HomeMy WebLinkAbout2026-03-16 I11 Collective Bargaining AgreementAGENDA ITEM:
CITY OF WAUKEE, IOWA
CITY COUNCIL MEETING COMMUNICATION
MEETING DATE: March 16, 2026
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, City Administrator, Brad Deets, 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, 2026.
This unit includes full-time Police Officers, 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:
I11
THE CITY OF WAUKEE, IOWA
RESOLUTION 2026-
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, 2026,
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.
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 16th day of March 2026 that the collective bargaining agreement with the International
Brotherhood of Teamsters Local 238, effective July 1, 2026 through June 30, 2029, is hereby
approved.
____________________________
Courtney Clarke, Mayor
Attest:
___________________________________
Rebecca D. Schuett, City Clerk
RESULTS OF VOTE: AYE NAY ABSENT ABSTAIN
Kala Anderson
Chris Crone
Rob Grove
Lori Lyon
Anna Bergman Pierce
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City of Waukee
And
Teamsters Local 238
Affiliated with International
Brotherhood of Teamsters
July 1, 2026, to June 30, 2029
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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 21
Appendix A –Wages 22
Appendix B –Longevity & Educational Incentive 23
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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, and Full-time Civilian positions of the
Waukee Police Department.
Excluding: Police Chief, Captains, Lieutenants, Sergeants, Confidential
Secretaries, 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 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. Upon request, the Employer shall prepare and post seniority lists
for each job classification. The lists shall 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, with the exception of shift bids which require
thirty (30) days’ notice.
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, who are not within two (2) hours of the start or
end time of their shift, shall receive a minimum of two (2) hours of pay. In
situations where a court appearance is within two hours of start or end time of
their shift, the member will be paid overtime for their actual time spent
surrounding the appearance.
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.
Overtime shall be calculated based solely on actual hours worked. Time paid
but not worked shall not be included in the calculation of overtime hours.
SECTION 2. GTSB, contractual off-duty work, and off-duty assignments
reimbursed by the host / organizer are always paid in cash 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 seven (7) 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.
SECTION 7. An officer required to assume the officer in charge position for a
minimum of four (4) hours shall be paid an additional $.50 per hour.
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
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treatment, or for city wide wellness related programs. The Employer may
require a physician's written statement to verify sick leave usage.
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.
SECTION 3. 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.
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SECTION 8. Employees shall be granted military leave of absence in
accordance with the laws of the United States and the State of Iowa.
SECTION 9. Regular full-time employees are allowed up to five (5) days of
paid family bereavement leave for the death of a spouse, child, stepchild,
parent, stepparent or the unplanned loss of an unborn child.
Regular full-time employees are allowed up to three (3) days of paid family
bereavement leave for the death of a sibling, grandparent, or grandchild of
the employee or of the employee’s spouse, mother-in-law, father-in-law,
brother-in-law, sister-in-law, daughter-in-law, son-in-law or for any other
relative residing permanently with and dependent upon the employee.
Regular full-time employees are allowed up to one (1) day of paid family
bereavement leave for the death of an uncle, aunt, niece, or nephew. 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.
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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.
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.
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
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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 be assigned thirty (30) days prior to implementation. Employees
shall submit requests for a shift bid to their Division Commander annually in
May and November of each calendar year.
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.
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.
SECTION 5. Employees will be paid bi-weekly, consistent with current
practice.
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SECTION 6. Officers assigned to the third watch shift for a minimum of thirty
(30) days will receive twenty-five cents ($.25) per hour shift differential.
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.
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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.
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ARTICLE 19 – DURATION OF AGREEMENT
THIS AGREEMENT shall be in full force and effect as to all provisions until
June 30, 2029.
The undersigned hereby approve and concur in this Agreement.
CITY OF WAUKEE TEAMSTERS LOCAL UNION 238
By:___________________________ By:__________________________
Title:__________________________ Title:_________________________
Date:_________________________ Date:_________________________
By:__________________________
Title:_________________________
Date:_________________________
By:__________________________
Title:_________________________
Date:_________________________
By:__________________________
Title:_________________________
Date:_________________________
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APPENDIX A – WAGES
At the start of the 2026/2027 fiscal year, employees will receive an across-the-
board wage increase of three and one half percent (3.5%).
At the start of 2027/2028 fiscal year, employees will receive an across-the-
board wage increase of three percent (3.0%).
At the start of 2028/2029 fiscal year, employees will receive an across-the-
board wage increase of three percent (3.0%).
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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