General Drivers Collective Bargaining Agreement
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RESOLUTION NO. ~99
APPROVING THE AGREEMENT BETWEEN THE CITY OF
DUBUQUE, IOWA AND THE GENERAL DRIVERS AND HELPERS
UNION, LOCAL #421, 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 General Drivers and Helpers Union, Local #421, is an
employee organization within the meaning of Section 3 (4) of the Public
Employment Relations Act; and
Whereas, the General Drivers and Helpers Union, Local #421, 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 18 day of January
,1999.
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Attest:
ill 0'/ ).' / /. f
-, . l ~U- '-f. 1. ... I
Terrance Mi~ggan
. Mayor
~a\L /
'..p~
Mar~ . Davis
City Clerk
PS (Council\teamster.res)
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AGREEMENT
BETWEEN
THE CITY OF DUBUQUE, IOWA
AND
GENERAL DRIVERS & HELPERS UNION LOCAL #421
JULY 1, 1998 through JUNE 30,1999
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PREAMBLE
This Agreement is made and entered into by and between the City of Dubuque, Iowa
(hereafter called the City) and the General Drivers and Helpers Union Local #421
(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.
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GENERAL DRIVERS AND HELPERS UNION CONTRACT
TABLE OF CONTENTS
PREAMBLE .....................................................
TABLE OF CONTENTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ii
ARTICLE I
ARTICLE II
ARTICLE III
ARTICLE IV
ARTICLE V
ARTICLE VI
ARTICLE VII
ARTICLE VIII
ARTICLE IX
ARTICLE X
ARTICLE XI
ARTICLE XII
ARTICLE XIII
ARTICLE XIV
ARTICLE XV
ARTICLE XVI
ARTICLE XVII
ARTICLE XVIII
ARTICLE XIX
ARTICLE XX
ARTICLE XXI
ARTICLE XXII
ARTICLE XXIII
ARTICLE XXIV
ARTICLE XXV
RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
GENERAL CONDITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . .
NO STRIKE CLAUSE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
UNION REPRESENTATiVES..... ...................
UNION NEGOTIATING COMMITTEE .................
NONDISCRIMINATION ............................
UNIFORMS ............. . . . . . . . . . . . . . . . . . . . . . . . . .
PAYDAY ........................................
BULLETIN BOARDS ..............................
PAYROLL DEDUCTIONS...........................
INJURY LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
MILITARY LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
FUNERAL LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
PREGNANCY LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
LEAVE OF ABSENCE WITHOUT PAY ................
SENIORITy..................................... .
JOB POSTING ...................................
MEALS FOR EMPLOYEES AT CITY EXPENSE .........
JURY DUTY .....................................
VACATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
HOLIDAYS ......................................
CASUAL DAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
LONGEVITY .....................................
HOURS OF WORK ................................
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ARTICLE XXVI OVERTIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
ARTICLE XXV NIGHT SHIFT PREMIUM PAY ....................... 20
ARTICLE XXVIII CALLBACK...................................... 21
ARTICLE XXIX GROUP INSURANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
ARTICLE XXX GRIEVANCE PROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . 24
ARTICLE XXXI WAGE PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
ARTICLE XXXII TOOL ALLOWANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
ARTICLE XXXIII TEMPORARY ASSiGNMENT........................ 28
ARTICLE XXXIV PART TIME EMPLOYEES .......................... 28
ARTICLE XXXV TEMPORARY EMPLOYEES. . . . . . . . . . . . . . . .. ........ 28
ARTICLE XXXVI SAVINGS CLAUSE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
ARTICLE XXXVII DURATION AND NEGOTIATIONS ................... 29
ADDENDUM A & B ............................................... 31-32
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ARTICLE I
RECOGNITION
The City recognizes the General Drivers and Helpers Union Local #421, certified by
the Public Employment Relations Board in Case #5709 and amended in Case
Numbers #5615, 1597, 1290 and 439, as the exclusive bargaining representative for
certain employees ofthe 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 and Line Serviceworker.
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 nonbargaining unit, supervisory and confidential employees, all
other temporary, seasonal or limited term employees and all other employees
excluded by Section 4 of the Act.
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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 or for other
legitimate reasons.
E. Maintain the efficiency of governmental operations.
F. Determine and implement methods, means, assignments and personnel by
which the public employer's operations are to be conducted.
G. Take such actions as may be necessary to carry out the mission of the public
employer.
H. Initiate, prepare, certify and administer its budget.
I. Exercise all powers and duties granted to the public employer by law.
ARTICLE III
NO STRIKE CLAUSE
It shall be unlawful for any public employee or any employee organization,
directly or indirectly, to induce, instigate, encourage, authorize, ratify or participate
in a strike against any public employer.
It shall be unlawful for any public employer to authorize, consent to or condone a
strike; or to payor agree to pay any public employee for any day in which the
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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
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.
When necessary to investigate a grievance, with knowledge and approval of the
department manager, the Business Agent may meet with the employee, steward
and/or shop committee member on the job site.
ARTICLE V
UNION NEGOTIATING COMMITTEE
Members of the negotiating committee shall be paid their regular rate of pay
when they participate in negotiating meetings during their regular scheduled
work day. The number of employees eligible for payment shall be limited to four
(4). No payment shall be made to any employee when he/she negotiates outside
of his/her regular work hours.
ARTICLE VI
NONDISCRIMINATION
There shall be no discrimination against any employee in the bargaining unit by
either party to this Agreement because of mental or physical disability, age, sex,
marital status, race, color, religion, national origin 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
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procedure of this Agreement or the appeal procedure set forth in Chapter 400,
Code of Iowa.
ARTICLE VII
UNIFORMS
Section 1
Except as herein provided, upon completion of the employee's trial period, the
City shall furnish each regular employee with the following articles of work
clothing:
Three (3) long sleeve shirts
Three (3) short sleeve shirts
Three (3) trousers
One (1) summer jacket
One (1) winter jacket
Park division employees shall receive either a winter parka or a winter jacket.
Rain gear shall be provided to employees assigned, on a regular basis, to the
refuse, recycling and yard waste collection activities.
Replacement of these articles shall be subject to the approval of the department
manager.
Section 2
Employees shall wear and maintain uniforms in a presentable condition while on
duty and shall not wear them for any off-duty activities. City furnished uniforms
must be returned upon termination of employment or the cost of such uniforms
shall be deducted from the employee's final check. In the event monies are not
available from the final check, the employee shall be liable for such payment as
determined by the City.
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ARTICLE VIII
PAYDAY
Payday shall be every other Friday. If the payday is an observed holiday, the
payday shall be the day before the holiday.
ARTICLE IX
BULLETIN BOARDS
Bulletin boards shall be provided by the City in each department for posting notices
of Union recreation and social affairs, Union elections, Union appointments and
Union meetings. All notices must be signed by a Union representative and approved
by the department manager prior to posting.
ARTICLE X
PAYROLL DEDUCTIONS
During the term of this Agreement the City of Dubuque, Iowa agrees, after receipt
of a proper "Authorization for Dues Checkoff' card signed by the employee, to
deduct the uniformly required dues as certified by the Financial Secretary of the
Union. Such dues deducted shall be transmitted by the City to the Financial
Secretary of the Union.
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. (Reference, Code of Iowa, Chapter 20, Subsection
20.9 and Chapter 736A, Subsection 736.A.5).
Any City employee who is a member of the Credit Union affiliated with the Union
representative may provide for regular checkoff of regular payment to said Credit
Union each pay period. Such checkoff or wage assignment shall be honored by the
City with the provisions of State law governing wage assignments. By this
Agreement, the City agrees to accept such assignments when properly presented
in writing.
The City shall have no obligation to deduct or collect monthly dues or credit union
payments from a Union member whose net pay for a payroll period, after all other
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deductions, is insufficient to cover the total authorized deductions for that payroll
period. The Union shall hold the City harmless against any claims or law suits
instituted or any losses incurred because of the City's performance of its
obligations under this Article. The Union further agrees to refund to the City any
amounts paid to the Union in error.
ARTICLE XI
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 use earned and unused sick
leave credits. Beginning of the fourth calendar day of total disability following the
day of injury or illness the employee may receive in addition to the Worker's
Compensation benefits a sum which together with said Worker's Compensation
benefits shall equal one hundred percent (100%) of the employee's regular rate of
pay. The difference between the Worker's Compensation benefits and the full one
hundred percent (100%) regular rate of pay will 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
With the exception of those benefits provided by State law, an employee who is
physically able to and who fails to report within seventy-two (72) hours any
job-related injury or illness, however minor, to his/her department or division
manager and to take such first aid or medical treatment as may be necessary, shall
not be eligible for the benefits outlined in this Section. An employee shall return to
work when the physician states he/she is able to do so. Prior to being allowed to
return to work, the employee shall provide a written statement from a physician
stating that the employee is released to return to work and is capable of performing
the essential functions of his/her position.
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ARTICLE XII
MILITARY LEAVE
Military leave shall be administered in accordance with the Code of Iowa, Section
29A.28. Employees desiring a military leave shall submit a written request to the
department manager, with a copy to the Personnel Office, at least fourteen (14)
calendar days in advance of when such leave is to begin.
Any disagreement involving the interpretation or application of this Article shall
not be a proper subject for the grievance procedure of this Agreement or the
appeal procedure set forth in Chapter 400 (Civil Service), Code of Iowa.
ARTICLE XIII
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 schedule 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 employee's immediate family.
1 . Relationships which are considered as other members of employee's
family are mother, father, mother-in-law, father-in-law, sister, brother,
grandmother, grandfather, sister-in-law, brother-in-law, step-mother,
step-father, legal guardian and grandchild.
2. In the event the employee is the person responsible for making ar-
rangements for the funeral and attending same, a period of time from
when death occurs until the day following the funeral, but not to ex-
ceed three (3) scheduled working days with pay.
3.
In the event the employee is not the person responsible for making ar-
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rangements for the funeral, one (1) scheduled working day shall be al-
lowed to attend the funeral providing the funeral service falls on a
scheduled working day of the employee.
4. If the conditions under Section C3 are applicable and the employee is
assigned to the second shift, normally 3:00 PM to 11 :00 PM, said em-
ployee 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.
Special Provision
It is recognized that a death of a person other than the relationships listed above
could warrant consideration for some paid funeral leave.
In this event the employee should make known the situation to the department
manager involved.
The department manager may exercise administrative approval consistent with the
intent of this funeral leave provision.
The department manager should document the administrative approval by written
notice to the Personnel Office.
ARTICLE XIV
SICK LEAVE
Section 1
It is the purpose of this sick leave provision to protect the employee from financial
loss during an absence from work on account of illness or injury of the employee.
In accordance with the following provision, sick leave with pay may be granted for
illness or injury to the employee including service connected illness or injury, and
also for illness to or injury of members of the employee's family (spouse, dependent
children or step-children and parents or step-parents). No more than six (6) sick
days per employee per fiscal year shall be granted for illness to or injury of
members of the employee's family as defined in this Article. An employee who
incurs an illness or injury while employed by another employer or doing contract
work for pay shall not be entitled to sick leave benefits.
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Sick leave shall be administered as follows:
All absences from work chargeable against sick leave shall be reported to the
employee's immediate supervisor prior to the start of work on the day of absence.
Failure to do so shall result in the loss of sick leave payment. No employee shall
receive compensation by reason of sick leave benefits until the department or
division manager has certified the cause of the absence for which sick leave
benefits are requested. The City reserves the right at any time to require proof of
illness or injury. The City may require a medical examination, performed by a
physician selected by the City, to determine the eligibility of employees to remain
on sick leave or return to work. Said examination shall be paid by the City. Abuse
of sick leave or fraudulent use of sick leave shall be cause for disciplinary action.
It is the responsibility of the employee to keep the department or division manager
informed each day of absence chargeable to sick leave.
Section 3
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Sick leave shall accrue at the rate of one (1) day (eight [8] hours) per month (3.6923
hours biweekly) of continuous service. The term month as used in this Section shall
mean calendar month. An employee shall start to accrue sick leave from his/her
date of appointment to a full time position and shall be eligible for sick leave atter
sixty (60) calendar days of continuous service. Sick leave shall be paid to the
employee at his/her regular rate of pay predicated on an eight (8) hour work day.
Employees shall be charged one (1) sick day (eight [8] hours) for every day of
absence. It is understood that sick leave shall not be paid to an employee who is on
his/her regular day off. Sick leave shall be considered time worked for purposes of
computing contract overtime only. An employee who is on a leave due to an injury
or illness shall accrue sick leave for a period not to exceed sixty (60) calendar days
following the date of injury or illness.
Section 4
Any unused portion of sick leave shall accumulate from fiscal year to fiscal year to
a maximum of one hundred twenty (120) work days. Accrual of sick leave shall
terminate upon discharge, resignation, retirement, layoff or death of the employee.
Section 5
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Upon retirement or death, an employee or his/her beneficiary shall be paid for
twenty-five percent (25%) of accumulated sick leave over sixty (60) days at the
average base wage rate for the ten (10) years prior to retirement. No payment
for unused sick leave shall be made to any employee who separates from the City
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service before the age of sixty-two (62).
ARTICLE XV
PREGNANCY LEAVE
An employee's pregnancy, child birth 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, child birth 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, child birth or related medical condition. The employee may
use other available paid leaves such as vacation, compensatory time or casual day
or a leave of absence without pay beyond the period of temporary disability may be
granted in accordance with Article XVI, LEAVE OF ABSENCE WITHOUT PAY, of this
Agreement. The employee is responsible for providing timely 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 XVI
LEAVE OF ABSENCE WITHOUT PAY
Section 1
A leave of absence without pay may be granted by the City Manager upon the
recommendation of the department manager. An employee desiring a leave of
absence without pay shall submit a request in writing to the City Manager at least
seven (7) calendar days in advance of when the leave is to begin. The request shall
contain a statement as to the reason(s) for the desired leave, the date when the
leave is to begin, and the date of return to duty. Requests for a leave of absence
without pay for union business or activities will be given serious consideration.
Denial of a request for a leave of absence without payor the reason(s) therefor 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. Failure to return to work
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as the end of a leave shall constitute cause for dismissal. It is understood that a
leave of absence without pay shall not be used for the purpose of accepting
employment elsewhere. An employee accepting other employment shall be
terminated. An employee may be required to take a physical examination before
being allowed to return to work after a leave of absence without pay an employee
granted a leave of absence without pay, upon completion of the leave, shall be
returned to the same position and the same pay step in the pay grade correspond-
ing to the classification occupied at the time the leave began. Except as provided
in the Family and Medical 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 XVII
SENIORITY
Section 1
An employee shall serve a trial period of at least six (6) months. After completing six
(6) months of continuous service in a full-time position, the employee shall have
established seniority and the employee's seniority date shall be retroactive to the
most recent date of employment in a full time position. 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
Layoff and seniority rights shall be administered in accordance with Chapter
400, Civil Service, Code of Iowa.
Section 3
An employee's seniority and employment relationship with the City shall be broken
and terminated for the following reasons:
A.
The employee voluntarily leaves the City's employment.
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B . The employee is absent for work for two (2) consecutive working days with-
out notifying the City unless a reason satisfactory to the City is given for
failure to notify the City.
C. The employee is discharged for just cause.
D. If, after a layoff, the employee fails to report for work within five (5)
working days after being notified in writing, by registered letter, to do so.
Said notice to be mailed to the employee's last known address.
E. Death or retirement.
F. Failure to report for work at the expiration of a leave of absence or vacation
period, unless the employee can establish a reason that is satisfactory to the
City for not returning to work when expected.
ARTICLE XVIII
JOB POSTING
The City shall post notices of open jobs for three (3) working days to afford regular
employees an opportunity to sign the list and to secure and complete an informa-
tional form to afford employees an opportunity for consideration.
Priority for filling the open jobs shall be as follows:
First, to full-time bargaining unit employees within the Division where the opening
exists. For the purpose of this Article only, the following Activity Groups in the
Operations and Maintenance Department will be treated as Divisions:
1. Landfill
2. Sewer
3. Street
4. Solid Waste
5. Garage
Second, to full-time bargaining unit employees in the Department where the
opening exists;
Third, to all other full-time bargaining unit employees;
Fourth, to eligible part-time and temporary employees who have completed 3,500
or more hours of work in a position covered by this Agreement, unless a full-time
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, . employee in any Department or Division of the City is subject to being laid off. In
which case, the full-time employee shall have priority over an eligible part-time or
temporary employee.
Fifth, to any other source.
Facts that will be considered in filling the open job shall be as follows:
A. The most competent employee to do the duties of the job. Competency is
defined as proven ability, knowledge or skill for the handling of a specific job.
The following criteria will be used to judge an employee's competency.
. Related experience on the job
. Working relationship with other employees, supervisors and customers
. Attendance (punctuality, dependability)
. Concern for safety
. Care of equipment
. Leadership, (judgement, organizational skills, communication skills,
adaptability, innovation, initiative)
. Quality and quantity of work
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B.
Physical ability to perform the essential functions of the job.
C. Length of continuous service in a full-time position in the bargaining unit.
When A or B are equal, length of continuous service, in a full-time position in the
bargaining unit, shall be the determining factor among employees of the same
competency level.
If the selected regular employee proves incapable of satisfactorily performing the
job at any time during a ten (10) working day orientation period, the employee shall
be returned to his/her former classification.
An employee who accepts a job for which he/she bid on may, at any time during the
orientation period only, return to his/her 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-in, etc.
Temporary employees covered by this Agreement are eligible to bid on vacant
positions covered by this Agreement during a layoff.
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ARTICLE XIX
MEALS FOR EMPLOYEES AT CITY EXPENSE
An employee who works ten (10) or more consecutive hours shall be eligible for
reimbursement for the cost of a meal eaten on the day such hours are worked.
The reimbursement shall not exceed five dollars ($5.00), and a paid receipt dated
the date the overtime is worked must be presented.
In no case shall cash payment, in lieu of a meal, be authorized.
In no case shall an employee be paid while eating a City furnished meal.
ARTICLE XX
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. An employee who reports for jury duty and
is excused shall report immediately to his/her supervisor.
ARTICLE XXI
VACATIONS
Section 1
After an employee has one (1) year or more seniority, 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
seniority, 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 seniority, 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-five (25) years or more seniority, the employee shall be eligible
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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.
Employees may accumulate up to a maximum of 320 hours of vacation.
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 regular rate of pay.
Section 5
An employee who is on a leave due to an illness or injury shall accrue vacation for
a period not to exceed two (2) months following the date of illness or injury.
Section 6
Employees who have completed six (6) months or more of continuous service and
who are laid off, resign or enter the military service, (provided the City is given a
two (2) week notice in the case of resignation or military leave of absence) shall
receive vacation pay prorated to the last day worked.
15
Section 7
All vacation requests shall be subject to the approval of the department or division
ma':1ager. The method and manner of scheduling vacations and the number of
employees allowed off at anyone time shall be at the discretion of the department
or division manager. Denial of a requested date for vacation shall not be a subject
for the grievance procedure of this Agreement or the appeal procedure set forth in
Chapter 400, Code of Iowa.
Section 1
ARTICLE XXII
HOLIDAYS
The following calendar days of the year shall be considered as holidays insofar as
the administration of City business is concerned. When the term "holiday" is used
it shall be construed to be the following days:
A. New Year's Day
B. Memorial Day
C. Independence Day
D. Labor Day
E. Veterans Day
F. Thanksgiving Day
G. Day after Thanksgiving
H. Christmas Eve
I. Christmas Day
J. New Year's Eve
Section 2
January First
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/or the first scheduled workday following the holiday, unless excused
by the City for the following reasons:
A. Formal leave of absence.
B. Job incurred injury.
C. Funeral leave.
D. Subpoena as a witness.
16
..
.
.
E. Illness or injury of less than two (2) months duration with proper doctor's docu-
mentation.
F. Excused absence approved in writing by and at the sole discretion of the
department manager -- excludes casual days and leaves of absence without
pay.
Section 3
When a holiday falls on Sunday, the following day shall be declared a holiday for the
employee. When a holiday falls on Saturday, the preceding day shall be declared a
holiday for the employee.
Section 4
Employees eligible for holiday pay shall be entitled to eight (8) hours at the regular
rate of pay for each of the named holidays.
ARTICLE XXIII
CASUAL DAY
A.
Considerations
1. Two (2) casual days with pay per fiscal year shall be allowed.
2. 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 an authorized representative.
3. The employee's request for a specific day shall be given maximum con-
sideration consistent with the conditions set forth below under B, but
final approval is subject to (2) above and denial of the employee's
requested date is not a proper subject for a grievance.
4. Exception to (3) 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.
5.
The Union recognizes that approval or disapproval of a specific day
17
must consider the efficient level of service due the general public.
B. Conditions
1. A casual day may be taken anytime during the contract period subject
to the provisions of A2 above.
2. A new employee must have completed at least four (4) full calendar
months of the trial period in order to be eligible for a casual day.
3. Under no circumstances shall pay be requested or approved in lieu of
the casual day off with pay.
4. Once a date has been approved for an employee as a casual day, it may
not be rescheduled except under the most extenuating circumstances;
however, it is understood and agreed that the right to cancel and
reschedule an employee's casual day is reserved by the department
manager or his/her representative when such extenuating circum-
stances exist.
ARTICLE XXIV
Section 1
LONGEVITY
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 incumbents shall
be advanced in pay by two percent (2%) of their regular rate of pay. After eighteen
(18) years of continuous service incumbents shall be advanced in pay by three
percent (3%) of their regular rate of pay. After twenty-four (24) years of continuous
service incumbents shall be advanced in pay by four percent (4%) of their regular
rate of pay. After thirty (30) years of continuous service incumbents shall be
advanced in pay by five percent (5%) of their regular rate of pay.
18
-.
ARTICLE XXV
HOURS OF WORK
The regular work day shall be eight (8) hours and the regular work week shall be
forty (40) hours with the exception of employees assigned to the Airport and new
employees assigned to Five Flags. The regular work week for employees assigned
to the Airport and new employees assigned to Five Flags shall average forty (40)
hours.
Employees assigned to the Airport shall be granted a lunch period during each work
shift. Such lunch period shall be without pay, and whenever possible, shall be
scheduled in the middle ofthe work shift. Employees shall be paid for all time worked
during their lunch period.
ARTICLE XXVI
OVERTIME
. One and one-half (1 Yz) times the regular rate of pay shall be paid for all hours
worked in excess of eight (8) hours per day or forty (40) hours per week with the
following exception: employees assigned to the Airport and Civic Center shall be
eligible for the overtime rate of pay for hours worked in excess of eight (8) hours
per day or eighty (80) hours per pay period (biweekly).
Two (2) times the regular rate of pay shall be paid for all hours worked on a
holiday.
At the discretion of the department or division manager, employees who are
eligible to receive overtime may be granted 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 in advance by the employee's
supervisor.
.
19
ARTICLE XXVII
NIGHT SHIFT PREMIUM PAY
Employees regularly assigned to the second shift, normally 3:00 PM to 11 :00 PM
shall receive an additional ten cents ($.10) per hour on their regular rate of pay as
a shift premium.
Employees regularly assigned to the third shift, normally 11 :00 PM to 7:00 AM
shall receive an additional twenty cents ($.20) per hour on their regular rate of
pay as a shift premium.
Park and Recreation Department employees assigned to ice rink flooding duties
(during the applicable season only) shall receive an additional fifteen cents ($.15)
per hour on their regular rate of pay as a shift premium if such work is performed
during a shift for which premium payment is allowed. Said payment is not allowed
if such work is being performed on an overtime basis.
Employees assigned to salt crews on split shifts, one mechanic assigned to the
garage on a split shift and one garage serviceworker assigned to the transit
garage on a split shift shall be paid eight (8) hours shift premium at ten cents
($.10) per hour if their regular schedule includes a part of the second shift and
shall be paid eight (8) hour shift premium pay at twenty cents ($.20) per hour if
their regular schedule includes part of the third shift.
All other employees whose work schedule overlaps into a shift for which premium
payment is allowed shall be entitled to the appropriate premium payment only if
three (3) hours or more of the work shift overlaps into a shift for which premium
payment is allowed. If the conditions of this section apply, an employee shall
receive the appropriate premium payment for the number of hours worked during
the shift for which premium payment is allowed. If an employee's work schedule
overlaps from the second shift to the third shift, said employee shall receive the
appropriate premium payment based upon the hours worked in each shift.
Example 1 :
Shift Assignment - 5:00 AM to 12:00 Noon
Shift Premium Payment - 0
Example 2:
Shift Assignment - 10:00 AM to 6:00 PM
Shift Premium Payment - 3 hours @ $.10 per hour
20
'.
.
.
Example 3:
Shift Assignment - 1 :00 PM to 9:00 PM
Shift Premium Payment- 6 hours @ $.10 per hour
Example 4:
Shift Assignment - 9:00 PM to 5:00 AM
Shift Premium Payment - 2 hours @ $.10 per hour
6 hours @ $.20 per hour
Employees who are eligible for shift premium payment shall continue to receive
such payment while on vacation. An employee who is on a paid leave, other than
vacation, or on an unpaid leave shall not receive shift premium payment. Shift
premium payment shall not apply when an employee is receiving overtime or any
other type of premium payment.
ARTICLE XXVIII
CALLBACK
An employee who, after having left the premises following the completion of
his/her regular shift is recalled for additional work, shall receive two (2) hours pay
at one and one-half (1 %) times the regular rate of pay. When such work merges
with the employee's work day this provision does not apply. Under no circum-
stances shall an employee be paid twice for the same hours worked.
The City has the right to determine who is on call. Employees on call will receive
two (2) hours compensatory time for each weekend or holiday that they are on
call. Employees who are on call but are not available for work will be subject to
the disciplinary procedure.
ARTICLE XXIX
GROUP INSURANCE
Section 1
HEALTH INSURANCE. The City shall pay the full cost of the employee's personal
premium and the dependent premium provided the employee is enrolled in the
21
City's designated health insurance plan. Employees who elect to enroll in a health
maintenance organization, preferred provider organization or a similar form of
health insurance plan shall reimburse the City in an amount equal to the differ-
ence in the cost between the health maintenance organization, preferred provider
organization or similar insurance plan and the City's designated health insurance
plan.
Section 2
DENTAL INSURANCE. The City shall pay the full cost of the personal premium for
employees covered by this Agreement. Employees are eligible for coverage the
first of the month following completion of thirty (30) days of continuous service in
a full time position.
Section 3
LIFE/ACCIDENTAL DEATH AND DISMEMBERMENT/DISABILITY INCOME PRO-
TECTION INSURANCE
The City shall pay the full cost of the life insurance, accidental death and dismem-
berment and disability income protection insurance for employees covered by
this Agreement. Employees are eligible for coverage the first of the month
following the completion of thirty days of continuous service in a full-time position.
Section 4
The specific benefits for health, life, accidental death and dismemberment and
disability income protection insurance are set forth in master policies and shall in
all cases be the determining factor as to eligibility and amount of coverage
extended to each employee. The City shall retain the right to change insurance
carriers or change the method in which insurance is provided, at any time, and
such action by the City or the reason(s) therefore shall not be
subject to the grievance procedure of this Agreement or the appeal procedures
set forth in Chapter 400, Code of Iowa.
Section 5
Whenever a covered employee ceases employment with the City the group insur-
ance plans terminate. Health insurance benefits for dependents also terminate
when the employee ceases to be eligible for coverage or when that dependent
ceases to be eligible as a dependent. However, a $1,000 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 Agree-
22
. ment.
Section 6
Disability income protection insurance shall be granted for any non-service
connected illness or injury which renders such employee unable to perform the
duties of his/her employment. An employee who incurs an injury or illness while
employed by another employer or doing contract work for pay shall not be entitled
to the benefits provided under the disability income protection insurance policy.
Employees who become eligible for disability income protection insurance shall
be eligible to supplement accrued sick leave with the disability income protection
benefits. Total income of an employee's sick leave payment and disability income
protection insurance benefits shall not equal more than one hundred percent
(100%) of an employee's regular rate of pay. Upon expiration of an employee's
accumulated sick leave, the employee shall be entitled to only the benefits
payable under the disability income protection insurance policy.
Section 7
.
The City shall continue to pay the premium cost of group insurance benefits for a
period not to exceed fourteen (14) months from the day an employee starts a
leave of absence for a non-work incurred injury or illness. However, in no event
shall the City pay the premium for a period greater than the employee's length of
service to the City. In the case of a work incurred injury or illness the City shall
continue to pay the premium for a period not to exceed fourteen (14) months from
the start of the leave of absence.
Section 8
The City shall discontinue payment of all insurance premiums for an employee who
is discharged, resigns, retires, dies, is laid off or separated from the City for any
other reason.
Section 9
The City shall provide IRS Section 125 Flexible Spending Accounts for medical and
dependent care expenses.
.
23
ARTICLE XXX
GRIEVANCE PROCEDURE
A grievance shall be defined as a dispute or disagreement raised by an employee
against the City involving the interpretation or application of specific
provisions of this Agreement, except any matter governed by Iowa Civil Service law
(Chapter 400, Code of Iowa) shall not be considered a grievance and subject to the
grievance procedure, nor shall any disciplinary action which may be appealed to the
Civil Service Commission be considered a grievance and subject to the grievance
procedure hereinafter set forth. Any action or claim which is within the jurisdiction
of the Civil Service Commission to decide must be brought under Iowa Civil Service
law.
The City is desirous of obtaining an equitable and prompt adjustment of grievances
and grievances shall be settled orally, whenever possible, between the employee's
supervisor and the aggrieved employee. The employee's supervisor shall be notified
of the alleged grievance within five (5) work days of the date the alleged grievance
occurred. Failure of the employee to notify his/ her supervisor
within five (5) work days of the date the alleged grievance occurred shall constitute
a withdrawal of the grievance.
The City shall not be obligated to accept a written grievance until such grievance has
been discussed orally between the aggrieved employee and his/ her supervisor.
Step 1
Grievances not settled in two (2) but not more than five (5) work days after discussion
with the supervisor may be reduced to writing and presented to the department
manager. The nature of the complaint shall be clearly stated so that the department
manager will have a fair opportunity to locate the cause of the problem and settle the
matter to the satisfaction of all parties concerned. The department manager will
answer in writing within five (5) work 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) work days, be appealed to the City Manager and shall, as soon as
possible after receipt of this appeal be considered in a meeting between representa-
tives selected by the City and Union. The president of the Union may be accompanied
with no more than two (2) Union representatives. The City Manager will give a written
answer within fifteen (15) work days after this meeting.
24
.. Step 3
If the grievance is not settled in Step 2, within twenty (20) calendar days after
receiving the City's written answer, either party may submit the grievance to
arbitration. The invoking of arbitration by the Union shall require the approval of the
Union and the approval of the aggrieved employee. The parties shall attempt to
select an arbitrator as soon as practical after receipt of a request for arbitration. If
the parties do not agree upon the selection of an arbitrator within fifteen (15)
calendar days after receipt of the request for arbitration, the Public Employment
Relations Board shall be requested to furnish a list of five (5) arbitrators. The party
requesting arbitration shall strike the first name; the other party shall then strike one
(1) name. The process shall be repeated and the remaining person shall be the
arbitrator.
.
The decision of the arbitrator, within the scope of his/her authority, shall be final and
binding on both parties to this Agreement. The arbitrator shall have no power to add
to, subtract from or change any of the provisions of this Agreement. Nor shall he/she
have authority to render any decision which conflicts with any law, rule or regulation
binding upon the City. The arbitrator shall not have power to accept or to decide any
disagreement which involves a matter within the jurisdiction of the Civil Service
Commission (Chapter 400, Code of Iowa). The fees and expenses of the arbitrator
shall be shared equally by the City and the Union. However, each party shall be
responsible for compensating their own witnesses and representatives as well as
paying for transcripts ofthe proceeding. Awards shall not be retroactive beyond the
date of the occurrence or event giving rise to the grievance.
Union representatives, when processing Steps 1 and 2 of the grievance procedure,
shall be permitted to leave work after receiving approval from their supervisor and
shall suffer no loss of their regular rate of pay but shall not be eligible for overtime
payor any other type of premium pay. The City shall not be responsible for paying
any employee as a result of his/her participation in arbitration or Civil Service
proceedings.
The time specified for each step of the grievance procedure may be extended by
mutual consent. If an answer to a grievance is not given to the employee by the City
within any of the time limits specified in this Article, the grievance may be appealed
to the next step in the grievance procedure. Failure of the employee or the Union to
comply with any time limitations shall constitute a withdrawal of the grievance.
.
25
ARTICLE XXXI
WAGE PLAN
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 STEP STEP STEP STEP
CLASSIFICATION GRADE A B C 0 E F
Hourly rates effective 7/1/98 through 6/30/99
Airport Line GO-OO $ 6.89$ 7.21$ 7.56$ 7.91$ 8.28$ 8.66
Serviceworker
Transit Aide/Clerk GO-03 11 .16 11 .46 11.74 11.98 12.31 12.59
Stock Clerk* GO-03 11 .16 11 .46 11.74 11.98 12.31 12.59
Custodian II GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Painter's Helper GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Laborer GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Ramp Custodian GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Sanitation Laborer GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Serviceworker GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Utilityworker GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Truck Driver GO-05 12.52 12.81 13.16 13.49 13.78 14.01
Equipment Operator I GO-06 12.76 13.09 13.44 13.78 14.01 14.32
Gardener GO-06 12.76 13.09 13.44 13.78 14.01 14.32
Maintenanceworker GO-06 12.76 13.09 13.44 13.78 14.01 14.32
Parking Meter
Serviceworker I GO-06 12.76 13.09 13.44 13.78 14.01 14.32
Park Ranger GO-06 12.76 13.09 13.44 13.78 14.01 14.32
Sanitation Driver GO-06 12.76 13.09 13.44 13.78 14.01 14.32
Transportation
Clerk GO-07 12.72 12.99 13.36 13.63 13.97 14.37
Equipment Operator II GO-08 13.04 13.37 13.72 14.01 14.32 14.65
Stock Clerk** GO-08 13.04 13.37 13.72 14.04 14.32 14.65
Parking Meter
Serviceworker II GO-09 13.27 13.61 13.96 14.32 14.63 14.97
Mechanic GO-10 13.60 13.94 14.31 14.66 14.99 15.38
Painter GO-10 13.60 13.94 14.31 14.66 14.99 15.38
Foreman GO-11 13.82 14.17 14.52 14.90 15.31 15.69
Forester GO-11 13.82 14.17 14.52 14.90 15.31 15.69
Lead Mechanic GO-11 13.82 14.17 14.52 14.90 15.31 15.69
* Hired or appointed on or after January 1, 1998
**Hired or appointed on or before December 31,1997
26
..
.
.
Generally, the minimum pay step in the salary range established for a position shall
be applicable upon appointment to a position in the bargaining unit. Upon promotion
an employee shall be placed in the first step of the salary range established for the
position to which the employee is promoted that would provide a one (1) step
increase.
Advancement to succeeding pay steps in the salary range established for a position
shall be based upon a satisfactory performance evaluation. An employee who
consistently meets and exceeds performance standards established for a position
is eligible for a one (1) step performance advancement. An employee is eligible
for a performance advancement (step increase) in accordance with the following
schedule:
STEP
ATOB
BTOC
CTOD
DTOE
ETOF
INTERVAL
NUMBER OF MONTHS
6
12
12
12
12
An employee who is denied a performance advancement shall be required to wait six
(6) or twelve (12) months, (depending upon the pay step he/she is in)
before he/she is eligible for another performance advancement.
ARTICLE XXXII
TOOL ALLOWANCE
On July 1, next following an employee's appointment to the position of mechanic, said
employee shall receive a tool allowance of seventy dollars ($70.00) each fiscal year
payable on July 1 of each year while in such position. (Example:
Date of appointment to the position of mechanic - May 1, 1981; date of first payment
- July 1,1981.)
27
ARTICLE XXXIII
TEMPORARY ASSIGNMENT
Management reserves the right to temporarily assign employees to other job
classifications. In the event an employee is assigned to a higher job classification on
a temporary basis, said employee shall receive the equivalent of a one (1) step
increase for such other classification in which he/she is temporarily serving. The rate
of pay in the temporary classification shall commence after the employee has served
twenty (20) consecutive work days in such other capacity, and shall be retroactive
to the first day the employee served in such other capacity. Said employee shall be
paid at the higher rate of pay only when he/she is working in such other capacity.
ARTICLE XXXIV
PART TIME EMPLOYEES
Part-time employees shall mean an employee hired on a continuous employment
basis with a work schedule throughout the fiscal year that normally consists of thirty-
two (32) hours per week or less on the average (1,664 hours annually). Said work
schedule shall not be construed as a guarantee of hours per day, per week, per year.
Part-time employees shall be entitled only at the rates of pay for the classifications
set forth in Addendum A and the benefits set forth in Article XVIII - Job Posting of this
Agreement. Part-time employees shall not accrue or receive any other benefits, pay
or privileges granted by this Agreement or be subject to any other provision of this
Agreement. This Article shall apply to part-time employees in the classifications of
Laborer II (Housekeeping) and Crew Leader and all other part-time employees who
meet this definition.
ARTICLE XXXV
TEMPORARY EMPLOYEES
Temporary employee shall mean an employee hired on a seasonal or limited term
basis and who is employed for over four consecutive months in the position of
laborer, fee collector, sanitation driver or truck driver in the Park and Recreation
Divisions and the Operations and Maintenance Department. Temporary employees
who qualify for inclusion in this bargaining unit in one calendar year will not be
covered by this Agreement until the succeeding calendar year and will presume to
qualify at the commencement of the succeeding year for purposes of coverage by
this Agreement and will thereafter qualify so long as service in over four consecutive
months in each calendar year is maintained; however, one full year lapse in meeting
28
.
.
.
the requirement of over four consecutive months of service would necessitate
requalification. If the temporary employee works over four consecutive months and
resigns, he/she would have to requalify in accordance with the terms of this Article.
The work schedule for temporary employees shall not be construed as a guarantee
of hours of work per day, per week or per year. Temporary employees shall be
entitled only to the rates of pay for the classifications set forth in Addendum Band
the benefits set forth in Article XVIII - Job Posting of this Agreement. Temporary
employees shall not accrue or receive any other benefits, payor privileges granted
by this Agreement or be subject to any other provision of this Agreement.
ARTICLE XXXVI
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 XXXVII
DURATION AND NEGOTIATIONS
Except as herein provided, this Agreement shall be effective the first day of July,
1998 and shall remain in full force and effect through the thirtieth (30th) day of June,
1999. Negotiations for a succeeding Agreement to become effective on July 1, 1999,
shall begin after August 15, 1998, but not later than October 15, 1998. Article XXIX,
GROUP INSURANCE, Section 1 through Section 8, shall remain in full force and
effect through the thirtieth (30th) day of June, 2001, unless modified by the Joint
Labor Management Health Care Committee or as required by law.
Signed this
day of
1998.
29
GENERAL DRIVERS AND HELPERS UNION
LOCAL #421
PRESIDENT
ATTEST:
MARY A. DAVIS, CITY CLERK
30
CITY OF DUBUQUE, IOWA
/ ...... )/../; ,
)/ / /// /./ ,!f: %\' ..:~
.....i,...<./........~ ....- __ ,
MAYOR
/
;f .
.
.
.
ADDENDUM A
WAGE PLAN
The following salary schedules shall represent the regular (straight time or base)
rate of pay:
POSITION SALARY STEP STEP STEP STEP STEP STEP
CLASSIFICATION GRADE ABC D E F
Hourly rates effective 7/1/98 through 6/30/99
Laborer II
(Housekeeping) P.T. FF GD-01
$6.69
$7.80
Crew Leader P.T. FF
GD-02
31
ADDENDUM B
WAGE PLAN
The following salary schedules shall represent the regular (straight time or base rate
of pay).
POSITION SALARY STEP STEP STEP STEP STEP STEP
CLASSIFICATION GRADE ABC D E F
Hourly rates effective 7/1/98 through 6/30/99
Laborer - Operations and
Maintenance Department GD-21 $6.5B
Laborer - Recreation Division GD-23 $5.80 $6.01 ~13
Sanitation Driver GD-26 $8.77
Truck Driver GD-26 $8.77
Laborer - Park Division GD-31 $6.01 ~13
Fee Collector - Park Division GD-31 $6.01 $6.13
32
.
CITY OF DUBUQUE, IOWA
MEMORANDUM
January 14, 1999
TO: The Honorable Mayor and City Council Members
FROM: Michael C. Van Milligen, City Manager
SUBJECT: Collective Bargaining Agreement Between the City of Dubuque and
the General Drivers and Helpers Union, Local #421
.
Human Services Manager Randy Peck is recommending approval of the Collective
Bargaining Agreement between the City of Dubuque and the General Drivers and
Helpers Union, Local #421 for Fiscal Year 1999.
I concur with the recommendation and respectfully request Mayor and City Council
approval.
i!LJJ ~ fhL
Michael C. Van Milligen
MCVM/j
Attachment
cc: Barry Lindahl, Corporation Counsel
Tim Moerman, Assistant City Manager
Randy Peck, Human Services Manager
.
.
~~
. .)>.~
CITY OF DUBUQUE, IOWA
MEMORANDUM
January 6, 1999
TO: Michael C. Van Milligen, City Manager
FROM: Randy Peck, Personnel Manager(f(
SUBJECT: Collective Bargaining Agreement between the City of Dubuque and
the General Drivers and Helpers Union, Local #421
As a result of an arbitration award, the following changes were made to the
Collective Bargaining Agreement:
Wage Plan
.
The Wage Plan was increased by 2.5% across the board effective July 1, 1998
for all employees with the exception of employees in the classification of Airport
Line Serviceworker. The wage increase on July 1,1998, for employees in the
classification of Airport Line Serviceworker is $.50 per hour.
Benefits for Airport Line Serviceworkers
Airport Line Serviceworkers will receive all of the benefits contained in the
Collective Bargaining Agreement. This means that they will receive one
additional casual day, a vacation schedule that provides for up to five weeks of
vacation, payment of shift premium and a reduction in the amount of life
insurance from $15,000 to $11,000.
Vacation Accumulation
The maximum accumulation of vacation for employees will be 320 hours.
Duration
The new Agreement is for one year.
.
The Collective Bargaining Agreement is consistent with the Fiscal Year 1999
Wage Guideline and can be financed within the approved Fiscal Year 1999
budget. In order to implement the recommendation, I request that the attached
Resolution be adopted.
RP:ve
AGREEMENT
BETWEEN
THE CITY OF DUBUQUE, IOWA
AND
GENERAL DRIVERS & HELPERS UNION LOCAL #421
JULY 1,1999 through JUNE 30,2001
PREAMBLE
This Agreement is made and entered into by and between the City of Dubuque,
Iowa (hereafter called the City) and the General Drivers and Helpers Union Local
#421 (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.
GENERAL DRIVERS AND HELPERS UNION CONTRACT
TABLE OF CONTENTS
PREAMBLE .....................................................
TABLE OF CONTENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ii
ARTICLE I
ARTICLE II
ARTICLE III
ARTICLE IV
ARTICLE V
ARTICLE VI
ARTICLE VII
ARTICLE VIII
ARTICLE IX
ARTICLE X
ARTICLE XI
ARTICLE XII
ARTICLE XIII
ARTICLE XIV
ARTICLE XV
ARTICLE XVI
ARTICLE XVII
ARTICLE XVIII
ARTICLE XIX
ARTICLE XX
ARTICLE XXI
ARTICLE XXII
ARTICLE XXIII
ARTICLE XXIV
ARTICLE XXV
RECOGNITION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
GENERAL CONDITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . .
NO STRIKE CLAUSE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
UNION REPRESENTATIVES. .. . .. . ... . . ....... .....
UNION NEGOTIATING COMMITTEE .................
NONDISCRIMINATION ............................
UNIFORMS ..... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
PAYDAY ........................................
BULLETIN BOARDS ..............................
PAYROLL DEDUCTIONS. . . . . . . . . . . . . . . . . . . . . . . . . . .
INJURY LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
MILITARY LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
FUNERAL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
PREGNANCY LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
LEAVEOFABSENCEWITHOUTPAY ................
SENIORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
JOB POSTING...................................
MEALS FOR EMPLOYEES AT CITY EXPENSE .........
JURY DUTY .....................................
VACATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
HOLIDAyS..................................... .
CASUAL DAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
LONGEVITY .....................................
HOURS OF WORK ................................
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ARTICLE XXVI OVERTIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
ARTICLE XXVII NIGHT SHIFT PREMIUM PAY ....................... 19
ARTICLE XXVIII CALLBACK...................................... 20
ARTICLE XXIX GROUP INSURANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
ARTICLE XXX GRIEVANCE PROCEDURE.. . . ....... .. . ........... 23
ARTICLE XXXI WAGE PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
ARTICLE XXXII TOOL ALLOWANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
ARTICLE XXXIII TEMPORARY ASSIGNMENT . . . . . . . . . . . . . . . . . . . . . . . . 27
ARTICLE XXXIV PART TIME EMPLOYEES .......................... 28
ARTICLE XXXV TEMPORARY EMPLOYEES. . . . . . . . . . . . . . . .. ........ 28
ARTICLE XXXVI SAVINGS CLAUSE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
ARTICLE XXXVII DURATION AND NEGOTIATIONS ................... 29
ADDENDUM A . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
ADDENDUM B . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
ARTICLE I
RECOGNITION
The City recognizes the General Drivers and Helpers Union local #421, certified
by the Public Employment Relations Board in Case #5709 and amended in Case
Numbers #5615,1597,1290 and 439, 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, 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.
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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 or for other
legitimate reasons.
E. Maintain the efficiency of governmental operations.
F. Determine and implement methods, means, assignments and personnel by
which the public employer's operations are to be conducted.
G. Take such actions as may be necessary to carry out the mission of the public
employer.
H. Initiate, prepare, certify and administer its budget.
I. Exercise all powers and duties granted to the public employer by law.
ARTICLE III
NO STRIKE CLAUSE
It shall be unlawful for any public employee or any employee organization,
directly or indirectly, to induce, instigate, encourage, authorize, ratify or
participate in a strike against any public employer.
It shall be unlawful for any public employer to authorize, consent to or condone a
strike; or to payor agree to pay any public employee for any day in which the
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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
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.
When necessary to investigate a grievance, with knowledge and approval of the
department manager, the Business Agent may meet with the employee, steward
and/or shop committee member on the job site.
ARTICLE V
UNION NEGOTIATING COMMITTEE
Members of the negotiating committee shall be paid their regular rate of pay
when they participate in negotiating meetings during their regular scheduled
work day. The number of employees eligible for payment shall be limited to four
(4). No payment shall be made to any employee when he/she negotiates outside
of his/her regular work hours.
ARTICLE VI
NONDISCRIMINATION
There shall be no discrimination against any employee in the bargaining unit by
either party to this Agreement because of mental or physical disability, age, sex,
marital status, race, color, religion, national origin 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,
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Code of Iowa.
ARTICLE VII
UNIFORMS
Section 1
Except as herein provided, upon completion of the employee"s trial period, the
City shall furnish each regular employee with the following articles of work
clothing:
Three (3) long sleeve shirts
Three (3) short sleeve shirts
Three (3) trousers
One (1) summer jacket
One (1) winter jacket
Park division employees shall receive either a winter parka or a winter jacket.
Rain gear shall be provided to employees assigned, on a regular basis, to the
refuse, recycling and yard waste collection activities.
Replacement of these articles shall be subject to the approval of the depart-
ment manager.
Section 2
Employees shall wear and maintain uniforms in a presentable condition while on
duty and shall not wear them for any off-duty activities. City furnished uniforms
must be returned upon termination of employment or the cost of such uniforms
shall be deducted from the employee"s final check. In the event monies are not
available from the final check, the employee shall be liable for such payment as
determined by the City.
ARTICLE VIII
PAYDAY
Payday shall be every other Friday. If the payday is an observed holiday, the
payday shall be the day before the holiday.
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ARTICLE IX
BULLETIN BOARDS
Bulletin boards shall be provided by the City in each department for posting
notices of Union recreation and social affairs, Union elections, Union appointments
and Union meetings. All notices must be signed by a Union representative and
approved by the department manager prior to posting.
ARTICLE X
PAYROLL DEDUCTIONS
During the term of this Agreement the City of Dubuque, Iowa agrees, after receipt
of a proper "Authorization for Dues Checkoff" card signed by the employee, to
deduct the uniformly required dues as certified by the Financial Secretary of the
Union. Such dues deducted shall be transmitted by the City to the Financial
Secretary of the Union.
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. (Reference, Code of Iowa, Chapter 20,
Subsection 20.9 and Chapter 736A, Subsection 736.A.5).
Any City employee who is a member of the Credit Union affiliated with the Union
representative may provide for regular checkoff of regular payment to said Credit
Union each pay period. Such checkoff or wage assignment shall be honored by the
City with the provisions of State law governing wage assignments. By this
Agreement, the City agrees to accept such assignments when properly presented
in writing.
The City shall have no obligation to deduct or collect monthly dues or credit union
payments from a Union member whose net pay for a 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 law suits
instituted or any losses incurred because of the City's performance of its
obligations under this Article. The Union further agrees to refund to the City any
amounts paid to the Union in error.
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ARTICLE XI
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 use earned and unused sick
leave credits. Beginning of the fourth calendar day of total disability following the
day of injury or illness the employee may receive in addition to the Worker's
Compensation benefits a sum which together with said Worker's Compensation
benefits shall equal one hundred percent (100%) of the employee's regular rate of
pay. The difference between the Worker's Compensation benefits and the full one
hundred percent (100%) regular rate of pay will 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
With the exception of those benefits provided by State law, an employee who is
physically able to and who fails to report within seventy-two (72) hours any
job-related injury or illness, however minor, to his/her department or division
manager and to take such first aid or medical treatment as may be necessary, shall
not be eligible for the benefits outlined in this Section. An employee shall return to
work when the physician states he/she is able to do so. Prior to being allowed to
return to work, the employee shall provide a written statement from a physician
stating that the employee is released to return to work and is capable of
performing the essential functions of his/her position.
ARTICLE XII
MILITARY LEAVE
Military leave shall be administered in accordance with the Code of Iowa, Section
29A.28. Employees desiring a military leave shall submit a written request to the
department manager, with a copy to the Personnel Office, at least fourteen (14)
calendar days in advance of when such leave is to begin.
Any disagreement involving the interpretation or application of this Article shall
not be a proper subject for the grievance procedure of this Agreement or the
appeal procedure set forth in Chapter 400 (Civil Service), Code of Iowa.
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ARTICLE XIII
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 schedule 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 employee's immediate family.
1. Relationships which are considered as other members of employee's
family are mother, father, mother-in-law, father-in-law, sister, brother,
grandmother, grandfather, sister-in-law, brother-in-law, step-mother,
step-father, legal guardian and grandchild.
2. In the event the employee is the person responsible for making ar-
rangements for the funeral and attending same, a period of time from
when death occurs until the day following the funeral, but not to ex-
ceed three (3) scheduled working days with pay.
3. In the event the employee is not the person responsible for making ar-
rangements for the funeral, one (1) scheduled working day shall be al-
lowed to attend the funeral providing the funeral service falls on a
scheduled working day of the employee.
4. If the conditions under Section C3 are applicable and the employee is
assigned to the second shift, normally 3:00 PM to 11 :00 PM, said em-
ployee 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.
Special Provision
It is recognized that a death of a person other than the relationships listed above
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could warrant consideration for some paid funeral leave.
In this event the employee should make known the situation to the department
manager involved.
The department manager may exercise administrative approval consistent with the
intent of this funeral leave provision.
The department manager should document the administrative approval by written
notice to the Personnel Office.
ARTICLE XIV
SICK LEAVE
Section 1
It is the purpose of this sick leave provision to protect the employee from financial
loss during an absence from work on account of illness or injury of the employee.
In accordance with the following provision, sick leave with pay may be granted for
illness or injury to the employee including service connected illness or injury, and
also for illness to or injury of members of the employee's family (spouse, dependent
children or step-children and parents or step-parents). No more than six (6) sick
days per employee per fiscal year shall be granted for illness to or injury of
members of the employee's family as defined in this Article. An employee who
incurs an illness or injury while employed by another employer or doing contract
work for pay shall not be entitled to sick leave benefits.
Section 2
Sick leave shall be administered as follows:
All absences from work chargeable against sick leave shall be reported to the
employee's immediate supervisor prior to the start of work on the day of absence.
Failure to do so shall result in the loss of sick leave payment. No employee shall
receive compensation by reason of sick leave benefits until the department or
division manager has certified the cause of the absence for which sick leave
benefits are requested. The City reserves the right at any time to require proof of
illness or injury. The City may require a medical examination, performed by a
physician selected by the City, to determine the eligibility of employees to remain
on sick leave or return to work. Said examination shall be paid by the City. Abuse
of sick leave or fraudulent use of sick leave shall be cause for disciplinary action.
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It is the responsibility of the employee to keep the department or division manager
informed each day of absence chargeable to sick leave.
Section 3
Sick leave shall accrue at the rate of one (1) day (eight [8] hours) per month
(3.6923 hours biweekly) of continuous service. The term month as used in this
Section shall mean calendar month. An employee shall start to accrue sick leave
from his/her date of appointment to a full time position and shall be eligible for sick
leave after sixty (60) calendar days of continuous service. Sick leave shall be paid
to the employee at his/her regular rate of pay predicated on an eight (8) hour work
day. Employees shall be charged one (1) sick day (eight [8] hours) for every day of
absence. It is understood that sick leave shall not be paid to an employee who is
on his/her regular day off. Sick leave shall be considered time worked for purposes
of computing contract overtime only. An employee who is on a leave due to an
injury or illness shall accrue sick leave for a period not to exceed sixty (60)
calendar days following the date of injury or illness.
Section 4
Any unused portion of sick leave shall accumulate from fiscal year to fiscal year to
a maximum of one hundred twenty (120) work days. Accrual of sick leave shall
terminate upon discharge, resignation, retirement, layoff or death of the employee.
Section 5
Upon retirement or death, an employee or his/her beneficiary shall be paid for
twenty-five percent (25%) of accumulated sick leave over sixty (60) days at the
average base wage rate for the ten (10) years prior to retirement. No payment
for unused sick leave shall be made to any employee who separates from the City
service before the age of sixty-two (62).
ARTICLE XV
PREGNANCY LEAVE
An employee's pregnancy, child birth 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, child birth or related medical condition on the same terms and
conditions as they are applied to other temporary disabilities. Sick leave benefits,
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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, child birth or related medical condition. The
employee may use other available paid leaves such as vacation, compensatory
time or casual day or a leave of absence without pay beyond the period of
temporary disability may be granted in accordance with Article XVI, LEAVE OF
ABSENCE WITHOUT PAY, of this Agreement. The employee is responsible for
providing timely 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 XVI
LEAVE OF ABSENCE WITHOUT PAY
Section 1
A leave of absence without pay may be granted by the City Manager upon the
recommendation of the department manager. An employee desiring a leave of
absence without pay shall submit a request in writing to the City Manager at least
seven (7) calendar days in advance of when the leave is to begin. The request shall
contain a statement as to the reason(s) for the desired leave, the date when the
leave is to begin, and the date of return to duty. Requests for a leave of absence
without pay for union business or activities will be given serious consideration.
Denial of a request for a leave of absence without payor the reason(s) therefor
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. Failure to return to work
as the end of a leave shall constitute cause for dismissal. It is understood that a
leave of absence without pay shall not be used for the purpose of accepting
employment elsewhere. An employee accepting other employment shall be
terminated. An employee may be required to take a physical examination before
being allowed to return to work after a leave of absence without pay an employee
granted a leave of absence without pay, upon completion of the leave, shall be
returned to the same position and the same pay step in the pay grade correspond-
ing to the classification occupied at the time the leave began. Except as provided
in the Family and Medical 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.
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ARTICLE XVII
SENIORITY
Section 1
An employee shall serve a trial period of at least six (6) months. After completing
six (6) months of continuous service in a full-time position, the employee shall have
established seniority and the employee's seniority date shall be retroactive to the
most recent date of employment in a full time position. 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 dis-
charged 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
layoff and seniority rights shall be administered in accordance with Chapter
400, Civil Service, Code of Iowa.
Section 3
An employee's seniority and employment relationship with the City shall be broken
and terminated for the following reasons:
A. The employee voluntarily leaves the City's employment.
B . The employee is absent for work for two (2) consecutive working days with-
out notifying the City unless a reason satisfactory to the City is given for
failure to notify the City.
C. The employee is discharged for just cause.
D. If, after a layoff, the employee fails to report for work within five (5)
working days after being notified in writing, by registered letter, to do so.
Said notice to be mailed to the employee's last known address.
E. Death or retirement.
F. Failure to report for work at the expiration of a leave of absence or vacation
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period, unless the employee can establish a reason that is satisfactory to the
City for not returning to work when expected.
ARTICLE XVIII
JOB POSTING
The City shall post notices of open jobs for three (3) working days to afford regular
employees an opportunity to sign the list and to secure and complete an
informational form to afford employees an opportunity for consideration.
Priority for filling the open jobs shall be as follows:
First, to full-time bargaining unit employees within the Division where the opening
exists. For the purpose of this Article only, the following Activity Groups in the
Operations and Maintenance Department will be treated as Divisions:
1. Landfill
2. Sewer
3. Street
4. Solid Waste
5. Garage
Second, to full-time bargaining unit employees in the Department where the
opening exists;
Third, to all other full-time bargaining unit employees;
Fourth, to eligible part-time and temporary employees who have completed 3,500
or more hours of work in a position covered by this Agreement, unless a full-time
employee in any Department or Division of the City is subject to being laid off. In
which case, the full-time employee shall have priority over an eligible part-time or
temporary employee.
Fifth, to any other source.
Facts that will be considered in filling the open job shall be as follows:
A. The most competent employee to do the duties of the job. Competency is
defined as proven ability, knowledge or skill for the handling of a specific
job. The following criteria will be used to judge an employee's competency.
+ Related experience on the job
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+ Working relationship with other employees, supervisors and customers
+ Attendance (punctuality, dependability)
+ Concern for safety
+ Care of equipment
+ Leadership, Oudgement, organizational skills, communication skills,
adaptability, innovation, initiative)
+ Quality and quantity of work
B. Physical ability to perform the essential functions of the job.
C. Length of continuous service in a full-time position in the bargaining unit.
When A or B are equal, length of continuous service, in a full-time position in the
bargaining unit, shall be the determining factor among employees of the same
competency level.
If the selected regular employee proves incapable of satisfactorily performing the
job at any time during a ten (10) working day orientation period, the employee shall
be returned to his/her former classification.
An employee who accepts a job for which he/she bid on may, at any time during the
orientation period only, return to his/her 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-in, etc.
Temporary employees covered by this Agreement are eligible to bid on vacant
positions covered by this Agreement during a layoff.
ARTICLE XIX
MEALS FOR EMPLOYEES AT CITY EXPENSE
An employee who works ten (10) or more consecutive hours shall be eligible for
reimbursement for the cost of a meal eaten on the day such hours are worked.
The reimbursement shall not exceed five dollars ($5.00), and a paid receipt dated
the date the overtime is worked must be presented.
In no case shall cash payment, in lieu of a meal, be authorized.
In no case shall an employee be paid while eating a City furnished meal.
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ARTICLE XX
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. An employee who reports for jury duty and
is excused shall report immediately to his/her supervisor.
ARTICLE XXI
VACATIONS
Section 1
After an employee has one (1) year or more seniority, 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 seniority. 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
seniority, 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-five (25) years or more seniority. 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.
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,
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.
Employees may accumulate up to a maximum of 320 hours of vacation.
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 regular rate of pay.
Section 5
An employee who is on a leave due to an illness or injury shall accrue vacation for
a period not to exceed two (2) months following the date of illness or injury.
Section 6
Employees who have completed six (6) months or more of continuous service and
who are laid off, resign or enter the military service, (provided the City is given a
two (2) week notice in the case of resignation or military leave of absence) shall
receive vacation pay prorated to the last day worked.
Section 7
All vacation requests shall be subject to the approval of the department or division
manager. The method and manner of scheduling vacations and the number of
employees allowed off at anyone time shall be at the discretion of the department
or division manager. Denial of a requested date for vacation shall not be a subject
for the grievance procedure of this Agreement or the appeal procedure set forth
in Chapter 400, Code of Iowa.
ARTICLE XXII
HOLIDAYS
Section 1
The following calendar days of the year shall be considered as holidays insofar as
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the administration of City business is concerned. When the term "holiday" is used
it shall be construed to be the following days:
A. New Year's Day
B. Memorial Day
C. Independence Day
D. labor Day
E. Veterans Day
F. Thanksgiving Day
G. Day after Thanksgiving
H. Christmas Eve
I. Christmas Day
J. New Year's Eve
Section 2
January First
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/or the first scheduled workday following the holiday, unless excused
by the City for the following reasons:
A. Formal leave of absence.
B. Job incurred injury.
C. Funeral leave.
D. Subpoena as a witness.
E. Illness or injury of less than two (2) months duration with proper doctor's docu-
mentation.
F. Excused absence approved in writing by and at the sole discretion of the
department manager -- excludes casual days and leaves of absence without
pay.
Section 3
When a holiday falls on Sunday, the following day shall be declared a holiday for the
employee. When a holiday falls on Saturday, the preceding day shall be declared a
holiday for the employee.
Section 4
Employees eligible for holiday pay shall be entitled to eight (8) hours at the regular
rate of pay for each of the named holidays.
16
ARTICLE XXIII
CASUAL DAY
A. Considerations
1. Two (2) casual days with pay per fiscal year shall be allowed.
2. 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 an authorized representative.
3. The employee's request for a specific day shall be given maximum con-
sideration consistent with the conditions set forth below under a, but
final approval is subject to (2) above and denial of the employee's
requested date is not a proper subject for a grievance.
4. Exception to (3) 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.
5. The Union recognizes that approval or disapproval of a specific day
must consider the efficient level of service due the general public.
B. Conditions
1. A casual day may be taken anytime during the contract period subject
to the provisions of A2 above.
2. A new employee must have completed at least four (4) full calendar
months of the trial period in order to be eligible for a casual day.
3. Under no circumstances shall pay be requested or approved in lieu of
the casual day off with pay.
4. Once a date has been approved for an employee as a casual day, it may
not be rescheduled except under the most extenuating circumstances;
however, it is understood and agreed that the right to cancel and
reschedule an employee's casual day is reserved by the department
manager or his/her representative when such extenuating circum-
stances exist.
17
ARTICLE XXIV
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 incumbents shall
be advanced in pay by two percent (2%) of their regular rate of pay. After eighteen
(18) years of continuous service incumbents shall be advanced in pay by three
percent (3%) of their regular rate of pay. After twenty-four (24) years of continuous
service incumbents shall be advanced in pay by four percent (4%) of their regular
rate of pay. After thirty (30) years of continuous service incumbents shall be
advanced in pay by five percent (5%) of their regular rate of pay.
ARTICLE XXV
HOURS OF WORK
The regular work day shall be eight (8) hours and the regular work week shall be
forty (40) hours with the exception of employees assigned to the Airport and the
Civic Center. The regular work week for employees assigned to the Airport and the
Civic Center shall average forty (40) hours.
Employees assigned to the Airport shall be granted a lunch period during each work
shift. Such lunch period shall be without pay, and whenever possible, shall be
scheduled in the middle of the work shift. Employees shall be paid for all time
worked during their lunch period.
ARTICLE XXVI
OVERTIME
One and one-half (1 %) times the regular rate of pay shall be paid for all hours
worked in excess of eight (8) hours per day or forty (40) hours per week with the
following exception: employees assigned to the Airport and Civic Center shall be
eligible for the overtime rate of pay for hours worked in excess of eight (8) hours
18
per day or eighty (80) hours per pay period (biweekly).
Two (2) times the regular rate of pay shall be paid for all hours worked on a
holiday.
At the discretion of the department or division manager, employees who are
eligible to receive overtime may be granted 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 in advance by the employee's
supervisor.
ARTICLE XXVII
NIGHT SHIFT PREMIUM PAY
Employees regularly assigned to the second shift, normally 3:00 PM to 11 :00 PM
shall receive an additional ten cents ($.10) per hour on their regular rate of pay
as a shift premium.
Employees regularly assigned to the third shift, normally 11 :00 PM to 7:00 AM
shall receive an additional twenty cents ($.20) per hour on their regular rate of
pay as a shift premium.
Park and Recreation Department employees assigned to ice rink flooding duties
(during the applicable season only) shall receive an additional fifteen cents ($.15)
per hour on their regular rate of pay as a shift premium if such work is performed
during a shift for which premium payment is allowed. Said payment is not allowed
if such work is being performed on an overtime basis.
Employees assigned to salt crews on split shifts, one mechanic assigned to the
garage on a split shift and one garage serviceworker assigned to the transit
garage on a split shift shall be paid eight (8) hours shift premium at ten cents
($.10) per hour if their regular schedule includes a part of the second shift and
shall be paid eight (8) hour shift premium pay at twenty cents ($.20) per hour if
their regular schedule includes part of the third shift.
All other employees whose work schedule overlaps into a shift for which pre-
mium payment is allowed shall be entitled to the appropriate premium payment
only if three (3) hours or more of the work shift overlaps into a shift for which
premium payment is allowed. If the conditions of this section apply, an employee
shall receive the appropriate premium payment for the number of hours worked
during the shift for which premium payment is allowed. If an employee's work
19
schedule overlaps from the second shift to the third shift, said employee shall
receive the appropriate premium payment based upon the hours worked in each
shift.
Example 1 :
Shift Assignment - 5:00 AM to 12:00 Noon
Shift Premium Payment - 0
Example 2:
Shift Assignment - 10:00 AM to 6:00 PM
Shift Premium Payment - 3 hours @ $.10 per hour
Example 3:
Shift Assignment - 1 :00 PM to 9:00 PM
Shift Premium Payment- 6 hours @ $.10 per hour
Example 4:
Shift Assignment - 9:00 PM to 5:00 AM
Shift Premium Payment - 2 hours @ $.10 per hour
6 hours @ $.20 per hour
Employees who are eligible for shift premium payment shall continue to receive
such payment while on vacation. An employee who is on a paid leave, other than
vacation, or on an unpaid leave shall not receive shift premium payment. Shift
premium payment shall not apply when an employee is receiving overtime or any
other type of premium payment.
ARTICLE XXVIII
CALLBACK
An employee who, after having left the premises following the completion of
his/her regular shift is recalled for additional work, shall receive two (2) hours
pay at one and one-half (1 %) times the regular rate of pay. When such work
merges with the employee's work day this provision does not apply. Under no
circumstances shall an employee be paid twice for the same hours worked.
The City has the right to determine who is on call. Employees on call will receive,
20
at their option, either two (2) hours compensatory time, or two (2) hours at their
regular rate of pay for each weekend or holiday that they are on call. Employees
who are on call but are not available for work will be subject to the disciplinary
procedure.
ARTICLE XXIX
GROUP INSURANCE
Section 1
HEALTH INSURANCE. The City shall pay the full cost of the employee's personal
premium and the dependent premium provided the employee is enrolled in the
City's designated health insurance plan. Employees who elect to enroll in a
health maintenance organization, preferred provider organization or a similar
form of health insurance plan shall reimburse the City in an amount equal to the
difference in the cost between the health maintenance organization, preferred
provider organization or similar insurance plan and the City's designated health
insurance plan.
Section 2
DENTAL INSURANCE. The City shall pay the full cost of the personal premium for
employees covered by this Agreement. Employees are eligible for coverage the
first of the month following completion of thirty (30) days of continuous service in
a full time position.
Section 3
LIFE/ACCIDENTAL DEATH AND DISMEMBERMENT/DISABILITY INCOME PRO-
TECTION INSURANCE
The City shall pay the full cost of the life insurance, accidental death and dis-
memberment and disability income protection insurance for employees covered
by this Agreement. Employees are eligible for coverage the first of the month
following the completion of thirty days of continuous service in a full-time posi-
tion.
Section 4
The specific benefits for health, life, accidental death and dismemberment and
disability income protection insurance are set forth in master policies and shall in
all cases be the determining factor as to eligibility and amount of coverage
21
extended to each employee. The City shall retain the right to change insurance
carriers or change the method in which insurance is provided, at any time, and
such action by the City or the reason(s) therefore shall not be
subject to the grievance procedure of this Agreement or the appeal procedures
set forth in Chapter 400, Code of Iowa.
Section 5
Whenever a covered employee ceases employment with the City the group insur-
ance plans terminate. Health insurance benefits for dependents also terminate
when the employee ceases to be eligible for coverage or when that dependent
ceases to be eligible as a dependent. However, a $1,000 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 Agree-
ment.
Section 6
Disability income protection insurance shall be granted for any non-service
connected illness or injury which renders such employee unable to perform the
duties of his/her employment. An employee who incurs an injury or illness while
employed by another employer or doing contract work for pay shall not be
entitled to the benefits provided under the disability income protection insurance
policy. Employees who become eligible for disability income protection insur-
ance shall be eligible to supplement accrued sick leave with the disability income
protection benefits. Total income of an employee's sick leave payment and
disability income protection insurance benefits shall not equal more than one
hundred percent (100%) of an employee's regular rate of pay. Upon expiration of
an employee's accumulated sick leave, the employee shall be entitled to only the
benefits payable under the disability income protection insurance policy.
Section 7
The City shall continue to pay the premium cost of group insurance benefits for a
period not to exceed fourteen (14) months from the day an employee starts a
leave of absence for a non-work incurred injury or illness. However, in no event
shall the City pay the premium for a period greater than the employee's length of
service to the City. In the case of a work incurred injury or illness the City shall
continue to pay the premium for a period not to exceed fourteen (14) months from
the start of the leave of absence.
Section 8
The City shall discontinue payment of all insurance premiums for an employee who
22
is discharged, resigns, retires, dies, is laid off or separated from the City for any
other reason.
Section 9
The City shall provide IRS Section 125 Flexible Spending Accounts for medical and
dependent care expenses.
ARTICLE XXX
GRIEVANCE PROCEDURE
A grievance shall be defined as a dispute or disagreement raised by an employee
against the City involving the interpretation or application of specific
provisions of this Agreement, except any matter governed by Iowa Civil Service Law
(Chapter 400, Code of Iowa) shall not be considered a grievance and subject to the
grievance procedure, nor shall any disciplinary action which may be appealed to the
Civil Service Commission be considered a grievance and subject to the grievance
procedure hereinafter set forth. Any action or claim which is within the jurisdiction
of the Civil Service Commission to decide must be brought under Iowa Civil Service
Law.
The City is desirous of obtaining an equitable and prompt adjustment of grievances
and grievances shall be settled orally. whenever possible, between the employee's
supervisor and the aggrieved employee. The employee's supervisor shall be notified
of the alleged grievance within five (5) work days of the date the alleged grievance
occurred. Failure of the employee to notify his/ her supervisor
within five (5) work days of the date the alleged grievance occurred shall constitute
a withdrawal of the grievance.
The City shall not be obligated to accept a written grievance until such grievance
has been discussed orally between the aggrieved employee and his/ her supervisor.
Step 1
Grievances not settled in two (2) but not more than five (5) work days after
discussion with the supervisor may be reduced to writing and presented to the
department manager. The nature of the complaint shall be clearly stated so that the
department manager will have a fair opportunity to locate the cause of the problem
and settle the matter to the satisfaction of all parties concerned. The department
manager will answer in writing within five (5) work 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.
23
Step 2
If the department manager's written answer is not satisfactory the grievance may,
within three (3) work days, be appealed to the City Manager and shall, as soon as
possible after receipt of this appeal be considered in a meeting between represen-
tatives selected by the City and Union. The president of the Union may be
accompanied with no more than two (2) Union representatives. The City Manager
will give a written answer within fifteen (15) work days after this meeting.
Step 3
If the grievance is not settled in Step 2, within twenty (20) calendar days after
receiving the City's written answer, either party may submit the grievance to
arbitration. The invoking of arbitration by the Union shall require the approval of the
Union and the approval of the aggrieved employee. The parties shall attempt to
select an arbitrator as soon as practical after receipt of a request for arbitration. If
the parties do not agree upon the selection of an arbitrator within fifteen (15)
calendar days after receipt of the request for arbitration, the Public Employment
Relations Board shall be requested to furnish a list of five (5) arbitrators. The party
requesting arbitration shall strike the first name; the other party shall then strike
one (1) name. The process shall be repeated and the remaining person shall be the
arbitrator.
The decision of the arbitrator, within the scope of his/her authority, shall be final and
binding on both parties to this Agreement. The arbitrator shall have no power to add
to, subtract from or change any of the provisions of this Agreement. Nor shall he/she
have authority to render any decision which conflicts with any law, rule or regulation
binding upon the City. The arbitrator shall not have power to accept or to decide any
disagreement which involves a matter within the jurisdiction of the Civil Service
Commission (Chapter 400, Code of Iowa). The fees and expenses of the arbitrator
shall be shared equally by the City and the Union. However, each party shall be
responsible for compensating their own witnesses and representatives as well as
paying for transcripts of the proceeding. Awards shall not be retroactive beyond
the date of the occurrence or event giving rise to the grievance.
Union representatives, when processing Steps 1 and 2 of the grievance procedure,
shall be permitted to leave work after receiving approval from their supervisor and
shall suffer no loss of their regular rate of pay but shall not be eligible for overtime
payor any other type of premium pay. The City shall not be responsible for paying
any employee as a result of his/her participation in arbitration or Civil Service
proceedings.
The time specified for each step of the grievance procedure may be extended by
mutual consent. If an answer to a grievance is not given to the employee by the City
within any of the time limits specified in this Article, the grievance may be appealed
to the next step in the grievance procedure. Failure of the employee or the Union to
comply with any time limitations shall constitute a withdrawal of the grievance.
24
. .
ARTICLE XXXI
WAGE PLAN
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 STEP STEP STEP STEP
CLASSIFICATION GRADE A B C 0 E F
Hourly rates effective 7/1/1999 through 6/30/2000
Airport Line
Serviceworker GO-OO $7.39 $7.71 $8.06 $8.41 $8.78 $9.16
Transit Aide/Clerk GO-03 11.47 11.78 12.06 12.31 12.65 12.94
Stock Clerk* GO-03 11.47 11.78 12.06 12.31 12.65 12.94
Custodian II GO-04 12.61 12.93 13.24 13.58 13.86 14.16
Painter"s Helper GO-04 12.61 12.93 13.24 13.58 13.86 14.16
laborer GO-04 12.61 12.93 13.24 13.58 13.86 14.16
Ramp Custodian GO-04 12.61 12.93 13.24 13.58 13.86 14.16
Sanitation laborer GO-04 12.61 12.93 13.24 13.58 13.86 14.16
Serviceworker GO-04 12.61 12.93 13.24 13.58 13.86 14.16
Utilityworker GO-04 12.61 12.93 13.24 13.58 13.86 14.16
Truck Driver GO-05 12.86 13.16 13.52 13.86 14.16 14.40
Equipment Operator I GO-06 13.11 13.45 13.81 14.16 14.40 14.71
Gardener GO-06 13.11 13.45 13.81 14.16 14.40 14.71
Maintenanceworker GO-06 13.11 13.45 13.81 14.16 14.40 14.71
Parking Meter
Serviceworker I GO-06 13.11 13.45 13.81 14.16 14.40 14.71
Park Ranger GO-06 13.11 13.45 13.81 14.16 14.40 14.71
Sanitation Driver GO-06 13.11 13.45 13.81 14.16 14.40 14.71
Transportation
Clerk GO-07 13.07 13.35 13.73 14.00 14.35 14.77
Equipment Operator II GO-08 13.40 13.74 14.10 14.40 14.71 15.05
Stock Clerk** GO-08 13.40 13.74 14.10 14.40 14.71 15.05
Parking Meter
Serviceworker II GO-09 13.63 13.98 14.34 14.71 15.03 15.38
Mechanic GO-10 13.97 14.32 14.70 15.06 15.40 15.80
Painter GO-10 13.97 14.32 14.70 15.06 15.40 15.80
Foreman GO-11 14.20 14.56 14.92 15.31 15.73 16.12
Forester GO-11 14.20 14.56 14.92 15.31 15.73 16.12
lead Mechanic GO-11 14.20 14.56 14.92 15.31 15.73 16.12
Traffic Signal
Technician II GO-12 14.70 15.45 16.22 17.04 17.87 18.78
* Hired or appointed on or after January 1, 1998
**Hired or appointed on or before December 31, 1997
25
. .
POSITION SALARY STEP STEP STEP STEP STEP STEP
CLASSIFICATION GRADE A B C 0 E F
Hourly rates effective 7/1/2000 through 6/30/2001
Airport Line
Serviceworker GO-OO $7.84 $8.16 $8.51 $8.86 $9.23 $9.61
Transit Aide/Clerk GO-03 11.77 12.09 12.37 12.63 12.98 13.28
Stock Clerk* GO-03 11.77 12.09 12.37 12.63 12.98 13.28
Custodian II GO-04 12.94 13.27 13.58 13.93 14.22 14.53
Painter's Helper GO-04 12.94 13.27 13.58 13.93 14.22 14.53
laborer GO-04 12.94 13.27 13.58 13.93 14.22 14.53
Ramp Custodian GO-04 12.94 13.27 13.58 13.93 14.22 14.53
Sanitation laborer GO-04 12.94 13.27 13.58 13.93 14.22 14.53
Serviceworker GO-04 12.94 13.27 13.58 13.93 14.22 14.53
Uti lityworker GO-04 12.94 13.27 13.58 13.93 14.22 14.53
Truck Driver GO-05 13.19 13.50 13.87 14.22 14.53 14.77
Equipment Operator I GO-06 13.45 13.80 14.17 14.53 14.77 15.09
Gardener GO-06 13.45 13.80 14.17 14.53 14.77 15.09
Maintenanceworker GO-06 13.45 13.80 14.17 14.53 14.77 15.09
Parking Meter
Serviceworker I GO-06 13.45 13.80 14.17 14.53 14.77 15.09
Park Ranger GO-06 13.45 13.80 14.17 14.53 14.77 15.09
Sanitation Driver GO-06 13.45 13.80 14.17 14.53 14.77 15.09
Transportation
Clerk GO-07 13.41 13.70 14.09 14.36 14.72 15.15
Equipment Operator II GO-08 13.75 14.10 14.47 14.77 15.09 15.44
Stock Clerk** GO-08 13.75 14.10 14.47 14.77 15.09 15.44
Parking Meter
Serviceworker II GO-09 13.98 14.34 14.71 15.09 15.42 15.78
Mechanic GO-10 14.33 14.69 15.08 15.45 15.80 16.21
Painter GO-10 14.33 14.69 15.08 15.45 15.80 16.21
Foreman GO-11 14.57 14.94 15.31 15.71 16.14 16.54
Forester GO-11 14.57 14.94 15.31 15.71 16.14 16.54
lead Mechanic GO-11 14.57 14.94 15.31 15.71 16.14 16.54
Traffic Signal
Technician II GO-12 15.08 15.85 16.64 17.48 18.33 19.27
* Hired or appointed on or after January 1, 1998
**Hired or appointed on or before December 31, 1997
Generally, the minimum pay step in the salary range established for a position shall
be applicable upon appointment to a position in the bargaining unit. Upon promotion
an employee shall be placed in the first step of the salary range established for the
position to which the employee is promoted that would provide a one (1) step
increase.
Advancement to succeeding pay steps in the salary range established for a position
shall be based upon a satisfactory performance evaluation. An employee who
26
consistently meets and exceeds performance standards established for a position
is eligible for a one (1) step performance advancement. An employee is eligible
for a performance advancement (step increase) in accordance with the following
schedule:
STEP
ATOB
BTOC
CTOD
DTOE
ETOF
INTERVAL
NUMBER OF MONTHS
6
12
12
12
12
An employee who is denied a performance advancement shall be required to wait
six (6) or twelve (12) months, (depending upon the pay step he/she is in)
before he/she is eligible for another performance advancement.
ARTICLE XXXII
TOOL ALLOWANCE
On July 1, next following an employee's appointment to the position of mechanic, the
employee shall receive a tool allowance of seventy dollars ($70.00) each fiscal year
payable on July 1 of each year while in such position. (Example: Date of appoint-
ment to the position of mechanic - May 1, 1981; date of first payment - July 1, 1981.)
Effective July 1, 2000, the tool allowance for employees in the position of mechanic
will be increased from seventy dollars ($70.00) each fiscal year to one hundred
twenty-five dollars ($125) each fiscal year and will be paid in accordance with the
terms contained in paragraph one of this Article.
ARTICLE XXXIII
TEMPORARY ASSIGNMENT
Management reserves the right to temporarily assign employees to other job
classifications. In the event an employee is assigned to a higher job classification
on a temporary basis, said employee shall receive the equivalent of a one (1) step
increase for such other classification in which he/she is temporarily serving. The
rate of pay in the temporary classification shall commence after the employee has
served twenty (20) consecutive work days in such other capacity, and shall be
retroactive to the first day the employee served in such other capacity. Said
employee shall be paid at the higher rate of pay only when he/she is working in such
other capacity.
27
ARTICLE XXXIV
PART TIME EMPLOYEES
Part-time employees shall mean an employee hired on a continuous employment
basis with a work schedule throughout the fiscal year that normally consists of
thirty-two (32) hours per week or less on the average (1,664 hours annually). Said
work schedule shall not be construed as a guarantee of hours per day, per week,
per year. Part-time employees shall be entitled only at the rates of pay for the
classifications set forth in Addendum A and the benefits set forth in Article XVIII -
Job Posting of this Agreement. Part-time employees shall not accrue or receive any
other benefits, payor privileges granted by this Agreement or be subject to any
other provision of this Agreement. This Article shall apply to part-time employees
in the classifications of laborer II (Housekeeping) and Crew leader and all other
part-time employees who meet this definition.
ARTICLE XXXV
TEMPORARY EMPLOYEES
Temporary employee shall mean an employee hired on a seasonal or limited term
basis and who is employed for over four consecutive months in the position of
laborer, fee collector, sanitation driver or truck driver in the Park and Recreation
Divisions and the Operations and Maintenance Department. Temporary employees
who qualify for inclusion in this bargaining unit in one calendar year will not be
covered by this Agreement until the succeeding calendar year and will presume to
qualify at the commencement of the succeeding year for purposes of coverage by
this Agreement and will thereafter qualify so long as service in over four consecu-
tive months in each calendar year is maintained; however, one full year lapse in
meeting the requirement of over four consecutive months of service would
necessitate requalification. If the temporary employee works over four consecutive
months and resigns, he/she would have to requalify in accordance with the terms
of this Article. The work schedule for temporary employees shall not be construed
as a guarantee of hours of work per day, per week or per year. Temporary
employees shall be entitled only to the rates of pay for the classifications set forth
in Addendum B and the benefits set forth in Article XVIII - Job Posting of this
Agreement. Temporary employees shall not accrue or receive any other benefits,
payor privileges granted by this Agreement or be subject to any other provision of
this Agreement.
28
ARTICLE XXXVI
SAVINGS CLAUSE
Should any article, section or portion thereof ofthis 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 XXXVII
DURATION AND NEGOTIATIONS
This Agreement shall be effective the first day of July, 1999 and shall remain in full
force and effect through the thirtieth (30th) day of June, 2001. Negotiations for a
succeeding Agreement to become effective on July 1, 2001, shall begin after August
15, 2000, but not later than October 15, 2000.
Signed this
day of
1999.
GENERAL DRIVERS AND HELPERS UNION
LOCAL #421
CITY OF DUBUQUE, IOWA
ATTEST:
~ r1~
MA~ ~AVIS. CITY CLERK
29
ADDENDUM A
WAGE PLAN
The following salary schedules shall represent the regular (straight time or base)
rate of pay:
POSITION SALARY STEP STEP STEP STEP STEP STEP
CLASSIFICATION GRADE A B C D E F
Hourly rates effective 7/1/1999 through 6/30/2000
laborer II
(Housekeeping) P.T. FF GD-01 $6.87
Crew leader P.T. FF GD-02 $8.01
POSITION SALARY STEP STEP STEP STEP STEP STEP
~I ASSIFI~A TION (.;RAnF A R ~ n F F
Hourly rates effective 7/1/2000 through 6/30/2001
laborer II
(Housekeeping) P.T. FF GD-01 $7.05
Crew leader P. T. FF GD-02 $8.22
30
ADDENDUM B
WAGE PLAN
)lIowing salary schedules shall represent the regular (straight time or base
f pay).
-ION SALARY STEP STEP STEP STEP STEP STEP
SIFICATION GRADE ABC D E F
If rates effective 7/1/1999 through 6/30/2000
er - Operations and
:enance Department
GD-21
~76
$5.96 $6.18 ~
~D1
~D1
$6.18 ~
$6.18 ~
STEP STEP STEP STEP
C D E F
er - Recreation Division GD-23
ition Driver GD-26
Driver GD-26
er - Park Division GD-31
ollector - Park Division GD-31
)\:), liON SALARY STEP STEP
_ASSIFICATION GRADE A B
)urly rates effective 7/1/2000 through 6/30/2001
.borer - Operations and
enance Department GD-21 $6.94
er - Recreation Division GD-23 $6.11 $6.34 $6A6
Ition Driver GD-26 ~24
Driver GD-26 ~.24
er - Park Division GD-31 $6.34 $6A6
ollector - Park Division GD-31 $6.34 $6A6
ive July 1, 2000, temporary employees will receive $.15 per hour in addition
ir regular rate of pay as set forth in this Addendum after completing 3,500
uous hours of work in a temporary position covered by this Agreement.
31
AGREEMENT
BETWEEN
THE CITY OF DUBUQUE, IOWA
AND
GENERAL DRIVERS & HELPERS UNION LOCAL #421
JULY 1,1998 through JUNE 30, 1999
~
PREAMBLE
This Agreement is made and entered into by and between the City of Dubuque, Iowa
(hereafter called the City) and the General Drivers and Helpers Union Local #421
(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.
GENERAL DRIVERS AND HELPERS UNION CONTRACT
TABLE OF CONTENTS
PREAMBLE .....................................................
TABLE OF CONTENTS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ii
ARTICLE I
ARTICLE II
ARTICLE III
ARTICLE IV
ARTICLE V
ARTICLE VI
ARTICLE VII
ARTICLE VIII
ARTICLE IX
ARTICLE X
ARTICLE XI
ARTICLE XII
ARTICLE XIII
ARTICLE XIV
ARTICLE XV
ARTICLE XVI
ARTICLE XVII
ARTICLE XVIII
ARTICLE XIX
ARTICLE XX
ARTICLE XXI
ARTICLE XXII
ARTICLE XXIII
ARTICLE XXIV
ARTICLE XXV
RECOGNITION. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
GENERAL CONDITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . .
NO STRIKE CLAUSE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
UNION REPRESENTATiVES........................
UNION NEGOTIATING COMMITTEE.................
NONDISCRIMINATION ............................
UNIFORMS .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
PAyDAy....................................... .
BULLETIN BOARDS ..............................
PAYROLL DEDUCTIONS...........................
INJURY LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
MILITARY LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
FUNERAL LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
PREGNANCY LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
LEAVE OF ABSENCE WITHOUT PAY ................
SENIORITY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
JOB POSTING ...................................
MEALS FOR EMPLOYEES AT CITY EXPENSE .........
JURY DUTY .....................................
VACATIONS. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
HOLIDAYS ......................................
CASUAL DAy....................................
LONGEVITY .....................................
HOURS OF WORK ................................
1
2
2
3
3
3
4
5
5
5
6
7
7
8
10
10
11
12
14
14
14
16
17
18
19
ARTICLE XXVI OVERTIME...................................... 19
ARTICLE XXV NIGHT SHIFT PREMIUM PAY. . . . . . . . . . . . . . . . . . . . . . . 20
ARTICLE XXVIII CALLBACK...................................... 21
ARTICLE XXIX GROUP INSURANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
ARTICLE XXX GRIEVANCE PROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . 24
ARTICLE XXXI WAGE PLAN. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
ARTICLE XXXII TOOL ALLOWANCE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
ARTICLE XXXIII TEMPORARY ASSiGNMENT........................ 28
ARTICLE XXXIV PART TIME EMPLOYEES .......................... 28
ARTICLE XXXV TEMPORARY EMPLOYEES. . . . . . . . . . . . . . . " ........ 28
ARTICLE XXXVI SAVINGS CLAUSE................................ 29
ARTICLE XXXVII DURATION AND NEGOTIATIONS ................... 29
ADDENDUM A & B ............................................... 31-32
iii
ARTICLE I
RECOGNITION
The City recognizes the General Drivers and Helpers Union local #421, certified by
the Public Employment Relations Board in Case #5709 and amended in Case
Numbers #5615,1597,1290 and 439, as the exclusive bargaining representative for
certain employees ofthe 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 and Line Serviceworker.
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 nonbargaining 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
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 or for other
legitimate reasons.
E. Maintain the efficiency of governmental operations.
F. Determine and implement methods, means, assignments and personnel by
which the public employer's operations are to be conducted.
G. Take such actions as may be necessary to carry out the mission of the public
employer.
H. Initiate, prepare, certify and administer its budget.
I. Exercise all powers and duties granted to the public employer by law.
ARTICLE III
NO STRIKE CLAUSE
It shall be unlawful for any public employee or any employee organization,
directly or indirectly, to induce, instigate, encourage, authorize, ratify or participate
in a strike against any public employer.
It shall be unlawful for any public employer to authorize, consent to or condone a
strike; or to payor agree to pay any public employee for any day in which the
2
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
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.
When necessary to investigate a grievance, with knowledge and approval of the
department manager, the Business Agent may meet with the employee, steward
and/or shop committee member on the job site.
ARTICLE V
UNION NEGOTIATING COMMITTEE
Members of the negotiating committee shall be paid their regular rate of pay
when they participate in negotiating meetings during their regular scheduled
work day. The number of employees eligible for payment shall be limited to four
(4). No payment shall be made to any employee when he/she negotiates outside
of his/her regular work hours.
ARTICLE VI
NONDISCRIMINATION
There shall be no discrimination against any employee in the bargaining unit by
either party to this Agreement because of mental or physical disability, age, sex,
marital status, race, color, religion, national origin 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
3
procedure of this Agreement or the appeal procedure set forth in Chapter 400,
Code of Iowa.
ARTICLE VII
UNIFORMS
Section 1
Except as herein provided, upon completion of the employee's trial period, the
City shall furnish each regular employee with the following articles of work
clothing:
Three (3) long sleeve shirts
Three (3) short sleeve shirts
Three (3) trousers
One (1) summer jacket
One (1) winter jacket
Park division employees shall receive either a winter parka or a winter jacket.
Rain gear shall be provided to employees assigned, on a regular basis, to the
refuse, recycling and yard waste collection activities.
Replacement of these articles shall be subject to the approval of the department
manager.
Section 2
Employees shall wear and maintain uniforms in a presentable condition while on
duty and shall not wear them for any off-duty activities. City furnished uniforms
must be returned upon termination of employment or the cost of such uniforms
shall be deducted from the employee's final check. In the event monies are not
available from the final check, the employee shall be liable for such payment as
determined by the City.
4
ARTICLE VIII
PAYDAY
Payday shall be every other Friday. If the payday is an observed holiday, the
payday shall be the day before the holiday.
ARTICLE IX
BULLETIN BOARDS
Bulletin boards shall be provided by the City in each department for posting notices
of Union recreation and social affairs, Union elections, Union appointments and
Union meetings. All notices must be signed by a Union representative and approved
by the department manager prior to posting.
ARTICLE X
PAYROLL DEDUCTIONS
During the term of this Agreement the City of Dubuque, Iowa agrees, after receipt
of a proper "Authorization for Dues Checkoff" card signed by the employee, to
deduct the uniformly required dues as certified by the Financial Secretary of the
Union. Such dues deducted shall be transmitted by the City to the Financial
Secretary of the Union.
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. (Reference, Code of Iowa, Chapter 20, Subsection
20.9 and Chapter 736A, Subsection 736.A.5).
Any City employee who is a member of the Credit Union affiliated with the Union
representative may provide for regular checkoff of regular payment to said Credit
Union each pay period. Such checkoff or wage assignment shall be honored by the
City with the provisions of State law governing wage assignments. By this
Agreement, the City agrees to accept such assignments when properly presented
in writing.
The City shall have no obligation to deduct or collect monthly dues or credit union
payments from a Union member whose net pay for a payroll period, after all other
5
deductions, is insufficient to cover the total authorized deductions for that payroll
period. The Union shall hold the City harmless against any claims or law suits
instituted or any losses incurred because of the City's performance of its
obligations under this Article. The Union further agrees to refund to the City any
amounts paid to the Union in error.
ARTICLE XI
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 use earned and unused sick
leave credits. Beginning of the fourth calendar day of total disability following the
day of injury or illness the employee may receive in addition to the Worker's
Compensation benefits a sum which together with said Worker's Compensation
benefits shall equal one hundred percent (100%) of the employee's regular rate of
pay. The difference between the Worker's Compensation benefits and the full one
hundred percent (100%) regular rate of pay will 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
With the exception of those benefits provided by State law, an employee who is
physically able to and who fails to report within seventy-two (72) hours any
job-related injury or illness, however minor, to his/her department or division
manager and to take such first aid or medical treatment as may be necessary, shall
not be eligible for the benefits outlined in this Section. An employee shall return to
work when the physician states he/she is able to do so. Prior to being allowed to
return to work, the employee shall provide a written statement from a physician
stating that the employee is released to return to work and is capable of performing
the essential functions of his/her position.
6
ARTICLE XII
MILITARY LEAVE
Military leave shall be administered in accordance with the Code of Iowa, Section
29A.28. Employees desiring a military leave shall submit a written request to the
department manager, with a copy to the Personnel Office, at least fourteen (14)
calendar days in advance of when such leave is to begin.
Any disagreement involving the interpretation or application of this Article shall
not be a proper subject for the grievance procedure of this Agreement or the
appeal procedure set forth in Chapter 400 (Civil Service), Code of Iowa.
ARTICLE XIII
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 schedule 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 employee's immediate family.
1. Relationships which are considered as other members of employee's
family are mother, father, mother-in-law, father-in-law, sister, brother,
grandmother, grandfather, sister-in-law, brother-in-law, step-mother,
step-father, legal guardian and grandchild.
2. In the event the employee is the person responsible for making ar-
rangements for the funeral and attending same, a period of time from
when death occurs until the day following the funeral, but not to ex-
ceed three (3) scheduled working days with pay.
3. In the event the employee is not the person responsible for making ar-
7
rangements for the funeral, one (1) scheduled working day shall be al-
lowed to attend the funeral providing the funeral service falls on a
scheduled working day of the employee.
4. If the conditions under Section C3 are applicable and the employee is
assigned to the second shift, normally 3:00 PM to 11 :00 PM, said em-
ployee 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.
Special Provision
It is recognized that a death of a person other than the relationships listed above
could warrant consideration for some paid funeral leave.
In this event the employee should make known the situation to the department
manager involved.
The department manager may exercise administrative approval consistent with the
intent of this funeral leave provision.
The department manager should document the administrative approval by written
notice to the Personnel Office.
ARTICLE XIV
SICK LEAVE
Section 1
It is the purpose of this sick leave provision to protect the employee from financial
loss during an absence from work on account of illness or injury of the employee.
In accordance with the following provision, sick leave with pay may be granted for
illness or injury to the employee including service connected illness or injury, and
also for illness to or injury of members of the employee's family (spouse, dependent
children or step-children and parents or step-parents). No more than six (6) sick
days per employee per fiscal year shall be granted for illness to or injury of
members of the employee's family as defined in this Article. An employee who
incurs an illness or injury while employed by another employer or doing contract
work for pay shall not be entitled to sick leave benefits.
8
Section 2
Sick leave shall be administered as follows:
All absences from work chargeable against sick leave shall be reported to the
employee's immediate supervisor prior to the start of work on the day of absence.
Failure to do so shall result in the loss of sick leave payment. No employee shall
receive compensation by reason of sick leave benefits until the department or
division manager has certified the cause of the absence for which sick leave
benefits are requested. The City reserves the right at any time to require proof of
illness or injury. The City may require a medical examination, performed by a
physician selected by the City, to determine the eligibility of employees to remain
on sick leave or return to work. Said examination shall be paid by the City. Abuse
of sick leave or fraudulent use of sick leave shall be cause for disciplinary action.
It is the responsibility of the employee to keep the department or division manager
informed each day of absence chargeable to sick leave.
Section 3
Sick leave shall accrue at the rate of one (1) day (eight [8] hours) per month (3.6923
hours biweekly) of continuous service. The term month as used in this Section shall
mean calendar month. An employee shall start to accrue sick leave from his/her
date of appointment to a full time position and shall be eligible for sick leave after
sixty (60) calendar days of continuous service. Sick leave shall be paid to the
employee at his/her regular rate of pay predicated on an eight (8) hour work day.
Employees shall be charged one (1) sick day (eight [8] hours) for every day of
absence. It is understood that sick leave shall not be paid to an employee who is on
his/her regular day off. Sick leave shall be considered time worked for purposes of
computing contract overtime only. An employee who is on a leave due to an injury
or illness shall accrue sick leave for a period not to exceed sixty (60) calendar days
following the date of injury or illness.
Section 4
Any unused portion of sick leave shall accumulate from fiscal year to fiscal year to
a maximum of one hundred twenty (120) work days. Accrual of sick leave shall
terminate upon discharge, resignation, retirement, layoff or death of the employee.
Section 5
Upon retirement or death, an employee or his/her beneficiary shall be paid for
twenty-five percent (25%) of accumulated sick leave over sixty (60) days at the
average base wage rate for the ten (10) years prior to retirement. No payment
for unused sick leave shall be made to any employee who separates from the City
9
service before the age of sixty-two (62).
ARTICLE XV
PREGNANCY LEAVE
An employee's pregnancy, child birth 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, child birth 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, child birth or related medical condition. The employee may
use other available paid leaves such as vacation, compensatory time or casual day
or a leave of absence without pay beyond the period of temporary disability may be
granted in accordance with Article XVI, LEAVE OF ABSENCE WITHOUT PAY, ofthis
Agreement. The employee is responsible for providing timely 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 XVI
LEAVE OF ABSENCE WITHOUT PAY
Section 1
A leave of absence without pay may be granted by the City Manager upon the
recommendation of the department manager. An employee desiring a leave of
absence without pay shall submit a request in writing to the City Manager at least
seven (7) calendar days in advance of when the leave is to begin. The request shall
contain a statement as to the reason(s) for the desired leave, the date when the
leave is to begin, and the date of return to duty. Requests for a leave of absence
without pay for union business or activities will be given serious consideration.
Denial of a request for a leave of absence without payor the reason(s) therefor 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. Failure to return to work
10
as the end of a leave shall constitute cause for dismissal. It is understood that a
leave of absence without pay shall not be used for the purpose of accepting
employment elsewhere. An employee accepting other employment shall be
terminated. An employee may be required to take a physical examination before
being allowed to return to work after a leave of absence without pay an employee
granted a leave of absence without pay, upon completion of the leave, shall be
returned to the same position and the same pay step in the pay grade correspond-
ing to the classification occupied at the time the leave began. Except as provided
in the Family and Medical Leave Actof1993, 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 XVII
SENIORITY
Section 1
An employee shall serve a trial period of at least six (6) months. After completing six
(6) months of continuous service in a full-time position, the employee shall have
established seniority and the employee's seniority date shall be retroactive to the
most recent date of employment in a full time position. 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
Layoff and seniority rights shall be administered in accordance with Chapter
400, Civil Service, Code of Iowa.
Section 3
An employee's seniority and employment relationship with the City shall be broken
and terminated for the following reasons:
A. The employee voluntarily leaves the City's employment.
11
B . The employee is absent for work for two (2) consecutive working days with-
out notifying the City unless a reason satisfactory to the City is given for
failure to notify the City.
C. The employee is discharged for just cause.
D. If, after a layoff, the employee fails to report for work within five (5)
working days after being notified in writing, by registered letter, to do so.
Said notice to be mailed to the employee's last known address.
E. Death or retirement.
F. Failure to report for work at the expiration of a leave of absence or vacation
period, unless the employee can establish a reason that is satisfactory to the
City for not returning to work when expected.
ARTICLE XVIII
JOB POSTING
The City shall post notices of open jobs for three (3) working days to afford regular
employees an opportunity to sign the list and to secure and complete an informa-
tional form to afford employees an opportunity for consideration.
Priority for filling the open jobs shall be as follows:
First, to full-time bargaining unit employees within the Division where the opening
exists. For the purpose of this Article only, the following Activity Groups in the
Operations and Maintenance Department will be treated as Divisions:
1. Landfill
2. Sewer
3. Street
4. Solid Waste
5. Garage
Second, to full-time bargaining unit employees in the Department where the
opening exists;
Third, to all other full-time bargaining unit employees;
Fourth, to eligible part-time and temporary employees who have completed 3,500
or more hours of work in a position covered by this Agreement, unless a full-time
12
employee in any Department or Division of the City is subject to being laid off. In
which case, the full-time employee shall have priority over an eligible part-time or
temporary employee.
Fifth, to any other source.
Facts that will be considered in filling the open job shall be as follows:
A. The most competent employee to do the duties of the job. Competency is
defined as proven ability, knowledge or skill for the handling of a specific job.
The following criteria will be used to judge an employee's competency.
... Related experience on the job
... Working relationship with other employees, supervisors and customers
... Attendance (punctuality, dependability)
... Concern for safety
... Care of equipment
... Leadership, (judgement, organizational skills, communication skills,
adaptability, innovation, initiative)
... Quality and quantity of work
B. Physical ability to perform the essential functions of the job.
C. Length of continuous service in a full-time position in the bargaining unit.
When A or B are equal, length of continuous service, in a full-time position in the
bargaining unit, shall be the determining factor among employees of the same
competency level.
If the selected regular employee proves incapable of satisfactorily performing the
job at any time during a ten (10) working day orientation period, the employee shall
be returned to his/her former classification.
An employee who accepts ajob for which he/she bid on may, at any time during the
orientation period only, return to his/her 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-in, etc.
Temporary employees covered by this Agreement are eligible to bid on vacant
positions covered by this Agreement during a layoff.
13
ARTICLE XIX
MEALS FOR EMPLOYEES AT CITY EXPENSE
An employee who works ten (10) or more consecutive hours shall be eligible for
reimbursement for the cost of a meal eaten on the day such hours are worked.
The reimbursement shall not exceed five dollars ($5.00), and a paid receipt dated
the date the overtime is worked must be presented.
In no case shall cash payment, in lieu of a meal, be authorized.
In no case shall an employee be paid while eating a City furnished meal.
ARTICLE XX
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. An employee who reports for jury duty and
is excused shall report immediately to his/her supervisor.
ARTICLE XXI
VACATIONS
Section 1
After an employee has one (1) year or more seniority, 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
seniority, 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 seniority, 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-five (25) years or more seniority, the employee shall be eligible
14
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.
Employees may accumulate up to a maximum of 320 hours of vacation.
Section 4
When one ofthe regular holidays falls during an employee's vacation, the employee
shall be allowed an extra day of vacation, eight (8) hours at the regular rate of pay.
Section 5
An employee who is on a leave due to an illness or injury shall accrue vacation for
a period not to exceed two (2) months following the date of illness or injury.
Section 6
Employees who have completed six (6) months or more of continuous service and
who are laid off, resign or enter the military service, (provided the City is given a
two (2) week notice in the case of resignation or military leave of absence) shall
receive vacation pay prorated to the last day worked.
15
Section 7
All vacation requests shall be subject to the approval of the department or division
manager. The method and manner of scheduling vacations and the number of
employees allowed off at anyone time shall be at the discretion of the department
or division manager. Denial of a requested date for vacation shall not be a subject
for the grievance procedure of this Agreement or the appeal procedure set forth in
Chapter 400, Code of Iowa.
Section 1
ARTICLE XXII
HOLIDAYS
The following calendar days of the year shall be considered as holidays insofar as
the administration of City business is concerned. When the term "holiday" is used
it shall be construed to be the following days:
A. New Year's Day
B. Memorial Day
C. Independence Day
D. labor Day
E. Veterans Day
F. Thanksgiving Day
G. Day after Thanksgiving
H. Christmas Eve
I. Christmas Day
J. New Year's Eve
Section 2
January First
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/or the first scheduled workday following the holiday, unless excused
by the City for the following reasons:
A. Formal leave of absence.
B. Job incurred injury.
C. Funeral leave.
D. Subpoena as a witness.
16
E. Illness or injury of less than two (2) months duration with proper doctor's docu-
mentation.
F. Excused absence approved in writing by and at the sole discretion of the
department manager -- excludes casual days and leaves of absence without
pay.
Section 3
When a holiday falls on Sunday, the following day shall be declared a holiday for the
employee. When a holiday falls on Saturday, the preceding day shall be declared a
holiday for the employee.
Section 4
Employees eligible for holiday pay shall be entitled to eight (8) hours at the regular
rate of pay for each of the named holidays.
ARTICLE XXIII
CASUAL DAY
A. Considerations
1. Two (2) casual days with pay per fiscal year shall be allowed.
2. 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 an authorized representative.
3. The employee's request for a specific day shall be given maximum con-
sideration consistent with the conditions set forth below under B, but
final approval is subject to (2) above and denial of the employee's
requested date is not a proper subject for a grievance.
4. Exception to (3) 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.
5. The Union recognizes that approval or disapproval of a specific day
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must consider the efficient level of service due the general public.
B. Conditions
1. A casual day may be taken anytime during the contract period subject
to the provisions of A2 above.
2. A new employee must have completed at least four (4) full calendar
months of the trial period in order to be eligible for a casual day.
3. Under no circumstances shall pay be requested or approved in lieu of
the casual day off with pay.
4. Once a date has been approved for an employee as a casual day, it may
not be rescheduled except under the most extenuating circumstances;
however, it is understood and agreed that the right to cancel and
reschedule an employee's casual day is reserved by the department
manager or his/her representative when such extenuating circum-
stances exist.
ARTICLE XXIV
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 incumbents shall
be advanced in pay by two percent (2%) of their regular rate of pay. After eighteen
(18) years of continuous service incumbents shall be advanced in pay by three
percent (3%) of their regular rate of pay. After twenty-four (24) years of continuous
service incumbents shall be advanced in pay by four percent (4%) of their regular
rate of pay. After thirty (30) years of continuous service incumbents shall be
advanced in pay by five percent (5%) of their regular rate of pay.
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ARTICLE XXV
HOURS OF WORK
The regular work day shall be eight (8) hours and the regular work week shall be
forty (40) hours with the exception of employees assigned to the Airport and new
employees assigned to Five Flags. The regular work week for employees assigned
to the Airport and new employees assigned to Five Flags shall average forty (40)
hours.
Employees assigned to the Airport shall be granted a lunch period during each work
shift. Such lunch period shall be without pay, and whenever possible, shall be
scheduled in the middle of the work shift. Employees shall be paid for all time worked
during their lunch period.
ARTICLE XXVI
OVERTIME
One and one-half (1 %) times the regular rate of pay shall be paid for all hours
worked in excess of eight (8) hours per day or forty (40) hours per week with the
following exception: employees assigned to the Airport and Civic Center shall be
eligible for the overtime rate of pay for hours worked in excess of eight (8) hours
per day or eighty (80) hours per pay period (biweekly).
Two (2) times the regular rate of pay shall be paid for all hours worked on a
holiday.
At the discretion of the department or division manager, employees who are
eligible to receive overtime may be granted 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 in advance by the employee's
supervisor.
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ARTICLE XXVII
NIGHT SHIFT PREMIUM PAY
Employees regularly assigned to the second shift, normally 3:00 PM to 11 :00 PM
shall receive an additional ten cents ($.10) per hour on their regular rate of pay as
a shift premium.
Employees regularly assigned to the third shift, normally 11 :00 PM to 7:00 AM
shall receive an additional twenty cents ($.20) per hour on their regular rate of
pay as a shift premium.
Park and Recreation Department employees assigned to ice rink flooding duties
(during the applicable season only) shall receive an additional fifteen cents ($.15)
per hour on their regular rate of pay as a shift premium if such work is performed
during a shift for which premium payment is allowed. Said payment is not allowed
if such work is being performed on an overtime basis.
Employees assigned to salt crews on split shifts, one mechanic assigned to the
garage on a split shift and one garage serviceworker assigned to the transit
garage on a split shift shall be paid eight (8) hours shift premium at ten cents
($.10) per hour if their regular schedule includes a part of the second shift and
shall be paid eight (8) hour shift premium pay at twenty cents ($.20) per hour if
their regular schedule includes part of the third shift.
All other employees whose work schedule overlaps into a shift for which premium
payment is allowed shall be entitled to the appropriate premium payment only if
three (3) hours or more of the work shift overlaps into a shift for which premium
payment is allowed. If the conditions of this section apply, an employee shall
receive the appropriate premium payment for the number of hours worked during
the shift for which premium payment is allowed. If an employee's work schedule
overlaps from the second shift to the third shift, said employee shall receive the
appropriate premium payment based upon the hours worked in each shift.
Example 1 :
Shift Assignment - 5:00 AM to 12:00 Noon
Shift Premium Payment - 0
Example 2:
Shift Assignment - 10:00 AM to 6:00 PM
Shift Premium Payment - 3 hours @ $.10 per hour
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Example 3:
Shift Assignment - 1 :00 PM to 9:00 PM
Shift Premium Payment- 6 hours @ $.10 per hour
Example 4:
Shift Assignment - 9:00 PM to 5:00 AM
Shift Premium Payment - 2 hours @ $.10 per hour
6 hours @ $.20 per hour
Employees who are eligible for shift premium payment shall continue to receive
such payment while on vacation. An employee who is on a paid leave, other than
vacation, or on an unpaid leave shall not receive shift premium payment. Shift
premium payment shall not apply when an employee is receiving overtime or any
other type of premium payment.
ARTICLE XXVIII
CALLBACK
An employee who, after having left the premises following the completion of
his/her regular shift is recalled for additional work, shall receive two (2) hours pay
at one and one-half (1 "'h) times the regular rate of pay. When such work merges
with the employee's work day this provision does not apply. Under no circum-
stances shall an employee be paid twice for the same hours worked.
The City has the right to determine who is on call. Employees on call will receive
two (2) hours compensatory time for each weekend or holiday that they are on
call. Employees who are on call but are not available for work will be subject to
the disciplinary procedure.
ARTICLE XXIX
GROUP INSURANCE
Section 1
HEALTH INSURANCE. The City shall pay the full cost of the employee's personal
premium and the dependent premium provided the employee is enrolled in the
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City's designated health insurance plan. Employees who elect to enroll in a health
maintenance organization, preferred provider organization or a similar form of
health insurance plan shall reimburse the City in an amount equal to the differ-
ence in the cost between the health maintenance organization, preferred provider
organization or similar insurance plan and the City's designated health insurance
plan.
Section 2
DENTAL INSURANCE. The City shall pay the full cost of the personal premium for
employees covered by this Agreement. Employees are eligible for coverage the
first of the month following completion of thirty (30) days of continuous service in
a full time position.
Section 3
LIFE/ACCIDENTAL DEATH AND DISMEMBERMENT/DISABILITY INCOME PRO-
TECTION INSURANCE
The City shall pay the full cost of the life insurance, accidental death and dismem-
berment and disability income protection insurance for employees covered by
this Agreement. Employees are eligible for coverage the first of the month
following the completion of thirty days of continuous service in a full-time position.
Section 4
The specific benefits for health, life, accidental death and dismemberment and
disability income protection insurance are set forth in master policies and shall in
all cases be the determining factor as to eligibility and amount of coverage
extended to each employee. The City shall retain the right to change insurance
carriers or change the method in which insurance is provided, at any time, and
such action by the City or the reason(s) therefore shall not be
subject to the grievance procedure of this Agreement or the appeal procedures
set forth in Chapter 400, Code of Iowa.
Section 5
Whenever a covered employee ceases employment with the City the group insur-
ance plans terminate. Health insurance benefits for dependents also terminate
when the employee ceases to be eligible for coverage or when that dependent
ceases to be eligible as a dependent. However, a $1,000 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 Agree-
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ment.
Section 6
Disability income protection insurance shall be granted for any non-service
connected illness or injury which renders such employee unable to perform the
duties of his/her employment. An employee who incurs an injury or illness while
employed by another employer or doing contract work for pay shall not be entitled
to the benefits provided under the disability income protection insurance policy.
Employees who become eligible for disability income protection insurance shall
be eligible to supplement accrued sick leave with the disability income protection
benefits. Total income of an employee's sick leave payment and disability income
protection insurance benefits shall not equal more than one hundred percent
(100%) of an employee's regular rate of pay. Upon expiration of an employee's
accumulated sick leave, the employee shall be entitled to only the benefits
payable under the disability income protection insurance policy.
Section 7
The City shall continue to pay the premium cost of group insurance benefits for a
period not to exceed fourteen (14) months from the day an employee starts a
leave of absence for a non-work incurred injury or illness. However, in no event
shall the City pay the premium for a period greater than the employee's length of
service to the City. In the case of a work incurred injury or illness the City shall
continue to pay the premium for a period not to exceed fourteen (14) months from
the start of the leave of absence.
Section 8
The City shall discontinue payment of all insurance premiums for an employee who
is discharged, resigns, retires, dies, is laid off or separated from the City for any
other reason.
Section 9
The City shall provide IRS Section 125 Flexible Spending Accounts for medical and
dependent care expenses.
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ARTICLE XXX
GRIEVANCE PROCEDURE
A grievance shall be defined as a dispute or disagreement raised by an employee
against the City involving the interpretation or application of specific
provisions of this Agreement, except any matter governed by Iowa Civil Service Law
(Chapter 400, Code of Iowa) shall not be considered a grievance and subject to the
grievance procedure, nor shall any disciplinary action which may be appealed to the
Civil Service Commission be considered a grievance and subject to the grievance
procedure hereinafter set forth. Any action or claim which is within the jurisdiction
of the Civil Service Commission to decide must be brought under Iowa Civil Service
Law.
The City is desirous of obtaining an equitable and prompt adjustment of grievances
and grievances shall be settled orally, whenever possible, between the employee's
supervisor and the aggrieved employee. The employee's supervisor shall be notified
of the alleged grievance within five (5) work days of the date the alleged grievance
occurred. Failure of the employee to notify his! her supervisor
within five (5) work days of the date the alleged grievance occurred shall constitute
a withdrawal of the grievance.
The City shall not be obligated to accept a written grievance until such grievance has
been discussed orally between the aggrieved employee and his! her supervisor.
Step 1
Grievances not settled in two (2) but not more than five (5) work days after discussion
with the supervisor may be reduced to writing and presented to the department
manager. The nature of the complaint shall be clearly stated so that the department
manager will have a fair opportunity to locate the cause ofthe problem and settle the
matter to the satisfaction of all parties concerned. The department manager will
answer in writing within five (5) work 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) work days, be appealed to the City Manager and shall, as soon as
possible after receipt ofthis appeal be considered in a meeting between representa-
tives selected by the City and Union. The president of the Union may be accompanied
with no more than two (2) Union representatives. The City Manager will give a written
answer within fifteen (15) work days after this meeting.
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Step 3
If the grievance is not settled in Step 2, within twenty (20) calendar days after
receiving the City's written answer, either party may submit the grievance to
arbitration. The invoking of arbitration by the Union shall require the approval of the
Union and the approval of the aggrieved employee. The parties shall attempt to
select an arbitrator as soon as practical after receipt of a request for arbitration. If
the parties do not agree upon the selection of an arbitrator within fifteen (15)
calendar days after receipt of the request for arbitration, the Public Employment
Relations Board shall be requested to furnish a list of five (5) arbitrators. The party
requesting arbitration shall strike the first name; the other party shall then strike one
(1) name. The process shall be repeated and the remaining person shall be the
arbitrator.
The decision of the arbitrator, within the scope of his/her authority, shall be final and
binding on both parties to this Agreement. The arbitrator shall have no power to add
to, subtract from or change any of the provisions of this Agreement. Nor shall he/she
have authority to render any decision which conflicts with any law, rule or regulation
binding upon the City. The arbitrator shall not have power to accept or to decide any
disagreement which involves a matter within the jurisdiction of the Civil Service
Commission (Chapter 400, Code of Iowa). The fees and expenses of the arbitrator
shall be shared equally by the City and the Union. However, each party shall be
responsible for compensating their own witnesses and representatives as well as
paying for transcripts ofthe proceeding. Awards shall not be retroactive beyond the
date of the occurrence or event giving rise to the grievance.
Union representatives, when processing Steps 1 and 2 of the grievance procedure,
shall be permitted to leave work after receiving approval from their supervisor and
shall suffer no loss of their regular rate of pay but shall not be eligible for overtime
payor any other type of premium pay. The City shall not be responsible for paying
any employee as a result of his/her participation in arbitration or Civil Service
proceedings.
The time specified for each step of the grievance procedure may be extended by
mutual consent. If an answer to a grievance is not given to the employee by the City
within any of the time limits specified in this Article, the grievance may be appealed
to the next step in the grievance procedure. Failure of the employee or the Union to
comply with any time limitations shall constitute a withdrawal of the grievance.
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ARTICLE XXXI
WAGE PLAN
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 STEP STEP STEP STEP
CLASSIFICATION GRADE A B C 0 E F
Hourly rates effective 7/1/98 through 6/30/99
Airport Line GO-OO $ 6.89$ 7.21$ 7.56$ 7.91$ 8.28$ 8.66
Serviceworker
Transit Aide/Clerk GO-03 11 .16 11 .46 11.74 11.98 12.31 12.59
Stock Clerk* GO-03 11 .16 11.46 11.74 11.98 12.31 12.59
Custodian II GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Painter's Helper GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Laborer GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Ramp Custodian GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Sanitation Laborer GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Serviceworker GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Utilityworker GO-04 12.27 12.58 12.89 13.22 13.49 13.78
Truck Driver GO-05 12.52 12.81 13.16 13.49 13.78 14.01
Equipment Operator I GO-06 12.76 13.09 13.44 13.78 14.01 14.32
Gardener GO-06 12.76 13.09 13.44 13.78 14.01 14.32
Maintenanceworker GO-06 12.76 13.09 13.44 13.78 14.01 14.32
Parking Meter
Serviceworker I GO-06 12.76 13.09 13.44 13.78 14.01 14.32
Park Ranger GO-06 12.76 13.09 13.44 13.78 14.01 14.32
Sanitation Driver GO-06 12.76 13.09 13.44 13.78 14.01 14.32
Transportation
Clerk GO-07 12.72 12.99 13.36 13.63 13.97 14.37
Equipment Operator II GO-08 13.04 13.37 13.72 14.01 14.32 14.65
Stock Clerk** GO-08 13.04 13.37 13.72 14.04 14.32 14.65
Parking Meter
Serviceworker II GO-09 13.27 13.61 13.96 14.32 14.63 14.97
Mechanic GO-10 13.60 13.94 14.31 14.66 14.99 15.38
Painter GO-10 13.60 13.94 14.31 14.66 14.99 15.38
Foreman GO-11 13.82 14.17 14.52 14.90 15.31 15.69
Forester GO-11 13.82 14.17 14.52 14.90 15.31 15.69
Lead Mechanic GO-11 13.82 14.17 14.52 14.90 15.31 15.69
* Hired or appointed on or after January 1, 1998
**Hired or appointed on or before December 31, 1997
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Generally, the minimum pay step in the salary range established for a position shall
be applicable upon appointment to a position in the bargaining unit. Upon promotion
an employee shall be placed in the first step of the salary range established for the
position to which the employee is promoted that would provide a one (1) step
increase.
Advancement to succeeding pay steps in the salary range established for a position
shall be based upon a satisfactory performance evaluation. An employee who
consistently meets and exceeds performance standards established for a position
is eligible for a one (1) step performance advancement. An employee is eligible
for a performance advancement (step increase) in accordance with the following
schedule:
STEP
ATOB
BTOC
CTOD
DTOE
ETOF
INTERVAL
NUMBER OF MONTHS
6
12
12
12
12
An employee who is denied a performance advancement shall be required to wait six
(6) or twelve (12) months, (depending upon the pay step he/she is in)
before he/she is eligible for another performance advancement.
ARTICLE XXXII
TOOL ALLOWANCE
On July 1, next following an employee's appointment to the position of mechanic, said
employee shall receive a tool allowance of seventy dollars ($70.00) each fiscal year
payable on July 1 of each year while in such position. (Example:
Date of appointment to the position of mechanic - May 1, 1981; date of first payment
- July 1,1981.)
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ARTICLE XXXIII
TEMPORARY ASSIGNMENT
Management reserves the right to temporarily assign employees to other job
classifications. In the event an employee is assigned to a higher job classification on
a temporary basis, said employee shall receive the equivalent of a one (1) step
increase for such other classification in which he/she is temporarily serving. The rate
of pay in the temporary classification shall commence after the employee has served
twenty (20) consecutive work days in such other capacity, and shall be retroactive
to the first day the employee served in such other capacity. Said employee shall be
paid at the higher rate of pay only when he/she is working in such other capacity.
ARTICLE XXXIV
PART TIME EMPLOYEES
Part-time employees shall mean an employee hired on a continuous employment
basis with a work schedule throughout the fiscal year that normally consists of thirty-
two (32) hours per week or less on the average (1,664 hours annually). Said work
schedule shall not be construed as a guarantee of hours per day, per week, per year.
Part-time employees shall be entitled only at the rates of pay for the classifications
set forth in Addendum A and the benefits set forth in Article XVIII- Job Posting of this
Agreement. Part-time employees shall not accrue or receive any other benefits, pay
or privileges granted by this Agreement or be subject to any other provision of this
Agreement. This Article shall apply to part-time employees in the classifications of
Laborer II (Housekeeping) and Crew Leader and all other part-time employees who
meet this definition.
ARTICLE XXXV
TEMPORARY EMPLOYEES
Temporary employee shall mean an employee hired on a seasonal or limited term
basis and who is employed for over four consecutive months in the position of
laborer, fee collector, sanitation driver or truck driver in the Park and Recreation
Divisions and the Operations and Maintenance Department. Temporary employees
who qualify for inclusion in this bargaining unit in one calendar year will not be
covered by this Agreement until the succeeding calendar year and will presume to
qualify at the commencement of the succeeding year for purposes of coverage by
this Agreement and will thereafter qualify so long as service in over four consecutive
months in each calendar year is maintained; however, one full year lapse in meeting
28
the requirement of over four consecutive months of service would necessitate
requalification. If the temporary employee works over four consecutive months and
resigns, he/she would have to requalify in accordance with the terms of this Article.
The work schedule for temporary employees shall not be construed as a guarantee
of hours of work per day, per week or per year. Temporary employees shall be
entitled only to the rates of pay for the classifications set forth in Addendum Band
the benefits set forth in Article XVIII - Job Posting of this Agreement. Temporary
employees shall not accrue or receive any other benefits, payor privileges granted
by this Agreement or be subject to any other provision of this Agreement.
ARTICLE XXXVI
SAVINGS CLAUSE
Should any article, section or portion thereof ofthis 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 XXXVII
DURATION AND NEGOTIATIONS
Except as herein provided, this Agreement shall be effective the first day of July,
1998 and shall remain in full force and effect through the thirtieth (30th) day of June,
1999. Negotiations for a succeeding Agreement to become effective on July 1, 1999,
shall begin after August 15, 1998, but not later than October 15, 1998. Article XXIX,
GROUP INSURANCE, Section 1 through Section 8, shall remain in full force and
effect through the thirtieth (30th) day of June, 2001, unless modified by the Joint
labor Management Health Care Committee or as required by law.
Signed this
day of
1998.
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GENERAL DRIVERS AND HELPERS UNION CITY OF DUBUQUE, IOWA
LOCAL #421
~
~
ATTEST:
!l L:;
. DAVIS, CITY CLERK
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ADDENDUM A
WAGE PLAN
The following salary schedules shall represent the regular (straight time or base)
rate of pay:
POSITION SALARY STEP STEP STEP STEP STEP STEP
CLASSIFICATION GRADE ABC D E F
Hourly rates effective 7/1/98 through 6/30/99
laborer II
(Housekeeping) P.T. FF GD-01
Crew leader P.T. FF
GD-02
$6.69
$7.80
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ADDENDUM B
WAGE PLAN
The following salary schedules shall represent the regular (straight time or base rate
of pay).
POSITION SALARY STEP STEP STEP STEP STEP STEP
CLASSIFICATION GRADE ABC D E F
Hourly rates effective 7/1/98 through 6/30/99
laborer - Operations and
Maintenance Department GD-21 $6.58
laborer - Recreation Division GD-23 $5.80 $6.01 :jn13
Sanitation Driver GD-26 $an
Truck Driver GD-26 $an
laborer - Park Division GD-31 $6.01 :jn13
Fee Collector - Park Division GD-31 $6.01 :jn13
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