HomeMy WebLinkAboutAFSCME FY22-FY26AGREEMENT BETWEEN
CITY OF IOWA CITY
~ Iowa Cicy
~Public Library
IOWA CITY LIBRARY BOARD OF TRUSTEES
AND
THE AMERICAN FEDERATION OF
STATE, COUNTY AND MUNICIPAL EMPLOYEES
LOCAL #183, AFL-CIO
mgr\asst\unlons\afscme\loc 183ag, doc
JULY 1, 2021
TO
JUNE 30, 2026
TABLE OF CONTENTS
Section A -AFSCME (Mixed)
PREAMBLE ........................................................................................................................................... A-1
ARTICLE 1 --RECOGNITION ......................................................................................................... A-2
ARTICLE 2 --MANAGEMENT RIGHTS ....................................................................................... A-2
ARTICLE 3 --NO STRIKE--NO LOCKOUT ................................................................................ A-3
ARTICLE 4 --BULLETIN BOARDS ............................................................................................... A-3
ARTICLE 5 --BUSINESS AGENTS .............................................................................................. A-3
ARTICLE 6 --(Reserved) .................................................................................................................. A-3
ARTICLE 7 --HOURS OF WORK ................................................................................................. A-4
ARTICLE 8 --OVERTIME ................................................................................................................. A-6
ARTICLE 9 --HOLIDAYS .................................................................................................................. A-9
ARTICLE 10 --VACATIONS ....................................................................................................... A-10
ARTICLE 11 --SICK LEAVE ............................................................................................... A-11
ARTICLE 12--SPECIAL LEAVES ............................................................................................... A-13
ARTICLE 13--SENIORITY ...................................................................................................... A-17
ARTICLE 14--DISCIPLINE ........................................................................................................... A-18
ARTICLE 15 -(Reserved) ............................................................................................................. A-18
ARTICLE 16--SAFETY .................................................................................................................. A-19
ARTICLE 17 --PERSONNEL TRANSACTIONS .................................................................... A-19
ARTICLE 18 --(Reserved) ............................................................................................................ A-20
ARTICLE 19--RECOVERY AND REHABILITATION PROGRAM .................................... A-20
ARTICLE 20 --GRIEVANCE PROCEDURE ............................................................................ A-20
ARTICLE 21 --PAY PLAN .............................................................................................................. A-24
ARTICLE 22 --AUTHORIZED REPRESENTATION, ENTIRE AGREEMENT
AND WAIVER ....................................................................................................................... A-25
ARTICLE 23 --GENERAL CONDITIONS .................................................................................. A-25
ARTICLE 24 -DURATION OF AGREEMENT ......................................................................... A-25
ARTICLE 25 --SAVINGS CLAUSE ............................................................................................. A-26
APPENDICES
mgr\ass1\unlons\afscme\loc1 83ag.doc
Section B -AFSCME Transit
PREAMBLE .......................................................................................................................................... B-1
ARTICLE 1 --RECOGNITION........................................................ .. ...................................... B-2
ARTICLE 2 --MANAGEMENT RIGHTS ....................................................................................... B-2
ARTICLE 3 --NO STRIKE--NO LOCKOUT ................................................................................ B-3
ARTICLE 4 --BULLETIN BOARDS ............................................................................................... B-3
ARTICLE 5 --BUSINESS AGENTS .............................................................................................. B-3
ARTICLE 6 --DUES CHECK OFF ................................................................................................. B-3
ARTICLE 7 --HOURS OF WORK ................................................................................................. B-4
ARTICLE 8 --OVERTIME .............................................................................................................. B-6
ARTICLE 9 --HOLIDAYS ................................................................................................................ B-10
ARTICLE 10--VACATIONS .......................................................................................................... B-11
ARTICLE 11 --SICK LEAVE .......................................................................................................... B-12
ARTICLE 12 --SPECIAL LEAVES ............................................................................................... B-14
ARTICLE 13 --SENIORITY ....................................................................................................... B-17
ARTICLE 14 --DISCIPLINE .......................................................................................................... B=21
ARTICLE 15 --INSURANCE........... .. ..... ............. ..... .. .... . . .. . .. .. .... ..... .. ... B-21
ARTICLE 16 --SAFETY .................................................................................................................. B-23
ARTICLE 17 --PERSONNEL TRANSACTIONS ........................................................ B-24
ARTICLE 18 --CLOTHING AND EQUIPMENT ...................................................................... B-24
ARTICLE 19 --RECOVERY AND REHABILITATION PROGRAM........................... . . B-25
ARTICLE 20 --GRIEVANCE PROCEDURE ............................................................................ B-25
ARTICLE 21 --PAY PLAN ........................................................................................................... B-28
ARTICLE 22 --AUTHORIZED REPRESENTATION, ENTIRE AGREEMENT
AND WAIVER ........................................................................................................................ B-29
ARTICLE 23 --GENERAL CONDITIONS............................................................... . . . ....... B-30
ARTICLE 24 --DURATION OF AGREEMENT ....................................................................... B-30
ARTICLE 25 --SAVINGS CLAUSE ............................................................................................ B-30
APPENDICES
Section C -Shared Appendices
mgr\asst\unlons\afscme\loc1 83ag,doc
Section A
AGREEMENT WITH THE CITY OF IOWA CITY and THE IOWA CITY LIBRARY BOARD OF
TRUSTEES WITH JOHNSON COUNTY AREA PUBLIC EMPLOYEES, AFSCME, LOCAL #183
PREAMBLE
This agreement is executed by the CITY OF IOWA CITY, Iowa, and the Iowa City Library
Board of Trustees, and the Johnson County Area Public Employees, AFSCME, Local #183. Unless
otherwise stated, the word "City" will refer to the City and to the Library Board and the employee
organization will be called "Union". Throughout this Agreement members of the bargaining unit are
referred to as "employees".
It is the purpose of this Agreement to promote and ensure harmonious cooperation and
understanding between the City and the Union to ensure collective bargaining under the laws of the
State of Iowa, as well as applicable ordinances of the City of Iowa City. It is the purpose of the City
and the Union to establish salaries and terms of employment consistent with the availability of public
funds and with the goals and purposes of the City Charter. The City and the Union jointly pledge
their cooperation to work together in the public interest to provide improvement in the effectiveness
and efficiency of the services offered to the citizens of Iowa City.
The parties agree to the following specific provisions:
ARTICLE 1
RECOGNITION
Section 1. The City of Iowa City, Iowa, recognizes the Johnson County Area Public
Employees, AFSCME, Local 183, as the sole and exclusive bargaining agent for all City of Iowa
City employees except those specifically excluded in Section 3 of this Article. This certification is
based on an Order of Certification promulgated by the Iowa Public Employment Relations Board on
February 2, 1976.
Section 2. The Iowa City Library Board of Trustees recognizes the Johnson County Area
Public Employees, AFSCME, Local 183, as the sole and exclusive bargaining agent for all Iowa
City Public Library Employees except those specifically excluded in Section 3 of this Article. This
certification is based on an Order of Certification promulgated by the Iowa Public Employment
Relations Board on February 9, 1976.
Section 3. Sworn police officers and firefighters as well as all supervisory, confidential and
temporary employees and others who are excluded from the laws relating to collective bargaining
in Chapter 20 of the current Code of Iowa are excluded from the terms, conditions, or application of
this Agreement.
Section 4. The City agrees that it will not sponsor or promote, financially or otherwise, any
other group or labor organization, for the purpose of undermining the Union; nor will it interfere with,
restrain, coerce or discriminate against any of its employees in connection with their membership
in the Union.
ARTICLE 2
MANAGEMENT RIGHTS
Section 1. Except as limited by the express provisions of this Agreement, nothing herein
shall be construed to restrict, limit, or impair the rights, powers, and authority of the City under the
laws of the State of Iowa and the City's ordinances. These rights, powers, and authority include,
but are not limited to the following:
a. To direct the work of its employees.
b. To develop, implement and enforce work rules, safety standards, performance and
productivity standards.
c. To hire, promote, transfer, assign, classify, schedule and retain employees within
the operation of the City government and to develop and maintain qualifications,
standards and procedures for employment, promotions, and transfers.
d. To discipline, suspend or discharge employees for just cause.
e. To maintain the efficiency of the governmental operation and to determine and
maintain the nature, scope and definition of City organization.
f. To relieve employees from duties because of lack of work, lack of adequate public
financing, or for other legitimate reasons.
g. To determine the amounts, methods, and procedures for compensating employees
and the definition of, necessity for, allocation of, and nature of overtime and the
method of compensating overtime.
h. To determine and implement the methods, means, tools, locations, equipment, and
assignment of personnel by which its operations are to be conducted including but
not limited to the right to contract and subcontract work.
i. To take such actions as may be necessary to carry out its mission.
Section A-2
j. To initiate, prepare, certify and administer its budget.
k. To exercise all powers and duties granted to it by law.
ARTICLE 3
NO STRIKE--NO LOCKOUT
Section 1. No Strike. No employee covered by this Agreement shall engage in any strike
at any City facility or at any location in the City where City services are performed during the life and
duration of this Agreement. If any strike shall take place, the Union will immediately notify
employees engaging in such activities to cease and desist, and it shall publicly declare that such
activity is in violation of this Agreement and is unauthorized. Employees in the bargaining unit, while
acting in the course of their employment, shall not refuse to cross any picket line established by any
labor organization when called upon to cross such picket line in the line of duty. The City will make
reasonable efforts to assure employee safety in crossing picket lines. Any employee engaging in
any activity in violation of the Article shall be subject to immediate disciplinary action including
discharge by the City.
Section 2. No Lockout. The City agrees not to lock out employees during the term of this
Agreement.
ARTICLE 4
BULLETIN BOARDS
Section 1. The City shall assign space as currently provided on bulletin boards for the Union
to post notices, a copy of which shall be provided to the Human Resources Administrator. Notices
shall not contain political material, libelous material, or material which is injurious to the City or to
employees. Union notices will be limited to designated spaces.
ARTICLE 5
BUSINESS AGENTS
Section 1. The Union shall have the right to designate agents, not to exceed two (2) persons
at any one time, who shall have access to City facilities only during regular working hours, for the
purpose of investigating matters relating to the administration of this Agreement.
Section 2. The Union shall notify the Human Resources Administrator after making such
designation. Any such investigation will be conducted so as to not interfere with City business and
any such agent will comply with City safety, security and other regulations. Notice will be given to
the Department Director or designee when a business agent enters City property or facilities.
City employees may not spend working time to meet with business agents unless
specifically permitted by another provision of this Agreement.
ARTICLE 6
(Reserved)
Section A-3
Section 1. Definitions.
ARTICLE 7
HOURS OF WORK
Hourly Employees -Recognizing that Non-Permanent Employees fill needs required for the day-to-
day operation of Iowa City, Non-Permanent Employees shall be known as Hourly Employees. Said
employees will be able to work up to, but not exceed, 1300 hours in a given fiscal year, and up to
1500 in a given fiscal year if they participate in rotating weekend schedules. Up to ten hours, on an
average, per pay period of rotating weekend shifts will not be counted as part of a regular
assignment. If any Hourly Employee exceeds these hours in a given fiscal year they will be
considered a Permanent Employee and entitled to wages and benefits as provided in the contract.
Hourly Employees will not replace, but may supplement the work done by Permanent Employees,
or perform tasks not routinely assigned to Permanent Employees. Hourly Employees will not be
lead workers nor will they have the same job descriptions as Permanent Employees. Hourly
Employees will receive the specified training in the department in which the employee is working.
Student interns are not considered Hourly Employees for the purposes of this agreement.
Permanent Employees -Permanent employees shall be as follows:
(A) Those persons who are appointed to authorized budgeted positions and who
have completed a probationary period upon initial employment with the City, or
(B) Those persons who were hourly employees who have worked more than
1300 hours in a given fiscal year or who participate in rotating weekend schedules
and have worked more than 1500 hours in a given fiscal year.
The City shall provide the Union a list of names of all persons employed by the City,
regardless of their status as employees, along with hire dates, termination dates (if
applicable), and account number except those persons excluded in Article 1, Section 3, of
this agreement.
Section 2. Regular Work Week.
A. Definitions -A day will be defined as the time between 12:01 A.M. and midnight, twenty-four
(24) hours later. A week will be defined as the time between 12:01 A.M. Sunday and
midnight Saturday. Holidays and paid leaves shall count as hours worked.
B. Permanent Full-Time -Five Day Operations -The regular work week for permanent full-time
employees shall begin on Monday and extend through Friday and shall consist of five (5)
consecutive, eight (8) hour days.
C. Permanent Full-Time -Continuous Shift Operations -(Work is regularly scheduled 24 hours
per day, seven days per week.) The regular work week shall consist offive (5) days of eight
(8) consecutive hours for a total of forty (40) hours. For purposes of this contract the first
day off in any week is defined as the sixth day and the second day off is defined as the
seventh day. Employees assigned to continuous shift operations may meet and confer with
their division concerning shift scheduling.
D. Six and Seven Day Operations -The regular work week for permanent full-time employees
shall consist of five (5) eight (8) hour days for a total of forty (40) hours. For purposes of this
Section A-4
contract the first day off in any week is defined as the sixth day and the second day off is
defined as the seventh day. Employees whose schedules regularly vary from this pattern
will be covered by letter at the time the variation is made. (Example -landfill employees.)
Section 3. Scheduling. Regular work schedules will be posted on departmental bulletin
boards within each division. Any permanent change in the regular work schedules for a division will
be posted at least ten (10) days in advance of the change.
To the greatest extent possible, temporary adjustments in the work schedule of individuals
will be posted at the beginning of the week. As much notice as possible will be given in the case of
emergencies, inclement weather, or unexpected absences. The City will notify the Union in
advance of permanent changes in the regular work week and will discuss such changes if
requested.
Section 4. Part-Time Employees.
A. Part-time employees are those persons regularly assigned to less than forty (40) hours of
work per week. Benefits shall be prorated for permanent part-time employees in accordance
with their regularly assigned hours per week. Occasionally the hours actually worked will
vary from the assigned number. No minimum amount of work is guaranteed to part-time
employees. Any employee whose hours actually exceed his/her assigned hours shall be
reassigned hours for the purpose of proration of benefits. An employee may request a
redetermination of his/her assigned hours or proration of benefits through the grievance
procedure. Nothing in this section shall require a regular part-time employee to regularly
work more than his/her assigned hours.
B. Hourly Employees. All hourly employees, as defined in Section 1 above, and all other
employees of the Employer are not entitled to any benefits or other provisions of this
Agreement.
C. Current employees will have bidding preference for job vacancies over volunteer helpers
and volunteer time will not count toward seniority.
Section 5. Rest Periods. Except for the transit drivers the City will provide a fifteen (15)
minute rest period at two times during the regular work day. The location and scheduling will be
determined by the immediate supervisor. The rest period will be scheduled at regular times within
the work day to accommodate staffing needs. Employee preferences will be considered.
Section 6. Meal Periods. The City will provide an unpaid lunch period of not less than thirty
(30) minutes each day to employees in five day operations. Whenever possible, the lunch period
will be scheduled at a regular time in the work day. Meal periods will be scheduled to accommodate
the staffing needs of the department with consideration of the preference of employees. In lieu of
the two fifteen (15) minute paid rest periods, full-time bus drivers will be provided a thirty minute
lunch break with pay. Meal breaks will be scheduled near the middle of the shift; i.e., no earlier than
3 hours into the shift and shall not leave more than 5 hours and 15 minutes remaining on the shift.
Deviations due to special or changed circumstances shall be mutually agreed upon.
Section 7. Clean-up Time. If the nature of work performed requires it, employees will be
allowed a minimum of five (5) minutes for personal clean-up at the end of the work day.
Section A-5
Section 8. Inclement Weather. Employees are expected to come to work regardless of
weather conditions if they can possibly do so. Employees who appear for work at the scheduled
time will be compensated. Generally, City operations will not be suspended, but may be
rescheduled. If work is to be rescheduled the immediate supervisor will have available information.
The employer will take into consideration the employee's comfort and protection in cases of extreme
climatic conditions.
Employees who are unable to get to work or who leave work early because of weather
conditions may do one of the following:
a. Arrange to make up the work with the approval of the immediate supervisor.
b. Charge the time missed to accrued holiday, vacation, compensatory time, or
personal leave.
c. Take leave without pay for the time missed.
Section 9. (Reserved)
ARTICLE 8
OVERTIME
Section 1. Overtime. Overtime is work performed by a permanent full or part-time employee
in excess of eight (8) hours per day or forty (40) hours per week with the following exceptions:
A) Employees regularly scheduled to work more than eight (8) hours per day will
receive overtime for the time worked in excess of the regularly scheduled hours per
day.
B) Employees who work more than eight (8) hours on a given day due to flex time
mutually agreed upon by the employee and their supervisor will receive overtime for
the time worked in excess of their scheduled flex hours on that day.
e.g., Employees who work twelve (12) hours per day will receive overtime for time spent in
excess of twelve (12) hours per day or forty (40) hours per week.
Prior authorization from the employee's supervisor is required before overtime work will be
credited. Employees may be periodically required to work overtime but may request not to perform
work because of physical inability or serious personal need. Such requests to be excused from
performing overtime will not be unreasonably denied.
For permanent full-time employees, work performed on the sixth (6th) or seventh (7th) day
of the work week shall be considered overtime.
There will be no pyramiding of overtime:
e.g., If an employee is called back to work on Saturday he/she may claim the overtime rate
either for the minimal call-in OR the sixth (6th) day premium, not for both sections.
Overtime will be compensated at the rate of one and one-half (1-1/2) times the current base
hourly rate of the employees or by compensatory time off at the rate of one and one-half (1-1/2)
hours for each hour of overtime worked. Employee preference will determine whether overtime is
paid or time off given unless departmental staffing needs or financial considerations require
Section A-6
employees to be paid or given time off. The employees may request reasons for the denial of the
time off or pay.
Section 2. Overtime Equalization.
A. To the greatest extent possible, overtime shall be offered to employees equally over a period
of three (3) months, considering the type of work, the qualifications and ability of the
individual employee, the employee's desire to perform the overtime service, and the
employee's seniority. The following procedure will generally be used:
The employee with the necessary qualifications and abilities and the least number of
overtime hours in that classification will be first offered such assignment. In the event that
overtime hours among employees in that classification are equal, seniority shall prevail. In
the event no qualified employee desires such work, the City shall select the qualified
employee with the least credited overtime hours for such assignment and if there are two or
more employees with the same number of overtime hours, the employee with the least
seniority shall be thus assigned.
Employees who refuse overtime work on a particular job will be charged the same
number of hours as employees who actually do the work. Any employee who may be
periodically excused from overtime work for physical disability or serious personal need shall
carry an amount of overtime equal to that of the employee with the highest number of hours.
When the need arises to work overtime to finish a job, the employees who are
performing the work may be offered the overtime first if the work is to be completed. If an
affected employee elects not to work overtime, he/she will be expected to continue until a
replacement is secured.
During emergency situations such as, but not limited to, excessive snow, freezing rain, wind,
rain or cold, employees in the affected divisions may be scheduled to work twelve (12) hours
or more in any twenty-four (24) hour period. Work in excess of twelve (12) hours will be
assigned according to the equalization procedure.
The equalization procedure is inapplicable to regularly scheduled overtime in transit.
B. (Reserved)
C. The City shall maintain and post (at least monthly) in a public place in the work area, a list
of classifications showing overtime hours worked by each employee, and shall keep such
list current with accumulated overtime being credited forward. Overtime accumulation shall
commence on January 1, April 1, July 1 and October 1 of each year and shall be equalized
quarterly.
Employees who are new to a division shall be credited with the highest number of
hours in their classification. Any deviation from the above process shall be by letter between
the City and the Union.
Section 3. Overtime Rest Period. If an employee is required to work at least two (2) hours
immediately after the employee's normal work day the City will provide for one of the following:
a. A rest period of one-half hour immediately following the work day, or
Section A-7
b. One additional half-hour of paid compensation at the overtime rate.
This section does not apply if the employee is required to work less than two (2) hours following the
work day.
Section 4. Stand-By Time. Employees who are on stand-by time are required to be at a
place designated by them which has access to a phone and from which they may reach the work
area promptly. Employees on stand-by will be compensated as follows:
1.
2.
3.
4.
Employee Assigned to Stand-by
Is provided with and takes vehicle home
Is provided with but declines to take a vehicle home
(supervisor may require employee to take vehicle)
Cannot be provided with a vehicle due to lack of
vehicle availability
Is not provided with a vehicle because employee
resides outside city limits
Pav Per Week
7 hours pay
7 hours pay
10 hours pay
10 hours pay
Employees of the StreeVSanitation Department who are required to be on stand-by for the
purpose of emergency snow removal will be compensated at a rate of ten (10) hours at current base
pay rate for each week of stand-by time. Stand-by in these circumstances will be assigned in no
less than one week increments. Such employees will be furnished a call device, but no vehicle.
Section 5. Reporting Pav. If an employee reports for work at his/her regular time and place
but is sent home by the supervisor because of an emergency because work cannot be performed,
such employee shall be paid a minimum of two (2) hours at his/her regular straight time pay. The
City will make every effort to allow the employee to make up the work at straight time at a different
time, where the nature of work permits.
Section 6. Minimum Call-In. An employee who has completed an eight (8) hour work day
and who is called in to work in an emergency situation without prior notice will be paid for a minimum
of two (2) hours. If the emergency call-in takes more than two (2) hours the employee will be
compensated for time spent. Minimum call-in will be paid at the overtime rate. An employee who
is called in prior to the regular start of his/her working day will be compensated for a minimum of
two (2) hours at the overtime rate. In the event minimum call-in and regular working hours overlap,
straight time will be paid for the overlapping hours in addition to the minimum call-in.
There shall be no pyramiding or duplicating of overtime pay. That is, if an employee is called
to work, he/she cannot collect for another two (2) hours unless it has been two (2) hours since the
last call.
Any City employee required to appear as a witness in Court for work-related matters or at a
municipal infraction hearing for work-related matters outside their work schedule will be paid for
such appearance pursuant to minimum call-in provisions above. The employer will not alter work
schedules solely to avoid this payment.
Section 7. Professional Employees. No overtime will be paid or credit given for overtime
work of professional employees. Generally, assignments will be based on an assumed forty (40)
hour week for full-time professionals and on the assigned number of hours of part-time
professionals. Professional employees will enter all assigned hours worked in excess of their
normal schedules on their time sheets. A professional employee may meet with his/her department
head at a mutually convenient time and place to review the hours worked in an attempt to facilitate
Section A-8
the provisions of this section consistent with department practices. However, this clause shall not
be construed as a guarantee of compensatory time or overtime pay.
Section 8. Library Overtime. Permanent employees required to work on Sundays at the
Library will received six (6) hours credit for each four (4) hour shift worked.
Section 9. Calculation of Overtime. Overtime will be recorded on the basis of an initial six
(6) minute segment, and an employee must work the entire segment to be credited with one-tenth
(1/10) hour for overtime. After the first six (6) minutes, overtime will be recorded and credited on a
minute-for-minute basis.
Section 10. Payment of Overtime. Payment of authorized overtime will be on succeeding
pay checks.
Section 11. Accumulated Overtime. Accumulated overtime to be carried over from one
fiscal year to another shall not exceed forty (40) hours and any overtime in excess of forty (40) hours
accumulated at the end of the fiscal year shall be administered in accordance with Section 1 of this
article.
Section 12. Shift Differential. Employees who work a scheduled shift which begins
at or after 1 :30 p.m., but before 10:00 p.m. shall receive an additional twenty-five ($.25) per
hour. Employees who work a scheduled shift which begins at or after 10:00 p.m. but
before 1 :00 a.m. shall receive an additional forty cents ($.40) per hour.
ARTICLE 9
HOLIDAYS
Section 1. The following days shall be paid holidays for permanent employees: New Year's
Day (January 1 ); Martin Luther King, Jr. Day (third Monday in January); Memorial Day (last Monday
in May); Juneteenth (June 19); Independence Day (July 4); Labor Day (first Monday in September);
Veteran's Day (November 11 ); Thanksgiving Day (fourth Thursday in November); the Friday after
Thanksgiving; Christmas Day (December 25); and one personal leave day. Provided, however,
that at the time employment begins or terminates, personal leave shall be pro-rated on the basis of
two (2) hours personal leave credit for each quarter of the fiscal year, or portion thereof, during
which the employee is in pay status.
In order to receive holiday credit, an employee must be in pay status the day before and the day
after a holiday.
Section 2. In addition, there shall be granted to permanent employees who do not work a
continuous shift, the day before or after Christmas, or the day before or after New Year's Day as an
additional holiday. The City Manager (or the Library Director for library employees) may direct that
employees observe a particular day for this holiday but if the Manager fails to make such designation
by December 15 of the calendar year in question, employees may select a particular day subject to
the approval of the supervisor. If the City Manager or Library Director does not designate a day,
employees may choose a day between December 17 and January 6.
Section 3. Permanent employees on a continuous shift shall receive eighty-eight (88) hours
of holiday credit and eight (8) hours of personal leave credit on July 1 annually. Any continuous
shift employee who begins work after July 1 of any calendar year will receive credit for the remaining
holiday dates in the year and for personal leave as provided in Section 1 of this Article. If an
employee separates after July 1 of any year, those holidays and personal leave hours which have
Section A-9
been credited but which have not as yet occurred or been earned will be deducted for the purpose
of considering separation pay.
e.g., Employee A receives credit for eighty-eight (88) hours of holiday time on July 1. The
employee terminates on November 1 and has not used any holiday hours. He would be
paid sixteen (16) hours of holiday pay (Independence Day and Labor Day).
e.g., Employee B receives eighty-eight (88) hours of holiday credit on July 1. Employee B
terminates November 1 and has used forty (40) holiday hours. Only two (2) holidays
(Independence Day and Labor Day) have occurred prior to termination, therefore twenty-
four (24) hours (40 used less 16 occurring) would be deducted from vacation pay or from
the last week's wages.
For the purpose of this Article, a holiday for continuous shift employees (except Police
Department employees) begins at 12:01 AM. on the day of the holiday and continues for a period
of twenty-four (24) hours thereafter. In the Police Department a holiday begins at 11 :00 P.M. on
the day preceding the holiday and continues for twenty-four (24) hours thereafter.
When a holiday occurs on Sunday, the following Monday will be observed. When a holiday
falls on a Saturday, the preceding Friday will be observed.
Section 4. Part-time employees will receive holiday pay and personal leave on a pro-rata
basis.
Section 5. Eligible employees who are called in to work on a holiday on which City
operations are not open to the public will be paid at a rate of one and one-half (1 ½) times for the
hours actually worked and shall also receive regular holiday pay.
Section 6. Permanent employees who are assigned to work on holidays when City
operations to which they are assigned are operating or open to the public will receive holiday credit
equal to one and one-half (1 ½) times the hours actually worked. This credit may be used after the
holiday occurs but must be taken before the next succeeding July 1. Generally, this section applies
to library, parks, recreation, and parking enforcement employees. Refuse employees will use this
system when two holidays occur in the same week.
Employees may request pay in lieu of holiday credit. The employer's decision to grant or
deny the pay shall not be arbitrary or capricious.
Section 7. Holidays or personal leave days shall not be carried over from one fiscal year to
the next.
Section 8. Definition. "Continuous shift employees" as used in this articie indicates those
employees who work in twenty-four (24) hour per day operations and who are subject to assignment
on shifts beginning between 3:00 P.M. and 7:59 AM.
ARTICLE 10
VACATIONS
Section 1. Accumulation. Vacations shall be earned by permanent employees by month
according to the following schedule:
Section A-10
Length of Service
0-5 years
5 years 1 day -10 years
10 years 1 day -15 years.
15 years 1 day -20 years
more than 20 years
Days Per Pay Month
1
11/4
11/2
1 3/4
2
Professional librarians shall accumulate vacation at a rate of 22 days per year regardless of
length of service.
The maximum number of hours eligible for carry over after July 1 of any year or for payment upon
termination shall be one hundred ninety-two (192) hours (24 days). If scheduled and approved
vacation time is cancelled by the employer, the cancelled vacation hours may be carried over Into
the next fiscal year to be used as time off within the first ninety (90) days of the fiscal year as long
as the use of such time is scheduled and approved within the first thirty (30) days of the fiscal year.
If the employer does not allow the use of time carried over under this provision, the cancelled
vacation hours will be paid out.
Section 2. Use of Vacation. Scheduling will be arranged with the supervisor to
accommodate staffing needs and employee preferences. Except in the event of serious personal
need by a less senior person, seniority will prevail.
Section 3. Payment of Accumulation. Upon discharge, resignation or retirement, a
permanent employee is eligible for payment of not more than 192 hours (24 days) of accumulated
vacation leave at the current base rate of pay.
ARTICLE 11
SICK LEAVE
Section 1. Accumulation. Employees shall be granted one day of sick leave credit per
month and shall have the right to accumulate unused sick leave up to a maximum of 1440 hours
(180 days). Sick leave shall not be accumulated while an employee takes a leave of absence
without pay, but any employee granted a paid leave shall continue to earn sick leave. Accumulation
of sick leave shall commence on the date of first permanent employment. Additional sick leave will
accrue while an employee is receiving worker's compensation and supplementing those payments
with accumulated paid leave(s).
Incentive: Employees who utilize no sick leave in any thirteen consecutive pay periods and
who have at least 600 hours of sick leave accumulated at the end of the six months may, at the
option of the employee, convert four hours of sick leave to four hours of incentive leave. Following
any twenty-six consecutive pay periods with no use of sick leave, employees who have at least
1200 hours of sick leave accumulated may, at their option, convert an additional four hours of sick
leave to incentive leave for a total of up to but no more than twelve hours in any 26 consecutive pay
periods. The maximum number of hours eligible for carry over from one fiscal year to the next shall
be eight (8) hours.
Section 2. Use of Sick Leave.
Section A-11
a. A day of accumulated sick leave shall be used for each day an employee is sick and
off work during a work week. A doctor's statement regarding nature of illness and
recovery therefrom may be required if abuse is suspected. Requirement of such
doctor's statement will not be used merely for the purpose of harassment of any
employee. Sick leave may be used on an hour-to-hour basis for doctor's
appointments or other health maintenance needs.
b. In addition to sickness of an employee, sick leave may be used for:
(1) On-the-job injury.
(2) Serious illness or hospital confinement of a spouse, domestic partner as
recognized by City policy, or child, or critical illness of the employee's mother,
father, mother-in-law, father-in-law, including mother or father of a domestic
partner, brother, sister, or grandparents, as well as any other relatives or
member of the immediate household of the employee up to a maximum of
forty-eight (48) hours per occurrence provided that the employee's presence
and efforts are needed.
c. The City may discipline employees for abuse of sick leave.
Section 3. Notification. An employee shall notify his/her supervisor as soon as reasonably
possible of any sickness or illness which will cause him/her to miss work. Certain employees may
be required to provide such notification prior to the beginning of their work day. In those cases
where the Department or Division requires such prior notification, the City will be responsible for
establishing a method whereby those employees can provide such notification. Unless such
notification is given, the absence will not be charged to sick leave, but will be charged to other
accumulated leave, or if no such accruals exist, to leave of absence without pay. Unusual
circumstances will be evaluated and may result in charging the absence to sick leave. An employee
who becomes sick at work will notify his/her supervisor before leaving the area.
Section 4. Sick Leave Bank.
a. Permanent employees in the bargaining unit may draw from a Sick Leave Bank if
they have exhausted their own sick leave accumulation and are seriously ill. Hours
of sick. leave shall be contributed to the bank by bargaining unit members who have
reached the maximum accumulation of sick leave (1440 hours or 180 days) at the
rate of one day per month.
b. Employees who use Sick Bank days will repay the bank at the regular sick leave
accrual schedule after returning to work. Employees who do not return to work or
who fail to accumulate a sufficient amount of sick leave will pay back the Bank from
other accrued leave or in cash.
c. A joint City-Union committee will administer the use of Sick Bank days by
employees. The committee will be made up of one Union representative, one City
representative and one person chosen by the two representatives. The Bank
Administration Committee will determine when sick leave may be used, application
procedures, the length of time which any employee may borrow, the length of the
waiting period after exhaustion of sick leave before employees may borrow time,
amount of time before which days must be paid back, and other criteria for using
Bank days.
Section A-12
The Committee is charged with maintaining the integrity of the Bank for
serious or catastrophic illness of individuals in the bargaining unit and will develop
policies to protect against abuse by individuals.
d. The City will contribute thirty (30) days of sick leave to the Bank October 1, 1976.
No individual may use more than ten (10) days during the term of this Agreement.
Section 5. Employees using sick leave who are medically able to perform some of the
regular duties of their position while at home (or alternative work site) may, at the request of the
employee or the supervisor, and with the permission of the supervisor, be assigned work to be
performed at home.
For work performed at home, regular pay rather than use of sick leave accrual will be utilized,
and the ratio of sick leave to straight pay will be determined on a case-by-case basis by the
supervisor.
This policy is designed to permit credit for work performed at home by employees using sick
leave, when performance of work at home is advantageous to the City; however, no employee will
be required to perform work while on sick leave nor will any employee be guaranteed the right to do
so.
Section 6. While an employee is receiving sick leave pay from the City, self-employment
for pay or work for another employer for pay is expressly forbidden. A waiver of this provision may
be given if the employee presents evidence from his/her physician to the City that the employee's
medical disability would preclude fulfillment of the employee's duties with the City, but that the nature
of the disability would permit work at alternative outside employment. Failure to comply with this
policy will result in progressive disciplinary action.
ARTICLE 12
SPECIAL LEAVES
Section 1. On-the-Job Injury. Upon application the City may grant a leave of absence with
pay in the event of an injury or illness of an employee while at work provided the following conditions
exist:
a. The injury or illness arises out of the course of City employment, and
b. The City's medical advisor determines that time off from work is required.
If the above provisions are applicable, leave with pay will be granted during the remaining
time on the work day when the injury occurs and for a period of two (2) additional working days if
authorized by the medical advisor.
If the injured or disabled employee requires more than two (2) working days in which to
recuperate and return to work, any additional absence may be charged to sick leave or, if sick leave
is exhausted, to leave of absence without pay. Employees may use accumulated sick leave or
other accumulated leaves to supplement worker's compensation benefits.
Section 2. Funerals. An employee will be granted up to three (3) work days per incident
with no loss of compensation or accruals if required to attend the funeral of his/her spouse, domestic
Section A-13
partner as recognized by City policy, child, grandchild, stepchild, foster child, mother, father,
stepparent, sister, brother, step-sister or step-brother.
An employee will be granted one (1) day per occurrence with no loss of compensation nor
loss of accrual from sick, annual, or compensation time to attend the funeral of his/her mother-in-
law, father-in-law, grandparent, aunt or uncle, brother-in-law, sister-in-law, or permanent member
of the immediate household. In such cases, he/she shall be granted up to two (2) additional days
for travel, if necessary, In-law relationships referred to herein shall include such relationships
through a domestic partner as recognized by City policy.
If additional time is needed, an employee shall be permitted to use up to three (3) work days
of accumulated sick leave with the approval of his/her supervisor.
Section 3. Leave of Absence Without Pay. A leave of absence without pay is a
predetermined amount of time off work, which has been recommended by the Department Director
and approved by the City Manager or for library employees, by the Library Director, except in cases
of medically necessary disability leaves which shall be automatic provided the employee has
exhausted all other accrued leave (paid and unpaid) and submits to a physical exam by a city-paid
and appointed doctor (if required by the employer). Generally, such leave shall not exceed twelve
(12) months. Upon termination of any such leave of absence, the employee shall return to work in
the same range and step as when he/she left and will receive compensation on the same basis as
if he/she had continued to work at his/her regular position without leave, provided that during that
period if the nature of operations has changed so that similar work does not exist or that an opening
for the employee no longer exists, the employee shall be eligible to bid on vacancies in related areas
or vacancies for which the employee is otherwise qualified for a period of twelve (12) months
following termination of the leave. The employee is responsible for applying for and keeping aware
of any openings.
In the event an employee fails to return to work at the end of any such leave or extension,
he/she shall be deemed to have voluntarily resigned or, if applicable, voluntarily retired on the last
day of work prior to such leave. During a leave of absence without pay, the employee:
a. Cannot pay retirement contributions if the leave exceeds one month in duration.
b. Shall not receive any other accruals or job benefits during the period of absence.
c. Shall not acquire additional seniority during said leave except in the case of
temporary medical disability or as otherwise specified by this Agreement.
d. Shall not earn sick, vacation, or other leave.
e. Must use all accumulated vacation to which he/she is entitled prior to the time that
the leave without pay commences.
f. Must pay prorated health, dental, life and disability insurance premiums falling due
during any month the employee is not on the payroll, if coverage is desired and is
available subject to insurance carrier approval, as follows:
1. For any calendar month during which the employee is on unpaid leave not
exceeding ten working days and insurance coverage is desired, the City will
pay the cost of the insurance premiums.
2. For any calendar month during which the employee is on unpaid leave in
excess of ten working days and insurance coverage is desired, the employee
must pay 1 /12 of the insurance premium for each working day beyond ten
working days that the employee is on unpaid leave of absence. The
remainder of the premium will be paid for by the City.
Section A-14
3. The employee may choose which insurance coverages, •if any, are to be
retained during the unpaid leave of absence.
4. Payment for insurance coverages desired by the employee may be deducted
from current or future pay due to the employee or at the employee's option
may be billed on a monthly basis. Failure to return from an unpaid leave
where insurance coverage was desired will result in the City billing the
individual for costs which would otherwise have been deducted from the
employee's pay.
The Department Director may waive the above conditions (a. through e.) for leaves of
absence not exceeding ten (10) working days.
Section 4. Jury Duty. Any employee summoned for jury duty during the employee's regular
work hours shall receive regular straight time pay during any period of jury service. The City shall
receive the pay earned from such jury service. Compensation for travel expenses may be retained
by the employee. An employee who is summoned for jury duty but is not selected to serve on the
jury and is discharged with an hour or more remaining in the work-day shall return to work.
Section 5. Witness Fees. An employee shall be granted leave with pay when required to
be absent from work for the purpose of testifying in court in response to legal summons when the
employee is neither plaintiff nor defendant in the action and when such court appearance arises
from the performance of his/her duties, obligations, or activities as a City employee, and the City
shall receive the witness fees up to the amount of compensation paid to the employee by the City
for days testified.
Section 6. Military Leave. Employees called by any branch of the Armed Forces of the
United States shall, when ordered to active service, be entitled to a leave of absence for such period
of time that the member serves in such capacity and until discharged therefrom. The City shall
comply with applicable law in regard to military leave.
Employees subject to the foregoing shall, upon reinstatement to City employment, retain
their original employment date for the purpose of determining seniority and eligibility for salary
advancement just as though such time spent in service of the United States has been spent in
regular employment with the City.
Section 7. Voting Time. An employee shall be permitted to vote at a polling place in the
City of Iowa City or the City of Coralville during the work day in any national, state, or local election
if it is not reasonably possible for him/her to vote during off hours.
Section 8. Pregnancy Leave. A pregnant permanent employee shall be entitled to a leave
of absence without pay if she is disabled as a result of pregnancy or related cause at the exhaustion
of other accumulated leaves. All employees requiring such leave shall notify the Department
Director prior to the anticipated date of birth and should be able to substantiate their condition by a
doctor's statement. Employees may work during pregnancy if health permits.
Those granted leaves under this section shall present doctor's statements as to pregnancy
disability and recovery therefrom. Within seven (7) days following birth, miscarriage, or abortion the
employee shall advise the City of the date by which she will return to work. Unless the employee
returns to work by such date, or any other date by reason of extension granted by the City, the
employee will be considered to have voluntarily resigned or retired.
Section A-15
An employee who takes leave pursuant to this section shall return to work as soon as she
is medically able, retaining all rights granted by the federal Family Medical Leave Act or other
applicable law.
Section 9. Union Business Leave.
a. Any employee elected to office in the International American Federation of State,
County and Municipal Employees shall be granted a leave of absence without pay
for a period not to exceed two years. Such leaves shall be granted to not more than
one City employee in Local 183 at any one time. An employee desiring such leave
shall give thirty (30) days notice to the City. Consistent with Section 3 of this Article,
such employees shall not have a job guarantee on return.
b. Leave of absence without pay to attend and serve as a delegate to conventions and
training conferences relating to the Union shall be granted to not more than five (5)
City employees in Local 183 in any one calendar year. Not more than five (5) days
may be taken by any three (3) employees and not more than ten (10) days may be
taken by any two (2) employees under this section. Employees seeking such leave
shall present certification in writing of their selection by the Union to act as a
representative to a specified conference at least ten ( 10) working days prior to the
time they wish to be absent.
c. No more than one employee who is elected or appointed to offices in the Union that
is not part-time staff will be granted sufficient unpaid time off to carry on the duties
of the office provided he/she gives reasonable advance notice and receives approval
for such leave from the department head. Approval may be denied by the
department head where the employee's absence could adversely affect or interfere
with the operation of the department.
d. Employees on Union leaves shall only be entitled to accrual of seniority for time
spent on such leaves, except for subsection c above, where employee will continue
to accrue benefits during a period not to exceed ten (10) work days per year.
e. Employees appointed to the position of Staff Representative for AFSCME/lowa
Council 61 shall be entitled to an unpaid leave of absence not to exceed one year.
The City may deny such leave if it would create a hardship. Return from leave is
governed by Section 3 of this Article. Not more than one employee shall be granted
such leave at any one time. The employee must make application for such leave at
least ten (10) working days in advance of the commencement of this leave. The
provisions of Subsection d. above shall apply.
f. The City agrees to place Union supplied Union information in its new employee
packets. This information shall not include political material, libelous material, or
material which is injurious to the City or to employees.
Section 10. Professional Leave. The City and the Union agree that professional
development is of benefit to employees designated as "professionals" and the employer. In
recognition of this Agreement, the following guidelines will be considered when granting or denying
requests for professional leaves:
a. The potential benefit to the employee.
Section A-16
b. The potential benefit to the employer.
c. The work-relatedness of training program, conference, workshop, class, or
convention that is attended.
d. Who in the affected class of employees went most recently.
e. Seniority.
II is understood by the parties that the above provisions in no way constitute a guarantee of
training to anyone.
ARTICLE 13
SENIORITY
Section 1. Seniority shall mean length of continuous service with the City. It shall begin on
the date of employment and become applicable immediately following completion of a probationary
period of not more than six (6) months in a permanent position, unless extended in writing due to
unusual circumstances. Continuous service in a temporary position shall be added to the
employee's seniority for use only in Section 3, Use of Seniority, below.
An employee will lose seniority rights upon resignation, discharge for just cause, retirement,
or death.
Seniority shall accrue during all paid leaves and during periods which a member is assigned
a classification outside of the bargaining unit. If an employee is on leave of absence without pay as
a result of temporary disability as substantiated by a doctor's certificate or for on-the-job injury,
seniority will accrue indefinitely. An employee will accrue seniority while on leave without pay or
layoff for one (1) year or for a period equal to the length of time worked if less than one year.
In the event that two (2) or more employees have an identical seniority date, the order of
their seniority shall be determined by the alphabetical order of last names.
The City will maintain a seniority list showing the length of continuous service and will make a copy
of the list available to the Union each six (6) months.
Section 2. Probation. The initial probation period for permanent appointments will be six
(6) continuous months.
The probationary period may be extended in writing because of unusual circumstances.
Probationary employees are entitled to all benefits of this contract with two exceptions:
1. They may not grieve any disciplinary actions taken against them.
2. (Reserved)
If an employee has worked as a temporary City employee prior to appointment to a similar
permanent position, the temporary time worked may be credited toward completion of probation if
it is applicable experience.
For such employees, the probationary period will be shortened to reflect credit for temporary
time worked. The length of probation will be specified in writing in the permanent appointment
papers.
Section 3. (Reserved)
Section A-17
Section 4. (Reserved)
Section 5. Compensation after Transfer. When an employee transfers to another position
within the same or a lower range he/she shall move to a step and rate of pay within the range of the
position transferred to with pay to be determined on the basis of relative skills, abilities, experience
and seniority. When an employee transfers to a higher range his/her pay shall fall within that range
and in no event will be less than the equivalent of a one step increase based on their pay prior to
the transfer.
Section 6. (Reserved)
ARTICLE 14
DISCIPLINE
Section 1. Purpose. All parties to this Agreement recognize that a certain amount of
discipline is necessary for efficient operation of the City and the City has rights and responsibilities
under law in providing services in an efficient manner. These certain penalties for infractions are
agreed upon by the parties as a mode of operating and are not intended to limit the management
rights of the City as explained in Chapter 20 of the current Code of Iowa. Disciplinary actions against
employees will be taken for just cause. Appeal of disciplinary actions shall be by permanent
employees and shall be through the grievance procedure set forth in this Agreement.
Section 2. The goals of progressive discipline are to correct behavior and produce efficient
City operations rather than merely to punish wrongdoers. Disciplinary actions or measures shall
ordinarily be invoked in the order listed:
a. Oral reprimand or warning.
b. Written reprimand or warning.
c. Suspension with loss of pay.
d. Discharge.
Section 3. Serious violations may be dealt with by any of the above disciplinary measures
on the first offense. Permanent employees shall have the right to take up a suspension or discharge
at Step 2 of the grievance procedure.
Section 4. An employee may request the presence of a steward at the time of discipline.
The steward may request a copy of the oral or written warning at that time. A copy of suspension
or discharge will be forwarded to the chief steward.
ARTICLE 15
(Reserved)
Section A-18
ARTICLE 16
SAFETY
Section 1. Policy. The City and the Union recognize the importance of the personal safety
of individual employees on the job and recognize that in the routine course of work employees are
subject to risks.
Section 2. Standards. Employees shall not be required to work in areas or to operate
equipment which is a hazard to themselves or the public. Periodic training in safety matters will be
provided to employees who engage in hazardous work. Employees will have access to protective
gear required by law. Employees will handle property and equipment of the City with due care
appropriate to the nature of the work and equipment employed.
Section 3. Notice of Defect. Employees who operate equipment shall, during or
immediately following the work day, report any defect noticed by him/her in said equipment to the
immediate supervisor.
Section 4. Special Grievance Procedure. If an employee is requested to work in a location
or with equipment which presents an imminent personal hazard to him/herself or others the
employee will report immediately to the Division Superintendent or designee who will determine the
minimal standards under which employees must work. If the employee is then directed to work in
a location or with equipment which is an imminent personal hazard to him/herself, he/she shall file
a Step 2 grievance with the Department Director. Other disputes over safety hazards will be
processed through the regular grievance procedure in Article 20 Section 4. Use of this procedure
to create unnecessary delays will result in disciplinary action.
Section 5. Safety Committee. The Union shall select two (2) city employees as
representatives to each department/division safety committee.
Section 6. The employer will provide required protective clothing or protective devices,
including up to $125.00 annually for the purchase of safety shoes. Employees required to wear
shoes with puncture resistant soles will receive such reimbursement up to $175 annually. The
employer shall pay the reasonable full cost of medically prescribed safety shoes. All safety shoe
purchases must receive prior approval from the employee's immediate supervisor. Denial of safety
shoe purchase is subject to the grievance procedure commencing at Step 2.
Section 7. The employer will provide up to $100.00 during each fiscal year for the purchase
of prescription safety glasses, as needed, for those employees who are required to regularly wear
safety glasses. The employer may specify the source and type of safety glasses for which
reimbursement will be made. Replacement of safety glasses shall be subject to approval by the
supervisor.
ARTICLE 17
PERSONNEL TRANSACTIONS
Section 1. Employees shall receive a copy of payroll transactions and other documents
which will be used for purposes of promotion or discipline. The employee's copy will be forwarded
at the time it is placed in the file.
Section 2. Under the supervision of an employee of the Human Resources Office and during
normal business hours, employees shall have access to their personnel files including the right to
Section A-19
copy the contents of the file at their own expense. An employee shall have the right to attach a
written response to any document in his/her personnel file.
Section 3. Upon request, written warnings for minor infractions which are over twelve (12)
months old will be removed from an employee's file, provided the problem has been corrected or
there has been substantial improvement toward correction.
Section 4. Oral warnings shall not be part of an employee's personnel record except as a
notation of when such warning was given. Upon request, such notation shall be removed from the
personnel file following eight months of service without any discipline.
Section 5. The employer will not use for disciplinary purposes any discipline document that
would have been eligible for removal from the personnel file had the employee made such request.
ARTICLE 18
(Reserved)
ARTICLE 19
RECOVERY AND REHABILITATION PROGRAM
Section 1. Voluntary Referral Service. The City will provide where possible a voluntary
referral service for employees with personal problems. Employees who suspect they may have a
work problem even in the early stages are encouraged to seek treatment or counseling. All such
requests and/or referrals in Section 3 for service will be treated in a confidential manner. Every
attempt will be made to assist employees in obtaining needed services if they voluntarily request
such assistance.
Section 2. Problem Drinking. In the interest of providing efficient services to the public the
City recognizes that employee alcoholism can and should be treated. Educational materials on
problem drinking may be requested from the Human Relations office. All bargaining unit employees
are eligible for treatment and rehabilitation for alcoholism or problem drinking through the City's
referral service and other available community resources. Alcoholism as an illness is not a cause
for discipline per se; however, interference with job performance may be subject to discipline. Every
attempt will be made by the City and the Union to assist employees with drinking problems to obtain
needed assistance. Rehabilitation assistance will be offered, but if job performance is not raised to
an acceptable level, disciplinary action will be taken.
Section 3. Procedure. Supervisors who identify work problems or stewards who identify
personal problems may refer employees to the Human Relations office for assistance in obtaining
educational and rehabilitation services for alcoholism or other personal problems which influence
performance. Nothing in this section relieves employees of responsibility for their conduct on the
job.
ARTICLE 20
GRIEVANCE PROCEDURE
Section 1. Definitions. The word "grievance" wherever used in this Agreement shall mean
any dispute between the City and the Union or any employee with regard to the meaning,
application, or violation of any of the terms and provisions of this Agreement. The word "working
Section A-20
day" shall be defined as any day except Saturday and Sunday and holidays listed in Article 9,
Section 1, excluding the personal leave day, for purposes of this section.
Section 2. Representation. An employee who is a member of the bargaining unit covered
by this Agreement shall have the right to be represented by a steward at any grievance hearing or
at any step of the grievance procedure, if he/she chooses. Employees are also entitled to
representation by a steward at disciplinary conferences. Stewards will not attend other conferences
between supervisors and employees except with the supervisor's approval.
The Union will certify the names and addresses of the designated stewards to the City
Human Resources Administrator. In the absence of such certification the City will not be obligated
under this Article to release any employee from duty for the purposes of investigating a grievance
or representing another employee in any disciplinary or grievance proceeding.
The City will compensate not more than one employee steward for the investigation of a
grievance. If a second City employee has a special office in the Union handling grievances, that
employee may request released time from his/her supervisor, and permission to work on the
grievance will not be unreasonably withheld, but the City will not provide compensation for time
spent. Any stewards who are City employees shall be released from work for not more than two
(2) hours in one work week to work on grievance resolution. The employee will obtain permission
from the immediate supervisor before investigating the grievance, but such permission will not be
unreasonably withheld. Released time under this section is limited to grievance resolution.
Notwithstanding any of the above, the Union President shall be released from work without loss of
pay for a reasonable amount of time during any work week to work on grievance resolution.
Supervisors and stewards agree to handle discipline and grievances with discretion.
Section 3. Limitations. Unless a grievance is appealed as hereinafter provided, it shall have
no further validity or effect. Time limits may be extended by mutual agreement of the parties. Any
monetary award or compensation arising out of the resolution of a grievance is limited to the period
of time sixty (60) days prior to the filing of the grievance regardless of the length of the practice
giving rise to the grievance or the employee's lack of knowledge thereof.
The following provisions will apply to interpretation of the above language:
1. Pay corrections in matters involving inaccuracies in payment of base pay and merit
increases or inaccuracies created by data entry or other Accounting Division error
will be made retroactive to the date of the error, which may be greater than sixty (60)
days.
2. Any other type of payment error will be subject to the 60 day limitation on retroactive
pay as outlined in Article 20.
Section 4. Procedures. A grievance that may arise shall be processed and settled in the
following manner:
A. Step 1. The grievance shall be presented orally for discussion between the employee
grievant, the steward if the employee chooses to be represented by a steward, and the
employee's immediate supervisor within seven (7) working days after the knowledge of the
event giving rise to the grievance. The supervisor shall deliver the answer verbally to the
aggrieved employee or steward within seven (7) working days after the Step 1 conference.
The date of the oral presentation of the grievance and the date of the verbal response shall
be certified in writing. If no response is received from the supervisor within seven (7) working
days the grievance will be processed pursuant to Step 2.
Section A-21
B. Step 2. If the grievance is not resolved by Step 1, the aggrieved employee or his/her steward
(if applicable) shall, within seven (7) working days following completion of Step 1, present
three (3) written copies of such grievance signed by the aggrieved person, two (2) to be filed
with the Department Director or designated representative and one (1) to be filed with the
Union. For Library employees the grievance must be filed at this Step with the Library
Director or designee. The written grievance shall contain a statement from the employee of
the facts and section of this Agreement grieved and specifying what relief or remedy is
desired. The grievant and steward shall include on the written grievance their names and
the addresses to which they wish a response to be sent.
The grievant, steward and department director shall meet within seven (7) working
days to discuss the grievance. The Department Director shall issue a decision in writing
within seven (7) working days following the meeting.
C. Step 3. A grievance not resolved by Step 2 shall be submitted to the City Manager or his/her
designee within fifteen (15) working days of the date of receipt of the written decision
referred to in Step 2. A meeting between the parties may be held if requested in writing.
Such meeting shall be held within fifteen (15) working days. The City Manager will respond
to the grievant and steward within fifteen (15) working days following receipt of the grievance
or the third step meeting (if requested).
D. Arbitration. Grievances not resolved at Step 3 of the Grievance Procedure may be
submitted to a third party for arbitration. A request for arbitration must be submitted by
written notice to the other party within ten (10) working days following receipt of the City
Manager's decision at Step 3. Copies of any such request will be furnished to the City and
to the Union.
The cost of arbitration and recording the same shall be divided equally between the
parties to this Agreement. The cost of a certified court report, if requested by the arbitrator,
shall be divided equally between the parties. Each party will pay for the cost of its own case
preparation and for expenses of witnesses.
The arbitration proceeding shall be conducted by an arbitrator to be selected by the
City and the Union within five (5) working days after notice has been given. If the parties
fail to select an arbitrator, a request by either or both parties shall be made to the Federal
Mediation and Conciliation Service or the Iowa Public Employment Relations Board to
provide a panel offive (5) prospective arbitrators who are members of the National Academy
of Arbitrators. Both the City and the Union shall have the right to strike two names from the
panel. The party giving notice for arbitration shall strike the first name; the other party shall
then strike one (1) name. The process will be repeated and the remaining person shall be
the arbitrator.
The arbitrator shall have the power to interpret, apply, and enforce this written
Agreement but shall have no power to add to, subtract from, or modify the terms thereof.
The rules of evidence and the nature of conduct required during the arbitration hearing shall
be in accordance with all state and federal legislation, applicable rules and regulations.
The decision of the arbitrator shall be issued within thirty (30) days after conclusion
of the hearing and shall be final and binding upon the parties.
Section A-22
The parties of the grievance, their witnesses and representatives shall have the right
to be present at the grievance arbitration in addition to the arbitrator. Other persons may be
present at arbitration hearings as the parties may mutually agree. Either party shall have
the right to record the evidence presented at the arbitration hearing. Arbitration hearings
shall be closed to the public and evidence taken shall not be revealed to any third party until
such time as the decision of the arbitrator is made unless parties agree otherwise.
Section 5. Labor-Management Committee. The Labor-Management Committee shall
consist of the persons designated by the Union and the City. Not more than four (4) bargaining unit
employees may be excused to attend meetings held during working hours. Representatives or
agents of the parties may be present at grievance committee meetings.
a. Bargaining unit employees (not more than four) excused from work to attend
committee meetings will be paid for all regular duty time spent at such meetings.
b. "Representatives or agents of the parties" as referenced above means only those
representatives or agents retained by AFSCME and does not include, for the
purpose of pay, officers, stewards, or other members of the bargaining unit.
c. It is thus understood that the City shall in no circumstances be obliged to pay more
than four (4) bargaining unit employees for duty time spent in attendance at a Labor-
Management Committee meeting under the terms and provisions of this Section,
except in such cases where said provisions may be voluntarily waived by both
parties to the agreement.
Meetings shall be no longer than two (2) hours in length and shall be scheduled to alternate
between the working hours and non-working hours of the labor members unless mutually agreed
otherwise.
The function of the Labor-Management Committee shall be to meet and confer monthly with
the City during the life of the contract for the purpose of adjusting pending grievances and to discuss
procedures for avoiding future grievances (including safety matters) provided that:
a. No topics will come before the Labor-Management Committee which are proper
subjects for negotiations (e.g., new demands, changed circumstances, requests for
new language, etc.); except for the investigation and discussion of cost containment
features to health insurance. Any such features recommended by the committee
must be ratified by the City and the Union prior to implementation.
b. Every agenda item will be investigated before the meeting with the appropriate
Department Director or designee. (Public Works -Division Heads).
Section 6, Employee Involvement Efforts. The parties agree to actively pursue employee
involvement efforts which will provide for joint problem-solving and more effective communication
and pledge their mutual cooperation to achieve this end. However, no such programs will be
implemented except upon mutual agreement by the City and the Union.
Section A-23
ARTICLE 21
PAY PLAN
Section 1. Classification Plan. The classification plan for bargaining unit employees is
attached to this Agreement (see Appendix C). The pay plan in effect on June 28, 2020 shall be
adjusted upward by two and one-half percent (2.5%) effective June 27, 2021. The pay plan in effect
on June 27, 2021 shall be adjusted upward by two and one-quarter percent (2.25%) effective June
26, 2022. The pay plan in effect on June 26, 2022, shall be adjusted upward by two (2.0%) effective
June 25, 2023. The pay plan in effect on June 25, 2023 shall be adjusted upward by two and one-
quarter percent (2.25%) on July 7, 2024. There will be a re-opener for wages for Fiscal Year 2026.
The effective date of compensation adjustments and benefit adjustments applicable to any fiscal
year will be the first day of the pay period which begins between the dates of June 24 and July 7,
inclusive.
Effective dates over the next four years, for example, are as follows:
June 27, 2021
June 25, 2023
June 26, 2022
July 7, 2024
Section 2. Merit Plan. The pay plan is based on merit. The City will justify the denial of
merit increases following the employee's eligibility date. An employee who does not receive a merit
increase on his/her eligibility date may file a Step 2 grievance.
Section 3. Pay Plan. Each range of the pay classification plan will contain six (6) steps (1-
6). Employees at Step 1 are eligible for review and an increase to Step 2 after six (6) months. Step
1 will be determined by the City unilaterally based on market information and other factors relating
to the particular job title for which the wage is being set. Employees on Steps 2-6 are eligible for
review and an increase to the next step annually. Employees on Step 6 or those who are outside
of the range are not eligible for step increases.
Section 4. (Reserved)
Section 5. Longevity Pav. Permanent employees who have completed the required number
of years of continuous service with the City by December 1 shall receive longevity pay on the last
payday in November in accordance with this schedule:
YEARS COMPLETED
ON DECEMBER 1
5 years
10 years
15 years
20 years
25 years
$325.00
500.00
650.00
800.00
1,050.00
AMOUNT
Employees who terminate will receive a prorata share of the longevity payment refiected in
their final check. The proration will be based on the nearest whole month of the year.
Section 6. Pre-Tax Advantage Program. The Employer will offer employees a program,
consistent with IRS regulations, through which employees may elect to make pre-tax reductions in
Section A-24
taxable wages which will be paid to an account from which dependent care and health/dental
premiums and expenses not covered by insurance will be paid.
Section 7. Time Cards and Time Sheets. For all City employees, the City shall provide the
employee an opportunity to review their time card and time sheet at the same time.
ARTICLE 22
AUTHORIZED REPRESENTATION, ENTIRE AGREEMENT AND WAIVER
All negotiations or bargaining with respect to the terms and conditions of this Agreement
shall be conducted by authorized representatives of the Union and the City. Agreements reached
as a result of such negotiations shall become effective only when signed by the authorized
representatives of the parties.
This Agreement supersedes and cancels all previous agreements and practices between
the Employer and the Union and constitutes the entire Agreement between the parties and
concludes collective bargaining for its duration. All parties to this Agreement waive each and every
right to negotiate to which they would otherwise be entitled under the laws of the State of Iowa.
ARTICLE 23
GENERAL CONDITIONS
Section 1. This agreement shall be construed under the laws of Iowa.
Section 2. The City agrees to meet and confer at reasonable times with the Union on
mandatory items to the fullest extent required by law and to provide to the Union a copy of the City
Personnel Rules and Regulations and any amendments as adopted by Council. Comments on
rules and the need for revisions in rules and regulations may be discussed by the Labor-
Management Committee but any new negotiations on mandatory items or other items will be
conducted only by authorized teams in compliance with this complete Agreement.
Section 3. The City and the Union agree they will not act to discriminate because of race,
creed, color, sex, age, national origin, gender identity, disability, religion, marital status, sexual
orientation, or political affiliation unless the reason for the discrimination is job-related or otherwise
allowed by law.
Section 4. (Reserved)
Section 5. Pay-period. The City will give the Union notice and opportunity to discuss, at a
labor management committee meeting, prior to implementing a pay-schedule other than bi-weekly.
ARTICLE 24
DURATION OF AGREEMENT
This agreement shall be in effect between July 1, 2021, and June 30, 2026 to include a
reopener for Fiscal Year 2026 wages only. Furthermore, this contract shall continue from year to
year subsequent to June 30, 2026, unless written notice to change or modify it is mailed or hand-
delivered by either party to the other party prior to September 15 of the year preceding the expiration
date or any extension thereof, and received by the other party no later than September 25 of that
same year or the next working day thereafter.
Section A-25
ARTICLE 25
SAVINGS CLAUSE
Should any Article, Section, or any portion thereof of this Agreement be held unlawful and
unenforceable by operation of law or by any tribunal of competent jurisdiction, such decision shall
apply only to the specific Article, Section or portion thereof declared null and void in the decision
and the remainder of this Agreement shall remain in full force and effect. Neither party shall be
required as a result of their agreement with each other to conduct themselves in a manner which
would cause them to neglect their duties under law or to engage in activities in violation of the law.
If replacement provisions are deemed necessary by the Union or Management they shall
be negotiated immediately.
Cases involving issues cognizable under the Iowa Civil Service Law (Chapter 400 et. seq.
as amended) shall not be subject to the grievance and arbitration provisions of this contract
unless this contract specifically regulates the issue(s) in question.
Section A-26
THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, LOCAL #183 CITY OF IOWA CITY, IOWA
~--='.::::•~=-_!'..fa~,/::::=:"s~;z__--By: ~OR J ~
PRESIDENT \.....7 ~ ~·
TEAM MEMBERS Approved by
By:~Y~
AFSCME/lowa Counctt61 CITY ATTORNEY'S OFFICE
AMENDMENTS TO CONTRACT SIDE LETTER ON LIBRARY SCHEDULING
Library employees may request to work 6 partial days; for example, one-half day on Saturday and
one-half day on Monday, where staffing permits. The basis to determine adequate staffing will be
enough people within one department electing the option to make it viable. For permanent full-time
library employees who elect this option, work performed on the 7th day of the work week shall be
considered overtime.
Library employees working scheduled overtime on Sunday will have the option at the beginning of
each permanent scheduling period to designate whether the time will be taken as compensatory
time, or paid, at the rate of one and one half hours for each hour worked. Compensatory time off
can be changed through mutual agreement at the same time and in the same manner as other
scheduling or leave changes.
Employees who wish to change their option of pay or time compensation within a scheduling period
may submit a request to their supervisor in the same manner as other scheduling and leave
changes. The Library will honor requests of this nature whenever staffing and financial resources
permit, with the understanding on both sides that no reasonable request will be unreasonably
denied.
RE: July 23, 1982
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF IOWA CITY
AND AFSCME LOCAL #183
JULY 1, 1994
APPENDIX H
The faarties agree as follows:
·.
Treatment Plant Operators -Wastewater Treatment Plant, will continue
to receive shift differential based on the practice in effect on January 1, 1994,
provided the then current schedule remains in effect.
-~£ President
For the City:
SIDE LETTER OF AGREEMENT
BETWEEN THE CITY OF IOWA CITY
AND AFSCME LOCAL #183
JULY 1, 1994
The parties agree as follows:
Presi
At mutually agreed upon times during the 1996-1999 Contract, the
investigation c1nd discussion of on-site childcare and/or' chit.de are vouchers will
· ·· be considered a proper topic for consideration by the Labor-Management
Committee referred to in Article 20, Section 5.
\
\ I
The parties agree as follows:
SIDE LETTER OF AGREEMENT
. BETWEEN THE CITY OF IOWA CITY
AND AFSCMI: LOCAL #183
JULY 1, 2007
The job classifications recommended for an upgrade as a result of the
classification study will move to the new paygrade effective June 30, 2007. Employees in those
classifications will move to the new paygrade on that date.
Employees at step 6 longer than 12 months as of June 30, 2007, will receive an
increase equal to 3.5% in addition to the across-the-board increase of 3.25%, provided that no
employee will receive a wage rate that is lower than Step 1 or higher than Step 6 of the new
paygrade. Thereafter, employees previously at step 6 will have a new eligibility date which will be
the first day of each fiscal year.
If an employee was placed on Step 1 or between steps 1 and 2 of the new
paygrade, they will be eligible for a review and increase on the earlier of their current annual
evaluation date or a new annual evaluation date of January 1. These employees will be eligible
for the greater of 3.5% or step 2 at that time.
Following implementation of the study, for employees above step 2 but between
steps, future step increases will be equal to the % difference between the next lower and the next
higher step. No employee will have a wage rate higher than step 6.
Employees currently (as of June 29, 2007) in positions being downgraded will be
treated as if their classification has not been changed. They will continue to receive all negotiated
across-the-board increases, as well as step increases where applicable, as long as they remain
as an employee of the City in their current position.
Positions being downgraded are as follows:
Position Old Range
MWI-Library (1 person remains an MWI, Range 2
& 2 people are retitled Custodian-Library, Range 1) 2
Customer Service Rep-Parking (retitled Parking Clerk) 7
Buyer II -Purchasing (1 person remains a Buyer 11, 9
Range 9 & 1 person is retitled Buyer I, Range 6
Customer Service Rep -Revenue
Page Supervisor (retitled Sr. Library Assistant)
9
11
For the Union:
President
Mgr/asst/uniol1s/side letter 7-07,doc
New Range
1
4
6
7
9
Beginning February 2011, the following shall be added to the existing side letter of 11/27/78 and the
amendments of 7/23/82 and 10/10/00 and shall apply to Iowa City Public Library Employees.
A selection list of Holiday shifts for the next fiscal year will be routed in March following the Library
Board of Trustees determination of the next year's calendar, Holiday shifts will be no fewer than four
hours,
The Holiday schedule will be routed in seniority order to eligible permanent employees. Managers and
temporary employees will not be included in the rotation list but may be assigned to shifts in order to meet
Library needs, Full-time employees shall select two shifts and part-time employees shall select one shift,
with each having the option of selecting one additional shift before passing the list to the next most senior
employee, If not all shifts are filled after each employee has made their selection(s), the list will route
again in reverse seniority order, with part-time employees selecting one shift and full-time employees
selecting two. No permanent part-time employee will be required to work more than one shift per holiday,
but they will not be prohibited from doing so,
New employees will be added in where their seniority is determined, After all Holiday shifts are assigned,
employees will be allowed to give or trade holiday shifts with another eligible employee, but no employee
may accrue or be paid for holiday time that is more than the total of the holiday hours earned, times the
number of holidays the Library is open, Conflicts will be resolved between the department manager and
affected employees,
Approved by the Library Board of Trustees, January 27, 2011
CONTRACT SIDE LETTER ON LIBRARY USE AND DEFINITION OF HOURLY
EMPLOYEES
Recognizing that Library Non-Permanent Employees fill needs required for the day-to-
day operation of the Iowa City Public Library, Non-Permanent Employees shall be
known at the Iowa City Public Library as Hourly Employees. Said employees will be
able to work up to, but not exceed, 1,300 hours in a given fiscal year, and up to 1,500 in
a given fiscal year if they participate in rotating weekend schedules. Hourly Employees
will be regularly assigned less than twenty (20) hours per week. Up to ten hours, on an
average, per pay period of rotating weekend shifts will not be counted as part of a
regular assignment. If any Hourly Employee exceeds these hours in a given fiscal year
they will be considered a Permanent Employee and entitled to wages and benefits as
provided in the contract.
Definitions:
Hourly Employees will not replace, but may supplement the work done by Permanent
Employees, or perform tasks not routinely assigned to Permanent Employees. Hourly
Employees will not be lead workers on public service desks nor will they have the same
job descriptions as Permanent Employees. Hourly Employees will receive specified
training in the department in which the employee is working.
Student Interns are not considered Hourly Employees for the purposes of this
agreement.
On-call Substitute Librarians are considered Hourly Employees at the Iowa City Public
Library and, in addition to the requirements above, must meet the same educational and
work experience requirements of permanent staff performing similar duties. On-call
Substitute Librarians will cover desk shifts previously assigned to permanent staff.
April 12, 2011
Approved by Library Board of Trustees, June 23, 2011
Section B
AGREEMENT WITH THE CITY OF IOWA CITY WITH JOHNSON COUNTY AREA PUBLIC
EMPLOYEES, AFSCME, LOCAL #183
PREAMBLE
This agreement is executed by the CITY OF IOWA CITY, Iowa, and the Johnson County
Area Public Employees, AFSCME, Local #183. Unless otherwise stated, the word "City" will refer
to the City and the employee organization will be called "Union". Throughout this Agreement
members of the bargaining unit are referred to as "employees".
It is the purpose of this Agreement to promote and ensure harmonious cooperation and
understanding between the City and the Union to ensure collective bargaining under the laws of the
State of Iowa, as well as applicable ordinances of the City of Iowa City. It is the purpose of the City
and the Union to establish salaries and terms of employment consistent with the availability of public
funds and with the goals and purposes of the City Charter. The City and the Union jointly pledge
their cooperation to work together in the public interest to provide improvement in the effectiveness
and efficiency of the services offered to the citizens of Iowa City.
The parties agree to the following specific provisions:
Section B-1
ARTICLE 1
RECOGNITION
Section 1. The City of Iowa City, Iowa, recognizes the Johnson County Area Public
Employees, AFSCME, Local 183, as the sole and exclusive bargaining agent for all City of Iowa
City Transit employees except those specifically excluded in Section 3 of this Article. This
certification is based on an Order of Certification promulgated by the Iowa Public Employment
Relations Board on February 2, 1976.
Section 2. (Reserved)
Section 3. Others who are excluded from the laws relating to collective bargaining in
Chapter 20 of the current Code of Iowa are excluded from the terms, conditions, or application of
this Agreement.
Section 4. The City agrees that it will not sponsor or promote, financially or otherwise, any
other group or labor organization, for the purpose of undermining the Union; nor will it interfere with,
restrain, coerce or discriminate against any of its employees in connection with their membership
in the Union.
ARTICLE 2
MANAGEMENT RIGHTS
Section 1. Except as limited by the express provisions of this Agreement, nothing herein
shall be construed to restrict, limit, or impair the rights, powers, and authority of the City under the
laws of the State of Iowa and the City's ordinances. These rights, powers, and authority include,
but are not limited to the following:
a. To direct the work of its employees.
b. To develop, implement and enforce work rules, safety standards, performance and
productivity standards.
c. To hire, promote, transfer, assign, classify, schedule and retain employees within
the operation of the City government and to develop and maintain qualifications,
standards and procedures for employment, promotions, and transfers.
d. To discipline, suspend or discharge employees for just cause.
e. To maintain the efficiency of the governmental operation and to determine and
maintain the nature, scope and definition of City organization.
f. To relieve employees from duties because of lack of work, lack of adequate public
financing, or for other legitimate reasons.
g. To determine the amounts, methods, and procedures for compensating employees
and the definition of, necessity for, allocation of, and nature of overtime and the
method of compensating overtime.
h. To determine and implement the methods, means, tools, locations, equipment, and
assignment of personnel by which its operations are to be conducted including but
not limited to the right to contract and subcontract work.
i. To take such actions as may be necessary to carry out its mission.
j. To initiate, prepare, certify and administer its budget.
k. To exercise all powers and duties granted to it by law.
Section B-2
ARTICLE 3
NO STRIKE--NO LOCKOUT
Section 1. No Strike, No employee covered by this Agreement shall engage in any strike
at any City facility or at any location in the City where City services are performed during the life and
duration of this Agreement. If any strike shall take place, the Union will immediately notify
employees engaging in such activities to cease and desist, and it shall publicly declare that such
activity is in violation of this Agreement and is unauthorized. Employees in the bargaining unit, while
acting in the course of their employment, shall not refuse to cross any picket line established by any
labor organization when called upon to cross such picket line in the line of duty. The City will make
reasonable efforts to assure employee safety in crossing picket lines. Any employee engaging in
any activity in violation of the Article shall be subject to immediate disciplinary action including
discharge by the City.
Section 2. No Lockout. The City agrees not to lock out employees during the term of this
Agreement.
ARTICLE 4
BULLETIN BOARDS
Section 1. The City shall assign space as currently provided on bulletin boards for the Union
to post notices, a copy of which shall be provided to the Human Resources Administrator. Notices
shall not contain political material, libelous material, or material which is injurious to the City or to
employees. Union notices will be limited to designated spaces.
ARTICLE 5
BUSINESS AGENTS
Section 1. The Union shall have the right to designate agents, not to exceed two (2) persons
at any one time, who shall have access to City facilities only during regular working hours, for the
purpose of investigating matters relating to the administration of this Agreement.
Section 2. The Union shall notify the Human Resources Administrator after making such
designation. Any such investigation will be conducted so as to not interfere with City business and
any such agent will comply with City safety, security and other regulations. Notice will be given to
the Department Director or designee when a business agent enters City property or facilities.
City employees may not spend working time to meet with business agents unless
specifically permitted by another provision of this Agreement.
ARTICLE 6
DUES CHECK OFF
Section 1. The City agrees to deduct Union membership fees and dues once each month
from the pay of those employees who individually authorize in writing that such deductions be made.
The Union will certify the amount of dues to be deducted and the structure of the dues scheduled
in a letter signed by the President and notarized. Authorization for check off must be received by
the 15th of the month in order to be withheld from the first check of the next month.
Section B-3
Section 2. Dues will be deducted from the first pay check of each calendar month and will
be remitted, together with an itemized statement, to the Union Treasurer within ten (10) days after
the deductions have been made.
On a monthly basis, and at no cost to the union, the Employer shall provide the Union with
a computer disk, which, in a format agreeable to both parties, shows the bargaining unit employee's
name, home address, and any other information mutually agreed to.
Section 3. The City will not deduct dues beginning the first of the calendar month after which
an employee is no longer part of the bargaining unit. An employee may voluntarily cancel or revoke
authorization for check off by delivery of written notice to the City. The City will provide a copy of
the notice to the Union. Cancellations received by the 15th of the month will become effective on
the first of the next month.
Section 4. The City will not be liable and will be held blameless for damage arising by virtue
of mistakes in connection with funds collected under the provisions of this Article. The City will not
be responsible for payment of dues, special assessments or any other deduction upon an
individual's default.
Section 1. Definitions.
ARTICLE 7
HOURS OF WORK
Hourly Employees -Recognizing that Non-Permanent Employees fill needs required for the day-to-
day operation of Iowa City, Non-Permanent Employees shall be known as Hourly Employees. Said
employees will be able to work up to, but not exceed, 1300 hours in a given fiscal year, and up to
1500 in a given fiscal year if they participate in rotating weekend schedules. Up to ten hours, on an
average, per pay period of rotating weekend shifts will not be counted as part of a regular
assignment. If any Hourly Employee exceeds these hours in a given fiscal year they will be
considered a Permanent Employee and entitled to wages and benefits as provided in the contract.
Hourly Employees will not replace, but may supplement the work done by Permanent Employees,
or perform tasks not routinely assigned to Permanent Employees. Hourly Employees will not be
lead workers nor will they have the same job descriptions as Permanent Employees. Hourly
Employees will receive the specified training in the department in which the employee is working.
Student interns are not considered Hourly Employees for the purposes of this agreement.
Permanent Employees -Permanent employees shall be as follows:
(A) Those persons who are appointed to authorized budgeted positions and who
have completed a probationary period upon initial employment with the City, or
(B) Those persons who were hourly employees who have worked more than
1300 hours in a given fiscal year or who participate in rotating weekend schedules
and have worked more than 1500 hours in a given fiscal year.
The City shall provide the Union a list of names of all persons employed by the City,
regardless of their status as employees, along with hire dates, termination dates (if
applicable), and account number except those persons excluded in Article 1, Section 3, of
this agreement.
Section B-4
Section 2. Regular Work Week.
A Definitions -A day will be defined as the time between 12:01 AM. and midnight, twenty-four
(24) hours later. A week will be defined as the time between 12:01 AM. Sunday and
midnight Saturday. Holidays and paid leaves shall count as hours worked.
B. Permanent Full-Time -Five Dav Operations -The regular work week for permanent full-time
employees shall begin on Monday and extend through Friday and shall consist of five (5)
consecutive, eight (8) hour days.
C. Permanent Full-Time -Continuous Shift Operations -(Work is regularly scheduled 24 hours
per day, seven days per week.) The regular work week shall consist of five (5) days of eight
(8) consecutive hours for a total of forty (40) hours. For purposes of this contract the first
day off in any week is defined as the sixth day and the second day off is defined as the
seventh day. Employees assigned to continuous shift operations may meet and confer with
their division concerning shift scheduling.
D. Six and Seven Dav Operations -The regular work week for permanent full-time employees
shall consist of five (5) eight (8) hour days for a total of forty (40) hours. For purposes of this
contract the first day off in any week is defined as the sixth day and the second day off is
defined as the seventh day. Employees whose schedules regularly vary from this pattern
will be covered by letter at the time the variation is made.
Section 3. Scheduling. Regular work schedules will be posted on departmental bulletin
boards within each division. Any permanent change in the regular work schedules for a division will
be posted at least ten (10) days in advance of the change.
To the greatest extent possible, temporary adjustments in the work schedule of individuals
will be posted at the beginning of the week. As much notice as possible will be given in the case of
emergencies, inclement weather, or unexpected absences. The City will notify the Union in
advance of permanent changes in the regular work week and will discuss such changes if
requested.
Section 4. Part-Time Employees.
A Part-time employees are those persons regularly assigned to less than forty (40) hours of
work per week. Benefits shall be prorated for permanent part-time employees in accordance
with their regularly assigned hours per week. Occasionally the hours actually worked will
vary from the assigned number. No minimum amount of work is guaranteed to part-time
employees. Any employee whose hours actually exceed his/her assigned hours shall be
reassigned hours for the purpose of proration of benefits. An employee may request a
redetermination of his/her assigned hours or proration of benefits through the grievance
procedure. Nothing in this section shall require a regular part-time employee to regularly
work more than his/her assigned hours.
B. Hourly Employees. All hourly employees, as defined in Section 1 above, and all other
employees of the Employer are not entitled to any benefits or other provisions of this
Agreement.
C. Current employees will have bidding preference for job vacancies over volunteer helpers
and volunteer time will not count toward seniority.
Section B-5
Section 5. Rest Periods. Except for the transit drivers the City will provide a fifteen (15)
minute rest period at two times during the regular work day. The location and scheduling will be
determined by the immediate supervisor. The rest period will be scheduled at regular times within
the work day to accommodate staffing needs. Employee preferences will be considered.
Section 6. Meal Periods. The City will provide an unpaid lunch period of not less than thirty
(30) minutes each day to employees in five day operations. Whenever possible, the lunch period
will be scheduled at a regular time in the work day. Meal periods will be scheduled to accommodate
the staffing needs of the department with consideration of the preference of employees. In lieu of
the two fifteen (15) minute paid rest periods, full-time bus drivers will be provided a thirty minute
lunch .break with pay. Meal breaks will be scheduled near the middle of the shift; i.e., no earlier than
3 hours into the shift and shall not leave more than 5 hours and 15 minutes remaining on the shift.
Deviations due to special or changed circumstances shall be mutually agreed upon.
Section 7. Clean-up Time. If the nature of work performed requires it, employees will be
allowed a minimum of five (5) minutes for personal clean-up at the end of the work day.
Section 8. Inclement Weather. Employees are expected to come to work regardless of
weather conditions if they can possibly do so. Employees who appear for work at the scheduled
time will be compensated. Generally, City operations will not be suspended, but may be
rescheduled. If work is to be rescheduled the immediate supervisor will have available information.
The employer will take into consideration the employee's comfort and protection in cases of extreme
climatic conditions.
Employees who are unable to get to work or who leave work early because of weather conditions
may do one of the following:
a. Arrange to make up the work with the approval of the immediate supervisor.
b. Charge the time missed to accrued holiday, vacation, compensatory time, or
personal leave.
c. Take leave without pay for the time missed.
Section 9. Travel Time -Transit. In addition to hours specified on the run sheet, ten minutes
will be paid to cover "travel time" to or from the Transit Facility. This only applies to drivers whose
relief point is the Transit Interchange. Employees who are not required to return the bus to the
Transit Facility and who decline to travel to or from the Facility shall not receive this pay.
ARTICLE 8
OVERTIME
Section 1. Overtime. Overtime is work performed by a permanent full or part-time employee
in excess of eight (8) hours per day or forty (40) hours per week with the following exceptions:
A) Employees regularly scheduled to work more than eight (8) hours per day will
receive overtime for the time worked in excess of the regularly scheduled hours per
day.
Section B-6
B) Employees who work more than eight (8) hours on a given day due to flex time
mutually agreed upon by the employee and their supervisor will receive overtime for
the time worked in excess of their scheduled flex hours on that day.
e.g., Employees who work twelve (12) hours per day will receive overtime for lime spent in
excess of twelve (12) hours per day or forty (40) hours per week.
Prior authorization from the employee's supervisor is required before overtime work will be
credited. Employees may be periodically required to work overtime but may request not to perform
work because of physical inability or serious personal need. Such requests to be excused from
performing overtime will not be unreasonably denied.
For permanent full-lime employees, work performed on the sixth (6th) or seventh (7th) day
of the work week shall be considered overtime.
There will be no pyramiding of overtime:
e.g., If an employee is called back to work on Saturday he/she may claim the overtime rate
either for the minimal call-in OR the sixth (6th) day premium, not for both sections.
Overtime will be compensated at the rate of one and one-half (1-1/2) times the current base
hourly rate of the employees or by compensatory time off at the rate of one and one-half (1-1/2)
hours for each hour of overtime worked. Employee preference will determine whether overtime is
paid or lime off given unless departmental staffing needs or financial considerations require
employees to be paid or given time off. The employees may request reasons for the denial of the
time off or pay.
Section 2. Overtime Equalization.
A To the greatest extent possible, overtime shall be offered to employees equally over a period
of three (3) months, considering the type of work, the qualifications and ability of the
individual employee, the employee's desire to perform the overtime service, and the
employee's seniority. The following procedure will generally be used:
The employee with the necessary qualifications and abilities and the least number
of overtime hours in that classification will be first offered such assignment. In the
event that overtime hours among employees in that classification are equal, seniority
shall prevail. In the event no qualified employee desires such work, the City shall
select the qualified employee with the least credited overtime hours for such
assignment and if there are two or more employees with the same number of
overtime hours, the employee with the least seniority shall be thus assigned.
Employees who refuse overtime work on a particular job will be charged the same
number of hours as employees who actually do the work. Any employee who may be
periodically excused from overtime work for physical disability or serious personal need shall
carry an amount of overtime equal to that of the employee with the highest number of hours.
When the need arises to work overtime to finish a job, the employees who are
performing the work may be offered the overtime first if the work is to be completed, If an
affected employee elects not to work overtime, he/she will be expected to continue until a
replacement is secured.
Section B-7
During emergency situations such as, but not limited to, excessive snow, freezing
rain, wind, rain or cold, employees in the affected divisions may be scheduled to work twelve
(12) hours or more in any twenty-four (24) hour period. Work in excess of twelve (12) hours
will be assigned according to the equalization procedure.
The equalization procedure is inapplicable to regularly scheduled overtime in transit.
B. Distribution of extra hours in the Transit Division. For hours available after the "Extra Board"
hours have been assigned, to the greatest extent possible, extra hours shall be offered to
employees equally over each run pick period. The employer may first offer the hours by
seniority to part-time employees who have worked less than 40 hours that week. After that
it will be offered to employees by seniority if scheduling time allows. For equalization
purposes, employees who refuse extra hours will be charged the same number of hours as
were offered. The City shall maintain and post a list of extra hours worked in the Transit
Division.
C. The City shall maintain and post (at least monthly) in a public place in the work area, a list
of classifications showing overtime hours worked by each employee, and shall keep such
list current with accumulated overtime being credited forward. Overtime accumulation shall
commence on January 1, April 1, July 1 and October 1 of each year and shall be equalized
quarterly.
Employees who are new to a division shall be credited with the highest number of
hours in their classification. Any deviation from the above process shall be by letter between
the City and the Union.
Section 3. Overtime Rest Period. If an employee is required to work at least two (2) hours
immediately after the employee's normal work day the City will provide for one of the following:
a. A rest period of one-half hour immediately following the work day, or
b. One additional half-hour of paid compensation at the overtime rate.
This section does not apply if the employee is required to work less than two (2) hours following the
work day.
Section 4. Stand-By Time. Employees who are on stand-by time are required to be at a
place designated by them which has access to a phone and from which they may reach the work
area promptly. Employees on stand-by will be compensated as follows:
1.
2.
3.
4.
Employee Assigned to Stand-by
Is provided with and takes vehicle home
Is provided with but declines to take a vehicle home
(supervisor may require employee to take vehicle)
Cannot be provided with a vehicle due to lack of
vehicle availability
Is not provided with a vehicle because employee
resides outside city limits
Pay Per Week
7 hours pay
7 hours pay
10 hours pay
10 hours pay
Employees of the Street/Sanitation Department who are required to be on stand-by for the
purpose of emergency snow removal will be compensated at a rate of ten (10) hours at current base
Section B-8
pay rate for each week of stand-by time. Stand-by in these circumstances will be assigned in no
less than one week increments. Such employees will be furnished a call device, but no vehicle.
Section 5. Reporting Pay. If an employee reports for work at his/her regular time and place
but is sent home by the supervisor because of an emergency because work cannot be performed,
such employee shall be paid a minimum of two (2) hours at his/her regular straight time pay. The
City will make every effort to allow the employee to make up the work at straight time at a different
time, where the nature of work permits.
Section 6. Minimum Call-In. An employee who has completed an eight (8) hour work day
and who is called in to work in an emergency situation without prior notice will be paid for a minimum
of two (2) hours. If the emergency call-in takes more than two (2) hours the employee will be
compensated for time spent. Minimum call-in will be paid at the overtime rate. An employee who
is called in prior to the regular start of his/her working day will be compensated for a minimum of
two (2) hours at the overtime rate. In the event minimum call-in and regular working hours overlap,
straight time will be paid for the overlapping hours in addition to the minimum call-in.
There shall be no pyramiding or duplicating of overtime pay. That is, if an employee is called
to work, he/she cannot collect for another two (2) hours unless it has been two (2) hours since the
last call.
Any City employee required to appear as a witness in Court for work-related matters or at a
municipal infraction hearing for work-related matters outside their work schedule will be paid for
such appearance pursuant to minimum call-in provisions above. The employer will not alter work
schedules solely to avoid this payment.
Section 7. Professional Employees. No overtime will be paid or credit given for overtime
work of professional employees. Generally, assignments will be based on an assumed forty (40)
hour week for full-time professionals and on the assigned number of hours of part-time
professionals. Professional employees will enter all assigned hours worked in excess of their
normal schedules on their time sheets. A professional employee may meet with his/her department
head at a mutually convenient time and place to review the hours worked in an attempt to facilitate
the provisions of this section consistent with department practices. However, this clause shall not
be construed as a guarantee of compensatory time or overtime pay.
Section 9. Calculation of Overtime. Overtime will be recorded on the basis of an initial six
(6) minute segment, and an employee must work the entire segment to be credited with one-tenth
(1/10) hour for overtime. After the first six (6) minutes, overtime will be recorded and credited on a
minute-for-minute basis.
Section 10. Payment of Overtime. Payment of authorized overtime will be on succeeding
pay checks.
Section 11. Accumulated Overtime. Accumulated overtime to be carried over from one
fiscal year to another shall not exceed forty (40) hours and any overtime in excess offorty (40) hours
accumulated at the end of the fiscal year shall be administered in accordance with Section 1 of this
article.
Section 12. Shift Differential. Employees who work a scheduled shift which begins at or
after 1:30 p.m., but before 10:00 p.m. shall receive an additional twenty-five ($.25) per hour.
Employees who work a scheduled shift which begins at or after 10:00 p.m. but before 1:00 a.m.
shall receive an additional forty cents ($.40) per hour.
Section B-9
ARTICLE 9
HOLIDAYS
Section 1. The following days shall be paid holidays for permanent employees: New Year's
Day (January 1 ); Martin Luther King, Jr. Day (third Monday in January; Memorial Day (last Monday
in May); Juneteenth (June 19); Independence Day (July 4); Labor Day (first Monday in September);
Veteran's Day (November 11 ); Thanksgiving Day (fourth Thursday in November); the Friday after
Thanksgiving; Christmas Day (December 25); and one personal leave day. Provided, however,
that at the time employment begins or terminates, personal leave shall be pro-rated on the basis of
two (2) hours personal leave credit for each quarter of the fiscal year, or portion thereof, during
which the employee is in pay status.
In order to receive holiday credit, an employee must be in pay status the day before and the
day after a holiday.
Section 2. In addition, there shall be granted to permanent employees who do not work a
continuous shift, the day before or after Christmas, or the day before or after New Year's Day as an
additional holiday, The City Manager may direct that employees observe a particular day for this
holiday but if the Manager fails to make such designation by December 15 of the calendar year in
question, employees may select a particular day subject to the approval of the supervisor. If the
City Manager does not designate a day, employees may choose a day between December 17 and
January 6.
Section 3. Permanent employees on a continuous shift shall receive eighty-eight (88) hours
of holiday credit and eight (8) hours of personal leave credit on July 1 annually. Any continuous
shift employee who begins work after July 1 of any calendar year will receive credit for the remaining
holiday dates in the year and for personal leave as provided in Section 1 of this Article. If an
employee separates after July 1 of any year, those holidays and personal leave hours which have
been credited but which have not as yet occurred or been earned will be deducted for the purpose
of considering separation pay.
e.g., Employee A receives credit for eighty-eight (88) hours of holiday time on July 1. The
employee terminates on November 1 and has not used any holiday hours. He would be
paid sixteen (16) hours of holiday pay (Independence Day and Labor Day).
e.g., Employee B receives eighty-eight (88) hours of holiday credit on July 1. Employee B
terminates November 1 and has used forty (40) holiday hours. Only two (2) holidays
(Independence Day and Labor Day) have occurred prior to termination, therefore twenty-
four (24) hours (40 used less 16 occurring) would be deducted from vacation pay or from
the last week's wages.
For the purpose of this Article, a holiday for continuous shift employees (except Police
Department employees) begins at 12:01 A.M. on the day of the holiday and continues for a period
of twenty-four (24) hours thereafter. In the Police Department a holiday begins at 11 :00 P.M. on
the day preceding the holiday and continues for twenty-four (24) hours thereafter.
When a holiday occurs on Sunday, the following Monday will be observed. When a holiday
falls on a Saturday, the preceding Friday will be observed.
Section 4. Part-time employees will receive holiday pay and personal leave on a pro-rata
basis.
Section B-10
Section 5. Eligible employees who are called in to work on a holiday on which City
operations are not open to the public will be paid at a rate of one and one-half (1½) times for the
hours actually worked and shall also receive regular holiday pay.
Section 6. Permanent employees who are assigned to work on holidays when City
operations to which they are assigned are operating or open to the public will receive holiday credit
equal to one and one-half (1½) times the hours actually worked. This credit may be used after the
holiday occurs but must be taken before the next succeeding July 1. Generally, this section applies
to, transit employees
Employees may request pay in lieu of holiday credit. The employer's decision to grant or
deny the pay shall not be arbitrary or capricious.
Section 7. Holidays or personal leave days shall not be carried over from one fiscal year to
the next.
Section 8. Definition. "Continuous shift employees" as used in this article indicates those
employees who work in twenty-four (24) hour per day operations and who are subject to assignment
on shifts beginning between 3:00 P.M. and 7:59 A.M.
ARTICLE 10
VACATIONS
Section 1. Accumulation. Vacations shall be earned by permanent employees by month
according to the following schedule:
Length of Service
0-5 years
5 years 1 day -1 0 years
10 years 1 day -15 years
15 years 1 day -20 years
more than 20 years
Days Per Pay Month
1
1 1/4
1 1/2
1 3/4
2
The maximum number of hours eligible for carry over after July 1 of any year or for payment upon
termination shall be one hundred ninety-two (192) hours (24 days). If scheduled and approved
vacation time is cancelled by the employer, the cancelled vacation hours may be carried over into
the next fiscal year to be used as time off within the first ninety (90) days of the fiscal year as long
as the use of such time is scheduled and approved within the first thirty (30) days of the fiscal year.
If the employer does not allow the use of time carried over under this provision, the cancelled
vacation hours will be paid out.
Section 2. Use of Vacation. Scheduling will be arranged with the supervisor to
accommodate staffing needs and employee preferences. Except in the event of serious personal
need by a less senior person, seniority will prevail.
Section B-11
Section 3. Payment of Accumulation. Upon discharge, resignation or retirement, a
permanent employee is eligible for payment of not more than 192 hours (24 days) of accumulated
vacation leave at the current base rate of pay.
ARTICLE 11
SICK LEAVE
Section 1. Accumulation. Employees shall be granted one day of sick leave credit per
month and shall have the right to accumulate unused sick leave up to a maximum of 1440 hours
(180 days). Sick leave shall not be accumulated while an employee takes a leave of absence
without pay, but any employee granted a paid leave shall continue to earn sick leave. Accumulation
of sick leave shall commence on the date of first permanent employment. Additional sick leave will
accrue while an employee is receiving worker's compensation and supplementing those payments
with accumulated paid leave(s).
Upon resignation or retirement, the City shall pay for one-half of the accumulated sick leave
at the time of resignation/retirement on the basis of the employee's then current hourly base salary,
provided that the dollar amount of the payment may be up to but shall not exceed the amount that
an employee would have been due if he/she had terminated on June 28, 1985. Employees hired
on or after June 29, 1985, are not eligible for payment under the provisions of this paragraph. An
employee must have been employed by the City for at least one year in order to be eligible for
payment of accumulated sick leave upon termination.
Incentive: Employees who utilize no sick leave in any thirteen consecutive pay periods and
who have at least 600 hours of sick leave accumulated at the end of the six months may, at the
option of the employee, convert four hours of sick leave to four hours of incentive leave. Following
any twenty-six consecutive pay periods with no use of sick leave, employees who have at least
1200 hours of sick leave accumulated may, at their option, convert an additional four hours of sick
leave to incentive leave for a total of up to but no more than twelve hours in any 26 consecutive pay
periods. The maximum number of hours eligible for carry over from one fiscal year to the next shall
be eight (8) hours.
Section 2. Use of Sick Leave.
a. A day of accumulated sick leave shall be used for each day an employee is sick and
off work during a work week. A doctor's statement regarding nature of illness and
recovery therefrom may be required if abuse is suspected. Requirement of such
doctor's statement will not be used merely for the purpose of harassment of any
employee. Sick leave may be used on an hour-to-hour basis for doctor's
appointments or other health maintenance needs.
b. In addition to sickness of an employee, sick leave may be used for:
(1) On-the-job injury.
(2) Serious illness or hospital confinement of a spouse, domestic partner as
recognized by City policy, or child, or critical illness of the employee's mother,
father, mother-in-law, father-in-law, including mother or father of a domestic
partner, brother, sister, or grandparents, as well as any other relatives or
member of the immediate household of the employee up to a maximum of
forty-eight (48) hours per occurrence provided that the employee's presence
and efforts are needed.
Section B-12
c. The City may discipline employees for abuse of sick leave.
Section 3. Notification. An employee shall notify his/her supervisor as soon as reasonably
possible of any sickness or illness which will cause him/her to miss work. Certain employees may
be required to provide such notification prior to the beginning of their work day. In those cases
where the Department or Division requires such prior notification, the City will be responsible for
establishing a method whereby those employees can provide such notification. Unless such
notification is given, the absence will not be charged to sick leave, but will be charged to other
accumulated leave, or if no such accruals exist, to leave of absence without pay. Unusual
circumstances will be evaluated and may result in charging the absence to sick leave. An employee
who becomes sick at work will notify his/her supervisor before leaving the area.
Section 4. Sick Leave Bank.
a. Permanent employees in the bargaining unit may draw from a Sick Leave Bank if
they have exhausted their own sick leave accumulation and are seriously ill. Hours
of sick leave shall be contributed to the bank by bargaining unit members who have
reached the maximum accumulation of sick leave (1440 hours or 180 days) at the
rate of one day per month.
b. Employees who use Sick Bank days will repay the bank at the regular sick leave
accrual schedule after returning to work. Employees who do not return to work or
who fail to accumulate a sufficient amount of sick leave will pay back the Bank from
other accrued leave or in cash.
c. A joint City-Union committee will administer the use of Sick Bank days by
employees. The committee will be made up of one Union representative, one City
representative and one person chosen by the two representatives. The Bank
Administration Committee will determine when sick leave may be used, application
procedures, the length of time which any employee may borrow, the length of the
waiting period after exhaustion of sick leave before employees may borrow time,
amount of time before which days must be paid back, and other criteria for using
Bank days.
The Committee is charged with maintaining the integrity of the Bank for
serious or catastrophic illness of individuals in the bargaining unit and will develop
policies to protect against abuse by individuals.
d. The City will contribute thirty (30) days of sick leave to the Bank October 1, 1976.
No individual may use more than ten (10) days during the term of this Agreement.
Section 5. Employees using sick leave who are medically able to perform some of the
regular duties of their position while at home (or alternative work site) may, at the request of the
employee or the supervisor, and with the permission of the supervisor, be assigned work to be
performed at home.
For work performed at home, regular pay rather than use of sick leave accrual will be utilized,
and the ratio of sick leave to straight pay will be determined on a case-by-case basis by the
supervisor.
This policy is designed to permit credit for work performed at home by employees using sick leave,
when performance of work at home is advantageous to the City; however, no employee will be
Section B-13
required to perform work while on sick leave nor will any employee be guaranteed the right to do
so.
Section 6. While an employee is receiving sick leave pay from the City, self-employment
for pay or work for another employer for pay is expressly forbidden. A waiver of this provision may
be given if the employee presents evidence from his/her physician to the City that the employee's
medical disability would preclude fulfillment of the employee's duties with the City, but that the nature
of the disability would permit work at alternative outside employment. Failure to comply with this
policy will result in progressive disciplinary action.
ARTICLE 12
SPECIAL LEAVES
Section 1. On-the-Job Injury. Upon application the City may grant a leave of absence with
pay in the event of an injury or illness of an employee while at work provided the following conditions
exist:
a. The injury or illness arises out of the course of City employment, and
b. The City's medical advisor determines that time off from work is required.
If the above provisions are applicable, leave with pay will be granted during the remaining
time on the work day when the injury occurs and for a period of two (2) additional working days if
authorized by the medical advisor.
If the injured or disabled employee requires more than two (2) working days in which to
recuperate and return to work, any additional absence may be charged to sick leave or, if sick leave
is exhausted, to leave of absence without pay. Employees may use accumulated sick leave or
other accumulated leaves to supplement worker's compensation benefits.
Section 2. Funerals. An employee will be granted up to three (3) work days per incident
with no loss of compensation or accruals if required to attend the funeral of his/her spouse, domestic
partner as recognized by City policy, child, grandchild, stepchild, foster child, mother, father,
stepparent, sister, brother, step-sister or step-brother.
An employee will be granted one (1) day per occurrence with no loss of compensation nor
loss of accrual from sick, annual, or compensation time to attend the funeral of his/her mother-in-
law, father-in-law, grandparent, aunt or uncle, brother-in-law, sister-in-law, or permanent member
of the immediate household. In such cases, he/she shall be granted up to two (2) additional days
for travel, if necessary. In-law relationships referred to herein shall include such relationships
through a domestic partner as recognized by City policy.
If additional time is needed, an employee shall be permitted to use up to three (3) work days
of accumulated sick leave with the approval of his/her supervisor.
Section 3. Leave of Absence Without Pay. A leave of absence without pay is a
predetermined amount of time off work, which has been recommended by the Department Director
and approved by the City Manager, except in cases of medically necessary disability leaves which
shall be automatic provided the employee has exhausted all other accrued leave (paid and unpaid)
and submits to a physical exam by a city-paid and appointed doctor (if required by the employer).
Generally, such leave shall not exceed twelve (12) months. Upon termination of any such leave of
Section B-14
absence, the employee shall return to work in the same range and step as when he/she left and will
receive compensation on the same basis as if he/she had continued to work at his/her regular
position without leave, provided that during that period if the nature of operations has changed so
that similar work does not exist or that an opening for the employee no longer exists, the employee
shall be eligible to bid on vacancies in related areas or vacancies for which the employee is
otherwise qualified for a period of twelve (12) months following termination of the leave. The
employee is responsible for applying for and keeping aware of any openings.
In the event an employee fails to return to work at the end of any such leave or extension,
he/she shall be deemed to have voluntarily resigned or, if applicable, voluntarily retired on the last
day of work prior to such leave. During a leave of absence without pay, the employee:
a. Cannot pay retirement contributions if the leave exceeds one month in duration.
b. Shall not receive any other accruals or job benefits during the period of absence.
c. Shall not acquire additional seniority during said leave except in the case of
temporary medical disability or as otherwise specified by this Agreement.
d. Shall not earn sick, vacation, or other leave.
e. Must use all accumulated vacation to which he/she is entitled prior to the time that
the leave without pay commences.
f. Must pay prorated health, dental, life and disability insurance premiums falling due
during any month the employee is not on the payroll, if coverage is desired and is
available subject to insurance carrier approval, as follows:
1. For any calendar month during which the employee is on unpaid leave not
exceeding ten working days and insurance coverage is desired, the City will
pay the cost of the insurance premiums.
2. For any calendar month during which the employee is on unpaid leave in
excess of ten working days and insurance coverage is desired, the employee
must pay 1/12 of the insurance premium for each working day beyond ten
working days that the employee is on unpaid leave of absence. The
remainder of the premium will be paid for by the City.
3. The employee may choose which insurance coverages, if any, are to be
retained during the unpaid leave of absence.
4. Payment for insurance coverages desired by the employee may be deducted
from current or future pay due to the employee or at the employee's option
may be billed on a monthly basis. Failure to return from an unpaid leave
where insurance coverage was desired will result in the City billing the
individual for costs which would otherwise have been deducted from the
employee's pay.
The Department Director may waive the above conditions (a. through e.) for leaves of
absence not exceeding ten (10) working days.
Section 4. Jury Duty. Any employee summoned for jury duty during the employee's regular
work hours shall receive regular straight time pay during any period of jury service. The City shall
receive the pay earned from such jury service. Compensation for travel expenses may be retained
by the employee. An employee who is summoned for jury duty but is not selected to serve on the
jury and is discharged with an hour or more remaining in the work-day shall return to work.
Section B-15
Section 5. Witness Fees. An employee shall be granted leave with pay when required to
be absent from work for the purpose of testifying in court in response to legal summons when the
employee is neither plaintiff nor defendant in the action and when such court appearance arises
from the performance of his/her duties, obligations, or activities as a City employee, and the City
shall receive the witness fees up to the amount of compensation paid to the employee by the City
for days testified.
Section 6. Military Leave. Employees called by any branch of the Armed Forces of the
United States shall, when ordered to active service, be entitled to a leave of absence for such period
of time that the member serves in such capacity and until discharged therefrom. The City shall
comply with applicable law in regard to military leave.
Employees subject to the foregoing shall, upon reinstatement to City employment, retain
their original employment date for the purpose of determining seniority and eligibility for salary
advancement just as though such time spent in service of the United States has been spent in
regular employment with the City.
Section 7. Voting Time. An employee shall be permitted to vote at a polling place in the
City of Iowa City or the City of Coralville during the work day in any national, state, or local election
if it is not reasonably possible for him/her to vote during off hours.
Section 8. Pregnancy Leave. A pregnant permanent employee shall be entitled to a leave
of absence without pay if she is disabled as a result of pregnancy or related cause at the exhaustion
of other accumulated leaves. All employees requiring such leave shall notify the Department
Director prior to the anticipated date of birth and should be able to substantiate their condition by a
doctor's statement. Employees may work during pregnancy if health permits.
Those granted leaves under this section shall present doctor's statements as to pregnancy
disability and recovery therefrom. Within seven (7) days following birth, miscarriage, or abortion the
employee shall advise the City of the date by which she will return to work. Unless the employee
returns to work by such date, or any other date by reason of extension granted by the City, the
employee will be considered to have voluntarily resigned or retired.
An employee who takes leave pursuant to this section shall return to work as soon as she
is medically able, retaining all rights granted by the federal Family Medical Leave Act or other
applicable law.
Section 9. Union Business Leave.
a. Any employee elected to office in the International American Federation of State,
County and Municipal Employees shall be granted a leave of absence without pay
for a period not to exceed two years. Such leaves shall be granted to not more than
one City employee in Local 183 at any one time. An employee desiring such leave
shall give thirty (30) days notice to the City. Consistent with Section 3 of this Article,
such employees shall not have a job guarantee on return.
b. Leave of absence without pay to attend and serve as a delegate to conventions and
training conferences relating to the Union shall be granted to not more than five (5)
City employees in Local 183 in any one calendar year. Not more than five (5) days
may be taken by any three (3) employees and not more than ten (10) days may be
taken by any two (2) employees under this section. Employees seeking such leave
shall present certification in writing of their selection by the Union to act as a
Section B-16
representative to a specified conference at least ten ( 10) working days prior to the
time they wish to be absent.
c. No more than one employee who is elected or appointed to offices in the Union that
is not part-time staff will be granted sufficient unpaid time off to carry on the duties
of the office provided he/she gives reasonable advance notice and receives approval
for such leave from the department head. Approval may be denied by the
department head where the employee's absence could adversely affect or interfere
with the operation of the department.
d, Employees on Union leaves shall only be entitled to accrual of seniority for time
spent on such leaves, except for subsection c above, where employee will continue
to accrue benefits during a period not to exceed ten (10) work days per year.
e. Employees appointed to the position of Staff Representative for AFSCME/lowa
Council 61 shall be entitled to an unpaid leave of absence not to exceed one year.
The City may deny such leave if it would create a hardship. Return from leave is
governed by Section 3 of this Article. Not more than one employee shall be granted
such leave at any one time. The employee must make application for such leave at
least ten (10) working days in advance of the commencement of this leave. The
provisions of Subsection d. above shall apply.
f. The City agrees to place Union supplied Union information in its new employee
packets. This information shall not include political material, libelous material, or
material which is injurious to the City or to employees.
Section 10. Professional Leave. The City and the Union agree that professional
development is of benefit to employees designated as "professionals" and the employer. In
recognition of this Agreement, the following guidelines will be considered when granting or denying
requests for professional leaves:
a. The potential benefit to the employee.
b. The potential benefit to the employer.
c. The work-relatedness of training program, conference, workshop, class, or
convention that is attended.
d. Who in the affected class of employees went most recently.
e. Seniority.
It is understood by the parties that the above provisions in no way constitute a guarantee of
training to anyone.
ARTICLE 13
SENIORITY
Section 1. Seniority shall mean length of continuous service with the City. It shall begin on
the date of employment and become applicable immediately following completion of a probationary
period of not more than six (6) months in a permanent position, unless extended in writing due to
unusual circumstances. Continuous service in a temporary position shall be added to the
employee's seniority for use only in Section 3, Use of Seniority, below.
An employee will lose seniority rights upon resignation, discharge for just cause, retirement,
death, or layoff for more than two (2) years.
Section B-17
Seniority shall accrue during all paid leaves and during periods which a member is assigned
a classification outside of the bargaining unit. If an employee is on leave of absence without pay as
a result of temporary disability as substantiated by a doctor's certificate or for on-the-job injury,
seniority will accrue indefinitely. An employee will accrue seniority while on leave without pay or
layoff for one (1) year or for a period equal to the length of time worked if less than one year.
In the event that two (2) or more employees have an identical seniority date, the order of
their seniority shall be determined by the alphabetical order of last names.
The City will maintain a seniority list showing the length of continuous service and will make a copy
of the list available to the Union each six (6) months.
Section 2. Probation. The initial probation period for permanent appointments will be six
(6) continuous months.
The probationary period may be extended in writing because of unusual circumstances.
Probationary employees are entitled to all benefits of this contract with two exceptions:
1. They may not grieve any disciplinary actions taken against them.
2. They may not bid on other jobs (except for promotions).
If an employee has worked as a temporary City employee prior to appointment to a similar
permanent position, the temporary time worked may be credited toward completion of probation if
it is applicable experience.
For such employees, the probationary period will be shortened to reflect credit for temporary
time worked. The length of probation will be specified in writing in the permanent appointment
papers.
Section 3. Use of Seniority. An employee who has successfully completed an initial City
probation period of six months may exercise seniority as follows:
Transfer Procedures. Except in the case of emergency circumstances, a notice which
describes the position for permanent job openings will be posted on administrative
and departmental bulletin boards for not less than five (5) working days. During this
period, employees who wish to apply for the position may do so. The City will provide
a written form for application which must be received in the Human Resources Office
by 5:00 P.M. on the day stated on the notice as the closing date. If current or laid
off employees are qualified for the position he/she may compete with other
employee applicants for the position.
Step I. If qualifications including skills, abilities, and experience of the applicants are
relatively equal, the employee with the greatest seniority will be offered the job first,
except as provided in Section 3, subsection b.2.(a) of this Article.
Step II. If the qualifications of current employees are marginal but equal to outside
applicants they will be offered the position if it is to be filled, subject to the further
provisions of Section 3, subsection b.2.(b) of this Article.
Section B-18
If an employee feels that seniority has been ignored by the City, he/she may request the
reason for his/her rejection for the position in writing, and the written reasons will be
given.
b, Reduction in Force. Reductions in force will be by departmental division according
to seniority in the jobs affected with the person having the least seniority within
classification to be laid off first. The City will give fifteen (15) days notice to
employees who are to be laid off except in an emergency. Temporary, casual and
seasonal employees within classification (e.g. those job titles listed in Appendix A)
will be laid off prior to permanent employees. The City will consult with the Union as
far in advance as possible prior to a contemplated layoff in order to provide the most
equitable treatment to employees who are to be laid off.
1. The City will attempt to accomplish reduction in force by attrition.
2. An employee whose job is to be eliminated may be transferred to vacancies
within the department.
Employees notified of lay-off or who are subject to recall from lay-off
under Section 3, Subsection c, of this Article shall be given the opportunity
to bid for new or vacant non-promotional positions to be filled by the City as
follows:
(a) When competing with other bargaining unit employees, a laid-off
employee will be offered the job first where qualifications, including
skills, abilities and experience of the applicants are relatively equal
without regard to seniority,
(b) When competing with applicants who are not employees of the City,
laid-off employees shall be offered the job first where the City deter-
mines the laid-off employee has the abilities to adequately perform
the job under normal supervision.
3. If no vacancies exist a more senior employee being laid off shall bump the
employee with the least seniority in their classification within their
department; but, if no such person or position exists, the laid-off employee
may bump the least senior employee in a position within their classification
in the bargaining unit. If no such person or position exists within the
bargaining unit, a laid-off employee may bump the least senior employee in
a job outside their classification within their department and, if no such
person or job exists, then the bargaining unit.
Provided, however, an employee shall not bump into a job without
seniority, proper credentials (including prior recorded experience in the job
with the City; except where a laid-off employee was placed in the job out of
promotional sequence in the clerical, maintenance worker, plant operator,
mechanic, librarian, dispatcher, planner/program analyst and construction
inspector series), and the ability to perform the duties of the job under normal
supervision, A person shall first bump into the highest classification which
also meets the preceding conditions.
Bumping shall not result in any promotion. In no event shall a full-
time employee be forced to bump the least senior employee when it would
result in decreased hours of work or shall part-time employees bump into
Section B-19
full-time positions unless their total seniority is greater based on a
comparison of computation of time actually worked.
Employees shall have seven working days (based on a Monday
through Friday work week) from receipt of written notice of lay-off to exercise
bumping rights.
c. Recall from Layoff. The names of permanent employees laid off shall be placed on
a re-employment list for the jobs affected in the layoff. Such persons shall be eligible
for re-employment in reverse order of layoff in the job from which they were removed
for a period of two (2) years, provided that they are still qualified and able to perform
the job. Employees may apply for vacancies in the City in titles other than those
affected by the layoff during the period that they are on the recall list while
maintaining their option to return to the job from which they were laid off.
When an employee is notified by certified mail to last known address to return
to work, he/she must make arrangements to return to work with the immediate
supervisor within seven (7) days or be removed from the recall list. An employee on
the recall list will accrue seniority pursuant to Section 1 of this article and will be
entitled to exercise seniority accrued prior to layoff after their return to work.d.
Preferred Shift. Employees may use seniority to bid on a preferred shift or
transit run provided a vacancy exists. Employees currently within the classification
in which the vacancy has occurred will first be given the option to bid prior to the
vacant hours being posted for other City employees.
Section 4. Trial Period.
A. Employee Option. A transferred employee shall be granted up to ten (10) days to determine
if he/she wants to continue in the position to which he/she voluntarily transferred. If during
the option period the employee desires to do so, he/she may return to the previous position.
B. City Option. The length of the trial period for a person who is transferring to another position
within the City will be adapted to the type of job, length of City employment and similarity to
previous jobs, but will not be longer than forty (40) working days except by agreement
between the City and the Union. A transferred employee agrees not to initiate another
transfer for six (6) months. This limitation on voluntary transfers does not apply to
promotions. If the employee's performance is unsatisfactory at the end of the trial period,
they may return to their previous position or a similar vacancy.
Section 5. Compensation after Transfer. When an employee transfers to another position
within the same or a lower range he/she shall move to a step and rate of pay within the range of the
position transferred to with pay to be determined on the basis of relative skills, abilities, experience
and seniority. When an employee transfers to a higher range his/her pay shall fall within that range
and in no event will be less than the equivalent of a one step increase based on their pay prior to
the transfer.
Section 6. Transit Seniority. In the event two or more transit drivers have identical seniority
dates, the order of seniority for selecting transit runs shall be determined by lot.
Section B-20
ARTICLE 14
DISCIPLINE
Section 1. Purpose. All parties to this Agreement recognize that a certain amount of
discipline is necessary for efficient operation of the City and the City has rights and responsibilities
under law in providing services in an efficient manner. These certain penalties for infractions are
agreed upon by the parties as a mode of operating and are not intended to limit the management
rights of the City as explained in Chapter 20 of the current Code of Iowa. Disciplinary actions against
employees will be taken for just cause. Appeal of disciplinary actions shall be by permanent
employees and shall be through the grievance procedure set forth in this Agreement.
Section 2. The goals of progressive discipline are to correct behavior and produce efficient
City operations rather than merely to punish wrongdoers. Disciplinary actions or measures shall
ordinarily be invoked in the order listed:
a. Oral reprimand or warning.
b. Written reprimand or warning.
c. Suspension with loss of pay.
d. Discharge.
Section 3. Serious violations may be dealt with by any of the above disciplinary measures
on the first offense. Permanent employees shall have the right to take up a suspension or discharge
at Step 2 of the grievance procedure.
Section 4. An employee may request the presence of a steward at the time of discipline.
The steward may request a copy of the oral or written warning at that time. A copy of suspension
or discharge will be forwarded to the chief steward.
ARTICLE 15
INSURANCE
Section 1. Medical Insurance. The City will provide the health insurance policy known as
the Blue Cross/Blue Shield "Iowa 500," Alliance, two-day deductible plan for employees and eligible
dependents. Full-time employees will contribute to the monthly premium as follows: ten percent
(10%) of premium for coverage selected effective July 1, 2021; eleven percent (11 %) of premium
for coverage selected effective July 1, 2022; eleven percent (11 %) of premium for coverage
selected effective July 1, 2023; twelve percent (12%) of premium for coverage selected effective
July 1, 2024. There will be re-opener for insurance for fiscal year 2026.
Part-time employees will pay a pro-rata share of the monthly premium for single or family coverage.
A description of the provisions of the negotiated "Iowa 500," Alliance, plan are set forth in
Appendix "B". Benefit coverages are based on usual, customary and reasonable rates. Disputes
regarding specific claims shall be addressed to the insurance company and are not subject to the
grievance procedure of this agreement.
The parties agree to actively pursue incentives and/or other alternatives to the existing
health care plan and pledge their mutual cooperation to achieve this end. However, no such
programs will be implemented except upon mutual agreement by the City and the Union.
Section B-21
The City may meet with representatives of the Union for the purpose of negotiating an
alternative to the "Iowa 500," Alliance. Five Union representatives shall attend such meetings
without loss of pay. Should the parties fail to agree, they will proceed to arbitration pursuant to
Article 20. The issue to be decided by the arbitrator is the appropriateness of such an alternative,
and whether or not it is reasonably equivalent to the "Iowa 500," Alliance. If the arbitrator determines
that the alternative is not appropriate or reasonably equivalent, the "Iowa 500," Alliance plan shall
remain in effect.
Section 2. Life Insurance. The City will provide a term life insurance policy for employees
the face value of which is an amount equal to the next even thousand dollars greater than annual
salary.
e.g., If an employee's annual salary is $8,834, the face value of the life insurance policy is
$9,000.
In the policy currently provided coverage does not become effective until ninety (90) days after
employment.
Section 3. Dental Insurance. The City will provide dental insurance for employees. Family
dental insurance will be made available to the employee at the employee's expense.
A description of the provisions of the negotiated Delta Dental plan are set forth in Appendix
"B". Benefit coverages are based on usual, customary, and reasonable rates. Disputes regarding
specific claims shall be addressed to the insurance company and are not subject to the grievance
procedure of this agreement.
Section 4. Payroll Deductions. When the employer develops the computer capability to
accommodate payroll deductions for a Union insurance plan or group benefit plan ii shall provide
for deduction of up to one such item.
The Employer agrees to deduct from the wages of any employee who is a member of the
Union a PEOPLE deduction as provided for in a written authorization, provided there is field
capability and required deductions are not negatively affected. Such authorization must be executed
by the employee and may be revoked by the employee at any time by giving written notice to both
the Employer and the Union. The Employer agrees to remit any deductions made pursuant to this
provision promptly to the Union together with an itemized statement showing the name of the
employee from whose pay such deductions have been made and the amount deducted during the
period covered by the remittance.
Section 5. Carrier Change. The parties agree that the employer may change insurance
carriers provided the Union is given 60 days written notice of the change and the specifications and
administration of the insurance plan(s) are not diminished. Regarding life and long-tenm disability
insurance, the specifications provided in Sections 2 and 6 of this Article define those below which
benefits shall not be diminished under this Section.
Section 6. Long Term Disability Insurance. The City will provide long-term disability
insurance for penmanent full-time bargaining unit employees and for permanent part-lime
bargaining unit employees who work or are on paid leave time an average of 30 or more hours per
week, with sixty percent (60%) coverage of monthly salary to a maximum annual salary of $85,000.
This benefit, as applied, shall be subject to other applicable offsets such as worker's compensation,
social security, sick leave, etc. Such disability insurance shall begin paying benefits after one
hundred twenty (120) calendar days of continuous covered total disability. Regardless of other
Section B-22
situations which are covered or not covered by the terms of the policy, long-term disability benefits
shall not pay for situations arising from employment by any employer other than the City of Iowa
City. Disputes regarding specific claims shall be addressed to the insurance company and are not
subject to the grievance procedures of this agreement.
The City will absorb the cost of long-term disability insurance during the term of this contract
provided that premiums do not increase in an amount greater than ten percent (10%). If said
premiums do increase by more than ten percent (10%), the increase shall be subject to mutual
agreement by the parties. All other increases in premium costs shall be subject to normal contract
negotiations. All increases shall be included in computing the financial terms of any negotiated
contract settlement. For the 2004-2007 collective bargaining agreement, the 10% increase
language will only apply to the second and third years.
The parties agree to meet and confer regarding any proposed job retraining for a disabled
City employee, in order to discuss the terms and conditions of such retraining and reassignment.
ARTICLE 16
SAFETY
Section 1. Policy. The City and the Union recognize the importance of the personal safety
of individual employees on the job and recognize that in the routine course of work employees are
subject to risks.
Section 2. Standards. Employees shall not be required to work in areas or to operate
equipment which is a hazard to themselves or the public. Periodic training in safety matters will be
provided to employees who engage in hazardous work. Employees will have access to protective
gear required by law. Employees will handle property and equipment of the City with due care
appropriate to the nature of the work and equipment employed.
Section 3. Notice of Defect. Employees who operate equipment shall, during or
immediately following the work day, report any defect noticed by him/her in said equipment to the
immediate supervisor.
Section 4. Special Grievance Procedure. If an employee is requested to work in a location
or with equipment which presents an imminent personal hazard to him/herself or others the
employee will report immediately to the Division Superintendent or designee who will determine the
minimal standards under which employees must work. If the employee is then directed to work in
a location or with equipment which is an imminent personal hazard to him/herself, he/she shall file
a Step 2 grievance with the Department Director. Other disputes over safety hazards will be
processed through the regular grievance procedure in Article 20 Section 4. Use of this procedure
to create unnecessary delays will result in disciplinary action.
Section 5. Safety Committee. The Union shall select two (2) city employees as
representatives to each department/division safety committee.
Section 6. The employer will provide required protective clothing or protective devices,
including up to $125.00 annually for the purchase of safety shoes. Employees required to wear
shoes with puncture resistant soles will receive such reimbursement up to $175 annually. The
employer shall pay the reasonable full cost of medically prescribed safety shoes. All safety shoe
purchases must receive prior approval from the employee's immediate supervisor. Denial of safety
shoe purchase is subject to the grievance procedure commencing at Step 2.
Section B-23
Section 7. The employer will provide up to $100.00 during each fiscal year for the purchase
of prescription safety glasses, as needed, for those employees who are required to regularly wear
safety glasses. The employer may specify the source and type of safety glasses for which
reimbursement will be made. Replacement of safety glasses shall be subject to approval by the
supervisor.
ARTICLE 17
PERSONNEL TRANSACTIONS
Section 1. Employees shall receive a copy of payroll transactions, performance evaluations,
and other documents which will be used for purposes of promotion, evaluation or discipline. The
employee's copy will be forwarded at the lime it is placed in the file.
Section 2. Under the supervision of an employee of the Human Resources Office and during
normal business hours, employees shall have access to their personnel files including the right to
copy the contents of the file at their own expense. An employee shall have the right to attach a
written response to any document in his/her personnel file.
Section 3. Upon request, written warnings for minor infractions which are over twelve (12)
months old will be removed from an employee's file, provided the problem has been corrected or
there has been substantial improvement toward correction.
Section 4. Oral warnings shall not be part of an employee's personnel record except as a
notation of when such warning was given. Upon request, such notation shall be removed from the
personnel file following eight months of service without any discipline.
Section 5. The employer will not use for disciplinary purposes any discipline document that
would have been eligible for removal from the personnel file had the employee made such request.
ARTICLE 18
CLOTHING AND EQUIPMENT
Section 1. Employees who are required to wear special uniforms will be provided with such
uniforms. Uniform shirts shall be ANSI approved when obtained, subject to availability from local
(within a 65 mile radius of Iowa City) uniform companies at competitive prices. Cleaning and
maintenance will be paid by the employer. Outerwear, including hats, jackets and coats, will not be
provided,. Gloves for discomfort from cold will not be provided. Rain hats and rain coats will be
provided for employees required to perform a majority of their work out-of-doors.
Section 2. Commercial Drivers License. The employer will reimburse non-probationary
employees for the difference between the cost of an operators license and Commercial Drivers
License and any endorsements or restriction removals when the employee's job requirement
includes possession of such license. When available, the City will provide equipment necessary to
take the applicable tests.
Section B-24
ARTICLE 19
RECOVERY AND REHABILITATION PROGRAM
Section 1. Voluntary Referral Service. The City will provide where possible a voluntary
referral service for employees with personal problems. Employees who suspect they may have a
work problem even in the early stages are encouraged to seek treatment or counseling. All such
requests and/or referrals in Section 3 for service will be treated in a confidential manner. Every
attempt will be made to assist employees in obtaining needed services if they voluntarily request
such assistance.
Section 2. Problem Drinking. In the interest of providing efficient services to the public the
City recognizes that employee alcoholism can and should be treated. Educational materials on
problem drinking may be requested from the Human Relations office. All bargaining unit employees
are eligible for treatment and rehabilitation for alcoholism or problem drinking through the City's
referral service and other available community resources. Alcoholism as an illness is not a cause
for discipline per se; however, interference with job performance may be subject to discipline. Every
attempt will be made by the City and the Union to assist employees with drinking problems to obtain
needed assistance. Rehabilitation assistance will be offered, but if job performance is not raised to
an acceptable level, disciplinary action will be taken.
Section 3. Procedure. Supervisors who identify work problems or stewards who identify
personal problems may refer employees to the Human Relations office for assistance in obtaining
educational and rehabilitation services for alcoholism or other personal problems which influence
performance. Nothing in this section relieves employees of responsibility for their conduct on the
job.
ARTICLE 20
GRIEVANCE PROCEDURE
Section 1. Definitions. The word "grievance" wherever used in this Agreement shall mean
any dispute between the City and the Union or any employee with regard to the meaning,
application, or violation of any of the terms and provisions of this Agreement. The word "working
day" shall be defined as any day except Saturday and Sunday and holidays listed in Article 9,
Section 1, excluding the personal leave day, for purposes of this section.
Section 2. Representation. An employee who is a member of the bargaining unit covered
by this Agreement shall have the right to be represented by a steward at any grievance hearing or
at any step of the grievance procedure, if he/she chooses. Employees are also entitled to
representation by a steward at disciplinary conferences. Stewards will not attend other conferences
between supervisors and employees except with the supervisor's approval.
The Union will certify the names and addresses of the designated stewards to the City
Human Resources Administrator. In the absence of such certification the City will not be obligated
under this Article to release any employee from duty for the purposes of investigating a grievance
or representing another employee in any disciplinary or grievance proceeding.
The City will compensate not more than one employee steward for the investigation of a
grievance. If a second City employee has a special office in the Union handling grievances, that
employee may request released time from his/her supervisor, and permission to work on the
grievance will not be unreasonably withheld, but the City will not provide compensation for time
spent. Any stewards who are City employees shall be released from work for not more than two
Section B-25
(2) hours in one work week to work on grievance resolution. The employee will obtain permission
from the immediate supervisor before investigating the grievance, but such permission will not be
unreasonably withheld. Released time under this section is limited to grievance resolution.
Notwithstanding any of the above, the Union President shall be released from work without loss of
pay for a reasonable amount of time during any work week to work on grievance resolution.
Supervisors and stewards agree to handle discipline and grievances with discretion.
Section 3. Limitations. Unless a grievance is appealed as hereinafter provided, it shall have
no further validity or effect. Time limits may be extended by mutual agreement of the parties. Any
monetary award or compensation arising out of the resolution of a grievance is limited to the period
of time sixty (60) days prior to the filing of the grievance regardless of the length of the practice
giving rise to the grievance or the employee's lack of knowledge thereof.
The following provisions will apply to interpretation of the above language:
1. Pay corrections in matters involving inaccuracies in payment of base pay and merit
increases or inaccuracies created by data entry or other Accounting Division error
will be made retroactive to the date of the error, which may be greater than sixty (60)
days.
2. Any other type of payment error will be subject to the 60 day limitation on retroactive
pay as outlined in Article 20.
Section 4. Procedures. A grievance that may arise shall be processed and settled in the
following manner:
A. Step 1. The grievance shall be presented orally for discussion between the employee
grlevant, the steward if the employee chooses to be represented by a steward, and the
employee's immediate supervisor within seven (7) working days after the knowledge of the
event giving rise to the grievance. The supervisor shall deliver the answer verbally to the
aggrieved employee or steward within seven (7) working days after the Step 1 conference.
The date of the oral presentation of the grievance and the date of the verbal response shall
be certified in writing. If no response is received from the supervisor within seven (7) working
days the grievance will be processed pursuant to Step 2.
B. Step 2. If the grievance is not resolved by Step 1, the aggrieved employee or his/her steward
(if applicable) shall, within seven (7) working days following completion of Step 1, present
three (3) written copies of such grievance signed by the aggrieved person, two (2) to be filed
with the Department Director or designated representative and one (1) to be filed with the
Union. The written grievance shall contain a statement from the employee of the facts and
section of this Agreement grieved and specifying what relief or remedy is desired. The
grievant and steward shall include on the written grievance their names and the addresses
to which they wish a response to be sent.
The grievant, steward and department director shall meet within seven (7) working
days to discuss the grievance. The Department Director shall issue a decision in writing
within seven (7) working days following the meeting.
C. Step 3. A grievance not resolved by Step 2 shall be submitted to the City Manager or his/her
designee within fifteen (15) working days of the date of receipt of the written decision
referred to in Step 2. A meeting between the parties may be held if requested in writing.
Such meeting shall be held within fifteen (15) working days. The City Manager will respond
to the grievant and steward within fifteen (15) working days following receipt of the grievance
or the third step meeting (if requested).
Section B-26
D. Arbitration. Grievances not resolved at Step 3 of the Grievance Procedure may be
submitted to a third party for arbitration. A request for arbitration must be submitted by
written notice to the other party within ten (10) working days following receipt of the City
Manager's decision at Step 3. Copies of any such request will be furnished to the City and
to the Union.
The cost of arbitration and recording the same shall be divided equally between the
parties to this Agreement. The cost of a certified court report, if requested by the arbitrator,
shall be divided equally between the parties. Each party will pay for the cost of its own case
preparation and for expenses of witnesses.
The arbitration proceeding shall be conducted by an arbitrator to be selected by the
City and the Union within five (5) working days after notice has been given. If the parties
fail to select an arbitrator, a request by either or both parties shall be made to the Federal
Mediation and Conciliation Service or the Iowa Public Employment Relations Board to
provide a panel of five (5) prospective arbitrators who are members of the National Academy
of Arbitrators. Both the City and the Union shall have the right to strike two names from the
panel. The party giving notice for arbitration shall strike the first name; the other party shall
then strike one (1) name. The process will be repeated and the remaining person shall be
the arbitrator.
The arbitrator shall have the power to interpret, apply, and enforce this written
Agreement but shall have no power to add to, subtract from, or modify the terms thereof.
The rules of evidence and the nature of conduct required during the arbitration hearing shall
be in accordance with all state and federal legislation, applicable rules and regulations.
The decision of the arbitrator shall be issued within thirty (30) days after conclusion
of the hearing and shall be final and binding upon the parties.
The parties of the grievance, their witnesses and representatives shall have the right
to be present at the grievance arbitration in addition to the arbitrator. Other persons may be
present at arbitration hearings as the parties may mutually agree. Either party shall have
the right to record the evidence presented at the arbitration hearing. Arbitration hearings
shall be closed to the public and evidence taken shall not be revealed to any third party until
such time as the decision of the arbitrator is made unless parties agree otherwise.
Section 5. Labor-Management Committee. The Labor-Management Committee shall
consist of the persons designated by the Union and the City. Not more than four (4) bargaining unit
employees may be excused to attend meetings held during working hours. Representatives or
agents of the parties may be present at grievance committee meetings.
a. Bargaining unit employees (not more than four) excused from work to attend
committee meetings will be paid for all regular duty time spent at such meetings.
b. "Representatives or agents of the parties" as referenced above means only those
representatives or agents retained by AFSCME and does not include, for the
purpose of pay, officers, stewards, or other members of the bargaining unit.
c. It is thus understood that the City shall in no circumstances be obliged to pay more
than four (4) bargaining unit employees for duty time spent in attendance at a Labor-
Management Committee meeting under the terms and provisions of this Section,
Section B-27
except in such cases where said provisions may be voluntarily waived by both
parties to the agreement.
Meetings shall be no longer than two (2) hours in length and shall be scheduled to alternate
between the working hours and non-working hours of the labor members unless mutually agreed
otherwise.
The function of the Labor-Management Committee shall be to meet and confer monthly with
the City during the life of the contract for the purpose of adjusting pending grievances and to discuss
procedures for avoiding future grievances (including safety matters) provided that:
a. No topics will come before the Labor-Management Committee which are proper
subjects for negotiations (e.g., new demands, changed circumstances, requests for
new language, etc.); except for the investigation and discussion of cost containment
features to health insurance. Any such features recommended by the committee
must be ratified by the City and the Union prior to implementation.
b. Every agenda item will be investigated before the meeting with the appropriate
Department Director or designee. (Public Works -Division Heads).
Section 6. Employee Involvement Efforts. The parties agree to actively pursue employee
involvement efforts which will provide for joint problem-solving and more effective communication
and pledge their mutual cooperation to achieve this end. However, no such programs will be
implemented except upon mutual agreement by the City and the Union.
ARTICLE 21
PAY PLAN
Section 1. Classification Plan. The classification plan for bargaining unit employees is
attached to this Agreement (see Appendix C). The pay plan in effect on June 28, 2020 shall be
adjusted upward by two and one-half percent (2.5%) effective June 27, 2021. The pay plan in effect
on June 27, 2021 shall be adjusted upward by two and one-quarter percent (2.25%) effective June
26, 2022. The pay plan in effect on June 26, 2022, shall be adjusted upward by two (2.0%) effective
June 25, 2023. The pay plan in effect on June 25, 2023 shall be adjusted upward by two and one-
quarter percent (2.25%) on July 7, 2024. There will be a re-opener for wages for Fiscal Year 2026.
The effective date of compensation adjustments and benefit adjustments applicable to any fiscal
year will be the first day of the pay period which begins between the dates of June 24 and July 7,
inclusive.
Effective dates over the next four years, for example, are as follows:
June 27, 2021
June 25, 2023
June 26, 2022
July 7, 2024
Section 2. Merit Plan. The pay plan is based on performance evaluations and merit. The
City will justify the denial of merit increases following the employee's eligibility date. An employee
who does not receive a merit increase on his/her eligibility date may file a Step 2 grievance.
Section B-28
Section 3. Pay Plan. Each range of the pay classification plan will contain six (6) steps (1-
6). Employees at Step 1 are eligible for review and an increase to Step 2 after six (6) months. Step
1 will be determined by the City unilaterally based on market information and other factors relating
to the particular job title for which the wage is being set. Employees on Steps 2-6 are eligible for
review and an increase to the next step annually. Employees on Step 6 or those who are outside
of the range are not eligible for step increases.
Section 4. Equipment Mechanics Stipend. Each of the Equipment Division employees who
is required to provide a complete set of mechanics tools will receive fifty dollars ($50.00) on or
before July 15 of each of the contract years of this Agreement.
Section 5. Longevity Pay. Permanent employees who have completed the required number
of years of continuous service with the City by December 1 shall receive longevity pay on the last
payday in November in accordance with this schedule:
YEARS COMPLETED
ON DECEMBER 1
5 years
10 years
15 years
20 years
25 years
AMOUNT
$325.00
500.00
650.00
800.00
1,050.00
Employees who terminate will receive a prorata share of the longevity payment refiected in
their final check. The proration will be based on the nearest whole month of the year.
Section 6. Pre-Tax Advantage Program. The Employer will offer employees a program,
consistent with IRS regulations, through which employees may elect to make pre-tax reductions in
taxable wages which will be paid to an account from which dependent care and health/dental
premiums and expenses not covered by insurance will be paid.
Section 7. Time Cards and Time Sheets. For all City employees, the City shall provide the
employee an opportunity to review their time card and time sheet at the same lime.
ARTICLE 22
AUTHORIZED REPRESENTATION, ENTIRE AGREEMENT AND WAIVER
All negotiations or bargaining with respect to the terms and conditions of this Agreement
shall be conducted by authorized representatives of the Union and the City. Agreements reached
as a result of such negotiations shall become effective only when signed by the authorized
representatives of the parties.
This Agreement supersedes and cancels all previous agreements and practices between
the Employer and the Union and constitutes the entire Agreement between the parties and
concludes collective bargaining for its duration. All parties to this Agreement waive each and every
right to negotiate to which they would otherwise be entitled under the laws of the State of Iowa.
Section B-29
ARTICLE 23
GENERAL CONDITIONS
Section 1. This agreement shall be construed under the laws of Iowa.
Section 2. The City agrees to meet and confer at reasonable times with the Union on
mandatory items to the fullest extent required by law and to provide to the Union a copy of the City
Personnel Rules and Regulations and any amendments as adopted by Council. Comments on
rules and the need for revisions in rules and regulations may be discussed by the Labor-
Management Committee but any new negotiations on mandatory items or other items will be
conducted only by authorized teams in compliance with this complete Agreement.
Section 3. The City and the Union agree they will not act to discriminate because of race,
creed, color, sex, age, national origin, gender identity, disability, religion, marital status, sexual
orientation, or political affiliation unless the reason for the discrimination is job-related or otherwise
allowed by law.
Section 4. Early Retirement Incentive. The City will give the Union notice and opportunity
to discuss, at a labor management committee meeting, prior to implementing any early retirement
incentive program. Such program must be applied on a unit-wide basis and participation will be
voluntary.
Section 5. Pay-period. The City will give the Union notice and opportunity to discuss, at a
labor management committee meeting, prior to implementing a pay-schedule other than bi-weekly,
ARTICLE 24
DURATION OF AGREEMENT
This agreement shall be in effect between July 1, 2021, and June 30, 2026 to include a
reopener for Fiscal Year 2026 wages and insurance only. Furthermore, this contract shall continue
from year to year subsequent to June 30, 2026, unless written notice to change or modify it is mailed
or hand-delivered by either party to the other party prior to September 15 of the year preceding the
expiration date or any extension thereof, and received by the other party no later than September
25 of that same year or the next working day thereafter.
ARTICLE 25
SAVINGS CLAUSE
Should any Article, Section, or any portion thereof of this Agreement be held unlawful and
unenforceable by operation of law or by any tribunal of competent jurisdiction, such decision shall
apply only to the specific Article, Section or portion thereof declared null and void in the decision
and the remainder of this Agreement shall remain in full force and effect. Neither party shall be
required as a result of their agreement with each other to conduct themselves in a manner which
would cause them to neglect their duties under law or to engage in activities in violation of the law.
If replacement provisions are deemed necessary by the Union or Management they shall
be negotiated immediately,
Cases involving issues cognizable under the Iowa Civil Service Law (Chapter 400 et. seq.
as amended) shall not be subject to the grievance and arbitration provisions of this contract unless
this contract specifically regulates the issue(s) in question.
Section B-30
THE AMERICAN FEDERATION OF
STATE, COUNTY, AND MUNICIPAL
EMPLOYEES, LOCAL #183
~ ::z;,
PRESIDENT
CITY OF IOWA CITY, IOWA
______________ By:------------
By:------------
TEAM MEMBERS Approved by
By:~4< ~ctde!@,L FSCME/lowa ifoncil 61 CITY ATTORNEY'S OFFICE
Section B-31
IOWA500
IOWA 500 HEALTH CARE COVERAGE
IOWA 500 coverage combines basic Blue Cross hospital, Blue Shield physician and Major Medical
coverages into a single program using deductibles and co-payments. And after the deductible and co-
payment have been satisfied, the dollar coverage and number of hospital days are unlimited except for
Nervous and Mental admissions.
In short, the Subscriber shares in the costs of the medically necessary hospital, medical and surgical
services provided. However, the Subscriber's share never exceeds the out of pocket maximum per year for
covered services, regardless of the number of family members.
IOWA 500 plan benefits encourage medical self-maintenance practices by paying for 90% of the covered
Usual, Customary and Reasonable charges for:
• One routine annual physical examination in a doctor's office or clinic
• Home and office calls needed to diagnose or treat a medical condition
• Immunizations required by a Subscriber or any person in a Subscriber's family
The idea behind IOWA 500 coverage? To encourage continuing medical self-maintenance and help reduce
the length and number of unnecessary hospital stays. These efforts, of course, can help keep health care
costs -and rates -in line.
THE IOWA 500 Plan Covers These Extensive Services:
HOSPITAL CARE 90/10
Inpatient
• Semi-private room and board
• Necessary services and supplies
• Operating rooms, intensive care, coronary and burn care units
• Delivery room for normal delivery, Caesarean section, miscarriage or admission for false labor
• Necessary laboratory and x-ray services
Outpatient
• Surgery
• Diagnostic, x-ray and laboratory services
• Accident care
HOME HEALTH CARE 90/10
• Services provided by a Registered Nurse
• Services prescribed by a physician
PHYSICIAN SERVICES 90/10
• Home and office visits
• One routine annual physical exam
• Pre-natal and post-natal care in physician's office
• Immunizations
• Hospital visits and nursing facility visits
NERVOUS AND MENTAL 90/10
Outpatient -90/1 O
SKILLED NURSING FACILITY 90/10
• Unlimited Room and Board
• Services and Supplies
THE IOWA 500 PLAN COVERS THESE OTHER SERVICES:
These other services are subject to a contract deductible per calendar year
• Prescriptions
• Anesthetics
• Blood plasma
• Casts
• Crutches
• Durable medical equipment
• Other supplies when ordered by a physician
Nursing Services
• Private-duty nursing services
Ambulance
• Air
• Ground
DEDUCTIBLES AND CO-PAYMENT
• Hospital -The Subscriber is responsible for the first two days of semi-private room and board.
Per Hospital Admission.
• Physician -The Subscriber pays 10% of the physician's Usual, Customary and Reasonable
charges including office calls. IOWA 500 coverage pays the remaining 90%.
• Other Supplies/Services -The Subscriber first pays the deductible per contract per calendar year
for the medical supplies and services. These may include prescription drugs, services of a
Registered Nurse, ambulance services, home health care and braces.
When the Subscriber's expenditures for hospital, physician, and/or other services reach the out of
pocket maximum per year, IOWA 500 pays 100% of all remaining charges. If the Subscriber's
expenditures for hospital, physician, and/or other services do not reach the out of pocket maximum, the
Subscriber pays 10% of all remaining charges up to a total maximum expenditure of the annual out of
pocket maximum.
CARRYOVER OF DEDUCTIBLE
Expenses for covered services incurred during the months of October, November and December and
which are used to satisfy that year's deductible can be used toward satisfying the next calendar year's
deductible.
Hospital
Services
1 or 2 day deductible
Physician
Services
90%/10%
90%/10%
until out of pocket maximum
Out of Pocket Maximum:
Single OPM:
$1250 (elf. 1/1/22)
$1300 (elf. 1/1/23)
FamilyOPM:
$2250 (elf. 1/1/22)
$2600 (elf. 1/1/23)
Other
Covered
Services
Single deductible:
$750 (elf. 1/1/22)
$800 (elf. 1/1/23)
Family deductible:
$1200 (elf. 1/1/22)
$1600 (elf. 1/1/23)
ALLIANCE Program Provisions
1) The ALLIANCE·program consists
of seven program components.
They are:
Pre-Admission Certific:aUon
Blue Ctoss and Blue Shield must be notified prior to any
no-mergency or planned Inpatient admission to a hospital,
skilled nursing facility, mental health institution, or use of
home health = or hospice program services. . '
Admission Review
Blue Ctoss and Blue Shield must be notified of all emergency
and maternity admissions within 24 hoUls. ·
Continued Stay Review __
All hospital stays Will be reviewed to ensure that conUnued
hospitalization, home care, hospice or other services are
medically necessary to meet the patient's ongoing health
care needs.
Individual Case Management
Focus is placed on special needs of patients with severe
illnesses or injuries. Arrangement may be made to waive ·
standard coverage limitations or exclusions that might
otherwise hinder alternative care arrangements outside the
hospital. •
Mandatory Outpatient Surgery .
Certain surgeries and procedures can be 'safely performed on
an outpatient basis without sacrificing the quality of care.
This requirement will be waived if inpatient admission
is medically necessary.
Additional Home Health Care and Hospice Benefits
Coverage is provided for services not usually offered in
traditional coverage. Additional home health benefits
provide expanded coverage for: ·
• Skilled nursing services
• Physical therapy
• Speech therapy
• Ckcupational therapy
• Medical social services
iome health aide services
• Enteral and parenteral nutrition
• Prescription drugs and medicines administered
intravenously or intramuscularly
• Medical supplies
B-2a
Hospice care has been added to include respite care, a
means by which services can be provided to relieve an
individual caring for a terminally ill patient at home. Also
included under hospice care are continuous home care and
general Inpatient care services.
Hospital Bill Audits
Experienced Blue Cross and Blue Shield auditors will review
a random sample of bills over SI0,000. This ensures that the
charges are appropriate and represent services actually
received.
2) What-happens if you fail to
obtain prior approval for a non-
_emergency or planned admission?
• Always obtain pre-admission certification prior to any non-
eme,gency or planned inpatient admissions. Failure to do
so will result in a substantial penalty, perhaps as much as
50 pen:ent, alter which any applicable deductible and
CDinsumnce amounts will be applied to the remaining
balance. Remember, it is J10W responsibility to make sure
the call is placed.
Remember that ii Is not necessary to contact Blue Cross
-and Blue Shield unless you are admitted as an inpaUent to
a health care facility or to receive home health or hospice
services. For example, if you obtain care on an oulpatient
basis fi.e., visit the doctor's office or go to a hospital
eme,gency room or clinic). and you are not admitted for
inpatient treatment. you need not contact us.
• Always notify Blue Cross and Blue Shield of all emergency
_and maternity admissions within 24 hours. If you fail to do so. you will be responsible for the room-and-board charges
for any days it is determined your condition did not require
inpatient hospita)ization. ·
3) To appeal a possible reduction
of benefits:
•-You or your physician may ask for a reconsideration of the
decision. All requests should be made in writing and
submitted by either you or your physician.
• You must appeal a benefit reduction within six months of
receipt of notice for' failure to notify Blue Cross and Blue
Shield of an emergency or maternity admission within 24
hours.
ALLIANCE ... working with you, for you!
3
Summary of 8tneflta
DELTA DENTAL COVERAGE
Dehl Dental Plan of Iowa COVlragt not only provldei I Ylrlety of
bentf111 but ■lao encourages timely incl etflCtiw dental m■lntenence.
Men thin 80% of the dtntlata In lowl panlclpate In the Delta Dental
progr1m. Delta Dental payment ii baled on Uau1I, Cuatorn1ry 1nd
fluso111bl1 1llowances, IUbject to deductible incl copaymem provi-
~ of the program.
Your Delta Dental program Includes • •medical necessity" provision
which lfllUr■s cov■rage for dental 11rvices proylded within generally
■ccepted dental pr■etlces. •
. Uke Blue Cross Ind Blue Shield of Iowa, the Delta Dent,al Plan
rwceivlts claims direc:tly from partidpating dentists. And we pay them
direc:tly for you, Thlt 1Rminates claims-handling chores for you ind
your employees -and AYN valuable time and~
'1b provide • program to meet your .company's needs, Delta Dental
Plan benefits 1111 ■valleble with deductibles, copaymems and maxi-. mum payment affowances for covered services.
These benefits are combined to meet your needs:
Paaww11tlw Malntenano■ benefit includes:
• Rouiine c:heckups at six-month intervals including bitewing x-rays et
12-month Intervals.
• Teeth cleaning once every six months.
• '1bpical fluoride applications as prescribed but no more than once
every sbc months.
• Full-mouth x-rays once in any three-year interval unless special
need is demonstrated.
Routine Restorative benefit provides ongoing care including:
• Regular cavity fillings. ·
• Oral surgery (including pre-and post-operative care).
• Emergency treatment ~r relief of pain.
Major Restolati,,. benefit covers:
• High-cost fillings .
• Cast restorations. .
• Root canal fillings.
• Non-surgical treatment for gum diseases.
B-3
-Delta Dental Plan -··----
t-0111JIM1fll
Delta Dental Plan of Iowa
RATE QUOTATION --S-4
PLAN JJ
Program Benefits Deductible
'Slngl.-w:1mlly CAnnuaQ
,Copayment
D Preventive Maintenance
D Routine Restorative
D Major Restorative
0 Dental Prosthetics
D Periodontics
D Orthodontics ·
D Dependents to age __
D Full-time students
□Adults
Program Maximums
Single $ 500 , per year
s -
S 2505.
• $ ___ _
$ ____ _
$ ___ _
$...._ __ _
Femity $ 500 per member; per year ·
" . Lifetime benefit maximum on Orthodontics S ___ _
Program Rates•
Single $ · per month
Family $ _ _ per month
-
so
so
These rates guaranteed for 12 months beginning on 7-1-85 ,_,
%
%
%
"'
"'
%
Delta Dental Plan
Individual Annual Maximum
Orthodontic Lifetime Maximum
Deductible
Diagnostic & Preventive
Deductible Waived
Routine and Restorative
Deductible Applies
Periodontics
Deductible Applies
City of Iowa City
Dental Benefit Plan
Single:
Family:
Surgical Periodontics -Not Covered
Endontics
Deductible Applies
Cast Restorations
Deductible Applies
B-4 (FY16)
$1000
$1500 (eff. 1/1/17)
NA
$25
$75
100%
80%
80%
50%
50%
Section C (AFSCME Mixed and Transit)
AFSCME JOB TITLE LIST
i,ea~~e: •.·~·
1
Custodian -Government Buildings
Custodian -Library
2
Cashier" Parking
MW I -Parklng
MW l -Transportation Services'
MW I • Transit'
MW I· Library
Animal Center Assistant
Receptionist -Senior Center
MW I" Pools
Communications Alde
Public Works Aide
Housing Receptionist
3
Cashier-Revenue
MW I -Water Customer Servlce
Parking Enforcement Attendant
Scalehouse Operator
Water Servlces Clerk
MW I -Water Plant
4
Account Clerk -Accounting
MW I -Refuse
MW I -Streets
MW II -Cemetery
Library Clerk
Animal Care Technician
MW I -Wastewater Treatment
MW I -Athletic Fields
MW I -Parks
MW I -Forestry
Communications Creative Assistant
Recreation Asslstant
Development Services Assistant
Animal Center Assistant II
Purchasing Assistant
MW 11 -Parks
MW 11-Transportation Services
MW II -Transit*
MWll-CBD
MW 11 -Forestry
MW II-library
MW II -Government Buildings
MW II -Horticulture
MW II-Pools
6
Buyer I -Equipment
Community Service Officer
library Assistant I
Mass Transit Operator'
Buyer I -Purchasing
Police Records Technician
CSO -Station Master
Community Outreach Assistant
CSO -Support Services Assistant
APPENDIX C
, :J:>'.(:.Paygrade:yJCiti'iiti~;;~:f:. ~
7
8
9
10
11
Library Asslstant II
MW II -Refuse
MW II -Wastewater Treatment
Parts/Data Entry Clerk -Transit*
Program Assistant -Community Development
Operations Assistant -Senior Center
Senior Clerk/Typist -Wastewater
Housing Assistant
MW II -Water Distribution
Animal Services Officer
CSO -Evidence
Signs & Pavement Markings Technician
MW II -Water Service
Customer Servlce Representative -Revenue
Customer Servlce Representative -Transportation Services/Resource Management
MW II -Eastslde Recycling Center
Senior Clerk/Typist -Streets
Laboratory Technician -Wastewater
Library Assistant Ill
MW Ill -Forestry
MW II -Streets
MW Ill -Cemetery
MW 111-Parks
Senior Accounts Payable Clerk
MW Ill -Refuse
Housing Inspector Assistant
MW Ill -Water Service
Parts/Inventory Clerk -Equipment
Laboratory Technlclan -Water
Media Production Assistant
MW Ill-Government Buildings
Buyer II
Mechanic I -Equipment
Senior Englneerlng Technician
Senior library Assistant
Housing Program Assistant
Communications Technician -Cable TV
Landfill Operator
Landfill Operator-Heavy Equipment
Construction Inspector I
Housing Office Manager
Maintenance Operator -Wastewater
TPO -Wastewater Treatment
TPO-Water
Maintenance Operator -Water
Utility Bllllng Coordinator
MW Ill -Streets
MW Ill -Wastewater Collection
Mechanic II -Equipment
IT Support Specialist -library
Special Projects Inspector
Mechanic II -Transit•
MW Ill -Lead Sweeper Operator
Electrician -Traffic Engineering
MW Ill -Water Distribution
Electrician -Wastewater
library Public Relations Specialist
Electronlcs Technician -Transportation Services
Vlctlm Servlces Coordlriator
12
13
14
15
Construction Inspector II
Electronics Technician -Wastewater
Ubrarlan I
Senior MW -Forestry
Senior MW -Parks
Senior MW -Turfgrass Speclallst
Building lnspector
Recycling Coordinator
Utilities Technician -Engineering
Neighborhood Services & Code Enforcement Specialist
Senior MW -Hortlculture Specialist
Water GIS Technician
Storm Water Specialist
Climate Action Engagement Speclallst
Senior Landfill Operator-Heavy Equipment
Climate Action Analyst
Chemist
Development Regulatlon Specialist
Electronics Technician -Traffic Engineering
Family Self-Sufficiency Program Coordinator
Llbrarlan II
Mechanic Ill -Equipment (DAY)
Mechanic Ill -Equipment (EVE)
Senior Accountant-Accounting
Senior Accountant -Revenue
Survey Party Chlef
Mechanic Ill • Transit*
Senior Accountant -Payroll
Program Speclallst -Senior Center
Recreation Program Supervisor
Senior Construction Inspector
Senior MW -Streets
Senior MW -Wastewater Plant
Senior MW -Water Distribution
Senior TPO -Wastewater
Community Outreach Specialist -Senior Center
Senior TPO -Water
Network Database Speclallst -Library
Senior MW -Water Plant
Customer Service Coordinator
Senior MW -Parking & Transit*
Senior MW -Wastewater Collection
library Web Speclallst
Development Specialist-Senior Center (16)
Building Inspector II
Media Production Specialist
Associate Planner
Civil Engineer
Human Rights Investigator
Senior Librarian
Climate Action Coordinator
Historic Preservation Planner
*Transit positions
AFSCME PAY PLAN FY22 (June 27, 2021) APPENDIX C-1 Page 1
2.5% ATB
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
Custodian -Government Buildlngs $ 18,69 $ 20,96 $ 21,60 $ 22.39 $ 23.07 $ 23,88
Custodian -Library $ 1,495,20 $ 1,676.80 $ 1,728.00 $ 1,791.20 $ 1,845.60 $ 1,910.40
$ 38,875,20 $ 43,596.80 $ 44,928,00 $ 46,571.20 $ 47,985.60 $ 49,670.40
2
Cashier -Parking $ 19,26 $ 21.60 $ 22,39 $ 23.07 $ 23.88 $ 24,68
MW I -Parking $ 1,540,80 $ 1,728.00 $ 1,791,20 $ 1,845,60 $ 11910.40 $ 1,974.40
MW I -Transit $ 401060.80 $ 44,928.00 $ 46,571.20 $ 47,985,60 $ 49,670.40 $ 51,334.40
MW I · Library
Animal Center Assistant
Receptionist -Senlor Center
MW I -Pools
Communications Aide
Publlc Works Aide
Housing Receptionist
MW I -Transportation Services
3
Cashier -Revenue $ 19.91 $ 22.39 $ 23.07 $ 23,88 $ 24.68 $ 25.54
MW I -Water Customer Service $ 1,592,80 $ 1,791.20 $ 11845.60 $ 1,910.40 $ 1,974.40 $ 2,043.20
Parking Enforcement Attendant $ 41,412.80 $ 46,571.20 $ 47,985,60 $ 49,670.40 $ 51,334.40 $ 53,123.20
Scalehouse Operator
Water Services Clerk
MW 1-Water Plant
4
Account Clerk -Accounting $ 20.60 $ 23,07 $ 23.88 $ 24.68 $ 25.54 $ 26.51
MW I -Refuse $ 1,648.00 $ 1,845.60 $ 1,910.40 $ 11974.40 $ 2,043,20 $ 2,120.80
MW I -Streets $ 42,848.00 $ 47,985.60 $ 49,670.40 $ 51,334.40 $ 53,123.20 $ 55,140.80
MW II -Cemetery
Library Clerk
Anlmal Care Technician
MW I -Wastewater Treatment
MW 1-Athletic Fields
MW 1-Parks
MW I -Forestry
Communications Creative Assistant
Recreation Assistant
Development Services Assistant
Anfmal Center Assistant ll
Purchaslng Assistant
5
MW -Parks $ 21.37 $ 23,86 $ 24.55 $ 25,36 $ 26,28 $ 27,13
MW -Transportation Services $ 1,709.60 $ 1,908.80 $ 1,964.00 $ 2,028.80 $ 2,102.40 $ 2,170.40
MW -Transit $ 44,449.60 $ 49,628.80 $ 51,064.00 $ 52,748.80 $ 54,662.40 $ 56,430.40
MW -CBD
MW -Forestry
MW 1-Library
MW I -Government Bulldlngs
MW II -Horticulture
MW I! -Pools
AFSCME PAY PLAN FY22 (June 27, 2021) APPENDIX C-1 Page 2
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
6
Buyer I -Equipment $ 22.04 $ 24.68 $ 25.54 $ 26.51 $ 27.40 $ 28.35
Community Service Officer $ 1,763.20 $ 1,974.40 $ 2,043.20 $ 21120,80 $ 2,192.00 $ 2,268.00
Library Assistant I $ 45,843.20 $ 51,334.40 $ 53,123.20 $ 55,140.80 $ 56,992.00 $ 58,968.00
Mass Transit Operator
Buyer I -Purchasing
Police Records Technician
CSO -Station Master
Community Outreach Assistant
CSO -Support Services Assistant
7
library Assistant II $ 22.82 $ 25,54 $ 26.51 $ 27.40 $ 28.35 $ 29.38
MW It -Refuse $ 1,825.60 $ 2,043.20 $ 2,120.80 $ 2,192,00 $ 2,268.00 $ 2,350.40
MW II -Wastewater Treatment $ 47,465.60 $ 53,123,20 $ 55,140,80 $ 56,992.00 $ 58,968.00 $ 61,110.40
Parts/Data Entry Clerk -Transit
Program Assistant -Community Development
Operations Assistant• Senior Center
Senior Clerk/Typist• Wastewater
Housing Assistant
MW 11-Water Distribution
Anlmal Services Officer
cso -Evidence
Signs & Pavement Markings Technician
MW II -Water Service
Customer Service Representative -Revenue
Customer Service Representative• Transportation Services/Resource Management
MW II -Eastside Recycling Center
Senior Clerk/Typist• Streets
8
Laboratory Technician· Wastewater $ 23.52 $ 26.51 $ 27.40 $ 28.35 $ 29.38 $ 30.46
Library Assistant Ill $ 11881.60 $ 2,120.80 $ 2,192.00 $ 2,268,00 $ 2,350.40 $ 2,436,80
MW 111 • Forestry $ 48,921.60 $ 55,140.80 $ 56,992.00 $ 58,968.00 $ 61,110.40 $ 63,356.80
MW 11 · Streets
MW 111 -Cemetery
MW Ill -Parks
Senior Accounts Payable Clerk
MW 111 • Refuse
Housing Inspector Assistant
MW 111 • Water Service
Parts/Inventory Clerk -Equipment
Laboratory Technician• Water
Media Production Assistant
MW Ill• Government Bulldlngs
9
Buyer II $ 24.27 $ 27.13 $ 28.09 $ 29.07 $ 30.06 $ 31.15
Mechanic I · Equipment $ 1,941.60 $ 2,170.40 $ 2,247.20 $ 2,325,60 $ 2,404.80 $ 2,492,00
Senior Engineering Technician $ 50,481.60 $ 56,430.40 $ 58,427.20 $ 60,465.60 $ 62,524,80 $ 64,792.00
Senior library Assistant
Housing Program Assistant
Communications Technician -Cable TV
Landfill Operator
Landfill Operator-Heavy Equipment
Construction Inspector I
AFSCME PAY PLAN FY22 (June 27, 2021) APPENDIX C-1 Page 3
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP4 STEP 5 STEP 6
10
Housing Office Manager $ 24,96 $ 27,92 $ 28,85 $ 29,81 $ 30,87 $ 31.93
Maintenance Operator -Wastewater $ 1,996,80 $ 2,233.60 $ 2,3D8,00 $ 2,384.80 $ 2,469,60 $ 2,554.40
TPO -Wastewater Treatment $ 51,916,80 $ 58,073,60 $ 60,008,00 $ 62,004,80 $ 64,209,60 $ 66,414.40
TPO • Water
Maintenance Operator -Water
Utility BIiiing Coordinator
11
MW 111 • Streets $ 26,60 $ 29.38 $ 30.46 $ 31.70 $ 32,82 $ 34,05
MW Ill -Wastewater Collection $ 21128.00 $ 2,350.40 $ 2,436.80 $ 2,536,00 $ 2,625.60 $ 2,724,00
Mechanic ll -Equipment $ 55,328,00 $ 61,110.40 $ 63,356,80 $ 65,936,00 $ 68,265,60 $ 70,824.00
IT Support Speclallst -Library
Speclal Projects Inspector
Mechanic I! -Transit
MW Ill -Lead Sweeper Operator
Electrician -Traffic Engineering
MW Ill -Water Distribution
Electrician -Wastewater
Library Public Relations Specialist
Electronics Technician -Transportation Services
Victim Services Coordinator
12
Construction Inspector II $ 27,86 $ 30.44 $ 31.49 $ 32,65 $ 33,85 $ 34,94
Electronlcs Technician -Wastewater $ 2,228.80 $ 2,435.20 $ 2,519.20 $ 2,612.00 $ 2,708.00 $ 2,795,20
Librarian I $ 57,948,80 $ 63,315.20 $ 65,499,20 $ 67,912.00 $ 70,408,00 $ 72,675,20
Senior MW -Forestry
Senior MW -Parks
Senior MW -Turfgrass Specialist
Building Inspector
Recycling Coordinator
Utilit!es Technician -Engineering
Neighborhood Services & Code Enforcement Specialist
Senior MW -Horticulture Specialist
Water GIS Technician
Storm Water Speclallst
Cllmate Action Engagement Speclallst
Senior Landfill Operator -Heavy Equipment
Climate Action Analyst
13
Chemist $ 28,76 $ 31.70 $ 32,82 $ 34,05 $ 35.37 $ 36,67
Development Regulation Speclallst $ 2,300.80 $ 2,536.00 $ 2,625,60 $ 2,724,00 $ 2,829.60 $ 2,933.60
Electronics Technician -Traffic Engineering $ 59,820.80 $ 65,936.00 $ 68,265,60 $ 70,824.00 $ 73,569,60 $ 76,273,60
Family Self-Sufficiency Program Coordinator
Librarian II
Mechanic Ill -Equipment (DAY)
Mechanic Ill -Equipment (EVE)
Senior Accountant -Accounting
Senior Accountant -Revenue
Survey Party Chief
Mechanic 111-Transit
Senior Accountant -Payroll
AFSCME PAY PLAN FY22 (June 27, 2021) APPENDIX C·l Page 4
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
14
Program Speclallst -Senior Center $ 29,83 $ 32.82 $ 34,05 $ 35.37 $ 36.67 $ 37.85
Recreation Program Supervisor $ 21386.40 $ 21625,60 $ 2,724.00 $ 2,829.60 $ 2,933.60 $ 3,028.00
Senior Construction Inspector $ 62,046.40 $ 68,265.60 $ 70,824,00 $ 73,569.60 $ 76,273.60 $ 78,728.00
Senior MW -Streets
Senior MW -Wastewater Plant
Senior MW -Water Olstrlbutlon
Senior TPO -Wastewater
Community Outreach Specialist -Senior Center
Senior TPO -Water
Network Database Speclallst -Library
Senior MW -Water Plant
Customer Service Coordinator
Senior MW -Parking & Transit
Senior MW -Wastewater Collection
Library Web Speclallst
Development Specialist -Sen\or Center
Building Inspector II
Media Product!on Speclallst
15
Associate Planner $ 31.15 $ 34,08 $ 35.41 $ 36.74 $ 37.91 $ 39.21
Clvll Engineer $ 2,492.00 $ 2,726.40 $ 21832.80 $ 2,939.20 $ 3,032.80 $ 3,136.80
Human Rights Investigator $ 64,792.00 $ 70,886.40 $ 73,652.80 $ 76,419.20 $ 78,852,80 $ 81,556.80
Senior Librarian
Cllmate Action Coordinator
Historic Preservation Planner
AFSCME PAY PLAN FY23 (June 26, 2022) APPENDIX C-2 Page 1
2.25% ATB
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
1
Custodian -Government Buildings $ 19.11 $ 21.43 $ 22.09 $ 22,89 $ 23.59 $ 24.42
Custodian -Library $ 11528,80 $ 1,714.40 $ 1,767.20 $ 1,831.20 $ 1,887,20 $ 1,9S3,60
$ 39,748,80 $ 44,574.40 $ 45,947,20 $ 47,611.20 $ 49,067.20 $ 50,793,60
2
Cashier -Parking $ 19,69 $ 22.09 $ 22.89 $ 23,59 $ 24.42 $ 25.24
MW I -Parking $ 11575,20 $ 1J67,20 $ 1,831.20 $ 1,887.2D $ 1,953,60 $ 2,019,20
MW I -Transit $ 40,955.20 $ 45,947.20 $ 47,611.20 $ 49,067.2D $ 50,793.60 $ 52,499.20
MW I -Library
Anlmal Center Assistant
Receptionist -Senior Center
MW I -Pools
Communications Alde
Public Works Aide
Housing Receptionist
MW I -Transportation Services
3
$ 20.36 $ 22.89 $ 23.59 $ 24.42 $ 25.24 $ 26,11
Cashier• Revenue $ 1,628,80 $ 1,831.20 $ 1,887.20 $ 1,953.6D $ 2,019.20 $ 2,088.80
MW I -Water Customer Service $ 42,348.80 $ 47,611.20 $ 49,067.20 $ 50,793.60 $ 52,499,20 $ 54,308,80
Parking Enforcement Attendant
Scalehouse Operator
Water Services Clerk
MW I -Water Plant
4
$ 21.06 $ 23.59 $ 24.42 $ 25.24 $ 26.11 $ 27.11
Account Clerk -Accounting $ 1,684,80 $ 1,887.20 $ 1,953.6D $ 2,019.20 $ 2,088.80 $ 2,168.8D
MW 1 -Refuse $ 43,8D4,80 $ 49,067.20 $ 50,793.60 $ 52,499.20 $ 54,308.80 $ 56,388.80
MW I -Streets
MW II -Cemetery
Library Clerk
Animal Care Technician
MW 1-Wastewater Treatment
MW I -Athletic Fields
MW I -Parks
MW I -Forestry
Communications Creative Assistant
Recreation Assistant
Development Services Assistant
Animal Center Assistant II
Purchasing Assistant
5
$ 21.85 $ 24.40 $ 25.10 $ 25,93 $ 26.87 $ 27,74
MW II -Parks $ 1,748.00 $ 1,952.00 $ 2,008.00 $ 2,074.40 $ 2,149.60 $ 2,219.20
MW II -Transportation Services $ 45,448,00 $ 50,752.00 $ 52,208.00 $ 53,934.40 $ 55,889,60 $ 57,699.20
MW II -Transit
MW 11-CBD
MW II -Forestry
MW II -Library
MW II -Government Build!ngs
MW II -Horticulture
MW 11-Pools
APPENDIX C-2 Page 2
AFSCME PAY PlAN FY23 (June 26, 2022)
PAYGRAOE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
6
Buyer I -Equipment $ 22,54 $ 25,24 $ 26.11 $ 27,11 $ 28.02 $ 28.99
Community Service Officer $ 1,803.20 $ 2,019.20 $ 2,088,80 $ 2,168.80 $ 2,241.60 $ 2,319,20
library Assistant I $ 46,883,20 $ 52,499,20 $ 54,308.80 $ 56,388,80 $ 58,281.60 $ 60,299.20
Mass Transit Operator
Buyer I -Purchasing
Police Records Technician
CSO -Station Master
Community Outreach Assistant
CSO -Support Services Assistant
7
Library Assistant II $ 23.33 $ 26,11 $ 27,11 $ 28.02 $ 28,99 $ 30.04
MW II -Refuse $ 1,866.40 $ 2,088.80 $ 2,168,80 $ 2,241.60 $ 2,319.20 $ 2,403.20
MW II -Wastewater Treatment $ 48,526.40 $ 54,308,80 $ 56,388.80 $ 58,281.60 $ 60,299,20 $ 62,483.20
Parts/Data Entry Clerk -Transit
Program Assistant -Community Development
Operations Assistant -Senior Center
Senior Clerk/Typist -Wastewater
Houslng Asslstant
MW II -Water Distribution
Anlmal Services Officer
CSO -Evidence
Signs & Pavement Markings Technician
MW II -Water Service
Customer Service Representative -Revenue
Customer Service Representative -Transportation Services/Resource Management
MW II -Easts Ide Recycling Center
Senior Clerk/Typist -Streets
8
Laboratory Technician -Wastewater $ 24.05 $ 27.11 $ 28.02 $ 28.99 $ 30.04 $ 31.15
Library Assistant 111 $ 1,924,00 $ 2,168.80 $ 2,241.60 $ 2,319.20 $ 2,403.20 $ 2,492.00
MW Ill -Forestry $ 50,024.00 $ 56,388,80 $ 58,281.60 $ 60,299,20 $ 62,483,20 $ 64,792.00
MW II -Streets
MW Ill -Cemetery
MW Ill -Parks
Senior Accounts Payable Clerk
MW Ill -Refuse
Housing Inspector Assistant
MW Ill -Water Service
Parts/Inventory Clerk -Equipment
Laboratory Technician -Water
Media Production Assistant
MW Ill -Government Bulldlngs
9
Buyer 11 $ 24.82 $ 27,74 $ 28.72 $ 29.72 $ 30.74 $ 31,85
Mechanic I -Equipment $ 1,985.60 $ 2,219.20 $ 2,297.60 $ 2,377.60 $ 2,459,20 $ 2,548,00
Senior Engineering Technician $ 51,625,60 $ 57,699.20 $ 59,737.60 $ 61,817.60 $ 63,939.20 $ 66,248.00
Senior Library Assistant
Housing Program Assistant
Communlcatlons Technician -Cable TV
Landfill Operator
Landfill Operator -Heavy Equipment
Construction Inspector I
AFSCME PAY PLAN FY23 (June 26, 2022) APPENDIX C-2 Page 3
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
10
Housing Office Manager $ 25.52 $ 28.55 $ 29,S0 $ 30.48 $ 31.56 $ 32.65
Maintenance Operator -Wastewater $ 2,041.60 $ 2,284.00 $ 2,360.00 $ 2,438.40 $ 2,524.80 $ 2,612.00
TPO -Wastewater Treatment $ 53,081.60 $ 59,384.00 $ 61,360,00 $ 63,398.40 $ 65,644,80 $ 67,912.00
TPO -Water
Maintenance Operator -Water
Utility BIiiing Coordinator
11
MW Ill -Streets $ 27,20 $ 30.04 $ 31.15 $ 32.41 $ 33.56 $ 34,82
MW Ill -Wastewater Collectlon $ 2,176.00 $ 2,403.20 $ 2,492,00 $ 2,592.80 $ 2,684.80 $ 2,785.60
Mechanic II -Equipment $ 56,576.00 $ 62,483,20 $ 64,792.00 $ 67,412.80 $ 69,804.80 $ 72,425,60
IT Support Specialist -Library
Special Projects Inspector
Mechanic II -Transit
MW Ill -Lead Sweeper Operator
Electrician -Traffic Engineering
MW Ill -Water Distribution
Electrician -Wastewater
Library Public Relations Specialist
Electronlcs Technician -Transportation Services
Victim Services Coordinator
12
Construction Inspector II $ 28.49 $ 31.12 $ 32,20 $ 33.38 $ 34.61 $ 35.73
Electronics Technician -Wastewater $ 2,279,20 $ 2,489.60 $ 2,576.00 $ 2,670.40 $ 2,768.80 $ 2,858.40
Librarian I $ 59,259.20 $ 64,729,60 $ 66,976.00 $ 69,430.40 $ 71,988.80 $ 74,318.40
Senior MW -Forestry
Senior MW -Parks
Senior MW -Turfgrass Speclallst
Bulldlng Inspector
Recycling Coordinator
Utilities Technician -Engineering
Neighborhood Services & Code Enforcement Speclallst
Senior MW -Horticulture Specialist
Water G!S Technician
Storm Water Specialist
Climate Action Engagement Specialist
Senior Landfill Operator -Heavy Equipment
Climate Action Analyst
13
Chemist $ 29.41 $ 32.41 $ 33.56 $ 34,82 $ 36,17 $ 37.50
Development Regulatlon·specialist $ 2,352.80 $ 2,592.80 $ 2,684.80 $ 2,785.60 $ 2,893,60 $ 3,000.00
Electronics Technician -Traffic Engineering $ 61,172.80 $ 67,412.80 $ 69,804.80 $ 72,42S,60 $ 75,233,60 $ 78,000.00
Family Se!f•Sufficiency Program Coordinator
Librarian II
Mechanic 111-Equlpment (DAY)
Mechanic Ill -Equipment (EVE)
Senior Accountant -Accounting
Senior Accountant -Revenue
Survey Party Chief
Mechanic Ill -Transit
Senior Accountant -Payroll
AFSCME PAY PLAN FY23 (June 26, 2022) APPENDIX C-2 Page 4
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
14
Program Specialist -Senior Center $ 30.50 $ 33.56 $ 34.82 $ 36.17 $ 37,50 $ 38.70
Recreation Program Supervisor $ 2,440.00 $ 2,684,80 $ 2,785.60 $ 21893.60 $ 3,000.00 $ 3,096.00
Senior Construction Inspector $ 63,440.00 $ 69,804.80 $ 72,425,60 $ 75,233.60 $ 78,000.00 $ 80,496.00
Senior MW -Streets
Senior MW -Wastewater Plant
Senior MW -Water Distribution
Senior TPO -Wastewater
Community Outreach Specialist -Senior Center
Senior TPO -Water
Network Database Speclalist -library
Senior MW -Water Plant
Customer Service Coordlnator
Senior MW -Parking & Transit
Senior MW -Wastewater Collection
library Web Speclallst
Development Spec!allst -Senior Center
Buildlng Inspector II
Media P~oductlon Specialist
15
Associate Planner $ 31.85 $ 34.85 $ 36,21 $ 37.57 $ 38.76 $ 40.09
Civil Engineer $ 2,548,00 $ 2,788,00 $ 2,896.80 $ 3,005.60 $ 3,100,80 $ 3,207.20
Human Rights Investigator $ 66,248.00 $ 72,488.00 $ 75,316.80 $ 78,145.60 $ 80,620.80 $ 83,387.20
Senior Librarian
Climate Action Coordinator
Historic Preservation Planner
AFSCME PAY PLAN FY24 (June 25, 2023) APPENDIX C-3 Page 1
2.0% ATB
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
1
Custodlan -Government Buildings $ 19.49 $ 21.86 $ 22.53 $ 23.35 $ 24,06 $ 24.91
Custodian -Library $ 1,559.20 $ 1,748.80 $ 1,802.40 $ 11868,00 $ 1,924.80 $ 1,992.80
$ 40,539.20 $ 45,468,80 $ 46,862.40 $ 48,S68.00 $ 50,044.80 $ 51,812.80
2
Cashier -Parking $ 20.08 $ 22.53 $ 23,35 $ 24.06 $ 24.91 $ 25.74
MW 1-Parking $ 1,606.40 $ 1,802.40 $ 1,868.00 $ 1,924.80 $ 1,992.80 $ 2,059.20
MW l -Transit $ 41,766.40 $ 46,862.40 $ 48,568.00 $ 50,044.80 $ 51,812.80 $ 53,539.20
MW I -Library
Anlmal Center Assistant
Receptionist -Senior Center
MW I -Pools
Communications Aide
Public Works Aide
Housing Receptionist
MW I -Transportation Services
3
Cashier -Revenue $ 20,77 $ 23,35 $ 24.06 $ 24.91 $ 25.74 $ 26.63
MW J -Water Customer Service $ 1,661.60 $ 1,868.00 $ 1,924.80 $ 1,992.80 $ 2,059.20 $ 2,130.40
Parking Enforcement Attendant $ 43,201.60 $ 48,568.00 $ 50,044.80 $ 511812,80 $ 53,539.20 $ 55,390.40
Scalehouse Operator
Water Services Clerk
MW I -Water P!ant
4
Account Clerk -Accounting $ 21.48 $ 24.06 $ 24,91 $ 25.74 $ 26.63 $ 27.65
MW I -Refuse $ 1,718.40 $ 1,924.80 $ 1,992.80 $ 2,059,20 $ 2,130.40 $ 2,212.00
MW I -Streets $ 44,678.40 $ 50,044.80 $ 51,812.80 $ 53,539.20 $ 551390,40 $ 57,512.00
MW II -Cemetery
Library Clerk
Anlmal Care Technician
MW I -Wastewater Treatment
MW I -Athletic Fields
MW 1-Parks
MW 1 -Forestry
Communications Creative Assistant
Recreation Assistant
Development Services Assistant
Animal Center Assistant II
Purchasing Assistant
5
MW II -Parks $ 22.29 $ 24.89 $ 25.60 $ 26.45 $ 27.41 $ 28.29
MW II -Transportation Services $ 1,783.20 $ 1,991.20 $ 2,048.00 $ 2,116.00 $ 2,192.80 $ 2,263.20
MW 11 -Transit $ 46,363.20 $ 51,771,20 $ 53,248.00 $ 55,016.00 $ 57,012.80 $ 58,843.20
MW 11-CBD
MW II • Forestry
MW II -Library
MW II -Government Buildings
MW II -Horticulture
MW II -Pools
AFSCME PAY PLAN FY24 (June 25, 2023) APPENDIX C-3 Page 2
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
6
Buyer 1 -Equipment $ 22,99 $ 25,74 $ 26,63 $ 27,65 $ 28,58 $ 29,57
Community Servlce Officer $ 1,839,20 $ 2,059,20 $ 2,130.40 $ 2,212,00 $ 2,286.40 $ 21365.60
Library Assistant I $ 471819.20 $ 53,539,20 $ 55,390.40 $ 57,512,00 $ 59,446.40 $ 61,505,60
Mass Transit Operator
Buyer I -Purchasing
Police Records Technician
CSO -Station Master
Community Outreach Assistant
CSO -Support Services Assistant
7
library Assistant II $ 23,80 $ 26,63 $ 27,65 $ 28,58 $ 29,57 $ 30,64
MW II -Refuse $ 1,904,00 $ 2,130,40 $ 2,212,00 $ 2,286.40 $ 2,365,60 $ 2,451,20
MW II -Wastewater Treatment $ 49,504,00 $ 55,390.40 $ 57,512,00 $ 59,446.40 $ 61,505,60 $ 631731,20
Parts/Data Entry Clerk -Transit
Program Assistant -Community Development
Operations Assistant -Senior Center
Senior Clerk/Typist -Wastewater
Housing Assistant
MW II -Water Distribution
Animal Services Officer
CSO -Evidence
Signs & Pavement Markings Technician
MW II -Water Service
Customer Service Representative -Revenue
Customer Service Representative• Transportation Services/Resource Management
MW II• Eaststde Recycling Center
Senior Clerk/Typist• Streets
8
Laboratory Technician• Wastewater $ 24,53 $ 27,65 $ 28,58 $ 29.57 $ 30,64 $ 31,77
Library Assistant 111 $ 1,962.40 $ 21212,00 $ 2,286.40 $ 2,365,60 $ 2,451.20 $ 2,541.60
MW Ill • Forestry $ 51,022.40 $ 57,512,00 $ 59,446,40 $ 611S0S.60 $ 63,731.20 $ 66,081,60
MW 11 -Streets
MW l!I • Cemetery
MW 111-Parks
Senior Accounts Payable Clerk
MW Ill· Refuse
Housing Inspector Assistant
MW !II· Water Service
Parts/Inventory Clerk• Equipment
Laboratory Technic!an • Water
Media Production Assistant
MW 111 • Government Buildings
9
Buyer ll $ 25,32 $ 28,29 $ 29,29 $ 30,31 $ 31,35 $ 32.49
Mechanic I· Equipment $ 2,025,60 $ 2,263,20 $ 2,343,20 $ 2,424,80 $ 2,508,00 $ 2,599,20
Senior Engineering Technician $ 52,665,60 $ 58,843,20 $ 60,923,20 $ 63,044,80 $ 65,208,00 $ 67,579,20
Senior Library Assistant
Housing Program Assistant
Communications Technician• Cable TV
landfill Operator
landfill Operator -Heavy Equipment
Construction Inspector I
AFSCME PAY PLAN FY24 (June 25, 2023) APPENDIX C-3 Page 3
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
10
Housing Office Manager $ 26,03 $ 29,12 $ 30,09 $ 31.09 $ 32.19 $ 33,30
Maintenance Operator-Wastewater $ 2,082.40 $ 2,329.60 $ 2,407.20 $ 2,487.20 $ 2,575.20 $ 2,664.00
TPO -Wastewater Treatment $ 54,142.40 $ 60,569.60 $ 62,587.20 $ 64,667.20 $ 66,9S5.20 $ 69,264.00
TPO -Water
Maintenance Operator -Water
Utility Billlng Coordinator
11
MWIII Streets $ 27.74 $ 30.64 $ 31.77 $ 33.06 $ 34,23 $ 35.52
MW Ill -Wastewater Collect\on $ 2,219.20 $ 2,451.20 $ 2,541.60 $ 2,644,80 $ 2,738.40 $ 2,841.60
Mechanic II -Equipment $ 57,699.20 $ 63,731.20 $ 66,081.60 $ 68,764,80 $ 71,198.40 $ 73,881.60
IT Support Specialist -Library
Speclal Projects Inspector
Mechanic II -Transit
MW Ill -lead Sweeper Operator
Electrlclan -Traffic Englneerlng
MW Ill -Water Distribution
Electr!clan -Wastewater
Library Public Relations Specialist
Electrontcs Technician -Transportation Services
Victim Services Coordinator
12
Construction Inspector II $ 29.06 $ 31.74 $ 32.84 $ 34,05 $ 35,30 $ 36.44
Electronics Technlclan -Wastewater $ 2,324.80 $ 2,539,20 $ 2,627.20 $ 2,724.00 $ 2,824.00 $ 2,915.20
Librarian I $ 60,444.80 $ 66,019.20 $ 68,307.20 $ 70,824.00 $ 73,424.00 $ 75,795.20
Senior MW -Forestry
Senior MW -Parks
Senlor MW -Turfgrass Specialist
Building Inspector
Recycling Coordinator
Utilities Technician -Engineering
Neighborhood Services & Code Enforcement Specialist
Senior MW -Hortlculture Speclallst
Water GIS Technician
Storm Water Speclallst
Climate Action Engagement Specialist
Senior Landfill Operator -Heavy Equipment
Climate Action Analyst
13
Chemist $ 30.00 $ 33,06 $ 34.23 $ 35,52 $ 36,89 $ 38.25
Development Regulation Specialist $ 2,400.00 $ 2,644.80 $ 2,738.40 $ 2,841.60 $ 2,9Sl.20 $ 3,060.00
Electron\cs.Technlclan -Traffic Engineering $ 62,400.00 $ 68,764.80 $ 71,198.40 $ 73,881.60 $ 76,731.20 $ 79,560.00
Family Self-Sufficiency Program Coordinator
Librarian II
Mechanic Ill -Equipment (DAY)
Mechanic Ill -Equipment (EVE)
Senior Accountant -Accounting
Senior Accountant-Revenue
Survey Party Chief
Mechanic Ill -Transit
Senior Accountant -Payroll
AFSCME PAY PLAN FY24 (June 25, 2023) APPENDIX C-3 Page 4
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
14
Program Specialist -Senior Center $ 31.11 $ 34.23 $ 35.52 $ 36,89 $ 38.25 $ 39.47
Recreation Program Supervlsor $ 2,488.80 $ 2,738.40 $ 2,841.60 $ 2,951.2D $ 31060,00 $ 3,157.60
Senior Construction Inspector $ 64,708.80 $ 71,198.4D $ 73,881.60 $ 76,731.20 $ 79,560.00 $ 82,097.60
Senior MW -Streets
Senior MW -Wastewater Plant
Senior MW -Water Distribution
Senior TPO -Wastewater
Community Outreach Specialist -Senior Center
Senior TPO -Water
Network Database Specialist -Ubrary
Senior MW -Water Plant
Customer Service Coordinator
Senior MW -Parking & Transit
Senior MW -Wastewater Collection
Library Web Specialist
Development Specialist -Senior Center
Building Inspector 11
Media Production Specialist
15
Associate Planner $ 32.49 $ 35.55 $ 36.93 $ 38.32 $ 39,54 $ 40.89
Civil Engineer $ 2,599.20 $ 2,844,00 $ 2,954.40 $ 3,065.60 $ 3,163.20 $ 3,271.20
Human Rights Investigator $ 67,579.20 $ 73,944.00 $ 76,814.40 $ 79,705.60 $ 82,243.20 $ 85,051.20
Senior Librarian
Climate Action Coordinator
Historic Preservation Planner
AFSCME PAY PLAN FY25 (July 7, 2024) APPENDIX C-4 Page 1
2.25% ATB
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
1
Custodian -Government Buildings $ 19.93 $ 22.35 $ 23.04 $ 23.88 $ 24.60 $ 25,47
Custodian -Library $ 1,594,40 $ 1,788.00 $ 1,843.20 $ 1,910,40 $ 11968,00 $ 2,037.60
$ 41,454,40 $ 46,488.00 $ 47,923.20 $ 49,670,40 $ 51,168.00 $ 52,971,60
2
Cashier-Parking $ 2053 $ 23.04 $ 23.88 $ 24.60 $ 25,47 $ 26.32
MW I · Parking $ 1,642,40 $ 1,843.20 $ 1,910,40 $ 1,968.00 $ 2,037.60 $ 2,105.60
MW I -Transit $ 42,702,40 $ 47,923.20 $ 49,670,40 $ 51,168.00 $ 52,971,60 $ 54,745.60
MW I· Library
Animal Center Assistant
Receptionist -Senior Center
MW I -Pools
Communications Aide
Public Works Aide
Housing Receptionist
MW I -Transportation Services
3
Cashier -Revenue $ 21,24 $ 23.88 $ 24.60 $ 25,47 $ 26,32 $ 27.23
MW I -Water Customer Service $ 1,699.20 $ 1,910,40 $ 1,968.00 $ 2,037.60 $ 2,105.60 $ 21178.40
Parking Enforcement Attendant $ 44,179.20 $ 49,670,40 $ 51,168.00 $ 52,977,60 $ 54,745.60 $ 56,638,40
Scalehouse Operator
Water Services Clerk
MW I -Water Plant
4
Account Clerk -Accounting $ 21,96 $ 24.60 $ 25,47 $ 26.32 $ 27.23 $ 28.27
MW! -Refuse $ 1,756.80 $ 1,968.00 $ 2,037.60 $ 2,105.60 $ 2,178,40 $ 2,261.60
MW! -Streets $ 45,676.80 $ 51,168.00 $ 52,977.60 $ 54,745.60 $ 56,638,40 $ 58,801.60
MW !I -Cemetery
Library Clerk
Animal Care Technician
MW I -Wastewater Treatment
MW I -Athletic Fields
MW I -Parks
MW I -Forestry
Communications Creative Assistant
Recreation Assistant
Development Services Assistant
Animal Center Assistant II
Purchasing Assistant
5
MW -Parks $ 22.79 $ 25.45 $ 26.18 $ 27.05 $ 28.03 $ 28.93
MW -Transportation Services $ 1,823.20 $ 2,036.00 $ 2,094.40 $ 2,164.00 $ 2,242.40 $ 2,314.40
MW -Transit $ 47,403.20 $ 52,936.00 $ 541454.40 $ 56,264.00 $ 58,302.40 $ 60,174.40
MW · CBD
MW -Forestry
MW -Library
MW -Government Buildings
MW -Horticulture
MW -Pools
AFSCME PAY PLAN FY25 (July 7, 2024) APPENDIX C-4 Page 2
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
6
Buyer I -Equipment $ 23.51 $ 26.32 $ 27.23 $ 28,27 $ 29.22 $ 30.24
Community Service Officer $ 1,880.80 $ 2,105.60 $ 2,178.40 $ 2,261.60 $ 2,337.60 $ 2,419.20
Library Assistant I $ 48,900,80 $ 54,745.60 $ 56,638.40 $ 58,801.60 $ 60,777.60 $ 62,899.20
Mass Transit Operator
Buyer I -Purchasing
Police Records Technlclan
cso -Station Master
Community Outreach Assistant
CSO -Support Services Assistant
7
library Assistant II $ 24.34 $ V.23 $ 28.27 $ 29,22 $ 30.24 $ 31.33
MW II -Refuse $ 1,947.20 $ 2,178.40 $ 2,261.60 $ 2,337.60 $ 2,419.20 $ 21506.40
MW II -Wastewater Treatment $ S0,627,20 $ 56,638.40 $ 58,801.60 $ 60,777.60 $ 62,899.20 $ 65,166.40
Parts/Data Entry Clerk -Transit
Program Assistant -Community Development
Operations Assistant -Senior Center
Senior Clerk/Typist -Wastewater
Housing Assistant
MW II -Water Distribution
Animal Services Officer
CSO -Evidence
Signs & Pavement Markings Technician
MW II -Water Service
Customer Service Representative -Revenue
Customer Service Representative -Transportation Services/Resource Management
MW II -Eastslde Recycling Center
Senior Clerk/Typist -Streets
8
Laboratory Technician -Wastewater $ 25.08 $ 28.27 $ 29,22 $ 30.24 $ 31.33 $ 32.48
Library Assistant II! $ 2,006.40 $ 2,261.60 $ 2,337.60 $ 2,419.20 $ 2,506.40 $ 2,598.40
MW 111 • Forestry $ S2,166.40 $ 58,801.60 $ 60,777.60 $ 62,899.20 $ 65,166.40 $ 67,SS8.40
MW ll • Streets
MW Ill -Cemetery
MW Ill · Parks
Senior Accounts Payable Clerk
MW Ill· Refuse
Housing Inspector Assistant
MW Ill • Water Service
Parts/Inventory Clerk -Equipment
Laboratory Technician -Water
Media Production Assistant
MW !II -Government Bulldlngs
9
Buyer 11 $ 25,89 $ 28.93 $ 29.9S $ 30.99 $ 32.06 $ 33.22
Mechanic I -Equipment $ 2,071.20 $ 2,314.40 $ 2,396.00 $ 2,479.20 $ 2,564.80 $ 2,657.60
Senior Engineering Technician $ S3,8Sl.20 $ 60,174.40 $ 62,296.00 $ 64,459.20 $ 66,684.80 $ 69,097.60
Senior Library Assistant
Housing Program Assistant
Communications Technician -Cable TV
Landfill Operator
Landfill Operator -Heavy Equipment
Construction Inspector I
AFSCME PAY PLAN FY25 (July 7, 2024) APPENDIX C-4 Page 3
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP4 STEP 5 STEP 6
10
Housing Office Manager $ 26.62 $ 29.78 $ 30.77 $ 31.79 $ 32,91 $ 34.D5
Maintenance Operator -Wastewater $ 21129,60 $ 2,382.40 $ 2,461.60 $ 2,543.20 $ 2,632.8D $ 2,724.00
TPO -Wastewater Treatment $ 55,369.60 $ 61,942.40 $ 64,001.60 $ 66,123.20 $ 68,452.80 $ 701824,00
TPO · Water
Maintenance Operator -Water
Utlllty B!lllng Coordinator
11
MW Ill -Streets $ 28.36 $ 31.33 $ 32.48 $ 33.80 $ 35.00 $ 36,32
MW Ill -Wastewater Collection $ 2,268.80 $ 2,506.40 $ 2,598.40 $ 2,704.00 $ 2,800.00 $ 2,905.60
Meehan le ll -Equipment $ 58,988.80 $ 65,166.4D $ 67,558.40 $ 70,304.0D $ 72,800.00 $ 75,545.60
IT Support Specialist -Library
Special Projects Inspector
Mechanic II -Transit
MW Ill -Lead sweeper Operator
Electrician -Traffic Engineering
MW Ill -Water Distribution
Electrician -Wastewater
library Public Relatlons Speclalist
Electronics Technician -Transportation Services
Victim Services Coordinator
12
Construction Inspector JI $ 29.71 $ 32.45 $ 33.58 $ 34.82 $ 36.09 $ 37,26
Electronics Technician -Wastewater $ 2,376,8D $ 21596.00 $ 2,686.40 $ 2,785.60 $ 2,887,20 $ 2,980.80
Librarian I $ 61,796.80 $ 67A96.oo $ 69,846.40 $ 72,425.60 $ 75,067.20 $ 77,500.80
Senior MW -Forestry
Senior MW -Parks
Senior MW -Turfgrass Specialist
Building Inspector
Recycllng Coordinator
Utilities Technician -Englneerlng
Neighborhood Services & Code Enforcement Speciallst
Senior MW -Horticulture Speclallst
Water GlS Technician
Storm Water Specialist
Climate Action Engagement Specialist
Senior Landfill Operator -Heavy Equipment
Climate Action Analyst
13
Chemist $ 30.68 $ 33,80 $ 35.0D $ 36.32 $ 37.72 $ 39.11
Development Regulatlon Specialist $ 2,454.40 $ 2,704.00 $ 2,800.00 $ 2,905.60 $ 3,017.60 $ 3,128.80
Electronics Technician -Traffic Engineering $ 63,814.40 $ 70,304.00 $ 72,8D0.00 $ 75,545.6D $ 78,457.60 $ 81,348.80
Family Self-Sufficiency Program Coordinator
Librarian ll
Mechanic Ill -Equipment (DAY)
Mechanic Ill -Equipment (EVE)
Senior Accountant -Accounting
Senior Accountant -Revenue
Survey Party Chief
Mechanic Ill -Transit
Senior Accountant -Payroll
AFSCME PAY PLAN FY2S (July 7, 2024) APPENDIX C-4 Page 4
PAYGRADE: STEP 1 STEP 2 STEP 3 STEP 4 STEPS STEP 6
14
Program Speclallst -Senior Center $ 31.81 $ 3S.00 $ 36.32 $ 37,72 $ 39.11 $ 40.36
Recreatlon Program Supervisor $ 2,544.80 $ 2,800.00 $ 21905,60 $ 3,017.60 $ 31128.80 $ 3,228.80
Senior Construction Inspector $ 66,164.80 $ 72,800.00 $ 75,545.60 $ 78,457.60 $ 81,348.80 $ 83,948.80
Senior MW• Streets
Senior MW -Wastewater Plant
Senior MW -Water Dlstrlbutlon
Senior TPO -Wastewater
Community Outreach Specialist -Senior Center
Senior TPO -Water
Network Database Specialist -library
Senior MW -Water Plant
Customer Service Coordinator
Senior MW -Parking & Transit
Senior MW -Wastewater Collection
Library Web Specialist
Development Speclal\st -Senior Center
Building Inspector II
Media Production Specialist
15
Associate Planner $ 33,22 $ 36.35 $ 37.76 $ 39.18 $ 40.43 $ 41.81
Civil Engineer $ 21657,60 $ 2,908.00 $ 3,020.80 $ 3,134.40 $ 3,234.40 $ 3,344.80
Human Rights Investigator $ 69,097.60 $ 75,608.00 $ 78,540.80 $ 81,494.40 $ 84,094.40 $ 86,964.80
Senior Librarian
Cllmate Action Coordinator
Historic Preservation Planner
Prepared by: Karen Jennings, Human Resources Admlnistrator, 410 E. Washington St, Iowa City, IA 52240 (319) 356-5025
Resolution no. 21-111 -------
Resolution authorizing agreement between the City of Iowa City and the
Iowa City Library Board of Trustees and the American Federation of State,
County and Municipal Employees, Local #183, AFL-CIO, to be effective
July 1, 2021 through June 30, 2026.
Whereas, the City of Iowa City, Iowa, and the Iowa City Library Board of Trustees and the
American Federation of State, County, and Municipal Employees, Local #183, AFL-CIO,
(hereinafter "the Union"), through their designated bargaining representatives, have negotiated
a collective bargaining agreement (hereinafter, the "Agreement") to be effective July 1, 2021
through June 30, 2026, a copy of which Agreement is attached to this resolution and by this
reference made a part hereof; and
Whereas, the City desires to approve the Agreement, finding that it will promote efficient
municipal operations, thereby providing residents of the community with municipal services.
Now, Therefore, be it resolved by the City Council of the City of Iowa City, Iowa that:
1. The above-referenced Agreement between the City and the Union is hereby approved
by the City.
2. The Mayor is hereby authorized and directed to sign, and the City Clerk to attest, the
Agreement.
Passed and approved this 4th dayof_M~a~-----~ .
~-;µ~
Mayor ' ()
App~
City Attorney's Office
(Eric Goers -04/27/2021)
It was moved by Salih and seconded by_B_e_r=g_us ____ the Resolution be
adopted, and upon roll call there were:
Ayes:
X
X
X
X
X
X
Nays: Absent:
___ Berg us
___ Mims
___ Salih
___ Taylor
___ Teague
___ Thomas
___ Weiner