The Health District hired temporary employees in 2020 as Disease Intervention Specialists (DIS) to provide the case and contact investigation for COVID-positive individuals in Snohomish County. These employees were hired at the same rate of pay with no benefits, with the exception of providing sick leave hours at 1 hour for every 40 hours worked. These temporary employees’ hours varied week to week as their work was dependent on the cases the District received.

In late 2021, the District still had a large team of DIS and feedback was provided that they would like to have benefits. Staff worked with the union representative from PROTEC17 on a memorandum of understanding (MOU) that would transition these employees to term-limited positions. This MOU provided that the term-limited DIS would not have bumping rights to other DIS staff within the sexually transmitted disease (STD) programs, human immunodeficiency viruses (HIV), tuberculosis (TB) and viral hepatitis outreach (VHO) programs. The employees would have the same conditions of employment as provided by PROTEC17 CBA for benefits, seniority, and compensation and would not be able to cash out vacation leave prior to July 1, 2022.

Most of the COVID team was laid off with the exception of five employees that were either kept after July 1, 2022, or rehired from layoff who were brought back or continued with their step placement. The union filed a grievance on September 16, 2022, asking the District to move these employees to the step appropriate to their full time at the District. The District’s practice is to move employees through steps based on number of service credits; however, as temporary employees, these DIS did not earn service credits until they became term-limited employees on January 1, 2022.

This proposed MOU has been negotiated and agreed upon with PROTEC17 and it moves these five employees to one step above their current step as listed below:

• Katelynn Adamson: from step 2 to step 3 effective 8/23/22
• Lorraine Bartosh: from step 2 to step 3 effective 7/1/22
• Kathleen Butler: from step 2 to step 3 effective 7/1/22
• Lynne Cox: from step 2 to step 3 effective 9/2/22
• Dawn Johnston: from step 2 to step 3 effective 8/24/22

The MOU will provide backpay to these employees for the wage differences accordingly.

Consistent with Resolution 19-20 and the revised Division of Responsibilities (10/8/19), the Board of Health approves collective bargaining agreements.

MOVE TO authorize the Administrative Officer to approve and sign the memorandum of understanding with PROTEC17 to adjust the salary and step placement for five term-limited employees.