Collective Bargaining Agreement_Teamsters Local 120THE CITY OF
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Dubuque
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2007 • 2012 • 2013
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
Teamsters Local Union No. 120
DATE: March 6, 2014
Personnel Manager Randy Peck recommends City Council approval of a three-year
collective bargaining agreement with the Teamsters Local Union No. 120 that provides
for the following wage increases:
Effective July 1, 2014 — 1.50%
Effective July 1, 2015 — 2.25%
Effective July 1, 2016 — 2.50%
I concur with the recommendation and respectfully request Mayor and City Council
approval.
bat44 .,
Mic ael C. Van Milligen
MCVM:jh
Attachment
cc: Barry Lindahl, City Attorney
Cindy Steinhauser, Assistant City Manager
Teri Goodmann, Assistant City Manager
Randy Peck, Personnel Manager
Masterpiece on the Mississippi.
Dubuque
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'11117
2007 •2012 .2013
TO: Michael C. Van Milligen, City Manager
FROM: Randy Peck, Personnel Manager,
SUBJECT: Collective Bargaining Agreement between the City of Dubuque and the
Teamsters Local Union No. 120
DATE: March 4, 2014
We have reached a three year agreement with the Teamsters Local Union No: 120. The terms of
the agreement are summarized as follows:
Effective July 1, 2014
ARTICLE XIII — FUNERAL LEAVE
PARAGRAPH B.3
The existing language will be deleted and replaced with the following:
In the event the employee is not the person responsible for making arrangements for the
funeral, two (2) work days shall be granted for the purpose of attending the,funeral,
provided the funeral is held on a scheduled work day of the employee. If the day of the
funeral is not a scheduled work day of the employee one (1) work day shall be granted.
ARTICLE XXXI — WAGE PLAN, ADDENDUM A — WAGE PLAN, ADDENDUM B —
WAGE PLAN
Effective July 1, 2014, through June 30, 2015, the wage plans in effect on June 30, 2014,
shall be increased by 1.50% across the board.
ARTICLE XXVII — NIGHT SHIFT PREMIUM PAY
This article will be retitled as Shift Premium.
Effective July 1, 2015
ARTICLE XXXI — WAGE PLAN, ADDENDUM A — WAGE PLAN ADDENDUM B -
WAGE PLAN
Effective July 1, 2015, through June 30, 2016, the wage plans in effect on June 30, 2015,
shall be increased by 2.25% across the board.
Effective July 1, 2016
ARTICLE XXXI — WAGE PLAN, ADDENDUM A — WAGE PLAN, ADDENDUM B —
WAGE PLAN
Effective July 1, 2016, through June 30, 2017, the wage plans in effect on June 30, 2016,
shall be increased by 2.50% across the board.
The Agreement is consistent with the City Council's wage guidelines for the Fiscal Years
beginning July 1, 2014, July 1, 2015 and July 1,2016.
I recommend that the Agreement be approved and that the attached resolution be adopted.
RPJmh
RESOLUTION NO. 77-14
APPROVING THE AGREEMENT BETWEEN THE CITY OF DUBUQUE, IOWA, AND
THE TEAMSTERS LOCAL UNION NO. 120 AND AUTHORIZING THE MAYOR TO
SIGN THE AGREEMENT
Whereas, the Sixty -Fifth General Assembly adopted the Public Employment
Relations Act, Chapter 20, Code of Iowa; and
Whereas, the City of Dubuque is a public employer within the meaning of Section
3 (1) of the Public Employment Relations Act; and
Whereas, the Teamsters Local Union No. 120 is an employee organization within
the meaning of Section 3 (4) of the Public Employment Relations Act; and
Whereas, the Teamsters Local Union No. 120 (Bus Operators), submitted a
request to bargain collectively on behalf of the employees within its representation; and
Whereas, bargaining between the parties has occurred and an agreement has
been concluded.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY
OF DUBUQUE, IOWA:
Section 1. That the terms of the agreement be approved and the Mayor
authorized and directed to sign the collective bargaining agreement.
Passed, approved and adopted this 17th of March, 2014.
Attest:
Kevir Firnstahl, ity Cle
AGREEMENT
BETWEEN
THE CITY OF DUBUQUE, IOWA
AND
TEAMSTERS LOCAL UNION NO. 120
JULY 1, 2014 through JUNE 30, 2017
PREAMBLE
This Agreement is made and entered into by and between the City of Dubuque, Iowa
(hereafter called the City) and the Teamsters Local Union No. 120 (hereafter called the
Union) and between the City and the Union on behalf of the employees in the Bargaining
Unit, recognized and described in Article I, Recognition, of this Agreement.
TEAMSTERS LOCAL UNION CONTRACT
TABLE OF CONTENTS
PREAMBLE
TABLE OF CONTENTS
ARTICLE I RECOGNITION 1
ARTICLE II GENERAL CONDITIONS 2
ARTICLE III NO STRIKE CLAUSE 2
ARTICLE IV UNION REPRESENTATIVES 3
ARTICLE V UNION NEGOTIATING COMMITTEE 3
ARTICLE VI NONDISCRIMINATION 4
ARTICLE VII UNIFORMS 4
ARTICLE VIII PAYDAY 5
ARTICLE IX BULLETIN BOARDS 5
ARTICLE X PAYROLL DEDUCTIONS 5
ARTICLE XI INJURY LEAVE 6
ARTICLE XII MILITARY LEAVE 7
ARTICLE XIII FUNERAL LEAVE 7
ARTICLE XIV SICK LEAVE 8
ARTICLE XV PREGNANCY LEAVE 10
ARTICLE XVI LEAVE OF ABSENCE WITHOUT PAY 10
ARTICLE XVII SENIORITY 11
ARTICLE XVIII JOB POSTING 12
ARTICLE XIX MEALS FOR EMPLOYEES AT CITY EXPENSE 13
ARTICLE XX JURY DUTY 14
ARTICLE XXI VACATIONS 14
ARTICLE XXII HOLIDAYS 15
ARTICLE XXIII CASUAL DAY 16
ARTICLE XXIV
ARTICLE XXV
ARTICLE XXVI.
ARTICLE XXVII
ARTICLE XXVIII
ARTICLE XXIX
ARTICLE XXX
ARTICLE XXXI
ARTICLE XXXII
ARTICLE XXXIII
ARTICLE )(XXIV
ARTICLE )(XXV
ARTICLE XXXVI
ARTICLE XXXVII
ADDENDUM A
ADDENDUM B
LONGEVITY 17
HOURS OF WORK 18
OVERTIME 18
SHIFT PREMIUM 18
CALLBACK 20
GROUP INSURANCE 20
GRIEVANCE PROCEDURE 23
WAGE PLAN 24
TOOL ALLOWANCE 28
TEMPORARY ASSIGNMENT 29
PART TIME EMPLOYEES 29
TEMPORARY EMPLOYEES 29
SAVINGS CLAUSE 30
DURATION AND NEGOTIATIONS 31
32
33
iii
ARTICLE I
RECOGNITION
The City recognizes the Teamsters Local Union No. 120, certified by the Public
Employment Relations Board in Case #5709 and amended in Case Numbers 5615, 1597,
1290,439.and 8089, as, the exclusive bargaining representative for certain employees of
the City of Dubuque. The following has been determined as the bargaining unit:
INCLUDED: Full-time employees in the following positions in the Airport and Operations
and Maintenance Departments and Transit, Civic Center, Park, Recreation and Parking
Divisions:
Laborer, Sanitation Laborer, Serviceworker, Utilityworker, Truck Driver, Equipment
Operator I, Gardener, Maintenanceworker, Parking Meter Serviceworker I, Park Ranger,
Sanitation Driver, Transportation Clerk, Equipment Operator II, Stock Clerk, Mechanic,
Forester, Foreman, Lead Mechanic, Landfill Foreman, Line Serviceworker and Traffic
Signal Technician II.
Part-time employees in the following positions in the Civic Center Division:
Laborer II (Housekeeping), Crew Leader
Part-time employees in the following position in the Parking Division:
Laborer
Seasonal, temporary or limited term employees who are employed over four consecutive
months in a period of twelve consecutive months in the following positions in the Park and
Recreation Divisions and Operations and Maintenance Department.
Laborer, Sanitation Driver, Truck Driver, Fee Collector
EXCLUDED: All non -bargaining unit, supervisory and confidential employees, all other
temporary, seasonal or limited term employees and all other employees excluded by
Section 4 of the Act.
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ARTICLE 11
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.
Exercise all powers and duties granted to the public employer by law.
ARTICLE 111
NO STRIKE CLAUSE
It shall be unlawful for any public employee or any employee organization, directly or
indirectly, to induce, instigate, encourage, authorize, ratify or participate in a strike against
any public employer.
It shall be unlawful for any public employer to authorize, consent to or condone a strike; or
to pay or agree to pay any public employee for any day in which the employee participates
in a strike; or to pay any increase in compensation or benefits to any public employee in
response to or as a result of any strike or any act which violates the first paragraph of this
Article.
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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.
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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, sexual orientation,
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, 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. Raingear shall be made available to employees in the
classification of Lead Airport Line Serviceworker.
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.
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 provide payroll deduction services in the event the Union is permitted and
chooses to collect fair share fees from bargaining unit employees who are not dues paying
members of the Union.
The City shall have no obligation to deduct orcollect monthly union dues, fair share fees or
credit union payments from an employee 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.
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.
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, child or step -child.
Seven (7) calendar days with a maximum of five (5) working days pay.
B. 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 arrangements
for the funeral and attending same, a period of time from when death occurs
until the day following the funeral, but not to exceed three (3) scheduled
working days with pay.
3. In the event the employee is not the person responsible for making
arrangements for the funeral, two (2) work days shall be granted for the
purpose of attending the funeral, provided the funeral is held on a scheduled
work day of the employee. If the day of the funeral is not a scheduled work
day of the employee one (1) work day shall be granted.
If the conditions under Section B3 are applicable and the employee is
assigned to the second shift, normally 3:00 PM to 11:00 PM, said employee
shall be allowed two (2) scheduled working days off; namely the day before
the funeral and the day of the funeral, providing the funeral service falls onLa
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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.
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 service before the age of sixty-two (62).
Effective July 1, 2012, the first sentence of Section 4 and all of Section 5 of this Article will
be replaced with the following language:
Any unused portion of sick leave shall accumulate from fiscal year to fiscal year to a
maximum of one -hundred twenty (120) sick days (960 sick leave hours). Employees
will be paid 100% of accrued sick leave at retirement. Payment will be based on the
employee's regular (straight time/base) rate of pay at retirement. Payment will be
made bi-weekly over a five year period. In order for a retiring employee to be eligible
for such payment, he/she shall have completed twenty (20) years of continuous
service in a full time position or retired as a result of a disability and must be eligible
for pension payments from the Iowa Public Employee's Retirement System
immediately upon retirement. In the event a retired employee dies before all of the
unused sick leave is paid, such payment will cease at the time of the retired
employee's death.
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 sarrre 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 during the periodof temporary disability. 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's 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 pay or
the reason(s) therefore shall not be a proper subject for the grievance procedure of this
Agreement or the appeal procedure set forth in Chapter 400, Code of Iowa. Failure to return
to work at the end of a leave shall constitute cause for dismissal. It is understood that a
leave of absence without pay shall not be used for the purpose of accepting employment
elsewhere. An employee accepting other employment shall be terminated. An employee
may be required to take a physical examination before being allowed to return to work after
a leave of absence without pay an employee granted a leave of absence without pay, upon -
completion of the leave, shall be returned to the same position and the same pay step in the
pay grade corresponding to the classification occupied at the time the leave began. Except
as provided in the Family and Medical Leave Act 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 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.
B. The employee is absent for work for two (2) consecutive working days without
notifying the City unless a reason satisfactory to the City is given for failure to notify
the City.
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.
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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
• Working relationship with other employees, supervisors and customers
• Attendance (punctuality, dependability)
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• Concern for safety
• Care of equipment
• Leadership, (judgment, 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 and 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 a meal
allowance in the amount of $6.00 on the day such hours are worked.
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 of continuous service in a full time position, the
employee shall be eligible to receive two (2) weeks paid vacation at eighty (80) hours at the
regular rate of pay in each calendar year. After an employee has completed eight (8) years
or more of continuous service in a full time position, the employee shall be eligible to receive
three (3) weeks paid vacation at one hundred twenty (120) hours at the regular rate of pay in
each calendar year. After an employee has completed fifteen (15) years or more of
continuous service in a full time position, the employee shall be eligible to receive four (4)
weeks paid vacation at one hundred sixty (160) hours at the regular rate of pay in each
calendar year. After an employee has completed twenty-five (25) years or more of
continuous service in a full time position, the employee shall be eligible to receive five (5)
weeks paid vacation at two hundred (200) hours at the regular rate of pay in each calendar
year.
Section 2
Vacation is earned during the year of service preceding the year in which the vacation is
taken.
No vacation time shall be accrued during layoff due to lack of work when such layoff
exceeds thirty (30) days.
No vacation time shall be accrued during a personal leave of absence when such personal
leave of absence extends beyond sixty (60) days.
Section 3
The vacation anniversary date of an employee shall be the same as the employee's seniority
date.
Vacations are to be taken within the twelve (12) month period immediately following the
vacation anniversary date.
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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 any one 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 the
administration of City business is concerned. When the term "holiday" is used it shall be
construed to be the following days:
New Year's Day
Martin Luther King's Birthday
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
New Year's Eve
January First
Third Monday in January
Last Monday in May
July Fourth
First Monday in September
November Eleventh
Fourth Thursday in November
Friday following Thanksgiving Day
December Twenty -Fourth
December Twenty -Fifth
December Thirty -First
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Section 2
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.
ARTICLE XXIII
CASUAL DAY
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
16
because of arbitrary, capricious or personal prejudice on the part of the
approving authority.
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 circumstances 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 employees shall be advanced in pay by
two percent (2%) of their regular rate of pay. After eighteen (18) years of continuous service
employees shall be advanced in pay by three percent (3%) of their regular rate of pay. After
twenty-four (24) years of continuous service employees shall be advanced in pay by four
percent (4%) of their regular rate of pay. After thirty (30) years of continuous service
employees shall be advanced in pay by five percent (5%) of their regular rate of pay.
17
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 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
SHIFT PREMIUM
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.
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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 1:00 PM .
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.
19
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
1/2) 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. Except as herein provided, employees
shall receive, at their option, either two (2) hours of compensatory time, or two (2) hours at
their regular rate of pay for each weekend or holiday they are on-call. The terms of this
paragraph do not aply to employees assigned to the Parking Division who are placed on call.
Employees assigned on a regular basis to the Parking Division who are placed on call shall
receive, at their option, either five hours at their regular rate of pay or five hours of
compensatory time for each full week they are on call.
Employees assigned to the sewer maintenance activity, employees in the classification of
Traffic Signal Technician II and employees assigned to the snow and ice control shift that
normally begins at 7:00 am. and ends at 3:00 p.m., shall receive, at their option, either three
(3) hours compensatory time or three (3) hours at their regular rate of pay for each weekend
or holiday they are on-call. Employees assigned to the sewer maintenance activity and
employees in the classification of Traffic Signal Technician II shall receive, at their option,
either two (2) hours compensatory time or two (2) hours at their regular rate of pay for each
weekend or holiday they are placed on-call to perform snow and ice control duties (A or B
shift). In the event employees assigned to the sewer maintenance activity and employees in
the classification of Traffic Signal Technician II are assigned to the snow and ice control shift
that normally begins at 7:00 a.m. and ends at 3:00 p.m. are placed on-call, they shall
receive, at their option, either three (3) hours compensatory time or three (3) hours at their
regular rate of pay for each weekend or holiday they are on-call.
Employees who are on-call but are not available for work will be subject to the disciplinary
procedure and will not receive on-call pay.
ARTICLE XXIX'
GROUP INSURANCE
Section 1
HEALTH INSURANCE. Employees shall pay 10% of the cost of the premium established
for the health and prescription drug insurance plan for which the employee is enrolled. The
premium for the health and prescription drug insurance plan shall be, the premium
established for retirees and COBRA enrollees.
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Section 2
DENTAL INSURANCE. Effective September 1, 2003, and thereafter, the entire cost of the
employee's personal premium and family premium shall be paid by the employee unless
modified through the collective bargaining process or by the Joint Labor Management Health
Care Committee. The City shall provide employees an opportunity to enroll in a voluntary
dental insurance plan. The decision as to whether a voluntary dental plan is made available
to employees will be made by the dental insurance carrier.
Section 3
LIFE/ACCIDENTAL DEATH AND DISMEMBERMENT/DISABILITY INCOME PROTEC-
TION INSURANCE
The City shall pay the full cost of the life insurance, accidental death and dismemberment
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 insurance 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. Employees must be age 62 at the time of retirement in order to be
eligible for the $1,000 life insurance policy. Eligibility and amount of coverage shall be in
accordance with the terms of the Insurance Master Agreement.
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,
21
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 its portion of the group insurance premiums for a period up to
fourteen months from the date an employee is absent due to illness or injury. However, in
no event will the City pay its portion of group insurance premiums for a period longer than
the employee's length of continuous service in a full-time position. Group insurance plans
include health insurance, prescription drug insurance, life/accidental- death and
dismemberment insurance, and disability income protection insurance.
Section 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 and health, prescription drug and dental insurance premiums.
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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 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 representatives 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 (Chapter400, 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 Toss
of their regular rate of pay but shall not be eligible for overtime pay or any other type of
premium pay. The City shall not be responsible for paying 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.
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:
24
POSITION SALARY STEP STEP STEP STEP STEP STEP
CLASSIFICATION GRADE A B C D E F
Hourly rates effective 7/1/2014 through 6/30/2015
Custodian P.T. GD -03 $18.41 $18.94 $19.37 $19.79 $20.38 $20.82
Transit Aide/Clerk GD -03 $18.41 $18.94 $19.37 $19.79 $20.33 $20.82
Stock Clerk GD -03 $18.41 $18.94 $19.37 $19.79 $20.33 $20.82
Transit Dispatcher/Scheduler GD -03 $18.41 $18.94 $19.37 $19.79 $20.33 $20.82
Custodian II GD -04 $20.28 $20.81 $21.25 $21.82 $22.27 $22.77
Painter's Helper GD -04 $20.28 $20.81 $21.25 $21.82 $22.27 $22.77
Laborer GD -04 $20.28 $20.81 $21.25 $21.82 $22.27 $22.77
Lead Airport Line Serviceworker GD -04 $20.28 $20.81 $21.25 $21.82 $22.27 $22.77
Ramp Custodian GD -04 $20.28 $20.81 $21.25 $21.82 $22.27 $22.77
Sanitation Laborer GD -04 $20.28 $20.81 $21.25 $21.82 $22.27 $22.77
Scale Operator GD -04 $20.28 $20.81 $21.25 $21.82 $22.27 $22.77
Serviceworker GD -04 $20.28 $20.81 $21.25 $21:82 $22.27 $22.77
Utilityworker GD -04 $20.28 $20.81 $21.25 $21.82 $22.27 $22.77
Truck Driver GD -05 $20.65 $21.15 $21.73 $22.27 $22.77 $23.11
Airfield Maintenance Worker GD -06 $21.07 $21.60 $22.19 $22.77 $23.11 $23.62
Assistant Horticulturist GD -06 $21.07 $21.60 $22.19 $22.77 $23.11 $23.62
Equipment Operator I GD -06 $21.07 $21.60 $22.19 $22.77 $23.11 $23.62
Golf Course Technician GD -06 $21.07 $21.60 $22.19 $22.77 $23.11 $23.62
Maintenanceworker GD -06 $21.07 $21.60 $22.19 $22.77 $23.11 $23.62
Parking Meter Serviceworker I GD -06 $21.07 $21.60 $22.19 $22.77 $23.11 $23.62
Park Ranger GD -06 $21.07 $21.60 $22.19 $22.77 $23.11 $23.62
Sanitation Driver GD -06 $21.07 $21.60 $22.19 $22.77 $23.11 $23.62
Transportation Clerk GD -07 $20.98 $21.46 $22.07 $22.50 $23.04 $23.73
Equipment Operator II GD -08 $21.52 $22.08 $22.64 $23.11 $23.62 $24.18
Landfill Equipment Operator GD -08 $21.52 $22.08 $22.64 $23.11 $23.62 $24.18
Parking System Technician GD -08 $21.52 $22.08 $22.64 $23.11 $23.62 $24.18
Parking Meter Serviceworker II GD -09 $21.88 $22.45 $23.03 $23.62 $24.16 $24.71
Mechanic GD -10 $22.44 $23.00 $23.61 $24.19 $24.74 $25.41
Painter GD -10 $22.44 $23.00 $23.61 $24.19 $24.74 $25.41
Foreman GD -11 $22.81 $23.39 $23.99 $24.59 $25.25 $25.92
Forester GD -11 $22.81 $23.39 $23.99 $24.59 $25.25 $25.92
Horticulturist GD -11 $22.81 $23.39 $23.99 $24.59 $25.25 $25.92
Landfill Foreman GD -11 $22.81 $23.39 $23.99 $24.59 $25.25 $25.92
Lead Mechanic GD -11 $22.81 $23.39 $23.99 $24.59 $25.25 $25.92
Lead Sanitation Driver GD -11 $22.81 $23.39 $23.99 $24.59 $25.25 $25.92
Natural Res. & Sust. Practice GD -11 $22.81 $23.39 $23.99 $24.59 $25.25 $25.92
Specialist
Traffic Signal Technician II GD -12 $23.61 $24.83 $26.06 $27.35 $28.70 $30.19
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POSITION SALARY STEP STEP STEP STEP STEP STEP
CLASSIFICATION GRADE A B C D E F
Hourly rates effective 7/1/2015 through 6/30/2016
Custodian P.T. GD -03 $18.82 $19.37 $19.81 $20.24 $20.79 $21.29
Transit Aide/Clerk GD -03 $18.82 $19.37 $19.81 $20.24 $20.79 $21.29
Stock Clerk GD -03 $18.82 $19.37 $19.81 $20.24 $20.79 $21.29
Transit Dispatcher/Scheduler GD -03 $18.82 $19.37 $19.81 $20.24 $20.79 $21.29
Custodian II GD -04 $20.74 $21.28 $21.73 $22.31 $22.77. $23.28
Painter's Helper GD -04 $20.74 $21.28 $21.73 $22.31 $22.77 $23.28
Laborer GD -04 $20.74 $21.28 $21.73 $22.31 $22.77 $23.28
Lead Airport Line Serviceworker GD -04 $20.74 $21.28 $21.73 $22.31 $22.77 $23.28
Ramp Custodian GD -04 $20.74 $21.28 $21.73 $22.31 $22.77 $23.28
Sanitation Laborer GD -04 $20.74 $21.28 $21.73 $22.31 $22.77 $23.28
Scale Operator GD -04 $20.74 $21.28 $21.73 $22.31 $22.77 $23.28
Serviceworker GD -04 $20.74 $21.28 $21.73 $22.31 $22.77 $23.28
Utilityworker GD -04 $20.74 $21.28 $21.73 $22.31 $22.77 $23.28
Truck Driver GD -05 $21.11 $21.63 $22.22 $22.77 $23.28 $23.63
Airfield Maintenance Worker GD -06 $21.54 $22.09 $22.69 $23.28 $23.63 $24.15
Assistant Horticulturist GD -06 $21.54 $22.09 $22.69 $23.28 $23.63 $24.15
Equipment Operator I GD -06 $21.54 $22.09 $22.69 $23.28 $23.63 $24.15
Golf Course Technician GD -06 $21.54 $22.09 $22.69 $23.28 $23.63 $24.15
Maintenanceworker GD -06 $21.54 $22.09 $22.69 $23.28 $23.63 $24.15
Parking Meter Serviceworker I GD -06 $21.54 $22.09 $22.69 $23.28 $23.63 $24.15
Park Ranger GD -06 $21.54 $22.09 $22.69 $23.28 $23.63 $24.15
Sanitation Driver GD -06 $21.54 $22.09 $22.69 $23.28 $23.63 $24.15
Transportation Clerk GD -07 $21.45 $21.94 $22.57 $23.01 $23.56 $24.26
Equipment Operator II GD -08 $22.00 $22.58 $23.15 $23.63 $24.15 $24.72
Landfill Equipment Operator GD -08 $22.00 $22.58 $23.15 $23.63 $24.15 $24.72
Parking System Technician GD -08 $22.00 $22.58 $23.15 $23.63 $24.15 $24.72
Parking Meter Serviceworker II GD -09 $22.37 $22.96 $23.55 $24.15 $24.70 $25.27
Mechanic GD -10 $22.94 $23.52 $24.14 $24.73 $25.30 $25.98
Painter GD -10 $22.94 $23.52 $24.14 $24.73 $25.30 $25.98
Foreman GD -11 $23.32 $23.92 $24.53 $25.14 $25.82 $26.50
Forester GD -11 $23.32 $23.92 $24.53 $25.14 $25.82 $26.50
Horticulturist GD -11 $23.32 $23.92 $24.53 $25.14 $25.82 $26.50
Landfill Foreman GD -11 $23.32 $23.92 $24.53 $25.14 $25.82 $26.50
Lead Mechanic GD -11 $23.32 $23.92 $24.53 $25.14 $25.82 $26.50
Lead Sanitation Driver GD -11 $23.32 $23.92 $24.53 $25.14 $25.82 $26.50
Natural Res. & Sust. Practice GD -11 $23.32 $23.92 $24.53 $25.14 $25.82 $26.50
Specialist
Traffic Signal Technician II GD -12 $24.14 $25.39 $26.65 $27.97 $29.35 $30.87
26
POSITION SALARY STEP STEP STEP STEP STEP STEP
CLASSIFICATION
GRADE A B C D E F
Hourly rates effective 7/1/2016 through 6/30/2017
Custodian P.T. GD -03 $19.29 $19.85 $20.31 $20.75 $21.31 $21.82
Transit Aide/Clerk GD -03 $19.29 $19.85 $20.31 $20.75 $21.31 $21.82
Stock Clerk GD -03 $19.29 $19.85 $20.31 $20.75 $21.31 $21.82
Transit Dispatcher/Scheduler GD -03 $19.29 $19.85 $20.31 $20.75 $21.31 $21.82
Custodian 11 GD -04 $21.26 $21.81 $22.27 $22.87 $23.34 $23.86
Painter's Helper GD -04 $21.26 $21.81 $22.27 $22.87 $23.34 $23.86
Laborer GD -04 $21.26 $21.81 $22.27 $22.87 $23.34 $23.86
Lead Airport Line Serviceworker GD -04 $21.26 $21.81 $22.27 $22.87 $23.34 $23.86
Ramp Custodian GD -04 $21.26 $21.81 $22.27 $22.87 $23.34 $23.86
Sanitation Laborer GD -04 $21.26 $21.81 $22.27 $22.87 $23.34 $23.86
Scale Operator GD -04 $21.26 $21.81 $22.27 $22.87 $23.34 $23.86
Serviceworker GD -04 $21.26 $21.81 $22.27 $22.87 $23.34 $23.86
Utilityworker GD -04 $21.26 $21.81 $22.27 $22.87 $23.34 $23.86
Truck Driver GD -05 $21.64 $22.17 $22.78 $23.34 $23.86 $24.22
Airfield Maintenance Worker GD -06 $22.08 $22.64 $23.26 $23.86 $24.22 $24.75
Assistant Horticulturist GD -06 $22.08 $22.64 $23.26 $23.86 $24.22 $24.75
Equipment Operator 1 GD -06 $22.08 $22.64 $23.26 $23.86 $24.22 $24.75
Golf Course Technician GD -06 $22.08 $22.64 $23.26 $23.86 $24.22 $24.75
Maintenanceworker GD -06 $22.08 $22.64 $23.26 $23.86 $24.22 $24.75
Parking Meter Serviceworker 1 GD -06 $22.08 $22.64 $23.26 $23.86 $24.22 $24.75
Park Ranger GD -06 $22.08 $22.64 $23.26 $23.86 $24.22 $24.75
Sanitation Driver GD -06 $22.08 $22.64 $23.26 $23.86 $24.22 $24.75
Transportation Clerk GD -07 $21.99 $22.49 $23.13 $23.59 $24.15 $24.87
Equipment Operator 11 GD -08 $22.55 $23.14 $23.73 $24.22 $24.75 $25.34
Landfill Equipment Operator GD -08 $22.55 $23.14 $23.73 $24.22 $24.75. $25.34
Parking System Technician GD -08 $22.55 $23.14 $23.73 $24.22 $24.75 $25.34
Parking Meter Serviceworker 11 GD -09 $22.93 $23.53 $24.14 $24.75 $25.32 $25.90
Mechanic GD -10 $23.51 $24.11 $24.74 $25.35 $25.93 $26.63
Painter GD -10 $23.51 $24.11 $24.74 $25.35 $25.93 $26.63
Foreman GD -11 $23.90 $24.52 $25.14 $25.77 $26.47 $27.16
Forester GD -11 $23.90 $24.52 $25.14 $25.77 $26.47 $27.16
Horticulturist GD -11 $23.90 $24.52 $25.14 $25.77 $26.47 $27.16
Landfill Foreman GD -11 $23.90 $24.52 $25.14 $25.77 $26.47 $27.16
Lead Mechanic GD -11 $23.90 $24.52 $25.14 $25.77 $26.47 $27.16
Lead Sanitation Driver GD -11 $23.90 $24.52 $25.14 $25.77 $26.47 $27.16
Natural Res. & Sust. Practice GD -11 $23.90 $24.52 $25.14 $25.77 $26.47 $27.16
Specialist
Traffic Signal Technician 11 GD -12 $24.74 $26.02 $27.32 $28.67 $30.08 $31.64
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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:
INTERVAL
STEP NUMBER,OF MONTHS
ATOB 6
B TOC 12
C TO D 12
D TO E 12
E TO F 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.
The length of service requirements for advancement through the pay steps for part-time
employees shall be two (2) times the length of service requirements set forth in Paragraphs
3 and 4 of the Article.
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 one hundred seventy-five dollars ($175.00) 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.)
Effective July 1, 2010, the tool allowance for employees in the position of mechanic will be
increased from one hundred seventy-five dollars ($175.00) each fiscal year to two hundred
dollars ($200.00) each fiscal year and will be paid in accordance with the terms contained in
paragraph one of this Article.
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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 in the
Park and Recreation Divisions assigned to ice rink flooding duties (during 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. 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 I, laborer ll, 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 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
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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 in
the Park and Recreation Divisions 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. Temporary employees shall not accrue or receive any other benefits, pay or
privileges granted by this Agreement or be subject to any other provision of this Agreement.
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.
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ARTICLE XXXVII
DURATION. AND NEGOTIATIONS
This Agreement shall be effective the first day of July, 2014 and shall remain in full force and
effect through the thirtieth (30th) day of June, 2017. Negotiations for a succeeding
Agreement to become effective on July 1, 2017, shall begin after August 15, 2016, but not
later than October 15, 2016.
Signed this /74 day of 1y 2014.
TEAMSTERS LOCAL UNION NO. 120
Business Age
31
CITY OF DUBUQUE, IOWA
tg,
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
Laborer 11 (Housekeeping) GD -01 -
P.T. CC
Crew Leader P.T. CC GD -02 -
In the event the management and operation of the Five Flags Civic Center is returned to the City, the
parties will negotiate the rate of pay for the position classifications contained in this addendum.
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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 A B C D E F
Hourly rates effective 7/1/2014 through 6/30/2015
Laborer Operations/
Maint. (Seasonal) GD -21 $10.64
Laborer II—Park & Rec.
(Seasonal -Long) GD -21 $10.64
Laborer I--Rec. Div.
(Seasonal - Short) GD -23 $9.37 $9.70 $9.89
Sanitation Driver
(Seasonal) GD -26 $14.14
Truck Driver (Seasonal) GD -26 $14.14
Laborer I --Park Div.
(Seasonal - Short) GD -31 $9.70 $9.89
Fee Collector --Park Div.
(Seasonal)
Temporary employees will receive $.75 per hour in addition to their regular rate of pay as set forth in
this Addendum after completing 3,500 continuous hours of work in a temporary position covered by
this Agreement.
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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 A B C D E F
Hourly rates effective 7/1/2015 through 6/30/2016
Laborer --Operations/ GD -21 - - - - $10.88
Maintenance (Seasonal)
Laborer II --Park and
Recreation GD -21 - - - - - $10.88
(Seasonal - Long)
Laborer I--Rec. Div.
(Seasonal - Short) GD -23 - - $9.58 $9.92 $10.11
Sanitation Driver
(Seasonal) GD -26 - - - $14.46
Truck Driver (Seasonal) GD -26 $14.46
Laborer I --Park Div.
(Seasonal - Short) GD -31 - - - - $9.92 $10.11
Fee Collector --Park Div.
(Seasonal)
Temporary employees will receive $.75 per hour in addition to their regular rate of pay as set forth in
this Addendum after completing 3,500 continuous hours of work in a temporary position covered by
this Agreement.
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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 A B C D E F
Hourly rates effective 7/1/2016 through 6/30/2017
Laborer --Operations/ GD -21 - - $11.15
Maintenance (Seasonal)
Laborer II --Park and
Recreation GD -21 $11.15
(Seasonal - Long)
Laborer I--Rec. Div.
(Seasonal - Short) GD -23 - - $9.82 $10.17 $10.36
Sanitation Driver
(Seasonal) GD -26 - - - $14.82
Truck Driver (Seasonal) GD -26 $14.82
Laborer I --Park Div.
(Seasonal - Short) GD -31 - - $10.17 $10.36
Fee Collector --Park Div.
(Seasonal)
Temporary employees will receive $.75 per hour in addition to their regular rate of pay as set forth in
this Addendum after completing 3,500 continuous hours of work in a temporary position covered by
this Agreement.
35