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1 AGREEMENT THIS AGREEMENT entered into this 1st day of July, 2025, by and between DALLAS COUNTY, IOWA SHERIFF’S OFFICE, hereinafter referred to as the “Employer”, and the TEAMSTERS LOCAL UNION NO. 238, affiliated with the INTERNATIONAL BROTHERHOOD OF TEAMSTERS, hereinafter referred to as the “Union”, represents the complete and final agreement on all bargainable issues between the Employer and the Union. Throughout this Agreement, wherever the word “Act” appears, this refers to the Iowa Public Employment Relations Act, which was signed into law on April 23, 1974. ARTICLE 1 RECOGNITION The Employer hereby recognizes the Union as the exclusive bargaining representative for wages, hours, and other terms and conditions of employment permitted by the Act for employees of the Dallas County Sheriff’s Office, which includes: all employees of the Dallas County, Iowa Sheriff’s Department, including Deputies, Dispatchers, Correctional Officers and Transport Officers. Excluded are: the Sheriff, Chief Deputies, Sergeants, Lieutenants, Dispatch Supervisors, Clerical Employees and all other employees excluded by Section 4 of the Act. ARTICLE 2 GRIEVANCE PROCEDURE The parties agree that an orderly and expeditious resolution of grievances is desirable. All matters of dispute that may arise between the Employer and the employee shall be adjusted in accordance with the following grievance procedure. However, in the event that any employee takes action on any complaint through any government agency, or any other forum, regarding violation of his/her rights, then all rights to this contractual grievance procedure shall be waived and no grievance shall be allowed regarding the issue. Section 1. Grievance Procedure A. Definition: A grievance is defined as an employee claim against the Employer, arising out of an alleged violation in the application of specific provisions of this Agreement. B. Grievance Steps: 1. An employee shall discuss an alleged grievance orally with his/her immediate supervisor, within five calendar days following its occurrence, in an effort to resolve the problem in an informal manner. 2. If the answer is not satisfactory, the matter shall be presented in writing, stating specific provisions of the Agreement allegedly violated to the immediate supervisor within five calendar days after the supervisor’s response in Step 1. The immediate supervisor shall respond to the Union Steward, in writing, within seven calendar days. All written grievances must be signed by the affected employee(s). 3. If the grievance still remains unresolved, it shall be presented to the Sheriff or his designee in writing, stating specific provisions of the Agreement allegedly violated, ---PAGE BREAK--- 2 within seven calendar days after the response of the supervisor. The Employer will respond in writing to the Union representative within seven calendar days after the meeting with the Union representative. It is agreed and understood that no employee or the Union shall have the right to compel the grievance without the consent of the other. An aggrieved employee may elect not to have the Union represent him/her at any first or second step grievance meeting. However, the Union representative shall have the right to present grievances for an employee. Section 2. Grievance Arbitration. Any grievance not settled to the satisfaction of the employee in Step 3 of the grievance procedure may be appealed to arbitration, provided the appeal to arbitration is in writing to the other party, and is with the approval of the employee organization and the employee. This appeal must be made twenty (20) calendar days after the date of the Employer’s answer given in the third step of the grievance procedure. After each party has so notified the other of its referral of a grievance to arbitration, the parties will attempt to meet within fourteen (14) calendar days to select an arbitrator, or to request of the Public Employment Relations Board that it furnish a list of three arbitrators from which the parties shall select one arbitrator. Such selection shall be by agreement within seven calendar days, if possible; otherwise, the party making the referral shall, within three calendar days from receipt of such list, strike one name from the list. Within two calendar days from the first striking, the other party shall strike one more name. The remaining name will be the arbitrator. Not later than sixty (60) calendar days following the date on which the request for arbitration was submitted to the Employer, the parties will select a date for the arbitration hearing. The arbitrator shall render a decision not later than thirty (30) calendar days from the date of the close of the hearing. The fees and expenses of the arbitrator will be shared equally by the parties. Each party shall pay its own cost of preparation of presentation for arbitration. No stenographic transcript of the arbitration hearing shall be made unless requested by a party. The cost of stenographic reporting of the hearing shall be borne by the party requesting same, except that the other party may request a copy of such transcript, in which case, the parties shall equally divide the cost of stenographic reporting and of the transcripts. The arbitrator shall have no power to change, alter, detract from or add to the provisions of this Agreement. Civil Service is not applicable to this contract for grievances. The arbitrator’s decision will be final and binding on the parties. Arbitration hearings shall not be conducted between 8:00 AM and 5:00 PM. Section 3. Time Limitations. If a grievance is not presented within any of the time limits specified in this Article, it shall be considered waived and the Employer’s last answer shall be final and binding. The time limits may be extended by mutual written agreement of the parties. ARTICLE 3 HOURS The Employer shall establish and post hours of work and shifts. Except in an emergency, two working days’ notice will be given to affected employees of the change in the schedule of hours to be worked. Present schedules and any subsequent change thereof shall be given to the employee organization. ---PAGE BREAK--- 3 Duty Schedule Patrol Division 2053 annual hours five days on duty followed by three days off duty Dispatch five days on duty followed by three days off duty; five days on duty followed by two days off duty Jail 2080 annual hours All Others: five days on duty followed by two days off duty Nothing herein shall be construed as a guarantee of the number of hours of work per day or per duty schedule, or the number of days per duty schedule. It is understood that, upon the Employer’s discretion, there have been Deputies, Dispatchers and Correctional Officers working the five days on duty and two days off duty schedule, and this practice may continue. ARTICLE 4 OVERTIME COMPENSATION All overtime and/or compensatory time worked shall have prior approval, when practical and possible, from the immediate supervisor to qualify for inclusion. Overtime is defined as approved hours worked in excess of the agreed regularly scheduled hours. All overtime shall be paid at the rate of one and one-half (1 1/2) times the straight time hourly rate or compensatory time off at the same rate. Part time employees will be paid overtime for all hours worked in excess of forty (40) hours in a workweek. Compensatory time shall be in compliance with the Fair Labor Standards Act as amended in 1977. The employee may choose whether to receive overtime in the form of comp time or cash. If the employee chooses to convert holiday not worked into comp time, they can only do so in the full shift length for each holiday (for example, if an employee works an 8-hour shift, they can only convert the full 8 hours and may not split the time designated to comp time). Employees may accumulate a maximum of sixty (60) hours of compensatory time in a fiscal year. Employees may use more than sixty (60) hours of compensatory time in a fiscal year depending on the number of hours carried over from the prior fiscal year. Once an employee accrues sixty (60) hours in the fiscal year, they will be paid out in cash rather than the accrual of compensatory time for the remainder of the fiscal year. Compensatory time off shall be granted at the mutual consent of the employer and employee. Any unused comp time will be paid to the employee at the end of the fiscal year, except that the employee may choose to carry over a maximum of twenty-four (24) hours. Comp time payouts will not occur at any other time during the fiscal year. When the Sheriff’s Office is closed due to weather, non-clerical Sheriff Office employees whom are scheduled to work, will receive (1/2) hour compensation for every hour they work during the period that offices are closed. ---PAGE BREAK--- 4 The use of comp time is granted at the Employer’s discretion, but in no circumstances will comp time be granted if it results in an overtime situation or it would result in inadequate coverage or scheduling problems. Call In – A full-time employee who is called to work, or for training/meetings will receive a minimum of two hours, or for actual time, whichever is greater, of pay at one and a half (1 ½) times their regular rate of pay. Phone Hearings – An employee who participates in any phone hearing outside of their regularly scheduled shift will receive a minimum of one hour of regular pay or compensatory time. Overtime shift/assignment known more than 72 hours in advance will be filled as follows: Voluntary: The filling of overtime shifts and assignments more than 72 hours in advance with personnel will be awarded in order of seniority in the classification where the overtime is available. The available overtime will be first offered to the employees assigned to shift where the overtime is available. If no employee voluntarily accepts the overtime shift/assignment from the affected shift, it will then be offered to employees in the classification and awarded with respect to seniority. An employee who volunteers to work the entire shift/assignment will have preference over an employee only volunteering to work a portion of the overtime shift/assignment. Involuntary: If no employee voluntarily accepts the overtime shift/assignment, it will be assigned in a reverse seniority manner. The least senior employee on the shift immediately prior to the overtime shift will be required to work a portion of the shift past their assigned shift. The least senior employee of the shift immediately following the overtime shift will be required to work a portion of the overtime shift. Overtime shifts/assignments less than 48 hours in advance will be filled as needed by the employer. When filling overtime shifts/assignments that are less than 48 hours in advance with personnel, management will make a good faith effort to award the overtime shift/assignment in the same manner as outlined in the above. If an employee is contacted to work overtime and they do not respond the employer will move to the next senior employee. Court Appearances. All employees who are called to court on criminal cases when off duty shall be guaranteed two hours of pay, paid at a rate of one and one-half (1 1/2) times their normal hourly rate, and shall receive said guarantee unless his/her appearance is canceled at least two hours before their scheduled appearance. Any employee participating in a telephonic administrative hearing shall be guaranteed thirty (30) minutes of pay, paid at a rate of one and one-half (1 1/2) times their normal hourly rate. ARTICLE 5 SENIORITY Section 1. Definition. Seniority is the length of a regular full-time employee’s continuous service with the Employer, calculated after the probationary period from the employee’s most recent date of hire or rehire. Section 2. Probationary Employees. The probationary period for uncertified deputy sheriffs will be nine months following successful completion of training at the Iowa Law Enforcement Academy (ILEA) or a certified regional law enforcement academy. At the discretion of the Sheriff, the probationary period of a deputy sheriff may be extended for an additional ninety (90) days. ---PAGE BREAK--- 5 Deputies hired who are currently certified from ILEA will be on probation for nine months after completion of FTO. The probationary period for full-time correctional officers and full-time dispatchers will be six months following certification for the position. Part-time employees in all positions will serve a six month probationary period. Part-time employees who are subsequently hired as a full-time employee will serve an additional probationary period of six months after the date of their appointment as a full-time employee. During the probationary period, a probationary employee shall have no seniority rights or recourse to the grievance procedure. Employees who successfully complete their probationary period shall have their seniority calculated from the last date of hire or rehire. Section 3. Loss of Seniority Rights. All employees shall lose his/her seniority rights, and the employment relationship shall be broken and terminated as follows: A. Quits or retires. B. Discharge, if not reversed through the grievance procedure. C. Engages in other work while on paid leave of absence, or overstays such leave. D. Is absent for three consecutive days without notice to the Employer, unless evidence satisfactory to the Employer is presented, clearly establishing that the employee was physically unable to give such notice. E. Is laid off “out the door” for a period exceeding twelve (12) continuous months. Section 4. Non-Accrued Unpaid Leave of Absence. Regular full-time employees shall accrue seniority only during the first thirty (30) days while on unpaid leave of absence or layoff, unless both parties mutually agree to extend such time. ARTICLE 6 TRANSFER PROCEDURE Section 1. Transfer. A “transfer” shall be defined to mean the movement of an employee from one assignment to another or from one job classification to another. The Employer shall have sole discretion to fill a vacancy or vacancies if the movement of the employee would be a transfer. If more than one employee applies for transfer, and all other qualifications, such as ability, experience, training, and aptitude are equal, as determined by the Employer, seniority shall be considered as a distinguishing qualification. Section 2. Probationary Period. If, after a reasonable lapse of time not exceeding thirty (30) workdays, transferred employee fails to perform satisfactorily the duties of the position to which he/she was transferred, the Employer may remove said employee and return him/her to his/her former job. Section 3. Employer Rights. The Employer shall have the right to transfer employees from job to job, or deny transfers where and when deemed necessary, and nothing herein shall be construed as a restriction on this right. ---PAGE BREAK--- 6 Section 4. Temporary Transfer. Temporary transfer shall not result in a reduction of the regular pay rate of the transferred employee, and an employee temporarily transferred to a higher paid job shall receive the experienced rate for same, or his/her regular hourly rate, whichever is higher; except in cases where there is a fixed rate mandated by state law. Temporary transfer shall be at the discretion of the Employer, and shall be defined as a period up to thirty (30) workdays. An employee transferring to the job of transporting a prisoner may elect to receive the fixed rate for performance of that duty rather than be paid by the hourly rate. Section 5. Shift Bidding. Shift bidding will be determined by seniority through a process determined by the employer. The annual shift bidding will remain in effect for the duration of this Agreement for Deputies, Dispatchers, Transport Officers and Correctional Officers. Section 6. Posting. A true vacancy in existing job classifications will be posted on a designated bulletin board within five calendar days from the date of such vacancy, within the department. The job will remain posted for six calendar days, during which time employees may make written application to the immediate supervisor where the applicant is employed. Such application will be submitted on forms provided by the Employer. The posting will include, but is not limited to, the following information: Primary duties of the position Specific training or education needed for the position Minimum qualifications for the position Work schedule for the position Hours of operation for the position Any additional compensation or benefits for the position The job vacancy following as a consequence of a successful transfer to a true vacancy will be posted for bid with the awarded transfer. ARTICLE 7 STAFF REDUCTION AND RECALL Section 1. Staff Reduction. The Employer has sole discretion to determine the necessity for an implementation of a layoff of the work force. Except in cases of emergency, notice of layoff will be given at least two workdays in advance of the layoff, or two days’ pay in lieu thereof. If a layoff is deemed necessary, the Employer shall base his decision on the relative skill, ability, competence, qualification, experience and seniority of available employees to do the work. If a choice must be made between two or more employees of equal skill, ability, competence, qualification and experience, the employee(s) with least seniority will be laid off. Section 2. Recall. An employee to be recalled from a layoff shall be so notified as far in advance as possible by certified mail, return receipt requested, mailed to his/her last address as shown on the Employer’s records. Any employee so called back to work must return within seven consecutive calendar days after receiving such notice, or at the time and date indicated in the notice, whichever is later. Any employee failing to do so shall automatically lose his/her seniority rights and shall be terminated. An employee shall be considered as having received notice of the recall as of the date such notice is delivered to his/her last known address, as reflected by the Employer’s records. It is the employee’s responsibility to ---PAGE BREAK--- 7 keep the Employer informed of this current address and phone number. Employees on layoff shall be recalled in reverse order of layoff. Probationary, part-time, seasonal employees have no recall rights. ---PAGE BREAK--- 8 ARTICLE 8 LEAVE OF ABSENCE Leave time begins to accrue as of the employee’s full-time hire date. If a full-time employee is rehired within one year from prior termination date the leave accrual will be according to original full-time hire date. If the rehire date is over one year from prior termination date, the leave accrual will start over from the most recent date of hire. Section 1. Unpaid Leaves. A. Eligibility Requirements: At the discretion of the Employer, full-time employees shall be eligible for unpaid leave of absence after the employee’s probationary period. B. Application for Leave: All requests for leaves of absence not otherwise covered in this Article shall be submitted in writing by the employee to his/her immediate supervisor for recommendation. It shall then be forwarded to the Sheriff for final decision. Request for such leave shall be submitted on a form supplied by the Employer. C. Limited Leave Without Pay: After the employee has exhausted all available leave, the Employer may, at their discretion, authorize an employee’s absence without pay. D. Return From Leave Without Pay: Upon return from leave of absence without pay, the employee shall return to his/her former job, if physically qualified and if the position is vacant, or to another equivalent position, in accordance with his/her qualifications and ability. E. An employee granted an unpaid leave of absence shall not be eligible for fringe benefits, holiday pay, accrued retirement, vacation, or sick leave during the period of such leave. Seniority shall not accrue while on an unpaid leave of absence. F. If the employee does not return to work upon expiration of the unpaid leave of absence, he/she shall be terminated. Section 2. Paid Leaves A. A full-time employee incapacitated and unable to work shall notify his/her immediate supervisor before his/her scheduled reporting time, as designated by the department, stating the nature of his/her illness and expected period of absence. This procedure shall be followed for each day the employee is unable to work, unless prior approval is given by the immediate supervisor. B. Sick leave will be granted upon approval of the immediate supervisor for the following reasons: 1. Employee health, which renders such employee unable to perform the duties of his/her employment. 2. Quarantine due to exposure to contagious disease. 3. Appointment with healthcare provider. If you are on a nonconforming schedule, you must make every effort to schedule the appointment on your days off. 4. To care for an immediate family member. An immediate family is defined to include the employee’s parents or parent substitute, spouse, son, daughter, brother, sister, father-in- ---PAGE BREAK--- 9 law, mother-in-law, brother-in-law, sister-in-law, step-child, grandparent and grandchild. 5. Sick leave may not be used as extra vacation time or personal days. Abuse of sick leave privileges may constitute grounds for disciplinary action up to and including termination of employment. Should an employee be absent because of illness or incapacitation and fail to comply with the specific provisions as found in this Article, such employee shall then be charged with leave without pay. 6. The Employer reserves the right in all cases of illness or report illness, exceeding three days, to require the employee to furnish a doctor’s certificate, certifying the necessity for absence. If the Employer does request said certificate, they agree to pay one-half (1/2) the cost the employee incurs obtaining said certificate. 7. No employee shall be entitled to sick leave in excess of the amount of such leave accumulated to his/her credit. 8. Full-time employees shall accrue 5.54 hours of sick leave per pay period up to a maximum of 880 hours. Probationary time shall be counted as time worked toward accrual. 9. Unused sick leave may be accrued to a maximum of eight hundred eighty (880) hours. 10. Upon return to duty from sick leave, the employee shall report to his/her immediate supervisor, providing the absence was less than three consecutive working days. For absences in excess of three consecutive working days, the employee may be required to report to the Director of Human Resources. 11. A permanent employee who does not use accrued sick leave for four consecutive months after accruing the maximum number of sick leave days as set forth in #7 above shall be eligible for a day off with pay or one day of pay at the current rate of pay. Said day off shall be taken within three calendar months after qualifying, with the approval of the Sheriff. 12.Upon amicable separation after age 55 (age 50 for Deputy Sheriffs) and completion of at least ten (10) years of continuous employment with the County, or after 20 years of County employment, regardless of age, the employee will receive compensation equal to 50% of their unused accumulated sick leave at the employee’s hourly rate at the time of separation. Additionally, compensation equivalent to 50% of unused accumulated sick leave will be paid on the final paycheck in the event a Deputy Sheriff is killed in the line of duty. Employees who have not reached eligibility for the above payout and whom passes away while actively employed by the county, will receive compensation equivalent to 25% of earned but unused sick leave on his/her final paycheck. 13. Employees may use sick leave for the first three days of a work-related injury, if these days are not paid by workers compensation. Employees may also use their accumulated sick leave to make up the difference of their workers compensation payments and regular pay, and an appropriate deduction will be made from the employee’s sick leave account for each day on which workers compensation payments are supplemented. ---PAGE BREAK--- 10 C. Funeral Leave: Each full-time employee shall, after ninety (90) calendar days of continuous employment, be eligible for a paid leave of absence up to five days for a death in the employee’s immediate family. (Immediate family shall be defined as parents, parent substitute, parents of spouse, spouse, child, step or adopted children, son-in-law, daughter-in-law, brother, sister, brother- in-law, sister-in-law, grandparents and grandchildren of the employee.) Only days absent which would have been compensable workdays will be paid. In the case of a death of an aunt, uncle, aunt- in-law or uncle-in-law, the employee shall be granted two days funeral leave to attend the funeral. No payment will be made during vacations, holidays, layoffs, or other leaves of absence. Payment shall be made on the basis of the employee’s normal workday’s pay. Employee must attend the funeral or make a bona fide effort to attend the funeral in order to qualify for funeral leave pay. ARTICLE 9 HOLIDAYS The following shall be recognized as paid holidays: New Year’s Day Labor Day Presidents’ Day Veterans’ Day Spring Holiday Thanksgiving Day Memorial Day Friday following Thanksgiving Day Fourth of July Christmas Day Day immediately before or after Christmas Day* One floating holiday per contract year to be taken upon request and approval by the County Sheriff * For employees who work on a continuous shift, this holiday will be observed on December 24. For all other employees, this holiday will be observed on the same day that is recognized by the County Board of Supervisors for other employees of the County. Full-time employees, not working the holiday, shall be paid at the employee’s straight time hourly rate for their normal daily duty hours for each of the holidays not worked, as set forth in this Agreement occurring during the period in which they are actively employed. A full-time employee scheduled to work on any recognized paid holiday, shall be paid one and one-half (1 1/2) times the employee’s regular hourly rate for all hours worked on the holiday shift, in addition to the employee’s scheduled hours paid at the regular rate of pay, provided the majority of the hours that the employee is scheduled to work fall within the twenty- four-hour period of recognized holiday. The employee may choose to receive such holiday worked overtime in the form of compensatory time, which will be included in the 60 hours maximum accumulation specified in Article 4, Overtime Compensation. The employee may choose to convert holiday not worked into comp time, but they can only do so in the full shift length for each holiday (for example, if an employee works an 8-hour shift, they can only convert the full 8 hours and may not split the time designated to comp time). No employee may be compensated more than two and one-half (2 ½) times the employee’s regular hourly rate of pay per hour for work performed on the holiday. Part-time employees will be paid one and one half (1 ½) times the employee’s straight time hourly rate for all hours that the employee works within the twenty-four hour period of a recognized holiday. Each employee will keep his/her immediate supervisor informed of his/her whereabouts, should it become necessary to cope with an emergency situation. ---PAGE BREAK--- 11 To be eligible for holiday pay, an employee must have worked the last full scheduled workday immediately before and the first full scheduled workday immediately after each holiday. If the employee is absent the last scheduled workday before and/or the first scheduled workday after the holiday as a result of personal illness, on-the-job injury, or any approved paid time off, the employee shall be considered as having met these requirements. The Employer may require such evidence as it deems necessary to establish bona fide absence so as to qualify for holiday pay, as established in Article 9, Section 2, subsection B, paragraph 3. In those cases where the holiday falls on a Saturday, it shall then be observed on the preceding Friday, and in those cases where the holiday falls on a Sunday, it shall then be observed on the following Monday. When a holiday comes during a leave of absence for which an employee received compensation, the holiday will not be counted as part of the leave of absence. Employees who work on schedules where operations are continuous shall observe holidays on the days on which they actually occur. In the event an employee is required to work hours not scheduled on a recognized holiday, the employee will be paid time and a half (1 ½) for hours worked above their scheduled hours plus receive holiday pay at their regular rate of pay. This does not pertain to instances in which employees are required to work additional hours based upon work load, but rather instances where employees are scheduled to cover shifts due to another employee’s absence. ARTICLE 10 VACATION Full-time employees in active County employment shall earn annual vacation leave credit, pro-rated on a pay period basis. Beginning July 1, 2007, accrued vacation will be available to employees as the vacation is earned, and July 1st will be the anniversary date for all employees. Annual vacation accrued shall be as follows: Service Years Vacation Accrual / Pay Period Vacation Hours / Year Capped Hours Hire Year 3.08 Prorated 80 1st - 4th Year 3.08 80 120 5th - 13th Year 4.62 120 160 14th - 19th Year 6.15 160 200 20 Year + 7.69 200 240 A. Vacation may be carried from one year to the next; however, vacation will not accrue beyond the capped hours allowed. B. Vacation will accrue during the period of time you are actively at work and during paid leaves of absence. Vacation will not accrue during any unpaid leaves of absence, lay-off or suspensions. Vacation shall be taken in no less than fifteen (15) minute increments. C. Absence due to sickness, injury, or disability in excess of that authorized for such purpose may, at the written request of the employee, be charged against vacation allowance. ---PAGE BREAK--- 12 D. Employee requests for accrued vacation leave shall be submitted to the Employer from January 1st to April 1st. During this period and in cases where employee’s request conflict, seniority shall be the determining factor, provided operational efficiency is maintained. After April 1, requests for vacation will be approved on a first come – first served basis. E. Vacation pay shall be paid at the employee’s current straight time hourly rate of pay, including any applicable shift differential and longevity pay. F. In the event of the death or retirement of an employee, the amount of wages due shall include all unused earned vacation allowances. In the event of the resignation of an employee, unused vacation allowances can be included in the amount of wages due. For the purpose of this Section, death of an employee shall be considered a termination of employment which shall require payment of such vacation allowances as might be payable for any other termination. If said termination of employment shall be by reason of the death of the employee, such vacation allowance shall be paid to the estate of the deceased employee, if such estate shall be opened for probate. If no estate be opened, the allowance shall be paid to the surviving spouse, if any, or the legal heirs if no spouse survives. ARTICLE 11 INSURANCE Regular full-time employees of the Sheriff’s Department of Dallas County covered by the terms of this Agreement shall have the premium for group hospital, medical, major medical, dental, life and vision insurance paid as follows: employees selecting single coverage shall contribute 5% of the premium and the Employer shall contribute the remaining 95%. For the entire period of this Agreement, the Employer shall contribute an amount on the dependent coverage so that the employee shall contribute an amount not to exceed twenty percent (20%) of the dependent coverage premiums (family premium minus single premium). The County shall provide long term disability insurance at no cost to the employee. The Employer retains the right to select or change the insurance carrier at any time, provided said change does not decrease the insurance benefits. The County reserves the right to increase the office visit co-pay up to $25 for all office visits. ARTICLE 12 WAGE SCHEDULE The Wage Schedule for the contract is contained in Appendix A. When a new employee is hired at an advanced step based on experience, existing employees with similar experience will also be advanced to that step upon the same effective date as the new employee. Future step advancement will be based on the employee’s full time anniversary date. The Sheriff has the sole discretion to determine qualifications for both new and existing employees based on experience, education and credentials. Progression on Wage Schedule will be as follows: ---PAGE BREAK--- 13 Deputies: At the time of initial employment, employees who have successfully completed training at the Iowa Law Enforcement Academy or a certified regional law enforcement academy will be paid the Step 2 wage rate. These employees will advance to Step 3 one year after their date of initial employment as a deputy, and thereafter they will advance to the next step on the anniversary date of their initial employment as a deputy. The Sheriff has the sole discretion to hire a certified officer up to step 6 on the wage schedule. Assignments: Deputies who are assigned K-9 duties will receive one half (1/2) hour of overtime pay for each day in the pay period as compensation for the care provided by the deputy to the K-9. Deputies assigned to the MINE Taskforce will receive one half (1/2) hour of overtime pay for every day on call with the taskforce as assigned by the Sheriff. Correction Officers/Transport Officers: At the time of initial employment as a full-time correctional officer, employees who are not certified as a correctional officer will be paid the Step 1 wage rate. These employees will advance to Step 2 one year after their date of initial employment as a full-time correctional officer, and thereafter they will advance to the next step on the anniversary date of their initial employment as a full-time correctional officer. At the time of initial employment as a full-time correctional officer, employees who are certified as a correctional officer will be paid the Step 2 wage rate. These employees will advance to Step 3 one year after their date of initial employment as a full-time correctional officer, and thereafter they will advance to the next step on the anniversary date of their initial employment as a full-time correctional officer. The Sheriff has the sole discretion to hire a certified correctional officer up to step 4 on the wage schedule. Assignments: Correctional Officers who are assigned K-9 duties will receive one half (1/2) hour of overtime pay for each day in the pay period as compensation for the care provided by the correctional officer to the K-9. Dispatchers: At the time of initial employment as a full-time dispatcher, employees who are not certified as a dispatcher will be paid the Step 1 wage rate. These employees will advance to Step 2 one year after their date of initial employment as a full-time dispatcher, and thereafter they will advance to the next step on the anniversary date of their initial employment as a full-time dispatcher. At the time of initial employment as a full-time dispatcher, employees who are certified as a dispatcher will be paid the Step 2 wage rate. These employees will advance to Step 3 one year after their date of initial employment as a full-time dispatcher, and thereafter they will advance to the next step on the anniversary date of their initial employment as a full-time dispatcher. The Sheriff has the sole discretion to hire a certified dispatcher up to step 4 on the wage schedule. Part-Time Employees: ---PAGE BREAK--- 14 Part-time employees will be paid at a rate equivalent to the full-time employees depending upon their certification for the position and their years of service to the County. Part-time employees who meet qualifications on proficiency checklist as determined by the Sheriff will advance on the step scale, others will not. An employee who is initially hired part-time and who subsequently becomes a full-time employee will receive longevity credit for his/her years of service as a part-time employee. Wage progression for the employee will continue without interruption. The Anniversary date for the purposes of stepping through the wage schedule will be the employee’s original hire date. ARTICLE 13 LONGEVITY SCHEDULE Law Enforcement Experience (based on total years full-time) After five years $0.10 After ten (10) years $0.20 After fifteen (15) years $0.30 After twenty (20) years $0.40 After twenty-five (25) years $0.50 After thirty (30) years $0.60 Nothing herein shall be construed to deny the Employer the sole exclusive right to determine longevity allowed for experience in hiring new employees. This provision shall be in accordance with Article 5 of this Agreement. Longevity pay increases will be effective on the July 1st following the employee’s anniversary date. ARTICLE 14 UNIFORMS The Employer agrees to continue the current policy of providing footwear, uniforms, making repairs to, and cleaning of uniforms of employees that are required to wear class A or dress clothes (uniform) as determined by the employer. The employees are required to receive prior approval before any purchases or repairs are made. ARTICLE 15 ENTIRE AGREEMENT AND WAIVER CLAUSE This Agreement supersedes and cancels all previous agreements and practices between the County and the employee organization, unless expressly stated to the contrary herein, and together with any mutually agreed to amendments, supplemental hereto, constitutes the entire agreement between the parties and concludes collective bargaining during its term. The parties acknowledge that, during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by the law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement, each voluntarily and unqualifiedly waives any right to the bargain, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter referred to or covered in this Agreement during its term. ---PAGE BREAK--- 15 ARTICLE 16 SAVINGS If any provision of this Agreement is declared by proper legislative, administrative, or judicial authority to be unlawful or unenforceable, all other provisions of this Agreement shall remain in full force and effect for the duration of this Agreement. Dallas County Personnel Policy shall apply to all members of the bargaining unit and shall be superseded only by statute or applicable provision(s) of this Agreement. ARTICLE 17 IN-SERVICE TRAINING The Employer agrees to provide in-service training for Deputy Sheriffs. The dates for each training session will be determined by the Sheriff. During the dates of the in-service training session, the Union agrees that the hours and days of work of affected employees may be changed as needed to accommodate the training session. The topics which will be addressed in the in-service training sessions will include, but not be limited to, the following: use of firearms, defensive tactics, defensive/emergency driving, and changes to the criminal law. The Sheriff will have the discretion to determine the specific topics to be addressed at each training session, the nature of the training to be provided, and the extent of the training to be provided. ---PAGE BREAK--- Ann Smisek ---PAGE BREAK--- ---PAGE BREAK--- 18 APPENDIX A WAGE SCHEDULE Classification 7/1/25 7/1/26 7/1/27 Corrections/Transport Step 1 $27.19 $28.83 $30.56 Step 2 $28.77 $30.50 $32.33 Step 3 $29.99 $31.79 $33.70 Step 4 (hiring cap) $31.26 $33.14 $35.13 Step 5 $32.58 $34.54 $36.62 Step 6 $33.96 $36.00 $38.16 Dispatch Step 1 $27.19 $28.83 $30.56 Step 2 $28.77 $30.50 $32.33 Step 3 $29.99 $31.79 $33.70 Step 4 (hiring cap) $31.26 $33.14 $35.13 Step 5 $32.58 $34.54 $36.62 Step 6 $33.96 $36.00 $38.16 Deputies Step 1 $34.56 $36.64 $38.84 Step 2 $35.96 $38.12 $40.41 Step 3 $37.41 $39.66 $42.04 Step 4 $38.93 $41.27 $43.75 Step 5 $40.52 $42.96 $45.54 Step 6 (hiring cap) $42.17 $44.71 $47.40 Step 7 $43.90 $46.54 $49.34 Step 8 $45.70 $48.45 $51.36 In addition to established wage rates, the Employer shall pay an hourly shift differential of fifty cents ($0.50) per hour to employees for all hours worked on a regularly scheduled 2nd or 3rd shift. Employees shall not be eligible for the shift differential as a result of an extension of their regular work day into the second and third shift, and/or who are assigned to occasionally work or “fill in” on the 2nd or 3rd shift. 4933-1472-5427-2\11104-037