Request for City Council Ratification of Teamsters Local 120, Mixed, July 1, 2025, Collective Bargaining Agreement (CBA)City of Dubuque
City Council
ACTION ITEMS # 7.
Copyrighted
June 16, 2025
ITEM TITLE: Request for City Council Ratification of Teamsters Local 120,
Mixed, July 1, 2025, Collective Bargaining Agreement (CBA)
SUMMARY: City Manager recommending City Council ratification of the
City of Dubuque/Teamsters Local 120 Mixed (BU-0503 & BU-
0229) Collective Bargaining Agreement to become effective
July 1, 2025.
SUGGUESTED Receive and File; Approve
DISPOSITION:
ATTACHMENTS:
1. MVM Memo
2. Memo to MVM re Request for execution to ratify Teamsters Local 120 Mixed BU-
0503 & BU-0229 CBA 7-1-25 thru 6-30-30
3. Teamsters Mixed 7-1-25 Signature Page (partially executed, needs Mayor's
signature)
4. 20250423 Teamsters Mixed Contract 7-1-2025 - FINAL (3)
5. Public Input_Uploaded 6.16.25
Page 932 of 1053
Dubuque
THE CITY OF
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Masterpiece on the Mississippi zoo�•*o
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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, Mixed, July
1, 2025, Collective Bargaining Agreement (CBA)
DATE: June 11, 2025
Chief Human Resources Officer Shelley Stickfort is recommending City Council
ratification of the City of Dubuque/Teamsters Local 120 Mixed (BU-0503 & BU-0229)
Collective Bargaining Agreement to become effective July 1, 2025.
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, Mixed (BU-0503 & BU-0229) and reached a tentative agreement on or about April
18, 2025. The City received notice on or about May 30. 2025 that the Teamsters Local
120 Mixed, through a membership vote, ratified the tentative agreement.
I concur with the recommendation and respectfully request Mayor and City Council
approval.
Mic ael C. Van Milligen
MCVM:sv
Attachment
cc: Crenna Brumwell, City Attorney
Cori Burbach, Assistant City Manager
Shelley Stickfort, Human Resources Director
Page 933 of 1053
THE CITY OF
DUB E
Masterpiece on the Mississippi
TO: Mike Van Milligen, City Manager
FROM: Shelley M. Stickfort, Chief Human Resources Officer
DATE: June 7, 2025
Dubuque
AI•Ameriw Cip
2007-2012.2013
2017*2019
RE: Request for City Council Ratification of Teamsters Local 120, Mixed, 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, Mixed (BU-0503 & BU-0229) and reached a tentative agreement on or about April
18, 2025. The City received notice on or about May 30. 2025 that the Teamsters Local
120 Mixed, 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 1 Recognition: Updated to reflect current department names and
positions/titles.
D. Article 5 Union Negotiating Committee: Changed number of employees on the
Union's negotiating committee who are eligible for paid status from four to five.
E. Article 11 Bereavement Leave: formerly known as Funeral Leave; Changed
from up to three consecutive workdays to up to five workdays for the death of all
members of an employee's "immediate family." Added on workday of
bereavement leave to attend the funeral of an extended family member (aunts,
uncles, nieces, nephews, and cousins.)
F. Article 12 Sick Leave: Changed to permit accrued sick leave to be used for
family caregiving leave for eligible family members.
G. Article 17 Job Posting: Changed minimum number of days an open job is
posted from three working days to seven calendar days.
H. Article 19 Vacation: Incorporated the Second Amendment to the CBA ending
June 30, 2025 that provides for vacation accrual on a per pay period and the
opportunity to accrue up to a maximum of 320 hours of unused vacation.
Page 934 of 1053
I. Article 20 Holiday/Holiday Paid Leaves: Differentiates between holiday pay for
working on a City -defined holiday and pay for not working on a holiday aka
Holiday Paid Leave.
J. Article 21 Holiday Pay: Added to clarify that all hours worked on a City -defined
holiday are paid three times their base rate and that a holiday is a twenty-four
hour period from midnight to midnight.
K. Article 22 Personal Leave Time: Changes from "day" to "Leave Time" and from
three days per fiscal year to twenty-four hours per fiscal year.
L. Article 26 Shift Premium: Prior CBA article overhauled to clarify which work
times, positions, departments, and specific shifts or positions are eligible for shift
premium pay. Increased identified specific work hour times from fifty cents per
hour shift premium to seventy-five cents or one dollar per hour.
M. Article 27 Callback Pay: Removed content/language regarding On -Call from
this article and created a separate standalone article addressing On -Call.
N. Article 28 On -Call: New standalone article; provides for assignment of staff to
on -call status and expectations when assigned on -call status; provides for
compensation or compensatory time options for staff assigned to on -call;
differentiates between Holiday On -call and Non -Holiday on -call; distinguishes on -
call for Public Works Department employees from other positions within the
scope of this contract.
O. Article 30 Wage Plan: Added Appendix A for FY26 which incorporates part the
Classification and Compensation recommendations. For FY26 there is a
targeted, aggregate increase of 3.24% for the first full pay period after July
1st..Then annual increases the first full pay period after July 1st each year as
follows:
FY 27: 3% ATB
FY 28: 2.75% ATB
FY 29: Wage Reopener
FY 30: Wage Reopener
P. Article 31 Part -Time Employees: Defines part-time employees as a regular
status employee hired on a continuous basis with a full-time equivalency of less
than 1.0 throughout the fiscal year.
Q. Article 32 Temporary Employees: Temporary employees continue to require a
qualifying year prior to inclusion in this CBA. The qualifying eligibility is over one
hundred and twenty consecutive days in each calendar year.
R. Article 34 Duration: Five-year Agreement (July 1, 2025 through June 30, 2030.
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 Mixed
union.
Attachments: Partially executed CBA (signature page)
2
Page 935 of 1053
th
Signed this day of ,ufle
TEAMSTERS LOCAL UNION NO. 120
2025.
CITY OF DUBUQUE, IOWA
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Kevin S lor, Vice President/Business Agent MAYO M. Cavanagh
Tom Erickson, President
ATTEST:
Adrienne Breitfelder
CITY CLERK
Page 24 of 26
AGREEMENT
BETWEEN
THE CITY OF DUBUQUE, IOWA
AND
TEAMSTERS LOCAL UNION NO. 120 MIXED PERB BU-0503 AND BU-0229
JULY 1, 2025 through JUNE 30, 2030
Page 937 of 1053
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 in Article I, Recognition, of this Agreement.
Page 2 of 26
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TABLE OF CONTENTS
DEFINITIONS................................................................................................4
ARTICLE 1
RECOGNITION..................................................................4
ARTICLE 2
GENERAL CONDITIONS......................................................6
ARTICLE 3
NO STRIKE CLAUSE...........................................................6
ARTICLE 4
UNION REPRESENTATIVES................................................7
ARTICLE 5
UNION NEGOTIATING COMMITTEE......................................7
ARTICLE 6
NONDISCRIMINATION........................................................7
ARTICLE 7
PAYDAY...........................................................................7
ARTICLE 8
BULLETIN BOARDS............................................................7
ARTICLE 9
INJURY LEAVE..................................................................8
ARTICLE 10
MILITARY LEAVE................................................................8
ARTICLE 11
BEREAVEMENT LEAVE.......................................................8
ARTICLE 12
SICK LEAVE.......................................................................9
ARTICLE 13
PREGNANCY LEAVE.........................................................10
ARTICLE 14
PAID PARENTAL LEAVE....................................................11
ARTICLE 15
LEAVE OF ABSENCE WITHOUT PAY...................................13
ARTICLE 16
SENIORITY......................................................................13
ARTICLE 17
JOB POSTING..................................................................14
ARTICLE 18
JURY DUTY......................................................................14
ARTICLE 19
VACATION.......................................................................14
ARTICLE 20
HOLIDAYS/HOLIDAY PAID LEAVES....................................16
ARTICLE 21
HOLIDAY PAY..................................................................17
ARTICLE 22
PERSONAL LEAVE TIME....................................................17
ARTICLE 23
LONGEVITY.....................................................................18
ARTICLE 24
HOURS OF WORK............................................................18
ARTICLE 25
OVERTIME.......................................................................18
ARTICLE 26
SHIFT PREMIUM...............................................................19
ARTICLE 27
CALLBACK PAY................................................................19
ARTICLE 28
ON-CALL.........................................................................20
ARTICLE 29
GRIEVANCE PROCEDURE.................................................20
ARTICLE 30
WAGE PLAN....................................................................22
ARTICLE 31
PART-TIME EMPLOYEES...................................................22
ARTICLE 32
TEMPORARY EMPLOYEES................................................22
ARTICLE 33
SAVINGS CLAUSE............................................................22
ARTICLE 34
DURATION AND NEGOTIATIONS........................................22
APPENDIX A
WAGE SCHEDULE...........................................................25
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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, or other limited -
term employees.
Temporary Employee: Temporary employee shall mean an employee hired on a
temporary, as needed, or limited term basis and who is employed for over four consecutive
months in the positions listed in the Recognition Article.
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 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 #5709 and amended in Case Numbers 5615, 1597,
1290,439 and 8089, as the exclusive bargaining representative for certain employees of
the City of Dubuque. The following has been determined as the bargaining unit:
INCLUDED:
Full-time employees in the following positions by department:
Airport Department
Airport Mechanic
Airport Maintenance Worker
Parks and Recreation Department
Assistant Horticulturist
Forestry Technician
Golf Course Technician
Horticulturist
Maintenance Supervisor
Maintenance Technician
Mechanic
Natural Resources Sustainable Practices Specialist
Urban Forester
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Public Works Department
Environmental Technician
Equipment Operator
Landfill Maintenance Lead
Landfill Mechanic
Lead Mechanic
Maintenance Lead
Mechanic
Purchasing and Service Coordinator
Resource Management Lead
Sanitation Driver
Scale Operator
Sewer Maintenance Worker
Street Maintenance Worker
Street Sweeper Operator
Traffic Signal Technician
Yard Waste/Snowfighter
Transportation Services Department
Maintenance Technician
Parking System Technician
Transit Dispatcher
Transit Service Technician
Part-time employees in the following departments/positions
Parks and Recreation Department
Golf Course Technician
Parks Groundskeeper
Temporary or limited term employees who are employed over one hundred and
twenty (120) consecutive days in the prior calendar year in the following positions
in the Parks and Recreation Department and Public Works Department.
Forestry Laborer
Golf Course Facilities Groundskeeper
Park Fee Collector
Parks Groundskeeper
Parks Landscape Crew Member
Parks Sanitation Driver
Pool Laborer
Softball Landscape Crew
Street Maintenance Worker
EXCLUDED: All non -bargaining unit, supervisory, and confidential employees, all other
temporary, or limited -term employees, and all other employees excluded by Iowa Code §
20.4 (2025).
Page 5 of 26
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ARTICLE 2
GENERAL CONDITIONS
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:
A. Direct the work of its public employees.
B. Hire, evaluate, promote, demote, transfer, assign, and retain public employees in
positions within the public agency.
C. Suspend or discharge public employees for proper cause.
D. Relieve public employees from duties because of lack of work or for other legitimate
reasons.
E. Maintain the efficiency of governmental operations.
F. Determine and implement methods, means, assignments, and personnel by which
the public employer's operations are to be conducted.
G. Take such actions as may be necessary to carry out the mission of the public
employer.
H. Initiate, prepare, certify, and administer its budget.
Exercise all powers and duties granted to the public employer by law.
ARTICLE 3
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 Public Employment Relations Act, Chapter 20, Code
of Iowa (2025) shall be applicable.
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ARTICLE 4
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 in 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 Union shall notify the City Department Head, Chief Human Resources Officer, and
Employee Relations Manager within ten (10) business days of each appointment, removal,
or other change related to an employee serving as a Union steward or other position under
this Agreement.
When necessary to investigate a grievance, with knowledge and approval of the
department manager, the Business Agent may meet with the employee, steward, and/or
shop committee member on the job site.
ARTICLE 5
UNION NEGOTIATING COMMITTEE
Members of the negotiating committee shall be paid their base rate of pay plus longevity,
if otherwise eligible, when they participate in negotiating meetings during their regularly
scheduled workday. The number of employees eligible for payment shall be limited to five
(5). No payment shall be made to any employee when an employee negotiates outside of
an employee's regular work hours.
In the event the Union sends more than five (5) employees to any negotiating meeting, the
Union shall designate which five (5) employees are eligible for payment by the City under
this Article.
ARTICLE 6
NONDISCRIMINATION
There shall be no discrimination against any employee in the bargaining unit by either party
to this Agreement because of mental or physical disability, age, sex, gender identity, sexual
orientation, marital status, race, color, religion, national origin, creed, or political affiliation.
Complaints involving an allegation of discrimination may be filed with the appropriate
agency or organization.
ARTICLE 7
PAYDAY
Payday shall be every other Friday. If the payday is an observed holiday, the payday
shall be the day before the holiday.
ARTICLE 8
BULLETIN BOARDS
Non -locking, physical bulletin boards shall be provided by the City in each department for
posting notices of Union recreation and social affairs, Union elections, Union appointments,
Page 7 of 26
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and Union meetings. All notices must be signed by a Union representative and approved
by the department manager or designee prior to posting.
ARTICLE 9
INJURY LEAVE
Section 1
When a regular employee of the City sustains a personal injury or illness arising out of and
in the course of an 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.
Beginning of 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 shall equal one hundred percent
(100%) of the employee's base rate plus longevity pay. The difference between the
Worker's Compensation benefits and the full one hundred percent (100%) base plus
longevity rate of pay will be deducted from the earned and unused sick leave of the
employee. Upon expiration of an employee's accumulated and unused sick leave the
employee shall be entitled only to the benefits under the Iowa Worker's Compensation
Law.
RPrfinn 9
With the exception of those benefits provided by State law, an employee who is physically
able to and who fails to report within seventy-two (72) hours any job -related injury or illness,
however minor, to the employee's department or division manager and to take such first
aid or medical treatment as may be necessary, shall not be eligible for the benefits outlined
in this Article. An employee shall return to work when the physician states the employee is
able to do so. Prior to being allowed to return to work, the employee shall provide a written
statement from a physician stating that the employee is released to return to work and is
capable of performing the essential functions of the employee's position.
ARTICLE 10
MILITARY LEAVE
Military leave shall be administered in accordance with the Iowa Code § 29A.28 (2025).
Employees desiring military leave shall submit a written request to the department
manager, with a copy to the Human Resources Department, at least fourteen (14) calendar
days in advance of when such leave is to begin. Any disagreement involving the
interpretation or application of this Article shall not be a proper subject for the grievance
procedure of this Agreement.
ARTICLE 11
BEREAVEMENTLEAVE
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
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(1) day off with pay to attend the funeral of an extended family member (aunts, uncles,
nieces, nephews, and cousins).
The City may require verification of the need for the leave. The employee's supervisor and
Human Resources will consider this time off on a case -by -case basis.
Payment for bereavement leave is computed at the base hourly rate to a maximum of 8
hours for 1 day. Time off granted in accordance with this policy shall not be credited as
time worked for the purpose of computing overtime.
Department or division managers are encouraged to permit employees to use accrued sick
or vacation time to supplement bereavement leave in consideration of the circumstances
for which bereavement leave is needed.
ARTICLE 12
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. In accordance
with the following provision, sick leave with pay may be granted for illness or injury to the
employee including service -connected illness or injury. 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.
Section 2 — Family Careaivina Leave
Family caregiving leave with pay may be granted for the illness or injury of an employee's
eligible family members. Eligible family members are the employee's spouse, employee's
dependent children, employee's dependent stepchildren, employee's parents, or
employee's stepparents. Family caregiving leave is chargeable against the employee's
earned sick leave. If the employee does not have earned sick leave, family caregiving leave
may not be used.
Section 3
Sick leave shall be administered as follows:
All absences from work chargeable against sick leave shall be reported to the employee's
department manager or designee 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 department manager or designee
prior 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. The City may
require a medical examination, performed by a physician selected by the City, to determine
the eligibility of employees to remain on sick leave or return to work. Said examination shall
be paid for 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 department
manager or designee prior informed each day of absence chargeable to sick leave.
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.,Prtinn d
Sick leave shall accrue at the rate of one (1) day (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 sixty (60)
calendar days 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 leave due to an injury or illness shall accrue sick leave for a period
not to exceed sixty (60) calendar days following the date of injury or illness.
Sick leave shall be considered time worked for purposes of computing contract overtime
only.
Section 5
Any unused portion of sick leave shall accumulate from fiscal year to fiscal year to a
maximum of one hundred twenty (120) sick days (960 sick leave hours) whichever is less.
Section 6 — Sick Leave Payout Upon Retirement
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 over a five-year
period, except where the payout amount is equal to or less than $1,310.00, in which case
payment will be made in a lump sum at the next regular pay date after the employee's last
date of employment. In order for a retiring employee to be eligible for such payment, the
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 Iowa Public Employees Retirement System immediately upon retirement.
ARTICLE 13
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 15, LEAVE OF ABSENCE WITHOUT PAY, of this
Agreement. The employee is responsible for providing timely notice of the period of leave
requested. For purposes of this Article, "timely notice" shall mean as soon as reasonably
practicable, but in no event not more than seven (7) days after the date on which the
employee requests leave to commence pursuant to this Article.
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ARTICLE 14
PAID PARENTAL LEAVE
Section 1 — Purpose/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 adopt care. The purpose of paid parental leave is to
enable the employee to care for and bond with a newborn or a newly adopted or newly
placed to adopt child. This policy will run concurrently with Family and Medical Leave Act
(FMLA) leave, as applicable.
Section 2 — Eligibility
Eligible employees must meet the following criteria:
• Have been employed with the City of Dubuque for at least twelve months (the twelve
months do not need to be consecutive).
• Have worked at least 1,250 hours during the twelve consecutive months
immediately preceding the date the leave would begin.
• Be a full -time, regular employee. (Part-time or temporary 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 3 — Amount, Time Frame, and Duration of Paid Parental Leave
Eligible employees will receive a maximum of nine (9) 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 nine -weeks 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 twelve-month period,
regardless of whether more than one birth, adoption, or foster -to -adopt care
placement event occurs within that twelve-month time frame.
Each week of paid parental leave is compensated at 100 percent of the
employee's base rate plus longevity weekly 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.
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• In the event an employee who has given birth; the nine 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 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 twelve weeks
of available FMLA leave per a twelve-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
twelve weeks during the twelve-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) will 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 pay; however, such holiday pay will not extend the
total paid parental leave entitlement.
Section 5 — Requests for Paid Parental Leave
• The employee will provide the employee's department manager or designee and
the Human Resources Department with notice of the request for leave at least
thirty 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 City has the exclusive right to interpret
this policy.
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ARTICLE 15
LEAVE OF ABSENCE WITHOUT PAY
A leave of absence without pay may be granted by the City Manager upon the
recommendation of the department manager and the Human Resources Department. An
employee desiring a leave of absence without pay shall submit a request in writing to the
City Manager at least seven (7) calendar days in advance of when the leave is to begin.
The 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. Requests for a leave of absence
without pay for union business or activities will be given serious consideration. No leave of
absence may be granted to participate in political activities. Denial of a request for a leave
of absence without pay or the reason(s) therefore shall not be a proper 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
other 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 the leave, shall
be returned to the same position and the same pay step in the pay grade 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 16
SENIORITY
Section 1
An employee 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 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, longevity), 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. For purposes of this Article, 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
period and such discharge or layoff shall not be subject to the grievance procedure of this
Agreement. 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
An employee's seniority and employment relationship with the City shall be broken and
terminated for the following reasons, including, but not limited to:
A. The employee voluntarily leaves the City's employment.
B. The employee is absent from work for two (2) consecutive working days without
notifying the City unless a reason satisfactory to the City is given for failure to notify
the City.
Page 13 of 26
Page 949 of 1053
C. The employee is discharged for just cause.
D. If, after a layoff, the employee fails to report for work within five (5) working days
after being notified in writing, by registered letter, to do so. Said notice to be mailed
to the employee's last known address.
E. Death or retirement.
F. Failure to report for work at the expiration of a leave of absence or vacation period,
unless the employee can establish a reason that is satisfactory to the City for not
returning to work when expected.
ARTICLE 17
JOB POSTING
The City shall post open jobs via its job positing system fora minimum of seven (7) calendar
days to afford interested employees an opportunity to make application for positions of
interest through the application process and system.
ARTICLE 18
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 base wage plus longevity 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 base wage plus longevity.
Normally this is processed by having the employee submit the employee's jury duty
compensation, excluding expense and mileage reimbursement, to the Finance
Department. An employee who reports for jury duty and is excused from jury duty shall
report immediately to the employee's supervisor.
ARTICLE 19
VACATION
Section 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, 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 of the continuous service
Page 14 of 26
Page 950 of 1053
intervals defined above.
SPrfinn 9
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.
SPrfinn 1
Newly hired or newly eligible employees begin to accrue vacation upon eligibility but shall
not use vacation until completing four (4) continuous months of service. Vacation is paid at
the employee's base rate of pay.
The vacation anniversary date of an employee shall be the same as the employee's
seniority date.
Employees may accumulate or carry over accrued, unused vacation from year to year to a
maximum accrual or cap of 320 hours of vacation.
Section 4
When one of the regular holidays falls during an employee's requested and approved
vacation time frame, the employee shall be allowed to substitute holiday paid leave (paid
at the employee's base rate of pay) instead of using a vacation day for that date.
Section 5
An employee who is on a leave of absence due to an illness or injury shall accrue vacation
for a period not to exceed two (2) months following the date of the illness or injury.
Section 6
Employees who have completed six (6) months or more of continuous service and who are
laid off, resign, or enter military service (provided the City is given a two (2) week notice in
the case of resignation or military leave of absence) shall be paid their vacation accrued
leave balance.
.,arfinn 7
All vacation requests shall be subject to the approval of the department manager or
designee. The method and manner of scheduling vacations and the number of employees
allowed off at any one time shall be at the discretion of the department manager or
designee. Denial of the requested date for vacation shall not be a proper subject for the
grievance procedure of this agreement.
Page 15 of 26
Page 951 of 1053
ARTICLE 20
HOLIDAYS/HOLIDAY PAID LEAVES
0artinn 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
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 paid leave 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:
A. Formal leave of absence.
B. Job incurred injury.
C. Funeral leave.
D. Subpoena as a witness.
E. Illness or injury of less than two (2) months duration with proper doctor's docu-
mentation.
F. Excused absence approved in writing by and at the sole discretion of the department
manager.
Section 3
When a holiday falls on Sunday, the following day shall be declared a holiday for the
employee. When a holiday falls on Saturday, the preceding day shall be declared a holiday
for the employee.
Section 4
Employees eligible for holiday paid leave and who do not work on the holiday shall be
entitled to eight (8) hours at the base rate of pay for each of the named holidays. Holiday
paid leave time shall count as hours worked for the purposes of calculating contractual
overtime.
Page 16 of 26
Page 952 of 1053
ARTICLE 21
HOLIDAY PAY
Three (3) times the base rate of pay shall be paid for all hours worked on a holiday. A
holiday as referenced in Article 20 — Holidays/Holiday Paid Leave is a twenty -four-hour
period from 12:00:00 AM to 11:59:59 PM.
ARTICLE 22
PERSONAL LEAVE TIME
A. Considerations
Twenty-four (24) hours with pay per fiscal year shall be allowed.
2. Approving or disapproving of the employee's requested date for personal
leave time shall be at the sole discretion of the employee's department
manager or designee.
3. The employee's request for a specific day or 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 A.3. above would only be considered as a proper subject for a
grievance if the employee alleges that the requested time was disapproved
because of arbitrary, capricious, or personal prejudice on the part of the
approving authority.
5. The Union recognizes that approval or disapproval of a specific time must
consider the efficient level of service due the general public.
B. Conditions
Personal time may be taken anytime during the contract period subject to the
provisions of A.2. above.
2. A new employee must have completed at least four (4) full 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
personal leave off with pay.
4. Once a date has been approved for an employee as 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 manager's representative when such extenuating circumstances exist.
Page 17 of 26
Page 953 of 1053
ARTICLE 23
LONGEVITY
SPctinn 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.
Sectinn 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.
ARTICLE 24
HOURS OF WORK
Work schedules are defined as an employee's assigned hours, days of the week, days off,
and shift rotations. Nothing herein shall be construed as a guarantee of the number of
hours of work per day or per work week.
The City shall provide fourteen (14) calendar days' written notice to the affected employees
prior to making non -temporary changes to work schedules. Written notice of the non -
temporary changes in work schedules may be provided by electronic communication. The
fourteen (14) calendar day notice will start on the date of the electronic message
transmission.
Temporary work schedule changes shall not be made for the purpose of avoiding overtime
except by voluntary agreement by the employee.
ARTICLE 25
OVERTIME
One and one-half (1 '/2) times the regular rate of pay shall be paid for all hours worked in
excess of eight (8) hours per day for a regular 8-hour day work schedule or in excess of
ten (10) hours per day for a regular10-hour day work schedule, or forty (40) hours per
week. Determination as to 8-hour or 10-hour day work schedules is based on operational
and departmental need.
At the discretion of the department manager or designee, employees who are eligible to
receive overtime may be granted time off in order to compensate for and instead of
overtime payment. 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.
Page 18 of 26
Page 954 of 1053
ARTICLE 26
SHIFT PREMIUM
Section 1 — General
Except as otherwise provided in this Article, employees who work between 4:00 PM (1600)
to 6:00 AM (0600) shall receive an additional seventy-five cents ($.75) per hour on their
base rate of pay as a shift premium for all time worked during this eligible time period.
Section 2 — Employees Assigned to a Winter Shift
Employees who have a winter shift overlapping with any time between 4.00 PM (16.00)
and 11:59 PM (23:59) shall receive eight (8) hours of shift premium pay at seventy-five
cents ($0.75) per hour.
Employees who have a winter shift overlapping with any time between Midnight (00:00)
and 6:00 AM (06:00) shall receive eight (8) hours of shift premium pay at fifty cents ($0.50)
per hour.
Employees who have a winter shift overlapping with any time between 4:00 PM (16:00)
and 11:59 PM (23:59) to cover fleet maintenance duties shall receive eight (8) hours of
shift premium pay at one dollar ($1.00) per hour.
Employees who have a winter shift overlapping with any time between Midnight (00:00)
and 6:00 AM (06:00) to cover fleet maintenance duties shall receive eight (8) hours of shift
premium pay at fifty cents ($0.50) per hour.
Fleet Maintenance roles are entitled to the provisions that reference winter shift
assignments that cover fleet maintenance duties. Fleet maintenance duties are those
performed by and are limited to the following positions/titles:
Airport Mechanic
Mechanic
Lead Mechanic
Landfill Mechanic
Transit Service Technician
Other positions expressly designated by or temporarily assigned by a department manager
or designee
Winter shift shall start and end with notice as provided by the Public Works Department in
accordance with Article 24 — Hours of Work.
Section 3 — Non -pyramiding
Shift premium payment shall not apply when an employee is receiving overtime or any
other type of premium payment.
ARTICLE 27
CALLBACK PAY
An employee who, after having left the premises following the completion of the employee's
regular shift is recalled for additional work, or an employee who is recalled on a non -
Page 19 of 26
Page 955 of 1053
scheduled day when in a designated on -call status, or an employee who is requested to
report for work in response to a department manager or designee designated emergency
situation, shall receive two (2) hours pay at one and one-half (1 '/2) times the regular rate
of pay. When such work merges with the employee's workday this provision does not apply.
Under no circumstances shall an employee be paid twice for the same hours worked.
ARTICLE 28
ON -CALL
Section 1 - General
The City has the right to determine who is on -call. Employees who are assigned on -call
who do not respond to a call within ten (10) minutes and present to the work location within
forty-five (45) minutes shall forfeit on -call compensation for that day. Employees who are
on -call but are not available for work may be subject to discipline.
Section 2 — Holidav On -call
Except as herein provided, employees shall receive, at their option, either two (2) hours of
compensatory time, or two (2) hours at their base rate of pay for each holiday assigned on -
call. Holidays are those as designated in Article 20 — HOLIDAYS/ HOLIDAY PAID
I FA\/F.q
Section 3 — Non -Holiday On -call
Employees who are placed on -call shall receive, at their option, either one hour at their
base rate of pay or one hour of compensatory time for each full day (midnight to midnight),
or for twenty-four hour periods as determined by a Division and/or Department, that they
are assigned on -call.
Section 4 — Public Works
Employees under Public Works Department shall receive on -call pay as follows:
• Monday through Friday:
o Employees assigned to cover snow and ice duties: One -quarter (1/4) of an
hour's pay at their base rate of pay or one -quarter (1/4) hour of compensatory
time for each weekday they are placed on call.
o Employees assigned to cover sewer maintenance duties: One-half (1/2) of
an hour's pay at their base rate of pay or one-half (1/2) hour of compensatory
time for each weekday (Monday through Friday) they are placed on call.
• Saturday and Sunday: One (1) hour's pay at their base rate of pay or one (1) hour
of compensatory time for each weekend day they are placed on call.
• Holidays: Two (2) hours' pay at their base rate of pay or two (2) hours of
compensatory time for each holiday they are placed on call.
ARTICLE 29
GRIEVANCE PROCEDURE
A grievance shall be defined as a dispute or disagreement raised by an employee against
the City involving the interpretation or application of specific provisions of this Agreement.
Page 20 of 26
Page 956 of 1053
Step 1
The employee's supervisor shall be notified of the alleged grievance within fourteen (14)
calendar days of the date the alleged grievance occurred. Failure of the employee to notify
their administrative supervisor within fourteen (14) calendar days of the date the alleged
grievance occurred shall constitute a withdrawal of the grievance. No grievance shall be
construed as a continuing grievance.
The City shall not be obligated to accept a written grievance until such grievance has been
discussed orally with the aggrieved employee and their administrative supervisor.
Employees have the right to representation at any step of the grievance procedure.
Step 2
If the aggrieved matter is not resolved at Step 1, the employee's department manager or
designee shall be notified in writing of the alleged grievance within five (5) calendar days
of the date of the oral conversation in Step 1. Failure of the employee to notify the
department manager or designee as stated herein shall constitute a withdrawal of the
grievance.
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 will answer in writing within
ten (10) calendar days after receipt of 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 3
If the department manager's written answer is not satisfactory the grievance may, within
five (5) calendar 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 Union Business Agent may be accompanied by no more than
two (2) Union stewards. The City Manager will give a written answer within twenty (20)
calendar days after this meeting.
Step 4
If the grievance is not settled in Step 3, within twenty (20) calendar days after receiving the
City's written answer, either party may submit the grievance to arbitration. The invoking of
arbitration by the Union shall require the approval of the Union and 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
Public Employment 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 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
Page 21 of 26
Page 957 of 1053
to, subtract from, or change any of the provisions of this Agreement. Nor shall the arbitrator
have authority 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.
Awards shall not be retroactive beyond the date of the occurrence or event giving rise to
the grievance.
Union stewards, when processing Steps 2 and 3 of the grievance procedure, shall be
permitted to leave work after receiving approval from their supervisor and shall suffer no
loss 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 any employee as a result of the employee's parti-
cipation in arbitration.
The time specified for each step of the grievance procedure may be extended by mutual
consent. 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 30
WAGE PLAN
The wage schedules provided in Appendix A shall represent the base rate of pay for
positions covered by this Agreement and are effective the first day of the first full pay period
in July of each fiscal year (FY).
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. Upon promotion an
employee shall be placed in the first step of the salary range established for the position to
which the employee is promoted that would provide a one (1) step increase.
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 or exceeds 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) according to the following schedule:
INTERVAL
STEP NUMBER OF MONTHS
1 TO 2
6
2TO3
12
3TO4
12
4TO5
12
5TO6
12
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.
The length of service requirements for advancement through the pay steps for part-time
Page 22 of 26
Page 958 of 1053
employees shall be two (2) times the length of service requirements set forth in this Article.
ARTICLE 31
PART TIME EMPLOYEES
Part-time employees shall mean a regular status employee hired on a continuous
employment basis with a full-time equivalency (FTE) of less than 1.0 throughout the fiscal
year. 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, except
the Wage Article and the Job Posting article.
ARTICLE 32
TEMPORARY EMPLOYEES
Temporary employees who qualify for inclusion in this bargaining unit in one calendar year
will not be covered by this Agreement until the succeeding calendar year and will presume
to qualify at the commencement of the succeeding year for purposes of coverage by this
Agreement and will thereafter qualify so long as service is over one hundred and twenty
(120) consecutive days in each calendar year is maintained; however, one full year lapse
in meeting the requirement of over one hundred and twenty (120) consecutive days of
employment would necessitate requalification.
If the temporary employee is employed over one hundred and twenty (120) consecutive
days and resigns prior to completing their specified term of employment, the employee
would have to requalify in accordance with the terms of this Article. The work schedule for
temporary employees shall not be construed as a guarantee of hours of work per day, per
week, or per year. Temporary employees shall be entitled only to the base rates of pay for
the classifications set forth in Appendix A. Temporary 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, except this Article and Job Posting Article.
Temporary employees who qualify for inclusion in the bargaining unit as provided for in the
second paragraph of this Article are subject to the Wage article.
ARTICLE 33
SAVINGS CLAUSE
Should any article, section, or portion of this Agreement be restrained or held unlawful and
unenforceable by any court or adjudicator of competent jurisdiction, such decision of the
court shall apply only to the specified article, section, or portion of this Agreement, and the
remainder of this agreement shall remain in full force and effect.
ARTICLE 34
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 a succeeding
Agreement to become effective on July 1, 2030, shall begin after October 31, 2029, but not
later than December 15, 2029.
(Signatures follow ...)
Page 23 of 26
Page 959 of 1053
Signed this
day of
TEAMSTERS LOCAL UNION NO. 120
2025.
Kevin Saylor, Vice President/Business Agent
Tom Erickson, President
CITY OF DUBUQUE, IOWA
MAYOR Brad M. Cavanagh
ATTEST:
Adrienne Breitfelder
CITY CLERK
Page 24 of 26
Page 960 of 1053
APPENDIX A
FY26 Wage Plan/Classification — The FY26 Wage Plan structure implements recommendations
based on the third -party vendor's compensation and classification review and makes
adjustments/classification changes to positions determined to be lagging the market. Current
occupants will be placed at the step in their classification that provides for an increase in their
current pay. This wage structure provides for base rate or base pay.
FY27 — ATB 3.0% Increase to base rate wage for each step
FY28 — ATB 2.75% Increase to base rate wage for each step
FY29 — Wage Reopener
FY30 — Wage Reopener
Page 25 of 26
Page 961 of 1053
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Adrienne Breitfelder
From: City of Dubuque <noreply-dubuque@gscend.com>
Sent: Monday, June 16, 2025 8:57 AM
To: Adrienne Breitfelder
Subject: A new Service Request has been created [Request ID #224260] (Contact City Council) -
Dubuque, IA
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Dubuque, IA
A new service request has been filed.
ID
224260
Date/Time
6/16/2025 8:57 AM
Type
Contact City Council
Address
2855 BURLINGTON ST, Dubuque
Origin
Website
Comments
I am disappointed in the 3.2% raises in FY26 and
3% for zFy27 Teamster wage increases.
Projected inflation rate is 2.4%-2.7% with Social
Security currently projected at 2.4%. If wages are
above the inflation then the city should be able to
point out what productivity gains those
employees have obtained.
I ask the City Council, City Manager, and
Teamsters to justify at tonight's meeting, why
employees deserve larger raises than people on
Social Security??
Clark Schloz P.E.
Submitter Schloz, Clark
2925 Burlington Street
Dubuque, IA 52001
563-357-7214
clarkscholz34@gmail.com
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Dubuque, IA
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