Request for City Council Ratification of Teamsters Local 120, Bus Operators, July 1, 2025 Collective Bargaining Agreement (CBA)City of Dubuque
City Council
ACTION ITEMS # 2.
Copyrighted
April 21, 2025
ITEM TITLE: Request for City Council Ratification of Teamsters Local 120,
Bus Operators, July 1, 2025 Collective Bargaining Agreement
(CBA)
SUMMARY: City Manager recommending City Council ratification of the
City of Dubuque/Teamsters Local 120 Bus Operators (BU-
1158) Collective Bargaining Agreement to become effective
July 1, 2025.
SUGGUESTED Receive and File; Approve
DISPOSITION:
ATTACHMENTS:
1. MVM Memo
2. Memo Request for execution to ratify Teamsters Local 120 Bus Operators BU-1158
CBA 7-1-25 thru 6-30-30
3. Teamsters Local 120 Bus Operators June 30 2025 CBA (Partially Executed) needs
Mayor's signature
4. Teamsters Local 120 Bus Operators June 30 2025 CBA Signature Page (Partially
executed)
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Dubuque
THE CITY OF
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TO: The Honorable Mayor and City Council Members
FROM: Michael C. Van Milligen, City Manager
SUBJECT: Request for City Council Ratification of Teamsters Local 120, Bus
Operators, July 1, 2025 Collective Bargaining Agreement (CBA)
DATE: April 4, 2025
Chief Human Resources Officer Shelley Stickfort is recommending City Council
ratification of the City of Dubuque/Teamsters Local 120 Bus Operators (BU-1158)
Collective Bargaining Agreement to become effective July 1, 2025.
I concur with the recommendation and respectfully request Mayor and City Council
approval.
Y
Mic ael C. Van Milligen
MCVM:sv
Attachment
cc: Crenna Brumwell, City Attorney
Cori Burbach, Assistant City Manager
Shelley Stickfort, Human Resources Director
Page 482 of 1152
THE CF
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Masterpiece on the Mississippi
TO: Mike Van Milligen, City Manager
FROM: Shelley M. Stickfort, Chief Human Resources Officer
DATE: March 31, 2025
Dubuque
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2007-2012.2013
2017*2019
RE: Request for City Council Ratification of Teamsters Local 120, Bus
Operators, July 1, 2025 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 Teamsters Local
120, Bus Operators (BU-1158) and reached a tentative agreement on or about
February 14, 2025. The City received notice on or about March 2, 2025 that the
Teamsters Local 120 Bus Operators, through a membership vote, ratified the tentative
agreement.
A Brief Overview Summary of the Changes from the Contract Ending June 30, 2025
includes:
A. In General: Wordsmithing to ensure inclusive and neutral language, updating to
current representative, department, or title references, subject/verb agreement,
updating to current statutory language, formatting, and article re -ordering and
renaming for a logical flow.
B. Added Definitions Section for Pay and Statuses
C. Article 7 Bereavement Leave: formerly known as Funeral Leave; Added
mother, father, and grandchild to the provision allowing for up to five consecutive
workdays.
D. Article 8 Sick Leave: Increased family caregiving leave maximum to 96 hours
(up from 40 hours).
E. Article 15 Vacations: Incorporates the language from the Second Amendment
(March 4, 2024) to the prior contract
F. Article 17 Longevity: Added regular, part-time employees with an FTE of 0.15
or greater to the longevity schedule.
G. Article 16 Holidays: Added Juneteenth for part-time employees and
incorporated the First Amendment (June 5, 2023) to the prior contract.
H. Article 20 Overtime: Added a process for offering overtime for open hours not
filled by part-time staff by seniority
I. Article 21 Training: Training pay increased to $5.00 per hour (up from $3.75).
J. Article 24 Wage Plan: Added Appendix A for FY26 which incorporates the
Classification and Compensation recommended expansion of steps from three to
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six with targeted, aggregate increase of 3.25%.Then annual increases the first
full pay period after July 1st each year as follows:
FY 27: 3% ATB
FY 28: 3% ATB
FY 29: 2.75% ATB
FY 30: 2.75% ATB
K. Article 25 Part -Time Employees: Added Longevity for PT employees with an
FTE of 0.15 or greater
L. Article 27 Run Picks: Revised run -pick process to require employees to work
at least 600 hours before qualifying for run -pick selections.
M. Article 32 Duration: Five-year Agreement (July 1, 2025 through June 30, 2030.
N. Added Appendix A Wage Plan: Provides for the base rate of pay by
a. Expanding the steps for CBA positions from 3 to 6 FY26. T
b. The Interval and target increase for each step is consistent with
Classification and Compensation Study Recommendation and represents
an aggregate increase of 3.25% for FY26.
I respectfully request your support in this request and recommendation that the City
votes to ratify the Tentative Agreement ratified by the Teamsters Local 120 Bus
Operators union.
Attachments: Partially executed CBA (signature page 29)
2
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AGREEMENT
BETWEEN
THE CITY OF DUBUQUE, IOWA
AND
TEAMSTERS LOCAL UNION NO. 120
BUS OPERATORS
July 1, 2025 through JUNE 30, 2030
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PREAMBLE
This Agreement is made and entered into by and between the City of Dubuque, Iowa (hereafter
called the City) and the Teamsters Local Union No. 120 (hereafter called the Union) and between
the City and the Union on behalf of the employees in the Bargaining unit, recognized and described
under Article 1, RECOGNITION, of this Agreement.
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Table of Contents
PREAMBLE......................................................................................................................... 3
DEFINITIONSSECTION...................................................................................................
S
ARTICLE I RECOGNITION..............................................................................................5
ARTICLE 2 GENERAL CONDITIONS.............................................................................5
ARTICLE 3 STRIKES PROHIBITED................................................................................
6
ARTICLE 4 UNION NEGOTIATING COMMITTEE......................................................7
ARTICLE5 PAYDAY..........................................................................................................7
ARTICLE 6 UNPAID LEAVE OF ABSENCE....................................................................7
ARTICLE 7 BEREAVEMENT LEAVE.............................................................................7
ARTICLE 8 SICK LEAVE..................................................................................................8
ARTICLE 9 INJURY LEAVE...........................................................................................10
ARTICLE 10 PREGNANCY LEAVE...............................................................................11
ARTICLE I I JURY DUTY................................................................................................11
ARTICLE12 SENIORITY................................................................................................11
ARTICLE 13 PERSONAL LEAVE TIME.......................................................................12
ARTICLE 14 PAID PARENTAL LEAVE.........................................................................13
ARTICLE15 VACATIONS..............................................................................................16
ARTICLE 16 HOLIDAYS, HOLIDAY PAID LEAVE, HOLIDAY PAY..........................17
ARTICLE 17 LONGEVITY..............................................................................................19
ARTICLE 18 GROUP INSURANCE................................................................................20
ARTICLE 19 HOURS OF WORK....................................................................................
21
ARTICLE 20 OVERTIME and COMPENSATORY TIME ..............................................
22
ARTICLE21 UNIFORMS................................................................................................22
ARTICLE 22 TRAINING ASSIGNMENT......................................................................22
ARTICLE 23 GRIEVANCE PROCEDURE......................................................................23
ARTICLE 24 WAGE PLAN..............................................................................................
24
ARTICLE 25 PART-TIME EMPLOYEES.......................................................................25
ARTICLE 26 FILLING VACANCIES/JOB POSTING...................................................26
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ARTICLE27 RUN PICKS ............................................................................................... 26
ARTICLE 28 NONDISCRIMINATION ........................................................................... 28
ARTICLE 29 SAFETY AND HEALTH ........................................................................... 28
ARTICLE 30 SAVINGS CLAUSE ................................................................................... .28
ARTICLE 31 ENTIRE AGREEMENT CLAUSE ............................................................. 28
ARTICLE 32 DURATION AND NEGOTIATIONS ......................................................... 29
APPENDIXA .................................................................................................................... 30
FY26 Wage Plan/Structure .............................................................................................. 30
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DEFINITIONS SECTION
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 Wage Rate): An employee's base pay (or base wage rate) is the employee's
hourly rate of pay as is reflected on the wage plan represented in Appendix A or the Wages Article
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 or the Wages Article of this
Agreement, inclusive of additional payments provided for under this Agreement such as longevity,
shift premiums, and other wage augments.
ARTICLE 1 RECOGNITION
The City recognizes the Teamsters Local Union No. 120, certified by the Public Employment
Relations Board in Case No. 7039 (April 5, 2005) as the exclusive bargaining representative for
the following employees of the City of Dubuque: Bus Operators (full-time and part-time).
ARTICLE 2 GENERAL CONDITIONS
A. Public Employer Rights
Public employers shall have, when not in conflict with other provisions of this Agreement,
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:
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. Relieve public employees from duties because of lack of work or for other
legitimate reasons.
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5. Maintain the efficiency of governmental operations.
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.
B. Public Employeeghts
Public employees shall have the right to:
Organize, or form, join, or assist any employee organization.
2. Negotiate collectively through representatives of their own choosing.
3. Engage in other concerted activities for the purpose of collective bargaining or
other mutual aid or protection insofar as any such activity is not prohibited by the
Public Employment Relations Act or any law of the State.
4. Refuse to join or participate in the activities of employee organizations, including
the payment of any dues, fees, or assessments or service fees of any type.
Any disagreement involving the interpretation or application of this Article shall not be subject to
the grievance procedure of this Agreement.
ARTICLE 3 STRIKES PROHIBITED
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.
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ARTICLE 4 UNION NEGOTIATING COMMITTEE
Members of the Negotiating Committee shall be paid their regular rate of pay when they participate
in negotiating meetings during their regular scheduled workday. The total number of employees,
including part-time employees, eligible for payment shall be limited to four (4). No payment shall
be made to any employee when the employee negotiates outside of the employee's regular work
hours. Part-time employees who are members of the Negotiating Committee shall be paid their
regular rate of pay when they participate in a negotiating meeting for the time they spend in the
negotiating meeting on a scheduled workday. Payment shall not exceed eight (8) hours per
workday for part-time employees.
ARTICLE 5 PAYDAY
Pay day shall be every other Friday. If the payday is an observed holiday, the payday shall be the
day before the holiday.
ARTICLE 6 UNPAID LEAVE OF ABSENCE
A leave of absence without pay may be granted by the City Manager upon the recommendation of
the Chief Human Resources Officer or designee and the department manager. An employee
desiring a leave of absence without pay shall submit a request in writing to the department manager
at least two (2) weeks in advance of when such leave is to begin. Said request shall contain a
statement as to the reason(s) for the desired leave, the date when the leave is to begin, and the date
of return to duty. Denial of a request for a leave of absence without pay or the reason(s) therefore
shall not be a subject for the grievance procedure of this Agreement. Failure to return to work at
the end of a leave shall constitute cause for dismissal. It is understood that a leave of absence
without pay shall not be used for the purpose of accepting employment elsewhere. An employee
accepting such employment shall be terminated. An employee may be required to take a physical
examination before being allowed to return to work after a leave of absence without pay. An
employee granted a leave of absence without pay, upon completion of said leave, shall be returned
to the same position and the same pay step 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, the employee shall continue to accrue seniority, but shall not accrue or receive
any other privileges, benefits, or pay granted by this Agreement.
ARTICLE 7 BEREAVEMENT LEAVE
Upon approval of the department manager all full-time employees may be granted
bereavement leave with pay according to the following schedule:
Death of an employee's spouse, child or stepchild, parent, grandchild: Seven (7)
calendar days with a maximum of five (5) consecutive workdays.
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• Death of other members of the employee's immediate family. Relationships which
are considered as other members of the employee's immediate family are mother-
in-law, father-in-law, stepmother, stepfather, legal guardian, grandmother,
grandfather, sister, sister-in-law, brother, and brother-in-law.
In the event the employee is the person responsible for making arrangements for
the funeral and attending same, a period of time from when the death occurs until
the day following the funeral, but not to exceed three (3) consecutive workdays
may be allowed.
In the event the employee is not the person responsible for making arrangements
for the funeral, two (2) workdays shall be granted for the purpose of attending the
funeral, provided the funeral is held on a scheduled workday of the employee. If
the day of the funeral is not a scheduled workday of the employee, one (1)
workday shall be granted.
• An employee may be granted one (1) workday of bereavement leave to attend the
funeral of the employee's aunt or uncle. If the day of the funeral is not a scheduled
workday, no funeral leave shall be granted.
Upon approval of the department manager, part-time employees may be granted bereavement
leave with pay according to the above schedule. Part-time employees shall not be eligible for
paid bereavement leave on a day when they are not scheduled to work. One (1) day of
bereavement leave for part-time employees shall equal six (6) hours at their base rate of pay.
It is recognized that a death of a person other than the relationships listed above could warrant
consideration for bereavement leave.
In this event the employee should make known the situation to the department manager involved.
The department manager may exercise administrative approval consistent with the intent of this
bereavement leave provision.
The department manager will document the administrative approval by written notice to the Human
Resources Department and Payroll Division of the Finance Department.
ARTICLE 8 SICK LEAVE
Section 1
It is the purpose of this sick leave provision to protect the employee from financial loss during an
absence from work on account of illness or injury of the employee. Sick leave with pay may be
granted for illness or injury of the employee, including service -connected illness or injury, in
accordance with the following provisions. An employee who incurs an illness or injury while
employed by another employer or doing contract work for pay shall not be entitled to sick leave
benefits.
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Section 2
Sick leave shall be administered as follows:
All absences from work chargeable against sick leave shall be reported to the employee's supervisor
not later than thirty (30) minutes prior to the start of work on the day of absence. Failure to do so
shall result in the loss of sick leave payment. No employee shall receive compensation by reason of
sick leave benefits until the employee has completed and returned to the employee's supervisor a
sick leave request form and the supervisor has certified the cause of the absence for which sick leave
benefits are requested_
The City reserves the right at any time to require proof of illness or injury. Proof of illness or injury
shall include, but is not limited to, a certificate signed by a physician which states the extent and
nature of the illness or injury and states that the employee was incapacitated for work for the period
of the employee's absence. The statement shall also indicate that the employee is physically able to
perform all of the essential functions of the employee's position. Failure to provide a physician's
certificate containing the above information shall result in the loss of sick leave payment. The cost
of the physician's certificate shall be borne by the employee.
The City may require a medical examination, performed by a physician selected by the City, to
determine the eligibility of an employee to remain on sick leave or return to work Said examination
shall be paid by the City.
Abuse of sick leave or fraudulent use of sick leave shall be cause for disciplinary action. It is the
responsibility of the employee to keep the employee's supervisor informed each day of absence
chargeable to sick leave.
Section 3
Sick leave shall accrue at the rate of one (1) day, up to eight (8) hours per month (3.6923 hours
biweekly) of continuous service. The term month as used in this section shall mean calendar month.
An employee shall start to accrue sick leave from the employee's date of appointment to a full-time
position and shall be eligible for sick leave after two (2) months of continuous service.
Sick leave shall be paid to the employee at the employee's regular rate of pay predicated on an eight
(8) hour workday. Employees shall be charged one (1) sick day eight (8) hours) for every day of
absence.
It is understood that sick leave shall not be paid to an employee who is on the employee's regular
day off.
An employee who is on a paid leave due to an injury or illness shall accrue sick leave for a period
not to exceed thirty (30) calendar days following the date of injury or illness.
Section 4
Any unused portion of sick leave shall accumulate from fiscal year to fiscal year to a maximum of
one hundred twenty (120) workdays or nine hundred and sixty (960) hours whichever is less. Accrual
of sick leave shall terminate upon discharge, resignation, retirement, layoff or death ofthe employee.
Section 5 — Family Caregiving Leave
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In the event of illness or injury of the employee's family member, defined as the employee's spouse
or the employee's minor child, the employee may use up to twelve (12) sick leave days or ninety-six
(96) hours, whichever is less, per calendar year, from the employee's sick leave account balance to
make necessary arrangements for the care of or to provide care for the employee's spouse or minor
children) who are sick or injured.
If an employee has no accrued sick leave balance, the employee is not eligible to use family
caregiving leave.
Section 6 — Sick Leave Payout Upon Retirement
Upon retirement or death, an employee or the employee's beneficiary shall be paid for fifty percent
(50%) of accumulated sick leave over sixty (60) days computed using the average base wage only
for the ten (10) continuous years of service prior to retirement.
Example:
120 sick days (maximum)
-60 sick days
60 sick days
60 days X 50% = 30 sick days
30 sick days x the average base wage for the ten (10) years of continuous service prior to retirement.
In order for a retiring employee to be eligible for such payment, an employee must be sixty-two (62)
years of age or older or must be eligible, immediately upon retirement, to begin receiving pension
payments from the Iowa Public Employment Retirement System.
ARTICLE 9 INJURY LEAVE
Section 1
When an employee of the City sustains a personal injury or illness arising out of and in the course
of the employee's employment, the employee may, for the first three (3) working days of total
disability following the injury, use earned and unused sick leave credits. Beginning on the fourth
calendar day of total disability following the day of injury or illness the employee may receive in
addition to the Worker's Compensation benefits a sum which together with said Worker's
Compensation benefits will equal one hundred percent (100%) of the employee's base rate of pay.
The difference between Worker's Compensation benefits and the full one hundred percent (100%)
base rate of pay shall be deducted from the earned and unused sick leave credits of the employee.
Upon expiration of an employee's accumulated and unused sick leave credits the employee shall be
entitled only to the benefits under the Iowa Worker's Compensation Law.
Section 2
An employee who is physically able to and fails to report within twenty-four (24) hours any injury
or illness, however minor, to the employee's supervisor and to take such first aid or medical treatment
as may be necessary shall not be eligible for the injury leave policy outlined above.
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ARTICLE 10 PREGNANCY LEAVE
An employee's pregnancy, childbirth, or related medical condition may be regarded as a temporary
disability. The commencement and duration of leave, availability of extensions, accrual of seniority,
and other benefits and privileges of the employee's employment, shall be applied to a disability due
to the employee's pregnancy, childbirth, or related medical condition on the same terms and
conditions as they are applied to other temporary disabilities. Sick leave benefits, to the extent of the
employee's accumulated sick leave, shall be utilized for the period that the employee is disabled
because of the employee's pregnancy, childbirth, or related medical condition. The employee shall
use all other available paid leaves (such as vacation, compensatory time, and personal leave time)
before an unpaid leave of absence may be granted.
All unpaid leaves of absence are subject to the provisions of Article 6, UNPAID LEAVE OF
ABSENCE, of this Agreement. The employee is responsible for providing timely notice of the period
of leave requested.
The City reserves the right to require medical certification verifying the employee is not reasonably
able to perform the essential functions of their position.
ARTICLE 11 JURY DUTY
Employees required to report for jury duty shall be paid the difference, if any, between the
compensation received for jury duty and their wage for each day of jury duty for which the employee
is scheduled to work. Mileage and meal allowance received by the employee shall not be deducted
from the employee's wage. Normally this is processed by having the employee submit the
employee's jury duty compensation, excluding expense reimbursement, to the Finance Department
in exchange for the employee's pay.
An employee who reports for jury duty and is excused shall report immediately to the employee's
supervisor. An employee who is on vacation and is required to report for jury duty shall be permitted
to reschedule the employee's vacation.
Part-time employees are subject to the terms of this article, except that part-time employees shall
not be eligible for any pay if they are not scheduled to work on the day(s) they are required to report
for jury duty. Part-time employees who are required to report for jury duty on a day(s) they are
scheduled to work shall receive pay only for the hours they would have worked had they not been
required to report for jury duty.
ARTICLE 12 SENIORITY
CPrtinn ]
All employees shall serve a trial period of at least six (6) months. After completing six (6) months
of continuous service in a full-time position, the employee shall have established seniority and the
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employee's seniority date shall be retroactive to the most recent date of employment in a full-time
position covered by this Agreement.
For purposes of computing benefits (e.g., sick leave accrual, vacation accrual), length of continuous
service shall relate to an employee's most recent date of employment in a full-time position with the
City of Dubuque.
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 period.
Section 2
Employees covered by Civil Service shall be laid off in accordance with Chapter 400, Code of Iowa.
If an employee is recalled from layoff after being laid off over thirty (30) calendar days, the employee
may be requested to undergo a medical examination and shall be subject to the existing conditions
of employment. Except as otherwise provided by law, if an employee is recalled within one (1) year
following the effective date of the layoff, the employee's length of continuous service shall be
retroactive to the employee's most recent date of employment in a full-time position.
Employees who are not recalled within one (I ) year following the effective date of the layoff shall
be terminated. During layoff, employees shall not accrue or receive any of the privileges, benefits,
or pay granted by this Agreement.
Section 2
An employee's seniority and employment relationship with the City shall be broken and terminated
for the following reasons, which is not an inclusive list:
Resignation
Discharge
Death
Retirement
Being absent from work without authorization for a period of three (3) consecutive workday
Being laid off for a period of one (1) year without being recalled to the employee's last held position
If, after layoff, the employee fails to report for work within five (5) workdays after the date the
certified recall letter was mailed notifying the employee to report for work
ARTICLE 13 PERSONAL LEAVE TIME
Section_1 — Full-time Employees
A. Considerations
1. Full-time employees shall be provided sixteen (16) hours with pay at their base rate
of pay per fiscal year to be scheduled by the employee's department manager.
2. Approving or disapproving the employee's requested time for personal leave hours
shall be at the sole discretion of the employee's department manager or an
authorized representative.
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3. The employee's request for a specific date and time shall be given maximum
consideration consistent with the conditions set forth below under B, but final
approval is subject to item A. 2. above and denial of the employee's requested date is
not a proper subject for a grievance.
4. Exception to item A.3. above would only be considered as a proper subject for a
grievance if the employee alleges that a requested date was disapproved because of
arbitrary, capricious, or personal prejudice on the part of the approving authority.
5. The Union and all its members recognize that approval or disapproval of a specific
day must consider the efficient level of service due the general public.
B. Conditions
1. The sixteen (16) hours of personal leave time maybe taken anytime during each year
of the contract period subject to the provisions of this Article.
2. A new employee must have completed at least four (4) calendar months of the trial
period in order to be eligible for personal leave time.
3. Under no circumstances shall pay be requested or approved in lieu of the personal
leave time with pay.
4. Once a day has been approved for an employee's personal leave time, 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 time is reserved by the department manager or the department manager's
representative when such extenuating circumstances exist.
Section 2 Part -Time Employees
Part-time employees shall receive eighteen (18) hours of personal leave time with pay per
fiscal year at their base rate of pay. Except as otherwise provided in this Section, part-time
employees shall be subject to the terms of this Article.
ARTICLE 14 PAID PARENTAL LEAVE
Section 1 - Purmose/Objective
The City of Dubuque will provide up to nine (9) weeks of paid parental leave to employees
following the birth of an employee's child or the placement of a child with an employee in
connection with adoption or foster -to -adapt care. The purpose of paid parental leave is to enable
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the employee to care for and bond with a new child. This policy will run concurrently with Family
and Medical Leave Act (FMLA) leave, as applicable.
Section 2 - Eli ibg ility
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; and
• Be a full-time or part -rime regular employee. 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 person who has given birth to a child; or
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 3 - Amount, Time Frame, and Duration of Paid Parental Leave
• Eligible employees will receive a maximum of nine (9) weeks of paid parental leave
under this policy. 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 nine -week total amount
of paid parental leave granted for that event. In addition, in no case will an employee
receive more than nine 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 pay. Paid parental leave will be paid on a biweekly basis on 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 an employee who themself has given birth, the nine (9) weeks of paid
parental leave will commence at the conclusion of any short-term disability leave/bencfit
provided to the employee for the employee's own medical recovery following childbirth.
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• 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 4 - Coordination with Other Policies
• Paid parental leave taken under this policy will run concurrently with leave under the
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 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. Please refer to the Family and Medical Leave Policy for further guidance on the
FMLA.
• After the paid parental leave (and any short-term disability leave for employees giving
birth) is exhausted, the balance of FMLA leave (if applicable) may be compensated
through employee accrued sick, vacation and personal time..Upon exhaustion of accrued
sick, vacation, and personal time, any remaining leave will be unpaid leave.
• 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, if the employee is otherwise eligible for holiday paid
leave; however, such holiday pay will not extend the total paid parental leave
entitlement.
Section _5 - Requests for Paid Parcntal 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.
As is the case with all City policies, the organization has the exclusive right to interpret this policy.
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ARTICLE 15 VACATIONS
Section I
Employees covered by this Agreement shall accrue vacation leave on the following basis;
a) Employees who have completed less than five (5) 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 five (5) years of continuous service, but less than 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, but less than
twenty-five (25) years of continuous service shall accrue vacation each year at the rate of
6.16 hours per pay period, for a total of one hundred sixty (160) hours.
d) Employees who have completed twenty-five (25) 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.
Section 2
Newly hired or newly eligible employees accrue vacation upon eligibility but shall not use vacation
until completing four (4) continuous months of service.
The vacation anniversary date of an employee shall be the same as the employee's seniority date.
Vacations are to be taken within the twelve (12) month period immediately following the vacation
anniversary date whenever operationally permissible.
Vacation is paid at the employee's base rate of pay.
When operational needs as determined by the department director preclude the employee's use of
their vacation within the twelve-month period following the employee's anniversary date,
employee's may accumulate or carry over accrued, unused vacation from year to year up to a
maximum cap of two hundred and forty (240) vacation hours.
Section 3
When one of the regular holidays falls during an employee's requested and granted vacation
period, the employee shall be paid eight (8) hours of holiday paid leave for that holiday at the
employee's base rate of pay.
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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 completed twelve (12) months or more of continuous service and who are laid
off, resign, or enter the military service, (provided the City is given two (2) weeks' notice of
termination in the case of resignation or military leave of absence), shall receive accrued, unused
vacation.
Section 6
The department director or designee shall approve all vacation requests, and the number of
employees allowed off at any one time shall be at the sole discretion of the department manager.
Denial of requested date for vacation or the reason(s) therefore shall not be a subject for the grievance
procedure of this Agreement.
ARTICLE 16 HOLIDAYS, HOLIDAY PAID LEAVE, HOLIDAY PAY
Section I Holidays
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
Christmas Day
New Year's Eve
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:
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• Formal leave of absence.
• Job incurred injury.
• Bereavement/Funeralleave.
Subpoena as a witness.
• 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
Holidays shall be observed in accordance with Section I of this Article except that when a holiday
falls on Sunday, the following day shall be declared a holiday.
Section 4 — Holiday Paid Leave
Employees eligible for holiday paid leave shall be entitled to eight (8) hours at the regular rate of
pay for each of the named holidays.
Section 5 — Holiday Pa
Employees required to work on a City recognized holiday as defined in this Article shall receive two
(2) times their regular rate of pay for all hours worked in addition to the holiday paid leave, provided
all other conditions are met.
Section 6 -Part-Time Employees
Part-time employees who meet the eligibility requirements for holiday paid leave outlined in Section
4 of this Article shall receive six (6) hours holiday paid leave at the base rate of pay for each of the
following holidays:
New Year's Day
Martin Luther King's Birthday
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving Day
Christmas Eve
January First
Third Monday in January
Last Monday in May
June Nineteenth
July Fourth
First Monday in September
November Eleventh
Fourth Thursday in November
Fourth Friday in November
December Twenty -Fourth
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Christmas Day
New Year's Eve Day
December Twenty -Fifth
December Thirty-first
Part-time employees shall be subject only to Sections 2 and 6 of this Article.
ARTICLE 17 LONGEVITY
Section 1
Longevity payment shall represent a percentage of an employee's base rate of pay based upon an
employee's length of service in a full-time and qualifying, regular, part-time position of 0.15 FTE or
greater. Longevity payment shall represent compensation in addition to an employee's base rate of
pay. Longevity payments shall be made each payday in accordance with the longevity pay plan set
forth in Section 2 of this Article.
Section 2
Longevity payments shall be made in accordance with the following schedule.
After six (6) years of
continuous service
After twelve (12) years
of continuous service
After eighteen (18) years
of continuous service
After twenty-four (24) years
of continuous service
Section 3
1 % of the regular rate of pay
2% of the regular rate of pay
3% of the regular rate of pay
7% of the regular rate of pay
Continuous service shall mean service with the City in a full-time position or part-time position of
0.15 FTE or greater that is uninterrupted by, but not limited to, resignation, discharge, layoff of one
(1) year without being recalled to the employee's last held position, retirement, or for other reasons
specified in this Agreement.
Section 4
The longevity payment shall be in addition to the employee's base rate of pay and shall not be
included in the calculation of any other premium payment or in the calculation of any other benefits.
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ARTICLE 18 GROUP INSURANCE
Section 1
Health and Prescription Drug Insurance: Employees shall pay 15% of the cost of the premium
established for the health and prescription drug plan for which the employee is enrolled. The
premium for the health and prescription drug insurance plans shall be the premium established for
retirees and COBRA enrollees.
Section 2
Life/Accidental Death and Dismemberment Insurance: The City shall pay the full cost of a term life
insurance and accidental death and dismemberment insurance policy for employees covered by this
Agreement. Eligibility and amounts of coverage shall be in accordance with the insurance master
agreement.
Section 3
Disability Income Protection Insurance: A disability income protection insurance policy shall be
provided to all employees covered by this Agreement. The cost of such coverage shall be paid in
full by the City. Disability income protection insurance may be granted for any non -service -
connected illness or injury which renders such employee unable to perform the duties of his/her
employment. Employees who become eligible for disability income protection insurance shall be
eligible to supplement disability income protection benefits with accrued sick leave. Total income
of an employee's sick leave payment and disability income protection insurance benefits shall not
equal more than one hundred percent (100%) of an employee's regular rate of pay. Upon expiration
of an employee's accumulated sick leave, the employee shall be entitled only to the benefits payable
under the disability income protection insurance policy.
Section 4
Specific benefits of each aspect of the group insurance plan are set forth in master agreements which
shall in all cases be the determining factor as to the eligibility and amounts of coverage extended to
each employee. Any disagreement regarding the interpretation or application of specific provisions
of the insurance master agreements shall not be a subject for the grievance procedure of this
Agreement or the appeal procedure set forth in Chapter 400, Code of Iowa. In the event the City
chooses to change insurance carriers, efforts shall be made to maintain coverage similar to what is
being provided.
The City shall notify the Union of any changes in the insurance carrier and insurance coverage. The
City shall retain the right to change insurance carriers at any time, and such action by the City and
the reason(s) therefore shall not be subject to the grievance procedure of this Agreement or the
appeal procedure set forth in Chapter 400, Code of Iowa.
Section 5
The City shall continue to pay its portion of the group insurance premiums for a period of up to
fourteen months from the date an employee is absent due to illness or injury. However, in no event
will the City pay its portion of the group insurance premiums for a period longer than the employee's
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length of continuous service in a full-time position. Group insurance plans include health insurance,
prescription drug insurance, life/accidental death and dismemberment insurance, and disability
income protection insurance.
Section 6
An employee may elect to continue group insurance coverage while on a leave of absence without
pay. During a leave of absence without pay in excess of thirty (30) calendar days, the employee shall
be responsible for paying the full cost of all group insurance premiums, with the exception of a leave
of absence without pay granted in accordance with the Family and Medical Leave Act of 1993.
Section 7
Whenever a covered employee is discharged, laid off, resigns, retires, dies or terminates their
employment relationship for any other reason, the City shall discontinue payment of all insurance
premiums. Insurance benefits for dependents terminate when the dependent ceases to be eligible as
a dependent or when the employee withdraws the authorization for dependent insurance coverage.
In compliance with applicable Federal and State Laws, employees and their eligible dependents are
entitled to continue their health insurance coverage after termination of employment at their
expense.
Section 8
For purposes of this Article and Agreement, an employee is considered to have retired when the
employee separates from the City service, for whatever reason, at the age of sixty-two
(62) or older.
Section 9
The City shall provide IRS Section 125 Flexible Spending Accounts for medical and dependent
care expenses and health, prescription drug and dental insurance premiums.
ARTICLE 19 HOURS OF WORK
The normal workweek for employees shall be forty (40) hours. The normal workday shall be eight
(8) hours but not necessarily consecutive hours.
This Article is intended to define the normal hours of work. It shall not be construed as a guarantee
of hours of work per day or per week.
A differential of twenty cents (5.20) per hour shall be paid on all charters and non -fixed routes
operated between the hours of 6:15 P.M. and 5:40 A.M. Said payment shall be in addition to the
employee's regular rate of pay and shall not be included in the calculation of overtime or any other
premium payment or in the calculation of any other benefit.
Nothing contained herein shall be construed as preventing the City from increasing, decreasing, or
restructuring the normal workday or workweek in any way or from establishing the work schedules
of employees.
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ARTICLE 20 OVERTIME and COMPENSATORY TIME
Section 1 — Overtime Pay
Pay for overtime work shall be at one and one-half (1.5) times the regular rate of pay as defined in
Article 23, WAGE PLAN, or Appendix A of the Agreement.
Actual hours worked over forty in a standard, seven-day work week qualify for overtime pay.
Section 2 — Compensatory Time
At the discretion of the department manager, employees who are eligible to receive overtime pay
may be granted time off in order to compensate for and instead of overtime payment.
Section 3 - General
When open hours cannot be filled by part-time employees, overtime shall be offered by seniority to
full-time employees on a rotating basis. Employees must be available to work the entire shift or
other timeframe offered. Once an employee accepts the overtime, the next employee on the list will
be the first employee eligible for the next available overtime under this Article. If an employee
does not answer a call or provide an immediate response regarding an overtime offer under this
Article, then the City shall go to the next employee on the list until an employee accepts the
overtime offered.
Overtime under Section 3 of this Article shall be limited to known or reasonably anticipated
overtime and shall not include overtime immediately after shift or as determined by operational
need.
Compensation shall not be paid more than once for the same hours of work under any provision of
this Article or Agreement. When overtime is required, it must be approved in advance by the
employee's supervisor.
ARTICLE 21 UNIFORMS
The City shall pay the cost of the required uniform.
ARTICLE 22 TRAINING ASSIGNMENT
A premium of 55.00 per hour shall be paid to an employee assigned the responsibility of training a
new employee. The selection of employees assigned as Trainee Instructors shall be at the discretion
of the City.
Training assignment pay shall be in addition to the employee's regular rate of pay and shall not be
included in the calculation of overtime or any other premium payment or in the calculation of any
other benefit. The terms of this Article shall also apply to part-time employees.
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ARTICLE 23 GRIEVANCE PROCEDURE
A grievance shall be defined as a dispute or disagreement raised by an employee or the Union against
the City involving the interpretation or application of specific provisions of this Agreement.
The City is desirous of obtaining an equitable and prompt adjustment of grievances and grievances
shall be settled orally, whenever possible, between the employee's supervisor and the aggrieved
employee. The employee's supervisor shall be notified of the alleged grievance within five (5)
workdays of the date the alleged grievance occurred. Failure of the employee to notify the
employee's supervisor within five (5) workdays of the date the alleged grievance occurred shall
constitute a withdrawal of the grievance.
The City shall not be obligated to accept a writtcn grievance until such grievance has been
discussed orally between the aggrieved employee and the employee's supervisor.
Step l
Grievances not settled within two (2), but not more than five (5), working days after discussion with
the supervisor may be reduced to writing and presented to the department manager.
The nature of the complaint shall be clearly stated so that the department manager will have a fair
opportunity to locate the cause of the problem and settle the matter to the satisfaction of all parties
concerned. The department manager shall answer in writing within five (5) working days after
receiving the grievance. If a meeting is held with the department manager, the aggrieved employee
may be accompanied by the steward from the employee's section.
Step 2
If the department manager's written answer is not satisfactory the grievance may, within three (3)
working days, be appealed to the City Manager and shall, as soon as possible after receipt of this
appeal, be considered in a meeting between representatives selected by the City and Union. The
Teamsters Local 120, Business Agent, may be 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.
Step 3
If the grievance is not settled in Step 2, within twenty (20) calendar days after receiving the City's
written answer, either party may submit the grievance to arbitration. The invoking of arbitration
regarding grievances submitted by the Union shall require the approval of the Union. The invoking
of arbitration regarding grievances submitted by an employee shall require the approval of the
aggrieved employee. The parties shall attempt to select an arbitrator as soon as practical after receipt
of a request for arbitration. If the parties do not agree upon the selection of an arbitrator within
fifteen (15) calendar days after receipt of the request for arbitration the Iowa Public Employment
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Relations Board shall be requested to furnish a list of five (5) arbitrators. The party requesting
arbitration shall strike the first name; the other party shall then strike one (1) name. The process
shall be repeated, and the remaining person shall be the arbitrator. The cost of obtaining a list of
arbitrators from the Iowa Public Employment Relations Board shall be shared equally by the City
and the Union.
The decision of the arbitrator, within the scope of the arbitrator's authority, shall be final and binding
on both parties to this Agreement. The arbitrator shall have no power to add to, subtract from, or
change any of the provisions of this Agreement. Nor shall the arbitrator have the authority to rule
on matters of law or to render any decision which conflicts with any law, rule, or regulation binding
upon the City. The fees and expenses of the arbitrator shall be shared equally by the City and the
Union. However, each party shall be responsible for compensating their own witnesses and
representatives as well as paying for transcripts of the proceedings. The arbitrator shall submit a
written decision within thirty (30) calendar days following the close of the hearing or the submission
of briefs by the parties, whichever is later, unless the parties agree to a written extension thereof.
Union representatives, when processing Steps 1 and 2 of the grievance procedure shall be permitted
to leave work after receiving approval from their supervisor and shall suffer no loss of their straight
time rate of pay but shall not be eligible for overtime pay or any other type of premium pay. The
City shall not be responsible for paying employees as a result of their participation in arbitration or
prohibited practice complaint proceedings.
The time specified for each step in the grievance procedure may be extended by mutual agreement.
If an answer to a grievance is not given to the employee by the City within any of the time limits
specified in this Article, the grievance may be appealed to the next step in the grievance procedure.
Failure of the employee or the Union to comply with any time limitations shall constitute a
withdrawal of the grievance.
ARTICLE 24 WAGE PLAN
Effective the first date of the first full pay period in July, the salary schedule in Appendix A shall
represent the base rate of pay for FY26.
Across the board or all steps of pay increases shall be effective the start date of first full pay period
in July as follows:
FY 27 —ATB 3.00%
FY28 — ATB 3.00%
FY29—ATB 2.75%
FY30 — ATB 2.75%
Generally, the minimum pay step in the salary range established for a position shall be applicable
upon appointment to a position in the bargaining unit.
Advancement to succeeding pay steps in the salary range established for a position shall be based
upon a satisfactory performance evaluation. An employee who consistently meets and exceeds
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performance standards established for a position is eligible for a one (1) step performance
advancement. An employee is eligible for a performance advancement (step increase) in accordance
with the following schedule:
INTERVAL STATED IN
STEP
NUMBER OF MONTHS
1 TO 2
6 months
2 to 3
12 months
3 to 4
12 months
4 to 5
12 months
5 TO 6
12 months
An employee who is denied a performance advancement shall be required to wait six (6) or twelve
(12) months (depending upon the pay step the employee is in) before the employee is eligible for
another performance advancement. Part-time employees shall be subject to the terms of this Article
except that the length of service requirement for performance advancement for part-time employees
shall be two (2) times the length of service requirement established for full-time employees. A part-
time employee who is denied a performance advancement shall be required to wait twenty-four (24)
months before the employee is eligible for another performance advancement.
Denial of a step increase of the reason(s) therefore 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 25 PART-TIME EMPLOYEES
All regular (not temporary or seasonal status) part-time employees shall serve a trial period of at
least six (6) months. A part-time employee may be laid off or discharged any time prior to the end
of the trial period and such discharge or layoff and reasons, therefore, shall not be a proper subject
for the grievance procedure of this Agreement. The Union shall not assert or present any grievance
or appeal on behalf of the part-time employee because of any matter or occurrence whatsoever
falling within the trial period.
Regular, part-time employee shall mean an employee assigned to a typical work schedule throughout
the fiscal year that is less than a 1.0 full-time equivalency (FTE). Said work schedule shall not be
construed as a guarantee of hours of work per day, per week, per year, or days of work per week.
Nothing contained herein shall be construed as preventing the City from increasing, decreasing or
restructuring the workday or workweek in any way or from establishing the work schedule of part-
time employees. Part-time employees shall be entitled only to the benefits set forth in, GRIEVANCE
PROCEDURE, and to the benefits and pay set forth in the applicable section of the following
Articles: UNION NEGOTIATING COMMITTEE; BEREAVEMENT LEAVE; JURY DUTY;
PERSONAL LEAVE TIME; HOLIDAY PAY AND HOLIDAY PAID LEAVE; LONGEVITY;
UNIFORMS; TRAINING ASSIGNMENT; WAGE PLAN; FILLING VACANCIES/JOB
POSTING; and Part-time employees shall not accrue or receive any other benefits, pay or privileges
granted by this Agreement or be subject to any other provision of this Agreement.
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ARTICLE 26 FILLING VACANCIESQOB POSTING
Section 1: Job Postings and Selection Criteria
Job postings for bus operator positions will be posted for a minimum of three (3) days to enable
qualified candidates to complete the application process.
Competency and qualifications are defined as possessing the necessary- knowledge, skills, and
abilities to successfully perform the essential functions of the position.
The following criteria will be used by management or search committee members to determine a
person's competency and qualifications:
• Related job experience;
• Demonstrated ability to work professionally with customers/riders and coworkers;
• Attendance, dependability;
• Concern for safety and care of equipment;
• Professional interaction with customers and supervisors;
• Leadership (judgement, organizational skills, communication skills, adaptability,
innovation, initiative);
• Quality and quantity of work;
• Physical ability to perform the essential functions of the position
Section 2. Promotion from part-time to full-time bus operator position
Full-time bus operator vacancies shall be posted first as to internal candidates only. Internal for the
purposes of this provision means currently employed, part-time bus operators within the
Transportation Services Department.
From the pool of internal candidates, management will select the most qualified and competent
candidate.
If there is no qualified internal candidate, the position shall be opened next to internal City
employees outside the Transportation Services Department.
If there is no qualified internal City employee then the posting shall be opened to external applicants.
Section 3
In the event that management determines that the competency of the two most competent candidates
is equal, the employee's length of service in the position will be the tiebreaker as to determining the
final candidate.
Section 1 - Pick Dates
ARTICLE 27 RUN PICKS
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Pick in December; New Schedule to start first full week in January. Pick in
June; New Schedule to start the first full week in July.
A Pick Day will be set a minimum of 20 days in advance. All drivers will choose their picks on Pick
Day. Drivers will line up by hire date for their Pick List and begin bidding. Drivers will be notified
by posting on the union board and flyers in mailboxes.
Pick Process
The number of full-time fixed -route and paratransit pick options will equal to the number of full-
time drivers. At management discretion the number of full-time pick options may be greater than
the number of open positions.
Full-time fixed -route drivers will choose from the fixed -route picks based on date of hire. Part -Time
fixed route drivers will choose from the part-time fixed route picks based on date of hire.
Full-time Mini -Bus drivers will choose from the Mini -Bus picks based on date of hire. Part. -Time
Mini -Bus drivers will choose from the part-time Mini -Bus picks based on date of hire.
To be eligible for the Pick Process described in this Article, an employee must have actually worked
at least 600 hours in the twelve (12) months preceding the month in which the Pick Day occurs.
Section 2 -Mandatory Attendance at Pick Dav
All drivers must attend Pick Day or risk losing their preferred picks.
If a driver can't attend Pick Day, the driver must complete and sign the Pick Request Form, selecting
their top three choices to be completed on their behalf by the Operations Supervisor on Pick Day.
If a driver does not attend Pick Day, does not choose a pick, and/or does not complete the Pick
Request Form, the driver will forfeit their ability to pick for the current period. Any remaining picks
and/or shifts will be assigned at management's discretion.
Section 3 - Switching Lists
If a driver wants to bid outside of the driver's current pick list, the driver will move to the bottom of
the alternate pick list (example: If a fixed -route driver wants to bid on a Mini -Bus pick, the driver
will move to the bottom of the part-time Mini -Bus pick list).
Section 4 - Pick List Selection Process
Wien a driver is hired, the driver will be required to have a Class B CDL with passenger and air
brake endorsement and training for both fixed -route and Mini -Bus services.
During the 6-month trial period, each driver will be scheduled on both fixed -route and Mini -Bus. At
the end of the 6-month period, the driver will be required to choose a pick list from either the fixed
route or Mini -Bus lists. A signoff by the employee will be required. The hire date will determine the
driver's order on the driver's chosen list.
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If a driver wants to change the driver's pick list, the driver's date and order on the list will change
to the date the driver chose to switch pick lists. A signoffby the employee will be required.
ARTICLE 28 NONDISCRIMINATION
There shall be no discrimination against any employee in the bargaining unit by either party to this
Agreement because of the mental or physical disability, age, sex, marital status, race, color, religion,
sexual orientation, national origin, gender identify, creed, or political affiliation. Complaints
involving an allegation of discrimination may be filed with the appropriate agency or organization.
ARTICLE 29 SAFETY AND HEALTH
If management is made aware by a credible healthcare provider that an employee has had a potential
exposure to COVID-19, the City shall provide proper and permissible notice, as permitted by law,
to the potentially exposed employee.
Exposure shall be defined by the CDC guidelines in effect at the time of the exposure.
ARTICLE 30 SAVINGS CLAUSE
Should any article, section, or portion 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.
ARTICLE 31 ENTIRE AGREEMENT CLAUSE
This Agreement supersedes and cancels all previous agreements between the City and the Union
and constitutes the entire Collective Bargaining Agreement between the parties and concludes
collective bargaining for its term. The parties acknowledge that during negotiations, which resulted
in this Agreement, each had the unlimited right and opportunity to make demands and proposals
with respect to any subject or matter not removed by law from the area of collective bargaining, and
that the agreements arrived at by the parties after the exercise of that right and opportunity are set
forth in this Agreement. Therefore, the City and the Union, for the life of this Agreement, each
voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated,
to bargain collectively with respect to any subject or matter referred to or covered in this Agreement,
or with respect to any subject or matter not specifically referred to or covered in this Agreement.
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ARTICLE 32 DURATION AND NEGOTIATIONS
This Agreement shall be effective the first day of July, 2025 and shall remain in full force and
effect through the thirtieth (30th) day of June, 2030. Negotiations for succeeding Agreement to
become effective on July I, 2030, shall begin after October 31, 2029, but not later than
December 15, 2029.
Signed the /7A day of _L''1sr�1► 2025.
TEAMSTERS Local 120, Bus Operators
95'��r/
Kevin Saylor, Vice President/Business Agent
CITY OF DUBUQUE, IOWA
rad Cavan yor
Attest:
Adrienne Breitfelder, City Clerk
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FY26 Wage Plan/Structure
APPENDIX A
TF-k%ISTERS Local 120, Bus Operators
Base Wage Plan/Wage Structure effective the first day of the first full pay period AFTER July 1, 2025
J*'ii 6 Omifica"m Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Bus Operator 519.70 520.86 522.02 523.18 524.34 525.5{3
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ARTICLE 32 DURATION AND NEGOTIATIONS
This Agreement shall be effective the first day of July, 2025 and shall remain in full force and
effect through the thirtieth (30th) day of June, 2030. Negotiations for succeeding Agreement to
become effective on July 1, 2030, shall begin after October 31, 2029, but not later than
December 15, 2029.
Signed the /-14 day of 2025.
TEAMSTERS Local 120, Bus Operators
Kevin Saylor, Vice President/Business Agent
CITY OF DUBUQUE, IOWA
Brad Cavanagh, Mayor
,-fittest:
Adrienne Breitfelder, City Clerk
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