FY2024-06 Agreement Between the Kodiak Island Borough and International Brotherhood of Electrical WorkersContract No. FY2024-06
Contract #FY2024-06
AGREEMENT
BETWEEN
J J
W 1549
KODIAK ISLAND BOROUGH
F."I'Lli
INTERNATIONAL
BROTHERHOOD OF
ELECTRICAL WORKERS
LOCAL UNION 1547
AFL-CIO
July 1, 2023 through June 30, 2026
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TABLE OF CONTENTS
ARTICLE 1: RECOGNITION.................................................................................................................................6
1.1 RECOGNITION..................................................................................................................................................6
1.2 MEMBERS OF BARGAINING UNIT...............................................................................................................6
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......................................................................................................9
4.6 SELECTION PROCESS.....................................................................................................................................9
4.7 JOB ORIENTATION..........................................................................................................................................9
4.8 ENTRANCE WAGE RATE..............................................................................................................................10
4.9 STEP INCREASES...........................................................................................................................................10
4.10 LONGEVITY PAY.........................................................................................................................................11
4.11 SHIFT DIFFERENTIAL.................................................................................................................................11
4.12 TEMPORARY ASSIGNMENTS....................................................................................................................12
4.13 EMPLOYEE TRANSFERS............................................................................................................................12
4.14 PROBATIONARY PERIOD...........................................................................................................................13
4.15 EVALUATION...............................................................................................................................................13
4.16 PROMOTION.................................................................................................................................................14
4.17 DEMOTION....................................................................................................................................................14
ARTICLE 5: SEPARATIONS................................................................................................................................15
5.1 RESIGNATIONS..............................................................................................................................................15
5.2 LAYOFFS.........................................................................................................................................................15
5.3 TERMINATION...............................................................................................................................................16
5.4 DISMISSAL NOTICE AND SEVERANCE PAY............................................................................................17
ARTICLE 6: WORK SCHEDULE & OVERTIME.............................................................................................17
6.1 HOURS OF WORK...........................................................................................................................................17
6.2 OVERTIME......................................................................................................................................................18
6.3 TEN HOUR WORKDAY..................................................................................................................................19
6.4 ON-CALL TIME...............................................................................................................................................19
6.5 OFF DUTY/CALL OUT PAY...........................................................................................................................19
6.6 REST PERIODS................................................................................................................................................19
6.7 STAGGERED LUNCH PERIODS...................................................................................................................20
6.8 FLEXIBLE SCHEDULING OF WORK HOURS.............................................................................................20
ARTICLE 7: COMPENSATION............................................................................................................................20
7.1 COMPENSATION............................................................................................................................................20
ARTICLE8: LEAVE...............................................................................................................................................20
8.1 ANNUAL LEAVE ENTITLEMENT (ON A CALENDAR YEAR BASIS).....................................................20
8.2 ANNUAL LEAVE - GENERAL......................................................................................................................21
8.3 CASH -IN OF ANNUAL LEAVE......................................................................................................................22
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8.4 PAYMENT OF ANNUAL LEAVE UPON TERMINATION...........................................................................22
8.5 MANDATORY LEAVE...................................................................................................................................22
13.2 PAYROLL PROCEDURES............................................................................................................................38
8.6 DONATION OF LEAVE..................................................................................................................................22
13.3 TIME SHEETS................................................................................................................................................39
8.7 SICK LEAVE....................................................................................................................................................23
13.4 PAYCHECK ERRORS...................................................................................................................................39
8.8 FAMILY/MEDICAL LEAVE...........................................................................................................................23
13.5 MOVING EXPENSES FOR NEW EMPLOYEES..........................................................................................39
8.9 LEAVE-WITHOUT-PAY.................................................................................................................................25
13.6 THIS SECTION IS INTENTIONALLY LEFT BLANK.................................................................................40
8.10 THIS SECTION IS INTENTIONALLY LEFT BLANK.................................................................................26
13.7 CLOTHING ALLOWANCE...........................................................................................................................40
8.11 HOLIDAY LEAVE.........................................................................................................................................26
13.8 BOROUGH VEHICLES.................................................................................................................................40
8.12 BEREAVEMENT LEAVE.............................................................................................................................27
13.9 PRIVATE AUTOMOBILE USAGE...............................................................................................................40
8.13 WORKERS' COMPENSATION LEAVE......................................................................................................27
13.10 GIFTS AND GRATUITIES..........................................................................................................................41
8.14 COURT DUTY................................................................................................................................................28
13.11 PROFESSIONAL ORGANIZATION DUES................................................................................................41
8.15 MILITARY LEAVE........................................................................................................................................28
13.12 EMPLOYMENT OF FAMILY MEMBERS.................................................................................................41
8.16 UNAUTHORIZED LEAVE............................................................................................................................29
13.13 OTHER EMPLOYMENT.............................................................................................................................42
8.17 SICK LEAVE BANK......................................................................................................................................29
13.14 TRAVEL.......................................................................................................................................................42
ARTICLE9: SENIORITY......................................................................................................................................30
9.1 SENIORITY......................................................................................................................................................30
ARTICLE10: DISCIPLINE...................................................................................................................................31
10.1 DISCIPLINE...................................................................................................................................................31
ARTICLE 11: TRAINING......................................................................................................................................32
11.1 NEW EQUIPMENT TECHNOLOGY OR PROCEDURES...........................................................................32
11.2 TUITION REFUNDS......................................................................................................................................32
11.3 TUITION AGREEMENT...............................................................................................................................33
11.4 SPECIAL TRAINING.....................................................................................................................................34
11.5 SPECIAL TRAINING AGREEMENT...........................................................................................................34
11.6 TRAINING......................................................................................................................................................35
ARTICLE 12: BENEFITS.......................................................................................................................................35
12.1 HEALTH AND WELFARE BENEFITS.........................................................................................................35
12.2 RETIREMENT................................................................................................................................................37
12.3 JOINT HEALTH CARE COMMITTEE.........................................................................................................37
ARTICLE 13: EMPLOYMENT PRACTICES.....................................................................................................37
13.1 PERSONNEL RECORDS...............................................................................................................................37
13.2 PAYROLL PROCEDURES............................................................................................................................38
13.3 TIME SHEETS................................................................................................................................................39
13.4 PAYCHECK ERRORS...................................................................................................................................39
13.5 MOVING EXPENSES FOR NEW EMPLOYEES..........................................................................................39
13.6 THIS SECTION IS INTENTIONALLY LEFT BLANK.................................................................................40
13.7 CLOTHING ALLOWANCE...........................................................................................................................40
13.8 BOROUGH VEHICLES.................................................................................................................................40
13.9 PRIVATE AUTOMOBILE USAGE...............................................................................................................40
13.10 GIFTS AND GRATUITIES..........................................................................................................................41
13.11 PROFESSIONAL ORGANIZATION DUES................................................................................................41
13.12 EMPLOYMENT OF FAMILY MEMBERS.................................................................................................41
13.13 OTHER EMPLOYMENT.............................................................................................................................42
13.14 TRAVEL.......................................................................................................................................................42
13.15 STRANDED WHILE ON BOROUGH TRAVEL.........................................................................................42
13.16 SAFETY........................................................................................................................................................43
13.17 SAFETY COMMITTEE...............................................................................................................................43
13.18 PROHIBITION OF SMOKING....................................................................................................................43
13.19 DRUG-FREE WORKPLACE.......................................................................................................................44
13.20 POLITICAL ACTIVITIES............................................................................................................................44
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14.1 NO STRIKE, SLOWDOWNS, OR LOCKOUTS............................................................................................44
ARTICLE 15: GRIEVANCE PROCEDURE........................................................................................................44
15.1 GRIEVANCE PROCEDURE..........................................................................................................................44
ARTICLE 16: UNION REPRESENTATIVES.......................................................................................................46
16.1 UNION REPRESENTATIVES.......................................................................................................................46
16.2 SHOP STEWARD...........................................................................................................................................47
ARTICLE17: UNION SECURITY........................................................................................................................47
17.1 UNION SECURITY........................................................................................................................................47
17.2 DUES DEDUCTION.......................................................................................................................................48
17.3 GOOD STANDING WITH UNION................................................................................................................48
17.4 POSTING OF AGREEMENT.........................................................................................................................48
17.5 BULLETIN BOARDS.....................................................................................................................................48
17.6 UNION ACTIVITIES.....................................................................................................................................48
ARTICLE 18: NON-DISCRIMINATION/EQUAL EMPLOYMENT OPPORTUNITY..................................49
18.1 NON-DISCRIMINATION/EQUAL EMPLOYMENT OPPORTUNITY.......................................................49
ARTICLE 19: GENERAL PROVISIONS.............................................................................................................49
19.1 EFFECT OF AGREEMENT...........................................................................................................................49
19.2 SUCCESSORS AND ASSIGNS.....................................................................................................................49
19.3 PRODUCTIVITY............................................................................................................................................49
19.4 NEGOTIATIONS PROCEDURE...................................................................................................................50
19.5 SCOPE OF AGREEMENT.............................................................................................................................51
19.6 NOTICES........................................................................................................................................................51
19.7 COMPILATION OF AGREEMENT..............................................................................................................51
19.8 IMPASSE PROCEDURE................................................................................................................................51
19.9 MEET AND CONFER....................................................................................................................................53
ARTICLE 20: TERM OF AGREEMENT.............................................................................................................53
20.1 TERM OF AGREEMENT...............................................................................................................................53
20.2 AMENDMENT OF AGREEMENT................................................................................................................53
ARTICLE 21: LABOR-MANAGEMENT COMMITTEE....................................................................................53
APPENDIX A — CLASS TITLES AND PAY RANGES
SALARY SCHEDULES (2023, 2024, 2025)
APPENDIX B - FORMS
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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, to 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.
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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:
Assessing
Appraiser Technician
Assessment Clerk I & II
Property Appraiser
Property Appraiser Lead
Community Development
Assistant Planner
Associate Planner/ENF
Associate Planner/LRP
Drafting Technician/Mapper
Secretary I, II and III
Code Enforcement Officer
Permit Technician
Engineering & Facilities
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
Laborer
Finance
Accounting Clerk
Accounting Technician/AP
Accounting Technician/Payroll
Cashier
General Accountant
Revenue Accountant
Accountant I
Secretary I, II and III
Borough Manager's Office
Resource Management Officer
Secretary I, II and III
Information Technology
IT Supervisor
PC Technician I &II
Programmer/Analyst
Network Analyst
GIS Analyst
Excluded from the unit are elected officials, the Borough attorney, Borough Clerk,
Deputy Clerk, Assistant Clerk, Records Manager, Engineering & Facilities Director,
Solid Waste Manager/Environmental Specialist, Maintenance Coordinator, Construction
Inspector/Architect, Construction Inspector/Engineer, Project Manager/Inspector,
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Community Development Director, Human Resources Director, Human Resources
Assistant, Human Resources
Officer/Executive Assistant, Administrative Assistant to the Borough Manager, Grant
Writer/Special Projects Support, Assessor, Finance Director, Director of Information
Systems, Fire Chief, Assistant Fire Chief and Project Manager.
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 shall not
be used for the purpose of undermining the Union or to discriminate 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.
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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
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 bulletin 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
department 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
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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 Borough Manager or his
designee. If 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 Borough Manager. Any IBEW
information provided to the Borough Manager will be included in the information packet.
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 director and the Human Resources Officer. Any Union
follow-up questions and discussion will be considered a union activity.
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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 director, subject to Borough 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 D.
4.9 STEP INCREASES
All new regular employees after serving a six-month probationary period of overall
satisfactory performance, as indicated on the 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 director determines by the evaluation that an employee has
not satisfactorily performed the job, the department director 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 director 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 employee's employment agreement have been accumulated.
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 director 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 directors may
recommend employees for special merit increases in recognition of:
A. Outstanding service
B. Special acts of accomplishment
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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.
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. Ten (10) years of total service, an additional two percent (2%) of dollar value of
employee's current pay rate.
B. Fifteen (15) years of total service — in addition to the 10 -year increase, an
additional three percent (3%) of dollar value of employee's current base pay
rate.
C. Twenty (20) years of total service — in addition to the 15 -year increase, an
additional five percent (5%) of dollar value of employee's current base 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
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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 Borough Manager, an employee may be temporarily assigned to
some or all of the duties of another position. If the temporary assignment lasts for longer
than thirty (30) days, the employer will notify the Union in writing. The temporary higher
rate of pay shall be at Step A of the salary range of the position to be filled temporarily;
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. The employee shall be compensated at the higher rate
of pay if this re -assignment is made for:
1. More than six (6) of a temporarily absent employee's regularly scheduled
consecutive working days; 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.
4.13 EMPLOYEE TRANSFERS
In keeping with Borough policy to hire 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
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Employer may elect to offer the position to a bargaining unit regular employee if they
are qualified or if the 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 ninety (90) day trial period. The Employer
may, where appropriate, extend the 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). 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 ninety (90) day trial period by notifying his/her
supervisor in writing. 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 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.
When an employee is transferred from one position to another having a higher pay
range, the employee's rate of pay shall remain the same if it falls within the higher pay
range or shall be the minimum step in the new range, whichever is greater.
In the event of a transfer, the employee's anniversary date shall remain unchanged.
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.
.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
their job performance. The written evaluation shall utilize the performance evaluation
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.
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 requested and mutually agreed upon, in
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consultation with the employee, and in writing between the Union and Employer ahead
of time. If an employee's evaluation is not timely prepared, or not delayed by mutual
agreement, 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, to discuss the reason(s) for the unsatisfactory 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.
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) business days, the department director 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 (2.5%), 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. The employee shall receive a one-step pay increase
after completing six (6) months of overall satisfactory performance.
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. The supervisor shall prepare a written performance evaluation
(Appendix B) on day eighty (80) of the evaluation period and will review this evaluation
with the employee before day ninety (90). 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.
4.17 DEMOTION
An employee may be demoted for any of the following reasons:
A. Inability to perform duties adequately.
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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 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 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
director 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 directors when adequate provisions can be
made in a shorter period of time, or extenuating circumstances exist. The department
director shall furnish a copy of the resignation (recognized by the signature of the
department director) 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 position.
5.2 LAYOFFS
The Borough Manager is authorized to lay off employees if:
A. The position has been abolished.
B. There are insufficient funds.
C. There is not sufficient work available to warrant the continuation of employment.
If a layoff is pending, the Borough Manager shall provide the employee a written notice
indicating layoff at least four (4) weeks in advance of the layoff.
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If for any of the above reasons, an employee has a loss of employment with the
Borough, the Borough 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 Borough 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
classification.
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.
5.3 TERMINATION
The Borough 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.
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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
given 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
Article 6: WORK SCHEDULE & OVERTIME
6.1 HOURS OF WORK
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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
directors 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 director.
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 director 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 timecard 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.
Employees will be notified by their normal quitting time of the preceding day of any
scheduled overtime work.
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6.3 TEN HOUR WORKDAY
By mutual agreement of the department director and the employee involved, 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 director. This decision
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 cell phone or other
electronic device. In the event that an hourly employee is called in to work to respond to
a call -out, 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) hour's 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.
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.
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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 Borough 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 shall
remain in place, contingent upon mutual agreement between the employee and the
Director of the incoming employee's new department. Any change to the flexible
scheduling agreement shall be mutually agreed to between the employee, the
department director, and the Borough Manager or his/her designee.
Article 7: COMPENSATION
7.1 COMPENSATION
Effective 8/6/2023 all Bargaining Unit employees shall receive wage increase equal to
two and one-half percent (2.5%).
Effective 7/1/2024 all Bargaining Unit employees shall receive a wage increase equal to
two percent (2%).
Effective 7/1/2025 all Bargaining Unit employees shall receive a wage increase equal to
two percent (2%).
Article 8: LEAVE
8.1 ANNUAL LEAVE ENTITLEMENT (ON A CALENDAR YEAR BASIS
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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 the scheduled hours described in the employee's employment
agreement.
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 Borough 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.
Annual Leave can be accrued from year to year with a maximum accrual limit of sixty-
eight (68) working days. The maximum accrual of sixty-eight (68) working days of
annual leave shall not apply to any employees who, as of the effective date of this
agreement, have greater than sixty-eight (68) working days of annual leave. Upon such
employees' annual leave falling below sixty-eight (68) working days, that employee's
new maximum accrual will become sixty-eight (68) working days.
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Any amount of leave above the maximum accrual limit will automatically be transferred
into the sick leave account at the end of the calendar year. Leave continues to accrue
during the period of time an employee is on paid leave. A recognized holiday occurring
during an employee'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 serious event 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 Annual leave per annum. Excess
annual leave (over sixty-eight (68) 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 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.
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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 the scheduled hours
described in the employee's employment agreement.
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 as soon as
practical, but not later than their scheduled 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 sixty-eight (68) 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. Up to eighteen (18) weeks within a twelve (12) month period may be taken for
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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 notify the designated Human 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 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
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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 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 per fiscal year. Leave without pay 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.
Employees who are in a leave -without -pay status longer than ten (10) consecutive
working days will also not be eligible for holiday pay within the leave without pay period.
Under the Public Employees Retirement System (PERS), leave -without -pay exceeding
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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 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 THIS SECTION IS INTENTIONALLY LEFT BLANK
8.11 HOLIDAY LEAVE
The following holidays shall be recognized by the Borough:
New Year's Day 1 st January
Martin Luther King's Birthday 3rd Monday in January
Presidents' Day 3rd Monday in February
Seward's Day Last Monday in March
Memorial Day Last Monday in May
Juneteenth 1911 June
Independence Day 4t1 July
Labor Day 1St Monday in September
Veteran's Day 11 t1 November
Thanksgiving Day 4t1 Thursday in November
Thanksgiving Friday Day after Thanksgiving
Christmas Day 25t1 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 falls will not
be unreasonably denied.
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In addition to Borough recognized holidays, every day designated by public
proclamation by the President of the United States as a permanent legal holiday shall
also be observed as a holiday for Borough employees. During negotiations, Seward's
Day remained as a recognized holiday in lieu of Indigenous People's 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 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 worked 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 director.
8.12 BEREAVEMENT LEAVE
At the employee's option, accrued sick leave or annual leave may be used by an
employee upon the death of a member of the employee's, or their spouse's immediate
family. Immediate family is defined as spouse, siblings, son, daughter, parents,
stepparents, stepsiblings, stepchildren, father-in-law, mother-in-law, brother-in-law,
sister-in-law, son-in-law, daughter-in-law, grandparents and grandchildren. If the
employee's annual and sick leave are or become exhausted, and the employee desires
to utilize leave without pay, the employee shall request approval from the Borough
Manager as described n Section 8.9, for the purpose of bereavement.
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:
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.
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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 Borough
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
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
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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 Borough Manager. The
Finance Department shall maintain an accounting of the Sick Leave Bank balance at all
times. This balance information will be available to any participant upon request. It is the
Borough 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. Donations using the Sick Leave Bank Donation form (Appendix B) will be made
to the Bank once a year in the month of January for any employee wanting to
participate in the Sick Leave Bank. The employee will be responsible for
submitting donation forms to payroll between January 1 and January 31.
2. Each participant will donate one (1) day of their sick leave to the Bank in January
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 fifty (250) days except for new
participants. 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 up to 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 notification,
participants will be required to donate a minimum of one (1) day up to a
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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 working
days from the written notification to sick leave bank participants.
A participant will not be able to withdraw days from the Bank until all of their own
accrued sick leave and annual leave have been depleted. The maximum number of
Sick Leave Bank days available to a participant 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 donate additional days to
the Bank.
An employee withdrawing from participation in the Bank or upon termination of
employment with the Borough will not be able to withdraw the donated days.
Sick leave days can only be withdrawn from the Bank for the participant's serious illness
or injury. Normal pregnancy leave and parental leave not associated with illness or
disability are not eligible for Sick Leave Bank requests. Requests for use of Bank days
will be forwarded by the employee to the Borough Manager using the Sick Leave Bank
Withdrawal Request 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 full time or part time employees 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 probationary period are eligible to donate
one (1) day of their sick leave to the Bank at the end of their probationary period.
Donation will be made within 30 days of the end of the probationary period.
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
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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 months;
b) When an employee resigns from employment with the Borough;
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 timelines 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:
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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
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
was removed.
Article 11: TRAINING
11.1 NEW EQUIPMENT TECHNOLOGY OR PROCEDURES
The Employer shall provide, or make available, updated 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.
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Written concurrence from the department director 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 director 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 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
uate
Employee Name (Print)
Supervisor Name (Print)
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Employee Signature
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
director, the employee shall be compensated at their regular rate of pay for all
scheduled 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 those 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
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Date Supervisor Name (PRINT) Supervisor Signature
11.6 TRAINING
The Employer and the Union will cooperate in encouraging 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
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 after the employee's first day of work.
For example: An employee hired on or after June 1 will be covered beginning July 1.
If an employee separates employment on or before the 15th of the month, coverage
terminates at the end of that month. If the employee separates employment after the
15th of the month, coverage terminates at the end of the month following the
employee's 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 of each 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%) of the annual
premium increase; not to exceed a 10% increase in the base contribution per annum.
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The AETF shall advise the Borough of the pre-tax contribution amount that employees
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 July 1, 2023:
Coverage
Total Premium
KIB Pays
Employee Pays
All Employees
$ 2,352.00
$2,169.00
$ 183.00
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 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.
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g) The Borough shall provide a Life and Accidental Death and Dismemberment
insurance plan for each eligible, regular employee.
h) The Borough will provide a 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 Borough Manager's offices.
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
comprised 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 Borough Manager or
department directors.
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
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director, Human Resources Officer or designee, or the director 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 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 Borough 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
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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, within the past three (3) years, shall be made
available, upon request, by the employee or his/her designee.
13.4 PAYCHECK 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 determined 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 a Transportation Agreement (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
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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 to
the above timelines.
d. New employees may not be given an advance against moving expenses 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.
13.6 THIS SECTION IS INTENTIONALLY LEFT BLANK
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
(Appendix B). 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.
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.
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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 Borough 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 approved 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 supervise, 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
marriage to the Borough 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.
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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 Borough
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
The Borough will be responsible for purchasing lodging and transportation for
employees who are traveling out of town on official business. The Borough will
reimburse the employee for local transportation such as ride services (Uber, Lyft, taxi,
public transportation) upon submission of a payment request with a copy of receipts 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 of travel, per diem will be 75% of the daily rate.
When an employee is on official business beyond their normal work hours and not
requiring an overnight stay, per diem will be 75% of the daily rate.
The Borough and its employees are 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 payment requests, employees must submit a Travel
Authorization Form (Appendix B).
In the event that an accommodation is found to be unavailable 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.
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:
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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.
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
Page 43
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
disciplinary 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 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:
Page 44
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 Borough 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 grievance 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.
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
Page 45
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
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.
Page 46
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.
Page 47
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
Page 48
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 invalid
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.
Page 49
19.4 NEGOTIATIONS PROCEDURE
a. Negotiations may be requested by either party prior to January 15th of the fiscal
year in which the contract may expire. Meetings 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 Borough
Manager. Requests for negotiations from the Borough representative shall be
transmitted through the Borough 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.
Page 50
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 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.
Resolving Differences: In the case an Agreement has not been reached in
negotiations by June 30, the parties shall follow the impasse procedure. The June
30 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 employee 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:
Page 51
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 Borough 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
Page 52
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 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 and 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 within 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 July 1, 2023, and this
agreement shall continue in full force and effect through and including midnight on June
30, 2026, 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 Borough 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
Page 53
Committee recommendations shall be based on the majority vote of Committee
members who participate in person or telephonically in the committee meeting.
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, service 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.
Page 54
By:
0�lc AND
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
LOCAL 1547
AGREED to this 221'4 day of 202-3.
KODIAK ISLAND BOROUGH
AGREE to this Zq qday of ! �4-c v Lefd , 20 23
Ai eWVilliamss,, jB�orou
Attest: 0` `'
N va M. Javier, MMC, Bo
nager
i
Cle
Page 55
APPENDIX A
Salary Schedules
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
FY2024 (x 2.50%), effective 08/06/2023
Page 1 of KIB IBEW 2023-2026 Contract Appendix A
A
B
C
D
E
F
G
H
I
J
K
L
M
7.00
Annual
37,432
38,368
39,327
40,310
41,318
42,351
43,410
44,495
45,608
46,747
47,916
49,114
50,342
Hourly
17.9962
18.4461
18.9073
19.38
19.8645
20.3611
20.8701
21.3919
21.9267
22.4748
23.0367
23.6126
24.2029
7.50
Annual
38,368
39,327
40,310
41,318
42,351
43,410
44,495
45,608
46,748
47,916
49,114
50,342
51,601
Hourly
18.4461
18.9073
19.38
19.8645
20.3611
20.8701
21.3919
21.9267
22.4748
23.0367
23.6126
24.2029
24.8080
8.00
Annual
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
18.9073
19.38
19.8645
20.3611
20.8701
21.3919
21.9267
22.4748
23.0367
23.6126
24.2029
24.808
25.4282
8.50
Annual
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
19.38
19.8645
20.3611
20.8701
21.3919
21.9267
22.4748
23.0367
23.6126
24.2029
24.808
25.4282
26.0639
9.00
Annual
41,318
42,351
43,410
44,495
45,607
46,748
47,916
49,114
50,342
51,601
52,891
54,213
55,568
Hourly
19.8645
20.3611
20.8701
21.3919
21.9267
22.4748
23.0367
23.6126
24.2029
24.808
25.4282
26.0639
26.7155
9.50
Annual
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
20.3611
20.8701
21.3919
21.9267
22.4748
23.0367
23.6126
24.2029
24.808
25.4282
26.0639
26.7155
27.3834
10.00
Annual
43,410
44,495
45,608
46,748
47,916
49,114
50,342
51,601
52,891
54,213
55,568
56,958
58,382
Hourly
20.8701
21.3919
21.9267
22.4748
23.0367
23.6126
24.2029
24.808
25.4282
26.0639
26.7155
27.3834
28.0680
10.50
Annual
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
21.3919
21.9267
22.4748
23.0367
23.6126
24.2029
24.808
25.4282
26.0639
26.7155
27.3834
28.068
28.7697
11.00
Annual
45,608
46,748
47,916
49,114
50,342
51,601
52,891
54,213
55,568
56,958
58,382
59,841
61,337
Hourly
21.9267
22.4748
23.0367
23.6126
24.2029
24.808
25.4282
26.0639
26.7155
27.3834
28.068
28.7697
29.4889
11.50
Annual
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
22.4748
23.0367
23.6126
24.2029
24.808
25.4282
26.0639
26.7155
27.3834
28.068
28.7697
29.4889
30.2261
12.00
Annual
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
23.0367
23.6126
24.2029
24.808
25.4282
26.0639
26.7155
27.3834
28.068
28.7697
29.4889
30.2262
30.9819
12.50
Annual
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
23.6126
24.2029
24.808
25.4282
26.0639
26.7155
27.3834
28.068
28.7697
29.4889
30.2261
30.9818
31.7563
13.00
Annual
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
24.2029
24.808
25.4282
26.0639
26.7155
27.3834
28.068
28.7697
29.4889
30.2262
30.9819
31.7564
32.5503
13.50
Annual
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
24.808
25.4282
26.0639
26.7155
27.3834
28.068
28.7697
29.4889
30.2262
30.9818
31.7563
32.5503
33.3641
Page 1 of KIB IBEW 2023-2026 Contract Appendix A
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
FY2024 (x 2.50%), effective 08/06/2023
Page 2 of KIB IBEW 2023-2026 Contract Appendix A
A
B
C
D
E
F
G
H
I
J
K
L
M
14.00
Annual
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
25.4282
26.0639
26.7155
27.3834
28.068
28.7697
29.4889
30.2262
30.9818
31.7564
32.5503
33.3641
34.1982
14.50
Annual
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
26.0639
26.7155
27.3834
28.068
28.7697
29.4889
30.2262
30.9818
31.7564
32.5503
33.3641
34.1982
35.0532
15.00
Annual
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
26.7155
27.3834
28.068
28.7697
29.4889
30.2262
30.9818
31.7564
32.5503
33.364
34.1981
35.0531
35.9294
15.50
Annual
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
27.3834
28.068
28.7697
29.4889
30.2262
30.9818
31.7564
32.5503
33.364
34.1981
35.0531
35.9294
36.8276
16.00
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
Hourly
28.068
28.7697
29.4889
30.2262
30.9818
31.7564
32.5503
33.364
34.1981
35.0531
35.9294
36.8277
37.7484
16.50
Annual
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
28.7697
29.4889
30.2262
30.9818
31.7564
32.5503
33.364
34.1981
35.0531
35.9294
36.8276
37.7483
38.6920
17.00
Annual
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
29.4889
30.2262
30.9818
31.7564
32.5503
33.364
34.1981
35.0531
35.9294
36.8276
37.7483
38.692
39.6593
17.50
Annual
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
30.2262
30.9818
31.7564
32.5503
33.364
34.1981
35.0531
35.9294
36.8276
37.7483
38.692
39.6593
40.6508
18.00
Annual
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
30.9818
31.7564
32.5503
33.364
34.1981
35.0531
35.9294
36.8276
37.7483
38.692
39.6593
40.6508
41.6671
18.50
Annual
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
31.7564
32.5503
33.364
34.1981
35.0531
35.9294
36.8276
37.7483
38.692
39.6593
40.6508
41.6671
42.7088
19.00
Annual
67,705
69,397
71,132
72,910
74,733
76,601
78,516
80,479
82,491
84,554
86,668
88,835
91,056
Hourly
32.5503
33.364
34.1981
35.0531
35.9294
36.8276
37.7483
38.692
39.6593
40.6508
41.6671
42.7087
43.7764
19.50
Annual
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
33.364
34.1981
35.0531
35.9294
36.8276
37.7483
38.692
39.6593
40.6508
41.6671
42.7088
43.7765
44.8709
20.00
Annual
71,132
72,910
74,733
76,601
78,516
80,479
82,491
84,554
86,668
88,834
91,055
93,331
95,664
Hourly
34.1981
35.0531
35.9294
36.8276
37.7483
38.692
39.6593
40.6508
41.6671
42.7088
43.7765
44.8709
45.9927
20.50
Annual
72,910
74,733
76,602
78,517
80,479
82,491
84,554
86,668
88,834
91,055
93,331
95,665
98,057
Hourly
35.0531
35.9294
36.8276
37.7483
38.692
39.6593
40.6508
41.6671
42.7088
43.7765
44.8709
45.9927
47.1425
Page 2 of KIB IBEW 2023-2026 Contract Appendix A
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
FY2024 (x 2.50%), effective 08/06/2023
Page 3 of KIB IBEW 2023-2026 Contract Appendix A
A
B
C
D
E
F
G
H
I
J
K
L
M
21.00
Annual
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
35.9294
36.8276
37.7483
38.692
39.6593
40.6508
41.6671
42.7088
43.7765
44.8709
45.9927
47.1425
48.3211
21.50
Annual
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
36.8276
37.7483
38.692
39.6593
40.6508
41.6671
42.7088
43.7765
44.8709
45.9927
47.1425
48.3211
49.5291
22.00
Annual
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
37.7483
38.692
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
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
38.692
39.6593
40.6508
41.6671
42.7088
43.7765
44.8709
45.9927
47.1425
48.3211
49.5291
50.7674
52.0366
23.00
Annual
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
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
84,554
86,668
88,834
91,055
93,332
95,665
98,056
100,508
103,021
105,596
108,236
110,942
113,716
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
24.00
Annual
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
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
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
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
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
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
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
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
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
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
98,056
100,508
103,021
105,596
108,236
110,942
113,715
116,558
119,472
122,459
125,520
128,658
131,874
Hourly
47.1425
48.3211
49.5291
50.7673
52.0365
53.3374
54.6708
56.0376
57.4386
58.8745
60.3464
61.855
63.4014
27.00
Annual
100,508
103,021
105,596
108,236
110,942
113,715
116,558
119,472
122,459
125,521
128,659
131,876
135,173
Hourly
48.3211
49.5291
50.7673
52.0365
53.3374
54.6708
56.0376
57.4386
58.8745
60.3464
61.8551
63.4014
64.9864
27.50
Annual
103,021
105,596
108,236
110,942
113,715
116,558
119,472
122,459
125,521
128,658
131,874
135,171
138,550
Hourly
49.5291
50.7673
52.0365
53.3374
54.6708
56.0376
57.4386
58.8745
60.3464
61.855
63.4014
64.9864
66.6111
Page 3 of KIB IBEW 2023-2026 Contract Appendix A
28.00
28.50
29.00
29.50
30.00
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
FY2024 (x 2.50%), effective 08/06/2023
Page 4 of 4
KIB IBEW 2023-2026 Contract Appendix A
A
B
C
D
E
F
G
H
I
J
K
L
M
Annual
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
50.7673
52.0365
53.3374
54.6708
56.0376
57.4386
58.8745
60.3464
61.855
63.4014
64.9864
66.6111
68.2764
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
Hourly
52.0365
53.3374
54.6708
56.0376
57.4386
58.8745
60.3464
61.855
63.4014
64.9864
66.6111
68.2763
69.9832
Annual
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
53.3374
54.6708
56.0376
57.4386
58.8745
60.3464
61.855
63.4014
64.9864
66.6111
68.2764
69.9833
71.7329
Annual
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
54.6708
56.0376
57.4386
58.8745
60.3464
61.855
63.4014
64.9864
66.6111
68.2764
69.9833
71.7329
73.5262
Annual
116,558
119,472
122,459
125,521
128,658
131,875
135,172
138,551
142,015
145,565
149,204
152,934
156,757
Hourly
56.0376
57.4386
58.8745
60.3464
61.855
63.4014
64.9864
66.6111
68.2764
69.9833
71.7329
73.5262
75.3644
Page 4 of 4
KIB IBEW 2023-2026 Contract Appendix A
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
FY2025 (x 2.00%), effective 07/01/2024
Page 1 of KIB IBEW 2023-2026 Contract Appendix A
A
B
C
D
E
F
G
H
I
J
K
L
M
7.00
Annual
38,181
39,135
40,114
41,116
42,144
43,198
44,278
45,385
46,520
47,682
48,874
50,096
51,349
Hourly
18.3561
18.8150
19.2854
19.7676
20.2618
20.7683
21.2875
21.8197
22.3652
22.9243
23.4974
24.0849
24.6870
7.50
Annual
39,135
40,114
41,116
42,144
43,198
44,278
45,385
46,520
47,683
48,874
50,096
51,349
52,633
Hourly
18.8150
19.2854
19.7676
20.2618
20.7683
21.2875
21.8197
22.3652
22.9243
23.4974
24.0849
24.6870
25.3042
8.00
Annual
40,114
41,116
42,144
43,198
44,278
45,385
46,519
47,683
48,874
50,096
51,349
52,632
53,948
Hourly
19.2854
19.7676
20.2618
20.7683
21.2875
21.8197
22.3652
22.9243
23.4974
24.0849
24.6870
25.3042
25.9368
8.50
Annual
41,116
42,144
43,198
44,278
45,385
46,520
47,683
48,874
50,096
51,349
52,633
53,949
55,297
Hourly
19.7676
20.2618
20.7683
21.2875
21.8197
22.3652
22.9243
23.4974
24.0849
24.6870
25.3042
25.9368
26.5852
9.00
Annual
42,144
43,198
44,278
45,385
46,519
47,683
48,874
50,096
51,349
52,633
53,949
55,297
56,679
Hourly
20.2618
20.7683
21.2875
21.8197
22.3652
22.9243
23.4974
24.0849
24.6870
25.3042
25.9368
26.5852
27.2498
9.50
Annual
43,198
44,278
45,385
46,520
47,683
48,874
50,096
51,349
52,633
53,949
55,297
56,680
58,097
Hourly
20.7683
21.2875
21.8197
22.3652
22.9243
23.4974
24.0849
24.6870
25.3042
25.9368
26.5852
27.2498
27.9311
10.00
Annual
44,278
45,385
46,520
47,683
48,874
50,096
51,349
52,633
53,949
55,297
56,679
58,097
59,550
Hourly
21.2875
21.8197
22.3652
22.9243
23.4974
24.0849
24.6870
25.3042
25.9368
26.5852
27.2498
27.9311
28.6294
10.50
Annual
45,385
46,520
47,682
48,874
50,096
51,349
52,633
53,949
55,297
56,679
58,096
59,549
61,038
Hourly
21.8197
22.3652
22.9243
23.4974
24.0849
24.6870
25.3042
25.9368
26.5852
27.2498
27.9311
28.6294
29.3451
11.00
Annual
46,520
47,683
48,874
50,096
51,349
52,633
53,949
55,297
56,679
58,097
59,550
61,038
62,564
Hourly
22.3652
22.9243
23.4974
24.0849
24.6870
25.3042
25.9368
26.5852
27.2498
27.9311
28.6294
29.3451
30.0787
11.50
Annual
47,683
48,874
50,096
51,349
52,633
53,949
55,297
56,679
58,096
59,549
61,038
62,564
64,127
Hourly
22.9243
23.4974
24.0849
24.6870
25.3042
25.9368
26.5852
27.2498
27.9311
28.6294
29.3451
30.0787
30.8306
12.00
Annual
48,874
50,096
51,349
52,633
53,949
55,297
56,679
58,097
59,550
61,038
62,564
64,127
65,731
Hourly
23.4974
24.0849
24.6870
25.3042
25.9368
26.5852
27.2498
27.9311
28.6294
29.3451
30.0787
30.8307
31.6015
12.50
Annual
50,096
51,349
52,633
53,949
55,297
56,679
58,096
59,549
61,038
62,564
64,127
65,731
67,374
Hourly
24.0849
24.6870
25.3042
25.9368
26.5852
27.2498
27.9311
28.6294
29.3451
30.0787
30.8306
31.6014
32.3914
13.00
Annual
51,349
52,633
53,949
55,297
56,679
58,096
59,549
61,038
62,564
64,128
65,732
67,375
69,059
Hourly
24.6870
25.3042
25.9368
26.5852
27.2498
27.9311
28.6294
29.3451
30.0787
30.8307
31.6015
32.3915
33.2013
13.50
Annual
52,633
53,949
55,297
56,679
58,096
59,550
61,038
62,564
64,128
65,731
67,374
69,058
70,785
Hourly
25.3042
25.9368
26.5852
27.2498
27.9311
28.6294
29.3451
30.0787
30.8307
31.6014
32.3914
33.2013
34.0314
Page 1 of KIB IBEW 2023-2026 Contract Appendix A
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
FY2025 (x 2.00%), effective 07/01/2024
Page 2 of KIB IBEW 2023-2026 Contract Appendix A
A
B
C
D
E
F
G
H
I
J
K
L
M
14.00
Annual
53,949
55,297
56,679
58,097
59,549
61,038
62,564
64,127
65,731
67,374
69,058
70,785
72,555
Hourly
25.9368
26.5852
27.2498
27.9311
28.6294
29.3451
30.0787
30.8307
31.6014
32.3915
33.2013
34.0314
34.8822
14.50
Annual
55,297
56,679
58,096
59,549
61,038
62,564
64,128
65,731
67,374
69,059
70,786
72,556
74,369
Hourly
26.5852
27.2498
27.9311
28.6294
29.3451
30.0787
30.8307
31.6014
32.3915
33.2013
34.0314
34.8822
35.7543
15.00
Annual
56,679
58,096
59,550
61,038
62,564
64,128
65,731
67,374
69,059
70,785
72,555
74,368
76,228
Hourly
27.2498
27.9311
28.6294
29.3451
30.0787
30.8307
31.6014
32.3915
33.2013
34.0313
34.8821
35.7542
36.6480
15.50
Annual
58,096
59,549
61,038
62,564
64,128
65,731
67,374
69,059
70,785
72,555
74,368
76,228
78,133
Hourly
27.9311
28.6294
29.3451
30.0787
30.8307
31.6014
32.3915
33.2013
34.0313
34.8821
35.7542
36.6480
37.5642
16.00
Annual
59,550
61,038
62,564
64,127
65,731
67,374
69,059
70,785
72,555
74,368
76,228
78,133
80,086
Hourly
28.6294
29.3451
30.0787
30.8307
31.6014
32.3915
33.2013
34.0313
34.8821
35.7542
36.6480
37.5643
38.5034
16.50
Annual
61,038
62,564
64,127
65,731
67,374
69,059
70,785
72,555
74,368
76,228
78,133
80,086
82,089
Hourly
29.3451
30.0787
30.8307
31.6014
32.3915
33.2013
34.0313
34.8821
35.7542
36.6480
37.5642
38.5033
39.4658
17.00
Annual
62,564
64,128
65,731
67,374
69,059
70,785
72,555
74,368
76,228
78,133
80,086
82,089
84,141
Hourly
30.0787
30.8307
31.6014
32.3915
33.2013
34.0313
34.8821
35.7542
36.6480
37.5642
38.5033
39.4658
40.4525
17.50
Annual
64,128
65,731
67,374
69,059
70,785
72,555
74,369
76,228
78,133
80,086
82,089
84,141
86,244
Hourly
30.8307
31.6014
32.3915
33.2013
34.0313
34.8821
35.7542
36.6480
37.5642
38.5033
39.4658
40.4525
41.4638
18.00
Annual
65,731
67,374
69,059
70,785
72,555
74,368
76,228
78,133
80,087
82,089
84,141
86,244
88,400
Hourly
31.6014
32.3915
33.2013
34.0313
34.8821
35.7542
36.6480
37.5642
38.5033
39.4658
40.4525
41.4638
42.5004
18.50
Annual
67,374
69,059
70,785
72,555
74,368
76,228
78,133
80,086
82,089
84,141
86,244
88,400
90,611
Hourly
32.3915
33.2013
34.0313
34.8821
35.7542
36.6480
37.5642
38.5033
39.4658
40.4525
41.4638
42.5004
43.5630
19.00
Annual
69,059
70,785
72,555
74,368
76,228
78,133
80,086
82,089
84,141
86,245
88,401
90,612
92,877
Hourly
33.2013
34.0313
34.8821
35.7542
36.6480
37.5642
38.5033
39.4658
40.4525
41.4638
42.5004
43.5629
44.6519
19.50
Annual
70,785
72,555
74,368
76,228
78,133
80,087
82,089
84,141
86,245
88,401
90,612
92,877
95,199
Hourly
34.0313
34.8821
35.7542
36.6480
37.5642
38.5033
39.4658
40.4525
41.4638
42.5004
43.5630
44.6520
45.7683
20.00
Annual
72,555
74,368
76,228
78,133
80,086
82,089
84,141
86,245
88,401
90,611
92,876
95,198
97,577
Hourly
34.8821
35.7542
36.6480
37.5642
38.5033
39.4658
40.4525
41.4638
42.5004
43.5630
44.6520
45.7683
46.9126
20.50
Annual
74,368
76,228
78,134
80,087
82,089
84,141
86,245
88,401
90,611
92,876
95,198
97,578
100,018
Hourly
35.7542
36.6480
37.5642
38.5033
39.4658
40.4525
41.4638
42.5004
43.5630
44.6520
45.7683
46.9126
48.0854
Page 2 of KIB IBEW 2023-2026 Contract Appendix A
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
FY2025 (x 2.00%), effective 07/01/2024
Page 3 of KIB IBEW 2023-2026 Contract Appendix A
A
B
C
D
E
F
G
H
I
J
K
L
M
21.00
Annual
76,228
78,133
80,087
82,089
84,141
86,245
88,401
90,611
92,876
95,198
97,577
100,017
102,517
Hourly
36.6480
37.5642
38.5033
39.4658
40.4525
41.4638
42.5004
43.5630
44.6520
45.7683
46.9126
48.0854
49.2875
21.50
Annual
78,133
80,086
82,089
84,141
86,245
88,401
90,611
92,876
95,199
97,578
100,018
102,518
105,081
Hourly
37.5642
38.5033
39.4658
40.4525
41.4638
42.5004
43.5630
44.6520
45.7683
46.9126
48.0854
49.2875
50.5197
22.00
Annual
80,086
82,089
84,141
86,245
88,400
90,611
92,876
95,198
97,578
100,017
102,517
105,080
107,708
Hourly
38.5033
39.4658
40.4525
41.4638
42.5004
43.5630
44.6520
45.7683
46.9126
48.0854
49.2875
50.5197
51.7826
22.50
Annual
82,089
84,141
86,245
88,401
90,611
92,876
95,198
97,578
100,017
102,518
105,081
107,708
110,401
Hourly
39.4658
40.4525
41.4638
42.5004
43.5630
44.6520
45.7683
46.9126
48.0854
49.2875
50.5197
51.7827
53.0773
23.00
Annual
84,141
86,245
88,401
90,611
92,876
95,198
97,578
100,017
102,518
105,081
107,709
110,401
113,161
Hourly
40.4525
41.4638
42.5004
43.5630
44.6520
45.7683
46.9126
48.0854
49.2875
50.5197
51.7826
53.0772
54.4041
23.50
Annual
86,245
88,401
90,611
92,876
95,199
97,578
100,017
102,518
105,081
107,708
110,401
113,161
115,990
Hourly
41.4638
42.5004
43.5630
44.6520
45.7683
46.9126
48.0854
49.2875
50.5197
51.7826
53.0772
54.4041
55.7642
24.00
Annual
88,400
90,611
92,876
95,198
97,578
100,017
102,518
105,080
107,708
110,401
113,161
115,989
118,889
Hourly
42.5004
43.5630
44.6520
45.7683
46.9126
48.0854
49.2875
50.5197
51.7826
53.0772
54.4041
55.7642
57.1584
24.50
Annual
90,611
92,876
95,198
97,578
100,017
102,518
105,080
107,708
110,401
113,161
115,990
118,889
121,861
Hourly
43.5630
44.6520
45.7683
46.9126
48.0854
49.2875
50.5197
51.7826
53.0772
54.4041
55.7642
57.1584
58.5873
25.00
Annual
92,876
95,199
97,578
100,017
102,518
105,081
107,708
110,401
113,161
115,989
118,889
121,861
124,908
Hourly
44.6520
45.7683
46.9126
48.0854
49.2875
50.5197
51.7826
53.0772
54.4041
55.7642
57.1584
58.5873
60.0520
25.50
Annual
95,198
97,578
100,017
102,518
105,080
107,708
110,401
113,161
115,989
118,889
121,861
124,908
128,030
Hourly
45.7683
46.9126
48.0854
49.2875
50.5197
51.7826
53.0772
54.4041
55.7642
57.1584
58.5873
60.0520
61.5533
26.00
Annual
97,578
100,017
102,518
105,080
107,708
110,401
113,161
115,989
118,889
121,861
124,908
128,030
131,231
Hourly
46.9126
48.0854
49.2875
50.5197
51.7826
53.0772
54.4041
55.7642
57.1584
58.5874
60.0521
61.5533
63.0922
26.50
Annual
100,017
102,518
105,081
107,708
110,401
113,161
115,989
118,889
121,861
124,908
128,030
131,231
134,511
Hourly
48.0854
49.2875
50.5197
51.7826
53.0772
54.4041
55.7642
57.1584
58.5874
60.0520
61.5533
63.0921
64.6694
27.00
Annual
102,518
105,081
107,708
110,401
113,161
115,989
118,889
121,861
124,908
128,031
131,232
134,514
137,876
Hourly
49.2875
50.5197
51.7826
53.0772
54.4041
55.7642
57.1584
58.5874
60.0520
61.5533
63.0922
64.6694
66.2861
27.50
Annual
105,081
107,708
110,401
113,161
115,989
118,889
121,861
124,908
128,031
131,231
134,511
137,874
141,321
Hourly
50.5197
51.7826
53.0772
54.4041
55.7642
57.1584
58.5874
60.0520
61.5533
63.0921
64.6694
66.2861
67.9433
Page 3 of KIB IBEW 2023-2026 Contract Appendix A
28.00
28.50
29.00
29.50
30.00
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
FY2025 (x 2.00%), effective 07/01/2024
Page 4 of 4
KIB IBEW 2023-2026 Contract Appendix A
A
B
C
D
E
F
G
H
I
J
K
L
M
Annual
107,708
110,401
113,161
115,989
118,889
121,861
124,908
128,030
131,231
134,513
137,875
141,322
144,855
Hourly
51.7826
53.0772
54.4041
55.7642
57.1584
58.5874
60.0520
61.5533
63.0921
64.6694
66.2861
67.9433
69.6419
Annual
110,401
113,161
115,989
118,889
121,861
124,908
128,031
131,231
134,513
137,875
141,322
144,855
148,476
Hourly
53.0772
54.4041
55.7642
57.1584
58.5874
60.0520
61.5533
63.0921
64.6694
66.2861
67.9433
69.6418
71.3829
Annual
113,161
115,989
118,889
121,861
124,908
128,031
131,231
134,513
137,875
141,322
144,855
148,476
152,188
Hourly
54.4041
55.7642
57.1584
58.5874
60.0520
61.5533
63.0921
64.6694
66.2861
67.9433
69.6419
71.3830
73.1676
Annual
115,989
118,889
121,861
124,908
128,030
131,231
134,513
137,875
141,322
144,855
148,476
152,189
155,994
Hourly
55.7642
57.1584
58.5874
60.0520
61.5533
63.0921
64.6694
66.2861
67.9433
69.6419
71.3830
73.1676
74.9967
Annual
118,889
121,861
124,908
128,031
131,231
134,513
137,875
141,322
144,855
148,476
152,188
155,993
159,892
Hourly
57.1584
58.5874
60.0520
61.5533
63.0921
64.6694
66.2861
67.9433
69.6419
71.3830
73.1676
74.9967
76.8717
Page 4 of 4
KIB IBEW 2023-2026 Contract Appendix A
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
FY2026 (x 2.00%), effective 07/01/2025
Page 1 of KIB IBEW 2023-2026 Contract Appendix A
A
B
C
D
E
F
G
H
I
J
K
L
M
7.00
Annual
38,945
39,918
40,916
41,938
42,987
44,062
45,164
46,293
47,450
48,636
49,851
51,098
52,376
Hourly
18.7232
19.1913
19.6711
20.1630
20.6670
21.1837
21.7133
22.2561
22.8125
23.3828
23.9673
24.5666
25.1807
7.50
Annual
39,918
40,916
41,938
42,987
44,062
45,164
46,293
47,450
48,637
49,851
51,098
52,376
53,686
Hourly
19.1913
19.6711
20.1630
20.6670
21.1837
21.7133
22.2561
22.8125
23.3828
23.9673
24.5666
25.1807
25.8103
8.00
Annual
40,916
41,938
42,987
44,062
45,164
46,293
47,449
48,637
49,851
51,098
52,376
53,685
55,027
Hourly
19.6711
20.1630
20.6670
21.1837
21.7133
22.2561
22.8125
23.3828
23.9673
24.5666
25.1807
25.8103
26.4555
8.50
Annual
41,938
42,987
44,062
45,164
46,293
47,450
48,637
49,851
51,098
52,376
53,686
55,028
56,403
Hourly
20.1630
20.6670
21.1837
21.7133
22.2561
22.8125
23.3828
23.9673
24.5666
25.1807
25.8103
26.4555
27.1169
9.00
Annual
42,987
44,062
45,164
46,293
47,449
48,637
49,851
51,098
52,376
53,686
55,028
56,403
57,813
Hourly
20.6670
21.1837
21.7133
22.2561
22.8125
23.3828
23.9673
24.5666
25.1807
25.8103
26.4555
27.1169
27.7948
9.50
Annual
44,062
45,164
46,293
47,450
48,637
49,851
51,098
52,376
53,686
55,028
56,403
57,814
59,259
Hourly
21.1837
21.7133
22.2561
22.8125
23.3828
23.9673
24.5666
25.1807
25.8103
26.4555
27.1169
27.7948
28.4897
10.00
Annual
45,164
46,293
47,450
48,637
49,851
51,098
52,376
53,686
55,028
56,403
57,813
59,259
60,741
Hourly
21.7133
22.2561
22.8125
23.3828
23.9673
24.5666
25.1807
25.8103
26.4555
27.1169
27.7948
28.4897
29.2020
10.50
Annual
46,293
47,450
48,636
49,851
51,098
52,376
53,686
55,028
56,403
57,813
59,258
60,740
62,259
Hourly
22.2561
22.8125
23.3828
23.9673
24.5666
25.1807
25.8103
26.4555
27.1169
27.7948
28.4897
29.2020
29.9320
11.00
Annual
47,450
48,637
49,851
51,098
52,376
53,686
55,028
56,403
57,813
59,259
60,741
62,259
63,815
Hourly
22.8125
23.3828
23.9673
24.5666
25.1807
25.8103
26.4555
27.1169
27.7948
28.4897
29.2020
29.9320
30.6803
11.50
Annual
48,637
49,851
51,098
52,376
53,686
55,028
56,403
57,813
59,258
60,740
62,259
63,815
65,410
Hourly
23.3828
23.9673
24.5666
25.1807
25.8103
26.4555
27.1169
27.7948
28.4897
29.2020
29.9320
30.6803
31.4472
12.00
Annual
49,851
51,098
52,376
53,686
55,028
56,403
57,813
59,259
60,741
62,259
63,815
65,410
67,046
Hourly
23.9673
24.5666
25.1807
25.8103
26.4555
27.1169
27.7948
28.4897
29.2020
29.9320
30.6803
31.4473
32.2335
12.50
Annual
51,098
52,376
53,686
55,028
56,403
57,813
59,258
60,740
62,259
63,815
65,410
67,046
68,721
Hourly
24.5666
25.1807
25.8103
26.4555
27.1169
27.7948
28.4897
29.2020
29.9320
30.6803
31.4472
32.2334
33.0392
13.00
Annual
52,376
53,686
55,028
56,403
57,813
59,258
60,740
62,259
63,815
65,411
67,047
68,723
70,440
Hourly
25.1807
25.8103
26.4555
27.1169
27.7948
28.4897
29.2020
29.9320
30.6803
31.4473
32.2335
33.0393
33.8653
13.50
Annual
53,686
55,028
56,403
57,813
59,258
60,741
62,259
63,815
65,411
67,046
68,721
70,439
72,201
Hourly
25.8103
26.4555
27.1169
27.7948
28.4897
29.2020
29.9320
30.6803
31.4473
32.2334
33.0392
33.8653
34.7120
Page 1 of KIB IBEW 2023-2026 Contract Appendix A
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
FY2026 (x 2.00%), effective 07/01/2025
Page 2 of KIB IBEW 2023-2026 Contract Appendix A
A
B
C
D
E
F
G
H
I
J
K
L
M
14.00
Annual
55,028
56,403
57,813
59,259
60,740
62,259
63,815
65,410
67,046
68,721
70,439
72,201
74,006
Hourly
26.4555
27.1169
27.7948
28.4897
29.2020
29.9320
30.6803
31.4473
32.2334
33.0393
33.8653
34.7120
35.5798
14.50
Annual
56,403
57,813
59,258
60,740
62,259
63,815
65,411
67,046
68,721
70,440
72,202
74,007
75,856
Hourly
27.1169
27.7948
28.4897
29.2020
29.9320
30.6803
31.4473
32.2334
33.0393
33.8653
34.7120
35.5798
36.4694
15.00
Annual
57,813
59,258
60,741
62,259
63,815
65,411
67,046
68,721
70,440
72,201
74,006
75,855
77,753
Hourly
27.7948
28.4897
29.2020
29.9320
30.6803
31.4473
32.2334
33.0393
33.8653
34.7119
35.5797
36.4693
37.3810
15.50
Annual
59,258
60,740
62,259
63,815
65,411
67,046
68,721
70,440
72,201
74,006
75,855
77,753
79,696
Hourly
28.4897
29.2020
29.9320
30.6803
31.4473
32.2334
33.0393
33.8653
34.7119
35.5797
36.4693
37.3810
38.3155
16.00
Annual
60,741
62,259
63,815
65,410
67,046
68,721
70,440
72,201
74,006
75,855
77,753
79,696
81,688
Hourly
29.2020
29.9320
30.6803
31.4473
32.2334
33.0393
33.8653
34.7119
35.5797
36.4693
37.3810
38.3156
39.2735
16.50
Annual
62,259
63,815
65,410
67,046
68,721
70,440
72,201
74,006
75,855
77,753
79,696
81,688
83,731
Hourly
29.9320
30.6803
31.4473
32.2334
33.0393
33.8653
34.7119
35.5797
36.4693
37.3810
38.3155
39.2734
40.2551
17.00
Annual
63,815
65,411
67,046
68,721
70,440
72,201
74,006
75,855
77,753
79,696
81,688
83,731
85,824
Hourly
30.6803
31.4473
32.2334
33.0393
33.8653
34.7119
35.5797
36.4693
37.3810
38.3155
39.2734
40.2551
41.2616
17.50
Annual
65,411
67,046
68,721
70,440
72,201
74,006
75,856
77,753
79,696
81,688
83,731
85,824
87,969
Hourly
31.4473
32.2334
33.0393
33.8653
34.7119
35.5797
36.4693
37.3810
38.3155
39.2734
40.2551
41.2616
42.2931
18.00
Annual
67,046
68,721
70,440
72,201
74,006
75,855
77,753
79,696
81,689
83,731
85,824
87,969
90,168
Hourly
32.2334
33.0393
33.8653
34.7119
35.5797
36.4693
37.3810
38.3155
39.2734
40.2551
41.2616
42.2931
43.3504
18.50
Annual
68,721
70,440
72,201
74,006
75,855
77,753
79,696
81,688
83,731
85,824
87,969
90,168
92,423
Hourly
33.0393
33.8653
34.7119
35.5797
36.4693
37.3810
38.3155
39.2734
40.2551
41.2616
42.2931
43.3504
44.4343
19.00
Annual
70,440
72,201
74,006
75,855
77,753
79,696
81,688
83,731
85,824
87,970
90,169
92,424
94,735
Hourly
33.8653
34.7119
35.5797
36.4693
37.3810
38.3155
39.2734
40.2551
41.2616
42.2931
43.3504
44.4342
45.5449
19.50
Annual
72,201
74,006
75,855
77,753
79,696
81,689
83,731
85,824
87,970
90,169
92,424
94,735
97,103
Hourly
34.7119
35.5797
36.4693
37.3810
38.3155
39.2734
40.2551
41.2616
42.2931
43.3504
44.4343
45.5450
46.6837
20.00
Annual
74,006
75,855
77,753
79,696
81,688
83,731
85,824
87,970
90,169
92,423
94,734
97,102
99,529
Hourly
35.5797
36.4693
37.3810
38.3155
39.2734
40.2551
41.2616
42.2931
43.3504
44.4343
45.5450
46.6837
47.8509
20.50
Annual
75,855
77,753
79,697
81,689
83,731
85,824
87,970
90,169
92,423
94,734
97,102
99,530
102,018
Hourly
36.4693
37.3810
38.3155
39.2734
40.2551
41.2616
42.2931
43.3504
44.4343
45.5450
46.6837
47.8509
49.0471
Page 2 of KIB IBEW 2023-2026 Contract Appendix A
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
FY2026 (x 2.00%), effective 07/01/2025
Page 3 of KIB IBEW 2023-2026 Contract Appendix A
A
B
C
D
E
F
G
H
I
J
K
L
M
21.00
Annual
77,753
79,696
81,689
83,731
85,824
87,970
90,169
92,423
94,734
97,102
99,529
102,017
104,567
Hourly
37.3810
38.3155
39.2734
40.2551
41.2616
42.2931
43.3504
44.4343
45.5450
46.6837
47.8509
49.0471
50.2733
21.50
Annual
79,696
81,688
83,731
85,824
87,970
90,169
92,423
94,734
97,103
99,530
102,018
104,568
107,183
Hourly
38.3155
39.2734
40.2551
41.2616
42.2931
43.3504
44.4343
45.5450
46.6837
47.8509
49.0471
50.2733
51.5301
22.00
Annual
81,688
83,731
85,824
87,970
90,168
92,423
94,734
97,102
99,530
102,017
104,567
107,182
109,862
Hourly
39.2734
40.2551
41.2616
42.2931
43.3504
44.4343
45.5450
46.6837
47.8509
49.0471
50.2733
51.5301
52.8183
22.50
Annual
83,731
85,824
87,970
90,169
92,423
94,734
97,102
99,530
102,017
104,568
107,183
109,862
112,609
Hourly
40.2551
41.2616
42.2931
43.3504
44.4343
45.5450
46.6837
47.8509
49.0471
50.2733
51.5301
52.8184
54.1388
23.00
Annual
85,824
87,970
90,169
92,423
94,734
97,102
99,530
102,017
104,568
107,183
109,863
112,609
115,424
Hourly
41.2616
42.2931
43.3504
44.4343
45.5450
46.6837
47.8509
49.0471
50.2733
51.5301
52.8183
54.1387
55.4922
23.50
Annual
87,970
90,169
92,423
94,734
97,103
99,530
102,017
104,568
107,183
109,862
112,609
115,424
118,310
Hourly
42.2931
43.3504
44.4343
45.5450
46.6837
47.8509
49.0471
50.2733
51.5301
52.8183
54.1387
55.4922
56.8795
24.00
Annual
90,168
92,423
94,734
97,102
99,530
102,017
104,568
107,182
109,862
112,609
115,424
118,309
121,267
Hourly
43.3504
44.4343
45.5450
46.6837
47.8509
49.0471
50.2733
51.5301
52.8183
54.1387
55.4922
56.8795
58.3016
24.50
Annual
92,423
94,734
97,102
99,530
102,017
104,568
107,182
109,862
112,609
115,424
118,310
121,267
124,298
Hourly
44.4343
45.5450
46.6837
47.8509
49.0471
50.2733
51.5301
52.8183
54.1387
55.4922
56.8795
58.3016
59.7590
25.00
Annual
94,734
97,103
99,530
102,017
104,568
107,183
109,862
112,609
115,424
118,309
121,267
124,298
127,406
Hourly
45.5450
46.6837
47.8509
49.0471
50.2733
51.5301
52.8183
54.1387
55.4922
56.8795
58.3016
59.7590
61.2530
25.50
Annual
97,102
99,530
102,017
104,568
107,182
109,862
112,609
115,424
118,309
121,267
124,298
127,406
130,591
Hourly
46.6837
47.8509
49.0471
50.2733
51.5301
52.8183
54.1387
55.4922
56.8795
58.3016
59.7590
61.2530
62.7844
26.00
Annual
99,530
102,017
104,568
107,182
109,862
112,609
115,424
118,309
121,267
124,298
127,406
130,591
133,856
Hourly
47.8509
49.0471
50.2733
51.5301
52.8183
54.1387
55.4922
56.8795
58.3016
59.7591
61.2531
62.7844
64.3540
26.50
Annual
102,017
104,568
107,183
109,862
112,609
115,424
118,309
121,267
124,298
127,406
130,591
133,856
137,201
Hourly
49.0471
50.2733
51.5301
52.8183
54.1387
55.4922
56.8795
58.3016
59.7591
61.2530
62.7844
64.3539
65.9628
27.00
Annual
104,568
107,183
109,862
112,609
115,424
118,309
121,267
124,298
127,406
130,592
133,857
137,204
140,634
Hourly
50.2733
51.5301
52.8183
54.1387
55.4922
56.8795
58.3016
59.7591
61.2530
62.7844
64.3540
65.9628
67.6118
27.50
Annual
107,183
109,862
112,609
115,424
118,309
121,267
124,298
127,406
130,592
133,856
137,201
140,631
144,147
Hourly
51.5301
52.8183
54.1387
55.4922
56.8795
58.3016
59.7591
61.2530
62.7844
64.3539
65.9628
67.6118
69.3022
Page 3 of KIB IBEW 2023-2026 Contract Appendix A
28.00
28.50
29.00
29.50
30.00
Kodiak Island Borough
Salary Schedule for Bargaining Unit Positions
FY2026 (x 2.00%), effective 07/01/2025
Page 4 of 4
KIB IBEW 2023-2026 Contract Appendix A
A
B
C
D
E
F
G
H
I
J
K
L
M
Annual
109,862
112,609
115,424
118,309
121,267
124,298
127,406
130,591
133,856
137,203
140,633
144,148
147,752
Hourly
52.8183
54.1387
55.4922
56.8795
58.3016
59.7591
61.2530
62.7844
64.3539
65.9628
67.6118
69.3022
71.0347
Annual
112,609
115,424
118,309
121,267
124,298
127,406
130,592
133,856
137,203
140,633
144,148
147,752
151,446
Hourly
54.1387
55.4922
56.8795
58.3016
59.7591
61.2530
62.7844
64.3539
65.9628
67.6118
69.3022
71.0346
72.8106
Annual
115,424
118,309
121,267
124,298
127,406
130,592
133,856
137,203
140,633
144,148
147,752
151,446
155,232
Hourly
55.4922
56.8795
58.3016
59.7591
61.2530
62.7844
64.3539
65.9628
67.6118
69.3022
71.0347
72.8107
74.6310
Annual
118,309
121,267
124,298
127,406
130,591
133,856
137,203
140,633
144,148
147,752
151,446
155,233
159,114
Hourly
56.8795
58.3016
59.7591
61.2530
62.7844
64.3539
65.9628
67.6118
69.3022
71.0347
72.8107
74.6310
76.4966
Annual
121,267
124,298
127,406
130,592
133,856
137,203
140,633
144,148
147,752
151,446
155,232
159,113
163,090
Hourly
58.3016
59.7591
61.2530
62.7844
64.3539
65.9628
67.6118
69.3022
71.0347
72.8107
74.6310
76.4966
78.4091
Page 4 of 4
KIB IBEW 2023-2026 Contract Appendix A
APPENDIX B
Forms
CLOTHING REIMBURSEMENT REQUEST FORM
Per CBA Section 13.7
Requested Date:
Employee:
Employee Signature:
Department Head Signature:
Purchase price of item(s) $
Date of Purchase:
Date:
F1 I understand and agree that the reimbursement for the attached clothing is for work
purposes only. Employee Initials
Maximum annual clothing reimbursement of $700.00 is limited to the following articles:
Coveralls/Overalls — regular, bib, uninsulated insulated
Gloves
Rain Gear
Coat
Jacket
Vest
Sweatshirt
Insoles
Work footwear — rain, leather, insulated, Gortex, etc.
ORIGINAL receipts (no copies) must accompany this request; no reimbursements will be made
without receipts. Form and receipts to be turned in to Payroll office. Reimbursement will be
made through Accounts Payable and may take up to 30 days.
Finance Dept Use Only:
G/L Account:
Previous Amount Requested: $
Balance Remaining Prior to this Payment: $
KIB IBEW 2023-2026 Contract Appendix B
KODIAK ISLAND BOROUGH
PERFORMANCE EVALUATION REPORT
Employee Name: Click or tap here to enter text. Supervisor Name: Click or tap here to enter text.
Position: Click or tap here to enter text. Department: Click or tap here to enter text.
Anniversary Date: Click or tap here to enter text. Evaluation Date: Click or tap here to enter text.
Evaluation Period: Click or tap here to enter text.
Reason for Evaluation: ❑ Annual ❑ Probation ❑ Other
ALL RATINGS MUST BE SUBSTANTIATED BY NARRATIVE COMMENTS.
Comments should be objective, quantifiable where possible, describe the employee's performance, strengths, and
weaknesses, and should cite examples of work that has been well done or needs improvement.
RATINGS
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Employee consistently
Employee satisfies all essential
Employee consistently
Employee is unable or
performs at a high level that
job requirements; may exceed
performs below required
unwilling to perform
exceeds expectations
expectations periodically;
standards/expectations for the
required duties according to
COMMUNICATION
demonstrates likelihood of
position; training or other
company standards;
whether employee listens and comprehends well.
eventually exceeding
action is necessary to improve
immediate improvement must
WORK HABITS
expectations
performance
be demonstrated
EVALUATION
DESCRIPTION
RATING
JOB KNOWLEDGE
Choose an item.
Consider knowledge, understanding, and performance of the tasks of the position.
Comments:
Click or tap here to enter text.
Choose an item.
QUALITY OF WORK
Consider accuracy, efficiency, thoroughness, neatness, technical skills.
Comments:
Click or tap here to enter text.
COMMUNICATION
Choose an item.
Consider whether written and oral communications are clear, organized, and effective; and
whether employee listens and comprehends well.
Comments:
Click or tap here to enter text.
WORK HABITS
Choose an item.
Consider attendance, initiative, dependability, self-improvement, observance of rules and
regulations, compliance with work instructions, orderliness.
Comments:
Click or tap here to enter text.
KIB IBEW 2023-2026 Contract Appendix B
KEY ACCOMPLISHMENTS WITHIN THE EVALUATION PERIOD
Choose an item.
WORK RELATIONS
Click or tap here to enter text.
Consider relationship to subordinates, peers, interface with the public, relations with other
Click or tap here to enter text.
supervisors, responsiveness to management objectives.
List the goals:
Click or tap here to enter text.
Comments:
Click or tap here to enter text.
Choose an item.
Choose an item.
SUPERVISORY ABILITY
Choose an item.
Consider planning and assigning tasks, training, disciplinary control, evaluating employee
performance, leadership, decision making, judgement, and fairness and impartiality.
Comments:
Click or tap here to enter text.
MANAGEMENT POTENTIAL
Choose an item.
Is it your opinion that this employee has the skills and experience to perform at an executive
level at this time?
KEY ACCOMPLISHMENTS WITHIN THE EVALUATION PERIOD
Click or tap here to enter text.
IMPROVEMENT THAT COULD BE ACHIEVED
Click or tap here to enter text.
TRAINING AND/OR DEVELOPMENT PLAN — recommendations for training to improve employee's job
knowledge and performance
Click or tap here to enter text.
GOALS FOR THE NEXT PERFORMANCE PERIOD
List the goals:
Click or tap here to enter text.
OVERALL EVALUATION
Choose an item.
Comments:
Click or tap here to enter text.
INCREASE RECOMMENDED?
Choose an item.
EMPLOYEE RESPONSE
The employee may provide a written response on a separate sheet to be attached to this evaluation.
Rater:
This report is based on my observation/knowledge representing
my best judgment of the employee's performance.
Employee:
This report has been discussed with me and I will be provided a
COPY.
Date: Date:
KIB IBEW 2023-2026 Contract Appendix B
Department Director if applicable Borough Manager
I have reviewed and concur with this report
Date
Date:
KIB SEW 2023-2026 Contract Appendix B
Kodiak Island Borough
SICK LEAVE BANK
DONATION A UTHORIZA TION
From Section 717, Personnel Manual: "Each employee enrolling in the Sick Leave 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 -fifty (250) days except for new participants. 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 donate additional days up to a maximum donation of three (3) days per year."
Employee Name
Regular Contribution
Date
I authorize the Kodiak Island Borough to move day (s) of my sick leave
to the Kodiak Island Borough Sick Leave Bank for the calendar year.
This donation entitles me to participate in the Sick Leave Bank. I understand that
if I withdraw from membership in the Sick Leave Bank, I will not be able to
withdraw any days I contributed to the Bank. I understand that if I withdraw from
participation in the Sick Leave Bank, I will not be required to replace any Sick
Leave Bank days that I may have used while a member of the Bank.
Employee Signature Date
Voluntary Contribution
In recognition of my previous use of Sick Leave Bank days, I authorize the Kodiak
Island Borough to move day (s) of my sick leave to the Kodiak Island
Borough Sick Leave Bank. This is a voluntary contribution on my part in
recognition of the benefit I received from the Bank.
Employee Signature Date
KIB IBEW 2023-2026 Contract Appendix B
REQUEST FOR SICK LEAVE BANK WITHDRAWAL
From Section 717, Personnel Manual: "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 illness or disability under Section 707 of the Personnel Manual 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. 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 number of Sick Leave Bank days available to a member
shall be twenty-two (22) days in a calendar year. "
Employee Name
Number of Sick Leave Bank days requested:
Date
Description of need for leave (please attach physician's note):
Employee Signature Date
Approved: Borough Manager Date
KIB IBEW 2023-2026 Contract Appendix B
Kodiak Island Borough
TRANSPORTATION AGREEMENT
The Kodiak Island Borough and
into this agreement concerning transportation costs.
hereby enter
The Kodiak Island Borough agrees to provide an amount not to exceed $
(a maximum of one month's salary for the above noted employee) to partially defray the
transportation costs of transporting household and personal goods from
to Kodiak Alaska.
Actual receipts will need to be provided to substantiate any reimbursement request in an
amount not to exceed the amount listed above.
In return, the employee 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 they voluntarily leave 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
At least two years of employment with the Kodiak Island Borough results in full
forgiveness of any obligation to repay the Kodiak Island Borough.
Per IRS Publication 15 Employer's Tax Guide (Circular E), Supplemental Wages
(available at IRS.GOV) payment of transportation expenses are considered Supplement
Wages and has a mandatory federal income tax rate of 22% in addition to social security
and Medicare taxes.
For purposes of this agreement, employment begins on the first day the employee
reports to work.
Employee Date Manager Date
KIB IBEW 2023-2026 Contract Appendix B