Collective Bargaining Agreement_IUOE Local 234THE CITY OF
Dui
Masterpiece on the Mississippi
TO: The Honorable Mayor and City Council Members
FROM: Michael C. Van Milligen, City Manager
Dubuque
band
AI -America City
r
2007 • 2012 • 2013
SUBJECT: Collective Bargaining Agreement between the City of Dubuque and the
International Union of Operating Engineers, Local #234
DATE: March 21, 2014
Personnel Manager Randy Peck recommends City Council approval of a three-year
collective bargaining agreement with the International Union of Operating Engineers,
Local #234, 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.
bt/1144 .,
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
AA Nne�ka
'1111►
2007 • 2012 • 2013
TO: Michael C. Van Milligen, City Manager
FROM: Randy Peck, Personnel Manager
SUBJECT: Collective Bargaining Agreement bet een the City of Dubuque and the
International Union of Operating Engineers, Local #234
DATE: March 18, 2014
We have reached a three year agreement with the International Union of Operating
Engineers, Local #234, for the contract period beginning July 1, 2014. The changes to
the agreement are as follows: -
Effective July 1, 2014
ARTICLE XXXIX - WAGE PLAN
Effective July 1, 2014, through June 30, 2015, the wage plan in effect on June
30, 2014, shall be increased by 1.50% across the board. -
The position of Plant Operator Grade IV will be reclassified from 0E-13 to 0E-14.
In addition, the union agreed to our language proposals on the following articles:
Seniority, Absent Without Leave, Job Posting, Leave of Absence Without Pay,
Sick Leave, Casual Day, and Holidays.
Effective July 1, 2015
ARTICLE XXXIX - WAGE PLAN
Effective July 1, 2015, through June 30, 2016, the wage plan in effect on June
30, 2015, shall be increased by 2.25% across the board.
Effective July 1, 2016
ARTICLE XXXIX - WAGE PLAN
Effective July 1, 2016, through June 30, 2017, the wage plan in effect on June
30 2016, shall be increased by 2.50% across the board.
The Agreement is consistent with the Agreements with Teamsters Local Union No. 120,
Teamsters Local Union No. 120 (Bus Operators) and 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.
RP:lmh
RESOLUTION NO. 99-14
APPROVING THE AGREEMENT BETWEEN THE CITY OF DUBUQUE, IOWA, AND
THE INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL #234 AND
AUTHORIZING THE MAYOR TO SIGN THE AGREEMENT
Whereas, the Sixty -Fifth General Assembly adopted the Public Employment
Relations Act, Chapter 20, Code of Iowa; and
Whereas, the City of Dubuque is public employer within the meaning of Section 3 (1)
of the Public Employment Relations Act; and
Whereas, the International Union of Operating Engineers, Local #234 is an employee
organization within the meaning of Section 3 (4) of the Public Employment Relations
• Act; and
Whereas, the International Union of Operating Engineers, Local #234 submitted a
request to bargain collectively on behalf of the employees within its representation; and
Whereas, bargaining between the parties has occurred and an agreement has been
concluded.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
DUBUQUE, IOWA:
Section 1. That the terms of the agreement be approved and the Mayor authorized
and directed to sign the collective bargaining agreement.
Passed, approved and adopted this 7th day of April, 20 4.
Roy D. ;' ol, Mayor
Attest:
J j _Xi*"
Ke in irnstahl, City Ierk
AGREEMENT
BETWEEN
THE CITY OF DUBUQUE, IOWA
AND
THE INTERNATIONAL UNION OF OPERATING ENGINEERS
AFL-CIO - LOCAL #234
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 International Union of Operating Engineers AFL-CIO
Local #234 (hereafter called the Union) and between the City and the Union on behalf of
the employees in the Bargaining Unit, recognized and described in ARTICLE I,
RECOGNITION of this Agreement.
OPERATING ENGINEERS, LOCAL #234 CONTRACT
TABLE OF CONTENTS
PREAMBLE
ARTICLE I RECOGNITION 2
ARTICLE II GENERAL CONDITIONS 3
ARTICLE III NO STRIKE CLAUSE 4
ARTICLE IV CITY/UNION REPRESENTATIVES 4
ARTICLE V UNION NEGOTIATING COMMITTEE 4
ARTICLE VI NONDISCRIMINATION 5
ARTICLE VII PAYROLL DEDUCTION FOR UNION DUES 5
ARTICLE VIII UNIFORMS 6
ARTICLE IX PAYDAY 7
ARTICLE X ADEQUATE WASH FACILITIES 8
ARTICLE XI STATE CERTIFICATION 8
ARTICLE XII MEAL REIMBURSEMENT 8
ARTICLE XIII LUNCH PERIOD 8
ARTICLE XIV SAFETY EYE CLASS POLICY 9
ARTICLE XV JURY DUTY 10
ARTICLE XVI SENIORITY 11
ARTICLE XVII JOB POSTING 13
ARTICLE XVIII SHIFT TRANSFER (Voluntary) 14
ARTICLE XIX JOB CLASSIFICATION WITH SPECIAL RATES 14
ARTICLE XX LEAVES OF ABSENCE WITHOUT PAY 15
ARTICLE XXI FUNERAL LEAVE 15
ii
OPERATING ENGINEERS, LOCAL #234 CONTRACT
TABLE OF CONTENTS (continued)
ARTICLE XXII
ARTICLE XXIII
ARTICLE XXIV
ARTICLE XXV
ARTICLE XXVI
ARTICLE XXVII
ARTICLE XXVIII
ARTICLE XXIX
ARTICLE XXX
ARTICLE XXXI
ARTICLE XXXII
ARTICLE XXXII!
ARTICLE XXXIV
ARTICLE XXXV
ARTICLE XXXVI
ARTICLE XXXVII
ARTICLE XXXVIII
ARTICLE XXXIX
ARTICLE XXXIX
ARTICLE XXXXI
ARTICLE XXXXII
SICK LEAVE 16
INJURY LEAVE 18
PREGNANCY LEAVE 18
VACATIONS 19
CASUAL DAY 20
GROUP INSURANCE 22
HOURS OF WORK 23
SHIFT PREMIUM PAY 24
OVERTIME PAY 24
HOLIDAYS 25
STANDBY PAY 26
TANK CLIMBING PAY 26
CALLBACK 26
LONGEVITY 27
CLEANING UP TIME 27
PART TIME EMPLOYEES 27
GRIEVANCE PROCEDURE 28
ABSENT WITHOUT LEAVE 29
WAGE PLAN 30
SAVINGS CLAUSE 33
DURATION AND NEGOTIATIONS 33
1
ARTICLE I
RECOGNITION
The City recognizes the International Union of Operating Engineers, Local #234, certified
by the Public Employment Relations Board in Case No. 249, and amended in Cases No.
1545, 2211, 7066 and 8287 as the exclusive bargaining representative for certain
employees of the City of Dubuque. The following has been determined as the bargaining
unit:
INCLUDED:
Water Pollution Control Department and Water Department: Laboratory Technician I,
Plant Mechanic, Electronic Technician, Maintenance Electrician, Equipment Mechanic,
Equipment Operator II, Plant Operator (certified and non -certified), Assistant Plant
Operator, Water Meter Repairworker I, Water Meter Repairworker II, Maintenanceworker,
Truck Driver, Laborer. Parking Division: Parking Meter Checker, Ramp Cashier, Head
Ramp Cashier. Building Services Department: Inspector I, Custodian I and Custodian II.
Finance Department: Account Clerk I, Water Meter Serviceworker I, Water Meter
Serviceworker II, Senior Cashier, Cashier, Clerk. Housing and Community Development
Department: Inspector I. Emergency Communications Department: Public Safety
Dispatcher.
EXCLUDED:
All other employees of the City of Dubuque not represented by a certified employee
organization and all supervisory, confidential, temporary, seasonal and limited term
employees and all other employees excluded by Iowa Code section 20.4.
2
ARTICLE II
GENERAL CONDITIONS
Public Employer Rights
Public employers shall have, when not in conflict with other provisions of this Agreement, in
addition to all powers, duties, and rights established by constitutional provision, statute,
ordinance, charter, or special act, the exclusive power, duty, and the right to:
A. Direct the work of its public employees.
B. Hire, promote, demote, transfer, assign and retain public employees in positions
within the public agency.
C. Suspend or discharge public employees for proper cause.
D. Relieve public employees from duties because of lack of work 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.
3
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 pay or agree to pay any public employee for any day in which the employee participates
in a strike; or to pay any increase in compensation or benefits to any public employee in
response to or as a result of any strike or any act which violates the first paragraph of this
Article.
Any other provisions as stipulated in Public Employment Relations Act, Chapter 20, Code
of Iowa, shall be applicable.
ARTICLE IV
CITY/UNION REPRESENTATIVES
The Union shall provide the City with a list of representatives by name, position and area
which each representative serves (if steward). Changes in this list shall be furnished to the
City promptly. The City need not recognize any Union representative of whom it has not
been informed.
The City shall provide the Union with a list of supervisors in each area and shall also
provide notification of any changes.
ARTICLE V
UNION NEGOTIATING COMMITTEE
For employees on the Negotiating Committee who are negotiating during their normal
hours of work, the City shall pay not more than four (4) employees at the straight time rate.
No compensation shall be paid to employees who are negotiating outside of their normal
work hours.
4
ARTICLE VI
NONDISCRIMINATION
There shall be no discrimination against any employee in the bargaining unit be either
party to this Agreement because of mental or physical disability, age, sex, marital status,
race, color, religion, national origin, sexual orientation or political affiliation.
Complaints involving an allegation of discrimination may be filed with the appropriate
agency but shall not be a proper subject for the grievance procedure of this Agreement or
the appeal procedure set forth in Chapter 400, Code of Iowa.
ARTICLE VII
PAYROLL DEDUCTION FOR UNION DUES
During the terms of this Agreement, after receipt of a proper "Authorization for Dues
Checkoff' card signed by the employee, the City agrees to deduct the uniformly required
dues as certified by the financial secretary of the Union. Such dues shall be transmitted by
the City to the financial secretary of the Union within fifteen (15) work days from the date of
the deduction.
It is understood and agreed to by the City, the Union and the employee that the dues
checkoff authorization may be terminated by the employee at any time by giving thirty (30)
days written notice.
The City shall have no obligation to deduct or collect dues from a Union member whose net
pay 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 lawsuits instituted or any losses incurred because of the City's performance of its
obligations under this Article. The Union further agrees to refund the City any amounts
paid to the Union in error. Any disagreement regarding the interpretation or application of
this Article shall not be a proper subject for the grievance procedure of this Agreement or
the appeal procedure set forth in Chapter 400, Code of Iowa.
5
ARTICLE VIII
UNIFORMS
Section 1
Upon completion of the employee's trial period (exception, Water Meter Readers), the City
shall furnish each of the following regular employees with the following articles of work
clothing:
Water and Wastewater Treatment Employees
Three (3) long sleeve shirts
Three (3) short sleeve shirts
Three (3) trousers
One (1) summer cap
One (1) winter cap
One (1) summer jacket
One (1) lined or one (1) hooded winter jacket -- (The department or division
manager shall determine whether an employee shall receive a lined or hooded
winter jacket.)
Winter coveralls shall be made available to each member of the distribution crew
Water Meter Readers shall receive one (1) rain poncho
Ramp Cashier (Full Time)
Two (2) pair of slacks
Two (2) summer jackets
One (1) winter jacket
In the event Ramp Cashiers are required to wear a uniform blouse, the City shall
provide one (1) uniform blouse for each employee.
Parking Meter Checker
One (1) winter coat
One (1) winter cap
One (1) pair of insulated boots
One (1) winter jacket (this is in addition to the winter coat)
Two (2) pair of pants
Two (2) sweaters
One (1) summer cap
Two (2) blouses
Two (2) skirts
One (1) raincoat
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Housing Inspectors
The City will provide uniforms for Housing Inspectors.
All clothing items listed above shall be replaced as needed. The worn-out clothing item
must be turned in after a replacement clothing item is issued. Replacement of these
articles shall be subject to the approval of the department/division manager.
Section 2
Employees shall wear and maintain the uniform in a presentable condition while on duty
and shall not wear it for any off-duty activities. City furnished uniforms must be returned
upon termination of employment.
Section 3
The City shall furnish each eligible part time employee in the position of Ramp Cashier the
following articles of work clothing:
One (1) summer jacket
One (1) winter jacket
Two (2) pair of slacks or two (2) skirts
'One (1) badge
Except as otherwise provided in this section, said part time employees shall be subject to
the terms of this Article.
ARTICLE IX
PAYDAY
Pay day shall be every other Friday. If the pay day is an observed holiday, the pay day
shall be the day before the holiday.
ARTICLE X
ADEQUATE WASH FACILITIES
Adequate washing facilities including showers shall be provided at the service building. No
employee shall be allowed to shower during working hours unless permission is granted by
the supervisor.
ARTICLE XI
STATE CERTIFICATION
The City shall make arrangements to secure an instructor for the teaching of refresher
courses necessary for personnel to maintain certification levels. The City shall make an
effort to assign employees to a regular schedule and employees shall suffer no loss of
straight time pay (forty [40] hour week) as a result of this schooling. The City shall
reimburse employees for the cost of the Water Plant Operator, Water Pollution Control
Plant Operator and Water Distribution renewal certificates issued by the Iowa Department
of Natural Resources. Employees shall not be eligible for overtime payment or any other
premium payment as a result of their attendance at training programs, conferences,
seminars, schooling or any other meeting that is required in order to maintain and renew
their Water Plant Operator, Water Pollution Control Plant Operator and Water Distribution
certifications..
ARTICLE XII
MEAL REIMBURSEMENT
The City shall furnish meals to employees during emergency work when necessary.
Employees shall not be paid for mealtime after the emergency has stopped.
ARTICLE XIII
LUNCH PERIOD
Employees in the classification of Public Safety Dispatcher, Plant Mechanic,
Maintenanceworker, Meter Repairworker, Laboratory Technician I and Milk Sanitarian shall
be allowed a one-half (1/2) hour unpaid lunch period. A one-half (1/2) hour or one (1) hour
unpaid lunch period shall be extended to Ramp Cashiers depending upon the operational
needs of the division. Employees in the classification of Plant Operator, Assistant Plant
Operator and Parking Meter Checker shall not have a specified lunch period, but may eat
their meals as they work. All other employees shall be allowed one (1) hour unpaid lunch
period.
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ARTICLE XIV
SAFETY EYE GLASS POLICY
A. Each department or division manager shall determine at the time of employment if a
new employee requires a pair of safety glasses for the job. If so, the following
procedures shall be followed:
1. If an eye examination is needed or prescription glasses are worn, the
employee is to schedule an appointment with his/her physician. The
prescription is completed on a safety eye glass supplier order form and
returned by the employee to the department or division manager. At this
time the employee selects his/her frame style.
2. The completed prescription is sent to the safety eye glass supplier, filled by
them, and sent to the employee's dispensary who shall notify its customer
that the glasses have arrived and arrange for a final fitting.
3. Employees not requiring prescription safety glasses shall be screened and
then fitted with nonprescription (Plano) safety glasses by City nurses and
shall return them upon leaving employment or pay the cost of the glasses. It
shall be the responsibility of the department to collect Plano safety glasses
from departing employees.
B. Cost of Safety Eye Glasses:
1. City Share: Cost of lenses and frame. City shall not pay for "extras" (e.g.,
photo gray lenses, etc.) not essential to the prescription.
2. Employee Share: Cost of eye examination, frame measurement, verification
of prescription and proper fitting of glasses.
3. When the safety eye glass supplier sends the prescription safety glasses to
the employee's dispensary the bill is sent to the Finance Director. If "extras"
are included on the bill the employee shall pay for the cost by means of a
payroll deduction. Note: At the time the prescription is sent, the safety eye
glass supplier shall be requested to list the cost of "extras" on the glasses so
that the employee may be billed.
C. Each employee is responsible for his/her safety glasses. Glasses damaged through
normal use during working hours shall be replaced or repaired at City expense.
Glasses lost or damaged through employee carelessness shall be replaced or
repaired at the employee's expense.
D. Replacement lenses shall be provided at City expense when the employee's
physician prescribes a lens change.
9
If an employee departs prior to three (3) months of employment the employee shall
be charged for the cost of his/her prescription safety glasses.
F. Employees shall be allowed to wear only those safety glasses obtained through, or
approved by, the City.
G. Employees wearing contact lenses and requiring safety glasses shall be issued a
pair of Plano glasses to be worn over their contacts during working hours.
H. Employees who have received nonprescription safety glasses and later need
prescription safety glasses shall return the nonprescription safety glasses at the
time the prescription glasses are issued to them.
I. Employees shall receive only one (1) pair of either clear or tinted safety glasses at a
time.
J. Questions regarding this policy may be directed to the Personnel Office.
K. Safety glasses must comply with prevailing OSHA standards.
ARTICLE XV
JURY DUTY
Employees required to report for jury duty shall be paid the difference, if any, between the
compensation received for jury duty and their regular wage for each day of jury duty.
Mileage and meal allowance received by the employee shall not be deducted from the
employee's regular wage. Normally this is processed by having the employee submit
his/her jury duty compensation, excluding expense reimbursement, to the finance office in
exchange for the employee's paycheck. An employee who reports for jury duty and is
excused shall report immediately to his/her supervisor. In the event an employee is called
for jury duty during a scheduled vacation period, the number of days serving as juror shall
be rescheduled as vacation.
10
ARTICLE XVI
SENIORITY
Section 1
All employees shall serve a trial period of six (6) months. After completing six (6) months
of continuous service in a full time position, the employee shall have established seniority
and the employee's seniority date shall be retroactive to the most recent date of
employment in a full-time position. For purposes of computing benefits, length of
continuous service shall relate to an employee's most recent date of employment in a full
time position. For purposes of this Agreement, the term employee shall mean full time
employee. An employee may be laid off or discharged any time prior to the end of the trial
period and such discharge or layoff shall not be subject to the grievance procedure of this
Agreement or the appeal procedure set forth in Chapter 400, Code of Iowa. The Union
shall not assert or present any grievance or appeal on behalf of an employee because of
any matter or occurrence whatsoever falling within the trial period.
Section 2
For purposes of layoff or recall, the following provisions shall apply:
A. CIVIL SERVICE STATUS
Layoff, recall and seniority rights of employees with Civil Service status shall be
administered in accordance with Chapter 400, Civil Service, Code of Iowa.
B. NON -CIVIL SERVICE STATUS
1. LAYOFF
Employees without Civil Service status shall be laid off in accordance with
the following factors:
a) Competency to perform the duties of the job.
b) Physical fitness.
c) Length of continuous service.
When factors (a) and (b) are substantially equal, length of continuous service
shall be the determining factor among employees of the same relative
competence.
2. RECALL
Employees without Civil Service status shall be recalled in accordance with
the following factors:
11
a) Competency to perform the duties of the job.
b) Physical fitness.
c) Length of continuous service.
When factors (a) and (b) are substantially equal, length of continuous service
shall be the determining factor among employees of the same relative
competence.
3. Whenever an emergency occurs that makes it necessary for the City to
curtail operation, the layoff provision of this Agreement for the selected
employees shall be suspended for fourteen (14) days.
4. LAYOFF/RECALL - NOTICE
The City agrees to give five (5) working days notice to employees who are
scheduled to be laid off. A list of employees to be laid off shall be given to
the Union five (5) working days prior to the layoff.
The Union shall be given written notice of employees recalled from layoff.
Section 3
An employee's seniority and employment relationship with the City shall be broken and
terminated for the following reasons (this list is not inclusive):
• Resignation
• Discharge
• Death
• Retirement
• Being laid off for a period of two (2) months without either being recalled to the
position the employee occupied at the time of the lay off or being appointed to
another position in the bargaining unit.
• If, after a layoff, the employee fails to report for work within five (5) work days of the
date the certified letter was mailed notifying the employee to report for work.
• Failure to report to work after the termination of an authorized leave.
12
ARTICLE XVII
JOB POSTING
The City shall post notices of position vacancies for three (3) work days to provide
employees an opportunity to make application for the position.
The order of consideration of applicants is as follows:
• Regular employees within the division (or department where no division
exists) where the opening exists. Departments and divisions are identified as
follows:
o Water and Resource Recovery Center
o Water Department
o Public Works Department
o Parking Division
o Building Services Department
o Housing and Community Development Department
o Health Services Department
o Emergency Communications Department
o Finance Department
o Police Department
• Regular employees in other divisions (or department where no division
exists) who are covered by this Agreement.
• Eligible part time employees within the division (or department where no
division exists) where the opening exists.
• Eligible part time employees in other divisions (or department where no
division exists).
• To any other source.
The most competent person will be selected to fill the vacant position. Competency is
defined as proven ability, knowledge or skill for handling of specific job. The following
criteria will be used to judge a person's competency.
• Related experience
• Working relationship with other employees, supervisors and customers
• Attendance (punctuality, dependability)
• Concern for safety
• Care of equipment
• Leadership, (judgment, organizational skills, communication skills,
adaptability, innovation, initiative)
• Quality and quantity of work
When the employees' competency levels are deemed to be equal, length of continuous
service shall be the determining factor among employees of the same relative competence.
13
If the selected regular employee proves incapable of satisfactorily performing the job at
anytime during a ten (10) working day orientation period, said employee shall be returned
to his/her former classification.
An employee who accepts a job for which the employee bid on may, at anytime during the
orientation period only, return to the former classification at his/her own request. Nothing in
this provision shall require the City to post temporary or short term openings such as, but
not limited to, summer jobs, vacation fill-ins, etc.
Except as otherwise provided in this Article, eligible part time employees shall be subject to
the terms of this Article.
ARTICLE XVIII
SHIFT TRANSFER (VOLUNTARY)
Employees may request shift changes two times each year, once in December for shift
assignments on February 1 and once in June for shift assignments on August 1. Staffing of
shifts will be made in accordance with Certification Requirements of the State and
workload demands. Seniority will be taken into account in assignment of personnel. No
temporary shift trading shall be permitted between individual employees without the explicit
approval of the department/division manager and is subject to the following conditions:
A. Such temporary shift trading does not result in additional cost to the City.
B. It is for an urgent or compelling reason.
C. It does not extend beyond a seven (7) day calendar period.
The provisions of this Article apply only to employees assigned to the Water and
Wastewater Treatment Plants.
ARTICLE XIX
JOB CLASSIFICATION WITH SPECIAL RATES
Management reserves the right to temporarily switch employees from one classification to
another. If an employee is advanced for fifteen (15) consecutive working days to a higher
classification, he/she shall be considered in the step plan of the job the employee is filling
retroactive to the first day for the time the employee fills the position. During a prolonged
absence of a supervisor, the name of the employee in charge shall be posted and a copy
sent to the Union.
14
ARTICLE XX
LEAVES OF ABSENCE WITHOUT PAY
A leave of absence without pay may be granted by the City Manager upon
recommendation by the department manager. An employee desiring a leave of absence
without pay shall submit a request in writing to the City Manager at least two (2) weeks in
advance of when the leave is to begin. The request shall contain a statement as to the
reason(s) for the desired leave, the date when the leave is to begin, and the date of return
to duty. Denial of a request for a leave of absence without pay or the reason(s) therefore
shall not be a subject for the grievance procedure of this Agreement or the appeal
procedure set forth in Chapter 400, Code of Iowa. Failure to return to work at the end of a
leave shall constitute cause for dismissal. It is understood that a leave of absence without
pay shall not be used for the purpose of accepting employment elsewhere. An employee
accepting other employment shall be terminated. An employee may be required to take a
medical examination before being allowed to return to work following a leave of absence
without pay. An employee granted a leave of absence without pay, upon completion of the
leave, shall be returned to the same position and the same pay step in the pay grade
corresponding to the classification occupied at the time the leave began. Except as
provided in the Family and 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 XXI
FUNERAL LEAVE
All regular full time employees shall be granted upon request, time off with pay for such
periods of time as set forth below:
Employees on a five (5) day scheduled work week.
A. Death of an employee's spouse
Seven (7) calendar days with a maximum of five (5) working days pay.
B. Death of an employee's child or step -child
Three (3) scheduled working days.
C. Death of other members of an employee's immediate family
1. Relationships which are considered as other members of an employee's
family are: mother, father, mother-in-law, father-in-law, sister, brother,
step -mother, step -father, legal guardian, sister-in-law, brother-in-law,
15
grandfather, grandmother and grandchild.
2. In the event the employee is the person responsible for making arrange-
ments for the funeral and attending same, a period of time from when death
occurs until the day following the funeral, but not to exceed three (3)
scheduled working days with pay.
3. In the event the employee is not the person responsible for making
arrangements for the funeral, one (1) scheduled working day shall be
allowed to attend the funeral providing the funeral service falls on a
scheduled working day of the employee.
4. If the conditions under C3 are applicable and the employee is assigned to
the second shift, normally 3:00 P.M. to 11:00 P.M., said employee shall be
allowed two (2) scheduled working days off; namely, the day before the
funeral and the day of the funeral, providing the funeral service falls on a
scheduled working day of the employee.
ARTICLE XXII
SICK LEAVE
Section 1
Employees shall accrue one (1) day (eight [8] hours) of sick leave per month. The term
month, as used in this section, shall mean a calendar month.
Section 2
Unused sick,leave shall accrue from year to year to a maximum of 960 hours.
Section 3
Sick leave shall be paid to employees at their regular rate of pay predicated on an eight (8)
hour workday.
Charges against accrued sick leave shall be made by deducting the hours paid from the
employee's accrued sick leave but it is understood that no sick leave shall be paid to an
employee on their regular day off.
Section 4
An employee who is on approved leave of absence due to an injury or illness shall continue
to accrue sick leave credit for a period not to exceed two (2) calendar months following the
month of injury or illness. No sick leave shall be accrued during layoff due to curtailment of
work when such layoff extends beyond thirty (30) days. No sick leave shall be accrued
during personal leave of absence when such personal leave of absence extends beyond
16
sixty (60) days.
Accrual of sick leave shall be terminated upon the employee's discharge, resignation,
retirement or death.
Section 5
An employee who is injured while employed by another employer or doing contract work for
pay on non -City work shall not be entitled to any sick leave payments.
Section 6
Employees may use sick leave with pay for absences necessitated by injury or illness of
the employee (subject to the provisions of Section 5), exposure to contagious disease or
serious illness in the employee's immediate family; the immediate family shall include
spouse, children, mother, father, mother-in-law, father-in-law, sister or brother.
In order to be eligible for sick leave with pay, an employee must:
A. Report promptly to the department manager the reason for the absence.
B. Keep the department manager informed each day of absence.
C. Permit the City to have made such medical examination as it deems
desirable.
D. Submit a medical certificate for any absence exceeding two (2) days if
required by the City.
Section 7
Employees who are on sick leave for sixty (60) days out of the seventy-four (74) day period
and who become eligible for disability income protection insurance shall be eligible for forty
percent (40%) of a sick leave day if the employee has sick leave accrued. The total income
of an employee's sick leave pay and disability insurance benefits shall equal not more than
one hundred percent (100%) of an employee's regular pay.
Effective July 1, 2012, Section 2 and the third paragraph of Section 4 of this Article will be
replaced with the following language:
Any unused portion of sick leave shall accumulate from fiscal year to fiscal year to a
maximum of one -hundred twenty (120) sick days (960 sick leave hours).
Employees will be paid 100% of accrued sick leave at retirement. Payment will be
based on the employee's regular (straight time/base) rate of pay at retirement.
Payment will be made bi-weekly over a five year period. In order for a retiring
employee to be eligible for such payment, he/she shall have completed twenty (20)
years of continuous service in a full time position or retired as a result of a disability
and must be eligible for pension payments from the Iowa Public Employees'
Retirement System immediately upon retirement. In the event a retired employee
17
dies before all of the unused sick leave is paid, such payment will cease at the time
of the retired employee's death.
ARTICLE XXIII
INJURY LEAVE
Section 1
When a regular employee of the City sustains a personal injury or illness arising out of and
in the course of his/her employment, the employee may, for the first three (3) working days
of total disability following the injury or illness, use earned and unused sick leave credits.
Beginning on the fourth calendar day of total disability following the day of injury or illness
the employee may receive, in addition to the Worker's Compensation benefits, a sum
which together with said Worker's Compensation benefits equal one hundred percent
(100%) of the employee's regular rate of pay. The difference between Worker's
Compensation benefits and the full one hundred percent (100%) regular rate of pay shall
be deducted from the earned and unused sick leave credits of the employee. Upon
expiration of an employee's accumulated and unused sick leave credits the employee shall
be entitled only to the benefits under the Iowa Worker's Compensation Law.
Section 2
An employee who is physically able to and who fails to report within seventy two (72) hours
any injury or illness, however minor, to his/her supervisor and to take such first aid or
medical treatment as may be necessary shall not be eligible for the injury leave policy
outlined above.
ARTICLE XXIV
PREGNANCY LEAVE
An employee's pregnancy, childbirth or related medical condition is regarded as a
temporary disability. The commencement and duration of leave, availability of extensions,
accrual of seniority and other benefits and privileges, reinstatement, and payment under
the City's health insurance, disability insurance or sick leave plan, formal or informal, shall
be applied to a disability due to the employee's pregnancy, childbirth or related medical
condition on the same terms and conditions as they are applied to other temporary
disabilities. Sick leave benefits, to the extent of an employee's accumulated sick leave,
shall be granted, if requested by the employee, for the period that the employee is disabled
because of the employee's pregnancy, childbirth or related medical condition. If requested,
the employee shall be allowed to use other available paid leaves such as vacation,
compensatory time or casual day or leave of absence without pay during the period of
temporary disability. A leave of absence without pay beyond the period of temporary
disability may be granted in accordance with Article XXII, LEAVES OF ABSENCE
18
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 XXV
VACATIONS
Section 1
After an employee has one (1) year or more of continuous service in a full time position the
employee shall be eligible to receive two (2) weeks paid vacation at eighty (80) hours at the
regular rate of pay in each calendar year. After an employee has completed eight (8) years
or more of continuous service in a full time position the employee shall be eligible to
receive three (3) weeks paid vacation at one hundred twenty (120) hours at the regular rate
of pay in each calendar year. After an employee has completed fifteen (15) years or more
of continuous service in a full time position the employee shall be eligible to receive four (4)
weeks paid vacation at one hundred sixty (160) hours at the regular rate of pay in each
calendar year. After an employee has completed twenty-two (22) years or more of
continuous service in a full time position the employee shall be eligible to receive five (5)
weeks paid vacation at two hundred (200) hours at the regular rate of pay in each calendar
year.
Section 2
Vacation is earned during the year of service preceding the year in which the vacation is
taken.
No vacation time shall be accrued during layoff due to lack of work when such layoff
exceeds thirty (30) days.
No vacation time shall be accrued during a personal leave of absence when such personal
leave of absence extends beyond sixty (60) days.
Section 3
The vacation anniversary date of an employee shall be the same as the employee's
seniority date.
Vacations are to be taken within the twelve (12) month period immediately following the
vacation anniversary date.
Vacation time is not accumulated from year to year; therefore, under no circumstances
shall vacations be requested, scheduled, or permitted to run consecutively.
19
Section 4
When one of the regular holidays falls during an employee's vacation, the employee shall
be allowed an extra day of vacation, eight (8) hours at the employee's regular rate of pay.
Section 5
An employee who is absent from work due to illness or injury for a period not to exceed two
(2) months shall continue to accrue vacation time.
Section 6
Employees who have six (6) months or more continuous employment and who are laid off,
resign or enter military service (provided the City is given two [2] weeks notice of
termination in case of resignation or military leave of absence) shall receive vacation pay
prorated to the last day worked.
ARTICLE XXVI
CASUAL DAY
A. Water Division Employees
1. Considerations
a) Two (2) casual days with pay per calendar year shall be allowed.
One (1) of these two days shall not be deducted from the employee's
accumulated sick leave.
One (1) of these two days shall be deducted from the employee's
accumulated sick leave. Employees shall receive eight (8) hours of
pay for each casual day.
b) Approving or disapproving the employee's requested date for each
casual day shall be at the sole discretion of the employee's
department manager or the department manager's authorized
representative.
c) The employee's request for a specific day shall be given maximum
consideration consistent with the conditions set forth below under 2,
but final approval is subject to (b) above and denial of the
employee's requested date is not a proper subject for a grievance.
d) Exception to (c) above would only be considered as a proper subject
for a grievance if the employee alleges that the requested date was
disapproved because of arbitrary, capricious or personal prejudice on
the part of the approving authority.
20
e) The Union recognizes that approval or disapproval of a specific day
must consider the efficient level of service due the general public.
2. Conditions
a) A new employee must have completed at least four (4) full calendar
months of the probationary period in order to be eligible for a casual
day.
b) A casual day may be taken anytime during the year, subject to the
provisions of (Ib) above.
c) Under no circumstances shall pay be requested or approved in lieu of
the casual day off with pay.
d) Once a date has been approved for an employee as the casual day, it
may not be rescheduled except under the most extenuating cir-
cumstances; however, it is understood and agreed that the right to
cancel and reschedule an employee's casual day is reserved by the
department manager or his/her representative when such extenuating
circumstances exist.
B. All Other Employees
1. Considerations
a) To afford employees one (1) day with pay, not to be deducted from
sick leave accumulation to be scheduled by the department manager.
b) Employees shall receive eight (8) hours of pay for the casual day.
Approving or disapproving the employee's requested date for this
casual day shall be at the sole discretion of the employee's
department manager or the department manager's authorized
representative.
c) The employee's request for a specific day shall be given maximum
consideration consistent with the conditions set forth below under 2,
but final approval is subject to (b) above and denial of the employee's
requested date is not a proper subject for a grievance.
d) Exception to (c) above would only be considered as a proper subject
for a grievance if the employee alleges that the requested date was
disapproved because of arbitrary, capricious or personal prejudice on
the part of the approving authority.
e) The Union recognizes that approval or disapproval of a specific day
must consider the efficient level of service due the general public.
21
2. Conditions
a) one (1) casual day may be taken anytime during the year, subject to
the provisions of (lb) above.
b) A new employee must have completed at least four (4) full calendar
months of the probationary period in order to be eligible for a casual
day.
c) Under no circumstances shall pay be requested or approved in lieu of
the casual day off with pay.
d) Once a date has been approved for an employee as the casual day, it
may not be rescheduled except under the most extenuating cir-
cumstances; however, it is understood and agreed that the right to
cancel and reschedule an employee's casual day is reserved by the
department manager or his/her representative when such extenuating
circumstances exist.
ARTICLE XXVII
GROUP INSURANCE
Section 1
HEALTH INSURANCE
Effective July 1, 2005, 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.
Section 2
LIFE/ACCIDENTAL DEATH AND DISMEMBERMENT/DISABILITY INCOME
PROTECTION INSURANCE
Employees are eligible for coverage the first of the month following the completion of
thirty (30) days of continuous service in a full-time position.
Section 3
The specific benefits for health, prescription drug, dental, disability and life insurance are
set forth in master policies and shall in all cases be the determining factor as to eligibility
and amounts of coverage extended to each employee.
Section 4
Whenever a covered employee ceases employment with the City the group insurance
plans terminate. Health insurance benefits for dependents also terminate when the
22
employee ceases to be eligible for coverage or when that dependent ceases to be eligible
as a dependent.
A life insurance policy shall be continued by the City for employees who retire. Eligibility
and amount of coverage shall be in accordance with the terms of the insurance master
agreement.
Section 5
The City shall continue to pay its portion of the group insurance premiums for a period up
to fourteen months from the date an employee is absent due to illness or injury. However,
in no event will the City pay its portion of group insurance premiums for a period longer
than the employee's length of continuous service in a full-time position. Group insurance
plans include health insurance, prescription drug insurance, life/accidental death and
dismemberment insurance, and disability income protection insurance.
Section 6
The City shall discontinue payment of all insurance premiums for an employee who is
discharged, resigns, retires or dies.
Section 7
The City shall provide IRS Section 125 Flexible Spending Accounts for medical and
dependent care expenses and health, prescription drug and dental insurance premiums.
ARTICLE XXVIII
HOURS OF WORK
The regular workday and workweek shall be eight (8) hours per day or forty (40) hours per
week. For shift employees the workday shall be a twenty-four (24) hour period which
normally commences at 11:00 P.M. and ends at 11:00 P.M. on the following day. A shift
employee shall be defined as an employee who works in an activity for which there is
regularly scheduled employment for seven (7) days per week and twenty-four (24) hours
per day and who is assigned to one (1) of three shifts in the workday which normally begins
at 11:00 P.M. Classifications that meet this definition are Plant Operator (Water and
Wastewater), Assistant Plant Operator and Public Safety Dispatcher. The commencement
of the workday and the number of shifts in a workday for employees in the classification of
Public Safety Dispatcher may vary from this definition. Days in a workweek shall be
established by each department.
The workday at the Eagle Point Plant shall start at 7:00 A.M. The normal workweek of the
Water Distribution Crew shall be Monday through Friday.
23
ARTICLE XXIX
SHIFT PREMIUM PAY
Except as herein provided, the following shall represent the shift premium rates for shift
employees:
Shift employees regularly assigned to a shift which normally commences at 3:00 P.M. and
ends at 11:00 P.M. shall receive an additional $.10 per hour on their regular rate of pay as
a shift premium.
Shift employees regularly assigned to a shift which normally commences at 11:00 P.M. and
ends at 7:00 A.M. shall receive an additional $.20 per hour on their regular rate of pay as a
shift premium.
Shift employees on a staggered shift schedule, usually called a swing shift, shall receive
either $.10 or $.20 per hour on their regular rate of pay as a shift premium, depending on
the average time worked on a staggered basis on a premium shift.
Shift premium pay shall apply only to hours actually worked and only shift employees as
defined in Article XXXI, HOURS OF WORK, shall be eligible to receive shift premium
payment. Employees who are on vacation and who are eligible to receive shift premium
payment shall continue to receive such payment while on vacation. A shift employee who is
on any other paid or unpaid leave as provided in this Agreement shall not receive shift
premium payment. Shift premium payment shall not apply when a shift employee is
receiving overtime payment or any other type of premium payment.
ARTICLE XXX
OVERTIME PAY
Except as herein provided, one and one-half (1/2) times the regular rate of pay over forty
(40) hours per week, and eight (8) hours per day.
Employees in the classifications of Public Safety Dispatcher shall receive one and one-half
(1/2) times their regular rate of pay for all hours worked in excess of eighty (80) hours per
pay period (biweekly).
Employees, with the exception of employees in the classification of Public Safety
Dispatcher, shall receive two (2) times the regular rate of pay for all hours worked on a
holiday.
Employees in the classification of Public Safety Dispatcher who are eligible for holiday pay
shall be paid eight (8) hours at their regular rate of pay for each holiday in lieu of time off.
24
Employees in the classification of Inspector I shall not be entitled to premium payment as
provided in this Article or any other premium payment as provided in this Agreement with
the exception of callback pay.
Employees who are eligible to receive overtime may request time off in order to
compensate for and in lieu of overtime payment. Compensation shall not be paid more
than once for the same hours of work under any provision of this Article or Agreement.
When overtime is required, it must be approved by the employee's supervisor.
ARTICLE XXXI
HOLIDAYS
Section 1
The following calendar days of the year shall be considered as holidays insofar as the
administration of City business is concerned. When the term "holiday" is used it shall be
construed to be the following days:
New Year's Day
Martin Luther King's Birthday
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
New Year's Eve
Section 2
January First
Third Monday in January
Last Monday in May
July Fourth
First Monday in September
November Eleventh
Fourth Thursday in November
Friday following Thanksgiving Day
December Twenty -Fourth
December Twenty -Fifth
December Thirty -First
An employee shall forfeit the right to payment for a holiday if scheduled to work the holiday
and does not report or if absent from work the last scheduled workday preceding and/or the
first scheduled workday following the holiday, unless excused by the City for the following
reasons:
• Job incurred injury.
• Funeral leave.
• Subpoena as a witness.
• Illness or injury of less than two (2) months duration with proper doctor's
documentation.
• Excused absence approved in writing by and at the sole discretion of the
department manager.
25
Section 3
For non -shift employees, when the holiday falls on Sunday, the following day shall be
declared a holiday for the employee. When the holiday falls on Saturday, the preceding
day shall be declared a holiday for the employee.
For shift employees, holidays shall be observed on the day of legal recognition by the State
of Iowa.
Section 4
Employees eligible for holiday pay shall be entitled to eight (8) hours pay at their regular
rate for each of the named holidays. For shift employees, with the exception of employees
in the classification of Public Safety Dispatcher, the holiday shall commence at 11:00 P.M.
the day preceding the holiday and end at 11:00 P.M. the day of the holiday. For employees
in the classification of Public Safety Dispatcher, the holiday shall commence at 11:45 P.M.
the day preceding the holiday and end at 11:45 P.M. the day of the holiday.
ARTICLE XXXII
STANDBY PAY
Standby time of six (6) hours per week at the regular rate of pay shall be granted for two
(2) employees per week on the Water Distribution Crew. The week shall commence on
Friday at 4:30 P.M. and continue until 4:30 P.M. the following Friday. Any employee on
standby time who is not available when called shall lose his/her standby pay for that week.
The superintendent and distribution supervisor shall determine the time of the year standby
time is necessary.
ARTICLE XXXIII
TANK CLIMBING PAY
Employees climbing tanks or doing maintenance inside tanks shall be paid $15.00
minimum for four (4) hours or $30.00 maximum per day in addition to their regular pay.
ARTICLE XXXIV
CALLBACK
Any employee who has left the premises after the regular shift, and is recalled for
additional work shall receive not less than two (2) hours pay at one and one-half (1 2) times
the regular rate of pay. When such work merges with the employee's regular day this
provision does not apply.
26
ARTICLE XXXV
LONGEVITY
Section 1
Longevity pay shall mean a percentage of salary based on the length of continuous service
paid each payday to employees in addition to their regular rate of pay.
Section 2
Regular employees performing satisfactorily for a continuous period of six (6) years shall
be advanced in pay on the anniversary date of hire by one percent (1%) of their regular
rate of pay. After twelve (12) years of continuous service employees shall be advanced in
pay by two percent (2%) of their regular rate of pay. After eighteen (18) years of continuous
service employees shall be advanced in pay by three percent (3%) of their regular rate of
pay. After twenty-four (24) years of continuous service employees shall be advanced in pay
by four percent (4%) of their regular rate of pay. After thirty (30) years of continuous
service employees shall be advanced in pay by five percent (5%) of their regular rate of
pay.
Section 3
Continuous service shall mean service with the City uninterrupted by resignation or
discharge or a personal leave of absence without pay exceeding sixty (60) days in the
preceding twelve (12) months.
ARTICLE XXXVI
CLEANING UP TIME
Time shall be allowed, if necessary. Overtime shall not be allowed for a five (5) to ten (10)
minute inadvertent overtime. The supervisor shall make up this time on the following day.
ARTICLE XXXVII
PART TIME EMPLOYEES
Part time employee shall mean an employee hired on a continuous employment basis with
a regular work schedule throughout the year that normally consists of thirty-two (32) hours
per week, on the average or less (1,664 hours on an annual basis) .
Part time employees shall be entitled only to the rates of pay for the classification as set
27
forth in the Wage Plan, ARTICLE XXXIX, WAGE PLAN, and shall not accrue any other
benefits, pay, privileges or conditions of employment granted by this Agreement or be sub-
ject to any other provisions of this Agreement. Such other benefits, pay, privileges or
conditions of employment shall be determined by the City.
The work schedule of part-time employees shall not be construed as a guarantee of hours
of work per day, per week, per year or days of work per week. Nothing contained herein
shall be construed as preventing the City from increasing, decreasing or restructuring the
normal work day or work week in any way or from establishing work schedules of part-time
employees. The decision of the City and the reason(s) therefore to change the hours of
work of part-time employees shall not be a proper subject for the grievance procedure of
the Agreement or the appeal procedure set forth in Chapter 400, Code of Iowa.
ARTICLE XXXVIII
GRIEVANCE PROCEDURE
A grievance is a difference of opinion between an employee or a group of employees, or
between the City and the Union with respect to the meaning, interpretation or application of
any term or terms of this Agreement.
The City is desirous of the equitable and prompt adjustment of problems or grievances of
the employees and these shall be settled orally whenever possible between the supervisor
and the employee of the department where the problem or grievance originates within five
(5) working days of the date the alleged grievance occurred. The employee may request
the presence of the steward at this oral discussion.
The City shall not be obligated to accept a written grievance until such grievance has been
discussed orally between the grieving employee and the supervisor.
Step 1
Grievances not settled within two (2) but not more than five (5) working days after
discussion with the supervisor may be reduced to writing and presented to the department
manager.
The nature of the complaint shall be clearly stated so that the department manager shall
have a fair opportunity to locate the cause of the problem and settle the matter to the
satisfaction of all parties concerned. The department manager shall respond in writing
within five (5) working days after receipt of the grievance. If a meeting is held with the
department manager, the aggrieved employee may be accompanied by the steward from
his/her section.
Step 2
If the department manager's written answer is not satisfactory the grievance may, within
three (3) working days, be appealed to the City Manager and within thirty (30) calendar
days after receipt of this appeal, be considered in a meeting between representatives
selected by the City and Union. The President of the Union may be accompanied by no
28
more than two (2) Union representatives. The City Manager shall give a written answer
within fifteen (15) working days after this meeting.
Step 3
For employees under Civil Service and for issues covered by the Civil Service Act, if a
grievance is not settled in Step 2, the employee has recourse of the Civil Service Act and
shall follow its provisions outlined in Chapter 400, Code of Iowa.
For employees not covered by the Civil Service Act or for Civil Service employees with
grievances not identified under the Civil Service Act, the following procedures shall be
followed:
If the grievance is not settled in Step 2, within twenty (20) calendar days after receiving the
City's written answer, either party may notify the other party in writing and submit the
grievance to arbitration. An impartial arbitrator shall be chosen by mutual consent by the
Union and the City as soon as practicable after receipt of request for arbitration. If the
parties do not agree upon the selection of an arbitrator within fifteen (15) calendar days
after the receipt of the request for arbitration, the Federal Mediation and Conciliation
Service shall be requested to furnish a list of five (5) arbitrators. The party requesting
arbitration shall first strike the name of one (1) person on the list and the other party shall
then strike one (1) name and then the process is repeated. The remaining name shall be
the arbitrator.
An arbitrator's decision on a grievance may not change or amend the terms, conditions or
applications of the Collective Bargaining Agreement. Such procedures shall provide for
invoking of arbitration only with approval of the employee organization, and in the case of
an employee, only with approval of the public employee. The cost of arbitration shall be
shared equally by the parties.
Union representatives, when carrying out procedures in Step 1 and Step 2 in the grievance
procedures, shall be allowed to leave their work after the supervisor's approval and shall
suffer no loss of their regular pay, not including overtime pay. The City shall not be
responsible for paying Union employees involved in any matters relating to arbitration, Civil
Service or Prohibited Practice Complaint proceedings.
The time specified for each step in the grievance procedure may be extended by mutual
agreement.
ARTICLE XXXIX
ABSENT WITHOUT LEAVE
If an employee is absent from work without proper authorization for part or all of a work
day, such absence shall be without pay and shall be grounds for disciplinary action.
Absence without authorization for a period of two (2) consecutive work days shall be
regarded as a resignation.
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ARTICLE XXXX
WAGE PLAN
The following salary schedules shall represent the regular (straight time or base) rate of
pay for positions covered by this Agreement:
POSITION
CLASSIFICATION
Hourly rates - effective 7/1l
SALARY STEP STEP
GRADE A B
2014 through 6/30/2015
STEP STEP
C D
STEP STEP
E F
Ramp Cashier
Head Ramp Cashier
Parking Meter Checker
Clerk
Cashier
Account Clerk
Senior Cashier
Custodian I
Custodian II
Laborer
Water Meter Serviceworker I
Truck Driver
Assistant Plant Operator
Maintenance Worker
Public Safety Dispatcher
Water Distribution
Maintenanceworker
Water Meter Repairworker I
Water Meter Serviceworker
I I
Equipment Operator II
Plant Operator (N/C) Gr. 1
Plant Operator (Cert.) Gr. II
Laboratory Technician I
Plant Operator (Cert.) Gr III
Equipment Mechanic
Maintenance Electrician
Plant Operator (Cert.) Gr IV
Water Meter Repairworker II
Electronic Technician
Plant Mechanic
Inspector I
0E-01
0E-02
0E-03
0E-04
0E-05
0E-06
0E-06
0E-06
0E-07
0E-07
0E-07
0E-08
0E-09
0E-09
0E-09
0E-09
$13.86
$14.74
$16.18
$16.49
$16.77
$18.48
$18.48
$18.48
$20.28
$20.28
$20.28
$20.70
$21.13
$21.13
$21.13
$21.13
$14.16
$15.01
$16.49
$16.77
$17.23
$18.97
$18.97
$18.97
$20.70
$20.70
$20.70
$21.20
$21.62
$21.62
$21.62
$21.62
$14.45
$15.36
$16.77
$17.23
$17.69
$19.37
$19.37
$19.37
$21.20
$21.20
$21.20
$21.66
$22.14
$22.14
$22.14
$22.14
$14.74
$16.18
$17.23
$17.69
$18.48
$19.77
$19.77
$19.77
$21.66
$21.66
$21.66
$22.21
$22.66
$22.66
$22.66
$22.66
$15.01 $15.36
$16.49 $16.77
$17.69 $18.48
$18.48 $18.97
$18.97 $19.37
$20.35 $20.81
$20.35 $20.81
$20.35 $20.81
$22.21 $22.66
$22.21 $22.66
$22.21 $22.66
$22.66 $23.12
$23.12 $23.63
$23.12 $23.63
$23.12 $23.63
$23.12 $23.63
0E-09 $21.13 $21.62 $22.14 $22.66 $23.12 $23.63
0E-09 $21.13 $21.62 $22.14 $22.66 $23.12 $23.63
0E-10 $21.66 $22.21
0E-11 $21.83 $22.32
0E-12 $22.08 $22.57
0E-13 $22.41 $22.92
0E-13 $22.41 $22.92
0E-14 $23.04 $23.63
0E-14 $23.04 $23.63
0E-14 $23.04 $23.63
0E-14 $23.04 $23.63
0E-16 $23.65 $24.28
0E-16 $23.65 $24.28
0E-17 $25.09 $25.84
30
$22.77
$22.86
$23.04
$23.45
$23.45
$24.18
$24.18
$24.18
$24.18
$24.86
$24.86
$26.66
$23.32
$23.42
$23.63
$24.06
$24.06
$24.74
$24.74
$24.74
$24.74
$25.52
$25.52
$27.38
$23.84 $24.36
$23.97 $24.59
$24.18 $24.77
$24.65 $25.41
$24.65 $25.41
$25.46 $26.07
$25.46 $26.07
$25.46 $26.07
$25.46 $26.07
$26.16 $26.91
$26.16 $26.91
$28.93 $29.93
POSITION
CLASSIFICATION
Hourly rates - effective 7/1/
SALARY STEP STEP
GRADE A B
2015 through 6/30/2016
STEP STEP
C D
STEP STEP
E F
Ramp Cashier
Head Ramp Cashier
Parking Meter Checker
Clerk
Cashier
Account Clerk I
Senior Cashier
Custodian I
Custodian II
Laborer
Water Meter Serviceworker I
Truck Driver
Assistant Plant Operator
Maintenance Worker
Public Safety Dispatcher
Water Distribution
Maintenanceworker
Water Meter Repairworker I
Water Meter Serviceworker
Equipment Operator II
Plant Operator (N/C) Gr. 1
Plant Operator (Cert.) Gr. II
Laboratory Technician I
Plant Operator (Cert.) Gr III
Equipment Mechanic
Maintenance Electrician
Plant Operator (Cert.) Gr IV
Water Meter Repairworker II
Electronic Technician
Plant Mechanic
Inspector I
OE -01
OE -02
OE -03
OE -04
OE -05
OE -06
0E-06
OE -06
OE -07
OE -07
OE -07
OE -08
OE -09
OE -09
OE -09
OE -09
$14.17
$15.07
$16.54
$16.86
$17.15
$18.90
$18.90
$18.90
$20.74
$20.74
$20.74
$21.17
$21.61
$21.61
$21.61
$21.61
$14.48
$15.35
$16.86
$17.15
$17.62
$19.40
$19.40
$19.40
$21.17
$21.17
$21.17
$21.68
$22.11
$22.11
$22.11
$22.11
$14.78
$15.71
$17.15
$17.62
$18.09
$19.81
$19.81
$19.81
$21.68
$21.68
$21.68
$22.15
$22.64
$22.64
$22.64
$22.64
$15.07
$16.54
$17.62
$18.09
$18.90
$20.21
$20.21
$20.21
$22.15
$22.15
$22.15
$22.71
$23.17
$23.17
$23.17
$23.17
$15.35
$16.86
$18.09
$18.90
$19.40
$20.81
$20.81
$20.81
$22.71
$22.71
$22.71
$23.17
$23.64
$23.64
$23.64
$23.64
$15.71
$17.15
$18.90
$19.40
$19.81
$21.28
$21.28
$21.28
$23.17
$23.17
$23.17
$23.64
$24.16
$24.16
$24.16
$24.16
OE -09 $21.61 $22.11 $22.64 $23.17 $23.64 $24.16
OE -09 $21.61 $22.11 $22.64 $23.17 $23.64 $24.16
OE -10 $22.15 $22.71
OE -11 $22.32 $22.82
OE -12 $22.58 $23.08
OE -13 $22.91 $23.44
OE -13 $22.91 $23.44
OE -14 $23.56 $24.16
OE -14 $23.56 $24.16
OE -14 $23.56 $24.16
OE -14 $23.56 $24.16
OE -16 $24.18 $24.83
OE -16 $24.18 $24.83
OE -17 $25.65 $26.42
31
$23.28
$23.37
$23.56
$23.98
$23.98
$24.72
$24.72
$24.72
$24.72
$25.42
$25.42
$27.26
$23.84
$23.95
$24.16
$24.60
$24.60
$25.30
$25.30
$25.30
$25.30
$26.09
$26.09
$28.00
$24.38
$24.51
$24.72
$25.20
$25.20
$26.03
$26.03
$26.03
$26.03
$26.75
$26.75
$29.58
$24.91
$25.14
$25.33
$25.98
$25.98
$26.66
$26.66
$26.66
$26.66
$27.52
$27.52
$30.60
POSITION
CLASSIFICATION
Hourly rates - effective 7/1/2
SALARY STEP STEP
GRADE A B
016 through 6/30/2017
STEP STEP
C D
STEP STEP
E F
Ramp Cashier
Head Ramp Cashier
Parking Meter Checker
Clerk
Cashier
Account Clerk
Senior Cashier
Custodian I
Custodian II
Laborer
Water Meter Serviceworker I
Truck Driver
Assistant Plant Operator
Maintenance Worker
Public Safety Dispatcher
Water Distribution
Maintenanceworker
Water Meter Repairworker I
Water Meter Serviceworker
I I
Equipment Operator II
Plant Operator (N/C) Gr. 1
Plant Operator (Cert.) Gr. II
Laboratory Technician I
Plant Operator (Cert.) Gr Ill
Equipment Mechanic
Maintenance Electrician
Plant Operator (Cert.) Gr IV
Water Meter Repairworker II
Electronic Technician
Plant Mechanic
Inspector I
0E-01
0E-02
0E-03
0E-04
0E-05
0E-06
0E-06
0E-06
0E-07
0E-07
0E-07
0E-08
0E-09
0E-09
0E-09
0E-09
$14.52
$15.45
$16.95
$17.28
$17.58
$19.37
$19.37
$19.37
$21.26
$21.26
$21.26
$21.70
$22.15
$22.15
$22.15
$22.15
$14.84
$15.73
$17.28
$17.58
$18.06
$19.89
$19.89
$19.89
$21.70
$21.70
$21.70
$22.22
$22.66
$22.66
$22.66
$22.66
$15.15
$16.10
$17.58
$18.06
$18.54
$20.31
$20.31
$20.31
$22.22
$22.22
$22.22
$22.70
$23.21
$23.21
$23.21
$23.21
$15.45
$16.95
$18.06
$18.54
$19.37
$20.72
$20.72
$20.72
$22.70
$22.70
$22.70
$23.28
$23.75
$23.75
$23.75
$23.75
$15.73
$17.28
$18.54
$19.37
$19.89
$21.33
$21.33
$21.33
$23.28
$23.28
$23.28
$23.75
$24.23
$24.23
$24.23
$24.23
$16.10
$17.58
$19.37
$19.89
$20.31
$21.81
$21.81
$21.81
$23.75
$23.75
$23.75
$24.23
$24.76
$24.76
$24.76
$24.76
0E-09 $22.15 $22.66 $23.21 $23.75 $24.23 $24.76
0E-09 $22.15 $22.66 $23.21 $23.75 $24.23 $24.76
0E-10 $22.70 $23.28
0E-11 $22.88 $23.39
0E-12 $23.14 $23.66
0E-13 $23.48 $24.03
0E-13 $23.48 $24.03
0E-14 $24.15 $24.76
0E-14 $24.15 $24.76
0E-14 $24.15 $24.76
0E-14 $24.15 $24.76
0E-16 $24.78 $25.45
0E-16 $24.78 $25.45
0E-17 $26.29 $27.08
32
$23.86
$23.95
$24.15
$24.58
$24.58
$25.34
$25.34
$25.34
$25.34
$26.06
$26.06
$27.94
$24.44
$24.55
$24.76
$25.22
$25.22
$25.93
$25.93
$25.93
$25.93
$26.74
$26.74
$28.70
$24.99
$25.12
$25.34
$25.83
$25.83
$26.68
$26.68
$26.68
$26.68
$27.42
$27.42
$30.32
$25.53
$25.77
$25.96
$26.63
$26.63
$27.33
$27.33
$27.33
$27.33
$28.21
$28.21
$31.37
Generally, the minimum step in the salary range established for a position shall be
applicable upon appointment to a position in the bargaining unit.
Upon promotion an employee shall be placed in the first step of the salary range
established for that position, except in cases where the increase to the first step would be
less than a one (1) step increase. Under such circumstances the promoted employee shall
be placed in such a step in the new salary range that would provide at least a one (1) step
increase.
If the employee is promoted or appointed to a position in the bargaining unit and placed in
the lowest step in the classification the employee's performance shall be reviewed after six
(6) months and, if satisfactory, shall be advanced to the next step in the classification. If the
employee is promoted or appointed to a position in the bargaining unit and placed in a step
other than the starting step in the classification the employee's performance shall be
reviewed after twelve (12) months and, if satisfactory, shall be advanced to the next step
and yearly thereafter until he/she reaches Step "F". Part time employees shall be subject
to the terms of this Article except that the length of service requirements for performance
advancements shall be two (2) times the length of service requirements set forth in
Paragraph 3 of this Article.
ARTICLE XXXXI
SAVINGS CLAUSE
Should any Article, Section or portion thereof of this Agreement be restrained or held
unlawful and unenforceable by any court of competent jurisdiction, such decision of the
court shall apply only to the specified Article, Section or portion thereof restrained or
declared null and void in the decision and the remainder of this Agreement shall remain in
full force and effect.
ARTICLE XXXXII
DURATION AND NEGOTIATIONS
Except as herein provided, this Agreement shall be effective as of the first (1st) day of July,
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 starting on July 1, 2017 shall
begin after August 1, 2016, but not later than October 15, 2016.
33
Signed this day of 3 (Awe& , 2014.
INTERNATIONAL UNION OF
OPERATING ENGINEERS, AFL-CIO
LOCAL #234
34
CITY OF DUBUQUE, IOWA
ATTEST:
KEVIN FIRNSTAHL, CITY CLERK