PREAMBLE

THIS AGREEMENT is entered into by Clatsop County, a political subdivision of the State of Oregon, hereinafter referred to as the "County," and the Clatsop County Employees Local Union 2746‑0, Community Corrections - Sheriffs Unit, affiliated with the Oregon AFSCME, Council 75 of the American Federation of State, County and Municipal Employees, AFL‑CIO, hereinafter referred to as the "Union." Unless specifically modified by a provision of this Agreement, the County's authority and discretion may be exercised to the fullest extent permitted by law. Nothing in this Preamble is intended to waive or modify any legal duty arising under the Public Employee Collective Bargaining Act, or to limit the authority of an arbitrator or the Employment Relations Board to interpret and apply the provisions of this contract in accordance with applicable legal standards.

ARTICLE 1 ‑ SCOPE OF AGREEMENT AND RECOGNITION

1.1 ‑ Recognition. The County recognizes the Union as the sole and exclusive bargaining agent for the purpose of establishing wages, salaries, hours and other conditions of employment for all employees, including corrections shift supervisors and Community Corrections Department Parole and Probation Officers, within the Sheriff bargaining unit, excluding all other supervisors, confidential employees, nurses, casual employees and all employees working in other bargaining units.

1.2 ‑ Employment Definitions.

A. Regular. Employees who have satisfactorily completed their probation period and who are employed to fill regular positions.

B. Full Time. Those employees whose regular work schedule is the full normal week for their department.

C. Part Time. Those employees who work on a regular work schedule of specific hours and days of the week which is less than the full normal workweek for their department. Prorated vacation and sick time benefits will accrue based on hours worked. Employees working less than eighty (80) hours per month are not eligible for fringe benefits.

D. Casual Employees. Those employees hired, full or part time, for a definite period of time or for a job of limited duration with the understanding that there is no guarantee of continuation of employment. After 1040 hours of work in any twelve (12) consecutive month period, casual employees shall be eligible for fringe benefits provided for in this contract on the same basis as regular employees.

E. Probationary Employees. Those full‑time and part‑time employees who are serving a probationary period of not less than twelve (12) months for employees who transfer from one discipline (ie: corrections, patrol or probation) to another, or eighteen (18) months from the date of hire. New employees serve an eighteen (18)-month probation in accordance with Article 13.6 of this contract. Transferred employees who are unsuccessful may return to the former position in accordance with Article 13.6 of this contract.

Employees serving a probationary period shall receive a performance evaluation following six (6) months of employment and once every six (6) months thereafter until the probation period is completed.

F. Anniversary Date. The date the employee will be considered for periodic step increases and accruals of vacation and sick leave or is promoted or reclassified upward or downward. If the hire date as defined below is on or before the 15th calendar day of the month, the anniversary date shall be on the 1st day of that month. If the hire date is the 16th or after, the anniversary date shall be the first of the next month.

G. Hire Date. The date the employee first renders paid service to the County as a regular probationary employee.

H. Supervisory Employees. Employees as defined by ORS 243.650, paragraph (14).

I. Confidential Employees. Employees as defined by ORS 243.650, paragraph (6).

ARTICLE 2 ‑ MANAGEMENT RIGHTS

2.1 ‑ Management Rights. The Union recognizes the prerogative of the County to operate and manage its affairs in all respects in accordance with its responsibilities, except as otherwise specifically limited by the terms of this Agreement. The County retains all the customary, usual and exclusive rights, decision making authority, prerogatives and functions connected with or in any way incidental to its responsibility to manage the affairs of the Community Corrections Department and Sheriffs Office, except as otherwise specifically limited by the terms of this Agreement. The rights of the employees in the bargaining unit and the Union hereunder are limited to those specifically set forth in this Agreement. The County shall have no obligation to bargain with the Union with respect to any such subjects or the exercise of its discretion and decision making with regard thereto; and subjects covered by the terms of this Agreement are closed to further bargaining for the term hereof; and any subject which was or might have been raised in the course of collective bargaining is closed for the term hereof.

Without limitation, but by way of illustration, the exclusive prerogatives, functions and rights of the County shall include the following:

A. To determine the services to be rendered to the citizens of the County.

B. To determine and to follow the County's financial, budgetary and accounting procedures.

C. To direct and supervise all operations, functions and policies of the Sheriffs Office and Community Corrections Department, and requirements of facilities and its operations in which the employees in the bargaining unit are employed, and such other operations, functions and policies in the remainder of the County as they may affect employees in the bargaining unit.

D. To close or liquidate any office, branch, operation, or facility, or combination of facilities, or to relocate, reorganize or combine the work of divisions, offices, branches, operations, or facilities for budgetary or other reasons.

E. To manage and direct the work force, including, but not limited to, the right to determine the place to report for work; to determine methods, processes and manner of performing work; the right to hire, promote and retain employees and transfer them within the same pay range or demote to a lesser pay range should they not be qualified for retention of their present pay range, or should their work habits or productivity not justify retention to pay range; the right to lay off; the right to abolish positions or reorganize the departments; the right to determine schedules of work; the right to purchase, dispose of and assign equipment or supplies; the right to demote or terminate employment of an employee whose work habits or productivity fall below the work standard as determined by the department head for his department based on the adopted job description in effect at the time and as demonstrated by the work requirements of the department.

F. To determine the need for a reduction or an increase in the work force to implement any decision with regard thereto.

G. To establish, revise and implement standards for hiring, classification, promotion, quality of work, safety, materials, equipment and appearance.

H. To implement new, and revise and discard, wholly or in part, old methods, procedures, materials, equipment, facilities and standards.

I. To contract or subcontract work as may be determined by the County, provided that as to work which has been previously and regularly performed by employees in the bargaining unit, the County agrees to afford an opportunity for the Union to negotiate with the County the effects that such action will have on employees in the unit prior to the County finalizing or implementing new decisions concerning such contracting or subcontracting. The County will encourage any subcontractor to hire employees who would be laid off due to this subcontract.

J. To assign shifts, workdays, hours of work and work locations.

K. To designate and to assign all work duties

L. To introduce new duties within the unit.

M. To determine the need for and the qualifications of new employees, transfers and promotions.

N. To discipline, suspend, demote or discharge an employee so long as such action is not arbitrary, in bad faith or without cause.

O. To determine the need for additional educational courses, training programs, on-the-job training and cross-training, and to assign employees to such duties for periods to be determined by the County.

References in this contract to the Sheriff’s Office include the Community Corrections Department.

ARTICLE 3 ‑ UNION SECURITY

3.1 ‑ Membership. Membership or non-membership in the Union shall be the guaranteed individual choice of employees within the bargaining unit subject to this Agreement; provided, however, that any such employee, who as of the date of execution of this Agreement has chosen, or hereafter and during the term of this Agreement chooses to belong to the Union, shall, commencing with the date of execution of this Agreement, be eligible to maintain membership subject to the following limitations:

A. Union membership shall be defined as the tender of periodic dues and the initiation fee uniformly required as a condition of acquiring or retaining membership. Dues deduction commences with the first full month of employment.

B. Each employee shall be entitled to withdraw from membership in said Union by the giving of written notice to the Union and the Clatsop County Central Services Director.

3.2 ‑ Fair share. The County agrees to fair share in accordance with and pursuant to the terms of the Oregon Revised Statutes 243.650(10) relative to this matter with the understanding that the fair share for nonunion employees shall be equivalent to the dues of the Union membership in Local 2746‑0, Sheriffs Unit, Council 75, American Federation of State, County and Municipal Employees, AFL-CIO.

The right of non‑association of employees based on bona fide religious tenets or teachings of a church or religious body of which such employee is a member is hereby guaranteed. Such employee shall pay his fair share amount described herein above to a non‑religious charity or to another charitable organization mutually agreed upon by the employee affected and the representative of the labor organization to which such employee would otherwise be required to pay dues. The employee shall furnish proof to the Union that this has been done.

3.3 ‑ Indemnification. The Union will indemnify, defend and hold the County harmless from all suits, actions, proceedings, and claims against the County or persons acting on behalf of the County, whether for damages, compensation, reinstatement or any combination thereof, arising from the application of this Article. In the event that any part of this Article or Article 4 should be declared invalid or that the monthly service fee collected under these Articles should be ordered reimbursed to any nonmember, the Union shall be solely responsible for such reimbursement.

3.4 ‑ New Employees. The County agrees to furnish each new employee in the bargaining unit with a copy of the collective bargaining agreement at the commencement of employment of each employee, with the cost of preparation of such agreement to be borne equally between the Union and the County.

ARTICLE 4 ‑ CHECKOFF

4.1 ‑ Checkoff. The County agrees to deduct from the paycheck of each employee authorized by the Union the regular monthly dues uniformly required of members of the Union and the amount of fair share determined by application of Article 3, Section 3.2 of the Agreement from all non‑union members of the bargaining unit for which the Union is the exclusive bargaining agent. The amount deducted, together with an itemized statement, shall be transmitted monthly to the Union treasurer, or designee, on behalf of the employees involved. The performance of this service is at no cost to the Union. The County will not be held liable for any errors, but will make any proper corrections as soon as possible.

4.2 ‑ Political Action Committee Deduction. Employees may request that payroll deductions for a designated political action committee be made on the AFSCME Council 75 form developed for that purpose in accordance with law.

ARTICLE 5 ‑ HOURS OF WORK

5.1 ‑ Work Schedules. The regular hours of work each day shall be consecutive. Employees shall be scheduled to work on a regular work shift consisting of five (5) consecutive eight (8) hour days followed by two (2) consecutive days off, or if mutually agreed by the employee(s) and the County, a work schedule consisting of four (4) consecutive ten (10) hour days followed by three (3) consecutive days off. Each shift shall have a scheduled starting time and quitting time including but not limited to the following:

In the Corrections Division these shall be:

0000‑0800, 0800‑1600, 0900‑1700, 1600‑2400, and 1900‑0300

Shifts in the Criminal Division include, but are not limited to:

0000‑0800, 0800‑1600, 1200‑2000, 1600‑2400, 1900‑0300 and 0600‑1400

Shifts in the Community Corrections Department shall include, but are not limited to

0800‑1700

Work week shall be defined as the seven (7) consecutive day period beginning with the employee's first scheduled day of work. Work day shall be defined as any 24 hour period. Work days and days off shall be consecutive. Shift assignments shall be regular and consistent. The posted work schedule shall reflect the employees’ base schedule.

The County and the employee may flex the employee’s work schedule by mutual agreement, either to meet operational needs or to accommodate reasonable personal needs. Flexing of time shall occur within the work week, and will not be denied arbitrarily and capriciously. In addition, the County and the Union may agree to alternative work schedules for special teams or to meet operational needs.

5.2 ‑ Hours of Work. Hours of work shall include all paid leaves such as vacation leave, sick leave, holidays and bereavement leave.

5.3 ‑ Posting Work Schedules. Work schedules for Criminal and Corrections Divisions, and for the Community Corrections Department will be posted on the respective bulletin boards. The work schedule shall show shifts and work hours for each work day. Work schedules shall be posted at least 15 days in advance prior to implementation.

5.4 ‑ Changes to Posted Work Schedule. Once posted, the posted work schedule may be changed when:

A. The change is mutually agreed by the County and the affected employee(s).

B. Bona fide emergency or other situations beyond the County's control which could not reasonably have been anticipated. Bona fide emergency does not include vacation coverage.

C. Employees required to change their regular schedule of work for a bona fide emergency shall receive overtime for all hours worked outside their regular schedule during the first 48 hours of the declared emergency. Notification of an emergency schedule change shall be made in a manner that is acknowledged by the employee..

D. 15 calendar days prior notice is given.

This Article does not restrict the County's ability to schedule or require employees to work additional hours subject to the overtime and call back articles of this Agreement. This Article 5.4 does not apply to flexing or to any agreed upon alternative schedule.

5.5 ‑ Call Back.

A. Employees called back to work prior to the beginning of their normal shift shall be paid at the overtime rate for overtime hours unless the employee and the County agree to flex the employee's normal scheduled hours.

B. In the event an employee is called back to work for any reason (such as, training, staff meetings, qualifications, or in the case of probation officers to physically respond in person to another location to deal with an offender issue) outside of an employee's normal work hours and not in conjunction with their normal scheduled hours (i.e., a holdover or early start of shift), the employee shall be paid at the overtime rate for overtime hours worked, or for a minimum of two hours, whichever is greater. Employees called back to duty shall not be assigned additional duties to fulfill the two hours minimum, except in an emergency.

For parole and probation officers, if the matter can be resolved by a phone call, telephonic work off duty will be paid in fifteen (15) minute increments based on 5.0 minute rounding. (For example, a four (4) minute phone call is de minimus and not compensable; a five (5), ten (10) or fifteen (15) minute phone call and interruption including response by fax or otherwise will be paid as fifteen minutes based on this rounding rule. Nineteen (19) minutes is paid as fifteen (15), and twenty-one (21) minutes is paid as one half hour.)

C. The County and the employee may mutually agree to flex the employee's work hours within the forty (40) hour designated work week.

5.6 ‑ Shift Change Over and Rotating Days Off. Employees shall be allowed a minimum of twelve (12) hours off between shift change over, and in no event shall an employee's monthly salary be reduced due to rotating days off when the employee works less than forty (40) hours in a seven day period. Should it not be possible to schedule two (2) consecutive days off during the two weeks of rotation, an administrative day off shall be scheduled prior to the eighth (8th) consecutive day worked; provided however that the employee may flex his/her schedule by mutual agreement with the supervisor to provide for a work schedule and for days off other than as provided herein. The practice of allowing flex scheduling may be discontinued by the County or by the Union upon ten (10) day written notice by either party.

5.7 ‑ Meal Periods.

A. Corrections Deputies, Transition Center Technicians, and Control Room Technicians shall be allowed up to sixty (60) minutes of on-duty time for lunch without leaving the assigned facility and shall be provided one meal per shift by the County. No duties other than their required functions shall be added to Corrections Division employees during their meal period.

B. Deputies assigned to the Criminal Division shall be allowed up to sixty (60) minutes of on‑duty time for lunch. Deputies in the Criminal Division may take lunch at their discretion during their shift provided they notify Dispatch of their actual location and that they remain readily available to respond to duty if needed.

C. Meal periods shall be scheduled consistent with the operating requirements of the respective division and shall be scheduled approximately in the middle of the work shift.

D. Parole and Probation Officers shall be allowed up to sixty (60) minutes of non‑paid lunch period at the middle of their work shift.

5.8 ‑ Rest Periods. Except as required by operational necessity as determined by the shift supervisor, employees shall have two (2) uninterrupted 15 minute rest periods on duty time, scheduled as near as possible to the middle of each half shift. Rest periods are compensated as hours of work. An employee shall not be entitled to additional compensation in the event such periods cannot be taken.

5.9 ‑ Assignments. Positions identified in Appendix A/Addendum A are considered separate job classifications into which employees are hired or promoted, and in which employees have a property right such that removal may occur only for just cause under this Agreement. The Sheriff retains the right to assign to and reassign employees from ‘special’ assignments or postings, with the Sheriff retaining the right to determine the duration of assignments/postings and remove an employee from an assignment or posting prematurely for reasons related to operational need or performance as determined by the Sheriff or Appointing Authority. Removal from an assignment is administrative and not discipline. At the time of assignment, the Sheriff will identify the intended duration of the assignment. The incumbents of assigned positions retain the classification of “deputy sheriff.” Examples of special assignments include but are not limited to work crew and courthouse security officer, marine deputy, canine handler, and field training officer.

ARTICLE 6 ‑ HOLIDAYS

6.1 ‑ Holidays. The following holidays shall be recognized and observed as guaranteed paid holidays:

New Years' Day ‑ January 1

Martin Luther King Jr. Day ‑ Third Monday in January

Presidents' Day ‑ Third Monday in February

Memorial Day ‑ Last Monday in May

Independence Day ‑ July 4

Labor Day ‑ First Monday in September

Veterans' Day ‑ November 11

Thanksgiving Day ‑ Fourth Thursday in November

`Personal Day ‑ Friday following Thanksgiving

"One‑half Personal Day ‑ Day before Christmas Holiday

Christmas Day ‑ December 25

"'Personal Day ‑ Two per fiscal year

Any other holiday declared by the President or Governor shall be observed on the first occurrence of that holiday during the term of this Agreement. Subsequent occurrences shall not be observed except by mutual agreement.

Four‑day weekend for Thanksgiving

One‑half day off (afternoon) on day preceding Christmas holiday.

"' This is two paid days off per fiscal year requested on a date specified by the employee with the consent of the supervisor or Sheriff. Employees hired after December 1 shall not accrue the two (2) personal leave days for the fiscal year in which they are hired.

6.2 ‑ Eligible Employees. Each regular full‑time, part‑time and probationary employee who has completed one week of continuous employment and who worked the employee's last regularly scheduled day before and the employee's first regularly scheduled day after any of the above holidays. However, an employee's failure to work on such prior period of next following scheduled workday shall be excused if due to one of the following reasons:

A. Jury service;

B. Scheduled vacation;

C. Scheduled compensatory time off;

D. Bona fide injury or illness for which an employee is qualified for sick pay under the provisions of Article 8, 8.1 of this contract;

E. Any other verified reason excused by the affected Department Head.

Such regular part‑time employees, regardless of the employee's daily schedule, will receive prorated holiday time off based on the employee's regular weekly hours. Example: An employee scheduled to work a 20‑hour week will receive 4 hours of holiday time off. If the holiday falls on a day the employee is not scheduled to work, this time must be taken on the employee's regular workday closest to the holiday.

6.3 ‑ Holiday Pay. An eligible employee shall receive pay for the employee's regular scheduled hours for each of the holidays listed above which falls on a regularly scheduled workday and on which the employee performs no work, except as provided under Article 6.2 for holidays for part-time employees.

6.4 ‑ Weekend Holidays. Whenever a holiday shall fall on a Sunday, the succeeding Monday shall be observed as a paid holiday and whenever a holiday shall fall on a Saturday, the preceding Friday shall be observed as a paid holiday.

6.5 ‑ Holiday During Leave. Should an employee be on authorized paid leave when a holiday occurs, such holiday shall not be charged against such leave.

6.6 ‑ Holiday Work. If an employee in the Community Corrections Department works on any of the holidays listed above, the employee shall, in addition to the employee's pay for the holiday at straight time, be paid one and one-half (1-1/2) times the regular rate for each hour worked, or at the double time and one-half (2.5) rate. The overtime rate paid on a holiday shall be double time and one-half (2.5) the regular rate of pay and shall not compound.

6.7 ‑ Holiday Variations. Bargaining unit members who are assigned to continuous operations, excluding parole and probation officers, shall work the employee's scheduled shifts without regard to holidays listed in Article 6.1. In lieu of time off on holidays designated in Article 6.1, bargaining unit members who are assigned to continuous operations, excluding parole and probation officers, shall receive one day of paid leave per month to be taken in conjunction with the employee's normal scheduled days off or other days mutually agreed to each month, and in addition shall be entitled to 3.5 floating holidays to be scheduled in the same manner as vacation leave. If a new holiday is declared by the Governor or President under Article 6.1, the number of floating holidays under Article 6.7 shall be increased in the year of the first occurrence of that holiday during the term of this Agreement. Subsequent occurrences shall not be observed except by mutual agreement. The above employees covered under this Section who work on a designated holiday listed under Section 6.1 shall not receive any additional benefit for working on the holiday.

An employee may accumulate up to twenty four (24) hours of "red letter” compensation time. The employee shall designate to his/her supervisor which months are chosen for accrual. These days shall be scheduled in the same manner as vacation leave.

ARTICLE 7 ‑VACATIONS

7.1 ‑ Accrual and Allowance. Regular full‑time employees shall accrue vacation time on a monthly basis in accordance with the following schedule:

A. Service Requirement Vacation Period

1 through 5 years 04615 hours/hour worked

(12 days/year)

5 through 9 years .05769 hours/hour worked

(15 days/year)

10 through 14 years .06923 hours/hour worked

(18 days/year)

15 through 19 years .08077 hours/hour worked

(21 days/year)

20+ years .09231 hours/h our worked

(24 days/year)

Eligibility for vacation leave is established after six months of continuous employment. Employees can use only what has been accrued through the end of the month prior to the month when vacation is taken.

Vacation accrual will be prorated, based on the employee's hire date. Six months of continuous service is based on the month in which accrual begins.

B. Part-time regular employees shall accrue prorated vacation leave based on hours worked.

7.2 ‑ Continuous Service. Continuous service for accelerated accumulation of vacation leave credit shall be service unbroken by separation from the County, except that time spent by an employee on military leave, Peace Corps duty, leave resulting from a job‑incurred injury, Oregon Family Leave Act and Federal Medical Leave Act or authorized educational leave, all of which shall be included as continuous service. Time spent on other types of authorized unpaid leaves will not count as part of the continuous service except employees returning from such leave, or employees who are laid off, shall be entitled to credit for service prior to the leave.

7.3 ‑ Vacation Pay. The rate of vacation pay shall be the employee's regular straight‑time rate of pay in effect for the employee's regular job.

Employees shall receive vacation pay prior to the employee's vacation period if the employee provides notice requesting such pay not less than five (5) working days prior to the preceding pay date of the County .

7.4 ‑ Choice of Vacation. An employee shall be permitted to request a specified date for their vacation period. Vacation time shall be scheduled by the supervisor based upon the supervisor's judgment as to the needs of the efficient operation of the department and to meet the needs of the County, the Community Corrections Department and/or the Sheriff's Office. Subject to the foregoing, employees have the right to so determine vacation time. Vacation time shall be selected on the basis of seniority; provided, however, each employee will be permitted to exercise his right of seniority only once in the calendar year. Employees may not utilize their seniority to bump a less senior employee within 60 days of an employee's scheduled vacation.

7.5 ‑ Maximum Accrual. Vacation periods shall be computed on the basis of the employee's anniversary date. Vacation periods shall be taken each year. Employees who do not request a vacation period prior to the end of the third month following the year in which the vacation was earned shall be scheduled for a vacation by the Department Head in the following three months, up to a maximum of forty (40) hours.

Vacation leave may be accrued up to a maximum of one and one‑half of the amount authorized per year. For example, if authorized 12 days per year, an employee may accrue up to 18 days' accumulation. However, when an employee reaches their maximum accrual, the employee and Department Head or Sheriffs designee shall meet to schedule the taking of vacation leave. If workload requirements will not permit the taking of leave, vacation accrual over the maximum shall not be lost. Such excess will be recorded in the official leave records and asterisked as such.

7.6 ‑ Vacation Rights in Case of Layoff or Separation. Any employee who is laid off, discharged, retired or separated from the service of the Employer for any reason, prior to the taking of earned vacation, shall be compensated in cash for all unused vacation accumulated at the time of separation at his or her regular straight time rate. If an employee terminates prior to the 16th of the month there is no vacation accrual for that month. If an employee terminates during the 16th of the month or after, one day of vacation will be accrued for that month.

7.7 ‑ Work During Scheduled Vacation Period. Any employee who is requested and in fact does work during a scheduled vacation period shall be paid for regular hours worked at the rate of double time and for overtime hours worked at the rate of triple time, for a minimum of two hours' pay. Provided, however, if such employee is requested and does work during a scheduled vacation period due to circumstances beyond the control of the County or the Sheriff, the above described increase rates of compensation do not apply, but shall be paid for a minimum of two hours of the employee's regular rate of pay.

7.8 ‑ Canceling Vacations. If the employee's vacation should be canceled as provided in 7.7, the employee may reschedule their vacation to a future date, and such schedule shall be given priority by the Department Head, provided it does not cause a conflict with other scheduled vacations. Cancellation of vacation shall not be done in a capricious or arbitrary manner.

7.9 ‑ Transferring Vacation Time.

A. An employee having accumulated vacation time may transfer accumulated vacation time to any other County employee.

B. The employee transferring vacation time to another employee shall authorize in writing the transfer on a form provided by the County. The transfer of vacation time once authorized is irrevocable and not subject to Article 15 of this Agreement if the transfer is accomplished in accordance with the employee's written authorization. Vacation time shall be transferred in hour increments only.

C. Transfer of vacation time shall only occur if the receiving employee is suffering from an injury, illness or disability preventing that employee's return to work and that employee has exhausted all accumulated vacation time, sick leave or other leave with pay to which the employee is entitled.

ARTICLE 8 ‑ SICK LEAVE

8.1 ‑ Allowance. Any regular or probationary employee contracting any sickness or disability which renders such employee unable to perform the duties of employment shall receive sick leave with pay.

Eligibility for sick leave is established after one continuous month of employment from the hire date. One month of continuous service is based on the month in which accrual begins. Part-time regular or probationary employees shall accrue prorated sick leave based on hours worked.

Full‑time employees shall be allowed one day sick leave accumulation at the completion of each full calendar month of service

8.2 ‑ Notification. Any employee who is ill or unable to report to work for any reason shall notify an appropriate supervisor/designee as soon as possible and no later than one hour prior to the start of the shift. In case of a continuing illness, the employee shall continue to notify the employee's immediate supervisor weekly of the employee's ability to work. Sick leave may be denied for non‑compliance.

8.3 ‑ Employee Illness. In the event of the employee's own injury or illness, the employee may be required to furnish a certificate issued by a licensed physician or practitioner or other satisfactory evidence of illness, where the County or the Sheriff has reason to suspect abuse of sick leave privileges, or where the absence from duty is more than seven (7) working days. In the event such certification request is made, the medical cost to the employee, if any, will be borne by the County.

8.4 ‑ Family Illness. An employee may use accumulated sick leave, vacation, compensation time, personal holiday time or unpaid leave upon approval of his/her supervisor when care of a family member is allowed under the Oregon Family Leave Act and/or the Federal Medical Leave Act.

8.5 ‑ Sick Leave Conversion. Based on accrual, employees shall be allowed to convert sick leave accordingly:

A. When an employee has accrued 150 hours of sick leave, the employee may convert one accrued sick leave day to one additional personal holiday each fiscal year.

B. When an employee has accrued 360 hours of sick leave, the employee may convert two accrued sick leave days to two additional personal holidays each fiscal year.

8.6 ‑ Accumulation. There shall be no maximum sick leave accumulation.

8.7 ‑ Appearance in Court While on Sick Leave. When an employee on sick leave appears in court, the actual court time, or three (3) hours, whichever is greater, shall not be charged against the employee's sick leave accrual.

8.8 ‑ Funeral Expense. The County shall pay up to $10,000 in actual funeral expenses for any employee who dies in the line of duty. Additionally, the employer shall pay the employees estate up to five hundred (500) hours of the employee's accumulated sick leave, at the employee's current rate of pay, should the employee die in the line of duty.

ARTICLE 9 ‑ LEAVES OF ABSENCE

9.1 ‑ Eligibility Requirements. Full‑time and part‑time employees shall not be eligible for leaves until after successful completion of the new hire initial probationary period,.except as required by law. Leaves will not be granted for the purpose of seeking or engaging in gainful employment.

9.2 ‑ Failure to Return from Leave. Any employee who has been granted a leave of absence and who, for any reason, fails to return to work at the expiration of said leave of absence, shall be considered as having resigned the employee's position with the County or Sheriffs Department and that position shall thereupon be declared vacated; except and unless the employee, prior to the expiration of the employee's leave of absence, has furnished evidence acceptable to the County or the Sheriff that the employee is unable to return to work by reason of sickness or physical disability.

9.3 ‑ Application for Leave. Any request for a leave of absence shall be submitted in writing, on a form supplied by the County, by the employee to the employee's immediate supervisor. The request should state the reason the leave of absence is being requested and the approximate length of time off the employee desires.

Authorization for a leave of absence shall be furnished to the employee by the employee's immediate supervisor with Department Head or Sheriff's approval, and it shall be in writing when granted. Any request for a leave of absence shall be answered promptly. Requests for leaves, such as family illness and bereavements, shall be answered before the end of the shift on which the request is submitted and all others shall be answered within ten (10) working days.

9.4 ‑ Paid Leaves. In addition to accruing seniority while on any paid leave of absence granted under the provisions of this Agreement, employees shall be returned to the position that they held at the time the leave of absence was requested.

A. Bereavement Leave. In the event of the death of a family member, a full‑time or part‑time employee shall be granted up to 40 hours or one work week’s leave of absence with full pay to make household arrangements, and to arrange for and attend the funeral services. Under such circumstances the family is defined as spouse, same sex or opposite sex domestic partner, parent, children, brother, sister, grandparent, grandchildren, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, foster children, aunt and uncle, children of domestic partner or parents of domestic partner. Bereavement leave will also be granted for others in the immediate family living in the employee’s household. Employees may request additional leave if necessary, without pay or utilizing accrued vacation. Employees may request additional leave if necessary to exceed this five‑day working period. All such additional leaves shall be without pay or charged to accrued vacation or compensatory time.

B. Other Leaves. Employees shall be granted a leave of absence with pay for:

1. Service with a jury: The salary paid the employee for the period of absence shall be reduced by the amount of money received for jury services or the money received for jury services is turned in to the County for unreduced pay. All employees released from jury duty shall return to work and complete their normal work shifts.

2. Appearance before a court, legislative committee, judicial or quasi‑judicial body as a witness associated with employment in response to a subpoena or other direction by proper authorities. The employee shall tender to the County witness fees paid on account of an appearance on paid leave and mileage if a County car is used.

3. Attendance in court in connection with an employee's officially

assigned duties, including the time required going to the court and returning to the employee's work site. The employee shall tender to the County witness fees paid on account of an appearance on paid leave and mileage if a County car is used.

4. Other authorized duties in connection with County or Sheriff's Office

business as approved by the affected Department Head or the Sheriff or their designees.

9.5 ‑ Unpaid Leave with Seniority Accrual.

An employee may, case by case on a non-precedent setting basis, be placed on unpaid leave with seniority accrual when the leave is for medical purposes; provided all accrued sick leave, comp time and vacation leave have been exhausted.

9.6 ‑ Unpaid Leave Without Seniority Accrual. Leaves of absence without pay may be granted when, in the judgment of the affected Department Head or the Sheriff, the work of the department will not be handicapped by the employee's absence. The request for such leave must be in writing and must establish sufficient justification for approval by the Department Head or the Sheriff. The request must be submitted to the affected Department Head or Sheriff within sufficient time to allow adequate review and action.

While an employee will not accrue seniority during an unpaid leave of absence, except as provided in 9.5, employees shall be returned to the position that the employee held at the time the leave of absence was requested.

If an employee is on an unpaid leave in excess of 15 days in any month, the employee will not accrue benefits for that month. Also, should an employee be on unpaid leave in excess of 15 consecutive days during a combination of months, benefits will not accrue for a one-month period. This also pertains to any 30‑day increments. This section does not apply to employees on medical leave.

9.7 Military Leave: Full‑time and part‑time employees shall be entitled to perform military reserve or National Guard obligations. The County shall permit such participation in accordance with federal and Oregon law. Benefits under ORS 408.290 paid within the calendar year shall be paid for annual active duty for training, but not weekend drills. The Employer should make every effort to schedule the normal days off to coincide with the drills. Any compensation paid to the employee by the military shall be deducted from any compensation that may be owing to the employee from the County for the period of military service.

9.8 ‑ Maternity Leave. Disability caused by or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery therefrom are considered temporary disabilities. Accrued sick leave may be used.

A. If a period of disability exhausts the employee's accrued sick leave, the employee may use accrued compensatory time or vacation leave or may take leave without pay.

B. An employee shall give the Department Head or Sheriff two weeks' notice, if possible, of the anticipated date of departure and of return.

C. The employee must work out the conditions and duration of the leave of absence with the Department Head's or Sheriffs authority prior to commencing leave.

D. A pregnant employee may continue working as long as the employee is able to work and the demands of the job are satisfied.

E. On return from leave, an employee shall return to a position in the same classification or to a closely related classification at the same salary range.

9.9 ‑ Parental Leave. The County shall provide employees with up to twelve (12) weeks parental leave for the birth of a child or adoption of a child six years or younger. An employee may use personal days, compensatory time, vacation leave, sick leave or unpaid leave while on parental leave; and the County may require an employee to use personal days, compensatory time, vacation leave, sick leave or unpaid leave while on parental leave.

9.10 ‑ Family Leave. The County shall provide employees with up to twelve (12) weeks family medical leave within a one‑year period (on a rolling calendar year) for the care of any family member (child, spouse, parent, step parent or parent‑in‑law of the employee) who suffers from injury, disease or other serious condition (mental or physical) that in the judgment of the treating physician either poses an imminent danger of death; is terminal in prognosis with a reasonable possibility of death in the near future; or that requires constant care, in accordance with Oregon and federal law.

ARTICLE 10 ‑ HEALTH AND WELFARE

10.1 ‑ Health Insurance. The County and employees will continue to share in the cost of medical, dental, vision and prescription insurance coverage as described in the Addendum C CCIS $500/$1500 deductible plan V-E PPP for July 1, 2007 through June 30, 2011. The County and each employee covered by this Agreement shall pay in accordance with caps adjusted in accordance with this Agreement. For the duration of this Agreement, the County will contribute for each regular full time and part-time regular and probationary employee covered by this agreement toward the cost of premiums 90% of the full premium for the plan elected by the employee, and the employee shall pay the other 10% plus 100% of the cost in excess of the cap hereinafter provided for. The County will contribute pro rata toward such coverages for regular part time employees whose regular hours of work exceed twenty (20) hours per week.

10.2 ‑ Life Insurance. The County agrees to provide each full-time and part-time regular and probationary employee covered by this Agreement with term life insurance in the amount of $20,000 in addition to statutory requirements (currently at $10,000) for a total of not less than $30,000. Employees may apply and if approved by the carrier purchase additional ‘voluntary’ life insurance through the County provided however that the employee shall pay 100% of the premium of such additional life insurance.

10.3 ‑ Unemployment Insurance. The County shall cover employees with unemployment insurance in accordance with the Oregon Revised Statutes during the term of this Agreement

10.4 ‑ Salary Continuation Insurance. The County agrees to provide each full‑time regular, part-time regular and probationary employee with the salary continuation insurance plan offered by the Assurant.

10.5 ‑ Liability Insurance. The County agrees to adequately insure all employees in the bargaining unit to the extent of statutory limits of liability and authority, for personal injury or property damage resulting from the performance of an employee, including the use or operation of vehicles or equipment of the County, while engaged in the regular course of assigned duties.

10.6 ‑ Health and Safety. Federal and state safety regulations and safe work practices shall be strictly observed by the County, the Sheriff, the Union, and all employees at all times, including emergency situations. Employees shall use all protective equipment required, shall perform their work in a safe manner, and shall comply with all safety rules of the County.

The Employer shall make every effort to assign employees on limited or light duties to those duties appropriate for them.

The Union shall appoint and encourage the attendance of such safety committee members as are provided by the County safety committee policy. At least one Union member employed in the Sheriff’s Office shall serve on the County Safety Committee.

10.7 - Insurance Cap. The County's contribution for the cost of health insurance provided in Article 10.1 above shall be capped as set forth in Addendum C, and the change shall reflect 90% of the premium cost for medical, dental and vision coverage. Thereafter, effective on August 1, of each year of the Agreement, the cap shall increase by 1.15 times the prior year cap.

10.7 – Insurance Re-opener. The Union may reopen negotiations within fourteen (14) days of notification of the new rates for the following benefit year in order to bargain plan redesign which will reduce the cost of insurance to the parties.

ARTICLE 11 – COMPENSATION

11.1 ‑ Wages.

A. Wage Schedule. The wage schedule for the year commencing July 1, 2007, shall be as set forth in Addendum "A" attached. Effective July 1, 2008,July 1, 2009, and July 1, 2010, wages shall be adjusted by the All US CPI-U (the twelve months ending and including the May to May annual changes), not less than two and one-half (2.5%) nor more than four and one-half (4.5%).

B. New Positions. When any new position is established, the County shall designate a job classification and wage structure for the position. In the event the Union does not agree that the classification and the wage structure is proper, the Union shall have the right to submit the issue as a grievance at Step 3.

C. Mileage Allowance. An employee authorized and required by the County or the Sheriff to use the employee's own private automobile for official County or Sheriff’s Office business shall be reimbursed at the current IRS rate per mile. Should the County Board of Commissioners unilaterally increase the mileage allowance for any elected official or County employee during the term of this Agreement, such increase shall be considered to amend this contract to increase the mileage allowance provided for in this Section to the same rate.

D. Temporary Work Out of Classification. When an employee is assigned to perform a job function or responsibilities outside the employee's normal classification for a period of more than two consecutive hours, the employee shall be paid at the higher rate, at a minimum of 5% increase for the hours worked.

E. Uniform Maintenance. Two uniforms shall be provided for Deputy Sheriffs, Transition Center Technicians, and Control Room Technicians of Clatsop County and shall be maintained and laundered at the expense of the County. Items of clothing and protective devices provided by the County to any County or Sheriff s Office employee shall not be used by the employee in activities not directly related to the employee's employment. If, upon termination of employment, for any reason the employee fails to turn in uniforms, protective clothing or protective devices, the amount equal to the County's cost to replace this/these item(s) will be reported to the administrative section and a like sum shall be deducted from the employee's final check.

F. Court Time. Any employee called as a witness in judicial or administrative proceedings concerning performance of duty outside of the employee’s work hours and not in conjunction with the employee’s scheduled hours; i.e., a holdover or an early start of shift, the employee shall be paid at the overtime rate for hours worked or three hours, whichever is greater.

G. Meal Allowance. On the effective date of this Agreement, the current County policy will be in force. Should the County Board of Commissioners unilaterally increase the meal allowance for any elected official or County employee during the term of this Agreement, such increase shall be considered to amend this contract to increase the meal allowance provided for in this Section at the same rate.

H. Lodging Allowance. On the effective date of this Agreement, the current County policy will be in force. Should the County Board of Commissioners unilaterally increase the lodging allowance for any elected official or County employee during the term of this Agreement, such increase shall be considered to amend this contract to increase the lodging allowance provided for in this Section to the same rate.

I. Resident Deputy Allowance. In addition to the established wage rates an employee required by the Sheriff to reside in a specific territory, located within the boundaries of the Clatsop County Rural Law Enforcement District shall receive a monthly allowance of two hundred ($200) for each full month of residency within the District or a prorated portion thereof for any specific month in which the employee works more than fifteen (15) days in that month.

J. On‑Call Pay. No employee shall be considered to be “on-call” unless specifically designated by the Sheriff or a supervisor in advance to remain on call and subject to call out at a designated location. In the event of such requirements are imposed, such on-call shall be paid hour for hour at the overtime rate. Being furnished a pager or cell phone is not on-call and is not compensable time. Parole and Probation Officers who are provided with a County pager or cell phone, and deputies assigned to special teams who are provided with a cell phone or pager or both, are expected to answer pages and calls off duty as a regular part of their job responsibilities. However, neither classification of employee will be disciplined for failure to do so.

The parole and probation officer assigned supervision of clients subject to electronic monitoring will account for overtime work and flex it off within the same workweek or be paid at the overtime rate..

K. Pay. The salaries and wages shall be paid monthly with an optional mid‑month draw. The monthly payment shall be on the last working day on or before the fifth of the month following the month worked. The mid‑month for draw shall be made on the twentieth (20th) of the month or on the last working day prior to the 20th.

L. PERS Retirement.

(1) Public Employee Retirement System (“PERS”) Members.

A. For purposes of this Article, “employee” means an employee who is employed by the County on August 28, 2003 and who is eligible to receive benefits under ORS Chapter 238 for service with the County pursuant to Section 2 of Chapter 733, Oregon Laws 2003.

B. Retirement Contributions. On behalf of employees, the County will continue to participate in and make contributions to PERS. The County will continue to “pick up” the six percent (6%) employee contribution to the Public Employees Retirement Fund.

(2) Oregon Public Service Retirement Plan Pension Program (“OPSRPPP”) Members.

For purposes of this Article, “employee” means an employee who is employed by the County on or after August 29, 2003 and who is not eligible to receive benefits under ORS Chapter 238 for service with the County pursuant to Section 2 of Chapter 733, Oregon Laws 733. Contributions to Individual Account Programs will be made in accordance with the law.

11.2 ‑ Employees' Wage Plan.

A. Classification. All bargaining unit positions within the Sheriffs bargaining unit shall have a job "class title" and corresponding range. Bargaining unit classifications are listed in Addendum "A" and by this reference incorporated herein as though fully set forth.

B. Pay Schedule. Each position has a "range" and each range has five steps. These steps are designated as Step "A," Step "B," Step "C," Step "D," and Step "E," respectively. The ranges and corresponding pay for each step are set forth in Addendum “A.”

C. Operation of Wage Plan: All new employees shall start at Step "A" of the range designated for the job class title for which employed. New employees may be placed on the wage schedule at the County's discretion subject to credentials and experience. Progression to each higher step shall be automatically granted on the basis of longevity unless the employee's Department Head or supervisor shall deny the advancement with justification specified in written form. The employee shall be given a copy of the denial. The employee or employee representative may appeal such decision in writing to a Review Committee consisting of the Union representative, County representative and a third party mutually agreed upon by the two. Notice of such appeal shall be sent to the Sheriff and Union representative within ten (10) working days of the denial of the step increase. The County representative, Union representative and a third party of their choosing shall meet within fifteen (15) working days to resolve the issue. Their decision shall be reduced to writing and shall be placed in the employee's personnel file. Such decision of the Review Committee shall be final and binding upon all parties.

D. Advancement. Employees may advance beyond Step "E" only by being promoted to a new position of higher "range." No employee shall be moved or reclassified to a new range and job title unless the employee's job is substantially changed in terms of type of work rather than quantity of work. Upon being placed in a new position an employee shall start at Step "A." Provided, however, if said Step "A" is less than the preceding pay of the employee, the employee shall start at a step which is a minimum of five percent (5%) greater than his prior rate of pay. All such changes in job title classification shall require a six (6)‑month probation. Thereafter, the employee shall advance from step to step in accordance with the longevity requirement of each step. Measurement of longevity shall commence with assumption of a specific position.

E. Job Classification Review. An employee may make a written request for Job Classification Review to their Department Head or the Sheriff or his designee. If no action is taken on an employee's request for reclassification within six (6) weeks after receipt of the completed job description documents, then such request shall be submitted directly to the County Human Resources Manager. The Human Resources manager shall review the merits of the request normally within forty-five (45) working days of receiving the request and may conduct a classification audit. When a review cannot be completed the Human Resources Manager shall notify the Union and the employee of the revised date of completion. The employee shall be notified in writing of the decision.

11.3 ‑ DPSST Differential. An adjustment to the employee's base pay (the appropriate range and step rate for an uncertified employee) will be made for DPSST certification attained by the employee as follows:

a. Intermediate $100

b. Advanced $160

These amounts are not cumulative.

11.4 ‑ Senior Deputy/Corporal (Corrections). An employee currently classified as a Sheriffs Deputy or Corporal shall be classified as a Senior Deputy (Level 1 or Level 2) or Corporal (Level 1 or Level 2) after meeting the criteria set out in Addendum B. Employees already classified as Senior Deputies or Corporals are grand fathered as a Senior Deputy Level 1 or a Corporal Level 1.

Employees meeting the criteria for a Senior Deputy Level 1 or Corporal Level 1 shall be paid as set out on Addendum A. Employees meeting the criteria for a Senior Deputy Level 2 or Corporal Level 2 shall receive an additional three and one-half (3.5%) of his or her base salary.

11.5 ‑ Special Duty Pay. Deputy Sheriffs assigned to Detective, (excluding Lead Detective and Special Agent/Lead Investigator which are considered promotional classifications), Field Training Officer while training regular full‑time deputies, and K‑9 Handlers shall receive a five percent (5%) premium computed based on the employee's base wage. Canine Handler and canine training activities shall be conducted on-duty. Canine Handlers accept and may resign from the position voluntarily. Acceptance of the assignment is based upon willingness to care for the animal off-duty as a family pet. Employees who serve as Canine Handlers shall receive a pay differential of five percent (5%) of their base salary while serving in that capacity, and shall not receive overtime wages for off-duty care of the animal as a family pet. The parties intend to compensate for the off-duty care, feeding and grooming at the overtime rate computed based upon the FLSA or Oregon minimum wage (whichever is greater). The five percent (5%) differential compensates for approximately 45 minutes per day. The parties agree that not more than 45 minutes per day is required for off-duty care of the animal. This agreement is based in part upon the Letter Ruling of September 25, 1985, of the Deputy Administrator, Wage and Hour Division, United States Department of Labor. The parties agree that commuting to work with the dog does not constitute "hours of work" solely because the dog is in the vehicle. Canine handlers shall not be entitled to a call back premium when duty concerns emergency care of their animal. Such time shall be treated as overtime.

11.6 ‑ Deputy Sheriff Non Uniform Clothing Reimbursement. Plainclothes deputies and Parole and Probation Officers will be entitled to three hundred dollars ($300) per fiscal year for clothing that is appropriate. For Deputy Sheriff, court clothes will be provided as is current practice according to the Sheriff.

ARTICLE 12 ‑ OVERTIME

12.1 ‑ Overtime. Whenever Department Heads deem it necessary due to an emergency or for purposes of efficiency, economy or otherwise, employees may be required to work overtime on any day, at any hour, or for so long a period of time as the department may specify.

A full‑time regular and probationary employee shall be compensated at the rate of time and one‑half for time worked at the employee's regular position in excess of the number of hours in the workday or workweek regularly scheduled for that position, but in no event shall such compensation be paid twice for the same hours.

Part-time regular and probationary employees working under a four-day workweek plan shall be compensated at the rate of time and one-half for time worked in excess of a forty (40) hour week, but in no event shall such compensation be paid twice for the same hours.

Part-time regular and probationary employees working under a five-day workweek plan shall be compensated at the rate of time and one-half for time worked in excess of a forty (40) hour week, but in no event shall such compensation be paid twice for the same hours. The overtime rate shall apply in excess of the workday.

12.2 ‑ Form of Compensation. Compensation for authorized overtime shall be paid in the form of compensatory time off, or at the option of the County, or the Sheriff, or their designees, be paid at the overtime rate. Compensatory time off shall be scheduled by agreement between the supervisor and the employee involved as soon as is mutually convenient following the date on which the authorized overtime work giving rise to the compensatory time is accrued. Employees shall have the option to accumulate up to a maximum of forty (40) hours of compensatory time. Once the compensatory time cap of forty (40) hours is reached, subsequent overtime shall be paid as wages and shall be included in the employees’ next regular paycheck.

Compensatory time balances shall be paid off under any of the following circumstances:

A. Change in rate of pay (or conversion to reflect rate at which earned);

B. Employee transfers between County departments;

C. End of fiscal year;

D. Upon termination.

12.3 ‑ Scheduling Overtime. Overtime will be distributed in a manner which allows for equitable distribution among the work force. Regular and probationary employees shall be given the opportunity to sign up for up to twelve (12) hours of anticipated and scheduled overtime per month and available overtime opportunities shall be distributed equitably among those who volunteer to work before being assigned to others. If an overtime opportunity is posted, then it shall be distributed among those who signs up for the opportunities of preference within 96 hours following posting of the part‑time/overtime sign‑up sheet.

ARTICLE 13 ‑ SENIORITY

13.1 ‑ Definitions. Seniority shall be defined as total length of unbroken employment within the bargaining unit. Seniority shall be applied in any layoff and recall situation by classification, and for this purpose the parties shall recognize only four classifications: Criminal Deputy, Corrections Deputy, Technician, and Parole and Probation Officer. In the event of layoff, any senior employee may inform the Human Resources Director of a desire to accept lay off, and to receive a notice of layoff..

13.2 ‑ Probationary Employees. Probationary employees shall not receive credit towards completion of their probationary period for days on which they are laid off or on unpaid leave. Probationary employees may be laid off or terminated without cause. Probationary employees who complete their probationary period shall acquire seniority as of their date of hire and their names shall be added to the seniority list.

13.3 ‑ Employment Outside the Bargaining Unit. When an employee accepts a position with the County outside of the bargaining unit and returns to bargaining unit employment within one year, that person shall be granted all prior bargaining unit seniority earned while a member of the bargaining unit.

13.4 ‑ Loss of Seniority. Seniority shall be lost for the following reasons:

A. If the employee quits.

B. If the employee is discharged and any resulting grievance or litigation arising from that discharge has been exhausted.

C. If the employee retires.

D. If the employee is laid off because of a reduction in force or lack of work for a period in excess of 24 months.

E. If the employee fails to respond within three (3) working days after receipt of notice of recall from layoff. Such notice shall be sent by certified mail, return receipt requested and marked "deliver to addressee only" to the employee's last known address. The employee has the obligation to keep address and phone number current with the County Personnel Manager's office.

13.5 ‑ Filling of Job Openings. Whenever a position vacancy is to be filled, notice of such opening shall be posted on the bulletin boards in the Correction Facility, the Criminal Division, the Community Corrections Department and the Courthouse lobby for a period of at least one week to provide applicants an opportunity to apply for the job. Consideration in filling job openings will be given to applicants within the bargaining unit who possess the knowledge, skill and ability to perform the job. The County or the Sheriff may fill the vacancy from outside the bargaining unit as deemed appropriate, if the outside applicant is deemed more qualified.

Consideration shall be given to all prior job performance and experience of the candidates, applicable examination results and other relevant criteria which determines relative qualifications, aptitude and ability to perform the work.

13.6 ‑ Trial Periods. A newly-hired employee selected to fill a job opening shall serve an appropriate trial period of eighteen (18) months in the new position. However, a non-probationary Clatsop County DPSST certified bargaining unit employee hired to fill a vacancy in a different DPSST certifiable job classification shall serve a one (1) year probation in the new position following completion of the appropriate academy course, or 18 months whichever first occurs. Any non-sworn (that is, not in a classification for which DPSST certification is required) employee who is hired as a deputy or a parole officer shall fulfill probation as a newly hired employee in the classification. During that period the employee will be subject to return to the employee's former position for unsatisfactory performance in the new classification, as determined by the Appointing Authority Upon return to the former position, the employee shall have any lost seniority restored.

13.7 ‑ Layoff and Recall. In the event of a layoff, the County will identify position(s) for elimination within a classification, and then lay off the employee(s) with least seniority. Except for financial circumstances beyond the control of the County or Sheriff, the County shall give two weeks' notice of layoff to the affected employee. In the event bargaining unit seniority is equal, then seniority with the County shall be determinative.

13.8 ‑ Recall of Laid‑off Employees Because of Reduction in Force. Employees laid off because of reduction in work force shall be placed on a recall list for a period of 24 months. Employees on the recall list shall be recalled in the inverse order of their layoff to vacancies in the employee’s job classification, or to vacancies in lower classifications within the bargaining unit for which the employee is qualified without further certification or academy attendance beyond a two week Career Officer Development course. The employee shall be given ten (10) working days' notice of recall by certified mail with a copy forwarded to the Union. The employee must notify the County of the employee's intention to return to work within three (3) working days after receiving notice of recall but in no event will recall rights survive beyond ten (10) working days after mailing of the notice of recall to the address reflected in the employee’s personnel record. Should the employee decline to accept recall or not respond, then the employee shall be considered to have terminated employment with the County or the Sheriff’s Office.

If an employee accepts a position that is not equal in range and classification to that which the employee held prior to layoff, the employee shall continue to retain recall rights as provided in this Section.

ARTICLE 14 ‑ DISCIPLINE AND DISCHARGE

14.1 ‑ Purpose. In order to protect the rights of employees covered by this labor agreement, it is the policy of the County to thoroughly investigate complaints alleging misconduct, lack of performance, or improper performance by any employee. At the conclusion of any inquiry, appropriate action will be taken. Discipline of an employee is just one of a number of alternatives which may be appropriate.

14.2 ‑ Concept of Discipline. The County's view of discipline involves a system‑wide approach, including positive as well as punitive elements of discipline. Instilling discipline can be both positive and negative in that it may involve encouragement, inspiration, and training, or imposition of negative sanctions.

Positive discipline is found where employees are well trained, well motivated, capable of cooperation, and able to work without close and constant supervision. Discipline becomes negative where employees are directed and controlled in their work through punishment or the threat of punishment. Such discipline may range from a warning, to suspension or discharge. The appropriate level of discipline is determined taking into account the totality of circumstances.

14.3 ‑ Employee Responsibility. Employees are expected to follow Sheriff’s Office (or Community Corrections, as appropriate) and County rules and policies, and to discharge their duties in a competent manner.

14.4 ‑ Function of Positive Discipline. When appropriate, the County will reward, train, and counsel employees in order to motivate desired behavior and performance. Rewards include letters of recognition or commendation and other awards identified and determined by the County.

14.5 ‑ Counseling as a Function of Discipline. Counseling will occur when a supervisor reasonably believes that an employee has an existing problem or is experiencing difficulty understanding or adjusting to, or responding to matters which are job related and pertain to assigned tasks; personnel or County policies; interpersonal relationships with co‑workers; or matters which are largely personal but affect the employee's work performance.

Counseling generally occurs when a deteriorating affect on work performance is noted and there is reason to believe that counseling will assist the employee in a supportive way.

The counseling process may be utilized by a supervisor. If in the initial counseling effort, a remedy cannot be found, then the counseling process will be referred to the Sheriff, and may be further referred to a counseling professional or an employee assistance provider.

14.6 ‑ Function of Punitive Discipline. Punitive actions constitute a component of the disciplinary system. Punitive actions permitted by the County include:

A. Oral reprimand;

B. Written reprimand;

C. Suspension with pay;

D. Suspension without pay which is specified to constitute punitive discipline rather than administrative action;

E. Demotion;

F. Dismissal.

Oral reprimands may be documented in a supervisors notebook or file, and as such shall not be considered a written reprimand, nor documented in an employee's personnel file. If the County has reason to reprimand an employee, it shall be done in a manner that is least likely to embarrass the employee before other employees or the public.

Copies of letters imposing discipline shall be forwarded to the employee and AFSCME Council 75 representative when placed in an employee's personnel file. The employee shall be allowed an opportunity to write a rebuttal concerning a written reprimand which shall be entered in the personnel file.

14.7 ‑ Just Cause. No employee shall be disciplined except for just cause.

14.8 ‑ Due Process Procedures. The following procedures shall apply to all disciplinary actions:

A. Written Reprimands and Suspensions With Pay. Due process is not a factor when considering these types of discipline. Action of this nature shall be based on just cause as defined by 14.7.

Suspension with pay may be taken administratively and not as discipline whenever the circumstances warrant, for example, when a member is involved in a traumatic incident, or is suspected of misconduct which warrants discharge or relief from duty. Under such circumstances, a member may be suspended with pay for the member's welfare, or until sufficient facts have been obtained in order to provide written notice and schedule an informal meeting between the person who has authority to investigate further or impose discipline. After the meeting and depending upon the outcome, it may be appropriate to change the suspension to one without pay if the facts warrant such action, or to restore the member to duty status.

B. Suspension Without Pay, Reduction in Rank and Dismissal. A supervisor intending to take disciplinary action involving loss of pay, demotion or dismissal will, prior to taking such action:

1. Notify the employee and AFSCME Council 75 representative in writing of the nature of the charges, which will include a copy of the complaint against the employee and which will identify the directives, policies, procedures, work rules, regulations, or other order of the County which appear to have been violated.

2. State the range of discipline that is being considered; and

3. Afford the accused employee an informal opportunity to respond to the charges orally or in writing, normally within five (5) days from receiving such written notice.

The opportunity to respond may occur at a meeting conducted and presided over by the Department Head, Sheriff or supervisor with authority to impose or recommend the proposed disciplinary action. The meeting shall be informal and sufficient to assure the employee full opportunity to be heard, refute the charges, and have the employee's position considered prior to the imposition of discipline. Discipline action shall be based on just cause as defined by 14.7.

The meeting shall be taped recorded by the County or a written record made of the proceedings with a copy supplied to the Union.

The employee shall have the right to answer the charges in writing and orally.

The employee shall be entitled to Union representation at all meetings when discipline under Article 14.6 is imposed.

The Department Head, Sheriff or supervisor will issue a written decision imposing discipline, exonerating the employee or taking any other action deemed appropriate.

14.9 ‑ Complaints of Criminal Activity. Complaints against employees which allege criminal violation(s) may be grounds for investigation or bringing criminal charges. Criminal proceedings are unrelated to discipline and will not serve to prevent the internal disciplinary process from dealing with the same matter.

Employees shall be entitled to Union representation at any meeting where the employee has a reasonable belief that the discussion may lead to punitive disciplinary action.

14.10 ‑ Appeal of Disciplinary Action. Employees who have completed their initial probationary period shall have the right to appeal disciplinary action through Article 15, Settlement of Disputes. Disputes involving discipline imposed by the Sheriff shall begin at Step 2 ‑ Sheriff.

ARTICLE 15 ‑ SETTLEMENT OF DISPUTES

15.1 ‑ Grievance and Arbitration Procedure. To promote better Employer‑employee relationships, both parties pledge their immediate cooperation to settle any grievance or complaint that might arise out of the application, meaning, interpretation, or omission of this Agreement. In cases of discharge and/or suspension arising under Article 14, the employee shall have the right to grieve under Step 2 or 3 of this Article.

Step 1 ‑ Supervisor. The aggrieved employee and/or the Union representative may take up the grievance or dispute with the employee's supervisor or designee within fifteen (15) working days after the occurrence or reasonable knowledge of the occurrence of the event causing the grievance. The supervisor shall promptly attempt to resolve such grievance within five (5) working days. In no event can the grievance be filed after fifteen (15) working days of the occurrence or reasonable knowledge thereof.

Step 2 ‑ Department Head. If the matter is not resolved within ten (10) working days of referral to the supervisor, the matter shall be reduced to writing on a grievance form, including but not limited to, the nature of the grievance and requested action, and presented to the Department Head in charge of that employee within ten (10) working days of the expiration of the ten (10) working day period for settlement with the supervisor. The Department Head or his designee shall attempt to resolve such grievance within five (5) working days.

Step 3 ‑ County Manager. Should the aggrieved employee and the Department Head fail to effect a settlement within five (5) working days of its submission to the Department Head, the grievance shall be taken up with the County Manager or designee within ten (10) working days of the expiration of the five (5) working day period for settlement with the Department Head. The County Manager shall attempt to resolve such grievance within ten (10) working days.

Step 4 ‑ Arbitration. Should the aggrieved employee or the Union representative not be satisfied with the determination the Union shall have the right to submit the matter to binding arbitration within fifteen (15) working days from the expiration of the ten (10) working day period for settlement by the County Manager. After the matter has been so submitted, the parties or their representatives shall jointly request from the State Conciliation Service a list of names of eleven (11) arbitrators who are also on the FMCS list. The Arbitrator's decision shall be final and binding upon both parties, but the Arbitrator shall have no power to alter in any way the terms of this Agreement and the Arbitrator shall be requested to issue his decision within thirty (30) days after the conclusion of the proceedings. Expenses for the Arbitrator's services in the proceedings shall be borne equally by the County and the Union. However, each party shall be responsible for any other expenses incurred by them. Each party retains the right to reject one list in its entirety and request that a new list be submitted.

15.2 ‑ Time Periods. The term "working days" as used in Section 15.1 refers to Monday through Friday. The time period specified in this Article may be extended or modified by mutual consent. Any modification of time limits must be in writing. If the County fails to meet or answer any grievance timely, the grievance may be advanced to the next step by the Union. Failure by the employee or the Union to submit a grievance timely shall without a waiver, constitute abandonment of the grievance; provided that in the case of untimely advancement the County must provide the Union president with written notice of the expiration time and allow 72 hours in which to cure the failure to advance.

15.3 ‑ Shop Steward. The shop steward shall be a County employee as selected by the Union, but the employee must work in the Sheriff’s Office bargaining unit. A list of shop stewards will be sent to each department.

Duties required by the Union of its stewards, except attendance at meetings with the County or the Sheriff, supervisory personnel, and aggrieved employees arising out of a grievance already initiated by an employee under Article 15 hereof, shall not interfere with their or other employees' regular work assignments as employees of the County or the Sheriff's Office.

Meetings and other proper investigative procedures, grievances shall be considered time worked for compensation purposes. The Union will make every effort to control the amount of investigative time spent between the shop steward and the aggrieved employee.

15.4 ‑ Grievance Meetings. The Sheriff and/or the County Manager or their designee(s) shall meet at mutually convenient times with representatives of the Union grievance committee composed of not more than three employees selected by the Union, with a selected alternate. The committee members will be designated in writing to the County Manager at the beginning of the contract year for the duration of the contract. The purpose of meetings with the grievance committee will be to adjust pending grievances and to discuss procedures for avoiding future grievances. In addition, the committee may discuss with the County or the Sheriff other issues which would improve relations between the parties. Prior notice of topics of discussion at such meetings may be furnished by each party to the other.

15.5 ‑ Determination of Merit. The Union will not process any grievance that does not meet the standards of a valid contractual issue.

15.6 ‑ Contract Violations. In the event there is a continuing grievable issue which an employee does not wish to grieve personally, the Union may take up the issue, but not on behalf of the employee. The Union shall have 30 calendar days from the knowledge of or reasonable knowledge of the occurrence for initiating a grievance under this Section. The Union may take up such grievance at Step 3.

ARTICLE 16 ‑ EDUCATION AND TRAINING

16.1 ‑ Conferences. Seminars, and Educational Programs. Employees will be granted time away from their work at their regular rate of pay when directed by their affected Department Head, Sheriff or supervisor to attend conferences, seminars, or educational programs which are intended to improve and upgrade the employee's skill or professional ability. All such educational leaves must be approved by the affected Department Head, Sheriff or supervisor. Travel time/training time outside normal working hours employee will be considered as being on County or Sheriff's business for liability and Workers' Compensation purposes, and shall be deemed hours worked and paid in accordance with the travel time rules of the FLSA. The County will not provide any automobile insurance for employees using their personal vehicles for County/Sheriff's Office purposes. The County/Sheriff’s Office will make a reasonable attempt to assign a vehicle when travel to a conference, seminar, or educational program within Oregon is required.

Whenever a conference, seminar, or educational program is broken by a weekend and is being held within a four-hour travel radius of Astoria via automobile, travel expenses shall be provided to the employee for return home and back during the weekend break.

Exceptions to this contract article may be mutually agreed upon between the department head and an employee who requests time off to attend a training opportunity on a voluntary basis.

16.2 ‑ Time of Training Periods. Training programs may be conducted either during or after regular working hours or both. If attendance is mandatory, (training, staff meetings or qualification, for example), and such training is on a scheduled day off or during off duty hours, employees shall be compensated for their attendance at the rate of one and one-half (1-1/2) times the regular hourly rate of pay.

Voluntary attendance by employees at training sessions sponsored or conducted by an employer or entity other than Clatsop County, or training sponsored by the County for the benefit of the local law enforcement community which correspond to courses offered by DPSST shall not be compensated unless arrangements for attendance and for compensation of such training are made and approved prior to the training.

Expenses for educational programs to include college and/or electronic/ correspondence work and tuition, books, manuals, tapes, or other training aids shall be paid by the County if the training is mandatory or when prior arrangements have been made and approved if the training is voluntary; provided, however that the employee shall be solely responsible for such expenses if s/he fails to attain a grade of C or better or a grade of pass where the course is graded as pass/fail.

ARTICLE 17 ‑ GENERAL PROVISIONS

17.1 ‑ Gender. All reference to employees in this Agreement shall designate both sexes, and whenever the male gender is used, it shall be construed to include both male and female employees and vice-versa.

17.2 ‑ Work Rules. It is jointly recognized that the County, acting by and through the County Manager and Department Heads and the Sheriff, must and does retain broad authority to fulfill and implement its responsibilities and may do so by adoption of oral or written work rules. It is agreed that no existing work rule or new work rule will be promulgated or implemented which is inconsistent with a specific provision of this Agreement, provided that the requirements of Oregon law will be paramount.

All work rules which have been or shall hereafter be reduced to writing shall be posted within affected departments and shall be furnished to the Union. In the event the Union considers a work rule to be inconsistent with a specific provision of this Agreement or otherwise wishes to discuss the rule, it shall so notify the County within three (3) working days after receipt of the proposed rule, in which case the rule shall not take effect. The rule shall be discussed between the County and/or its designee(s) and the Union Grievance Committee. After this meeting the County may notify the Union of the effective date of the rule. The Union shall then have ten (10) working days to invoke the procedures of Section 15.1, Step 4 if the work rule constitutes a mandatory subject of bargaining. Work rules, when and if adopted, will not be arbitrary, capricious, or discriminatory.

17.3 ‑ Personnel Files. An employee has the right to inspect the contents of the employee's personnel file upon request to the Personnel Department, excluding the confidential reports from previous employers or records of an employee relating to the conviction, arrest, or investigation of conduct constituting a violation of the criminal laws of the State of Oregon, or another state of the United States. Negative or derogatory material shall not be placed in an employee's file unless the employee has had a reasonable opportunity to review the material. Employees will be required to sign such material to indicate that they have reviewed it; provided however that an employee's signature shall not be construed as an acknowledgment that the facts or circumstances described are accurate or that the opinions expressed have merit. If the employee refuses to sign such material, it may be placed in the employee's personnel file with a notation that the employee refused to sign for such material after being given an opportunity to do so. Employees may include in their personnel file any relevant materials including, but not limited to, letters of favorable comment, certificates, licenses, and academic credits. Employees may protest, or comment upon, in writing, any materials placed in their personnel file. Such comment/protest shall also be placed in the personnel file.

17.4 ‑ Visits by Union Representatives. Accredited representatives of the Union will be granted reasonable access to County or Sheriff’s Office facilities and employees for purposes of investigation of grievances and official Union business, provided such visitation does not interrupt the employee's work, and the Sheriff or Department Head has been notified and approves of such visits.

17.5 ‑ Bulletin Boards. The Union will be allowed to use a designated bulletin board located in the Courthouse, Sheriffs Office, and Detention Center to post notices regarding Union business. The Union shall limit its posting of notices and bulletins to such bulletin boards. The County and the Sheriff reserve the right to restrict the use of such space if it becomes a serious detraction from union‑management relations. Should the County or the Sheriff remove any material from the bulletin board, it shall be immediately sent to the Union President.

17.6 ‑ Contract Negotiations. The negotiating team for the Union, to be comprised of no more than four employees, shall be permitted to attend negotiating meetings relative to securing contract renewal to the extent such meetings are scheduled during duty hours of the members attending. Bargaining during scheduled bargaining sessions shall be considered time worked and will be paid accordingly.

17.7 ‑ Non‑Discrimination.

A. The County and the Sheriff, and the Union agree that each will not discriminate against any employee because of that employee's race, religion, color, national origin, sex, age, marital status, sexual orientation or disability which is subject to reasonable accommodation. This provision shall not apply if an employment decision is based on a bona fide occupational qualification. This section shall not be subject to the arbitration provisions contained in Article 15.

B. The County and the Sheriff and the Union agree that each will not discriminate against any employee for either engaging in or refraining from engaging in lawful Union activity. This section shall be subject to the arbitration provisions contained in Article 15.

ARTICLE 18 ‑ SAVINGS AND FUNDING CLAUSES

18.1 ‑ Savings Clause. Should any article, section, or portion of this Agreement be held unlawful and unenforceable by any court of competent jurisdiction, such decision of the court shall apply only to the specific article, section, or portion hereof directly addressed in the decision upon the issuance of such a decision, the parties agree immediately to negotiate, if possible, a substitute for the invalid article, section, or portion thereof.

18.2 ‑ Funding Clause. The parties recognize that funding of wages and benefits provided by this Agreement must be approved annually by established budget procedures. Wages, benefits and staffing are contingent upon sources of revenue and annual budget approval. In the event that the County determines that layoffs definitely will occur as a result of budget decisions, the County will notify the Union prior to issuing layoff notices, and the parties will explore cost saving alternatives in order to avert layoffs. This article is not a waiver of economic provision of this Agreement.

ARTICLE 19 ‑ DURATION

19.1 ‑ Duration. This Agreement shall be effective upon execution and shall remain in effect through June 30, ____. This Agreement shall be automatically renewed from year to year after June 30, ____, unless either party shall notify the other in writing 120 calendar days or more prior to June 30, ____, that it desires to modify this Agreement. In the event that such notice is given, negotiations shall begin no later than 30 calendar days prior to June 30, ____. This Agreement shall remain in full force and effect during the period of negotiations.

ARTICLE 20 ‑ SIGN‑OFF

IN WITNESS WHEREOF, the parties hereto have executed this Agreement on this _____ day of June, ____.

FOR CLATSOP COUNTY, OREGON: FOR CLATSOP COUNTY EMPLOYEES

LOCAL UNION 2746‑0, SHERIFF'S UNIT:

____________________________ ____________________________________

Richard Lee, Chairman Charles “Sam” Reeves, AFSCME, President

_____________________________ ____________________________________

Scott Derickson, CountyManager Kristen Hanthorn, Union Negotiator

_____________________________ ____________________________________

Tom Bergin, Sheriff Richard Moyer, Union Negotiator

_____________________________ ____________________________________

Leslie Atkinson Patrick McKerren, Union Negotiator

Human Resources Director

____________________________________

David HIllard, Union Negotiator

APPROVED AS TO FORM:

FOR AFSCME COUNCIL NO. 75:

_____________________________ ____________________________________

Akin Blitz Stacy Chamberlain

Labor Counsel and Negotiator Council Representative

					APPENDIX A
Class and Compensation Table for Sheriff's Deputies/Parole and Probation Officers and Technicians Bargaining Unit - effective 7/1/06
CONTROL ROOM TECHNICIAN	10II	DS	4	y	$ 2,424.93	$ 2,546.18	$ 2,673.48	$ 2,807.16	$ 2,947.52	$ 13.99	$ 17.00
DEP.SHERIFF SP.AGENT/INVESTIGATOR	19	DS	4	Y	$ 3,749.61	$ 3,937.08	$ 4,133.94	$ 4,340.63	$ 4,557.66	$ 21.63	$ 26.29
DEPUTY SHERIFF CORR.CORP II	19II	DS	4	Y	$ 3,882.24	$ 4,076.35	$ 4,280.17	$ 4,494.19	$ 4,718.89	$ 22.40	$ 27.22
DEPUTY SHERIFF TRAINEE	12	DS	4	Y	$ 2,651.80	---	---	---		$ 15.30	---
DEPUTY SHERIFF, CORR. CORPORAL	19	DS	4	Y	$ 3,749.61	$ 3,937.08	$ 4,133.94	$ 4,340.63	$ 4,557.66	$ 21.63	$ 26.29
DEPUTY SHERIFF, Corrections	16	DS	4	Y	$ 3,239.05	$ 3,400.99	$ 3,571.05	$ 3,749.60	$ 3,937.07	$ 18.69	$ 22.71
DEPUTY SHERIFF, Criminal	16	DS	4	Y	$ 3,239.05	$ 3,400.99	$ 3,571.05	$ 3,749.60	$ 3,937.07	$ 18.69	$ 22.71
DEPUTY SHERIFF, SENIOR Corrections	17	DS	4	Y	$ 3,401.02	$ 3,571.07	$ 3,749.63	$ 3,937.10	$ 4,133.96	$ 19.62	$ 23.85
DEPUTY SHERIFF, SENIOR Criminal	17	DS	4	Y	$ 3,401.02	$ 3,571.07	$ 3,749.63	$ 3,937.10	$ 4,133.96	$ 19.62	$ 23.85
DEPUTY SHERIFF, SENIOR II	17II	DS	4	Y	$ 3,520.06	$ 3,696.07	$ 3,880.86	$ 4,074.92	$ 4,278.66	$ 20.31	$ 24.68
DETECTIVE, LEAD	19	DS	4	Y	$ 3,749.61	$ 3,937.08	$ 4,133.94	$ 4,340.63	$ 4,557.66	$ 21.63	$ 26.29
PAROLE & PROBATION OFFICER I	18	DS	4	Y	$ 3,490.19	$ 3,664.69	$ 3,847.93	$ 4,040.33	$ 4,242.35	$ 20.13	$ 24.47
PAROLE & PROBATION OFFICER II	20	DS	4	Y	$ 3,848.06	$ 4,040.47	$ 4,242.49	$ 4,454.61	$ 4,677.34	$ 22.20	$ 26.98
TRANSITION CENTER TECHNICIAN	12	A	4	Y	$ 2,676.69	$ 2,810.35	$ 2,951.23	$ 3,099.32	$ 3,252.84	$ 15.44	$ 18.77

CLATSOP COUNTY
Sheriff's Bargaining Unit and Retirees
April, 2007 Proposed Rates for August, 2007 Renewal
CCIS Proposed Medical Plan partnered with current stand alone ODS Dental Plans II and III





		Total Cost of Plan			Employee Premium Per Month for Medical & Dental Combined
		Employee	Emp + Sp	Emp + Fam	Employee	Emp + Sp	Emp + Fam
VE PPP - $500 Ded/Rx:10%	Medical Rate:	$447.75	$927.55	$1,259.95	$44.77	$92.77	$126.00
Incentive Prev&Basic/50%Major-$2,000	Dental Rate:	$43.78	$86.67	$134.38	$4.38	$8.68	$13.44
	Monthly Rate:	$491.53	$1,014.22	$1,394.33	$49.15	$101.45	$139.44
	*County Cap 8/1/07:	$442.38	$912.77	$1,254.89

Total Monthly Employee Premium includes the Alternative Care Option and VSP Vision Benefit.

PREAMBLE

ARTICLE 1 ‑ SCOPE OF AGREEMENT AND RECOGNITION

ARTICLE 2 ‑ MANAGEMENT RIGHTS

ARTICLE 3 ‑ UNION SECURITY

ARTICLE 4 ‑ CHECKOFF

ARTICLE 5 ‑ HOURS OF WORK

ARTICLE 6 ‑ HOLIDAYS

ARTICLE 7 ‑VACATIONS

ARTICLE 8 ‑ SICK LEAVE

ARTICLE 9 ‑ LEAVES OF ABSENCE

ARTICLE 11 – COMPENSATION

ARTICLE 12 ‑ OVERTIME

ARTICLE 13 ‑ SENIORITY

ARTICLE 14 ‑ DISCIPLINE AND DISCHARGE

ARTICLE 15 ‑ SETTLEMENT OF DISPUTES

ARTICLE 16 ‑ EDUCATION AND TRAINING

ARTICLE 17 ‑ GENERAL PROVISIONS

ARTICLE 18 ‑ SAVINGS AND FUNDING CLAUSES

ARTICLE 19 ‑ DURATION

ARTICLE 20 ‑ SIGN‑OFF

ADDENDUM A – WAGE SCALE

ADDENDUM B

ADDENDUM C