Common use of SUPPORTED EMPLOYMENT PROGRAM Clause in Contracts

SUPPORTED EMPLOYMENT PROGRAM. 13.1. Supported employees performing bargaining unit work will be covered by the terms of the applicable Appendix. Supported employee classifications and assigned wage ranges have 13.2. Though the job duties of a supported employee may cross job classifications, bargaining units and/or Union jurisdiction boundaries, no Public Employment Relations Commission (PERC) Unfair Labor Practice Complaints (ULPs) or grievances will be filed based on the work assigned to a supported employee or allegations of bargaining unit work “skimming.” The parties understand that the process used to assign duties will reflect a “customized employment process” wherein job duties may be “carved” from various assignments and places to create a single supported employee assignment. Because a key component to a successful program includes flexibility in assigning job duties based on operational need and employee growth, as well as the ability to increase responsibility as skills grow, duties will vary and may change over time. For this reason, the parties to this Agreement expressly waive the legal right to file PERC ULP complaints or grievances regarding bargaining unit “skimming” by supported employees. Should these “carved” duties no longer be assigned to a supported employee, said duties will revert to the bargaining units where they originated. 13.3. Supported employees will be represented and pay dues, as appropriate, to the Union representing the majority of the work assigned. If there is no clear majority, the Union representing the plurality of the work assigned will represent the employee. Should a party to this Agreement (County or Union(s)) contest the Union representation assigned to a position, that party will notify the other party (County or appropriate Union(s)) and they will meet to discuss the dispute. Issues, concerns or disputes regarding the representation of bargaining unit work assigned to supported employees will be discussed by the Union(s) jointly with the program manager and the appropriate Office of Labor Relations labor negotiator. Employees will be allowed and expected to continue performing their duties, newly identified and/or previously assigned, while the dispute is discussed. The parties may involve the King County Alternative Dispute Resolution (ADR) staff to help them discuss and resolve disputes. An unresolved dispute will be presented to a PERC mediator selected by the parties. This process will be completed in an expedited manner. An 13.4. The parties acknowledge the possibility that a supported employee may be assigned to perform work that is currently non-represented. If, however, the employee is assigned both non- represented and represented work, the employee will be treated as represented, as long as the duties that are represented are not a de minimis portion of the duties as a whole. This is without prejudice to the fact that the non-represented duties remain non-represented. * Supported Employment Classifications include Supported Employment Program (SEP) Associate I (#4220100) - KC Squared Table Wage Range 25; SEP Associate II (#4220200) - KC Squared Table Wage Range 30; SEP Associate III (#4220300) - KC Squared Table Wage Range 33; and SEP Park Specialist (#4220000) - KC Squared Table Wage Range 35. Following full and final ratification of the CLA, the Parties agree to perform a wage study to assess whether it is appropriate to reopen negotiations over the wage ranges covering the SEP Classifications.

SUPPORTED EMPLOYMENT PROGRAM. 13.1. This Article applies only to bargaining units whose unions include supported employees. 13.2. Supported employees performing bargaining unit work will be covered by the terms of the applicable Appendixcollective bargaining agreement (CBA) provisions for that unit. Supported employee classifications and assigned wage ranges havehave been established in the County’s classification system.* Any CBA terms identified by either party to be in conflict with the needs of the Program will be discussed or bargained as appropriate in an expedited manner. With respect to any CBA “bumping” rights under a Reduction In Force Article, only those in supported employee classifications may bump others in supported employee classifications. Additionally, because the jobs are tailored to individuals’ abilities and experience, the Program Manager and the King County Human Resources Division Director or designee must review and approve any bumping decisions and notify the appropriate union of the decision. 13.213.3. Though the job duties of a supported employee may cross job classifications, bargaining units and/or Union union jurisdiction boundaries, no Public Employment Relations Commission (PERC) Unfair Labor Practice Complaints (ULPs) or grievances will be filed based on the work assigned to a supported employee or allegations of bargaining unit work “skimming.” The parties understand that the process used to assign duties will reflect a “customized employment process” wherein job duties may be “carved” from various assignments and places to create a single supported employee assignment. Because a key component to a successful program includes flexibility in assigning job duties based on operational need and employee growth, as well as the ability to increase responsibility as skills grow, duties will vary and may change over time. For this reason, the parties to this Agreement expressly waive the legal right to file PERC ULP complaints or CBA grievances regarding with regard to bargaining unit “skimming” by supported employees. Should these “carved” duties no longer be assigned to a supported employee, said duties will revert to the bargaining units where they originated. 13.313.4. Supported employees will be represented and pay dues, as appropriate, to the Union union representing the majority of the work assigned. If there is no clear majority, the Union union representing the plurality of the work assigned will represent the employee. Should a party to this Agreement (County or Union(s)) contest the Union union representation assigned to a position, that party will notify the other party (County or appropriate Union(s)) and they will meet to discuss the dispute. Issues, concerns or disputes regarding the representation of bargaining unit work assigned to supported employees will be discussed by the Union(s) jointly with the program manager Supported Employment Program Manager and the appropriate Office of Labor Relations labor negotiator. Employees will be allowed and expected to continue performing their duties, newly identified and/or previously assigned, while the dispute is discussed. The parties may involve the King County Alternative Dispute Resolution (ADR) staff to help them discuss and resolve disputes. An unresolved dispute will be presented to a PERC mediator selected by the parties. This process will be completed in an expedited manner. AnAn employee’s job coach may be included in discussions about represented bargaining unit work that has been assigned. 13.413.5. The parties acknowledge the possibility that a supported employee may be assigned to perform work that is currently non-represented. If, however, the employee is assigned both non- non-represented and represented work, the employee will be treated as represented, as long as the duties that are represented are not a de minimis portion of the duties as a whole. This is without prejudice to the fact that the non-represented duties remain non-represented. * Supported Employment Classifications include Supported Employment Program (SEP) Associate I (#4220100) - KC Squared Table Wage Range 25; SEP Associate II (#4220200) - KC Squared Table Wage Range 30; SEP Associate III (#4220300) - KC Squared Table Wage Range 33; and SEP Park Specialist (#4220000) - KC Squared Table Wage Range 35. Following full and final ratification of the CLA, the Parties agree to perform a wage study to assess whether it is appropriate to reopen negotiations over the wage ranges covering the SEP Classifications.

SUPPORTED EMPLOYMENT PROGRAM. 13.1. This Article applies only to bargaining units whose unions include supported employees. 13.2. Supported employees performing bargaining unit work will be covered by the terms of the applicable Appendixcollective bargaining agreement (CBA) provisions for that unit. Supported employee classifications and assigned wage ranges havehave been established in the County’s classification system.* Any CBA terms identified by either party to be in conflict with the needs of the Program will be discussed or bargained as appropriate in an expedited manner. With respect to any CBA “bumping” rights under a Reduction In Force Article, only those in supported employee classifications may bump others in supported employee classifications. Additionally, because the jobs are tailored to individuals’ abilities and experience, the Program Manager and the King County Human Resources Division Director or designee must review and approve any bumping decisions and notify the appropriate union of the decision. 13.213.3. Though the job duties of a supported employee may cross job classifications, bargaining units and/or Union union jurisdiction boundaries, no Public Employment Relations Commission (PERC) Unfair Labor Practice Complaints (ULPs) or grievances will be filed based on the work assigned to a supported employee or allegations of bargaining unit work “skimming.” The parties understand that the process used to assign duties will reflect a “customized employment process” wherein job duties may be “carved” from various assignments and places to create a single supported employee assignment. Because a key component to a successful program includes flexibility in assigning job duties based on operational need and employee growth, as well as the ability to increase responsibility as skills grow, duties will vary and may change over time. For this reason, the parties to this Agreement expressly waive the legal right to file PERC ULP complaints or CBA grievances regarding with regard to bargaining unit “skimming” by supported employees. Should these “carved” duties no longer be assigned to a supported employee, said duties will revert to the bargaining units where they originated. 13.313.4. Supported employees will be represented and pay dues, as appropriate, to the Union union representing the majority of the work assigned. If there is no clear majority, the Union union representing the plurality of the work assigned will represent the employee. Should a party to this Agreement (County or Union(s)) contest the Union union representation assigned to a position, that party will notify the other party (County or appropriate Union(s)) and they will meet to discuss the dispute. Issues, concerns or disputes regarding the representation of bargaining unit work assigned to supported employees will be discussed by the Union(s) jointly with the program manager Supported Employment Program Manager and the appropriate Office of Labor Relations labor negotiator. Employees will be allowed and expected to continue performing their duties, newly identified and/or previously assigned, while the dispute is discussed. The parties may involve the King County Alternative Dispute Resolution (ADR) staff to help them discuss and resolve disputes. An unresolved dispute will be presented to a PERC mediator selected by the parties. This process will be completed in an expedited manner. Anidentified 13.413.5. The parties acknowledge the possibility that a supported employee may be assigned to perform work that is currently non-represented. If, however, the employee is assigned both non- non-represented and represented work, the employee will be treated as represented, as long as the duties that are represented are not a de minimis portion of the duties as a whole. This is without prejudice to the fact that the non-represented duties remain non-non- represented. * Supported Employment Classifications include Supported Employment Program (SEP) Associate I (#4220100) - KC Squared Table Wage Range 25; SEP Associate II (#4220200) - KC Squared Table Wage Range 30; SEP Associate III (#4220300) - KC Squared Table Wage Range 33; and SEP Park Specialist (#4220000) - KC Squared Table Wage Range 35. 14.1. Following full and final ratification Job Reclassification 1. Reason A. An employee or a group of employees may request a position to be reclassified for the CLAfollowing reasons: (1) An employee’s position is not assigned to the appropriate job classification, or (2) A significant or gradual change in an employee’s on-going duties or responsibilities over a period of at least one-year, or (3) Reorganization or council action causes the Parties agree duties of a position to perform change. B. An employee is not eligible to submit a wage study reclassification request if it has been less than twelve (12) months since the date of a previous classification determination for the position, or (1) the employee is on probation; or (2) the employee is on a Performance Improvement Plan; or (3) the employee is asking for a reclassification for a special duty position. C. Group reclassification may be submitted if all employees’ positions are in the same classification within the same section of a division. The Human Resources Division will evaluate each position individually; therefore, reserving the right to assess whether it is appropriate to reopen negotiations over the wage ranges covering the SEP Classifications.place positions into different classifications, if warranted. Nothing in this paragraph prevents an individual employee

SUPPORTED EMPLOYMENT PROGRAM. 13.1. Supported employees performing bargaining unit work will be covered by the terms of the applicable Appendix. Supported employee classifications and assigned wage ranges havehave been established in the County’s classification system* and shall be accreted in all Appendices. Any contract terms identified by either party that conflicts with the needs of the Program will be discussed or bargained as appropriate in an expedited manner. With respect to any contract “bumping” rights under a reduction in force article, only those in supported employee classifications may bump others in supported employee classifications. Additionally, because the jobs are tailored to individuals’ abilities and experience, the program manager and the Department of Human Resources director must review and approve any bumping decisions and notify the appropriate Union of the decision. 13.2. Though the job duties of a supported employee may cross job classifications, bargaining units and/or Union jurisdiction boundaries, no Public Employment Relations Commission (PERC) Unfair Labor Practice Complaints (ULPs) or grievances will be filed based on the work assigned to a supported employee or allegations of bargaining unit work “skimming.” The parties understand that the process used to assign duties will reflect a “customized employment process” wherein job duties may be “carved” from various assignments and places to create a single supported employee assignment. Because a key component to a successful program includes flexibility in assigning job duties based on operational need and employee growth, as well as the ability to increase responsibility as skills grow, duties will vary and may change over time. For this reason, the parties to this Agreement expressly waive the legal right to file PERC ULP complaints or grievances regarding bargaining unit “skimming” by supported employees. Should these “carved” duties no longer be assigned to a supported employee, said duties will revert to the bargaining units where they originated. 13.3. Supported employees will be represented and pay dues, as appropriate, to the Union representing the majority of the work assigned. If there is no clear majority, the Union representing the plurality of the work assigned will represent the employee. Should a party to this Agreement (County or Union(s)) contest the Union representation assigned to a position, that party will notify the other party (County or appropriate Union(s)) and they will meet to discuss the dispute. Issues, concerns or disputes regarding the representation of bargaining unit work assigned to supported employees will be discussed by the Union(s) jointly with the program manager and the appropriate Office of Labor Relations labor negotiator. Employees will be allowed and expected to continue performing their duties, newly identified and/or previously assigned, while the dispute is discussed. The parties may involve the King County Alternative Dispute Resolution (ADR) staff to help them discuss and resolve disputes. An unresolved dispute will be presented to a PERC mediator selected by the parties. This process will be completed in an expedited manner. AnAn employee’s job coach may be included in discussions about represented bargaining unit work that has been assigned. 13.4. The parties acknowledge the possibility that a supported employee may be assigned to perform work that is currently non-represented. If, however, the employee is assigned both non- non-represented and represented work, the employee will be treated as represented, as long as the duties that are represented are not a de minimis portion of the duties as a whole. This is without prejudice to the fact that the non-represented duties remain non-represented. * Supported Employment Classifications include Supported Employment Program (SEP) Associate I (#4220100) - KC Squared Table Wage Range 25; SEP Associate II (#4220200) - KC Squared Table Wage Range 30; SEP Associate III (#4220300) - KC Squared Table Wage Range 33; and SEP Park Specialist (#4220000) - KC Squared Table Wage Range 35. Following full and final ratification of the CLA, the Parties agree to perform a wage study to assess whether it is appropriate to reopen negotiations over the wage ranges covering the SEP Classifications.

SUPPORTED EMPLOYMENT PROGRAM. 13.1. This Article applies only to bargaining units whose unions include supported employees. 13.2. Supported employees performing bargaining unit work will be covered by the terms of the applicable Appendixcollective bargaining agreement (CBA) provisions for that unit. Supported employee classifications and assigned wage ranges havehave been established in the County’s classification system. Any CBA terms identified by either party to be in conflict with the needs of the Program will be discussed or bargained as appropriate in an expedited manner. With respect to any CBA “bumping” rights under a Reduction In Force Article, only those in supported employee classifications may bump others in supported employee classifications. Additionally, because the jobs are tailored to individuals’ abilities and experience, the Program Manager and the King County Human Resources Division Director or designee must review and approve any bumping decisions and notify the appropriate union of the decision. 13.213.3. Though the job duties of a supported employee may cross job classifications, bargaining units and/or Union union jurisdiction boundaries, no Public Employment Relations Commission (PERC) Unfair Labor Practice Complaints (ULPs) or grievances will be filed based on the work assigned to a supported employee or allegations of bargaining unit work “skimming.” The parties understand that the process used to assign duties will reflect a “customized employment process” wherein job duties may be “carved” from various assignments and places to create a single supported employee assignment. Because a key component to a successful program includes flexibility in assigning job duties based on operational need and employee growth, as well as the ability to increase responsibility as skills grow, duties will vary and may change over time. For this reason, the parties to this Agreement expressly waive the legal right to file PERC ULP complaints or CBA grievances regarding with regard to bargaining unit “skimming” by supported employees. Should these “carved” duties no longer be assigned to a supported employee, said duties will revert to the bargaining units where they originated. 13.313.4. Supported employees will be represented and pay dues, as appropriate, to the Union union representing the majority of the work assigned. If there is no clear majority, the Union union representing the plurality of the work assigned will represent the employee. Should a party to this Agreement (County or Union(s)) contest the Union union representation assigned to a position, that party will notify the other party (County or appropriate Union(s)) and they will meet to discuss the dispute. Issues, concerns or disputes regarding the representation of bargaining unit work assigned to supported employees will be discussed by the Union(s) jointly with the program manager and the appropriate Office of Labor Relations labor negotiator. Employees will be allowed and expected to continue performing their duties, newly identified and/or previously assigned, while the dispute is discussed. The parties may involve the King County Alternative Dispute Resolution (ADR) staff to help them discuss and resolve disputes. An unresolved dispute will be presented to a PERC mediator selected by the parties. This process will be completed in an expedited manner. Annotify 13.413.5. The parties acknowledge the possibility that a supported employee may be assigned to perform work that is currently non-represented. If, however, the employee is assigned both non- represented and represented work, the employee will be treated as represented, as long as the duties that are represented are not a de minimis portion of the duties as a whole. This is without prejudice to the fact that the non-represented duties remain non-represented. * Supported Employment Classifications include Supported Employment Program (SEPTTA 8/17/17) 14.1. Job Reclassification 1. Reason A. An employee or a group of employees may request a position to be reclassified for the following reasons: (1) Associate I An employee’s position is not assigned to the appropriate job (#42201002) - KC Squared Table Wage Range 25A significant or gradual change in an employee’s on-going (3) Reorganization or council action causes the duties of a position B. An employee is not eligible to submit a reclassification request if it has (1) the employee is on probation; SEP Associate II or (#42202002) - KC Squared Table Wage Range 30the employee is on a Performance Improvement Plan; SEP Associate III or (#42203003) - KC Squared Table Wage Range 33; and SEP Park Specialist (#4220000) - KC Squared Table Wage Range 35. Following full and final ratification of the CLA, the Parties agree to perform employee is asking for a wage study to assess whether it is appropriate to reopen negotiations over the wage ranges covering the SEP Classifications.reclassification for a special duty C. Group reclassification may be submitted if all employees’ positions are