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Ratification of Collective Bargaining Agreements_Teamsters 120, IUOE 234 and Bus Operators 120City of Dubuque ITEM TITLE: SUMMARY: SUGGESTED DISPOSITION: Copyright 2014 Consent Items # 1. Ratification of Collective Bargaining Agreements City Manager recommending approval of three collective bargaining agreements that have already been ratified by the unions. This includes Teamsters Local Union No. 120, Teamsters Local Union No. 120 -Bus Operators, and the International Union of Operating Engineers, Local #234. RESOLUTION Approving the Agreement Between the city of Dubuque, Iowa, and the International Union of Operating Engineers, Local #234 and Authorizing the Mayor to Sign the Agreement RESOLUTION Approving the Agreement Between the city of Dubuque, Iowa, and the Teamsters Local Union No. 120 (Bus Operators) and Authorizing the Mayor to Sign the Agreement RESOLUTION Approving the Agreement Between the city of Dubuque, Iowa, and the Teamsters Local Union No. 120 and Authorizing the Mayor to Sign the Agreement Suggested Disposition: Receive and File; Adopt Resolution(s) ATTACHMENTS: Description Collective Bargaining Agreements - MVM Memo A1_Collective Bargaining Intl Union OE_Memo A2_Article I Recognition Intl Union OE A2_Article I Recognition Intl Union OE A4_Supporting Documentation -Operating Engineers B1_Collective Bargaining Teamsters Bus Operators_Memo B2_Resolution-Teamster Bus Operators Type City Manager Memo Staff Memo Supporting Documentation Resolutions Supporting Documentation Staff Memo Resolutions B3_Supporting Documentation -Teamster Bus Operators Supporting Documentation C1_Collective Bargaining Teamsters 120_Memo C2 Article I Recognition Teamsters Local No 120. C3Resolution-Teamsters C4_Supporting Documentation -Teamsters Staff Memo Supporting Documentation Resolutions Resolutions Masterpiece on the Mississippi TO: The Honorable Mayor and City Council Members FROM: Michael C. Van Milligen, City Manager Dubuque tard All -America Cilyt Ill I 2007 • 2012 • 2013 SUBJECT: Collective Bargaining Agreements between the City of Dubuque and Teamsters Local Union No. 120 Teamsters Local Union No. 120 (Bus Operators) International Union of Operating Engineers , Local #234 DATE: February 13, 2017 Personnel Manager Randy Peck is recommending approval of three collective bargaining agreements that have already been ratified by the unions. This includes Teamsters Local Union No. 120, Teamsters Local Union No. 120 -Bus Operators, and the International Union of Operating Engineers, Local #234. 1. The Teamsters Local Union No. 120 covers 108 employees at the Public Works, Airport and Leisure Services Departments and Parking and Transit Divisions. This is a 5 -year agreement with a 2% increase in wages for Fiscal Year 2018; a 1.5% increase in wages for Fiscal Years 2019, 2020 and 2021; and a 1.75% increase in wages for Fiscal Year 2022. Beginning in Fiscal Year 2018, the employees will pay 15% of the cost of the health insurance premium, an increase from the current 10%, and will have increases in the employee cost of out-of- pocket maximums and co -payments. Seasonal employees in the unit will see no wage adjustment in Fiscal Year 2018. 2. The Teamsters Local Union No. 120 -Bus Operators agreement has the same modifications as the other Teamsters Local Union No. 120 contract, except there are no seasonal employees. There are 8 full-time and 60 part-time Bus Operators in this bargaining unit. 3. The International Union of Operating Engineers, Local #234 would see the same modifications except there is an added incentive for Water Plant and Water Pollution Control Plant Operators to achieve their Grade IV classifications. The Operating Engineers Union represents 64 employees in the Building Services, Emergency Communications, Finance, Housing and Community Development, Water and Resource Recovery Center, and Water Departments. It is unusual for the City to have 5 -year contracts with the employee unions, however, because of the current legislation being considered in the state legislature to eliminate non-public safety employee rights to bargain on anything other than wages, the employees were interested in more long-term agreements. The City has an interest in long-term contracts because it adds stability and predictability to City costs and, in this case, the City was able to get important changes to the health insurance plan that will hopefully affect employee utilization patterns and reduce City costs. I concur with the recommendation and respectfully request Mayor and City Council approval. 4a2M11144 el C. Van Milligen' MCVM:jh Attachment cc: Crenna Brumwell, City Attorney Cindy Steinhauser, Assistant City Manager Teri Goodmann, Assistant City Manager Randy Peck, Personnel Manager 2 Masterpiece on the Mississippi Dubuque kraal AlI•America city 1111 2007 • 2012 •2013 TO: Michael C. Van Milligen, City Manager FROM: Randy Peck, Personnel Manager SUBJECT: Collective Bargaining Agreement between the City of Dubuque and the International Union of Operating Engineers, Local #234 DATE: February 13, 2017 A five-year agreement has been ratified by the International Union of Operating Engineers, Local #234. The terms of the agreement are summarized as follows: Article XXXX Wage Plan • Effective July 1, 2017 through June 30, 2018, the wage plan in effect on June 30, 2017, shall be increased by 2% across the board. • Effective July 1, 2017, the position of Plant Operator (cert.) Grade IV shall be reclassified to Salary Grade 0E-16. • Effective July 1, 2018 through June 30, 2019, the wage plan in effect on June 30, 2018 shall be increased by 1.5% across the board. • Effective July 1, 2019 through June 30, 2020, the wage plan in effect on June 30, 2019 shall be increased by 1.5% across the board. • Effective July 1, 2020 through June 30, 2021, the wage plan in effect on June 30, 2020 shall be increased by 1.5 % across the board. • Effective July 1, 2021 through June 30, 2022, the wage plan in effect on June 30, 2021 shall be increased by 1.75% across the board. Article XXVII Group Insurance • Effective July 1, 2017, employees shall pay 15% of the cost of the premium established for the health and prescription drug insurance plan for which the employee is enrolled. • Effective January 1, 2018, the annual out of pocket maximums and the health plan and prescription drug insurance co -payments shall be modified as described in Attachment A. The Operating Engineers Union represents 64 employees in the Building Services, Emergency Communications, Finance, Housing and Community Development, Water and Resource Recovery and Water Departments. The bargaining unit is described in the attachment. The agreement is consistent with the City Council wage guidelines. I recommend that the Agreement be approved and the attached Resolution be adopted. RP:Imh 2 ARTICLE I 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 Pollution Control Department and Water Department: Laboratory Technician 1, Plant Mechanic, Electronic Technician, Maintenance Electrician, Equipment Mechanic, Equipment Operator 11, Plant Operator (certified and non -certified), Assistant Plant Operator, Water Meter Repairworker I, Water Meter Repairworker ll, Maintenanceworker, Truck Driver, Laborer, Parking Division: Parking Meter Checker, Ramp Cashier, Head Ramp Cashier. Building Services Department: Inspector], Custodian 1 and Custodian 11, Finance Department: Account Clerk 1, Water Meter Serviceworker 1, Water Meter Serviceworker 11, Senior Cashier, Cashier, Clerk. Housing and Community Development Department: inspector 1. 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. 2 RESOLUTION NO. 50-17 APPROVING THE AGREEMENT BETWEEN THE CITY OF DUBUQUE, IOWA, AND THE INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL #234 AND AUTHORIZING THE MAYOR TO SIGN THE AGREEMENT Whereas, the Sixty -Fifth General Assembly adopted the Public Employment Relations Act, Chapter 20, Code of Iowa; and Whereas, the City of Dubuque is public employer within the meaning of Section 3 (1) of the Public Employment Relations Act; and Whereas, the International Union of Operating Engineers, Local #234 is an employee organization within the meaning of Section 3 (4) of the Public Employment Relations Act; and Whereas, the International Union of Operating Engineers, Local #234 submitted a request to bargain collectively on behalf of the employees within its representation; and Whereas, bargaining between the parties has occurred and an agreement has been concluded. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF DUBUQUE, IOWA: Section 1. That the terms of the agreement be approved and the Mayor authorized and directed to sign the collective bargaining agreement. Passed, approved and adopted this 13th day of February, 2017. Roy D. Buol, Mayor Attest: Trish L. Gleason, Assistant City Clerk Arthur _leltl'atj;her & r ft." cart(It crrv13F i, ..I 14 SIII vFcc 621M1 AltO:ttMtutsR For Pls+1 'tor July 1, 2016 throu6lt Jima 30, 2017 Deductible (Indrv. / Family) Coinsurance Out -O( -Pocket Maximum Total OOP includes Deductible Office Vlsll Specialty Doctor Office Visit Inpabenl Hospital Services C truant PIdlt !Witt. Six ree9n Rs cutup lee Ail Ch4T11t-es Qanbined 50 /50 3250 / 5750 50150 5250 / 5750 50 / 50 5250 /5750 50 /50 5250/8750 50 /50 5250/5750 100% 70% 100% 70% 100% 70% 100% 70% 100% 70% 50/50 100% 5250/5750 70% 5400 / 51.200 5750 / 52,250 5/100 /32,400 51,5001 34!.n(1 5400 / 51,200 5750 /52,250 $400 / 51,200 5750 /52,250 - 5400 /51,200 5750 / 52,250 3000 / 52,400 81,500 /54,500 Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes 515 copay 70% after Ded 515 copay 70% after Ded 515 copay 70% alter Ded :A s.,µaw 70%. after Dad S15 copay 70% after Dad 825 oopay 70% after Ded 515 copay 70% after Ded 515 copay 70% after Dad 515 copay 70% alter Dad 8 .. upay I 70% attar Dad 515 copay 70% after Dad 525 copay 70% after Dad 5400 copay 70% alter Dad 5400 copay 70% after Ded 5400 copay 70% after Ded 34'x3 tom.1 70% after Ded 5400 copay 70% atter Ded 5400 copay 70% after Ded Outpatient Services 525 copay 70% after Ded 525 copay 70% alter Ded 525 copay 70% alter Dad 510..o .ny 70% after Ded 525 copay 70% after Dad 540 copay 70% after Ded Diagnostic test (x-ray, blood work) No Charge 70% after Ded No Charge 70% after Ded No Charge 70% alter Ded No Charge 70% atter Ded No Charge 70% after Ded No Charge i 70% after Ded Imaging (CT/PET scans. MRI) No Charge 70% after Ded No Charge 70% after Ded No Charge 70% after Dad No Charge 70% atter Ded No Charge 70% after Dad No Charge 70% alter Ded Emergency Room 5100 Copay 80% after Ded 3100 Copay 80% after Ded 5100 Copay 80% after Ded 5150 Copay 80% alter Ded 5100 Copay 80% after Dad 1150 Copy 80% after Ded Urgent Cara 525 copay 70% after Dad 525 copay 70% after Dad 525 copay 70% atter Ded I -t rx'ltt '' 70% after Dad 525 copay 70% after Dad 70% after Dad - -, ,+ - RX - OOP Mao N/A ter i,Yl/' 1 l0J !1•r ..Iii 5-'4,w .1 b9.1.91/ $11,1e-) i sl?01.10/314,1,991• 56099 f $t1,t190 151$(1(51(574.VW ¢U,000i5 0140 b1:1,1493/324,)5)4 '�$fi/)/5/7(3(5 117.1/5'15,'40..1 "RX - Retail RX - Mail Order Projected Claims (Total) Annual Cost Dilference (Total) Y (2(1,:11'1 Member pays cul Member pays lull�ntc-mber pays full 52/ 55 415 cost, then submits 52/ 55 415 cost, than submits $5/ 515 495 I,o:t then submits tor reimbursement for reimbursement Ilttr reimbursement Member pays tut Member pays full IR'kdnber pays feel 52/55 415 cost, then submits 52/ 55 415 cost then submits $.4f $15 /1:'4 lcoa, then submits far reimbursement for reimblraement 1 tw reimbursement Member pays cul Member pays NI i Water pays full Member pays full Member pays feel I ktmher pays NI 54/510 430 cost, then submits 54/510430 cost, then submits 510/530 4.50 {act, then submits 54/ 510 430 cost, than submits 54/ 510 /530 cost, then submits 510/ 530 t)(/1 'cost then submits for reimbursement forrebnbursemenl Itle: reimbursement forreimbursementkr relmblraenwd Ie. reimbursement 510,181,860 510,108,550 310,093,145 570,106,514 570,226,660 570,000,575 6�Y 573,309 588,711 375.346 5181,285 7 e .4 97% 15711: 14 "W"..1"•I /Pt I t) Incremental Plan Design Changes lake Loss of Grant/fathered Status aao account (2) Loss of Glanatelnered Status includes Prevantne Services ...red et 100%. In Network and Out of Network wa need to be Me same for Emergency Services, Ambulance and Urgent Cara Smoking cessation Burgs, Aspirin, sae acid, lkorde end Yon eupplemente veil need to be covered 100%, clinical teals will need to be covered wM applicable cost sharing, © 2016 GALLAGHER BENEFIT SERVICES, INC. V 1N3WH3Hlld AJG.COM AGREEMENT BETWEEN THE CITY OF DUBUQUE, IOWA AND THE INTERNATIONAL UNION OF OPERATING ENGINEERS AFL-CIO - LOCAL #234 JULY 1, 2017 through JUNE 30, 2022 PREAMBLE This Agreement is made and entered into by and between the City of Dubuque, Iowa (hereafter called the City) and the International Union of Operating Engineers AFL-CIO Local #234 (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. OPERATING ENGINEERS, LOCAL #234 CONTRACT TABLE OF CONTENTS PREAMBLE ARTICLE I RECOGNITION 2 ARTICLE II GENERAL CONDITIONS 3 ARTICLE III NO STRIKE CLAUSE 4 ARTICLE IV CITY/UNION REPRESENTATIVES 4 ARTICLE V UNION NEGOTIATING COMMITTEE 4 ARTICLE VI NONDISCRIMINATION 5 ARTICLE VII PAYROLL DEDUCTION FOR UNION DUES 5 ARTICLE VIII UNIFORMS 6 ARTICLE IX PAYDAY 7 ARTICLE X ADEQUATE WASH FACILITIES 8 ARTICLE XI STATE CERTIFICATION 8 ARTICLE XII MEAL REIMBURSEMENT 8 ARTICLE XIII LUNCH PERIOD 8 ARTICLE XIV SAFETY EYE CLASS POLICY 9 ARTICLE XV JURY DUTY 10 ARTICLE XVI SENIORITY 11 ARTICLE XVII JOB POSTING 13 ARTICLE XVIII SHIFT TRANSFER (Voluntary) 14 ARTICLE XIX JOB CLASSIFICATION WITH SPECIAL RATES 14 ARTICLE XX LEAVES OF ABSENCE WITHOUT PAY 15 ARTICLE XXI FUNERAL LEAVE 15 ii OPERATING ENGINEERS, LOCAL #234 CONTRACT TABLE OF CONTENTS (continued) ARTICLE XXII ARTICLE XXIII ARTICLE XXIV ARTICLE XXV ARTICLE XXVI ARTICLE XXVII ARTICLE XXVIII ARTICLE XXIX ARTICLE XXX ARTICLE XXXI ARTICLE XXXII ARTICLE XXXIII ARTICLE XXXIV ARTICLE XXXV ARTICLE XXXVI ARTICLE XXXVII ARTICLE )(XXVIII, ARTICLE X:XXIX ARTICLE X:XXIX ARTICLE XXXXI ARTICLE XXXXII SICK LEAVE 16 INJURY LEAVE 18 PREGNANCY LEAVE 18 VACATIONS 19 CASUAL DAY 20 GROUP INSURANCE 22 HOURS OF WORK 23 SHIFT PREMIUM PAY 24 OVERTIME PAY 24 HOLIDAYS 25 STANDBY PAY 26 TANK CLIMBING PAY 26 CALLBACK 26 LONGEVITY 27 CLEANING UP TIME 27 PART TIME EMPLOYEES 27 GRIEVANCE PROCEDURE 28 ABSENT WITHOUT LEAVE 29 WAGE PLAN 30 SAVINGS CLAUSE 35 DURATION AND NEGOTIATIONS 35 1 ARTICLE I 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 Pollution Control Department and Water Department: Laboratory Technician I, Plant Mechanic, Electronic Technician, Maintenance Electrician, Equipment Mechanic, Equipment Operator II, Plant Operator (certified and non -certified), Assistant Plant Operator, Water Meter Repairworker I, Water Meter Repairworker II, Maintenanceworker, Truck Driver, Laborer. Parking Division: Parking Meter Checker, Ramp Cashier, Head Ramp Cashier. Building Services Department: Inspector I, Custodian I and Custodian II. Finance Department: Account Clerk I, Water Meter Serviceworker I, Water Meter Serviceworker II, 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. 2 ARTICLE II 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, 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 orforother 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. 3 ARTICLE IH 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. !t 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, shall be applicable. ARTICLE IV CITY/UNION REPRESENTATIVES The Union shall provide the City with a list of representatives by name, position and area which each representative serves (if steward). Changes 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 City shall provide the Union with a list of supervisors in each area and shall also provide notification of any changes. ARTICLE V UNION NEGOTIATING COMMITTEE For employees on the Negotiating Committee who are negotiating during their normal hours of work, the City shall pay not more than four (4) employees at the straight time rate. No compensation shall be paid to employees who are negotiating outside of their normal work hours. 4 ARTICLE VI 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, marital status, race, color, religion, national origin, sexual orientation or political affiliation. 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 VH PAYROLL DEDUCTION FOR UNION DUES During the terms of this Agreement, after receipt of a proper "Authorization for Dues Checkoff" card signed by the employee, the City agrees to deduct the uniformly required dues as certified by the financial secretary of the Union. Such dues shall be transmitted by the City to the financial secretary of the Union within fifteen (15) work days from the date of the deduction. It is understood and agreed to by the City, the Union and the employee that the dues checkoff authorization may be terminated by the employee at any time by giving thirty (30) days written notice. The City shall have no obligation to deduct or collect dues from a Union member whose net pay fora payroll period, after all other deductions is insufficient to cover the total authorized deductions for that payroll period. The Union shall hold the City harmless against any claims or lawsuits instituted or any losses incurred because of the City's performance of its obligations under this Article. The Union further agrees to refund the City any amounts paid to the Union in error. Any disagreement regarding the interpretation or application of this Article 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. 5 ARTICLE VIII UNIFORMS Section 1 Upon completion of the employee's trial period (exception, Water Meter Readers), the City shall furnish each of the following regular employees with the following articles of work clothing: Water and Wastewater Treatment Employees Three (3) long sleeve shirts Three (3) short sleeve shirts Three (3) trousers One (1) summer cap One (1) winter cap One (1) summer jacket One (1) Tined or one (1) hooded winter jacket -- (The department or division manager shall determine whether an employee shall receive a lined or hooded winter jacket.) Winter coveralls shall be made available to each member of the distribution crew Water Meter Readers shall receive one (1) rain poncho Ramp Cashier (Full Time) Two (2) pair of slacks Two (2) summer jackets One (1) winter jacket In the event Ramp Cashiers arerequired to wear a uniform blouse, the City shall provide one (1) uniform blouse for each employee. Parking Meter Checker One (1) winter coat One (1) winter cap One (1) pair of insulated boots One (1) winter jacket (this is in addition to the winter coat) Two (2) pair of pants Two (2) sweaters One (1) summer cap Two (2) blouses Two (2) skirts One (1) raincoat 6 Housing Inspectors The City will provide uniforms for Housing Inspectors. All clothing items listed above shall be replaced as needed. The worn-out clothing item must be turned in after a replacement clothing item is issued. Replacement of these articles shall be subject to the approval of the department/division manager. Section 2 Employees shall wear and maintain the uniform in a presentable condition while on duty and shall not wear it for any off-duty activities. City furnished uniforms must be returned upon termination of employment. Section 3 The City shall furnish each eligible part time employee in the position of Ramp Cashier the following articles of work clothing: One (1) summer jacket One (1) winter jacket Two (2) pair of slacks or two (2) skirts One (1) badge Except as otherwise provided in this section, said part time employees shall be subject to the terms of this Article. ARTICLE IX 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 X ADEQUATE WASH FACILITIES Adequate washing facilities including showers shall be provided at the service building. No employee shall be allowed to shower during working hours unless permission is granted by the supervisor. ARTICLE XI STATE CERTIFICATION The City shall make arrangements to secure an instructor for the teaching of refresher courses necessary for personnel to maintain certification levels. The City shall make an effort to assign employees to a regular schedule and employees shall suffer no loss of straight time pay (forty [40] hour week) as a result of this schooling. The City shall reimburse employees for the cost of the Water Plant Operator, Water Pollution Control Plant Operator and Water Distribution renewal certificates issued by the Iowa Department of Natural Resources. Employees shall not be eligible for overtime payment or any other premium payment as a result of their attendance at training programs, conferences, seminars, schooling or any other meeting that is required in order to maintain and renew their Water Plant Operator, Water Pollution Control Plant Operator and Water Distribution certifications. ARTICLE XII. MEAL REIMBURSEMENT The City shall furnish meals to employees during emergency work when necessary. Employees shall not be paid for mealtime after the emergency has stopped. ARTICLE XIII LUNCH PERIOD Employees in the classification of Public Safety Dispatcher, Plant Mechanic, Maintenanceworker, Meter Repairworker, Laboratory Technician I and Milk Sanitarian shall be allowed a one-half (1/2) hour unpaid lunch period. A one-half (1/2) hour or one (1) hour unpaid lunch period shall be extended to Ramp Cashiers depending upon the operational needs of the division. Employees in the classification of Plant Operator, Assistant Plant Operator and Parking Meter Checker shall not have a specified lunch period, but may eat their meals as they work. All other employees shall be allowed one (1) hour unpaid lunch period. 8 ARTICLE XIV SAFETY EYE GLASS POLICY A. Each department or division manager shall determine at the time of employment if a new employee requires a pair of safety glasses for the job. If so, the following procedures shall be followed: 1. If an eye examination is needed or prescription glasses are worn, the employee is to schedule an appointment with his/her physician. The prescription is completed on a safety eye glass supplier order form and returned by the employee to the department or division manager. At this time the employee selects his/her frame style. 2. The completed prescription is sent to the safety eye glass supplier, filled by them, and sent to the employee's dispensary who shall notify its customer that the glasses have arrived and arrange for a final fitting. 3. Employees not requiring prescription safety glasses shall be screened and then fitted with nonprescription (Plano) safety glasses by City nurses and shall return them upon leaving employment or pay the cost of the glasses. It shall be the responsibility of the department to collect Plano safety glasses from departing employees. B. Cost of Safety Eye Glasses: 1. City Share: Cost of lenses and frame. City shall not pay for "extras" (e.g., photo gray lenses, etc.) not essential to the prescription. 2. Employee Share: Cost of eye examination, frame measurement, verification of prescription and proper fitting of glasses. 3. When the safety eye glass supplier sends the prescription safety glasses to the employee's dispensary the bill is sent to the Finance Director. If "extras" are included on the bill the employee shall pay for the cost by means of a payroll deduction. Note: At the time the prescription is sent, the safety eye glass supplier shall be requested to list the cost of "extras" on the glasses so that the employee may be billed. C. Each employee is responsible for his/her safety glasses. Glasses damaged through normal use during working hours shall be replaced or repaired at City expense. Glasses lost or damaged through employee carelessness shall be replaced or repaired at the employee's expense. D. Replacement lenses shall be provided at City expense when the employee's physician prescribes a lens change. 9 E. If an employee departs prior to three (3) months of employment the employee shall be charged for the cost of his/her prescription safety glasses. F. Employees shall be allowed to wear only those safety glasses obtained through, or approved by, the City. G. Employees wearing contact lenses and requiring safety glasses shall be issued a pair of Plano glasses to be worn over their contacts during working hours. H. Employees who have received nonprescription safety glasses and later need prescription safety glasses shall return the nonprescription safety glasses at the time the prescription glasses are issued to them. Employees shall receive only one (1) pair of either clear or tinted safety glasses at a time. J. Questions regarding this policy may be directed to the Personnel Office. K. Safety glasses must comply with prevailing OSHA standards. ARTICLE XV 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 regular wage for each day of jury duty. Mileage and meal allowance received by the employee shall not be deducted from the employee's regular wage. Normally this is processed by having the employee submit his/her jury duty compensation, excluding expense reimbursement, to the finance office in exchange for the employee's paycheck. An employee who reports for jury duty and is excused shall report immediately to his/her supervisor. In the event an employee is called for jury duty during a scheduled vacation period, the number of days serving as juror shall be rescheduled as vacation. 10 ARTICLE XVI SENIORITY Section 1 All employees shall serve a trial 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 most recent date of employment in a full time position. 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 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 period. Section 2 For purposes of layoff or recall, the following provisions shall apply: A. CIVIL SERVICE STATUS Layoff, recall and seniority rights of employees with Civil Service status shall be administered in accordance with Chapter 400, Civil Service, Code of Iowa. B. NON -CIVIL SERVICE STATUS 1. LAYOFF Employees without Civil Service status shall be laid off in accordance with the following factors: a) Competency to perform the duties of the job. b) Physical fitness. c) Length of continuous service. When factors (a) and (b) are substantially equal, length of continuous service shall be the determining factor among employees of the same relative competence. 2. RECALL Employees without Civil Service status shall be recalled in accordance with the following factors: 11 a) Competency to perform the duties of the job. b) Physical fitness. c) Length of continuous service. When factors (a) and (b) are substantially equal, length of continuous service shall be the determining factor among employees of the same relative competence. 3. Whenever an emergency occurs that makes it necessary for the City to curtail operation, the layoff provision of this Agreement for the selected employees shall be suspended for fourteen (14) days. 4. LAYOFF/RECALL - NOTICE The City agrees to give five (5) working days notice to employees who are scheduled to be laid off. A list of employees to be laid off shall be given to the Union five (5) working days prior to the layoff. The Union shall be given written notice of employees recalled from layoff. Section 3 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) work days 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. 12 ARTICLE XVII JOB POSTING The City shall post notices of position vacancies for three (3) work days to provide employees an opportunity to make application for the position. The order of consideration of applicants is as follows: • Regular employees within the division (or department where no division exists) where the opening exists. Departments and divisions are identified as follows: o Water and Resource Recovery Center o Water Department o Public Works Department o Parking Division o Building Services Department o Housing and Community Development Department o Health Services Department o Emergency Communications Department o Finance Department o Police Department • Regular employees in other divisions (or department where no division exists) who are covered by this Agreement. • Eligible part time employees within the division (or department where no division exists) where the opening exists. • Eligible part time employees in other divisions (or department where no division exists). • To any other source. The most competent person will be selected to fill the vacant position. Competency is defined as proven ability, knowledge or skill for handling of specific job. The following criteria will be used to judge a person's competency. • Related experience • Working relationship with other employees, supervisors and customers • Attendance (punctuality, dependability) • Concern for safety • Care of equipment • Leadership, (judgment, organizational skills, communication skills, adaptability, innovation, initiative) • Quality and quantity of work When the employees' competency levels are deemed to be equal, length of continuous service shall be the determining factor among employees of the same relative competence. 13 If the selected regular employee proves incapable of satisfactorily performing the job at anytime during a ten (10) working day orientation period, said employee shall be returned to his/her former classification. An employee who accepts a job for which the employee bid on may, at anytime during the orientation period only, return to the former classification at his/her own request. Nothing in this provision shall require the City to post temporary or short term openings such as, but not limited to, summer jobs, vacation fill-ins, etc. Except as otherwise provided in this Article, eligible part time employees shall be subject to the terms of this Article. ARTICLE XVIII SHIFT TRANSFER (VOLUNTARY) Employees may request shift changes two times each year, once in December for shift assignments on February 1 and once in June for shift assignments on August 1. Staffing of shifts will be made in accordance with Certification Requirements of the State and workload demands. Seniority will be taken into account in assignment of personnel. No temporary shift trading shall be permitted between individual employees without the explicit approval of the department/division manager and is subject to the following conditions: A. Such temporary shift trading does not result in additional cost to the City. B. It is for an urgent or compelling reason. C. It does not extend beyond a seven (7) day calendar period. The provisions of this Article apply only to employees assigned to the Water and Wastewater Treatment Plants. ARTICLE XIX JOB CLASSIFICATION WITH SPECIAL RATES Management reserves the right to temporarily switch employees from one classification to another. If an employee is advanced for fifteen (15) consecutive working days to a higher classification, he/she shall be considered in the step plan of the job the employee is filling retroactive to the first day for the time the employee fills the position. During a prolonged absence of a supervisor, the name of the employee in charge shall be posted and a copy sent to the Union. 14 ARTICLE XX LEAVES OF ABSENCE WITHOUT PAY A leave of absence without pay may be granted by the City Manager upon recommendation by the department manager. An employee desiring a leave of absence without pay shall submit a request in writing to the City Manager at least two (2) weeks 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. Denial of a request for a leave of absence without pay or the reason(s) therefore shall not be a subject for the grievance procedure of this Agreement or the appeal procedure set forth in Chapter 400, Code of Iowa. 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 medical examination before being allowed to return to work following 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 Medica! Leave Act of 1993, 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 XXI FUNERAL LEAVE All regular full time employees shall be granted upon request, time off with pay for such periods of time as set forth below: Employees on a five (5) day scheduled work week. A. Death of an employee's spouse Seven (7) calendar days with a maximum of five (5) working days pay. B. Death of an employee's child or step -child Three (3) scheduled working days. C. Death of other members of an employee's immediate family 1. Relationships which are considered as other members of an employee's family are: mother, father, mother-in-law, father-in-law, sister, brother, step -mother, step -father, legal guardian, sister-in-law, brother-in-law, grandfather, grandmother and grandchild. 15 2. In the event the employee is the person responsible for making arrange- ments for the funeral and attending same, a period of time from when death occurs until the day following the funeral, but not to exceed three (3) scheduled working days with pay. 3. In the event the employee is not the person responsible for making arrangements for the funeral, one (1) scheduled working day shall be allowed to attend the funeral providing the funeral service falls on a scheduled working day of the employee. 4. If the conditions under C3 are applicable and the employee is assigned to the second shift, normally 3:00 P.M. to 11:00 P.M., said employee shall be allowed two (2) scheduled working days off; namely, the day before the funeral and the day of the funeral, providing the funeral service falls on a scheduled working day of the employee. ARTICLE XXII SICK LEAVE Section 1 Employees shall accrue one (1) day (eight [8] hours) of sick leave per month. The term month, as used in this section, shall mean a calendar month. Section 2 Unused sick leave shall accrue from year to year to a maximum of 960 hours. Section 3 Sick leave shall be paid to employees at their regular rate of pay predicated on an eight (8) hour workday. Charges against accrued sick leave shall be made by deducting the hours paid from the employee's accrued sick leave but it is understood that no sick leave shall be paid to an employee on their regular day off. Section 4 An employee who is on approved leave of absence due to an injury or illness shall continue to accrue sick leave credit for a period not to exceed two (2) calendar months following the month of injury or illness. No sick leave shall be accrued during layoff due to curtailment of work when such layoff extends beyond thirty (30) days. No sick leave shall be accrued during personal leave of absence when such personal leave of absence extends beyond sixty (60) days. 16 Accrual of sick leave shall be terminated upon the employee's discharge, resignation, retirement or death. Section 5 An employee who is injured while employed by another employer or doing contract work for pay on non -City work shall not be entitled to any sick leave payments. Section 6 Employees may use sick leave with pay for absences necessitated by injury or illness of the employee (subject to the provisions of Section 5), exposure to contagious disease or serious illness in the employee's immediate family; the immediate family shall include spouse, children, mother, father, mother-in-law, father-in-law, sister or brother. In order to be eligible for sick leave with pay, an employee must: A. Report promptly to the department manager the reason for the absence. B. Keep the department manager informed each day of absence. C. Permit the City to have made such medical examination as it deems desirable. D. Submit a medical certificate for any absence exceeding two (2) days if required by the City. Section 7 Employees who are on sick leave for sixty (60) days out of the seventy-four (74) day period and who become eligible for disability income protection insurance shall be eligible for forty percent (40%) of a sick leave day if the employee has sick leave accrued. The total income of an employee's sick leave pay and disability insurance benefits shall equal not more than one hundred percent (100%) of an employee's regular pay. Effective July 1, 2012, Section 2 and the third paragraph of Section 4 of this Article will be replaced with the following language: 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). Employees will be paid 100% of accrued sick leave at retirement. Payment will be based on the employee's regular (straight time/base) rate of pay at retirement. Payment will be made bi-weekly over a five year period. In order for a retiring employee to be eligible for such payment, he/she 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. In the event a retired employee dies before all of the unused sick leave is paid, such payment will cease at the time 17 of the retired employee's death. ARTICLE XXIII 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 his/her employment, the employee may, for the first three (3) working days of total disability following the injury or illness, use earned and unused sick leave credits. Beginning on the fourth calendar day of total disability following the day of injury or illness the employee may receive, in addition to the Worker's Compensation benefits, a sum which together with said Worker's Compensation benefits equal one hundred percent (100%) of the employee's regular rate of pay. The difference between Worker's Compensation benefits and the full one hundred percent (100%) regular rate of pay shall be deducted from the earned and unused sick leave credits of the employee. Upon expiration of an employee's accumulated and unused sick leave credits the employee shall be entitled only to the benefits under the Iowa Worker's Compensation Law. Section 2 An employee who is physically able to and who fails to report within seventy two (72) hours any injury or illness, however minor, to his/her supervisor and to take such first aid or medical treatment as may be necessary shall not be eligible for the injury leave policy outlined above. ARTICLE XXIV PREGNANCY LEAVE An employee's pregnancy, childbirth or related medical condition is regarded as a temporary disability. The commencement and duration of leave, availability of extensions, accrual of seniority and other benefits and privileges, reinstatement, and payment under the City's health insurance, disability insurance or sick leave plan, formal or informal, 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 an employee's accumulated sick leave, shall be granted, if requested by the employee, for the period that the employee is disabled because of the employee's pregnancy, childbirth or related medical condition. If requested, the employee shall be allowed to use other available paid leaves such as vacation, compensatory time or casual day or leave of absence without pay during the period of temporary disability. A leave of absence without pay beyond the period of temporary disability may be granted in accordance with Article XXII, LEAVES OF ABSENCE WITHOUT PAY, of this Agreement. The employee is responsible for providing timely 18 notice of the period of leave requested. The City reserves the right to require that the employee's disability resulting from pregnancy be verified by medical certification stating that the employee is not able to reasonably perform the essential functions of her position. ARTICLE XXV VACATIONS Section 1 After an employee has one (1) year or more of continuous service in a full time position the employee shall be eligible to receive two (2) weeks paid vacation at eighty (80) hours at the regular rate of pay in each calendar year. After an employee has completed eight (8) years or more of continuous service in a full time position the employee shall be eligible to receive three (3) weeks paid vacation at one hundred twenty (120) hours at the regular rate of pay in each calendar year. After an employee has completed fifteen (15) years or more of continuous service in a full time position the employee shall be eligible to receive four (4) weeks paid vacation at one hundred sixty (160) hours at the regular rate of pay in each calendar year. After an employee has completed twenty-two (22) years or more of continuous service in a full time position the employee shall be eligible to receive five (5) weeks paid vacation at two hundred (200) hours at the regular rate of pay in each calendar year. Section 2 Vacation is earned during the year of service preceding the year in which the vacation is taken. 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. Section 3 The vacation anniversary date of an employee shall be the same as the employee's seniority date. Vacations are to be taken within the twelve (12) month period immediately following the vacation anniversary date. Vacation time is not accumulated from year to year; therefore, under no circumstances shall vacations be requested, scheduled, or permitted to run consecutively. 19 Section 4 When one of the regular holidays falls during an employee's vacation, the employee shall be allowed an extra day of vacation, eight (8) hours at the employee's regular rate of pay. Section 5 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 6 Employees who have six (6) months or more continuous employment and who are laid off, resign or enter military service (provided the City is given two [2] weeks notice of termination in case of resignation or military leave of absence) shall receive vacation pay prorated to the last day worked. ARTICLE XXVI CASUAL DAY A. Water Division Emalovees 1. Considerations a) Two (2) casual days with pay per calendar year shall be allowed. One (1) of these two days shall not be deducted from the employee's accumulated sick leave. One (1) of these two days shall be deducted from the employee's accumulated sick leave. Employees shall receive eight (8) hours of pay for each casual day. b) Approving or disapproving the employee's requested date for each casual day shall be at the sole discretion of the employee's department manager or the department manager's authorized representative. c) The employee's request for a specific day shall be given maximum consideration consistent with the conditions set forth below under 2, 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. 20 The Union recognizes that approval or disapproval of a specific day must consider the efficient level of service due the general public. 2. Conditions a) A new employee must have completed at least four (4) full calendar months of the probationary period in order to be eligible for a casual day. b) A casual day may be taken anytime during the year, subject to the provisions of (Ib) above. c) Under no circumstances shall pay be requested or approved in lieu of the casual day off with pay. d) Once a date has been approved for an employee as the casual day, it may not be rescheduled except under the most extenuating cir- cumstances; however, it is understood and agreed that the right to cancel and reschedule an employee's casual day is reserved by the department manager or his/her representative when such extenuating circumstances exist. B. All Other Employees 1. Considerations a) To afford employees one (1) day with pay, not to be deducted from sick leave accumulation to be scheduled by the department manager. b) Employees shall receive eight (8) hours of pay for the casual day. Approving or disapproving the employee's requested date for this casual day shall be at the sole discretion of the employee's department manager or the department manager's authorized representative. c) The employee's request for a specific day shall be given maximum consideration consistent with the conditions set forth below under 2, 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 day must consider the efficient level of service due the general public. 21 2. Conditions a) one (1) casual day may be taken anytime during the year, subject to the provisions of (Ib) above. b) A new employee must have completed at least four (4) full calendar months of the probationary period in order to be eligible for a casual day. c) Under no circumstances shall pay be requested or approved in lieu of the casual day off with pay. d) Once a date has been approved for an employee as the casual day, it may not be rescheduled except under the most extenuating cir- cumstances; however, it is understood and agreed that the right to cancel and reschedule an employee's casual day is reserved by the department manager or his/her representative when such extenuating circumstances exist. ARTICLE XXVII GROUP INSURANCE Section 1 HEALTH INSURANCE Effective July 1, 2017, employees shall pay 15% of the cost of the premium established for the health and prescription drug insurance plan for which the employee is enrolled. The premium for the health and prescription drug insurance plan shall be the premium established for retirees and COBRA enrollees. Section 2 LIFE/ACCIDENTAL DEATH AND DISMEMBERMENT/DISABILITY INCOME PROTECTION INSURANCE Employees are eligible for coverage the first of the month following the completion of thirty (30) days of continuous service in a full-time position. Section 3 The specific benefits for health, prescription drug, dental, disability and life insurance are set forth in master policies and shall in all cases be the determining factor as to eligibility and amounts of coverage extended to each employee. Section 4 Whenever a covered employee ceases employment with the City the group insurance plans terminate. Health insurance benefits for dependents also terminate when the 22 employee ceases to be eligible for coverage or when that dependent ceases to be eligible as a dependent. A life insurance policy shall be continued by the City for employees who retire. Eligibility and amount of coverage shall be in accordance with the terms of the insurance master agreement. Section 5 The City shall continue to pay its portion of the group insurance premiums for a period up to fourteen months from the date an employee is absent due to illness or injury. However, in no event will the City pay its portion of group insurance premiums for a period longer than the employee's length of continuous service in a full-time position. Group insurance plans include health insurance, prescription drug insurance, life/accidental death and dismemberment insurance, and disability income protection insurance. Section 6 The City shall discontinue payment of all insurance premiums for an employee who is discharged, resigns, retires or dies. Section 7 The City shall provide IRS Section 125 Flexible Spending Accounts for medical and dependent care expenses and health, prescription drug and dental insurance premiums. ARTICLE XXVIII HOURS OF WORK The regular workday and workweek shall be eight (8) hours per day or forty (40) hours per week. For shift employees the workday shall be a twenty-four (24) hour period which normally commences at 11:00 P.M. and ends at 11:00 P.M. on the following day. A shift employee shall be defined as an employee who works in an activity for which there is regularly scheduled employment for seven (7) days per week and twenty-four (24) hours per day and who is assigned to one (1) of three shifts in the workday which normally begins at 11:00 P.M. Classifications that meet this definition are Plant Operator (Water and Wastewater), Assistant Plant Operator and Public Safety Dispatcher. The commencement of the workday and the number of shifts in a workday for employees in the classification of Public Safety Dispatcher may vary from this definition. Days in a workweek shall be established by each department. The workday at the Eagle Point Plant shall start at 7:00 A.M. The normal workweek of the Water Distribution Crew shall be Monday through Friday. 23 ARTICLE XXIX SHIFT PREMIUM PAY Except as herein provided, the following shall represent the shift premium rates for shift employees: Shift employees regularly assigned to a shift which normally commences at 3:00 P.M. and ends at 11:00 P.M. shall receive an additional $.10 per hour on their regular rate of pay as a shift premium. Shift employees regularly assigned to a shift which normally commences at 11:00 RM. and ends at 7:00 A.M. shall receive an additional $.20 per hour on their regular rate of pay as a shift premium. Shift employees on a staggered shift schedule, usually called a swing shift, shall receive either $.10 or $.20 per hour on their regular rate of pay as a shift premium, depending on the average time worked on a staggered basis on a premium shift. Shift premium pay shall apply only to hours actually worked and only shift employees as defined in Article XXXI, HOURS OF WORK, shall be eligible to receive shift premium payment. Employees who are on vacation and who are eligible to receive shift premium payment shall continue to receive such payment while on vacation. A shift employee who is on any other paid or unpaid leave as provided in this Agreement shall not receive shift premium payment. Shift premium payment shall not apply when a shift employee is receiving overtime payment or any other type of premium payment. ARTICLE XXX OVERTIME PAY Except as herein provided, one and one-half (1/2) times the regular rate of pay over forty (40) hours per week, and eight (8) hours per day. Employees in the classifications of Public Safety Dispatcher shall receive one and one-half (1/2) times their regular rate of pay for all hours worked in excess of eighty (80) hours per pay period (biweekly). Employees, with the exception of employees in the classification of Public Safety Dispatcher, shall receive two (2) times the regular rate of pay for all hours worked on a holiday. Employees in the classification of Public Safety Dispatcher who are eligible for holiday pay shall be paid eight (8) hours at their regular rate of pay for each holiday in lieu of time off. 24 Employees in the classification of Inspector I shall not be entitled to premium payment as provided in this Article or any other premium payment as provided in this Agreement with the exception of callback pay. Employees who are eligible to receive overtime may request time off in order to compensate for and in lieu 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 by the employee's supervisor. ARTICLE XXXI HOLIDAYS 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 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 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. 25 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 Employees eligible for holiday pay shall be entitled to eight (8) hours pay at their regular rate for each of the named holidays. For shift employees, with the exception of employees in the classification of Public Safety Dispatcher, the holiday shall commence at 11:00 P.M. the day preceding the holiday and end at 11:00 P.M. the day of the holiday. For employees in the classification of Public Safety Dispatcher, the holiday shall commence at 11:45 P.M. the day preceding the holiday and end at 11:45 P.M. the day of the holiday. ARTICLE XXXII STANDBY PAY Standby time of six (6) hours per week at the regular rate of pay shall be granted for two (2) employees per week on the Water Distribution Crew. The week shall commence on Friday at 4:30 RM. and continue until 4:30 P.M. the following Friday. Any employee on standby time who is not available when called shall lose his/her standby pay for that week. The superintendent and distribution supervisor shall determine the time of the year standby time is necessary. ARTICLE XXXIII TANK CLIMBING PAY Employees climbing tanks or doing maintenance inside tanks shall be paid $15.00 minimum for four (4) hours or $30.00 maximum per day in addition to their regular pay. ARTICLE XXXIV CALLBACK Any employee who has left the premises after the regular shift, and is recalled for additional work shall receive not less than 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 regular day this provision does not apply. 26 ARTICLE XXXV 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 regular 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 regular rate of pay. After twelve (12) years of continuous service employees shall be advanced in pay by two percent (2%) of their regular rate of pay. After eighteen (18) years of continuous service employees shall be advanced in pay by three percent (3%) of their regular rate of pay. After twenty-four (24) years of continuous service employees shall be advanced in pay by four percent (4%) of their regular rate of pay. After thirty (30) years of continuous service employees shall be advanced in pay by five percent (5%) of their regular 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. ARTICLE XXXVI CLEANING UP TIME Time shall be allowed, if necessary. Overtime shall not be allowed for a five (5) to ten (10) minute inadvertent overtime. The supervisor shall make up this time on the following day. ARTICLE XXXVII PART TIME EMPLOYEES Part time employee shall mean an employee hired on a continuous employment basis with a regular work schedule throughout the year that normally consists of thirty-two (32) hours per week, on the average or less (1,664 hours on an annual basis) . Part time employees shall be entitled only to the rates of pay for the classification as set 27 forth in the Wage Plan, ARTICLE XXXIX, WAGE PLAN, and shall not accrue any other benefits, pay, privileges or conditions of employment granted by this Agreement or be sub- ject to any other provisions of this Agreement. Such other benefits, pay, privileges or conditions of employment shall be determined by the City. The work schedule of part-time employees shall not be construed as a guarantee of hours of work per day, per week, per year or days of work per week. Nothing contained herein shall be construed as preventing the City from increasing, decreasing or restructuring the normal work day or work week in any way or from establishing work schedules of part-time employees. The decision of the City and the reason(s) therefore to change the hours of work of part-time employees shall not be a proper subject for the grievance procedure of the Agreement or the appeal procedure set forth in Chapter 400, Code of Iowa. ARTICLE XXXVIII 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 and 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 the steward at this oral discussion. 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 two (2) but not more than five (5) working days after discussion with the supervisor may be reduced to writing and presented to the department manager. The nature of the complaint shall be clearly stated so that the department manager shall have a fair opportunity to locate the cause of the problem and settle the matter to the satisfaction of all parties concerned. The department manager shall respond in writing within five (5) working 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 his/her section. Step 2 If the department manager's written answer is not satisfactory the grievance may, within three (3) working days, be appealed to the City Manager and within thirty (30) calendar days after receipt of this appeal, be considered in a meeting between representatives selected by the City and Union. The President of the Union may be accompanied by no 28 more than two (2) Union representatives. The City Manager shall give a written answer within fifteen (15) working days after this meeting. Step 3 For employees under Civil Service and for issues covered by the Civil Service Act, if a grievance is not settled in Step 2, the employee has recourse of the Civil Service Act and shall follow its provisions outlined in Chapter 400, Code of Iowa. For employees not covered by the Civil Service Act or for Civil Service employees with grievances not identified under the Civil Service Act, the following procedures shall be followed: If the grievance is not settled in Step 2, within twenty (20) calendar days after receiving the City's written answer, 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) calendar days after the receipt of the request for arbitration, the Federal Mediation and Conciliation Service shall be requested to furnish a list of five (5) arbitrators. 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 of 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 Toss of their regular pay, 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 XXXIX ABSENT WITHOUT LEAVE If an employee is absent from work without proper authorization for part or all of a work day, such absence shall be without pay and shall be grounds for disciplinary action. Absence without authorization for a period of two (2) consecutive work days shall be regarded as a resignation. 29 ARTICLE XXXX WAGE P LAN The following salary schedules shall represent the regular (straight time or base) rate of pay for positions covered by this Agreement: POSITION SALARY STEP STEP CLASSIFICATION GRADE A B Hourly rates effective 7/1/2017 through 6/30/2018 Ramp Cashier 0E-01 $14.81 ` $15.14 $15.45 ' $15.76 $16.04. $16.42 Head Ramp Cashier 0E-02 $15.76 ' $16.04 , $16.42 $17.29 $17.63$17.93 __ Parking Meter Checker 0E-03 $17.29 $17.63 $17.93 $18.42 $18.91 $19.76 Clerk 0E-04 $17.63 $17.93 $18.42 $18.91 $19.76 ' $20.29 Cashier __.....__.....__.__ 0E-05 $17.93 ' $18.42 $18.91 $19.76 ' $20.29 $20.72 Account Clerk I0E-06 $19.76 , $20.29 $20.72 - $21.13. $21.76 $22.25 Senior Cashier._.__._._._. _._._._.__...__ _....._._. _......._.._0E-06 ._._...___. $19.76 $20.29 $20.72 $21.13 _...... $21..76 $22.25 Custodian I OE06 $19.76 ' $20.29 $20.72 $21.13 $21.76 $22.25 Custodian II 0E-07 1$21.69 ` $22.13 $22.66 ' $23.15 : $23.75 ; $24.23 Laborer 0E-07 $21.69 $22.13 $22.66 . $23.15 $23.75 , $24.23 Water Meter Serviceworker I 0E-07 $21.69 $22.13 $22.66 $23,15 $23.75 $24.23 Driver __.._._._,. Truck D _._____..__...._.. 0E-08 $22.13 $22.66 $23.15 $23.75 $24.23 $24.71 Assistant Plant Operator 0E-09 $22.59 $23.11 $23.67 $24.23 $24.71 $25.26 Maintenance Worker 0E-09 $22.59 $23.11 ' $23.67 $24.23 $24.71 , $25.26 Public Safety Dispatcher 0E-09 $22.59 $23.11 $23.67 $24.23 $24.71 $25.26 Water Distribution Maintenanceworker 0E-09 $22.59 $23.11 $23.67 $24.23 $24.71 $25.26 Water Meter Repairworker I 0E-09 $22.59 $23.11 $23.67 $24.23 $24.71 $25.26 Water Meter Serviceworker II 0E-09 $22.59 $23.11 $23.67 $24.23 $24.71 $25.26 Water Distribution Equipment Operator 0E-10 $23.15 ' $23.75 $24.34 $24.93 $25.49 $26.04 Plant Operator (N/C) Gr. 1 0E-11 $23.34 $23.86 $24.43 $25.04 $25.62 $26.29 Plant Operator (Cert.).Gr.II 0E-12 $23.60 $24.13 $24.63 $25.26 $25.85 $26.48 Laboratory Technician I ..._ , .._.. _......_...__.OE 13 $23.95 $24.51 $25.07 $25.72 $26.35 ._$27.16 Plant Operator (Cert.) Gr III 0E-13 $23.95 $24.51 $25.07 $25.72 $26.35 $27.16 Equipment Mechanic OE -14 $24.63 $25.26 $25.85 $26.45 $27.21 $27.88 Maintenance Electrician 0E-14 $24.63 $25.26 $25.85 $26.45 $27.21 $27.88 Water Meter Repairworker II 0E-14 $24.63 $25.26 $25.85 $26.45 $27.21 $27.88 Electronic Technician 0E-16 $25.28 $25.96 $26.58 $27.27 $27.97 $28.77 Plant Mechanic 0E-16 $25.28 $25.96 $26.58 $27.27 $27.97 $28.77 Plant Operator (Cert.) Gr IV 0E-16 $25.28 $25.96 $26.58 $27.27 $27.97 $28.77 Inspector I 0E-17 $26.82 $27.62 $28.50 $29.27 $30.93 $32.00 STEP STEP STEP STEP 30 POSITION CLASSIFICATION Hourly rates effective 7/1/2018 Ramp Cashier ��..____ _...._ ,_ Head Ramp Cashier Parking Meter Checker Clerk Cashier Account Clerk I Senior Cashier Custodian I Custodian II Laborer SALARY STEP R STEP STEP STEP STEP STEP GRADE A B C D E F through 6/30/2019 OE -01 $15.03 $15.37 $15.68 $16.00 $16.28 0E-02 $16.00 $16.28 $16.67 $17.55 $17.89: $18.20- 0E-03 $17.55 , $17.89: $18.20. $18.70 • $19.19 $20.06 0E-04 $17.89. $18.20 $18.70 $19.19 $20.06: $20.59 0E-05 $18.20 $18.70 $19.19 ' $20.06. $20.59 $21.03 0E-06 ; $20.06 $20.59 $21.03 $21,45 $22.09 $22.58 0E-06 $20.06. $20.59: $21.03 $21.45 $22.09 $22.58 0E-06 $20.06 $20.59 $21.03 $21.45: $22.09 ; $22.58 0E-07 $22.02 $22.46 • $23.00 , $23.50 $24.11 $24.59 OE -07 $22.02 $22 46 $23.00 $23.50 $24.11 $24.59 • Water Meter Serviceworker I 0E-07 $22.02 $22.46 $23.00 $23.50 ' $24.11 ' $24.59 Truck Driver 0E-08 - $22.46 $23.00 $23.50 $24.11 $24.59 $25.08 Assistant Plant Operator WV rvM"rr OE -09 $22.93 • $23.46 $24.03 : $24.59 $25.08_ ; $25.64 OE -09..__._.r____. . __.__._3_.____:__ $24.59___,__.__0_._ .___.64,_..._ Maintenance Worker OE 09 $22.93 $23.46 $24.03 $25.08 $25.64 Public Safety Dispatcher 0E-09 $22.93 $23.46 $24.03 $24.59 $25.08 ' $25.64 Water Distribution Maintenanceworker 0E-09 $22.93 . $23.46 $24.03 $24.59 $25.08 $25.64 - Water Meter Repairworker I 0E-09 $22.93 $23.46 $24.03 $24.59 $25.08 $25.64 Water Meter Serviceworker II 0E-09 , $22.93 $23.46 $24.03 $24.59 $25.08 $25.64 Water Distribution Equipment Operator 0E-10 $23.50 $24.11 $24.71 $25.30 $25.87 : $26.43 Plant Operator (N/C) Gr. 1 0E-11 $23.69 $24.22 $24.80 $25.42 $26.00 $26.68 Plant Operator (Cert.) Gr. 11 0E-12 $23.95 $24.49 - $25.00 $25.64 $26.24 $26.88 Laboratory Technician I 0E-13 $24.31 - $24.88 $25.45 $26.11 $26.75 $27.57 Plant Operator (Cert.) Gr III 0E-13 $24.31 $24.88 $25.45 $26.11 $26.75 $27.57 Equipment Mechanic 0E-14 ' $25.00 $25.64 $26.24 $26.85 $27.62 $28.30 Maintenance Electrician OE -14 • $25.00 $25.64 $26.24 $26.85 $27.62 $28.30 Water Meter Repairworker II 0E-14 _._... $25.00 $25.64 ... $26.24 ...$, ...._.._.....__.______._,._$2_8._._.._... 26.85 $27.62 $2.30 Electronic Technician 0E-16 $25.66 $26.35 $26.98 $27.68 $28.39 $29.20 Plant Mechanic 0E-16 $25.66 $26.35 $26.98 $27.68 $28.39 $29.20 Plant Operator (Cert.) Gr IV 0E-16 ; $25.66 $26.35 $26.98 $27.68 $28.39 $29.20 InspectorI 0E-17 $27.22 $28.03 $28.93 $29.71 $31.39 $32.48 31 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E F Hourly rates effective 7/1/2019 through 6/30/2020 Ramp Cashier 0E-01 $15.26 $15.60 $15.92 ' $16.24. $16.52 ' $16.92 Head Ramp Cashier 0E-02 ' $16.24 $16.52 $16.92 $17.81 $18.16 $18.47 Parking Meter Checker 0E-03 $17.81 • $18.16 r $18.47 $18.98 $19.48 ' $20.36 Clerk OE_ -04 $18.16 $18.47 $18.98.__$19.48_ $20.36: $20.90 Cashier OE 05 $18.47 $18.98: $19.48 $20.36 mm $20.90 $21.35 Account Clerk 1 ._._. _._._._,_._.. OE -06 _,_.. $20.36 $20.90: $21.35: $21.77 $22.42 ; $22.92 , Senior Cashier 0E-06 $20.36 $20.90 $21.35 $21.77 $22.42 $22.92 Custodian 1 0E-06 $20.36 ' $20.90 ' $21.35: $21.77 $22.42 $22.92 0E-07 , $22.35 $22.80 ` $23.35 $23.85 $24.47 , $24.96 0E-07 i., $22.35 $22.80 $23.35 $23.85 $24.47 $24.96 0E-07 $22.35 $22.80 ._$23.35$23.85 • $24.47 $24.96 . 0E-08 $22.80 ; $23.35 , $23.85 w $24.47 $24.96 , $25.46 0E-09 $23.27 $23.81 $24.39 1 $24.96 $25.46 $26.02 0E-09 ' $23.27 •$23.81 $24.39 $24.96 $25.46 $26.02 ' Public Safety Dispatcher 0E-09 ; $23.27 $23.81 $24.39 ` $24.96 $25.46 $26.02 Water Distribution Maintenanceworker 0E-09 ' $23.27 $23.81 ; $24.39 $24.96 $25.46 $26.02 Water Meter Repairworker I 0E-09 , $23.27 . $23.81 $24.39 ' $24.96 $25.46 ; $26.02 Water Meter Serviceworker 11 0E-09 $23.27 $23.81 $24.39 $24.96 $25.46 $26.02 Water Distribution Equipment Operator 0E-10 $23.85 ; $24.47 $25.08 ; $25.68 $26.26 $26.83 Plant Operator (N/C) Gr. 1 W._________......_...._ 0E-11 _._....r $24.05 $24.58 $25.17 $25.80 $26.39 . $27.08 Plant Operator (Cert.) Gr. II 0E-12 $24.31 , $24.86 $25.38 • $26.02 , $26.63 $27.28 Laboratory Technician 1 0E-13 : $24.67 $25.25 $25.83 $26.50 $27.15 , $27.98 Plant, Operator (Cert.) Gr 111 0E-13 $24.67 $25.25 $25.83 $26.50 $27.15 $27.98 Equipment Mechanic 0E-14 , $25.38 $26.02 $26.63 $27.25 $28.03 $28.72 Maintenance Electrician 0E-14 $25.38 . $26.02 $26.63 $27.25 . $28.03 $28.72 ,Water Meter Repairworker 11 0E-14 $25.38 $26.02 : $26.63 $27.25 $28.03 ' $28.72 Electronic Technician 0E-16 $26.04 $26.75 $27.38 $28.10 $28.82 $29.64 Plant Mechanic 0E-16 $26.04 $26.75 $27.38 $28.10 $28.82 ' $29.64 Plant Operator (Cert) Gr IV 0E-16 $26.04 $26.75 $27.38 $28.10 $28.82 • $29.64 Inspector 1 0E-17 $27.63 $28.45 $29.36 $30.16 $31.86 $32.97 Custodian 11 Laborer Water Meter Serviceworker 1 Truck Driver Assistant Plant Operator Maintenance Worker 32 POSITION SALARY STEP STEP STEP STEP STEP `. STEP CLASSIFICATION GRADE A B C D E F Hourly rates effective 7/1/2020 through 6/30/2021 _ Ramp Cashier 0E-01 $15.49: $15.83 $16.16 $16.48 $16.77 $17.17 Head Ramp Cashier 0E-02 $16.48 ' $16.77 $17.17 $18.08 $18.43 $18.75 Parking Meter Checker 0E-03 $18.08 $18.43 $18.75: $19.26 $19.77 $20.67 Clerk 0E-04 $18.43 $18.75 $19.26 $19.77 $20.67 $21.21 Cashier 0E-05 $18.75 $19.26 $19.77 $20.67 $21.21$21.67 Account Clerk I 0E-06 $20.67 $21.21 $21.67 $22.10 $22.76 ; $23.26 Senior Cashier 0E-06 $20.67 $21.21 $21.67 $22.10 $22.76 $23.26 Custodian I _____ .____ ._.__.,___..,_..._____ 0E-06 $20.67 $21.21 $21.67 ` $22.10 $22.76 $23.26 Custodian II 0E-07 $22.69 $23.14 $23.70 $24.21 $24.84 $25.33 Laborer 0E-07 $22.69 $23.14 ' $23.70 , $24.21 $24.84 $25.33 Water Mete! Serviceworker I 0E-07 $22.69 , $23.14 ' $23.70 , $24.21 $24.84 $25.33 Truck Driver ......________._.__.._.__._.._._�__._.___.___._,�....___.______.__.^._..�._____,.,___._.___..___.____._,___,___.__ 0E-08 $23.14 ' $23.70 $24.21 ; $24.84 $25.33 $25.84 Assistant Plant Operator 0E-09 $23.62 ; $24.17 $24.76 $25.33 $25.84 $26.41 Maintenance Worker OE -09 $23.62 ; $24.17 $24.76 ' $25.33 $25.84 , $26.41 Public Safety Dispatcher .__._,..._...___....._...........__...__.__._ OE 09 ..... $23.62 $24.17 $24.76 $25.33$25.84 $26.41 Water Distribution Maintenanceworker OE -09 ' $23.62 $24.17 $24.76 $25.33 $25.84 1 $26.41 Water Meter Repairworker I 0E-09 $23.62 $24.17 " $24.76 ' $25.33 $25.84 ' $26.41 Water Meter Serviceworker II 0E-09 ' $23.62 $24.17 $24.76 $25.33 $25.84 $26.41 Water Distribution Equipment Operator 0E-10 $24.21 $24.84 $25.46 $26.07 $26.65 $27.23 ' Plant Operator (NIC)" Gr. 1,_..._ .,_._ __.__._ _..OE 11 _._.._..r_ $24.41 6.1 :._.$24.95 $25.55 $29 $26.79 $27.49 Plant Operator (Cert.) Gr. II 0E-12 $24.67 $25.23 : $25.76 $26.41 $27.03 : $27.69 Laboratory Technician I 0E-13 $25.04 $25.63 $26.22 $26.90 $27.56 $28.40 Plant Operator (Cert.) Gr III 0E-13 $25.04 $25.63 $26.22 ; $26.90 $27.56 $28.40 Equipment Mechanic 0E-14 • $25.76 $26.41$27.03 $27.66 $28.45 $29.15 Maintenance Electrician 0E-14 $25.76 $26.41 $27.03 $27.66 $28.45 $29.15 Water Meter Repairworker II 0E-14 $25.76 $26.41 $27.03 $27.66 $28.45 $29.15 Electronic Technician 0E-16 $26.43 $27.15 $27.79 $28.52 $29.25 , $30.08 Plant Mechanic 0E-16 $26.43 $27.15 $27.79 L$28.52 $29.25 $30.08 Plant Operator (Cert.) Gr IV 0E-16 $26.43 $27.15 $27.79 $28.52 $29.25 $30.08 Inspector I 0E-17 $28.04 $28.88 $29.80 $30.61 $32.34 $33.46 33 POSITION SALARY STEP STEP STEP STEP STEP | STEP CLASSIFICATION . GRADE/ A B , C D E . F Th fo��u�euafenke7/1�021th[oygh0/3O�O22__�__� � L _ Ramp Cashier OE -01 ' $15.76 ! $17.47 Head Ramp Cashier OE -02 __$16.77 $19.08 ParkiMeter Checker 0E-03$18.75 ,--'____----______-___-_--�_'_-_- Clerk $19.08__$10.80 $20_� Cashior OE�� $19.08 $19.60__$20]2 . $21.03 $21.58 $22.05 Account Clerk 1 � $21.58 $22.05 �_$22.40 / $23.67 , Senior Cashier OE -06 $21.03 $21.58 $22.05 ! $2249 ' Custodian $23.07 Custodian 11 '__0E-07`L$23.0g' $23.54 $2411 $24.63 $25.27 _' $25.77 _Laborer OE -07 $2309 $23.54 *241 $25.77 Water Meter Serviceworker | OE�� 23 U9 $23.54 � �2411 ' 27 �� , _�� Truck Driver .OE -08 , $23.54 ' $24.11 $24.03 $25.27 $25.77 . $26.29 Assistant Plant 03 $2459 $25.19' $2577 $26.29 : $26.87 Maintenance Worker OE�S �24U3 �25�18 , . ----� __- -Public / Laboratory Technician I OE43 • $2548_^$2O08 : $26.88 $27.37 $28.04 $28.90 Maintenance Electrician 0E-14 $26.21 $26.87 $27.50 . $28.14 $28.95 ' $29.66 Electronic Technician 0E-16 $26.89 $27.63 $28.28 ' $29.02 $29.76 $30.61 Plant Mechanic $29.76Plant Operator (Cert.) |y $29.76$30.61 34 Generally, the minimum 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 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 salary 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 he/she reaches Step "F". Part time employees shall be subject to the terms of this Article except that the length of service requirements for performance advancements shall be two (2) times the length of service requirements set forth in Paragraph 3 of this Article. ARTICLE XXXXI 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. ARTICLE XXXXII DURATION AND NEGOTIATIONS Except as herein provided, this Agreement shall be effective as of the first (1St) day of July, 2017, and shall remain in full force and effect through the thirtieth (30th) day of June, 2022. Negotiations for a succeeding agreement to become effective starting on July 1, 2022 shall begin after August 1, 2021, but not later than October 15, 2021. 35 Signed this r day of 1 1 , 2017. INTERNATIONAL UNION OF OPERATING ENGINEERS, AFL-CIO LOCAL #234 BUSIN 7NTATIVE 36 CITY OF DUBUQUE, IOWA MAYOR ATTEST: KEVIN FIRNSTAHL, CITY CLERK Masterpiece on the Mississippi Dubuque brittri AH-Nnedca CltY 11111! 2007 • 2012 •2013 TO: Michael C. Van Milligen, City Manag FROM: Randy Peck, Personnel Manager SUBJECT: Collective Bargaining Agreement between the City of Dubuque and the Teamsters Local Union No. 120 (Bus Operators) DATE: February 13, 2017 A five-year agreement has been ratified by the Teamsters Local Union No. 120 (Bus Operators). The terms of the agreement are summarized as follows: Article XXIV Wage Plan • Effective July 1, 2017 through June 30, 2018, the wage plan 2017, shall be increased by 2% across the board. • Effective July 1, 2018 through June 30, 2019, the wage plan 2018 shall be increased by 1.5% across the board. • Effective July 1, 2019 through June 30, 2020, the wage plan 2019 shall be increased by 1.5% across the board. • Effective July 1, 2020 through June 30, 2021, the wage plan 2020 shall be increased by 1.5 % across the board. • Effective July 1, 2021 through June 30, 2022, the wage plan 2021 shall be increased by 1.75% across the board. Article XVIII Group Insurance in effect on June 30, in effect on June 30, in effect on June 30, in effect on June 30, in effect on June 30, • Effective July 1, 2017, employees shall pay 15% of the cost of the premium established for the health and prescription drug insurance plan for which the employee is enrolled. • Effective January 1, 2018, the annual out of pocket maximums and the health plan and prescription drug insurance co -payments shall be modified as described in Attachment A. There are 8 full time and 60 part time Bus Operators in this bargaining unit. The agreement is consistent with the City Council wage guidelines. I recommend that the Agreement be approved and the attached Resolution be adopted. RP:Imh 2 RESOLUTION NO. 51-17 APPROVING THE AGREEMENT BETWEEN THE CITY OF DUBUQUE, IOWA, AND THE TEAMSTERS LOCAL UNION NO. 120 (BUS OPERATORS) AND AUTHORIZING THE MAYOR TO SIGN THE AGREEMENT Whereas, the Sixty -Fifth General Assembly adopted the Public Employment Relations Act, Chapter 20, Code of Iowa; and Whereas, the City of Dubuque is a public employer within the meaning of Section 3 (1) of the Public Employment Relations Act; and Whereas, the Teamsters Local Union No. 120 (Bus Operators) is an employee organization within the meaning of Section 3 (4) of the Public Employment Relations Act; and Whereas, the Teamsters Local Union No. 120 (Bus Operators), submitted a request to bargain collectively on behalf of the employees within its representation; and Whereas, bargaining between the parties has occurred and an agreement has' been concluded. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF DUBUQUE, IOWA: Section 1. That the terms of the agreement be approved and the Mayor authorized and directed to sign the collective bargaining agreement. Passed, approved and adopted this 13th of February, 2017. Attest: .====.02_.e.cs Trish L. Gleason, Assistant City Clerk Roy D. Buol, Mayor Deductible (Indio. / Family) Coinsurance Out -Of -Pocket Maximum Total OOP includes Deductible Office Visit Specialty Doctor Office Visit Curring Plan 50150 100% 5400 /01,200 Yes 515 copay 515 copay 5250 / 5750 70% 8750 / 52,250 Yes 70% after Ded 70% after Ded CITU OF I1 OtJ! EMPLOYEES Phut Alt/troatilmfl Fey i1# Is Veay Jutiy 1, 2018 tI uul=rt Juit , i�;, 2b17 ranmtdrr IRfr UI harealeloC 11111101011. 5250/5750 50/80 8250/5750 50 / 50 100% Rum / 54401 Yes 515 copay 515 copay 1101 re 15araxoe 70% 100% 70% 01.600 / 04,'l'o 5400 / 51,200 5750 / 52,250 Yes Yes Yes 70% after Ded 015 copay 70% after Ded 70% after Ded $15 copay 70% after Ded hvarelst moI41.44iIita �._s%r 1 1it0111 50 /50 5250/5750 50 /50 100% 70% 100% 5400/51,200 5750/52,250 54001$1,200 Yes Yes Yes 5;e, kola* 70% atter Ded $15 copay 521rxfpay 704E after Ded $15 copay 5250 /5750 70% 5750/$2,250 Yes 70% after Dad 70% after Ded ala----.�e..- ,'^�• ,. 50 / 50 5250 /5750 70% ;800/02,400 11,500/54,500 Yes Yes 525 °tipsy 70% alter Ded 025 copay 70% after Ded 100% Inpatient Hospital Services 5400 copay 70% alter Ded 5400 copay 70% alter Ded 5400 copay 70% after Ded 540o repay 70% after Dad 5400 copay 70% after Ded 1400 copay 70% atter Ded Outpatient Services 525 copay 70% atter Ded 525 copay 70% alter Ded 525 copay 70% atter Ded 0111 r e1'eY 70% eller Ded 025 copay 70% alter Ded 540 copay 70% aper Ded Diagnostic test (x-ray, blood work) No Charge 70% alter Dad No Charge 70% after Ded No Charge 70% after Ded No Charge 70% after Dad No Charge 70% after Dad No Charge 70% atter Ded Imaging (CT/PET scans, MRI) No Charge 70% after Ded No Charge 70% alter Dad No Charge 70% after Dad No Chage - 70% alter Ded No Charge 70% alter Dad No Charge 70% atter Ded Emergency Room 5100 Copay 80% aper Ded 5 100 Copay 80% atter Ded 5 100 Copay 80% after Ded 5150 C 80% after Ded 5 100 Covey Copay BOX eller Ded 5150 Copy 80% atter Ded Urgent Care 525 copay 70% after Ded 025 copay 70% after Ded 525 copay 70% atter Ded 1 •tri eclUls 70% after Dad 525 copay 70% after Ded 140 copay 70% after Dad RX - OOP Max RX - Retail RX - Mail Order Projected Claims (Total) Annual Cost Difference (Total) Y Ch,:i • N/A to t,1;. 1 poi, '• 1 r t. 11;°4,7'•4 5^,t4'0/514.w) j j1"2,11'0/I:4,.47 401 /,gtl,Rtt $1PC4u11524,tslU 0tlttOi St/,Y* 5l:'l.n,, 5.24,Nwl 5h,0410/ $t:,(kkP;$17,010 5 5'10.1 Member pays full Member pays full Ii.ten,ber pays fullMember pays full Member pays NI I Moniker pays full 52/ 55 /515 cost, then submits 52155 415 cost, Bron submits 55/$15 fb25 IL0 t Ben submits 52/55 /515 cost then submits 52/ 55 /015 cost then submits SW SIG /1=75 i co:t then submits for reimbursement 'for reimbursement Item reimbursement for relmbtrsement for reintbtrsement lila reimbursement - Member pays lull Member pays fullI AYmber pays fullMember pays full Member pays NI ) Mamba- pays NI 54/ 510 15 30 cost, then submits $4/ 510 430 cost Sten submits 5101530 450 {uoct then submits 04/S10 430 cost Ben submits 54/510 /330 cost Ben submits 11015914% [asst, then submits for reimbursement for reimbursement I. he reknbursemenl la reimbursement lac reimbursementlair raMtburxment 510,181,860 510,108,550I i510,093,149 510,106,514 510,226,660 510,000,575 573,309 n7 588,711 575,346 5181,285 .TY .0A7/. /174% RS.f' .. .E.1 9: (11 Incremental Plan Design Changes take Loss of Grandfather.d Status into seeming. (2) Loss of Gnandlamered Status includes Preventive Services covered at 100%, N Network and Out or Network wit need to In me ..me for Emergency Services. Ambulance and Urgent Caro. Smoking cessation Burgs. Aspirin, robe acid. lkmride and iron supplements coal need to be covered 100%. clinical lnais we need to 5. covered wdh applicable cost sharing © 2016 GALLAGHER BENEFIT SERVICES, INC. V 1N3WH3V11V AJG.COM Masterpiece. on the Mississippi Dubuque All -America City 11 1 / 1' 2007 • 2012 •2013 TO: Michael C. Van Milligen, City Manager FROM: Randy Peck, Personnel Manager kq SUBJECT: Collective Bargaining Agreement between the City of Dubuque and the Teamsters Local Union No. 120 DATE: February 13, 2017 A five-year agreement has been ratified by the Teamsters Local Union No. 120. The terms of the agreement are summarized as follows: Article XXXI Wage Plan • Effective July 1, 2017 through June 30, 2018, the wage plan in effect on June 30, 2017, shall be increased by 2% across the board. • Effective July 1, 2018 through June 30, 2019, the wage plan in effect on June 30, 2018 shall be increased by 1.5% across the board. • Effective July 1, 2019 through June 30, 2020, the wage plan in effect on June 30, 2019 shall be increased by 1.5% across the board. • Effective July 1, 2020 through June 30, 2021, the wage plan in effect on June 30, 2020 shall be increased by 1.5 % across the board. • Effective July 1, 2021 through June 30, 2022, the wage plan in effect on June 30, 2021 shall be increased by 1.75% across the board. Addendum B, Wage Plan • The wage plan in effect on June 30, 2017 shall remain in effect until June 30, 2018. • Effective July 1, 2018 through June 30, 2019, the wage plan in effect on June 30, 2018, shall be increased by 1.5% across the board. • Effective July 1, 2019 through June 30, 2020, the wage plan in effect on June 30, 2019 shall be increase by 1.5% across the board. • Effective July 1, 2020 through June 30, 2021, the wage plan in effect on June 30, 2020 shall be increased by 1.5% across the board. • Effective July 1, 2021 through June 30, 2022, the wage plan in effect on June 30, 2021 shall be increased by 1.75% across the board. Article XXIX Group Insurance • Effective July 1, 2017, employees shall pay 15% of the cost of the premium established for the health and prescription drug insurance plan for which the employee is enrolled. • Effective January 1, 2018, the annual out of pocket maximums and the health plan and prescription drug insurance co -payments shall be modified as described in Attachment A. The Teamsters Union represents 108 employees in the Airport, Public Works and Leisure Services Departments and Parking and Transit Divisions. The bargaining unit is described in the attachment. The agreement is consistent with the City Council wage guidelines. I recommend that the Agreement be approved and the attached Resolution be adopted. RP:Imh 2 ARTICLE I 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 in the Airport and Operations and Maintenance Departments and Transit, Civic Center, Park, Recreation and Parking Divisions: Laborer, Sanitation Laborer, Serviceworker, Utilityworker, Truck Driver, Equipment Operator I, Gardener, Maintenanceworker, Parking Meter Serviceworker I, Park Ranger, Sanitation Driver, Transportation Clerk, Equipment Operator II, Stock Clerk, Mechanic, Forester, Foreman, Lead Mechanic, Landfill Foreman, Line Serviceworker and Traffic Signal Technician II. Part-time employees in the following positions in the Civic Center Division: Laborer II (Housekeeping), Crew Leader Part-time employees in the following position in the Parking Division: Laborer Seasonal, temporary or limited term employees who are employed over four consecutive months in a period of twelve consecutive months in the following positions in the Park and Recreation Divisions and Operations and Maintenance Department. Laborer, Sanitation Driver, Truck Driver, Fee Collector EXCLUDED: All non -bargaining unit, supervisory and confidential employees, all other temporary, seasonal or limited term employees and all other employees excluded by Section 4 of the Act, 1 RESOLUTION NO. 52-17 APPROVING THE AGREEMENT BETWEEN THE CITY OF DUBUQUE, IOWA, AND THE TEAMSTERS LOCAL UNION NO. 120 AND AUTHORIZING THE MAYOR TO SIGN THE AGREEMENT Whereas, the Sixty -Fifth General Assembly adopted the Public Employment Relations Act, Chapter 20, Code of Iowa; and Whereas, the City of Dubuque is a public employer within the meaning of Section 3 (1) of the Public Employment Relations Act; and Whereas, the Teamsters Local Union No. 120 is an employee organization within the meaning of Section 3 (4) of the Public Employment Relations Act; and Whereas, the Teamsters Local Union No. 120, submitted a request to bargain collectively on behalf of the employees within its representation; and Whereas, bargaining between the parties has occurred and an agreement has been concluded. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF DUBUQUE, IOWA: Section 1. That the terms of the agreement be approved and the Mayor authorized and directed to sign the collective bargaining agreement. Passed, approved and adopted this 13th day of February, 2017. V L, Roy D. Buol,ayor Attest: Trish L. Gleason, Assistant City Clerk Arthur , Gallagher & Co. Ettitrrttc: 9. l:+rtrtf[1U'r rt/;1'ttltrrTt`"" C!TY OF DtiPtiOUE EMPLOYEES Plan A!tantattc-: o For Plat) YltklrJuiy 1. MOO ttraugn Jutto m, ?air Current Pldn !mime IN IP' heseilwe its Cups," ,s4G/a1111fatlie rd Status'4 Deductible (Inds,. / Family) •Coinsurance Out -Of -Pocket Maximum Total OOP includes Deductible Office Visit Specialty Doctor Office Visit Inpabent Hospital Services Outpatient Services Diagnostic test (x-ray, blood work) .Imaging (CT/PET scans, AARI) Emergency Room Urgent Care 50150 100% 5400 / 51200 Yes 515 copay 515 copay 5400 copay 525 copay No Charge 5250 / 5750 70% 5750152.250 Yes 70% after Ded 70% after Ded 70% after Ded 70% after Ded 70% after Ded 50150 100% 5250 / 5750 70% 80/50 100% 5800 / 52,41111 51,500 / 54,11(1 8400 /51,200 Yes 515 copay 515 copay 5400 copay 525 copay No Charge Yes 70% after Ded 70% after Ded 70% after Ded 70% after Dad 70% after Ded No Charge 70% after Ded No Charge 70% alter Ded 5100 Copay 80% atter Dad $100 Copay 80% after Ded 525 copay 70% atter Ded 525 copay 70% alter Ded RX - OOP Max N/A RX- Retail. RX - Mail Order Yes 015 copay $15 copay $400 copay 525 copay No Charge 5250/5750 80/50 5250/5750 70% 100% 70% 8750152,250 0400/51,200 5750/52,250 Yes 70% alter Ded 70% after Dad 70% alter Ded 70% alter Dad 70% after Ded Yes 1.•ti t•m-ar 1 N..mpay 54 n) copay $10...o)..1y No Charge Yes 70% after Dad 50/80 100% 5400151,200 Yes 515 copay 70% after Dad 515 copay 70% alter Ded 5400 copay 70% after Dad 825 copay 70% after Ded No Chage -111CkNa tier mhtnttd 5250/5750 80/50 5250/5750 70% 5750/52,250 Yes 70% after Ded 70% after Ded 70% after Ded 70% after Ded 70% after Ded No Charge 70% after Ded No Charge 70% after Ded No Charge 70% after Dad 80% after Ded 5100 Copay 80% alter Ded 70% after Ded 525 copay 70% after Ded 5100 Copay 80% after Dad 5150 Copay 100% 70% $600/ $2,400 11,500 /54,500 Yea $25 copay 525 copay 1400copay 540 cupay No Charge Yes 70% after Ded 70% after Ded 70% after Ded 70% atter Ded 70% atter Dad No Charge 70% atter Dad 80% after Dad 70% after Ded $150 Copay rt/`.1 IN.1 11=I .J 1Z. 4:rn S^f"'0/510,lin t l Dl2.thitt/::?Joo4 30int)I/ lit/ Member pays hill Member pays full 521 05 /515 cost, then submits 52/ 55 615 cost, then submits Ior reimbursement for reimbursement Member pays MI Member pays full 04/510 /530 ,cost, then submits 54/510 /530 cost, then submits for reimbursement for reimbursement I iJ2.mber pays full 55/515475 'Lott Oran submits I Ito' reimbursement $12,5 Orr241a10 5550.70/512,6 t4 Member pays hill 02/55 /515 cost. Own submits for reimbursement Member pays full 52/55 /015 cost, then submits for reimbursement ili_Inber pays full Member pays full Member pays full 510759+3 450 {cast, than submits 84/ 510 430 cost, Oen submits 54/ 510 430 cost, Own submits .lucT reimbursement for reimbursement far reimbursement 510,226,660 $75,346 .'1 M ' til l4 . Projected Claims (Total) 510,181,860 510,108,550 010,093,149 510,106,514 Annual Cost Difference (Total) 573,309 088,711 Y Ch..n,1 n 7) -a.e.a eeee .0177. ( 1) Incremental Plan Design Changes take Loss of Grandfathered Status aIle eccou L (2) Loss of Grardlathered Status incudes Preventive Services covered et 100%. In Network and Out of Network roe need 10 be the same for Emergency 3ennces, Ambulance and Urgent Care. Smoking cessation durgs. Aspkkk folic acid, tkaride and lion supplements rod naafi to be covered 100%, clinical buts vna need 10 be covered with applicable cosi sharing. w6,/AD11,1 ,/7.m II tirai/57"10/";, I hYndNr pays ht1 1st Slf /1:'6, tco:t, Own submits Ito relmbureement Aruba( pays N1 0 I,.ost Own submits I IM relmburmment $10,000,575 5181,285 0 2016 GALLAGHER BENEFIT SERVICES, INC. V 1N3WH3Vllb' AJG.COM