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Home My WebLink About2016-05-23-F05 CWA Collective Bargaining Agreement - Approval AGENDA ITEM: CITY OF WAUKEE, IOWA CITY COUNCIL MEETING COMMUNICATION MEETING DATE: May 23, 2016 AGENDA ITEM: Consideration of approval of a Collective Bargaining Agreement with the Communications Workers of America (CWA), Local #7102, AFL-CIO FORMAT: Resolution SYNOPSIS INCLUDING PRO & CON: FISCAL IMPACT INCLUDING COST/BENEFIT ANALYSIS: COMMISSION/BOARD/COMMITTEE COMMENT: STAFF REVIEW AND COMMENT: RECOMMENDATION: Approve the resolution. ATTACHMENTS: I. Proposed Resolution II. Collective Bargaining Agreement PREPARED BY: Becky Schuett REVIEWED BY: 1 THE CITY OF WAUKEE, IOWA RESOLUTION 16- APPROVAL OF A COLLECTIVE BARGAINING AGREEMENT WITH THE COMMUNICATIONS WORKERS OF AMERICA (CWA), LOCAL #7102, AFL-CIO 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 has negotiated a Collective Bargaining Agreement with the Communications Workers of America (CWA), Local #7102, AFL-CIO concerning continued employment; AND, WHEREAS, the City Council has fully examined said agreement and has found same to be in the best interests 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 that the Collective Bargaining Agreement with the Communications Workers of America (CWA), Local #7102, AFL-CIO effective July 1, 2016 through June 30, 2021, shall be approved in all respects and particulars, and that the Mayor and City Administrator are hereby authorized and directed to execute said agreement for and on behalf of the City of Waukee. Passed by the City Council of the City of Waukee, Iowa, and approved the 23rd day of May, 2016. ____________________________ William F. Peard, Mayor Attest: ___________________________________ Rebecca D. Schuett, City Clerk ROLL CALL VOTE AYE NAY ABSENT ABSTAIN Shane Blanchard Brian Harrison Shelly Hughes Larry R. Lyon Rick Peterson INDEX PAGE PREAMBLE ------------------------------------------------------------------------- 2 ARTICLE 1 – INTENT AND PURPOSE -------------------------------------- 2 ARTICLE 2 – RECOGNITION AND DUES DEDUCTION --------------- 2 ARTICLE 3 – DEFINITIONS ---------------------------------------------------- 3 ARTICLE 4 – NON-DISCRIMINATION -------------------------------------- 3 ARTICLE 5 – WORK STOPPAGE, LAYOFF & RECALL------------------ 4 ARTICLE 6 – SENIORITY ------------------------------------------------------- 5 ARTICLE 7 – GRIEVANCE PROCEDURE ---------------------------------- 6 ARTICLE 8 – HEALTH AND SAFETY --------------------------------------- 8 ARTICLE 9 – HOURS OF WORK ---------------------------------------------- 8 ARTICLE 10 – OVERTIME ------------------------------------------------------ 10 ARTICLE 11 – LEAVES OF ABSENCE --------------------------------------- 10 ARTICLE 12 – VACATIONS ---------------------------------------------------- 13 ARTICLE 13 – HOLIDAYS ------------------------------------------------------ 14 ARTICLE 14 – TRANSFERS ------------------------------------------------------ 15 ARTICLE 15 – WAGES & LONGEVITY-------------------------------------- 16 ARTICLE 16 – INSURANCE ---------------------------------------------------- 16 ARTICLE 17 – DURATION OF AGREEMENT ------------------------------ 17 APPENDIX A – WAGES --------------------------------------------------------- 19-20 APPENDIX B – GRIEVANCE FORM ------------------------------------------ 21 Page 2 of 20 PREAMBLE This agreement is entered into by the City of Waukee, Iowa, hereafter referred to as the Employer, and the Communications Workers of America, Local 7102, AFL-CIO, 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, Fire Department, Public Works Department and the City Hall of the City of Waukee, Iowa. SECTION 3. This Section is intended to provide a readily available list of rights as described in the Code of Iowa Chapter 20. Any changes in the Code of Iowa will supersede rights as listed in this Section. 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. SECTION 4. The Employer may, from time to time, develop, put into effect and enforce work rules relating to, among other things, Employee discipline. These work rules shall not conflict with any of the provisions of this Agreement. Said work rules or amendments to existing work rules will be sent to the Union seven (7) calendar days prior to their effective date. ARTICLE 2 — RECOGNITION AND DUES DEDUCTION SECTION 1. The Employer recognizes the Union as the sole and exclusive bargaining representative for all full-time and part-time Employees of the City of Waukee, 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. SECTION 2. The Employer agrees to cooperate with the Union in facilitating the deduction of the regular monthly union dues for each Employee who completes and signs the authorized dues check-off form approved by the Employer. Any Employee may terminate the dues check-off authorization at any time upon thirty (30) days written notice to the Employer. The aggregate deductions of all Employees shall be remitted to the Union within a reasonable length of time after such deductions are made, but no more than twenty-one (21) days. Such payments shall include a list of names added and names dropped since the last payment. Page 3 of 20 SECTION 3. The Union agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgments brought or issued against the Employer as a result of any action it takes or does not take under the provisions of this Article. 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 public safety Employee who has not completed one (1) year of continuous service with the Employer, or all other Employees who have not completed nine (9) months of continuous service with the Employer. 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 forty (40) hours per week, year round with a total of 2,080 hours per year or more; or a Fire/EMS Employee who works a twenty-four (24) hour shift, year round with a total of 2,592 hours per year or more. SECTION 6. “Part-Time Employee” means a person who is regularly scheduled for less than forty (40) hours per week on a continuous basis, – less than 2,080 hours per year, and whose employment is scheduled to last more than six (6) months. Part-Time Employees are covered under this contract. SECTION 7. “Temporary/Seasonal Employee” means a person who is scheduled to work for six (6) months or less. Temporary/Seasonal 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 Director” means a person designated by the City Council as the highest Supervisor in a department of the City of Waukee. ARTICLE 4 — NON-DISCRIMINATION SECTION 1. Neither the Union, the Employer nor any Employee shall discriminate on the basis of any class protected by State of Iowa, federal or local law, and/or participation/non-participation in the Union. SECTION 2. The provisions of this Agreement shall not apply to any action taken by the Employer to accommodate an Employee’s disability. SECTION 3. All references to Employees in this Agreement shall include both sexes, and wherever the male pronoun is used, it shall be construed to include both male and female Employees. Page 4 of 20 ARTICLE 5 — WORK STOPPAGE, LAYOFF AND RECALL SECTION 1. The Employer, during the term of this contract, shall not lockout its Employees. The term lockout shall not include a reduction in force or temporary suspension of work due to budgetary or emergency circumstances. SECTION 2. Neither the Union nor its officers, agents or employees shall cause, induce, authorize, encourage, instigate, ratify or participate in any work stoppage, strike, boycott, slowdown or illegal picketing, including a refusal to cross a picket line. SECTION 3. No Employee shall cause, induce, authorize, encourage, instigate, ratify or participate in any work stoppage, strike, boycott, slowdown or illegal picketing, including a refusal to cross a picket line. SECTION 4. In addition to any action or sanction imposed or required by the Act, the Union shall cooperate with the Employer to end any violation of Sections 2 or 3 of this Article and to bring about an immediate resumption of work. SECTION 5. The Union recognizes the right of management to layoff or to reduce the hours of employment in accordance with the procedures set forth in this Article. Such procedures shall not apply to lay-off or hours reduction of seasonal, temporary or probationary employees. The City shall, if requested in writing within three (3) business days of notification, provide a reason in writing within three (3) business days to any Employee who is being displaced. 5.1 When a layoff or hours reduction occurs, the following general rules shall apply: A. Layoff or hours reduction shall be by Department, Division and Job Title. B. The City may not layoff full-time employees until they have eliminated all positions held by probationary employees in said Department, Division and Job Title. C. The City shall notify the affected employee(s) and the union as soon as practical but no less than fourteen (14) calendar days prior to layoff or shall pay the affected employee(s) up to two calendar week’s pay according to that employee’s standard work schedule in lieu of notice. D. Employees in the lay-off unit shall be laid off in accordance with seniority with the least senior employee being laid off first, unless the affected employee has specific certification(s)/education, knowledge or experience and his/her layoff would interfere with the efficient operation of the City as determined by the City. 5.2 Bumping Rights A. Employees affected by a lay-off or hours reduction may displace the least senior employee or probationary employee in a lower or lateral job classification as set out in Appendix A provided the affected employee has greater seniority, has previously worked in the position within the City and is qualified to perform the work of the employee being displaced unless the displacement of the employee would interfere with the efficient operation of the City as determined by the City. B. Employees exercising bumping rights must notify the employer in writing of their intention to exercise their bumping rights within three (3) business days of the notification of layoff to the employee. Page 5 of 20 C. Employees bumping to a lower pay classification shall maintain their current rate of pay unless such pay would be greater than the maximum rate of pay for that classification. If the employee’s current rate of pay is greater than the maximum rate of pay for the classification he/she is bumping into, employee will be paid at the highest rate for the classification he/she is bumping into. 5.3 Recall A. Employees laid off or who displace an employee in a lower job classification because of layoff or hours reduction shall maintain recall rights to their previously held position and shall be recalled to a vacant position in the Department, Division and Job Title from which they were reduced, provided such vacancy becomes available within a time frame equal to the employee’s seniority at the time of layoff, but not to exceed six (6) months, and further provided they meet the minimum qualifications for that position at the time of recall or obtain minimum qualifications for that position within six (6) months of recall. B. Recall rights shall be based on the employee’s seniority at the time of the layoff or hours reduction. C. When a former employee is recalled to an available position, he/she must notify the Employer in writing, within three (3) business days of being recalled, of their intent to return, and must return to the position with fourteen (14) calendar days of the employee’s notification to the Employer or he/she will be removed from the recall list. D. Whenever anyone is to be recalled under the provision of this section the Union will be notified of the job and the name of the recalled individual. 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 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 reasons for obtaining a leave of absence; D. Employee fails to report to the Department Director or Designee within eight (8) hours of the Employee’s normal work starting time unless evidence, satisfactory to the Department Director Page 6 of 20 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 fails to report to work within the time established in the recall section of this agreement; G. Employee is on layoff for a period of one (1) year or a period equal to the employee’s length of service, whichever is less; or H. Employee retires. SECTION 4. The Employer will be required to apply seniority as provided in this Agreement. 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. Definitions A. Grievance: A “Grievance” is a claim by an Employee, a group of Employees, or by the Union that has 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 claim. 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 Aggrieved Person to proceed to the next step. 3. Barring arbitration, it is agreed that any investigation, other handling, or processing of any grievance by the Aggrieved Person, 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 Aggrieved Person or of the staff. Page 7 of 20 B. Level One – Immediate Supervisor (Informal): An Employee shall discuss the grievance with the immediate Supervisor having jurisdiction over the grievance with the objective of resolving the matter informally. If the problem is not settled to the Employee’s satisfaction, the following procedure shall be used. C. Level Two – Department Director (Formal): If the grievance still exists, the Aggrieved Person may invoke the formal grievance procedure on the form attached as Appendix C of this Agreement. The grievance form shall also be available from the Union representative in each department, and said form shall be signed by the Aggrieved Person or the Union. A copy of the grievance form shall be delivered to the appropriate Department Director within fourteen (14) calendar days of the alleged violation. The Department Director will investigate the claim and shall indicate his/her disposition of the grievance in writing within fourteen (14) calendar days of the presentation of the formal grievance. If the Aggrieved Person is not satisfied with the disposition of the grievance, or if the disposition has not been made within the fourteen (14) calendar day period, the grievance shall be transmitted to Level Three within seven (7) calendar days. D. Level Three – Human Resource Director: The Human Resource Director or Designee shall meet with the Aggrieved Person and a Union representative within twenty-one (21) calendar days of receipt of the grievance. Within fourteen (14) calendar days of such meeting, the Human Resource Director or Designee shall indicate in writing his/her disposition of the grievance. If the Aggrieved Person is not satisfied with the disposition of the grievance by the Human Resource Director or Designee, or if no disposition has been made within fourteen (14) calendar days of meeting, the Aggrieved Person, with the approval of the Union, may submit the grievance to arbitration within fourteen (14) calendar days. E. Level Four – Arbitration: 1. If the grievance is submitted to arbitration, the Union shall request a list of seven (7) arbitrators from the Federal Mediation and Conciliation Service. 2. Within seven (7) days of the receipt of the list, the Union and the City shall select the arbitrator by striking names alternately from the list. The Union shall strike first. 3. The arbitrator shall confer with the representatives of the City and the Union, hold hearings promptly, and issue the decision not later than twenty-one (21) calendar days from the date of the closing of the hearings. If any oral hearing has been waived, the decision shall be issued twenty-one (21) calendar days from the date the final statements and proofs on the issue are submitted to the arbitrator. The arbitrator’s decision shall be made in writing and shall set forth findings of fact, reasoning, and conclusions on the issues submitted. The decision of the arbitrator shall be submitted to the City and the Union and shall be final and binding on all parties. 4. The arbitrator selected by the parties may not add to, subtract from, modify or nullify any provisions of this Agreement. 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 Page 8 of 20 and expenses of the arbitrator and the costs of the hearing room and transcript. Any other expenses shall be paid by the incurring party. 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 Director may have an informal meeting with the Employee, and a Union representative if the Employee 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 — 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. ARTICLE 9 — 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 times. 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 period of work such as ‘Monday through Friday, 8:00a.m. to 5:00p.m.’ Shift change includes: moving from a day shift to a night shift; from an eight (8) hour shift to a twenty-four (24) hour shift; from a six (6) day on, three (3) day off schedule to a five (5) day on, two (2) day off schedule; from working four (4) days of ten (10) hours, to five (5) days of eight (8) hours; or vice versa. Shift change does not include overtime work or a change to an Employee’s work schedule lasting less than one (1) week. 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 be physically present at work shall be paid a minimum of one (1) hour of pay unless such call requires the employee to report to work within one (1) hour prior to or succeeding his/her regular shift. Members of the Police Department appearing in person at the courthouse or by telephone at the Police Department 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 assigned to patrol shall be any assigned fifty-one (51) hours in one (1) calendar week, Sunday through Saturday inclusive. Weekly assignments shall consist of six (6) daily tours of eight and one half (8½) consecutive hours with three (3) consecutive days off. The daily tour shall 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. Any hours remaining to equal 2,080 hours will be assigned at the regular rate of pay at the Police Chiefs discretion, with a minimum of two (2) hour increments. Page 9 of 20 The basic workweek for members of the Police Department assigned to non-patrol duties shall be any assigned forty (40) hours in one (1) calendar week, Sunday through Saturday inclusive. Weekly assignments shall consist of five (5) daily tours of eight (8) consecutive hours with two (2) consecutive days off. The basic workweek for non-twenty-four (24) hour Fire/EMS Employees shall be eight (8) hours per day, forty (40) hours per week, Sunday through Saturday inclusive, with two (2) days off. Employees may be scheduled four (4) daily tours of ten (10) consecutive hours, Sunday through Saturday, with a minimum of three (3) days off, or two (2) consecutive days off with the additional day off non-consecutive with a mutual agreement between the Employer and the Union. The basic workweek for the twenty-four (24) hour Fire/EMS Employees shall be a twenty-seven (27) day work cycle, during which time the Employee will work shifts of twenty-four (24) hours on and forty-eight (48) hours off, for a total of one hundred ninety-two (192) regular hours, with one (1) Kelly Day off per twenty-seven (27) day cycle. The Kelly Days will be scheduled at the discretion of the Fire Chief. Kelly Days will be scheduled one (1) cycle in advance. Normal shift days will be from 7:00a.m. to 7:00a.m. Normal Duty hours will be from 7:00a.m. to 5:00p.m. Required duty hours after 5:00p.m. will be offset with down time during the normal duty hours on the same day or subsequent day. Daily overtime will be paid according to Article 10 of this Agreement. 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 employees of City Hall, Police Civilian and Clerical will receive a one (1) hour uninterrupted, unpaid lunch break. All other Full-Time Employees will receive a thirty (30) minute uninterrupted, unpaid lunch break. Lunch breaks may be interrupted for emergency needs. Full-Time Police Department and Fire/EMS Employees will receive a thirty (30) minute paid lunch period, which is subject to interruption for routine matters. Full-Time twenty-four (24) hour Fire/EMS Employees will receive two (2) meal periods lasting thirty (30) minutes each. Employees will be permitted to trade shifts in the same pay period subject to the approval of the Department Director or Designee. 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 kept within the Employee’s assigned work schedule. SECTION 5. Employees shall be paid wages for actual hours worked. Page 10 of 20 ARTICLE 10 — OVERTIME SECTION 1. Overtime shall be defined as all work performed in excess of eight (8) hours per day or forty (40) hours per week. If an Employee in the Police Department is assigned an alternate workweek of six (6) days on and three (3) days off, overtime shall be defined as all work performed in excess of eight and one half (8½) hours a day or fifty-one (51) hours per week exclusive of equalization hours as described in Article 9, Section 2. Vacation time, Holidays, compensatory time (comp time) and sick leave shall be counted as time worked for computing overtime. If a Fire/EMS Employee is assigned an alternate workweek of four (4) daily tours of ten (10) consecutive hours per day, he/she shall receive overtime after ten (10) consecutive hours per day or forty (40) hours per week. Vacation time, holidays, comp time and sick leave shall be counted as time worked for computing overtime. If a twenty-four (24) hour Fire/EMS Employee works over one hundred ninety-two (192) hours per twenty-seven (27) day cycle, he/she shall receive overtime for those hours over one hundred ninety- two (192). The overtime rate of pay for all Employees shall be calculated at one and one-half (1 ½) of the Employee’s hourly rate of pay. Overtime shall be computed to the nearest quarter (1/4) hour for payment. SECTION 2. All Employees may accrue compensatory time off in lieu of overtime pay at their discretion. Compensatory time (comp time) equals one and one-half (1½) hours of comp. time for each hour of overtime worked. Employees may carry a maximum forty (40) hours of comp. time. Full-time 24 hour shift employee shall be allowed to carry 48 hours of comp time. Hours of overtime worked beyond the maximum accrual permitted shall be paid at the overtime rate. An Employee may use comp. time off only if approved by the Department Director or Designee. 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 Employee’s regular rate of pay. Employees may opt to take comp. time in place of payment for their on-call duties worked. SECTION 4. The Employer agrees to implement a residency requirement only for jobs where response time is an essential function of the position and/or mandated by law. ARTICLE 11 — LEAVES OF ABSENCE SECTION 1. Sick Leave. A. A Full-Time Employee, other than a twenty-four (24) hour Fire/EMS employee, shall accrue paid sick leave at the rate of one (1) day/eight (8) hours per each full month of employment. The employee may accumulate a maximum of one hundred twenty (120) days/nine hundred sixty (960) hours. B. A full-Time twenty-four (24) hour Fire/EMS Employee shall accrue paid sick leave at the rate of twelve (12) hours per each full month of employment. The Employee may accumulate up to a maximum of one hundred twenty (120) days/nine hundred sixty (960) hours Page 11 of 20 C. 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 family member. Sick leave may also be used, when approved in advance, for dental, surgical, medical or optical examinations or treatment or in an emergency. The Employer may require a physician’s written statement to verify sick leave usage. D. For Full-Time twenty-four (24) hour Fire/EMS Employees, sick leave will be earned in any month the Employee works at least seven (7) days within that month. A Full-Time Employee, other than a twenty-four (24) hour Fire/EMS employee, shall earn sick leave in any month the Employee works at least fifteen (15) days within that month. Vacation time, jury duty, funeral leave and paid holidays count as time worked for the purposes of this Section. E. An Employee must notify the Department Director or Designee no later than one-half (1/2) hour after the beginning of the Employee’s regular work day 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 returning to work after a sick leave absence shall report the return to the Department Director or Designee. E. No accrued, unused sick leave will be paid to Employees terminating employment. Sick leave is not transferable. G. If an Employee’s sick leave account becomes exhausted, an Employee may charge sick leave against accrued/unused vacation time or comp time. SECTION 2. Worker’s Compensation A. When an Employee is injured on the job and the Employee’s physician advises in writing that the 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. B. If an employee is off of work due to a worker’s compensation injury or illness, the employee will be able to use accrued comp time to supplement worker’s compensation benefits. SECTION 3. Jury Duty Regular Full-Time Employees, who are called for jury duty, shall receive their regular wages for the time spent on jury duty. To be eligible for jury duty pay, employees must submit certification of service and assign all fees earned to the Employer, except for mileage payments. Any Employee whose jury duties end with four (4) or more hours left in their shift shall report to work for the remainder of the workday. SECTION 4. Military Employees shall be granted military leave of absence in accordance with the laws of the United States and the State of Iowa. SECTION 5. Funeral Leave Page 12 of 20 A. Each Regular Full-Time Employee, other than a twenty-four (24) hour Fire/EMS employee, shall be eligible for a paid leave of absence up to three (3) consecutive days for a death in the employee's immediate family. B. Each Regular Full-Time twenty-four (24) hour Fire/EMS Employee shall be eligible for up to one (1) shift paid funeral leave for the death in the Employee’s immediate family, as defined below. C. “Immediate family” shall be defined as the employee's parent, spouse, child, brother, sister, son-in-law, daughter-in-law, mother-in-law, father-in-law, brother-in-law, sister-in-law, grandparent, grandchild, or a step relative for the above listing. D. 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. Employee must attend the funeral in order to qualify for funeral leave. An Employee may take this paid leave in non- consecutive days only if approved by the Department Director or Designee in his/her sole discretion. SECTION 6. Unpaid Leave Regular Full-Time Employees may request an unpaid leave of absence when it is necessary to be absent from work. Requests for an unpaid leave of absence must be approved by the Department Director or Designee and approval is contingent upon the Employee’s reason for the absence, the work load of the department and the Employee’s attendance record. SECTION 7. Family Medical Leave Act (FMLA) Employees who are eligible may apply for FMLA leave as set out in the City’s FMLA policy. SECTION 8. Union Activity A member of the Union selected by the Union to participate in an official Union activity shall be granted a leave of absence without pay upon the written request to the Department Director or Human Resource Director by the Union thirty (30) days in advance of the time of such leave, provided that no more than fifteen (15) days may be requested by the Union for this purpose on any fiscal year. No more than two (2) members shall be given leave at any one time. For leaves of one (1) day or less, only seven (7) days advance notice to the Department Director or Human Resource Director is required SECTION 9. Voting Any employee required to work for all of the hours during which the polls are open on an election day shall be given sufficient time off with pay to vote. SECTION 10. Failure to Report 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 Director or Designee approves the Employee’s reason for failure to timely report. Page 13 of 20 ARTICLE 12 — VACATIONS SECTION 1. Regular and probationary Full-Time Employees, other than twenty-four (24) hour Fire/EMS employees, will accrue vacation from anniversary date to anniversary date at the following rates of accrual: A. First year (first month (1st) through twelfth (12th) month): Three and one-third (3 1/3) hours per month, forty (40) hours per year, five (5) days per year. An Employee may not use accrued vacation during the first six (6) months of the probationary period. B. Second through fourth year (thirteenth (13th) month through forty-eight (48th) month: Six and two-thirds (6 2/3) hours per month, eighty (80) hours per year, ten (10) days per year. C. Fifth year through fifteenth year (forty-ninth (49th) month through one-hundred eightieth (180th) month: Ten (10) hours per month, one hundred twenty (120) hours per year, fifteen (15) days per year. D. Sixteenth year and thereafter (one hundred eighty-first (181st) month and thereafter): Thirteen and one-third (13 1/3) hours per month, one hundred sixty (160) hours per year, twenty (20) days per year. Regular and probationary Full-Time twenty-four (24) hour Fire/EMS Employees will accrue vacation from anniversary date to anniversary date at the following rates of accrual: A. First year: six (6) hours per month or seventy-two (72) hours per year equaling three (3) shifts per year. An Employee may not use accrued vacation during the first six (6) months of the probationary period. B. Second through fourth year: ten (10) hours per month or one hundred twenty (120) hours per year equaling five (5) shifts per year. C. Fifth year through fifteenth year: fourteen (14) hours per month or one hundred sixty-eight (168) hours per year equaling seven (7) shifts per year. D. Sixteenth year and thereafter: eighteen (18) hours per month or two hundred sixteen (216) hours per year equaling nine (9) shifts per year. SECTION 2. Vacation time shall be taken in the anniversary year after it is earned. However, before an employee’s first anniversary, an employee may use vacation after the first six (6) months of employment. Scheduling of vacation shall be at the discretion of the Department Director or Designee. No two employees from the same Division will be on vacation at the same time without special permission of the Department Director or Designee. A Division is a business unit within a Department of the City. Employees shall request vacation time, in writing, at least thirty (30) 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 than before the requested date shall be granted on a first come, first served basis. The Department Director or Designee may deny or require the Employee to reschedule a vacation request, which is not consistent with the efficient operation of the department. The Department Director or Designee will provide a written reason for a denial of vacation upon the employee’s request. 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. Page 14 of 20 SECTION 4. If an employee in the Police Department is required to appear in court in connection with a matter arising in the course of the Employee’s employment, during a time when the Employee is on vacation status, and the Employee has requested that the matter be continued without success, the Employee 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. SECTION 5. Employees, other than twenty-four (24) hour Fire/EMS Employees, who have accrued vacation but not used it during the Employee’s anniversary year in which it accrued, shall be permitted to carry over sixty (60) hours of vacation time into the Employee’s next anniversary year. Twenty-four (24) hour Fire/EMS Employees, who have accrued vacation but not used it during the Employee’s anniversary year in which it accrued, shall be permitted to carry over forty-eight (48) hours of vacation time into the Employee’s next anniversary year. An Employee may not schedule more than two (2) consecutive weeks of vacation without special permission of the Department Director or Designee. ARTICLE 13 — HOLIDAYS SECTION 1. Regular Full-Time Employees shall receive ten (10) paid holidays. The paid holidays are: New Year’s Day Presidents’ Day Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Day Friday after Thanksgiving Day Christmas Eve Day Christmas Day SECTION 2. Holidays are to be paid at eight (8) hours of an Employee’s regular rate of pay. Except for Employees who are scheduled to work on the basis of a seven (7) day/twenty-four (24) hour schedule, 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 work day immediately before and the first full workday immediately after the Holiday, or been on pre- approved leave. The Employee shall be considered to have met the requirements of pre-approved leave for Holiday pay if he or she is absent for either or both of the work days due to a leave agreed upon under this Agreement with the Department Director or Designee If an Employee is absent due to an unpaid leave or layoff, they are not eligible for Holiday pay. An Employee off work for a workers’ compensation injury will be paid for any Holiday that falls within the first thirty (30) days of such absence. SECTION 4. A premium of one and one-half (1 1/2) an employee’s base hourly rate shall be paid for all time worked on a Holiday. This shall be in addition to the employee's Holiday pay. Employees who are scheduled on a 24 hour/7 day a week basis and who work eight (8) hours on a holiday, may elect to bank the holiday hours as a part of their comp time bank described in Article 9 of this Agreement. Page 15 of 20 For Full-Time twenty-four (24) hour shift Employees a designated Holiday begins 7:00a.m. on the day recognized in Section 1 of this Article and ends at 6:59a.m. on the following day, and said Holiday will be paid at one and one-half (1 ½) an Employee’s base hourly rate for each hour worked. ARTICLE 14 — TRANSFERS SECTION 1. Definition of Vacancy – A vacancy which creates the opportunity to apply for a transfer occurs when the number of positions available in a job classification exceeds the number of qualified Employees in the classification. A vacancy does not exist when the number of positions in a classification is being reduced and it becomes necessary to assign or reassign the Employees. The granting of a leave of absence by the Employer, for any length of time, when the Employee is expected to return, does not create a vacancy. SECTION 2. Notification – The Human Resource Director shall post on bulletin boards in each department for a period of seven (7) calendar days a list of vacancies and new positions as they occur. SECTION 3. Before the Employer hires a new Employee to fill a vacancy, the Employer shall consider the applications of current employees outside of the classification to transfer to the vacancy. The Employer is not obligated to grant any transfer request. If a current Employee requests a reason for the denial of the transfer, the Employer will provide a written response that describes the reason(s) for not granting the transfer. If the Employer elects to grant an internal request for transfer and more than one current employee applies, the decision shall be based on the qualifications of the candidates including experience, certifications, preparation and abilities. If the Employer determines two internal candidates are equally qualified, the Employee with the greater amount of seniority shall be transferred. SECTION 4. An involuntary transfer shall be made if, in the opinion of the Employer, existing circumstances require the transfer of an Employee from his/her present classification to another. SECTION 5. A “reassignment” shall be defined as a change from one assignment to another within the same classification. SECTION 6. Notice of an involuntary transfer or reassignment shall be given in writing to Employees seven (7) days prior to the effective date of the transfer or reassignment, unless an emergency exists, in which case an Employee will be given notice as soon as necessity for transfer or reassignment is known. SECTION 7. (Shift bidding in the Police Department.) A Police Department Employee may request a change in shift by filing with the Police Chief prior to the announcement of specific vacancies. In the event of an opening or a regular shift change, the Police Chief will review the previously filed requests giving consideration to: 1) ability to perform as determined by the Police 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 Police Chief and will not be unreasonably denied; however, the Police Chief’s determination shall be final. Employees shall submit requests for a shift bid at least annually in November for shift changes to occur on January 1st of the following year. Page 16 of 20 ARTICLE 15 — WAGES SECTION 1. New Employees in all job classifications may be given credit for prior experience and be hired up to Step 3 except: (1) Superintendents, which may be hired up to Step 4; and (2) Engineering Tech., Stormwater Inspector, Gas Tech., Water Operator, Wastewater Operator, Utility Locator, Equipment Service Tech., and Street Crew Lead, which may be hired up to Step 5. Such advanced placement will be subject to the contractual grievance procedure. SECTION 2. Effective July 1, 2016, a new wage matrix will go into effect (see Appendix A). During the term of this Agreement, an Employee who is off the wage matrix will receive a two percent (2.0%) wage increase for each year he/she remains off the matrix. SECTION 3. LONGEVITY Regular Full-Time Employees who have at least twelve (12) months of continuous service with the City will receive a longevity bonus each year on December 1st using the following schedule: A. Years one (1) through eleven (11): forty-five dollars ($45.00) per year of service met at their last anniversary. For example: an employee with 10 years of service would receive four hundred fifty dollars ($450) on December 1st. B. Years twelve (12) and thereafter: seventy-five dollars ($75.00) per year of service beginning with year one to the year met at their last anniversary. For example: an employee with 15 years of service would receive one thousand one hundred twenty-five dollars ($1125.00) on December 1st. Upon termination, an Employee will receive his/her pro-rata share of accumulated longevity pay. For example: an Employee with 10 years of service whose employment ends on November 1st would receive a longevity payment of $375.00 ($45 x 10 years = $450 divided by 12 months = $37.50/month x 10 months, January through October). SECTION 4. Employees who are hired from July 1st through December 31st will advance one step on the July 1st, after their hire date. Employees who are hired January 1st through June 30th may receive a wage increase on the July 1st after their hire date, based on the wage matrix for that contract year, then will advance one step on the following July 1st. No Employee will bypass or jump a step after their initial hiring placement in the matrix. Years of service for the seven (7), nine (9), and eleven (11) year steps will be determined based on hire dates as of August 31st of each year, and implemented at the July 1st step increase. SECTION 5. Prior to the addition of new positions, the City will notify the Union for the purpose of negotiation of wages for positions within the collective bargaining unit. SECTION 6. Employees will be paid twice a month, consistent with current practice. ARTICLE 16 — INSURANCE SECTION 1. The Employer shall provide group health insurance coverage comparable to existing coverage as agreed in bargaining (including dental and vision coverage). The parties will establish an insurance committee of six (6) people (three (3) selected by the Union and three (3) selected by the City), which will meet periodically to evaluate insurance and consider options for cost saving while protecting negotiated coverage. Page 17 of 20 Employee premiums shall be according to the following schedule: Wellness Participant Non-Wellness Participant Employee Family Employee Family Year Month Check Year Month Check Year Month Check Year Month Check Current $120 $10 $5 $720 $60 $30 $600 $50 $25 $1,260 $105 $53 7/1/2016 $360 $30 $15 $1,020 $85 $43 $720 $60 $30 $2,040 $170 $85 7/1/2017 $480 $40 $20 $1,260 $105 $53 $960 $80 $40 $2,520 $210 $105 7/1/2018 $600 $50 $25 $1,440 $120 $60 $1,200 $100 $50 $2,880 $240 $120 7/1/2019 $720 $60 $30 $1,680 $140 $70 $1,440 $120 $60 $3,360 $280 $140 7/1/2020 $840 $70 $35 $1,920 $160 $80 $1,680 $140 $70 $3,840 $320 $160 SECTION 2. Eligibility for health insurance is determined by the applicable Federal and State of Iowa health insurance laws. An Employee is eligible for group health insurance coverage on the 1st day of the month following the date of hire. SECTION 3. The Employer shall provide each Full-Time Employee with term life insurance coverage in the amount of $20,000 with an additional $20,000 in coverage for accidental death and dismemberment. A Full-Time Employee is eligible for term life insurance coverage on the 1st day of the month following the date of hire. The cost of the coverage shall be paid by the Employer. SECTION 4. The Employer shall maintain long-term disability coverage with a 90 day elimination period (formerly 120 days) for each Full-Time Employee. A Full-Time Employee is eligible for long- term disability insurance coverage on the 1st day of the month following the 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 earned comp time and is still unable to return to full-time work, shall pay the cost of the group 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. SECTION 6. The City will maintain a flexible spending (i.e., cafeteria) plan, with each employee funding their individual spending accounts. ARTICLE 17 — DURATION OF AGREEMENT The terms and conditions of this Agreement shall continue in full force and effect commencing on July 1, 2016, and terminating on June 30, 2021, unless the parties mutually agree in writing to extend any or all of the terms of this Agreement. Upon expiration of the term of this Agreement, it shall automatically continue in effect from year to year thereafter unless either party gives the other party written notice of its desire to modify or terminate this Agreement as required by Chapter 20 of the Code of Iowa. Either party may reopen this Agreement to negotiation changes to the employee contribution to the health insurance premium and the across-the-board wage increase for year four (7/1/19-6/30/20) and/or year five (7/1/20-6/30/21). The party that wishes to negotiate those two items shall notify the other Page 18 of 20 party at least six months prior to the applicable year (i.e., by 12/31/18 for year four or 12/31/19 for year five)." IN WITNESS WHEREOF, the parties have caused this Agreement to be executed by their duly authorized representatives the ___ day of __________, 2016. CITY OF WAUKEE COMMUNICATIONS WORKERS OF AMERICA, AFL-CIO By __________________________ By_______________________________ By __________________________ By _______________________________ By_______________________________ By_______________________________ By_______________________________ By_______________________________ Page 19 of 20 Grade 1 2 3 4 5 7 Years 9 Years 11 Years GS‐19 29.57$ 30.76$ 31.99$ 33.27$ 34.60$ 35.98$ 37.42$ 38.92$ GS‐18 28.44$ 29.57$ 30.76$ 31.99$ 33.27$ 34.60$ 35.98$ 37.42$ GS‐17 27.34$ 28.44$ 29.57$ 30.76$ 31.99$ 33.27$ 34.60$ 35.98$ GS‐16 26.29$ 27.34$ 28.44$ 29.57$ 30.76$ 31.99$ 33.27$ 34.60$ GS‐15 25.28$ 26.29$ 27.34$ 28.44$ 29.57$ 30.76$ 31.99$ 33.27$ GS‐14 24.31$ 25.28$ 26.29$ 27.34$ 28.44$ 29.57$ 30.76$ 31.99$ GS13 23.37$ 24.31$ 25.28$ 26.29$ 27.34$ 28.44$ 29.57$ 30.76$ GS‐12 22.47$ 23.37$ 24.31$ 25.28$ 26.29$ 27.34$ 28.44$ 29.57$ GS‐11 21.61$ 22.47$ 23.37$ 24.31$ 25.28$ 26.29$ 27.34$ 28.44$ GS‐10 20.78$ 21.61$ 22.47$ 23.37$ 24.31$ 25.28$ 26.29$ 27.34$ GS‐919.98$ 20.78$ 21.61$ 22.47$ 23.37$ 24.31$ 25.28$ 26.29$ GS‐819.21$ 19.98$ 20.78$ 21.61$ 22.47$ 23.37$ 24.31$ 25.28$ GS‐718.47$ 19.21$ 19.98$ 20.78$ 21.61$ 22.47$ 23.37$ 24.31$ * GS‐6.5 18.03$ 18.76$ 19.51$ 20.29$ 21.10$ 21.94$ 22.82$ 23.73$ GS‐617.76$ 18.47$ 19.21$ 19.98$ 20.78$ 21.61$ 22.47$ 23.37$ GS‐517.08$ 17.76$ 18.47$ 19.21$ 19.98$ 20.78$ 21.61$ 22.47$ GS‐416.42$ 17.08$ 17.76$ 18.47$ 19.21$ 19.98$ 20.78$ 21.61$ GS‐315.79$ 16.42$ 17.08$ 17.76$ 18.47$ 19.21$ 19.98$ 20.78$ GS‐215.18$ 15.79$ 16.42$ 17.08$ 17.76$ 18.47$ 19.21$ 19.98$ GS ‐114.60$ 15.18$ 15.79$ 16.42$ 17.08$ 17.76$ 18.47$ 19.21$ Grade 1 2 3 4 5 7 Years 9 Years 11 Years GS‐19 30.32$ 31.53$ 32.79$ 34.10$ 35.47$ 36.89$ 38.36$ 39.90$ GS‐18 29.15$ 30.32$ 31.53$ 32.79$ 34.10$ 35.47$ 36.89$ 38.36$ GS‐17 28.03$ 29.15$ 30.32$ 31.53$ 32.79$ 34.10$ 35.47$ 36.89$ GS‐16 26.95$ 28.03$ 29.15$ 30.32$ 31.53$ 32.79$ 34.10$ 35.47$ GS‐15 25.92$ 26.95$ 28.03$ 29.15$ 30.32$ 31.53$ 32.79$ 34.10$ GS‐14 24.92$ 25.92$ 26.95$ 28.03$ 29.15$ 30.32$ 31.53$ 32.79$ GS13 23.96$ 24.92$ 25.92$ 26.95$ 28.03$ 29.15$ 30.32$ 31.53$ GS‐12 23.04$ 23.96$ 24.92$ 25.92$ 26.95$ 28.03$ 29.15$ 30.32$ GS‐11 22.15$ 23.04$ 23.96$ 24.92$ 25.92$ 26.95$ 28.03$ 29.15$ GS‐10 21.30$ 22.15$ 23.04$ 23.96$ 24.92$ 25.92$ 26.95$ 28.03$ GS‐920.48$ 21.30$ 22.15$ 23.04$ 23.96$ 24.92$ 25.92$ 26.95$ GS‐819.69$ 20.48$ 21.30$ 22.15$ 23.04$ 23.96$ 24.92$ 25.92$ GS‐718.94$ 19.69$ 20.48$ 21.30$ 22.15$ 23.04$ 23.96$ 24.92$ * GS‐6.5 18.49$ 19.23$ 20.00$ 20.80$ 21.63$ 22.49$ 23.39$ 24.33$ GS‐618.21$ 18.94$ 19.69$ 20.48$ 21.30$ 22.15$ 23.04$ 23.96$ GS‐517.51$ 18.21$ 18.94$ 19.69$ 20.48$ 21.30$ 22.15$ 23.04$ GS‐416.83$ 17.51$ 18.21$ 18.94$ 19.69$ 20.48$ 21.30$ 22.15$ GS‐316.19$ 16.83$ 17.51$ 18.21$ 18.94$ 19.69$ 20.48$ 21.30$ GS‐215.56$ 16.19$ 16.83$ 17.51$ 18.21$ 18.94$ 19.69$ 20.48$ GS ‐114.97$ 15.56$ 16.19$ 16.83$ 17.51$ 18.21$ 18.94$ 19.69$ Grade 1 2 3 4 5 7 Years 9 Years 11 Years GS‐19 31.08$ 32.32$ 33.62$ 34.96$ 36.36$ 37.81$ 39.33$ 40.90$ GS‐18 29.88$ 31.08$ 32.32$ 33.62$ 34.96$ 36.36$ 37.81$ 39.33$ GS‐17 28.74$ 29.88$ 31.08$ 32.32$ 33.62$ 34.96$ 36.36$ 37.81$ GS‐16 27.63$ 28.74$ 29.88$ 31.08$ 32.32$ 33.62$ 34.96$ 36.36$ GS‐15 26.57$ 27.63$ 28.74$ 29.88$ 31.08$ 32.32$ 33.62$ 34.96$ GS‐14 25.55$ 26.57$ 27.63$ 28.74$ 29.88$ 31.08$ 32.32$ 33.62$ GS13 24.56$ 25.55$ 26.57$ 27.63$ 28.74$ 29.88$ 31.08$ 32.32$ GS‐12 23.62$ 24.56$ 25.55$ 26.57$ 27.63$ 28.74$ 29.88$ 31.08$ GS‐11 22.71$ 23.62$ 24.56$ 25.55$ 26.57$ 27.63$ 28.74$ 29.88$ GS‐10 21.84$ 22.71$ 23.62$ 24.56$ 25.55$ 26.57$ 27.63$ 28.74$ GS‐921.00$ 21.84$ 22.71$ 23.62$ 24.56$ 25.55$ 26.57$ 27.63$ GS‐820.19$ 21.00$ 21.84$ 22.71$ 23.62$ 24.56$ 25.55$ 26.57$ GS‐719.41$ 20.19$ 21.00$ 21.84$ 22.71$ 23.62$ 24.56$ 25.55$ * GS‐6.5 18.95$ 19.71$ 20.50$ 21.32$ 22.17$ 23.06$ 23.98$ 24.94$ GS‐618.67$ 19.41$ 20.19$ 21.00$ 21.84$ 22.71$ 23.62$ 24.56$ GS‐517.95$ 18.67$ 19.41$ 20.19$ 21.00$ 21.84$ 22.71$ 23.62$ GS‐417.26$ 17.95$ 18.67$ 19.41$ 20.19$ 21.00$ 21.84$ 22.71$ GS‐316.59$ 17.26$ 17.95$ 18.67$ 19.41$ 20.19$ 21.00$ 21.84$ GS‐215.96$ 16.59$ 17.26$ 17.95$ 18.67$ 19.41$ 20.19$ 21.00$ GS ‐115.34$ 15.96$ 16.59$ 17.26$ 17.95$ 18.67$ 19.41$ 20.19$ Grade 1 2 3 4 5 7 Years 9 Years 11 Years GS‐19 31.86$ 33.14$ 34.46$ 35.84$ 37.27$ 38.76$ 40.32$ 41.93$ GS‐18 30.64$ 31.86$ 33.14$ 34.46$ 35.84$ 37.27$ 38.76$ 40.32$ GS‐17 29.46$ 30.64$ 31.86$ 33.14$ 34.46$ 35.84$ 37.27$ 38.76$ GS‐16 28.33$ 29.46$ 30.64$ 31.86$ 33.14$ 34.46$ 35.84$ 37.27$ GS‐15 27.24$ 28.33$ 29.46$ 30.64$ 31.86$ 33.14$ 34.46$ 35.84$ GS‐14 26.19$ 27.24$ 28.33$ 29.46$ 30.64$ 31.86$ 33.14$ 34.46$ GS13 25.18$ 26.19$ 27.24$ 28.33$ 29.46$ 30.64$ 31.86$ 33.14$ GS‐12 24.21$ 25.18$ 26.19$ 27.24$ 28.33$ 29.46$ 30.64$ 31.86$ GS‐11 23.28$ 24.21$ 25.18$ 26.19$ 27.24$ 28.33$ 29.46$ 30.64$ GS‐10 22.39$ 23.28$ 24.21$ 25.18$ 26.19$ 27.24$ 28.33$ 29.46$ GS‐921.52$ 22.39$ 23.28$ 24.21$ 25.18$ 26.19$ 27.24$ 28.33$ GS‐820.70$ 21.52$ 22.39$ 23.28$ 24.21$ 25.18$ 26.19$ 27.24$ GS‐719.90$ 20.70$ 21.52$ 22.39$ 23.28$ 24.21$ 25.18$ 26.19$ * GS‐6.5 19.43$ 20.21$ 21.02$ 21.86$ 22.73$ 23.64$ 24.58$ 25.57$ GS‐619.14$ 19.90$ 20.70$ 21.52$ 22.39$ 23.28$ 24.21$ 25.18$ GS‐518.40$ 19.14$ 19.90$ 20.70$ 21.52$ 22.39$ 23.28$ 24.21$ GS‐417.69$ 18.40$ 19.14$ 19.90$ 20.70$ 21.52$ 22.39$ 23.28$ GS‐317.01$ 17.69$ 18.40$ 19.14$ 19.90$ 20.70$ 21.52$ 22.39$ GS‐216.36$ 17.01$ 17.69$ 18.40$ 19.14$ 19.90$ 20.70$ 21.52$ GS ‐115.73$ 16.36$ 17.01$ 17.69$ 18.40$ 19.14$ 19.90$ 20.70$ Grade 1 2 3 4 5 7 Years 9 Years 11 Years GS‐19 32.66$ 33.97$ 35.33$ 36.74$ 38.21$ 39.74$ 41.33$ 42.98$ GS‐18 31.41$ 32.66$ 33.97$ 35.33$ 36.74$ 38.21$ 39.74$ 41.33$ GS‐17 30.20$ 31.41$ 32.66$ 33.97$ 35.33$ 36.74$ 38.21$ 39.74$ GS‐16 29.04$ 30.20$ 31.41$ 32.66$ 33.97$ 35.33$ 36.74$ 38.21$ GS‐15 27.92$ 29.04$ 30.20$ 31.41$ 32.66$ 33.97$ 35.33$ 36.74$ GS‐14 26.85$ 27.92$ 29.04$ 30.20$ 31.41$ 32.66$ 33.97$ 35.33$ GS13 25.81$ 26.85$ 27.92$ 29.04$ 30.20$ 31.41$ 32.66$ 33.97$ GS‐12 24.82$ 25.81$ 26.85$ 27.92$ 29.04$ 30.20$ 31.41$ 32.66$ GS‐11 23.87$ 24.82$ 25.81$ 26.85$ 27.92$ 29.04$ 30.20$ 31.41$ GS‐10 22.95$ 23.87$ 24.82$ 25.81$ 26.85$ 27.92$ 29.04$ 30.20$ GS‐922.07$ 22.95$ 23.87$ 24.82$ 25.81$ 26.85$ 27.92$ 29.04$ GS‐821.22$ 22.07$ 22.95$ 23.87$ 24.82$ 25.81$ 26.85$ 27.92$ GS‐720.40$ 21.22$ 22.07$ 22.95$ 23.87$ 24.82$ 25.81$ 26.85$ * GS‐6.5 19.92$ 20.72$ 21.54$ 22.41$ 23.30$ 24.23$ 25.20$ 26.21$ GS‐619.62$ 20.40$ 21.22$ 22.07$ 22.95$ 23.87$ 24.82$ 25.81$ GS‐518.86$ 19.62$ 20.40$ 21.22$ 22.07$ 22.95$ 23.87$ 24.82$ GS‐418.14$ 18.86$ 19.62$ 20.40$ 21.22$ 22.07$ 22.95$ 23.87$ GS‐317.44$ 18.14$ 18.86$ 19.62$ 20.40$ 21.22$ 22.07$ 22.95$ GS‐216.77$ 17.44$ 18.14$ 18.86$ 19.62$ 20.40$ 21.22$ 22.07$ GS ‐116.12$ 16.77$ 17.44$ 18.14$ 18.86$ 19.62$ 20.40$ 21.22$ Year 5 ‐ 7/1/2020 Year 1 ‐ 7/1/2016 Year 2 ‐ 7/1/2017 Year 3 ‐ 7/1/2018 Year 4 ‐ 7/1/2019 Job Grades and Titles GS‐19 Police Sergeant GS‐18 GS‐17 GS‐16 Superintendent GS‐15 Building Inspector GS‐14 Engineering Tech., Fire Inspector, Planner GS‐13 Stormwater Inspector, Gas Tech., Water Operator, Wastewater Operator, Police Officer, Code Enforcement GS‐12 Firefighter/Paramedic ‐ 8 hr., Non‐Certified Police Officer, Evidence Tech. GS‐11 Utility Locator, Equipment Services Tech., Street Crew Lead GS‐10 GS‐9 Records Tech. GS‐8 Water/Wastewater Labor, Street Labor, Parks Labor, Utility Account Specialist, Accounting Clerk, Development Services Specialist GS‐7 *GS‐6.5 Firefighter/Paramedic ‐ 24 hr. GS‐6 Public Works Admin. Assistant GS‐5 GS‐4 GS‐3 Parks & Rec. Admin. Assistant GS‐2 GS‐1 Page 20 of 20 APPENDIX B — GRIEVANCE FORM