HomeMy WebLinkAbout2023-03-20 I03 Collective Bargaining AgreementAGENDA ITEM:
CITY OF WAUKEE, IOWA
CITY COUNCIL MEETING COMMUNICATION
MEETING DATE: March 20, 2023
AGENDA ITEM:Consideration of approval of a resolution approving a collective bargaining
agreement with International Brotherhood of Teamsters Local 238
FORMAT:Resolution
SYNOPSIS INCLUDING PRO & CON: During the past several weeks the City’s Labor Counsel,
Matt Brick, Police Chief, Chad McCluskey, and HR Director, Michelle
Lindsay, have negotiated with the International Brotherhood of Teamsters
Local #238 for a contract effective July 1, 2023. This unit includes full-time
Police Officers, Sergeants (based on PERB approval), and full-time civilian
positions of the Waukee Police Department.
In summary, the agreement reached is for a period of three years and reflects
the City’s desire to continue to offer a competitive salary and benefits package
as well as fair policies and practices. The City’s negotiation team agrees that
the tentative agreement with this bargaining unit was reached through a
collaborative process and represents a fair and reasonable settlement for both
parties.
FISCAL IMPACT INCLUDING COST/BENEFIT ANALYSIS:
COMMISSION/BOARD/COMMITTEE COMMENT:
STAFF REVIEW AND COMMENT: The City Administrator, Police Chief, and Human Resources
Director recommend the approval of the proposed agreement with
International Brotherhood of Teamsters Local #238. .
RECOMMENDATION: Approve the resolution.
ATTACHMENTS: I. Proposed Resolution
II. Tentative agreement
PREPARED BY:Michelle Lindsay
REVIEWED BY:
I3
THE CITY OF WAUKEE, IOWA
RESOLUTION 2023-
APPROVAL OF A COLLECTIVE BARGAINING AGREEMENT
WITH TEAMSTERS, LOCAL 238
IN THE NAME AND BY THE AUTHORITY OF THE CITY OF WAUKEE, IOWA
WHEREAS, the City of Waukee, Dallas County, State of Iowa, is a duly organized Municipal
Organization; AND,
WHEREAS, the City and the International Brotherhood of Teamsters Local 238 have engaged
in negotiations in order to reach a new collective bargaining agreement, effective July 1, 2023,
which sets forth all of the terms, conditions and obligations of the parties; AND,
WHEREAS, the agreement, including wage scales, had been lawfully and properly ratified by
the membership of the International Brotherhood of Teamsters Local #238; AND,
WHEREAS, the City Council has fully examined said agreement and has found the same to be
in the best interest of the City of Waukee and the union represented employees.
NOW THEREFORE BE IT RESOLVED by the City Council of the City of Waukee, Iowa on
this 20th day of March 2023 that the collective bargaining agreement with the International
Brotherhood of Teamsters Local 238, effective July 1, 2023 through June 30, 2026, is herby
approved.
____________________________
Courtney Clarke, Mayor
Attest:
___________________________________
Rebecca D. Schuett, City Clerk
RESULTS OF VOTE: AYE NAY ABSENT ABSTAIN
Anna Bergman Pierce
R. Charles Bottenberg
Chris Crone
Larry R. Lyon
Ben Sinclair
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City of Waukee
And
Teamsters Local 238
Affiliated with International
Brotherhood of Teamsters
July 1, 2023, to June 30, 2026
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INDEX
Article 1 – Intent and Purpose 3
Article 2 – Recognition 4
Article 3 – Definitions 4
Article 4 – Non-Discrimination in Employment 5
Article 5 – No Strike / No Lockout 5
Article 6 – Seniority 6
Article 7 – Grievance Procedure 7
Article 8 – Impasse Procedure 10
Article 9 – Health and Safety 10
Article 10 – Hours of Work 11
Article 11 – Overtime and Special Assignment Pay 12
Article 12 – Leaves of Absence 13
Article 13 – Vacations 16
Article 14 – Holidays 17
Article 15 – Shift Bidding 18
Article 16 – Wages 18
Article 17 – Insurance 19
Article 18 – Finality and Effect 20
Article 19 – Duration of Agreement 20
Appendix A – Wages 21
Appendix B – Longevity & Educational Incentive 22
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PREAMBLE
This agreement is entered into by the City of Waukee, Iowa, hereafter
referred to as the Employer, and Teamsters Local 238, Affiliated with
International Brotherhood of Teamsters, hereinafter referred to as the Union.
ARTICLE 1 – INTENT AND PURPOSE
SECTION 1. The Employer and the Union agree to the necessity of providing
the most efficient and highest quality of services to the citizens of the City of
Waukee.
SECTION 2. The Employer and the Union further agree that it is their mutual
intent to promote harmonious and cooperative relationships between the
parties to this agreement and to assure the effective operation of the Police
Department of the City of Waukee, Iowa.
SECTION 3. Public employers shall have, in addition to all powers, duties,
and rights established by constitutional provision, statute, ordinance, charter,
or special act, the exclusive power, duty, and the right to: (1) Direct the work
of its public Employees; (2) Hire, promote, demote, transfer, assign and
retain public Employees in positions within the public agency; (3) Suspend
or discharge public Employees for proper cause; (4) Maintain the efficiency
of governmental operations; (5) Relieve public Employees from duties
because of lack of work or for other legitimate reasons; (6) Determine and
implement methods, means, assignments and personnel by which the public
employer's operations are to be conducted; (7) Take such actions as may be
necessary to carry out the mission of the public employer; (8) Initiate,
prepare, certify and administer its budget; and (9) Exercise all powers and
duties granted to the public employer by law.
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ARTICLE 2 – RECOGNITION
SECTION 1. The Employer recognizes the Union as the sole and exclusive
bargaining representative for covered full-time Employees of the City of
Waukee Police department within the bargaining unit as certified by the Iowa
Public Employment Relations Board for the purpose of negotiating any items
within the scope of bargaining.
Including: Full-time Police Officers, Sergeants (based on PERB approval),
and Full-time Civilian positions of the Waukee Police Department.
Excluding: Police Chief, Lieutenants, Sergeants, Confidential Secretary,
part-time employees, and all others prohibited by the Iowa Public Employees
Act.
ARTICLE 3 – DEFINITIONS
SECTION 1. "Employee" means a person whose job category is included in
the bargaining unit.
SECTION 2. "Employer" means the City of Waukee.
SECTION 3. "Probationary Employee” means a sworn Employee who has
not completed one (1) year of continuous service with the Employer, or a
non-sworn Employee who has not completed six months (6 months) of
continuous service.
SECTION 4. "Regular Employee" means an Employee who has completed
the probationary period.
SECTION 5. "Full-time Employee" means an Employee who is regularly
scheduled to work 2,080 hours per year or more.
SECTION 6. "Part-time Employee" means a person who is regularly
scheduled for less than 2,080 hours per year, and whose employment is
scheduled to last more than six (6) months. Part-time Employees are not
covered under this contract.
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SECTION 7. "Temporary Employee" means a person who is scheduled to
work for six (6) months or less. Temporary Employees are not covered under
this contract.
SECTION 8. "Act" means the Iowa Public Employment Relations Act as it
may be amended from time to time.
SECTION 9. "Department Head" means a person designated by the City
Council as the highest supervisor in a department of the City of Waukee.
ARTICLE 4 – NON-DISCRIMINATION IN EMPLOYMENT
The Employer and Union agree to comply with any applicable non-
discrimination in employment laws.
There shall be no discrimination in employment by the Employer or the Union
toward any employee as to hiring or termination, wages, training, promotion,
transfer, layoff, discipline, membership in, or non-membership in, the Union
or otherwise because of race, creed, color, national origin, sex, age, religion
or physical disability; nor will there be any effort or attempt to cause such
discrimination. The parties will not discriminate against an employee
because of an employee’s support, or non-support, or participation, or non-
participation, in Union affairs and/or activities.
All references to Employees in the Agreement designate both sexes, and
wherever the male gender is used, it shall be construed to include male and
female employees.
ARTICLE 5 – NO STRIKE / NO LOCKOUT
Neither the Union, its officers or agents, nor any of the Employees covered
by this Agreement will engage in, encourage, sanction, support or suggest
any strike, slow down, mass resignation, mass absenteeism or the
abstinence in whole or in part of the full, faithful and proper performance of
the duties of employment for the purposes of inducing, influencing or
coercing a change in the conditions or compensation or the rights, privileges
or obligations of employment. Any Employee who violates any provision(s)
of this article may be immediately discharged or otherwise disciplined.
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The Employer will not engage in any "lock-out" activity of the Employees in
this unit.
ARTICLE 6 – SENIORITY
SECTION 1. "Seniority" means the length of continuous full-time
employment of an Employee in the bargaining unit beginning from the
Employee's most recent date of hire as determined by the Employee's first
day of work. Seniority shall not include any period in excess of thirty (30)
consecutive calendar days during which an Employee was on an unpaid
leave of absence, except where required by law.
SECTION 2. In the event two (2) Employees have the same original date of
employment, seniority of one as against the other shall be determined by the
last four (4) digits of the social security number with the Employee having
the lower last four (4) digits of the social security number being considered
as having the greater seniority.
SECTION 3. An Employee shall lose their length of service and the
employment relationship shall be broken and terminated for any of the
following reasons:
A. Employee resigns.
B. Employee is discharged.
C. Employee engages in other work while on leave of absence or gives a
false reason for obtaining a leave of absence.
D. Employee fails to report to the department head, or designee, within
eight (8) hours of the Employee's normal work starting time unless
evidence, satisfactory to the department head, or designee, is
submitted establishing that the Employee was physically unable to give
timely notice.
E. Employee fails to report to work at the end of a leave of absence.
F. Employee is on layoff for a period of one year or length of service,
whichever is less; or
G. Employee retires.
SECTION 4. The Employer will be required to apply seniority as provided in
this agreement.
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SECTION 5. The Employer shall prepare and post seniority lists for each job
classification. The lists shall be updated annually and contain each
Employee's name, classification, and seniority date. A copy of the seniority
list shall be furnished to the local Union at the time of posting. The seniority
order posted shall be effective until the next list is posted. Employees shall
have thirty (30) days in which to appeal their seniority date after which time
the seniority date shall be presumed correct.
ARTICLE 7 – GRIEVANCE PROCEDURE
SECTION 1.
A. Grievance: A grievance is a claim by an Employee, a group of
Employees or the Union that there has been a violation,
misinterpretation, or misapplication of any provision of this agreement.
B. Aggrieved Person: An "Aggrieved Person" is the person, persons or
the Union making the complaint.
SECTION 2. The purpose of this procedure is to secure, at the lowest
possible level, equitable solutions to the problems affecting Employees and
the Employer that may from time to time arise. Both parties agree that these
proceedings will be kept as informal and confidential as may be appropriate
at any level of the procedure.
SECTION 3.
A. Time Limits:
1. The number of days indicated at each level should be considered
maximum, and every effort should be made to expedite the
process. The time limits specified may, however, be adjusted by
mutual agreement.
2. The failure of an Employee to act on any grievance within the
prescribed time limits shall halt any further appeal, and the
Employer's failure to give a decision within the time limits shall
permit the grievant to proceed to the next step.
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3. Barring arbitration, it is agreed that any investigation or other
handling or processing of any grievance by the grieving person
or persons shall be conducted so as to result in no interference
with or any interruption whatsoever of the City's programs and
assigned duties of the grieving Employee or of the staff.
B. Step One - Immediate Supervisor (Informal):
The Employee shall take up the grievance or dispute with the
Employee’ s supervisor within seven (7) calendar days of the
date of the grievance or the Employee’ s knowledge of its
occurrence. The supervisor shall respond verbally to the
Employee within seven (7) calendar days.
C. Step Two - Department Head (Formal):
If there is no response from the supervisor or the grievance has
not been settled, it shall be presented in writing by the Employee
to the department director within seven (7) calendar days of the
supervisor’s response to step 1, or within seven (7) calendar
days of the expiration of the timeframe for the immediate
supervisor to respond if no response has been received. The
department director shall respond in writing to the Employee
within fourteen (14) calendar days.
D. Step Three- City Administrator:
If there is no response from the department director or the
grievance has not been settled, it shall be presented in writing by
the Employee to the City Administrator within seven (7) calendar
days after the department director’ s response, or within seven
(7) calendar days of the expiration of the timeframe for the
department director to respond if no response has been
received. The City Administrator or designee will meet with the
aggrieved employee within thirty (30) calendar days after receipt
of the grievance to discuss and attempt to resolve the grievance.
Following this meeting, the written decision of the City
Administrator or designee will be returned to the grievant within
fourteen (14) calendar days.
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E. Step Four – Arbitration:
If not resolved at Step 3, or if no written decision has been
received by the Employee within fourteen (14) calendar days of
meeting with the City Administrator or designee, the grievance
may be submitted to arbitration within twenty (20) calendar days
by submitting written notice to the City Administrator. Such notice
shall specify the sections of the Agreement alleged to have been
violated. The parties shall promptly meet to attempt to agree on
an arbitrator. If they are unable to agree, they will jointly request
the Iowa Public Employment Relations Board to submit to the
parties a list of seven (7) arbitrators, from which list the parties
shall select one (1) arbitrator. Such selection shall be by
agreement, if possible; otherwise, by the parties alternately
eliminating names from the list, with the moving party striking
first. After each party has eliminated the names of three (3)
arbitrators from the list, the arbitrator whose name remains on
the list shall be accepted by both parties as the arbitrator to hear
and decide the pending case.
Grievance awards and settlements shall not be made retroactive
beyond the date on which the grievance was presented in written
format in Step 2. If a grievance is not presented within the
specified time limits, it shall be considered waived. If a grievance
is not appealed within the specified time limits, it shall be
considered settled on the basis of the Employer’s last answer. If
a grievance is not timely answered by the Employer at Step 2, it
will automatically be referred to Step 3.
The arbitrator shall have no power to change, alter, ignore,
nullify, detract from or add to the provisions of this Agreement.
The arbitrator’s decisions shall be final and binding on both
parties.
All grievance and arbitration meetings under this Article are to be
held in private and are not open to the public.
The time limits at any step in the grievance and arbitration
procedure may be extended on a specific case basis, upon
mutual agreement of the Union and Employer.
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If the Employee files any claims or complaint in any forum other
than under the grievance procedure of this Agreement, then the
Employer shall not be required to process the same claim or set
of facts through the grievance procedure.
SECTION 4. Any Aggrieved Person may be represented at any level of the
grievance procedures by himself/herself or at their option, with a
representative selected or approved by the Union. The Employer and the
Union will share equally any joint costs of the arbitration procedure, such as
the fees and expenses of the arbitrator and the costs of the hearing room
and transcript. Any other expenses shall be paid by the party incurring them.
SECTION 5. The parties acknowledge that discipline and discharge of
Employees is not governed by this Agreement and, therefore, any dispute
regarding discipline or discharge of Employees is not a "grievance" subject
to this Article; however, upon written notice by an Employee who has been
disciplined or discharged, a Department Head may have an informal meeting
with the Employee, and a Union representative if the Employee so elects, to
discuss said discipline or discharge. Such written notice will be submitted
within thirty (30) calendar days of the date of the discipline or discharge.
ARTICLE 8 – IMPASSE PROCEDURE
The parties shall utilize the statutory impasse procedure set forth in the Act
and currently set forth in Iowa Code Sections 20.20 through 20.22.
ARTICLE 9 – HEALTH AND SAFETY
SECTION 1. The Employer and Employees agree to comply with all
occupational safety and health standards and regulations as adopted by the
State of Iowa and Federal Occupational Safety and Health Administrations
and Departments of Labor, as well as any other federal, state, and local
agencies.
SECTION 2. The Employer agrees to furnish and maintain in safe working
condition all tools and equipment required to carry out the duties of each
position. Employees are responsible for reporting any unsafe condition or
practice, and for properly using and caring for the tools and equipment
furnished by the Employer.
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ARTICLE 10 – HOURS OF WORK
SECTION 1. The Employer has the right to develop work schedules, and
designate regular work shifts with each work shift having a regular starting
and quitting time. Except in an emergency, the Employer will give two (2)
weeks' notice prior to any shift change.
For the purpose of this Article, shift change means a change to an
Employee's regularly scheduled work period. Shift change includes moving
from a designated shift to another shift (i.e., days to nights) or a change in
shift hours (i.e., 8-hour shifts to 10-hour shifts). Shift change does not include
overtime work.
The Employer shall have the right to change the work schedule and call
Employees to come to work to efficiently meet the operational needs of the
Employer. An Employee who is called to work by the Employer shall be paid
a minimum of one (1) hour of pay. Members of the Police Department
appearing in person at the courthouse or by telephone on behalf of the
Employer while not on duty for the Employer shall receive a minimum of two
(2) hours of pay.
SECTION 2. The basic workweek for members of the Police Department,
other than civilian and clerical staff, shall be a combination of shifts (8-hour,
10-hour, 12-hour shifts) as agreed upon, Sunday through Saturday inclusive.
The daily tour may consist of fifteen (15) minutes prior to the assigned daily
tour for roll call, eight (8) hours regular duty, and fifteen (15) minutes after
the assigned daily tour for report completion.
The basic workweek for civilian and clerical staff of the Police Department
shall be any assigned forty (40) hours in one (1) calendar week, Sunday
through Saturday inclusive. Weekly assignments may consist of five (5) daily
tours of eight (8) hours with two (2) consecutive days off.
Overtime will be paid according to Article 11 of this agreement.
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For schedule purposes and purposes of wage administration, all tours shall
be considered as falling within the calendar day on which the tour
commences, except on holidays, when actual hours worked on the holiday
will count toward that day, not the entire tour.
SECTION 3. Full-time police civilian and clerical staff will receive a one (1)
hour uninterrupted, unpaid lunch break. Lunch breaks may be interrupted for
emergency needs.
Full-time Police Department Employees, other than civilian and clerical staff,
will receive a thirty (30) minute paid lunch period, which is subject to
interruption.
Employees will be permitted to trade shifts in the same pay period, subject
to the approval of the Employer.
SECTION 4. An Employee may take a fifteen (15) minute paid rest break
during the middle of the first half of his/her shift, and another fifteen (15)
minute paid rest break during the middle of the second half of his/her shift.
Break time is to be in keeping with the Employee's assigned work schedule.
Breaks shall not be taken within the first two (2) hours of a shift, or within the
last one (1) hour of a shift without approval of the Employee’s immediate
supervisor.
SECTION 5. Employees shall be paid wages for actual hours worked.
ARTICLE 11 – OVERTIME AND SPECIAL ASSIGNMENT PAY
SECTION 1. Overtime of full-time employees, other than civilian and clerical
staff, shall be defined as all work performed in excess of an Employee’s
regularly scheduled shift (i.e., 8-hours, 8.5 hours, 10-hours, or 12-hours).
Overtime of civilian and clerical staff of the police department shall be any
hours performed in excess of forty (40) hours in one (1) calendar week.
Vacation time and holidays shall be counted as time worked for computing
overtime. Sick leave will not be included in any calculation for overtime.
SECTION 2. GTSB, contractual off-duty work, and off-duty assignments
reimbursed by the host / organizer are always paid at a rate of one and one
half (1 ½) the Employee’s straight time hourly rate.
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The overtime rate of pay for all Employees shall be calculated at one and
one-half (1 ½) of the Employee's regular hourly rate of pay. Overtime shall
be computed to the nearest quarter (1/4) hour for payment.
Overtime may be added to the Employee’s vacation bank, up to a maximum
accrual of 200 hours, or paid in cash.
Except for emergencies, any work in excess of the normal work period must
be approved in advance by the employee’s immediate supervisor.
SECTION 3. An Employee required to be on-call for the Employer so that
the on-call time restricts that Employee's movement, requires immediate
response to the City, or limits the Employee's off time activity shall be paid
one (1) payment of six (6) hours per week at the regular rate of pay.
SECTION 4. An employee assigned as a Field Training Officer (FTO) will be
paid one (1) hour at their regular pay rate for each shift they are engaged in
training a new officer.
SECTION 5. Officers assigned to the Investigations Division as a Detective
will receive an additional $0.50 per hour in addition to their regular rate of
pay.
SECTION 6. The Employer agrees to only implement a residency
requirement for jobs where response time is an essential function of the
position and/or mandated by law.
ARTICLE 12 – LEAVES OF ABSENCE
SECTION 1. Full-time Employees shall accrue paid sick leave at the rate of
3.69 hours per pay period up to a maximum of 720 hours.
SECTION 2. Sick leave may be used by an Employee when the Employee
is medically unable to perform the duties of their job due to illness or injury,
or when the Employee is required to care for an ill or injured immediate family
member. Sick leave may also be used, when approved in advance, except
in an emergency, for dental, surgical, medical or optical examinations or
treatment, or for city wide wellness related programs. The Employer may
require a physician's written statement to verify sick leave usage.
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For the purpose of sick leave, immediate family shall be defined as the
Employee's parents, spouse, child, brother, sister, son-in-law, daughter-in-
law, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandparent,
grandchild, grandparent and / or grandchild of the employee’s spouse, or a
step relative for the above listing.
When an employee is injured on the job and the Employee's physician
advises in writing that an Employee is cleared to perform light duty, the
Employer shall provide, if it determines there is one available, a light duty
position within the limits prescribed by the physician.
SECTION 4. An Employee's failure to report to work immediately at the
conclusion of any leave of absence, whether with or without pay, shall be
considered a resignation, unless the department head approves the
Employee's reason for failure to timely report.
SECTION 5. If an Employee is off work due to a worker's compensation injury
or illness, the Employee will be able to use accrued vacation or sick time to
supplement worker's compensation benefits.
SECTION 6. An Employee must notify his or her direct supervisor no later
than one (1) hour before the beginning of the Employee's regular workday
for an absence to be charged as sick leave. If the Employee fails to report
an absence within this time, the Employee may be charged with an unpaid
and unauthorized absence. An Employee who returns to work after a sick
leave absence shall report the return to the direct supervisor.
SECTION 7. If a regular full-time employee is called to jury duty, upon
providing proof of such duty, the City will continue to pay the Employee’s
regular wages or salary for jury duty which results in the Employee needing
time off of their normally scheduled shift to attend jury duty. Jury duty is not
paid if jury duty is required during the Employee’s normally scheduled time
off. In addition, the Employee is allowed to keep any compensation received
from the court system for their jury duty. If released and two or more hours
remain in the Employee’s normal workday, the Employee will need to return
to work.
SECTION 8. Employees shall be granted military leave of absence in
accordance with the laws of the United States and the State of Iowa.
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SECTION 9. Each Regular full-time Employee shall be eligible for a paid
leave of absence up to three (3) days for a death in the Employee's
immediate family.
For the purpose of bereavement leave, immediate family shall be defined as
the Employee's parents, spouse, child, brother, sister, son-in-law, daughter-
in-law, mother-in-law, father-in-law, brother-in-law, sister-in-law,
grandparent, grandchild, grandparent and / or grandchild of the employee’s
spouse, or a step relative for the above listing.
Only days absent which would have been regular workdays will be paid.
Payment shall be made on the basis of the Employee's normal workday pay.
SECTION 10. Regular full-time Employees may request unpaid leaves of
absence when it is necessary to be absent from work. Requests for unpaid
leave of absence must be approved by the department head and approval is
contingent upon the Employee's reason for the absence, the workload of the
department and the Employee's attendance record. While on unpaid leave,
benefits including vacation leave, sick leave, holidays, or other forms of
indirect compensation will not accrue.
SECTION 11. Employees who are eligible may apply for FMLA leave as set
out in the City's FMLA policy.
SECTION 12. Upon an Employee’s separation of service in good standing,
and if the Employee is taking a bona fide retirement from IPERS, or upon
his/her death, the City will pay thirty (30) percent of the Employee’s accrued,
unused sick leave balance, up to a maximum of 216 hours to a health
reimbursement arrangement account. There shall be no payout of any sick
leave balance for Employees who involuntarily terminate or resign in lieu of
termination.
SECTION 13. If an Employee's sick leave account becomes exhausted, an
Employee may charge sick leave against earned vacation time to the extent
that it has accrued.
SECTION 14. Any Employee required to work for all the hours during which
the polls are open on an election day shall be given sufficient time off with
pay to vote.
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ARTICLE 13 – VACATIONS
SECTION 1. Full-time regular and probationary Employees will accrue
vacation leave on a per pay period basis in accordance with the following
schedule:
Years of Service Accrual Per Pay Period
1st through 4th year of continuous service 3.08 hours
5th through 9th year of continuous service 4.62 hours
10th through 14th year of continuous service 6.15 hours
15th year of continuous service 6.46 hours
16th year of continuous service 6.77 hours
17th year of continuous service 7.08 hours
18th year of continuous service 7.38 hours
19th year of continuous service 7.69 hours
Employees may accrue a maximum of 200 hours of vacation time.
SECTION 2. Vacation leave may be used no sooner than the next pay
period after leave is earned, and upon advanced approval from the
Employee’s direct supervisor. Scheduling of vacation shall be at the
discretion of the department head or designee. Employees shall request
vacation time, in writing, at least thirty days in advance. Requests for
vacation time made more than six (6) months in advance shall be granted on
a seniority basis. Requests made six (6) months or less before the requested
date shall be granted on a first come, first served basis. The department
head may disapprove of or require the Employee to reschedule a vacation
request if such request is not consistent with the efficient operation of the
department.
SECTION 3. Vacation pay shall be paid at the Employee's regular rate of
pay. Accrued but unused vacation pay will be paid upon termination of
employment. In the case of death of an Employee, accrued but unused
vacation time shall be paid to the Employee's estate.
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SECTION 4. If an Employee is required to appear in court in connection with
a matter arising in the course of the officer's employment during a time when
the officer is on vacation status, and the officer has requested that the matter
be continued without success, the officer shall be paid for both the hours
worked and the vacation day. The hours shall be paid at the Employee's
regular rate of pay.
An Employee may not schedule more than two (2) consecutive weeks of
vacation without special permission of the department head.
ARTICLE 14 – HOLIDAYS
SECTION 1. Full-time regular Employees shall receive ten (10) paid
holidays, and two (2) floating holidays totaling sixteen (16) hours. The paid
holidays are:
New Year’s Day Veterans Day
Presidents Day Thanksgiving Day
Memorial Day Friday After Thanksgiving Day
Independence Day Christmas Eve Day
Labor Day Christmas Day
SECTION 2. Holidays are to be paid at eight (8) hours of straight time pay.
When holidays fall on a Saturday, the preceding Friday shall be celebrated
as the holiday; when a holiday falls on a Sunday, the following Monday shall
be celebrated as the holiday. However, if Christmas Eve Day falls on a
Sunday, the holiday will be celebrated on the following Tuesday.
SECTION 3. To be eligible for holiday pay, an Employee must have worked
the last full scheduled workday immediately before, and the first full
scheduled workday immediately after, the holiday or been on approved
leave. The Employee shall be considered to have met the requirements of
approved leave for holiday pay if he or she is absent for either or both
workdays due to a leave agreed upon under this agreement with supervisor
approval or who has prior supervisory approval to be absent. If an Employee
is absent due to an unpaid leave, or layoff, they are not eligible for holiday
pay.
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SECTION 4. A premium rate of pay of one and one-half (1 1/2) an
Employee's base hourly rate shall be paid for all time worked on an actual
holiday. This shall be in addition to the Employee's holiday pay and does not
include days other than the actual holiday (i.e., alternative dates holidays are
recognized).
ARTICLE 15 – SHIFT BIDDING
SECTION 1. Shift Bidding will occur two times each calendar year, and the
shift bids will go into effect in January and July of each calendar year.
Employees shall submit requests for a shift bid to their Division Commander
annually in November.
SECTION 2. A Police Department Employee may request a change in shift
by filing with the Chief's office prior to the announcement of specific
vacancies. In the event of an opening or a regular shift change, the Chief will
review the previously filed requests giving consideration to: 1) ability to
perform as determined by the Chief; and 2) seniority. Such requests must be
limited to shift preferences and not to particular districts or duties. Transfer
requests will be given fair and equal consideration by the Chief and will not
be unreasonably denied, however, the Chief's determination shall be final.
ARTICLE 16 – WAGES
SECTION 1. New hires in all job classifications may be given credit for prior
experience and shall not be hired above Step 4 of the current wage matrix.
SECTION 2. As of the effective date of this contract, a new wage matrix will
go into effect as outlined in Appendix A.
SECTION 3. The Employer shall continue to implement the longevity pay
schedule set out as Appendix B to this agreement.
SECTION 4. Employees will receive any appropriate step increase at the
beginning of each fiscal year. Employees will move through the steps
defined on the “Appendix A – Wages” matrix on an annual basis, with new
steps going into effect the payroll cycle which includes July 1. Newly hired
employees will receive any applicable step increase as outlined in their offer
of employment until they complete one full year of employment.
Page 19 of 22
SECTION 5. Employees will be paid bi-weekly, consistent with current
practice.
ARTICLE 17 – INSURANCE
SECTION 1. The Employer shall provide group health insurance coverage
comparable to existing coverage as agreed in bargaining (including dental
and vision coverage).
For the duration of the contract, Employees shall pay as follows for health
insurance coverage:
1. 15% of the cost of the premium for Wellness Participants
2. 30% of the cost of the premium for Non-Wellness Participants.
The Employer will notify the Employees of the insurance renewal rates as
soon as available.
SECTION 2. To be eligible for insurance coverage, an Employee must be
full-time. A full-time Employee is eligible for group health insurance coverage
the first of the month following date of hire.
SECTION 3. The Employer shall provide each full-time Employee with term
life insurance coverage in the amount of $50,000, with an additional $50,000
coverage for accidental death and dismemberment. A full-time Employee is
eligible for term life insurance coverage the first of the month following date
of hire. The cost of the coverage shall be paid by the Employer.
SECTION 4. The Employer shall maintain long-term disability coverage as
presently provided for each full-time Employee. A full-time Employee is
eligible for long-term disability insurance coverage the first of the month
following date of hire. The cost of the coverage shall be paid by the
Employer.
SECTION 5. Any Employee who has exhausted paid sick leave, earned
vacation leave and FMLA leave, and is still unable to return to full-time work
shall pay the cost of the group health, dental and vision insurances described
in this Article effective the first of the month following the exhaustion of the
above leave time. This provision shall apply to both work-related and non-
work-related injuries or illnesses.
Page 20 of 22
SECTION 6. The City will maintain a flexible spending (i.e., cafeteria) plan
with each Employee funding their individual spending accounts.
ARTICLE 18 – FINALITY AND EFFECT
THIS AGREEMENT constitutes the entire agreement between the parties
and concludes collective bargaining for its term.
The parties acknowledge that during the negotiations which resulted in this
agreement, each had the unlimited right and opportunity to make demands
and proposals with respect to any subject not removed by applicable law
from the area of collective bargaining, and that the understandings and
agreements arrived at by the parties after the exercise of that right and
opportunity are set forth in this Agreement. Therefore, the Union, for the life
of this Agreement, voluntarily and unqualifiedly waives any right which might
otherwise exist to negotiate over any matter during the term of the
Agreement, and agrees that the Employer shall not be obligated to bargain
collectively with respect to any subject or matter not specifically referred to
or covered by this Agreement, even though such subject or matter may not
have been within the knowledge or contemplation of either or both of the
parties at the time they negotiated this Agreement.
ARTICLE 19 – DURATION OF AGREEMENT
THIS AGREEMENT shall be effective from July 1, 2023, and shall continue
in effect until June 30, 2026.
CITY OF WAUKEE TEAMSTERS LOCAL #238
By:_________________________ By:_________________________
Page 21 of 22
APPENDIX A – WAGES
At the start of the 2023/2024 fiscal year, employees will receive an across-
the-board wage increase of eight percent (8.0%).
At the start of 2024/2025 fiscal year, employees will receive an across-the-
board wage increase of five percent (5.0%).
At the start of 2025/2026 fiscal year, employees will receive an across-the-
board wage increase of five percent (5.0%).
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
P14 Police Officer $61,608.00 $64,072.00 $66,635.00 $69,300.00 $72,072.00 $74,955.00 $77,953.00 $81,072.00 annually
Police Officer - Crisis Intervention $29.62 $30.80 $32.04 $33.32 $34.65 $36.04 $37.48 $38.98 hourly
P12 Non-Certified Police Officer $56,960.00 $59,238.00 $61,608.00 $64,072.00 $66,635.00 $69,300.00 $72,072.00 $74,955.00 annually
$27.38 $28.48 $29.62 $30.80 $32.04 $33.32 $34.65 $36.04 hourly
P10 Evidence Technician $52,663.00 $54,769.00 $56,960.00 $59,238.00 $61,608.00 $64,072.00 $66,635.00 $69,300.00 annually
$25.32 $26.33 $27.38 $28.48 $29.62 $30.80 $32.04 $33.32 hourly
P9 Records Technician $50,637.00 $52,663.00 $54,769.00 $56,960.00 $59,238.00 $61,608.00 $64,072.00 $66,635.00 annually
$24.34 $25.32 $26.33 $27.38 $28.48 $29.62 $30.80 $32.04 hourly
P14 Police Officer $66,536.64 $69,197.76 $71,965.80 $74,844.00 $77,837.76 $80,951.40 $84,189.24 $87,557.76 annually
Police Officer - Crisis Intervention $31.99 $33.27 $34.60 $35.98 $37.42 $38.92 $40.47 $42.09 hourly
P12 Non-Certified Police Officer $61,516.80 $63,977.04 $66,536.64 $69,197.76 $71,965.80 $74,844.00 $77,837.76 $80,951.40 annually
$29.57 $30.76 $31.99 $33.27 $34.60 $35.98 $37.42 $38.92 hourly
P10 Evidence Technician $56,876.04 $59,150.52 $61,516.80 $63,977.04 $66,536.64 $69,197.76 $71,965.80 $74,844.00 annually
$27.34 $28.44 $29.57 $30.76 $31.99 $33.27 $34.60 $35.98 hourly
P9 Records Technician $54,687.96 $56,876.04 $59,150.52 $61,516.80 $63,977.04 $66,536.64 $69,197.76 $71,965.80 annually
$26.29 $27.34 $28.44 $29.57 $30.76 $31.99 $33.27 $34.60 hourly
P14 Police Officer $69,863.47 $72,657.65 $75,564.09 $78,586.20 $81,729.65 $84,998.97 $88,398.70 $91,935.65 annually
Police Officer - Crisis Intervention $33.59 $34.93 $36.33 $37.78 $39.29 $40.86 $42.50 $44.20 hourly
P12 Non-Certified Police Officer $64,592.64 $67,175.89 $69,863.47 $72,657.65 $75,564.09 $78,586.20 $81,729.65 $84,998.97 annually
$31.05 $32.29 $33.59 $34.93 $36.33 $37.78 $39.29 $40.86 hourly
P10 Evidence Technician $59,719.84 $62,108.05 $64,592.64 $67,175.89 $69,863.47 $72,657.65 $75,564.09 $78,586.20 annually
$28.71 $29.86 $31.05 $32.29 $33.59 $34.93 $36.33 $37.78 hourly
P9 Records Technician $57,422.36 $59,719.84 $62,108.05 $64,592.64 $67,175.89 $69,863.47 $72,657.65 $75,564.09 annually
$27.61 $28.71 $29.86 $31.05 $32.29 $33.59 $34.93 $36.33 hourly
P14 Police Officer $73,356.65 $76,290.53 $79,342.29 $82,515.51 $85,816.13 $89,248.92 $92,818.64 $96,532.43 annually
Police Officer - Crisis Intervention $35.27 $36.68 $38.14 $39.67 $41.26 $42.91 $44.62 $46.41 hourly
P12 Non-Certified Police Officer $67,822.27 $70,534.69 $73,356.65 $76,290.53 $79,342.29 $82,515.51 $85,816.13 $89,248.92 annually
$32.60 $33.91 $35.27 $36.68 $38.14 $39.67 $41.26 $42.91 hourly
P10 Evidence Technician $62,705.83 $65,213.45 $67,822.27 $70,534.69 $73,356.65 $76,290.53 $79,342.29 $82,515.51 annually
$30.14 $31.35 $32.60 $33.91 $35.27 $36.68 $38.14 $39.67 hourly
P9 Records Technician $60,293.48 $62,705.83 $65,213.45 $67,822.27 $70,534.69 $73,356.65 $76,290.53 $79,342.29 annually
$28.99 $30.14 $31.35 $32.60 $33.91 $35.27 $36.68 $38.14 hourly
Current - FY23 (July 1, 2022 through June 30, 2023)
FY24 (July 1, 2023 through June 30, 2024) - 8% Increase Per CBA
FY25 (July 1, 2024 through June 30, 2025) - 5% Increase Per CBA
FY26 (July 1, 2025 through June 30, 2026) - 5% Increase Per CBA
Page 22 of 22
APPENDIX B – LONGEVITY & EDUCATIONAL INCENTIVE
LONGEVITY
Regular full-time Employees who have at least twelve (12) months of
continuous service with the City as of December 31 will receive a longevity
bonus on the first pay date in December consisting of seventy-five dollars
($75.00) per year of service completed at their last anniversary. For example:
an Employee with 10 years of service would receive seven hundred fifty
dollars ($750.00) on the first pay date in December.
Upon separation, an Employee will receive his/her pro-rata share of
accumulated longevity pay. For example: an Employee with 10 years of
service who separated on November 1st would receive a longevity payment
of $625.00, ($75 x 10 yrs. = $750 divided by 12 months = $62.50/month x 10
months, January thru October).
EDUCATIONAL INCENTIVE
Employees holding one of the following degrees will receive a payment for
the highest degree completed one time at the start of each fiscal year as
follows:
Associate Degree = $300 per year
Bachelor’s Degree = $600 per year
Master’s Degree = $900 per year