HomeMy WebLinkAbout01-20-26 Council Meeting PacketSPECIAL ACCOMMODATIONS: The City of Arlington strives to provide accessible meetings for people with disabilities. Please contact the
ADA coordinator at (360) 403-3441 or 711 (TDD only) prior to the meeting date if special accommodations are required.
CALL TO ORDER
Mayor Don Vanney
PLEDGE OF ALLEGIANCE
ROLL CALL
Mayor Don Vanney – Wendy
APPROVAL OF THE AGENDA
Mayor Pro Tem Michele Blythe
INTRODUCTION OF SPECIAL GUESTS AND PRESENTATIONS
PROCLAMATION
America 250 ATTACHMENT A
Councilmember Heather Watland
PUBLIC COMMENT
For members of the public who wish to speak to the Council about any matter not on the Public Hearing
portion of the meeting. Please limit remarks to three minutes.
CONSENT AGENDA
Mayor Pro Tem Michele Blythe
1. Minutes of January 5 and January 12, 2026 Council meetings ATTACHMENT B
2. Accounts Payable ATTACHMENT C
3. U.S. Department of Agriculture Cooperative Services Agreement ATTACHMENT D
PUBLIC HEARING
NEW BUSINESS
1.Renewal of Agreement with the Stilly Valley Center for Senior Services ATTACHMENT E
Staff Presentation: Paul Ellis
Council Liaison: Heather Watland
2.Professional Services Agreement with Bridge Coordination Services, LLC,ATTACHMENT F
for Domestic Violence Coordinator Services
Staff Presentation: Paul Ellis
Council Liaison: Rob Toyer
Arlington City Council Meeting
Tuesday, January 20, 2026 at 6:00 pm
City Council Chambers – 110 E 3rd Street
SPECIAL ACCOMMODATIONS: The City of Arlington strives to provide accessible meetings for people with disabilities. Please contact the
ADA coordinator at (360) 403-3441 or 711 (TDD only) prior to the meeting date if special accommodations are required.
3.Professional Services Agreement Renewal with Strategies 360 ATTACHMENT G
Staff Presentation: Paul Ellis
Council Liaison: Yvonne Gallardo-Van Ornam
4.Ordinance Amending the Consumer Price Index Increases in the ATTACHMENT H
Arlington Municipal Code Chapter 13.12 Pertaining to Utility Rates
Staff Presentation: Jim Kelly
Council Liaison: Nathan Senff
5. Grant Agreement with the Washington State Transportation ATTACHMENT I
Improvement Board for Island Crossing Roundabout Project
Staff Presentation: Jim Kelly
Council Liaison: Tim Abrahamson
6. Selection of Mayor Pro Tem ATTACHMENT J
Staff Presentation: Paul Ellis
COMMENTS FROM COUNCILMEMBERS
INFORMATION/ADMINISTRATOR & STAFF REPORTS
MAYOR’S REPORT
CLOSED SESSION
Review Collective Bargaining Agreement [RCW 42.30.140(4)
Mayor Don Vanney / City Attorney Oskar Rey
RECONVENE NEW BUSINESS
7. Approval of the 2026-2028 Collective Bargaining Agreement between the ATTACHMENT K
City of Arlington and AFSCME Local 2849
Staff Presentation: Paul Ellis / Shawn Friang
Council Liaison: Mayor Pro Tem Michele Blythe
ADJOURNMENT
Mayor Pro Tem Michele Blythe / Mayor Don Vanney
Proclamation
America 250 WHEREAS; On July 4, 2026, our nation will commemorate the Semiquincentennial anniversary of the signing of the Declaration of Independence; and WHEREAS; The journey toward this historic milestone is an opportunity to reflect on our nation’s past, honor the contributions of all Americans, and look ahead to the future generations who will carry forward the ideals of democracy and individual liberty that make the United States a unique nation in the world community; and WHEREAS; the celebration is about helping Washingtonians feel more connected to their history as well as helping us to reflect on the foundational principles, structure, and purpose of our democratic system. This commemoration will also recognize the sovereignty of Tribal Nations as well as their presence and impact, since time immemorial, on the land that is now Washington; and WHEREAS; the City of Arlington is a partner in the WA America 250 Commission. The City plans to organize special activities; including an art mural in recognition of the Native America history in our area; and WHEREAS; the Stillaguamish Valley Genealogical Society is a partner in the WA America 250 Commission, and is a non-profit whose goals are to encourage an interest in genealogy and family history as well as to preserve historical records; and WHEREAS; the National Society Daughters of the American Revolution (DAR) is a non-political women’s service organization, established in 1890, whose members are lineally descended from Patriots of the American Revolution; and are spending the next year celebrating America 250 through education and patriotic activities; and WHEREAS; the Stillaguamish Pioneer Museum is planning activities to commemorate this historic milestone and honoring the experiences of the Stillaguamish Valley’s’ rich history; and WHEREAS; the Stilly Valley Chamber of Commerce plans to dedicate the 2026 July Fourth Parade with the America 250 theme and organize a community portrait in recognition of the occasion; and WHEREAS; During the 250th year anniversary of the signing of the Declaration of Independance the City of Arlington and our partners will be celebrating our nation’s rich history and diversity of experience by honoring all men and women who achieved American independence; THEREFORE, I, Don Vanney, Mayor of Arlington, do hereby proclaim 2026 as the America 250 celebration, and urge all residents to celebrate this momentous occasion with joy and gratitude. _____________________ January 20, 2026 Don E. Vanney, Mayor Date
DRAFT
Page 1 of 3
Council Chambers 110 East 3rd Street Monday, January 5, 2026
Councilmembers Present: Heather Watland, Rob Toyer, Yvonne Gallardo-Van Ornam, Michele Blythe, Nathan Senff, Tim Abrahamson, and Leisha Nobach.
Council Members Absent: None.
Staff Present: Mayor Don Vanney, Paul Ellis, Shelby Burke, Sheri Amundson, Shawn Friang, Jonathan Ventura, Mike Gilbert, Peter Barrett, Rory Bolter, City Attorney Oskar Rey, Chelsea Brewer, and Wendy Van Der Meersche.
Also Known to be Present: Kathy Vanney, Nobach family and friends, Senff family and friends, Kim Casteel, Watland family and friends, Dave Kraski, Drew Bono, Jay Lindberg, and others. Mayor Don Vanney called the meeting to order at 6:00 p.m., and the Pledge of Allegiance and roll call followed.
APPROVAL OF THE AGENDA Mayor Pro Tem Michele Blythe moved to approve the agenda as presented. Councilmember Rob Toyer seconded the motion, which passed with a unanimous vote.
INTRODUCTION OF SPECIAL GUESTS AND PRESENTATIONS City Attorney Oskar Rey administered oaths of office to new Councilmembers Nathan Senff, Heather Watland, Tim Abrahamson, and returning Councilmember Leisha Nobach.
PROCLAMATIONS None.
PUBLIC COMMENT Jay Lindberg, Lakewood, provided comments.
CONSENT AGENDA Mayor Pro Tem Michele Blythe moved, and Councilmember Leisha Nobach seconded the motion to approve the Consent Agenda that was unanimously carried: 1. Minutes of the December 15, 2025 Council meetings 2. Accounts Payable: Approval of EFT Payments and Claims Checks #114809 through #114987, dated December 2, 2025, through December 15, 2025 in the amount of $2,662,073.17.
Minutes of the Arlington
City Council Meeting
Minutes of the City of Arlington City Council Meeting January 5, 2026
Page 2 of 3
PUBLIC HEARING None.
NEW BUSINESS
Interlocal Agreement (ILA) with Snohomish County for Embedded Social Worker City Administrator Paul Ellis requested Council approve an interlocal agreement with Snohomish County for Embedded Social Worker. The interlocal agreement for a law enforcement embedded social worker with Snohomish County concluded December 31, 2025. The proposed agreement with Snohomish County will continue with a full time, embedded social worker with Arlington. This agreement also provides for back fill during employee leave and medical oversight needed to administrate the program. The City of Arlington and Snohomish County have been working together with a Law Enforcement Embedded Social Worker (LEESW) program. The goal of the LEESW program is to provide an alternative police response to those people with social service needs within and/or directly impacting the City of Arlington. The interlocal agreement outlines the purpose, activities, and commitment of resources from each agency. The ILA was for two years, expiring December 31, 2027. Councilmember Leisha Nobach moved, and Councilmember Yvonne Gallardo-Van Ornam seconded the motion to approve the interlocal agreement with Snohomish County for the Law Enforcement Embedded Social Worker and authorize the Mayor to sign the agreement. The motion passed unanimously.
Request for Permit Fee Waiver for Eagle Scout Project City Administrator Paul Ellis requested Council approve a waiver for Eagle Scout Project permit fee. Community and Economic Development is requesting a waiver of fees for an Eagle Scout project for Kid’s Kloset located on the Arlington School District property. The Building Permit Fee is $253.91 for plan review, permit fee, processing technology fee and state surcharge fee. Historically, permit fees have been waived for these types of volunteer projects. Councilmember Rob Toyer moved, and Councilmember Tim Abrahamson seconded the motion to authorize the Mayor to waive the building permit fees for the Eagle Scout Kid’s Kloset project. The motion passed unanimously.
COMMENTS FROM COUNCILMEMBERS None.
ADMINISTRATOR & STAFF REPORTS None.
Minutes of the City of Arlington City Council Meeting January 5, 2026
Page 3 of 3
MAYOR’S REPORT None.
EXECUTIVE SESSION None.
ADJOURNMENT With no further business to come before the Council, the meeting was adjourned at 6:13 p.m. _________________________________________ Don E. Vanney, Mayor
DRAFT
Page 1 of 2
Council Chambers 110 East 3rd Street Monday, January 12, 2026
Councilmembers Present: Heather Watland, Rob Toyer, Yvonne Gallardo-Van Ornam, Michele Blythe, Nathan Senff, Tim Abrahamson, and Leisha Nobach.
Council Members Absent: None.
Staff Present: Mayor Don Vanney, Paul Ellis, Shawn Friang, Shelby Burke, Lorene Robinson, Jim Kelly, Kris Wallace, Jonathan Ventura, and Peter Barrett, and Chelsea Brewer.
Also Known to be Present: Kathy Vanney, Randy Nobach, Kim Casteel, Dave Kraski, and Stephanie Abrahamson.
Mayor Don Vanney called the meeting to order at 6:00 pm, and the Pledge of Allegiance and roll call followed.
APPROVAL OF THE AGENDA Mayor Pro Tem Michele Blythe moved to approve the agenda as presented. Councilmember Rob Toyer seconded the motion, which passed with a unanimous vote.
INTRODUCTION OF SPECIAL GUESTS AND PRESENTATIONS None.
WORKSHOP ITEMS – NO ACTION WAS TAKEN
Grant Agreement with the Washington State Transportation Improvement Board for
Island Crossing Roundabout Project Public Works Director Jim Kelly reviewed a staff request for authorization to sign Transportation Improvement Board (TIB) Grant agreement for improvements to the Island Crossing Roundabout. The City of Arlington has been seeking funding for several years to improve the SR 530 and Smokey Point Boulevard Intersection. The City of Arlington, the Stillaguamish Tribe of Indians, and Snohomish County have worked on an intersection roundabout design over the past four years. Installation of a roundabout at this location will improve freight and vehicle movement and safety throughout the corridor, as well as add safe pedestrian walkways, and intersection improvements. SR 530 is a critical vehicle and freight corridor connecting north Arlington, Oso, Darrington and northeast Snohomish County to Interstate 5 (I-5). Staff applied for funding through the Transportation Improvement Board in 2025 and the City of Arlington has been awarded $4,461,608 for this project. Discussion followed with Mr. Kelly answering Council questions.
Minutes of the Arlington
City Council Workshop
Minutes of the City of Arlington City Council Workshop January 12, 2026
Page 2 of 2
U.S. Department of Agriculture Cooperative Services Agreement Airport Operations Director Lorene Robinson reviewed the Cooperative Services Agreement between the U.S. Department of Agriculture and the Arlington Municipal Airport. This agreement took effect on January 1, 2026, and will expire on December 31, 2030. The USDA and the Airport have maintained USDA Cooperative Services Agreements for more than a decade to address and mitigate wildlife hazards on the airfield.
Police Quarterly Report Chief Jonathan Ventura provided the fourth quarter report.
North County Regional Fire Authority Quarterly Report Chief Dave Kraski provided the fourth quarter report.
ADMINISTRATOR AND STAFF REPORTS None.
MAYOR’S REPORT None.
COMMENTS FROM COUNCILMEMBERS None.
COUNCILMEMBER REPORTS Councilmembers Blythe, Gallardo-Van Ornam, Abrahamson, Senff, and Watland provided brief updates, while Councilmembers Nobach and Toyer had nothing to report this evening.
PUBLIC COMMENT None.
REVIEW OF CONSENT AGENDA ITEMS FOR NEXT MEETING Councilmembers discussed and agreed to put Item No. 2 U.S. Department of Agriculture Cooperative Services Agreement on the consent agenda at the January 20, 2026 Council meeting.
EXECUTIVE SESSION None.
ADJOURNMENT With no further business to come before the Council, the meeting was adjourned at 6:52 p.m. ________ ________________________________ Don E. Vanney, Mayor
City of Arlington Council Agenda Bill CA #2 Attachment
January 20, 2026 Accounts Payable Claims Approval
Claims Approval
Finance; Shelby Burke, Director 360-403-3423 EXPENDITURES REQUESTED: 0 BUDGET CATEGORY: N/A BUDGETED AMOUNT: LEGAL REVIEW: DESCRIPTION:
ALTERNATIVES:
City of Arlington
January 20th, 2026 Council Meeting
Claims Certification:
We, the undersigned City Council of the City of Arlington, Washington, do hereby certify that
the merchandise or services hereinafter specified have been received and that:
Approval of EFT Payments and Claims Checks #114988 through #115069, dated December
16th, 2025, through December 30th, 2025 - in the amount of $1,558,823.30,
Approval of EFT Payments and Claims Checks #115070 through #115080, dated January 1st,
2026, through January 5th, 2026 - in the amount of $1,351,641.15,
Approval of Payroll EFT Payments and Check #30479 through #30482 dated December 1st,
2025, through December 31st, 2025, in the amount of $1,750,319.99.
City of Arlington Council Agenda Bill
Item: CA #3 Attachment D
COUNCIL MEETING DATE: January 20, 2026
U.S. Department of Agriculture (USDA) Cooperative Services Agreement
Cooperative Services Agreement and Financial Plan
Airport; Lorene Robinson, Operations Coordinator 360-403-3472 EXPENDITURES REQUESTED: Not to exceed $30,000 annually BUDGET CATEGORY: Operations BUDGETED AMOUNT: N/A LEGAL REVIEW:
and the Arlington Municipal Airport in order to mitigate wildlife associated safety risks to aviation. This agreement took effect on January 1, 2026, and will expire on December 31, 2030. The attached financial plan shows the 2026 budget not to exceed $27,091.85. The USDA updates and provides a financial plan annually.
decade to address and mitigate wildlife hazards on the airfield.
Remand to staff for additional information.
USDA as written.
City of Arlington Council Agenda Bill
Item: NB #1 Attachment E
January 20, 2026
Renewal of Agreement with the Stilly Valley Center for senior services
Agreement with the Stilly Valley Center for senior services
Administration; Paul Ellis, City Administrator EXPENDITURES REQUESTED: $25,000 BUDGET CATEGORY: General Fund BUDGETED AMOUNT $25,000 LEGAL REVIEW:
The City has had a long-standing agreement with the Stilly Valley Center to provide services to seniors. These services center on nutrition and wellness. This is a renewal of that agreement and will renew each year thereafter.
Agreements are done annually.
I move to approve the renewal of the agreement with the Stilly Valley Center for senior services and authorize the Mayor to sign the agreement.
Paul Ellis, City Administrator and Shelby Burke, Finance Director
ws City of Arlington Council Agenda Bill NB #2 Attachment
January 20, 2026 Professional Services Agreement with Bridge Coordination Services, LLC, for Domestic Violence
Professional Services Agreement with Bridge Coordination Services, LLC., for Domestic Violence Coordinator Services
Police / Administration; Paul Ellis, City Administrator EXPENDITURES REQUESTED: $85,150 (Not to Exceed) BUDGET CATEGORY: Police BUDGETED AMOUNT: $85,150 (Not to Exceed) LEGAL REVIEW: DESCRIPTION: LLC, for Domestic Violence Coordinator Services provided through the assignment of a Domestic Violence Coordinator to the Arlington Police Department on a part-time basis (Not to exceed 20 hours per week. The Domestic Violence Coordinator is responsible for the coordination of violence related cases between the victim, the Police Department, the Prosecuting Attorney’s Office and courts of
The City and Bridge Coordination Services, LLC entered into an interlocal agreement in December 2024 that expired at the end of December 2025.
ALTERNATIVES: Remand to staff for additional information.
authorize the Mayor to sign it.
City of Arlington Council Agenda Bill Item: NB #3 Attachment G COUNCIL MEETING DATE: January 20, 2026
Professional Services Agreement renewal with Strategies 360
Strategies 360 Professional Services Agreement
Administration; Paul Ellis, City Administrator 360-403-4603 EXPENDITURES REQUESTED: $36,000 BUDGET CATEGORY: GF—Other General Government Services BUDGETED AMOUNT: $36,000 LEGAL REVIEW:
The attached contract extension describes the work to be done by Strategies 360 at the state and federal level from January 1 through December 31, 2026. Strategies 360 has been working on our behalf in Olympia and Washington, D.C. to address some of our immediate and long-term transportation improvement goals, as well as assist us in economic development and other areas. The continuation of the contract ensures that our best interests are represented in the decision-making processes of the Washington State Legislature, the Washington State Department of Transportation, the United States Congress, as well as other state and federal agencies. The City has budgeted $36,000 annually for the 2026 budget.
The City has been a direct client of Strategies 360 since Fall 2012. Prior to that, the City was a client through participation in the SR9 Coalition.
None.
I move to approve the contract extension with Strategies 360 for Lobbying Services for 2026 and authorize the Mayor to sign the contract extension.
• Strategies 360, Inc. • 2200 6th Avenue • Suite 780 • Seattle, WA 98121 • 206.282.1990 •
SERVICES AGREEMENT
AMENDMENT
STRATEGIES 360, INC. ("Consultant") and City of Arlington ("Client") entered into a Services Agreement as
of January 1, 2025 (the "Agreement"). By and through this Amendment, to be effective as of January 1,
2026, the parties wish to modify the terms of the Agreement.
The parties hereby agree as follows:
1. Under the Agreement, services were set to expire on December 31, 2025. The parties wish to
extend the term of the Services Agreement for 12 additional months, and thus it shall now expire
on December 31, 2026.
2. Compensation: $3,000 per month. Terms for Expenses Remain as provided in the Initial Agreement.
This Amendment shall be deemed as part of the Agreement. Any reference to the Agreement in any other
documents shall be construed as including this Amendment. The provisions of the Agreement, as amended, shall
continue to be in full force and effect. In case of any discrepancy between this Amendment and the initial
Agreement, this Amendment shall prevail.
STRATEGIES 360, INC.
2200 6th Ave, Ste 780
Seattle, Washington 98121
TEL: 206.282.1990
By: _____________________________________
Ron Dotzauer, CEO
238 North Olympic Ave
Arlington, Washington 98223
360.403.4603
By: _____________________________________
Paul Ellis, City Administrator
City of Arlington Council Agenda Bill NB #4 Attachment
January 20, 2026 Ordinance amending Arlington Municipal Code 13.12 implementing the 2026 CPI increase to the water, sewer, and stormwater utility rates. ATTACHMENTS: Ordinance
Public Works; Jim Kelly, Director EXPENDITURES REQUESTED: None BUDGET CATEGORY: Utilities BUDGETED AMOUNT: N/A LEGAL REVIEW: DESCRIPTION: Proposal to amend Arlington Municipal Code (AMC) 13.12 allowing the city to use the August 2025 CPI-U rate to calculate the 2026 mandatory water, sewer, and stormwater utility rate increases.
AMC 13.12.040 mandates that the water, sewer, and stormwater utility rates be increased annually by the October reported percentage increase of the Consumer Price Index (CPI) for the Seattle-Tacoma-Bellevue area. The October 2025 data values are not available due to the 2025 government lapse in appropriations. Staff has calculated the increases based on the most current rates available which are for August 2025 with a CPI of 2.8%.
Remand to staff for additional information.
I move to approve the ordinance implementing the scheduled CPI increase of 2.8% to the water, sewer, and stormwater utility rates for 2026 based on August 2025 CPI-U data and authorize the Mayor to sign the ordinance.
ORDINANCE 2026-XXX 1
ORDINANCE NO. 2026-XXX
AN ORDINANCE OF THE CITY OF ARLINGTON, WASHINGTON
AMENDING THE ARLINGTON MUNICIPAL CODE CHAPTER 13.12 PERTAINING TO UTILITY RATES
WHEREAS, the City of Arlington has the authority to set rates and charges for its utility
system; and
WHEREAS, the City of Arlington continues to examine equitable rates for water, sewer,
and stormwater service; and
WHEREAS, the City Council wishes to adjust utility rates for 2026;
NOW, THEREFORE, the City Council of the City of Arlington do hereby ordain as follows:
Section 1. Arlington Municipal Code (AMC) Section 13.12.040 shall be and hereby is
repealed. A new AMC Section 13.12.040 is hereby adopted to read as follows:
13.12.040 - Water rates and charges.
Applicable state and city utility taxes are included in the following rates and
charges for water service. The total monthly water charges for every service shall
include the Base Charge, and the consumption charge, as set forth below.
Beginning on January 15, 2027, the rates set forth for the year 2026 shall be
increased annually by the October reported percentage increase of the
consumer price index (CPI) for the Seattle-Tacoma-Bellevue area for all urban
consumers, or other measure commonly used by the city should it change; and
provided further, however, that notwithstanding any reduction in the CPI, rates
shall not decrease.
ORDINANCE 2026-XXX 2
(1) Minimum monthly Base Charge schedule:
Basic Charge
By Meter
Size
INSIDE
CITY
INSIDE
CITY
2025
OUTSIDE
CITY RATE
2026
OUTSIDE
$50.47
$64.87
$104.48
$396.90
$505.31
(2) Monthly rate schedule charged for water consumption:
Rate per 100
cubic feet
2025
INSIDE CITY
RATE
INSIDE CITY
RATE
OUTSIDE
CITY RATE
OUTSIDE
CITY RATE
First 300 cf
Included in
Base
Charge for
SFR and
Commercial
water
services
only
Base
Charge for
SFR and
Commercial
water
services
only
Base
Charge for
SFR and
water
services
only
Included in
Base
Charge for
SFR and
water
services
only
Next 700 cf $3.31 $3.40 $4.66 $4.79
Over 1,000 cf $3.48 $3.58 $4.91 $5.05
Over 3,000 cf $3.48 $3.58 $4.91 $5.05
(3) Fair and equitable minimum rates for water consumers having meters
larger than four inches shall be fixed by the city council and written agreements
shall be entered with the users setting forth said rates. The city council may
enter into contracts with water users deviating from such rates where special
circumstances dictate; provided that, such rates shall not be discriminatory.
ORDINANCE 2026-XXX 3
(4) Temporary water service. Temporary water service for construction
purposes, or for any other purpose temporary in nature that will not require a
permanent service installation must be obtained through a Fire Hydrant Use
Permit as stipulated in AMC 13.04.100(e). Charges for temporary use of water
shall be as follows:
Temporary Water Services Charges
$100.00
First 300 cubic feet (cf) Included in base rate
Over 1,000 cubic feet $3.58
(A) The security deposit shall be refunded to the customer after the
equipment has been returned and inspected for any damages; customer shall be
solely responsible for all damages. Customers shall be billed on a monthly basis
for monthly equipment rental charges and usage fees from the date of
temporary service installation.
(B) Beginning on January 15, 2027, the usage rates set forth for temporary
water service shall be increased annually by the October reported percentage
increase of the consumer price index (CPI) for the Seattle-Tacoma-Bellevue area
for all urban consumers, or other measure commonly used by the city should it
change; provided, however, that notwithstanding any reduction in the CPI, rates
shall not decrease.
Section 2. Arlington Municipal Code Section 13.12.130 shall be and hereby is repealed.
A new AMC Section 13.12.130 is hereby adopted to read as follows:
13.12.130 Residential sewer rates and charges.
Applicable state and city utility taxes are included in the following rates and charges for
sewer service. The total monthly sewer charges for every SFR and MFR service shall be a flat fee
and not based on metered water consumption.
The effective dates for the following sewer rates will be based on the city's billing cycle
for use beginning on January 1, 2026. Beginning on January 15, 2027, the rates set forth for the
ORDINANCE 2026-XXX 4
year 2026 shall be increased annually by the October reported percentage increase of the
consumer price index (CPI) for the Seattle-Tacoma-Bellevue area for all urban consumers, or
other measure commonly used by the city should it change; provided, however, that
notwithstanding any reduction in the CPI, rates shall not decrease.
2025 RATE 2026 RATE
$76.28 $78.42
$58.72 $60.36
Section 3. Arlington Municipal Code Section 13.12.140 shall be and hereby is repealed.
A new AMC Section 13.12.140 is hereby adopted to read as follows:
13.12.140 Commercial sewer rates and charges.
(a) All sanitary sewer services connected to any public or private premises that are
defined as "Commercial classification" in Section 13.12.110 shall be charged for sanitary
sewer service upon the basis of water consumption. State and city utility taxes are
included in the following rates and charges for sewer service.
The effective dates for the following rates will be based on the city's billing cycle for use
beginning on January 1, 2026. Each user shall pay a minimum monthly charge of one
base rate plus a volume rate for all consumption over three hundred cubic feet per
month.
300 cubic feet of
cubic feet of metered
(b) Beginning on January 15, 2027, and on January 15th each year thereafter the
rates set forth for the year 2026 shall be increased annually by the October reported
percentage increase of the consumer price index (CPI) for the Seattle-Tacoma-Bellevue
area for all urban consumers, or other measure commonly used by the city should it
change, provided, however, that notwithstanding any reduction in the CPI, rates shall
not decrease.
ORDINANCE 2026-XXX 5
Section 4. Arlington Municipal Code Section 13.12.150 shall be and hereby is repealed.
A new AMC Section 13.12.150 is hereby adopted to read as follows:
13.12.150 Industrial user classification and charges.
The rates and charges for industrial users, as defined in Sections 13.08.240, 13.08.250,
and Chapter 13.36, shall be as follows:
(1) All user charges shall be based upon equitable unit charges established for flow
BOD (biochemical oxygen demand) loading and TSS (total suspended solids) loading, based
upon the average BOD, TSS and other parameter(s) concentrations (as established by the public
works director) monitored for the industrial user and the flow recorded in the monitoring
manhole or water use.
(2) A minimum monthly charge will be established by the city to cover the basic
sewer costs and monitoring of the industrial user's wastewater discharge, and in the event the
monthly sewer bill does not exceed this amount the industrial user shall agree to pay the
estimated minimum monthly charge. This charge shall be reviewed from time to time and
adjusted to ensure the charge is covering the monitoring services and sewer costs provided and
must be reviewed every two years. Initially, the monthly charges shall be based on the
following, unless otherwise established in the negotiated discharge permit:
(A) For an industrial user with waste strength less than two hundred fifty mg/1,
measured as five-day BOD and TSS, and other parameters within limits established in Sections
13.08.240, 13.08.250, [and Chapter] 13.36, and whose discharge does not require regular
monitoring other than flow, the minimum monthly charge is as set forth below:
(B) For an industrial user with waste strength in excess of two hundred fifty mg/l for
two months or more per year, the minimum monthly charge is as set forth below:
(C) Beginning January 15, 2027, and each January 15th thereafter, the charges set
forth in subsections (l)(A) and (l)(B), shall be increased annually, by the October reported
percentage increase of the consumer price index (CPI) for the Seattle-Tacoma-Bellevue area for
all urban consumers, or other measure commonly used by the city should it change; provided,
however, that notwithstanding any reduction in the CPI, rates shall not decrease.
(3) Until such time as a sewer user charge analysis can be conducted to establish
equitable charges under a negotiated discharge permit between the city and the industrial user,
the following shall be used as the basis for industrial user charges:
ORDINANCE 2026-XXX 6
(A) Flow based charge per cubic foot of wastewater discharged;
(B) BOD charge per pound of BOD discharged; and
(C) TSS charge per pound of TSS discharged, pursuant to the following table:
(D) Beginning January 15, 2027, and each January 15th thereafter, the charges set
forth in subsection (c), shall be increased annually, by the October reported percentage
increase of the consumer price index (CPI) for the Seattle-Tacoma-Bellevue area for all urban
consumers, or other measure commonly used by the city should it change; provided, however,
that notwithstanding any reduction in the CPI, rates shall not decrease.
(4) Flow shall be based upon one hundred percent of the water consumption or rate
of flow of wastewater discharge into the sewer (measured in an industrial user installed flow
measurement and recording equipment installed in control manhole, pursuant to Chapter
13.36). Strength of wastewater discharged shall be established based upon twenty-four-hour
composite samples made by the city at the control manhole and tested by the city's wastewater
treatment plant laboratory or state certified testing laboratory. All testing shall be in
accordance with the latest edition of "Standard Methods for Examination of Water and
Wastewater," APHA, AWWA and WPCF. BOD and TSS, pounds per day, shall be calculated based
upon concentration of composite samples and established flow rates.
(5) Appeal.
(A) If any user believes that a portion of the user's metered flow, larger than ten
percent, is not discharged into the sewer system (when flow measurement is not provided in
the control manhole), the user should make written application to the public works director for
review of the user's flow of wastewater. If the public works director agrees that charges for the
user should be adjusted, they shall so notify the city council, which may approve such change,
or direct a recomputation of the user's sewer rates.
(B) If the public works director does not agree to the adjustment of user charges,
the user may further appeal to the city council, which may direct further study or take other
appropriate action.
Section 5. Arlington Municipal Code Section 13.12.540 shall be and hereby is repealed.A
new AMC Section 13.12.540 is hereby adopted to read as follows:
ORDINANCE 2026-XXX 7
13.12.540 Initial service charge rates.
In accordance with the rate structure established herein, there is hereby levied upon all
developed real property within the boundaries of the utility, the following service charges:
(1) State and city utility taxes are included in the following rates and charges for
stormwater service. See Table 3.
(2) Beginning on January 15, 2027, the rates set forth for the year 2026 shall be
increased annually by the October reported percentage increase of the consumer price index
(CPI) for the Seattle-Tacoma-Bellevue area for all urban consumers, or other measure
commonly used by the city should it change; provided, however, that notwithstanding any
reduction in the CPI, rates shall not decrease.
(3) For all other developed property including multifamily, condominiums and
mobile home parks within the boundaries of the utility, except as specified under Section
13.28.130, the monthly service charge shall be based on the above table (Table 3) per month
multiplied by the number of equivalent service units determined by the utility to be contained
in such parcel. For all single-family property owners qualifying for the senior low-income utility
discount established in Section 13.12.140, the discount shall apply to stormwater service
charges.
Section 6. Severability. Should any section, paragraph, sentence, clause or phrase
of this Ordinance, or its application to any person or circumstance, be declared unconstitutional
or otherwise invalid for any reason, or should any portion of this Ordinance be preempted by
state or federal law or regulation, such decision or preemption shall not affect the validity of
the remaining portions of this Ordinance or its application to other persons or circumstances.
Section 7. Effective Date. This Ordinance shall take effect and be in full force five
(5) days after the date of publication provided that the rates shall be effective on the first day
of the city’s regular billing cycle beginning January 15, 2026. The City Clerk is directed to
publish this ordinance at the earliest possible date.
PASSED BY the City Council and APPROVED by the Mayor this 20th day of January, 2026.
CITY OF ARLINGTON
_____________________________
Don E. Vanney, Mayor
ORDINANCE 2026-XXX 8
Attest:
_________________________
Wendy Van Der Meersche
City Clerk
Approved as to form:
_________________________
Oskar Rey
City Attorney
City of Arlington Council Agenda Bill NB #5 Attachment I COUNCIL MEETING DATE: January 20, 2026
Notice of TIB Grant Award TIB Grant Agreement for the Island Crossing Roundabout Project
Public Works; Jim Kelly, Director 360-403-3505 EXPENDITURES REQUESTED: $ 1,300,000 City Funds $ 4,461,608.00 TIB funds BUDGET CATEGORY: Transportation Funds, Utility Funds BUDGETED AMOUNT: $ 5,761,608.00 budgeted 2026 LEGAL REVIEW: DESCRIPTION: Staff is requesting authorization to sign TIB Grant agreement for improvements to the Island Crossing Roundabout.
The City of Arlington has been seeking funding for several years to improve the SR 530 and Smokey Point Boulevard Intersection. The City of Arlington, the Stillaguamish Tribe of Indians, and Snohomish County have worked on an intersection roundabout design over the past four years. Installation of a Roundabout at this location will improve freight and vehicle movement and safety throughout the corridor, as well as add safe pedestrian walkways, and intersection improvements. SR 530 is a critical vehicle and freight corridor connecting north Arlington, Oso, Darrington and northeast Snohomish County to Interstate 5 (I-5). Staff applied for funding through the Transportation Improvement Board in 2025 and the City of Arlington has been awarded $4,461,608 for this project. Staff are now requesting authorization for the mayor to sign the grant agreement. ALTERNATIVES:
Washington State
Transportation Improvement Board
TIB Members
Chair
Councilmember Sam Low
Snohomish County
Vice Chair
Mayor Hilda González
City of Granger
Susan Carter
Hopelink
Kent Cash
Port of Vancouver
Barbara Chamberlain
WSDOT
Dongho Chang
WSDOT
Scott Chesney
Spokane County
Vicky Clarke
Cascade Bicycle Club & Washington
Bikes
Nick Covey
Link Transit
Andrew Denham
Town of Twisp
Stephanie Forman
Forman Consulting
Preston Frederickson
City of Walla Walla
Commissioner Al French
Spokane County
Commissioner Scott Hutsell
Lincoln County
Councilmember Jon Pascal
City of Kirkland
Les Reardanz
Whatcom Transportation Authority
Mayor Kim Roscoe
City of Fife
Maria Thomas
Office of Financial Management
John Vicente
City of Kenmore
Jennifer Walker
Thurston County
Jane Wall
County Road Administration Board
Ashley Probart
Executive Director
P.O. Box 40901
Olympia, WA 98504‐0901
Phone: 360‐586‐1140
www.tib.wa.gov
Investing in your local community
November 21, 2025
James Kelly, P.E.
Public Works Director
City of Arlington
238 North Olympic Avenue
Arlington, WA 98223-1337
Dear James Kelly:
Congratulations! The Transportation Improvement Board (TIB) is pleased to announce
the selection of your project, Island Crossing (SR 530) Roundabout, Smokey Point
Blvd, TIB project number 8-1-817(010)-1.
TIB is awarding 80.0000% of approved eligible project costs with a maximum grant of
$4,461,608.
Before any work is permitted on this project, you must complete and email the following
items to your TIB engineer:
Verify the information on the attached Grant Agreement Form. If necessary, revise
section 3.0 Project Funding Partners.
Sign and email a copy of the Grant Agreement Form to your TIB Engineer.
Submit the section of your adopted Six Year Transportation Improvement Plan listing
this project.
TIB approval is required prior to incurring reimbursable expenses.
In accordance with RCW 47.26.084, you must certify full funding by November 21,
2026, or the grant may be terminated. Grants may also be rescinded due to
unreasonable project delays as described in WAC 479-05-211.05-211.
If you have questions, please contact Greg Armstrong, TIB Region Engineer, at
GregA@TIB.wa.gov.
Sincerely,
Ashley Probart
Executive Director
Enclosures
Washington State Transportation Improvement Board 8-1-817(010)-1
Grant Agreement
Fuel Tax Agreement October 2025
City of Arlington
8-1-817(010)-1
Island Crossing (SR 530) Roundabout
Smokey Point Blvd
STATE OF WASHINGTON
TRANSPORTATION IMPROVEMENT BOARD
AND
City of Arlington
AGREEMENT
THIS GRANT AGREEMENT (hereinafter “Agreement”) for the Island Crossing (SR 530)
Roundabout, Smokey Point Blvd (hereinafter “Project”) is entered into by the WASHINGTON
STATE TRANSPORTATION IMPROVEMENT BOARD (hereinafter “TIB”) and City of Arlington,
a political subdivision of the State of Washington (hereinafter “RECIPIENT”).
1.0 PURPOSE
For the project specified above, TIB shall pay 80.0000 percent of approved eligible project costs
up to the amount of $4,461,608, pursuant to terms contained in the RECIPIENT’S Grant
Application, supporting documentation, chapter 47.26 RCW and/or chapter 47.04 RCW, title 479
WAC, and the terms and conditions listed below.
2.0 SCOPE AND BUDGET
The Project Scope and Budget are initially described in RECIPIENT’s Grant Application and
incorporated by reference into this Agreement. Scope and Budget will be further developed and
refined, but not substantially altered during the Design, Bid Authorization and Construction
Phases. Any material alterations to the original Project Scope or Budget as initially described in
the Grant Application must be authorized by TIB in advance by written amendment.
3.0 PROJECT FUNDING PARTNERS
The RECIPIENT anticipates receiving additional funding from the following funding partners, in
the following amounts. However, in no event shall any non-party to this Agreement, even if
referenced as a funding partner below, be considered a third party beneficiary to this
Agreement.
Funding Partners Amount Revised Funding
ARLINGTON 1,115,403
WSDOT 0
Federal Funds 0
Washington State Transportation Improvement Board 8-1-817(010)-1
Grant Agreement
Fuel Tax Agreement October 2025
TOTAL LOCAL FUNDS 1,115,403
4.0 PROJECT DOCUMENTATION
TIB requires RECIPIENT to make reasonable progress and submit timely Project
documentation as applicable throughout the Project. Upon RECIPIENT’s submission of each
Project document to TIB, the terms contained in the document will be incorporated by reference
into the Agreement. Required documents include, but are not limited to the following:
a) Bid Authorization Form with plans and engineers estimate
b) Award Updated Cost Estimate
c) Bid Tabulations
d) Contract Completion Updated Cost Estimate with final summary of quantities
e) Project Accounting History
5.0 BILLING AND PAYMENT
The local agency shall submit progress billings as project costs are incurred to enable TIB to
maintain accurate budgeting and fund management. Payment requests may be submitted as
often as the RECIPIENT deems necessary, but shall be submitted at least quarterly if billable
amounts are greater than $50,000. If progress billings are not submitted, large payments may
be delayed or scheduled in a payment plan.
6.0 TERM OF AGREEMENT
This Agreement shall be effective upon execution by TIB and shall continue through closeout of
the grant or until terminated as provided herein, but shall not exceed 10 years unless amended
by the Parties.
7.0 AMENDMENTS
This Agreement may be amended by mutual agreement of the Parties. Such amendments shall
not be binding unless they are in writing and signed by persons authorized to bind each of the
Parties.
8.0 ASSIGNMENT
The RECIPIENT shall not assign or transfer its rights, benefits, or obligations under this
Agreement without the prior written consent of TIB. The RECIPIENT is deemed to consent to
assignment of this Agreement by TIB to a successor entity. Such consent shall not constitute a
waiver of the RECIPIENT’s other rights under this Agreement.
Washington State Transportation Improvement Board 8-1-817(010)-1
Grant Agreement
Fuel Tax Agreement October 2025
9.0 GOVERNANCE & VENUE
This Agreement shall be construed and interpreted in accordance with the laws of the state of
Washington and venue of any action brought hereunder shall be in the Superior Court for
Thurston County.
10.0 DEFAULT AND TERMINATION
10.1 NON-COMPLIANCE
a) In the event TIB determines, in its sole discretion, the RECIPIENT has failed to
comply with the terms and conditions of this Agreement, TIB shall notify the RECIPIENT,
in writing, of the non-compliance.
b) In response to the notice, RECIPIENT shall provide a written response within 10
business days of receipt of TIB’s notice of non-compliance, which should include either a
detailed plan to correct the non-compliance, a request to amend the Project, or a denial
accompanied by supporting details.
c) TIB will provide 30 days for RECIPIENT to make reasonable progress toward
compliance pursuant to its plan to correct or implement its amendment to the Project.
d) Should RECIPIENT dispute non-compliance, TIB will investigate the dispute and
may withhold further payments or prohibit the RECIPIENT from incurring additional
reimbursable costs during the investigation.
10.2 DEFAULT
RECIPIENT may be considered in default if TIB determines, in its sole discretion, that:
a) RECIPIENT is not making reasonable progress toward correction and
compliance.
b) TIB denies the RECIPIENT’s request to amend the Project.
c) After investigation TIB confirms RECIPIENT’S non-compliance.
TIB reserves the right to order RECIPIENT to immediately stop work on the Project and
TIB may stop Project payments until the requested corrections have been made or the
Agreement has been terminated.
10.3 TERMINATION
a) In the event of default by the RECIPIENT as determined pursuant to Section
10.2, TIB shall serve RECIPIENT with a written notice of termination of this Agreement,
which shall be served in person, by email or by certified letter. Upon service of notice of
termination, the RECIPIENT shall immediately stop work and/or take such action as may
be directed by TIB.
b) In the event of default and/or termination by either PARTY, the RECIPIENT may
be liable for damages as authorized by law including, but not limited to, repayment of
grant funds.
c) The rights and remedies of TIB provided in the AGREEMENT are not exclusive
and are in addition to any other rights and remedies provided by law.
Washington State Transportation Improvement Board 8-1-817(010)-1
Grant Agreement
Fuel Tax Agreement October 2025
10.4 TERMINATION FOR NECESSITY
TIB may, with ten (10) days written notice, terminate this Agreement, in whole or in part,
because funds are no longer available for the purpose of meeting TIB’s obligations. If
this Agreement is so terminated, TIB shall be liable only for payment required under this
Agreement for performance rendered or costs incurred prior to the effective date of
termination.
11.0 USE OF TIB GRANT FUNDS
TIB grant funds come from Motor Vehicle Fuel Tax revenue and other revenue sources. Any
use of these funds for anything other than highway or roadway system improvements is
prohibited and shall subject the RECIPIENT to the terms, conditions and remedies set forth in
Section 10. If Right of Way is purchased using TIB funds, and some or all of the Right of Way is
subsequently sold, proceeds from the sale must be deposited into the RECIPIENT’s motor
vehicle fund and used for a motor vehicle purpose.
12.0 INCREASE OR DECREASE IN TIB GRANT FUNDS
At Bid Award and Contract Completion, RECIPIENT may request an increase in the maximum
payable TIB funds for the specific project. Requests must be made in writing and will be
considered by TIB and awarded at the sole discretion of TIB. All increase requests must be
made pursuant to WAC 479-05-202 and/or WAC 479-01-060 and/or WAC 479-10-575. If an
increase is denied, the recipient shall be liable for all costs incurred in excess of the maximum
amount payable by TIB. In the event that final costs related to the specific project are less than
the initial grant award, TIB funds will be decreased and/or refunded to TIB in a manner that
maintains the intended ratio between TIB funds and total project costs, as described in Section
1.0 of this Agreement.
13.0 INDEPENDENT CAPACITY
The RECIPIENT shall be deemed an independent contractor for all purposes and the
employees of the RECIPIENT or any of its contractors, subcontractors, and employees thereof
shall not in any manner be deemed employees of TIB.
14.0 INDEMNIFICATION AND HOLD HARMLESS
The PARTIES agree to the following:
Each of the PARTIES, shall protect, defend, indemnify, and save harmless the other PARTY, its
officers, officials, employees, and agents, while acting within the scope of their employment as
such, from any and all costs, claims, judgment, and/or awards of damages, arising out of, or in
any way resulting from, that PARTY’s own negligent acts or omissions which may arise in
connection with its performance under this Agreement. No PARTY will be required to
indemnify, defend, or save harmless the other PARTY if the claim, suit, or action for injuries,
death, or damages is caused by the sole negligence of the other PARTY. Where such claims,
suits, or actions result from the concurrent negligence of the PARTIES, the indemnity provisions
provided herein shall be valid and enforceable only to the extent of a PARTY’s own negligence.
Each of the PARTIES agrees that its obligations under this subparagraph extend to any claim,
demand and/or cause of action brought by, or on behalf of, any of its employees or agents. For
this purpose, each of the PARTIES, by mutual negotiation, hereby waives, with respect to the
other PARTY only, any immunity that would otherwise be available to it against such claims
under the Industrial Insurance provision of Title 51 RCW. In any action to enforce the provisions
Washington State Transportation Improvement Board 8-1-817(010)-1
Grant Agreement
Fuel Tax Agreement October 2025
of the Section, the prevailing PARTY shall be entitled to recover its reasonable attorney’s fees
and costs incurred from the other PARTY. The obligations of this Section shall survive
termination of this Agreement.
15.0 DISPUTE RESOLUTION
a) The PARTIES shall make good faith efforts to quickly and collaboratively resolve any
dispute arising under or in connection with this AGREEMENT. The dispute resolution
process outlined in this Section applies to disputes arising under or in connection with
the terms of this AGREEMENT.
b) Informal Resolution. The PARTIES shall use their best efforts to resolve disputes
promptly and at the lowest organizational level.
c) In the event that the PARTIES are unable to resolve the dispute, the PARTIES shall
submit the matter to non-binding mediation facilitated by a mutually agreed upon
mediator. The PARTIES shall share equally in the cost of the mediator.
d) Each PARTY agrees to compromise to the fullest extent possible in resolving the dispute
in order to avoid delays or additional incurred cost to the Project.
e) The PARTIES agree that they shall have no right to seek relief in a court of law until and
unless the Dispute Resolution process has been exhausted.
16.0 ENTIRE AGREEMENT
This Agreement, together with the RECIPIENT’S Grant Application, the provisions of chapter
47.26 Revised Code of Washington and/or 47.04 Revised Code of Washington, the provisions
of title 479 Washington Administrative Code, and TIB Policies, constitutes the entire agreement
between the PARTIES and supersedes all previous written or oral agreements between the
PARTIES.
17.0 RECORDS MAINTENANCE
The RECIPIENT shall maintain books, records, documents, data and other evidence relating to
this Agreement and performance of the services described herein, including but not limited to
accounting procedures and practices which sufficiently and properly reflect all direct and indirect
costs of any nature expended in the performance of this Agreement. RECIPIENT shall retain
such records for a period of six years following the date of final payment. At no additional cost,
these records, including materials generated under the Agreement shall be subject at all
reasonable times to inspection, review or audit by TIB personnel duly authorized by TIB, the
Office of the State Auditor, and federal and state officials so authorized by law, regulation or
agreement.
If any litigation, claim or audit is started before the expiration of the six (6) year period, the
records shall be retained until all litigation, claims, or audit findings involving the records have
been resolved.
Washington State Transportation Improvement Board 8-1-817(010)-1
Grant Agreement
Fuel Tax Agreement October 2025
Approved as to Form
Attorney General
By:
Signature on file
lbert H. Wang
ssistant Attorney General
Lead Agency Transportation Improvement Board
Chief Executive Office Date Executive Directo Date
Print Name Print Name
City of Arlington Council Agenda Bill Item: NB #6 Attachment J
January 20, 2026
Selection of Mayor Pro Tem None. DEPARTMENT OF ORIGIN Administration; Paul Ellis, City Administrator – 360-403-4603 EXPENDITURES REQUESTED: -0-BUDGET CATEGORY: N/A BUDGETED AMOUNT: N/A LEGAL REVIEW: DESCRIPTION: follows:
Selecting Mayor Pro Tem and Alternate Mayor Pro Tem: The Mayor Pro Tem will be selected by a majority vote of the Councilmembers at the second meeting in January in even years or when there is a vacancy. In selecting the Mayor Pro Tem, the Council will be guided by the following principles: • To preserve continuity in the office, the Mayor Pro Tem shall generally serve for a term of two (2) years.• The Mayor Pro Tem should have served as a Council member for at least two (2) years beforeappointment to the office of Mayor Pro Tem.• In general, the appointment of Mayor Pro Tem will be to the eligible Council members who have servedthe longest in office.The Alternate Mayor Pro Tem will be the Council member who most recently served as Mayor Pro Tem.
Marilyn Oertle (2008-2009), Steve Baker (2010-2011), Marilyn Oertle (2012-2013), Chris Raezer (2014-2015), Debora Nelson (2016-2017), Marilyn Oertle (2018-2019),
No alternatives.
I move to select Councilmember _________________ as the City’s Mayor Pro Tem for 2026-2028.
City of Arlington Council Agenda Bill NB #7 Attachment
January 20, 2026 AFSCME Collective Bargaining Agreement 2026-2028
Executive Summary, Redline Contract and Clean Contract
Administration; Paul Ellis, City Administrator / Shawn Friang, Human Resources Director EXPENDITURES REQUESTED: Budgeted BUDGET CATEGORY: 2025-2026 Budget BUDGETED AMOUNT: LEGAL REVIEW: DESCRIPTION: The City and Arlington City Employees, Local 2849 of the Washington State Council of County and City Employees, Council 2, AFSCME negotiated a successor collective bargaining agreement to be effective January 1, 2026 through December 31, 2028. Changes to the Collective Bargaining Agreement includes some housekeeping and language updates, in addition to cost-of-living increases.
HISTORY: Negotiations started in July 2025 and concluded in December 2025. Meetings and discussions were collaborative and fruitful. The teams met monthly working through issues and progressing through the contract requests from both sides. The latest Collective Bargaining Agreement expired December 31, 2025. The proposed agreement will take effect January 1, 2026. ALTERNATIVES:
sign the agreement.
Executive Summary
Arlington City Employees, Local 2849 of the
Washington State Council of County and City
Employees, Council 2, AFSCME
January 1,2026 to December 31, 2028 The Human Resources Department is pleased to provide the Council with a successor collective bargaining agreement between the City of Arlington and the AFSCME Union to consider for ratification. This collective bargaining agreement will be in effect from January 1, 2026 through December 31, 2028. There were some housekeeping language updates and below is a list of the major changes:
Article 6 – Hours of Work Only worked hours count towards overtime calculation. Increase in compensatory bank maximum limit to 48 hours Pay for on-call assignment to $100/day, $150/holiday
Article 8 Holiday – Holiday hours count towards overtime calculation
Article 9 Vacation – New maximum carryover of 300 hours and cash out of 240 hours upon separation of employment.
Article 10 Sick leave Cash out of max 160 hours upon separation of employment to an HRA VEBA
Article 22 Wages Longevity – addition of 1% pay after 5 years of continuous service. Effective Jan 1, 2026 cost of living adjustment of 3% from 2025 pay plan Effective Jan 1, 2027 cost of living adjustment of 3% from 2026 pay plan Effective Jan 1, 2028 cost of living adjustment of 3% from 2027 pay plan
Article 23 Health and Welfare Insurance City pays 100% Dental premium for employee and dependents Negotiations lasted from July to December in 2025 with regular meetings that were collaborative. Clarification of overtime and pay for on call assignments were important conversations. To help with retention there was an addition of a pay of 1% after 5 years of continuous services. The City covering the premium costs for dental and the increase in compensatory bank balances also aid in hiring and retention considerations.
COLLECTIVE BARGAINING AGREEMENT
by and between
THE CITY OF ARLINGTON
and
ARLINGTON CITY EMPLOYEES, LOCAL 2849
OF THE WASHINGTON STATE COUNCIL OF COUNTY AND CITY
EMPLOYEES, COUNCIL 2, AFSCME
January 1, 2022 2026 through December 31, 2024202820
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2022 2026 through 12/31/2024 120289
1
Table of Contents
PREAMBLE ..................................................................................................................................................... 4
ARTICLE 1 - WARRANT OF AUTHORITY ......................................................................................................... 4
ARTICLE 2 - UNION RECOGNITION ................................................................................................................ 4
ARTICLE 3 - UNION SECURITY ........................................................................................................................ 4
ARTICLE 4 – MANAGEMENT RIGHTS ............................................................................................................. 5
ARTICLE 5 - UNION RIGHTS ........................................................................................................................... 6
ARTICLE 6 - HOURS OF WORK ....................................................................................................................... 7
ARTICLE 7 - STATUS OF EMPLOYEES ........................................................................................................... 13
ARTICLE 8 - PAID HOLIDAYS ........................................................................................................................ 13
ARTICLE 9 – VACATIONS .............................................................................................................................. 15
ARTICLE 10 - SICK LEAVE ............................................................................................................................. 16
ARTICLE 11 – BEREAVEMENT LEAVE ........................................................................................................... 19
ARTICLE 12 – JURY DUTY ............................................................................................................................. 19
ARTICLE 13 – LEAVES OF ABSENCE ............................................................................................................. 20
ARTICLE 14 - LIGHT DUTY ............................................................................................................................ 21
ARTICLE 15 – FAMILY AND MEDICAL LEAVE AND PAID FAMILY MEDICAL LEAVE ...................................... 21
ARTICLE 16 – CLASSIFICATION AND WAGE ADMINISTRATION ................................................................... 21
ARTICLE 17 - SENIORITY, LAYOFF, RECALL .................................................................................................. 26
ARTICLE 18 - PROBATION PERIODS, TRIAL SERVICE .................................................................................... 28
ARTICLE 19 – LABOR MANAGEMENT COMMITTEE..................................................................................... 28
ARTICLE 20 - DISCIPLINE AND TERMINATION ............................................................................................. 29
ARTICLE 21 – GRIEVANCE PROCEDURE ....................................................................................................... 29
ARTICLE 22 - WAGES AND LONGEVITY........................................................................................................ 32
ARTICLE 23 – HEALTH AND WELFARE INSURANCE ..................................................................................... 34
ARTICLE 24 – DRUG TESTING ...................................................................................................................... 37
ARTICLE 25 – CLOTHING / APPEARANCE .................................................................................................... 38
ARTICLE 26 – VOLUNTEERS ......................................................................................................................... 39
ARTICLE 27 – CDL RENEWALS ..................................................................................................................... 40
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2022 2026 through 12/31/2024 220289
2
ARTICLE 28 – NO STRIKES OR LOCK-OUTS .................................................................................................. 40
ARTICLE 29 – SAVINGS CLAUSE ................................................................................................................... 40
ARTICLE 30 – ENTIRE AGREEMENT ............................................................................................................. 40
ARTICLE 31 - TERM OF AGREEMENT ........................................................................................................... 41
PREAMBLE ..................................................................................................................................................... 3
ARTICLE 1 - WARRANT OF AUTHORITY ......................................................................................................... 3
ARTICLE 2 - UNION RECOGNITION ................................................................................................................ 3
ARTICLE 3 - UNION SECURITY ........................................................................................................................ 3
ARTICLE 4 – MANAGEMENT RIGHTS ............................................................................................................. 4
ARTICLE 5 - UNION RIGHTS ........................................................................................................................... 5
ARTICLE 6 - HOURS OF WORK ....................................................................................................................... 6
ARTICLE 7 - STATUS OF EMPLOYEES ........................................................................................................... 10
ARTICLE 8 - PAID HOLIDAYS ........................................................................................................................ 10
ARTICLE 9 – VACATIONS .............................................................................................................................. 12
ARTICLE 10 - SICK LEAVE ............................................................................................................................. 13
ARTICLE 11 – BEREAVEMENT LEAVE ........................................................................................................... 15
ARTICLE 12 – JURY DUTY ............................................................................................................................. 16
ARTICLE 13 – LEAVES OF ABSENCE ............................................................................................................. 16
ARTICLE 14 - LIGHT DUTY ............................................................................................................................ 17
ARTICLE 15 – FAMILY AND MEDICAL LEAVE ............................................................................................... 17
ARTICLE 16 – CLASSIFICATION AND WAGE ADMINISTRATION ................................................................... 18
ARTICLE 17 - SENIORITY, LAYOFF, RECALL .................................................................................................. 22
ARTICLE 18 - PROBATION PERIODS, TRIAL SERVICE .................................................................................... 24
ARTICLE 19 – LABOR MANAGEMENT COMMITTEE..................................................................................... 24
ARTICLE 20 - DISCIPLINE AND TERMINATION ............................................................................................. 25
ARTICLE 21 – GRIEVANCE PROCEDURE ....................................................................................................... 25
ARTICLE 22 - WAGES AND LONGEVITY........................................................................................................ 28
ARTICLE 23 – HEALTH AND WELFARE INSURANCE ..................................................................................... 30
ARTICLE 24 – DRUG TESTING ...................................................................................................................... 33
ARTICLE 25 – CLOTHING / APPEARANCE .................................................................................................... 33
ARTICLE 26 – VOLUNTEERS ......................................................................................................................... 35
ARTICLE 27 – CDL RENEWALS ..................................................................................................................... 35
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Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2022 2026 through 12/31/2024 320289
3
ARTICLE 28 - NO STRIKES OR LOCK-OUTS ................................................................................................... 35
ARTICLE 29 – SAVINGS CLAUSE ................................................................................................................... 35
ARTICLE 30 – ENTIRE AGREEMENT ............................................................................................................. 36
ARTICLE 31 - TERM OF AGREEMENT ........................................................................................................... 36
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Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2022 2026 through 12/31/2024 420289
4
PREAMBLE
This Agreement is made and entered into between the City of Arlington, referred to as the City and the
Washington State Council of County and City Employees, affiliated with the American Federation of State,
County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union. All items shall be binding
for both the City and the Union.
ARTICLE 1 - WARRANT OF AUTHORITY
The officials executing this Agreement on behalf of the City and the Union are acting under the authority
of R.C.W. 41.56 to collectively bargain on behalf of the organizations which they represent.
ARTICLE 2 - UNION RECOGNITION
The City recognizes the Washington State Council of County and City Employees, AFSCME, AFL-CIO as the
exclusive representative for all full time and regular part-time Employees of the City of Arlington,
excluding supervisors, confidential employees, firefighters, police officers, and casual employees as
defined in PERC DECISION 11258-PECB.
ARTICLE 3 - UNION SECURITY
Section 1. Deductions of Union Dues. The Employer recognizes the WASHINGTON STATE COUNCIL OF
COUNTY AND CITY EMPLOYEES/AFSCME Council 2 and its affiliated local (hereafter Union) as the sole
and exclusive bargaining representative in all matters concerning wages, hours, and other conditions of
employment for all employees described in the recognition clause.
The Employer shall remain neutral when communicating with employees about Union
membership and direct the employee to discuss union membership with a union staff representative.
For current Union members and those who choose to join the Union, the Employer shall deduct
once each month all Union dues and fees uniformly levied and shall continue to do so for such time and
on conditions set forth in the authorization for payroll deduction regardless of the employee’s continued
membership in the Union. The Employer shall transfer amounts deducted to Council 2. Authorizations
for Payroll Deduction are valid whether executed in writing or electronically.
The Employer shall provide an electronic copy of the Authorization for Payroll Deduction and
Representation via email to C2everett@council2.com within 10 days of receiving the document. The
Employer shall provide to the Union monthly a complete list of all bargaining unit members that
includes: employee name, home address, personal phone (if the Employer has this information), work
email and/or personal email (whatever is in the Employer’s HRIS system), birth date, hire date in current
bargaining unit, job classification, department, hours worked and monthly base wage.
The Employer shall honor the terms and conditions of each employee’s voluntary authorization
for payroll deduction. Whether an employee is a union member or not, the Employer shall continue to
deduct and remit Union dues and fees to the Union until such time as the Union notifies the Employer
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
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that the dues authorization has been properly terminated in compliance with the terms of the payroll
deduction authorization executed by the employee.
The Union shall indemnify the Employer and save the Employer harmless from any and all claims
against the Employer arising out of administration of this article so long as the Employer complies with
this article.
Section 2. New Employee Orientation
The Employer agrees to notify the Union staff representative and Local Union President in
writing of any new positions and new employees and their Department at least two (2) full working days
prior to the orientation of the new employee to allow for scheduling the presentation of information
about the exclusive bargaining representative per RCW 41.56.037.
ARTICLE 4 – MANAGEMENT RIGHTS
Section 1. All the functions, rights, powers, and authority that are not specifically abridged, delegated,
or modified by this Agreement are recognized by the Union as being retained by the City. These rights
include, but are not limited to the following:
A.) To determine its mission, policies that do not conflict with this Agreement, and to establish
all standards of service offered to the public.
B.) To maintain efficiency and to make, alter, and enforce reasonable rules and regulations to
be observed by employees, provided such rules and regulations are not contrary to the terms
and conditions set forth in this Agreement
C.) To direct, hire, promote, demote, and transfer employees.
D.) To suspend, discipline or dismiss employees for just cause.
E.) To evaluate jobs, classify positions, establish qualifying requirements of employees and
specify employee duties.
F.) To manage and operate the service in all respects and without restricting the generality of
the foregoing, to determine the number and location of establishments, the services to be
rendered, the methods, the work procedures, the kinds and locations of instruments and
equipment to be used; to select, control, and direct the use of all materials required in the
operation of services to be provided and performed; to schedule work; to schedule hours of
work; to make, alter, and enforce regulations governing the use of materials, equipment, and
services as may be deemed necessary by the City, provided that such regulations are not
contrary to the terms of this Agreement.
G.) To prepare and/or revise the City Policies and Procedures.
H.) To enforce said Policies, subject to the grievance procedure contained herein.
Collective Bargaining Agreement
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I.) To contract out for goods and services subject to the provisions of RCW 41.56 and State Law.
J.) To take any and all actions necessary in an emergency.
Section 2. The City Council shall have the sole authority to determine the purpose and policies of the
City and the amount of budget to be adopted thereto.
Section 3. Any conflict between the provisions of this Agreement and the City of Arlington Civil Service
Rules and Regulations or City Policies and Procedures shall be resolved as follows:
A.) To the extent the Agreement does not address a matter and Civil Service or the City Policies
and Procedures do, then Civil Service or the City Policies and Procedures shall prevail; and
B.) To the extent the Agreement addresses a matter and Civil Service or the City Policies and
Procedures also do so, the Agreement shall prevail.
C.) The parties agree that any new Rules and Regulations and policies or procedures that are
mandatory subjects of bargaining will be negotiated prior to their change or implementation.
Section 4. It is the intention of the City and the Union that the rights, powers, authority and functions of
management shall remain exclusively vested in the City, except insofar as expressly and specifically
surrendered or limited by the express provisions of the Agreement.
ARTICLE 5 - UNION RIGHTS
Section 1. Union Business. Recognizing that Labor/Management relations are of significant importance
to the City and the Union, reasonable time off with pay from normal working hours shall be granted to
official Union Representatives for handling grievances, attending meetings or other legitimate Union
business subject to reasonable notice and the agreement of the supervisor.
Official Union representatives shall not transact Union business while working on shift which in any way
interferes with the operation or normal routine of the City. The Union shall be afforded the same ability
to utilize City facilities as other bargaining units within the City for the purpose of holding Union meetings
and communicating with members.
Section 2. Bulletin Board - The City shall provide suitable space for a Union furnished bulletin board on its
premises in an area frequented by all employees within the bargaining unit. The Union shall limit its
posting of notices and bulletins to such bulletin boards.
Section 3. No more than three (3) official Union representatives shall be granted leave from duty without
loss of pay for meetings between the Union and the City for the purposes of negotiating the terms of a
collective bargaining agreement.
Section 4. The Union agrees to provide the City with an updated list of official Union representatives with
fourteen (14) calendar days of any election or change.
Section 5. Upon the written request of the Union, the City agrees to provide a list of employees filling
positions (including promotions and reclassifications) within the bargaining unit for which such
information is requested, within fourteen (14) calendar days of receipt of the written request. The Union
Collective Bargaining Agreement
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will be notified of any changes to a bargaining unit employee’s status of employment within fourteen (14)
calendar days i.e. promotions, demotions, separation of employment, layoffs, or reclassifications.
Section 6. The City agrees to allow official Union representatives to use the City’s email system on a
limited basis for the purpose of communicating meeting reminder notifications to the membership or to
communicate directly with the City on an issue of importance to the membership.
ARTICLE 6 - HOURS OF WORK
Section 1. Hours of Work.
A.) The normal full-time workday shall consist of eight (8) hours, excluding the normal unpaid lunch
period. The normal full-time work week shall consist of forty (40) hours in five (5) consecutive
days. The normal work week begins at 12:01 AM on Sunday and ends at 12:00 midnight the
following Saturday. Time actually worked, sick leave, vacation and legal holidays, shall be
considered as compensable hours.
B.) FLSA-exempt salaried employees are generally expected to observe regular business hours, which
are currently 8 a.m. to 5 p.m., Monday through Friday. At times the responsibilities of their
position may require that they work more than regular business hours. During the months of April
through September each year, Maintenance and Operations staff may be scheduled to work on
weekend days as part of the normal shift schedule. During the life of this agreement, the Airport
staff may move to a seasonal regular weekend shift schedule, however, any such change in
schedule shall first be referred to labor-management prior to any implementation of such.
1) Although FLSA-exempt employees are not entitled to overtime compensation, compensatory
time will be earned under approved circumstances.
2) FLSA-exempt employees shall earn one (1) hour of compensatory time for each hour worked in
excess of forty-eight (48) hours actually worked in a workweek, up to a maximum of eight (8)
hours of compensatory time.
3) Compensatory time off may be scheduled only with supervisory approval.
4) FLSA-exempt employees required by a supervisor to work on a legal holiday shall earn one and
one-half (1.5) hours of compensatory time for each hour worked on the legal holiday in addition
to their normal salary.
Section 2. Changes in Normal Work Week / Hours.
A,) Should it be necessary in the interest of efficient operations to establish schedules departing from
the normal work week/hours, the City will give written notice of such change to the Union as far
in advance as it is reasonably practical, but in no case less than ten (10) calendar days.
B,) Department Directors may approve requests from employees for alternative work schedules.
Alternative work schedules include but are not limited to: modified shift start and end times; 9/80
schedules; and 4/10 schedules.
Section 3. Rest Periods. Full-time employees shall receive a maximum of two (2) fifteen (15) minute paid
rest/relief periods in each day’s work schedule. Rest periods should occur approximately midway during
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each of the first and second half of the work day, scheduled so that service to the public will not be
impaired. With supervisory approval, such rest/relief periods may be added to the normal lunch period
but not taken at the end of a work day. A series of short “intermittent breaks”, small breaks of a few
minutes each that total 15 minutes every four hours, are permissible if the nature of the employee’s work
allows for such intermittent breaks. An employee who misses a rest/relief break shall notify a supervisor
as soon as possible.
Section 4. Overtime Pay. FLSA non-exempt employees shall be paid one and one-half (1½) times their
Standard Hourly Rate of pay (including any additional wage premiums if required by the FLSA) for all
authorized hours worked in excess of forty (40) hours in any work week. Holiday hours will count toward
hours worked for the purpose of calculating overtime, however, if the holiday is worked by the employee,
those hours do not count toward overtime because they are already paid at time and a half. Work on a
Saturday or Sunday, shall not be considered overtime when it is a regularly scheduled work day for the
employee.
Section 5. Compensatory-time. The employee may request to take compensatory time off at one and
one-half (1½) times the actual hours worked in lieu of overtime pay. Such time off will be scheduled with
the approval of the employee’s supervisor and shall not create an overtime event for other employees. In
the event that the compensatory time cannot be scheduled, the employee shall be paid for the overtime
as specified above. Employees may accrue up to a maximum of forty eight (480) hours of comp-time. Any
hours in excess of forty eight (480) hours shall be paid in the pay period ending December 15 in accordance
with Section 4 of this Article. Employees may cash out their comp time banks at any time throughout the
year and such cashout will be paid upon completion of the first full pay period.
Section 6. FLSA Exempt Status. Employees occupying FLSA exempt positions are not eligible for overtime
compensation. New positions added to the classification grid will be evaluated to determine the FLSA
status. Exempt employees may be allowed to flex their schedule to accommodate a requirement to attend
meetings outside of their regular work hours, special projects and emergency situations, with the approval
of the employee’s supervisor.
Section 7. On-call.
A.) On-Call Assignments. On-Call positions shall be staffed every day of the year for the following
departments:
Water Department: One On-Call person for water treatment plant and one for water
distribution system operations and emergencies.
Wastewater Department: One On-Call person for water reclamation plant and one
person for wastewater collection system operations and emergencies.
M&O Department: One On-Call person for operations and emergencies involving City
transportation system (Streets), City parks, storm system, Arlington Cemetery, and
Arlington Municipal Airport.
Other departments may invoke temporary assignment of an On-Call position to meet
emergency or unexpected work necessary to ensure public safety and continuity of
operations.
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Effective 1/1/2022 2026 through 12/31/2024 920289
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Collective Bargaining Agreement
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In the event an employee is required to be on call to operate the Water Treatment Plant or
Wastewater Treatment Plant and operate on call as field staff in the Water Distribution
System or Wastewater Collections System, the employee shall be compensated a minimum
of two (2) hours at one and one half (1½) times the employees’ Standard Hourly Rate of pay
per day.1
B.) Schedule. The director or designee of each department shall, prepare and post for employees
an on-call schedule specifying the date, hours of on-call status and employee name on a
quarterly calendar basis. The on-call schedule for subsequent quarters shall be posted not
less than one (1) calendar month prior to the effective date of the new schedule.
Department employees may trade assigned on-call shifts with other employees in that
department with prior approval of the director or their designee. Such trades shall not be for
less than a complete on-call shift, (i.e. each weekday or a full weekend day) and shall be
documented on the work schedule at least three (3) days in advance of any trade. On-call
shift trades with less than three (3) days’ notice shall be accompanied by an email to the
workgroup, when possible.
In the event of a personal emergency that precludes the on-call employee’s ability to report
to work for On-Call duties or to respond to emergency after hour calls for service, the
employee must notify the director or designee to ensure the City’s ability to respond to
emergencies.
C.) On-call Hours. On-call hours are hours outside of the employee’s regularly scheduled hours.
when they have been assigned to on call. Regular working hours are 7:30 AM through 4:00
PM each day. This schedule applies to weekdays, weekends and holidays. The normal hours
are staffed through a rotating schedule established annually.
C.)
Regular seasonal working hours are 6:30 AM through 3:00 PM or as scheduled by the director
or designee as needed.
Weekday on-call hours shall be from 4:00 PM to 7:30 AM. Weekend on call hours shall be
from end of shift Friday through start of shift Monday. 4:00 PM on Friday through 7:30 AM
Monday.
D.)
D.)E.) Procedure. The employee who is on-call shall follow the department on-call procedures,
including utilizing any specialized vehicle and carrying any equipment or electronic devices
required for the performance of the specified on-call services.
1 If on call on a holiday, the employee shall record the holiday as eight (8) hours of Holiday Pay and shall receive
one and one half (1½) times their Standard Hourly Rate for all hours worked, with a minimum of two (2) hours per
day. When work hours occur concurrently with Holiday Pay, including the two (2) hour minimum, such Holiday Pay
shall not count as compensable hours worked for the purposes of calculating overtime in that week,
notwithstanding the contrary provision in Article 6, Section 1.
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F.) Compensation. Employees on-call are compensated for remaining available to respond to
emergencies, carrying and monitoring a phone, computer, and/or pager, and remaining
alcohol and substance free during the on-call period. Employees scheduled for on-call duty
shall be compensated for On-Call pay at a flat rate of $100 for each full day served on the on-
call status, or a flat rate of $150 for each full day served on a holiday. Holidays for purposes
of this section are the City-observed date.2
A phone call or computer contact that requires the on-call employee to respond outside of
other scheduled work hours but that does not cause the employee to leave their location
shall be deemed a “Call-In” and be compensated at the rate of half (½) an hour paid at one
and one half (1½) times the employee’s Standard Hourly Rate of pay for employees on call.
Additional phone calls or computer contacts in every new thirty (30) minute increment that
requires the on-call employee to respond but that does not cause the on-call employee to
leave their location shall be considered a new “Call-In.” This would include answering and
addressing any on-call phones, computers or pagers during the on-call period and be
considered additional work performed on the City’s behalf and be compensated separately
from the on-call pay.
“Call-Ins” for employees not on-call shall be compensated in fifteen (15) minute minimum
time block increments. Nothing in this section shall be interpreted to allow the pyramiding
of hours.
A phone call or computer contact received while on-call that causes the employee to leave
their location and respond shall be deemed a “Call-Out” at 2 hours paid at one and one half
(1½) times the employee’s Standard Hourly Rate of pay. Any work performed during the two
(2) hours shall be considered as already compensated. On-Call duty will be listed on the time
sheet separate from regular hours worked, under the title of On-Call Duty.
Call-Ins and Call-Outs must be substantiated with a copy of the Alarm Record and required
action taken.
In the event an on-call employee is required to respond and report to an operational
emergency or declared emergency situation, the employee, or any other employee needed
to assist in the emergency situation, shall be compensated a minimum two (2) hours at one
and one half (1½) times the employees’ Standard Hourly Rate of pay, or the actual duration
of the emergency, whichever is greater. Such time shall be calculated on a portal to portal
basis (i.e. from home to the emergency scene to home), and will be listed under overtime on
the employee’s time sheet.
G.) During any periods of on-call assignment, staff must refrain from using any intoxicating
substances and IT must remain within a twenty-five (25) mile radius of Arlington City Hall and
able to respond after hours, if needed.
H.) A City take home vehicle will be made available for periods of IT on call coverage, however,
it is not required, if the employee on-call does not wish to use a take-home vehicle, they shall
respond on location, if needed, in their personal vehicle.
E.) Employees on-call are compensated for remaining available to respond to emergencies,
carrying and monitoring a phone, computer, and/or pager, and remaining alcohol and
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substance free during the on-call period. Employees scheduled for on-call duty shall be
compensated for On-Call pay a minimum of one (1) hour at one and one half (1½) times the
employee’s Standard Hourly Rate of pay for each full day served on the on-call status, or a
minimum of two (2) hours at one and one half (1½) times the employee’s Standard Hourly
Rate of pay for each full day served on a holiday. Holidays for purposes of this section are the
City-observed date.3
A phone call or computer contact that requires the employee to respond between 5 p.m. and
5 a.m. but that does not cause the employee to leave their location shall be deemed a “Call-
In” and be compensated at the rate of half (½) an hour paid at one and one half (1½) times
the employee’s Standard Hourly Rate of pay. Additional phone calls or computer contacts
that require the employee to respond between 5 p.m. and 5 a.m. shall be considered a new
“Call-In.” This would include answering and addressing any on-call phones, computers or
pagers during the on-call period and be considered additional work performed on the City’s
behalf and be compensated separately from the on-call pay.
A phone call or computer contact received while on-call that causes the employee to leave
their location and respond shall be deemed a “Call-Out” at 2 hours paid at one and one half
(1½) times the employee’s Standard Hourly Rate of pay. Any work performed during the two
(2) hours shall be considered as already compensated. On-Call duty will be listed on the time
sheet separate from regular hours worked, under the title of On-Call Duty.
Call-Ins and Call-Outs must be substantiated with a copy of the Alarm Record and required
action taken.
F.) In the event an on-call employee is required to respond and report to an operational
emergency or declared emergency situation, the employee, or any other employee needed
to assist in the emergency situation, shall be compensated a minimum two (2) hours at one
and one half (1½) times the employees’ Standard Hourly Rate of pay, or the actual duration
of the emergency, whichever is greater. Such time shall be calculated on a portal to portal
basis (i.e. from home to the emergency scene to home), and will be listed under overtime on
the employee’s time sheet.
Section 8. Callback. Non-exempt employees who are ineligible for pay under Article 6 section 7(E) will
receive Callback as follows: when the employee is required by the employee’s supervisor or Department
Head to report to work onsite without advance notice and during the employee’s non-working hours, the
employee will be compensated a minimum of two hours at the overtime rate. No more than one callback
will be paid for the same two-hour period.4
3 For hours worked on a holiday, the employee shall record the holiday as eight (8) hours of Holiday Pay and shall
receive one and one half (1½) times their Standard Hourly Rate for all hours worked, with a minimum of two (2)
hours per day for each full day served on a holiday. When work hours occur concurrently with Holiday Pay,
including the two (2) hour minimum, such Holiday Pay shall not count as compensable hours worked for the
purposes of calculating overtime in that week, notwithstanding the contrary provision in Article 6, Section 1.
4 If called back on a holiday, the employee shall record the holiday as eight (8) hours of Holiday Pay and shall
receive one and one half (1½) times their Standard Hourly Rate for all hours worked, with a minimum of two (2)
hours per day. When work hours occur concurrently with Holiday Pay, including the two (2) hour minimum, such
Holiday Pay shall not count as compensable hours worked for the purposes of calculating overtime in that week,
notwithstanding the contrary provision in Article 6, Section 1.
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Section 9. Scheduled Overnight and Scheduled Weekend Work Shift Differential
Shift Differential for all scheduled work performed between the hours of 6:00 PM until 6:00 AM shall pay
an overnight differential of two one dollar ($21.00) per hour.
Shift Differential for all scheduled work performed on Saturdays or Sundays shall pay a weekend
differential of twoone dollar ($21.00) per hour.
No more than twoone dollar ($21.00) shift differential may be paid for any hour of work; overnight and
weekend differential may not be stacked.
These Shift Differentials only apply to scheduled hours of work and do not apply to on-call work hours.
ARTICLE 7 - STATUS OF EMPLOYEES
Section 1. Full-time Employees. A full-time employee is defined as working a minimum of forty (40) hours
per week year round.
Section 2. Part-time Employees. A part-time employee is defined as an employee working between twenty
(20) and no more than thirty-one (31) forty (40) hours per week year round. The City acknowledges that
the Union is the exclusive bargaining representative for regular part-time employees performing
bargaining unit work. The parties agree to bargain which benefits and other contract terms apply to part-
time employees and to include those terms and conditions as an appendix to this Agreement. There can
be one part time employee per department active. Any additional part time position requests must be
bargained with the union.
Section 3. Temporary Employees. A temporary employee is any employee hired to work for a defined
and/or limited period of time in a full-time or part-time position and/or for seasonal work, and is not
anticipated to work more than one thousand two hundred (1,200) hours per year. The City and the Union
recognize that the City has a current system in place that utilizes temporary employees to assist in
maintaining city facilities and infrastructure.
Section 4. Interns. When interns are utilized, the City will notify the Union of their job duties, work location
and duration prior to their arrival.
Section 5. Benefit Eligibility. Full-time employees will be eligible to participate in the City’s group insurance
plans and all other benefit programs for which they meet the eligibility requirements.
ARTICLE 8 - PAID HOLIDAYS
Section 1. Holidays. The following are the paid legal holidays. A maximum of eight (8) hours pay shall be
paid for each holiday for full time employees and a maximum of four (4) hours of pay shall be paid for
each holiday for part time employees.
New Year’s Day First day of January
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Martin Luther King’s Birthday Third Monday of January
President’s Day Third Monday of February
Memorial Day
Juneteenth
Last Monday of May
June 19th
Independence Day Fourth day of July
Labor Day First Monday of September
Veterans Day Eleventh day of November
Thanksgiving Day Fourth Thursday of November
Native American Heritage Day Fourth Friday of November
Christmas Day December 25
Two Floating Holidays
A.) Full-time employees and part time employees shall be eligible for paid holidays in accordance
with this article. The two (2) floating holidays will be taken at the employee’s choice with the
approval of their supervisor. A new employee hired between January 1 and June 30 shall be
eligible to earn two (2) floating holidays in their first continuous year of employment. A new
employee hired after July 1 shall be eligible to earn one (1) floating holiday.
When a holiday occurs on a Saturday, the holiday will be observed on the preceding Friday.
When the holiday occurs on a Sunday, the holiday shall be observed on the following
Monday.
When an employee’s regularly scheduled day off is the day the holiday is observed, the
employee shall schedule and take another day off by the end of the next pay period.
B.) Employees not scheduled to work on a holiday and not on- call but who are called in to work
a holiday because of business needs shall be paid one and one-half (1 ½) times two and one-
half (2 ½) times their Standard Hourly Rate of pay for all hours worked on that day plus eight
(8) hours of their Standard Hourly Rate of pay for the holiday. The hours worked on a
holidayholiday pay will not count towards overtime calculations for the work week only the
eight hours of holiday pay get calculated for overtime. if the employee actually works on the
holiday.5 -
Holidays which occur during vacation, sick leave or while on other paid leave status shall not
be charged against such leave.
5 Holiday Pay (straight time Standard Hourly Rate) plus 1½ times the Standard Hourly Rate of pay for hours worked
= 2 ½ times the regular rate of pay. When work hours occur concurrently with Holiday Pay, such Holiday Pay shall
not count as compensable hours worked for the purposes of calculating overtime in that week, notwithstanding
the contrary provision in Article 6, Section 1.
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C.) Employees, with prior approval of their Supervisor, may observe religious holidays as an
approved absence without pay, or as time charged to vacation accrued for use during the
year or by utilizing a personal holiday.
ARTICLE 9 – VACATIONS
Section 1. Leave Accrual/Eligibility. Regular full-time and part-time employees shall be eligible to accrue
vacation leave with reference to the following:
A regular full-time or regular part-time employee will have an accrual schedule as shown in the table
which is a part of this section.
For the purposes of calculating completed months of service for vacation leave accrual rates, the
employee’s regular weekly work schedule includes regular hours worked, paid holidays, vacations, sick
leave and bereavement leave, and excludes overtime hours and unpaid leave of absence periods.
New employees shall accrue vacation benefits from the date of employment for use following completion
of six (6) months of continuous employment.
Vacation Leave Accrual Schedule
Completed Months
of Continuous
Service
Monthly Vacation
Accrual (Hours)
Annual Accrual
(Hours)
Part Time
Employee
Monthly
Vacation
Accrual
Part Time
Employee
Annual Accrual
0-24 months 8 hours 96 hours 4 hours 48 hours
25-48 months 10 hours 120 hours 5 hours 60 hours
49-72 months 12 hours 144 hours 6 hours 72 hours
73-96 months 14 hours 168 hours 7 hours 84 hours
97-120 months 16 hours 192 hours 8 hours 96 hours
121-180 months 18 hours 216 hours 9 hours 108 hours
181+ months 20 hours 240 hours 10 hours 120 hours
Completed Months of Continuous
Service
Monthly Vacation Accrual (Hours Annual Accrual (Hours)
0-24 months 8 hours 96 hours
25-48 months 10 hours 120 hours
49-72 months 12 hours 144 hours
73-96 months 14 hours 168 hours
97-120 months 16 hours 192 hours
121-180 months 18 hours 216 hours
181+ months 20 hours 240 hours
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All employees shall remain at their current accrual rates until they are eligible to move to the next step.
Section 2. Vacation Leave—Maximum CarryoverAccrual. An employee may have a balance above 300
hours (150 hours for part-time) of vacation during the year, however, no more than 300 hours (150 hours
for part-time) of vacation may be carried into the following year. An employee’s accrued unused vacation
leave may accumulate up to a maximum of three hundred (300) hours.
Employees who are denied the opportunity to take vacation leave during the year because of City business
reasons may apply to the City Administrator no later than November 1st of each year to seek an allowance
to carry over more than the cap of 300 hours into the first quarter of the following year. Such request
must be accompanied by scheduled days to be taken off in the first quarter of the following year that have
been pre-approved by the employee’s department head.
Section 3. Scheduling
A.) Employees may schedule vacation time with the approval of their supervisor.
B.) Vacation will be available for use only after it has been earned and credited to an employee’s
vacation leave account.
C.) Scheduling conflicts will be resolved using the following criteria: timeliness of request; length
of continuous employment; and reasonable rotation of popular vacation times. Once
vacation time has been approved by the employee’s supervisor, no bumping by seniority
shall occur.
D.) Vacation cannot be scheduled or taken so as to cause an overtime event.
Section 4. Upon Separation of employment from the City. An eligible employee with at least six (6)
months of continuous employment will be paid their accrued and unused vacation time. In no event shall
the employee vacation and sick leave pay-out exceed two hundred and forty (240) hours combined, as
per RCW 41.50.150. cash out exceed 240 hours.
Section 5. Transfers and Layoffs. Any employee transferring from one department to another, or rehired
within eighteen (18) months after a layoff, shall accrue vacation leave benefits based upon the total time
of active employment with the City. During the eighteen (18) month laid off period employees will retain
their length of continuous service and accrued sick leave, if any sick leave remains in the employee’s
account.
ARTICLE 10 - SICK LEAVE
Section 1. Sick Leave Policy for Full-Time Employees.
A.) Sick leave is defined as a specific period of time that an employee is absent from work due
to a personal illness, accident or disability, or that of an immediate family member who has
a medical condition that requires treatment or the employee’s presence for care or as
otherwise stated in Article 10, Section 3 (B).
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B.) The term “immediate family” is normally defined as the spouse, state-registered domestic
partner, son, daughter, parent, grandparents, grandchild, parents-in-law, sibling, or any
person residing with or legally dependent upon the employee.
C.) Sick leave may also be used for any circumstances covered under the Washington Family
Care Act, RCW 49.12.270, as well as WAC 296-130-030.
Section 2. Sick Leave Accrual.
A.) Eligible full-time employees shall accrue sick leave benefits at the rate of eight (8) hours and
part time employees shall accrue sick leave benefits at the rate of four (4) hours per
completed calendar month of continuous employment for use following one (1) month’s
continuous employment.
B.) Employees may accrue unused sick leave as specified in A of this Section provided however,
no employee shall carryover a balance of greater than one thousand (1,000) hours into the
next year.
a. Any sick leave accrued over one thousand (1,000) hours as of December 31st each
year shall be cashed out at a rate of one third (1/3) of such leave and such amount
shall be deposited into the employee’s HRA VEBA account.
C.) Sick leave will be available for use only after it has been earned and credited to an employee’s
sick leave account.
D.) In no event shall an employee be allowed to take more sick leave than is available in the
employee’s sick leave account.
Section 3. Reporting and Use of Accrued Sick Leave.
A.) It is the responsibility of employees to notify the City in the event of any absence
immediately following as soon as practical before the start of each workday. Failure to notify
may result in the loss of sick leave pay for the day, unless such failure is due to the
incapacitation of the employee, at which point the employee will notify the city as soon as
possible.
B.) Accrued paid sick leave benefits shall be granted when the employee is required to be absent
from work for the Employee’s, or a member of the employee’s immediate family’s, following
conditions;
a. Injury, illness, accident, disability or preventative health care of the employee or the
employee’s immediate family requiring the employee’s presence in accordance with
local, state or federal laws.
b. For a State Industrial Insurance claim sick leave can be utilized to supplement the L&I
payments as allowed by state law.
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c. Disability of the employee or employee’s spouse or child due to pregnancy, childbirth,
and associated periods of recovery. This also applies to the birth of the employee’s child
if not otherwise addressed herein.
d. Medical, dental, or optical care of the employee or immediate family member.
e. Any approved medically necessary treatment program.
f. Sick leave shall not be charged against an employee on a regularly scheduled day off.
C.) In the event that the employee is absent for a condition listed in B. above, and has exhausted
all accrued sick leave, the employee shall use any other accrued leave. When all leaves have
been exhausted, leave without pay may be requested and used with the approval of the City
Administrator following shall be applied:
1) Earned but unused compensatory time; followed by
2) Earned but unused vacation time: followed by
3) Earned but unused floating holidays; followed by
4) Shared leave as identified in Section 6.
5) Leave of absence without pay, which may result in a review of the employee’s attendance
record.
In the event that the employee incurs a personal illness, injury, accident or disability, or that of a member
of the immediate family, while the employee is on scheduled vacation leave, the employee may cease
utilizing vacation leave and convert to the use of accrued sick leave. Such conversion from vacation to sick
leave shall normally require a physician’s certification.
Section 4. Separation from Employment. The maximum amount of unused sick leave to be paid to the
employee upon separation of employment from the City. will be one-third (1/3) of the employee’s accrued
and unused sick leave. - In no event shall the employee’s combined sick leave and vacation cash-out
exceed one hundred sixty (160)two hundred forty (240) hours, which will be deposited into the
employee’s VEBA accountas per RCW 41.50.150.Upon separation from the City, an employee will be paid
1/3 of unused sick leave hours in their bank. The maximum amount of sick leave hours which can be
cashed out is 480 sick leave hours which is equal to 160 hours of pay. This cashout amount will be
deposited into the employee’s VEBA account. If an employee does not have a VEBA account, they will be
able to set one up.
Section 5. Administrative provisions.
A.) The City may require a physician’s statement for absences of four or more days indicating
that the use of sick leave was necessary for the employee or employee’s immediate family
member, and was for the purposes stated in this Article. The physician’s note, however, need
not explain the nature of the medical condition except as may be necessary for Family
Medical Leave certification.
B.) Sick leave use is computed up to the nearest fifteen (15) minutes and for the approved
payable absence period up to the regularly scheduled hours of work for the day(s) absent.
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C.) Employees on leave of absence are not eligible to accrue sick leave benefits.
D.) Employees may use other paid time off to care for sick immediate family members as defined
in this article or for their own absence due to personal illness, accident or disability, per City
Policy and applicable local, state or federal laws.
Section 6. Shared Leave. Shared leave shall be in accordance with the most current adopted city policies
and procedures.
ARTICLE 11 – BEREAVEMENT LEAVE
In the event of the death of an employee’s immediate family member, time off with pay for employee’s
regular scheduled workday will be granted to regular full time and part time employees. The phrase
“immediate family” for the purposes of the bereavement policy includes the employee’s spouse, brother,
sister, father, mother, stepfather, stepmother, grandparent, children, stepchildren, grandchildren, father-
in-law, mother-in-law, grandparent-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law,
aunt, uncle, or any person residing with or legally dependent upon the employee.
Three consecutive workdays off with pay will be approved to attend the funeral or memorial service.
(Maximum 24 hours for full time, maximum 12 hours for part time). Two additional consecutive work days
off with pay may be approved for travel from the employee’s home to the funeral or memorial service if
the travel exceeds two hundred (200) miles each way. A maximum of 16 hours for full time employees
and 8 hours for part time employees of additional bereavement leave may be approved, subject to the
approval of the City Administrator.
ARTICLE 12 – JURY DUTY
Section 1. Jury and Court Duty. An employee shall be granted leave with pay while required to perform
jury service.
A.) During the period of such absence, employees will receive their regular wages. In exchange,
the employee must pay the City, minus the amount received as jury duty or witness fees
excluding mileage or other expenses paid by the Court, and the employee shall submit a copy
of their jury duty warrant and payment stub to the payroll department.
B.) An employee who is released from jury or witness service during his/her regular shift, the
employee shall call his/her supervisor City for instructions to return to work or return home.
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C.) When employees receive notice of jury duty they shall notify their immediate supervisor and submit a
copy of the summons to Human resources City within seven (7)three (3) calendar days of receipt of the
notice.
C.) ARTICLE 13 – LEAVES OF ABSENCE
Section 1. Adjustments. Accruals for vacation and sick leave will not take place while an employee is on
an unpaid leave of absence. In addition, employees on an unpaid leave of absence are not eligible for
holiday pay. Unpaid leaves of absence of ninety (90) or more calendar days will cause the employee’s
continuous service to be adjusted equal to the duration of the unpaid leave beyond ninety (90) calendar
days. The employee’s step adjustment date will be adjusted equal to the duration of the unpaid leave
beyond ninety (90) calendar days. Any unpaid leave beyond 90 days will be evaluated on a case by case
basis.
Section 2. Personal Leave of Absence.
A personal leave of absence may be granted in conjunction with an Employee’s vacation period where
valid reasons exist and with the approval of the City. Requests must be submitted at least thirty (30)
calendar days in advance (except in emergency situations). Consideration of the Employee’s request for a
personal leave of absence shall include the reason(s) for requesting the leave, the length of time desired,
the work load involved and the need for a replacement employee. An approved personal leave of absence
shall not exceed ninety (90) calendar days. Accrued vacation time must be used in conjunction with an
approved personal leave of absence. A personal leave of absence is not to be used as a substitute for
resignation or to enable an employee to perform comparable work elsewhere.
Section 3. Employee Status and benefits during leave
While an employee is on leave, the City will continue the employee's “group health plan” during the leave
period at the same level and under the same conditions as if the employee had continued to work.
If the employee chooses not to return to work for reasons other than a continued serious health condition
of the employee or the employee's immediate family member or a circumstance beyond the employee's
control, the City will require the employee to reimburse the City the amount it paid for the employee's
health insurance premium during the leave period.
While on paid leave, the City will continue to make payroll deductions to collect the employee's share of
the premium. While on unpaid leave, the employee must continue to make this payment, either in person
or by mail. The payment must be received in the Finance Department by the twenty fifth (25th) day of
each month for the following month’s coverage. If the payment is more than thirty (30) calendar days
late, the employee's health care coverage may be dropped for the duration of the leave. The City will
provide fifteen (15) calendar days' notification prior to the employee's loss of coverage.
If the employee contributes to a life insurance or disability plan, the City will continue making payroll
deductions while the employee is on paid leave. While the employee is on unpaid leave, the employee
may request continuation of such benefits and pay his or her portion of the premiums, or the City may
elect to maintain such benefits during the leave and pay the employee's share of the premium payments.
If the employee does not continue these payments, the City may discontinue coverage during the leave.
If the City maintains coverage, the City may recover the costs incurred for paying the employee's share of
any premiums, whether or not the employee returns to work.
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ARTICLE 14 - LIGHT DUTY
Section 1. Light Duty. An employee who is injured on the job and is subsequently unable to perform
his/her normal duties shall be assigned to light duty, within reason, if the city has a business need for such
work and upon examination of the employee’s own physician. The City reserves the right, at its own
expense, to have the employee examined by a City appointed physician. An employee’s salary while on
light duty shall be at the employee’s Standard Hourly Rate of pay for the hours worked and will be
available as needed by the City. There is no guarantee that light duty will be available, nor is there any
guarantee of how many hours might be available for the employee to work. The employee’s heath care
provider will be required to approve the job description of the light duty assignment prior to the employee
commencing work, and must provide written authorization for the employee to perform the specific
duties of the light duty assignment.
The initial position of light duty assignment shall not exceed a period of thirty (30) calendar days and may
be extended by an additional thirty (30) calendar days at the discretion of the Department Director or
designee. If the illness or injury requires additional time off, the Director or designee may extend the light
duty period, if there are sufficient and compatible duties to be performed. A light duty assignment may
last up to, but should not exceed sixty (60) calendar days total. If the employee cannot return to their
normal duties after sixty (60) calendar days, the employee must use accumulated vacation, sick leave,
compensatory time, floating holidays, and unpaid leave; or apply for leave of absence; or be subject to
dismissal. Light duty after sixty (60) calendar days may be considered on a case- by- case basis.
Light duty work shall be performed during normal administrative hours. Other work schedules may be
arranged by mutual agreement between the employee and City.
ARTICLE 15 – FAMILY AND MEDICAL LEAVE AND PAID FAMILY MEDICAL
LEAVE
Section 1. Family and Medical Leave (FMLA) will be made available to qualified employees in accordance
with current City policy and pursuant to current state and federal laws.
A.) At the employee’s choice, he/she may opt to retain a maximum of forty (40) hours of vacation
and forty (40) hours of sick leave on the books.
Section 2. Paid Family Medical Leave - As required by the Washington State Paid Family Medical Leave
law, the City will contribute the state-mandated percentage amount of employee pay to the
program, of which, 73.22% (.7322) will be from withholding from employee paychecks and
26.78% (.2678) shall be paid by the City. Contribution amounts and the percentage split of
contributions between employee and employer will be adjusted to the current amount per
State law, should they change.
Section 3. The bargaining unit shall participate in the City’s Paid Family Medical Leave (PFML) policy,
including the option of supplementation of State PFML benefits with City-Paid leave
according to the terms therein.
ARTICLE 16 – CLASSIFICATION AND WAGE ADMINISTRATION
Section 1. Employees will be classified and paid in accordance with the applicable wages defined in
Appendix A to this Agreement.
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Section 2. Rates of Pay. No employee shall be paid at a rate of pay less than the minimum nor more
than the maximum established for the position to which they are assigned as set forth in the pay plan. All
pay rates in the pay plan are based upon full-time employment at the normal working hours for the
position. For purposes of pay administration, full-time employment is defined as work consisting of forty
(40) hours per week.
Section 3. Starting Rate Upon Initial Employment. New employees shall be appointed at a step in the
appropriate pay range. A notice will be sent to the Union for any new employee who is appointed to step
C or higher.
Section 4. Pay Rate Upon Promotion. A promotion is a change to a higher compensated classification.
An employee who is promoted shall be paid at a step in the higher classification that equals 6% or the
next closest step (not less than 6%) in the new pay range the step in the new pay range which
represents at least a two (2) step increase over the rate of pay received immediately prior to the
promotion or at the minimum step of the new pay range, whichever is greater, provided that such increase
does not exceed the maximum step of the new pay range. Employees shall serve a trial service period per
Article 18, Section 3.
Section 5. Pay Rate Upon Demotion. A demotion is a movement to a lower compensated classification.
The resulting pay step shall not be higher than the maximum nor lower than the equivalent step of the
lower pay range. (I.E. Step C to Step C)
Section 6. Pay Rate Upon Voluntary Demotion. An employee who takes a voluntary demotion will be
placed at a step in the new range that most closely matches his/her current salary.
Section 7. Pay Rate Upon Demotion From Promotion. An employee who is demoted from trial service
following promotion shall receive the same step in the lower pay range as held before promotion,
provided that adjustments shall be made to take into account any step increases which would have
occurred had the employee not been promoted.
Section 8. Pay Rate Upon Transfer. An employee who transfers from one position to another within the
same pay rangeclass, or from a position in one class to a position in a different class that is assigned to the
same pay range, shall continue to receive the same rate of pay as before the transfer.
Section 9. Calculating Hourly Wage. For the purposes of calculating the hourly rate of pay for employees
who are paid on the basis of a monthly salary, hourly wages shall be determined by the following formula:
𝐴𝑛𝑛𝑢𝑎𝑙 𝑠𝑎𝑙𝑎𝑟𝑦 ÷ 2080 ℎ𝑜𝑢𝑟𝑠 =𝑆𝑡𝑎𝑛𝑑𝑎𝑟𝑑 𝐻𝑜𝑢𝑟𝑙𝑦 𝑅𝑎𝑡𝑒. Annual salary is calculated by the following
formula: 𝑀𝑜𝑛𝑡ℎ𝑙𝑦 𝑠𝑎𝑙𝑎𝑟𝑦 𝑖𝑛 𝑐𝑢𝑟𝑟𝑒𝑛𝑡 𝑟𝑎𝑛𝑔𝑒 & 𝑠𝑡𝑒𝑝 𝑠𝑒𝑒 𝐴𝑝𝑝𝑒𝑛𝑑𝑖𝑥 𝐴× 12.
The above formula is used to calculate the Standard Hourly Rate for determining sick leave cash-out, and
vacation leave cash-out.
Section 10. Advancement Within A Pay Range. Employees will receive a step increase based upon
completion of one (1) year of continuous employment at the current step in the pay range, unless the
employee receives a “BELOW SATISFACTORY” rating in the “OVERALL RATING” category in their annual
performance appraisal. If he/she receives a “below satisfactory” rating the City shall re-evaluate the
employee every three (3) months for the purpose of improving the evaluation to the normal range. Upon
successful improvement of the evaluation rating, the employee would then move to the next step. Any
increase in an employee’s rate of pay shall be effective on the first day of the month following completion
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of one (1) year of employment and annually thereafter except as otherwise provided in this Agreement.
If the city fails to provide the employee with his/her annual performance appraisal within the month of
hire or promotion date, he/she will automatically be moved to the next step.
Section 11. Adjustments to the Anniversary Date (Step Adjustment Date). As of the ratification of this
contract, Tthe anniversary date for a step increase for an employee shall be their hiring date except
adjusted under the following circumstances:
A.) Upon promotion or disciplinary demotion, the existing anniversary date shall be eliminated
and the first day of the month following such promotion or demotion shall be used to
calculate the new anniversary date;
B.) When an employee is demoted from trial service following promotion, the anniversary date
held prior to such promotion shall be reestablished;
C.)A.) For purposes of seniority within a classification, when an employee returns from layoff and
is re-employed in the same classification as originally held, he/she shall retain their original
anniversary date;
D.)B.) When an employee returns from layoff during the recall period and is reemployed in a
classification other than that originally held, he/she shall retain their original anniversary
date.
Section 12. Pay Rate Upon Reinstatement Or Rehire. A person who is recalled from layoff within eighteen
(18) months and is reinstated into the same position shall receive the same step in the pay range as held
prior to the break in service.
Section 13. Out of Class Pay. When an employee is required to work at a higher level classification for a
period of four (4) hours or more within a workday, he/she shall receive the pay step in the higher
classification that results in at least a two (2) step increase in pay for hours worked in the higher
classification. In order for the employee to receive out of class pay, the employee must receive
authorization for out of class pay from the Department Director or designee.
Section 13a. – Acting Pay – When an employee is assigned to work at a higher level classification (more
than 70% of the duties of the higher classification) for a consecutive period of a week or more when the
incumbent is absent, will receive a two step increase in pay for hours worked in the higher classification,
but not less thant the first step in higher classification.. This will require notice from the supervisor for the
assignment and its duration.
Section 14. Job Posting and Selection Process. Whenever the City determines to fill a vacant bargaining
unit position, including new bargaining unit positions, the City will distribute the announcement in
advance giving notice of the vacancy to all employees via email in accordance with the following
procedures. All vacancies shall be posted. The City shall post the job internally for two (2) consecutive
business days prior to external posting. Any bargaining unit employee may apply for the vacant position.
All bargaining unit employees who apply and meet the minimum qualifications shall be interviewed and
considered prior to externally interviewing for the position. Civil Service positions will be filled according
to Civil Service Rules.
Selection Process
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A.) The filling of vacancies will be done in an objective, fair and impartial manner. The City will
determine the procedures which may include written, practical and oral examinations.
Selection criteria will bear a direct relationship to job performance and constitute bona fide
occupational qualifications necessary to properly and efficiently function in the position. All
applicants will receive the same selection criteria and be informed of the results.
B.) Process Review. In the event that a bargaining unit applicant is not selected, that employee
may request, and shall be given his or her broken down score and placement, if applicable,
or reasons for denial.
Section 15. Classification Changes.6
A.) Policy. It is the intent of the City and the Union to provide current and accurate classification
(position) descriptions, and to insure that all employees are working within the classification
for which they were hired. Department Directors are responsible for assuring that the
employee in their department is working within his/her proper classification, and that the
employee’s actual job functions match their job descriptions. Employees are responsible for
notifying their Department Director when they believe that they are working outside of their
assigned job classification. The City Human Resources Department will insure that revisions
of classification descriptions will be made as often as is necessary to maintain current and
accurate position descriptions. Not all revisions to descriptions result in change of
classification of employees. A change in classification is required when there are significant
changes to the duties and responsibilities of a classification, and is not used to address an
increase/decrease in volume of work, or for the exclusive purpose of providing a salary
increase.
B.) Procedure for Evaluating Classifications.
1. An employee will submit a written request to the Department Director and Human
Resources for a reclassification of their position, using the criteria in subsection C below.
2. Human Resources will conduct a job analysis to determine whether the request is a
significantly different level of duties and responsibilities from the original classification
description. Human Resources will then make a recommendation, within thirty (30)
calendar days, to the Department Director, and to the City Administrator and Mayor or
his/her designee, if necessary, for approval. If approved, the employee who submitted
the request will be notified within seven (7) calendar days and an incumbent employee
will be moved to the changed classification, effective the following pay period. The
Mayor’s, or his/her designee’s, decision is final.
3. The employee and Department Director, (or designee), will review the employee’s job
description as a part of the annual evaluation process. Any significant changes to the
duties and responsibilities of the job will be brought to the attention of Human Resources
by the Department Director.addressed through a reclassification process; or
6 The Union does not waive its rights to grieve Section 15 of this article.
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4. Prior to recruiting for any vacant position, the Department Director, (or designee), will
review the job description and address any significant changes to the duties and
responsibilities of the job with Human Resources through a reclassification process prior
to advertising for the position, Human Resources willand notify the Union of the
proposed changes prior to posting the job listing.; or
5. Periodically a Department Director may find the need to significantly change an
employee’s job duties and responsibilities. The Department Director will initiate a
request for an analysis of a classification change by submitting a written request to the
Human Resources Department. A job analysis is conducted to determine whether the
request is a significantly different level of duties and responsibilities from the original
classification description. Human Resources will then make a recommendation to the
Department Director, and to the City Administrator and Mayor or his/her designee, if
necessary, for approval. If approved, an incumbent employee will be moved to the
changed classification. The Mayor’s, or his/her designee’s, decision is final. Human
Resources will provide the employee and the union with the approved classifications
changes.
C.) Evaluation Criteria. The following criteria are examples used in evaluating reclassification
requests:
1. Changed duties that may result from additions, expansions, or reductions of
responsibilities.
2. Changed qualifications, required education and training, and/or required licenses or
certifications for the position.
3. Consolidation or reassignment of duties which significantly change the position.
4. Significant change in knowledge/expertise to address technology that is required to
perform the duties of the classification.
5. The Department's present and future organizational structure and service delivery
needs that have an adverse impact on the employee’s job description and classification.
6. When an employee’s workload increases in a significant manner that has an impact on the ability
to complete their job functions, the employee will notify his/her supervisor and a meeting will be
scheduled within fifteen (15) calendar days, with the City, employee and the Union to address the
excessive work load issues. An increase in workload does not trigger a reclassification of the position.
D.) Salary Change for Changed Classifications.
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1. Upon change of classification to a position at a higher salary range, the employee will be
placed at a step which is at least one step higher than that which is currently paid the
employee, but not less than Step 1 of the new range. If reclassification is concurrent with
an employee's performance appraisal increase, then a salary increase for a performance
related action would also be made.
2. In the event an evaluation shows that a classification needs to be placed at a lower salary
range, the incumbent will be placed at a step that most closely matches his/her current
salary rate. If the step in the new range is lower than the incumbent's current salary
rate, the rate will be frozen (unaffected by cost-of-living increases or step increases) until
the newly assigned rate moves up to the incumbent's range.
3. If the analysis finds that the reclassification is warranted, but the City does not approve
the reclassification, the City shall remove the duties of the higher classification, including
from the job description, in lieu of approving the reclassification, provided that the
employee will be compensated for the higher level work performed to date.
Section 16. New Bargaining Unit Position. Should it become necessary to establish a new job
classification within the bargaining unit during the term of this agreement, the employer shall send a copy
of the new job description, the title, and the proposed salary to the Local President and Staff
Representative. The Union shall review the new job description and respond to the city within two weeks
if it wishes to negotiate wages, hours or working conditions associated with the new position. The
employer may post the for recruitment of the position prior to any negotiations, but shall indicate that
the posting is subject to finalization of negotiations with the Union.
Section 17. Tuition Reimbursement. Tuition reimbursement will be offered in accordance with City of
Arlington Tuition Reimbursement Policy 3-8.
ARTICLE 17 - SENIORITY, LAYOFF, RECALL
Section 1. Seniority List. A seniority list shall be adopted by reference to this Agreement. Such seniority
list shall be by classification seniority and date of hire.
Section 2. Seniority Defined. Seniority shall be established as the date of hire to a full-time position within
the bargaining unit.
Seniority shall not accrue while on a leave without pay in excess of ninety (90) days in accordance with
Article 12, section 1, unless the leave is a result of a federal or state legally protected leave.
Seniority shall be based on continuous service with the City. A break in continuous service shall be defined
as separation of employment, or the expiration of the eighteen (18) month recall period upon layoff.
Section 3. Layoffs. A layoff is defined as the anticipated and on-going reduction in the number of full-
time equivalent (FTE) positions within a job classification covered by this agreement. Layoffs may result
from lack of work, budgetary restrictions, or reorganizations that have taken place. No bargaining unit
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employee shall be laid off while another person in the same classification is employed on a probationary
or temporary basis in a position for which the bargaining unit employee is qualified.
Section 4. Notice. The union shall be notified of all proposed layoffs as far in advance as possible to allow
time for negotiations as they relate to the bargaining unit impacts (i.e. seniority and bumping issues etc.)
and possible alternatives to layoffs.
Once the layoffs and possible bumping scenarios are determined the affected employee(s) shall be given
a minimum of thirty (30) calendar day’s written notice. The employee shall inform the City within seven
(7) calendar days of receipt of the layoff notice of their intention to exercise their bumping rights, if
available.
Section 5. Order of Layoff. Layoffs shall first be by classification seniority within the selected department
and classification. In the event of a tie in classification seniority, the date of hire seniority shall prevail.
Section 6. Bumping. Laid off employees, including bumped employees, shall have the option to first bump
less senior employees in their current classification within their department, and then less senior
employees in lower classifications within their department that the employee has previously held or can
perform with skills that could be obtained through a short orientation and/or training period of (60)
calendar days. Employees may bump less senior employees in other departments within their current
classification or a lower level classification if they have previously held the classification and are qualified
to do the work or can do the work with skills that could be obtained through a short orientation and/or
training period of sixty (60) calendar days.
Employees bumping into lower level classifications must possess more seniority working in that previous
classification than the person they intend to bump.
Section 7. Special Qualifications. The City may layoff out of the order set forth within Section 5 upon
presentation of evidence the operating needs of the department require a special qualification, training,
or skill, provided:
A.) The special qualification, training, or skill could not be easily obtained through a short
orientation or familiarization period; and
B.) A more senior employee who possesses the special qualification, training, or skill is not
denied a bump to a position occupied by a less senior employee.
Section 8. Recall. An employee who has been laid-off shall be entitled to recall rights for a period of
eighteen (18) months from the effective date of layoff. Employees on the recall list shall be notified if a
vacancy occurs in any position within the bargaining unit. The vacancy shall be filled in accordance with
seniority among the qualified employees on the recall list.
If the employee on the recall list elects not to accept two (2) offers to return to work in the former or
comparable position or fails to respond within ten (10) calendar days of the offer of recall, they shall be
removed from the recall list and considered to have resigned.
Section 9. Payout of Accrued Benefits. An employee who has been laid off will be entitled to receive one
hundred percent (100%) payout on all accrued compensatory time. Vacation and sick leave shall be paid
out in accordance with Articles 9 and 10 of this agreement.
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ARTICLE 18 - PROBATION PERIODS, TRIAL SERVICE
Section 1. Purpose. Probationary and trial service periods are working test periods and shall be an integral
part of the examination process and shall be utilized as an opportunity to observe an employee's work, to
train and aid the employee in adjustment to his/her position, and to reject any employee whose work
performance fails to meet required work standards.
Section 2. Duration. All new (or initial) employment, promotional appointments of employees shall be
tentative and subject to a probationary or trial service period which starts upon the effective date of an
appointment.
A probationary period shall be required for all initial appointments to City employment and where
required by this Agreement and shall be six (6) months in duration. An employee may be terminated at
any time during the probationary period without recourse to the grievance procedure.
A trial service period shall be required following a promotion and shall be six (6) months in duration.
Section 3. Trial Service Period - Promotions, Demotions and Transfers. All promotions, demotions and
transfers shall be subject to a six (6) month probationary period. In the event a promoted or transferred
employee is found to be unsatisfactory following a performance evaluation after six (6) months, the
employee shall be restored to his/her previous position. If a demoted employee fails to pass the
probationary period, and the demotion was voluntary, the employee will be restored to his/her previous
position. For the purposes of this Section;
A.) Promotions shall be defined as movement from one position covered by this Agreement to
another position covered by this Agreement with a higher salary range;
B.) Transfer shall be defined as movement from one position covered by this Agreement to
another position covered by this Agreement in the same salary range; and demotion shall be
defined as movement from one position covered by this Agreement to another position
covered by this Agreement with a lower salary range.
In the event an employee is on leave for more than fourteen (14) calendar days during a probationary or
trial service period, the completion date may be extended by an amount of time equal to the period of
leave.
ARTICLE 19 – LABOR MANAGEMENT COMMITTEE
The City and the Union have established an Executive Board Committee which will meet periodically
during the term of this Agreement to discuss matters of mutual concern. The Committee will meet at the
request of either party. The Committee shall consist of not more than three (3) representatives from the
City and three (3) official Union representatives. The party calling for the meeting shall forward a copy of
the agenda at least one (1) week in advance of the meeting.
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ARTICLE 20 - DISCIPLINE AND TERMINATION
Section 1. Employee Discipline. The City shall not discipline or discharge any post probationary employee
without just cause. For the purposes of this section, verbal coaching/counseling sessions between a
supervisor/manager and employee that are informal and intended to improve or modify work
performance are not classified as pre-disciplinary or disciplinary proceedings.
Section 2. Disciplinary Action.
(A.) Disciplinary action or measures may include written reprimand, suspension,
reduction in step, demotion discharge, or other disciplinary measures. The City agrees that
disciplinary action is intended to be progressive in nature; however, the City may advance to more
serious disciplinary action, up to and including termination, if warranted by the violation.
(B.) Disciplinary actions shall be initiated within sixty (60) calendar days of the
employer knowledge of the incident which is the basis of the disciplinary action(s). Should an
investigation require potentially longer than sixty (60) calendar days to make a decision about
whether or not to propose discipline in a given circumstance, the employer shall provide the
Union Staff Representative a good faith estimate of when it should have its investigation
completed and a decision made on whether to pursue discipline in a given circumstance.
Should any additional time extensions be necessary, the employer shall provide updated
notice prior to the Union Staff Representative.
(C.) A copy of any proposed pre-disciplinary and proposed disciplinary action shall be
sent to the Union Staff Representative at such time it is issued to the employee.
ARTICLE 21 – GRIEVANCE PROCEDURE
Section 1. Intent. It is the desire of the City and the Union to resolve grievances that may arise during
the term of this Agreement informally and at the lowest level possible. A "grievance" means a claim or
dispute by an employee (or the Union in the case of Union rights) with respect to the interpretation or
application of the provisions of this Agreement. Corrective action below a written reprimand is not
subject to the grievance procedure.
Section 2. Procedure.
STEP 1: An employee must present a grievance in writing within fifteen (15) calendar days of the date the
employee knew or should have known of the occurrence to the employee's supervisor, with a copy to the
Union, who shall attempt to resolve it and respond in writing within fifteen (15) calendar days after it is
presented.
STEP 2: If the employee is not satisfied with the solution by the immediate supervisor, the grievance, in
writing, may be presented within fifteen (15) calendar days of the supervisor's response to the
Department Director by an official Union representative. The written grievance shall include a statement
of the issue, a chronological listing of the pertinent events that took place, the section of the Agreement
violated and the remedy sought. Such information shall be submitted on an official Grievance Form, which
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shall be provided by the Union. The Department Director shall attempt to resolve the grievance and
respond in writing within fifteen (15) calendar days after it has been presented.
Alternatively, by mutual agreement of the Union and the City, non-disciplinary grievances may be
submitted to the Labor Management Committee for resolution. The Labor Management Committee will
consider the statements of the employee and the City and attempt to resolve the matter within fifteen
(15) calendar days of submittal. The Committee’s role is limited to facilitating dispute resolution; it may
not compel settlement and no record of the Committee is admissible in arbitration. If the employee is
not satisfied with the solution of the Committee, the grievance may then be filed, in writing, within fifteen
(15) calendar days, with the Department Director.
STEP 3: If the Union is not satisfied with the solution by the Department Director, the grievance may be
presented within fifteen (15) calendar days to the City Administrator. The City Administrator shall attempt
to resolve and respond in writing to the grievance within fifteen (15) calendar days after it is presented.
STEP 4: If the Union is not satisfied with the solution by the City Administrator, the grievance may be
presented within fifteen (15) calendar days to the Mayor. The Mayor shall attempt to resolve and respond
in writing to the grievance within fifteen (15) calendar days after it is presented.
STEP 5: If the grievance is not resolved by the Mayor within fifteen (15) calendar days, the grievance may
be referred to a mediator. The City and the Union shall attempt to select a mediator by mutual agreement.
In the event the parties are unable to agree upon a mediator, either party may request the Public
Employment Relations Commission (PERC) or Federal Mediation & Conciliation Service (FMCS) to submit
a panel of nine (9) mediators. The City and Union shall alternately strike names of mediators until one
mediator’s name is left who shall be mediator. The order of striking names shall be determined by the flip
of a coin. The mediator shall be notified of his/her selection by a joint letter from the City and the Union
requesting that he/she set a time and a place subject to the availability of the City and Union
representatives. Upon designation of the Mediator, the parties will make every attempt to schedule a
date for mediation within fifteen (15) calendar days.
A.) Proceedings before the Mediator shall be confidential and informal in nature. No transcript
or other official record of the mediation conference shall be made.
B.) The Mediator shall attempt to ensure that all necessary facts and considerations are
revealed. The Mediator shall have the authority to meet jointly and/or separately with the
parties and gather such evidence as deemed necessary.
C.) The Mediator shall not have the authority to compel resolution of the grievance. If the
Mediator is successful in obtaining agreement between the parties, he shall reduce the
grievance settlement to writing. Said settlement shall not constitute a precedent unless both
parties so agree.
D.) If mediation fails to settle the dispute, the Mediator may not serve as an arbitrator in the
same matter, nor appear as a witness for either party. Nothing said or done in mediation
may be referred to or introduced into evidence at any subsequent arbitration hearing.
STEP 6: Arbitration Procedure. If the grievance is not settled in accordance with the foregoing procedure,
the Union or City may refer the grievance to arbitration within fifteen (15) calendar days after the receipt
of the answer in Step 5. If the request for arbitration is not filed by the official Union representative or
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the City within fifteen (15) calendar days, the Union or the City waives its right to pursue the grievance
through the arbitration procedure. The City and the Union shall attempt to select a sole arbitrator by
mutual agreement. In the event the parties are unable to agree upon an arbitrator, either party may
request the Public Employment Relations Commission (PERC) or Federal Mediation & Conciliation Service
(FMCS) to submit a panel of nine (9) arbitrators. The City and Union shall alternately strike names of
arbitrators until one arbitrator's name is left who shall be arbitrator. The order of striking names shall be
determined by the flip of a coin. The arbitrator shall be notified of his/her selection by a joint letter from
the City and the Union requesting that he/she set a time and a place subject to the availability of the City
and Union representatives. The arbitrator shall have no right to amend, modify, ignore, add to, or subtract
from the provisions of this agreement. He/she shall consider and decide only the specific issue submitted
to him/her in writing by the City and the Union, and shall have no authority to make a decision on any
other issue not submitted to him/her. The arbitrator shall submit his/her decision in writing within thirty
(30) days following the close of the hearing or the submission of briefs by the parties, whichever is later,
unless the parties agree to an extension thereof. The decision shall be based solely upon his/her
interpretation of the meaning or application of the express terms of this Agreement to the facts of the
grievance presented. The decision of the arbitrator shall be final and binding.
Section 3. Miscellaneous Provisions.
A.) The cost of the mediation and/or arbitration shall be borne equally by the parties including
the Mediator and/or Arbitrator's fees and expenses, room rental and cost of record.
B.) Each party shall bear the cost of the preparation and presentation of its own case and for
compensating its own representatives, attorneys and witnesses.
C.) The term "employee" as used in this Article shall mean an individual employee, a group of
employees, and/or their official Union representative.
D.) An aggrieved party shall be granted time off without loss of pay for the purpose of attending
the hearing on a grievance.
E.) A grievance may be entertained in, or advanced to, any step in the grievance procedure if
the parties so jointly agree.
F.) The time limits within which action must be taken or a decision made as specified in this
procedure may be extended by mutual written consent of the parties involved. A statement
of the duration of such extension of time must be signed by both parties.
G.) Any grievance shall be considered settled at the completion of any step if the employee is
satisfied or deemed withdrawn if the matter is not appealed within the prescribed period of
time.
Section 4. Nothing herein shall prevent an employee from seeking assistance of the Union, or the Union
from furnishing such assistance at any stage of the grievance procedure.
Section 5. No issue whatsoever shall be arbitrated or subject to arbitration unless such issue results from
an action or occurrence which takes place following the effective date of this Agreement.
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Section 6. Any grievance filed on behalf of a group of employees or a class action grievance shall be
reviewed, approved and submitted by an official Union representative prior to such filing, and shall be
signed by the Local Union President.
ARTICLE 22 - WAGES AND LONGEVITY
Section 1. Appendix A. The wage schedule for employees in the Bargaining unit shall be as set forth in
the appropriate appendix attached hereto.
Section 2. Longevity Pay. Employees hired on or after May 20, 2013 shall receive longevity pay based on
the following schedule.
Starting with the 6th year of service: 1%
Starting with the 11th year of service: 2%
Starting with the 16th year of service: 3%
Starting with the 21st year of service: 4%
Longevity shall be calculated from the employee’s base monthly salary and added to the base monthly
salary.
Section 3. Wages.
January 1, 2026 3% adjustment applied to the July 1, 2025 pay plan
January 1, 2027 3% adjustment applied to the January 1, 2026 pay plan
January 1, 2028 3% adjustment applied to the January 1, 2027 pay plan
January 1, 2022 2.0% Adjustment applied retroactively to restructured 2021 Pay
Plan
July 1, 2022 3.0% Adjustment applied to the January 1, 2022 Pay Plan
January 1, 2023 2.5% Adjustment applied to the July 1, 2022 Pay Plan
July 1, 2023 2.5% Adjustment applied to the January 1, 2023 Pay Plan
January 1, 2024 2.0% Adjustment applied to the July 1, 2023 Pay Plan
July 1, 2024 2.0% Adjustment applied to the January 1, 2024 Pay Plan
Section 4. Specialty Pay
A.) Specialty pays are designed to acknowledge a certification that an employee possesses
outside of their job description that the City can benefit from when the employee uses that skill
set. The City reserves the right to not utilize the certification. The Union shall be notified upon
the discussion of union work being outsourced
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The specialty pay will cease whenIf the specialty pay for athe certification becomes a part
of the requirements of the employee’s job description., the specialty pay will cease. -The
City has facilitated the Backflow Assembly Testing (BAT) certification of one Maintenance
and Operations bargaining unit members and the Union requested to bargain over the
compensation associated with the possession of this certification and the performance of
the duties associated therewith. So long as the current bargaining unit member maintains
this certification and is available to perform the work associated with backflow
assemblies, they shall be eligible for a two percent (2%) premium pay.
1. The City reserves the right to outsource this work in whole or in part, as needed based on departmental
workload and staffing.
2. Should the existing bargaining unit member’s certification expire, the parties shall bargain over Article
22, Section 4.
B.) The City has facilitated the ISA Arborist certification of one Maintenance and Operations
bargaining unit members and the Union requested to bargain over the compensation
associated with the possession of this certification and the performance of the duties
associated therewith. So long as the current bargaining unit member maintains this
certification and is available to perform the work associated with the City’s trees, they
shall be eligible for a two percent (2%) premium pay.
1. The City reserves the right to outsource this work in whole or in part, as needed based on departmental
workload and staffing.
2. Should the existing bargaining unit member’s certification expire, the parties shall bargain over Article
22, Section 4.
C.) Bargaining unit members in the following divisions of Public Works Utilities shall be eligible
to receive a two percent (2%) premium pay for possession and maintenance of each of
the following certifications so long as they are not required as part of their job description:
1. Commercial Driver’s License (CDL) (applies to bargaining unit members of Water
Distribution, Wastewater Collections and Wastewater Treatment Plant)
2. Backflow Assembly Testing (BAT) (applies to bargaining unit members of Water
Distribution and the Wastewater Treatment Plant)
3. Water Distribution Manager II (applies to bargaining unit members in Water
Distribution)
D.) Maintenance and Operations bargaining unit members shall be eligible to receive a two
percent (2%) premium pay for possession and maintenance of each of the following
certifications so long as they are not required as part of their job description:
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1. Commercial Drivers License (CDL)
E.) Airport bargaining unit members shall be eligible to receive the premium pay listed below
for possession and maintenance of each of the following certifications so long as they are
not required as part of their job description:
1.Certified Member (CM #1) (2%)
3. Airport Safety and Operations Specialist (ASOS) (1%)
4. Airport Certified Employee Certification (ACE) (1%)
2. Part 107 Drone Pilot License (1%)
F.) In no circumstance may any one bargaining unit member receive more than four percent
(4%) for any combination of premium pays.
G.) Base salary shall be utilized in calculating promotional pay rates and any premium pay(s)
shall not be included in such calculation.
ARTICLE 23 – HEALTH AND WELFARE INSURANCE
Section 1. Medical Insurance. The City shall provide a medical insurance plan covering sickness and injuries
for full-time employees and their dependents. The City shall provide medical coverage to employees
covered by this agreement in the form of a choice between Association of Washington Cities (AWC)
HealthFirst 250, or materially similar plan, and optional group coverage under AWC’s Kaiser Permanente
$200 Deductible $20 co-pay plan .
The City will also make available the AWC Regence High Deductible Health Plan (HDHP) with Health
Savings Account (HSA). HSA contributions are subject to IRS rules and any applicable limits under the
federal Affordable Care Act. The City will make the following HSA contributions to employees enrolled on
the HDHP:
Employee Only $900 per year
All other tiers 50% of the savings to the City as compared to the applicable
Group Health co-pay plan. For example, if the City’s 90% portion
of the Group Health plan premium is $1,000 and the HDHP
premium is $500, the City will pay the full HDHP premium and
will deposit $250 into the employee’s HSA.
The City’s HSA contributions will be paid monthly.
The City and the employee shall share the cost of the monthly premiums for full-time employees (those
working 32 to 40 hours per week) as follows:
Regence HealthFirst 250: Eighty percent (80%) paid by City, and twenty percent (20%) paid by the
employee.
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Kasier Permanente $200 Deductible $20 Co-pay Plan: Ninety percent (90%) paid by City and ten percent
(10%) paid by the employee.
Regence High Deductible Health Plan: One hundred percent (100%) paid by City.
The City and the employee shall share the cost of the monthly premiums as follows for part-time
employees (those working 20-31 hours per week):
Regence HealthFirst 250: Fifty percent (50%) paid by City, and fifty percent (50%) paid by the
employee.
Kasier Permanente $200 Deductible $20 Co-pay Plan: Fifty percent (50%) paid by City and fifty
percent (50%) paid by the employee.
Regence High Deductible Health Plan: Fifty percent (50%) paid by City, and fifty percent (50%)
paid by the employee. The part-time employee is not eligible for the health savings account.
Section 2. Dental. The City shall provide a group dental insurance program for full-time and part time
employees and their dependents. The City will provide WDS Dental Plan F, or a materially similar plan, for
full-time employees and their dependents. The City shall pay ninety One hundred percent(90100%) of the
monthly premium and the employee shall pay (10%) of the monthly premium .
Section 3. Vision. The City currently provides full time and part time employees and their eligible family
members an opportunity to enroll in vision coverage with Vision Service Plan. The City shall pay one
hundred percent (100%) of the monthly premium.
Section 4. Group Life Insurance and Accidental Death and Dismemberment Insurance (AD&D). The City
shall pay one hundred percent (100%) for the premiums for eligible enrolled employees only for coverage
under the AWC Group Life and AD&D Insurance Plan
Section 5. Group Long Term Disability. The City shall pay one hundred percent (100%) of the premiums
for eligible enrolled employees only for coverage under the AWC Group Long Term Disability Insurance
Plan.
Section 6. Employee Assistance Program (EAP) - The City shall pay one hundred percent (100%) for the
premiums for eligible enrolled employees only for coverage under the AWC EAP 1-8 Visit Buy-Up Plan
during the term of this Agreement, if available.
Section 7. Healthcare “Opt Out” / Dual Coverage Incentive Program. The City will allow all bargaining
unit members to participate in the Dual Coverage program.
A.) The program is available to bargaining unit members and members with a spouse or
domestic partner and/or eligible dependents who are eligible for both a City of Arlington
medical insurance plan and another continuous, comprehensive medical insurance plan. The
program is also available to bargaining unit members that are husband and wife or domestic
partners who have coverage on the City of Arlington medical insurance plan. Nothing in this
program prohibits bargaining unit members from enrolling new family members in the City’s
insurance programs. All program participants must sign a waiver that certifies that they, their
spouse, and/or dependents have other medical coverage and acknowledge the conditions
for re-enrollment on the medical and/or dental plan, and provide evidence of such coverage.
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Employees who enroll in the Dual Coverage Medical Insurance Incentive Program will need
to enroll in the HRA/VEBA program.
B.) Under the City of Arlington’s program, bargaining unit members may be voluntarily eligible
to decline medical insurance coverage for themselves or their eligible family members and
receive a monthly financial incentive for doing so.
C.) The City must remain in compliance with AWC Employee Benefit Trust requirements and
underwriting rules for all insurance programs at all times. If the City reaches the threshold
for enrollment in any program, bargaining unit members and/or eligible family members will
no longer be able to waive coverage. This is done on a first-come, first-serve basis.
D.) This program is limited to the waiver of medical coverage only. Employees electing to decline
dental insurance benefits only will not receive an incentive. Employees’ vision and life
insurance benefits, and eligible dependents vision insurance, will remain in effect in
compliance with AWC Employee Benefit Trust requirements and underwriting rules.
E.) Employees will only receive the incentive if the employee, their spouse or domestic partner
and/or dependents decline medical insurance benefits.
F.) Re-enrollment on the City’s medical and dental plans is available:
a. During the annual open enrollment period each year with coverage effective date of
January 1 the following year.
b. Mid-year if the employee or eligible dependent experience a COBRA qualifying event or
lose their other medical coverage provided there has been no break in coverage between
the end of the other insurance coverage and enrolling onto the City medical and/or
dental plan.
c. Proof of loss of the other continuous, comprehensive medical and dental coverage is
required for mid-year re-enrollment.
G.) Enrollment in the Dual Coverage Incentive Program will remain in effect until the bargaining
unit member exercises re-enrollment privileges outlined above, or the bargaining unit
member, the member’s spouse and/or dependents are no longer eligible for City of Arlington
medical coverage under any circumstance.
H.) Incentive payments will only be made if there is an actual savings in the premiums the City is
paying. For example, if a bargaining unit member has three children on the City of Arlington
medical coverage and they drop one child, there is no change in the premium. Therefore, the
employee would not be eligible for incentive pay.
I.) The maximum incentive amount per month is $300. The maximum incentive amount per
year is $3,600. Incentive amounts are payable monthly into the bargaining unit member’s
VEBA account, unless the member is enrolled in a High Deductible Health Plan, in which case
the incentive will be contributed to the employee’s Health Savings Account in accordance
with IRS requirements.
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J.) Dual Coverage Medical Insurance Incentive Pay Schedule:
Category Employee Incentive Per Month Employee Incentive Per Year
Employee $100.00 $1200.00
Spouse $100.00 $1200.00
Additional Dependent $ 50.00 $ 600.00
Additional Dependent $ 50.00 $ 600.00
K) Beginning July 1, 2022, Tthe maximum age of dependents eligible for the medical Opt
Out incentive shall increase from up to age twenty-four (24) to be up to age twenty-six
(26). There is no requirement that the dependent be in school and the dependent can
be married.
Section 8. The City retains the right to change the carrier or funding mechanisms for any or all of the above
insurance coverage, provided benefits are not reduced during the term of this Agreement. Should the City
wish to consider benefit trade-offs for an overall improvement to the health benefit plans, the City will
negotiate with the Union regarding the trade-off provisions.
Section 9. Deferred Compensation Plan
(A) The employee shall have the option of participating in any deferred compensation plan
offered by the City. Employees may defer a portion of their taxable income, into a
retirement savings plan that is subject to federal rules and regulations governing deferral
limits, tax liability and restrictions on withdrawals.
(B) Beginning July 1, 2024, tThe City shall match up to twoone percent (21%) of the gross
base wage (consisting of base salary only) of each participating bargaining unit member.
(C) Employees may choose to increase their portion of the contribution should they
choose to defer up to the maximum allowable amount. However, the total amount
deferred monthly may not exceed the maximum allowable per the Deferred
Compensation Program regulations.
(D) It is the responsibility of the employee to fill out and submit enrollment forms before
any match can occur and to contact the State of Washington Deferred Compensation
Program in order to initiate changes to their monthly-deferred amounts. Sufficient
time must also be given to the City's Finance Department for processing.
ARTICLE 24 – DRUG TESTING
Section 1. Omnibus Transportation Employees Test Act - Policy Statement. The provisions of this Section
are intended to comply with the Omnibus Transportation Employees Testing Act of 1991 (the Act) and
relevant Department of Transportation regulations. The parties agree that the workplace should be free
from the risks posed by the use of alcohol and controlled substances in order to protect the safety of
employees and the public. The unlawful manufacture, distribution, possession or use of a controlled
substance is prohibited in the workplace. The parties further recognize that the abuse of alcohol and
controlled substances is a treatable illness and the City will make reasonable efforts to provide assistance
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to employees in need of help. An employee assistance program (EAP) is available to employees with
personal problems, including those associated with alcohol or controlled substances use. The City and
the Union will aid such employees who request assistance with such problems. The City and the Union
will encourage the employee to seek professional assistance where necessary.
ARTICLE 25 – CLOTHING / APPEARANCE
Section 1. Employees are expected to maintain a clean and professional appearance. Protective clothing
required by the City will be provided by the City. The City may provide uniform pants, shirts, coats, or
specialized safety clothing (boots, reflective coats) for bargaining unit employees. Uniform pieces may be
rented and cleaned by the City or purchased by the City and cleaned by the employee depending on the
department/division assigned. Administration of this Article is contingent upon the Oversight Committee
policies governing uniforms/safety clothing for each department division effected.
A.) Employees that are issued uniforms are expected to wear their complete uniforms during
assigned work hours and wear them in accordance with City policies.
B.) All uniform items shall be distributed through a quartermaster system to be developed by
the City and reviewed by AFSCME through the Oversight Committee prior to implementation.
C.) Employees shall be required to sign for all uniform pieces at time of issue and return all
uniform pieces upon leaving employment with the City or with the department that issued
the uniform. Failure to return all issued equipment may result in delay or reduction of final
pay disbursement.
D.) Employees required to wear safety boots will follow the City “Quartermaster” system for
purchasing said boots, paid for by the City on an as-needed basis no more than once per
calendar year; provided that boots may be purchased more often if the boots are deemed
by the Quartermaster to be no longer serviceable.
E.) The Oversight Committee shall be formed consisting of one (1) representative from the
following departments; Public Works, Community & Economic Development, Maintenance
& Operations, and Police to work in conjunction with the Quartermaster.
F.) All required patches, cloth badges, name emblems, service bars or any such items will be
provided and affixed to all such uniform items issued to employees at the City’s cost. All
reasonable uniform maintenance, alterations, cleaning and repairs shall be provided by the
City.
Section 2. Quartermaster Uniform Package for Field Staff
A.) Beginning January 1, 2023, fField staff in the Public Works Department and the
Maintenance and Operations Department shall be issued the following items through a
Quartermaster system that will be facilitated by Finance Department purchasing staff
along with a designated liaison for each Department.
B.) The Employer shall provide and maintain not less than the following number of clothing
items:
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2022 2026 through 12/31/2024 3920289
39
• One (1) pair of rubber boots
• One (1) set of rain gear
• One (1) insulated jacket
• One (1) summer cap
• One (1) winter cap
The Quartermaster or their designee shall replace those clothing items listed
above as needed upon a showing that the item is worn and in need of
replacement.
C.) The Employer shall provide the following items each year to each employee not less
than the following number of uniform items as listed below:
• Six (6) pairs of pants
• Ten (10) long or short-sleeved T-shirts (any combination of 10 shirts
total)
• Four (4) Sweatshirts
Employees may make an in irrevocable election for 2023 and 2024 to receive a payment
of $250 each year in lieu of utilizing the pants service provided by the employer. Such
payment will be made in January of each year.
D.) Employees may purchase safety boots each year in an amount of up to $250.
Any additional cost is to be borne by the employee.
E.) All new employees will be issued all uniform items and safety boots within two
(2) weeks of their hire date.
F.) Quartermaster procedures and forms will be determinedfinalized in labor-
management meetingsduring 2022 prior to implementation.
ARTICLE 26 – VOLUNTEERS
The City and the Union recognize that the City has a current system in place that utilizes volunteers to
assist in providing services to the citizens, businesses, and customers of the City of Arlington.
The use of volunteers will not supplant bargaining unit positions. Volunteers shall not be assigned to
perform functions normally performed by employees working in a paid status within the last thirty-six (36)
months. No bargaining unit member shall be laid off as a result of the volunteer program. The City and
the Union have agreed upon a set of duties that are allowed to be completed by volunteers. The City will
provide notification to the Union about any volunteer activities..
The City and the Union will meet in a labor management forum and come to a mutual agreement prior to
implementing any new volunteer program. Disputes regarding the utilization of volunteers shall be subject
to grievance procedures.
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2022 2026 through 12/31/2024 4020289
40
The City will in no event use volunteers to do normal work of Union members or to circumvent the holiday
overtime and/or any other provisions of this agreement.
ARTICLE 27 – CDL RENEWALS
The employer shall continue the existing practice of selecting CDL physical vendors and paying for the
basic CDL physical for employees required to renew their endorsements/CDL. Employees may continue
the existing practice of utilizing paid release time to complete the basic CDL physical with prior approval
from Human Resources and their supervisor. Employees may continue to be reimbursed for the
additional costs of the CDL and any required endorsements beyond those of a normal driver’s license
renewal.
ARTICLE 28 – NO STRIKES OR LOCK-OUTS
The City and the Union recognize that the public interest requires the efficient and uninterrupted
performance of all City services, and to this end pledge their best efforts to avoid or eliminate any conduct
contrary to this objective. During the term of this Agreement, neither the Union nor the employees
covered by this Agreement shall cause, engage in or sanction any work stoppage, strike, slowdown or
interference with City functions. Employees who engage in any of the foregoing actions shall be subject
to disciplinary action. The City shall not institute any lock-out of its employees during the life of this
Agreement.
ARTICLE 29 – SAVINGS CLAUSE
Section 1. Should any Section of this Agreement or any addenda thereto be held invalid by operation of
law or by any tribunal of competent jurisdiction, or should compliance with or enforcement of any
provision be restrained by such tribunal, the remainder of this Agreement and addenda shall not be
affected thereby. At the request of either Union or the City, both parties shall enter into negotiations
within fifteen (15) calendar days after said request for the purpose of arriving at a satisfactory
replacement for the invalidated language.
Section 2. Supremacy of Agreement. This Agreement, when in conflict with any Personnel Policy, Civil
Service Rule or Regulation, shall prevail over such policy, rule or regulation. In all other cases, the
Personnel Policy, Civil Service Rule or Regulation shall apply to employees in the bargaining unit.
Section 3. Changes in Personnel Policies. Any changes in Personnel Policy materially affecting mandatory
subjects of bargaining may be addressed in Labor Management Committee. This will not be considered a
waiver of the Union's right to bargain regarding changes, as may be required by RCW 41.56.
ARTICLE 30 – ENTIRE AGREEMENT
The parties acknowledge that during the negotiations which resulted in the Agreement each had the
unlimited right and opportunity to make demands and proposals with respect to any subject or matter
not removed by law from the area of collective bargaining, and that the understandings and agreements
arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement.
The parties agree that no oral or written statement shall add to or supersede any of the provisions of this
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2022 2026 through 12/31/2024 4120289
41
Agreement. By mutual agreement of the parties a memorandum of understanding addendum may be
negotiated and incorporated as a part of this agreement.
ARTICLE 31 - TERM OF AGREEMENT
This agreement will be effective from January 1, 2022 2026 through December 31, 202420289.
ARLINGTON CITY EMPLOYEES CITY OF ARLINGTON
By _____________________________________ By ________________________________
Timm Sprague, President Augustus Tararan- President Don Vanney, Mayor Barbara
Tolbert, Mayor
Date ___________________________________ Date ______________________________
WASHINGTON STATE COUNCIL OF CITY & COUNTY EMPLOYEES, COUNCIL 2
By _____________________________________
Bill Keenan, Director of Organizing Rosie Ventura- Council 2
Date ___________________________________
Page 42
MEMORANDUM OF AGREEMENT
by and between
THE CITY OF ARLINGTON, WASHINGTON
And
ARLINGTON CITY EMPLOYEES, LOCAL 2849
OF THE WASHINGTON STATE COUNCIL OF COUNTY AND CITY EMPLOYEES, COUNCIL 2, AFSCME
AGREEMENT ON IMPLEMENTATION OF SUCCESSOR COLLECTIVE BARGAINING AGREEMENT
THIS AGREEMENT is entered into by and between the City of Arlington, Washington,
hereinafter referred to as the City, and the Arlington City Employees, Local 2849, hereinafter
referred to as the Union.
The parties wish to document agreement on the following items contemporaneous with the
adoption of the successor collective bargaining agreement (CBA), effective January 1, 2022
through December 31, 2024.
The parties have agreed on the following terms in resolving the outstanding issues as
identified herein:
1. The parties’ adoption of the new January 2022 Salary Schedule (ADDENDUM A – Table 2022) is
effective retroactively to January 1, January 2022.
2. 2022 retroactive wage adjustments shall be paid out on the May 6, 2022 payroll. This
retroactive payment shall only apply to those bargaining unit members employed as of January
1, 2022.
3. Specialty Pay in Article 22, Section 4, except BAT certification pay, is effective May 1, 2022.
4. The IT On-Call MOU is retroactive to November 1, 2021, as indicated therein.
5. The attached CDL Training Contract Template shall be utilized when the City and a member of
the bargaining unit mutually agree for the City to provide the bargaining unit member with the
opportunity to obtain their CDL and such agreement shall only require the signature of the bargaining
unit member and City Administrator.
6. The parties agree that the existing Shared Leave Policy 3-7 will sunset after December 31, 2024.
The parties shall negotiate a direct leave donation program for bargaining unit members to become
effective January 1, 2025 as a replacement.
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7. As indicated in Article 6 of the collective bargaining agreement, bargaining unit members in the
Maintenance and Operations Department will begin working scheduled weekend days every year for an
approximately six (6) month seasonal period, generally commencing in April and ending in September.
For 2022, the seasonal weekend schedule will not commence until May 2022. The seasonal schedule for
2022 has been established during the course of negotiations.
8. The City Police Department has adopted a Body-Worn Camera policy and an issues with its
implementation with members of the bargaining unit shall be referred to labor-management.
9. This MOA is effective retroactively to January 1, 2022 once signed by both parties. No
modification to this MOA is valid unless in writing and signed by the parties.
10. This MOA shall remain in full force and effect until December 31, 2024, or until such time as a
successor collective bargaining agreement is in place, whichever occurs later.
ARLINGTON CITY EMPLOYEES, LOCAL 2849 CITY OF ARLINGTON
Timm Sprague, President Barbara Tolbert, Mayor
Date: Date:
WASHINGTON STATE COUNCIL OF COUNTY AND CITY EMPLOYEES, COUNCIL 2, AFSCME
Bill Keenan, Organizing Director
Date:
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COLLECTIVE BARGAINING AGREEMENT
by and between
THE CITY OF ARLINGTON
and
ARLINGTON CITY EMPLOYEES, LOCAL 2849
OF THE WASHINGTON STATE COUNCIL OF COUNTY AND CITY
EMPLOYEES, COUNCIL 2, AFSCME
January 1, 2026 through December 31, 2028
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 1
Table of Contents
PREAMBLE ..................................................................................................................................................... 3
ARTICLE 1 - WARRANT OF AUTHORITY ......................................................................................................... 3
ARTICLE 2 - UNION RECOGNITION ................................................................................................................ 3
ARTICLE 3 - UNION SECURITY ........................................................................................................................ 3
ARTICLE 4 – MANAGEMENT RIGHTS ............................................................................................................. 4
ARTICLE 5 - UNION RIGHTS ........................................................................................................................... 5
ARTICLE 6 - HOURS OF WORK ....................................................................................................................... 6
ARTICLE 7 - STATUS OF EMPLOYEES ........................................................................................................... 10
ARTICLE 8 - PAID HOLIDAYS ........................................................................................................................ 10
ARTICLE 9 – VACATIONS .............................................................................................................................. 11
ARTICLE 10 - SICK LEAVE ............................................................................................................................. 13
ARTICLE 11 – BEREAVEMENT LEAVE ........................................................................................................... 15
ARTICLE 12 – JURY DUTY ............................................................................................................................. 15
ARTICLE 14 - LIGHT DUTY ............................................................................................................................ 16
ARTICLE 15 – FAMILY AND MEDICAL LEAVE AND PAID FAMILY MEDICAL LEAVE ...................................... 17
ARTICLE 16 – CLASSIFICATION AND WAGE ADMINISTRATION ................................................................... 17
ARTICLE 17 - SENIORITY, LAYOFF, RECALL .................................................................................................. 21
ARTICLE 18 - PROBATION PERIODS, TRIAL SERVICE .................................................................................... 22
ARTICLE 19 – LABOR MANAGEMENT COMMITTEE .................................................................................... 23
ARTICLE 20 - DISCIPLINE AND TERMINATION ............................................................................................. 23
ARTICLE 21 – GRIEVANCE PROCEDURE ....................................................................................................... 24
ARTICLE 22 - WAGES AND LONGEVITY........................................................................................................ 26
ARTICLE 23 – HEALTH AND WELFARE INSURANCE ..................................................................................... 27
ARTICLE 24 – DRUG TESTING ...................................................................................................................... 30
ARTICLE 25 – CLOTHING / APPEARANCE .................................................................................................... 31
ARTICLE 26 – VOLUNTEERS ......................................................................................................................... 32
ARTICLE 27 – CDL RENEWALS ..................................................................................................................... 33
ARTICLE 28 – NO STRIKES OR LOCK-OUTS .................................................................................................. 33
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 2
ARTICLE 29 – SAVINGS CLAUSE ................................................................................................................... 33
ARTICLE 30 – ENTIRE AGREEMENT ............................................................................................................. 33
ARTICLE 31 - TERM OF AGREEMENT ........................................................................................................... 34
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 3
PREAMBLE
This Agreement is made and entered into between the City of Arlington, referred to as the City and the
Washington State Council of County and City Employees, affiliated with the American Federation of State,
County and Municipal Employees, AFL-CIO, hereinafter referred to as the Union. All items shall be binding
for both the City and the Union.
ARTICLE 1 - WARRANT OF AUTHORITY
The officials executing this Agreement on behalf of the City and the Union are acting under the authority
of R.C.W. 41.56 to collectively bargain on behalf of the organizations which they represent.
ARTICLE 2 - UNION RECOGNITION
The City recognizes the Washington State Council of County and City Employees, AFSCME, AFL-CIO as the
exclusive representative for all full time and regular part-time Employees of the City of Arlington,
excluding supervisors, confidential employees, firefighters, police officers, and casual employees as
defined in PERC DECISION 11258-PECB.
ARTICLE 3 - UNION SECURITY
Section 1. Deductions of Union Dues. The Employer recognizes the WASHINGTON STATE COUNCIL OF
COUNTY AND CITY EMPLOYEES/AFSCME Council 2 and its affiliated local (hereafter Union) as the sole
and exclusive bargaining representative in all matters concerning wages, hours, and other conditions of
employment for all employees described in the recognition clause.
The Employer shall remain neutral when communicating with employees about Union
membership and direct the employee to discuss union membership with a union staff representative.
For current Union members and those who choose to join the Union, the Employer shall deduct
once each month all Union dues and fees uniformly levied and shall continue to do so for such time and
on conditions set forth in the authorization for payroll deduction regardless of the employee’s continued
membership in the Union. The Employer shall transfer amounts deducted to Council 2. Authorizations
for Payroll Deduction are valid whether executed in writing or electronically.
The Employer shall provide an electronic copy of the Authorization for Payroll Deduction and
Representation via email to C2everett@council2.com within 10 days of receiving the document. The
Employer shall provide to the Union monthly a complete list of all bargaining unit members that
includes: employee name, home address, personal phone (if the Employer has this information), work
email and/or personal email (whatever is in the Employer’s HRIS system), birth date, hire date in current
bargaining unit, job classification, department, hours worked and monthly base wage.
The Employer shall honor the terms and conditions of each employee’s voluntary authorization
for payroll deduction. Whether an employee is a union member or not, the Employer shall continue to
deduct and remit Union dues and fees to the Union until such time as the Union notifies the Employer
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 4
that the dues authorization has been properly terminated in compliance with the terms of the payroll
deduction authorization executed by the employee.
The Union shall indemnify the Employer and save the Employer harmless from any and all claims
against the Employer arising out of administration of this article so long as the Employer complies with
this article.
Section 2. New Employee Orientation
The Employer agrees to notify the Union staff representative and Local Union President in
writing of any new positions and new employees and their Department at least two (2) full working days
prior to the orientation of the new employee to allow for scheduling the presentation of information
about the exclusive bargaining representative per RCW 41.56.037.
ARTICLE 4 – MANAGEMENT RIGHTS
Section 1. All the functions, rights, powers, and authority that are not specifically abridged, delegated,
or modified by this Agreement are recognized by the Union as being retained by the City. These rights
include, but are not limited to the following:
A.) To determine its mission, policies that do not conflict with this Agreement, and to establish
all standards of service offered to the public.
B.) To maintain efficiency and to make, alter, and enforce reasonable rules and regulations to
be observed by employees, provided such rules and regulations are not contrary to the terms
and conditions set forth in this Agreement
C.) To direct, hire, promote, demote, and transfer employees.
D.) To suspend, discipline or dismiss employees for just cause.
E.) To evaluate jobs, classify positions, establish qualifying requirements of employees and
specify employee duties.
F.) To manage and operate the service in all respects and without restricting the generality of
the foregoing, to determine the number and location of establishments, the services to be
rendered, the methods, the work procedures, the kinds and locations of instruments and
equipment to be used; to select, control, and direct the use of all materials required in the
operation of services to be provided and performed; to schedule work; to schedule hours of
work; to make, alter, and enforce regulations governing the use of materials, equipment, and
services as may be deemed necessary by the City, provided that such regulations are not
contrary to the terms of this Agreement.
G.) To prepare and/or revise the City Policies and Procedures.
H.) To enforce said Policies, subject to the grievance procedure contained herein.
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 5
I.) To contract out for goods and services subject to the provisions of RCW 41.56 and State Law.
J.) To take any and all actions necessary in an emergency.
Section 2. The City Council shall have the sole authority to determine the purpose and policies of the
City and the amount of budget to be adopted thereto.
Section 3. Any conflict between the provisions of this Agreement and the City of Arlington Civil Service
Rules and Regulations or City Policies and Procedures shall be resolved as follows:
A.) To the extent the Agreement does not address a matter and Civil Service or the City Policies
and Procedures do, then Civil Service or the City Policies and Procedures shall prevail; and
B.) To the extent the Agreement addresses a matter and Civil Service or the City Policies and
Procedures also do so, the Agreement shall prevail.
C.) The parties agree that any new Rules and Regulations and policies or procedures that are
mandatory subjects of bargaining will be negotiated prior to their change or implementation.
Section 4. It is the intention of the City and the Union that the rights, powers, authority and functions of
management shall remain exclusively vested in the City, except insofar as expressly and specifically
surrendered or limited by the express provisions of the Agreement.
ARTICLE 5 - UNION RIGHTS
Section 1. Union Business. Recognizing that Labor/Management relations are of significant importance
to the City and the Union, reasonable time off with pay from normal working hours shall be granted to
official Union Representatives for handling grievances, attending meetings or other legitimate Union
business subject to reasonable notice and the agreement of the supervisor.
Official Union representatives shall not transact Union business while working on shift which in any way
interferes with the operation or normal routine of the City. The Union shall be afforded the same ability
to utilize City facilities as other bargaining units within the City for the purpose of holding Union meetings
and communicating with members.
Section 2. Bulletin Board - The City shall provide suitable space for a Union furnished bulletin board on its
premises in an area frequented by all employees within the bargaining unit. The Union shall limit its
posting of notices and bulletins to such bulletin boards.
Section 3. No more than three (3) official Union representatives shall be granted leave from duty without
loss of pay for meetings between the Union and the City for the purposes of negotiating the terms of a
collective bargaining agreement.
Section 4. The Union agrees to provide the City with an updated list of official Union representatives with
fourteen (14) calendar days of any election or change.
Section 5. Upon the written request of the Union, the City agrees to provide a list of employees filling
positions (including promotions and reclassifications) within the bargaining unit for which such
information is requested, within fourteen (14) calendar days of receipt of the written request. The Union
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 6
will be notified of any changes to a bargaining unit employee’s status of employment within fourteen (14)
calendar days i.e. promotions, demotions, separation of employment, layoffs, or reclassifications.
Section 6. The City agrees to allow official Union representatives to use the City’s email system on a
limited basis for the purpose of communicating meeting reminder notifications to the membership or to
communicate directly with the City on an issue of importance to the membership.
ARTICLE 6 - HOURS OF WORK
Section 1. Hours of Work.
A.) The normal full-time workday shall consist of eight (8) hours, excluding the normal unpaid lunch
period. The normal full-time work week shall consist of forty (40) hours in five (5) consecutive
days. The normal work week begins at 12:01 AM on Sunday and ends at 12:00 midnight the
following Saturday.
B.) FLSA-exempt salaried employees are generally expected to observe regular business hours, which
are currently 8 a.m. to 5 p.m., Monday through Friday. At times the responsibilities of their
position may require that they work more than regular business hours.
Section 2. Changes in Normal Work Week / Hours.
A,) Should it be necessary in the interest of efficient operations to establish schedules departing from
the normal work week/hours, the City will give written notice of such change to the Union as far
in advance as it is reasonably practical, but in no case less than ten (10) calendar days.
B,) Department Directors may approve requests from employees for alternative work schedules.
Alternative work schedules include but are not limited to: modified shift start and end times; 9/80
schedules; and 4/10 schedules.
Section 3. Rest Periods. Full-time employees shall receive a maximum of two (2) fifteen (15) minute paid
rest/relief periods in each day’s work schedule. Rest periods should occur approximately midway during
each of the first and second half of the work day, scheduled so that service to the public will not be
impaired. With supervisory approval, such rest/relief periods may be added to the normal lunch period
but not taken at the end of a work day. A series of short “intermittent breaks”, small breaks of a few
minutes each that total 15 minutes every four hours, are permissible if the nature of the employee’s work
allows for such intermittent breaks. An employee who misses a rest/relief break shall notify a supervisor
as soon as possible.
Section 4. Overtime Pay. FLSA non-exempt employees shall be paid one and one-half (1½) times their
Standard Hourly Rate of pay (including any additional wage premiums if required by the FLSA) for all
authorized hours worked in excess of forty (40) hours in any work week. Holiday hours will count toward
hours worked for the purpose of calculating overtime, however, if the holiday is worked by the employee,
those hours do not count toward overtime because they are already paid at time and a half. Work on a
Saturday or Sunday, shall not be considered overtime when it is a regularly scheduled work day for the
employee.
Section 5. Compensatory-time. The employee may request to take compensatory time off at one and
one-half (1½) times the actual hours worked in lieu of overtime pay. Such time off will be scheduled with
the approval of the employee’s supervisor and shall not create an overtime event for other employees. In
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 7
the event that the compensatory time cannot be scheduled, the employee shall be paid for the overtime
as specified above. Employees may accrue up to a maximum of forty eight (48) hours of comp-time. Any
hours in excess of forty eight (48) hours shall be paid in the pay period ending December 15 in accordance
with Section 4 of this Article. Employees may cash out their comp time banks at any time throughout the
year and such cashout will be paid upon completion of the first full pay period.
Section 6. FLSA Exempt Status. Employees occupying FLSA exempt positions are not eligible for overtime
compensation. New positions added to the classification grid will be evaluated to determine the FLSA
status. Exempt employees may be allowed to flex their schedule to accommodate a requirement to attend
meetings outside of their regular work hours, special projects and emergency situations, with the approval
of the employee’s supervisor.
Section 7. On-call.
A.) On-Call Assignments. On-Call positions shall be staffed every day of the year for the following
departments:
Water Department: One On-Call person for water treatment plant and one for water
distribution system operations and emergencies.
Wastewater Department: One On-Call person for water reclamation plant and one
person for wastewater collection system operations and emergencies.
M&O Department: One On-Call person for operations and emergencies involving City
transportation system (Streets), City parks, storm system, Arlington Cemetery, and
Arlington Municipal Airport.
Other departments may invoke temporary assignment of an On-Call position to meet
emergency or unexpected work necessary to ensure public safety and continuity of
operations.
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 8
B.) Schedule. The director or designee of each department shall, prepare and post for employees
an on-call schedule specifying the date, hours of on-call status and employee name on a
quarterly calendar basis. The on-call schedule for subsequent quarters shall be posted not
less than one (1) calendar month prior to the effective date of the new schedule.
Department employees may trade assigned on-call shifts with other employees in that
department with prior approval of the director or their designee. Such trades shall not be for
less than a complete on-call shift, (i.e. each weekday or a full weekend day) and shall be
documented on the work schedule at least three (3) days in advance of any trade. On-call
shift trades with less than three (3) days’ notice shall be accompanied by an email to the
workgroup, when possible.
In the event of a personal emergency that precludes the on-call employee’s ability to report
to work for On-Call duties or to respond to emergency after hour calls for service, the
employee must notify the director or designee to ensure the City’s ability to respond to
emergencies.
C.) On-call Hours. On-call hours are hours outside of the employee’s regularly scheduled hours.
when they have been assigned to on call.
D.) Weekend on call hours shall be from end of shift Friday through start of shift Monday.
E.) Procedure. The employee who is on-call shall follow the department on-call procedures,
including utilizing any specialized vehicle and carrying any equipment or electronic devices
required for the performance of the specified on-call services.
F.) Compensation. Employees on-call are compensated for remaining available to respond to
emergencies, carrying and monitoring a phone, computer, and/or pager, and remaining
alcohol and substance free during the on-call period. Employees scheduled for on-call duty
shall be compensated for On-Call pay at a flat rate of $100 for each full day served on the on-
call status, or a flat rate of $150 for each full day served on a holiday. Holidays for purposes
of this section are the City-observed date.1
A phone call or computer contact that requires the on-call employee to respond outside of
other scheduled work hours but that does not cause the employee to leave their location
shall be deemed a “Call-In” and be compensated at the rate of half (½) an hour paid at one
and one half (1½) times the employee’s Standard Hourly Rate of pay for employees on call.
Additional phone calls or computer contacts in every new thirty (30) minute increment that
requires the on-call employee to respond but that does not cause the on-call employee to
leave their location shall be considered a new “Call-In.” This would include answering and
addressing any on-call phones, computers or pagers during the on-call period and be
considered additional work performed on the City’s behalf and be compensated separately
from the on-call pay.
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 9
“Call-Ins” for employees not on-call shall be compensated in fifteen (15) minute minimum
time block increments. Nothing in this section shall be interpreted to allow the pyramiding
of hours.
A phone call or computer contact received while on-call that causes the employee to leave
their location and respond shall be deemed a “Call-Out” at 2 hours paid at one and one half
(1½) times the employee’s Standard Hourly Rate of pay. Any work performed during the two
(2) hours shall be considered as already compensated. On-Call duty will be listed on the time
sheet separate from regular hours worked, under the title of On-Call Duty.
Call-Ins and Call-Outs must be substantiated with a copy of the Alarm Record and required
action taken.
In the event an on-call employee is required to respond and report to an operational
emergency or declared emergency situation, the employee, or any other employee needed
to assist in the emergency situation, shall be compensated a minimum two (2) hours at one
and one half (1½) times the employees’ Standard Hourly Rate of pay, or the actual duration
of the emergency, whichever is greater. Such time shall be calculated on a portal to portal
basis (i.e. from home to the emergency scene to home), and will be listed under overtime on
the employee’s time sheet.
G.) During any periods of on-call assignment, staff must refrain from using any intoxicating
substances and IT must remain within a twenty-five (25) mile radius of Arlington City Hall and
able to respond after hours, if needed.
H.) A City take home vehicle will be made available for periods of IT on call coverage, however,
it is not required, if the employee on-call does not wish to use a take-home vehicle, they shall
respond on location, if needed, in their personal vehicle.
Section 8. Callback. Non-exempt employees who are ineligible for pay under Article 6 section 7(E) will
receive Callback as follows: when the employee is required by the employee’s supervisor or Department
Head to report to work onsite without advance notice and during the employee’s non-working hours, the
employee will be compensated a minimum of two hours at the overtime rate. No more than one callback
will be paid for the same two-hour period.2
Section 9. Scheduled Overnight and Scheduled Weekend Work Shift Differential
Shift Differential for all scheduled work performed between the hours of 6:00 PM until 6:00 AM shall pay
an overnight differential of two dollar ($2.00) per hour.
Shift Differential for all scheduled work performed on Saturdays or Sundays shall pay a weekend
differential of two dollar ($2.00) per hour.
No more than two dollar ($2.00) shift differential may be paid for any hour of work; overnight and
weekend differential may not be stacked.
These Shift Differentials only apply to scheduled hours of work and do not apply to on-call work hours.
2
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 10
ARTICLE 7 - STATUS OF EMPLOYEES
Section 1. Full-time Employees. A full-time employee is defined as working a minimum of forty (40) hours
per week year round.
Section 2. Part-time Employees. A part-time employee is defined as an employee working between twenty
(20) and no more than thirty-one (31) hours per week year round. The City acknowledges that the Union
is the exclusive bargaining representative for regular part-time employees performing bargaining unit
work. The parties agree to bargain which benefits and other contract terms apply to part-time employees
and to include those terms and conditions as an appendix to this Agreement. There can be one part time
employee per department active. Any additional part time position requests must be bargained with the
union.
Section 3. Temporary Employees. A temporary employee is any employee hired to work for a defined
and/or limited period of time in a full-time or part-time position and/or for seasonal work, and is not
anticipated to work more than one thousand two hundred (1,200) hours per year. The City and the Union
recognize that the City has a current system in place that utilizes temporary employees to assist in
maintaining city facilities and infrastructure.
Section 4. Interns. When interns are utilized, the City will notify the Union of their job duties, work location
and duration prior to their arrival.
Section 5. Benefit Eligibility. Full-time employees will be eligible to participate in the City’s group insurance
plans and all other benefit programs for which they meet the eligibility requirements.
ARTICLE 8 - PAID HOLIDAYS
Section 1. Holidays. The following are the paid legal holidays. A maximum of eight (8) hours pay shall be
paid for each holiday for full time employees and a maximum of four (4) hours of pay shall be paid for
each holiday for part time employees.
New Year’s Day First day of January
Martin Luther King’s Birthday Third Monday of January
President’s Day Third Monday of February
Memorial Day
Juneteenth
Last Monday of May
June 19th
Independence Day Fourth day of July
Labor Day First Monday of September
Veterans Day Eleventh day of November
Thanksgiving Day Fourth Thursday of November
Native American Heritage Day Fourth Friday of November
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 11
Christmas Day December 25
Two Floating Holidays
A.) Full-time employees and part time employees shall be eligible for paid holidays in accordance
with this article. The two (2) floating holidays will be taken at the employee’s choice with the
approval of their supervisor. A new employee hired between January 1 and June 30 shall be
eligible to earn two (2) floating holidays in their first continuous year of employment. A new
employee hired after July 1 shall be eligible to earn one (1) floating holiday.
When a holiday occurs on a Saturday, the holiday will be observed on the preceding Friday.
When the holiday occurs on a Sunday, the holiday shall be observed on the following
Monday.
When an employee’s regularly scheduled day off is the day the holiday is observed, the
employee shall schedule and take another day off by the end of the next pay period.
B.) Employees not scheduled to work on a holiday and not on-call but who are called in to work
a holiday because of business needs shall be paid one and one-half (1 ½) times their Standard
Hourly Rate of pay for all hours worked on that day plus eight (8) hours of their Standard
Hourly Rate of pay for the holiday. The hours worked on a holiday will not count towards
overtime calculations for the work week only the eight hours of holiday pay get calculated
for overtime. -
Holidays which occur during vacation, sick leave or while on other paid leave status shall not
be charged against such leave.
C.) Employees, with prior approval of their Supervisor, may observe religious holidays as an
approved absence without pay, or as time charged to vacation accrued for use during the
year or by utilizing a personal holiday.
ARTICLE 9 – VACATIONS
Section 1. Leave Accrual/Eligibility. Regular full-time and part-time employees shall be eligible to accrue
vacation leave with reference to the following:
A regular full-time or regular part-time employee will have an accrual schedule as shown in the table
which is a part of this section.
For the purposes of calculating completed months of service for vacation leave accrual rates, the
employee’s regular weekly work schedule includes regular hours worked, paid holidays, vacations, sick
leave and bereavement leave, and excludes overtime hours and unpaid leave of absence periods.
New employees shall accrue vacation benefits from the date of employment for use following completion
of six (6) months of continuous employment.
Vacation Leave Accrual Schedule
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 12
Completed Months
of Continuous
Service
Monthly Vacation
Accrual (Hours)
Annual Accrual
(Hours)
Part Time
Employee
Monthly
Vacation
Accrual
Part Time
Employee
Annual Accrual
0-24 months 8 hours 96 hours 4 hours 48 hours
25-48 months 10 hours 120 hours 5 hours 60 hours
49-72 months 12 hours 144 hours 6 hours 72 hours
73-96 months 14 hours 168 hours 7 hours 84 hours
97-120 months 16 hours 192 hours 8 hours 96 hours
121-180 months 18 hours 216 hours 9 hours 108 hours
181+ months 20 hours 240 hours 10 hours 120 hours
All employees shall remain at their current accrual rates until they are eligible to move to the next step.
Section 2. Vacation Leave—Maximum Carryover. An employee may have a balance above 300 hours (150
hours for part-time) of vacation during the year, however, no more than 300 hours (150 hours for part-
time) of vacation may be carried into the following year.
Employees who are denied the opportunity to take vacation leave during the year because of City business
reasons may apply to the City Administrator no later than November 1st of each year to seek an allowance
to carry over more than the cap of 300 hours into the first quarter of the following year. Such request
must be accompanied by scheduled days to be taken off in the first quarter of the following year that have
been pre-approved by the employee’s department head.
Section 3. Scheduling
A.) Employees may schedule vacation time with the approval of their supervisor.
B.) Vacation will be available for use only after it has been earned and credited to an employee’s
vacation leave account.
C.) Scheduling conflicts will be resolved using the following criteria: timeliness of request; length
of continuous employment; and reasonable rotation of popular vacation times. Once
vacation time has been approved by the employee’s supervisor, no bumping by seniority
shall occur.
D.) Vacation cannot be scheduled or taken so as to cause an overtime event.
Section 4. Upon Separation of employment from the City. An eligible employee with at least six (6)
months of continuous employment will be paid their accrued and unused vacation time. In no event shall
the employee vacation cash out exceed 240 hours.
Section 5. Transfers and Layoffs. Any employee transferring from one department to another, or rehired
within eighteen (18) months after a layoff, shall accrue vacation leave benefits based upon the total time
of active employment with the City. During the eighteen (18) month laid off period employees will retain
their length of continuous service and accrued sick leave, if any sick leave remains in the employee’s
account.
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 13
ARTICLE 10 - SICK LEAVE
Section 1. Sick Leave Policy for Full-Time Employees.
A.) Sick leave is defined as a specific period of time that an employee is absent from work due
to a personal illness, accident or disability, or that of an immediate family member who has
a medical condition that requires treatment or the employee’s presence for care or as
otherwise stated in Article 10, Section 3 (B).
B.) The term “immediate family” is normally defined as the spouse, state-registered domestic
partner, son, daughter, parent, grandparents, grandchild, parents-in-law, sibling, or any
person residing with or legally dependent upon the employee.
C.) Sick leave may also be used for any circumstances covered under the Washington Family
Care Act, RCW 49.12.270, as well as WAC 296-130-030.
Section 2. Sick Leave Accrual.
A.) Eligible full-time employees shall accrue sick leave benefits at the rate of eight (8) hours and
part time employees shall accrue sick leave benefits at the rate of four (4) hours per
completed calendar month of continuous employment for use following one (1) month’s
continuous employment.
B.) Employees may accrue unused sick leave as specified in A of this Section provided however,
no employee shall carryover a balance of greater than one thousand (1,000) hours into the
next year.
a. Any sick leave accrued over one thousand (1,000) hours as of December 31st each
year shall be cashed out at a rate of one third (1/3) of such leave and such amount
shall be deposited into the employee’s HRA VEBA account.
C.) Sick leave will be available for use only after it has been earned and credited to an employee’s
sick leave account.
D.) In no event shall an employee be allowed to take more sick leave than is available in the
employee’s sick leave account.
Section 3. Reporting and Use of Accrued Sick Leave.
A.) It is the responsibility of employees to notify the City in the event of any absence as soon as
practical before the start of each workday. Failure to notify may result in the loss of sick leave
pay for the day, unless such failure is due to the incapacitation of the employee, at which
point the employee will notify the city as soon as possible.
B.) Accrued paid sick leave benefits shall be granted when the employee is required to be absent
from work for the Employee’s, or a member of the employee’s immediate family’s, following
conditions;
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 14
a. Injury, illness, accident, disability or preventative health care of the employee or the
employee’s immediate family requiring the employee’s presence in accordance with
local, state or federal laws.
b. For a State Industrial Insurance claim sick leave can be utilized to supplement the L&I
payments as allowed by state law.
c. Disability of the employee or employee’s spouse or child due to pregnancy, childbirth,
and associated periods of recovery. This also applies to the birth of the employee’s child
if not otherwise addressed herein.
d. Medical, dental, or optical care of the employee or immediate family member.
e. Any approved medically necessary treatment program.
f. Sick leave shall not be charged against an employee on a regularly scheduled day off.
In the event that the employee is absent for a condition listed in B. above, and has exhausted all accrued
sick leave, the employee shall use any other accrued leave. When all leaves have been exhausted, leave
without pay may be requested and used with the approval of the City Administrator
In the event that the employee incurs a personal illness, injury, accident or disability, or that of a member
of the immediate family, while the employee is on scheduled vacation leave, the employee may cease
utilizing vacation leave and convert to the use of accrued sick leave. Such conversion from vacation to sick
leave shall normally require a physician’s certification.
Section 4. Separation from Employment. Upon separation from the City, an employee will be paid 1/3 of
unused sick leave hours in their bank. The maximum amount of sick leave hours which can be cashed out
is 480 sick leave hours which is equal to 160 hours of pay. This cashout amount will be deposited into the
employee’s VEBA account. If an employee does not have a VEBA account, they will be able to set one up.
Section 5. Administrative provisions.
A.) The City may require a physician’s statement for absences of four or more days indicating
that the use of sick leave was necessary for the employee or employee’s immediate family
member, and was for the purposes stated in this Article. The physician’s note, however, need
not explain the nature of the medical condition except as may be necessary for Family
Medical Leave certification.
B.) Sick leave use is computed up to the nearest fifteen (15) minutes and for the approved
payable absence period up to the regularly scheduled hours of work for the day(s) absent.
C.) Employees on leave of absence are not eligible to accrue sick leave benefits.
D.) Employees may use other paid time off to care for sick immediate family members as defined
in this article or for their own absence due to personal illness, accident or disability, per City
Policy and applicable local, state or federal laws.
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 15
Section 6. Shared Leave. Shared leave shall be in accordance with the most current adopted city policies
and procedures.
ARTICLE 11 – BEREAVEMENT LEAVE
In the event of the death of an employee’s immediate family member, time off with pay for employee’s
regular scheduled workday will be granted to regular full time and part time employees. The phrase
“immediate family” for the purposes of the bereavement policy includes the employee’s spouse, brother,
sister, father, mother, stepfather, stepmother, grandparent, children, stepchildren, grandchildren, father-
in-law, mother-in-law, grandparent-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law,
aunt, uncle, or any person residing with or legally dependent upon the employee.
Three workdays off with pay will be approved to attend the funeral or memorial service. (Maximum 24
hours for full time, maximum 12 hours for part time). Two additional workdays off with pay may be
approved for travel from the employee’s home to the funeral or memorial service if the travel exceeds
two hundred (200) miles each way. A maximum of 16 hours for full-time employees and 8 hours for part
time employees of additional bereavement leave may be approved, subject to the approval of the City
Administrator.
ARTICLE 12 – JURY DUTY
Section 1. Jury and Court Duty. An employee shall be granted leave with pay while required to perform
jury service.
A.) During the period of such absence, employees will receive their regular wages. In exchange,
the employee must pay the City the amount received as jury duty or witness fees excluding
mileage or other expenses paid by the Court, and the employee shall submit a copy of their
jury duty warrant and payment stub to the payroll department.
B.) An employee who is released from jury or witness service during his/her regular shift, the
employee shall call his/her supervisor for instructions to return to work or return home.
C.) When employees receive notice of jury duty they shall notify their immediate supervisor and submit a
copy of the summons to Human resources ARTICLE 13 – LEAVES OF ABSENCE
Section 1. Adjustments. Accruals for vacation and sick leave will not take place while an employee is on
an unpaid leave of absence. In addition, employees on an unpaid leave of absence are not eligible for
holiday pay. Unpaid leaves of absence of ninety (90) or more calendar days will cause the employee’s
continuous service to be adjusted equal to the duration of the unpaid leave beyond ninety (90) calendar
days. The employee’s step adjustment date will be adjusted equal to the duration of the unpaid leave
beyond ninety (90) calendar days. Any unpaid leave beyond 90 days will be evaluated on a case by case
basis.
Section 2. Personal Leave of Absence.
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 16
A personal leave of absence may be granted in conjunction with an Employee’s vacation period where
valid reasons exist and with the approval of the City. Requests must be submitted at least thirty (30)
calendar days in advance (except in emergency situations). Consideration of the Employee’s request for a
personal leave of absence shall include the reason(s) for requesting the leave, the length of time desired,
the work load involved and the need for a replacement employee. An approved personal leave of absence
shall not exceed ninety (90) calendar days. Accrued vacation time must be used in conjunction with an
approved personal leave of absence. A personal leave of absence is not to be used as a substitute for
resignation or to enable an employee to perform comparable work elsewhere.
Section 3. Employee Status and benefits during leave
While an employee is on leave, the City will continue the employee's “group health plan” during the leave
period at the same level and under the same conditions as if the employee had continued to work.
If the employee chooses not to return to work for reasons other than a continued serious health condition
of the employee or the employee's immediate family member or a circumstance beyond the employee's
control, the City will require the employee to reimburse the City the amount it paid for the employee's
health insurance premium during the leave period.
While on paid leave, the City will continue to make payroll deductions to collect the employee's share of
the premium. While on unpaid leave, the employee must continue to make this payment, either in person
or by mail. The payment must be received in the Finance Department by the twenty fifth (25 th) day of
each month for the following month’s coverage. If the payment is more than thirty (30) calendar days
late, the employee's health care coverage may be dropped for the duration of the leave. The City will
provide fifteen (15) calendar days' notification prior to the employee's loss of coverage.
If the employee contributes to a life insurance or disability plan, the City will continue making payroll
deductions while the employee is on paid leave. While the employee is on unpaid leave, the employee
may request continuation of such benefits and pay his or her portion of the premiums, or the City may
elect to maintain such benefits during the leave and pay the employee's share of the premium payments.
If the employee does not continue these payments, the City may discontinue coverage during the leave.
If the City maintains coverage, the City may recover the costs incurred for paying the employee's share of
any premiums, whether or not the employee returns to work.
ARTICLE 14 - LIGHT DUTY
Section 1. Light Duty. An employee who is injured on the job and is subsequently unable to perform
his/her normal duties shall be assigned to light duty, within reason, if the city has a business need for such
work. The City reserves the right, at its own expense, to have the employee examined by a City appointed
physician. An employee’s salary while on light duty shall be at the employee’s Standard Hourly Rate of
pay for the hours worked. There is no guarantee that light duty will be available, nor is there any guarantee
of how many hours might be available for the employee to work. The employee’s heath care provider will
be required to approve the job description of the light duty assignment prior to the employee
commencing work, and must provide written authorization for the employee to perform the specific
duties of the light duty assignment.
The initial light duty assignment shall not exceed a period of thirty (30) calendar days and may be extended
by an additional thirty (30) calendar days at the discretion of the Department Director or designee. If the
illness or injury requires additional time off, the Director or designee may extend the light duty period, if
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 17
there are sufficient and compatible duties to be performed. A light duty assignment may last up to, but
should not exceed sixty (60) calendar days total. If the employee cannot return to their normal duties
after sixty (60) calendar days, the employee must use accumulated vacation, sick leave, compensatory
time, floating holidays, and unpaid leave; or apply for leave of absence; or be subject to dismissal. Light
duty after sixty (60) calendar days may be considered on a case-by-case basis.
Light duty work shall be performed during normal administrative hours. Other work schedules may be
arranged by mutual agreement between the employee and City.
ARTICLE 15 – FAMILY AND MEDICAL LEAVE AND PAID FAMILY MEDICAL
LEAVE
Section 1. Family and Medical Leave (FMLA) will be made available to qualified employees in accordance
with current City policy and pursuant to current state and federal laws.
Section 2. Paid Family Medical Leave - As required by the Washington State Paid Family Medical Leave
law, the City will contribute the state-mandated percentage amount of employee pay to the
program. Contribution amounts and the percentage split of contributions between
employee and employer will be adjusted to the current amount per State law, should they
change.
Section 3. The bargaining unit shall participate in the City’s Paid Family Medical Leave (PFML) policy,
including the option of supplementation of State PFML benefits with City-Paid leave
according to the terms therein.
ARTICLE 16 – CLASSIFICATION AND WAGE ADMINISTRATION
Section 1. Employees will be classified and paid in accordance with the applicable wages defined in
Appendix A to this Agreement.
Section 2. Rates of Pay. No employee shall be paid at a rate of pay less than the minimum nor more
than the maximum established for the position to which they are assigned as set forth in the pay plan. All
pay rates in the pay plan are based upon full-time employment at the normal working hours for the
position. For purposes of pay administration, full-time employment is defined as work consisting of forty
(40) hours per week.
Section 3. Starting Rate Upon Initial Employment. New employees shall be appointed at a step in the
appropriate pay range. A notice will be sent to the Union for any new employee who is appointed to step
C or higher.
Section 4. Pay Rate Upon Promotion. A promotion is a change to a higher compensated classification.
An employee who is promoted shall be paid at a step in the higher classification that equals 6% or the
next closest step (not less than 6%) in the new pay range , provided that such increase does not exceed
the maximum step of the new pay range. Employees shall serve a trial service period per Article 18,
Section 3.
Section 5. Pay Rate Upon Demotion. A demotion is a movement to a lower compensated classification.
The resulting pay step shall not be higher than the maximum nor lower than the equivalent step of the
lower pay range. (I.E. Step C to Step C)
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 18
Section 6. Pay Rate Upon Voluntary Demotion. An employee who takes a voluntary demotion will be
placed at a step in the new range that most closely matches his/her current salary.
Section 7. Pay Rate Upon Demotion From Promotion. An employee who is demoted from trial service
following promotion shall receive the same step in the lower pay range as held before promotion,
provided that adjustments shall be made to take into account any step increases which would have
occurred had the employee not been promoted.
Section 8. Pay Rate Upon Transfer. An employee who transfers from one position to another within the
same pay range shall continue to receive the same rate of pay as before the transfer.
Section 9. Calculating Hourly Wage. For the purposes of calculating the hourly rate of pay for employees
who are paid on the basis of a monthly salary, hourly wages shall be determined by the following formula:
𝐴𝑛𝑛𝑢𝑎𝑙 𝑠𝑎𝑙𝑎𝑟𝑦 ÷ 2080 ℎ𝑜𝑢𝑟𝑠 =𝑆𝑡𝑎𝑛𝑑𝑎𝑟𝑑 𝐻𝑜𝑢𝑟𝑙𝑦 𝑅𝑎𝑡𝑒. Annual salary is calculated by the following
formula: 𝑀𝑜𝑛𝑡ℎ𝑙𝑦 𝑠𝑎𝑙𝑎𝑟𝑦 𝑖𝑛 𝑐𝑢𝑟𝑟𝑒𝑛𝑡 𝑟𝑎𝑛𝑔𝑒 & 𝑠𝑡𝑒𝑝 (𝑠𝑒𝑒 𝐴𝑝𝑝𝑒𝑛𝑑𝑖𝑥 𝐴)× 12.
The above formula is used to calculate the Standard Hourly Rate for determining sick leave cash-out, and
vacation leave cash-out.
Section 10. Advancement Within A Pay Range. Employees will receive a step increase based upon
completion of one (1) year of continuous employment at the current step in the pay range.
Section 11. Adjustments to the Anniversary Date (Step Adjustment Date). As of the ratification of this
contract, the anniversary date for a step increase for an employee shall be their hiring date except under
the following circumstances:
A.) For purposes of seniority within a classification, when an employee returns from layoff and
is re-employed in the same classification as originally held, he/she shall retain their original
anniversary date;
B.) When an employee returns from layoff during the recall period and is reemployed in a
classification other than that originally held, he/she shall retain their original anniversary
date.
Section 12. Pay Rate Upon Reinstatement Or Rehire. A person who is recalled from layoff within eighteen
(18) months and is reinstated into the same position shall receive the same step in the pay range as held
prior to the break in service.
Section 13. Out of Class Pay. When an employee is required to work at a higher level classification for a
period of four (4) hours or more within a workday, he/she shall receive the pay step in the higher
classification that results in at least a two (2) step increase in pay for hours worked in the higher
classification. In order for the employee to receive out of class pay, the employee must receive
authorization for out of class pay from the Department Director or designee.
Section 13a. – Acting Pay – When an employee is assigned to work at a higher level classification (more
than 70% of the duties of the higher classification) for a consecutive period of a week or more when the
incumbent is absent, will receive a two step increase in pay for hours worked in the higher classification,
but no less than the first step in higher classification. This will require notice from the supervisor for the
assignment and its duration.
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 19
Section 14. Job Posting and Selection Process. Whenever the City determines to fill a vacant bargaining
unit position, including new bargaining unit positions, the City will distribute the announcement in
advance giving notice of the vacancy to all employees via email in accordance with the following
procedures. All vacancies shall be posted. The City shall post the job internally for two (2) consecutive
business days prior to external posting. Any bargaining unit employee may apply for the vacant position.
All bargaining unit employees who apply and meet the minimum qualifications shall be interviewed and
considered prior to externally interviewing for the position. Civil Service positions will be filled according
to Civil Service Rules.
Selection Process
A.) The filling of vacancies will be done in an objective, fair and impartial manner. The City will
determine the procedures which may include written, practical and oral examinations.
B.) Process Review. In the event that a bargaining unit applicant is not selected, that employee
may request, and shall be given his or her broken down score and placement, if applicable,
or reasons for denial.
Section 15. Classification Changes.3
A.) Policy. It is the intent of the City and the Union to provide current and accurate classification
(position) descriptions, and to insure that all employees are working within the classification
for which they were hired. Department Directors are responsible for assuring that the
employee in their department is working within his/her proper classification, and that the
employee’s actual job functions match their job descriptions. Employees are responsible for
notifying their Department Director when they believe that they are working outside of their
assigned job classification. The City Human Resources Department will insure that revisions
of classification descriptions will be made as often as is necessary to maintain current and
accurate position descriptions. Not all revisions to descriptions result in change of
classification of employees. A change in classification is required when there are significant
changes to the duties and responsibilities of a classification, and is not used to address an
increase/decrease in volume of work, or for the exclusive purpose of providing a salary
increase.
B.) Procedure for Evaluating Classifications.
1. An employee will submit a written request to the Department Director and Human
Resources for a reclassification of their position, using the criteria in subsection C below.
2. Human Resources will conduct a job analysis to determine whether the request is a
significantly different level of duties and responsibilities from the original classification
description. Human Resources will then make a recommendation, within thirty (30)
calendar days, to the Department Director, and to the City Administrator and Mayor or
his/her designee, if necessary, for approval. If approved, the employee who submitted
the request will be notified within seven (7) calendar days and an incumbent employee
3 The Union does not waive its rights to grieve Section 15 of this article.
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 20
will be moved to the changed classification, effective the following pay period. The
Mayor’s, or his/her designee’s, decision is final.
3. The employee and Department Director, (or designee), will review the employee’s job
description as a part of the annual evaluation process. Any significant changes to the
duties and responsibilities of the job will be brought to the attention of Human Resources
by the Department Director.
4. Prior to recruiting for any vacant position, the Department Director, (or designee), will
review the job description and address any significant changes to the duties and
responsibilities of the job with Human Resources prior to advertising for the position,
Human Resources will notify the Union of the proposed changes prior to posting the job
listing.
C.) Evaluation Criteria. The following criteria are examples used in evaluating reclassification
requests:
1. Changed duties that may result from additions, expansions, or reductions of
responsibilities.
2. Changed qualifications, required education and training, and/or required licenses or
certifications for the position.
3. Consolidation or reassignment of duties which significantly change the position.
4. Significant change in knowledge/expertise to address technology that is required to
perform the duties of the classification.
5. The Department's present and future organizational structure and service delivery
needs that have an adverse impact on the employee’s job description and classification.
When an employee’s workload increases in a significant manner that has an impact on the ability to
complete their job functions, the employee will notify his/her supervisor and a meeting will be scheduled
within fifteen (15) calendar days, with the City, employee and the Union to address the excessive work
load issues. An increase in workload does not trigger a reclassification of the position.
D.) Salary Change for Changed Classifications.
1. Upon change of classification to a position at a higher salary range, the employee will be
placed at a step which is at least one step higher than that which is currently paid the
employee, but not less than Step 1 of the new range. If reclassification is concurrent with
an employee's performance appraisal increase, then a salary increase for a performance
related action would also be made.
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 21
2. In the event an evaluation shows that a classification needs to be placed at a lower salary
range, the incumbent will be placed at a step that most closely matches his/her current
salary rate. If the step in the new range is lower than the incumbent's current salary
rate, the rate will be frozen (unaffected by cost-of-living increases or step increases) until
the newly assigned rate moves up to the incumbent's range.
3. If the analysis finds that the reclassification is warranted, but the City does not approve
the reclassification, the City shall remove the duties of the higher classification, including
from the job description, in lieu of approving the reclassification, provided that the
employee will be compensated for the higher level work performed to date.
Section 16. New Bargaining Unit Position. Should it become necessary to establish a new job
classification within the bargaining unit during the term of this agreement, the employer shall send a copy
of the new job description, the title, and the proposed salary to the Local President and Staff
Representative. The Union shall review the new job description and respond to the city within two weeks
if it wishes to negotiate wages, hours or working conditions associated with the new position. The
employer may post the for recruitment of the position prior to any negotiations, but shall indicate that
the posting is subject to finalization of negotiations with the Union.
Section 17. Tuition Reimbursement. Tuition reimbursement will be offered in accordance with City of
Arlington Tuition Reimbursement Policy 3-8.
ARTICLE 17 - SENIORITY, LAYOFF, RECALL
Section 1. Seniority List. A seniority list shall be adopted by reference to this Agreement. Such seniority
list shall be by classification seniority and date of hire.
Section 2. Seniority Defined. Seniority shall be established as the date of hire to a full-time position within
the bargaining unit.
Seniority shall not accrue while on a leave without pay in excess of ninety (90) days in accordance with
Article 12, section 1, unless the leave is a result of a federal or state legally protected leave.
Seniority shall be based on continuous service with the City. A break in continuous service shall be defined
as separation of employment, or the expiration of the eighteen (18) month recall period upon layoff.
Section 3. Layoffs. A layoff is defined as the anticipated and on-going reduction in the number of full-
time equivalent (FTE) positions within a job classification covered by this agreement. Layoffs may result
from lack of work, budgetary restrictions, or reorganizations that have taken place. No bargaining unit
employee shall be laid off while another person in the same classification is employed on a probationary
or temporary basis in a position for which the bargaining unit employee is qualified.
Section 4. Notice. The union shall be notified of all proposed layoffs as far in advance as possible to allow
time for negotiations as they relate to the bargaining unit impacts (i.e. seniority and bumping issues etc.)
and possible alternatives to layoffs.
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 22
Once the layoffs and possible bumping scenarios are determined the affected employee(s) shall be given
a minimum of thirty (30) calendar day’s written notice. The employee shall inform the City within seven
(7) calendar days of receipt of the layoff notice of their intention to exercise their bumping rights, if
available.
Section 5. Order of Layoff. Layoffs shall first be by classification seniority within the selected department
and classification. In the event of a tie in classification seniority, the date of hire seniority shall prevail.
Section 6. Bumping. Laid off employees, including bumped employees, shall have the option to first bump
less senior employees in their current classification within their department, and then less senior
employees in lower classifications within their department that the employee has previously held or can
perform with skills that could be obtained through a short orientation and/or training period of (60)
calendar days. Employees may bump less senior employees in other departments within their current
classification or a lower-level classification if they have previously held the classification and are qualified
to do the work or can do the work with skills that could be obtained through a short orientation and/or
training period of sixty (60) calendar days.
Employees bumping into lower-level classifications must possess more seniority working in that previous
classification than the person they intend to bump.
Section 7. Special Qualifications. The City may layoff out of the order set forth within Section 5 upon
presentation of evidence the operating needs of the department require a special qualification, training,
or skill, provided:
A.) The special qualification, training, or skill could not be easily obtained through a short
orientation or familiarization period; and
B.) A more senior employee who possesses the special qualification, training, or skill is not
denied a bump to a position occupied by a less senior employee.
Section 8. Recall. An employee who has been laid-off shall be entitled to recall rights for a period of
eighteen (18) months from the effective date of layoff. Employees on the recall list shall be notified if a
vacancy occurs in any position within the bargaining unit. The vacancy shall be filled in accordance with
seniority among the qualified employees on the recall list.
If the employee on the recall list elects not to accept two (2) offers to return to work in the former or
comparable position or fails to respond within ten (10) calendar days of the offer of recall, they shall be
removed from the recall list and considered to have resigned.
Section 9. Payout of Accrued Benefits. An employee who has been laid off will be entitled to receive one
hundred percent (100%) payout on all accrued compensatory time. Vacation and sick leave shall be paid
out in accordance with Articles 9 and 10 of this agreement.
ARTICLE 18 - PROBATION PERIODS, TRIAL SERVICE
Section 1. Purpose. Probationary and trial service periods are working test periods and shall be an integral
part of the examination process and shall be utilized as an opportunity to observe an employee's work, to
train and aid the employee in adjustment to his/her position, and to reject any employee whose work
performance fails to meet required work standards.
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 23
Section 2. Duration. All new (or initial) employment, promotional appointments of employees shall be
tentative and subject to a probationary or trial service period which starts upon the effective date of an
appointment.
A probationary period shall be required for all initial appointments to City employment and where
required by this Agreement and shall be six (6) months in duration. An employee may be terminated at
any time during the probationary period without recourse to the grievance procedure.
A trial service period shall be required following a promotion and shall be six (6) months in duration.
Section 3. Trial Service Period - Promotions, Demotions and Transfers. All promotions, demotions and
transfers shall be subject to a six (6) month probationary period. In the event a promoted or transferred
employee is found to be unsatisfactory following a performance evaluation after six (6) months, the
employee shall be restored to his/her previous position. If a demoted employee fails to pass the
probationary period, and the demotion was voluntary, the employee will be restored to his/her previous
position. For the purposes of this Section;
A.) Promotions shall be defined as movement from one position covered by this Agreement to
another position covered by this Agreement with a higher salary range;
B.) Transfer shall be defined as movement from one position covered by this Agreement to
another position covered by this Agreement in the same salary range; and demotion shall be
defined as movement from one position covered by this Agreement to another position
covered by this Agreement with a lower salary range.
In the event an employee is on leave for more than fourteen (14) calendar days during a probationary or
trial service period, the completion date may be extended by an amount of time equal to the period of
leave.
ARTICLE 19 – LABOR MANAGEMENT COMMITTEE
The City and the Union have established an Executive Board Committee which will meet periodically
during the term of this Agreement to discuss matters of mutual concern. The Committee will meet at the
request of either party. The Committee shall consist of not more than three (3) representatives from the
City and three (3) official Union representatives. The party calling for the meeting shall forward a copy of
the agenda at least one (1) week in advance of the meeting.
ARTICLE 20 - DISCIPLINE AND TERMINATION
Section 1. Employee Discipline. The City shall not discipline or discharge any post probationary employee
without just cause. For the purposes of this section, verbal coaching/counseling sessions between a
supervisor/manager and employee that are informal and intended to improve or modify work
performance are not classified as pre-disciplinary or disciplinary proceedings.
Section 2. Disciplinary Action.
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 24
(A.) Disciplinary action or measures may include written reprimand, suspension,
reduction in step, demotion discharge, or other disciplinary measures. The City agrees that
disciplinary action is intended to be progressive in nature; however, the City may advance to more
serious disciplinary action, up to and including termination, if warranted by the violation.
(B.) Disciplinary actions shall be initiated within sixty (60) calendar days of the
employer knowledge of the incident which is the basis of the disciplinary action(s). Should an
investigation require potentially longer than sixty (60) calendar days to make a decision about
whether or not to propose discipline in a given circumstance, the employer shall provide the
Union Staff Representative a good faith estimate of when it should have its investigation
completed and a decision made on whether to pursue discipline in a given circumstance.
Should any additional time extensions be necessary, the employer shall provide updated
notice prior to the Union Staff Representative.
(C.) A copy of any proposed pre-disciplinary and proposed disciplinary action shall be
sent to the Union Staff Representative at such time it is issued to the employee.
ARTICLE 21 – GRIEVANCE PROCEDURE
Section 1. Intent. It is the desire of the City and the Union to resolve grievances that may arise during
the term of this Agreement informally and at the lowest level possible. A "grievance" means a claim or
dispute by an employee (or the Union in the case of Union rights) with respect to the interpretation or
application of the provisions of this Agreement. Corrective action below a written reprimand is not
subject to the grievance procedure.
Section 2. Procedure.
STEP 1: An employee must present a grievance in writing within fifteen (15) calendar days of the date the
employee knew or should have known of the occurrence to the employee's supervisor, with a copy to the
Union, who shall attempt to resolve it and respond in writing within fifteen (15) calendar days after it is
presented.
STEP 2: If the employee is not satisfied with the solution by the immediate supervisor, the grievance, in
writing, may be presented within fifteen (15) calendar days of the supervisor's response to the
Department Director by an official Union representative. The written grievance shall include a statement
of the issue, a chronological listing of the pertinent events that took place, the section of the Agreement
violated and the remedy sought. Such information shall be submitted on an official Grievance Form, which
shall be provided by the Union. The Department Director shall attempt to resolve the grievance and
respond in writing within fifteen (15) calendar days after it has been presented.
Alternatively, by mutual agreement of the Union and the City, non-disciplinary grievances may be
submitted to the Labor Management Committee for resolution. The Labor Management Committee will
consider the statements of the employee and the City and attempt to resolve the matter within fifteen
(15) calendar days of submittal. The Committee’s role is limited to facilitating dispute resolution; it may
not compel settlement and no record of the Committee is admissible in arbitration. If the employee is
not satisfied with the solution of the Committee, the grievance may then be filed, in writing, within fifteen
(15) calendar days, with the Department Director.
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 25
STEP 3: If the Union is not satisfied with the solution by the Department Director, the grievance may be
presented within fifteen (15) calendar days to the City Administrator. The City Administrator shall attempt
to resolve and respond in writing to the grievance within fifteen (15) calendar days after it is presented.
STEP 4: If the Union is not satisfied with the solution by the City Administrator, the grievance may be
presented within fifteen (15) calendar days to the Mayor. The Mayor shall attempt to resolve and respond
in writing to the grievance within fifteen (15) calendar days after it is presented.
STEP 5: If the grievance is not resolved by the Mayor within fifteen (15) calendar days, the grievance may
be referred to a mediator. The City and the Union shall attempt to select a mediator by mutual agreement.
In the event the parties are unable to agree upon a mediator, either party may request the Public
Employment Relations Commission (PERC) or Federal Mediation & Conciliation Service (FMCS) to submit
a panel of nine (9) mediators. The City and Union shall alternately strike names of mediators until one
mediator’s name is left who shall be mediator. The order of striking names shall be determined by the flip
of a coin. The mediator shall be notified of his/her selection by a joint letter from the City and the Union
requesting that he/she set a time and a place subject to the availability of the City and Union
representatives. Upon designation of the Mediator, the parties will make every attempt to schedule a
date for mediation within fifteen (15) calendar days.
A.) Proceedings before the Mediator shall be confidential and informal in nature. No transcript
or other official record of the mediation conference shall be made.
B.) The Mediator shall attempt to ensure that all necessary facts and considerations are
revealed. The Mediator shall have the authority to meet jointly and/or separately with the
parties and gather such evidence as deemed necessary.
C.) The Mediator shall not have the authority to compel resolution of the grievance. If the
Mediator is successful in obtaining agreement between the parties, he shall reduce the
grievance settlement to writing. Said settlement shall not constitute a precedent unless both
parties so agree.
D.) If mediation fails to settle the dispute, the Mediator may not serve as an arbitrator in the
same matter, nor appear as a witness for either party. Nothing said or done in mediation
may be referred to or introduced into evidence at any subsequent arbitration hearing.
STEP 6: Arbitration Procedure. If the grievance is not settled in accordance with the foregoing procedure,
the Union or City may refer the grievance to arbitration within fifteen (15) calendar days after the receipt
of the answer in Step 5. If the request for arbitration is not filed by the official Union representative or
the City within fifteen (15) calendar days, the Union or the City waives its right to pursue the grievance
through the arbitration procedure. The City and the Union shall attempt to select a sole arbitrator by
mutual agreement. In the event the parties are unable to agree upon an arbitrator, either party may
request the Public Employment Relations Commission (PERC) or Federal Mediation & Conciliation Service
(FMCS) to submit a panel of nine (9) arbitrators. The City and Union shall alternately strike names of
arbitrators until one arbitrator's name is left who shall be arbitrator. The order of striking names shall be
determined by the flip of a coin. The arbitrator shall be notified of his/her selection by a joint letter from
the City and the Union requesting that he/she set a time and a place subject to the availability of the City
and Union representatives. The arbitrator shall have no right to amend, modify, ignore, add to, or subtract
from the provisions of this agreement. He/she shall consider and decide only the specific issue submitted
to him/her in writing by the City and the Union, and shall have no authority to make a decision on any
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 26
other issue not submitted to him/her. The arbitrator shall submit his/her decision in writing within thirty
(30) days following the close of the hearing or the submission of briefs by the parties, whichever is later,
unless the parties agree to an extension thereof. The decision shall be based solely upon his/her
interpretation of the meaning or application of the express terms of this Agreement to the facts of the
grievance presented. The decision of the arbitrator shall be final and binding.
Section 3. Miscellaneous Provisions.
A.) The cost of the mediation and/or arbitration shall be borne equally by the parties including
the Mediator and/or Arbitrator's fees and expenses, room rental and cost of record.
B.) Each party shall bear the cost of the preparation and presentation of its own case and for
compensating its own representatives, attorneys and witnesses.
C.) The term "employee" as used in this Article shall mean an individual employee, a group of
employees, and/or their official Union representative.
D.) An aggrieved party shall be granted time off without loss of pay for the purpose of attending
the hearing on a grievance.
E.) A grievance may be entertained in, or advanced to, any step in the grievance procedure if
the parties so jointly agree.
F.) The time limits within which action must be taken or a decision made as specified in this
procedure may be extended by mutual written consent of the parties involved. A statement
of the duration of such extension of time must be signed by both parties.
G.) Any grievance shall be considered settled at the completion of any step if the employee is
satisfied or deemed withdrawn if the matter is not appealed within the prescribed period of
time.
Section 4. Nothing herein shall prevent an employee from seeking assistance of the Union, or the Union
from furnishing such assistance at any stage of the grievance procedure.
Section 5. No issue whatsoever shall be arbitrated or subject to arbitration unless such issue results from
an action or occurrence which takes place following the effective date of this Agreement.
Section 6. Any grievance filed on behalf of a group of employees or a class action grievance shall be
reviewed, approved and submitted by an official Union representative prior to such filing, and shall be
signed by the Local Union President.
ARTICLE 22 - WAGES AND LONGEVITY
Section 1. Appendix A. The wage schedule for employees in the Bargaining unit shall be as set forth in
the appropriate appendix attached hereto.
Section 2. Longevity Pay. Employees shall receive longevity pay based on the following schedule.
Starting with the 6th year of service: 1%
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 27
Starting with the 11th year of service: 2%
Starting with the 16th year of service: 3%
Starting with the 21st year of service: 4%
Longevity shall be calculated from the employee’s base monthly salary and added to the base monthly
salary.
Section 3. Wages.
January 1, 2026 3% adjustment applied to the July 1, 2025 pay plan
January 1, 2027 3% adjustment applied to the January 1, 2026 pay plan
January 1, 2028 3% adjustment applied to the January 1, 2027 pay plan
Section 4. Specialty Pay
Specialty pays are designed to acknowledge a certification that an employee possesses outside
of their job description that the City can benefit from when the employee uses that skill set. The
City reserves the right to not utilize the certification. The Union shall be notified upon the
discussion of union work being outsourced
The specialty pay will cease when the certification becomes a part of the requirements of
the employee’s job description. -
ARTICLE 23 – HEALTH AND WELFARE INSURANCE
Section 1. Medical Insurance. The City shall provide a medical insurance plan covering sickness and injuries
for full-time employees and their dependents. The City shall provide medical coverage to employees
covered by this agreement in the form of a choice between Association of Washington Cities (AWC)
HealthFirst 250, or materially similar plan, and optional group coverage under AWC’s Kaiser Permanente
$200 Deductible $20 co-pay plan .
The City will also make available the AWC Regence High Deductible Health Plan (HDHP) with Health
Savings Account (HSA). HSA contributions are subject to IRS rules and any applicable limits under the
federal Affordable Care Act. The City will make the following HSA contributions to employees enrolled on
the HDHP:
Employee Only $900 per year
All other tiers 50% of the savings to the City as compared to the applicable
Group Health co-pay plan. For example, if the City’s 90% portion
of the Group Health plan premium is $1,000 and the HDHP
premium is $500, the City will pay the full HDHP premium and
will deposit $250 into the employee’s HSA.
The City’s HSA contributions will be paid monthly.
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City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 28
The City and the employee shall share the cost of the monthly premiums for full-time employees (those
working 32 to 40 hours per week) as follows:
Regence HealthFirst 250: Eighty percent (80%) paid by City, and twenty percent (20%) paid by the
employee.
Kasier Permanente $200 Deductible $20 Co-pay Plan: Ninety percent (90%) paid by City and ten percent
(10%) paid by the employee.
Regence High Deductible Health Plan: One hundred percent (100%) paid by City.
The City and the employee shall share the cost of the monthly premiums as follows for part-time
employees (those working 20-31 hours per week):
Regence HealthFirst 250: Fifty percent (50%) paid by City, and fifty percent (50%) paid by the
employee.
Kasier Permanente $200 Deductible $20 Co-pay Plan: Fifty percent (50%) paid by City and fifty
percent (50%) paid by the employee.
Regence High Deductible Health Plan: Fifty percent (50%) paid by City, and fifty percent (50%)
paid by the employee. The part-time employee is not eligible for the health savings account.
Section 2. Dental. The City shall provide a group dental insurance program for full-time and part time
employees and their dependents. The City will provide WDS Dental Plan F, or a materially similar plan, for
full-time employees and their dependents. The City shall pay one hundred percent(100%) of the monthly
premium
Section 3. Vision. The City currently provides full time and part time employees and their eligible family
members an opportunity to enroll in vision coverage with Vision Service Plan. The City shall pay one
hundred percent (100%) of the monthly premium.
Section 4. Group Life Insurance and Accidental Death and Dismemberment Insurance (AD&D). The City
shall pay one hundred percent (100%) for the premiums for eligible enrolled employees only for coverage
under the AWC Group Life and AD&D Insurance Plan
Section 5. Group Long Term Disability. The City shall pay one hundred percent (100%) of the premiums
for eligible enrolled employees only for coverage under the AWC Group Long Term Disability Insurance
Plan.
Section 6. Employee Assistance Program (EAP) - The City shall pay one hundred percent (100%) for the
premiums for eligible enrolled employees only for coverage under the AWC EAP 1-8 Visit Buy-Up Plan
Section 7. Healthcare “Opt Out” / Dual Coverage Incentive Program. The City will allow all bargaining
unit members to participate in the Dual Coverage program.
A.) The program is available to bargaining unit members and members with a spouse or
domestic partner and/or eligible dependents who are eligible for both a City of Arlington
medical insurance plan and another continuous, comprehensive medical insurance plan. The
program is also available to bargaining unit members that are husband and wife or domestic
partners who have coverage on the City of Arlington medical insurance plan. Nothing in this
program prohibits bargaining unit members from enrolling new family members in the City’s
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Effective 1/1/2026 through 12/31/2028 29
insurance programs. All program participants must sign a waiver that certifies that they, their
spouse, and/or dependents have other medical coverage and acknowledge the conditions
for re-enrollment on the medical and/or dental plan, and provide evidence of such coverage.
Employees who enroll in the Dual Coverage Medical Insurance Incentive Program will need
to enroll in the HRA/VEBA program.
B.) Under the City of Arlington’s program, bargaining unit members may be voluntarily eligible
to decline medical insurance coverage for themselves or their eligible family members and
receive a monthly financial incentive for doing so.
C.) The City must remain in compliance with AWC Employee Benefit Trust requirements and
underwriting rules for all insurance programs at all times. If the City reaches the threshold
for enrollment in any program, bargaining unit members and/or eligible family members will
no longer be able to waive coverage. This is done on a first-come, first-serve basis.
D.) This program is limited to the waiver of medical coverage only. Employees electing to decline
dental insurance benefits only will not receive an incentive. Employees’ vision and life
insurance benefits, and eligible dependents vision insurance, will remain in effect in
compliance with AWC Employee Benefit Trust requirements and underwriting rules.
E.) Employees will only receive the incentive if the employee, their spouse or domestic partner
and/or dependents decline medical insurance benefits.
F.) Re-enrollment on the City’s medical and dental plans is available:
a. During the annual open enrollment period each year with coverage effective date of
January 1 the following year.
b. Mid-year if the employee or eligible dependent experience a COBRA qualifying event or
lose their other medical coverage provided there has been no break in coverage between
the end of the other insurance coverage and enrolling onto the City medical and/or
dental plan.
c. Proof of loss of the other continuous, comprehensive medical and dental coverage is
required for mid-year re-enrollment.
G.) Enrollment in the Dual Coverage Incentive Program will remain in effect until the bargaining
unit member exercises re-enrollment privileges outlined above, or the bargaining unit
member, the member’s spouse and/or dependents are no longer eligible for City of Arlington
medical coverage under any circumstance.
H.) Incentive payments will only be made if there is an actual savings in the premiums the City is
paying. For example, if a bargaining unit member has three children on the City of Arlington
medical coverage and they drop one child, there is no change in the premium. Therefore, the
employee would not be eligible for incentive pay.
I.) The maximum incentive amount per month is $300. The maximum incentive amount per
year is $3,600. Incentive amounts are payable monthly into the bargaining unit member’s
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Effective 1/1/2026 through 12/31/2028 30
VEBA account, unless the member is enrolled in a High Deductible Health Plan, in which case
the incentive will be contributed to the employee’s Health Savings Account in accordance
with IRS requirements.
J.) Dual Coverage Medical Insurance Incentive Pay Schedule:
Category Employee Incentive Per Month Employee Incentive Per Year
Employee $100.00 $1200.00
Spouse $100.00 $1200.00
Additional Dependent $ 50.00 $ 600.00
Additional Dependent $ 50.00 $ 600.00
K) The maximum age of dependents eligible for the medical Opt Out incentive shall be up
to age twenty-six (26). There is no requirement that the dependent be in school and the
dependent can be married.
Section 8. The City retains the right to change the carrier or funding mechanisms for any or all of the above
insurance coverage, provided benefits are not reduced during the term of this Agreement. Should the City
wish to consider benefit trade-offs for an overall improvement to the health benefit plans, the City will
negotiate with the Union regarding the trade-off provisions.
Section 9. Deferred Compensation Plan
(A) The employee shall have the option of participating in any deferred compensation plan
offered by the City. Employees may defer a portion of their taxable income, into a
retirement savings plan that is subject to federal rules and regulations governing deferral
limits, tax liability and restrictions on withdrawals.
(B) The City shall match up to two percent (2%) of the gross base wage (consisting of base
salary only) of each participating bargaining unit member.
(C) Employees may choose to increase their portion of the contribution should they
choose to defer up to the maximum allowable amount. However, the total amount
deferred monthly may not exceed the maximum allowable per the Deferred
Compensation Program regulations.
(D) It is the responsibility of the employee to fill out and submit enrollment forms before
any match can occur and to contact the State of Washington Deferred Compensation
Program in order to initiate changes to their monthly-deferred amounts. Sufficient
time must also be given to the City's Finance Department for processing.
ARTICLE 24 – DRUG TESTING
Section 1. Omnibus Transportation Employees Test Act - Policy Statement. The provisions of this Section
are intended to comply with the Omnibus Transportation Employees Testing Act of 1991 (the Act) and
relevant Department of Transportation regulations. The parties agree that the workplace should be free
from the risks posed by the use of alcohol and controlled substances in order to protect the safety of
employees and the public. The unlawful manufacture, distribution, possession or use of a controlled
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Effective 1/1/2026 through 12/31/2028 31
substance is prohibited in the workplace. The parties further recognize that the abuse of alcohol and
controlled substances is a treatable illness and the City will make reasonable efforts to provide assistance
to employees in need of help. An employee assistance program (EAP) is available to employees with
personal problems, including those associated with alcohol or controlled substances use. The City and
the Union will aid such employees who request assistance with such problems. The City and the Union
will encourage the employee to seek professional assistance where necessary.
ARTICLE 25 – CLOTHING / APPEARANCE
Section 1. Employees are expected to maintain a clean and professional appearance. Protective clothing
required by the City will be provided by the City. The City may provide uniform pants, shirts, coats, or
specialized safety clothing (boots, reflective coats) for bargaining unit employees. Uniform pieces may be
rented and cleaned by the City or purchased by the City and cleaned by the employee depending on the
department/division assigned. Administration of this Article is contingent upon the Oversight Committee
policies governing uniforms/safety clothing for each department division effected.
A.) Employees that are issued uniforms are expected to wear their complete uniforms during
assigned work hours and wear them in accordance with City policies.
B.) All uniform items shall be distributed through a quartermaster system to be developed by
the City and reviewed by AFSCME through the Oversight Committee prior to implementation.
C.) Employees shall be required to sign for all uniform pieces at time of issue and return all
uniform pieces upon leaving employment with the City or with the department that issued
the uniform.
D.) Employees required to wear safety boots will follow the City “Quartermaster” system for
purchasing said boots, paid for by the City on an as-needed basis no more than once per
calendar year; provided that boots may be purchased more often if the boots are deemed
by the Quartermaster to be no longer serviceable.
E.) The Oversight Committee shall be formed consisting of one (1) representative from the
following departments; Public Works, Community & Economic Development, Maintenance
& Operations, and Police to work in conjunction with the Quartermaster.
F.) All required patches, cloth badges, name emblems, service bars or any such items will be
provided and affixed to all such uniform items issued to employees at the City’s cost. All
reasonable uniform maintenance, alterations, cleaning and repairs shall be provided by the
City.
Section 2. Quartermaster Uniform Package for Field Staff
A.) Field staff in the Public Works Department and the Maintenance and Operations
Department shall be issued the following items through a Quartermaster system that
will be facilitated by Finance Department purchasing staff along with a designated
liaison for each Department.
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Effective 1/1/2026 through 12/31/2028 32
B.) The Employer shall provide and maintain not less than the following number of clothing
items:
• One (1) pair of rubber boots
• One (1) set of rain gear
• One (1) insulated jacket
• One (1) summer cap
• One (1) winter cap
The Quartermaster or their designee shall replace those clothing items listed
above as needed upon a showing that the item is worn and in need of
replacement.
C.) The Employer shall provide the following items each year to each employee not less
than the following number of uniform items as listed below:
• Six (6) pairs of pants
• Ten (10) long or short-sleeved T-shirts (any combination of 10 shirts
total)
• Four (4) Sweatshirts
Employees may make an election to receive a payment of $250 each year in lieu of
utilizing the pants service provided by the employer. Such payment will be made in
January of each year.
D.) Employees may purchase safety boots each year in an amount of up to $250.
Any additional cost is to be borne by the employee.
E.) All new employees will be issued all uniform items and safety boots within two
(2) weeks of their hire date.
F.) Quartermaster procedures and forms will be determined in labor-management
meetings.
ARTICLE 26 – VOLUNTEERS
The City and the Union recognize that the City has a current system in place that utilizes volunteers to
assist in providing services to the citizens, businesses, and customers of the City of Arlington.
The use of volunteers will not supplant bargaining unit positions. No bargaining unit member shall be laid
off as a result of the volunteer program. The City and the Union have agreed upon a set of duties that are
allowed to be completed by volunteers. The City will provide notification to the Union about any volunteer
activities.
The City and the Union will meet in a labor management forum and come to a mutual agreement prior to
implementing any new volunteer program. Disputes regarding the utilization of volunteers shall be subject
to grievance procedures.
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 33
The City will in no event use volunteers to do normal work of Union members or to circumvent the holiday
overtime and/or any other provisions of this agreement.
ARTICLE 27 – CDL RENEWALS
The employer shall continue the existing practice of selecting CDL physical vendors and paying for the
basic CDL physical for employees required to renew their endorsements/CDL. Employees may continue
the existing practice of utilizing paid release time to complete the basic CDL physical with prior approval
from Human Resources and their supervisor. Employees may continue to be reimbursed for the
additional costs of the CDL and any required endorsements beyond those of a normal driver’s license
renewal.
ARTICLE 28 – NO STRIKES OR LOCK-OUTS
The City and the Union recognize that the public interest requires the efficient and uninterrupted
performance of all City services, and to this end pledge their best efforts to avoid or eliminate any conduct
contrary to this objective. During the term of this Agreement, neither the Union nor the employees
covered by this Agreement shall cause, engage in or sanction any work stoppage, strike, slowdown or
interference with City functions. Employees who engage in any of the foregoing actions shall be subject
to disciplinary action. The City shall not institute any lock-out of its employees during the life of this
Agreement.
ARTICLE 29 – SAVINGS CLAUSE
Section 1. Should any Section of this Agreement or any addenda thereto be held invalid by operation of
law or by any tribunal of competent jurisdiction, or should compliance with or enforcement of any
provision be restrained by such tribunal, the remainder of this Agreement and addenda shall not be
affected thereby. At the request of either Union or the City, both parties shall enter into negotiations
within fifteen (15) calendar days after said request for the purpose of arriving at a satisfactory
replacement for the invalidated language.
Section 2. Supremacy of Agreement. This Agreement, when in conflict with any Personnel Policy, Civil
Service Rule or Regulation, shall prevail over such policy, rule or regulation. In all other cases, the
Personnel Policy, Civil Service Rule or Regulation shall apply to employees in the bargaining unit.
Section 3. Changes in Personnel Policies. Any changes in Personnel Policy materially affecting mandatory
subjects of bargaining may be addressed in Labor Management Committee. This will not be considered a
waiver of the Union's right to bargain regarding changes, as may be required by RCW 41.56.
ARTICLE 30 – ENTIRE AGREEMENT
The parties acknowledge that during the negotiations which resulted in the Agreement each had the
unlimited right and opportunity to make demands and proposals with respect to any subject or matter
not removed by law from the area of collective bargaining, and that the understandings and agreements
arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement.
The parties agree that no oral or written statement shall add to or supersede any of the provisions of this
Collective Bargaining Agreement
City of Arlington / ACE represented by WSCCCE
Effective 1/1/2026 through 12/31/2028 34
Agreement. By mutual agreement of the parties a memorandum of understanding addendum may be
negotiated and incorporated as a part of this agreement.
ARTICLE 31 - TERM OF AGREEMENT
This agreement will be effective from January 1, 2026 through December 31, 2028.
ARLINGTON CITY EMPLOYEES CITY OF ARLINGTON
By _____________________________________ By ________________________________
Augustus Tararan- President Don Vanney, Mayor
Date ___________________________________ Date ______________________________
WASHINGTON STATE COUNCIL OF CITY & COUNTY EMPLOYEES, COUNCIL 2
By _____________________________________
Rosie Ventura- Council 2
Date ___________________________________
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