave on an annual basis (during the last month of a year for the subsequent year) according to days available for vacation leave as established by management. The employee shall request the vacation leave desired by electronic mail message to his/her supervisor by the deadline specified by the unit's supervisor. The Employer will address the vacation requests received and resolve any requests for simultaneous days off by seniority. The completed vacation calendar for the unit will be posted in a common computer folder. Additional requests for vacation leave after the posting of the completed calendar shall be accepted on a first come, first served basis, with simultaneous requests for the same day(s) resolved by seniority.
13.7 Vacation Denial. This language is in addition to the Master. An employee may elect to receive payment for forfeiture for a portion of his/her vacation based upon the chart below:
Minimum Maximum Hours Paid Accumulated Years Of Continuous Service for Each Six Month Hours Prior to Period Payout Less Than Five (5) Years 20 100 Five (5) Or More Years But Less Than Ten (1 0) Years 25 120 Ten (10) Or More Years But Less Than Fifteen (15) Years 30 150 Fifteen (15) Or More Years But Less Than Twenty (20) Years 35 175 Twenty (20) Years Or More 40 200
a. An employee must have at least the minimum accumulated vacation hours as set forth in the chart above, by the end of the pay period that includes June 1st or
CORRECTIONS Page 18 November 1st of each calendar year in order to be eligible for payment. Payment shall be made on the next regularly scheduled pay date following the dates above.
b. The employee shall submit a written request on a form, provided by the
Employer, with the time sheet for the pay period that includes June 1st and
November 1st. The Employer shall verify the employee's years of service, the employee's accumulated hours, and will pay the specified vacation hours, in multiples of five (5) hours per the chart above, for the proper years of service.
c. The vacation hours taken as pay will be paid at straight time and shall not be counted as hours worked for the computation of overtime.
d. An employee submitting requests outside the parameters listed above shall not be paid.
All other provisions of this section continue to apply.
CORRECTIONS Page 19 SECTION 14 SICK LEAVE
14.7 Perfect Attendance. In addition to the personal leave day, the employee shall receive two (2) "free passes". The "free pass" may be used to bypass the employee for being ordered for involuntary overtime. A free pass must be presented at time of ordering to be used. Free passes are non-transferable.
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SECTION 16 WAGES
16.1 Wage Scale. Under no condition is an employee allowed to be paid outside the parameters of the scale.
Beginning with the first day of pay period 1 of payroll year 2014, employees shall be paid in accordance with the attached pay schedule.
The parties agree to enter into the meet and confer process for Section 16.1 only for payroll year 2015.
In addition to their regular hourly rate, each employee of this unit who passes a competency test demonstrating written and spoken English I Spanish bilingual proficiency shall receive a fifty cents ($.50) per hour pay differential for all hours worked:
16.2 Initial Hire. All new hires shall be paid on step one ( 1) of the appropriate range of this contract.
16.3 Initial Hire Probationary Period. Employees will not receive a step at the end of initial hire probationary period.
16.4 PromoUons. Any employee receiving a promotion shall be paid at one (1) step lower in the new range than their current step. The effective date of the promotion shall serve as the employee's new anniversary date. The employee is subject to a sixty (60) day probationary period.
16.5 Promotional Probationary Periods. After successful completion of the promotional probationary period, the employee shall move up one (1) step on the salary scale.
CORRECTIONS Page 21 16.6 Demotion. Any employee demoting shall move to the new range on their current step with a corresponding reduction in salary. The effective date of the demotion shall serve to establish a new anniversary date. No employee shall be allowed to promote, demote, transfer or bid (excludes shift bid) on any position for ninety (90) days after the effective date of the demotion.
16.7 Transfers. Any employee transferring shall be placed on the wage scale on their current step. The transfer does not establish a new anniversary date.
CORRECTIONS Page 22 Corrections
2014 Wage Scale
Job Code Range Job Title 31220 605 Corrections Specialist 31221 606 Lead Corrections Specialist 71251 603 Maintenance Technician I 71252 604 Maintenance Technician II 71240 601 Custodian 71250 607 Plumber
Steps 1 2 3 4 5 6 7 8 9 10 11 601 9.25 9.48 9.72 9.96 10.21 10.47 10.73 11.00 11.28 11.56 11.85 602 9.72 9.96 10.21 10.47 10.73 11.00 11.28 11.56 11.85 12.15 12.45 603 11.85 12.15 12.45 12.76 13.08 13.41 13.75 14.09 14.44 14.80 15.17 604 12.45 12.76 13.08 13.41 13.75 14.09 14.44 14.80 15.17 15.55 15.94 605 13.00 13.36 13.79 14.20 14.71 15.11 15.49 15.85 16.25 16.62 17.48 606 14.09 14.44 14.80 15.17 15.55 15.94 16.34 16.75 17.17 17.60 18.04 607 15.29 15.67 16.06 16.46 16.87 17.29 17.72 18.16 18.61 19.08 19.56
Steps 12 13 14 15 16 17 18 19 20 21 22 601 12.15 12.45 12.76 13.08 13.41 13.75 14.09 14.44 14.80 15.17 15.55 602 12.76 13.08 13.41 13.75 14.09 14.44 14.80 15.17 15.55 15.94 16.34 603 15.55 15.94 16.34 16.75 17.17 17.60 18.04 18.49 18.95 19.42 19.91 604 16.34 16.75 17.17 17.60 18.04 18.49 18.95 19.42 19.91 20.41 20.91 605 17.92 18.37 18.83 19.30 19.78 20.27 20.78 21.30 21.83 22.38 22.94 606 18.49 18.95 19.42 19.91 20.41 20.92 21.44 21.98 22.53 23.09 23.67 607 20.05 20.55 21.06 21.59 22.13 22.68 23.25 23.83 24.43 25.04 25.67
CORRECTIONS Page 23 SECTION 17 HEALTH AND SAFETY
17.6 Firearms Training. All officers within the Department of Corrections (DOC) who meet specific criteria through a selection process are eligible for the Corrections Emergency Response Team (C.E.R.T.), the Adult Detention Center Court Transport Unit, and the Adult Detention Center Reserve Transport Pool. All C.E.R.T. and ADC Court TransporUReserve Transport officers shall be trained and weapons qualified within a reasonable amount of time after appointment to these positions. C.E.R.T., Court Transport, and Reserve Transport Pool officers shall be firearms recertified every six (6) months. Failure of officers to qualify or re-qualify shall be eligible for one (1) remedial class within thirty (30) days of failure to qualify. An employee may attend one (1) remedial class every five (5) years. An employee must qualify initially or re-qualify no later than forty five (45) days after the initial failure. Failure for officers to qualify or re-qualify in firearm proficiency on the second attempt shall be cause for removal from any of these units. Once removed, an employee will not be considered for selection in the above units for a period of (2) years. Additionally, members shall be trained and certified, within three (3) months of initial appointment, in the application of OC spray and stun devices (Taser, Band-it, etc). Members shall receive annual training in the application of OC spray and stun devices (Taser, Band-it, etc).
Instructors for firearms-trained personnel will maintain instructor certification with the National Rifle Association, and will receive additional training as deemed necessary by the Staff Training Coordinator. Instructors for self-defense curriculum shall maintain certification by the certifying authority selected and approved by management. Certified instructors in any curriculum shall instruct in the manner and content in which they were trained.
CORRECTIONS Page 24 SECTION 20 DISCIPLINE AND DISCHARGE
20.1 Policy. The employer may informally counsel employees verbally and/or in writing. The counseling documents shall not be considered official disciplinary actions, shall not be placed in the employee's personnel file, and may not be grieved. Even though these actions may not be grieved, it does not preclude the employee from seeking resolution through the chain of command when the facts of a counseling document are in major dispute. Failure to comply with counseling directives may result in disciplinary action. If the employer has reason to reprimand an employee, it shall be done in a manner that will not embarrass the employee before other employees or the public. Further, the County shall not issue any discipline for any infraction, other than criminal conduct, of which the employee's supervisor has had notice for more than ten (10) workdays, unless the Employer has good cause for an extension and notifies the 1 Union in writing, prior to the tenth (1 0 h) day, of the reason(s) for the extension.
20.6 Drug I Alcohol Testing. Employees will be subject to the County's Drug and Alcohol Policy as outlined in the Teamsters master agreement.
Employees who directly or indirectly supervise inmates I juveniles shall be subject to random drug I alcohol testing by the employer. If the employer implements random drug I alcohol testing during the term of this agreement, the employer shall apply a truly fair and random system of testing, and shall share the methodology of that system with the Union. An employee who refuses to undergo random drug I alcohol testing after being ordered to do so shall be subject to immediate termination.
This language is in addition to the master. When management orders an employee to · submit to "for cause" testing, the Union steward on duty shall be notrfied and given the opportunity to consult with the employee. If no Union steward is on duty, management shall · place a call to the Union office to advise the Union of its intent. The Union representative shall have the same opportunity as the steward to consult with the employee. If no Union representative appears within thirty (30) minutes of the call, the drug testing shall proceed.
CORRECTIONS Page 25 SECTION 22 EFFECTIVE LAW
If, by reason of any federal or state government law, litigation, or by Presidential Order, any section or sections of this agreement become inoperative, then the remainder of the agreement continues in effect and that inoperative section or sections shall be open for negotiations.
CORRECTIONS Page 26 ,------
SECTION 23 EFFECTIVE DATE/CONTRACT DURATION/TERMINATION
23.1 Efective Dates. This agreement shall be effective from the first pay period in payroll year 2013 and shall remain in full force and effect until midnight the last day of pay period of 2015.
23.2 Automatically Renew. Upon its expiration, this agreement shall automatically renew each year for additional one-year periods unless either party shall notify the other in writing, not less than sixty (60) days prior to the expiration of the agreement, they intend to modify or terminate the agreement.
23.3 Reopen. This agreement may be modified at any time by mutual consent of the parties.
NOTE - It is understood that this document will become an addendum to the 2013-2015 Master Agreement between parties.
CORRECTIONS Page 27 Exhibit D
2014 ADDENDUM
By and Between
The Board of County Commissioners of Shawnee County, Kansas
and
Shawnee County Parks Employees, Teamsters Local Union No. 696, Topeka, Kansas, affiliated with the International Brotherhood of Teamsters, Chauffeurs, Warehousemen and Helpers of America
For Calendar Years 2013,2014,2015
PARKS 2014 AGREEMENT Addendum to the 2013, 2014, 2015 Master Parks Employees
THIS AGREEMENT is made and entered into this ____ day of _____ 2014, by and between the Board of County Commissioners of Shawnee County, Kansas, hereinafter called "Employer'', and Teamsters Local Union No. 696, Topeka, Kansas, affiliated with the International Brotherhood of Teamsters, hereinafter referred to as the "Union". Both parties agree to be bound by the terms and provisions of this agreement.
PARKS Page 1 SECTION 2 SCOPE OF THE AGREEMENT
2.1 Employees Covered. This agreement relates only to the Parks and Recreation Department of Shawnee County, Kansas, and the appropriate collective bargaining unit as defined in this agreement.
PARKS Page 2 SECTION 3 RECOGNITION AND UNION SECURITY
3.1 Recognition. The Public Employee Relations Board has certified the Union as the exclusive bargaining agent for all employees listed in the following classifications:
Park Maintenance Trainee Park Maintenance Worker Park Mechanic Park Maintenance Technician Park Maintenance Leadworker Park Mechanic Leadworker
3.3 Exclusions. The following job classifications shall be excluded from the bargaining unit:
Director of Parks and Recreation Director of Parks Director of Recreation Director of Golf Park Police Supervisor Park Police Officers Project Manager Superintendent of Parks Building Supervisors Horticulturist Administration Supervisor Golf Course Superintendent All Intermittent and Temporary Positions All other positions in the Recreation Division All managerial, confidential, supervisory and all other employees as defined in the Act.
PARKS Page 3 SECTION 10 HOURS OF WORK
10.1 Work Week. A normal work week will be forty (40) hours in any five {5) consecutive days out of seven (7). Days off will be selected by work location seniority. The department will provide two (2) weeks notice of schedule changes except when an emergency situation exists or arises or due to Acts of God. With appropriate notice, normal starting and ending times may be adjusted for seasonal needs.
10.3 Overtime. Overtime work shall be on a voluntary basis, provided a sufficient number of workers in the required classifications volunteer to work. Overtime shall be offered first to the most senior employee in the relevant classification at these clock-in locations: Lake Shawnee, Kansas Expocentre, LSGC, FGC, Cypress Ridge, Gage Compound, Courthouse, North Annex, Helen Hocker and any other clock in location as defined by the Employer, except as it relates to the snow removal teams. If there are not enough volunteers, the least senior employees in the required classifications will be required to work. An employee who refuses overtime shall be subject to disciplinary procedures as outlined in Section 20 of the master contract.
PARKS Page 4 SECTION 13 VACATIONS
13.7 Denial Of Vacation. This language replaces all of section 13.7 from the Master. Employees are responsible for managing their own time. All vacation times requested are subject to the needs of the department. Employees are responsible for making reasonable vacation requests to ensure their vacation accruals do not exceed the maximum accrual limitations. If the employee has made a reasonable effort to use vacation and it has been denied by management because the needs of the department do not allow the taking of vacation, the employee shall be placed on vacation leave at the first opportunity by the Employer. The vacation shall be sufficient in length to use the overage in vacation plus sixteen (16) hours. Mismanagement of time so that an employee must forfeit time during the blackout period shall not be subject to the payment of or placement on vacation. Vacation hours, which exceed the maximum, may be paid by mutual consent. Should any employee mismanage his/her time and not request the use of vacation privileges, such employee shall forfeit the time.
13.8 Vacation Selection. This language replaces all of section 13.8 from the Master. Management will divide its department into work groups. Management will secure a calendar and provide it to the Union Steward as a vacation planner. The planner will indicate the number of employees in each classification who. may take vacation on any particular day. Any time period noted on the calendar as a blackout period will be subject to the provisions below. A vacation planner will be circulated by the Union Steward between November 1 and December 15 of each year. The vacation planner will be circulated in seniority order. Each employee shall make his/her vacation selection as soon as possible but shall have no more than forty eight (48) hours to do so. This time period may be extended by management in the event of extenuating circumstances. Each employee may request as many vacation days as are available to them within the calendar year. If an employee has insufficient vacation or compensatory time to cover a scheduled vacation day selected, that vacation day shall be considered cancelled, and the employee is expected to report to work on that day.
PARKS Page 5 The employee with the greater classification seniority shall be given priority in his/her choice of vacation time during the selection time.
Blackout periods. Any time noted on the vacation planner as a blackout period shall be subject to the following special conditions. Employees may request vacation only for days that are identified on the vacation planner as available for vacation. Extended vacations (vacations of three (3) or more consecutive days) are highly discouraged and will be approved on a case-by-case basis. Employees signing up for vacation during the blackout period understand they will be subject to the short notice vacation rule. Employees signing up for vacation during the blackout period must complete a vacation request form not less than two weeks prior to the vacation request date. Employees understand that vacation during the blackout period will only be approved in very rare circumstances and even though employees have signed up for vacation during the vacation planning stage, there is no guarantee the time shall be granted.
The list of approved vacation requests will be posted no later than thirty (30) days after the completion of the vacation circulation. Vacations during the black out periods may be on the calendar, but are not considered approved until requested and management approves such requests under the short notice/emergency vacation procedure.
Short notice/emergency vacation requests. After the vacation list has been posted, additional vacation requests will be accepted first come, first served except that disputes over simultaneous requests shall be resolved by seniority. Short notice vacation leave may be requested less than fourteen ( 14) days but no less than twenty four (24) hours before the requested day off on a first come/first served basis. Vacations with less than twenty-four (24) hours advanced notice should only be requested in emergencies. Management will make every effort to notify the employee by the end of the employee's workday as to the approval or disapproval of the vacation request. If the request is denied, the employee will be given the reason for the
PARKS Page 6 disapproval. The approval or disapproval of short notice or emergency vacation will not be subject to the grievance procedure.
PARKS Page 7 SECTION 16 WAGES
16.1 Wage Scale. Under no condition is an employee allowed to be paid outside the parameters of the scale.
Beginning with the first day of pay period 1 of payroll year 2014, employees shall be paid in accordance with the attached pay schedule.
The parties agree to enter into the meet and confer process for Section 16.1 only for payroll year 2015.
16.2 Initial Hire. All new hires shall be paid on step one (1) of the appropriate range of this contract.
16.3 Initial Hire Probationary Period. Employees will receive a step at the end of initial hire probationary period.
16.4 Promotions. Any employee receiving a promotion shall be paid at one (1) step lower in the new range than their current step. The effective date of the promotion shall serve as the employee's new anniversary date. The employee is subject to a sixty (60) day probationary period. When an employee in a trainee position successful completes the training assignment, the employee will automatically be moved to step one ( 1) of the correct range. This will be treated as a promotion and the employee shall serve a 60 (sixty) day probationary period and is eligible for any provisions under this section. If the training period is less than sixty (60) days before the one hundred twentieth (120th) day of employment, the probationary period shall be extended to this one hundred twenty (120) days.
16.5 Promotional Probationary Periods. After successful completion of the promotional probationary period, the employee shall move up one (1) step on the salary scale.
PARKS Page 8 16.6 Demotion. Any employee demoting shall move to the new range on their current step with a corresponding reduction in salary. The effective date of the demotion shall serve to establish a new anniversary date. No employee shall be allowed to promote, demote, transfer or bid (excludes shift bid) on any position for ninety (90) days after the effective date of the demotion.
16.7 Transfers. Any employee transferring shall be placed on the wage scale on their current step. The transfer does not establish a new anniversary date.
PARKS Page 9 Parks
2014 Wage Scale
Job Code Range Job Title 77021 801 Park Maintenance Trainee 77022 802 Park Maintenance Worker 77023 804 Park Mechanic 77024 805 Park Maintenance Technician 77025 805 Park Maintenance Leadworker 77026 805 Park Mechanic Leadworker
Steps 1 2 3 4 5 6 7 8 9 10 11 801 9.58 9.82 10.07 10.32 802 11.73 12.02 12.32 12.63 12.95 13.27 13.60 13.94 14.29 14.65 15.02 803 12.78 13.10 13.43 13.77 14.11 14.46 14.82 15.19 15.57 15.96 16.36 804 13.30 13.63 13.97 14.32 14.68 15.05 15.43 15.82 16.22 16.63 17.05 805 13.87 14.22 14.58 14.94 15.31 15.69 16.08 16.48 16.89 17.31 17.74
Steps 12 13 14 15 16 17 18 19 20 21 801 802 15.40 15.79 16.18 16.58 16.99 17.41 17.85 18,30 18.76 19.23 803 16.77 17.19 17.62 18.06 18.51 18.97 19.44 19.93 20.43 20.94 804 17.48 17.92 18.37 18.83 19.30 19.78 20.27 20.78 21.30 21.84 805 18.18 18.63 19.10 19.58 20.07 20.57 21.08 21.61 22.15 22.70
PARKS Page 10 SECTION 17 HEALTH AND SAFETY
17.3 Safety Equipment. Other than provided for in 17.8, the employer will provide all necessary safety equipment.
a. Safety Boots. The Director of Parks and Recreation or designee, in consultation with the Union Business Agent, shall designate positions that require safety boots. Employees occupying designated positions will be paid a boot allowance of one hundred fifty dollars ($150) in equal monthly installments through the payroll system. All purchases made by the employee shall not be on County time. Manufactures documentation must be submitted showing the boots or shoes meet the ANSI standard Z41. Newly hired employees must report to work with approved safety boots or shoes if occupying a position that the Director has designated as requiring safety footwear. Employees reporting to work in designated positions without proper safety boots or shoes shall be immediately relieved of duty and sent home without pay to obtain the safety boots. Employees so relieved of duty may be subject to disciplinary action under Section 20 of the master agreement. Employees will be responsible for replacing lost or damaged boots or shoes.
17.7 Inoculations. The County Agrees to provide inoculation for Hepatitis Band other contagious diseases as may be job appropriate as determined by the County Health Officer.
a. Employees with health conditions, as determined by the County's Occupational Health Provider, which preclude them from receiving the inoculations shall sign a waiver form. Other employees may sign a waiver form and not receive the inoculations. The employee shall sign a waiver form and hold the County harmless for any contraction of disease for which an inoculation was provided.
PARKS Page 11 b. Any inoculations which involve a series of shots shall be covered unless the employee misses one of the series without good and sufficient reason as determined by the Employer. Employees who miss shall be required to receive the inoculations at their own expense. Employees shall complete the series as directed by the Occupational Health Provider. If the employee fails to complete the series as directed by the Occupational Health Provider, the employee shall be subject to discipline, up to and including termination.
c. Discipline resulting from a violation of this subsection of this agreement is not subject to the grievance procedure.
17.8 Safety Glasses. The employer will provide approved safety eye protection for all employees.
PARKS Page 12 SECTION 18 UNIFORMS
18.1 Uniforms Provided. If an employee is required to wear a uniform as a condition of employment, such uniform shall be furnished or made available to the employee by the Employer. A uniform committee of two (2) union employees and one (1) supervisor will make recommendations to the Employer as to what uniform items to purchase. The Department shall issue rules regarding the care and replacement of the uniform.
PARKS Page 13 SECTION 22 EFFECTIVE LAW
22.1 General. If, by reason of any federal or state government law, litigation, or by Presidential Order, · any section or sections of this agreement become inoperative, then the remainder of the agreement continues in effect and that inoperative section or sections shall be open for negotiations.
PARKS Page 14 SECTION 23 CONTRACT DURATION
23.1 Effective Dates. This agreement shall be effective from the first day of pay period in payroll year 2013 and shall remain in full force and effect until midnight the last pay period of payroll year 2015.
23.2 Automatically Renew. Upon its expiration, this agreement shall automatically renew each year for additional one-year periods unless either party shall notify the other in writing, not less than sixty (60) days prior to the expiration of the agreement, they intend to modify or terminate the agreement.
23.3 Reopen. This agreement may be modified at any time by mutual consent of the parties.
NOTE - It is understood that this document will become an addendum to the 2013-2015 Master Agreement between parties.
PARKS Page 15 Exhibit E
2014 ADDENDUM
By and Between
The Board of County Commissioners of Shawnee County, Kansas
and
Shawnee County Health Agency Employees (Health Support), Teamsters Local Union No. 696, Topeka, Kansas, affiliated with the International Brotherhood of Teamsters
For Calendar Years 2013,2014,2015
HEALTH SUPPORT 2014 AGREEMENT Addendum to the 2013, 2014, 2015 Master Health Support
THIS AGREEMENT is made and entered into this day of ______, 2014, by and between the Board of County Commissioners of Shawnee County, Kansas, hereinafter referred to as the "Employer", and Teamsters Local Union No. 696, Topeka, Kansas, affiliated with the International Brotherhood of Teamsters, hereinafter referred to as the "Union". Both parties agree to be bound by the terms and provisions of this agreement.
HEALTH SUPPORT Page 1 ------
SECTION 2 SCOPE OF THE AGREEMENT
2.2 Agreement Exclusive. The Health Agency is dependent upon government funds and grants to provide public health services. All state requirements, grant requirements, and federal requirements for Federally Qualified Health Centers will control when in conflict with this agreement. Further, this agreement must be interpreted in conjunction with such requirements including, but not limited to, professional and ethical standards and SCHA protocols for quality care in the provision of health care services. The parties acknowledge that the members of this bargaining unit have strict credentialing and licensure requirements. All such requirements control over any contrary provisions of this agreement. As issues arise, the parties agree to meet and confer.
HEALTH SUPPORT Page2 SECTION 3 RECOGNITION AND UNION SECURITY
3.1 Recognition. The Public Employee Relations Board has certified the Union as the exclusive bargaining agent for all employees listed in the following classifications:
Family Resource Center Technician Healthy Start Home Visitor Home Health Aide Home Health Aide Trainee Homemaker Maintenance Technician I -Health Maintenance Technician II -Health Maintenance Technician Crew Leader- Health Program Medical Assistant School Health Technician Spanish Interpreter
3.3 Exclusions. The following job classifications shall be excluded from the bargaining unit:
Account Clerk I, II, and Ill Advanced Registered Nurse Practitioner/Physician Assistant/Physician Health Agency Administrator Health Officer Office Assistant I Office Assistant II Office Assistant Ill Patient Services Specialist Division Manager Team Leader
All managerial, confidential, supervisory and all other employees as defined in the Act.
3.8 Visits by Union Representatives. The Employer agrees that accredited representatives of the Union may be allowed the right to visit with the employees who are covered by this agreement to conduct Union business at any place during non-working hours or during work hours with notification to the employee's division
HEALTH SUPPORT Page 3 ------
manager, provided said visitation does not negatively effect the employees service to the public.
3.9 Bulletin Boards. The Employer will provide a bulletin board within each Division at the Main Clinic, and one board at each satellite clinics. The bulletin board will be made available to the appropriate Union official for the purpose of posting Union notices. The bulletin boards are to be used by the Union for notices only of the following: Union meetings, Union elections, Union appointments, Union recreational and social events, unemployment compensation information, and other materials of nonpolitical, non-controversial nature. Upon written demand from the Employer, the Union shall promptly remove from such bulletin boards any material which is libelous, scurrilous, or in any way detrimental to the labor management relationship.
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SECTION 5 MANAGEMENT RIGHTS
5.2 The parties agree that supervisors may assist the employees they supervise, provided that such assistance will not cause the layoff of any bargaining unit employee. Any medical ethics or professional code of providing service for the health and welfare of patients shall always take precedence. The Health Agency will continue to write contractual agreements on bargaining unit positions as necessary to generate revenue to maintain agency operations. The Health Agency reserves the right to contract out any work that cannot be filled by a qualified candidate through the posting and promotion procedures. Temporary staff may be hired to perform contract work only until such time as permanent staff can be hired. In addition, the Health Agency reserves the right to contract out temporary specialty health care services to maintain agency operations. Management will contact the union before contracting out any bargaining unit work. If those temporary positions become permanent, the Health Agency will meet with the union in an effort to determine if those positions are bargaining unit jobs.
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SECTION 8 EMPLOYMENT STATUS AND SENIORITY
8.3 Seniority. Seniority is defined as follows:
a. County Seniority - shall mean the length of uninterrupted service within any of the various departments with the County.
b. Departmental Seniority - shall mean the length of uninterrupted service within the Health Agency.
c. Division Seniority - shall mean the length of uninterrupted service within the division; i.e., Clinical, Adult Field Services, Communicable Diseases, Environmental Health, Administrative Services, Maternal and Child Health, etc.
d. Classification Seniority- shall mean the length of uninterrupted service the employee has been working in a specific job classification within the Division.
e. Team Seniority - shall mean the length of uninterrupted service the employee has been working on a specific team.
HEALTH SUPPORT Page 6 SECTION 9 INTER AND INTRA DEPARTMENTAL MOVEMENT
9.2 Management employees demoted to a bargaining unit position shall be placed on the wage scale at the step that reflects their total years of County service with a corresponding reduction in salary. Seniority for bidding purposes for employees so moved shall commence on the date of the demotion. In cases of layoff or reduction in force, no management employee shall be allowed to "bump" a bargaining unit employee. Full-time and part-time union employees in this unit will continue to enjoy bidding preference for bargaining unit positions over all other employees. Management will make every effort not to place former management employees entering or re-entering the bargaining unit on a team which they have previously supervised.
9.10 Temporary Workload Changes. Management may identify a need in a team due to work fluctuations, illness, vacation or other factors. Furthermore, management may identify teams that have a lesser workload at the same time. The Employer shall identify the team on which the need has arisen and the team which would be eligible for the temporary reassignment. Management reserves the right to identify employees who have case management, clinic, and/or other duties which would not be conducive to the effective delivery of client health care services. Employees so identified may be exempted from this provision. The employer shall offer the temporary assignment in descending order of seniority and shall make the assignment in ascending order of seniority. The assignment shall not last more than thirty (30) days. If the need still exists, the Employer shall repeat the process. The employees who have served on the temporary assignment shall not be forced again until all eligible members from the team(s) have been forced.
9.11 Job Bidding.
a. Bidding. Only positions as authorized by the Board of County Commissioners shall be filled. Management reserves the right to fill positions as needed. When management decides to fill a vacancy covered by this addendum it shall
HEALTH SUPPORT Page 7 be posted and opened to qualified employees of the same department. Employees who have not completed a minimum of one (1) year at their current position will not be authorized to bid, promote or demote without the approval of the Director of the Shawnee County Health Agency. The Director of the Shawnee County Health Agency shall post the vacancy on designated bulletin boards. The posting shall list at least the position number, the classification, the work performed, the minimum qualifications and the pay range. All vacancies shall be posted a minimum of seven (7) calendar days. Prior to bidding on vacant positions, employees should investigate working conditions and discuss issues with prospective new co-workers and supervisors to determine appropriate job match. Each employee wishing to bid must complete a bid sheet containing at least the employee's name, current classification, departmental seniority date, and an explanation of how they meet the minimum qualifications. Bids will be awarded in the following order: transfer, promotion, and then voluntary demotion. The employee with the most departmental seniority who meets the minimum qualifications shall receive the bid. Once a bid is awarded the employee must serve one (1) year at the new position prior to another bid being accepted unless approved by the Director of the Shawnee County Health Agency. If no one meets the minimum qualifications the position may be advertised outside the Health Agency as determined by the needs of the Shawnee County Health Agency for the effective delivery of health care services. b. Return to Previous Position. This language applies only to bids awarded as a transfer or voluntary demotions. If the employee who was awarded the bid for the vacant position changes his/her mind and desires to return to their original position, they have up to seven (7) work days from the effective date of the job change to notify the Director of the Shawnee County Health Agency in writing. Upon notification, the Director of the Health Agency will return the employee to their original position without loss of seniority, and award the bid to the next senior person bidding from the current list. During this seven (7) work day trial period the employer may also return the employee to their original position without loss of seniority, with the approval of the Director of Human Resources. If the employer is returning the employee to his/her original position, the employer will notify the Union the reason for the return. After
HEALTH SUPPORT Page 8 seven (7) days the new position is permanent. An employee may request a return to a previous position only once during a payroll year.
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SECTION 10 HOURS OF WORK
10.3 Overtime. Time and one-half (1 %) will be paid for all hours over forty (40) actually worked in a workweek. Overtime will be offered by scope of practice and seniority in the following order:
a. Team,
b. Division, and then,
c. Outside the Division.
If there are no volunteers for the overtime, employees shall be forced in inverse order of seniority on the team. If all employees have been forced on the team, then employees shall be forced in inverse order of seniority from the rest of the division. Finally, if all employees have been forced in the division, then employees shall be forced in inverse seniority in the rest of the department.
Overtime will only be offered to employees who have met standards of performance through training and/or certifications as determined by management.
The Health Agency Director/Administrator may designate compensatory time by team classification in lieu of paid overtime if in the Administrator's opinion the financial condition of the Agency does not allow the payment of overtime. Once the Director/Administrator has made such designation, compensatory time will remain in effect until the last pay period of the year. The Health Agency Director/Administrator shall notify staff when compensatory time has been designated.
HEALTH SUPPORT Page 10 SECTION 16 WAGES
16.1 Wage Scale. Under no condition is an employee allowed to be paid outside the parameters of the scale.
Beginning with the first day of pay period 1 of payroll year 2014, employees shall be paid in accordance with the attached pay schedule.
The parties agree to enter into the meet and confer process for Section 16.1 only for payroll year 2015.
a. In addition to their regular hourly rate, each employee of this unit who passes a competency test demonstrating written and spoken English/Spanish bilingual proficiency shall receive a fifty cents ($.50) per hour up to a maximum of forty ($40) dollars per pay period pay differential for all hours actually worked.
16.2 Initial Hire. All new hires shall be paid on step one of the appropriate range of this contract.
16.3 Initial Hire Probationary Periods. Employees will not receive a step at the end of initial hire probationary period.
16.4 Promotions. Any employee receiving a promotion shall be paid at one step lower in the new range than their current step. The effective date of the promotion shall serve as the employee's new anniversary date. The employee is subject to a sixty (60) day probationary period.
16.5 Promotional Probationary Periods. After successful completion of the promotional probationary period, the employee shall move up one step on the salary scale.
HEALTH SUPPORT Page 11 16.6 Demotion. Any employee demoting shall move to the new range on their current step with a corresponding reduction in salary. The effective date of the demotion shall serve to establish a new anniversary date. Management employees demoting to a bargaining unit position shall be paid in accordance with Section 9.2.
16.7 Transfers. Any employee transferring shall be placed on the wage scale on their current step. The transfer does not establish a new anniversary date.
16.40 Base Salary Increase for Designated On-Call Employees. Employees in the Maintenance Technician Crew Leader classification covered by this addendum shall receive an additional one dollar ($1) per hour in base salary for hours worked up to a maximum of eighty ($80) dollars per pay period to compensate for on-call responsibilities. Employees in the Maintenance Technician II classification covered by this addendum shall receive an additional fifty cents ($.50) per hour in base salary for hours worked up to a maximum of forty ($40) dollars per pay period to compensate for on-call responsibilities.
16.50 Special Considerations. Upon successful completion of an approved Home Health Aide certification course, employees will be reclassified to Home Health Aide. There will be no change in anniversary date. Employees currently under the new hire probation will complete that probation under the guidelines set forth in the Master agreement. No additional probationary period will be imposed upon the employee because of the reclassification.
HEALTH SUPPORT Page 12 Health Support
2014 Wage Scale
Job Code Range Job Title Job Code Range Job Title 49100 752 Healthy Start Home Visitor 49250 752 School Health Tech 49110 752 Home Health Aide 59010 754 Spanish Interpreter 49111 750 Home Health Aide Trainee 71391 751 Maint. Tech. I 49120 751 Homemaker 71392 753 Maint. Tech II 49130 752 Fam. Res. Center Tech 71393 755 Maint. Tech Crew Leader 49180 752 Program Medical Assistant
Steps 1 2 3 4 5 6 7 8 9 10 11 750 9.33 9.56 9.80 751 9.80 10.05 10.30 10.56 10.82 11.09 11.37 11.65 11.94 12.24 12.55 752 10.30 10.56 10.82 11.09 11.37 11.65 11.94 12.24 12.55 12.86 13.18 753 11.65 11.94 12.24 12.55 12.86 13.18 13.51 13.85 14.20 14.56 14.92 754 11.94 12.24 12.55 12.86 13.18 13.51 13.85 14.20 14.56 14.92 15.29 755 12.55 12.86 13.18 13.51 13.85 14.20 14.56 14.92 15.29 15.67 16.06
Steps 12 13 14 15 16 17 18 19 20 21 22 750 751 12.86 13.18 13.51 13.85 14.20 14.56 14.92 15.29 15.67 16.06 16.46 752 13.51 13.85 14.20 14.56 14.92 15.29 15.67 16.06 16.46 16.87 17.29 753 15.29 15.67 16.06 16.46 16.87 17.29 17.72 18.16 18.61 19.08 19.56 754 15.67 16.06 16.46 16.87 17.29 17.72 18.16 18.61 19.08 19.56 20.05 755 16.46 16.87 17.29 17.72 18.16 18.61 19.08 19.56 20.05 20.55 21.06
HEALTH SUPPORT Page 13 SECTION 22 EFFECTIVE LAW
22.1 If, by reason of any federal or state government law, litigation, or by Presidential Order, any section or sections of this agreement become inoperative, then the remainder of the agreement continues in effect and that inoperative section or sections shall be open for negotiations.
HEALTH SUPPORT Page 14 SECTION 23 EFFECTIVE DATE I DURATION I TERMINATION
23.1 Effective Dates. This agreement shall be effective from the first pay period in payroll year 2_013 and shall remain in full force and effect until midnight the last day of the last pay period of payroll year 2015.
23.2 Automatically Renew. Upon its expiration, this agreement shall automatically renew each year for additional one-year periods unless either party shall notify the other in writing, not less than sixty (60) days prior to the expiration of the agreement, they intend to modify or terminate the agreement.
23.3 Reopen. This agreement may be modified at any time by mutual consent of the parties.
NOTE - It is understood that this document will become an addendum to the 2013-2015 Master Agreement between the parties.
HEALTH SUPPORT Page 15 , ,,
Exhibit F
2014 ADDENDUM
By and Between
The Board of County Commissioners of Shawnee County, Kansas
and
Shawnee County Health Agency Employees (Health Professionals), Teamsters Local Union No. 696, Topeka, Kansas, affiliated with the International Brotherhood of Teamsters
For Calendar Years 2013,2014,2015
HEALTH PROFESSIONALS 2014 AGREEMENT Addendum to the 2013, 2014, 2015 Master Health Professionals
THIS AGREEMENT is made and entered into this day of ______, 2014, by and between the Board of County Commissioners of Shawnee County, Kansas, hereinafter referred to as the "Employer", and Teamsters Local Union No. 696, Topeka, Kansas, affiliated with the International Brotherhood of Teamsters, hereinafter referred to as the "Union". Both parties agree to be bound by the terms and provisions of this agreement.
HEALTH PROFESSIONALS Page 1 SECTION 2 SCOPE OF THE AGREEMENT
2.2 Agreement Exclusive. The Health Agency is dependent upon government funds and grants to provide public health services. All state requirements, grant requirements, and federal requirements for Federally Qualified Health Centers will control when in conflict with this agreement. Further, this agreement must be interpreted in conjunction with such requirements including, but not limited to, professional and ethical standards and SCHA protocols for quality care in the provision of health care services. The parties acknowledge that the members of this bargaining unit have strict credentialing and licensure requirements. All such requirements control over any contrary provisions of this agreement. As issues arise, the parties agree to meet and confer.
HEALTH PROFESSIONALS Page 2 SECTION 3 RECOGNITION AND UNION SECURITY
3.1 Recognition. The Public Employee Relations Board has certified the Union as the exclusive bargaining agent for all employees listed in the following classifications:
Dental Assistant Dietitian Disease Intervention Specialist Environmental Health Specialist I Day Care Licensing Surveyor Clinical Medical Assistant (CMA) Health Promotion Specialist Licensed Practical Nurse (LPN) Licensed Specialist Clinical Social Worker (LSCSW) Registered Nurse (RN) Public Health Educator Social Worker (BSW) Social Worker (MSW)
3.3 Exclusions. The following job classifications shall be excluded from the bargaining unit:
Account Clerk I, II, and Ill Advanced Registered Nurse Practitioner Community Relations Specialist Health Agency Administrator Health Officer Environmental Health Specialist II Office Assistant I Office Assistant II Office Assistant Ill Team Leader
All managerial, confidential, supervisory and all other employees as defined in the Act.
HEALTH PROFESSIONALS Page 3 3.8 Visits by Union Representatives. The Employer agrees that accredited representatives of the Union may be allowed the right to visit with the employees who are covered by this agreement to conduct Union business at any place during non-working hours or during work hours with notification to the employee's division manager, provided said visitation does not negatively effect the employee's service to the public.
3.9 Bulletin Boards. The Employer will provide a bulletin board within each Division at the Main Clinic, and one board at each satellite clinic. The bulletin board will be made available to the appropriate Union official for the purpose of posting Union notices. The bulletin boards are to be used by the Union for notices only of the following: Union meetings, Union elections, Union appointments, Union recreational and social events, unemployment compensation information, and other materials of nonpolitical, non-controversial nature. Upon written demand from the Employer, the Union shall promptly remove from such bulletin boards any material which is libelous, scurrilous, or in any way detrimental to the labor management relationship.
HEALTH PROFESSIONALS Page 4 SECTION 5 MANAGEMENT RIGHTS
5.2 The parties agree that supervisors may assist the employees they supervise, provided that such assistance will not cause the layoff of any bargaining unit employee. Any medical ethics or professional code of providing service for the health and welfare of patients shall always take precedent. The Health Agency will continue to write contractual agreements on bargaining unit positions as necessary to generate revenue to maintain agency operations. The Health Agency reserves the right to contract out any work that cannot be filled by a qualified candidate through the posting and promotion procedures. Temporary staff may be hired to perform contract work only until such time as permanent staff can be hired. In addition, the Health Agency reserves the right to contract out temporary specialty health care services to maintain agency operations. Management will contact the union before contracting out any bargaining unit work. If those temporary positions become permanent, the Health Agency will meet with the union in an effort to determine if those positions are bargaining unit jobs.
HEALTH PROFESSIONALS Page 5 SECTION 8 EMPLOYMENT STATUS AND SENIORITY
8.3 Seniority. Seniority is defined as follows:
a. County Seniority - shall mean the length of uninterrupted service within any of the various departments with the County.
b. Departmental Seniority - shall mean the length of uninterrupted service within the Health Agency.
c. Division Seniority - shall mean the length of uninterrupted service within the division; i.e. Clinical, Adult Field Services, Communicable Diseases, Environmental Health, Administrative Services, Maternal and Child Health, etc.
d. Classification Seniority - shall mean the length of uninterrupted service the employee has been working in a specific job classification within the Division.
e. Team Seniority - shall mean the length of uninterrupted service the employee has been working on a specific team.
HEALTH PROFESSIONALS Page 6 SECTION 9 INTER AND INTRA DEPARTMENTAL MOVEMENT
9.2 Management Employees Demoted. Management employees demoted to a bargaining unit position shall be placed on the wage scale at the step that reflects their total years of County service with a corresponding reduction in salary. Seniority for bidding purposes for employees so moved shall commence on the date of the demotion. In cases of layoff or reduction in force, no management employee shall be allowed to "bump" a bargaining unit employee. Full time and part time union employees in this unit will continue to enjoy bidding preference for bargaining unit positions over all other employees. Management will make every effort not to place former management employees entering or re-entering the bargaining unit on a team which they have previously supervised.
9.10 Temporary Workload Changes. Management may identify a need in a team due to work fluctuations, illness, vacation or other factors. Furthermore, management may identify teams that have a lesser workload at the same time. The Employer shall identify the team on which the need has arisen and the team which would be eligible for the temporary reassignment. Management reserves the right to identify employees who have case management, clinic, and/or other duties which would not be conducive to the effective delivery of client health care services. Employees so identified may be exempted from this provision. The employer shall offer the temporary assignment in descending order of seniority and shall make the assignment in ascending order of work location seniority. The assignment shall not last more than thirty (30) days. If the need still exists, the Employer shall repeat the process with the employees who have served on the temporary assignment and shall not be forced again until all eligible members from the team(s) have been forced.
HEALTH PROFESSIONALS Page 7 9.11 Job Bidding.
a. Bidding. Only positions as authorized by the Board of County Commissioners shall be filled. Management reserves the right to fill positions as needed. When management decides to fill a vacancy covered by this addendum it shall be posted and opened to qualified employees of the same department. Employees who have not completed a minimum of one ( 1) year at their current position will not be authorized to bid, promote or demote without the approval of the Director of the Shawnee County Health Agency. The Director of the Shawnee County Health Agency shall post the vacancy on designated bulletin boards. The posting shall list at least the position number, the classification, the work performed, the minimum qualifications and 'the pay range. All vacancies shall be posted a minimum of seven (7) calendar days. Prior to bidding on vacant positions, employees should investigate working conditions and discuss issues with prospective new co-workers and supervisors to determine appropriate job match. Each employee wishing to bid must complete a bid sheet containing at least the employee's name, current classification, departmental seniority date, and an explanation of how they meet the minimum qualifications. Bids will be awarded in the following order: transfer, promotion, and then voluntary demotion. The employee with the most departmental seniority who meets the minimum qualifications shall receive the bid. Once a bid is awarded the employee must serve one ( 1) year at the new position prior to another bid being accepted unless approved by the Director of the Shawnee County Health Agency. If no one meets the minimum qualifications the position may be advertised outside the Health Agency as determined by the needs of the Shawnee County Health Agency for the effective delivery of health care services.
b. Return to Previous Position. This language applies only to bids awarded as a transfer or voluntary demotions. If the employee who was awarded the bid for the vacant position changes his/her mind and desires to return to their original position, they have up to seven (7) work days from the effective date of the job change to notify the Director of the Shawnee County Health Agency in writing. Upon notification, the
HEALTH PROFESSIONALS Page 8 Director of the Health Agency will return the employee to their original position without loss of seniority, and award the bid to the next senior person bidding from the current list. During this seven (7) work day trial period the employer may also return the employee to their original position without loss of seniority, with the approval of the Director of Human Resources. If the employer is returning the employee to his/her original position, the employee will notify the Union the reason for the return. After seven (7) days the new position is permanent. An employee may request a return to a previous position only once during a payroll year.
HEALTH PROFESSIONALS Page 9 ------
SECTION 10 HOURS OF WORK
10.3 Overtime. Time and one-half (1 Y:z) will be paid for all hours over forty (40) actually worked in a workweek. Overtime will be offered by scope of practice and seniority in the following order:
a. Team,
b. Division, and then,
c. Outside the Division.
If there are no volunteers for the overtime, employees shall be forced in inverse order of seniority on the team. If all employees have been forced on the team, then employees shall be forced in inverse order of seniority from the rest of the division. Finally, if all employees have been forced in the division, then employees shall be forced in inverse seniority in the rest of the department.
Overtime will only be offered to employees who have met standards of performance through training and/or certifications as determined by management.
The Health Agency Director/ Administrator may designate compensatory time by team classification in lieu of paid overtime if in the Administrator's opinion the financial condition of the Agency does not allow the payment of overtime. Once the Director/Administrator has made such designation, compensatory time will remain in effect until the last pay period of the year. The Health Agency Director/Administrator shall notify staff when compensatory time has been designated.
HEALTH PROFESSIONALS Page 10 10.6 Lunch Periods. All employees shall be scheduled a thirty (30) or sixty (60) minute unpaid lunch unless required to work. The lunch break will ordinarily be taken at the mid-point of the workday. However, the lunch break may be scheduled for efficient use of time. The Employer may occasionally allow or require the lunch break to be taken at the end of the day to allow the employee to go home early. The parties agree that moving the lunch period to the end of the day will not violate Section 10.1 or 10.2 of the Teamsters Master Agreement.
HEALTH PROFESSIONALS Page 11 SECTION 13 VACATIONS
Section 13.8 Vacation Selection. This language is a clarification of the Master. For this bargaining unit, seniority referenced in this section shall be interpreted to mean team seniority (i.e. the employee that has worked the longest in the team would receive the vacation planner first.)
HEALTH PROFESSIONALS Page 12 SECTION 16 WAGES
16.1 Wage Scale. Under no condition is an employee allowed to be paid outside the parameters of the scale.
Beginning with the first day of pay period 1 of payroll year 2014, employees shall be paid in accordance with the attached pay schedule.
The parties agree to enter into the meet and confer process for Section 16.1 only for payroll year 2015.
a. In addition to their regular hourly rate, each employee of this unit who passes a competency test demonstrating written and spoken English I Spanish bilingual proficiency shall receive a fifty cents ($.50) per hour up to a maximum of forty ($40) dollars pay differential per pay period for all hours actually worked.
b. Credit for previous years of experience in Job Code 19150. Newly hired employees in job code 19150 may be given credit for previous years of experience. The years of experience shall be verified by the Director of Human Resources. Only previous work experience as a Registered Nurse shall be counted. Only whole months shall be used to calculate previous years of experience. Previous years of experience shall be rounded to the nearest whole number. The Director of Human Resources shall use the following formula to calculate credit years (CY) [rounded to one decimal place] years of verified experience divided by two (2) equals credit years: (Years of Verified Experience)/2=CY CY shall be translated into pay in the following manner:
1. If CY is 4.9 or less, no adjustment shall be made.
HEALTH PROFESSIONALS Page 13 2. If CY is 5.0 through 10.9, newly hired employees shall be placed on step three (3) of the correct range assignment.
3. If CY equals 11.0 or greater, newly hired employees shall be placed on Step four (4) of the correct range assignment.
c. Credit for previous years of experience in Job Code 19040. Newly hired employees in job code 19040 may be given credit for previous years of experience. The years of experience shall be verified by the Director of Human Resources. Only previous work experience as a Registered Dietitian shall be counted. Only whole months shall be used to calculate previous years of experience. Previous years of experience shall be rounded to the nearest whole number. The Director of Human Resources shall use the following formula to calculate credit years ( CY) [rounded to one decimal place] years of verified experience divided by two (2) equals credit years: (Years of Verified Experience)/2=CY CY shall be translated into pay in the following manner:
1. If CY is 4.9 or less, no adjustment shall be made.
2. If CY is 5.0 through 10.9, newly hired employees shall be placed on step three (3) of the correct range assignment.
3. If CY equals 11.0 or greater, newly hired employees shall be placed on Step four ( 4) of the correct range assignment.
16.2 Initial Hire. All new hires shall be paid on step one of the appropriate range of this contract.
16.3 Initial Hire Probationary Periods. Employees will not receive a step at the end of initial hire probationary period.
HEALTH PROFESSIONALS Page 14 ------c------
16.4 Promotions. Any employee receiving a promotion shall be paid at one step lower than their current step. The effective date of the promotion shall serve as the employee's new anniversary date. The employee is subject to a sixty (60) day probationary period.
16.5 Promotional Probationary Periods. After successful completion of the promotional probationary period, the employee shall move up one step on the salary scale.
16.6 Demotion. Any employee demoting shall move to the new range on their current step with a corresponding reduction in salary. The effective date of the demotion shall serve to establish a new anniversary date. Management employees demoting to a bargaining unit position shall be paid in accordance with Section 9.2.
16.7 Transfers. Any employee transferring shall be placed on the wage scale on their current step. The transfer does not establish a new anniversary date.
16.40 Base Salary Increase for Designated On-Call Employees. RN's and LPN's designated as being "on call" by the Department Head, with the Human Resources Director approval, shall receive an additional $1.00 per hour, to a maximum of eighty (80) hours per pay period, to compensate for on-call responsibilities.
16.41 Trainer Pay. Any employee designated by the employer as a qualified trainer in a particular task(s) will be paid an additional seventy-five cents ($.75) per hour for all hours actually performing training of other employees. All such training periods will be approved and scheduled in advance by the employer. Such training periods will not include orientation of new employees to a work group or periodic observation of trainer designated personnel by new employees. Training periods are defined as periods of time where qualified trainers instruct employees toward task specific and prescribed learning objectives with quantifiable results leading to improved performance on specific tasks.
HEALTH PROFESSIONALS Page 15 Health Professional
2014 Wage Scale
Job Code Range Job Title Job Code Range Job Title 19040 704 Dietitian 19263 706 LSCSW 19150 704 RN 29130 701 LPN 19221 703 Disease Intervention Spec 29135 700 Clinical Medical Assistant 19261 703 Social Worker BSW 49049 702 Child Care Licensing Surveyor 19188 704 Health Promotion Specialist 49051 702 Environ Health Spec I 19189 704 Public Health Educator TBD 700 Dental Assistant 19262 705 Social Worker MSW
Steps 1 2 3 4 5 6 7 8 9 10 11 700 10.71 10.98 11.26 11.55 11.85 12.15 12.46 12.78 13.11 13.45 13.79 701 13.79 14.13 14.48 14.84 15.21 15.59 15.98 16.38 16.79 17.21 17.64 702 14.48 14.84 15.21 15.59 15.98 16.38 16.79 17.21 17.64 18.08 18.53 703 15.98 16.38 16.79 17.21 17.64 18.08 18.53 18.99 19.46 19.95 20.45 704 17.21 17.64 18.08 18.53 18.99 19.46 19.95 20.45 20.96 21.48 22.02 705 17.64 18.08 18.53 18.99 19.46 19.95 20.45 20.96 21.48 22.02 22.57 706 18.08 18.53 18.99 19.46 19.95 20.45 20.96 21.48 22.02 22.57 23.13
Steps 12 13 14 15 16 17 18 19 20 21 700 14.13 14.48 14.84 15.21 15.59 15.98 16.38 16.79 17.21 17.64 701 18.08 18.53 18.99 19.46 19.95 20.45 20.96 21.48 22.02 22.57 702 18.99 19.46 19.95 20.45 20.96 21.48 22.02 22.57 23.13 23.71 703 20.96 21.48 22.02 22.57 23.13 23.71 24.30 24.91 25.53 26.17 704 22.57 23.13 23.71 24.30 24.91 25.53 26.17 26.82 27.49 28.18 705 23.13 23.71 24.30 24.91 25.53 26.17 26.82 27.49 28.18 28.88 706 23.71 24.30 24.91 25.53 26.17 26.82 27.49 28.18 28.88 29.60
HEALTH PROFESSIONALS Page 16 SECTION 17 HEALTH & SAFETY
17.2 Full-time health professionals will be considered for financial assistance up to $150.00 per year to attend seminars, workshops, and conferences which are related to that individual's job. Part time employees will be eligible for a prorated allowance based upon their benefit schedule.
Reimbursement will be limited to registration fees, housing, meals and necessary travel expenses unless provided for by a grant. From time to time budgetary constraints may require that only some of the expenses will be reimbursable. Each request for attendance at a seminar, workshop or conference will be submitted prior to attendance and approved or denied on an individual basis. If approved, the approval shall list the expenses the County is willing to pay.
HEALTH PROFESSIONALS Page 17 SECTION 20 DISCIPLINE AND DISCHARGE
20.4 Discipline for just cause shall be expanded to include:
g. Falsification of work documents or medical records;
h. Breach of confidentiality;
i. Misrepresentation of professional credentials;
j. Working outside an employee's scope of practice.
20.7 Discipline pertaining to an employee shall not be subject to the limitations set forth in Section 20.2 of the Master Agreement, but will remain in effect during the duration of their employment for serious offenses such as but not limited to the following: breach of confidentiality, altering/falsifying medical records, misrepresentation of professional credentials, and working outside their scope of practice.
HEALTH PROFESSIONALS Page 18 SECTION 22 EFFECTIVE LAW
22.1 If, by reason of any federal or state government law, litigation, or by Presidential Order, any section or sections of this agreement become inoperative, then the remainder of the agreement continues in effect and that inoperative section or sections shall be open for negotiations.
HEALTH PROFESSIONALS Page 19 SECTION 23 EFFECTIVE DATE I DURATION I TERMINATION
23.1 Effective Dates. This agreement shall be effective from the first pay period in payroll year 2013 and shall remain in full force and effect until midnight the last day of the last pay period of payroll year 2015.
23.2 Automatically Renew. Upon its expiration, this agreement shall automatically renew each year for additional one-year periods unless either party shall notify the other in writing, not less than sixty (60) days prior to the expiration of the agreement, they intend to modify or terminate the agreement.
23.3 Reopen. This agreement may be modified at any time by mutual consent of the parties.
NOTE - It is understood that this document will become an addendum to the 2013-2015 Master Agreement between parties.
HEALTH PROFESSIONALS Page 20 SHAWNEE COUNTY Department of Emergency Management 200 SE ih Street Emergency Operations Center Topeka, KS 66603 (785) 233-8200 ext. 4150 Dave Sterbenz, Director
April 6, 2014
MEMO: Ambulance Advisory Board Member Resignation
TO: Board of County Commissioners Shawnee County Kansas
FROM: Nelson E Casteel - Ambulance Compliance Officer ..dJL~ Shawnee County Emergency Management 7 I
Please place on the Consent Agenda for the Shawnee County Board of County Commissioners meeting to be held on Thursday April 10, 2014.
The Shawnee County Ambulance Compliance Officer has received the attached email notification from Ambulance Advisory Board Member Kathy Kilmartin. Board Member Kilmartin was appointed on June 11, 2012 and has been serving as the Citizen at Large representative.
Board Member Kilmartin has indicated in the emails that she does not wish to be reappointed to her current position, which expires June 11, 2014.
There is no fiscal impact to Shawnee County regarding this matter.
Should you have any questions please feel free to contact: Compliance Officer Nelson E Casteel at [email protected] or 785-251-4558 ###
Mitigation Preparedness Response Recovery Casteel, Nelson
From: Kathy Kilmartin [[email protected]] Sent: Sunday, April 06, 2014 4:59 PM To: Casteel, Nelson Subject: Re: TERM OF APPOINTMENT - AAB
At this time I wish to officially notify the board and Mr. Casteel of my plans to discontinue my membership on the Ambulance Advisory Board. I have taken a new job at Stormont-Vail HealthCare which will involve some travel and attending numerous educational sessions. I will need to devote my time to my profession and regret I will not have the time to dedicate to the Ambulance Board. Thanks-you for allowing me to serve Sincerely, Katherine Kilmartin
From: Casteel. Nelson Sent: Thursday, April 3, 2014 4:14PM To: Rezac. Jane; Sterbenz. Dave ; mailto:[email protected] Cc: Casteel. Nelson Subject: TERM OF APPOINTMENT - AAB
Jane and Dave:
I am awaiting an official written notification from Ambulance Advisory Board Member Kathy Kilmartin regarding not continuing past expiration of her appointment on June 11, 2014.
I have conversed with Jane and as soon as I receive the notification we will put it on the Agenda and ask that the Board address filling the vacancy.
Attached to this email is Resolution 2012-59. I have highlighted two sections pertaining to this matter, on pages 2 and 3.
Nelson E Casteel, KCEM
Ambulance Compliance Officer
Communications Officer
Shawnee County Emergency Management
200 SE 7th 5810, Topeka KS 66632
785-251-4558
1 D 3
SHAWNEE COUNTY Department of Emergency Management 200 SE ih Street Emergency Operations Center Topeka, KS 66603 (785) 233-8200 ext. 4150 Dave Sterbenz, Director
April 4, 2014
MEMO: Board Member Reapeointment
TO: Board of County Commissioners Shawnee County Kansas FROM: Director Dave Sterbenz- Chairperson .£#') Shawnee County Emergency Management Nelson E Casteel -Ambulance Compliance Officer Shawnee County Emergency Management '(/Ut/
In accordance with Shawnee County Resolution 2012-59 (see attached), the term for the Citizen at Large Board Members on the Ambulance Advisory Board will expire on June 11, 2014.
For the initial period of the new Board, set forth in 2012-59, the term was set for two years for the Citizen At Large Board Members in order to stagger the terms of each position on the Board. From this point forward the term for the Citizen at Large Board Member will be three years.
The incumbent, Nels Anderson, has asked to be reappointed to serve a full term which would expire on June 11, 2017. Since his original appointment to the Ambulance Advisory Board in June 2012, Mr. Anderson has only missed two meetings out of the 18 held in 2012-2013.
It is therefore requested that the Board of County Commissioners approve the reappointment of Mr. Anderson to serve the three year term on the Ambulance Advisory Board (Term 6/11/2014 to 6/11/2017).
There is no fiscal impact to Shawnee County regarding this matter.
Should you have any questions please feel free to contact: Chairperson Dave Sterbenz at [email protected] or 785-251-4151 Compliance Officer Nelson E Casteel at [email protected] or 785-251-4558
Mitigat on Preparedness Response Recovery RESOLUTION NO. 2012-_S_'l__ _
WHEREAS, the Board of County Commissioners of the County of Shawnee,
Kansas has established an Ambulance Advisory Board to advise the Commission on the provision of ambulance service in Shawnee County; and
WHEREAS, the Board of County Commissioners of the County of Shawnee,
Kansas desires to have the advice of citizens who are knowledgeable in the area of ambulance services for the residents of Shawnee County; and
WHEREAS, the Board of County Commissioners of the County of Shawnee,
Kansas deems it in the best interest of the citizens of Shawnee County to adopt the following rules and regulations for the operation of the Ambulance Advisory Board;
NOW, THEREFORE, the Board of County Commissioners of the County of -.A Shawnee, Kansas, meeting in regular session on this _1_ day of ....:fY1~..:::::tA..!:.!jg_---
2012, does hereby resolve as follows:
1. Membership of the Ambulance Advisory Board
a. The Ambulance Advisory Board shall consist of the following:
1. One member from Stormont Vail Hospital, preferably someone
with knowledge of or experience in providing emergency
medical service. The CEO or other management personnel
from Stormont Vail Hospital shall be invited to recommend a
person for this position.
1 n. One member from St. Francis Hospital, preferably someone
with knowledge of or experience in providing emergency
medical service. The CEO or other management personnel
from St. Francis Hospital shall be invited to recommend a
person for this position. iii. One member from the Topeka Fire Department. The Topeka
Fire Chief shall be invited to recommend a person for this
position.
IV. One member from the Rural Fire Chiefs. The Rural Fire Chiefs
shall be invited to nominate a representative by majority vote.
v. Two members from the public. These persons will preferably
have some knowledge in the areas of emergency medical
service, administration of ambulance service, or other related
areas. No person may serve in this position if such person is
employed by AMR or the Topeka Fire Department or if such
person is employed or volunteers for any of the County's Rural
Fire Departments. v1. One member shall be the Director of the Shawnee County
Emergency Management Department or his or her designee.
This member shall not vote except to break a tie.
2 ------
b. Members of the Ambulance Advisory Board shall be appointed by and
serve at the pleasure of the Board of County Commissioners. The
Board of County Commissioners may interview prospective appointees
prior to appointment.
c. All members shall be residents of Shawnee County.
d. Term Limits. Every Advisory Board member shall be appointed for a
three (3) year term. Each member may serve a maximum of two (2)
terms. The terms shall be staggered. For the first members appointed
after this resolution is enacted, the members from the Topeka Fire
Department and the Rural Fire Chiefs shall serve one (1) year terms,
the members from the public shall serve two (2) year terms and the
hospital members shall serve three (3) year terms Thereafter, all
members shall serve three (3) year terms. These term limits shall not
apply to the position filled by the Shawnee County Emergency
Management Director or his or her designee.
2. The scope of authority of the Ambulance Advisory Board is advisory to
the Board of County Commissioners on issues relating to the provision of ambulance
service in Shawnee County. A quorum of the Advisory Board will be fo.ur (4) members.
The Shawnee County Emergency Management Department shall provide clerical support
to the Advisory Board as necessary for the taking of minutes of its meetings. Meetings
3 shall be held at least once every other month, but the Advisory Board may meet as often as deemed necessary to accomplish its purpose.
3. The Advisory Board may request the attendance of the County Counselor or the County Finance Director or his or her designees at its meetings upon sufficient notice to these departments.
4. The Board of County Commissioners may, from time to time, solicit the recommendations of the Ambulance Advisory Board with respect to any matter that affects the provision of ambulance services within Shawnee County, Kansas. Any formal recommendation by the Ambulance Advisory Board to the Board of County
Commissioners shall be on motion passed by a majority of a quorum.
5. One of the functions of the Ambulance Advisory Board is to assist the
Shawnee County Emergency Management Department with ambulance contract compliance. The Shawnee County Emergency Management Department is hereby authorized to provide all data, records and reports relating to the provision of ambulance service in Shawnee County to the Ambulance Advisory Board. Upon completion of each monthly review report by the Emergency Management Department, such report shall be made available at the next meeting of the Ambulance Advisory Board. Ifthe Ambulance
Advisory Board deems it necessary to have additional information from the ambulance provider to perform its duties pursuant to this resolution, it may request the Shawnee
County Counselor to assist it in obtaining the records from the provider. Nothing in this
4 section shall be construed to allow the Ambulance Advisory Board access to confidential
or proprietary records.
6. In the interest of assuring that Shawnee County is providing adequate and
appropriate ambulance service for its citizens, the Board of County Commissioners
requests that the Ambulance Advisory Board perform long range planning in the area of
ambulance service. This may include recommendations to the Board of County
Commissioners on such issues as whether ambulance service should be provided by the
government or by private enterprise; whether to request proposals for ambulance service
in the future; government subsidy issues; what type and scope of service should be
provided; the quality of the continuum of care for patients and any other issue that the
Ambulance Advisory Board determines should be discussed regarding the future provision of ambulance service in Shawnee County.
7. The Ambulance Advisory Board shall have the authority to make unsolicited recommendations to the Board of County Commissioners with respect to any matter that affects the provision of ambulance services within Shawnee County, Kansas.
8. On all ambulance service related issues, the ambulance service provider shall present the issues to the Ambulance Advisory Board first for its recommendation before coming before the Board of County Commissioners. This requirement shall include all rate and subsidy issues. The ambulance service provider is strongly encouraged to present any proposed operational change to the Ambulance Advisory
Board before the change is made.
5 I •
I
9. Neither the Ambulance Advisory Board nor its members shall have the
authority, jointly or severally, to contract, tax, or otherwise take any action which would
in any way bind the Board of County Commissioners of the County of Shawnee, Kansas.
10. Resolution No. 2002-44, and any other resolution in conflict herewith, are
hereby rescinded.
BOARD OF COUNTY COMMISSIONERS SHAWNEE COUNTY, KANSAS
Theodore D. Ensley, Chair Jk~Vi~M, ~
ATTEST:
APPROVED AS TO FORM AND LEGALITY BY THE SHAWNEE COUNTY COUNSELO 'S OFFICE
DATE
6
