Request for City Council Ratification of the First Amendment to the International Union of Operating Engineers (IUOE), Local #234 July 1, 2024 CBACity of Dubuque
City Council
CONSENT ITEMS
# 7.
Copyrighted
January 20, 2026
ITEM TITLE: Request for City Council Ratification of the First Amendment
to the International Union of Operating Engineers (IUOE),
Local #234 July 1, 2024 CBA
SUMMARY: City Manager recommending City Council ratify the First
Amendment to the International Union of Operating
Engineers (IUOE), Local #234 July 1, 2024 CBA.
SUGGUESTED Receive and File; Approve
DISPOSITION:
ATTACHMENTS:
1. MVM Memo
2. Staff Memo
3. IUOE First Amendment to 7-1-24 CBA partially executed (callback minimum)
4. IUOE-City of Dubuque CBA 7-1-2024 to 6-30-2029 (fully executed)
Dubuque
THE CITY OF
uFA�a9a av
DuBE
13
Masterpiece on the Mississippi zoo�•*o
rP PP 2017202019
TO: The Honorable Mayor and City Council Members
FROM: Michael C. Van Milligen, City Manager
SUBJECT: Request for City Council Ratification of the First Amendment to the
International Union of Operating Engineers (IUOE), Local #234 July 1,
2024 CBA
DATE: January 12, 2026
Chief Human Resources Officer Shelley Stickfort is recommending City Council ratify
the First Amendment to the International Union of Operating Engineers (IUOE), Local
#234 July 1, 2024 CBA.
I concur with the recommendation and respectfully request Mayor and City Council
approval.
1�,A� k�4 S4-zn"
Mic ael C. Van Milligen
MCVM:sv
Attachment
cc: Crenna Brumwell, City Attorney
Cori Burbach, Assistant City Manager
Shelley Stickfort, Chief Human Resources Officer
Jenny Larson, Chief Financial Officer
Gus Psihoyos, City Engineer
Jessica George-Rethwisch, Emergency Communications Director
Sandi Fowler, Interim Housing and Community Development Director
Ryan Knuckey, Transportation Services Director
Chris Lester, Water Department Director
Deron Muehring, Water and Resource Recovery Center Director
Jason Lehman, Assistant City Attorney
THE CITY OF
DUB E
Masterpiece on the Mississippi
TO: Mike Van Milligen, City Manager
FROM: Shelley M. Stickfort, Chief Human Resources Officer
DATE: January 14, 2026
Dubuque
ul•Ameriu Cip
2007-2012.2013
2017*2019
RE: Request for City Council Ratification of the First Amendment to the
International Union of Operating Engineers (IUOE), Local #234 July 1,
2024 CBA
The purpose of this First Amendment is to update the Recognition Article with current
position and department titles and to provide for a minimum number of hours for
Callback time to Water Department and Water & Resource Recovery Center eligible
positions.
This First Amendment:
1. Amends Article 1 Recognition of the Agreement to reflect current department
names and to reflect current, correct position titles.
2. Removes and replaces Appendix B, Call Pay provision language to clarify when
"callback" pay applies and to provide for a minimum of two hours of callback time
when eligible employees are "called back" and perform work at the facility. This
language is consistent with the parties' intent when the contract was negotiated.
The Union ratified this First Amendment on December 29, 2025.
I respectfully request your support for the recommendation that the Dubuque City
Council votes to ratify, and therefore fully execute, this First Amendment to the July 1,
2024 IUOE CBA.
Attachments: Partially executed First Amendment
City of Dubuque IUOE July 1, 2024 CBA
cc: Jenny Larson, CFO
Gus Psihoyos, City Engineer
Jessica George- Rethwisch, Emergency Communications Director
Sandi Fowler, Interim Housing and Community Development Director
Ryan Knuckey, Transportation Services Director
Chris Lester, Water Department Director
Deron Muehring, Water and Resource Recovery Center Director
Jason Lehman, Assistant City Attorney
_..�,......._, AFL-CIO
corporation ("City").
dated for reference purposes the _day of
nto between the International Union of Operating
Local #234 ("Union") and the City of Dubuque, a municipa
The parties agree as follows:
Section I - Effective upon ratification by both parties, at Article 1
Recognition of
the Agreement is amended as follows to reflect current department names and correct,
current position titles.
The City recognizes the International Union of Operating Engineers, Local #234, cert ified
and amended in Cases No.
representative for certain
he City of Dubuque. The following has been determined as the bargaining
bv the Public Enii)lovment Relations Board in Case No
FIRST AMENDMENT
TO
AGREEMENI*
BETWEEN
THE CITY OF DUBUQUE, IOWA
AND
THE INTERNATIONAL UNION OF OPERATING ENGINEERS, AFL-CIO, LOCAL #234
July 1, 2024 — June 30, 2029
This First Amendment to Agreement,
January 2026, is made and entered i
F n nin P_ P_ r q
249,
1545, 2211, 7066 and 8287 as the exclusive bargaining
employees of t
unit:
INCLUDED, -
ENGINEERING DEPARTMENT: Custodian I, Maintenance Worker.
EMERGENCY COMMUNICATIONS DEPARTMENT.- Public Safety Dispatcher.
FINANCE DEPARTMENT.- Account Clerk I, Cashier.
HOUSING AND COMMUNITY DEVELOPMENT DEPARTMENT1
: Inspector I.
TRANSPORTATION SERVICES DEPARTMENT: Parking Enforcement Officer.
WATER DEPARTMENT.- Distribution Maintenance Worker, Equipment Mechanic,
Equipment Operator II, Industrial Electrical Technician, Lead Distribution Maintenance
Worker, Plant Operator.
WATER AND RESOURCE RECOVERY CENTER (WRRC)- Equipment Mechanic,
Technician, Lead WRRC Operator, Maintenance Lead, Plant
Industrial Electrical
Operator.
EXCLUDED,: All other employees of the City of Dubuque not represented by a certified
Page 1 of 2
employee organization and all supervisory, confidential. temporary, seasonal, and limited
term employees, and all other employees excluded by Iowa Code section 20.4
Section 2. Effective upon ratification of both parties, at Appendix B, Callback Pay
of the Agreement:
This Callback Pay supplemental pay provision within Appendix B will continue to
pertain only to an employee who is employed within the Water Department or the
Water and Resource Recovery Department.
2. The current language of the Callback Pay provision is replaced with the following
language:
Any employee, employed within the Water Department or the Water and Resource
Recovery Department, who:
a) after having left the premises following the completion of the employee's
regular shift is recalled for additional work; or
b) is recalled on a non-scheduled day when in a designated on -call status; or
c) is requested to report for work by a department manager or designee in
response to a designated emergency situation, as determined by the
department manager or designee
shall receive a minimum of two (2) hours' pay at one and one-half (1 '/2) times the
employee's base rate of pay plus certification pay and longevity pay, if the
employee is otherwise eligible for longevity and/or certification 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.
Section 3. Each person signing this First Amendment on behalf of a party represents
and warrants that the party has the requisite power and authority to enter into, execute,
and deliver this First Amendment on behalf of such party and that this First Amendment
is a valid and legally binding obligation of such party enforceable against it.
Section 5. This First Amendment represents the entire agreement between the
parties with respect to its subject matter and supersedes all prior discussions or
understanding that the parties may have with respect to same.
Executed in Dubuque, Iowa as of the date first above written.
CITY OF DUBUQUE, IOWA ,
Brad �8 nagh, Mayor
ATTEST:
Adrienne Breitfelder, City Clerk
THE INTERNATIONAL UNION OF
OPERATING ENGINEERS, #234
By:
B? Vas , Business Agent
c
a�ry'k�pp n, Union Steward
Page 2 of 2
AGREEMENT
BETWEEN
THE CITY OF DUBUQUE, IOWA
AND
THE INTERNATIONAL UNION OF OPERATING ENGINEERS
AFL-CIO - LOCAL #234
JULY 1, 2024 through JUNE 30, 2029
THE CITY OF
Operating Engineers DUB
�Q�E
LOCAL 234
Masterpiece on the Mississippi
INTERNATIONAL UNION OF OPERATING ENGINEERS. LOCAL #234 CONTRACT
TABLE OF CONTENTS
ARTICLE 1 RECOGNITION
ARTICLE 2 DEFINITIONS
ARTICLE 3 GENERAL CONDITIONS
ARTICLE 4 NO STRIKE CLAUSE
ARTICLE 5 CITY/UNION REPRESENTATION
ARTICLE 6 UNION NEGOTIATING COMMITTEE
ARTICLE 7 NONDISCRIMINATION
ARTICLE 8 PAYDAY
ARTICLE 9 PART TIME EMPLOYEES
ARTICLE 10 MEAL PERIOD
ARTICLE 11 JURY DUTY/COURT APPEARANCE
ARTICLE 12 SENIORITY
ARTICLE 13 JOB POSTING
ARTICLE 14 TEMPORARY ASSIGNMENT
ARTICLE 15 LEAVE OF ABSENCE WITHOUT PAY
ARTICLE 16 BEREAVEMENT PAY
ARTICLE 17 SICK LEAVE
ARTICLE 18 PARENTAL LEAVE
ARTICLE 19 VACATIONS
ARTICLE 20 PERSONAL LEAVE
ARTICLE 21 WORKWEEK AND WORKDAY
ARTICLE 22 SHIFT PREMIUM PAY
E
ARTICLE 23 OVERTIME
ARTICLE 24 HOLIDAY PAID LEAVE/HOLIDAY PAY
ARTICLE 25 LONGEVITY
ARTICLE 26 CLEANING UP TIME
ARTICLE 27 ADEQUATE WASH FACILITIES
ARTICLE 28 FLEX WORK ARRANGEMENTS
ARTICLE 29 GRIEVANCE PROCEDURE
ARTICLE 30 ABSENT WITHOUT LEAVE
ARTICLE 31 WAGES
ARTICLE 32 SAVINGS CLAUSE
ARTICLE 33 DURATION AND NEGOTIATIONS
APPENDIX A
WAGE TABLE
APPENDIX B
TRAINING PAY
STANDBY PAY
CALLBACK PAY
TANK CLIMBING PAY
SAFETY EYEWEAR
CERTIFICATION PAY
3
ARTICLE 1
RECOGNITION
The City recognizes the International Union of Operating Engineers, Local #234, certified
by the Public Employment Relations Board in Case No. 249, and amended in Cases No.
1545, 2211, 7066 and 8287 as the exclusive bargaining representative for certain
employees of the City of Dubuque. The following has been determined as the bargaining
unit:
INCLUDED:
Water Department: Equipment Mechanic, Equipment Operator II, Plant Operator (certified
and non -certified), Industrial Electrical Technician, Water Meter Repair Worker I,
Distribution Maintenance Worker, Lead Distribution Maintenance Worker.
Water and Resource Recovery Center (WRRC): Industrial Electronics Technician,
Equipment Mechanic, Plant Operator (certified and non -certified), Lead WRRC Operator.
Transportation Services - Parking Division: Parking Enforcement Officer.
Engineering Department: Maintenance Worker, Custodian I.
Finance and Budget Department: Account Clerk I, , Senior Cashier, Cashier, Clerk.
Housing and Community Development Department: Inspector I.
Emergency Communications Department: Public Safety Dispatcher.
EXCLUDED:
All other employees of the City of Dubuque not represented by a certified employee
organization and all supervisory, confidential, temporary, seasonal, and limited term
employees and all other employees excluded by Iowa Code section 20.4.
4
ARTICLE 2
DEFINITIONS
Full-time Employee: An employee who serves in a position that is a 1.0 Full-time
Equivalent (FTE).
Part-time Employee: An employee who serves in a position that is less than a 1.0 Full-time
Equivalent (FTE). A part-time employee does not include temporary, seasonal, or other
limited term employees.
Base Pay (or Base Rate): An employee's base pay (or base rate) is the employee's hourly
rate of pay as is reflected on the wage plan represented in Appendix A of this Agreement,
and excluding any additional payments such as overtime, longevity, shift premiums, and
other wage augments.
Regular Pay (or Regular Rate): An employee's regular pay (or regular rate) is the
employee's hourly base rate of pay on the wage plan represented in Appendix A of this
Agreement, inclusive of additional payments provided for under this Agreement such as
longevity, shift premiums, and other wage augments.
Working Day(s): For the purposes of the Grievance provision of this Agreement, "working
day(s)" are Monday through Friday, excluding City observed holidays.
ARTICLE 3
GENERAL CONDITIONS
Public Employer Rights
Public employers shall have in addition to all powers, duties, and rights established by
constitutional provision, statute, ordinance, charter, or special act, the exclusive power,
duty, and the right to.-
1 . Direct the work of its public employees.
2. Hire, evaluate, promote, demote, transfer, assign and retain public employees in
positions within the public agency.
3. Suspend or discharge public employees for proper cause.
4 Maintain the efficiency of governmental operations.
5. Relieve public employees from duties because of lack of work or for other legitimate
reasons.
6. Determine and implement methods, means, assignments and personnel by which
the public employer's operations are to be conducted.
7. Take such actions as may be necessary to carry out the mission of the public
employer.
8. Initiate, prepare, certify, and administer its budget.
9. Exercise all powers and duties granted to the public employer by law.
5
ARTICLE 4
NO STRIKE CLAUSE
It shall be unlawful for any public employee or any employee organization, directly or
indirectly, to induce, instigate, encourage, authorize, ratify, or participate in a strike against
any public employer.
It shall be unlawful for any public employer to authorize, consent to, or condone a strike; or
to pay or agree to pay any public employee for any day in which the employee participates
in a strike; or to pay any increase in compensation or benefits to any public employee in
response to or as a result of any strike or any act which violates the first paragraph of this
Article.
Any other provisions as stipulated in the Public Employment Relations Act, Chapter 20,
Code of Iowa, shall be applicable.
ARTICLE 5
CITWUNION REPRESENTATIVES
The Union shall provide the City with a list of representatives by name, position and area
which each representative serves (if steward). Changes to this list shall be furnished to the
City promptly. The City need not recognize any Union representative of whom it has not
been informed.
The City shall provide the Union with a list of supervisors in each area and shall also
provide notification of any changes.
ARTICLE 6
UNION NEGOTIATING COMMITTEE
For employees on the Negotiating Committee who are negotiating during their normal
hours of work, the City shall pay no more than four (4) employees at the base time rate. No
compensation shall be paid to employees who are negotiating outside of their normal work
ours.
ARTICLE 7
NONDISCRIMINATION
There shall be no discrimination against any employee in the bargaining unit be either party
to this Agreement because of mental or physical disability, age, sex, gender identity, marital
status, race, creed, ancestry, color, religion, national origin, sexual orientation, or political
affiliation.
c-1
Complaints involving an allegation of discrimination may be filed with the appropriate
agency but shall not be a proper subject for the grievance procedure of this Agreement or
the appeal procedure set forth in Chapter 400, Code of Iowa.
ARTICLE 8
PAYDAY
Pay day shall be every other Friday. If the pay day is an observed holiday, the pay day
shall be the day before the holiday.
ARTICLE 9
PART-TIME EMPLOYEES
Part-time Employee: An employee who serves in a position that is less than a 1.0 Full -
Time Equivalent (FTE). A part-time employee does not include a temporary, seasonal,
or other limited term employee.
Part-time employee shall be entitled only to the base rate of pay for the classification as
set forth in the wage plan in Appendix (A) and shall not accrue or be entitled to any
other benefits, pay, privileges, or conditions of employment granted by this Agreement
or be subject to any other provisions of this Agreement.
ARTICLE 10
MEAL PERIOD
Bona fide meal periods of thirty (30) minutes or more are not considered work time
and are unpaid. Employees must be completely relieved from duty for the purpose
of eating their regular meals. The employee is working if the employee is required
to perform any work duties, whether active or inactive, during the meal period. If an
employee is required to work through, or interrupted for work purposes during a
meal period, that employee will be paid for the meal period. Whenever possible,
the meal period shall be in the middle of the workday.
Employees in the classification of Lead W&RRC Operator, Plant Operator, Parking
Enforcement Officer, and Public Safety Dispatcher shall not have a specified meal
period, but such employees may eat their meals as they work. All other employees
shall receive a thirty (30) minute unpaid lunch period, unless no meal period is
provided for under a granted Flexible Work Arrangement.
ARTICLE 11
JURY DUTY/COURT APPEARANCE
The City supports employees in their civic duty to serve on a jury. Employees must
present any summons to jury duty or subpoena for a court appearance to their
supervisor as soon as possible after receiving the notice to allow advance planning for
an employee's absence. Full or part-time employees required to report for jury duty or
court appearance are paid the difference, if any, between the compensation received for
jury duty or court appearance and their base pay for each day of jury duty witness
testimony. Mileage and meal allowance received by the employee is not deducted from
the employee's base pay. Normally this is processed by having the employee submit
the jury duty or witness compensation, excluding expense reimbursement, to the
Finance Office in exchange for the employee's base pay.
If an employee is released from jury duty or witness appearance after 4 hours or less of
service, the employee must report to work for the remainder of that workday.
Time for appearance in court for personal business will be the individual employee's
responsibility. Normally, personal days or vacation days will be used for this purpose.
ARTICLE 12
SENIORITY
Section 1
Employees shall serve a trial (probationary) period of six (6) months. After completing six
(6) months of continuous service in a full-time position, the employee shall have
established seniority and the employee's seniority date shall be retroactive to the most
recent date of employment in a full-time position. For purposes of computing benefits,
length of continuous service shall relate to an employee's date of employment in a full-time
position with the City. For purposes of this Agreement, the term employee shall mean full-
time employee. An employee may be laid off or discharged any time prior to the end of the
trial (probationary) period and such discharge or layoff shall not be subject to the grievance
procedure of this Agreement or the appeal procedure set forth in Chapter 400, Code of
Iowa. The Union shall not assert or present any grievance or appeal on behalf of an
employee because of any matter or occurrence whatsoever falling within the trial
(probationary) period.
Section 2
An employee's seniority and employment relationship with the City shall be broken and
terminated for the following reasons (this list is not inclusive):
• Resignation
• Discharge
• Death
• Retirement
Being laid off for a period of two (2) months without either being recalled to the
position the employee occupied at the time of the lay off or being appointed to
another position in the bargaining unit.
If, after a layoff, the employee fails to report for work within five (5) workdays of the
date the certified letter was mailed notifying the employee to report for work.
Failure to report to work after the termination of an authorized leave.
ARTICLE 13
JOB POSTING
The City shall post open jobs via its job posting system for a minimum of three (3)
calendar days to afford interested employees an opportunity to make application for
positions of interest through the application process and system.
ARTICLE 14
TEMPORARY ASSIGNMENT
Management reserves the right to temporarily assign employees from one classification
to another. If an employee is advanced for fifteen (15) consecutive days worked in a
higher classification, the employee shall be considered to be temporarily in the wage
plan level/classification within the bargaining unit of the job the employee is filling
retroactive to the first day for the time the employee temporarily fills the position.
ARTICLE 15
LEAVES OF ABSENCE WITHOUT PAY
A leave of absence without pay may be granted by the department manager/director
with the approval of the Chief Human Resources Officer and City Manager. An
employee desiring a leave of absence without pay must submit a request in writing, as
soon as practicable, stating the reason(s) for the desired leave, the date when the leave
is to begin, and the date of return to work. Failure to return to work at the end of such
leave constitutes a resignation. An employee may be required to take a medical
examination that releases the employee to return to work after a leave of absence
without pay. An employee granted a leave of absence without pay, upon completion of
the leave, will be returned to the same position at the same pay step within the salary
range corresponding to the classification occupied at the time the leave began. Except
as provided in the Family and Medical Leave Act, during a leave of absence without pay
exceeding thirty (30) calendar days the employee continues to accrue seniority, but
does not accrue or receive any other privileges, benefits or pay granted by this
Agreement.
Decisions regarding all requests for a leave of absence without pay must be in writing.
ARTICLE 16
BEREAVEMENT LEAVE
Regular, full-time employees with 30 days or more of continuous service may take up to
5 days of paid bereavement leave upon the death of a member of their immediate
family. "Immediate family members" for the purposes of bereavement leave are defined
as an employee's spouse, domestic partner, parents, stepparents, siblings, children,
stepchildren, grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law,
son-in-law, daughter-in-law, or grandchild.
All regular, full-time employees may take up to one (1) day off with pay to attend the
funeral or celebration of life of an extended family member (aunts, uncles, nieces,
nephews, and cousins). The City may require verification of the need for the leave and
employee's relationship to the decedent. The employee's supervisor will consider this
time off on a case -by -case basis.
Payment for bereavement leave is computed at the employee's base rate plus longevity
and certification pay to a maximum of the number of hours per day the employee is
customarily scheduled per day. Time off granted in accordance with this policy shall not
be credited as time worked for the purpose of computing overtime.
ARTICLE 17
SICK LEAVE
Paid sick leave is a safety net for employees from financial loss during an absence from
work due to illness or injury. Employees become eligible to use accrued sick leave after
completing thirty (30) continuous days of employment.
Section 1 -Accrual
An employee accrues sick leave from the date of the hire into a regular, full-time
position. Except as hereinafter modified, sick leave accrues at the rate of eight (8) hours
per calendar month (3.6923 hours biweekly) of continuous service.
Accrual of sick leave terminates upon discharge, resignation, retirement, death, or layoff
of the employee.
Any unused portion of sick leave shall accumulate from fiscal year to fiscal year to a
maximum of one -hundred twenty (120) sick days or nine hundred and sixty (960) hours,
whichever is less.
Section 2 — Sick Leave Use
Sick leave is paid to the employee at the employee's base rate of pay, plus longevity
and certification pay, based on the employee's regularly scheduled work hours.
Sick leave may not be used on an employee's regular day off. Sick leave may be used
10
for personal illness or injury, medical or dental appointments of the employee, medical
appointments, medical quarantine, or isolation, supplemental to bereavement leave, or
other similar situations. Sick leave may not be granted in excess of the employee's
accrued sick leave.
If the need for sick leave is foreseeable, employees are required to give at least 30
days' advance notice (e.g., a planned medical treatment) whenever possible. If the need
for sick leave is not foreseeable, employees are asked to notify their supervisor as soon
as is practical. It is the responsibility of the employee to inform the employee's
department or division manager each day of absence chargeable to sick leave.
Holidays falling during a period of absence due to a medically related disability are paid
as holiday paid time off and are not charged to the employee's sick leave accumulation.
An employee who incurs an injury or illness while employed by another employer or
doing contract work for pay is not entitled to sick leave benefits.
If an employee misses three or more consecutive workdays because of illness, the City
of Dubuque may require the employee to provide a healthcare provider's written
permission to return to work.
The City reserves the right to require that an employee provide documentation or
excuse from a healthcare provider for any sick leave use. Such documentation is at the
employee's expense.
Except as required by state law or provided for in the "Retirement Sick Leave Pay -Out"
provision, unused sick days are forfeited when an employee's employment ends for any
other reason.
Section 3 -Maximum Sick Leave Accrual - Payout
If an employee has accumulated sick leave to the maximum amount, the employee will
receive 50% of the sick leave that would have been accrued each pay period, but for
having reached the maximum accrual amount, in payment at the employee's base rate
of pay plus longevity.
Section 4 - Retirement Sick Leave Pay -Out
Employees will be paid 100% of accrued sick leave at retirement. Payment will be
based on the employee's base rate of pay at retirement. Payment will be made bi-
weekly over a five-year period unless the payout is $1350.40 or less, in which case it
will be paid in a lump sum. In order for a retiring employee to be eligible for such
payment, the retiring employee shall have completed twenty (20) years of continuous
service in a full-time position or retired as a result of a disability and must be eligible for
pension payments from the employee's respective pension system (Iowa Public
Employees' Retirement System or the Municipal Fire and Police Retirement System of
Iowa) immediately upon retirement. In the event a retired employee dies before all of the
unused sick leave is paid, such payment will cease at the time of the retired employee's
death.
11
Section 5- Family Caregiving Leave
Family caregiving leave is available so that employees may provide care for and
necessary attention to an ill or injured family member. Family caregiving leave was
established to assist the employee with family -related responsibilities. Family caregiving
leave is in addition to vacation leave that can also be used for the care and necessary
attention of an ill or injured family member. Family caregiving leave is paid leave
charged to an employee's accrued sick leave. Appropriate verification of the status of
the ill or injured person may be requested. In the event that the employee does not have
accrued sick leave, family caregiving leave is not available. However, the department is
encouraged to permit the employee to use vacation or leave without pay to respond to
family -related responsibilities. Immediate family members include the employee's
spouse, children, parents, stepchildren, and stepparents.
ARTICLE 18
PARENTAL LEAVE
Section 1 - Eligibility
Eligible employees must meet the following criteria:
Have been employed with the City of Dubuque for at least 12 months (the 12 months
do not need to be consecutive).
Have worked at least 1,250 hours during the 12 consecutive months immediately
preceding the date the leave would begin.
• Be a full-time, regular employee. (Part-time, temporary, or seasonal employees and
interns are not eligible for this benefit).
In addition, employees must meet one of the following criteria:
• Have given birth to a child.
• Be a spouse or committed partner of a woman who has given birth to a child.
• Have adopted a child or been placed with a foster -to -adopt child (in either case, the
child must be age 17 or younger). The adoption of a new spouse's child is excluded
from this policy.
Section 2 - Amount, Time Frame and Duration of Paid Parental Leave
Eligible employees will receive up to a maximum of twelve weeks of paid parental leave
per birth, adoption, or placement of a child/children. The fact that a multiple birth,
adoption, or placement occurs (e.g., the birth of twins or adoption of siblings) does not
increase the up to twelve -weeks total amount of paid parental leave granted for that
event. In addition, in no case will an employee receive more than twelve weeks of paid
parental leave in a rolling 12-month period, regardless of whether more than one birth,
adoption or foster -to -adopt care placement event occurs within that 12-month time
frame.
Each week of paid parental leave is compensated at 100 percent of the employee's
base rate of weekly pay. Paid parental leave will be paid on a biweekly basis on
12
regularly scheduled pay dates.
Approved paid parental leave may be taken at any time during the twelve-month period
immediately following the birth, adoption, or placement of a child with the employee.
Paid parental leave may not be used or extended beyond this twelve-month time frame.
In the event of a female employee who herself/themself has given birth; the twelve
weeks of paid parental leave will commence at the conclusion of any short-term
disability leave/benefit provided to the employee for the employee's own medical
recovery following childbirth.
Employees must take paid parental leave in one continuous period of leave and must
use all paid parental leave during the twelve-month time frame indicated above. Any
unused paid parental leave will be forfeited at the end of the twelve-month time frame.
Upon termination of the individual's employment at the City, the employee will not be
paid for any unused paid parental leave for which the employee was eligible.
Section 3 -Coordination with Other Policies
Paid parental leave taken under this policy will run concurrently with leave under the
Family and Medical Leave Act (FMLA); thus, any leave taken under this policy that falls
under the definition of circumstances qualifying for leave due to the birth or placement
of a child due to adoption or foster to adopt, the leave will be counted toward the 12
weeks of available FMLA leave per a 12-month period. All other requirements and
provisions under the FMLA will apply. In no case will the total amount of leave —whether
paid or unpaid —granted to the employee under the FMLA exceed 12 weeks during the
12-month FMLA period. The City will maintain all benefits for employees during the paid
parental leave period just as if they were taking any other City paid leave such as paid
vacation leave or paid sick leave.
If a City holiday occurs while the employee is on paid parental leave, such day will be
charged to holiday paid leave; however, such holiday pay leave will not extend the total
paid parental leave entitlement.
Section 4-Reauests for Paid Parental
The employee will provide the employee's supervisor and the Human Resources
Department with notice of the request for leave at least 30 days prior to the proposed
date of the leave (or if the leave was not foreseeable, as soon as possible). The
employee must complete the necessary forms and provide all documentation as
required by the Human Resources department to substantiate the request.
13
ARTICLE 19
VACATION
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, and
up to fifteen (15) years of continuous service shall accrue vacation each
year at the rate of 4.62 hours per pay period, for a total of one hundred
twenty (120) hours.
(c) Employees who have completed fifteen (15) years of continuous service, and
up to twenty-three (23) years of continuous service shall accrue vacation
each year at the rate of 6.15 hours per pay period, for a total of one
hundred sixty (160) hours.
(d) Employees who have completed twenty-three (23) or more years of
continuous service shall accrue vacation each year at the rate of 7.70 hours
per pay period, for a total of two hundred (200) hours.
Vacation accrual increases on the employee's anniversary date in a qualifying, full-time
position. The vacation anniversary dates shall be the same as the employee's seniority
date in an a continuously employed qualifying, full-time position with the City.
No employee may accrue more than two hundred and sixty (260) hours of vacation leave.
.qar :nn 9
An employee shall receive vacation pay for each hour used at the employee's base rate,
plus longevity and certification pay at the time vacation leave is used.
Section 3
Probationary employees shall not be granted vacation leave until the completion of four
continuous months, unless authorized by the department manager/director or designee.
Vacation leave may not be used until it has been earned and banked.
No vacation time shall be accrued during layoff due to lack of work when such layoff
exceeds thi V ) days.
No vacation time shall be accrued during a personal leave of absence when such
personal leave of absence extends beyond sixty (60) days, except as provided for under
the Family and Medical Leave Act.
14
Section 4
An employee who is absent from work due to illness or injury for a period not to exceed
two (2) months shall continue to accrue vacation time.
Section 5
Employees who have six (6) months or more continuous employment shall be paid their
unused vacation accrual upon separation from the City. The accrued hours shall be
paid at the employee's base rate of pay at the time of separation.
ART CLE 20
PERSONAL LEAVE
A Water Department and W&RRC Employees
1. Considerations
(a) Twenty-four (24) hours of personal leave with pay per fiscal year
shall be allowed.
(b) Approving or disapproving the employee's requested personal
leave shall be at the sole discretion of the employee's
department manager or designee.
(c) The employee's request for a specific day or hours shall be
given maximum consideration consistent with the conditions set
forth below under 2 (Conditions), but final approval is subject to
(b) above and denial of the employee's requested date is not a
proper subject for a grievance.
(d) Exception to (c) above would only be considered as a proper
subject for a grievance if the employee alleges that the
requested date was disapproved because of arbitrary, capricious
or personal prejudice on the part of the approving authority.
(e) The Union recognizes that approval or disapproval of a specific date
or hours must consider the efficient level of service due to the
general public.
2. Conditions
(a) Employees shall be compensated at their base rate plus longevity
and certification pav for personal leave hours.
(b) A new employee must have completed at least four (4) full calendar
months of theirtrial (probationary) period in order to be eligible for
personal leave.
15
(c) Personal leave may be taken anytime during the year, subject to
the provisions of (1 b) above.
(d) Under no circumstances shall pay be requested or approved instead
of the personal leave time off with pay.
(e) Once a date has been approved for an employee as the personal
leave, it may not be rescheduled except under the most extenuating
circumstances; however, it is understood and agreed that the right
to cancel and reschedule an employee's personal leave is reserved
by the department manager or the employee's representative when
such extenuating circumstances exist.
B. All Other Employees
1. Considerations
(a) Sixteen (16) hours of personal leave with pay per fiscal year
shall be allowed.
(b) Approving or disapproving the employee's requested personal
leave shall be at the sole discretion of the employee's
department manager or designee.
(c) The employee's request for a specific day or hours shall be
given maximum consideration consistent with the conditions set
forth below under 2. (Conditions) but final approval is subject to
(1 b) above and denial of the employee's requested date is not a
proper subject for a grievance.
(d) Exception to (c) above would only be considered as a proper
subject for a grievance if the employee alleges that the
requested date was disapproved because of arbitrary, capricious,
or personal prejudice on the part of the approving authority.
(e) The Union recognizes that approval or disapproval of a specific day
must consider the efficient level of service due to the general public.
2. Conditions
(a) Employees shall be compensated at their base rate plus longevity
and certification pav for personal leave hours.
(b) A new employee must have completed at least four (4) full calendar
months of an employee's trial (probationary) period in order
to be eligible for personal leave.
(c) Personal leave may be taken anytime during the fiscal year, subject
16
to the provisions of (1 b) above.
(d) Under no circumstances shall pay be requested or approved instead
of the personal leave time off with pay.
(e) Once a date has been approved for an employee as personal leave, it
may not be rescheduled except under the most extenuating
circumstances; however, it is understood and agreed that the right
to cancel and reschedule an employee's personal leave is reserved
by the department manager or the employee's representative when
such extenuating circumstances exist.
ARTICLE 21
WORKWEEK AND WORKDAY
Section 1 Workweek for Pav and Overtime Purposes
The workweek for the purpose of computing pay and overtime shall be from 00:00:00
(12:00:00 a.m.) on Sunday through 23:59:59 (11:59:59 p.m.) on Saturday.
Section 2 Schedules and Shifts
A. Nothing herein shall be construed as a guarantee of the number of hours
of work per day or per work week.
B. Water Distribution Crew
The regular workweek for the Water Distribution Crew shall be Monday
through Friday and the regular workday shall be 7:00 a.m. to 3:30 p.m.
C. Eagle Point Water Plant
The regular workday for Eagle Point Plant assigned employees shall start
at 7:00 a.m.
D. Water and Resource Recovery Center
The commencement of the workday and the number of shifts in a workday
for employees in the classification of Pant Operator (certified and/or non -
certified) and Lead W&RRC may vary. Days in the workweek and the
number of shifts in a workday shall be established by the W&RRC
Department.
E. The City shall provide fourteen (14) calendar days written notice to the
affected employees prior to making permanent changes in work
schedules. Written notice of the permanent changes in work schedules
may be provided by electronic communication. The fourteen (14) calendar
17
day notice will start on the date of the electronic message transmission.
ARTICLE 22
SHIFT PREMIUM PAY
Except as herein provided, the following shall represent the shift premium rates for shift
employees. Shift employees are those who are scheduled in departments that operate
seven days a week.
Emergency Communications Department, Water Department, and W&RRC employees who
work between 3pm to 11 pm receive $.10 per hour on their base rate of pay. Employees
who work between 11 pm and 7am shall receive $.20 per hour on their base rate of pay.
Shift premium payment shall not apply when a shift employee is receiving overtime
payment or any other type of premium payment. Shift premium payment applies only to
actual hours worked within the defined shift premium time frames, regardless of when an
employee may be regularly assigned.
ARTICLE 23
OVERTIME PAY/COMPENSATORY TIME
Section 1 Overtime
One and one-half (1-1/2) times the regular rate of pay shall be paid to employees
who work in excess of their scheduled shift and schedule as defined in Article 21,
Workweek and Workday, or have actual hours worked over forty hours in a
workweek. When overtime is required, it must be approved by the employee's
supervisor.
Section 2 Compensatory Time
Employees who are eligible to receive overtime may request time off in order to
compensate for and instead of overtime payment. Employees may accrue no more
than forty-eight (48) hours of compensatory time. Compensatory time instead of
overtime is granted at the sole discretion of the employee's supervisor and
Department Manager/Director.
Section 3 No Pyramiding of Pay
Compensation shall not be paid more than once for the same hours of work under
any provision of this Article or this Agreement.
ARTICLE 24
HOLIDAY PAID LEAVE/HOLIDAY PAY
18
Section 1
The following calendar days of the year shall be considered as holidays insofar as the
administration of City business is concerned. When the term "holiday" is used it shall be
construed to be the following days:
New Year's Day
Martin Luther King's Birthday
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve Day
Christmas Day
New Year's Eve Day
Section 2
January First
Third Monday in January
Last Monday in May
June Nineteenth
July Fourth
First Monday in September
November Eleventh
Fourth Thursday in November
Friday following Thanksgiving Day
December Twenty -Fourth
December Twenty -Fifth
December Thirty -First
An employee shall forfeit the right to payment for a holiday if scheduled to work the holiday
and does not report or if absent from work the last scheduled workday preceding and/orthe
first scheduled workday following the holiday, unless excused by the City for the following
reasons:
• Job incurred injury.
• Funeral leave.
• 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
For non -shift employees, when the holiday falls on Sunday, the following day shall be
declared a holiday for the employee. When the holiday falls on Saturday, the preceding day
shall be declared a holiday for the employee.
For shift employees, holidays shall be observed on the day of legal recognition by the State
of Iowa.
Section 4
Full-time employees eligible for holiday paid leave shall be entitled to eight (8) hours' pay at
their base rate plus longevity and certification pay for each of the named holiday hours that
they do not work and for which they take holiday paid leave.
19
Employees in the classification of Public Safety Dispatcher who are eligible for holiday paid
leave shall be paid their regularly scheduled shift hours up to twelve hours at their regular
rate of pay plus longevity for each holiday that they do not work on the holiday and take
paid holiday leave. For employees in the classification Public Safety Dispatcher the holiday
shall commence at midnight the day of the holiday and end at midnight the day of the
holiday.
Section 5 Holiday Pay
Eligible employees shall receive two and one half (2'/2) times their base rate plus longevity
and certification pay for all hours worked on a holiday and shall forfeit Holiday Paid Leave
for any Holiday Paid Leave eligible hours worked.
Employees in the classification of Inspector I shall not be entitled to any premium pay as
provided in this Article or Agreement, except for callback pay.
ARTICLE 25
LONGEVITY
Section 1
Longevity pay shall mean a percentage of salary based on the length of continuous
service paid each payday to employees in addition to their base rate of pay.
Section 2
Regular employees performing satisfactorily for a continuous period of six (6) years
shall be advanced in pay on the anniversary date of hire by one percent (1 %) of
their base rate of pay. After twelve (12) years of continuous service employees shall
be advanced in pay by two percent (2%) of their base rate of pay. After eighteen (18)
years of continuous service employees shall be advanced in pay by three percent
(3%) of their base rate of pay. After twenty-four (24) years of continuous service
employees shall be advanced in pay by four percent (4%) of their base rate of pay.
After thirty (30) years of continuous service employees shall be advanced in pay by
five percent (5%) of their base rate of pay.
Section 3
Continuous service shall mean service with the City uninterrupted by resignation or
discharge or a personal leave of absence without pay exceeding sixty (60) days in
the preceding twelve (12) months, except as otherwise provided for by the FMLA.
ARTICLE 26
CLEANING UP TIME
Time shall be allowed, if necessary.
20
ARTICLE 27
ADEQUATE WASH FACILITIES
Adequate washing facilities, including showers, shall be provided for Water Department
and W&RRC employees. No employee shall be allowed to shower during working
hours unless permission is granted by the supervisor.
ARTICLE 28
FLEX WORK ARRANGEMENTS
Section 1 General Concept
The parties support the general concept of flexible work arrangements. Flexible work
arrangements refer to flex scheduling, compressed work week, and telecommuting.
Formal flexible work arrangements as described in this Article do not replace incidental
temporary adjustments of an employee's schedule that, on occasion, arise in the
workplace.
Flexible work arrangements are not appropriate for all positions, or in all departments,
or division settings. A flexible work arrangement is not a right of employment. It is
established at the discretion of the employing department head and may be subject to
change at the discretion of the department head, subject to the notice requirements
provided below. A flexible work arrangement does not serve as a precedent for a future
arrangement within a department.
Section 2 Definition of Flex Scheduling
Flex Scheduling is defined as practices defined as follows:
A. Individualized start and end times that remain constant each workday.
B. Individualized start and end times that vary daily, however, the same
number of hours are worked every day;
C. Individualized start and end times with varied daily hours but consistency
in the total number of hours worked every week;
2 1
D. Mandatory core -time with individualized start and end times with varied
daily hours but consistency in the total number of hours worked every
week: or
E. Extended meal periods offset by additional hours at the beginning and/or
end of the day or shift.
Flex Scheduling shall not reduce the number of hours worked in a given week by an
employee.
Section 3 Definition of Compressed Work Week
Compressed work week is defined as practices including the following: a full work week
that is condensed into fewer than five days.
Employees working a compressed work week shall be entitled to overtime payment for
hours worked in excess of their compressed shift and schedule or forty (40) hours in a
workweek.
Employees working a compressed work week may not alter their schedules to "bank"
overtime hours worked in one work week for use as time off in a future work week (e.g.
a flexible work arrangement that provides for a non-exempt staff person to be scheduled
45 hours the first week of a pay period and 35 hours the second work week of a pay
period is not permissible).
Section 4 Definition of Telecommutinq
Telecommuting is defined as the practice of fulfilling a portion of the employee's
work/job responsibilities at an alternative work location at a minimum of eight hours
weekly on a regular basis.
Section 5 Process and Requirements for Establishinq Flexible Work Arrangements
An employee follows City and department guidelines to request a flexible work
arrangement.
The denial of a request for a flexible work arrangement cannot be grieved.
Sect'on 6 Ongoing Flexible Work Arrangements
Flexible work arrangements are evaluated and modified as appropriate on a regular
schedule. Flexible work arrangements may be discontinued by either party with a
twenty -eight -calendar day notice unless an immediate and unanticipated operational
need supports the suspension of the flexible work arrangement by the employer.
ARTICLE 29
GRIEVANCE PROCEDURE
A grievance is a difference of opinion between an employee or a group of
employees, or between the City and the Union with respect to the meaning,
interpretation or application of any term or terms of this Agreement.
The City is desirous of the equitable and prompt adjustment of problems or
grievances of the employees. These shall be settled orally whenever possible between
the supervisor and the employee of the department where the problem or grievance
originates within five (5) working days of the date the alleged grievance occurred. The
employee may request the presence of a steward at this oral discussion. In no
circumstance will a grievance be considered timely filed, if the grievance process is
not initiated within five (5) working days of the date of the alleged aggrieved incident
occurred.
The City shall not be obligated to accept a written grievance until such grievance has
been discussed orally between the grieving employee and the supervisor.
Step 1
Grievances not settled within five (5) working days after discussion with the
supervisor may be reduced to writing and presented to the department manager/head.
The nature of the complaint shall be clearly stated so that the department manager
shall have a fair opportunity to review and investigate the issue and settle the
matter to the satisfaction of all parties concerned. The department manager shall
respond in writing within five (5) working days after receipt of the grievance. If a
meeting is held with the department manager/head, the aggrieved employee may be
accompanied by the steward from the employee's section.
Step 2
If the department manager's/head's written answer is not satisfactory the grievance
may, within three (3) working days, be appealed to the City Manager and within
thirty (30) working days after receipt of this appeal, be considered in a meeting
between representatives selected by the City and Union. The Union agent may be
23
accompanied by no more than two (2) Union representatives. The City Manager
shall give a written answer within fifteen (15) working days after this meeting. If the
City does not respond by the timeframe indicated it shall be considered a denial of
the grievance.
Step 3
If the grievance is not settled in Step 2, within twenty (20) working days after receiving
the City's written answer or within twenty(20) working days after the fifteen (15)
working days after the meeting in Step 2 and no written answer has been received
and there has been no notice of time extension, either party may notify the other
party in writing and submit the grievance to arbitration. An impartial arbitrator shall
be chosen by mutual consent by the Union and the City as soon as practicable after
receipt of request for arbitration. If the parties do not agree upon the selection of an
arbitrator within fifteen (15) working days after the receipt of the request for
arbitration, the Federal Mediation and Conciliation Service or alternate arbitration
list shall be requested to furnish a list of seven (7) arbitrators or an alternate
arbitration list can be furnished as agreed upon by both parties. The party
requesting arbitration shall first strike the name of one (1) person on the list and the
other party shall then strike one (1) name and then the process is repeated. The
remaining name shall be the arbitrator.
An arbitrator's decision on a grievance may not change or amend the terms,
conditions, or applications of the Collective Bargaining Agreement. Such procedures
shall provide for invoking arbitration only with approval of the employee organization,
and in the case of an employee, only with approval of the public employee. The cost
of arbitration shall be shared equally by the parties.
Union representatives, when carrying out procedures in Step 1 and Step 2 in the
grievance procedures, shall be allowed to leave their work after the supervisor's
approval and shall suffer no loss of their base rate pay plus longevity, not including
overtime pay. The City shall not be responsible for paying Union employees involved
in any matters relating to arbitration, Civil Service or Prohibited Practice Complaint
proceedings.
The time specified for each step in the grievance procedure may be extended by
mutual agreement.
ARTICLE 30
ABSENT WITHOUT LEAVE
If an employee is absent from work without proper authorization for part or all of a
workday such absence shall be -without -pay and shall -be -grounds for -disciplinary -
action. Absence without authorization for a period of two (2) consecutive workdays
shall be regarded as a resignation.
24
ARTICLE 31
WAGES
The following wage percentage increases shall represent the base rate of pay across
the board or steps for positions covered by this Agreement:
Effective the start of the first full pay period in July, base wage rate, across the board,
for each classification shall increase as follows:
July 1, 2024 — 3.25% per hour increase
July 1, 2025 — 3.50% per hour increase
July 1, 2026 — 3.25% per hour increase
July 1, 2027 — Wage Opener
July 1, 2028 — Wage Opener
The specific wage rates for each classification and position are contained in Appendix A
to this Agreement.
Generally, the minimum step in the wage range established for a position shall be
applicable upon appointment to a position in the bargaining unit.
Upon promotion an employee shall be placed in the first step of the wage range
established for that position, except in cases where the increase to the first step would be
less than a one (1) step increase. Under such circumstances the promoted employee shall
be placed in such a step in the new wage range that would provide at least a one (1) step
increase.
If the employee is promoted or appointed to a position in the bargaining unit and placed in
the lowest step in the classification the employee's performance shall be reviewed after six
(6) months and, if satisfactory, shall be advanced to the next step in the classification. If the
employee is promoted or appointed to a position in the bargaining unit and placed in a step
other than the starting step in the classification the employee's performance shall be
reviewed after twelve (12) months and, if satisfactory, shall be advanced to the next step
and yearly thereafter until the employee reaches Step 7". Part time employees shall be
subject to the terms of this Article except that the length of service requirements for
performance advancements shall be two (2) times the length of service requirements
set forth in this Article.
ARTICLE 32
SAVINGS CLAUSE
Should any Article, Section, or portion thereof of this Agreement be restrained or held
unlawful and unenforceable by any court of competent jurisdiction, such decision of the
court shall apply only to the specified Article, Section or portion thereof restrained or
declared null and void in the decision and the remainder of this Agreement shall remain in
full force and effect.
z5
ARTICLE 33
DURATION AND NEGOTIATIONS
Except as herein provided, this Agreement shall be effective as of the first (1st) day of July
2024, and shall remain in full force and effect through the thirtieth (30th) day of June, 2029.
Negotiations for a succeeding agreement to become effective starting on July 1, 2029, shall
begin after August 1, 2028, but not later than December 15, 2028.
Signed this day of J Lk h .c__
INTERNATIONAL UNION OF
OPERATING ENGINEERS, AFL-CIO
LOCAL #234 ,
BripifV�ske, Business Representative
Blako, Ynion
Larry H
Zeoresentative
Representative
Jason Coppie, Business Manager
26
2024.
CITY OF DUBUQUE, IOWA
Mayor Brad a anbgh
-Y'i . "%'� c.k d,,= , c R o
Shelley M. Stickfo CtI-RO
Ryan Knuckey, Tr s brtation S ; Dir.
nnifer Larson, Chief Financial Officer
Christopher Lbster, Water Depart Director
Deron Mueh ' g,, C Director
G!As Psihoygs, City En ineer
ca Gedra6 RetlT*iebiEe -Emr4. Comm. Dir.
Alexis Steger, Housing & Community Dev. Dir.
Adrienne Breitfelder, City Clerk
APPENDIX A
Wage Plans
The Wage Plans on the following three (3) pages represent the base rate of pay
for positions covered by this Agreement
27
Wage Plan effective the first full pay period after July 1, 2024
INTERNATIONAL UNION OPERATING ENGINEERS, LOCAL #234
HOURLY WAGE PLAN
EFFECTIVE THE FIRST FULL PAY PERIOD IN JULY 2024 THROUGH THE LAST PAY PEROD STARTING IN JUNE 2025
1 0325
POSITION SALARY
CLASSIFICATION GRADE RANGE STEP A STEP B STEP C STEP D STEP E STEP F
Parking Enforcement Officer
0E-03
OE-03
Hourly 5
20.54
S 2094
5 21,29
5 2189
5 2246
5 23 47
Clerk
CE-04
OE-04
Hourly
20 94
5 2129
S 21 89
S 2246
S 23,47
S 24 10
Cashier
CE-05
OE-05 Hourly 5
2129
$ 21 89
5 22 46
S 2347
5 24 10
5 2461
Account Clerk I
Senior Cashier
Custodian I
0E-06
0E-06
Hourly 5
2347
S 24 10
5 2461
5 25 10
5 2584
5 26 43
Custodian SI
OE-07
OE-07
HCUOY S
2577 $
26.23 5
26 92
5 27 51
S 2321
S 23 79
Assistant Plant Operator
Maintenance Worker
bVater Distribution Maintenance Worker
Water Meter Repair Worker I
CE-09
0E-09
Hcurly S
$
S
S
26 33
-
5 27 45
$ -
5
S
5 23 13
5
5
S
5 2379
¢
S
S
5 2934
5 -
5
5
5 29 99
S -
5
S
101ater Distribution Equipment Operator
CE-10
OE-10 Hour± 5
27-51
5 2821
5 23 91
5 22,61
S 3023
5 30.93
Plant Operator (N,C)
CE-11
OE-11
Hourly S
27.73 S
23,34
5 29 02
5 2974
5 3042
5 31 22
Laboratory Technician I
0E-13
OE-13
Hourly $
28 45
$ 29 12
5 2377
S 30 56
S 31 30
S 3227
Equipment Mechanic
Maintenance Electrician
Water Meter Repasrvvorker II
0E-14
OE'4 Hcur;'+y 5
S
5
2926
-
-
S 29 99
S -
5 -
S. 30 7'
5 -
5 -
3 3133
5 -
S -
S 3232
S -
5 -
S 33 11
S -
S -
Publiic Safety Dispatcher
0E-15
CE-15
Hour'.), 5
2709
S 2771
5 23 39
S 2905
S 2962
S 3023
Industrial Electronics Technician
Plant Mechanic
CE-16
OE-16
Houriy 3
5
30 01
-
5 30 34
S -
S 31 57
5 -
5 3239
5 -
S 3322
5 -
$ 34 18
5
Inspector I
CE-17
OE-17
H00S
31 85
$ 3279
S 33 94
S 34 76
S 36 74
S 33 01
Industrial Electrical Technician
of-18
OE-13
Hour! $
33 31
5 34 99
S 36.20
S 3747
S 33.73
S 39.73
Lead Water & Resource Recovery Center Operator
CE-19
OE-19
Hcurly S
35.33
S 36 57
5 37 32
5 39 15
5 40.53
S 41 53
Lead Distribution Mamtenance Worker
28
Wage Plan effective the first full pay period after July 1, 2025
INTERNATIONAL UNION OPERATING ENGINEERS, LOCAL #234
HOURLY WAGE PLAN
EFFECTIVE THE FIRST FULL PAY PERIOD IN JULY 2025 THROUGH THE LAST PAY PEROD STARTING IN JUNE 2026
1 0350
POSITION SALARY
CLASSIFICATION GRADE RANGE STEP A STEP B STEP C STEP D STEP E STEP F
i Parking Enforcement Cfricer
CE-03
OE-03
Hourly 5
2126
S 2167
$ 2204
S 2266
S 2324
$ 2429
Clerk
OE-04
OE-04
Houri . S
21 67
5 2204
5 22.66
5 23.24
5 24.29
5 2494
Cashier
CE-05
OE-05
Hourt , 5
22 04
5 2266
5 23 24
5 24,29
$ 24.94
S 2548
Account Clerk I
Senior Cashier
Custodian 1
CE-06
OE-06
Hourly S
$
5
2429
-
-
S 2494
5 -
5 -
$ 25 43
$ -
5 -
$ 25 93
5
5
5 2675
5 -
S -
5 2736
5 -
Custodian it
OE-07
OE-07
Hourly 5
26 67
5 2720
S 27.36
S 2347
5 2920
5 29.79
(Assistant Plant Cperatcr
Maintenance Worker
Water Distribution Maintenance Vcorker
Water Meter Repair L'Uorker 1
CE-09
OE-09
Hourly 5
S
$
5
27 77
S 2342
S -
S -
5 -
5 29 11
S -
$
S
5 2979
$ -
5
5
S 30 37
5 -
5
5
5 31 04
5 -
S
S
Water Distnbuticn Eouipment Coerator
CE-10
OE-10
Hourly S
2347
5 2920
5 2992 , S
3065
S 3134
S 32 02
Plant Operator fN,'C
CE-11
0E-11
Houri ° 5
23 70
5 2933 5
30 04
5 30 73
S 31 48
$ 3232
jLabofat,,rV Technician I
CE-13
OE-13
Hourly 5
29.44
$ 30 14
$ 30.31
5 3163
S 32.39
$ 3337
jEquipment Mecharic
Maintenance Electrician
IbWater Meter Reoairwcrker II
CE-14
OE 9»
Hourly 5
5
5
30 29
-
-
5 31 04 $
$ - S
5 - $
31 78
5 3242
5
5
S 33 45
5
5 -
5 3427
S -
$
jPubiic Safety Dispatcher
OE-15
OE-15
Hourly 5
23 04
5 28 63 S
2939
5 30.07
S 30.66
S 3134
�lndustrisG Electronics Technician
Plant Mechanic
CE-16
OE-16
Hourly 5
5
31 07
$ 31 92 5
5
32 68
5 33 52
5
5 3433
5 -
5 35 37
5
Inspector I
CE-17
OE-17
Hourly 5
32 97
S 33 94
S 35 13
5 35.93
5 38.02
S 39.34
jIndustrial Electrical Technician
C 13
OE-18
HCLfly $
35 CO
5 3622
$ 37.47
5 38 73
S 40 14
S 41 12
jLead Water & Resource Recovery Center Coerator
CE-19
OE-19
Hourly 5
36 57
S 37 85
5 39 14
5 40 52
5 41 94
5 42 98
Lead Distdbution Maintenance Worker
29
Wage Plan effective the first full pay period after July 1, 2026
INTERNATIONAL UNION OPERATING ENGINEERS, LOCAL #234
HOURLY WAGE PLAN
EFFECTIVE THE FIRST FULL PAY PERIOD IN JULY 2026 THROUGH THE LAST PAY PEROD STARTING IN JUNE 2027
0325
POSITION SALARY
CLASSIFICATION GRADE RANGE STEP A STEP B STEP C STEP D STEP E STEP F
Parking Enforcement Of' cer
OE-03
OE-03
Hourly S
21.95
S 22.33
$ 22.75
$ 2339
S 2400
$ 25.08
Clerk
OE-04
OE-04
Hourry S
2238
S 22.75
$ 2339
$ 24.00
S 2508
$ 25.75
Cashier
OE-05
OE-05
Hourly S
2275
S 2339
$ 24.00
$ 2508
S 25.75
$ 26.30
Account Clerk i
Senior Cashier
Custodian i
OE-06
OE-06
Hourly $
$
S
2508
-
S 25.75
s -
S
S 2630
$ -
$
$ 2682
$ -
$
S 2762
s -
S
S 2825
$ -
$ -
Custodian 0
OE-07
OE-07
Ho^ $
2754
S 2808
S 2876
$ 2939
S 3014
$ 3076
Assistatb Plant Operator
blamtenarce Worker
Water Distributor Ma ntenance Worker
Water Meter Repair Worker I
OE-09
OE-09
Hourly S
$
$
S
2868
-
S 2934
S -
5
S
$ 3006
$ -
S
$
$ 307
$ -
$
$
S 31 36
$
$
S
$ 3205
$
$
$
Water Distribution Equipment Operator
OE-10
OE-10
Hourry S
2939
S 3014
S 3089
$ 3164
$ 3236
S 3306
Plant Operator ',NYC)
0E-11
CE-11
Hourly S
29.64
S 3029
$ 31 02
$ 3178
S 32-51
$ 3337
Laboratory Technician it
OE-13
OE-13
HoerN S
30 40
S 31 11
S 31 81
$ 3266
S 3344
S 3448
Equipment Mechanic
Ma!ntenarce Eec:ric,an
Water Meter Repa+nroorker II
OE-14
OE-14
Hourly $
$
$
3127
S 3205
S
S
S 3281
$ -
S
$ 3348
$
S
$ 3454
$ -
$
S 3539
$ -
$
P;.fiiic Safety Dispatcher
0E-15
OE-15
Hourty S
2895
S 2961
S 3034
S 3105
S 3166
$ 3236
Industrial Etectronics Techmcian
Plant Mechanic
OE-16
OE-16
Hourly S
$
3207
S 32.96
$ -
$ 3374
S
S 34 b'1
S
S 35.50
S
$ 36.52
$
Inspectcr i
0E-17
OE-17
Hourty S
34.04
S 3504
$ 3627
$ 3715
S 3926
S 4061
IndusLial Electrical Technican
OE-18
OE-18
Hou tv $
36 14
S 3739
$ 38.68
S 4004
S 41.44
$ 4246
Lead Water & Resource Recovery Center Operator
OE-19
OE-19
Hourly S
3776
S 3908
$ 4042
S 4184
S 4331
S 4438
Lead Distnb:.^.lar Maintenance Worker
30
APPENDIX B
Training Pay
If the City requires and approves employees to undergo training for the employees'
position, the City shall compensate employees at a minimum at their base rate for the
hours required to undergo the training and as consistent and compliant with 29 CFR §
785.35-785.41 Fair Labor Standards Act and Travel/Training Time.
Each department shall develop a Department Policy if the compensation provided is
above the minimum described above. Prior to making any changes to the Departmental
Policy, the Department Manager or designee shall provide two (2) weeks' advanced
notice to affected employees.
Standby Pay
The City shall provide standby pay that provides compensation that is, at a minimum,
the employee's base rate for the number of hours specified in Department Policies for
employees required to be on standby.
Callback Pay
Any employee, employed within the Water Department and Water and Resource
Recovery department, who has left the premises after the employee's regular shift and
is called back to work shall be compensated at one and one-half (1 1/2) times the
employee's base rate of pay.
Tank Climbing Pay
Employees climbing tanks or doing maintenance inside tanks shall be paid a minimum
of $15.00 for a minimum of four (4) hours spent tank climbing or doing maintenance
inside tanks for a maximum of $30.00 per day in addition to their base rate of pay.
Safety Eyewear
The City shall provide safety eyewear for all employees who are required to wear safety
eyewear, which may include providing safety glasses worn over prescription eyewear or
lenses.
Certification Pay
Water Department and Water and Resource Recovery Center Department employees
instead of being level or classified on the Wage Plan based on Grade or Certification
will be provided Certification Pay as follows:
31
Plant Operators shall be classified on the Wage Plan as OE-11. A Plant Operator, who
obtains and maintains an Iowa DNR Grade 2 Water or Waste Water Treatment
certification shall receive an additional 1.50% above their base rate of pay. Upon
obtaining and maintaining an Iowa DNR Grade 3 Water or Waste Water Treatment
certification shall receive an additional 3.00% (for a total of 4.5%) above their base rate
of pay. Upon obtaining and maintaining an Iowa DNR Grade 4 Water or Waste Water
Treatment certification shall receive an additional 5.5% (for a total of 10%) above their
base rate of pay. This provisional pay shall not apply for certifications not applicable or
required, as determined by and at the discretion of the Department director, within the
department in which the employee is currently employed.
Employees who receive the incentive that are promoted into a position that requires the
certification, (i.e. W&RRC Lead Operator requires possession of a Grade 4 DNR
certification), are no longer eligible to receive this additional incentive pay, as those
position titles are leveled and compensated as part of the salary for that position.
32
a 0' 9