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Request for City Council Ratification of IUOE July 1, 2024 Collective Bargaining Agreement (CBA)City of Dubuque City Council Meeting Action Items # 02. Copyrighted June 3, 2024 ITEM TITLE: Request for City Council Ratification of IUOE July 1, 2024 Collective Bargaining Agreement (CBA) SUMMARY: City Manager recommending City Council ratify the City of Dubuque/The International Union of Operating Engineers/AFL-CIO, Local #234 (I UOE) Collective Bargaining Agreement to become effective on July 1, 2024. SUGGESTED Suggested Disposition: Receive and File; Approve DISPOSITION: ATTACHMENTS: Description MVM Memo Staff Memo Type Ordinance Staff Memo Agreement Between City of Dubuque and I UOE Staff Memo THE C Dubuque DUjIBQTE WAWca 914 Masterpiece on the Mississippi YP pp aoo�•o 13 z0i7*20*�oi9 TO: The Honorable Mayor and City Council Members FROM: Michael C. Van Milligen, City Manager SUBJECT: Request for City Council Ratification of IUOE July 1, 2024, Collective Bargaining Agreement (CBA) DATE: May 29, 2024 Chief Human Resources Officer Shelley Stickfort is recommending City Council ratify the City of Dubuque/The International Union of Operating Engineers/AFL-CIO, Local #234 (IUOE) Collective Bargaining Agreement to become effective on July 1, 2024. I concur with the recommendation and respectfully request Mayor and City Council approval. v Micl4ael C. Van Milligen MCVM:sv Attachment CC' Crenna Brumwell, City Attorney Cori Burbach, Assistant City Manager Shelley Stickfort, Chief Human Resources Officer Gus Psihoyos, City Engineer Deron Muehring, Water & Resource Recovery Center Director Jennifer Larson, Chief Financial Officer Alexis Steger, Housing & Community Development Director Christopher Lester, Water Department Director Ryan Knuckey, Transportation Services Director Jessica George- Rethwisch, Emergency Communications Center Director Brian Vaske, Business Representative -International Union of Operating Engineers/AFL-CIO, Local #234 THE CITY OF DUB E Masterpiece on the Mississippi TO: Mike Van Milligen, City Manager FROM: Shelley M. Stickfort, Human Resources Director DATE: May 10, 2024 Dubuque wnc�+.ucrvr.. i rxa,r 2007-2012-2013 2017*2019 RE: Request for City Council Ratification of IUOE July 1, 2024 Collective Bargaining Agreement (CBA) Consistent with the provisions of Iowa Code Chapter 20 "Public Employment Relations (Collective Bargaining)" and as directed by the City Council, the City of Dubuque's bargaining team engaged in a collective bargaining process with The International Union of Operating Engineers/AFL-CIO, Local #234 (IUOE) and reached a tentative agreement on or about March 27, 2024. The City received notice on or about April 15, 2024 that the IUOE, through a membership vote, ratified the tentative agreement. A Brief Overview Summary of the Changes from the Contract Ending June 30, 2024 includes - A. In General: Wordsmithing to ensure inclusive and gender -neutral language, updating to current representative, department, and position/title references, subject/verb agreement, article numbering changed from roman numbers to numbers, and formatting and article re -ordering and renaming for a logical flow. Iowa Code Chapter 20 provides that the only mandatory subject/topic for bargaining for this bargaining unit is wages. The City elected to bargain for many more permissive topics. No prohibited topics were included in the collective bargaining or negotiations process. Where definitions were provided for, the use of the appropriately defined term was updated in provisions in which unclear terms or previously undefined terms had been used in the prior CBA. B. Article 1 Recognition: Updated Department Names and the position/titles within each department. C. Added Article 2 Definitions: a. Full-time and Part-time employees defined, b. Base pay (or base rate) and Regular rate defined, and c. Working days for the Grievance article were defined as Monday through Friday, excluding observed holidays. D. Article 3 General Conditions: Updated and revised to the language in Iowa Code 20.7. E. Article 7 Nondiscrimination: Updated to reflect current state or city language pertaining to protected classifications listing. F. Added Article 12 Job Posting: Provides for open jobs to be posted for a minimum of three (3) calendar days. G. Article 15 Bereavement Leave: Updated to provide this leave for celebration of life services and not merely funeral attendance. H. Article 16 Sick Leave: Added Section 5 Family Caregiving Leave for employees to use accrued sick leave to provide care and necessary attention to an ill or injured family member and defines immediate family members for this section. I. Article 17 Paid Parental Leave: Revised to require employees use of paid parental leave in one continuous period and adds procedure for requesting to use Paid Parental Leave. J. Article 18 Vacations: Revised to provide for accrual on a per pay period basis from day one of eligible, continuous service and, if needed, the ability to carry over up to 260 hours of vacation. K. Article 19 Personal Leave — Changed Casual Day to Personal Leave that is earned as a number of hours not days. Incorporated the number of hours as provided for in the prior CBA's related amendment. L. Article 20 Workweek and Workday: Defined work week more clearly for pay and overtime purposes and the Water Department and Water and Resource Recovery Center workday and shifts and how they are established. M. Article 22 Overtime: At section 2 Compensatory Time caps compensatory time at 48 hours and at section 3 adds a No Pyramiding of Pay provision. N. Article 23 Holiday Paid Leave/Holiday Pay: Incorporates the Juneteenth holiday as per prior CBA amendment. Differentiates between Holiday Paid Leave, which is paid when an employee does not work on a holiday, from Holiday Pay, which is a supplemental pay for when an employee works on a holiday. O. Added Article 28 Flex Work Arrangements P. Article 31 Wages: Provided for across the board wage increases as follows with the Wage Plans in Appendix A: a. FY25 — 5% per hour increase b. FY26 — 3.50% per hour increase c. FY27 — 3.25% per hour increase d. FY28 — Wage Opener e. FY29 — Wage Opener Q. Article 22 Duration: Provides for a 5-year contract with wage openers at years 4 and 5. R. Added Appendix B: Addresses pay for or provision of: a. Attending Training Pay b. Standby Pay Minimum c. Callback Pay for Water and Water and Resource Recovery d. Tank Climbing Pay e. Safety Eyewear f. Certification Pay for Water Department and Water and Resource Recovery Center Plant Operator title. I am recommending that the Dubuque City Council ratify the City of Dubuque/IUOE Collective Bargaining Agreement to become effective on July 1, 2024. I respectfully request your support for this recommendation. Attachments: Partially executed CBA 3 AGREEMENT BETWEEN THE CITY OF DUBUQUE, IOWA AND THE INTERNATIONAL UNION OF OPERATING ENGINEERS AFL-CIO - LOCAL #234 JULY 1, 2024 through JUNE 30, 2029 Operating Engineers 0 THE CITY OF DUB E Masterpiece on the Mississippi INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL #234 CONTRACT TABLE OF CONTENTS ARTICLE 1 RECOGNITION ARTICLE 2 DEFINITIONS ARTICLE 3 GENERAL CONDITIONS ARTICLE 4 NO STRIKE CLAUSE ARTICLE 5 CITY/UNION REPRESENTATION ARTICLE 6 UNION NEGOTIATING COMMITTEE ARTICLE 7 NONDISCRIMINATION ARTICLE 8 PAYDAY ARTICLE 9 PART TIME EMPLOYEES ARTICLE 10 MEAL PERIOD ARTICLE 11 JURY DUTY/COURT APPEARANCE ARTICLE 12 SENIORITY ARTICLE 13 JOB POSTING ARTICLE 14 TEMPORARY ASSIGNMENT ARTICLE 15 LEAVE OF ABSENCE WITHOUT PAY ARTICLE 16 BEREAVEMENT PAY ARTICLE 17 SICK LEAVE ARTICLE 18 PARENTAL LEAVE ARTICLE 19 VACATIONS ARTICLE 20 PERSONAL LEAVE ARTICLE 21 WORKWEEK AND WORKDAY ARTICLE 22 SHIFT PREMIUM PAY rA ARTICLE 23 OVERTIME ARTICLE 24 HOLIDAY PAID LEAVE/HOLIDAY PAY ARTICLE 25 LONGEVITY ARTICLE 26 CLEANING UP TIME ARTICLE 27 ADEQUATE WASH FACILITIES ARTICLE 28 FLEX WORK ARRANGEMENTS ARTICLE 29 GRIEVANCE PROCEDURE ARTICLE 30 ABSENT WITHOUT LEAVE ARTICLE 31 WAGES ARTICLE 32 SAVINGS CLAUSE ARTICLE 33 DURATION AND NEGOTIATIONS APPENDIX A WAGE TABLE APPENDIX B TRAINING PAY STANDBY PAY CALLBACK PAY TANK CLIMBING PAY SAFETY EYEWEAR CERTIFICATION PAY 3 ARTICLE 1 RECOGNITION The City recognizes the International Union of Operating Engineers, Local #234, certified by the Public Employment Relations Board in Case No. 249, and amended in Cases No. 1545, 2211, 7066 and 8287 as the exclusive bargaining representative for certain employees of the City of Dubuque. The following has been determined as the bargaining unit: INCLUDED: Water Department: Equipment Mechanic, Equipment Operator II, Plant Operator (certified and non -certified), Industrial Electrical Technician, Water Meter Repair Worker I, Distribution Maintenance Worker, Lead Distribution Maintenance Worker. Water and Resource Recovery Center (WRRC): Industrial Electronics Technician, Equipment Mechanic, Plant Operator (certified and non -certified), Lead WRRC Operator. Transportation Services - Parking Division: Parking Enforcement Officer. Engineering Department: Maintenance Worker, Custodian I. Finance and Budget Department: Account Clerk I, , Senior Cashier, Cashier, Clerk. Housing and Community Development Department: Inspector I Emergency Communications Department: Public Safety Dispatcher. EXCLUDED: All other employees of the City of Dubuque not represented by a certified employee organization and all supervisory, confidential, temporary, seasonal, and limited term employees and all other employees excluded by Iowa Code section 20.4. a ARTICLE 2 DEFINITIONS Full-time Employee: An employee who serves in a position that is a 1.0 Full-time Equivalent (FTE). Part-time Employee: An employee who serves in a position that is less than a 1.0 Full-time Equivalent (FTE). A part-time employee does not include temporary, seasonal, or other limited term employees. Base Pay (or Base Rate): An employee's base pay (or base rate) is the employee's hourly rate of pay as is reflected on the wage plan represented in Appendix A of this Agreement, and excluding any additional payments such as overtime, longevity, shift premiums, and other wage augments. Regular Pay (or Regular Rate): An employee's regular pay (or regular rate) is the employee's hourly base rate of pay on the wage plan represented in Appendix A of this Agreement, inclusive of additional payments provided for under this Agreement such as longevity, shift premiums, and other wage augments. Working Day(s): For the purposes of the Grievance provision of this Agreement, "working day(s)" are Monday through Friday, excluding City observed holidays. ARTICLE 3 GENERAL CONDITIONS Public Employer Rights Public employers shall have in addition to all powers, duties, and rights established by constitutional provision, statute, ordinance, charter, or special act, the exclusive power, duty, and the right to: 1. Direct the work of its public employees. 2. Hire, evaluate, promote, demote, transfer, assign and retain public employees in positions within the public agency. 3. Suspend or discharge public employees for proper cause. 4. Maintain the efficiency of governmental operations. 5. Relieve public employees from duties because of lack of work or for other legitimate reasons. 6. Determine and implement methods, means, assignments and personnel by which the public employer's operations are to be conducted. 7. Take such actions as may be necessary to carry out the mission of the public employer. 8. Initiate, prepare, certify, and administer its budget. 9. Exercise all powers and duties granted to the public employer by law. ARTICLE 4 NO STRIKE CLAUSE It shall be unlawful for any public employee or any employee organization, directly or indirectly, to induce, instigate, encourage, authorize, ratify, or participate in a strike against any public employer. It shall be unlawful for any public employer to authorize, consent to, or condone a strike; or to pay or agree to pay any public employee for any day in which the employee participates in a strike; or to pay any increase in compensation or benefits to any public employee in response to or as a result of any strike or any act which violates the first paragraph of this Article. Any other provisions as stipulated in the Public Employment Relations Act, Chapter 20, Code of Iowa, shall be applicable. ARTICLE 5 CITY/UNION REPRESENTATIVES The Union shall provide the City with a list of representatives by name, position and area which each representative serves (if steward). Changes to this list shall be furnished to the City promptly. The City need not recognize any Union representative of whom it has not been informed. The City shall provide the Union with a list of supervisors in each area and shall also provide notification of any changes. ARTICLE 6 UNION NEGOTIATING COMMITTEE For employees on the Negotiating Committee who are negotiating during their normal hours of work, the City shall pay no more than four (4) employees at the base time rate. No compensation shall be paid to employees who are negotiating outside of their normal work hours. ARTICLE 7 NONDISCRIMINATION There shall be no discrimination against any employee in the bargaining unit be either party to this Agreement because of mental or physical disability, age, sex, gender identity, marital status, race, creed, ancestry, color, religion, national origin, sexual orientation, or political affiliation. 6 Complaints involving an allegation of discrimination may be filed with the appropriate agency but shall not be a proper subject for the grievance procedure of this Agreement or the appeal procedure set forth in Chapter 400, Code of Iowa. ARTICLE 8 PAYDAY Pay day shall be every other Friday. If the pay day is an observed holiday, the pay day shall be the day before the holiday. ARTICLE 9 PART-TIME EMPLOYEES Part-time Employee: An employee who serves in a position that is less than a 1.0 Full - Time Equivalent (FTE). A part-time employee does not include a temporary, seasonal, or other limited term employee. Part-time employee shall be entitled only to the base rate of pay for the classification as set forth in the wage plan in Appendix (A) and shall not accrue or be entitled to any other benefits, pay, privileges, or conditions of employment granted by this Agreement or be subject to any other provisions of this Agreement. ARTICLE 10 MEAL PERIOD Bona fide meal periods of thirty (30) minutes or more are not considered work time and are unpaid. Employees must be completely relieved from duty for the purpose of eating their regular meals. The employee is working if the employee is required to perform any work duties, whether active or inactive, during the meal period. If an employee is required to work through, or interrupted for work purposes during a meal period, that employee will be paid for the meal period. Whenever possible, the meal period shall be in the middle of the workday. Employees in the classification of Lead W&RRC Operator, Plant Operator, Parking Enforcement Officer, and Public Safety Dispatcher shall not have a specified meal period, but such employees may eat their meals as they work. All other employees shall receive a thirty (30) minute unpaid lunch period, unless no meal period is provided for under a granted Flexible Work Arrangement. ARTICLE 1 JURY DUTY/COURT APPEARANCE The City supports employees in their civic duty to serve on a jury. Employees must present any summons to jury duty or subpoena for a court appearance to their supervisor as soon as possible after receiving the notice to allow advance planning for an employee's absence. Full or part-time employees required to report for jury duty or court appearance are paid the difference, if any, between the compensation received for jury duty or court appearance and their base pay for each day of jury duty witness testimony. Mileage and meal allowance received by the employee is not deducted from the employee's base pay. Normally this is processed by having the employee submit the jury duty or witness compensation, excluding expense reimbursement, to the Finance Office in exchange for the employee's base pay. If an employee is released from jury duty or witness appearance after 4 hours or less of service, the employee must report to work for the remainder of that workday. Time for appearance in court for personal business will be the individual employee's responsibility. Normally, personal days or vacation days will be used for this purpose. ARTICLE 12 SENIORITY Section 1 Employees shall serve a trial (probationary) period of six (6) months. After completing six (6) months of continuous service in a full-time position, the employee shall have established seniority and the employee's seniority date shall be retroactive to the most recent date of employment in a full-time position. For purposes of computing benefits, length of continuous service shall relate to an employee's date of employment in a full-time position with the City. For purposes of this Agreement, the term employee shall mean full- time employee. An employee may be laid off or discharged any time prior to the end of the trial (probationary) period and such discharge or layoff shall not be subject to the grievance procedure of this Agreement or the appeal procedure set forth in Chapter 400, Code of Iowa. The Union shall not assert or present any grievance or appeal on behalf of an employee because of any matter or occurrence whatsoever falling within the trial (probationary) period. Section 2 An employee's seniority and employment relationship with the City shall be broken and terminated for the following reasons (this list is not inclusive): • Resignation • Discharge • Death • Retirement 8 Being laid off for a period of two (2) months without either being recalled to the position the employee occupied at the time of the lay off or being appointed to another position in the bargaining unit. If, after a layoff, the employee fails to report for work within five (5) workdays of the date the certified letter was mailed notifying the employee to report for work. Failure to report to work after the termination of an authorized leave. ARTICLE 13 JOB POSTING The City shall post open jobs via its job posting system for a minimum of three (3) calendar days to afford interested employees an opportunity to make application for positions of interest through the application process and system. ARTICLE 14 TEMPORARY ASSIGNMENT Management reserves the right to temporarily assign employees from one classification to another. If an employee is advanced for fifteen (15) consecutive days worked in a higher classification, the employee shall be considered to be temporarily in the wage plan level/classification within the bargaining unit of the job the employee is filling retroactive to the first day for the time the employee temporarily fills the position. ARTICLE 15 LEAVES OF ABSENCE WITHOUT PAY A leave of absence without pay may be granted by the department manager/director with the approval of the Chief Human Resources Officer and City Manager. An employee desiring a leave of absence without pay must submit a request in writing, as soon as practicable, stating the reason(s) for the desired leave, the date when the leave is to begin, and the date of return to work. Failure to return to work at the end of such leave constitutes a resignation. An employee may be required to take a medical examination that releases the employee to return to work after a leave of absence without pay. An employee granted a leave of absence without pay, upon completion of the leave, will be returned to the same position at the same pay step within the salary range corresponding to the classification occupied at the time the leave began. Except as provided in the Family and Medical Leave Act, during a leave of absence without pay exceeding thirty (30) calendar days the employee continues to accrue seniority, but does not accrue or receive any other privileges, benefits or pay granted by this Agreement. Decisions regarding all requests for a leave of absence without pay must be in writing. ARTICLE 16 9 BEREAVEMENT LEAVE Regular, full-time employees with 30 days or more of continuous service may take up to 5 days of paid bereavement leave upon the death of a member of their immediate family. "Immediate family members" for the purposes of bereavement leave are defined as an employee's spouse, domestic partner, parents, stepparents, siblings, children, stepchildren, grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or grandchild. All regular, full-time employees may take up to one (1) day off with pay to attend the funeral or celebration of life of an extended family member (aunts, uncles, nieces, nephews, and cousins). The City may require verification of the need for the leave and employee's relationship to the decedent. The employee's supervisor will consider this time off on a case -by -case basis. Payment for bereavement leave is computed at the employee's base rate plus longevity and certification pay to a maximum of the number of hours per day the employee is customarily scheduled per day. Time off granted in accordance with this policy shall not be credited as time worked for the purpose of computing overtime. ARTICLE 17 SICK LEAVE Paid sick leave is a safety net for employees from financial loss during an absence from work due to illness or injury. Employees become eligible to use accrued sick leave after completing thirty (30) continuous days of employment. Section 1 -Accrual An employee accrues sick leave from the date of the hire into a regular, full-time position. Except as hereinafter modified, sick leave accrues at the rate of eight (8) hours per calendar month (3.6923 hours biweekly) of continuous service. Accrual of sick leave terminates upon discharge, resignation, retirement, death, or layoff of the employee. Any unused portion of sick leave shall accumulate from fiscal year to fiscal year to a maximum of one -hundred twenty (120) sick days or nine hundred and sixty (960) hours, whichever is less. Section 2 — Sick Leave Use Sick leave is paid to the employee at the employee's base rate of pay, plus longevity and certification pay, based on the employee's regularly scheduled work hours. Sick leave may not be used on an employee's regular day off. Sick leave may be used 10 for personal illness or injury, medical or dental appointments of the employee, medical appointments, medical quarantine, or isolation, supplemental to bereavement leave, or other similar situations. Sick leave may not be granted in excess of the employee's accrued sick leave. If the need for sick leave is foreseeable, employees are required to give at least 30 days' advance notice (e.g., a planned medical treatment) whenever possible. If the need for sick leave is not foreseeable, employees are asked to notify their supervisor as soon as is practical. It is the responsibility of the employee to inform the employee's department or division manager each day of absence chargeable to sick leave. Holidays falling during a period of absence due to a medically related disability are paid as holiday paid time off and are not charged to the employee's sick leave accumulation. An employee who incurs an injury or illness while employed by another employer or doing contract work for pay is not entitled to sick leave benefits. If an employee misses three or more consecutive workdays because of illness, the City of Dubuque may require the employee to provide a healthcare provider's written permission to return to work. The City reserves the right to require that an employee provide documentation or excuse from a healthcare provider for any sick leave use. Such documentation is at the employee's expense. Except as required by state law or provided for in the "Retirement Sick Leave Pay -Out" provision, unused sick days are forfeited when an employee's employment ends for any other reason. Section 3 -Maximum Sick Leave Accrual - Pa If an employee has accumulated sick leave to the maximum amount, the employee will receive 50% of the sick leave that would have been accrued each pay period, but for having reached the maximum accrual amount, in payment at the employee's base rate of pay plus longevity. Section 4 - Retirement Sick Leave Pay -Out Employees will be paid 100% of accrued sick leave at retirement. Payment will be based on the employee's base rate of pay at retirement. Payment will be made bi- weekly over a five-year period unless the payout is $1350.40 or less, in which case it will be paid in a lump sum. In order for a retiring employee to be eligible for such payment, the retiring employee shall have completed twenty (20) years of continuous service in a full-time position or retired as a result of a disability and must be eligible for pension payments from the employee's respective pension system (Iowa Public Employees' Retirement System or the Municipal Fire and Police Retirement System of Iowa) immediately upon retirement. In the event a retired employee dies before all of the unused sick leave is paid, such payment will cease at the time of the retired employee's death. it Section 5- Family Caregiving Leave Family caregiving leave is available so that employees may provide care for and necessary attention to an ill or injured family member. Family caregiving leave was established to assist the employee with family -related responsibilities. Family caregiving leave is in addition to vacation leave that can also be used for the care and necessary attention of an ill or injured family member. Family caregiving leave is paid leave charged to an employee's accrued sick leave. Appropriate verification of the status of the ill or injured person may be requested. In the event that the employee does not have accrued sick leave, family caregiving leave is not available. However, the department is encouraged to permit the employee to use vacation or leave without pay to respond to family -related responsibilities. Immediate family members include the employee's spouse, children, parents, stepchildren, and stepparents. ARTICLE 18 PARENTAL LEAVE Section 1 - Eligibility Eligible employees must meet the following criteria: • Have been employed with the City of Dubuque for at least 12 months (the 12 months do not need to be consecutive). • Have worked at least 1,250 hours during the 12 consecutive months immediately preceding the date the leave would begin. • Be a full-time, regular employee. (Part-time, temporary, or seasonal employees and interns are not eligible for this benefit). In addition, employees must meet one of the following criteria: • Have given birth to a child. • Be a spouse or committed partner of a woman who has given birth to a child. • Have adopted a child or been placed with a foster -to -adopt child (in either case, the child must be age 17 or younger). The adoption of a new spouse's child is excluded from this policy. Section 2 - Amount, Time Frame and Duration of Paid Parental Leave Eligible employees will receive up to a maximum of twelve weeks of paid parental leave per birth, adoption, or placement of a child/children. The fact that a multiple birth, adoption, or placement occurs (e.g., the birth of twins or adoption of siblings) does not increase the up to twelve -weeks total amount of paid parental leave granted for that event. In addition, in no case will an employee receive more than twelve weeks of paid parental leave in a rolling 12-month period, regardless of whether more than one birth, adoption or foster -to -adopt care placement event occurs within that 12-month time frame. Each week of paid parental leave is compensated at 100 percent of the employee's base rate of weekly pay. Paid parental leave will be paid on a biweekly basis on 12 regularly scheduled pay dates. Approved paid parental leave may be taken at any time during the twelve-month period immediately following the birth, adoption, or placement of a child with the employee. Paid parental leave may not be used or extended beyond this twelve-month time frame. In the event of a female employee who herself/themself has given birth; the twelve weeks of paid parental leave will commence at the conclusion of any short-term disability leave/benefit provided to the employee for the employee's own medical recovery following childbirth. Employees must take paid parental leave in one continuous period of leave and must use all paid parental leave during the twelve-month time frame indicated above. Any unused paid parental leave will be forfeited at the end of the twelve-month time frame. Upon termination of the individual's employment at the City, the employee will not be paid for any unused paid parental leave for which the employee was eligible. Section 3 -Coordination with Other Policies Paid parental leave taken under this policy will run concurrently with leave under the Family and Medical Leave Act (FMLA); thus, any leave taken under this policy that falls under the definition of circumstances qualifying for leave due to the birth or placement of a child due to adoption or foster to adopt, the leave will be counted toward the 12 weeks of available FMLA leave per a 12-month period. All other requirements and provisions under the FMLA will apply. In no case will the total amount of leave —whether paid or unpaid —granted to the employee under the FMLA exceed 12 weeks during the 12-month FMLA period. The City will maintain all benefits for employees during the paid parental leave period just as if they were taking any other City paid leave such as paid vacation leave or paid sick leave. If a City holiday occurs while the employee is on paid parental leave, such day will be charged to holiday paid leave; however, such holiday pay leave will not extend the total paid parental leave entitlement. Section 4 -Requests for Paid Parental Leave The employee will provide the employee's supervisor and the Human Resources Department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). The employee must complete the necessary forms and provide all documentation as required by the Human Resources department to substantiate the request. 13 ARTICLE 19 VACATION SPctinn 1 Employees covered by this Agreement shall accrue vacation leave on the following basis: (a) Employees who have completed less than eight (8) years of continuous service shall accrue vacation each year at the rate of 3.08 hours per pay period, for a total of eighty (80) hours. (b) Employees who have completed eight (8) years of continuous service, and up to fifteen (15) years of continuous service shall accrue vacation each year at the rate of 4.62 hours per pay period, for a total of one hundred twenty (120) hours. (c) Employees who have completed fifteen (15) years of continuous service, and up to twenty-three (23) years of continuous service shall accrue vacation each year at the rate of 6.15 hours per pay period, for a total of one hundred sixty (160) hours. (d) Employees who have completed twenty-three (23) or more years of continuous service shall accrue vacation each year at the rate of 7.70 hours per pay period, for a total of two hundred (200) hours. Vacation accrual increases on the employee's anniversary date in a qualifying, full-time position. The vacation anniversary dates shall be the same as the employee's seniority date in an a continuously employed qualifying, full-time position with the City. No employee may accrue more than two hundred and sixty (260) hours of vacation leave. Section 2 An employee shall receive vacation pay for each hour used at the employee's base rate., plus longevity and certification pay at the time vacation leave is used. Section 3 Probationary employees shall not be granted vacation leave until the completion of four continuous months, unless authorized by the department manager/director or designee. Vacation leave may not be used until it has been earned and banked. No vacation time shall be accrued during layoff due to lack of work when such layoff exceeds thirty (30) days. No vacation time shall be accrued during a personal leave of absence when such personal leave of absence extends beyond sixty (60) days, except as provided for under the Family and Medical Leave Act. 14 Section 4 An employee who is absent from work due to illness or injury for a period not to exceed two (2) months shall continue to accrue vacation time. Section 5 Employees who have six (6) months or more continuous employment shall be paid their unused vacation accrual upon separation from the City. The accrued hours shall be paid at the employee's base rate of pay at the time of separation. ARTICLE 20 PERSONAL LEAVE A. Water Department and W&RRC Employees Considerations (a) Twenty-four (24) hours of personal leave with pay per fiscal year shall be allowed. (b) Approving or disapproving the employee's requested personal leave shall be at the sole discretion of the employee's department manager or designee. (c) The employee's request for a specific day or hours shall be given maximum consideration consistent with the conditions set forth below under 2 (Conditions), but final approval is subject to (b) above and denial of the employee's requested date is not a proper subject for a grievance. (d) Exception to (c) above would only be considered as a proper subject for a grievance if the employee alleges that the requested date was disapproved because of arbitrary, capricious or personal prejudice on the part of the approving authority. (e) The Union recognizes that approval or disapproval of a specific date or hours must consider the efficient level of service due to the general public. 2. Conditions (a) Employees shall be compensated at their base rate plus longevity and certification pay for personal leave hours. (b) A new employee must have completed at least four (4) full calendar months of theirtrial (probationary) period in order to be eligible for personal leave. 15 (c) Personal leave may be taken anytime during the year, subject to the provisions of (1 b) above. (d) Under no circumstances shall pay be requested or approved instead of the personal leave time off with pay. (e) Once a date has been approved for an employee as the personal leave, it may not be rescheduled except under the most extenuating circumstances; however, it is understood and agreed that the right to cancel and reschedule an employee's personal leave is reserved by the department manager or the employee's representative when such extenuating circumstances exist. B. All Other Employees 1. Considerations (a) Sixteen (16) hours of personal leave with pay per fiscal year shall be allowed. (b) Approving or disapproving the employee's requested personal leave shall be at the sole discretion of the employee's department manager or designee. (c) The employee's request for a specific day or hours shall be given maximum consideration consistent with the conditions set forth below under 2. (Conditions) but final approval is subject to (1 b) above and denial of the employee's requested date is not a proper subject for a grievance. (d) Exception to (c) above would only be considered as a proper subject for a grievance if the employee alleges that the requested date was disapproved because of arbitrary, capricious, or personal prejudice on the part of the approving authority. (e) The Union recognizes that approval or disapproval of a specific day must consider the efficient level of service due to the general public. 2. Conditions (a) Employees shall be compensated at their base rate plus longevity and certification pay for personal leave hours. (b) A new employee must have completed at least four (4) full calendar months of an employee's trial (probationary) period in order to be eligible for personal leave. (c) Personal leave may be taken anytime during the fiscal year, subject 16 to the provisions of (1 b) above. (d) Under no circumstances shall pay be requested or approved instead of the personal leave time off with pay. (e) Once a date has been approved for an employee as personal leave, it may not be rescheduled except under the most extenuating circumstances; however, it is understood and agreed that the right to cancel and reschedule an employee's personal leave is reserved by the department manager or the employee's representative when such extenuating circumstances exist. ARTICLE 21 WORKWEEK AND WORKDAY Section 1 Workweek for PaV and Overtime Purposes The workweek for the purpose of computing pay and overtime shall be from 00:00:00 (12:00:00 a.m.) on Sunday through 23:59:59 (11:59:59 p.m.) on Saturday. Section 2 Schedules and Shifts A. Nothing herein shall be construed as a guarantee of the number of hours of work per day or per work week. B. Water Distribution Crew The regular workweek for the Water Distribution Crew shall be Monday through Friday and the regular workday shall be 7:00 a.m. to 3:30 p.m. C. Eagle Point Water Plant The regular workday for Eagle Point Plant assigned employees shall start at 7:00 a.m. D. Water and Resource Recovery Center The commencement of the workday and the number of shifts in a workday for employees in the classification of Pant Operator (certified and/or non - certified) and Lead W&RRC may vary. Days in the workweek and the number of shifts in a workday shall be established by the W&RRC Department. E. The City shall provide fourteen (14) calendar days written notice to the affected employees prior to making permanent changes in work schedules. Written notice of the permanent changes in work schedules may be provided by electronic communication. The fourteen (14) calendar 17 day notice will start on the date of the electronic message transmission. ARTICLE 22 SHIFT PREMIUM PAY Except as herein provided, the following shall represent the shift premium rates for shift employees. Shift employees are those who are scheduled in departments that operate seven days a week. Emergency Communications Department, Water Department, and W&RRC employees who work between 3pm to 11 pm receive $.10 per hour on their base rate of pay. Employees who work between 11 pm and 7am shall receive $.20 per hour on their base rate of pay. Shift premium payment shall not apply when a shift employee is receiving overtime payment or any other type of premium payment. Shift premium payment applies only to actual hours worked within the defined shift premium time frames, regardless of when an employee may be regularly assigned. ARTICLE 23 OVERTIME PAY/COMPENSATORY TIME Section 1 Overtime One and one-half (1-1/2) times the regular rate of pay shall be paid to employees who work in excess of their scheduled shift and schedule as defined in Article 21, Workweek and Workday, or have actual hours worked over forty hours in a workweek. When overtime is required, it must be approved by the employee's supervisor. Section 2 Compensatory Time Employees who are eligible to receive overtime may request time off in order to compensate for and instead of overtime payment. Employees may accrue no more than forty-eight (48) hours of compensatory time. Compensatory time instead of overtime is granted at the sole discretion of the employee's supervisor and Department Manager/Director. Section 3 No Pyramiding of Pay Compensation shall not be paid more than once for the same hours of work under any provision of this Article or this Agreement. ARTICLE 24 HOLIDAY PAID LEAVE/HOLIDAY PAY ff.] Section 1 The following calendar days of the year shall be considered as holidays insofar as the administration of City business is concerned. When the term "holiday" is used it shall be construed to be the following days: New Year's Day Martin Luther King's Birthday Memorial Day Juneteenth Independence Day Labor Day Veterans Day Thanksgiving Day Day after Thanksgiving Christmas Eve Day Christmas Day New Year's Eve Day Section 2 January First Third Monday in January Last Monday in May June Nineteenth July Fourth First Monday in September November Eleventh Fourth Thursday in November Friday following Thanksgiving Day December Twenty -Fourth December Twenty -Fifth December Thirty -First An employee shall forfeit the right to payment for a holiday if scheduled to work the holiday and does not report or if absent from work the last scheduled workday preceding and/or the first scheduled workday following the holiday, unless excused by the City for the following reasons: Job incurred injury. Funeral leave. ® Subpoena as a witness. m Illness or injury of less than two (2) months duration with proper doctor's documentation. Excused absence approved in writing by and at the sole discretion of the department manager. Section 3 For non -shift employees, when the holiday falls on Sunday, the following day shall be declared a holiday for the employee. When the holiday falls on Saturday, the preceding day shall be declared a holiday for the employee. For shift employees, holidays shall be observed on the day of legal recognition by the State of Iowa. Section 4 Full-time employees eligible for holiday paid leave shall be entitled to eight (8) hours' pay at their base rate plus longevity and certification pay for each of the named holiday hours that they do not work and for which they take holiday paid leave. -1 9 Employees in the classification of Public Safety Dispatcher who are eligible for holiday paid leave shall be paid their regularly scheduled shift hours up to twelve hours at their regular rate of pay plus longevity for each holiday that they do not work on the holiday and take paid holiday leave. For employees. in the classification Public Safety Dispatcher the holiday shall commence at midnight the day of the holiday and end at midnight the day of the holiday. Section 5 Holiday Pay Eligible employees shall receive two and one half (2'/2) times their base rate plus longevity and certification pay for all hours worked on a holiday and shall forfeit Holiday Paid Leave for any Holiday Paid Leave eligible hours worked. Employees in the classification of Inspector I shall not be entitled to any premium pay as provided in this Article or Agreement, except for callback pay. ARTICLE 25 LONGEVITY Section 1 Longevity pay shall mean a percentage of salary based on the length of continuous service paid each payday to employees in addition to their base rate of pay. Section 2 Regular employees performing satisfactorily for a continuous period of six (6) years shall be advanced in pay on the anniversary date of hire by one percent (1 %) of their base rate of pay. After twelve (12) years of continuous service employees shall be advanced in pay by two percent (2%) of their base rate of pay. After eighteen (18) years of continuous service employees shall be advanced in pay by three percent (3%) of their base rate of pay. After twenty-four (24) years of continuous service employees shall be advanced in pay by four percent (4%) of their base rate of pay. After thirty (30) years of continuous service employees shall be advanced in pay by five percent (5%) of their base rate of pay. Section 3 Continuous service shall mean service with the City uninterrupted by resignation or discharge or a personal leave of absence without pay exceeding sixty (60) days in the preceding twelve (12) months, except as otherwise provided for by the FMLA. ARTICLE 26 CLEANING UP TIME Time shall be allowed, if necessary. N17 ARTICLE 27 ADEQUATE WASH FACILITIES Adequate washing facilities, including showers, shall be provided for Water Department and W&RRC employees. No employee shall be allowed to shower during working hours unless permission is granted by the supervisor. ARTICLE 28 FLEX WORK ARRANGEMENTS Section 1 General Conce The parties support the general concept of flexible work arrangements. Flexible work arrangements refer to flex scheduling, compressed work week, and telecommuting. Formal flexible work arrangements as described in this Article do not replace incidental temporary adjustments of an employee's schedule that, on occasion, arise in the workplace. Flexible work arrangements are not appropriate for all positions or in all departments, or division settings. A flexible work arrangement is not a right of employment. It is established at the discretion of the employing department head and may be subject to change at the discretion of the department head, subject to the notice requirements provided below. A flexible work arrangement does not serve as a precedent for a future arrangement within a department. Section 2 Definition of Flex Scheduli Flex Scheduling is defined as practices defined as follows: A. Individualized start and end times that remain constant each workday. B. Individualized start and end times that vary daily, however, the same number of hours are worked every day; C. Individualized start and end times with varied daily hours but consistency in the total number of hours worked every week; 21 D. Mandatory core -time with individualized start and end times with varied daily hours but consistency in the total number of hours worked every week; or E. Extended meal periods offset by additional hours at the beginning and/or end of the day or shift. Flex Scheduling shall not reduce the number of hours worked in a given week by an employee. Section 3 Definition of Compressed Work Week Compressed work week is defined as practices including the following: a full work week that is condensed into fewer than five days. Employees working a compressed work week shall be entitled to overtime payment for hours worked in excess of their compressed shift and schedule or forty (40) hours in a workweek. Employees working a compressed work week may not alter their schedules to "bank" overtime hours worked in one work week for use as time off in a future work week (e.g. a flexible work arrangement that provides for a non-exempt staff person to be scheduled 45 hours the first week of a pay period and 35 hours the second work week of a pay period is not permissible). Section 4 Definition of Telecommuting Telecommuting is defined as the practice of fulfilling a portion of the employee's work/job responsibilities at an alternative work location at a minimum of eight hours weekly on a regular basis. Section 5 Process and Requirements for Establishing Flexible Work Arrangements An employee follows City and department guidelines to request a flexible work arrangement. 2.2 The denial of a request for a flexible work arrangement cannot be grieved. Section 6 Ongoing Flexible Work Arrangement Flexible work arrangements are evaluated and modified as appropriate on a regular schedule. Flexible work arrangements may be discontinued by either party with a twenty -eight -calendar day notice unless an immediate and unanticipated operational need supports the suspension of the flexible work arrangement by the employer. ARTICLE 29 GRIEVANCE PROCEDURE A grievance is a difference of opinion between an employee or a group of employees, or between the City and the Union with respect to the meaning, interpretation or application of any term or terms of this Agreement. The City is desirous of the equitable and prompt adjustment of problems or grievances of the employees. These shall be settled orally whenever possible between the supervisor and the employee of the department where the problem or grievance originates within five (5) working days of the date the alleged grievance occurred. The employee may request the presence of a steward at this oral discussion. In no circumstance will a grievance be considered timely filed, if the grievance process is not initiated within five (5) working days of the date of the alleged aggrieved incident occurred. The City shall not be obligated to accept a written grievance until such grievance has been discussed orally between the grieving employee and the supervisor. Step 1 Grievances not settled within five (5) working days after discussion with the supervisor may be reduced to writing and presented to the department manager/head. The nature of the complaint shall be clearly stated so that the department manager shall have a fair opportunity to review and investigate the issue and settle the matter to the satisfaction of all parties concerned. The department manager shall respond in writing within five (5) working days after receipt of the grievance. If a meeting is held with the department manager/head, the aggrieved employee may be accompanied by the steward from the employee's section. Step 2 If the department manager's/head's written answer is not satisfactory the grievance may, within three (3) working days, be appealed to the City Manager and within thirty (30) working days after receipt of this appeal, be considered in a meeting between representatives selected by the City and Union. The Union agent may be 23 accompanied by no more than two (2) Union representatives. The City Manager shall give a written answer within fifteen (15) working days after this meeting. If the City does not respond by the timeframe indicated it shall be considered a denial of the grievance. Step 3 If the grievance is not settled in Step 2, within twenty (20) working days after receiving the City's written answer or within twenty(20) working days after the fifteen (15) working days after the meeting in Step 2 and no written answer has been received and there has been no notice of time extension, either party may notify the other party in writing and submit the grievance to arbitration. An impartial arbitrator shall be chosen by mutual consent by the Union and the City as soon as practicable after receipt of request for arbitration. If the parties do not agree upon the selection of an arbitrator within fifteen (15) working days after the receipt of the request for arbitration, the Federal Mediation and Conciliation Service or alternate arbitration list shall be requested to furnish a list of seven (7) arbitrators or an alternate arbitration list can be furnished as agreed upon by both parties. The party requesting arbitration shall first strike the name of one (1) person on the list and the other party shall then strike one (1) name and then the process is repeated. The remaining name shall be the arbitrator. An arbitrator's decision on a grievance may not change or amend the terms, conditions, or applications of the Collective Bargaining Agreement. Such procedures shall provide for invoking arbitration only with approval of the employee organization, and in the case of an employee, only with approval of the public employee. The cost of arbitration shall be shared equally by the parties. Union representatives, when carrying out procedures in Step 1 and Step 2 in the grievance procedures, shall be allowed to leave their work after the supervisor's approval and shall suffer no loss of their base rate pay plus longevity, not including overtime pay. The City shall not be responsible for paying Union employees involved in any matters relating to arbitration, Civil Service or Prohibited Practice Complaint proceedings. The time specified for each step in the grievance procedure may be extended by mutual agreement. ARTICLE 30 ABSENT WITHOUT LEAVE If an employee is absent from work without proper authorization for part or all of a workday, such absence shall be without pay and shall be grounds for disciplinary action. Absence without authorization for a period of two (2) consecutive workdays shall be regarded as a resignation. 24 ARTICLE 31 WAGES The following wage percentage increases shall represent the base rate of pay across the board or steps for positions covered by this Agreement: Effective the start of the first full pay period in July, base wage rate, across the board, for each classification shall increase as follows: July 1, 2024 — 3.25% per hour increase July 1, 2025 — 3.50% per hour increase July 1, 2026 — 3.25% per hour increase July 1, 2027 — Wage Opener July 1, 2028 — Wage Opener The specific wage rates for each classification and position are contained in Appendix A to this Agreement. Generally, the minimum step in the wage range established for a position shall be applicable upon appointment to a position in the bargaining unit. Upon promotion an employee shall be placed in the first step of the wage range established for that position, except in cases where the increase to the first step would be less than a one (1) step increase. Under such circumstances the promoted employee shall be placed in such a step in the new wage range that would provide at least a one (1) step increase. If the employee is promoted or appointed to a position in the bargaining unit and placed in the lowest step in the classification the employee's performance shall be reviewed after six (6) months and, if satisfactory, shall be advanced to the next step in the classification. If the employee is promoted or appointed to a position in the bargaining unit and placed in a step other than the starting step in the classification the employee's performance shall be reviewed after twelve (12) months and, if satisfactory, shall be advanced to the next step and yearly thereafter until the employee reaches Step "F". Part time employees shall be subject to the terms of this Article except that the length of service requirements for performance advancements shall be two (2) times the length of service requirements set forth in this Article. ARTICLE 32 SAVINGS CLAUSE Should any Article, Section, or portion thereof of this Agreement be restrained or held unlawful and unenforceable by any court of competent jurisdiction, such decision of the court shall apply only to the specified Article, Section or portion thereof restrained or declared null and void in the decision and the remainder of this Agreement shall remain in full force and effect. 25 ARTICLE 33 DURATION AND NEGOTIATIONS Except as herein provided, this Agreement shall be effective as of the first (1 s') day of July 2024, and shall remain in full force and effect through the thirtieth (301") day of June, 2029. Negotiations for a succeeding agreement to become effective starting on July 1, 2029, shall begin after August 1, 2028, but not later than December 15, 2028. Signed this 3rd day of Jckki r— INTERNATIONAL UNION OF OPERATING ENGINEERS, AFL-CIO LOCAL #234 , zz;�_�e�k Bri ske, Business Representative Blak0, Pnion?epresentative Larry Hgpp *n,'Ui*n Representative Jason CoppYe, Business Manager 26 2024. CITY OF DUBUQUE, IOWA Mayor rad a gh -7-t . )d� ck_.,7t Ctf R U Shelley I& Stickfo C61PIO Ryan Knuckey, Tra rtation S ir. nnffer Larson, Chief Financial Officer Christnopher bster, Water Depart Director ' J Deron ueh ' g� & C Director r Gus Psihoyos;-City Engineer ssica Gedra, Emrq. Gpmm. Dir. Alexis Stdger, Housing & Community Dev. Dir. Adrienne Breitfelder, City Clerk APPENDIX A Wage Plans The Wage Plans on the following three (3) pages represent the base rate of pay for positions covered by this Agreement 27 Wage Plan effective the first full pay period after July 1, 2024 INTERNATIONAL UNION OPERATING ENGINEERS, LOCAL #234 HOURLY WAGE PLAN EFFECTIVE THE FIRST FULL PAY PERIOD IN JULY 2024 THROUGH THE LAST PAY PEROD STARTING IN JUNE 2025 1 0325 POSITION SALARY CLASSIFICATION GRADE RANGE STEP A STEP B STEP C STEP D STEP E STEP F Parking Enforcerr.ent Officer 0E-03 OE-03 Houdy 5 20.54 5 20 94 $ 21.29 5 2189 S 2246 S 2347 Clerk CE-04 OE-04 Hourly S 2094 S 2129 $ 2180, 5 2246 S 23-47 S 24 10 Cashier 0E-05 OE-05 Hourly 5 21.29 $ 21 89 S 22 46 S 23 47 S 24 10 S 2461 Account Clerk I Senior Cashier Custodian I OE-06 OE-06 Hourly 5 23.47 $ 24 10 S 2461 $ 25 10 S 2584 S 26 43 Custodian II OE-07 OE-07 Hourly 5 25.77 5 26.23 5 2692 5 27 IS 5 2321 S 28 79 Assistant Plant Operator Maintenance drlorker "later Distribution Maintenance Worker Water Meter Ra air d arker 1 CE-T) OE-09 Hourly S 5 S 5 26 83 5 27 45 5 - $ $ 5 23 13 5 - 5 - $ - 5 2879 S - $ - 5 - 5 2934 5 - S - $ 5 29 99 5 5 S Water Distribution Equipment Operator CE-10 OE-10 Hourly S 27.51 $ 2321 5 233-91 S 29.61 5 3028 5 30 93 Plant Operator (NIC) CE-11 OE-11 HourIx 5 2773 5 2834 5 29 02 5 2974 S 30.42 S 31 22 LabcratorV Technician I CE-13 OE-13 Houdy S 28 45 S 29 12 S 2977 5 NH S 3130 S 32 27 Equip ,ent Mechanic Maintenance Electacdan `OVater Meter Re ainvarker II CE-14 OE-14 Hourly S 5 S 2926 - - 5 29 99 5 - 5 - 5 3071 S - 5 - S 31 33 S - S S 3232 $ - 5 - 5 33 11 5 - S Public Safety Dispatcher 0E-15 CE-16 Hourly S 27-09 5 2771 5 2339 S 2905 S 2962 S 30.28 Industrial Electronics Technician Plant Mechanic OE-16 OF-16 Hourly S 5 30 01 - S 30 34 S - 5 31 57 S - 5 32 39 S - 3 3322 S - 5 34 18 S - Inspector OE-17 0E-17 Hourly S 31-85 S 32.79 S 33 94 5 34.76 $ 3674 S 3801 Industrial Electrical Technician CE-18 OE-18 Hourly 5 33 81 5 34-99 5 36.20 5 3747 $ 3878 5 3973 Lead Water & Resource Recovery Center Operator CE-19 OE-19 Hourly 5 35.33 5 36 57 5 3782 $ 39-15 5 40-53 5 41-53 Lead Distribution Maintenance Worker 28 Wage Plan effective the first full pay period after July 1, 2025 INTERNATIONAL UNION OPERATING ENGINEERS, LOCAL #234 HOURLY WAGE PLAN EFFECTIVE THE FIRST FULL PAY PERIOD IN JULY 2025 THROUGH THE LAST PAY PEROD STARTING IN JUNE 2026 10350 POSITION SALARY CLASSIFICATION GRADE RANGE STEP A STEP B STEP C STEP D STEP E STEP F Park-'.r,Q Enforcement Officer OE-03 OE-03 Hourly $ 2126 $ 2167 S 2204 S 22.66 S 2324 S 242191 [Clerk OE-04 0E-04 Ho; rl $ 2167 $ 2204 S 22.66 S 2324 S 2429 $ 24 94 Cashier CE-05 OE-05 Hourly $ 22.04 $ 2266 S 23-24 S 24.29 $ 24 94 S 25.48 Account Clerk 1 Senior Cashier Custodian I OE-06 OE-06 Hourly $ $ $ 2429 S 24 94 5 $ - $ $ S 25 48 - S 25 93 S - $ S 26 75 S - $ $ 2736 5 - S Custodian II JE-07 OE-07 Hourl • S 26 67 $ 2720 S 2' 86 S 23.47 S 29.20 S 29 79 Assistant Plant Oaera'.cr Maintenance Lltorker Water Distribution Matntenance V' orker Water Nleter Repair Worker 1 CE-09 OE-09 Hourly $ $ S S 27 77 - - - S 2842 S S - S $ - $ $ - $ 29 11 - - S 2979 $ - Is - $ $ 30 37 $ $ $ $ 31 04 $ S S Water Distribution E is ment Operator DE-10 OE-10 Houdy S 28.47 $ 2920 S 2992 S 3065 S 31.34 S 32.02 ,Plant OperatorryJC OE-11 OE-11 Hourly S 23 70 $ 29-33 S 30.04 5 30.78 $ 31-48 S 32-32 Laboratomy Technicians OE-13 OE-13 Hourly S 29.44 S 30.14 $ 3031 S 31.63 S 32-39 $ 33-39 Equipment Mechanic Maintenance Electrician Water Meter Re aimvorker 11 OE-14 OE 14 Hourly S S $ 30 29 $ 31 04 S S $ 31 78 S 3242 $ - $ - $ 33 45 $ - S - $ 3427 $ - S - Public Safety Cisaatctier OE-15 OE-15 Hourly $ 23 04 $ 28 63 $ 29 39 $ 30.07 S 30 66 S 31-34 industrial Elie tranics Tec. 1cian Plant Mechanic 0E-16 0E-16 Hourly $ S 31 07 - $ 31 92 S $ 32 63 S 33 52 S $ 3433 S - $ 35 37 $ - Inspect -or I CE-17 OE-17 Hour! • $ 32.97 S 33 94 S 35.13 S 35..98 S 38 02 $ 39 34 Industrial Electrical Technician CE-18 OE-18 Hourly $ 35 00 $ 3622 S 3747 $ 3873 S 40 14 S 41 12 Lead Water & Resou-ce Recowry• Center Operatrr flE-19 OE-19 Hourly $ 36 57 $ 37 85 5 39 14 S 40.52 S 41 94 $ 42 98 Lead Distribution Maintenance Worker 29 Wage Plan effective the first full pay period after July 1, 2026 INTERNATIONAL UNION OPERATING ENGINEERS, LOCAL #234 HOURLY WAGE PLAN EFFECTIVE THE FIRST FULL PAY PERIOD IN JULY 2026 THROUGH THE LAST PAY PEROD STARTING IN JUNE 2027 1 0325 POSITION SALARY CLASSIFICATION GRADE RANGE STEP A STEP 8 STEP C STEP D STEP E STEP F Parking Enforcement Office, OE-03 OEM Hourly S 2195 S 22.38 S 22.75 $ 23-39 S 24.00 $ 2508 Clerk OE-04 OE-04 Hourly $ 22.38 S 22.75 $ 2339 $ 24.00 $ 25.08 Si 25.75 Cashier OE-05 OE-05 Hour,'y $ 22.75 S 23.39 $ 24.00 S 25-08 S 25-75 $ 2630 Accouat Clerk I SenlorCashier 1 Custodian I OE-06 OE-06 Hourly $ $ $ 2508 - $ 2575 S - S $ 2630 $ - $ $ 2682 $ - $ - S 27.62 S - S - $ 2825 $ - $ l Cusicd.a,^ 11 OE-07 OE-07 Hourly $ 2754 S 2808 $ 2876 $ 29.39 $ 3014 $ 3076 Assistant Part Operator Maintenance Worker L`;ater Distribution Maintenance Worker Water Meter Repair Worker I OE-09 OE-09 Hourly S $ $ $ 2368 - - S 29.34 $ - S S $ 30 06 $ - $ - $ - $ 3076 $ - $ $ $ 31.36 S - $ - S $ 3205 $ - $ - $ Water Distribution Equipment Operator OE-10 OE-10 Hourly $ 2939 S 3014 $ 3089 S 3164 S 32.36 $ 3306 Piartt Operator (N'C; OE-11 OE-11 Hourly $ 2964 $ 30.29 $ 31.02 $ 31.78 S 32.51 S 3337 Laboratory Techmcan ! OE-13 OE-1,3 Houry $ 3040 S 31 11 $ 31 81 S 32 66 S 3344 $ 34.48 Equipment Mechanic Ma&,.enance EbOncaan Water Meter Repairvjorker 11 OE-14 OE-14 Hourly $ $ $ 31 27 - - S 32,05 $ - $ $ 32.81 $ - $ $ 33.43 S - $ - S 34.54 S - $ - $ 35.39 $ - $ Public Safety Dispatc'r OE-15 OF-15 Hour $ 2895 S 2961 $ 3034 S 3105 S 3166 S 3236 Irdustrai Eject: omcs Technidart PlantMecharic OE-16 OE-1 i5 Hourly S $ 3207 - S 3296 $ - S 3374 $ - $ 3461 $ S 35.50 $ $ 3652 $ 6nspector ! OE-17 OE-17 Hourly $ 3404 S 3504 S 3627 S 37.15 S 3926 $ 40 61 I,,dusirialElectrical Technician OE-18 OE-18 Hourly S 3614 S 37.39 S 38.68 S 40.04 S 4144 $ 4246 Lead Water & Resou ce Recovery Center Operator OE-19 OE-19 Hourly $ 3776 S 39.08 S 4042 $ 4184 S 4331 $ 4438 Lead Distnb:alon Maintenance Worker ax APPENDIX B Training Pay If the City requires and approves employees to undergo training for the employees' position, the City shall compensate employees at a minimum at their base rate for the hours required to undergo the training and as consistent and compliant with 29 CFR § 785.35-785.41 Fair Labor Standards Act and Travel/Training Time. Each department shall develop a Department Policy if the compensation provided is above the minimum described above. Prior to making any changes to the Departmental Policy, the Department Manager or designee shall provide two (2) weeks' advanced notice to affected employees. Standby Pay The City shall provide standby pay that provides compensation that is, at a minimum, the employee's base rate for the number of hours specified in Department Policies for employees required to be on standby. Callback Pay Any employee, employed within the Water Department and Water and Resource Recovery department, who has left the premises after the employee's regular shift and is called back to work shall be compensated at one and one-half (1 1/2) times the employee's base rate of pay. Tank Climbing Pay Employees climbing tanks or doing maintenance inside tanks shall be paid a minimum of $15.00 for a minimum of four (4) hours spent tank climbing or doing maintenance inside tanks for a maximum of $30.00 per day in addition to their base rate of pay. Safety Eyewear The City shall provide safety eyewear for all employees who are required to wear safety eyewear, which may include providing safety glasses worn over prescription eyewear or lenses. Certification Pay Water Department and Water and Resource Recovery Center Department employees instead of being level or classified on the Wage Plan based on Grade or Certification will be provided Certification Pay as follows: 31 Plant Operators shall be classified on the Wage Plan as OE-11. A Plant Operator, who obtains and maintains an Iowa DNR Grade 2 Water or Waste Water Treatment certification shall receive an additional 1.50% above their base rate of pay. Upon obtaining and maintaining an Iowa DNR Grade 3 Water or Waste Water Treatment certification shall receive an additional 3.00% (for a total of 4.5%) above their base rate of pay. Upon obtaining and maintaining an Iowa DNR Grade 4 Water or Waste Water Treatment certification shall receive an additional 5.5% (for a total of 10%) above their base rate of pay. This provisional pay shall not apply for certifications not applicable or required, as determined by and at the discretion of the Department director, within the department in which the employee is currently employed. Employees who receive the incentive that are promoted into a position that requires the certification, (i.e. W&RRC Lead Operator requires possession of a Grade 4 DNR certification), are no longer eligible to receive this additional incentive pay, as those position titles are leveled and compensated as part of the salary for that position. A0151 32