HomeMy WebLinkAbout~Master - October 24, 2024, Special Meeting of the Ames City Council1.Resolution Approving Special Employment Policies for Non-Transit Blue Collar Collective
Bargaining Unit Employees
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OCTOBER 24, 2024
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COUNCIL COMMENTS:
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by Section 21.4(2), Code of Iowa
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ITEM #:1
DATE:10-24-24
DEPT:ADMIN
SUBJECT:TEMPORARY POLICIES FOR EMPLOYEES FORMERLY COVERED BY
BLUE COLLAR COLLECTIVE BARGAINING AGREEMENT
COUNCIL ACTION FORM
BACKGROUND:
Four separate labor unions represent portions of the City’s workforce. Each group has a collective
bargaining agreement, which addresses topics including pay, leaves, discipline, holidays, overtime,
safety, and other employment conditions. In instances where the collective bargaining agreement is
silent regarding a topic, the City’s Employee Handbook and related policies apply. The Employee
Handbook and related policies are not collectively bargained, but rather are approved by the City
Council.
In 2017, the Iowa Legislature modified Chapter 20 of the Iowa Code, which governs the collective
bargaining process for public sector employees. One of the most significant changes was to require that
prior to bargaining each successor agreement, the state must conduct a retention and recertification
election among the employees who are subject to the agreement. If a majority (50%+1) of the
employees subject to the agreement vote “yes,” then the union is certified as the exclusive bargaining
representative. If less than a majority votes “yes” (i.e., they instead vote “no” or fail to vote), then the
union is decertified.
Upon a vote for decertification, there is a brief period for filing any appeals related to the retention and
recertification election. Once that period ends, the Employment Appeals Board (EAB) issues an order
of decertification. Although the order for decertification may be issued months in advance of the
existing agreement’s expiration date, EAB’s order for decertification invalidates the contract
immediately. State law further prohibits the bargaining unit that has been decertified from being
represented by a union for a period of two years. After that point, a group of employees could petition
to hold a new certification election with a union of their choice.
BLUE COLLAR BARGAINING UNIT:
Since 1977, the International Union of Operating Engineers (IUOE) Local No. 234 has represented
employees in the City's "Blue Collar" unit. Employees in the Finance, Fire, Fleet Services, Parks &
Recreation, Public Works, and Water & Pollution Control Departments are all represented in this unit
(96 total employees, plus a handful of vacant positions).
Additionally, a number of CyRide employees are covered by this agreement. Uniquely, however,
federal law provides protections for transit employees against a reduction in their bargaining rights.
Therefore, when state law was changed in 2017 to modify bargaining rights and require a
recertification election, the transit employees in this unit were exempted from those changes.
Transit employees are not included in the recertification voting process. Therefore, the
recertification election for this unit is not a question of whether the union will be retained entirely
or not, but rather whether the union will continue to represent non-transit employees or not.
The Blue Collar contract currently in effect is set to expire on June 30, 2025. Therefore, EAB held a
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retention and recertification election for the non-transit employees in this unit, along with
approximately 280 other bargaining units across the state with expiring contracts. On October 22, the
City received preliminary results indicating that the Blue Collar bargaining unit had received 36 “yes”
votes to recertify, short of the 49 needed to authorize IUOE as the unit’s bargaining representative.
Therefore, effective November 2, the last day to file objections to the election results, the current
collective bargaining agreement becomes invalid for the non-transit employees. The City will
negotiate a new contract with respect to the transit employees only.
The invalidation of the current collective bargaining agreement for the non-transit employees is an
abrupt and significant change. There are many potential implications for pay, benefits, and other
policies for the employees formerly subject to this agreement.
To address this, staff proposes that the bulk of the existing collective bargaining agreement, with
limited modifications, be adopted as a temporary special policy for the non-transit employees of
this workgroup. This temporary policy would supersede any broader City policy to the contrary,
much like the collective bargaining agreement would. Over the next several months, staff will
analyze the temporary policy and determine which aspects are addressed in the Employee
Handbook and related policies. Aspects of the temporary policy that are unique to this group of
employees and important to retain would be presented to the City Council at a later time to adopt
as a permanent policy.
The proposed temporary policy is attached.
ALTERNATIVES:
1. Approve the attached Special Employment Policies for the employees formerly covered by the Blue
Collar union contract.
2. Do not approve temporary policies, which will place the affected employees under the existing
Employee Handbook and related policies effective upon the date of decertification.
3. Refer this item back to staff for further information.
CITY MANAGER'S RECOMMENDED ACTION:
The collective bargaining agreement formerly in place for the employees in this bargaining unit
addressed a variety of aspects of employment. Without City Council action, the decertification of
the non-transit employees from the bargaining unit will place these employees under the City’s
Employee Handbook and related policies immediately once the decertification is ordered. Staff is
concerned that such a change, without a reasonable period of time for analysis, may result in
unintended consequences for employees. A temporary action to adopt most of the collective
bargaining agreement provisions as a special policy for this workgroup will allow sufficient time
to evaluate and mitigate these unintended consequences. Therefore, it is the recommendation of the
City Manager that the City Council approve Alternative #1 as stated above.
ATTACHMENT(S):
Non-Transit Blue Collar Special Policies.doc
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TEMPORARY SPECIAL EMPLOYMENT POLICIES
FOR CERTAIN CITY OF AMES
FINANCE, FIRE, FLEET SERVICES, PARKS AND RECREATION,
PUBLIC WORKS, AND WATER & POLLUTION CONTROL DEPARTMENT EMPLOYEES
Effective October 24, 2024
ARTICLE 1
APPLICABILITY
1.1 These policies are unique to those employees formerly subject to the provisions of a collective
bargaining agreement between the City of Ames and the International Union of Operating
Engineers, Local No. 234. The policies outlined below, where in conflict with the City’s Employee
Handbook and related policies, will supersede such policies. It is the intent that the policies outlined
below are being adopted on a temporary basis, in order to provide time to develop an appropriate
set of permanent employment policies.
1.2 Positions Subject to These Policies. All regular employees of the Finance, Fire, Fleet Services, Parks
and Recreation, Public Works, and Water & Pollution Control Departments of the City of Ames in the
following positions: Meter Reader, Senior Meter Reader, Traffic Technician, Traffic Signal Technician,
Traffic Signal Technician Lead Worker, Maintenance Technician I, Maintenance Technician II, Resource
Recovery Maintenance Technician I, Resource Recovery Maintenance Technician II, Fleet Technician,
Lead Fleet Technician, Mechanic Assistant, Plant Maintenance Specialist, Maintenance Worker, Park
Maintenance Specialist, Senior Maintenance Worker, Senior Heavy Equipment Operator, Streets
Maintenance Lead Worker, Building Maintenance Specialist, Water Meter Technician, Plumbing
Inspector, Electrical Inspector, Building and Zoning Inspector, Housing Inspector, Water Plant Operator,
Water and Water Pollution Control Laboratory Analyst, Water Pollution Control Plant Operator, Plant
Maintenance Operator, Water and Pollution Control Laboratory Technician, Water Utility Locator,
Resource Recovery Maintenance Operator, Resource Recovery Equipment Operator, Process Maintenance
Worker, and Resource Recovery Lead Operator.
1.3 Positions Excluded from These Policies. All other City employees.
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ARTICLE 2
DEFINITIONS
2.1 An employee is one described in Article I above.
2.2 A regular employee is a full-time or part-time permanent employee who has completed his/her
probationary period.
A permanent employee is one whose employment is intended to be permanent and not temporary.
A full-time employee is one whose normal employment schedule is forty (40) hours or more per week.
A part-time employee is one whose normal employment schedule is for at least twenty (20) but less than
forty (40) hours per week.
Excluded are employees whose normal employment schedule is less than twenty (20) hours per week.
Permanent employees hired on either a full-time or part-time basis shall be scheduled to work the number
of hours for which they were hired unless modified because of unforeseen conditions or emergencies. In
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such cases the affected employee will be notified of this change at least ten (10) days in advance except in
the case of emergencies.
A probationary employee is one who has not completed his/her first six months of continuous service with
the City as a permanent employee. During the probationary period, such employee may be terminated,
suspended, otherwise disciplined, or laid off for any reason at the sole discretion of the City.
2.3 Except where the context clearly indicates otherwise, the word "employee" shall be limited to mean
"regular employee".
2.4 "Days" when used in these policies except where otherwise specified shall mean calendar days.
ARTICLES 3-5
(RESERVED)
ARTICLE 6
SENIORITY
6.1 Definition. Seniority shall mean length of continuous full time, regular service in the service of the
City. Permanent part-time employees are eligible for seniority on a prorated basis.
6.2 Application. Subject to the other provisions of these policies, where qualifications, performance,
ability and fitness are equal between those eligible for promotions to fill vacancies, or those subject to
layoff or eligible for recall, seniority shall be considered in the selection of employees for such promotion,
layoff or recall, and with respect to any such other matters as are expressly set out in this policy.
ARTICLES 7-8
(RESERVED)
ARTICLE 9
FILLING VACANCIES
9.1 Types of Appointment. All vacancies in the competitive service shall be filled by transfer or
demotion from a preferred list or by appointment from certified eligibles. In the absence of persons eligible
for appointment in these ways, temporary appointments may be made.
9.2 Notice of Vacancy. Whenever a vacancy in the competitive service in the City is to be filled, the
Human Resources Director shall cause to be posted notification of openings on the bulletin board in each
department and/or functional area. The City Clerk shall advise the Human Resources Director as to the
availability of persons on preferred lists or on promotion or open eligible lists. If there is no preferred list
available for the class, the appointing power shall have the right to decide whether to fill the vacancy by
transfer, or appointment from a promotional or open eligible list, provided that vacancies in the classes
above the lowest in a promotional series of classes shall be filled by promotion when qualified candidates
can be found among those persons employed in such series of classes.
9.3 Appointment. After interviews and investigations, the appointing power shall make appointments
from among those certified, and shall immediately notify the Clerk of the City of the persons appointed. A
person accepting appointment shall present himself/herself to his/her department head for orientation, and
processing on or before the date of appointment. If the applicant indicates acceptance of the appointment
and presents himself/herself for duty within such period of time as the department head shall prescribe
he/she shall be deemed to be appointed; otherwise, he/she shall be deemed to have declined appointment,
unless within twenty-four (24) hours he/she presents acceptable reasons for his/her actions to the
department head.
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9.4 Temporary Appointment. Whenever there is a need for a short term or seasonal employee, or in the
absence of a preferred list or certified eligible list, or when necessary to prevent the stoppage of public
business, the appointing power may make a temporary appointment of an applicant meeting the minimum
qualifications for the position until the services of the short-term employees are no longer required or until
a list of eligibles can be certified. A temporary appointment to a Civil Service position made in the
absence of a preferred or certified eligible list shall be limited to ninety (90) days for any one person in the
same vacancy, but such limitation shall not apply to any person temporarily acting in a position regularly
held by another. Temporary appointments to non-Civil Service positions covered by these policiesshall be
limited to one hundred twenty (120) days for any one person in the same vacancy, but such limitation shall
not apply to any person temporarily acting in a position regularly held by another.
9.5 Temporary Assignments.
(a)Policy. No employee shall be required to perform duties which are not closely related both in kind
of work and in level of responsibility to duties normally assigned to positions in his/her class, except
on a short-term temporary or emergency basis.
(b)Vacancy Because of Resignation, Termination, Death, Leave of Absence. In the event of a vacancy
caused by resignation, termination, death, leave of absence, etc., a replacement may be temporarily
assigned the duties of the position. The replacement shall receive the appropriate remuneration
beginning with the first day he or she assumes the new duties.
(c)Short-Term Absences. Employees who replace others because of a short-term absence such as
normal sick leave and vacation time shall be compensated at the out-of-class rate for any time
beyond two (2) normal work weeks.
(d)Written Assignment and Acceptance. An employee may receive out-of-class pay only when the
department head designates in writing that such employee is serving in the higher classification.
(e)Under Emergency Situations or Unforeseen Conditions. As determined by the department head, and
not in conflict with other sections of this article, an individual may be temporarily assigned to a
position with a higher rate of pay and receive same when such position is created for a longer period
of time than one (1) working day.
(f)Employees in the Water and Pollution Control Department who voluntarily act as relief operators
will receive the Operator pay scale at the appropriate level when they are operating a shift. For
purposes of time-in-grade calculation to determine the appropriate pay level while acting as relief
operators, the provisions of Section 12.5 (Time-In-Grade-Credit) will be applied in the same manner
as in the case of promotions.
ARTICLE 10
(RESERVED)
ARTICLE 11
HOURS OF WORK, PAY RATES
11.1
(a)Shift Workers.
(1)Employees whose jobs are such that service requirements impose the necessity for continuous
or substantially continuous operation of those jobs or operation of such jobs seven (7) days a
week even though not continuously, shall be designated as "shift workers."
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(2)Eight (8) consecutive hours shall constitute a regular work day for shift workersexcept where
time excluded for meals is authorized by the City.
(3)Five (5) regular work days shall be worked regularly within a regular work week, and all days
off shall run consecutively unless otherwise authorized by the City.
(4)Shifts and scheduled work days shall be rotated between employees concerned, to the end that
each employee shall serve his/her fair share of each shift. Scheduled regular work days and
regular work hours shall be posted, and any changes made shall be posted at least ten (10)
days in advance except in the case of emergencies or unforeseen circumstances. The ten (10)
day written notice provision may be waived in the case of special assignments upon written
agreement of the involved employee(s) and supervisor(s). No employee shall be coerced to
waive the notice period.
(5)Designated holidays shall be observed as officially recognized holidays except that Christmas
Day, Thanksgiving Day, Labor Day, Independence Day, and New Years Day will be
recognized on the actual holiday.
(b)Day Workers.
(1)Employees other than shift workers shall be designated "day workers".
(2)Eight (8) consecutive hours, excluding time out for meals, shall constitute a regular work day
for day workers.
(3)Five (5) consecutive regular work days shall constitute one regular work week for day
workers. Scheduled regular work days and regular work hours shall be posted and any
changes made shall be posted at least ten (10) days in advance except in the case of
emergencies or unforeseen circumstances. The ten (10) day written notice provision may be
waived in the case of special assignments upon written agreement of the involved employee(s)
and supervisor(s). No employee shall be coerced to waive the notice period.
(b-1) Sections 11.1(a) and 11.1(b) are not applicable for those persons who are employed by the Resource
Recovery Division. The following procedures will govern shifts at the Resource Recovery Plant.
Employee weekly work shifts will be posted on the Resource Recovery Plant bulletin board on each
preceding Friday afternoon.
Starting times for employees shall not deviate from these posted schedules except for the following
reasons:
(A)Downtime at the Electric Power Plant with any equipment affecting the ability of the plant to
dispose of RDF;
(B)Downtime at the Resource Recovery Plant with any equipment affecting the ability of the plant
to process solid waste;
(C)Mechanical problems with the solid waste equipment causing a slowdown in the processing of
solid waste.
In cases where C occurs and necessitates employees reporting to work prior to the posted starting
times, they shall be entitled to time and one-half pay for hours worked prior to the posted starting
time.
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A shift premium shall be paid to Resource Recovery workers as follows:
Any shift starting between 9:00 p.m. and 2:00 a.m. shall be paid a shift differential of one
dollar ($1.00) per hour.
The classification of Resource Recovery Lead Operator shall be considered a day worker and will
function as a utility worker providing relief in cases of vacation, sick leave and other special staffing
situations.
(c)Meals.
(1)Regular Work Week. If an employee is required to report to duty three (3) hours prior to
his/her normal work day or works three (3) hours after his/ her normal work day or six (6)
hours after the evening meal, the employee shall be entitled to a meal at City expense on
his/her own time unless the meal is provided at the job site.
(2)Holidays and Scheduled Days Off. If an employee works four (4) hours or more of overtime
and through a meal or four (4) hours or more after the evening meal, the employee shall be
entitled to a meal at City expense on his/her own time unless the meal is provided at the job
site. Water Plant and Water Pollution Control Plant Operators shall be excluded when
operating.
(3)Reimbursement Rate. Employees will be paid for each meal earned through regular payroll at
the rate of one-third (1/3) the Federal Per Diem Rate for meals and incidentals as published
annually by the Internal Revenue Service.
(d)Rates of Pay -- Regular Work Week.
(1)Straight Time. Straight time pay shall be paid for five (5) regularly scheduled eight (8) hour
days per week.
(2)Overtime Pay. Hours worked over eight (8) hours in a twenty-four (24) hour period beginning
with the employee's normally scheduled starting time shall be paid at the rate of time and one-
half (1 1/2) of an employee's regular hourly rate of pay. Double time shall be paid for hours
worked over sixteen (16) hours in a twenty-four (24) hour period beginning with the
employee’s normally scheduled starting time.
For the purpose of determining overtime eligibility under this section, compensatory time or
paid leave shall count toward eight (8) hours worked in a twenty-four (24) hour period.
For the purpose of determining double time eligibility under this section, compensatory time
or paid leave shall count toward sixteen (16) hours worked in a twenty-four (24) hour period.
(3)Compensatory time. An employee may elect to earn compensatory time off in lieu of
overtime pay as determined by Sections 11.1(d)(2), 11.1(e), and 11.1(f) by notifying his/her
supervisor by the end of the employee’s pay period. If the employee does not notify the
supervisor by the end of the pay period, the time shall be earned as overtime pay. In case of
emergency with potential for state or federal reimbursement (as determined by the City
Manager or Assistant City Manager), the compensatory time accrued in addressing the needs
of the emergency situation shall be satisfied through a cash payment.
No regular full-time employee shall be allowed to accumulate more than eighty(80) hours of
compensatory time. Compensatory time shall be granted at such times as are mutually agreed
upon between the involved employee and his/her supervisor. Compensatory time off shall not
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be granted in units of less than one-half (1/2) hour at a time.
(4)Alternate Work Schedules.
At the sole discretion of management a shift comprising forty (40) hours per week of other
than five (5) eight (8) hour days may be adopted for specific work units provided that each
shift is not more than ten (10) hours per day. Overtime on a daily basis shall be paid for hours
worked beyond a normally scheduled shift; e.g. for a ten (10) hour shift overtime shall begin
with the eleventh (11th) hour. Should this provision be implemented, notice will be given to
affected employees in accordance with Section 11.1(a)(4) or 11.1(b)(3).
For those employees on a work schedule of more than eight (8) hours per day, holiday pay of
eight (8) hours shall be paid in accordance with Section 11.1(g); however, the employee may
elect to use vacation or accrued compensatory time to make up the difference to equal the
amount of a full day's pay.
(e)Rates of Pay-Scheduled Days Off - Saturday/Sunday.
(1)For compensation purposes the day will start at the same time the employee is regularly
scheduled to start in the work week.
(2)The employee shall be paid at the rate of one and one-half (1 1/2) times his/her regular hourly
rate for the first sixteen (16) cumulative hours worked. Thereafter, the employee shall be paid
at the rate of double time for such additional hours until twenty-four (24) hours have elapsed
from the normal starting time.
(f)If an employee is released from duty and is thereafter called back to work at the overtime rate as
provided therein, a minimum of two (2) hours at one and one-half (1 1/2) times his/her regular
hourly rate shall be paid for such time worked.
This provision shall not apply, however, for hours worked immediately prior to an employee's
normal work shift if the employee is already at the work site and is willing to begin work. In this
case, the regular overtime rate shall apply for extra time worked; with the employee still being
entitled to work his/her full regular work shift.
(g)Rates of Pay - Holidays. All of the provisions of Article 11.1(d) shall govern compensation for
holidays with the following addition:
(1)Eight (8) hours straight time compensation for the holiday in addition to the above.
As provided for in Section 11.3(a), an employee who takes sick leave on the closest regularly
scheduled workday preceding or following a holiday may be required by the department head
or his/her designee to provide a Physician's Certificate stating the reason for the absence.
Failure to provide this Physician's Certificate in accordance with Section 11.3(a) will result in
the loss of holiday pay.
(h)Method of Computing Pay Rates. The annual rate of compensation for full time employees shall be
computed by multiplying the hourly rate by 2080. The monthly rate shall be computed by dividing
the annual rate by twelve (12). Any necessary rounding shall be in the conventional manner.
(i)Any employee who is required to work continuously past his/her regular quitting time, will be
notified one-half (1/2) hour before the regular quitting time.
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(j)(1)Rest Time. If a Public Works employee is required to work outside of his/her regular hours
between midnight and 4:00 a.m. such that he/she does not have eight (8) hours between
release from the call back work and the beginning of his/her next day regular work time, the
employee shall be entitled to one hour of rest time off at the straight time rate for each hour
worked between midnight and 4:00 a.m. during the next day regular work time. The time off
for rest may be taken at the beginning or end of the regular work schedule by mutual
agreement with the employee’s supervisor. If the time for taking the rest time cannot be
agreed upon, the employee shall take the rest time at the beginning of the workday. This
section shall not apply to:
(a) Snow and ice crews when shifts are in effect.
(b)Shift workers who may split shifts covering an absence.
(c)When the next day is a holiday, a weekend, or the employee is scheduled for vacation.
(2)Snow and Emergency Response Crews. An employee specifically assigned to snow and ice
removal/control or other emergency response duties shall, after sixteen (16) or more
continuous hours of work, be granted a rest period of at least eight (8) hours. When an
employee is working under these circumstances the supervisor shall determine when the
employee shall be permitted to leave work to begin the rest period. The rest period shall
expire before the employee shall be instructed to report back to work. If any portion of such
rest period extends into the employee's normally scheduled work period, the employee shall be
paid for those hours at the straight time rate.
This section shall apply to Public Works Operations Division employees, as well as to
employees from other City departments who either voluntarily or involuntarily are assigned to
perform any work under the direction of the Operations Division.
11.2 Leaves
(a)The following leaves and related topics will be administered under the Employee Handbook:
(1)Vacation
(2)Holidays
(3)Payment for Unused Sick Leave Upon Retirement
(4)Family Sick Leave
(5)Family and Medical Leave
(6)Maternity/Parental Leave
(7)Emergency Leave
(8)Funeral Leave
(9)Injury Leave
(10) Military Leave
(11) Jury Duty Leave
11.3 Sick Leave
(a)Policy and Procedures. All probationary and full-time permanent employees shall be entitled to sick
leave with pay at the rate of one (1) working day for each calendar month of service. Sick leave
shall not be considered as a right which an employee may use at his/her discretion, but shall be
allowed only in the case of actual personal sickness, disability, or as utilized by Section 11.4 of this
Article. Sick leave may also be used for physical examinations and consultation with physicians.
Sick leave accrual rates for part-time employees are outlined in Section 23.1.
In order to receive compensation while absent on sick leave, the employee shall notify his/her
immediate supervisor or the City Manager prior to the time set for beginning his/her daily duties. All
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sick leave shall be approved by the department head and City Manager. The department head may
waive the daily notification requirement in cases of extended sick leave. In such cases the
department head may require periodic reports of the employee’s medical status and prognosis.
An employee may be required to provide substantiation of sick leave use which occurs immediately
preceding or following a holiday, as provided by Section 11.1(g).
If, during an absence of three (3) days or less, a department head suspects an employee is abusing
sick leave, the employee may be required by his/her supervisor to provide a Physician’s Certificate.
The parties recognize that patterns of sick leave use may be indicative of abuse. These patterns
include but are not limited to: frequent absences of short duration, failure to maintain a sick leave
accrual balance, and absences before or after a holiday or weekend. If management determines that
an employee's sick leave usage fits such a pattern, the employee will be asked to explain his/her
reasons for such absences. If the employee claims to suffer from a chronic or recurring illness, the
department head may require the employee to submit a physician's statement attesting to the
condition and its effect on the employee's ability to perform the duties of his/her position, as well as
the prognosis. The employee and supervisor will agree on a plan, including a time frame, to improve
attendance. The plan will be in writing. If attendance does not improve as agreed, or if the
employee refuses to cooperate, discipline may be imposed.
Sick leave may be accumulated from year to year with no maximum limit and may be granted in
minimum units of one-half (1/2) hour.
An employee receiving temporary disability payments under the Worker's Compensation Laws may
use accumulated sick leave in order to maintain his/her regular income.
Employees who are granted a leave of absence with pay for any purpose shall continue to accrue sick
leave during such absence.
An employee who enters the employ of the City before the sixteenth (16th) day of the month or who
leaves the employ of the City after the fifteenth (15th) day of the month shall earn sick leave for that
month.
11.4-11.6 (RESERVED)
11.7 Leave of Absence Without Pay. The City Manager may grant a permanent or probationary employee
a leave of absence without pay if in his/her opinion such leave will serve the best interests of the City. No
such leave shall be granted except upon written request of the employee setting forth the reason for the
request. Upon expiration of a regularly approved leave or within a reasonable period of time after notice to
return to duty, the employee shall be returned to the position held at the time leave was granted. Failure on
the part of an employee on leave to report promptly at its expiration, or within a reasonable time after
notice to return to duty, shall be cause for discharge. Leave of more than sixty (60) days, except for
disability, shall result in loss of seniority right. Sick leave or vacation benefits do not accrue during a leave
without pay.
Department heads may grant a permanent or probationary employee a leave of absence without pay for a
period not to exceed one (1) week. Such leave shall be reported immediately to the City Manager.
11.8-11.10 (RESERVED)
11.11
(a)Clothing and Equipment Provisions. Attached hereto is an addendum indicating clothing and
equipment provided employees (safety equipment - OSHA approved).
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(b)Tool Allowance. Full-time skilled and semi-skilled mechanics in the Fleet Services shop shall
receive an annual tool reimbursement in the amount of four hundred dollars ($400). In order to
receive the tool reimbursement, the mechanic must submit copies of the receipts to his/her
supervisor to verify purchase of tools.
ARTICLE 12
TRANSFER, PROMOTION, DEMOTION
12.1 Promotion. A promotion is the movement of an employee other than by reclassification from one
class to another class having a higher maximum rate of pay.
An employee receiving a promotion shall be entitled to receive the "A" rate of compensation in the
classification to which he/she is being promoted. If the employee is currently receiving a higher rate of pay
than the "A" step, such employee shall receive the rate of pay corresponding to the nearest higher step in
the new classification. The placing of an employee in a new step is for compensation purposes only. Time-
in-grade credit will be determined according to Section 12.5 below.
12.2 Demotion. A demotion is the movement of an employee from one class to another class having a
lower maximum rate of pay.
An employee receiving a demotion shall be entitled to receive the rate of pay corresponding to the nearest
in the new classification lower than his/her present rate of pay. The placing of an employee in a new step is
for compensation purposes only. Time-in-grade credit will be determined according to Section 12.5 below.
12.3 Transfer. A transfer is the movement of an employee from one position to another position in the
same class or to another classification having the same pay range assignment.
If an employee receives a transfer to a classification with a "C" step identical to the "C" step in the present
classification, the employee shall not be entitled to any increase in pay but shall be entitled to receive time-
in-grade credit as outlined in Section 12.5 below.
If an employee is reassigned within the City in the same classification, he/she shall be entitled to the same
rate of pay and time-in-grade credit that was present prior to the reassignment.
12.4 Rates of Pay/Effective Date. Any employee who receives a promotion, demotion or transfer will
receive the applicable rate of pay in a step as outlined above and shall not be entitled to any rate of pay
inconsistent with steps after such action.
12.5 Time-in-Grade Credit. For promotion, demotion and transfers, the following policy shall govern.
An employee who is promoted, demoted, or transferred to a new classification that is directly related to
his/her present classification, as outlined below, shall be entitled to one (1) month credit for each one (1)
month worked in the present classification.
An employee who is promoted, demoted, or transferred to a new classification that is related to his/her
present classification, as outlined below, shall be entitled to two (2) months credit for each three (3) months
worked in the present classification.
An employee who is promoted, demoted or transferred to a new classification that is unrelated to his/her
present classification, as outlined below, shall be entitled to one (1) month credit for each three (3) months
worked in the present classification. In no case shall an employee receive more than six (6) months credit
for unrelated work.
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DIRECTLY RELATED
Within Division
Building & Zoning Inspector Plumbing Inspector
Building & Zoning Inspector Electrical Inspector
Building & Zoning Inspector Community Codes Liaison
Electrical Inspector Community Codes Liaison
Fleet Technician Lead Fleet Technician
Housing Inspector Building & Zoning Inspector
Housing Inspector Plumbing Inspector
Housing Inspector Electrical Inspector
Housing Inspector Community Codes Liaison
Maintenance Worker Building Maintenance Specialist
Maintenance Worker Senior Heavy Equipment Operator
Maintenance Worker Parks Maintenance Specialist
Maintenance Worker Senior Maintenance Worker
Maintenance Worker Water Utility Locator
Mechanic Assistant Fleet Technician
Meter Reader Senior Meter Reader
Plumbing Inspector Electrical Inspector
Plumbing Inspector Community Codes Liaison
Process Maintenance Worker Resource Recovery Equipment Operator
Resource Recovery Maintenance Operator Resource Recovery Lead Operator
Resource Recovery Maintenance Tech II Resource Recovery Lead Operator
Resource Recovery Maintenance Tech II Resource Recovery Maintenance Operator
Traffic Signal Technician Traffic Signal Technician Lead Worker
Outside Division
Heavy Equipment Operator Senior Heavy Equipment Operator
Maintenance Worker Building Maintenance Specialist
Maintenance Worker Parks Maintenance Specialist
Maintenance Worker Senior Maintenance Worker
Maintenance Worker Water Utility Locator
Parks Maintenance Specialist Building Maintenance Specialist
Resource Recovery Equipment Operator Senior Heavy Equipment Operator
Water Meter Technician Maintenance Worker
RELATED
Within Division
Laborer Maintenance Worker
Maintenance Worker Heavy Equipment Operator
Maintenance Worker Plant Maintenance Specialist
Maintenance Worker Senior Heavy Equipment Operator
Maintenance Worker Traffic Signal Technician
Maintenance Worker*Water Plant Operator
Maintenance Worker*WPC Plant Operator
Resource Recovery Maintenance Tech I Resource Recovery Lead Operator
Resource Recovery Maintenance Tech I Resource Recovery Maintenance Operator
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Senior Maintenance Worker Plant Maintenance Specialist
Traffic Technician Traffic Signal Technician
Water Plant Operator Plant Maintenance Specialist
Water/WW Laboratory Technician Water/WW Laboratory Analyst
WPC Plant Operator Plant Maintenance Specialist
Outside Division
Laborer Maintenance Worker
Maintenance Technician I Water Meter Technician
Maintenance Worker Heavy Equipment Operator
Maintenance Worker Plant Maintenance Specialist
Maintenance Worker Process Maintenance Worker
Maintenance Worker Resource Recovery Equipment Operator
Maintenance Worker Resource Recovery Maintenance Operator
Maintenance Worker Senior Heavy Equipment Operator
Maintenance Worker Senior Maintenance Worker
Maintenance Worker Traffic Technician
Maintenance Worker Water Meter Technician
Maintenance Worker*Water Plant Operator
Maintenance Worker*WPC Plant Operator
Meter Reader Water Meter Technician
Parks Maintenance Specialist Water Meter Technician
Plant Maintenance Specialist Resource Recovery Lead Operator
Plant Maintenance Specialist Resource Recovery Maintenance Operator
Resource Recovery Equipment Operator Senior Heavy Equipment Operator
Senior Maintenance Worker Plant Maintenance Specialist
Senior Meter Reader Water Meter Technician
Water Plant Operator Laboratory Analyst
Water Plant Operator Laboratory Technician
Water Plant Operator Plant Maintenance Specialist
Water Plant Operator Resource Recovery Lead Operator
Water Plant Operator Resource Recovery Maintenance Operator
Water/WW Laboratory Analyst Water Plant Operator
Water/WW Laboratory Analyst WPC Plant Operator
Water/WW Laboratory Technician*Water Plant Operator
Water/WW Laboratory Technician*WPC Plant Operator
WPC Plant Operator Laboratory Analyst
WPC Plant Operator Laboratory Technician
WPC Plant Operator Plant Maintenance Specialist
WPC Plant Operator Resource Recovery Lead Operator
WPC Plant Operator Resource Recovery Maintenance Operator
WPC Plant Operator*Water Plant Operator
UNRELATED -- All other relationships
*with required operator certification, otherwise unrelated.
ARTICLES 13-16
(RESERVED)
ARTICLE 17
MEDICAL EXAMINATIONS FOR RESOURCE RECOVERY PERSONNEL
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17.1 Due to the nature of the materials handled at the Resource Recovery Plant, all employees exposed to
these materials will be provided by the City with a basic annual physical examination. A hearing test, x-
rays (if required by attending physician) and tetanus shots will also be provided. Arrangements for such
physicals may be made through the Public Works Director's office.
ARTICLE 18
MISCELLANEOUS RULES
18.1-18.5 (RESERVED)
18.6 Residence Requirement. The required residence area is the area bordered by the Boone and Story
County lines on the north and south, State Highway 65 on the east; and on the west, County Road R27
north of Boone, and the Des Moines River south of Highway 30 to the Boone County line. Communities
intersected by the borderlines, and Zearing, shall be considered within the area. The permitted residency
area is that area inside the borderlines. The area adjacent to but outside the borderlines is not included.
After completing his/her probationary period, a new employee shall, within three (3) months, reside within
the residency area. The department head may allow an employee up to an additional three (3) months if the
employee provides documentation of financial commitment to move within the residence area.
18.7 Unreasonable Weather. The City will not require employees covered by these policies to work out of
doors during unreasonable weather conditions unless such work is necessary to protect life or property or
maintain service to the public.
ARTICLES 19-22
(RESERVED)
ARTICLE 23
23.1 Part-Time Employees. Part-time employees are those employees who work 20 or more hours but
less than 40 hours per week. Part-time employees for the purpose of sick leave, vacation, and holidays, are
defined as:
(a)Status 2 - part-time employees working 20 or more hours per week. Receive one-half (1/2) benefits
for sick leave and vacations. In terms of holidays, half-time employees (Status 2) would receive
time and one-half (1-1/2) compensation for any hours worked on a scheduled, designated holiday.
Effective July 1, 2005, Status 2 employees working on a holiday will be entitled to four (4) hours
straight time compensation for the holiday in addition to the above. Those Status 2 employees not
working on a holiday receive four (4) hours pay.
(b)Status 5 - part-time employees working 30 or more hours per week. Receive three-fourths (3/4)
benefits for sick leave and vacations. In terms of holidays, three-fourths time employees (Status 5)
receive time and one-half (1-1/2) compensation for any hours worked on a scheduled, designated
holiday. Effective July 1, 2005, Status 5 employees working on a holiday will be entitled to six (6)
hours straight time compensation for the holiday in addition to the above. Those Status 5 employees
not working on a holiday receive six (6) hours pay.
Part-time employees shall be eligible for overtime compensation only for those hours worked in excess of
forty (40) hours per week. A part-time employee required to work continuously past his/her regular
quitting time will be notified one-half (1/2) hour before his/her regular quitting time, except in unforeseen
circumstances.
The City shall attempt to schedule part-time hours on a regularly scheduled basis, however, the parties
understand that these employees shall not be guaranteed a set schedule. Starting times, ending times,
working hours, working days, or number of days may vary, depending upon the needs of the City. The City
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will attempt to give as much notice as possible when changes occur. Work assignments of less than two
(2) hours will be scheduled before 11:30 p.m. of the previous day.
A part-time employee called back to work after or before his/her regular shift shall receive a minimum of
two (2) hours straight time. If the employee and management mutually agree, this two (2) hour minimum
may be waived, if such waiver is in writing.
The provisions of Section 11.1 do not apply to part-time employees.
ARTICLE 24
(RESERVED)
ARTICLE 25
25.1 Standby. An employee is assigned to standby when the employer directs the employee, in writing, to
be accessible by phone, portable radio or pager and be prepared to work. An employee who has not been
assigned to standby duty shall not be penalized if unable or unwilling to work when requested to do so.
When it is required by the City for an employee to standby, it shall be for periods of one (1) day or more at
the rate of 1.5 hours per day at the employee’s regular hourly rate as determined by the supervisor requiring
standby. When on standby, the employee must be prepared to immediately respond to any call-in with a
minimal amount of delay.
ARTICLE 26
CLOTHING AND EQUIPMENT
The following articles of protective clothing and equipment will be provided by the City as required for the
safety of the employee: safety shoes, prescription safety glasses or safety goggles, work gloves, hard hats,
protective face shields, noise dampeners, work gloves insulated against electrical shock, and other
necessary safety equipment. Where present employees are without the listed articles, those items will be
provided. All articles provided for the safety of the employee will conform to O.S.H.A. standards. The
City may elect to provide non-protective clothing and equipment in addition to the listed items.
Ownership of all clothing and equipment provided by the City is retained by the City, without restriction,
with the exception of safety shoes and prescription safety glasses which become the property of the
employee when issued. In consideration of this ownership, any employee who does not complete his or her
probationary period will be required to reimburse the City for the cost of those safety shoes and
prescription safety glasses which were issued upon initial employment. Items listed will be replaced as
needed; items must be turned in before a replacement item will be issued. Replacement of safety glasses
shall include transitional lenses or photo greys initially paid for by the employee. If an employee requires
replacement lenses due to a prescription change, the City shall pay for the new lenses.
Employees are responsible: to maintain all clothing and equipment provided; to exercise care in the use of
that clothing and equipment; to clean that clothing provided; to make minor repairs of that clothing (i.e.,
replace buttons and repair small tears); and to wear that clothing and equipment while performing his or
her work in conformance with this contract. Employees may not use any clothing or equipment provided
by the City for personal use.
All uniforms which are furnished to employees by the City are to be worn only when "on duty" or when
traveling to or from work. Employees who are in transit to or from work may make ordinary stops in
places such as grocery stores, etc., which do not reflect poorly on the image of the City. Employees shall
not indulge in the use of alcoholic beverages in public places while wearing uniforms bearing City
identification.
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All of the above items are to be kept at the employees' work station, except that shirts, trousers, safety
shoes and glasses may be worn to and from work. In cold weather parkas may be worn to and from work.
Resource Recovery Plant employees are not to remove any of the above items from the Resource Recovery
Plant.
ADDENDA A-E
(RESERVED)
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ADDENDUM F
SKILL-BASED PAY PLAN
1.PURPOSE
1.1.The purpose of the skill-based pay plan is to promote voluntary skills development among
maintenance employees in the Water and Pollution Control Department and Resource
Recovery Plant and among traffic technician employees in the Traffic Division. The plan
provides a mechanism where employees are able to gain and utilize increased knowledge,
skills, and abilities on the job to the benefit of the City, and to provide a mechanism for the
City to compensate employees for the additional value they provide to the organization.
2.EXCLUSIVE TO WATER AND POLLUTION CONTROL DEPARTMENT, RESOURCE
RECOVERY PLANT, AND TRAFFIC DIVISION
2.1.This skill-based pay plan is designed exclusively for the Water and Pollution Control
Department, Resource Recovery Plant, and Traffic Division. No provision of this
agreement shall apply to employees of any other department or division.
3.VOLUNTARY PARTICIPATION
3.1.The intent of the skill-based pay plan is that it be a voluntary program that is driven by
individual employees’ desire to increase their maintenance abilities and to increase their
compensation. Employees may set their own pace as they work through the skill blocks,
and determine how far through the skill blocks they choose to advance.
3.2.Nothing in this skill-based pay plan shall be construed as restricting or limiting the City
from assigning various training programs or making training mandatory.
3.3.No employee shall be disciplined or in any other way disadvantaged due to non-
participation in the skill-based pay system. Participation in the voluntary skill-based pay
system may be considered along with other factors when making employment decisions
such as advancements and promotions.
4.JOB CLASSIFICATIONS
4.1.The skill-based pay plan shall consist of a two-step job classification system.
4.1.1. The entry-level maintenance position into the Water and Pollution Control
Department has been and will continue to be the 6110 Treatment PlantMaintenance
Worker classification.
The entry-level maintenance position into the Resource Recovery Plant has been
and will continue to be the 5412 Process Maintenance Worker classification.
The entry-level traffic technician position into the Traffic Division has been and
will continue to be the 1137 Traffic Technician classification.
4.1.2. The first promotional step in the skill-based pay plan for Water and Pollution
Control shall be the 6117 Maintenance Technician I classification.
The first promotional step in the skill-based pay plan for Resource Recovery shall
be the 6119 Resource Recovery Maintenance Technician I classification.
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The first promotional step in the skill-based pay plan for the Traffic Division shall
be the Traffic Technician II classification.
4.1.3. The second promotional step in the skill-based pay plan for Water and Pollution
Control shall be the 6118 Maintenance Technician II classification.
The second promotional step in the skill-based pay plan shall be the 6120 Resource
Recovery Maintenance Technician II classification.
The second promotional step in the skill-based pay plan for the Traffic Division
shall be the Traffic Technician III classification.
4.2.The existing Traffic Signal Technician classification shall be phased out of the Traffic
Division. Any employee currently filling a Traffic Signal Technician position shall remain
in that position, and shall continue to receive wage adjustments as may be adopted. Any
employee currently filling a Traffic Signal Technician position shall be eligible to
participate in the skill-based pay plan and the next step in the progression for this position
shall be Traffic Technician III.
4.2.1. Upon vacancy of any Traffic Signal Technician position in the Traffic Division, the
vacancy shall be filled by conducting an open public recruitment for a new Traffic
Technician Worker who would become eligible to participate in this skill-based pay
plan. The existing Traffic Signal Technician classification shall remain equal in
pay to the Traffic Technician II in the City’s pay plan.
4.3 The existing Traffic Signal Technician Lead Worker classification shall remain vacant until
management determines there is a need for it to be filled. If management determines there is
a need to fill the Traffic Signal Technician Lead Worker position, the vacancy shall be
filled by an individual that has achieved the Traffic Technician III classification. If more
than one person fills the Traffic Technician III classification, the vacancy shall be filled by
conducting an internal recruitment of eligible candidates.
5.VACANCIES
5.1.Openings in Water and Pollution Control that result from vacancies in a Treatment Plant
Maintenance Worker, W&PC Maintenance Technician I, or W&PC Maintenance
Technician II shall be filled through an open public recruitment for Treatment Plant
Maintenance Worker.
Openings in the Resource Recovery Plant that result from vacancies in a Process
Maintenance Worker, Resource Recovery Maintenance Technician I, or Resource Recovery
Maintenance Technician II shall be filled through an open public recruitment for Process
Maintenance Worker.
Openings in the Traffic Division that result from vacancies in a Traffic Technician, Traffic
Technician II, Traffic Technician III, or Traffic Signal Technician Lead Worker shall be
filled through an open public recruitment for Traffic Technician.
5.2.Requests for lateral transfers or voluntary demotions from employees in other departments
shall be treated in accordance with established procedures for vacancies in the entry level
positions for each department. Existing City employees who wish to be considered for a
lateral transfer or voluntary demotion must notify Human Resources in writing in order to
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be included in the list of eligible candidates.
6.SKILL BLOCKS
6.1.Skill Block I
6.1.1. Employees who complete Skill Block I are expected to gain proficiency in the
following areas:
6.1.1.1 RRP positions only: receipt and sorting of household hazardous materials
6.1.1.2 W&PC positions only: basic water or wastewater treatment processes and
techniques, basic electric and electric safety; industrial piping, metering, and valves;
power transmission systems; and basic metal fabrication,
6.1.1.3 Traffic Division positions only: sign and pavement marking installation
processes, MUTCD requirements, basic signal operational instruction, basic electric
and electric safety, trouble-shooting techniques, signal MUTCD requirements.
6.1.2. Completion of Skill Block I is quantified by obtaining the following licenses and
certifications and the successful completion of the courses listed in 6.1.3.
6.1.2.1 Positions with the RRP must obtain a HAZWOPER certification from EHS
Resource Group or other approved training entity as specified by the Metro
Waste Authority’s Regional Collection Center.
6.1.2.2 Positions with the W&PC Department must obtain an Iowa Department of
Natural Resources Grade I operator’s license in water treatment (Water
Plant Division) or wastewater treatment(Water Pollution Control Division).
6.1.2.3 Positions with the Traffic Division must obtain the following certifications:
IMSA Signs & Pavement Markings Technician Level I, IMSA Signs
Technician Level II, IMSA Pavement Markings Technician Level II, IMSA
Traffic Signal Technician, IMSA Traffic Signal Bench or Field Technician
Level II.
6.1.3. Skill Block I shall consist of the following community college courses in addition
to the HAZWOPER certification identified above for RRP employees or operator
license identified above for W&PC employees:
6.1.3.1 RRP: 14 credits; See Attachment A for courses.
6.1.3.2 W&PC: (1) 3-cr. basic electricity & electrical safety; (1) 3-cr. industrial
pipefitting, metering, and valves; (1) 3-cr. mechanical power transmission
systems; 24-hr OSHA confined space certification; 30-hr basic water or
wastewater course. Other courses may be approved by the Director of
W&PC on a case-by-case basis.
6.1.3.3 Traffic: Skill Block I shall consist of the following community college
course in addition to the above IMSA certifications for Traffic Division
employees: ELT 303 – Principles of Electricity.
6.2.Skill Block II
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6.2.1. Employees who complete Skill Block II are expected to gain proficiency in the
following areas: basic electrical hardware, electrical schematics, and logic and
control systems; pumps and seals; pneumatic and hydraulic systems; and
troubleshooting and diagnostic tools and equipment.
Traffic Division only: Signal installation practices and procedures, electronics in
signal controllers and coordination, network setup and functions, communication
protocols, network architecture, IP addressing, router/switch configurations, -
install, terminate, splice, and test and trouble-shoot fiber optic cable.
6.2.2. Completion of Skill Block II is quantified by obtaining the following licenses and
certifications and the successful completion of the courses listed in 6.2.3.
6.2.2.1 (Reserved).
6.2.2.2 Positions with the W&PC Department must obtain an Iowa Department of
Natural Resources Grade I distribution license (Water Plant Division) or an
Iowa Department of Natural Resources Grade II wastewater operations
license (Water Pollution Control Division).
6.2.2.3 Positions with the Traffic Division must obtain the following certifications:
IMSA Signal Inspector, IMSA Traffic Signal Bench or Field Technician
Level III, IMSA Fiber Optic Technician, Certified Fiber Optic Technician
Course (CFOT).
6.2.3. Completion of Skill Block II is quantified by the successful completion of the
following community college courses:
6.2.3.1 RRP: 15 credits. See Attachment A for courses. All required courses
must be completed during Skill Base Program
6.2.3.2 W&PC:
Required: (1) 3-cr. in preventative maintenance, asset management, and
troubleshooting.
Electives: Complete a total of (9) credits of coursework from the following
specialties:
Power generation;
Advanced electrical (motor controls, PLC’s, SCADA);
Plant process equipment (pumps, seals, hydraulics);
Structural and building repairs and modifications (metal fabrication,
plumbing systems, and similar);
Chemical feed systems;
HVAC systems.
6.2.3.3 Traffic: Skill Block II shall consist of the following community college
course in addition to the above IMSA certifications for Traffic Division
employees: NET 147 – Networking Technologies, NET 213 – Cisco
Networking.
6.3.Use of substitute classes must be approved on a case-by-case basis by the employee’s
immediate supervisor and by either the superintendent or department head.
7.PROGRESSION THROUGH SKILL BLOCKS
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7.1.Skill Block I Requirements – W&PC Maintenance Technician I
7.1.1. Employee must have a minimum of two years’ time-in-grade in a position that
performs maintenance work as a regular daily job responsibility in any City
department.
7.1.2. Employee must have at least one year as Treatment Plant Maintenance Worker in
the Water and Pollution Control Department.
7.1.3. Employee must have completed all required courses with a grade of “C” or better.
OSHA certification and the basic water/wastewater course are not graded, and
obtaining a certificate of completion shall be satisfactory for these courses.
7.1.4. Employee must have and maintain a current Iowa DNR Grade I operator treatment
license for their respective division (water or wastewater).
7.2.Skill Block II Requirements –W&PC Maintenance Technician II
7.2.1. Employee must have at least two years’ time-in-grade as a W&PC Maintenance
Technician I in the Water and Pollution Control Department.
7.2.2. Employee must have completed the required number of credit hours in the list of
courses with a grade of “C” or better.
7.2.3. Employee must have and maintain a current Iowa DNR Grade I operator treatment
license for their respective division (water or wastewater), and a current DNR
Grade I distribution license (Water) or an Iowa Department of Natural Resources
Grade II wastewater operations license (Water Pollution Control Division).
7.3.Skill Block I Requirements – Resource Recovery Maintenance Technician I
7.3.1. Employee must have at least one year as a Process Maintenance Worker in the
Resource Recovery Plant and another year as a Process Maintenance Worker in the
Resource Recovery Plant or another year in a position that performs maintenance
work as a regular daily job responsibility in any City department.
7.3.2. Employee must have completed all required courses with a grade of “C” or better
and completed the required credit hours for Maintenance Technician I.
7.3.3. Employee must have and maintain a current HAZWOPER training certification.
7.4.Skill Block II Requirements – Resource Recovery Maintenance Technician II
7.4.1. Employee must have at least two years’ time-in-grade as a Resource Recovery
Maintenance Technician I.
7.4.2. Employee must have completed all required courses with a grade of “C” or better
and completed the required credit hours for Maintenance Technician II.
7.4.3. Employee must have and maintain a current HAZWOPER training certification.
7.5.Skill Block I Requirements – Traffic Division Traffic Technician II
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7.5.1. Employee must have at least two years’ time-in-grade as a Traffic Technician in the
Traffic Division.
7.5.2. Employee must have completed all required courses with a grade of “C” or better.
7.5.3. Employee must have and maintain IMSA Level II certifications for Traffic Signals
(Bench or Field), Traffic Signs, and Highway pavement markings.
7.6.Skill Block II Requirements – Traffic Division Traffic Technician III
7.6.1. Employee must have at least two years’ time-in-grade as a Traffic Technician II in
the Traffic Division.
7.6.2. Employee must have completed all required courses with a grade of “C” or better.
7.6.3. Employee must have and maintain all certifications required for a Traffic
Technician II as well as have and maintain IMSA certifications for Traffic Signal Inspector,
Traffic Signal Senior Bench or Field Technician Level III, and Fiber Optic Technician.
8.RESPONSIBILITY FOR TRAINING
8.1.Responsibility for selecting, registering, and making up-front payments for courses is solely
that of the employee.
8.2.The City agrees to provide two options for training support under this plan:
8.2.1. An employee may elect to attend classes during non-working hours and receive full
reimbursement for tuition.
8.2.2. An employee may elect to attend classes during regular working hours and may
receive time off with pay to attend class. The cost of all tuition and fees are the
responsibility of the employee. In no case shall time off exceed six hours during
one week.
8.3.The employee is responsible for preparing a training plan for review with their immediate
supervisor. The plan should outline the pace at which the employee desires to progress
through the skill blocks, and which form of training support is desired. The supervisor will
then incorporate the training plan in the individual employees’ Personal Action Plan (PAP)
8.3.1. Employee PAPs shall be considered in preparing departmental training budgets.
8.4.The City reserves the right to limit requests for time off during working hours if in the
opinion of the supervisor the immediate needs of the workgroup cannot be met.
8.4.1. In the event that multiple employees request time off during working hours during
the same weeks, the supervisor may approve some requests and deny others.
8.4.2. The basis for approval or denial shall be made on a ‘first-requested’ basis.
8.5.It is understood that the training plans are tentative, and unforeseen factors may result in an
employee requesting changes to their training plan. Supervisors will work with employees
on necessary changes, but it is understood that changes within a fiscal year may be limited
by budgeted funds.
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9.ADDITIONAL TRAINING
9.1.The overall purpose of this plan is to encourage the development and maintenance of new
skills by employees, and to establish a mechanism for employees to be compensated for the
additional skills they acquire and use for the benefit of the City. As such, it is a basic
expectation that employees are able to use the skills for which they are being compensated.
9.2.The Citymay require additional periodic training beyond the minimum requirements of the
skill blocks for the purpose of keeping skills current. Such training will be treated as
mandatory training, for which the City will cover all costs, including tuition, fees, and the
appropriate rate of pay for all hours in attendance.
9.3.If, in the opinion of the direct supervisor an employee in a W&PC Maintenance Technician
I, W&PC Maintenance Technician II Resource Recovery Maintenance Technician I
Resource Recovery Maintenance Technician II, Traffic Technician II or Traffic Technician
III position cannot perform the skills assigned to their position, the supervisor may require
the employee to repeat the courses applicable to that particular skill. The additional training
shall be considered as mandatory training, and the City will cover all costs.
10.PLAN REVIEW
10.1.The Resource Recovery Plant staff shall periodically review and recommend changes to
this plan.
10.1.1. “Staff” shall consist of three management staff selected by the Director of Public
Works, and three-contract-covered department employees selected by the
employees.
10.1.2. The team shall review the program and make recommendations on an as-needed
basis.
10.2.The Water and Pollution Control Department shall convenea six-member “Skill-based Pay
Team” as needed to periodically review and recommend changes to this plan.
10.2.1. The team shall consist of three management staff selected by the Director of Water
and Pollution Control, and three contract-covered department employees selected
by the employees.
10.2.2. The team shall review the program and make recommendations on an as-needed
basis.
10.3.The Traffic Division shall maintain a five-member “Skill-based Pay Team” to periodically
review and recommend changes to this plan.
10.3.1. The team shall consist of two management staff selected by the Director of Public
Works, and three contract-covered department employees selected by the
employees.
10.3.2. Initially, the team shall meet approximately one year after implementation of the
plan to review the effectiveness of the plan and to recommend plan improvements
for adoption by the City. Thereafter, the team shall review the program and make
recommendations on an as-needed basis.
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10.4.The skill-based pay team shall periodically review and recommend additions and deletions
from the list of courses required for completion of each skill block. Such reviews may be
prompted by the team, or at the request of an employee. Substitutions for individual classes
shall be addressed in accordance with Section 6.3. Changes to the courses required by the
plan shall adhere to the following guidelines:
10.4.1. Recommended courses shall be from accredited colleges or universities or (for RRP
positions) other Metro Waste Authority-approved HAZWOPER trainers.
10.4.2. Recommended courses must provide at least the same number of credit hours as the
courses included in Sections 6.1.3 and 6.2.2.
10.4.3. Recommended courses must be offered on a letter-grade basis; pass-fail courses are
not acceptable.
10.4.4. Recommended courses must be in-class courses. Internet-based, correspondence-
based, or other distance courses are not acceptable.
10.4.5. Recommended courses must satisfy the same basic skill block descriptions as
described above.
10.4.6. Approval of a course requires a majority concurrence from the team; a majority of
the team members must agree that the proposed substitute course is comparable to
the course being replaced, and that it will provide a comparable level of expertise.
11.WAGES
The rationale for RRP and W&PC position wages was removed during the 2019 revisions to the
Skill-Based Pay Plan. Sections 11.1 through 11.2 below document the initial rationale for how
wages were established for Traffic positions.
11.1.The promotional wage increase for Traffic Technician II is initially to be $.86 per hour
above the 1137 Traffic Technician classification, based on a 3% promotional increase to the
1137 Traffic Technician Step G FY 19/20 hourly rates.
11.2.The promotional wage increase for Traffic Technician III is initially to be $1.59 per hour
above the 1139 Traffic Technician II classification, based on a 5% promotional increase to
the 1139 Traffic Technician II Step G FY 19/20 hourly rates.
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Attachment A
RRP Skill Based Pay Approved Courses
Course
Classification
Course #Course Name Credits Required
Required Block 1 HHW Hazwoper Certification Required for----- Skill Block I-----
------
*
Required ELT 303 Principals of Electricity 3 *
Required MFG 172 Related Welding Industrial Maintenance or WEL 150 and
181
3 *
Required ELT 134 Motor Controls ------NEW # ELT 131 3 *
Required ELT 791 Hydraulics and Pneumatics 3 *
Required ELT 792 Hydraulics and Pneumatics LABS 2 *
Alternate IND 146 Mechanical Power Transmission 1 3
Alternate IND 147 Mechanical Power Transmission 2 4
Alternate IND 144 Pump Overhaul and Repair 4
Alternate MFG 524 Preventative Maintenance and Diagnosing Mechanical and
Electrical
3
Alternate ELT 141 Advanced Motor Controls --------NEW # ELT 217 3
Alternate ELT 123 Programmable Controllers 3
Alternate ELT 125 Advanced PLC 3
Alternate ELT 172 NEC Commercial/Industrial 3
Alternate ELT 173 NEC Commercial/Industrial LABS 4
Alternate ELT 793 Advanced Fluid Power 3
Alternate WEL 150 ARC Welding 1 2
Alternate WEL 181 Gas Metal ARC Welding 2
Alternate BMA 177 Industrial Plumbing and Pipe Fitting 3
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ADDENDUM G
(RESERVED)
ADDENDUM H
OPERATIONS TRAINING FOR MAINTENANCE PERSONNEL
1.Background
1.1.A number of promotional opportunities within the Water & Pollution Control
Department require an operator license issued by the Iowa Department of Natural Resources
(IDNR).
1.2.To be eligible to take an exam for licensure, an individual must document to the IDNR a
certain number of hours of operations experience. The number of hours required varies by
license grade.
1.3.The IDNR currently allows full time credit for part time operating experience. This
means that as long as an individual is regularly working as an operator, they do not need to
operate continuously to get credit. For example, someone who regularly serves as an operator
but does not operate for a full 2080 hours per year can still receive a full year’s credit of
experience towards their eligibility to take an operator’s examination.
2.Applicability
2.1.This policy is applicable to full-time maintenance positions in the Water & Pollution
Control Department.
2.2.Participation by an employee is voluntary.
3.Intent
3.1.The intent of this policy is to establish a mechanism whereby maintenance personnel at
the Water Treatment Plant (WTP) and Water Pollution Control Facility (WPCF) can gain
experience operating the facilities.
3.2.Participation provides the employee a greatly increased opportunity to earn experience
credit towards eligibility to take an operator’s license exam. Since licensure is a requirement
to promote into operator or supervisory positions within the plant, gaining this experience will
increase the ability of internal candidates to compete for open positions.
3.3.Having an increased number of employees licensed will also provide greater staffing
flexibility during prolonged operator absences such as FMLA leave, jury duty, military duty,
and others.
4.Policy
4.1.At the Water Pollution Control Facility, operators currently work a 12 week rotating
schedule. During these 12 weeks each operator works two weeks on each of the following
shifts:
evenings,
nights,
weekend nights/maintenance,
weekend days/ maintenance,
day maintenance, and
day operations
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4.2.Schedule Under This Policy
4.2.1. Under this policy, should an employee in a maintenance position desire to gain
operations experience, each operator would work three weeks of maintenance and one
week of day operations. Each operator would still have four weeks of M-F day shifts.
4.2.2. Every other week there would be a week of day operations that maintenance personnel
could operate the plant in order to accumulate the experience necessary to sit for the
certification exams. Under the current guidance from the IDNR, as few as four work
days per month would count as a full month of operation experience.
4.2.3. Some schedule tweaking would be necessary to take into account holidays so that the
full-time operators would not lose this extra overtime.
4.3.A specific shift schedule has not yet been developed for the Water Plant, but the intent
would be to offer a similar schedule arrangement to allow maintenance staff at that facility to
voluntarily gain operations experience.
5.Pay Rates While Working As An Operator
5.1.Under Article 9.5(f), employees in the Water and Pollution Control Department who
voluntarily act as relief operators receive the Operator pay scale at the appropriate level when
they are operating a shift. For the purpose of time-in-grade calculations, the relationships are
as shown in the Personnel Policies.
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ADDENDUM I
(RESERVED)
ADDENDUM J
It is the intent of Section 11.1(d) that the provision that overtime be earned at time and one-half whether in
cash or compensatory time, and that the employee may elect to earn overtime either in cash or
compensatory time, shall apply to Section 11.1(g) Rates of Pay - Holidays only for overtime actually
worked on a holiday, and shall not change the established practice of cash payment for the base holiday pay
provided in Section 11.1(g)(1). Specifically, Holiday Pay for shift operations at the Water Plant and Water
Pollution Control Plant shall continue to be paid in cash in accordance with the established practice and
may not be earned as, or converted to, compensatory time.
The provisions for daily overtime compensation at the time and one-half or double time rate shall not apply
in cases where employees work beyond normally scheduled daily hours as part of a flex time or time
trading arrangement as mutually agreed by the employee(s) and management.
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