2023-08-17 Regular MeetingKodiak Island Borough
Assembly Regular Meeting Agenda
Assembly Chambers
Thursday, August 17, 2023, 6:30 p.m.
This meeting is open to the public and will be broadcast on KMXT 100.1 FM and on the Borough's YouTube
Channel. Meeting packets are available online. Please subscribe to get meeting notifications when meeting
packets are published.
Page
1.INVOCATION
2.PLEDGE OF ALLEGIANCE
3.STATEMENT OF LAND ACKNOWLEDGEMENT
We are gathered on the traditional homeland of the Sugpiaq/Alutiiq people,
and we acknowledge the 10 tribes of the Kodiak Alutiiq Region. We recognize
the Alutiiq culture that enriches our community to this day.
4.ROLL CALL
5.APPROVAL OF AGENDA AND CONSENT AGENDA
All items listed marked with an asterisk (*) are considered to be routine and non-controversial
items by the Assembly and will be approved by one motion.
6.*APPROVAL OF MINUTES
A.Regular Meeting Minutes of August 3, 2023
2023-08-03 RM Minutes
4 - 6
7.CITIZENS' COMMENTS (Limited to Three Minutes per Speaker)
Please call 1(907) 486-3231 or toll free 1(855) 492-9202
8.AWARDS AND PRESENTATIONS
9.COMMITTEE REPORTS
10.PUBLIC HEARING
Please call 1(907) 486-3231 or toll free 1(855) 492-9202
A.Ordinance No. FY2024-05 Of The Assembly Of The Kodiak 7 - 18
Page 0 of 122
Island Borough Adopting Proposed Changes To The Kodiak
Island Borough Salary Schedules
Agenda Item Report - Pdf
11.BOROUGH MANAGER’S REPORT
A.Borough Manager's Report
2023-08-17 Borough Manager's Report
19 - 22
12.MESSAGES FROM THE BOROUGH MAYOR
13.CONSIDERATION OF CALENDAR - UNFINISHED BUSINESS
14.CONSIDERATION OF CALENDAR - NEW BUSINESS
14.A.CONTRACTS
1.Contract No. FY2024-10 Purchase Of A New Caterpillar
320 Hydraulic Excavator From NC Machinery
Agenda Item Report - Pdf
23 - 27
2.Contract No. FY2024-06 Agreement Between the Kodiak
Island Borough and International Brotherhood of Electrical
Workers
Agenda Item Report - Pdf
28 - 119
14.B.RESOLUTIONS
14.C.ORDINANCES FOR INTRODUCTION
1.Ordinance No. FY2023-19 Amending Kodiak Island
Borough Code Section 17.175.050, Off Street Parking -
Location
Agenda Item Report - Pdf
120 - 122
14.D.OTHER ITEMS
15.CITIZENS' COMMENTS
16.ASSEMBLY MEMBERS’ COMMENTS
17.ADJOURNMENT
18.INFORMATIONAL MATERIALS
Page 1 of 122
___________________________________________________________________
This meeting is open to the public and will be broadcast on KMXT 100.1 FM and on the Borough's YouTube Channel. Meeting
packets are available online. Please subscribe to get meeting notifications when meeting packets are published. For public
comments, please call (907) 486-3231 or (855) 492-9202.
Page 2 of 122
Kodiak Island Borough
August 3, 2023
Assembly Regular Meeting Minutes
Page 1 of 3
KODIAK ISLAND BOROUGH
Assembly Regular Meeting
August 3, 2023
A regular meeting of the Kodiak Island Borough Assembly was held on August 3, 2023, in the
Assembly Chambers. The meeting was called to order at 6:30 p.m. Staff present were Borough
Manager Aimee Williams, E&F Director Dave Conrad, Finance Director Dora Cross,
Assessor/Interim CDD Director Seema Garoutte, Borough Clerk Nova M. Javier, and Assistant
Clerk Irene Arellano.
1. INVOCATION
The invocation was given by Major David Davis of the Salvation Army.
2. PLEDGE OF ALLEGIANCE
Mayor Arndt led the Pledge of Allegiance.
3. STATEMENT OF LAND ACKNOWLEDGEMENT
We are gathered on the traditional homeland of the Sugpiaq/Alutiiq people, and we
acknowledge the 10 tribes of the Kodiak Alutiiq Region. We recognize the Alutiiq culture
that enriches our community to this day.
4. ROLL CALL
Present were Mayor Scott Arndt, Assembly Member Joseph Delgado, Jared Griffin,
Ryan Sharratt, Geoffrey Smith, and James Turner.
5. APPROVAL OF AGENDA AND CONSENT AGENDA
SMILEY moved to approve the agenda and consent agenda.
VOICE VOTE ON MOTION CARRIED UNANIMOUSLY.
6. *APPROVAL OF MINUTES (APPROVED UNDER CONSENT AGENDA)
A. Regular Meeting Minutes of July 20, 2023, and July 22, 2023 (Continuation)
7. CITIZENS' COMMENTS
The following spoke under citizen’s comments:
• Chris Paulson
• Dora Cross, Finance Director
• Seema Garoutte, Assessor/Interim CDD Director
• Carlene Mc Chesney
8. AWARDS AND PRESENTATIONS – None.
9. COMMITTEE REPORTS
• Assembly member Griffin reported on his last attendance to the Health and
Facilities Advisory Board and gave updates on the following: PKIMC & KCHC
Space Planning Analysis, MRI Module, and Air Handling Unit. He looked forward
AGENDA ITEM #6.A.
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Kodiak Island Borough
August 3, 2023
Assembly Regular Meeting Minutes
Page 2 of 3
to getting the final report on the space planning analysis that is expected to come
out in September.
• Assembly member Delgado gave an update on his visit to Ouzinkie last week
noting that he was able to participate in gathering edible plants and making
salves that are going to be distributed to elders.
10. PUBLIC HEARING
A. Ordinance No. FY2023-18 Amending Kodiak Island Borough Code Title 1
General Provisions Chapter 1.20 General Penalty Section 1.20.050 Fine
Schedule Setting Out Penalties In The Minor Offense Fine Schedule; And
Amending Title 8 Health And Safety Chapter 8.20 Littering Section 8.20.010
Unlawful Acts Regarding Littering And Improper Disposal Of Waste
SMILEY moved to adopt Ordinance No. FY2023-18.
Mayor Arndt opened the public hearing. Hearing and seeing none, Mayor Arndt
closed the public hearing and reconvened the regular meeting.
ROLL CALL VOTE ON THE MOTION CARRIED UNANIMOUSLY: Delgado,
Griffin, Sharratt, Smiley, Smith, and Turner.
11. BOROUGH MANAGER’S REPORT
Borough Manager Williams provided a manager’s report, and it was included in the
meeting packet.
12. MESSAGES FROM THE BOROUGH MAYOR – None.
13. CONSIDERATION OF CALENDAR - UNFINISHED BUSINESS
14. CONSIDERATION OF CALENDAR - NEW BUSINESS
14.A. CONTRACTS
1. Contract No. FY2022-40A Amending Contract No. FY2022-40 Borough Clerk
Employment Agreement
SMILEY moved to approve Contract No. FY2022-40A amending Contract No.
FY2022-40 Borough Clerk Employment Agreement.
ROLL CALL VOTE ON THE MOTION CARRIED UNANIMOUSLY: Griffin,
Sharratt, Smiley, Smith, Turner, and Delgado.
2. Contract No. FY2023-41 Property Assessment Taxation Software To Tyler
Technologies, Inc.
SMILEY moved to authorize the Manager to award Contract No. FY2023-41
Property Assessment Taxation Software To Tyler Technologies, Inc. in the
amount of $998,425.
ROLL CALL VOTE ON THE MOTION CARRIED UNANIMOUSLY: Sharratt,
Smiley, Turner, Delgado, and Griffin.
AGENDA ITEM #6.A.
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Kodiak Island Borough
August 3, 2023
Assembly Regular Meeting Minutes
Page 3 of 3
3. Contract No. FY2024-07 Approval Of Landfill Fire Alarm And Sprinkler
Deficiency Repairs And Replacements By Taylor Fire Protection
SMILEY moved to authorize the Manager to award Contract No. FY2024-07
Landfill Fire Alarm and Sprinkler Deficiency Repairs and Replacements by
Taylor Fire Protection in an amount not to exceed $19,569.00.
ROLL CALL VOTE ON THE MOTION CARRIED UNANIMOUSLY: Smiley,
Smith, Turner, Delgado, Griffin, and Sharratt.
14.B. RESOLUTIONS – None.
14.C. ORDINANCES FOR INTRODUCTION
1. Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough
Adopting Proposed Changes To The Kodiak Island Borough Salary Schedules
SMILEY moved to advance Ordinance No. FY2024-05 to public hearing at the
next regular meeting of the Assembly.
ROLL CALL VOTE ON THE MOTION CARRIED UNANIMOUSLY: Smith,
Turner, Delgado, Griffin, Sharratt, and Smiley.
14.D. OTHER ITEMS – None.
15. CITIZENS' COMMENTS – None.
16. ASSEMBLY MEMBERS’ COMMENTS
• Assembly Member Smith thanked the staff members for the effort and work they
do.
• Assembly Member Ryan Sharratt would like to see some work on strategic
planning.
17. ADJOURNMENT
SMILEY moved to adjourn the meeting at 7:37 pm.
VOICE VOTE ON MOTION CARRIED UNANIMOUSLY.
KODIAK ISLAND BOROUGH
ATTEST:
Scott Arndt, Borough Mayor
Nova M. Javier, Borough Clerk
AGENDA ITEM #6.A.
Regular Meeting Minutes of August 3, 2023 Page 6 of 121
KODIAK ISLAND BOROUGH
STAFF REPORT
AUGUST 17, 2023
ASSEMBLY REGULAR MEETING
Kodiak Island Borough
SUBJECT: Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough
Adopting Proposed Changes To The Kodiak Island Borough Salary Schedules
ORIGINATOR: Aimee Williams, Borough Manager
RECOMMENDATION:
Move to adopt Ordinance No. FY2024-05.
DISCUSSION:
ALTERNATIVES:
FISCAL IMPACT:
This increase was already built into the FY2024 budget so no additional budget changes are
necessary.
OTHER INFORMATION:
AGENDA ITEM #10.A.
Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough Ado...Page 7 of 121
Ordinance No. FY2024-05 Page 1 of 2
Version 2
KODIAK ISLAND BOROUGH 1
ORDINANCE NO. FY2024-05 (VERSION2) 2
3
AN ORDINANCE OF THE ASSEMBLY OF THE KODIAK ISLAND BOROUGH ADOPTING 4
PROPOSED CHANGES TO THE KODIAK ISLAND BOROUGH SALARY SCHEDULES 5
6
WHEREAS, the Kodiak Island Borough has two salary schedules that cover all regular and 7
temporary employees (excluding contract employees); one for bargaining unit positions and one 8
for non-bargaining unit positions; and 9
10
WHEREAS, the salary schedules for both bargaining unit positions and non-bargaining unit 11
positions were most recently amended by Ordinance No. FY2023-09; and 12
13
WHEREAS, the bargaining unit employees salary changes are governed by the Collective 14
Bargaining Agreement with the International Brotherhood Of Electrical Workers #1547 and there 15
are no proposed changes to the current schedule (Exhibit A) to reflect an increase of 2.5% to 16
reflect current inflation trends at this time; and 17
18
WHEREAS, the assembly finds that it is in the Borough’s best interest to amend the non-19
bargaining unit employees salary schedule (Exhibit B) to reflect an increase of 2.5% to reflect 20
current inflation trends. 21
22
NOW, THEREFORE, BE IT ORDAINED BY THE ASSEMBLY OF THE KODIAK ISLAND 23
BOROUGH that: 24
25
Section 1: This ordinance is not of a general and permanent nature and shall not become a part 26
of the Kodiak Island Borough Code of Ordinances. 27
28
Section 2: the Kodiak Island Borough salary schedules adopted by Ordinance No. FY2023-09 29
are hereby amended to reflect the salary schedules set forth in Exhibit A and Exhibit 30
B, attached herein, which are adopted by reference, and prior versions of the 31
schedules are hereby replaced. 32
33
Effective Date: This ordinance shall be effective as of August 6, 2023. 34
35
ADOPTED BY THE ASSEMBLY OF THE KODIAK ISLAND BOROUGH 36
THIS _____ DAY OF_________________, 2023 37
38
39
40
AGENDA ITEM #10.A.
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Ordinance No. FY2024-05 Page 2 of 2
KODIAK ISLAND BOROUGH 41
42
ATTEST: 43
___________________________ 44
Scott Arndt, Mayor ______________________________ 45
Nova M. Javier, MMC, Borough Clerk 46
Introduced by: Manager 47
First reading: 08/03/2023 48
Second reading/public hearing: 08/17/2023 49
50
VOTES: 51
Ayes: 52
Noes: 53
AGENDA ITEM #10.A.
Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough Ado...Page 9 of 121
Ordinance No. FY2024-05 Page 1 of 2
KODIAK ISLAND BOROUGH 1
ORDINANCE NO. FY2024-05 2
3
AN ORDINANCE OF THE ASSEMBLY OF THE KODIAK ISLAND BOROUGH ADOPTING 4
PROPOSED CHANGES TO THE KODIAK ISLAND BOROUGH SALARY SCHEDULES 5
6
WHEREAS, the Kodiak Island Borough has two salary schedules that cover all regular and 7
temporary employees (excluding contract employees); one for bargaining unit positions and one 8
for non-bargaining unit positions; and 9
10
WHEREAS, the salary schedules for both bargaining unit positions and non-bargaining unit 11
positions were most recently amended by Ordinance No. FY2023-09; and 12
13
WHEREAS, the bargaining unit employees salary changes are governed by the Collective 14
Bargaining Agreement with the International Brotherhood Of Electrical Workers #1547 and there 15
are no proposed changes to the current schedule (Exhibit A) at this time; and 16
17
WHEREAS, the assembly finds that it is in the Borough’s best interest to amend the non-18
bargaining unit employees salary schedule (Exhibit B) to reflect an increase of 2.5% to reflect 19
current inflation trends. 20
21
NOW, THEREFORE, BE IT ORDAINED BY THE ASSEMBLY OF THE KODIAK ISLAND 22
BOROUGH that: 23
24
Section 1: This ordinance is not of a general and permanent nature and shall not become a part 25
of the Kodiak Island Borough Code of Ordinances. 26
27
Section 2: the Kodiak Island Borough salary schedules adopted by Ordinance No. FY2023-09 28
are hereby amended to reflect the salary schedules set forth in Exhibit A and Exhibit 29
B, attached herein, which are adopted by reference, and prior versions of the 30
schedules are hereby replaced. 31
32
Effective Date: This ordinance shall be effective as of August 6, 2023. 33
34
ADOPTED BY THE ASSEMBLY OF THE KODIAK ISLAND BOROUGH 35
THIS _____ DAY OF_________________, 2023 36
37
KODIAK ISLAND BOROUGH 38
39
ATTEST: 40
___________________________ 41
Scott Arndt, Mayor ______________________________ 42
Nova M. Javier, MMC, Borough Clerk 43
Introduced by: Manager 44
AGENDA ITEM #10.A.
Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough Ado...Page 10 of 121
Ordinance No. FY2024-05 Page 2 of 2
First reading: 45
Second reading/public hearing: 46
47
VOTES: 48
Ayes: 49
Noes: 50
AGENDA ITEM #10.A.
Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough Ado...Page 11 of 121
A B C D E F G H I J K L M
A B C D E F G H I J K L M
7.00 Annual 36,519 37,432 38,368 39,327 40,310 41,318 42,351 43,410 44,495 45,608 46,747 47,916 49,114 50,341
Hourly 17.5573 17.9962 18.4461 18.9073 19.3800 19.8645 20.3611 20.8701 21.3919 21.9267 22.4748 23.0367 23.6126 24.2029
7.50 Annual 37,432 38,368 39,327 40,310 41,318 42,351 43,410 44,495 45,608 46,748 47,916 49,114 50,342 51,600
Hourly 17.9962 18.4461 18.9073 19.3800 19.8645 20.3611 20.8701 21.3919 21.9267 22.4748 23.0367 23.6126 24.2029 24.8080
8.00 Annual 38,368 39,327 40,310 41,318 42,351 43,410 44,495 45,607 46,748 47,916 49,114 50,342 51,600 52,890
Hourly 18.4461 18.9073 19.3800 19.8645 20.3611 20.8701 21.3919 21.9267 22.4748 23.0367 23.6126 24.2029 24.8080 25.4282
8.50 Annual 39,327 40,310 41,318 42,351 43,410 44,495 45,608 46,748 47,916 49,114 50,342 51,601 52,891 54,213
Hourly 18.9073 19.3800 19.8645 20.3611 20.8701 21.3919 21.9267 22.4748 23.0367 23.6126 24.2029 24.8080 25.4282 26.0639
9.00 Annual 40,310 41,318 42,351 43,410 44,495 45,607 46,748 47,916 49,114 50,342 51,601 52,891 54,213 55,569
Hourly 19.3800 19.8645 20.3611 20.8701 21.3919 21.9267 22.4748 23.0367 23.6126 24.2029 24.8080 25.4282 26.0639 26.7155
9.50 Annual 41,318 42,351 43,410 44,495 45,608 46,748 47,916 49,114 50,342 51,601 52,891 54,213 55,569 56,958
Hourly 19.8645 20.3611 20.8701 21.3919 21.9267 22.4748 23.0367 23.6126 24.2029 24.8080 25.4282 26.0639 26.7155 27.3834
10.00 Annual 42,351 43,410 44,495 45,608 46,748 47,916 49,114 50,342 51,601 52,891 54,213 55,568 56,958 58,381
Hourly 20.3611 20.8701 21.3919 21.9267 22.4748 23.0367 23.6126 24.2029 24.8080 25.4282 26.0639 26.7155 27.3834 28.0680
10.50 Annual 43,410 44,495 45,608 46,747 47,916 49,114 50,342 51,601 52,891 54,213 55,568 56,957 58,381 59,841
Hourly 20.8701 21.3919 21.9267 22.4748 23.0367 23.6126 24.2029 24.8080 25.4282 26.0639 26.7155 27.3834 28.0680 28.7697
11.00 Annual 44,495 45,608 46,748 47,916 49,114 50,342 51,601 52,891 54,213 55,568 56,958 58,382 59,841 61,338
Hourly 21.3919 21.9267 22.4748 23.0367 23.6126 24.2029 24.8080 25.4282 26.0639 26.7155 27.3834 28.0680 28.7697 29.4889
11.50 Annual 45,607 46,748 47,916 49,114 50,342 51,601 52,891 54,213 55,568 56,957 58,381 59,841 61,337 62,870
Hourly 21.9267 22.4748 23.0367 23.6126 24.2029 24.8080 25.4282 26.0639 26.7155 27.3834 28.0680 28.7697 29.4889 30.2262
12.00 Annual 46,748 47,916 49,114 50,342 51,601 52,891 54,213 55,568 56,958 58,382 59,841 61,337 62,870 64,442
Hourly 22.4748 23.0367 23.6126 24.2029 24.8080 25.4282 26.0639 26.7155 27.3834 28.0680 28.7697 29.4889 30.2262 30.9818
12.50 Annual 47,916 49,114 50,342 51,601 52,891 54,213 55,568 56,957 58,381 59,841 61,337 62,870 64,442 66,053
Hourly 23.0367 23.6126 24.2029 24.8080 25.4282 26.0639 26.7155 27.3834 28.0680 28.7697 29.4889 30.2261 30.9818 31.7563
13.00 Annual 49,114 50,342 51,601 52,891 54,213 55,568 56,957 58,381 59,841 61,337 62,871 64,443 66,054 67,705
Hourly 23.6126 24.2029 24.8080 25.4282 26.0639 26.7155 27.3834 28.0680 28.7697 29.4889 30.2262 30.9819 31.7564 32.5503
13.50 Annual 50,342 51,601 52,891 54,213 55,568 56,957 58,382 59,841 61,337 62,871 64,442 66,053 67,704 69,397
Hourly 24.2029 24.8080 25.4282 26.0639 26.7155 27.3834 28.0680 28.7697 29.4889 30.2262 30.9818 31.7563 32.5503 33.3640
14.00 Annual 51,601 52,891 54,213 55,568 56,958 58,381 59,841 61,337 62,870 64,442 66,053 67,704 69,397 71,132
Hourly 24.8080 25.4282 26.0639 26.7155 27.3834 28.0680 28.7697 29.4889 30.2262 30.9818 31.7564 32.5503 33.3641 34.1982
14.50 Annual 52,891 54,213 55,568 56,957 58,381 59,841 61,337 62,871 64,442 66,053 67,705 69,398 71,133 72,911
Hourly 25.4282 26.0639 26.7155 27.3834 28.0680 28.7697 29.4889 30.2262 30.9818 31.7564 32.5503 33.3641 34.1982 35.0531
15.00 Annual 54,213 55,568 56,957 58,382 59,841 61,337 62,871 64,442 66,053 67,705 69,397 71,132 72,910 74,733
Hourly 26.0639 26.7155 27.3834 28.0680 28.7697 29.4889 30.2262 30.9818 31.7564 32.5503 33.3640 34.1981 35.0531 35.9294
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
Changes Proposed by CBA FY2024-05
NEW
OLD
AGENDA ITEM #10.A.Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough Ado...Page 12 of 121
A B C D E F G H I J K L M
A B C D E F G H I J K L M
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
Changes Proposed by CBA FY2024-05
NEW
OLD
15.50 Annual 55,568 56,957 58,381 59,841 61,337 62,871 64,442 66,053 67,705 69,397 71,132 72,910 74,733 76,601
Hourly 26.7155 27.3834 28.0680 28.7697 29.4889 30.2262 30.9818 31.7564 32.5503 33.3640 34.1981 35.0531 35.9294 36.8276
16.00 Annual 56,958 58,382 59,841 61,337 62,870 64,442 66,053 67,705 69,397 71,132 72,910 74,733 76,601 78,516
Hourly 27.3834 28.0680 28.7697 29.4889 30.2262 30.9818 31.7564 32.5503 33.3640 34.1981 35.0531 35.9294 36.8277 37.7484
16.50 Annual 58,382 59,841 61,337 62,870 64,442 66,053 67,705 69,397 71,132 72,910 74,733 76,601 78,516 80,479
Hourly 28.0680 28.7697 29.4889 30.2262 30.9818 31.7564 32.5503 33.3640 34.1981 35.0531 35.9294 36.8276 37.7483 38.6920
17.00 Annual 59,841 61,337 62,871 64,442 66,053 67,705 69,397 71,132 72,910 74,733 76,601 78,516 80,479 82,491
Hourly 28.7697 29.4889 30.2262 30.9818 31.7564 32.5503 33.3640 34.1981 35.0531 35.9294 36.8276 37.7483 38.6920 39.6593
17.50 Annual 61,337 62,871 64,442 66,053 67,705 69,397 71,132 72,911 74,733 76,601 78,516 80,479 82,491 84,553
Hourly 29.4889 30.2262 30.9818 31.7564 32.5503 33.3640 34.1981 35.0531 35.9294 36.8276 37.7483 38.6920 39.6593 40.6508
18.00 Annual 62,870 64,442 66,053 67,705 69,397 71,132 72,910 74,733 76,601 78,517 80,479 82,491 84,553 86,667
Hourly 30.2262 30.9818 31.7564 32.5503 33.3640 34.1981 35.0531 35.9294 36.8276 37.7483 38.6920 39.6593 40.6508 41.6671
18.50 Annual 64,442 66,053 67,705 69,397 71,132 72,910 74,733 76,601 78,516 80,479 82,491 84,553 86,667 88,834
Hourly 30.9818 31.7564 32.5503 33.3640 34.1981 35.0531 35.9294 36.8276 37.7483 38.6920 39.6593 40.6508 41.6671 42.7087
19.00 Annual 66,053 67,705 69,397 71,132 72,910 74,733 76,601 78,516 80,479 82,491 84,554 86,668 88,835 91,055
Hourly 31.7564 32.5503 33.3640 34.1981 35.0531 35.9294 36.8276 37.7483 38.6920 39.6593 40.6508 41.6671 42.7087 43.7765
19.50 Annual 67,705 69,397 71,132 72,910 74,733 76,601 78,517 80,479 82,491 84,554 86,668 88,835 91,056 93,332
Hourly 32.5503 33.3640 34.1981 35.0531 35.9294 36.8276 37.7483 38.6920 39.6593 40.6508 41.6671 42.7088 43.7765 44.8709
20.00 Annual 69,397 71,132 72,910 74,733 76,601 78,516 80,479 82,491 84,554 86,668 88,834 91,055 93,331 95,665
Hourly 33.3640 34.1981 35.0531 35.9294 36.8276 37.7483 38.6920 39.6593 40.6508 41.6671 42.7088 43.7765 44.8709 45.9927
20.50 Annual 71,132 72,910 74,733 76,602 78,517 80,479 82,491 84,554 86,668 88,834 91,055 93,331 95,665 98,056
Hourly 34.1981 35.0531 35.9294 36.8276 37.7483 38.6920 39.6593 40.6508 41.6671 42.7088 43.7765 44.8709 45.9927 47.1425
21.00 Annual 72,910 74,733 76,601 78,517 80,479 82,491 84,554 86,668 88,834 91,055 93,331 95,664 98,056 100,507
Hourly 35.0531 35.9294 36.8276 37.7483 38.6920 39.6593 40.6508 41.6671 42.7088 43.7765 44.8709 45.9927 47.1425 48.3211
21.50 Annual 74,733 76,601 78,516 80,479 82,491 84,554 86,668 88,834 91,055 93,332 95,665 98,057 100,508 103,021
Hourly 35.9294 36.8276 37.7483 38.6920 39.6593 40.6508 41.6671 42.7088 43.7765 44.8709 45.9927 47.1425 48.3211 49.5291
22.00 Annual 76,601 78,516 80,479 82,491 84,554 86,667 88,834 91,055 93,331 95,665 98,056 100,507 103,020 105,596
Hourly 36.8276 37.7483 38.6920 39.6593 40.6508 41.6671 42.7088 43.7765 44.8709 45.9927 47.1425 48.3211 49.5291 50.7673
22.50 Annual 78,517 80,479 82,491 84,554 86,668 88,834 91,055 93,331 95,665 98,056 100,508 103,021 105,596 108,236
Hourly 37.7483 38.6920 39.6593 40.6508 41.6671 42.7088 43.7765 44.8709 45.9927 47.1425 48.3211 49.5291 50.7674 52.0365
23.00 Annual 80,479 82,491 84,554 86,668 88,834 91,055 93,331 95,665 98,056 100,508 103,021 105,597 108,236 110,942
Hourly 38.6920 39.6593 40.6508 41.6671 42.7088 43.7765 44.8709 45.9927 47.1425 48.3211 49.5291 50.7673 52.0365 53.3374
23.50 Annual 82,491 84,554 86,668 88,834 91,055 93,332 95,665 98,056 100,508 103,021 105,596 108,236 110,942 113,715
Hourly 39.6593 40.6508 41.6671 42.7088 43.7765 44.8709 45.9927 47.1425 48.3211 49.5291 50.7673 52.0365 53.3374 54.6708 AGENDA ITEM #10.A.Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough Ado...Page 13 of 121
A B C D E F G H I J K L M
A B C D E F G H I J K L M
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
Changes Proposed by CBA FY2024-05
NEW
OLD
24.00 Annual 84,554 86,667 88,834 91,055 93,331 95,665 98,056 100,508 103,020 105,596 108,236 110,942 113,715 116,558
Hourly 40.6508 41.6671 42.7088 43.7765 44.8709 45.9927 47.1425 48.3211 49.5291 50.7673 52.0365 53.3374 54.6708 56.0376
24.50 Annual 86,668 88,834 91,055 93,331 95,665 98,056 100,508 103,020 105,596 108,236 110,942 113,716 116,558 119,472
Hourly 41.6671 42.7088 43.7765 44.8709 45.9927 47.1425 48.3211 49.5291 50.7673 52.0365 53.3374 54.6708 56.0376 57.4385
25.00 Annual 88,834 91,055 93,332 95,665 98,056 100,508 103,021 105,596 108,236 110,942 113,715 116,558 119,472 122,459
Hourly 42.7088 43.7765 44.8709 45.9927 47.1425 48.3211 49.5291 50.7673 52.0365 53.3374 54.6708 56.0376 57.4385 58.8745
25.50 Annual 91,055 93,331 95,665 98,056 100,508 103,020 105,596 108,236 110,942 113,715 116,558 119,472 122,459 125,520
Hourly 43.7765 44.8709 45.9927 47.1425 48.3211 49.5291 50.7673 52.0365 53.3374 54.6708 56.0376 57.4385 58.8745 60.3464
26.00 Annual 93,331 95,665 98,056 100,508 103,020 105,596 108,236 110,942 113,715 116,558 119,472 122,459 125,520 128,658
Hourly 44.8709 45.9927 47.1425 48.3211 49.5291 50.7673 52.0365 53.3374 54.6708 56.0376 57.4386 58.8746 60.3464 61.8551
26.50 Annual 95,665 98,056 100,508 103,021 105,596 108,236 110,942 113,715 116,558 119,472 122,459 125,520 128,658 131,875
Hourly 45.9927 47.1425 48.3211 49.5291 50.7673 52.0365 53.3374 54.6708 56.0376 57.4386 58.8745 60.3464 61.8550 63.4014
27.00 Annual 98,057 100,508 103,021 105,596 108,236 110,942 113,715 116,558 119,472 122,459 125,521 128,659 131,876 135,172
Hourly 47.1425 48.3211 49.5291 50.7673 52.0365 53.3374 54.6708 56.0376 57.4386 58.8745 60.3464 61.8551 63.4014 64.9865
27.50 Annual 100,508 103,021 105,596 108,236 110,942 113,715 116,558 119,472 122,459 125,521 128,658 131,874 135,171 138,551
Hourly 48.3211 49.5291 50.7673 52.0365 53.3374 54.6708 56.0376 57.4386 58.8745 60.3464 61.8550 63.4014 64.9864 66.6111
28.00 Annual 103,020 105,596 108,236 110,942 113,715 116,558 119,472 122,459 125,520 128,658 131,875 135,172 138,551 142,015
Hourly 49.5291 50.7673 52.0365 53.3374 54.6708 56.0376 57.4386 58.8745 60.3464 61.8550 63.4014 64.9864 66.6111 68.2764
28.50 Annual 105,596 108,236 110,942 113,715 116,558 119,472 122,459 125,521 128,658 131,875 135,172 138,551 142,015 145,565
Hourly 50.7673 52.0365 53.3374 54.6708 56.0376 57.4386 58.8745 60.3464 61.8550 63.4014 64.9864 66.6111 68.2763 69.9832
29.00 Annual 108,236 110,942 113,715 116,558 119,472 122,459 125,521 128,658 131,875 135,172 138,551 142,015 145,565 149,204
Hourly 52.0365 53.3374 54.6708 56.0376 57.4386 58.8745 60.3464 61.8550 63.4014 64.9864 66.6111 68.2764 69.9833 71.7329
29.50 Annual 110,942 113,715 116,558 119,472 122,459 125,520 128,658 131,875 135,172 138,551 142,015 145,565 149,205 152,935
Hourly 53.3374 54.6708 56.0376 57.4386 58.8745 60.3464 61.8550 63.4014 64.9864 66.6111 68.2764 69.9833 71.7329 73.5262
30.00 Annual 113,715 116,558 119,472 122,459 125,521 128,658 131,875 135,172 138,551 142,015 145,565 149,204 152,934 156,758
Hourly 54.6708 56.0376 57.4386 58.8745 60.3464 61.8550 63.4014 64.9864 66.6111 68.2764 69.9833 71.7329 73.5262 75.3644
AGENDA ITEM #10.A.Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough Ado...Page 14 of 121
Old New Old New Old New Old New Old New Old New Old
A A B B C C D D E E F F G
A11 Annual 37,062 37,989 38,359 39,318 39,702 40,695 41,091 42,118 42,530 43,593 44,018 45,118 45,559
Hourly 17.8183 18.2638 18.4419 18.9029 19.0874 19.5646 19.7555 20.2494 20.4469 20.9581 21.1625 21.6916 21.9032
A12 Annual 42,622 43,688 44,114 45,217 45,658 46,799 47,256 48,437 48,910 50,133 50,622 51,888 52,393
Hourly 20.4913 21.0036 21.2085 21.7387 21.9508 22.4996 22.7191 23.2871 23.5143 24.1022 24.3373 24.9457 25.1891
A13 Annual 46,884 48,056 48,525 49,738 50,223 51,479 51,981 53,281 53,801 55,146 55,684 57,076 57,633
Hourly 22.5405 23.1040 23.3294 23.9126 24.1459 24.7495 24.9910 25.6158 25.8657 26.5123 26.7710 27.4403 27.7080
B21 Annual 49,228 50,459 50,951 52,225 52,735 54,053 54,581 55,946 56,491 57,903 58,468 59,930 60,514
Hourly 23.6675 24.2592 24.4958 25.1082 25.3532 25.9870 26.2406 26.8966 27.1590 27.8380 28.1095 28.8122 29.0934
B22 Annual 51,690 52,982 53,499 54,836 55,371 56,755 57,309 58,742 59,315 60,798 61,391 62,926 63,540
Hourly 24.8508 25.4721 25.7206 26.3636 26.6209 27.2864 27.5526 28.2414 28.5169 29.2298 29.5150 30.2529 30.5480
B23 Annual 54,274 55,631 56,173 57,577 58,139 59,592 60,174 61,678 62,280 63,837 64,460 66,072 66,716
Hourly 26.0931 26.7454 27.0063 27.6815 27.9515 28.6503 28.9299 29.6531 29.9424 30.6910 30.9904 31.7652 32.0750
B24/B31 Annual 56,987 58,412 58,982 60,457 61,046 62,572 63,183 64,763 65,394 67,029 67,683 69,375 70,052
Hourly 27.3977 28.0826 28.3567 29.0656 29.3491 30.0828 30.3764 31.1358 31.4395 32.2255 32.5399 33.3534 33.6788
B25/B32 Annual 59,837 61,333 61,931 63,479 64,099 65,701 66,342 68,001 68,664 70,381 71,068 72,845 73,555
Hourly 28.7678 29.4870 29.7747 30.5191 30.8168 31.5872 31.8954 32.6928 33.0117 33.8370 34.1671 35.0213 35.3630
C41 Annual 62,829 64,400 65,028 66,654 67,304 68,987 69,660 71,402 72,098 73,900 74,621 76,487 77,233
Hourly 30.2064 30.9616 31.2636 32.0452 32.3578 33.1667 33.4903 34.3276 34.6625 35.5291 35.8757 36.7726 37.1313
C42 Annual 65,970 67,619 68,279 69,986 70,669 72,436 73,142 74,971 75,702 77,595 78,352 80,311 81,094
Hourly 31.7164 32.5093 32.8265 33.6472 33.9754 34.8248 35.1646 36.0437 36.3953 37.3052 37.6692 38.6109 38.9876
Kodiak Island Borough
Salary Schedule for Non-Bargaining Unit Positions
Changes Proposed by Ordinance FY2024-05
AGENDA ITEM #10.A.Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough Ado...Page 15 of 121
Kodiak Island Borough
Salary Schedule for Non-Bargaining Unit Positions
Changes Proposed by Ordinance FY2024-05
Old New Old New Old New Old New Old New Old New Old
A A B B C C D D E E F F G
C43 Annual 69,269 71,001 71,693 73,485 74,202 76,057 76,799 78,719 79,487 81,474 82,270 84,327 85,149
Hourly 33.3023 34.1349 34.4679 35.3296 35.6742 36.5661 36.9228 37.8459 38.2151 39.1705 39.5527 40.5415 40.9370
C44/C51 Annual 72,732 74,550 75,278 77,160 77,912 79,860 80,639 82,655 83,462 85,549 86,383 88,543 89,406
Hourly 34.9674 35.8416 36.1912 37.0960 37.4579 38.3943 38.7689 39.7381 40.1258 41.1289 41.5302 42.5685 42.9838
C45/C52 Annual 72,732 74,550 75,278 77,160 77,912 79,860 80,639 82,655 83,462 85,549 86,383 88,543 89,406
Hourly 34.9674 35.8416 36.1912 37.0960 37.4579 38.3943 38.7689 39.7381 40.1258 41.1289 41.5302 42.5685 42.9838
D61 Annual 80,187 82,192 82,994 85,069 85,899 88,046 88,905 91,128 92,017 94,317 95,237 97,618 98,570
Hourly 38.5515 39.5153 39.9008 40.8983 41.2974 42.3298 42.7428 43.8114 44.2388 45.3448 45.7871 46.9318 47.3897
D62 Annual 84,197 86,302 87,144 89,323 90,194 92,449 93,351 95,685 96,618 99,033 100,000 102,500 103,500
Hourly 40.4795 41.4915 41.8963 42.9437 43.3626 44.4467 44.8803 46.0023 46.4511 47.6124 48.0769 49.2788 49.7596
D63 Annual 88,406 90,616 91,501 93,789 94,703 97,071 98,018 100,468 101,448 103,984 104,999 107,624 108,674
Hourly 42.5031 43.5657 43.9907 45.0905 45.5304 46.6687 47.1240 48.3021 48.7733 49.9926 50.4804 51.7424 52.2472
E81 Annual 92,826 95,147 96,075 98,477 99,438 101,924 102,918 105,491 106,520 109,183 110,248 113,004 114,107
Hourly 44.6281 45.7438 46.1900 47.3448 47.8067 49.0019 49.4799 50.7169 51.2117 52.4920 53.0041 54.3292 54.8593
E82 Annual 97,469 99,906 100,880 103,402 104,411 107,021 108,066 110,768 111,848 114,644 115,762 118,656 119,814
Hourly 46.8600 48.0315 48.5001 49.7126 50.1977 51.4526 51.9546 53.2535 53.7730 55.1173 55.6550 57.0464 57.6030
E83 Annual 102,341 104,900 105,923 108,571 109,631 112,372 113,468 116,305 117,439 120,375 121,549 124,588 125,804
Hourly 49.2026 50.4327 50.9247 52.1978 52.7070 54.0247 54.5518 55.9156 56.4611 57.8726 58.4372 59.8981 60.4825 AGENDA ITEM #10.A.Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough Ado...Page 16 of 121
New Old New Old New Old New Old New Old New Old New
G H H I I J J K K L L M M
46,698 47,153 48,332 48,804 50,024 50,512 51,775 52,279 53,586 54,109 55,462 56,003 57,403
22.4508 22.6698 23.2365 23.4633 24.0499 24.2845 24.8916 25.1344 25.7628 26.0141 26.6645 26.9246 27.5977
53,703 54,227 55,583 56,125 57,528 58,089 59,541 60,123 61,626 62,227 63,783 64,405 66,015
25.8188 26.0707 26.7225 26.9832 27.6578 27.9276 28.6258 28.9051 29.6277 29.9168 30.6647 30.9639 31.7380
59,074 59,650 61,141 61,737 63,280 63,898 65,495 66,135 67,788 68,450 70,161 70,845 72,616
28.4007 28.6778 29.3947 29.6815 30.4235 30.7203 31.4883 31.7955 32.5904 32.9083 33.7310 34.0601 34.9116
62,027 62,632 64,198 64,824 66,445 67,093 68,770 69,441 71,177 71,871 73,668 74,387 76,247
29.8207 30.1116 30.8644 31.1656 31.9447 32.2563 33.0627 33.3853 34.2199 34.5538 35.4176 35.7632 36.6573
65,129 65,764 67,408 68,066 69,768 70,448 72,209 72,914 74,737 75,466 77,353 78,107 80,060
31.3117 31.6172 32.4076 32.7238 33.5419 33.8692 34.7159 35.0546 35.9310 36.2815 37.1885 37.5514 38.4902
68,384 69,051 70,777 71,468 73,255 73,969 75,818 76,558 78,472 79,238 81,219 82,011 84,061
32.8769 33.1977 34.0276 34.3596 35.2186 35.5622 36.4513 36.8069 37.7271 38.0951 39.0475 39.4285 40.4142
71,803 72,504 74,317 75,041 76,917 77,668 79,610 80,386 82,396 83,200 85,280 86,111 88,264
34.5208 34.8576 35.7290 36.0776 36.9795 37.3403 38.2738 38.6472 39.6134 39.9999 40.9999 41.3998 42.4348
75,394 76,129 78,032 78,794 80,764 81,552 83,591 84,406 86,516 87,360 89,544 90,418 92,678
36.2471 36.6007 37.5157 37.8817 38.8287 39.2075 40.1877 40.5798 41.5943 42.0001 43.0501 43.4701 44.5569
79,164 79,936 81,934 82,734 84,802 85,630 87,771 88,627 90,843 91,729 94,022 94,939 97,312
38.0596 38.4309 39.3917 39.7760 40.7704 41.1682 42.1974 42.6091 43.6743 44.1004 45.2029 45.6439 46.7850
83,121 83,932 86,030 86,870 89,042 89,910 92,158 93,057 95,383 96,314 98,722 99,685 102,177
39.9623 40.3521 41.3609 41.7645 42.8086 43.2262 44.3069 44.7391 45.8576 46.3050 47.4626 47.9256 49.1237
Kodiak Island Borough
Salary Schedule for Non-Bargaining Unit Positions
Changes Proposed by Ordinance FY2024-05
AGENDA ITEM #10.A.Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough Ado...Page 17 of 121
Kodiak Island Borough
Salary Schedule for Non-Bargaining Unit Positions
Changes Proposed by Ordinance FY2024-05
New Old New Old New Old New Old New Old New Old New
G H H I I J J K K L L M M
87,278 88,129 90,332 91,214 93,494 94,406 96,766 97,711 100,154 101,131 103,659 104,670 107,287
41.9604 42.3698 43.4290 43.8527 44.9490 45.3876 46.5223 46.9762 48.1506 48.6204 49.8359 50.3221 51.5802
91,641 92,536 94,849 95,774 98,168 99,126 101,604 102,596 105,161 106,187 108,842 109,903 112,651
44.0584 44.4882 45.6004 46.0453 47.1964 47.6569 48.8483 49.3249 50.5580 51.0513 52.3276 52.8381 54.1591
91,641 92,536 94,849 95,774 98,168 99,126 101,604 102,596 105,161 106,187 108,842 109,903 112,651
44.0584 44.4882 45.6004 46.0453 47.1964 47.6569 48.8483 49.3249 50.5580 51.0513 52.3276 52.8381 54.1591
101,034 102,020 104,571 105,591 108,231 109,287 112,019 113,112 115,940 117,071 119,998 121,168 124,197
48.5744 49.0483 50.2745 50.7650 52.0341 52.5418 53.8553 54.3808 55.7403 56.2841 57.6912 58.2541 59.7105
106,088 107,122 109,800 110,872 113,644 114,752 117,621 118,769 121,738 122,926 125,999 127,228 130,409
51.0036 51.5012 52.7887 53.3037 54.6363 55.1694 56.5486 57.1003 58.5278 59.0988 60.5763 61.1673 62.6965
111,391 112,478 115,290 116,414 119,324 120,489 123,501 124,706 127,824 129,071 132,298 133,588 136,928
53.5534 54.0759 55.4278 55.9685 57.3677 57.9274 59.3756 59.9549 61.4538 62.0533 63.6046 64.2252 65.8308
116,960 118,101 121,054 122,234 125,290 126,513 129,676 130,941 134,215 135,524 138,912 140,267 143,774
56.2308 56.7794 58.1989 58.7666 60.2358 60.8235 62.3441 62.9523 64.5261 65.1556 66.7845 67.4361 69.1220
122,809 124,008 127,108 128,348 131,557 132,840 136,161 137,489 140,926 142,301 145,859 147,282 150,964
59.0431 59.6191 61.1096 61.7057 63.2483 63.8654 65.4620 66.1007 67.7532 68.4142 70.1246 70.8087 72.5789
128,949 130,207 133,462 134,764 138,133 139,481 142,968 144,363 147,972 149,416 153,151 154,645 158,511
61.9946 62.5994 64.1644 64.7904 66.4102 67.0581 68.7346 69.4051 71.1402 71.8343 73.6302 74.3485 76.2072 AGENDA ITEM #10.A.Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough Ado...Page 18 of 121
1
Kodiak Island Borough
OFFICE of the MANAGER
710 Mill Bay Road
Kodiak, Alaska 99615
Phone (907) 486-9301 TO: Kodiak Island Borough Assembly
FROM: Aimee Williams
RE: Managers Report, August 17, 2023
Manager’s Department
Union Negotiations – After reaching the end of what federal mediation was able to offer on
Wednesday, August 9, 2023, I received a call from the IBEW representative on Friday afternoon.
We took one more look at the contract and found a way to bring the contract to vote one more
time. The contract was ratified by the union with a vote of 18-6 on Tuesday evening.
AML – Attended the Summer Legislative Session of the Alaska Municipal League last week. Also
attended the Alaska Municipal Manager’s Association meeting before the session. I was able to
find some support from the managers on the Kenai Peninsula and was given the opportunity to
attend their monthly meetings.
Solid Waste Contract – Engineering and Facilities staff has put in a lot of time to get a second
amendment ready for the contract. I am very impressed with the attention to detail and the
forward thinking of staff to not only fix the issues that some residents are having now but to
look forward to address items that may come up in the future.
Compensation Study – We have the draft of the final report. This will be distributed to
department heads at our weekly meeting on Friday, August 18, 2023, for their comments /
suggested edits. Once it is updated, we will share it with the Assembly and decide the best way
to distribute the information.
Healthcare Space Planning and Concept Study – We will be getting a final summary of the site
visit sometime in October. Attendance was better than expected and we appreciate all the
schedule changes that had to be made to facilitate attendance of this study.
Prince William Sound Regional Citizens Advisory Council –
AGENDA ITEM #11.A.
Borough Manager's Report Page 19 of 121
2
1) Attended the Information and Education Committee meetings on Monday, August
14 – Tuesday, August 15
2) Had FY25 project information forwarded to the Assembly earlier this week. As the
projects for FY24 are already being started, the council immediately starts the
process of looking for new projects. Each year, the different municipalities are asked
to participate, so if you have ideas, there is an opportunity each year to suggest
projects.
Classification Requests – We currently have two classification requests taking place. One is for
a new IT Department Director and the second is for the combined Special Projects / Human
Resources officer. These requests will give us a suggested range so that we can use that
information to list the IT Director job and compensate our current employees at the
appropriate levels.
Communications – I was made aware that we needed clarification on Assembly members
contacting Department Directors. If I ever said or did anything that made any member think
that they could not talk to Department Directors, I did not mean that. I do ask that you keep
me in the loop, so that I can understand what is being asked of them. However, you absolutely
have access to the KIB’s subject matter experts.
Engineering and Facilities –
Solid Waste Contract – Staff will meet with the manager to confirm clarifying language for the
second amendment to the contract. Staff will froward and discuss the proposed changes with
the attorney for review before going to Alaska Waste for review.
Landfill – Move Into Cell #1
• Staff has moved the active face and started placement of bales on the lower area of
lined Cell #1.
• Tracked Excavator Purchase – Review and vote on proposed excavator at tonight’s
meeting.
KFRC Discharge Permit – Mixing Zone information has been provided to the ADEC for review,
comment, and inclusion for the issuance of the required APDES Permit. KIB is striving to avoid
an assignment of penalty as the final steps are completed to be compliant.
KFRC –
• Government Services Administration (GSA) representative will be in Kodiak to perform
an on-site inspection at the facility. Anticipate initial conversations regarding potential
lease change discussions.
• Awaiting contact from Long Technologies to discuss Direct Digital Control review and
potential software upgrade.
• Awaiting completion of a base plate from a local vendor. Sewer lift station will be rebuilt
when all materials are on site and assembled.
AGENDA ITEM #11.A.
Borough Manager's Report Page 20 of 121
3
Swimming Pool – Vendor is interested in defining the scope and joint development of an
acceptable contract with the KIB. Further discussions are pending.
KIBSD –
• Peterson Elementary – E/F Staff will propose a new substantial completion and final
completion date for 2024 late summer.
• North Star Windows & Siding Phase 2 – All windows are installed. Interior trim will be
completed by this Friday. A discussion will be held with the contractor as it is possible
for completion by the end of August pending weather. Siding installation is continuing.
• East Roof Proposal Package – Awaiting start by architect.
• North Star Roof Replacement and Skylight Replacement – Awaiting approval of the
KIBSD Board for the MOA for funding.
• Karluk and Larsen Bay – Scheduling repairs with contractor.
Leachate Treatment Plant – Work on the addition continues. Painting is continuing. Piping and
electrical has begun and will continue. Revised schedule has been issued and is being reviewed.
Cover for expansion joint has been designed and awaiting proposed cost.
Stage 3 Closure – Closure physical work is completed. Awaiting final quantities and required
documentation. Final survey will be reviewed.
Bayside Fire Department – Dry sprinkler system temporary emergency repairs are completed.
Awaiting update from vendor. Final repairs may include replacement of all dry system heads
based on a sample test of four random heads per NFPA codes. A revised estimate will be
generated after inspection and temporary repairs are completed.
Health and Facilities Advisory Board – Meeting scheduled for August 21, 2023. Anticipating a
35% cost for SPD (Sterile Processing Department).
PKIMC – Identifying and prioritizing repairs required to the facility.
Borough Building – Project is continuing. Additional conduit from transformer to facility will be
installed for potential future electrical alterations. Awaiting a revised schedule.
KFRC Touch Tank – Facility has been opened Thursdays and Fridays from 11:00 to 4:30 pm
weekly for the summer months. Accommodating cruise ships that are making previous
arrangements.
Finance Department/ IT -
TY2023 Real & Personal Property Taxes –The deadline for those who wanted to pay the half-
payment option passed on August 15th. The second half-payment is due November 15th. For
those choosing the full-payment option, payment is due October 16th.
FY2024 Budget Book – updates are being made now to this year’s book.
AGENDA ITEM #11.A.
Borough Manager's Report Page 21 of 121
4
IT –
• Managing power outages with the boiler upgrades
• Upgrading the server operating systems on our network servers
• Producing address maps for Old Harbor
• Acquiring imagery for Google Street View
• Cross training
• Increasing network resiliency and uptime
Assessing Department –
Exemptions – Assessing staff continues to work on the requests for business / non-profit tax
exemptions. There is a backlog on these requests.
Tax Roll – There are as many as forty $150,000 exemptions from either seniors or disabled
veterans that might still be granted. This would result in a possibility of $6,000,000 less of
taxable value if there are additional appeals or eligibility changes occur. Assessing processed 29
supplements for SC/DV eligibility as of August 9, 2023.
Field work – Assessing continues FY2024 field work in Service District 1. Postcards are working
well, and staff is seeing an increase in people understanding why they are in their area.
Up Next - Commercial modeling & depreciation, mobile home depreciation tables, and land-
valuation will be reviewed this year.
Good Luck – James Dixon is playing for a team that is in the finals tonight for the local softball
league.
Community Development –
Planning and Zoning – Planning and Zoning Commission has a work session on September 20,
2023. CDD is announcing on radio and in the newspaper, requesting public input for ADU
ordinance changes that the Commission wants to bring to the Assembly. The Commission
opted not to meet for the regular meeting on August 16, 2023.
Parks and Recreation – The next meeting is scheduled for August 22 at 11 am. Elections,
quarterly meeting schedules, and bylaws creation will be discussed.
CIP Lists- Items wanting to be included on the Planning & Zoning CIP list need to be submitted
to CDD no later than August 24. All items must be vetted and accompanied by estimates for
totals. Villages/Tribes must provide minutes from Council meetings showing approval from
members to be insured they are added to the list.
Unvetted requests will be submitted to the Commission for review but risk not being included.
To date, Port Lions is the only village that has sent CIP information. Women’s Bay Road Service
and Women’s Bay Fire Protection have both notified CDD of additions to the list.
AGENDA ITEM #11.A.
Borough Manager's Report Page 22 of 121
KODIAK ISLAND BOROUGH
STAFF REPORT
AUGUST 17, 2023
ASSEMBLY REGULAR MEETING
Kodiak Island Borough
SUBJECT: Contract No. FY2024-10, Purchase Of A New Caterpillar 320 Hydraulic
Excavator From NC Machinery
ORIGINATOR: Jena Hassinger, Environmental Specialist
RECOMMENDATION:
Move to authorize Manager to award Contract No. FY2024-10 to NC Machinery for the
purchase of Caterpillar 320 Hydraulic Excavator in the amount of $337,348.
DISCUSSION:
In 2003, the Kodiak Island Brough purchased a new 2003 210 LX Link Belt Excavator to assist
in performing several tasks at the Landfill. Primary duties include constructing ditching/drainage
channels, stacking and covering of the bales, asbestos disposal, and metal processing. This
equipment is no longer operational and needs substantial work to be returned working order.
Staff found the State of Alaska NAPSO contract which outlines multiple pieces of Caterpillar
equipment at a discounted price. Two models of excavators were reviewed to determine which
would better fit the needs of the Landfill. It was determined that Caterpillar 320 Hydraulic
Excavator would be the better piece of equipment for Landfill operations. Currently NC
Machinery has two in stock and if purchased by August 17, the possible arrival date would be
November-December 2023. If a new order with Caterpillar took place, the earliest arrival would
be March to April 2024.
Staff is investigating the possibility of a rebuild or consignment option for the 2003 excavator.
ALTERNATIVES:
1. Operate with only one excavator at the Landfill. This is not suggested since MSW
landfilling operations are beginning down in the rain sheet area. Constant driving
between different operations when the excavator is needed would have to occur.
2. Wait to see what rebuild/consignment options there are.
FISCAL IMPACT:
Funds for this purchase will be coming from the Landfill Enterprise Fund - this request would
supplant the $500,000 available funds for the dump truck purchase in the current Landfill
Enterprise Fund FY2024 budget.
OTHER INFORMATION:
AGENDA ITEM #14.A.1.
Contract No. FY2024-10 Purchase Of A New Caterpillar 320 Hydraulic Excav...Page 23 of 121
277843-01
Page 1
July 26th, 2023
KODIAK ISLAND BOROUGH
710 MILL BAY RD
KODIAK, Alaska 99615-6340
Attention: JENA HASSINGER
RE: Quote 277843-01 - State of Alaska DOT NASPO Contract Discount
We would like to thank you for your interest in our company and our products, and are pleased to quote the following for your
consideration.
One (1) New Caterpillar Model: 320 Hydraulic Excavator with all standard equipment in addition to the additional specifications listed
below:
STOCK NUMBER: 22A0642 SERIAL NUMBER: 0MYK30376 YEAR: 2023 SMU: NEW
AGENDA ITEM #14.A.1.
Contract No. FY2024-10 Purchase Of A New Caterpillar 320 Hydraulic Excav...Page 24 of 121
277843-01
Page 2
STANDARD EQUIPMENT
POWERTRAIN
C4.4e twin turbo Tier 4 Final diesel engine Two-stage fuel filtration system with water separator and indicator
Electric fuel priming pump Sealed double element air filter with integrated pre-cleaner
Reversible electric cooling fans Biodiesel capable (up to B20)
UNDERCARRIAGE
Grease lubricated track link Tie down points on base frame
HYDRAULICS
Electronic main control valve Automatic two speed travel
Auto warm up Boom and stick drift reduction valve
Tandem type electronic main pump Element type main hydraulic filter
Boom and stick regeneration circuits
ELECTRICAL
Maintenance free battery After engine shut down programmable time delay LED working
lights
Centralized electrical disconnect switch One chassis mounted, one LH boom mounted
CAT product link
OPERATOR ENVIRONMENT
Sound suppressed ROPS cab with viscous mounts Dome and lower LED interior lights
Increased rear window size as emergency exit Coat hook, cup holder, console storage
Upper radial wiper for 70/30 Rear storage with net, and overhead storage with net
Automatic bi-level air conditioner Air suspension deluxe seat w/ headrest w/ 2 step seat heater,
console height adjustment w/o tools, arm rest height and angle
adjustment
Washable floor mat Tilt up left side console
2 x 12V DC outlet and USB port Openable polycarbonate hatch for 2P windshield
SAFETY AND SECURITY
RH hand rail and hand hold Ground level accessible secondary engine shutoff switch in cab
Service platform with anti-skid plate and countersunk bolts Signaling / warning horn
Hydraulic lock out lever neutralizes all controls
OTHER STANDARD EQUIPMENT
Side entry to service platform Ground level 2nd dipstick for engine oil
Grouped location for engine oil and fuel filters Sampling ports for scheduled oil sampling (S.O.S)
AGENDA ITEM #14.A.1.
Contract No. FY2024-10 Purchase Of A New Caterpillar 320 Hydraulic Excav...Page 25 of 121
277843-01
Page 3
MACHINE SPECIFICATIONS
CAT 320 623-2222
18'8'' REACH BOOM 577-5863
9'6'' REACH STICK 490-7673
31'' TRIPLE GROUSER TRACK SHOES 521-3306
SEGMENTED TRACK GUIDE GUARD 526-8766
COMBINED ADVANCED HYDRAULIC PKG 597-0797
VERTICAL SLIDER JOYSTICKS 528-6835
CAMERA, REAR & RH VIEW 593-7355
CAB LIGHTS 577-3853
BOOM LIGHTS PKG, LH & RH 579-5428
INTEGRATED RADIO 502-7166
GRADE W/2D ASSIST & PAYLOAD 516-0550
PRODUCT LINK, PLE643/PLE743 RADIO 594-9052
STANDARD BOTTOM GUARD 576-9411
STANDARD TRAVEL MOTOR GUARD 488-9287
ETHER STARTING AID 511-5861
CAT PIN GRABBER COUPLER 455-3910
36” SEVERE DUTY TOOTH BUCKET 552-8250
72'' CLEAN UP BUCKET WITH BOLT ON CUTTING EDGE 439-7308
HYDRAULIC THUMB 584-5100
NEW MACHINE PREP / INSTALL AUX HYD. AND ATTACHMENTS
5 YEAR / 2500 HOUR CAT PREMIER WARRANTY - TECHNICIAN TRAVEL TIME & MILEAGE NOT INCLUDED
FREIGHT FROM FACTORY, FOB KODIAK LANDFILL
1 PAPER SET OF PARTS AND SERVICE MANUALS
AGENDA ITEM #14.A.1.
Contract No. FY2024-10 Purchase Of A New Caterpillar 320 Hydraulic Excav...Page 26 of 121
277843-01
Page 4
NEW 2023 CAT 320 EXCAVATOR LIST PRICE $352,232.00
2023 AKDOT NASPO CONTRACT DISCOUNT – 15% OFF LIST PRICE -$52,834.00
SUBTOTAL $299,398.00
NON-CAT PRICE LIST ITEMS
FREIGHT FROM FACTORY - FOB KODIAK, AK LANDFILL $25,500.00
NEW MACHINE ASSEMBLY, PREP, AND ATTACHMENT INSTALL $11,200.00
1 PAPER SET PARTS AND SERVICE MANUALS $1,250.00
TOTAL $337,348.00
WARRANTY
Standard Warranty: 1 YEAR NEW CAT WARRANTY – TECHNICIAN TRAVEL TIME AND MILEAGE NOT INCLUDED
Extended Warranty: 5 YEAR / 2500 HOUR CAT PREMIER WARRANTY – TECHNICIAN TRAVEL TIME AND MILEAGE NOT
INCLUDED
F.O.B/TERMS: KODIAK, AK LANDFILL
Accepted by___________________________________ on ____________________
______________________________
Signature
We wish to thank you for the opportunity of quoting your equipment needs. This quotation is valid for 30 days, after which time we
reserve the right to re-quote. If there are any questions, please do not hesitate to contact me.
Sincerely,
Steven Fisher
Machine Sales Representative
Cell: 907-748-7540
SFisher@NCMachinery.com
AGENDA ITEM #14.A.1.
Contract No. FY2024-10 Purchase Of A New Caterpillar 320 Hydraulic Excav...Page 27 of 121
KODIAK ISLAND BOROUGH
STAFF REPORT
AUGUST 17, 2023
ASSEMBLY REGULAR MEETING
Kodiak Island Borough
SUBJECT: Contract No. FY2024-06 Agreement Between The Kodiak Island Borough and
International Brotherhood of Electrical Workers
ORIGINATOR: Aimee Williams, Borough Manager
RECOMMENDATION:
Move to authorize the Borough Manager to execute Contract No. FY2024-06 agreement
between the Kodiak Island Borough and International Brotherhood of Electrical Workers.
Move to convene into executive session to discuss matters involving negotiations with the IBEW
under the authority of KIBC 2.30.030(F)(1)(d) for the purpose of confidential communications
with, and providing direction to, the Borough's representative regarding negotiations with the
IBEW.
DISCUSSION:
During the months of March through August of 2023, the Borough Management Team met
with the IBEW negotiating team to discuss the terms of the IBEW contract. The new
terms and conditions were negotiated before agreement with IBEW representatives. The
term of this agreement is from August 6, 2023 to June 30, 2026.
Since this item was appropriately advertised and is listed on the agenda, the Assembly may
convene into executive session if it so pleases.
ALTERNATIVES:
FISCAL IMPACT:
OTHER INFORMATION:
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 28 of 121
KIB-IBEWCBA Negotiations 2023
Changes to be made throughout the document
Change Department Head to Department Director
Consistent use of Borough Manager instead of Manager
TA’d
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AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 29 of 121
K|B—lBEW CBA Negotiations 2023
1.2 MEMBERS OF BARGAINING UNIT
3/10/2023
The bargaining unit is comprised of the following positions:
Assessing
Appraiser Technician
Assessment Clerk l &ll
Property Appraiser
Property Appraiser Lead
Communiy Development
Assistant Planner
Associate Planner/ENF
Associate Planner/LRP
Drafting Technicianlmagger
Secretary I,II and Ill
Gls-Analyst
Code Enforcement Officer
Permit Technician
Engineering &Facilities
Prejeet-Manager
Maintenance Engineer
Baler Operator I &ll
Finance
Accounting Clerk
Accounting Technician/AP
Accounting Technician/Payroll
Cashier
General Accountant
Revenue Accountant
Secretary I,II and Ill
Accountant I
Manager’s Office
Resource Management Officer
Secretary I,II and Ill
Carpenter/Project Manager Information Technology
Maintenance Mechanic Ma?na
Projects Assistant IT Supervisor
Secretary I,ll,and Ill Operatiens—Superviser
Solid Waste Baler/Landfill Supervisor PC Technician I &ll
interpretive Specialist/Receptionist Pregrammer
Treatment Plant Operator Lead Programmer/Analyst
Treatment Plant Operator
Treatment Plant Operator Trainee Sy-stem-9perater—l—&—ll
Landfill Attendant Network Analyst
Laborer GIS Analyst
Excluded from the unit are elected officials,the Borough attorney,Borough_C|erk,
Deputy Clerk,Assistant Clerk,Records Manager,Engineering &Facilities Director,
Ewm Solid Waste ManagerlEnvironmenta|Specialist,
Maintenance Coordinator,Construction Inspector/Architect,Construction
TA’d
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AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 30 of 121
KIB-IBEWCBA Negotiations 2023 3/10/2023
Inspector/Engineer,Project Manager/Inspector,Community Development Director,
Human Resources Director,Human Resources Assistant,Human Resources
Officer/Executive Assistant,Administrative Assistant to the Manager,Grant
Writer/Special Projects Support,Assessor,Finance Director,Director of Information
Systems,"'-----‘~-
|A
TA'd
Date:7.‘"0’201}IBEW
Time:/Oifjz Am KH3
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 31 of 121
KIB-IBEW CBA Negotiations 2023
4.8 ENTRANCE WAGE RATE
The start pay rate for the applicable job classification will be the minimum rate of pay for
new employees.The department head,subject to manager approval,may place a new
employee above the start rate,when such placement is a result of the new employee's
directly applicable work experience and credentials.Assembly approval is required for
v any placement above Step 9 D.
TA’d
Date:3 ~l0 *2°13 lBEW
Time:3 '-l’-l @m_KIB
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 32 of 121
IBEW Counter Proposal #1,Section 4.9 March 10,2023
4.9 STEP INCREASES
All new regular employees after serving a six-month probationary period of overall
satisfactory performance,as indicated on the
Ewmw performance evaluation,shall receive a step increase.
Each employee is eligible,if overall performance is satisfactory,for an annual step
increase on each anniversary date when 75%or more of
the work hours stated in the employee’s employment agreement have been
accumulated.Step increases occur in the manner above in accordance with the
respective wage schedule for each position as set forth in Appendix A.
In the event the department head determines by the evaluation that an employee has not
satisfactorily performed the job,the department head may suspend the employee's step
increase for a period of time during which certain specific improvements must be made.
Notice of such step increase deferral and the reasons for it shall be given to the employee
in writing with a copy to the Borough Manager.When the department head has
determined that the employee has achieved satisfactory improvement,the suspended
step increase may be approved at any time during the extended period.The suspended
step increase will not be retroactive to the employee's anniversary date.When an
employee has received a deferred step increase,he/she will be eligible for future annual
increases one calendar year from the date of his/her last step increase,provided that
during each such calendar year,75%or more of the work hours stated in the
emgloyee’s emgloyment agreement have been accumulated..
TA’d
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IBEW ate 3-10-2023 K Date us ‘Z91
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 33 of 121
IBEW Package Proposal #4,Section 4.10 May I5,2023
4.10 LONGEVITY PAY
A regular full-timeemployee shall receive an additional monetary benefit based on the
length of employment with the Borough.Any break in employment longer than thirty (30)
calendar days will advance the eligibility date by the number of days in excess of 30.
Time served as a temporary employee shall not be included.
The following amounts shall be granted employees employed after July 7,1983 in
addition to their current pay rate excluding overtime.
A.Ten (10)years of total service.an additional five (5)percent of dollar value of
employee's current pay rate.
B.Fifteen (15)years of total service,an additional five (5)percent of dollar value of
employees current pay rate.
The following amounts shall be granted employeesemployed after October 1,1994:
;A_.Ten (10)years of total servicean additional two percent (2%)of dollar valu§of
emgloyee’s currentpagepay rate.
Q.Fifteen (15)years of total service —flve+5)\in addition to the 10-year Increase,an
additionalthree percent (gm of dollar value of employee's current base-_pay rate.
C.Twent 20 ears of total servlce —in addi on to the 15-ar incr
additional five percent (5%)of dollar valueof employee's current base pay rate.
Date 7-l7-1023 KlB Datei'i 3|/Ur?)
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 34 of 121
KIB-IBEWCBA Negotiations 2023 3/24/2023
4.12 TEMPORARY ASSIGNMENTS
At the discretion of the Manager,an employee may be temporarily assigned to some,or
all of the duties of another gosition e
If the temporam assignment
lasts for Ionqer than thirty (30)days.the Employer will notify the Union in writin .The
tem ora hi her rate of pay shall be at Step A of the salary range
provided that if the reassigned
employee's pay rate is already higher than or at the same rate as Step A of the position
to be filled temporarily,the reassigned employee shall be paid at the next higher step
(that is,2.5%)above his/her rate of pay at the time the reassignment commenced.?g
employee shall be compensated at the higher rate of pay if this re—assignment is made
for:
1.More than six (6)
_
eenseeutive wer-king of the a temporarily absent
employees regulam scheduled consecutive working dag werkeel;or
2.Ten (10)cumulative days worked within a thirty (30)calendar-day time frame;
or
3.More than six (6_consecutive days worked In
the case of a vacancy.
Temporary assignments will not be utilized to avoid filling a vacancy or newly
created position.Temporary assignments are for short-term periods,not to exceed
six (6)months.
In the case where a bargaining unit employee is temporarily assigned to a non-
bargaining unit position,the employee will still be considered a non-exempt
employee and shall be paid for any applicable overtime at the higher rate of pay
while in that position.
If an employee is assigned to work in a higher bargaining unit or non—bargaining unit
classification for a period of more than thirty (30)calendar days,the employee will
be compensated at the higher rate for holidays and annual leave taken while in the
higher classification.
TA’d
Date:3 '24"7°23
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AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 35 of 121
IBEW Counter Proposal #1,Section 4.13 March 23,2023
/x 4.13 EMPLOYEE TRANSFERS
1 ln keeping with Borough policy to —_within the ranks of Borough employees,
applications from bargaining unit Borough regular employees will be received during the
five (5)day in-house position posting and qualified candidates will be interviewed.The
Employer may elect to offer the position to a bargaining unit regular employee if they are
qualified or ifthe bargaining unit regular employee could be qualified with minimal training
or experience in a reasonable amount of time.Such bargaining unit regular employee
may be awarded the position for a si*ty—{60)ninety (90)day trial period.The Employer
may,where appropriate,extend the si*ty—é69-)ninety (90)day trial period.The
supervisor shall prepare a written performance evaluation on day eighty (80)of the
evaluation period and will review this evaluation with the employee before day
ninety (90).lfthe employee,after receiving training,is unable to satisfactorily perform in
the new position,the employee may return to the previously held position without loss of
seniority,and with no recourse to the grievance/arbitration procedure.The employee may
opt to return to the former position within the eixty—(-69)ninety (90)day trial period by
notifying hislher supervisor in writing.In this event,the rate of pay and anniversary
I date shall return to be the same as before the transfer.
When an employee transfers from one position to another having a lower pay range,the
rate of pay shall remain the same unless it exceeds the maximum step in the new range.
If the current rate of pay exceeds the maximum step in the new range,the rate of pay will
be the maximum step in the new range.If the emp|oyee‘s current rate of pay falls within
the range of the lower pay range,the pay shall remain the same and will be placed on
the proper step of the new lower pay range.
mw
When an employee is transferred from one position to another havin a hi her a ran e
the employees rate of pay shall remain the same
shall be the minimum step in the new range,whichever is greater.
/3
mad 413%{M 4:3112,,,
IBEW Date 3434013 Kl Date Agglqot?
l
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 36 of 121
IBEW Counter Proposal #3,Section 4.15 March 24,2023
4.15 EVALUATION
The Borough,IBEW and employees endorse written evaluation of all employees by
supervisors for the purpose of evaluating the employee's strengths and weaknesses in
theirjob performance.The written evaluation shal_______.....;.
form,found in Appendix B.The overall rating on the form shall be determined by the
rater as the best judgment of the overall performance of the individual.anum
Each employee shall be evaluated at least once per year a minimum of thirty (30)days
prior to their anniversary date unless a delay is reguested and mutually agreed upon,
in consultation with the em lo ee and in writin between the Union and Em lo er
ahead of time.If an emp|oyee’s evaluation is not timely prepared,I not delayledby
mutual agreement,the emp|oyee’s performance shall be considered satisfactory.
in the event an employee receives an unsatisfactory rating in any category of their
evaluation,a personal conference will be held with the employee by the appropriate
supervisor,mwmm to discuss the reason(s)for the unsatisfactogy
rating and potential improvements.A written plan of improvement shall be implemented addressing the specific
areas that resulted in the unsatisfactory evaluation.Detailed written records of all such
conferences will be maintained.The supervisor shall re-evaluate the employee in writing
when the improvements have been made but in no event later than sixty (60)calendar
days following the unsatisfactory rating.Awp
TA’d 255‘f"""\'
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IBE Date 3-Z‘!-Z023 KIB gmnate4.1:1
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 37 of 121
IBEW Counter Proposal#2,Section 4.16 May 8,2023
4.16 PROMOTION
Allother things being equal,it shall be the policy of the Kodiak Island Borough to promote
from within the ranks of the Borough employees who meet the prescribed minimum
qualifications for the position as determined by the Borough.Open positions for
promotional consideration shall be posted in the manner as referenced in Section 4.3.At
the end of five (5)working bgslngsg days,the department head may select a
candidate(s),if two applicants are equally qualified,the Borough willselect the most
senior.When an employee is promoted from one position to another having a higher pay
range,the employee shall receive an increase of one pay step (2-%%)l2.§°(;),or the
minimum rate of the higher pay range,whichever is greater.if the employee’s current rate
of pay falls withinthe range of the higher pay range.the pay shall be adjusted to the next
higher pay step in the new position’s range in order to be equal to a one step Increase
above the current pay rate.The employees anniversary date shall change to the effective
date of promotion.Thegmployge shallreceive a one-step pay increaseafter Qmplgting
ix 6 f v 'cto rformance.
Any employee who is promoted shall be given a reasonable period,not to exceed ninety
(90)calendar days,to become acquainted with the job and to demonstrate ability to fill
rlly.Th 3 isor h ll re wrl ten r ance v lu tlon
-.on 2-.0 ofthevllnelod lllr I ,mmum if during the evaluation period
the employee demonstrates unsatisfactory ability for the Job,the employee shall be
returned to the employee's former job without loss of seniority and with no recourseto the
grievance/arbitration procedure.The employee may opt to return to the former position
within the ninety (90)calendar days.
TA‘d
use Date 7474033 Kroc/£liiArL\)~iLM1'M°l'DaleI1JMLL3
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 38 of 121
IBEW Counter Proposal #1 March 23,2023
6.4 ON-CALL TIME
/\
Hourly employees who are required to be on-call shall receive one hundred seventy-five
dollars $175 a week compensation for carrying and monitoring a l9eeper—ereell—phene
I electronic device.In the event that an hourly employee is called in
to work to respond to a beeper call-out,the employee will receive time and one—half(1-
1/2)compensation for any and all hours worked over 8 in a day and over 40 in a week.
/'\.
/\
TA>d 435°?lvvIBET/)2gate3'23 '23 Date
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 39 of 121
KIB-IBEWCBA Negotiations 2023 3/23/2023
6.8 FLEXIBLE SCHEDULING OF WORK HOURS
Supervisors are permitted to put their employees on flexible schedules so long as
neither service to the public nor normal office hours are reduced,and so long as the
employees volunteer in writing for flexible scheduling.Flexible scheduling is intended as
an employee benefit;therefore,only employees who volunteer in writing to his or her
supervisor for the flexible hours should be scheduled that way.Hours or work scheduled
outside the standard work week are to be avoided.
Flextime is the scheduling of an employee to work eight (8)hours a day between the
hours of 7:00 a.m.and 6:00 p.m.Flextime must be approved by the employee's
supervisor and the Manager or his/her designee.Approval of flexible scheduling prior to
7:00 a.m.or after 6:00 p.m.will be granted only under extenuating circumstances and
must be mutually acceptable to the Employer and the Union.The flexible scheduling
agreement shall be reviewed on an annual basis.If the employee transfers to
another department while the agreement is in effect,the agreement '
.-:-:'-.-:.“:,="."._.'”._"-3".--:--!-:.-----I -.:shall
remain in place,contingent upon mutual agreement between the employee and
the Director of the incoming emp|oyee’s new department.Any change to the
?exible scheduling agreement shall be mutually agreed to between the employee
and the Department Director,and the Borough Manager or hislher designee.
Z?“I""‘
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AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 40 of 121
AGENDA ITEM #14.A.2.Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 41 of 121
IBEW Counter Proposal #1,Section 8.1 March 24,2023
8.1 ANNUAL LEAVE ENTITLEMENT (ON A CALENDAR YEAR BASIS}
Leave with pay shall accrue to all full-time regular employees at the following rates based
upon 26 annual pay periods of 80 hours per pay period.
Length of Service Annual Total
0 through 2 years 18 days
Over 2 years but 21 days
less than 5 years
Over 5 years but 24 days
less than 8 years
Over 8 years but 27 days
less than 10 years
10 years and over 30 days
For regular part—time employees working less than 30 hours a week and regular full-time
employees working 30+hours but less than 40 hours a week,annual leave accrual will
be pro-rated based upon n the scheduled hours
described in the emQloyee’s employment agreement.
TA,d ,2:47 pm 2:41PM.
Date 3—z1,L-2o23 gig
!QDatc:é}/
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 42 of 121
AGENDA ITEM #14.A.2.Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 43 of 121
AGENDA ITEM #14.A.2.Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 44 of 121
IBEW Proposal,Section 8.3 March 9,2023
8.3 CASH-IN OF ANNUAL LEAVE
An employee upon written request shall be permitted to cash in up to 80 hours of his/her
annual leave in excess of 80 hours.Such cash out shall be permitted once in a calendar
year.In the case of a serious event,an employee may cash out any accrued annual leave
in excess of 80 hours.Any cash-in of annual leave must be approved by the Borough
Manager.Examples of events may be,but are not limited to,replacement or repairs to
home systems such as roofs,heaters,foundation,plumbing and other systems;damage
to,or repair of automobiles;illness or injury to the employee or immediate family member
per FMLA;other unexpected events.Employee is aware that justification to the Borough
Manager regarding the serious event may be required.
TA’d 3:57 (M
IBE,Date 3-‘i-Z013 K ate 3 2oz
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 45 of 121
AGENDA ITEM #14.A.2.Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 46 of 121
IBEW Package Proposal #4,Section 8.7 May [5,2023
8.7 SICK LEAVE
Each fu|l~time regular employee shall accrue sick leave from the date of employment at
the rate of fifteen (15)days per calendar year pro-rated by 26 pay periods of 80 hours
each regardless of length of service.For regular part-time employees worklng less than
30 hours a week and regular full-time employees working 30 +hours but less than 40
hours a week.sick leave accrual willbe pro~rated based upon regularly-scheduled-hears
B the gchedgled nggrg descrliggg in the emp|oyee’s emplgymont
agreemgng.
Sick leave is available for use by the employee or if the employee's dependent child (as
found in the “Definitions"portion of Section 8.8 Family/Medical Leave)or spouse is sick
and requires the physical presence of the employee in the Interest of family welfare.
Employees not able to work due to Illness shall notify their supervisor wlthin—tvve-hears
as soon as practical,but not later than the—theirscheduled reporting time.
When sick leave exceeds three (3)consecutive workdays,a statement from a licensed
health care practitioner may be required to substantiate the leave taken.if sick leave is
not sufficient to cover an absence due to illness,leave shall be charged to annual leave,
then to leave without pay‘
Accrued sick leave may be used during the probationary period.Excess annual leave
(over sevent-y?ve?y (>15-)(_6g_)worklng daysltweive (12)work weeks)will automatically
be transferred into the sick leave account at the end of every calendar year.
No cash payment willbe made to an employee for unused sick leave when the employee
terminates from Borough Service.
TA‘Ll
1313 ate 7-l7-7202}Date 1''3'W-7-3
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 47 of 121
KIB-IBEWCBA Negotiations 2023 3/23/2023
8.8 FAMILYIMEDICALLEAVE
An employee is entitled to the provisions of the Federal Family and Medical Leave Act
and the state law provisions of AS 39.20.500—550,as they may be amended from time
to time,and the following paragraphs shall apply unless in conflict with those provisions
of law.In compliance with the state and Federal Family and Medical Leave acts
(including any amendments)family leave (sick leave)may be utilized by eligible
employees for a serious health condition of the employee,their child,spouse or parent.
Up to twenty-four (24)weeks in any twenty-four (24)month period may be utilized for
this purpose,with a maximum of eighteen (18)weeks allowed in any twelve (12)month
period (i.e.,an employee who opts to take eighteen (18)weeks in the first twelve (12)
months would then have six (6)weeks remaining to take in the following twelve (12)
months).
The Family and Medical Leave Acts allow for family leave to be utilized by eligible
employees for pregnancy and birth of a child of the employee,or the placement of a
child,other than the employees stepchild,with the employee for adoption.The right to
take leave for this reason expires on the date one year after the birth or placement of
the child.Up to eighteen (18)weeks within a twelve (12)month period may be taken for
this purpose.The twelve (12)month period will be calculated from the day the employee
first utilizes family/medical leave.
Eligibility —Employees are eligible to use family leave for the purposes outlined above
if they have been employed at least thirty-five (35)hours a week for six (6)consecutive
months or seventeen and one-half (17.5)hours a week for twelve (12)consecutive
months immediately preceding the leave (Alaska Statute 39.20.500.b)
The following parental leave policy applies to those employees having worked ten (10)
months preceding parental leave:
Parental Leave:An employee who has been employed for not less than ten
(10)consecutive months is entitled to take a total of six (6)months leave of
absence immediately preceding and following the childbirth or adoption.
The employee requesting parental leave may receive cash payment in lieu of up
to ten (10)days accumulated annual leave.A request for this payment must be
made at least thirty (30)calendar days in advance.The employee who desires to
resume employment following parental leave shall submit a request for leave at
least thirty (30)calendar days prior to any parental leave,unless extenuating
medical circumstances prevent such notice.The employee shall be reinstated
with no loss of time in service.
All family/medical leave will first be charged to sick leave,then to annual leave and then
to leave without pay.Employees may cheese e notify the designated Human
2143 PixTA’d
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Time:‘V.3'13Foo KIB
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 48 of 121
KIB-IBEWCBA Negotiations 2023 3/23/2023
Resources representative if they choose to retain a balance of five (5)days paid
leave before switching to leave without pay.Leave without pay provisions as outlined in
this document willapply.
Employee Notice —If the necessity for leave is foreseeable based on an expected birth
or adoption or planned medical treatment or supervision,the employee shall provide the
Borough with at least thirty (30)calendar days‘notice prior to the expected need for
leave wherever possible.Where thirty (30)calendar days’notice is not possible,the
employee is required to provide such notice as is practicable.The employee shall also
make a reasonable effort to schedule treatment or supervision so as not to disrupt
unduly the operations of the Borough,subject to the approval of the employees health
care provider.
Group Health Coverage —During the time that an employee is on leave under the Act,
the Borough will maintain coverage under the group health plan at the level and under
the conditions that coverage would have been provided if the employee had been
employed continuously from the date the leave began to the date the employee returns
from leave.Employees who pay premiums for health insurance coverage by paycheck
deduction will still be responsible for those premiums while on leave without pay.The
Borough’s obligation to maintain health insurance coverage will cease if an emp|oyee’s
premium is thirty (30)calendar days late.The Borough may recover the costs for
maintaining health insurance coverage for an employee on unpaid leave if the employee
fails to return from the entitled leave period for a reason other than the recurrence or
continuation of a serious health condition or other circumstances beyond the control of
the employee.
Certification —The Family/Medical Leave Act contains a provision allowing employers
to verify the existence of a “serious health condition”before granting an emp|oyee’s
leave request.Employees requesting leave because of a serious health condition may
be required to produce a “certi?cation”from the treating licensed health care provider of
the patient.The Borough may also,at its own expense,require a second opinion to
ascertain the validity of the certification provided by the treating licensed health care
provider.
Return to Work —The Borough at its discretion may require a certificate from an
attending physician that the employee who has taken family medical leave is able to
return to work.
Employee's Rights Upon Return From Leave —Unless the Borough's business
circumstances have changed to make it impossible or unreasonable,when an
employee returns from leave mentioned above,the Borough shall restore the employee
to the position of employment held by the employee when the leave began;or to a
substantially similar position with substantially similar benefits,pay,and other terms and
conditions of employment.
:(3 ~
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Date:3-234023 IBEW
Time:13513 #1,...‘KIB
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 49 of 121
KlB—|BEW CBA Negotiations 2023 3/23/2023
'”"‘D;fiQi_tLo?-“parent”means a biological or adoptive parent,a parent-in-law,or
a stepparent.
“child”includes the employee’s biological,adopted,or foster child,
stepchild,or legal ward who is under 18 years of age,or 18 years
of age or older and incapable of self-care because of mental or
physical disability.
“serious health condition”means an illness,injury,impairment,
or physical or mental condition that involves inpatient care in a
hospital,hospice,or residential health care facility;or continuing
treatment or continuing supervision by a health care provider.
/"‘\
TA'd
Date:g'Z3'2"Z3 IB
Time:2*Ag;?4,.
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 50 of 121
KIB response IBEW Package Proposal #9,Section 8.9 May 15,2023
8.9 LEAVE-WITHOUT-PAY
Leave-without-pay,if approved by the Borough Manager,may be granted to an employee
not to exceed thirty (30)days per fiscal year.Leave withoutpay shall not be granted until
such time as all accrued annual leave has been exhausted.Annual and sick leave do not
accrue when the employee is in a leave-without-pay status
days.Employees who are in a leave-without-pay status longer than ten (10)consecutiv_e_
working days willalso not be eligible for holiday pay within the leave without pay period.
Under the Public Employees Retirement System (PERS),leave-without-pay exceeding
ten (10)working clays is not creditable service.Employees in leave-without-pay status
for more than ten (10)working days for a reason other than family/medical leave willbe
responsible for paying that portion of the health insurance premium for the leave taken
beyond ten (10)working days.Exempt employees in leave-without-pay status will not
have any reduction in pay for absences of less than a full day (eight hours)of leave-
without-pay in recognition of the fact that exempt employees are not eligible for overtime
pay.
TA’d
IBEW Date 7'l7-207-3 KIB/<lW1£\l\llxM»lll/4’6’Datel7WMLZ3
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 51 of 121
IBEW Counter Pmposal #2,Section 8.10 May 8,2023
8.10 TE TIONALLY FTB AN
|ll|.§,-i’;aF;”4hu?u-£4-f.;n.ij;’.inx '
TA’d
me om 7-l7—‘Loz'5 KIB Mm>ate|13U%3
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 52 of 121
IBEW Package Proposal #4,Section 8.1 I May 15,2023
8.11 HOLIDAY LEAVE
The following holidays shall be recognized by the Borough:
New Year's Day 15‘January
MartinLuther King's Birthday 3'”Monday in January
3"‘Monday in February
Seward’s Day Last Monday in March
Memorial Day Last MondayinMay
Jgggtggntn 19"‘June
Independence Day 45“July
Labor Day 15'Monday in September
Veteran's Day 11"‘November
Thanksgiving Day 4"‘Thursday in November
Thanksgiving Friday Day after Thanksgiving
Christmas Day 25"‘December
Employee's Birthday An employee's birthday shall be
observed on a workday mutually agreed
to by the employee and the Employer
three months prior or three months after
their actual birthday.Employees who ask
to celebrate their birthday holiday during
the month in which it fails will not be
unreasonably denied.
in addition to Borough recognized holidays,every day designated by public proclamation
by the President of the United States as a ggzmgnent legal
holiday shall also be observed as a holiday for Borough employees.(-Alaska-Day—was
-:::::-.-::-I;:..~e.:-.2--:..:.::::-42:::.Z--
Durlng negotiations Seward's Day remainedas a regognized holiday In
leg gf lndlgggggs Beagles’Day.in the event of a recognized holiday falling on Saturday,
the preceding Friday shall be observed.in the event of a recognized holiday falling on
Sunday,the following Monday shall be observed.All employees shall be excused from
work on recognized holidays and special holidays,except where the activities of the
TA’d
us ate 7"7'7-975 K1B./(-\vAuyiilulhwnate«'1 «TI/11,25
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 53 of 121
KIB counter to IBEW Counter Proposal #3,Section 8.12 May 15,2023
8.12 BEREAVEMENT LEAVE
the emp|y’s opin,acruedsick eaveornual leave maybe
used by an employee upon the death of a member of the employee's,their spouse’_s_er
immediate fami|y
....-3:‘.-~
Bereugh).immediate faily is defined as spouse,silings,son,daugher,parents,
stepparents,stepsiblings,stepchildren father-in-law,mother-in-law,brother-in—|aw,
sister-in-‘law,son—in—|avv,daughter—in-law,grandparents and grandchildren.Up—t<Hhree
lf the emp|ovee’s annual and sick leave are or become
exhausted.and the emplovee mav~—request desires to utilize leave without pay.the
em_ploy_eeshall request approval from the Borgugh Manager as described in Section 8.9,
for the purpose of bereavement.
,man;an.o
TA’d 3.’/’-//A-.3”‘,PM
IBEW Date 5-";~zo23 KI Date S21-s)2e>z3;
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 54 of 121
KIB Counter to IBEW Counter Proposal #3,Section 8.17 May 15,2023
8.17 SICK LEAVE BANK
All Kodiak island Borough regular employees are eligible to participate in a Sick Leave
Bank.The Sick Leave Bank shall be administered by the Manager.The Finance
Department shall maintain an accountinq of the Sick Leave Bank balance at all times.
This balance information will be available to any participant upon request.It is the
Manager's responsibility to approve or deny requests for Sick Leave Bank usage.
Requests to utilize the Sick Leave Bank will not be unreasonably denied.
Participation Rules:
1,'--e:-.-.-~-...-__...------5-,,
Donations usigg the Sick Leave Bank Donation form
(Appendix Btwillbe made to the Bank once a year in the month of January for any
V
employee wanting to participate in the Sick Leave Bank.The employee will be
responsible for submitting donation forms to p__a_yrollbetween January 1 and
January 31.
2.Each participant will donate one (1)day of laisrthertheir sick leave to the Bank in
Januaw of each year,until the Bank is built up to a maximum of three hundred
(300)days.
3.No more days will be added after the maximum amount of 300 days has been
reached until the Bank is depleted to two hundred my (250)days except for new
partigipants.In the case where the bank is depleted to less than two hundred fifty
(250)days,the Finance Department will notify participants and participants may
donate additional days upto a maximum donation of three (3)days.
4.In the event that the Bank becomes totally depleted (0 days)during the year.the
Finance Department will notify each participant of the Bank.Upon noti?cation,
participants will be required to donate a minimum of one (1)day up to a maximum
of three (3)additional days each year to if they wish to continue participation in the
Sick Leave Bank.Donations will be accepted for 20 workinq days from the written
notification to sick leave bank participants.
A participant will not be able to withdraw days from the Bank until all of1t1e_irown accrued
sick leave and annual leave have been depleted.The maximum number of Sick Leave
Bank days available to a member—participant shall be tvventy-two (22)days in any calendar
year.In the case of multiple requests,if there are not enough days in the Bank to cover
the requests in full,the available days will be split evenly between the requesting
employees.Employees withdrawing Sick Leave Bank days will not be required to replace
these days except as a regular contributing member of the Bank.Employees withdrawing
Sick Leave Bank days may voluntarily eentribate donate additional days to the Bank.
TA’d 3'.(o Pm
IBEW te 545-2013
3 Stop"
Date 5L52023;
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 55 of 121
KIB Counter to IBEW Counter Proposal #3,Section 8.17 May 15,2023
An employee withdrawing from padicipation in the Bank.or upon termination
9_f__employmentwith the Borough;will not be able to withdraw the eentrilauted _(_l_q_ri
days.
Sick leave days can only be withdrawn from the Bank for the participants serious illness
or injury.Normal pregnancy leave and parental leave not
associated with illness or disabi|ity
are not eligible for Sick Leave Bank requests.Requests for use of Bank days
will be fon/varded by the emp|oyee_-to the Manager using the Sick Leave Bank Withdrawal
Reguest form (Appendix B)and must be accompanied by a letter from the attending
physician.The approval of the request shall be subject to the attending physician’s
supportive statement.Approved requests will then be forwarded to payroll for processing.
The Kodiak Island Borough sick leave bank donation form shall be used as verification
of sick leave donated to the Sick Leave Bank.
Qualifications for participation in Sick Leave Bank:
A.Only regular ful|—_timeor part—timeemployees are eligible to participate in
the Sick Leave Bank.
B.Only participants of the Sick Leave Bank are eligible to use the Bank.
C.Employees who have completed their probationarLperiod are eligible to
donate one (1)day of their sick leave to the Bank at the end of their
Qrobationamperiod.Donation will be made within 30 days of the end of the
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AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 56 of 121
KIB Mediation Proposal,Section 12.1 July 14,2023
12.1 HEALTH AND WELFARE BENEFITS
12.1.1 The Borough agrees to participate in,and contribute to,the Alaska Electrical
Health and Welfare Trust Fund (AETF),for the purpose of providing certain health and
welfare bene?ts to eligible regular employees under Medical Plan 551,Dental Plan 601,
Vision Plan 701,Disability Plan 801,and Life and AD&D Plan 901.
Coverage begins on the first day of the first month a?er the employee’s
date—ef—hirefirst day of wor ..
2 .—::.7:2-.--:——:=—~—:-V-—~—=:————————_~For
example:An employee hired on or after June 1 will be covered me&n
beginning July 1.
If an employee separates employment on or before the 15”‘of the month,coverage
terminates at the end of that month.if the employee separates employment after the 15"‘
of the month,cGoverage terminates at the end of the month following the employees
date of separation ..&
in consideration of receipt of the transferred funds the Alaska Electrical Health and
Welfare Trust Fund and Union hereby agree to indemnify and hold harmless the Kodiak
Island Borough from any and all claims and actions of whatever nature or consequence
arising from the exemption of Bargaining Unit members from the Health Plan,including
any claims arising from no-coverage of eligible employees and qualified spouses or
dependents.
12.1.2 FUTURE INCREASES
The AETF will inform the Borough of any increase in premium amount by March 15 of
each year.Effective April 1,—?-945,ofeach calendar year the Borough shall change the
monthly medical contribution to the Alaska Electrical Health and Welfare Trust (rounded
to the next dollar)for each eligible employee by 90%of the annual premium increase as
provided by the Trust,with the employee paying ten percent (10%)ofthe annual premium
increase;not to exceed a 10%increase in the base contribution per annum.The AETF
shall advise the Borough of the pre-tax contribution amount that employee's shall
contribute per month to the Alaska Electrical Health and Welfare Trust through payroll
deduction.lf premium increases exceed ten percent (10%),the Union and the Borough
agree to meet and confer over shared cost alternatives.
12.1.3 CONTRIBUTIONS
The Borough agrees to make the appropriate contributions to the health and Welfare
Trust on or before the ?fteenth day of the month following the month in which the hours
were worked.The amount the employee contributes,if any,for Health and Welfare Trust
benefits will be split equally between the first two (2)pay periods in each month.
TA’d
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AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 57 of 121
KIB Mediation Proposal,Section 12.1
8)
b)
July 14,2023
Effective July 1 2023:
Coverage Total Premium KlB Pays Employee Pays
All Employees $2,352.00 §2 169.00 $183.00
The Borough shall provide,on a non-contributory basis,a group Life and
Accidental Death and Dismemberment insurance plan for each eligible,regular
employee.The program of benefits will be as described in a Master Contract
between the Borough and insurance carrier.
Eligible employee is defined as either:
1)a regular full-time employee,or
2)a regular part-time employee working at least twenty (20)hours per week.
Regular part-time employees who are eligible foram
eeverager-insurance coverage shall continue to pay a proportional share of the
premium.
An employee on an approved leave of absence may elect to pay the premium for
Borough-wide health insurance during this period,if allowed under the group
insurance contract.
The Borough also provides a non-contributory Accident Travel Insurance policy,
which provides $100,000 coverage to employees who are traveling on official
Borough business.
f)__The Borough will provide continuation of regular health insurance benefits for
employees who utilize family and medical leave and parental leave for a period not
to exceed the time limits outlined in the State and Federal Family and Medical
Leave Acts and the Borough parental leave policy.Ifthe employee pays a premium
for health coverage for dependents,they are still responsible for payment of their
portion of the premium while on leave.
Qg)The Borough shall provide a Life and Accidental Death and Dismemberment
insurance plan for each eligible,regular employee.
g)h)The Borough will provide shon and long-term disability
TA’d
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insurance program for each employee.
ate 7‘l7-$023 KIBL,&\.lM,kW atel7IMLL5
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 58 of 121
KIB-IBEW CBA Negotiations 2023
13.3 TIME SHEETS
Copies of the emp|oyee’s time sheets,within the past three-years,shall be made
available,upon request,by the employee or his/her designee.
TA’d
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Time:3‘.Ig{gb KIB
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 59 of 121
KIB-IBEW CBA Negotiations 2023 3/10/2023
13.5 MOVING EXPENSES FOR NEW EMPLOYEES
The Borough Manager may specify positions in high demand and short supply requiring
moving expenses for the purpose of accepting employment with the Borough,upon
approval of the Borough Assembly.Such positions may be reimbursed for actual and
necessary expenses under the following conditions:
a.
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Time:33-5'7 [E'‘'\
The employee must be appointed to a position for which the Borough Manager
certifies that such expenditure is necessary to recruit qualified employees.
The maximum reimbursable for an employee shall be determined at the time of
employment in accordance with current costs not to exceed the equivalent of one
months salary.
New employees who are assisted with their moving expenses shall be required
to sign the following Transportation Agreement found in Appendix B prior to
employment.The Transportation Agreement shall stipulate that the employee will
reimburse the Borough for all or part of such expenditures in the event he or she
voluntarily leaves Borough service,or is discharged for cause,within a period of
two (2)years according to the following schedule:
100%-Less than twelve (12)months
75%-Twelve (12)but less than eighteen (18)months
50%-Eighteen (18)but less than twenty-four (24)months
Any time that an employee spent in a Leave Without Pay status will be
added gm above timelines.
+0
New employees may not be given an advance against moving expenses without
prior written approval of the Borough Manager.
It is the responsibility of the appointing authority to see to it that prospective new
employees are aware of pertinent limitations of these regulations before a move
is made.
New employees shall be advised by the appointing authority of dollar limitations,
the need for itemized receipts or invoices,the meaning of the Transportation
Agreement,and other pertinent matters prior to their move.
IBEW
KlB
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 60 of 121
IBEW Counter Proposal #1,Section 13.7 March 10,2023
13.7 CLOTHING ALLOWANCE
Where special clothing or a uniform is required for the position because of exposure to
hazardous materials or compounds,a clothing reimbursement of Seven hundred dollars
($700)per year shall be allowed.The yearly amount to be paid shall be based on the
cost of the required clothing as determined on the clothing reimbursement form found in
Appendix B.All payments will be in accordance with current l.R.S.regulations.
~(Por-Ms)
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 61 of 121
/‘“\
KIB Counter Proposal #3,Section 13.14 April 3,2023
13.14 TRAVEL
The Borough will be responsible for purchasing lodging and transgortation for
emp|oyees who are traveling out of town on official business;will—be..-;==_:.A .3.
.,,.The Borough will
reimburse the emgloyee for local transportation such as ride services (Uber,Lyft,
taxi ublic trans ortation u on submission of a a ment re uest with a co of
receigts and the executed Travel Authorization.Employees will be paid a per diem for
meals equal to the amount listed in the current US Government Services Administration
(GSA)agency schedule.It should be noted that for non-contiguous states (Alaska and
Hawaii)the GSA uses the Department of Defense Rates.These rates can be found on
the Federal Government web site at http://www.gsa.gov.The federal government
regulations also specify that on the first and last day oftravel,per diem will be 75%of the
daily rate.When an employee is on official business beyond their normal work hours
E not requiring an overnight stay,per diem will be 75%of the daily rate.
All The Borough and its employees en—effieial—travelare expected to make every effort
to minimize the cost of travel.The Borough will not pay for first class air travel,gourmet
meals,alcoholic beverages,party expenses,plush hotel suites,etc.Before embarking on
any travel and prior to submitting travel-related cheek gayment requests fer—peH=ehase
orders,employees must submit a Travel Authorization Form (see sample form in
Appendix B —Forms Section).
_._-._
,..--.....-,--::-_|nthe
event that an accommodation is found to be unavailable epuninhabitable unsuitable
upon arrival,and payment cannot be made by the Borough,reimbursement may be
requested for hotel rooms with proper receipt submittal.An advance for per diem can be
requested no sooner than two weeks prior to travel.
TA’d ”\"5%“M
IBE ate LI'3 '2°23 FE ?’:l;'®m«=_
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AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 62 of 121
px
KIB-lBEWCBA Negotiations 2023 3/10/2023
19.4 NEGOTIATIONS PROCEDURE
a.
TA’d
Date:
Time:
Negotiations may be requested by either party prior to January 15”‘of the fiscal
year in which the contract may expire.
mm4s Meeting shall be held as necessary at times and
places agreed upon by the parties.
Requests for negotiations from the IBEW will be made directly to the Manager.
Requests for negotiations from the Borough representative shall be transmitted
through the Manager to the IBEW designated representative.Negotiations shall be
conducted between March 1 and May 30.It is mutually agreed that the
negotiations cannot be held prior to March 1 without the concurrence of both
parties.
After negotiations have been undertaken,this agreement will remain in full force
and effect so long as the parties continue to bargain together in good faith;
provided,however,that the agreement which results from such negotiations will
be effective as of the expiration date of this Agreement.
The negotiating meetings may be held in closed session upon mutual agreement
of both parties,but all final agreements shall be made at a public meeting of the
Assembly.The first meeting will be held in closed session.The ground rules will
be developed and signed-off prior to the beginning of formal negotiations.During
this first meeting the IBEW and the Borough Manager will designate team
members and spokespersons for the pending period of formal negotiations.Also,
at this time,each party will submit a listing (table of contents)of each item it
wishes to place in the new agreement.No item will be the proper subject for
negotiations unless contained in either list.
Negotiating Team:No more than seven (7)designated representatives of the
Borough Manager plus a spokesperson will meet with no more than seven (7)
representatives of the IBEW plus a spokesperson for purposes of negotiations.All
negotiations shall take place exclusively between the designated representatives
of the parties.
Consultants may be called upon by either party and utilized on the negotiation of
any matter being considered by the negotiation committee.The party employing
such consultants shall give notice of their intent to use such consultants in the
meeting prior to their use.Consultants shall present only factual information.
Costs and expenses resulting from the use of services of such consultant shall be
borne by the party engaging their services.
The Borough and IBEW agree to participate in “good faith”negotiations.
340-207.3 IBE
lo‘.t8 an-\KIB
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 63 of 121
Page 1
Contract #FY2020-18
AGREEMENT
BETWEEN
KODIAK ISLAND BOROUGH
AND
INTERNATIONAL
BROTHERHOOD OF
ELECTRICAL WORKERS
LOCAL UNION 1547
AFL-CIO
AGENDA ITEM #14.A.2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and I...Page 64 of 121
Page 2
January 1, 2020 through June 30, 2023
TABLE OF CONTENTS
ARTICLE 1: RECOGNITION ................................................................................................................................. 5
1.1 RECOGNITION ................................................................................................................................................. 5
1.2 MEMBERS OF BARGAINING UNIT ............................................................................................................... 5
ARTICLE 2: MANAGEMENT RIGHTS ................................................................................................................ 7
2.1 MANAGEMENT RIGHTS ................................................................................................................................ 7
2.2 SUBCONTRACTING AND CONSULTANTS ................................................................................................. 7
ARTICLE 3: DESIGNATION OF EMPLOYEES .................................................................................................. 7
3.1 DESIGNATION OF EMPLOYEES ................................................................................................................... 7
ARTICLE 4: HIRING AND ADVANCEMENT ..................................................................................................... 8
4.1 JOB VACANCIES ............................................................................................................................................. 8
4.2 TEMPORARY POSITIONS .............................................................................................................................. 8
4.3 JOB POSTING ................................................................................................................................................... 8
4.4 JOB ANNOUNCEMENTS AND PUBLICITY .................................................................................................. 8
4.5 QUALIFICATIONS FOR APPOINTMENT ...................................................................................................... 8
4.6 SELECTION PROCESS .................................................................................................................................... 9
4.7 JOB ORIENTATION ......................................................................................................................................... 9
4.8 ENTRANCE WAGE RATE ............................................................................................................................... 9
4.9 STEP INCREASES ............................................................................................................................................ 9
4.10 LONGEVITY PAY ........................................................................................................................................ 10
4.11 SHIFT DIFFERENTIAL ................................................................................................................................ 11
4.12 TEMPORARY ASSIGNMENTS ................................................................................................................... 11
4.13 EMPLOYEE TRANSFERS ............................................................................................................................ 12
4.14 PROBATIONARY PERIOD .......................................................................................................................... 12
4.15 EVALUATION .............................................................................................................................................. 12
4.16 PROMOTION ................................................................................................................................................ 13
4.17 DEMOTION ................................................................................................................................................... 14
ARTICLE 5: SEPARATIONS ................................................................................................................................ 14
5.1 RESIGNATIONS ............................................................................................................................................. 14
5.2 LAYOFFS ........................................................................................................................................................ 14
5.3 TERMINATION .............................................................................................................................................. 16
5.4 DISMISSAL NOTICE AND SEVERANCE PAY ........................................................................................... 16
ARTICLE 6: WORK SCHEDULE & OVERTIME ............................................................................................. 17
6.1 HOURS OF WORK .......................................................................................................................................... 17
6.2 OVERTIME...................................................................................................................................................... 17
6.3 TEN HOUR WORK DAY ................................................................................................................................ 18
6.4 ON-CALL TIME .............................................................................................................................................. 18
6.5 OFF DUTY/CALL OUT PAY .......................................................................................................................... 18
6.6 REST PERIODS ............................................................................................................................................... 18
6.7 STAGGERED LUNCH PERIODS ................................................................................................................... 19
6.8 FLEXIBLE SCHEDULING OF WORK HOURS ............................................................................................ 19
ARTICLE 7: COMPENSATION ............................................................................................................................ 19
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7.1 COMPENSATION ........................................................................................................................................... 19
ARTICLE 8: LEAVE ............................................................................................................................................... 19
8.1 ANNUAL LEAVE ENTITLEMENT (ON A CALENDAR YEAR BASIS) .................................................... 20
8.2 ANNUAL LEAVE – GENERAL ..................................................................................................................... 20
8.3 CASH-IN OF ANNUAL LEAVE ..................................................................................................................... 21
8.4 PAYMENT OF ANNUAL LEAVE UPON TERMINATION .......................................................................... 21
8.5 MANDATORY LEAVE .................................................................................................................................. 21
8.6 DONATION OF LEAVE ................................................................................................................................. 21
8.7 SICK LEAVE ................................................................................................................................................... 22
8.8 FAMILY/MEDICAL LEAVE .......................................................................................................................... 22
8.9 LEAVE-WITHOUT-PAY ................................................................................................................................ 24
8.10 EDUCATIONAL LEAVE-WITHOUT-PAY ................................................................................................. 25
8.11 HOLIDAY LEAVE ........................................................................................................................................ 25
8.12 BEREAVEMENT LEAVE ............................................................................................................................. 26
8.13 WORKERS’ COMPENSATION LEAVE ...................................................................................................... 26
8.14 COURT DUTY ............................................................................................................................................... 27
8.15 MILITARY LEAVE ....................................................................................................................................... 27
8.16 UNAUTHORIZED LEAVE ........................................................................................................................... 28
8.17 SICK LEAVE BANK ..................................................................................................................................... 28
ARTICLE 9: SENIORITY ...................................................................................................................................... 29
9.1 SENIORITY ..................................................................................................................................................... 29
ARTICLE 10: DISCIPLINE ................................................................................................................................... 30
10.1 DISCIPLINE .................................................................................................................................................. 30
ARTICLE 11: TRAINING ...................................................................................................................................... 31
11.1 NEW EQUIPMENT TECHNOLOGY OR PROCEDURES .......................................................................... 31
11.2 TUITION REFUNDS ..................................................................................................................................... 31
11.3 TUITION AGREEMENT ............................................................................................................................... 32
11.4 SPECIAL TRAINING .................................................................................................................................... 32
11.5 SPECIAL TRAINING AGREEMENT ........................................................................................................... 33
11.6 TRAINING ..................................................................................................................................................... 33
ARTICLE 12: BENEFITS ....................................................................................................................................... 33
12.1 HEALTH AND WELFARE BENEFITS ........................................................................................................ 34
12.2 RETIREMENT ............................................................................................................................................... 35
12.3 JOINT HEALTH CARE COMMITTEE ......................................................................................................... 36
ARTICLE 13: EMPLOYMENT PRACTICES ..................................................................................................... 36
13.1 PERSONNEL RECORDS .............................................................................................................................. 36
13.2 PAYROLL PROCEDURES ........................................................................................................................... 37
13.3 TIME SHEETS ............................................................................................................................................... 37
13.4 PAY CHECK ERRORS .................................................................................................................................. 38
13.5 MOVING EXPENSES FOR NEW EMPLOYEES ......................................................................................... 38
13.6 TRANSPORTATION AGREEMENT ........................................................................................................... 39
13.7 CLOTHING ALLOWANCE .......................................................................................................................... 39
13.8 BOROUGH VEHICLES ................................................................................................................................ 39
13.9 PRIVATE AUTOMOBILE USAGE .............................................................................................................. 40
13.10 GIFTS AND GRATUITIES ......................................................................................................................... 40
13.11 PROFESSIONAL ORGANIZATION DUES ............................................................................................... 40
13.12 EMPLOYMENT OF FAMILY MEMBERS ................................................................................................ 40
13.13 OTHER EMPLOYMENT ............................................................................................................................ 41
13.14 TRAVEL ...................................................................................................................................................... 41
13.15 STRANDED WHILE ON BOROUGH TRAVEL ........................................................................................ 42
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13.16 SAFETY ....................................................................................................................................................... 42
13.17 SAFETY COMMITTEE ............................................................................................................................... 42
13.18 PROHIBITION OF SMOKING ................................................................................................................... 43
13.19 DRUG-FREE WORKPLACE ...................................................................................................................... 43
13.20 POLITICAL ACTIVITIES ........................................................................................................................... 43
ARTICLE 14: NO STRIKE – NO LOCKOUT ..................................................................................................... 43
14.1 NO STRIKE, SLOWDOWNS, OR LOCKOUTS ........................................................................................... 43
ARTICLE 15: GRIEVANCE PROCEDURE ........................................................................................................ 43
15.1 GRIEVANCE PROCEDURE ......................................................................................................................... 43
ARTICLE 16: UNION REPRESENTATIVES ....................................................................................................... 45
16.1 UNION REPRESENTATIVES ...................................................................................................................... 45
16.2 SHOP STEWARD .......................................................................................................................................... 46
ARTICLE 17: UNION SECURITY ........................................................................................................................ 46
17.1 UNION SECURITY ....................................................................................................................................... 46
17.2 DUES DEDUCTION ...................................................................................................................................... 47
17.3 GOOD STANDING WITH UNION ............................................................................................................... 47
17.4 POSTING OF AGREEMENT ........................................................................................................................ 47
17.5 BULLETIN BOARDS .................................................................................................................................... 47
17.6 UNION ACTIVITIES ..................................................................................................................................... 47
ARTICLE 18: NON-DISCRIMINATION/EQUAL EMPLOYMENT OPPORTUNITY .................................. 48
18.1 NON-DISCRIMINATION/EQUAL EMPLOYMENT OPPORTUNITY ...................................................... 48
ARTICLE 19: GENERAL PROVISIONS ............................................................................................................. 48
19.1 EFFECT OF AGREEMENT ........................................................................................................................... 48
19.2 SUCCESSORS AND ASSIGNS .................................................................................................................... 48
19.3 PRODUCTIVITY ........................................................................................................................................... 48
19.4 NEGOTIATIONS PROCEDURE .................................................................................................................. 49
19.5 SCOPE OF AGREEMENT ............................................................................................................................. 50
19.6 NOTICES ....................................................................................................................................................... 50
19.7 COMPILATION OF AGREEMENT.............................................................................................................. 50
19.8 IMPASSE PROCEDURE ............................................................................................................................... 51
19.9 MEET AND CONFER ................................................................................................................................... 52
ARTICLE 20: TERM OF AGREEMENT ............................................................................................................. 52
20.1 TERM OF AGREEMENT .............................................................................................................................. 52
20.2 AMENDMENT OF AGREEMENT ............................................................................................................... 52
ARTICLE 21: LABOR-MANAGEMENT COMMITTEE ................................................................................... 52
APPENDIX A – CLASS TITLES AND PAY RANGES
SALARY SCHEDULES (2017, 2018, 2019)
AGENDA ITEM #14.A.2.
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PREAMBLE
This Agreement is made and entered into by and between Kodiak Island Borough
hereinafter referred to as the “Employer” or “Borough” and Local Union 1547 of the
International Brotherhood of Electrical Workers, AFL -CIO hereinafter referred to as
“Union” or “IBEW”. The purpose of this Agreement is to set forth the understanding
reached between the parties with respect to wages, hours of work, and other terms and
conditions of employment.
The Borough and the IBEW have a common and sympathetic interest in the Kodiak Island
Borough. Therefore a working system and harmonious relations are necessary to improve
the relationship between the Borough, the IBEW, and the public. Progress in service to
the Public demands a mutuality of confidence between the Borough and the IBEW. All
will benefit by the continuous peace and by adjusting any difference by rational, common
sense methods as outlined by the procedures set forth herein.
The following is agreed to in good faith by the parties and shall remain in effect until
changed as outlined herein or altered by future negotiations.
PURPOSE OF AGREEMENT
The purposes of this agreement are to set forth the negotiated wages, hours and other
terms and conditions of employment for IBEW represented employees, t o promote the
settlement of Union disagreements by conference, to provide for the resolution of
unsettled grievances by binding arbitration, to prevent strikes and lockouts and to
encourage a spirit of helpful cooperation between the Borough and its employees and the
Union to their mutual benefit and the benefit of the general public.
Article 1: RECOGNITION
1.1 RECOGNITION
The Employer recognizes the Union as the sole and exclusive representative for those
employees employed by the Employer as set forth in this Agreement.
1.2 MEMBERS OF BARGAINING UNIT
The bargaining unit is comprised of the following positions:
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Assessing
Appraiser Technician
Assessment Clerk I & II
Property Appraiser
Property Appraiser Lead
Community Development
Assistant Planner
Associate Planner/ENF
Associate Planner/LRP
Drafting Technician
Secretary I, II and III
GIS Analyst
Code Enforcement Officer
Engineering & Facilities
Project Manager
Maintenance Engineer
Baler Operator I & II
Carpenter/Project Manager
Maintenance Mechanic
Projects Assistant
Secretary I, II, and III
Solid Waste Baler/Landfill Supervisor
Interpretive Specialist/Receptionist
Treatment Plant Operator Lead
Treatment Plant Operator
Treatment Plant Operator Trainee
Landfill Attendant
Finance
Accounting Clerk
Accounting Technician/AP
Accounting Technician/Payroll
Cashier
General Accountant
Revenue Accountant
Secretary I, II and III
Manager’s Office
Resource Management Officer
Secretary I, II and III
Management Information Systems
IT Supervisor
Operations Supervisor
PC Technician I &II
Programmer
Programmer/Analyst
Senior Systems Analyst
System Operator I & II
The parties have omitted the Mental Health Center and Child Care Asst. program
positions from the table above due to the non-utilization of these positions at KIB. No
change to the scope of the bargaining unit work is intended by the deleti on of these
unused positions.
Excluded from the unit are elected officials, the Borough attorney, Borough Clerk, Deputy
Clerk, Assistant Clerk, Records Manager, Engineering & Facilities Director,
Environmental Engineer, Maintenance Coordinator, Construction Inspector/Architect,
Construction Inspector/Engineer, Project Manager/Inspector, Community Development
Director, Human Resources Director, Human Resources Assistant, Human Resources
Officer/Executive Assistant, Administrative Assistant to the Manager, Grant
Writer/Special Projects Support, Assessor, Finance Director, Director of Information
Systems, Mental Health Center (MHC) Director, MHC Clinical Program Director, MHC
Clinicians, MHC Operations Manager, MHC Community Support Program Director, MHC
Staff Assistant (CSP), Fire Chief, and Assistant Fire Chief.
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Article 2: MANAGEMENT RIGHTS
2.1 MANAGEMENT RIGHTS
Subject to the specific provisions of this Agreement, it is the right of the Borough to
determine the standards of service to be offered by its administration; determine the
standards of selection for employment, direct its employees in an efficient manner; take
reasonable disciplinary action for reasonable cause; maintain the efficiency of Borough
operations, determine the methods and means by which government operations are to
be conducted, to formulate reasonable work rules which are applied in a fair and
consistent manner; and to exercise control and discretion over its organization.
2.2 SUBCONTRACTING AND CONSULTANTS
The Union recognizes that the Borough has the right to contract, subcontract, or utilize
consultants. The right to contract, subcontract or the utilization of consultants sh all not be
used for the purpose of undermining the Union or to discrimina te against any of its
members. The Borough further agrees that it will not use personal services contracts to
replace employees when vacancies occur in positions filled by regular employees
covered by this Agreement.
Article 3: DESIGNATION OF EMPLOYEES
3.1 DESIGNATION OF EMPLOYEES
Regular Employee: A regular employee is an employee who has successfully
completed his/her probationary period in a position that is part of the regular complement
needed for performing Borough services as determined by the Borough Assembly.
Regular Full-Time Employee: A regular full-time employee is one who is employed to
work a regular schedule of established weekly hours. The minimum established weekly
hours shall be at least thirty (30) hours a week.
Regular Part-Time Employee: A regular part-time employee is one who is employed to
work a regular schedule with established weekly hours totaling less than thirty (30) hours
a week.
Temporary Employee: A temporary employee is one who is employed to augment the
workforce whenever the workload temporarily requires additional help, or in the event of
an emergency or unanticipated situation for a period not to exceed six (6) months.
Temporary employees shall not accrue fringe benefits under this agreement. If a
temporary employee is extended beyond six (6) months, he/she shall accrue sick leave,
vacation and seniority from the date of hire the same as a regular employee. Temporary
employees who work beyond six (6) consecutive calendar months will also become
eligible for holiday leave. Temporary employees shall not be employed for more than
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twelve (12) consecutive calendar months, unless an extension is mutually agreed upon
by both parties. In the event a temporary employee has been employed for more than 2
consecutive years, and works 20 hours or more each week, the employee shall receive
Health Insurance benefits in accordance with Article 12 Section 12.1, 12.2 and 12.3.
Article 4: HIRING AND ADVANCEMENT
4.1 JOB VACANCIES
Notices of position vacancies shall be publicized first to all regular Borough employees
for five (5) working days on the employee bulletin boards. The Union will be notified of the
vacancy during this five (5) day period. Notices of the vacancy will also be copied to each
department. If a qualified candidate is not selected from the in-house applicants at the
end of the five (5) days, the position will then be advertised outside for at least ten (10)
working days. The Union may provide referrals of applicants during this outside
advertising time period.
4.2 TEMPORARY POSITIONS
Temporary positions (positions lasting up to 6 months) may be advertised both in-house
and outside according to the above timelines, however, if immediate assistance is
needed, temporary positions can be filled immediately.
4.3 JOB POSTING
Any position covered by this Agreement which has been vacated or any position that has
been created shall be posted within the Borough. The posting shall state the details and
qualifications applicable to the position. Posting will be on Borough bulle tin boards for a
minimum of five (5) working days. Any regular employee may, within five (5) working
days from the date of job posting, present in writing to the personnel d epartment his/her
application. Such application will include all data required by the posting.
4.4 JOB ANNOUNCEMENTS AND PUBLICITY
In order to attract candidates for vacancies, the Borough Manager will issue job
announcements, which will be posted on the Borough bulletin boards and through the
media including but not limited to the local newspaper. Job announcements shall be clear
and readable. They shall include job title, salary range, job qualification requirements,
and examination information (including the time, place and manner of completing
applications and other pertinent information).
4.5 QUALIFICATIONS FOR APPOINTMENT
Employees shall meet the requirements for the respective positions as spelled out in the
job descriptions. The final determination of whether or not the applicant meets the
requirements of a respective position shall be made by the Manager or his designee. If
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two candidates are equally qualified for a position in the judgment of the supervisor,
seniority will prevail. Preference will be given first to Kodiak residents, then to Alaska
residents and then to outside applicants. No preference shall be given in the employment
of personnel to persons who are related to any employee of the Borough. The hiring of
any relatives of Assembly members and the Borough Manager is prohibited.
4.6 SELECTION PROCESS
The applicable supervisor assisted by the Human Resources Officer and a Shop Steward
will evaluate all in-house applications on a numerical basis on a form (drawn from the
position description) and provided by the personnel office. Based on this evaluation, when
two (2) or more candidates are selected for interviews, interviews will be conducted by
the supervisor with the Human Resources Officer and the Shop Steward in attendance.
The oral interview will be conducted with a numerical evaluation on a second form (drawn
from the position description) and provided by the personnel office. In addition, a written
examination or demonstration may be required if appropriate. Interviews of candidates
that are not current Borough employees shall meet all requirements of the position applied
for. However, the Shop Steward will not participate in interviews of candidates that are
not currently employed by the Kodiak Island Borough. Upon completion of all interviews,
the supervisor will make a final selection.
4.7 JOB ORIENTATION
The Kodiak Island Borough will provide job orientation to each new employee. The
content of the orientation shall be determined by the Manager. Any IBEW information
provided to the Manager will be included in the information pack et. A fifteen (15) minute
orientation may be provided by the IBEW Shop Steward after the Borough orientation is
completed. The time for this orientation will be coordinated with the Shop Steward’s
department head and the Human Resources Officer. Any Union follow-up questions and
discussion will be considered a union activity.
4.8 ENTRANCE WAGE RATE
The start pay rate for the applicable job classification will be the minimum rate of pay for
new employees. The department head, subject to manager approval, may place a new
employee above the start rate, when such placement is a result of the new employee’s
directly applicable work experience and credentials. Assembly approval is required for
any placement above Step C.
4.9 STEP INCREASES
All new regular employees after serving a six-month probationary period of overall
satisfactory performance, as indicated on the Kodiak Island Borough Performance
Evaluation Report form, shall receive a step increase.
Each employee is eligible, if overall performance is satisfactory, for an annual step
increase on each anniversary date when 1560 hours or more of work have been
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accumulated. Step increases occur in the manner above in accordance with the
respective wage schedule for each position as set forth in Appendix A.
In the event the department head determines by the evaluation that an employee has not
satisfactorily performed the job, the department head may suspend the employee’s step
increase for a period of time during which certain specific improvements must be mad e.
Notice of such step increase deferral and the reasons for it shall be given to the employee
in writing with a copy to the Borough Manager. When the department head has
determined that the employee has achieved satisfactory improvement, the suspended
step increase may be approved at any time during the extended period. The suspended
step increase will not be retroactive to the employee’s ann iversary date. When an
employee has received a deferred step increase, he/she will be eligible for future annual
increases one calendar year from the date of his/her last step increase, provided that
during each such calendar year, the employee has completed 1560 compensable hours
of service.
Special Merit Increases:
A Special Merit Increase (equivalent to one step) shall be granted to an employee for
outstanding performance, when justified in writing by the department head and subject to
the approval of the Borough Manager. This increase is in addition to normal step
increases and does not affect the anniversary date. Department heads may recommend
employees for special merit increases in recognition of:
A. Outstanding service
B. Special acts of accomplishment
C. Significant achievements in additional and job-related education or specialized
training (outside normal working hours and other than required by the Borough)
which enabled the individual to do his/her work more effectively and from which
the Borough tends to benefit.
4.10 LONGEVITY PAY
A regular full-time employee shall receive an additional monetary benefit based on the
length of employment with the Borough. Any break in employment longer than thirty (30)
calendar days will advance the eligibility date by the number of days in excess of 30.
Time served as a temporary employee shall not be included.
The following amounts shall be granted employees employed after July 7, 1983 in
addition to their current pay rate excluding overtime.
A. Ten (10) years of total service, an additional five (5) percent of dollar value of
employee’s current pay rate.
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B. Fifteen (15) years of total service, an additional five (5) percent of dollar value of
employee’s current pay rate.
The following amounts shall be granted employees employed after October 1, 1994:
A. Fifteen (15) years of total service – five (5) percent of dollar value of employee’s
current pay rate.
4.11 SHIFT DIFFERENTIAL
An employee who is assigned to a swing shift (defined as any eight (8) consecutive hours,
excluding lunch, beginning between 4:00 p.m. to midnight) shall receive four (4) percent
premium pay in addition to his/her regular salary for the period served on swing shift for
any day worked as a swing shift. An employee who is assigned to a graveyard shift
(defined as the hours from midnight until 8:00 a.m.) shall receive six (6) percent premium
pay in addition to his/her regular salary for the period served on graveyard shift for any
day worked as a graveyard shift.
If an employee is assigned to work a swing shift or graveyard shift on a regular basis,
then sick leave, holiday pay, and annual leave will be paid at the relevant differential
percentage. If an employee sporadically works a swing shift as well as normal shifts, then
sick leave and annual leave will be paid at the employee’s regular salary.
An employee shall not be required to begin any shift change without a minimum of an
eight (8) hour break between the end of their regular shift and the beginning of their new
shift. The employee shall be notified of this shift change at least twenty -four (24) hours
prior to the beginning of said shift or be paid the applicable overtime rate for all hours
worked on the first day of the new shift.
4.12 TEMPORARY ASSIGNMENTS
At the discretion of the Manager, an employee may be temporarily assigned to some or
all of the duties created by a bargaining unit or non-bargaining unit employee who is
temporarily absent from their position. The temporary higher rate of pay shall be at Step
A of the salary range of the temporarily-absent employee; provided that if the reassigned
employee’s pay rate is already higher than or at the same rate as Step A of the position
to be filled temporarily, the reassigned employee shall be paid at the next higher step
(that is, 2.5%) above his/her rate of pay at the time the reassignment commenced. If this
re-assignment is made for more than six (6) consecutive working days, or ten (10) days
within a thirty day time frame, the employee shall be compensated at the higher rate of
pay.
a. Temporary assignments will not be utilized to avoid filling a vacancy or newly
created position. Temporary assignments are for short-term periods, not to exceed
six (6) months.
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b. In the case where a bargaining unit employee is temporarily assigned to a non-
bargaining unit position, the employee will still be considered a non -exempt
employee and shall be paid for any appli cable overtime at the higher rate of pay
while in that position.
c. If an employee is assigned to work in a higher bargaining unit or non-bargaining
unit classification for a period of more than thirty (30) calendar days, the employee
will be compensated at the higher rate for holidays and annual leave taken while
in the higher classification.
4.13 EMPLOYEE TRANSFERS
In keeping with Borough policy to promote within the ranks of Borough employees,
applications from bargaining unit Borough employees will be received during the five (5)
day in-house position posting and qualified candidates will be interviewed. The Employer
may elect to offer the position to a bargaining unit employee if they are qualified or if the
bargaining unit employee could be qualified with minimal training or experience in a
reasonable amount of time. Such bargaining unit employee may be awarded the position
for a sixty (60) day trial period. The Employer may, where appropriate, extend the sixty
(60) day trial period. If the employee, after receiving training, is unable to satisfactorily
perform in the new position, the employee may return to the previously held position
without loss of seniority, and with no recourse to the grievance/arbitration procedure. The
employee may opt to return to the former position within the sixty (60) day trial period. In
this event, the rate of pay and anniversary date shall return to be the same as before the
transfer.
When an employee transfers from one position to another having a lower pay range, the
rate of pay shall remain the same unless it exceeds the maximum step in the new range.
If the current rate of pay exceeds the maximum step in the new range, the rate of pay will
be the maximum step in the new range. If the employee’s current rate of pay falls w ithin
the range of the lower pay range, the pay shall remain the same and will be placed on
the proper step of the new lower pay range. The employee’s anniversary date shall
change to the effective date of the transfer.
4.14 PROBATIONARY PERIOD
All new regular employees shall serve a six (6) month probationary period. Any employee
terminated under this provision shall have no recourse to the grievance procedure. All
benefits and seniority credits shall accrue during the probationary period. Time served
as a temporary employee shall count towards the probationary period if the employee is
subsequently hired into the same position as a regular employee, provided there has
been no break in service greater than 60 days.
4.15 EVALUATION
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The Borough, IBEW and employees endorse written evaluation of all employees by
supervisors for the purpose of evaluating the employee’s strengths and weaknesses in
their job performance. The written evaluation shall include a rating and comment on each
of the position duties described in the job description and the completion of the Kodiak
Island Borough Performance Evaluation Report. The overall rating on the form shall be
determined by the rater as the best judgment of the overall performance of the individual.
This rating is not a numerical average of the individual factors.
Each employee shall be evaluated at least once per year a minimum of thirty (30) days
prior to their anniversary date. If an employee’s evaluation is not timely prepared, the
employee’s performance shall be considered satisfactory.
In the event an employee receives an unsatisfactory rating in any category of their
evaluation, a personal conference will be held with the employee by appropriate
supervisor, in which his/her problems and suggestions for eliminating these problems are
discussed. A written plan of improvement shall be implemented addressing the specific
areas that resulted in the unsatisfactory evaluation. Detailed written records of all such
conferences will be maintained. The supervisor shall re-evaluate the employee in writing
when the improvements have been made but in no event later than sixty (60) calendar
days following the unsatisfactory rating. A supervisor who has given his/her notice of
termination of employment shall be required to provide current evaluations, prior to
termination, on all employees not evaluated within the last six (6) months.
4.16 PROMOTION
All other things being equal, it shall be the policy of the Kodiak Island Borough to promote
from within the ranks of the Borough employees who meet the prescribed minimum
qualifications for the position as determined by the Borough. Open positions for
promotional consideration shall be posted in the manner as referenced in Section 4.3. At
the end of five (5) working days, the department head may select a candidate(s). If two
applicants are equally qualified, the Borough will select the most senior. When an
employee is promoted from one position to another having a higher pay range, the
employee shall receive an increase of one pay step (2½%), or the minimum rate of the
higher pay range, whichever is greater. If the employee’s current rate of pay falls within
the range of the higher pay range, the pay shall be adjusted to the next higher pay step
in the new position’s range in order to be equal to a one step increase above the current
pay rate. The employee’s anniversary date shall change to the effective date of
promotion.
Any employee who is promoted shall be given a reasonable period, not to exceed ninety
(90) calendar days, to become acquainted with the job and to demonstrate ability to fill
the job satisfactorily. If during the evaluation period the employee demonstrates
unsatisfactory ability for the job, the employee shall be returned to the employee’s former
job without loss of seniority and with no recourse to the grievance/arbitration procedure.
The employee may opt to return to the former position within the ninety (90) calendar
days.
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4.17 DEMOTION
An employee may be demoted for any of the following reasons:
A. Inability to perform duties adequately.
B. Layoff because of lack of work or funds. When employees are laid off, they may
apply for any available position for which they are qualified.
When an employee is demoted from one position to another having a low er pay range,
the rate of pay shall remain the same unless it exceeds the maximum step in the new
range. If the current rate of pay exceeds the maximum step in the new range, the rate of
pay will be the maximum step in the new range. If the employee’s current rate of pay falls
within the range of the lower pay range, the pay shall remain the same and will be placed
on the proper step of the new lower pay range. The employee’s anniversary date shall
change to the effective date of the demotion.
A demoted employee shall receive a written performance evaluation after six (6) months
of service in the new position. No step increase will be available until the first anniversary
evaluation is completed for the new position.
Article 5: SEPARATIONS
5.1 RESIGNATIONS
To resign in good standing, an employee must give written notice to his/her department
head at least fourteen (14) calendar days before the termination date, except for those
positions that require a thirty (30) calendar day notice of termination. This requirement
may be waived by department heads when adequate provisions can be made in a shorter
period of time, or extenuating circumstances exist. The department head shall furnish a
copy of the resignation (recognized by the signature of the departme nt head) to the
Borough Manager’s Office, the employee for his records, and to the employee’s personnel
file. The resignation shall include the reason for leaving Borough service. Failure to
comply with the aforementioned requirements may be cause for rejection of rehire. Upon
approval of the appointing authority, an employee may withdraw his/her resignation prior
to the termination date so long as a commitment has not been made to fill the pos ition.
5.2 LAYOFFS
The Manager is authorized to lay off employees if:
A. The position has been abolished.
B. There are insufficient funds.
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C. There is not sufficient work available to warrant the continuation of employment.
If a layoff is pending, the Manager shall provide the employee a written notice indicating
layoff at least four (4) weeks in advance of the layoff.
If for any of the above reasons, an employee has a loss of employment with the Borough,
the Manager will make every effort to place the employee in another available job vacancy
within the Borough for which he/she is qualified.
Whenever possible, layoff will be accomplished through normal attrition. Further the
Borough may attempt to lessen the impact and extent of a layoff through transfers,
encouragement of unpaid leaves, early retirement or by any other means deemed
appropriate by the Manager and the Assembly. Should a layoff be determined necessary
by the Borough for any reason, the following procedure will apply:
When layoff occurs due to lack of work, such layoff shall be by job classification and the
least senior employee shall be subject to layoff. Such employee shall have the right to
displace another employee only in accordance with the following conditions:
A) The employee subject to layoff must have more seniority than the employee to be
displaced.
B) The employee subject to layoff must meet the qualifications set forth in the
classification job description.
C) The displaced employee must be the least senior employee in a job classif ication.
D) Any employee using this procedure must serve a probationary period. If the
employee is not performing satisfactorily in the position, he/she will be disciplined
according to the disciplinary procedure in this agreement. Annual leave may be
used during this probationary period. However, the probationary period will be
extended by the amount of annual leave taken.
KIB will notify the stewards of all bargaining unit vacancies for a period of one (1) year
after the former employee has been laid off, so that the stewards may contact the former
employees who were terminated from employment for other than cause or resignation in
order that they may apply for the position. KIB will notify the stewards in advance prior to
undertaking a recruitment as specified in Section 4.3 Job Posting. KIB will consider the
former employee in the same manner as current employees in Section 4.3, meaning the
laid-off employee’s original hire date with the Borough as a bargaining unit employee will
be utilized as a seniority date, if it becomes necessary, as referenced in Section 4.5
Qualifications for Appointment. If an employee is found qualified for a position not
previously held, the employee will be subject to a trial period as defined in Section 4.13
Employee Transfers.
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5.3 TERMINATION
The Manager is authorized to terminate employment of personnel for cause. Termination
here is defined as a termination of employment for reasons of unsatisfactory performance
of duties.
Following are reasons which constitute grounds for termination of an employee of the
Kodiak Island Borough. The samples provided are not to be interpreted as inclusive.
No regular employee will be terminated for any of the following basic reasons unless a
recent evaluation has pointed out the deficiency and reasonable time allowed, and
appropriate assistance provided to affect a remedy.
A. Incompetence
B. Unsatisfactory Performance of Duties
C. Unexcused Absenteeism
The following reasons are cause for immediate termination:
A. Substance Abuse on the Job
B. Dishonesty
C. Gross Disobedience
D. Abandonment of Duties
All notices of termination will be in writing, with proper notice to the individual and the
reasons for termination will be clearly stated.
This section does not apply to a probationary employee as described in Section 4.14, nor
does this section restrict or limit the authority of the Borough to terminate a probationary
employee.
5.4 DISMISSAL NOTICE AND SEVERANCE PAY
Employees subject to force reduction layoff or dismissed without prejudice shall be g iven
four (4) weeks’ notice and severance pay as follows:
1 - 5 years employment 10 working days
5 - 10 years employment 15 working days
10 - 20 years employment 20 working days
20 + years employment 25 working days
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Article 6: WORK SCHEDULE & OVERTIME
6.1 HOURS OF WORK
Regular working hours of Borough employees shall consist of a five (5) day week, eight
consecutive working hours a day, 40 hours a week. Normal working hours will be from
8:00 a.m. to 5:00 p.m. and will include one hour for lunch between the hours of 11:00 a.m.
and 2:00 p.m. The standard workweek shall consist of the period from Sunday to Saturday
(i.e. 12:01 a.m. Sunday to the following midnight Saturday). The standard workday shall
consist of the period from 12:01 a.m. to midnight. Different schedules to meet department
operating needs shall be established and altered by department heads with approval of
the Borough Manager. Temporary shifting of employees’ working hours to meet routine
needs shall be done as necessary and approved by the department head.
6.2 OVERTIME
Employees not serving in executive, administrative or professional positions, as defined
by the Fair Labor Standards Act (FLSA) and defined as exempt positions in the Kodiak
Island Borough code, are eligible to receive overtime compensation. Overtime
entitlements shall be earned in accordance with the FLSA unless otherwise provided in
the Agreement.
Overtime shall be scheduled as fairly and equally as practicable among employees,
based first on qualifications to perform work and secondly on seniority. All overtime must
be authorized by the applicable department head prior to its performance.
When an employee is assigned to eight (8) hour workdays, all authorized overtime shall
be compensated at one and one-half (1.5) times the employee’s applicable rate of pay
for all time worked in excess of eight (8) hours in a workday. Overtime will be calculated
on one-quarter (0.25) hour intervals. Any quarter of an hour (fifteen (15) minutes) or
portion thereof worked, should be reported on the time card as one-quarter (0.25) hour
and paid accordingly (e.g. fifteen (15) minutes is reported as one-quarter (0.25) hour and
sixteen (16) minutes is reported as one-half (0.5 hour).
When an employee is assigned to ten (10) hour workdays, all authorized overtime shall
be compensated at one and one-half (1.5) times the employee’s applicable rate of pay
for all time worked in excess of ten (10) hours in a workday.
All time worked in excess of forty (40) hours in a work week, shall be compensated at one
and one-half (1.5) times the employee’s applicable rate of pay.
The work week shall be considered to be the period from 12:01 a.m. Sunday to the
following midnight Saturday.
Overtime on Holidays: Overtime hours worked on a recognized Borough holiday shall
be paid at double time for all hours worked in addition to the regular holiday pay.
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Employees will be notified by their normal quitting time of the preceding day of any
scheduled overtime work.
6.3 TEN HOUR WORK DAY
By mutual agreement of the department head and the employee invol ved, a four (4) day
workweek may be established consisting of four (4) ten-hour shifts at the employee’s
straight time rate of pay. The employee may opt out of this work schedule by giving a
thirty (30) calendar days notice to the department head. This de cision may require all
employees involved to revert to a five (5) day workweek in order to properly staff the office
to deal with the public. All employees who are working a four (4) day workweek shall
revert to a five (5) day work week during any week requiring an eight hour day (i.e.
training) or in which a holiday listed in this Agreement is scheduled. However, an
employee may request, subject to approval of his/her supervisor, to take two (2 ) hours
annual leave for any scheduled eight-hour workday or holiday listed in this Agreement (to
balance out the remainder of the workday) and therefore remain on the four (4) day
workweek schedule, provided the business needs of the Borough and the public are met.
(e.g.)
Monday (training or holiday) 8 hrs + 2 hrs leave = 10 hrs
Tuesday 10 hrs Wednesday 10 hrs Thursday 10 hrs
6.4 ON-CALL TIME
Hourly employees who are required to be on-call shall receive one hundred seventy-five
dollars ($175) a week compensation for carrying and monitoring a beeper or cell phone.
In the event that an hourly employee is called in to work to respond to a beeper call, the
employee will receive time and one-half compensation for any and all hours worked over
8 in a day and over 40 in a week.
6.5 OFF DUTY/CALL OUT PAY
When an off duty employee is required to report for duty, the employee shall receive
overtime pay for all time worked portal to portal during such call out. Such employees
shall receive a minimum of one (1) hours pay or will be paid for actual time worked,
whichever is greater.
6.6 REST PERIODS
A fifteen (15) minute rest break shall be allowed mid-morning and mid-afternoon. Such
breaks must be staggered to keep all offices adequately staffed to deal with the public at
all times. Break schedules must be approved by the appropriate supervisor.
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When working other than the normal shift, a fifteen (15) minute rest period shall be
allowed during any work period of at least four (4) hours duration.
6.7 STAGGERED LUNCH PERIODS
Lunch hours may be staggered to meet the needs of service. Lunch schedules must be
approved by the appropriate supervisor and shall be between the hours of 11:00 a.m. and
2:00 p.m.
6.8 FLEXIBLE SCHEDULING OF WORK HOURS
Supervisors are permitted to put their employees on flexible schedules so long as neither
service to the public nor normal office hours are reduced, and so long as the employees
volunteer in writing for flexible scheduling. Flexible scheduling is intended as an employee
benefit; therefore, only employees who volunteer in writing to his or her supervisor for the
flexible hours should be scheduled that way. Hours or work scheduled outside the
standard work week are to be avoided.
Flextime is the scheduling of an employee to work eight (8) hours a day between the
hours of 7:00 a.m. and 6:00 p.m. Flextime must be approved by the employee’s
supervisor and the Manager or his/her designee. Approval of flexible scheduling prior to
7:00 a.m. or after 6:00 p.m. will be granted only under extenuating circumstances and
must be mutually acceptable to the Employer and the Union.
Article 7: COMPENSATION
7.1 COMPENSATION
Effective 1/1/2020 all Bargaining Unit employees shall receive a bonus check equal to
one point one (1.1%) of their gross wages for the previous calendar year. (Payable on
the first pay period after ratification by both parties).
Effective 1/1/2021 all Bargaining Unit employees shall receive a bonus check equal to
one point one (1.1%) of their gross wages for the previous calendar year.
Effective 1/1/2022 all Bargaining Unit employees shall receive a bonus check equal to
one point one (1.1%) of their gross wages for the previous calendar year.
Effective 1/1/2023 all Bargaining Unit employees shall receive a bonus check equal to
point five (0.5 %) of their gross wages for the previous calendar year.
Article 8: LEAVE
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8.1 ANNUAL LEAVE ENTITLEMENT (ON A CALENDAR YEAR BASIS)
Leave with pay shall accrue to all full-time regular employees at the following rates based
upon 26 annual pay periods of 80 hours per pay period.
Length of Service Annual Total
0 through 2 years 18 days
Over 2 years but 21 days
less than 5 years
Over 5 years but 24 days
less than 8 years
Over 8 years but 27 days
less than 10 years
10 years and over 30 days
For regular part-time employees working less than 30 hours a week and regular full-time
employees working 30+ hours but less than 40 hours a week, annual leave accrual will
be pro-rated based upon normally scheduled hours per pay period.
8.2 ANNUAL LEAVE – GENERAL
Annual leave may be used for vacations, personal business, and periods of illness. Leave
for periods of time not exceeding three (3) working days shall be scheduled at least 24
hours in advance. Vacation leave exceeding three (3) working days shall be requested at
least two (2) weeks in advance. Vacation leave will be charged to annual leave. If annual
leave is insufficient, leave will be charged to leave without pay if approved by the
Manager.
Supervisors are responsible for permitting employees to utilize all leave earned in any
calendar year. Supervisors and employees must schedule such leave usage in advance
so as not to unduly conflict with or severely restrict the normal work requirements of their
respective department. In the event two employees submit leave requests on the same
day and for the same period of time, the most senior employee will be granted his/her
leave request if both employees cannot be spared, unless unusual circumstances dictate
otherwise.
Probationary employees shall not be eligible to utilize annual leave during the
probationary period. Upon successful completion of the probationary period, the
employee will be credited with nine (9) days of accrued annual leave time. Employees
who do not complete the probationary period or who are not retained bey ond the
probationary period shall not be credited and paid for their accrued leave for their period
of employment. Employees who, for good and sufficient cause, must be absent during
the probationary period shall be considered in a leave without pay status if approved by
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the Manager. Any new employee hired between the first (1st) and the fifteenth (15th) days
of the month, inclusive, shall be considered to have worked the full month for leave
purposes, and any employee hired after the fifteenth (15 th) day of the month shall be
credited with leave for half a month.
Leave can be accrued from year to year with a maximum accrual limit of seventy-five (75)
working days. Leave continues to accrue during the period of time an employee is on paid
leave. A recognized holiday occurring during an employe e’s leave period shall not be
counted as a day of leave.
8.3 CASH-IN OF ANNUAL LEAVE
An employee upon written request shall be permitted to cash in up to 80 hours of his/her
annual leave in excess of 80 hours. Such cash out shall be permitted once in a calendar
year. In the case of a serious event, an employee may cash out any accrued annual leave
in excess of 80 hours. Any cash-in of annual leave must be approved by the Borough
Manager. Examples of events may be, but are not limited to, replacement or repairs to
home systems such as roofs, heaters, foundation, plumbing and other systems; damage
to, or repair of automobiles; illness or injury to the employee or immediate family member
per FMLA; other unexpected events. Employee is aware that justification to the Borough
Manager regarding the emergency may be required.
8.4 PAYMENT OF ANNUAL LEAVE UPON TERMINATION
Upon separation of a regular employee, accrued annual leave shall be compensated for
in a lump sum at the present earnings rate of the employee pursuant to AS 23.05.140(b),
as that provision may be amended from time to time.
NOTE: As of January 1, 2009 Alaska Statute 23.05.140(b) reads as follows: “…If the
employment is terminated by the employer, regardless of the cause for the termination,
payment is due within three working days after the termination. If the employment is
terminated by the employee, payment is due at the next regular pay day that is at least
three days after the employer received notice of the employee’s termination of services.
8.5 MANDATORY LEAVE
All employees must utilize a minimum of ten (10) days leave per annum. Excess annual
leave (over seventy-five (75) working days) will automatically be transferred into the sick
leave account at the end of the calendar year.
8.6 DONATION OF LEAVE
Employees may donate hours of annual leave to a fellow employee who has suffered, or
is suffering, a serious personal emergency or disaster such as lingering or terminal illness
of the employee, or of a member of the employee’s family, or the loss of home and
belongings due to fire or natural disaster. Leave donations must be requested in writing
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and be approved by the Borough Manager. Donations will reflect as a reduction in annual
leave hours to the Donor and an increase of the same number of annual leave hours to
the Donee.
8.7 SICK LEAVE
Each full-time regular employee shall accrue sick leave from the date of employment at
the rate of fifteen (15) days per calendar year pro-rated by 26 pay periods of 80 hours
each regardless of length of service. For regular part-time employees working less than
30 hours a week and regular full-time employees working 30 + hours but less than 40
hours a week, sick leave accrual will be pro-rated based upon regularly scheduled hours
per pay period.
Sick leave is available for use by the employee or if the employee’s dependent child (as
found in the “Definitions” portion of Section 8.8 Family/Medical Leave) or spouse is sick
and requires the physical presence of the employee in the interest of family welfare.
Employees not able to work due to illness shall notify their supervisor within two hours of
the scheduled reporting time. When sick leave exceeds three (3) consecutive work days,
a statement from a licensed health care practitioner may be required to substantiate the
leave taken. If sick leave is not sufficient to cover an absence due to illn ess, leave shall
be charged to annual leave, then to leave without pay.
Accrued sick leave may be used during the probationary period. Excess annual leave
(over seventy-five (75) working days) will automatically be transferred into the sick leave
account at the end of every calendar year.
No cash payment will be made to an employee for unused sick leave when the employee
terminates from Borough Service.
8.8 FAMILY/MEDICAL LEAVE
An employee is entitled to the provisions of the Federal Family and Medical Leave Act
and the state law provisions of AS 39.20.500-550, as they may be amended from time to
time, and the following paragraphs shall apply unless in conflict with those provisions of
law. In compliance with the state and Federal Family and Medical Leave acts (including
any amendments) family leave (sick leave) may be utilized by eligible employees for a
serious health condition of the employee, their child, spouse or parent. Up to twenty-four
(24) weeks in any twenty-four (24) month period may be utilized for this purpose, with a
maximum of eighteen (18) weeks allowed in any twelve (12) month period (i.e. an
employee who opts to take eighteen (18) weeks in the first twelve (12) months would then
have six (6) weeks remaining to take in the following twelve (12) months).
The Family and Medical Leave Acts allow for family leave to be utilized by eligible
employees for pregnancy and birth of a child of the employee, or the placement of a child,
other than the employee’s stepchild, with the employee for adoption. The right to take
leave for this reason expires on the date one year after the birth or placement of the child.
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Up to eighteen (18) weeks within a twelve (12) month period may be taken for this
purpose. The twelve (12) month period will be calculated from the day the employee first
utilizes family/medical leave.
Eligibility – Employees are eligible to use family leave for the purposes outlined above if
they have been employed at least thirty-five (35) hours a week for six (6) consecutive
months or seventeen and one-half (17.5) hours a week for twelve (12) consecutive
months immediately preceding the leave.
The following parental leave policy applies to those employees having worked ten (10)
months preceding parental leave:
Parental Leave: An employee who has been employed for not less than ten (10)
consecutive months is entitled to take a total of six (6) months leave of absence
immediately preceding and following the childbirth or adoption.
The employee requesting parental leave may receive cash payment in lieu of up
to ten (10) days accumulated annual leave. A request for this payment must be
made at least thirty (30) calendar days in advance. The employee who desires to
resume employment following parental leave shall submit a request for leave at
least thirty (30) calendar days prior to any parental leave, unless extenuating
medical circumstances prevent such notice. The employee shall be reinstated with
no loss of time in service.
All family/medical leave will first be charged to sick leave, then to annual leave and then
to leave without pay. Employees may choose to retain a balance of five (5) days paid
leave before switching to leave without pay. Leave without pay provisions as outlined in
this document will apply.
Employee Notice – If the necessity for leave is foreseeable based on an expected birth
or adoption or planned medical treatment or supervision, the employee shall provide the
Borough with at least thirty (30) calendar days notice prior to the expected need for leave
wherever possible. Where thirty (30) calendar days notice is not possible, the employee
is required to provide such notice as is practicable. The employee shall also make a
reasonable effort to schedule treatment or supervision so as not to disrupt unduly the
operations of the Borough, subject to the approval of the employee’s health care provider.
Group Health Coverage – During the time that an employee is on leave under the Act,
the Borough will maintain coverage under the group health plan at the level and under
the conditions that coverage would have been provided if the employee had been
employed continuously from the date the leave began to the date the employee returns
from leave. Employees who pay premiums for health insurance coverage by paycheck
deduction will still be responsible for those premiums while on leave without pay. The
Borough’s obligation to maintain health insurance coverage will cease if an employee’s
premium is thirty (30) calendar days late. The Borough may recover the costs for
maintaining health insurance coverage for an employee on unpaid leave if the employee
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fails to return from the entitled leave period for a reason other than the recurrence or
continuation of a serious health condition or other circumstances beyond the control of
the employee.
Certification – The Family/Medical Leave Act contains a provision allowing employers to
verify the existence of a “serious health condition” before granting an employee’s leave
request. Employees requesting leave because of a serious health condition may be
required to produce a “certification” from the treating licensed health care provider of the
patient. The Borough may also, at its own expense, require a second opinion to ascertain
the validity of the certification provided by the treating licensed health care provider.
Return to Work – The Borough at its discretion may require a certificate from an
attending physician that the employee who has taken family medical leave is able to return
to work.
Employee’s Rights Upon Return From Leave – Unless the Borough’s business
circumstances have changed to make it impossible or unreasonable, when an employee
returns from leave mentioned above, the Borough shall restore the employee to the
position of employment held by the employee when the leave began; or to a substantially
similar position with substantially similar benefits, pay, and other terms and conditions of
employment.
Definitions - “parent” means a biological or adoptive parent, a parent-in-law, or
a stepparent.
“child” includes the employee’s biological, adopted, or foster child,
stepchild, or legal ward who is under 18 years of age, or 18 years of
age or older and incapable of self-care because of mental or physical
disability.
“serious health condition” means an illness, injury, impairment, or
physical or mental condition that involves inpatient care in a hospital,
hospice, or residential health care facility; or continuing treatment or
continuing supervision by a health care provider.
8.9 LEAVE-WITHOUT-PAY
Leave-without-pay, if approved by the Borough Manager, may be granted to an employee
not to exceed thirty (30) days. Annual and sick leave do not accrue when the employee
is in a leave-without-pay status longer than ten (10) working days. Employees who are
in a leave-without-pay status longer than ten (10) working days will also not be eligible for
holiday pay. Under the Public Employees Retirement System (PERS), leave-without-pay
exceeding ten (10) working days is not creditable service. Employees in leave-without-
pay status for more than ten (10) working days for a reason other than family/medical
leave will be responsible for paying that portion of the health insurance premium for the
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leave taken beyond ten (10) working days. Exempt employees in leave-without-pay status
will not have any reduction in pay for absences of less than a full day (eight hours) of
leave-without-pay in recognition of the fact that exempt employees are not eligible for
overtime pay.
8.10 EDUCATIONAL LEAVE-WITHOUT-PAY
Educational leave-without-pay may be granted for educational purposes directly related
to employment with a specific benefit to the Kodiak Island Borough. Approval will be
contingent upon the work schedule allowing the time to be taken without a disruption to
Borough business. If approved by the Borough Manager, this leave may be granted to
an employee not to exceed one hundred and twenty (120) calendar days. Annual and
sick leave do not accrue when the employee is in an educational leave-without-pay status
longer than ten (10) working days. Employees who are in an educational leave-without-
pay status will not be eligible for holiday pay during the period they are on educational
leave-without-pay status.
8.11 HOLIDAY LEAVE
The following holidays shall be recognized by the Borough:
New Year’s Day 1st January
Martin Luther King’s Birthday 3rd Monday in January
Washington’s Birthday 3rd Monday in February
Seward’s Day Last Monday in March
Memorial Day Last Monday in May
Independence Day 4th July
Labor Day 1st Monday in September
Veteran’s Day 11th November
Thanksgiving Day 4th Thursday in November
Thanksgiving Friday Day after Thanksgiving
Christmas Day 25th December
Employee’s Birthday An employee’s birthday shall be
observed on a workday mutually agreed
to by the employee and the Employer
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three months prior or three months after
their actual birthday. Employees who ask
to celebrate their birthday holiday during
the month in which it falls will not be
unreasonably denied.
In addition to Borough recognized holidays, every day designated by public proclamation
by the President of the United States or the Governor of Alaska as a legal holiday shall
also be observed as a holiday for Borough employees. (Alaska Day was traded for
Thanksgiving Friday and Lincoln’s Birthday was traded for Employ ee’s Birthday by
negotiation.) In the event of a recognized holiday falling on Saturday, the preceding Friday
shall be observed. In the event of a recognized holiday falling on Sunday, the following
Monday shall be observed. All employees shall be excused from work on recognized
holidays and special holidays, except where the activities of the Borough require that
regular or emergency work be performed. In the event that holiday work is required, the
rate of pay for employees working on holidays shall be at double time for all hours w orked
in addition to the regular holiday pay.
A supervisor who has employees whose normal workweek is outside the workweek of
Monday through Friday has the right to change the holiday work schedule in order to meet
the needs of the public, with the approval of the department head.
8.12 BEREAVEMENT LEAVE
Accrued sick leave, or at the employee’s option, annual leave or leave without pay, not to
exceed five (5) days may be used by an employee upon the death of a member of the
employee’s, their spouse’s or same-sex domestic partner’s immediate family (provided
the State of Alaska’s Political Subdivision Health Plan Same-Sex Partner Affidavit is
completed and on record with the Borough). Immediate family is defined as spouse,
siblings, son, daughter, parents, stepparents, stepsiblings, father-in-law, mother-in-law,
brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandparents and
grandchildren. Up to three (3) additional days of sick leave, annual leave, or leave without
pay may be granted to accommodate required travel.
8.13 WORKERS’ COMPENSATION LEAVE
During periods of on-the-job injury recuperation, the employee shall be eligible for
Workers’ Compensation Benefits and will be placed on Worker’s Compensation Leave.
All fringe benefits will continue to accrue while in this status.
It is the intent of this policy that the employee’s take home pay for a period not to exceed
ten (10) weeks will remain the same throughout the recuperation period as his/her regular
take home pay prior to the injury. Sick and annual leave will be used as follows:
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1. The first three (3) days should be sick leave or upon employee request, annual
leave, or leave without pay if no other leave is available. For a new regular
employee on probation status who has not accumulated a combined total of three
(3) days of sick and annual leave, the three (3) days will be charged first to sick
leave, then annual leave and finally the salary line item for the employee.
2. For the remaining days until the end of ten (10) weeks measured from the date of
initial leave taken, an amount equal to the difference between the employee’s take
home pay prior to the injury and the amount received from Worker’s Compensation
will be paid to the employee by the Borough and charged to the salary line item for
the employee.
If the absence exceeds twenty-eight (28) calendar days and Worker’s Compensation then
picks up the original three (3) days of paid leave the employee must repay the Borough
for the three days’ pay. The Borough will then credit the employee’s records for
deductions as a result of an on-the-job injury. The credit will be applied first to the salary
line item, and then to sick leave.
An employee can remain on Worker’s Compensation Leave for up to six (6) months or
until determined to be permanently or totally disabled or permanently partially disabled
and unable to return to work, whichever comes first. The Borough will not, however,
supplement any Worker’s Compensation benefits provided for by its compensation
insurance carrier for any settlements of industrial accident claims. When any such
settlement is made, disability shall be presumed to terminate on the date of such
settlement.
8.14 COURT DUTY
Court duty, including jury service, shall be treated as administrative leave from Bor ough
duty without loss of longevity, leave, or pay. Service in court when subpoenaed as a
witness on behalf of the Borough, or when called as an expert on a matter of Borough
concern, or relating to a Borough function, or the employee’s job performance will be
considered administrative leave. Fees paid by the court (other than travel and subsistence
allowance) will be turned in for deposit to the Borough except that fees paid for court duty
that occurs on the employee’s normal non-work days may be retained by the employee.
Witness service for personal purposes will be covered by annual leave, or leave-without-
pay, and any fees received in this connection may be retained by the individual.
Employees, upon receiving written notice of being called for jury duty , will immediately
provide their supervisor with a copy of such notice. In the event an employee is called for
court duty in Kodiak, when excused, he or she shall return to work within a reasonable
time, not to exceed one hour. If the employee is serving court duty outside the City of
Kodiak, he or she shall return to work within one hour upon returning to Kodiak.
8.15 MILITARY LEAVE
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Employees who are called up for active duty in a branch of the U.S. Armed Forces or who
are members of a U.S. Military Reserve component shall be entitled to leave and re-
employment benefits as prescribed by State and Federal Laws.
Absence from Borough duty for the purpose of participating as a member of a United
States reserve component, either in active military service of the State, or in military
training, is authorized and will be treated administratively (in the case of the employee
who has completed probationary service) in such manner that the individual will not suffer
a decrease in income or a loss of benefits during the first two weeks of the military active
duty or training period. The Borough Manager will be provided with a copy of the
individual’s orders to duty. The absence will be recorded, during the first ten (10) working
days, as administrative leave without charge to the employee’s leave account. Military
pay paid to the employee for this period of time (equivalent to 80 hours of work) will be
turned over to the Borough.
8.16 UNAUTHORIZED LEAVE
Any absence not authorized and approved, in accordance with the provisions set forth
herein, may be grounds for disciplinary action up to and including termination. Provided,
however, that any employee who has verified that they were unable to return to duty due
to weather and/or an emergency shall not be subject to disciplinary action under this
section.
8.17 SICK LEAVE BANK
All Kodiak Island Borough regular employees are eligible to participate in a Sick Leave
Bank. The Sick Leave Bank shall be administered by the Manager. It is the Manager’s
responsibility to approve or deny requests for Sick Leave Bank usage. In the case of
denial, the request for Sick Leave Bank usage may be appealed to the Personnel
Advisory Board. The Personnel Advisory Board’s decisions regarding Sick Leave Bank
usage will be final.
Each employee enrolling in the Bank will donate one (1) day of his/her sick leave to the
Bank each year, until the Bank is built up to a maximum of three hundred (300) days. No
more days will be added to this maximum until the Bank is depleted to two hundred f ifty
(250) days except for new participants. The Finance Department shall maintain an
accounting of the Sick Leave Bank balance at all times. This information will be available
to any member upon request. Contributions will be made to the Bank once a year in the
month of January according to the above limitations. The employee will be responsible
for submitting donation forms between January 1 and January 31. In the event that the
Bank becomes totally depleted during the year, each member of the Bank may d onate
additional days up to a maximum donation of three (3) days per year.
An employee withdrawing from membership in the Bank will not be able to withdraw the
contributed days. An employee will not be able to withdraw days from the Bank until all of
his/her own accrued sick leave and annual leave have been depleted. The maximum
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number of Sick Leave Bank days available to a member shall be twenty-two (22) days in
any calendar year. In the case of multiple requests, if there are not enough days in the
Bank to cover the requests in full, the available days will be split evenly between the
requesting employees. Employees withdrawing Sick Leave Bank days will not be required
to replace these days except as a regular contributing member of the Bank. Employees
withdrawing Sick Leave Bank days may voluntarily contribute additional days to the Bank.
Sick leave days can only be withdrawn from the Bank for the individual member’s illness
or injury. Normal pregnancy leave and parental leave not associated with illnes s or
disability under Section 707 of the Personnel Rules and Regulations are not eligible for
Sick Leave Bank requests. Requests for use of Bank days will be forwarded by the
employee to the Manager and must be accompanied by a letter from the attending
physician. The approval of the request shall be subject to the attending physician’s
supportive statement. Approved requests will then be forwarded to payroll for processing.
The Kodiak Island Borough leave form shall be used as verification of sick leave do nated
to the Sick Leave Bank.
Qualifications for Membership in Sick Leave Bank:
A. Only regular full time or part time employees are eligible to participate in the
Sick Leave Bank.
B. Only contributing members of the Sick Leave Bank are eligible to use the
Bank.
C. Members may use the Sick Leave Bank only after they have completed their
probationary period. Date of hire will determine eligibility. An employee may
contribute to the Bank as soon as all other requirements are met.
Article 9: SENIORITY
9.1 SENIORITY
Seniority as used herein shall mean the length of continuous employment by the
Employer within job classifications covered by this Agreement. Employees shall not
accumulate seniority during the period of probationary employment. After employees
have completed the probationary period, seniority shall be dated from the date of hire as
a probationary employee.
The seniority of an employee shall terminate under any of the following conditions:
a) When laid off for a period of twelve (12) consecutive mont hs;
b) When an employee resigns from employment with the Borough;
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c) When an employee is discharged for cause; or
d) When an employee temporarily laid off fails to return to work within ten (10)
working days after written notice requesting the individual to return to work
is delivered by certified mail to the individual’s last known address or to the
individual personally, or fails to notify the Employer of an intention to return
to work within forty-eight (48) hours after having received such notification.
In the selection of shifts and vacations, seniority shall prevail insofar as practical in the
best interest of service.
In the filling of vacancies in positions covered by this Agreement, seniority shall be given
full and fair consideration and where ability and qualifications are considered equal by the
Employer, seniority shall prevail, providing that the employee has met the application time
lines as defined in the hiring procedures.
Article 10: DISCIPLINE
10.1 DISCIPLINE
Any employee discharged or suspended for disciplinary reasons shall be furnished, in
writing, the reasons for such action. In the event an employee (other than a probationary
employee) is discharged, the employee may forward to the Shop Steward a notice of the
termination and the reason for the action.
No bargaining unit employee shall be disciplined or discharged without cause. Bargaining
unit employees may at their request have union representation at disciplinary or
investigatory meetings where the employee has been informed or has reason to believe
that disciplinary action could result from the meeting.
It is the intent of the Employer to utilize progressive discipline, however, the level of
discipline will depend on the actual circumstances and severity of the employee’s
misconduct.
Progressive discipline would normally be:
1. Verbal Counseling & Warning
2. Written Warning via Disciplinary Action Memo
3. Discharge
Disciplinary Action Procedure: All disciplinary actions, except verbal counseling &
warning shall be documented on a Disciplinary Action Memo to the employee and the
employee’s personnel file. The employee shall be given a chance to read the memo. It
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shall then be reviewed with the employee and a sincere effort shall be made to obtain
agreement with the employee that facts are stated correctly, that the inappropriate or
incorrect behavior did occur, that it did represent behavior that should be disciplined, that
the discipline is appropriate and that the behavior will not be repeated. If errors are found,
the Disciplinary Action Memo shall be rewritten and again reviewed. Comments of the
employee shall be entered under that heading. The employee shall be requested to sign
the memo and be informed that his or her signature indicates only agreement that the
memo accurately records the discussion. If the Employee refuses to sign the memo, the
statement shall be entered.
“(Employee’s Name) read the contents on (date) and refused to sign”
The supervisor may, if necessary, complete reviews of the employee’s progress in
correcting the cause of the original action at three, six and nine months - or any other
intervals. These reports shall be made on a standard Evaluation Report form. Thirty-six
months from the date of the action concerned, the Borough Manager shall review the
disciplinary action and if it is determined that the problem has been resolved, all copies
of the Disciplinary Action Memo shall be returned to the affected employee, provided that
a record shall be maintained that a Disciplinary Action Memo had been filed but wa s
removed.
Article 11: TRAINING
11.1 NEW EQUIPMENT TECHNOLOGY OR PROCEDURES
The Employer shall provide, or make available, upda ted training to qualified employees
as required with the introduction of new equipment, technology, and/or procedures.
11.2 TUITION REFUNDS
Consideration will be given toward reimbursement of 100 percent of the tuition expense,
books, and lab fees if an employee successfully completes coursework considered to
relate to the employee’s present duties and to be of benefit to both the Borough and
employee involved.
Written concurrence from the department head and the Borough Manager shall be
obtained in each case before beginning the pertinent course of study. If the reimbursed
tuition amount exceeds five hundred dollars ($500) the employee shall sign and abide by
the following tuition agreement. The maximum reimbursable tuition amount is $2,500 per
employee per year. The Borough shall not reimburse any employee for tuition and/or
associated costs that have or will be paid by a third party.
Upon successful completion of the course involved, the employee shall furnish his/her
department head with evidence of successful course completion (a grade of C or better
or a certificate of completion) and a receipt of the course fee. Upon approval of the
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reimbursement process by the Borough Manager, the reimbursable cost will be paid. In
the event of involuntary termination, the employee shall not be required to repay tuition.
11.3 TUITION AGREEMENT
I ____________________________ agree to abide by this tuition agreement and
understand that if I should leave Borough employment within twelve (12) months
after completing the reimbursed coursework listed below that I will be subject to
forfeiture of accumulated leave and/or salary on a pro -rated basis in the amount
equal to the cost of the course(s).
Course:
Location:
Cost:
Date Completed:
Twelve (12) months of employment with the Kodiak Island Borough following the
completion of the above coursework results in full forgiveness of any obligation to
repay the Kodiak Island Borough.
__________ __________________ ________________
Date Employee Name (Print) Employee Signature
__________ ___________________ _________________
Date Supervisor Name (Print) Supervisor Signature
11.4 SPECIAL TRAINING
Employees who attend courses or conferences or receive special schooling that is
reimbursed or paid for by the Borough will be subject to the terms of the following special
training agreement.
Any employee terminating employment prior to working one year after completion of an
approved special training program (defined as any training or schooling for which the
Borough pays $2,500 or more including cost of the training program plus travel), unless
terminated for a justifiable reason, will be subject to forfeiture of accumulated leave and/or
salary on a pro-rated basis in the amount at or above $2,500 of the cost of the training
program plus travel.
When attendance at a training program is mandatory as determined by their department
head, the employee shall be compensated at their regular rate of pay for all scheduled
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training hours. In addition, the Borough shall pay for the cost of registration, tuition,
publications, transportation, and per diem, and he/she shall be exempt from signing the
Special Training Agreement.
Approval for training is subject to availability of budgeted funds and must be approved by
the Borough Manager or his designee.
11.5 SPECIAL TRAINING AGREEMENT
To prevent misunderstanding at the time of separation for tho se employees having
participated in Special Training Programs, the following has been provided:
The undersigned employee of the Kodiak Island Borough understands that the training
for which he/she requests Borough payment (such) training to take place
_________________ _______________________ _____________________
(Date of Training) (Location of Training) (Title of Training)
satisfies the standards set for SPECIAL TRAINING. The undersigned employee agrees
to abide by this special training agreement and understands that if he/she should leave
Borough employment within one (1) year after completing the reimbursed training that
he/she will be subject to forfeiture of salary on a pro-rated basis in the amount at or above
$2,500 of the cost of the training plus travel.
One (1) year of employment with the Kodiak Island Borough following the completion of
the above training results in full forgiveness of any obligation to repay the Kodiak Island
Borough.
_____________ _________________________ __________________________
Date Employee Name (PRINT) Employee Signature
_____________ _________________________ __________________________
Date Supervisor Name (PRINT) Supervisor Signature
11.6 TRAINING
The Employer and the Union will cooperate in encouragi ng training programs including
government-funded programs, which will provide initial and advanced training for
employees. Within budget limitations, training offered shall particularly emphasize
requirements for occupational certification, job skill enhancement, accident prevention,
employee safety and public relations.
Article 12: BENEFITS
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12.1 HEALTH AND WELFARE BENEFITS
12.1.1 The Borough agrees to participate in, and contribute to, the Alaska Electrical
Health and Welfare Trust Fund (AETF), for the purpose of providing certain health and
welfare benefits to eligible regular employees under Medical Plan 551, Dental Plan 601,
Vision Plan 701, Disability Plan 801, and Life and AD&D Plan 901.
Coverage begins on the first day of the first month which falls on or after the employee’s
date of hire. Coverage terminates the month following the employee’s date of separation
from the Employer or extended leave without pay absences. For example: An employee
hired on June 1 will be covered for June. An employee hired on June 2 will be covered
beginning July 1.
In consideration of receipt of the transferred funds the Alaska Electrical Health and
Welfare Trust Fund and Union hereby agree to indemnify and hold harmless the Kodiak
Island Borough from any and all claims and actions of whatever nature or consequence
arising from the exemption of Bargaining Unit members from the Health Plan, including
any claims arising from no-coverage of eligible employees and qualified spouses or
dependents.
12.1.2 FUTURE INCREASES
The AETF will inform the Borough of any increase in premium amount by March 15 of
each year. Effective April 1, 2015, the Borough shall change the monthly medical
contribution to the Alaska Electrical Health and Welfare Trust (rounded to the next dollar)
for each eligible employee by 90% of the annual premium increase as provided by the
Trust, with the employee paying ten percent (10%) of the annual premium increase; not
to exceed a 10% increase in the base contribution per annum. The AETF shall advise the
Borough of the pre-tax contribution amount that employee’s shall contribute per month to
the Alaska Electrical Health and Welfare Trust through payroll deduction. If premium
increases exceed ten percent (10%), the Union and the Borough agree to meet and confer
over shared cost alternatives.
12.1.3 CONTRIBUTIONS
The Borough agrees to make the appropriate contributions to the health and Welfare
Trust on or before the fifteenth day of the month following the month in which the hours
were worked. The amount the employee contributes, if any, for Health and Welfare Trust
benefits will be split equally between the first two (2) pay periods in each month.
Effective January 1,2020:
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Coverage Total Premium KIB Pays Employee Pays
All Employees $2152.00 $1983.00 $169.00
a) The Borough shall provide, on a non-contributory basis, a group Life and
Accidental Death and Dismemberment insurance plan for each eligible, regular
employee. The program of benefits will be as described in a Master Contract
between the Borough and insurance carrier.
b) Eligible employee is defined as either:
1) a regular full-time employee, or
2) a regular part-time employee working at least twenty (20) hours per week.
c) Regular part-time employees who are eligible for, and elect to have insurance
coverage, shall continue to pay a proportional share of the premium.
d) An employee on an approved leave of absence may elect to pay the premium for
Borough-wide health insurance during this period, if allowed under the group
insurance contract.
e) The Borough also provides a non-contributory Accident Travel Insurance policy,
which provides $100,000 coverage to employees who are traveling on official
Borough business.
f) The Borough will provide continuation of regular health insurance benefits for
employees who utilize family and medical leave and parental leave for a period not
to exceed the time limits outlined in the State and Federal Family and Medical
Leave Acts and the Borough parental leave policy. If the employee pays a premium
for health coverage for dependents, they are still responsible for payment of their
portion of the premium while on leave.
g) The Borough will provide a non-contributory short and long-term disability
insurance program for each employee.
12.1.4 HEALTH CARE REFORM
Should state or federal legislation mandate changes in cost, premiums, care coverage or
penalties, the parties agree to reopen Article 12.1.3 Contributions of the Agreement.
12.2 RETIREMENT
Kodiak Island Borough is a member of the Alaska Public Employee’s Retirement System
(PERS). Accordingly, all deductions shall be made according to the regulations of that
system. All employees will receive the PERS booklet and it will also be available in the
payroll and Manager’s offices.
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12.3 JOINT HEALTH CARE COMMITTEE
The Borough and Union recognize that there have been and likely will continue to be
major changes which affect health care coverage for Borough employees. In the spirit of
cooperation and in an effort to effectively deal with rapidly changing insurance issues, it
is agreed that the Borough and Union will utilize a joint health care committee compri sed
of the Borough Manager or their designee, two individuals designated by the Borough,
and two individuals designated by the IBEW Business Representative to address
insurance issues. This committee will meet on a mutually agreed basis. The committee
has no authority to bind the Borough or the Union and will make recommendations
regarding what the committee believes to be effective measures to deal with health care
issues.
Article 13: EMPLOYMENT PRACTICES
13.1 PERSONNEL RECORDS
The Borough Manager shall provide and maintain central files for records of the personal
and work history of each employee in the Borough service. No personnel files shall be
maintained elsewhere in the Borough either by the Manager or department heads.
Employees shall have access to their own confidential personnel file in the Human
Resources Department at reasonable times in the presence of the Human Resources
Officer or designee. Prior approval by the Borough Manager is required to access
personnel files by other than the employee’s immediate supervisor and department head,
Human Resources Officer or designee, or the head of a Borough department in which an
employee has applied for promotion or transfer. Except as provided by law or required by
a court order, all other persons or entities are barred from reviewing an employee’s
personnel files without the employee’s written consent and upon written approval of the
Borough Manager. Additionally:
1. Employees will be allowed access to their personnel files without the
permission of their supervisors.
2. Employees will not be allowed to remove their personnel files from the
office; however, employees may request copies of documents from their
personnel files and these copies may be removed.
3. Supervisors will not be notified when employees request access to their
personnel files.
4. All copies of Disciplinary Action Memos removed from a personnel file shall
be returned directly to the affected employee, provided that a record shall
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be maintained that a Disciplinary Action Memo had been filed but was
removed.
5. No supervisory employee(s) will retain copies of Disciplinary Action Memos
removed from an employee’s personnel file.
Medical records shall be safely secured and kept separate from the employee’s personnel
file. Access to these files shall be restricted to the Manager, Human Resources Officer or
designee and the employee. Such records shall not be released for any reason other than
a medical emergency, in which event they may be released to a licensed health care
practitioner, unless the employee gives written consent allowing the release of his/her
medical file.
13.2 PAYROLL PROCEDURES
It is the policy of the Kodiak Island Borough to pay employees by check or by voluntary
written authorization for direct deposit (as available) on a regular basis and in a manner
so that the amount, method, and timing of such payments comply with any applicable
laws or regulations.
Employees will normally be paid on Friday on a biweekly basis. If the regular payday
occurs on a holiday, employees will be paid on the last working day prior to the regular
payday.
Employees on each payday will receive, in addition to their check or deposit advice, a
statement showing gross pay, deductions, and net pay. Local, state, federal and social
security taxes will be deducted automatically. No other deductions will be made unless
required or allowed by law, contract, or employee written obligation. Employees may elect
to have additional voluntary deductions taken from their pay only if they authorize the
deductions in writing.
When an employee separates from the Borough any wages due shall become payable
immediately and shall be paid pursuant to AS 23.05.140(b), as that provision may be
amended from time to time.
NOTE: As of January 1, 2009 Alaska Statute 23.05.140(b) reads as follows: “…If the
employment is terminated by the employer, regardless of the cause for the termination,
payment is due within three working days after the termination. If the employment is
terminated by the employee, payment is due at the next regular pay day that is at least
three days after the employer received notice of the employee’s termination of services.
13.3 TIME SHEETS
Copies of the employee’s time sheets shall be made available, upon request, by the
employee or his/her designee.
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13.4 PAY CHECK ERRORS
In the event an employee disputes the amount of any compensation on his/her paycheck,
the employee shall notify the Borough’s designated payroll representative. The Borough
shall rectify any verified paycheck errors upon receipt of such notice. Paycheck errors of
less than 5% of gross pay shall be rectified on the next paycheck. Paycheck errors that
are over 5% of gross pay shall be rectified within 3 working days after such notice.
13.5 MOVING EXPENSES FOR NEW EMPLOYEES
The Borough Manager may specify positions in high demand and short supply requiring
moving expenses for the purpose of accepting employment with the Borough, upon
approval of the Borough Assembly. Such positions may be reimbursed for actual and
necessary expenses under the following conditions:
a. The employee must be appointed to a position for which the Borough Manager
certifies that such expenditure is necessary to recruit qualified employees.
b. The maximum reimbursable for an employee shall be de termined at the time of
employment in accordance with current costs not to exceed the equivalent of one
month’s salary.
c. New employees who are assisted with their moving expenses shall be required to
sign the following Transportation Agreement prior to employment. The
Transportation Agreement shall stipulate that the employee will reimburse the
Borough for all or part of such expenditures in the event he or she voluntarily leaves
Borough service, or is discharged for cause, within a period of two (2) years
according to the following schedule:
100% - Less than twelve (12) months
75% - Twelve (12) but less than eighteen (18) months
50% - Eighteen (18) but less than twenty-four (24) months
d. New employees may not be given an advance against moving expe nses without
prior written approval of the Borough Manager.
e. It is the responsibility of the appointing authority to see to it that prospective new
employees are aware of pertinent limitations of these regulations before a move is
made.
f. New employees shall be advised by the appointing authority of dollar limitations,
the need for itemized receipts or invoices, the meaning of the Transportation
Agreement, and other pertinent matters prior to their move.
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13.6 TRANSPORTATION AGREEMENT
The Kodiak Island Borough and ____________________ hereby enter into this
agreement concerning transportation costs.
The Kodiak Island Borough agrees to provide an amount not to exceed
$______________ (a maximum of one month’s salary for above noted employee)
to partially defray the transportation costs of a move from
____________________________. Actual receipts will be provided to substantiate
the above amount of funds.
In return, ________________________________ agrees to remain in the
employment of the Kodiak Island Borough for a period of two years. The above
named employee will reimburse the Borough for all or part of such expenditures in
the event he or she voluntarily leaves Borough service, or is discharged for cause,
within a period of two (2) years according to the following schedule:
100% - Less than twelve (12) months
75% - Twelve (12) but less than eighteen months
50% - Eighteen (18) but less than twenty-four (24) months
At least two years of employment with the Kodiak Island Borough results in full
forgiveness of any obligation to repay the Kodiak Island Borough.
This agreement is effective on this _____ day of ________________, 20___.
__________________________ ______________________
Manager, Kodiak Island Borough Signature of Employee
13.7 CLOTHING ALLOWANCE
Where special clothing or a uniform is required for the position, a clothing reimbursement
of Seven hundred dollars ($700) per year shall be allowed. The yearly amount to be paid
shall be based on the cost of the required clothing as determined on the clothing
reimbursement form. All payments will be in accordance with current I.R.S. regulations.
13.8 BOROUGH VEHICLES
The Borough maintains pool cars for official travel of its employees. These vehicles are
to be used for Borough business only and shall not be used for private trips. Hitchhikers
are not allowed to ride in Borough vehicles. No one shall operate a Borough vehicle
without a current and valid driver’s license. In accordance with Ordinance 90-17, there
will be no smoking in any Borough vehicle.
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13.9 PRIVATE AUTOMOBILE USAGE
On rare occasions it may be necessary and prudent to use a private automobile in the
performance of official duties. Reimbursement for such travel will be at the current
prescribed rates as determined by the Internal Revenue Service.
No employee will be paid mileage allowance for travel between his normal place of duty
and his residence. Some on-call personnel are provided with the use of official vehicles
as deemed necessary by the Manager or his designee.
13.10 GIFTS AND GRATUITIES
It shall be the responsibility of each Borough employee to remain free from indebtedness
or favors which would tend to create a conflict of interest between personal and official
interests, or might reasonably be interpreted as affecting the impartiality of the individual
employee. If an employee is tendered or offered a gift or gratuity (de minimis, under $100,
gifts will not be subject to this section) which would, in the eyes of the public or in the eyes
of public officials, be construed to be an attempt to bribe, influence, or to encourage
special consideration with respect to Borough operations, such offer shall be reported
without delay to the Borough Manager. Any person either soliciting or receiving such a
gift, gratuity, consideration, or extraordinary favor will be subject to the disciplinary
procedure.
13.11 PROFESSIONAL ORGANIZATION DUES
The Borough will pay dues to one ap proved professional organization for each
professional member of the staff, where such professional organization is for the purpose
of improving personal abilities and qualifications.
13.12 EMPLOYMENT OF FAMILY MEMBERS
No person may be employed in a position supervised by a family member. Additionally,
family members shall not be placed in a position such that one member has authority to
approve the work, personnel documents, expense account, or time records of another
family member. An exception to this rule will be made if requested by the Borough
Manager and approved by the Borough Assembly. Family members shall be described
as follows: spouse, father, mother, brother, sister, son, daughter, step-mother, step-
father, step-brother, step-sister, stepson, stepdaughter, father-in-law, mother-in-law,
brother-in-law, sister-in-law, son-in-law, daughter-in-law, and grandparents.
A) If two employees marry who are employed in any position in which the office or
employee may be able to directly or indirectly superv ise, control or influence the
work or employment status of the relative or the affairs of the organizational unit in
which the relative is to be employed, they shall give immediate notice of the
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marriage to the Manager. At an appropriate time, the least senior of one of the
spouses may be transferred to another assignment within the Borough. The
decision to transfer shall not:
1) Alter the transferring spouse’s salary and/or benefits, and
2) Alter the seniority standard described above.
B) If one of the spouses agrees to a voluntary transfer, the seniority standard for
involuntary transfer shall not apply.
C) It is agreed that if a Borough employee is to be transferred as a result of this
provision and there is no comparable position available that the Manager may use
his discretion in making reassignment of the individual. However, the employee
shall suffer no loss in salary, benefits, or seniority.
13.13 OTHER EMPLOYMENT
No employee shall engage in any other employment, whether public, private or self-
employment, during scheduled work hours, nor outside scheduled work hours if such
employment conflicts with the Borough’s interests or adversely affects the employee’s
availability and usefulness.
13.14 TRAVEL
Employees who are traveling out of town on official business will be reimbursed for
reasonable expenses by the Borough. The Borough will provide for and/or reimburse the
employee for transportation costs. Transportation will normally be by air and
supplemented by such ground or water transportation as is necessary. All other costs
incident to such travel, and of a normal and necessary nature will be reimbursed. Such
expenses would include: hotel rooms, auto rental, and telephone. Employees will be paid
a per diem for meals equal to the amount listed in the cu rrent US Government Services
Administration (GSA) agency schedule. It should be noted that for non-contiguous states
(Alaska and Hawaii) the GSA uses the Department of Defense Rates. These rates can
be found on the Federal Government web site at http://www.gsa.gov. The federal
government regulations also specify that on the first and last day of travel, per diem will
be 75% of the daily rate. When an employee is on official business not requiring an
overnight stay, per diem will be 75% of the daily rate.
All employees on official travel are expected to make every effort to minimize the cost of
travel. Examples of costs that will not normally be reimbursed are first class air travel,
gourmet meals, alcoholic beverages, party expenses, plush hotel suites, etc. Before
embarking on any travel and prior to subm itting travel-related check requests for purchase
orders, employees must submit a Travel Authorization Form (see sample form in
Appendix B – Forms Section).
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Hotel rooms will generally be reserved and paid using the purchase order system.
Reimbursement may be requested for hotel rooms with proper receipt submittal. An
advance for per diem can be requested prior to travel.
13.15 STRANDED WHILE ON BOROUGH TRAVEL
If due to inclement weather or other adverse conditions, employees traveling on Borough
business become stranded away from their Kodiak office location the following will apply:
A) The employee will not suffer a reduction in wages or benefits as a result of being
unable to return to his/her principal work location.
B) The employee will be provided with room, as outlined in Section 13.14 above, and
necessary transportation at the Borough’s expense.
C) The Borough will reimburse the employee for any other reasonable, necessary
expenses they would not normally have incurred had they been in Kodiak. An
example of such an expense would be reimbursement for any childcare expenses
that might result from the employee being stranded away from Kodiak.
The above will not be reimbursable if an employee has extended his/her travel time in
any way for personal reasons and becomes stranded due to taking a later flight than
would have been required when the Borough business was completed.
13.16 SAFETY
It is a fundamental responsibility of the Borough to provide a safe work environment for
its employees. It is a fundamental responsibility of the employees to abide by all safety
rules and regulations and to continuously practice safety while performing their duties.
The Borough will furnish such safety devices and first aid kits as may be needed for the
safety and proper emergency medical treatment of employees. Employees shall use
personal protective equipment as may be prescribed by State or Federal standards or the
Borough. It is the responsibility of each employee to report any unsafe situation to the
supervisor immediately upon recognition of the unsafe situation.
13.17 SAFETY COMMITTEE
A safety committee composed of two (2) representatives from the bargaining unit
appointed by the Union and two (2) representatives from the Borough will review safety
programs, training, and procedures. The committee will have the right to:
a. Recommend specific safety programs and training to be presented to the
employees.
b. Recommend corrective action for unsafe practices, procedures and devices.
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13.18 PROHIBITION OF SMOKING
Per Ordinance No. FY2011-06, adopted 12/02/2010 by the Kodiak Island Borough
Assembly and effective on January 1, 2011, smoking is prohibited in all buildings and
offices owned or leased by the Kodiak Island Borough at all times; within a distance of 50
feet outside any entrance, window or ventilation intake system of any building or office
owned or leased by the Kodiak Island Borough; and smoking on the grounds of the
Borough Building is prohibited at all times due to its proximity to the Kodiak Island
Borough School District offices and the Kodiak High School property.
13.19 DRUG-FREE WORKPLACE
As a condition of employment, all employees are required to sign and abide by the Kodiak
Island Borough’s Drug-Free Workplace Policy. In accordance with this policy, any
employee who unlawfully manufactures, distributes, dispenses, possesses or uses a
controlled substance in the workplace or during working hours is subject to disci plinary
action up to and including immediate dismissal. Any employee reporting to work under
the influence of alcohol, drugs or intoxicants is subject to disciplinary action up to and
including immediate dismissal.
13.20 POLITICAL ACTIVITIES
No provisions or part of this Agreement shall abridge the statutory or constitutional rights
of any employee to engage in any legal political activity. Provided, however, no employee
shall, directly or indirectly, during his/her hours of employment, solicit or receive funds, or
at any time use his/her authority or official influence to compel any other employee to
apply for membership in or become a member of any organization, or to pay or promise
to pay any assessment, subscription or contribution, or to take part in any political activity.
Article 14: NO STRIKE – NO LOCKOUT
14.1 NO STRIKE, SLOWDOWNS, OR LOCKOUTS
This Agreement is a guarantee by both parties that there will be no form of strikes,
slowdowns, or lockouts during the life of this Agreement.
Article 15: GRIEVANCE PROCEDURE
15.1 GRIEVANCE PROCEDURE
Section 1. Complaints or Discussions. While not considered a grievance as defined
hereafter, employees and/or the Union Stewards may engage in informal discussions with
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Management to attempt to settle or prevent problems prior to a formal grievance in writing,
being filed.
Section 2. Grievance Definition. A grievance is hereby defined as a claim violation,
misinterpretation, inequitable application, or non-compliance with the provisions of this
Agreement or any supplemental agreement. A grievance shall be in writing, and shall
include the following:
a. The nature of the grievance and the circumstances out of which it arose,
including the date of occurrence or the date when the grievant(s) became
aware of the problem.
b. The remedy or correction the Employer is requested to make.
c. The section or sections of the Agreement relied upon, or alleged to have
been violated.
d. The signatures of the grievant(s) and the shop steward.
e. The date the statement of the grievance was prepared.
Section 3. Procedure. All grievances shall be presented to the employee’s immediate
supervisor as soon as practicable but in no event later than ten (10) working days.
Step One. Within ten (10) working days after written presentation of an
alleged grievance, the effected employee and/or employees, and the Shop
Steward shall discuss the written grievance with the designated management
representative for the work function to which the employee or employees are
assigned, in an effort to resolve the dispute or difference.
Within these ten (10) working days, the Employer will reply, in writing, to the
Shop Steward. If this reply is unsatisfactory the alleged grievance may be moved
to step two, provided written notification of such move is made within five (5)
working days following the receipt of the management’s step one response.
Step Two. Within ten (10) working days after receipt of the notice from step
one, the Union Business Representative and the Manager shall meet and discuss
the alleged grievance. The Employer shall respond in writing to the Union within
these ten (10) working days.
Section 4. Arbitration. Grievances which have not been settled under the foregoing
procedure may be appealed to arbitration via the personnel office within ten (10) calendar
days from the date of the answer in step two, or if the grie vance is not appealed to
arbitration it shall be considered terminated on the basis of the second step answers of
the parties without prejudice or precedence in the resolution of future grievances.
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If a request for arbitration is tendered, the Union and the Employer shall confer within five
(5) working days to agree on a mutually acceptable Alaskan arbitrator. If no agreement
can be reached, the parties shall select an arbitrator by the striking method from a list of
ten (10) arbitrators supplied to the parties by the American Arbitration Association (AAA).
The Arbitrator shall be selected within (5) working days. The order for striking shall be
determined by a toss of a coin. The Union Representative shall toss the coin and the
Management Representative shall call out his choice. Arbitration shall commence as
soon as possible following the appointment of the arbitrator. The applicable fees and
expenses of the arbitrator shall be borne equally by the parties. Each party shall be
responsible for the expenses of its own witnesses and any other expenses incurred on
behalf of that party.
Section 5. Authority of the Arbitrator. The arbitrator shall conduct a hearing
according to generally accepted standards and procedures for grievance arbitration. The
arbitrator shall have no authority to add to, alter, delete or modify the labor agreement or
to issue any award on a matter not raised in the complaint. The decision of the arbitrator
shall be final and binding on all parties.
Section 6. Time Limits. Failure of either party to act within the time schedule set forth
in this procedure without the express written agreement of the other party will be
considered a default and the grievance shall be considered to be settled in favor of the
non-defaulting party. The parties may mutually agree in writing to modify the time limits
at any step of the grievance procedures.
The mailing of the grievance appeal or response shall constitute a timely appeal or
response if postmarked within the appeal/response period. Both parties will provide the
other with a list of designated representatives and addresses.
In the application of this article, “working days” shall exclude Saturdays, Sundays, and
holidays recognized by this Agreement. Nothing in this section shall be construed to
prevent settlement of a grievance by mutual agreement of the parties at any time.
Article 16: UNION REPRESENTATIVES
16.1 UNION REPRESENTATIVES
Duly authorized representatives of the Union shall be permitted to enter into the
Employer’s premises during normal business hours for the purpose of investigating
grievances and performing other essential functions as representatives of the bargaining
unit. Essential functions are defined as the following:
a) Ensuring compliance with the Agreement
b) Investigating grievances
c) Negotiations
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d) Investigation of safety issues
e) If invited by the Borough Manager or his designee
f) Employee representation within terms of Agreement
The Union agrees to notify the Borough’s designated representative prior to any such
visits.
It is not the intent of the Union to disrupt work functions and it is not the intent of the
Employer to limit the Union in its rights.
16.2 SHOP STEWARD
There shall be three (3) Shop Stewards appointed by the Union. The Shop Stewards will
be selected from non-supervisory positions. The Union shall promptly notify the Borough
of the names of the Shop Stewards and shall notify the Borough whenever changes occur.
Section 1. Definition of Duties. The duties and activities of the Shop Stewards shall
include handling of complaints and grievances, administration of the Agreement, Union
orientation of new employees and other duties as mutually agreed upon by the parties.
Section 2. Scheduling of Activities. The Shop Steward positions are working
personnel, and as such the Shop Stewards shall arrange with their appropriate
supervisors, mutually agreed to times to conduct Union activities. The Shop Steward may
spend a reasonable amount of time during working hours, without loss of pay, to handle
grievances and other duties and activities as mutually agreed upon by the parties,
pertaining to their areas of appointment. Shop Stewards will not be terminated until the
Borough Manager has notified the Union stating the cause for termination.
Article 17: UNION SECURITY
17.1 UNION SECURITY
A. All employees covered under the terms of this Agreement who are not already Union
members may make application to join the Union as a full member or become an agency
fee payer.
B. The Employer agrees that it will not encourage employees to resign or relinquish
membership in the Union or revoke authorization of the deduction of fees to the Union.
C. The Employer shall not discourage an employee from joining the Union or becoming an
agency fee payer.
D. The Employer agrees that it will not disclose home addresses, personal telephone
number(s), personal cell phone number(s), or personal e-mail address(es) of any
employees except to the Union or as needed for legitimate Borough needs.
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E. Nothing in this agreement prohibits the Union from charging a nonmember for the cost of
a grievance and/or arbitration filed at the request of the nonmember.
17.2 DUES DEDUCTION
During the term of this Agreement, the Employer shall deduct from the wages of
employees covered by this Agreement the membership dues or equivalent service charge
for those employees who individually and voluntarily authorize such deductions in writing
by signing an authorization for payroll deduction of Union dues. Deductions will be
submitted by check to the IBEW L.U. 1547 each month with a list of individual names and
amounts withheld. The Employer will not be held liable for deduction errors but will make
proper adjustments with the IBEW L.U. 1547 for any errors as soon as possible. The
Union agrees that the Employer assumes no responsibility in connection with deduction
of monies except that of forwarding monies deducted as set forth in this Article. The Union
shall indemnify the Employer and hold the Employer harmless from any and all claims
against the Employer for the amounts deducted and withheld from earnings.
17.3 GOOD STANDING WITH UNION
The Borough recognizes the Union reserves the right to discipline its members for any
violation of Union laws, rules or agreements.
The Union may go to court to collect dues, fees, assessments, or their equivalents, which
are owed to it by a Borough employee. The Borough recognizes that should the Union
incur attorney fees or costs as a result of a successful collection action against a Borough
employee, the employee must reimburse the Union for the full amount of the Union’s
attorney fees and costs, as ordered by the court. A Borough employee’s employment
status with the Borough will not be affected if an employee is delinquent in his or her
financial duty to the Union.
17.4 POSTING OF AGREEMENT
A copy of this Agreement shall be posted on the bulletin boards at each IBEW represented
facility by the Union or its representative where it may be readily referred to by employees.
17.5 BULLETIN BOARDS
The Borough shall permit the Union to use reasonable space on designated bulletin
boards furnished by the Borough at each IBEW represented facility for the purpose of
posting officially signed Union bulletins and notices.
17.6 UNION ACTIVITIES
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No Union activity shall be conducted during the Employer’s working hours, except as
specifically provided in this Agreement.
Article 18: NON-DISCRIMINATION/EQUAL EMPLOYMENT OPPORTUNITY
18.1 NON-DISCRIMINATION/EQUAL EMPLOYMENT OPPORTUNITY
The parties are committed to the principle of equal employment opportunity in all
employment practices. Employees shall not be discriminated against with respect to
compensation, terms or conditions of employment because of age, sex, sexual
orientation, marital status, changes in marital status, pregnancy or parenthood, race,
religion, color, national origin, union activity or disability.
Article 19: GENERAL PROVISIONS
19.1 EFFECT OF AGREEMENT
Conformity to Law If any article of this agreement is held invalid by operation of law or by
any tribunal of competent jurisdiction, or if compliance with or enforcement of any article
is restrained by such tribunal, the remainder of this agreement shall not be affected
thereby. The parties agree that any portion of this agreement rendered i nvalid by
operation of law or by any tribunal of competent jurisdiction will be automatically amended
to comply with the law or tribunal ruling. If the court order is not specific in terms of how
the invalidated article should apply then the parties hereto agree that within thirty (30)
calendar days after a provision has been declared invalid, they will commence
negotiations with regard to such invalidated provision(s). In the event the parties do not
reach agreement on contract amendments with regard to the invalidated provisions; the
matter shall be submitted to arbitration in accordance with the procedures set forth in this
Agreement.
19.2 SUCCESSORS AND ASSIGNS
This Agreement shall be binding upon the successors and assigns of the parties hereto
for its term.
19.3 PRODUCTIVITY
It is recognized by both the Borough and the Union that providing the most efficient
service to the taxpayer is of utmost priority. The Union recognizes that the establishment
of productivity improvements to ensure efficiency is the right and obligation of the
Borough. The Borough agrees to inform the Union of the implementation of any new
productivity improvements.
19.4 NEGOTIATIONS PROCEDURE
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a. Negotiations may be requested by either party prior to January 15th of the fiscal year
in which the contract may expire. Such negotiations shall begin no later than March
1st of the same fiscal year. Meeting shall be held as necessary at times and places
agreed upon by the parties.
b. Requests for negotiations from the IBEW will be made directly to the Manager.
Requests for negotiations from the Borough representative shall be transmitted
through the Manager to the IBEW designated representative. Negotiations shall be
conducted between March 1 and May 30. It is mutually agreed that the negotiations
cannot be held prior to March 1 without the concurrence of both parties.
c. After negotiations have been undertaken, this agreement will remain in full force and
effect so long as the parties continue to bargain together in good faith; provided,
however, that the agreement which results from such negotiations will be effective
as of the expiration date of this Agreement.
d. The negotiating meetings may be held in closed session upon mutual agreement of
both parties, but all final agreements shall be made at a public meeting of the
Assembly. The first meeting will be held in closed session. The ground rules will be
developed and signed-off prior to the beginning of formal negotiations. During this
first meeting the IBEW and the Borough Manager will designate team members and
spokespersons for the pending period of formal negotiations. Also, at this time, each
party will submit a listing (table of contents) of each item it wishes to place in the
new agreement. No item will be the proper subject for negotiations unless contained
in either list.
e. Negotiating Team: No more than seven (7) designated representatives of the
Borough Manager plus a spokesperson will meet with no more than seven (7)
representatives of the IBEW plus a spokesperson for purposes of negotiations. All
negotiations shall take place exclusively between the designated representatives of
the parties.
f. Consultants may be called upon by either party and utilized on the negotiation of
any matter being considered by the negotiation committee. The party employing
such consultants shall give notice of their intent to use such consultants in the
meeting prior to their use. Consultants shall present only factual information. Costs
and expenses resulting from the use of services of such consultant shall be borne
by the party engaging their services.
g. The Borough and IBEW agree to participate in “good faith” negotiations.
h. The Borough and the IBEW agree that all matters of wages, hours and other terms
and conditions of employment shall be considered proper items for negotiations.
i. The Agreement: When agreement is reached between the parties on all proposals,
the proposed Agreement shall be reduced to writing and submitted to the bargaining
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unit for ratification within thirty (30) calendar days. After ratification by the bargaining
unit employees, the Agreement shall be recommended to the Assembly. The
Assembly will take action at its next regular or special meeting. Upon approval and
after necessary action by the Assembly or its authorized agents, the terms of the
Agreement shall be implemented.
j. Resolving Differences: In the case an Agreement has not been reached in
negotiations by January 1, the parties shall follow the impasse procedure. The
January 1 deadline can be extended by mutual agreement.
k. All dates may be changed by mutual agreement.
19.5 SCOPE OF AGREEMENT
This Agreement shall cover and apply to all work that has been traditionally performed for
the Borough by bargaining unit employees in the classifications set forth in this Agreement
as well as any new work that would emerge as a result of new technology.
19.6 NOTICES
Notices required under the provisions of this Agreement, unless otherwise specified, shall
be served by the Employer to the designated Business Representative, International
Brotherhood of Electrical Workers, Local Union 1547 (IBEW), 3333 Denali Street,
Anchorage, Alaska 99503, for service upon the Unions; and to the Borough Manager,
Kodiak Island Borough, 710 Mill Bay Road, Kodiak Alaska, 99615, for service upon the
Employer. The date of receipt of such notices shall be the controlling date for the purposes
hereunder. Each party shall promptly inform the other of any change in the addresses set
forth in this section.
19.7 COMPILATION OF AGREEMENT
A final report of the Agreement shall be compiled by the Borough and presented to IBEW
for review and agreement on format. Before printing, a cost estimate will be prepared by
the Borough and presented to IBEW for review. If the cost estimate is unsatisfactory to
IBEW and IBEW can obtain a lower cost for the printing, then IBEW will assume the
responsibility for printing. The cost of this printing shall be borne equally by the IBEW and
the Borough.
19.8 IMPASSE PROCEDURE
a. Upon written request for mediation by an em ployee bargaining agency or the
Assembly, and upon certification by the requesting party that the parties cannot
agree on an independent private mediator and that good faith negotiations have
terminated in an impasse, the following occurs:
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1. Within seven (7) days of the certification, the requesting party shall ask the
United States Federal Mediation and Conciliation Service to serve as the
agency to resolve the dispute. In the event the Federal Mediation and
Conciliation Service implements charges for the services of the Federal
Mediator, charges for such mediator would be borne equally by the parties.
2. The mediator shall chair all mediation meetings between the disputing
parties and attempt to resolve the differences between the disputing parties
and reach common acceptance of terms and conditions or other items in
dispute, wherever possible.
3. Within thirty (30) days of the initial meeting of the parties to dispute, the
parties shall have reduced all the agreed terms, conditions, and other items
to a written contract. If mutually agreed, the period for reporting the contract
to both parties may be extended.
4. Each party to the dispute may select a team of not more than five (5)
persons to present the evidence, thinking and position of the group they
represent to the mediator.
b. If the mediation meetings are held during the workday, employees representing an
employee bargaining agency shall be released from normal duties without penalty
or loss of pay. The Borough will be reimbursed by the bargaining agency for the
straight time wages for time spent on mediation activities.
c. Solutions for Agreement
1. Within ten (10) days, each party of the dispute shall accept or reject in total
the mediation solutions for agreement.
2. If rejected by either party, the mediator shall have an additional five (5) days
to review the objections and recommend any final solutions.
3. If the solutions are rejected by either side, each party shall reduce to writing
its last best offer and submit it to an Employee Relations Board which shall
review the issues and which shall choose either the Borough’s or the
Union’s last offer or a compromise position between the two offers. The
Board shall recommend its position to the two parties as the solution to the
disputed language of the Agreement.
4. The Employee Relations Board shall consist of three members. One
member shall be appointed by the Manager and confirmed by the Borough
Assembly. One member shall be appointed by the Union. The third member
shall be chosen by and mutually acceptable to the other board members.
Members of the Employee Relations Board must be residents of the
Borough. Members of the board may not be elected officials, employees of
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the Borough, nor members of any labor organization which represents, or
is attempting to represent Borough employees.
5. The parties agree to meet and discuss the Employee Relations Board
findings within ten (10) days of its receipt and resolve the dispute.
19.9 MEET AND CONFER
The parties agree that they will meet and confer at reasonable times an d places
concerning this Agreement and its interpretation or any other matter of mutual concern
and/or benefit to the employees of the Kodiak Island Borough. The parties further agree
that either party may request, in writing, that the parties confer withi n fourteen (14)
calendar days after the date of delivery of the request, which request shall specify the
matter to be discussed. An inexcusable refusal to meet and confer in response to such
request shall be a violation of this Agreement. There shall be no obligation on the part of
either party to reopen, modify, amend or otherwise alter the terminology or interpretation
of this Agreement or to make any other agreement as a result of any such conferences,
nor shall the requirement for such conferences alter the rights or obligations of the parties
under this Agreement. However, both parties agree to thoughtfully consider the concerns
expressed by the other party on the stated issue.
Article 20: TERM OF AGREEMENT
20.1 TERM OF AGREEMENT
This agreement shall become effective at 12:01 a.m. on January 1, 2020 and this
agreement shall continue in full force and effect through and including midnight on June
30, 2023, unless amended as referenced in Section 20.2 of the CBA.
20.2 AMENDMENT OF AGREEMENT
This Agreement may be amended at any time by mutual consent of the parties hereto.
Such amendment shall be reduced to writing and state the effective date.
Article 21: LABOR-MANAGEMENT COMMITTEE
21.1 The parties agree to form a Labor-Management Committee. The Committee shall
be composed of the Manager, or designee, and three (3) Management representatives
and the Union Business Representative and three (3) bargaining unit representatives.
The Committee shall select a chairperson from its membership. A quorum for Committee
meetings shall be a simple majority of its members, and Committee recommendations
shall be based on the majority vote of Committee members who participate in person or
telephonically in the committee meeting.
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21.2 The Labor-Management Committee shall meet quarterly at a date and time set
by the chairperson during KIB business hours unless there is no business to conduct.
Meetings generally will be held at the Borough building. Members of the Committee who
are located elsewhere may attend and participate telephonically.
21.3 The Committee shall be empowered to consider and recommend improvement
in KIB policies, practices, and procedures which affect bargaining unit employees,
including but not limited to workplace safety, employee training, serv ice to the public,
benefit utilization and similar topics of mutual concern to the parties. The Committee is
not a substitute for the Grievance and Arbitration procedures incorporated in this
Agreement, and shall not be used for that purpose. Individual and class grievances shall
be processed through the Grievance and Arbitration procedures.
21.4 The Employer shall give consideration to recommendations regarding matters of
management prerogative, but shall not be required to implement such recommendations.
Neither the Employer nor the Union shall be required to accept recommendations made
by the Committee which would affect wages, hours and terms and conditions of
employment covered by this Agreement, and implementation of any such
recommendations shall require the mutual written consent of the Employer and the Union.
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KODIAK ISLAND BOROUGH
STAFF REPORT
AUGUST 17, 2023
ASSEMBLY REGULAR MEETING
Kodiak Island Borough
SUBJECT: Ordinance No. FY2023-19 Amending Kodiak Island Borough Code Section
17.175.050, Off Street Parking - Location
ORIGINATOR: Seema Garoutte, Assessor/Interim CDD Director
RECOMMENDATION:
Move to advance Ordinance No. FY2023-19 to public hearing at the next regular meeting of the
Assembly.
DISCUSSION:
The Planning and Zoning Commission at its regular meeting on July 19, 2023, moved to bring
this ordinance forward to the Assembly for public hearing. This ordinance was on several
agendas at the Planning and Zoning Commission level, and no public input was given at any
of the meetings.
The Commission has been dealing with several issues of noncompliance for parking issues in
the past due to the vagueness of the parking ordinance. It was Community Development's
request for the Planning and Zoning Commission to look to the future of the Borough's needs
and revise the ordinance.
ALTERNATIVES:
FISCAL IMPACT:
OTHER INFORMATION:
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Ordinance No. FY2023-19 Page 1 of 2
KODIAK ISLAND BOROUGH 1
ORDINANCE NO. FY2023-19 2
3
AN ORDINANCE OF THE ASSEMBLY OF THE KODIAK ISLAND BOROUGH AMENDING 4
KODIAK ISLAND BOROUGH CODE SECTION 17.175.050, OFF-STREET PARKING - 5
LOCATION 6
7
WHEREAS, the Kodiak Island Borough Code 17.175.050 permits parking requirements under 8
KIBC 17.175.040 to be satisfied by securing parking on another lot based upon common 9
ownership, long term easement, license, or permit; and as necessary to describe the reasons for 10
the ordinance; and 11
12
WHEREAS, the Kodiak Island Borough routinely recommends a condition that any parking 13
encumbrance used to satisfy the parking requirements KIBC 17.175.040 on a separate lot be 14
recorded in order to provide notice to potential future buyers; and 15
16
WHEREAS, the Kodiak Island Borough Code does not currently require recording of notice of 17
a parking encumbrance where parking on a separate lot is required to comply with KIBC 18
17.175.040; and as necessary to describe the reasons for the ordinance; and 19
20
WHEREAS, the Kodiak Island Borough Assembly finds that, where off-street parking 21
requirements for a building use are met by an easement, license or permit for parking on another 22
lot, the public interest supports memorializing the parking encumbrance so that potential buyers 23
are aware of the scope of the parking encumbrance and are bound by its terms. 24
25
NOW, THEREFORE, BE IT ORDAINED BY THE ASSEMBLY OF THE KODIAK ISLAND 26
BOROUGH that: 27
28
Section 1: This ordinance is of a general and permanent nature and shall become a part of the 29
Kodiak Island Borough Code of Ordinances. 30
31
Section 2: That Section 17.175.050 of the Kodiak Island Borough Code of Ordinances is 32
amended to read as follows: 33
34
17.175.050 Off-street parking – Location. 35
36
All parking spaces required under KIBC 17.175.040 shall be on the same lot as, or any contiguous 37
lot in common ownership as, the principal building or use that they serve; provided, that if the 38
commission finds that it is impractical to locate the spaces on such a lot, it may permit them to be 39
located on any lot within 600 feet of the principal building or use. The lot must be in common 40
ownership or a long-term easement, license, or permit for use of the alternative parking shall be 41
secured. Where parking spaces required for compliance with this Chapter are not located 42
on the same lot as the principle Business use that they serve a notice shall be recorded 43
identifying the benefitted lot and the burdened lot and memorializing the scope of the 44
AGENDA ITEM #14.C.1.
Ordinance No. FY2023-19 Amending Kodiak Island Borough Code Section 17.1...Page 121 of 121
Ordinance No. FY2023-19 Page 2 of 2
parking encumbrance on the lot on which the required parking spaces are located. Once 45
accepted as satisfying the requirements of KIBC 17.175.040, the approved parking 46
encumbrance may not be modified unless the modification is reviewed and approved as 47
provided in KIBC 17.175.100. 48
49
All parking spaces required under KIBC 17.175.040 shall be located in a use district permitting 50
the use which they serve. 51
52
Effective Date: This ordinance takes effect upon __________. 53
54
ADOPTED BY THE ASSEMBLY OF THE KODIAK ISLAND BOROUGH 55
THIS _____ DAY OF_________________, 2023. 56
57
KODIAK ISLAND BOROUGH 58
59
ATTEST: 60
___________________________ 61
Scott Arndt, Borough Mayor ______________________________ 62
Nova M. Javier, MMC, Borough Clerk 63
64
Introduced by: Assembly 65
First reading: 66
Second reading/public hearing: 67
68
VOTES: 69
Ayes: 70
Noes: 71
72
73
74
AGENDA ITEM #14.C.1.
Ordinance No. FY2023-19 Amending Kodiak Island Borough Code Section 17.1...Page 122 of 121
Page 1 of 5
Kodiak Island Borough
Assembly Regular Meeting Guidelines
Assembly Chambers
Thursday, August 17, 2023, 6:30 p.m.
1. INVOCATION
MAJOR DAVE DAVIS OF THE SALVATION ARMY.
2. PLEDGE OF ALLEGIANCE
MAYOR ARNDT WILL LEAD THE PLEDGE OF ALLEGIANCE.
3. STATEMENT OF LAND ACKNOWLEDGEMENT
We are gathered on the traditional homeland of the Sugpiaq/Alutiiq people, and we
acknowledge the 10 tribes of the Kodiak Alutiiq Region. We recognize the Alutiiq culture
that enriches our community to this day.
4. ROLL CALL
KIBC 2.25.070… the chair shall cause the record to reflect the absence of the member, the
reason for the absence, and whether the absence is excused by the assembly.
5. APPROVAL OF AGENDA AND CONSENT AGENDA
Recommended motion: Move to approve the agenda and consent agenda.
VOICE VOTE ON MOTION
6. *APPROVAL OF MINUTES A. Regular Meeting Minutes of August 3, 2023
7. CITIZENS' COMMENTS
Agenda items not scheduled for public hearing and general comments.
Read the phone numbers: Local is 907-486-3231; Toll Free is 1-855-492-9202.
Please ask speakers to:
1. Sign in and state their name for the record.
2. Turn on the microphone before speaking.
3. Address all remarks to the assembly as a body and not to any member
thereof.
4. If calling in – turn off any listening devices to prevent feedback
8. AWARDS AND PRESENTATIONS
9. COMMITTEE REPORTS
Page 2 of 5
After Committee Reports:
Recommended motion: Move to suspend the rules of the Assembly to take action
on Contract No. FY2024-06 Agreement Between the Kodiak Island Borough and
International Brotherhood before Item 10A, Public Hearing.
KIBC 2.17.100A Miscellaneous/Suspension of rules. The standing rules or the order of
business established by the assembly may be suspended by a two-thirds (2/3) vote to
which the assembly is entitled, (2/3 votes is 5 members).
This motion is an incidental motion. It requires a second, it cannot be interrupted,
debated, amended, and it requires 2/3 vote, which is (5).
ROLL CALL VOTE ON MOTION TO SUSPEND THE RULES
10. PUBLIC HEARING
A. Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough
Adopting Proposed Changes To The Kodiak Island Borough Salary Schedules
Recommended motion: Move to adopt Ordinance No. FY2024-05.
Recommended motion: Move to amend Ordinance No. FY2024-05 by
substitution of Version 2.
Staff report – Aimee Williams, Borough Manager
Open public hearing.
Read phone numbers: 907-486-3231, Toll Free 1-855-492-9202.
Please ask speakers to:
1. Sign in and state their name for the record.
2. Turn on the microphone before speaking.
3. Address all remarks to the assembly as a body and not to any
member thereof.
4. If calling in, turn off any listening devices to prevent feedback.
Close the public hearing.
Assembly discussion.
ROLL CALL VOTE ON THE MOTION TO AMEND
ROLL CALL VOTE ON MOTION AS AMENDED
Page 3 of 5
11. BOROUGH MANAGER’S REPORT
12. MESSAGES FROM THE BOROUGH MAYOR
13. CONSIDERATION OF CALENDAR - UNFINISHED BUSINESS
14. CONSIDERATION OF CALENDAR - NEW BUSINESS
14.A. CONTRACTS 1. Contract No. FY2024-10 Purchase Of A New Caterpillar 320 Hydraulic
Excavator From NC Machinery
Recommended motion: Move to authorize the Manager to award
Contract No. FY2024-10 to NC Machinery for the purchase
of Caterpillar 320 Hydraulic Excavator in the amount of $337,348.
Staff report – Dave Conrad, E&F Director
Assembly discussion.
ROLL CALL VOTE ON THE MOTION
2.
Contract No. FY2024-06 Agreement Between the Kodiak Island Borough
and International Brotherhood of Electrical Workers
Recommended motion: Move to authorize the Borough Manager to
execute Contract No. FY2024-06 agreement between the Kodiak
Island Borough and International Brotherhood of Electrical Workers.
Staff Report – Aimee Williams, Borough Manager
Assembly discussion.
EXECUTIVE SESSION: The Assembly is allowed to go into executive
session to discuss matters involving negotiations with the IBEW under the
authority of KIBC 2.30.030(F)(1)(d) for the purpose of confidential
communications with, and providing direction to, the Borough's
representative regarding negotiations with the IBEW.
If the Assembly would like to go into executive session:
Recommended motion: Move to convene into executive session to
discuss matters involving negotiations with the IBEW under the authority
of KIBC 2.30.030(F)(1)(d) for the purpose of confidential communications
with, and providing direction to, the Borough's representative regarding
negotiations with the IBEW.
ROLL CALL VOTE ON THE MOTION
Page 4 of 5
Recommended motion: Move to invite the Mayor, Assembly, Borough
Manager Aimee Williams, Engineering and Facilities Director Dave
Conrad, Finance Director Dora Cross, and the Borough Clerk’s staff into
executive session.
VOICE VOTE ON MOTION
After the vote, Mayor Arndt recesses the regular meeting and convenes
the executive session.
Upon returning from the executive session, Mayor Arndt reconvenes the
regular meeting and announces:
• No action is to be taken as a result of the executive session.
Direction may be given to the Manager to proceed with
negotiations.
-or-
• The Assembly may make a motion if necessary. The Assembly
must state the motion and vote outside of executive session.
ROLL CALL VOTE ON ANY MOTION THAT MAY HAVE RESULTED
FROM THE EXECUTIVE SESSION.
14.B. RESOLUTIONS
14.C. ORDINANCES FOR INTRODUCTION 1. Ordinance No. FY2023-19 Amending Kodiak Island Borough Code
Section 17.175.050, Off Street Parking – Location
Recommended motion: Move to advance Ordinance No. FY2023-19
to public hearing at the next regular meeting of the Assembly.
Staff report – Seema Garoutte, Assessor/Interim CDD Director
Assembly discussion.
ROLL CALL VOTE ON THE MOTION
14.D. OTHER ITEMS
Page 5 of 5
15. CITIZENS' COMMENTS
Agenda items not scheduled for public hearing and general comments.
Read the phone numbers: Local is 907-486-3231; Toll Free is 1-855-492-9202.
Please ask speakers to:
1. Sign in and state their name for the record.
2. Turn on the microphone before speaking.
3. Address all remarks to the assembly as a body and not to any member
thereof.
4. If calling in – turn off any listening devices to prevent feedback
16. ASSEMBLY MEMBERS’ COMMENTS
The next Assembly work session is scheduled on Thursday, August 31, 2023, at 6:30
p.m. in the Borough Assembly Chambers. The next regular meeting is scheduled on
Thursday, September 7, 2023, at 6:30 p.m. in the Borough Assembly Chambers.
The Borough offices will be closed on Monday, September 4, 2023, in observance of
the Labor Day Holiday.
17. ADJOURNMENT
Recommended motion: Move to adjourn the meeting.
VOICE VOTE ON MOTION
KIBC 2.30.030 A…. Meetings shall adjourn at 10:30 p.m. unless the time is extended by a majority of the
votes to which the assembly is entitled. No meeting shall be extended beyond 11 p.m., unless extended
by a two-thirds vote of the assembly, except the meeting shall be extended to set the time and place for
resumption of the meeting.
View our website:
www.kodiakak.us
Visit our Facebook page:
www.facebook.com/KodiakIslandBorough
Follow us on
Twitter:
@KodiakBorough
Kodiak Island Borough
Assembly Newsletter
Vol. FY2024, No. 03 August 18, 2023
At Its Regular Meeting Of August 17, 2023, The Kodiak Island Borough Assembly Took The Following
Actions. The Next Regular Meeting Of The Borough Assembly Is Scheduled On September 7, 2023, At
6:30 P.M. In The Borough Assembly Chambers.
SUSPENDED THE RULES OF THE ASSEMBLY To Take Action On Contract No. FY2024-06
Agreement Between The Kodiak Island Borough And International Brotherhood Before Item 10A, Public
Hearing on Ordinance No. FY2024-05
CONVENED INTO EXECUTIVE SESSION To Discuss Matters Involving Negotiations With The IBEW
Under The Authority Of KIBC 2.30.030(F)(1)(D) For The Purpose Of Confidential Communications With,
And Providing Direction To, The Borough's Representative Regarding Negotiations With The IBEW.
INVITED the Mayor, Assembly, Borough Manager Aimee Williams, Engineering and Facilities Director
Dave Conrad, Finance Director Dora Cross, and the Borough Clerk’s staff into executive session.
AUTHORIZED The Manager To Execute Contract No. FY2024-06 Agreement Between the Kodiak Island
Borough and International Brotherhood of Electrical Workers
AMENDED/ADOPTED Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough
Adopting Proposed Changes To The Kodiak Island Borough Salary Schedules Version 2
AUTHORIZED The Manager To Award Contract No. FY2024-10 To NC Machinery For The Purchase
Of Caterpillar 320 Hydraulic Excavator In The Amount Of $337,348
ADVANCED Ordinance No. FY2023-19 Amending Kodiak Island Borough Code Section 17.175.050, Off
Street Parking – Location To Public Hearing At The Next Regular Meeting Of The Assembly
View our website:
www.kodiakak.us
Visit our Facebook page:
www.facebook.com/KodiakIslandBorough
Follow us on
Twitter:
@KodiakBorough
Kodiak Island Borough
Assembly Newsletter
Vol. FY2024, No. 03 August 18, 2023
At Its Regular Meeting Of August 17, 2023, The Kodiak Island Borough Assembly Took The Following
Actions. The Next Regular Meeting Of The Borough Assembly Is Scheduled On September 7, 2023, At
6:30 P.M. In The Borough Assembly Chambers.
SUSPENDED THE RULES OF THE ASSEMBLY To Take Action On Contract No. FY2024-06
Agreement Between The Kodiak Island Borough And International Brotherhood Before Item 10A, Public
Hearing on Ordinance No. FY2024-05
CONVENED INTO EXECUTIVE SESSION To Discuss Matters Involving Negotiations With The IBEW
Under The Authority Of KIBC 2.30.030(F)(1)(D) For The Purpose Of Confidential Communications With,
And Providing Direction To, The Borough's Representative Regarding Negotiations With The IBEW.
INVITED the Mayor, Assembly, Borough Manager Aimee Williams, Engineering and Facilities Director
Dave Conrad, Finance Director Dora Cross, and the Borough Clerk’s staff into executive session.
AUTHORIZED The Manager To Execute Contract No. FY2024-06 Agreement Between the Kodiak Island
Borough and International Brotherhood of Electrical Workers
AMENDED/ADOPTED Ordinance No. FY2024-05 Of The Assembly Of The Kodiak Island Borough
Adopting Proposed Changes To The Kodiak Island Borough Salary Schedules Version 2
AUTHORIZED The Manager To Award Contract No. FY2024-10 To NC Machinery For The Purchase
Of Caterpillar 320 Hydraulic Excavator In The Amount Of $337,348
ADVANCED Ordinance No. FY2023-19 Amending Kodiak Island Borough Code Section 17.175.050, Off
Street Parking – Location To Public Hearing At The Next Regular Meeting Of The Assembly