2015 - 2017

COLLECTIVEBARGAININGAGREEMENT

BETWEENTHE STATE OF IOWA

ANDTHE AMERICAN FEDERATION OF STATE,

COUNTY, AND MUNICIPALEMPLOYEES, COUNCIL 61 AFL-CIO

MASTER CONTRACTfor the following bargaining units

BLUE COLLARCLERICAL

COMMUNITY BASED CORRECTIONSEDUCATION

PROFESSIONAL FISCAL & STAFFPATIENT CARE

SECURITYTECHNICAL

Effective: July 1, 2015 through June 30, 2017

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CONTENTS

ARTICLE PAGE I Agreement .........................................................1 II Recognition and Union Security .......................1 III Management Rights .........................................13 IV Grievance Procedure ......................................14 V Seniority ..........................................................30 VI Layoff Procedure .............................................32 VII Transfers ..........................................................38 VIII Hours of Work .................................................46 IXWagesandFringeBenefits ..............................56 X Leaves of Absence ...........................................83 XI Miscellaneous ..................................................91 XII Health and Safety ............................................98 XIII This article reserved for future use ...............105 XIV General ..........................................................106 Termination of Agreement ............................109

APPENDIX APayGradesandClassifications ...................... 110 B Organizational and Employing Units ............136 B-2 Community Based Corrections .......................138 C Enrollment Periods, Other Enrollment Changes and Movement Among Plans ..........140 C-1HealthBenefitsReviewCommittee ..............144 DDentalBenefitCoverage ................................ 145 E Relocation Reimbursement ............................ 147 FAirportFirefighters .......................................163 G Public Defense ...............................................164 H Corrections ....................................................166

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I Transportation ...............................................169 J Human Services ............................................ 176 K Attendance Policy ..........................................180 L Administrative Services ................................180 M Regents ..........................................................183 N Education .......................................................193 O Security Unit .................................................193 P Natural Resources .........................................193 Q Professional Fiscal & Staff ............................194 R Clerical ..........................................................197 S Community Based Corrections .....................198 T IowaWorkforceDevelopment ....................... 210 U Memoranda of Understanding .......................212 V IowaVeteransHome ..................................... 214 W Patient Care ................................................... 216 X Homeland Security & Emergency Management ............................... 219 Y ARTICLE IX, Section 4 of the 2013-15 Contract ............................................ 219

General Government Pay Plans .....................223 Board of Regents Pay Plans ...........................238 Fiscal Year 2016 and 2017 Calendars ............244 Bargaining Teams ..........................................246 Index ..............................................................248

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ARTICLE IAGREEMENT

This Agreement made and entered into this 1st day ofJuly2015,atDesMoines,Iowa,pursuanttotheprovisionsofChapter20oftheCodeofIowa,byandbetweentheStateofIowa(hereinafterreferredto as the Employer) and the American Federation of State,County,andMunicipalEmployees,IowaPublicEmployeesCouncil61,AFL-CIO(hereinafterreferredtoastheUnion),anditsappropriateaffiliatedlocals,asrepresentatives of employees employed by the State of Iowa,assetforthspecificallyinAppendixA.

ARTICLE IIRECOGNITION AND UNION SECURITY

Section 1 Bargaining Units A. The Employer recognizes the Union as the exclusive collective bargaining agent for employees ascertifiedbytheIowaPublicEmploymentRelationsBoard(PERB)assetforthinAppendixA.TheEmployerwillnot,duringthelifeofthisAgreement,meetandnegotiatewithanygroupofemployeesorwithanyotheremployeeorganizationwithrespecttoterms and conditions of employment covered by this Agreement. B. Employees excluded from the bargaining unit are allemployeesoftheStateofIowawhoaremanagerial,supervisoryorconfidential,part-timeortemporary

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employeeswhoarescheduledlessthansevenhundredeighty(780)hoursperfiscalyearandwhoarescheduledforlessthananaverageoffifteen(15)hoursperweek,andallotheremployeesspecificallyexcludedbytheprovisionsofChapter20oftheCodeofIowa.C. Employeeswhoarescheduledforanaverageoflessthantwenty(20)hoursperweek,butmorethanfifteen(15)hoursperweek,willnotbeentitledtosickleave,holiday,vacation,andinsurancebenefits.However,wherepermanentpart-timeemployeesarecurrentlyreceivingproratedbenefits,suchbenefitsshallbecontinued.Inordertocomplywithpayequity,all employees at their date of hire shall be paid in accordancewithcollectivelybargainedpayschedules. D. The Employer shall notify the Union prior to addingordeletingclassesintheclassificationplans.TheUnionshallrequestameetingwithintwenty(20)calendardaysfollowingreceiptofthenoticetoreviewtheproposedadditionsand/ordeletions.Ifnomeetingisrequested,theEmployermayproceedtoimplementtheproposals.Ifthepartiesmeettoreviewtheadditionsand/ordeletions,andiftheyareunabletoreach agreement as to their inclusion or exclusion from the bargaining unit, they shall submit the disputed class additionsand/ordeletionstoPERBforfinalresolution.(BoardofRegents,seeAppendixM)

Section 2 Dues DeductionA.Uponreceiptofavoluntarywrittenindividualorderfrom any of its employees covered by this Agreement, onformsprovidedbytheUnion,theEmployerwill

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deduct from the pay due such employee those dues requiredastheemployee’smembershipduesintheUnion and fees for Union insurance programs. B. Such order shall be effective only as to membership dues becoming due after the date of delivery of such authorizationtothepayrollofficeoftheemployingunit.Deductionsshallbemadeonlywhentheemployeehassufficientearningstocoversameafterdeductionsforsocial security, federal taxes, state taxes, retirement, health insurance, dental insurance and life insurance. Deductions shall be in such amount as shall be certifiedtotheEmployerinwritingbytheauthorizedrepresentative of the Union.C. SuchordersshallbeterminablewithwrittennoticetotheEmployerandtheUnioneitherbetweenJune15th and June 30th of the second or last year of each Agreementorwithinatwo(2)weekperiodfollowingtheanniversarydateoftheemployee’sauthorizationtowithholddues.TheEmployeragreesnottoholdrequeststoterminateauthorizationforpayrollduesdeduction.Suchdeductionsshallceasewithinsixty(60)calendardaysfromreceiptoftheemployee’snoticetoterminate dues deduction. D. The Union shall indemnify and hold the Employer harmless against any and all claims, demands, suits, orotherformsofliabilitywhichmayariseoutofany action taken or not taken by the Employer for thepurposeofcomplyingwiththeprovisionsofthisSection. E. No other employee organization shall be granted orallowedtomaintainpayrolldeductionforemployees

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covered by this Agreement.F. TheEmployershallsubmittotheUnion,witheachremittance of deductions, a list of all employees having such deductions, including all information presently provided by each department and agency. On a monthly basis, and at no cost to the Union, the Employer shall providetheUnionwithinformationinanelectronicformatagreeabletobothparties,whichshowseachbargainingunitemployee’sname,homeaddress,homenumberinthepublicdomain,payrollnumber,worklocation,worknumber(ifavailable),paygrade,step,andhourlywagerate,aswellasaheadertapewithinsurance information, and any other information mutuallyagreedto.Eachtimetheten(10)digitpayrollheaderfileischanged,butnolessthanannually,theEmployershallprovidetheUnionwithalistshowingthe header codes and code key. G.LocalunionswithinAFSCMEmayindependentlyadjust their dues structures to meet local needs. The localunionswillprovidewrittennoticetoCouncil61regarding any dues deduction changes. The Employer willeffectuateone(1)changeperlocalperfiscalyearatnocosttotheUnionwithinsixty(60)calendardaysafter receipt of notice of such change from AFSCME IowaCouncil61.However,suchnoticemaybegivenonly from December 1 through January 31, or June 1 throughJuly31.Asecondchangerequestedbyalocalinafiscalyearorachangerequestedatatimeotherthantheperiodsstatedabovewillbeimplementedwithinsixty(60)calendardaysfromtheEmployer’sreceiptofsuchrequest,butthelocalUnionwillbe

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chargedforprogrammingcosts.Suchchangewillnot be implemented during the months of December, January or July.H.TheEmployeragreestodeductfromthewagesofanyemployeewhoisamemberoftheUnionaPEOPLEdeductionasprovidedforinawrittenauthorization.Such authorization must be executed by the employee and may be revoked by the employee at any time by givingwrittennoticetoboththeEmployerandtheUnion. The Employer agrees to remit any deductions made pursuant to this provision promptly to the Union, togetherwithanitemizedstatementshowingthenameoftheemployeefromwhosepaysuchdeductionshavebeen made and the amount deducted during the period covered by the remittance. Reporting shall be consistent withArticleII,Section2(F).

Section 3 Bulletin BoardsA.TheUnionshallbeallowedtoutilizeone-half(1/2) of the space on existing bulletin boards customarily used for the posting of information to the employees in the unit. It is understood that there shall be no pyramiding by the Union and that no more than one-half(1/2)ofanyexistingbulletinboardsshallbeusedby the Union regardless of the number of bargaining units represented. This provision shall not apply to bulletin boards customarily used for the posting of notices to students, patients or inmates at State institutions. B. No political campaign literature or material detrimental to the Employer or the Union shall be

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posted. C. TheEmployeragreesthatduringworkinghours,withoutlossofpay,andontheEmployer’spremises,Union representatives shall be granted a reasonable amount of time for the purpose of posting Union notices on designated bulletin boards.(CapitalComplex,seeAppendixL)

Section 4 Union LeaveA.ElectedconstitutionalofficersoftheUnionand/oritsaffiliatedlocals/chaptersshall,uponwrittenrequestoftheUnionand/oritsaffiliatedlocals/chapters,begrantedaleaveofabsencewithoutpayforthetermofoffice,nottoexceedtwo(2)years.AppointedofficialsoftheUnionand/oritsaffiliatedlocals/chaptersshall,uponwrittenrequestoftheUnionand/oritsaffiliatedlocals/chapters,begrantedaleaveofabsencewithoutpayforthetermofoffice,nottoexceedtwo(2)yearsunlesstheabsenceoftheemployeewouldcauseasubstantialhardshipontheoperatingefficiencyoftheemploying unit. The Employer agrees to provide the Union an explanationofwhytherequestconstitutesahardship.Grievancesinvolvingtheissueofwhetherasubstantialhardship does, in fact, exist may be appealed directly to arbitration pursuant to Article IV of this Agreement. Notwithstandingtheabove,electedorappointedofficialsoftheUnionand/oritsaffiliatedlocals/chaptersmay elect to take vacation or earned compensatory time inlieuofaleaveofabsencewithoutpay.B. Thesesameelectedofficersshallbereleasedfor

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monthlylocal/chaptermeetingsandquarterlyCouncil61 meetings under the same rules as above. The employeewillprovidetheemployee’ssupervisorwithten(10)calendardayswrittennoticeforthesemeetings.AUnionofficer’sleavesupersedesanyotherscheduledleave of bargaining unit members. Any special meeting requiringlessthanten(10)calendardaysnoticemustbe arranged through the Department of Administrative Services-HumanResourcesEnterprise(DAS-HRE).Unionleavewithlessthanten(10)calendardaysadvancenoticeshallbelimitedtoten(10)daysperemployee per year.C. UpontherequestofthePresidentofAFSCMEIowaCouncil61totheChiefOperatingOfficerofthe Department of Administrative Services – Human Resources Enterprise, employees shall be granted a UnionleaveforotherUnionactivities.Suchleave(s)shallbelimitedtoninety(90)calendardaysperpersonineachfiscalyear.PursuanttosubsectionAofthisSection, the leave may be denied if the absence of the employeewouldcauseasubstantialhardshipontheoperatingefficiencyoftheemployingunit.D.DuringUnionleavewithoutpayforthirty(30)calendar days or less, employees shall continue to accruesickleaveandannual(vacation)leaveandtheEmployerwillcontinuetopaytheEmployer’sshareofall insurances.AtthewrittenrequestofthePresidentofAFSCMEIowaCouncil61,duringperiodsofleaveofthirty(30)calendardaysorless,theEmployerwillcontinuetopaytheemployee’swagessothattheemployee’sretirement

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contributionswillbeuninterrupted.TheEmployershallsubmit a billing including the dates of the leave and the numberofhoursusedtoAFSCMEwithinthirty(30)calendardaysoftheendofthepayperiodinwhichtheleaveoccurred.ThebillingwillincludegrosswagesincludingtheEmployer’sshareofretirementandfederalpayroll taxes paid during such periods of Union leave withoutpay.TheEmployershallreceivereimbursementfromtheUnionwithinthirty(30)calendardaysfollowingreceiptoftheEmployer’sbilling.FailuretoreimbursetheEmployerinaccordancewiththisprovisionwillnullifythissubsectioninitsentiretyfor the period remaining in the term of this Agreement.

Section 5 Union Conventions and Conferences A. Duly elected Union delegates or alternates to the annualconventionsofAFSCMEIowaCouncil61,AFL-CIOandtheIowaFederationofLabor,AFL-CIOshallbegrantedtimeoffwithoutpay,nottoexceedatotaloften(10)workdaysannually,toattendsaidconventions. B. Duly elected Union delegates or alternates to the biennial convention of AFSCME International, AFL-CIOshallbegrantedtimeoffwithoutpay,nottoexceedatotaloften(10)workdays,toattendsaidconvention. C. Union representatives selected to attend Union conferencesshallbegrantedtimeoff,withoutpay,nottoexceedten(10)workdaysannually,toattendsaidconferences. D. The Union shall give the Employer at least ten (10)workdaysadvancenoticeoftheemployeeswho

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willbeattendingsuchfunctionswheneverpossible.Time off taken pursuant to this Section may be charged to vacation, earned compensatory time, or leave of absencewithoutpayastheindividualemployeemaydesignate.

Section 6 Union ActivityBargainingunitemployees,includingUnionofficersand representatives, shall not conduct any Union activity or Union business on State time except as specificallyauthorizedbytheprovisionsofthisAgreement.

Section 7 DiscriminationThepartiesagreethattheirrespectivepolicieswillnotviolateanybargainingunitmember’srightswhichareprovided in this Agreement because of Union or non-unionaffiliation.

Section 8 Union Activity ProtectionA.Chapter20oftheCodeofIowaprovidesthattheEmployerisprohibitedfrominterferingwithconcertedUnionactivity,assetforthinSections20.10(2)a-hoftheCodeofIowa.B. BargainingunitemployeeswhoallegeaviolationoftheserightsmayelecttofilechargespursuanttoSection20.10(2)oftheCodeofIowa.InadditiontotheproceduressetforthintheCodeofIowa,Section20.11andPublicEmploymentRelationsBoard(PERB)Rules,IowaAdministrativeCode621-3,PERBshall,attherequestofthepartiesandpursuanttothisAgreement,

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provide an expedited procedure for the resolution of alleged violations of subsection A of this Section. Whenoneofthepartiessubmitsarequesttoutilizethis expedited procedure, the other party shall agree or disagreeinwritingwithinfourteen(14)calendardaysofitsreceiptoftherequest.Theprocedureshallprovidefor an adjudicator designated by PERB to conduct a hearing and issue appropriate decisions and orders. The adjudicator shall endeavor to issue such decisions and orderswithinthirty(30)days.Ifthebargainingunitemployee elects to utilize the expedited procedure, the parties to this Agreement agree that those procedures shallbeexclusiveandthattheadjudicator’sdecisionandordershallbefinalandbinding.

Section 9 Union VisitationUponrequest,Unionrepresentativeswillbeallowedtomeetwithbargainingunitemployeesduringtheemployees’non-worktimeontheEmployer’spremises,provided suitable meeting facilities are available and practical.

Section 10 No Reprisal The Employer shall not take reprisal action against an employee for disclosure of information by that employee to a member of the General Assembly, the Legislative Service Agency or the respective caucus staff of the General Assembly, or for disclosure of information whichtheemployeereasonablybelievesisevidenceofaviolationoflaworrule,mismanagement,agrossabuseof funds, an abuse of authority, or a substantial and

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specificdangertopublichealthorsafety.

Section 11 Electronic Communication For purposes of this section, the term “electronic communicationdevice”isdefinedtomeantheEmployer’stelephone,cellulartelephone,pager,facsimile machine, and the e-mail system.OnlyrepresentativesoftheUnionwhosenameshavebeen provided to the Employer shall be permitted to use electronic communication devices subject to the followingconditions: 1. The amount of time used by the Union representative must be reasonable and must not undulyinterferewiththeperformanceoftheUnionrepresentative’sworkduties. 2. Communication is limited to the processing of grievances, matters pertaining to investigatory interviews,labor/managementmeetings,andotherinformation normally posted on Union bulletin boards. 3. No political campaign literature or material detrimentaltotheEmployerwillbetransmittedbytheUnion representative.4.EmployeeswhouseelectroniccommunicationdeviceswillberesponsibleforpaymentofcostsincurredbytheEmployerwhichareinadditiontonormal operating costs.5.Employerworkrulesandpolicies,notinconflictwiththisSection,willapply. Nothing herein should be construed as creating restrictions on previously permitted uses or asauthorizinguseinlocationswhereuseisprohibiteddue

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tohealth,safety,confidentialorsecurityreasons.

Section 12 New Employee OrientationTheEmployerwillnotifythelocalUnionPresident/ChapterChairwithinfourteen(14)calendardaysthatanewemployeehasbeenhired.TheEmployerwillprovidethename(s)andworklocation(s)ofallnewemployee(s).One(1)representativeofthelocalUnionshallbepartoftheEmployer’sformalorientationandshallbegranteduptothirty(30)minutesforUnion orientation during the formal orientation for newemployeeseitherasagrouporwithindividuals.Newemployeeswhoaremembersofthebargainingunitwillberequiredtoattendthethirty(30)minuteUnion orientation in paid status. Non-bargaining unit employeeswillnotbeallowedtoattendtheUnionorientation. Where the Employer does not have a formal orientationprogram,theEmployerwillnotifytheLocalUnionPresident/ChapterChair,withinfourteen(14)calendardays,thatanewemployee(s)hasbeenhired.TheEmployerwillprovidethename(s)andworklocation(s)ofthenewemployee(s).TheEmployerwillallow,astheUnionmayelect,eitheruptothirty(30)minutesforUnionorientationwiththenewemployeetobescheduledbytheEmployerwithinthirty(30)daysofthedateofhire,orthedistributiontonewemployeesrepresented by the Union a packet of information material furnished to the Employer by the local Union.TheEmployerretainstherighttoreviewmaterialsprovidedfornewemployeesbytheUnionandrefuseto

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distribute any political campaign literature or material detrimental to the Employer. The Union representative shall be in pay status for thethirty(30)minuteUnionorientationonlyiftherepresentative is on duty at the time the orientation is presented. No local Union representative shall receive overtime, call-back pay, etc., for participating in the employeeorientationprogramwhileoffduty.ThisdoesnotsupersedethecurrentagreementonNewEmployeeOrientationbetweentheUnionandtheDepartmentofCorrections. That agreement remains in effect.

ARTICLE IIIMANAGEMENT RIGHTS

ConsistentwiththisAgreement,Managementshallhave,inadditiontoallpowers,dutiesandrightsestablished by constitutional provisions, statute, ordinance,charterorspecialact,theexclusivepower,duty,andtherightto:1. Directtheworkofitsemployees.2. Hire, promote, demote, transfer, assign, and retain employeesinpositionswithinitsagencies.3. Suspend, discipline or discharge employees for proper cause.4. Maintaintheefficiencyofgovernmentaloperations.5. Relieve employees from duties because of lack of workorforotherlegitimatereasons.6. Determine and implement methods, means,

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assignmentsandpersonnelbywhichtheEmployer’soperations are to be conducted.7. Take such actions as may be necessary to carry out the mission of its agencies.8. Initiate, prepare, certify and administer its budget.9. ExerciseallpowersanddutiesgrantedtotheEmployerbylaw.

ARTICLE IVGRIEVANCE PROCEDURE

Section 1 DefinitionA.Agrievanceshallbeawrittencomplaintallegingaviolation involving the application and interpretation of the provisions of this Agreement. B. A grievance shall contain a statement of the grievancebyindicatingtheissue(s)involved,thereliefsought,thedatetheincident(s)orviolation(s)tookplace,ifknown,andthespecificSectionorSectionsoftheAgreement involved. The grievance shall be presented totheAppointingAuthorityorhis/herdesignee,ortheDistrictDirectororhis/herdesigneeforCBC,onformsmutually agreed upon and furnished by the Union, and signed and dated by the Union. The grievance form willstatethenameoftheemployee(s)authorizingthefilingofthegrievance.Anaggrievedemployeeshallhave the right to a Union representative appointed by the Union. If a grievance form lacks any of the informationrequiredbythissubsection,thegrievanceshallbereturnedtotheLocalUnionStewardwhofiledthegrievancewithacopytotheUnionandtheLocal

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Unionwithanexplanation.TheLocalUnionStewardwillhaveseven(7)calendardaysfromthedateofthereadreceipttoresubmittheoriginalgrievancewiththerequiredinformation. C. Any bargaining unit employee shall have the right tomeetandadjusthis/herindividualcomplaintwiththeEmployer. D. The arbitration provisions of this Agreement may onlybeinvokedwiththeapprovaloftheUnionand,inthecaseofanemployee’sgrievance,onlywiththeapproval of the employee. E. All grievances must be presented promptly and nolaterthanfourteen(14)calendardaysfromthedatethegrievantfirstbecameawareof,orshouldhavebecomeawareofwiththeexerciseofreasonablediligence,thecauseofsuchgrievance;however,underno circumstances shall a grievance be considered timely aftersix(6)monthsfromthedateofoccurrence.

Section 2 Grievance Steps (BoardofRegents,seeAppendixM;CommunityBased Corrections, see Appendix S) A. Step 1 Withinfourteen(14)calendardaysofreceiptofthewrittengrievancefromtheemployeeorhis/her Union representative, the Appointing Authority orhis/herdesignee,ortheDistrictDirectororhis/herdesigneeforCBC,willmeetwiththeappropriateUnion representative at a mutually agreed upon time anddate(withorwithouttheaggrievedemployee)andattempttoresolvethegrievance.Awrittenanswerwillbeplacedonthegrievancefollowingthemeeting

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bytheAppointingAuthorityorhis/herdesignee,ortheDistrictDirectororhis/herdesigneeforCBC,andreturned to the employee and the Union representative withinfourteen(14)calendardaysfromreceiptofthewrittengrievancesubmittedtotheAppointingAuthority.Settlementsatthisstepwillbenon-precedentsettingunlessdesignatedotherwise. B. Step 2 IfdissatisfiedwiththeEmployer’sanswerinStep1,tobe considered further, the grievance must be appealed by facsimile transmission, regular U.S. mail, local mail(institutional,departmentalorinterdepartmental)orhand-deliveredtotheChiefOperatingOfficerofDAS-HREortheOfficer’sdesignee,ortheDistrictDirectororhis/herdesigneeforCBC,withinfourteen(14)calendardaysfromreceiptoftheanswerinStep1.Withinforty-five(45)calendardaysafterthereceiptofthe appeal at Step 2, the designee of the Chief Operating OfficerofDAS-HRE,ortheDistrictDirectororhis/herdesigneeforCBC,willmeetwiththeappropriateUnionrepresentative(withorwithouttheaggrievedemployee)and attempt to reach resolution of the grievance. On grievanceswhichdonotinvolvedisciplineordischarge,thepartieswill,wherepracticableandfeasible,meetviaatelephoneconference.Withinthirty(30)calendardaysfollowingthismeeting,awrittenanswerwillbeissuedand attached to the grievance by the Chief Operating OfficerofDAS-HREortheChiefOperatingOfficer’sdesignee,ortheDistrictDirectororhis/herdesigneefor CBC, and returned to the grievant and the Union representative.Step2answersshallbesentbyfacsimiletransmission,regularU.S.mail,localmail(institutional,

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departmental or interdepartmental), hand-delivered, ore-mail(ifthegrievantprovidesane-mailaddress).E-mailswillbeconsideredconfidentialpersonneldocumentsinaccordancewithIowaCodeSection22.7.(BoardofRegents,seeAppendixM;CommunityBased Corrections, see Appendix S)Note:GrievancesfiledunderArticleIV,Section9willbe eligible to proceed to GRIP. All other grievances willbeeligibletoproceedtoarbitration. C. Step 3 – Grievance Resolution Improvement Process(GRIP):Disciplinarygrievanceswhichhavenotbeensettledunder the foregoing procedures are eligible to be heard by the Grievance Resolution Panel. To be considered further, the grievance must be placed on the Grievance ResolutionPaneldocketwithinthirty(30)calendardaysfromreceiptoftheanswerinStep2bythekeeperofthe docket. The issue as stated in Step 2 shall constitute the sole and entire subject matter to be heard by the Grievance Resolution Panel, unless the parties mutually agree to modify the scope of the grievance. The procedures to be used by the Grievance ResolutionPanelwillbegovernedbythe“RulesofProcedure for the Grievance Resolution Improvement Process.” The Rules of Procedure are set forth in Section 14 of Article IV of the Agreement. The parties may,however,agreetoamoredetailedsetofrulesofprocedure outside of this Agreement. Before rules of procedurenotcontainedwithinthisAgreementtakeeffect and become enforceable they must be signed byboththePresidentofAFSCMEIowaCouncil61and the Director of DAS. Any rule of procedure

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thatisinconflictwiththisAgreementorthelawisunenforceable. D. Step 4 – ArbitrationGrievanceswhichhavenotbeensettledundertheforegoing procedure are eligible for arbitration. The issue as stated in Step 2 shall constitute the sole and entire subject matter to be heard by the arbitrator, unless the parties mutually agree to modify the scope of the hearing. If an unresolved grievance is not arbitrated, it shall be considered terminated on the basis of the Step 2 answerwithoutprejudiceorprecedentintheresolutionof future grievances. For the purpose of selecting an impartial arbitrator, the partieswillmeetuponrequestandifunabletoagreeon an impartial arbitrator, the parties or party, acting jointlyorseparately,shallrequestPERBtosubmitafive(5)memberpanelofarbitrators.Ifthepanelsubmitted by PERB is unacceptable to either party, the partiesshallrequestasecondpanelofarbitratorsfromPERB. The AFSCME representative and the DAS-HRE representativewillcontactthearbitratorandsetadateforthe arbitration hearing. After the date for the arbitration hearing is established, the AFSCME representative and theDAS-HRErepresentativewillscheduleameeting,notlessthanone(1)weekpriortothegrievancearbitration hearing date, to exchange all evidence relevant to the grievance that is available to them at that time through the exercise of reasonable diligence. If not provided at the pre-arbitration meeting, evidence cannot be offered at the arbitration hearing unless the party can provethattheevidencewasnotavailabletothepartythrough the exercise of reasonable diligence.

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Wheretwo(2)ormoregrievancesareappealedtoarbitration,aneffortwillbemadebythepartiestoagreeuponthegrievancestobeheardbyanyone(1)arbitrator.Onthegrievanceswhereagreementisnotreached, a separate arbitrator shall be appointed for each grievance. The cost of the arbitrator and expenses ofthehearingwillbesharedequallybytheparties;however,thecostsoftranscriptsshallbebornebytherequestingpartywithouthavingtofurnishacopytotheother party, unless the parties mutually agree to share the entire cost. Except as provided in Section 8 of this Article, each of the parties shall bear the cost of their ownwitnesses,includinganylostwagesthatmaybeincurred. The parties agree to share any cancellation fees for arbitration hearings canceled or postponed by mutual agreement. The party that is solely responsible for the cancellation or postponement of an arbitration hearingwithoutthemutualconsentoftheotherpartyshall pay the entire cancellation fee. The arbitrator shall only have authority to determine thecompliancewiththeprovisionsofthisAgreement.The arbitrator shall not have jurisdiction or authority toaddto,amend,modify,nullify,orignoreinanywaythe provisions of this Agreement and shall not make anyawardwhichineffectwouldgranttheUnionortheEmployeranymatterswhichwerenotobtainedinthenegotiation process. Thedecisionofthearbitratorshallbefinalandbindingon both parties to this Agreement provided any such decisiondoesnotexceedthearbitrator’sjurisdictionorauthority as set forth above.

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Section 3 Time Limits Grievancesnotappealedwithinthedesignatedtimelimits in any step of the grievance procedure may be denied by the Employer on the basis of timeliness. The Union reserves the right to submit such grievances to arbitration.Thepartiesagree,however,thatingrievanceswheretimelinessisanissue,thegrievancemaybesubmitted by the Union to the next higher step through thedatethegrievanceanswershouldhavebeenissuedinordertoallowthepartiestoattempttoresolveit.GrievancesnotansweredbytheEmployerwithinthe designated time limits in any step of the grievance proceduremaybeappealedtothenextstepwithinfourteen(14)calendardaysofthedatethegrievanceanswershouldhavebeenissued.Inordertobeconsidered timely, a grievance must be scheduled for an arbitrationhearingnolaterthannine(9)monthsfromthedatethegrievancewasansweredbytheEmployerat Step 2. In order to be considered timely, a discharge grievance must be scheduled for an arbitration hearing nolaterthanonehundredtwenty(120)daysfromthedatethegrievancewasansweredbytheEmployeratStep 2. The Union may, at its option, seek to schedule anarbitrationhearinganytimeaftertheStep2wasdue in the event the Employer fails to timely provide theresponse.Authoritytoscheduleahearingrestswiththe arbitrator should the parties disagree. The parties may,however,mutuallyagreeinwritingtoextendthetime limits in any step of the grievance procedure. In the event the U.S. mail is used, the mailing of the grievance or response thereto shall be considered timely ifpostmarkedwithinthetimelimits.

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Section 4 Retroactivity Settlement of a grievance may or may not be retroactiveastheequitiesofparticularcasesmaydemand.Inanycase,whereitisdeterminedthattheawardshouldbeappliedretroactively,themaximumperiodofretroactivityallowedshallbeadatenotearlierthansix(6)monthspriortothedateofinitiationofthewrittengrievanceinStep1.

Section 5 Exclusive Procedure The grievance procedure set out above shall be exclusive and shall replace any other grievance procedure for adjustment of any disputes arising from the application and interpretation of this Agreement.

Section 6 Names of Stewards and Management Representatives For informational purposes only, the Union shall provideDAS-HREwithawrittenlistsettingforththenames and jurisdictional areas of Union representatives. TheEmployershallsupplytheLocalUnionwithalistof Management representatives to contact on grievance matters.

Section 7 RepresentationAnemployeemayconsultwithalocalUnionrepresentativeduringworkinghoursrelativetoagrievancematterbyfirstcontactingtheemployee’ssupervisor.Theemployee’ssupervisorshallarrangea meeting to take place as soon as possible for the employeewithaUnionrepresentativethroughtheUnionrepresentative’ssupervisor.

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Section 8 Processing Grievances UnionrepresentativeswhoaremembersofJudicialBranch or Executive Branch bargaining units and grievantswillbepermittedareasonableamountoftimeto process grievances during their regularly scheduled hours of employment. Processing grievances shall be definedasinvestigating,filing,andattendinganystepmeetingand/orhearingregardinggrievances.However,onlyone(1)localUnionrepresentativewillbeinpaystatusforanyone(1)grievance.Wheneverpossible,theUnionrepresentativeswillprovidetwenty-four(24)hoursnoticetotheirsupervisor(s). Further, in a group grievance, up to three percent (3%),butnotlessthanone(1)normorethanten(10)ofthegrievantsshallbeinpaystatusasspokesperson(s)forthegroup.Groupgrievancesaredefinedas,andlimitedto,thosegrievanceswhichcovermorethanone(1)employeeandwhichinvolvelikecircumstancesandfacts for the grievants involved. The Employer is not responsible for any compensation of employees or Union representatives for time spent processing grievances outside their regularly scheduled hours of employment. The Employer is not responsible for any travel or subsistence expenses incurred by grievants or Union representatives in the processing of grievances. NotwithstandingtheforegoingprovisionsofthisSection, the Employer agrees to conduct all grievance meetings involving third shift employees either during thatshiftoratatimewhichiscontiguoustotheemployee’sshift.TheEmployerisnotresponsibleforany compensation of third shift employees for such

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grievancemeetingsunlesstheEmployerspecificallyrequests,orifthepartiesmutuallyagree,thatthegrievantattendthehearing,inwhichcasethegrievantshall be compensated for the actual time spent in such hearingathis/herregularhourlyrateandshallnotbecountedashoursworkedforpurposesofcomputingovertime.

Section 9 Discipline and Discharge The parties recognize the authority of the Employer to suspend, discharge or take other appropriate disciplinary action against employees for just cause. Theemployeewhoallegesthatsuchactionwasnotbased upon just cause may appeal a suspension or dischargetakenbytheEmployerbeginningwithStep2of the grievance procedure. All other disciplinary action shallbeginwithStep1ofthegrievanceprocedure. Any disciplinary action or measure imposed upon an employee may be processed as a grievance through the grievance procedure. The Employer shall not discipline anemployeewithoutjustcause,recognizingandconsideringprogressivedisciplinewhereapplicable.(SeeAppendixKfordisciplinerelatedtoattendance)Writtenreprimands,clarificationsofexpectations,orother similar memoranda shall be removed from the employee’spersonnelfileafterone(1)yearprovidednofurther disciplinary action has been taken against the employee. TheEmployershallprovidewrittennotificationtoaffected employees prior to beginning an investigation into allegations of child abuse pursuant to Chapter 235A oftheCodeofIowaandallegationsofdependentadult

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abusepursuanttoChapter235BoftheCodeofIowaand at the conclusion of such investigation. Whenever the Employer determines that an employee mustberemovedfromacurrentworkassignmentpending the completion of an investigation by the Employer to determine if disciplinary action is warranted,theEmployermay:1.Reassigntheemployeetoanotherworkassignmentattheircurrentrateofpayforuptotwenty-one(21)calendar days, or 2.Suspendtheemployeefromworkforuptotwenty-one(21)calendardays.Iftheemployeeissuspendedundernumbertwo(2)above, the employee shall be in pay status at their current rate of pay. If the investigation has not been completedwithintwenty-one(21)calendardays,theEmployerwillprovidethestewardwhowasinvolvedintheinvestigation(ifapplicable)andthelocalUnionPresidentwithareportregardingthestatusoftheinvestigation.Additionalreportswillbeprovidedonaperiodictwenty-one(21)daybasisthereafter.If,atthecompletion of the investigation, the Employer decides thatsuspensionordischargeiswarranted,theEmployershall have the right to recover the pay provided during theperiodofsuspensionundernumbertwo(2)above,consistentwiththedisciplinaryaction.TheUnionshallreceivewrittennoticeofanydisciplinary action or measure imposed upon an employeewithinthree(3)workingdaysofthetimesuch action is taken. Written notice of the disciplinary action or measure imposed may be provided to the Unionbyelectroniccommunicationwitharead

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receipt. The Local Union and Management may agree uponprocessesfordistributingwrittennotices.IftheLocal Union and Management have a procedure for distributingwrittennoticesthatiscurrentlyinplace,thisprocedurewillcontinueunlesstheLocalUnionandManagement mutually agree to change the procedure.

Section 10 Exclusion of Probationary Employees NotwithstandingSection9above,noranyotherprovision(s)ofthisAgreement,thereleaseofprobationary employees shall not be subject to the grievance procedure.

Section 11 Exclusion of Grievant The aggrieved employee is entitled to be present at all steps of the grievance procedure. Should the employee be excused by either party, the grievance shall be processed in the absence of the aggrieved employee andtheUnionwillbeallowedamaximumoftwo(2)representatives in pay status.

Section 12 Exchange of Information for Processing Grievances A. The Union and the Employer agree that it is incumbent upon the parties to share all information available regarding grievances involving the Union, employees, and the Employer. B.Weingartenprinciples(therightofanemployeewhoreasonablybelievesthattheymaybesubjecttodisciplinetohave,upontheemployee’srequest,aUnion representative present during the investigatory interview)shallapplyduringinvestigatoryinterviewsof

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an employee.C.UponrequestfromtheUnionrepresentative,theEmployerwillprovidethatUnionrepresentativewithwrittenstatementsofwitnesses,iftheyexist.D.UponrequestfromtheEmployer’srepresentative,theUnionwillprovidetheEmployer’srepresentativewithstatementsofwitnesses,iftheyexist.E.EmployeeswhoreceivewitnessstatementsmustcomplywiththeState’spolicythatwitnessstatementsandtheinformationcontainedinthestatementswillnotbe redisseminated to any person not directly involved withtheprocessingofthegrievance.EmployeeswhoviolatetheState’spolicyonredisseminationwillbesubject to disciplinary action. F. When a grievance is scheduled for arbitration, if therepresentativeofeitherpartydesirestointerviewawitnesspriortothearbitrationhearingandthewitnesshasbeeninterviewedbytheEmployerortheUnioninthecourseofagrievanceinvestigation,theinterviewshall be conducted in the presence of a representative fromDAS-HRE.Witnessesarenotrequiredtogranttheinterview,however,suchinterviews,whenconducted,shallbelimitedtothewitness,anAFSCMEIowaCouncil 61 staff representative or attorney, and the representative from DAS-HRE.

Section 13 Resolution of Timeliness Arbitrability Issues Where an issue exists as to the timeliness arbitrability ofaparticulargrievance,theChiefOperatingOfficerofDAS-HREortheChiefOperatingOfficer’sdesigneeshallgivewrittennoticetotheUnion.Followingwritten

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notice, the timeliness dispute shall be submitted to an arbitrator, other than the arbitrator selected to determine themeritsofthegrievance,uponwrittensubmissionsand by telephone hearing only. Where the timeliness of a particular grievance is submitted to arbitration, the date for such arbitration shallbescheduledwithinthirty(30)daysfollowingthedate that DAS-HRE provided notice to the Union, and a decisionrenderedwithinthirty(30)daysfollowingthedate of the timeliness arbitrability hearing. The party that does not prevail in the timeliness dispute must pay the cost of that hearing.

Section 14 Grievance Resolution Improvement Process (GRIP) The Department of Administrative Services – Human ResourcesEnterpriseChiefOperatingOfficerorGeneralCounselandthePresidentofAFSCMEIowaCouncil61willestablisharegularmeetingscheduletodiscusshowtheGrievanceResolutionImprovementProcess(GRIP)isworking,determineifthereareproblems that need to be resolved, and develop a plan for resolution of the issues. A. The parties agree to utilize GRIP for all departments.GRIPwillbelimitedtotwenty(20)disciplinary cases per month. B. Operation of Panel 1. Rules of ProcedureThePanelshallconsistoffour(4)representatives:two(2)representativesfromAFSCMEIowaCouncil61andtwo(2)representativesfromtheState.TheoperationofthePanelshallbeinaccordancewiththeseRules

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of Procedure and such other rules as may from time totimebeadoptedbymutualagreementbetweentheparties and signed by both the President of AFSCME IowaCouncil61andtheDirectorofDAS. 2. Order of CasesEveryattemptwillbemadetoheardocketeddischargecases during the time period scheduled for the case. Cases may be deadlocked in advance of the hearing. 3. HearingsThePanelwillhearpresentationfromeachpartytothegrievance.Eachpartywillbepermittedamaximumoftwenty(20)minutes[thirty(30)minutesfor disciplinary terminations] for its presentation Witness statements and supporting documentation may be provided. Any information not presented at Step 2 of the grievance procedure that is to be used by either presenterwillbeexchangedbetweenthepartiesatleastseven(7)dayspriortothemeetingofthePanel.Exceptionwillbeallowedforevidenceorwitnessstatementssubmitteduptoforty-eight(48)hoursinadvance of the meeting, if the information is mutually agreedupon.Informationallowedunderthisexclusionmustbeofsuchsignificantnatureastopotentiallyaltera reasonable decision on the grievance. If the party notsubmittingthedocumentationcanmakeajustifiedargument that the party submitting the information had knowledgeoftheevidenceorstatementspriortotheseven(7)dayrule,suchlateevidenceorstatementswillnotbeallowed. During the presentation, only Panel members, the parties presenting the case and those directly involved inthespecificcasebeingheardshallbeallowedtositin

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theimmediateareawherethecaseisbeingconducted.Other members of the Panel observing the case shall not participate in the presentation, the discussion or the questioning.TheEmployerwillpresentfirst.Eachpartyshallhavetwenty(20)minutes[thirty(30)minutesfordisciplinaryterminations] to present its case in chief. Each party shall declare, prior to the presentation of its case whethertherewillbeaco-presenteronanyrespectivecase.Thenumberofpresentersshallbelimitedtotwo(2)individuals.Anyco-presentershallonlysupplementthepresentationofthecaseinchief.Bothsideswillhaveanopportunitytosummarizeandrebut;howeverno co-presenter may respond during the summation and rebuttal portion of the hearing. Summation and rebuttalshallnotextendbeyondfive(5)minutes[ten(10)minutesfordisciplinaryterminations].TheAFSCMEIowaCouncil61RepresentativeorthedesignatedAFSCMEstewardwillnormallyhandletheUnionpresentation.TheDepartmentDirectororhis/herrepresentativewillnormallyhandlethepresentationforthe Employer. After each party has submitted its case and rebuttal, thepanelmemberswillbefreetoaskquestionsoftheparties.Aftersuchquestioning,thePanelwillretiretoexecutivesessionandwillvote,andtherebyrenderitsdecision.Votingbyashowofhandswillbesufficient.When the Panel goes into executive session, all others must retire from the room. After a decision has been reached by a majority vote of the Panel, the decision shallbereducedtowritingandprovidedtothepartiesina manner agreed upon by the Panel. The Panel has the

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authority to support, reject or modify any action taken. DecisionsofthePanelarefinalandbindingandmayormay not be precedent setting as the Panel determines. Failuretoreachamajorityvotewillcreateadeadlockortied vote and such shall be recorded as the outcome. In the event of a deadlock, the grievance may proceed to arbitrationasoutlinedinStep4ofSection2(D).(TheRulesofProcedure,andanyadditionalagreeduponrules,shallbepostedontheDAS’swebsite.)

ARTICLE VSENIORITY

Section 1 Definition A. For employees not covered by a collective bargaining agreement on July 1, 2003, seniority means anemployee’slengthofcontinuousservicewiththeEmployerinapermanentpositionsincehis/herdateof hire. Any length of service in a temporary position shall be included in the computation of seniority if theemploymentwasinthesameclassificationasandcontiguous to the appointment to a permanent position.B. Intheeventtwo(2)employeeshavethesameoriginal date of employment, seniority of one as against theothershallbedeterminedbythelastfour(4)digitsofthesocialsecuritynumber,withtheemployeehavingthelowerlastfour(4)digitsofthesocialsecurity number being considered as having the greater seniority. C. Anemployee’scontinuousservicerecordshall

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be broken by voluntary resignation, discharge for just cause,orretirement.However,ifanemployeeleavesworkforanyreasonotherthanthoselistedabove,theemployeeshallretainhis/heroriginalsenioritydateforaperiodequaltohis/herlengthofemploymentuptoamaximumoftwo(2)years.Anyperiodofabsenceofmorethantwo(2)yearsshallrepresentabreakincontinuous service.D.ManagementwillberequiredtoapplyseniorityasdefinedaboveonlyasspecificallyprovidedinthisAgreement and subject to any limitations set forth in any particular Article or Section of this Agreement. E. An employee covered by a non-AFSCME collective bargaining agreement shall have no seniority upon entrance or return to a position covered by this Agreement. F. For all other employees, seniority means an employee’slengthofcontinuousservicewiththeEmployersincehis/herdateofhireinapermanentposition covered by this Agreement. Any length of service in a temporary position shall be included in the computationofseniorityiftheemploymentwasinaclassificationcoveredbythiscontractandcontiguoustothe appointment to a permanent position. No employee in a position covered by this Agreement on July 1, 2003, shall lose seniority by virtue of operation of this Section. Section 2 Seniority Lists A. The Employer shall prepare and post, on existing bulletinboards,senioritylistsasdefinedinthisArticle.

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The lists shall be updated semiannually and contain eachemployee’sname,classificationandsenioritydate.A copy of the seniority list shall be furnished to the local union at the time of posting.B. Employeesshallhaveninety(90)daysinwhichtoappealtheirsenioritydateafterwhichtimethesenioritydate shall be presumed correct.

Section 3 Retroactivity Prohibited Those employees in the bargaining unit employed prior to the effective date of this Agreement shall retain theircurrentsenioritydate(dateofhireoradjusteddateof hire, if applicable) as established by DAS-HRE or theBoardofRegents(BOR)priortotheeffectivedateof this Agreement. For employees at the Department of Commerce, Alcoholic Beverages Division, all Warehouse Operations Workers and Transport DriverswhowereemployedwhentheStatebecametheEmployerwillhavethesamesenioritydate.Theemployee’sactualdateofhirewiththewarehouseandtransportoperationswilldetermineseniority.

ARTICLE VILAYOFF PROCEDURE

Section 1 Application of Layoff The Union recognizes the right of Management to layoff or to reduce the hours of employment in accordancewiththeproceduressetforthinthisArticle.Suchproceduresshallnotapplyto:

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A.Temporarylayoffoftwenty(20)consecutivecalendardaysorless.Insuchcases,employeeswillbelaidoffbysenioritywithinclassificationandworkunit.Fortemporarylayoffsofgreaterthantwenty(20)consecutive calendar days, the parties shall meet and agree upon temporary layoff procedures. During all temporary layoffs the Employer agrees that employees in the temporary layoff unit may volunteer for any partofthetemporarylayoffwiththemostseniorvolunteer(s)beingacceptedunlesstheabsenceoftheemployeewouldcauseahardshiponoperatingefficiency.Voluntarytemporarylayoffsshallbeforaminimumofone(1)calendarweek,unlessthepartiesagree to a shorter length of time. During the temporary layoff, employees shall continue to accrue sick leave andannual(vacation)leaveandtheEmployerwillcontinuetopaytheEmployer’sshareofallinsurance(forBORtemporarylayoffs,seeAppendixM);and/orB.Seasonallayoffofseasonalemployees;and/orC.Employeeswithanacademicyearappointmentat institutions and schools, during recesses in the academicyearand/orsummer;and/orD.UnpaidvolunteersonlywiththeagreementofthePresidentofAFSCMEIowaCouncil61.

Section 2 General Layoff ProceduresWhenalayofforhoursreductionoccurs,thefollowinggeneralrulesshallapply:A.Layoffshallbebyclassificationandsubtitleassetforthinthejobspecifications. B. Layoff shall be by organizational unit.

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(GeneralGovernment,BoardofRegents,andCommunity Based Corrections, see Appendix B; Department of Revenue, see Appendix Q) C. An agency may not layoff permanent employees until theyhaveeliminatedallnon-permanentemployeeswithinthelayoffunitinthesameclassificationinthefollowingorder:emergency,temporary,provisional,intermittent,trainee, and probationary. Employees in the layoff unit mayvolunteerforlayoffswiththemostseniorvolunteer(s)beingaccepted.EmployeesmayvolunteeronlywiththeagreementofthePresidentofAFSCMEIowaCouncil61. D. The Employer shall notify the Union at least sixty (60)calendardaysinadvanceofanyanticipatedlayoff. E. Each employee affected by a reduction in force shallbenotifiedinwritingoflayoffatleasttwenty(20)workingdayspriortotheeffectivedateofthelayoffunlessbudgetarylimitationsrequirealesserperiodofnotice. F. Employees in the layoff unit shall be laid off in accordancewithseniorityandability.Layoffshallbebysenioritywiththeleastsenioremployeebeinglaidofffirstunlesstheleastsenioremployeepossessesspecialskillsandabilityrequiredtomeettheneedsofthe Employer, and that the senior employee must also possesstheacademicqualificationsrequiredfortheposition.Inthecaseofclassificationswhichareusedinresearch laboratories in academic departments of the Board of Regents institutions, the Employer need not retrainanemployeetoacquiretheskillsspecifictotheresearch projects conducted. G. The position occupied by the least senior employee intheclassificationsubjecttothelayoffshallnotbe

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considered a vacancy pursuant to Article VII; therefore, this position shall not be posted for transfer. H.Apermanentemployeeinaclassificationinwhichlayoffs are to be effected may, in lieu of layoff, elect bumpingtothenextlowerclassificationinthelayoffunitinthesameseriesastheclassificationinwhichlayoffsaretobeeffectedor,intheabsenceofalowerclassificationinthesameseries,toaclassificationinthelayoffunitwhichtheemployeehasformerlyoccupiedwhileinthecontinuousemployoftheagency,orintheabsenceofaclassificationinthelayoffunitwhichtheemployeehasformerlyoccupiedwhileinthecontinuousemployoftheagency,toanequalorlowerclassificationinthelayoffunitforwhichtheymeettheminimumqualificationsofthejob.TheassignmentintheclassificationwillbeattheAppointingAuthority’sdiscretion;however,suchassignmentshallnotbepermittediftheresultwouldbetocausethebumpingofapermanentemployeewithgreaterseniority.Toexercise the right of bumping, in lieu of layoff, the employee must notify the Appointing Authority, in writing,ofsuchelection,whichmustbereceivedorpostmarkednolaterthanfive(5)calendardaysafterreceiving notice of layoff. Any permanent employee displaced under these provisions shall have the right of election as provided herein.TheEmployershallnotifytheemployeeinwritingof the exact location of the position to be bumped into. Afterreceiptofthisnotification,theemployeeshallagainhavefive(5)calendardaysinwhichtonotifytheAppointingAuthority,inwriting,toeitheracceptthe

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position or be laid off.Anyemployeewhoelectstobumpinlieuoflayoffshallhavetherightofrecalltotheclassificationhe/sheformerlyoccupied,providedhe/shemeetsthequalificationsoftheposition,beforeanyotherpersonmaybepromotedtooranewemployeehiredforsuchclassificationbytheAppointingAuthorityenforcingthelayoff.Uponbumping,anemployeeshallretainhis/her current rate of pay except that if such rate of pay is higher than the highest rate currently paid for the classificationtowhichtheemployeebumps,his/herpay shall be reduced to that rate of pay. Additionally, if federal funds are involved, the employee upon bumping willreceivethesalaryprovidedbythefederalgrant.Insuchanevent,theEmployerwillmakeagoodfaitheffort to obtain additional federal funds. Any employee laid off because of reduction in force shall be offered a positionintheclassificationfromwhichhe/shewaslaidoffprovidedhe/shemeetstheminimumqualificationsfortheposition,beforeanewemployeemaybehiredfor such position by the Appointing Authority enforcing thelayoff,ifsuchopeningbecomesavailablewithintwo(2)yearsofsuchlayoffbecauseofareductioninforce.Employeeswhoarecoveredbyanothercollectivebargaining agreement cannot bump an employee covered by this Agreement. I. The Employer shall maintain a recall list of employeeswhowerelaidoff,whoexercisedtheirbumpingrights,orwhomadewrittennoticetotheEmployer of their recovery from long-term disability or injuryaftertheexpirationofaleaveofabsence:

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1. Employeeswhoexercisedbumpingrightsshallbeplacedontherecalllistfortheclassfromwhichtheywerelaidoff.2. Employeeswhoarelaidofforwhomakewrittennotice to the Employer of their recovery from a long-term disability or injury shall be placed on the recall list for the class they held prior to layoff or disability. In addition, theemployeemayalsodesignateuptofifteen(15)otherclasses,providedhe/shemeetsthequalificationsand/or passes the applicable DAS-HRE merit or BOR merit test,andthespecificcountiestowhichtheemployeewillaccept recall. The designation of classes or counties may be changed monthly by the employee through procedures agreedtobyAFSCMEIowaCouncil61andtheEmployer.Ifanemployeeisrecalledtoapositioninaclassificationwhichtheemployeehasnotpreviouslyheld,theemployeewillserveaprobationperiod.Iftherecalledemployeefailsto successfully complete the probation period, the employee willbelaidoffwithoutbumpingrightsandplacedontherecalllistasdescribedaboveforaperiodoftwo(2)years.3. Employeeswhorefusetoacceptanyreassignmentinexcessoftwenty-five(25)milesoftheoriginalworksite shall be placed on the recall list as described in numbersone(1)andtwo(2)above. 4. Failure to accept any position listed by the employee pursuanttonumbertwo(2)abovewhenofferedbycertifiedmailwithinfive(5)calendardaysafternoticeofrecall shall negate any further recall rights. 5. If a laid off employee accepts a temporary position, he/sheshallremainontherecalllist. J. When a decision is made by the Employer to

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contractorsubcontractworkwhichwouldresultinthelayoff of bargaining unit members, the State agrees to anotificationanddiscussionwiththeUnionnotlessthansixty(60)daysinadvanceoftheimplementation.For purposes of this paragraph only, employees laid off as a result of a decision to contract or subcontract workmaydesignateuptotwenty-five(25)otherclassesforpurposesofrecall,providedhe/shemeetsthequalificationsand/orpassestheapplicableDAS-HREmeritorBORmerittest,andidentifiesspecificcountiestowhichtheemployeewillacceptrecall.Allotherrecallprovisionsof(I)aboveshallapply. K. The determination of the layoff order is subject to the grievance procedure commencing at Step 2. The implementation of such layoff shall not be delayed pending the resolution of such grievances.L. WheneverapermanentvacancyasdefinedinArticleVII,Section5occurs,beforeanewortemporary employee is hired, employees shall be allowedtotransferorberecalledintheordersetforthin Article VII, Section 6.(BoardofRegents,seeAppendixM)

ARTICLE VIITRANSFERS

(TransfersforCommunityBasedCorrections,seeAppendix S)Section 1 Eligibility A. Employees must have been in their current

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classificationforatleastsix(6)monthsinordertobe eligible for transfers pursuant to this Article, but maynottransfermorethantwiceduringthelifeofthe Agreement. Transfers to a position under the supervisionoftheemployee’scurrentsupervisorwillnotbecountedtowardsthelimitationoftwo(2)transfersduringthelifeoftheAgreement.However,ifanemployeegoesintoaclassificationwithalowerpaygrade in lieu of layoff, the employee shall immediately be eligible for transfers pursuant to this Article. Additionally,anemployeewhoisrequiredtochangeshifts upon promotion shall be immediately eligible for transfertoadifferentshiftwithintheemployingunit.B. Employeeswhodesiretotransfertoanotherpositionwithinthesameclassification,eitherbetweenemployingunitsofaStateagencyorbetweenStateagencies,shallfileawrittenrequestasprescribedbytheagencyor,ifbetweenStateagencies,withtheappropriatedepartmentalpersonnelofficeindicatingthat interest.

Section 2 Transfers Within Employing Units A. The Employer shall post all openings indicating the specificlocation,shift,workunitanddaysoff.Specificlocationshallbedefinedastheorganizationalunitoftheagency.Specificshiftshallbedefinedasthehoursofwork.Specificworkunitshallbedefinedastheareainsideoftheorganizationalunitwheretheemployeeperformshis/herwork.Specificworkunitcanbedefinedasrotatingpostorreliefpost.Specificdaysoffshall be the days off that are assigned to the position.

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Aperiodoffive(5)workdaysfromthedateoftheannouncementshallbeallowedforinterestedemployeestofileawrittenrequesttobeincludedinthegroupof applicants to be considered for that vacancy. At thecloseofthefive(5)workdaypostingperiod,theEmployerwillreviewthoserequestsfromanyemployeeinthesameemployingunitwhoisinthesameclassificationasthevacancy.Whenanemployeeappliesforapostedpositionandhasnotremovedhis/hernameby the close of the posting, the employee must accept the job, if offered. The Employer shall offer the position tothemostseniorbargainingunitemployeewhohasfiledatransferrequest.Intheeventanemployeeisthemostseniorbidderformorethanone(1)positionsimultaneously,he/sheshallimmediatelyacceptone(1)of the positions. B. The Employer shall transfer the most senior employeewhomakesthetransferrequestfortheopenpositionprovidedhe/shepossessestheabilityto perform the duties as assigned and meets any job relatedspecialorselectivecertificationrequirements.Suchrequirementsshallbereflectedontheposting.TheEmployermaydenytransfersifthetransferwouldsubstantiallyimpairtheEmployer’sabilitytomaintainoperationalefficiency.TheEmployerisnotobligatedtoretrainemployeesinordertoqualifythemfortransfersundertheprovisionsofthisArticle.(BoardofRegents,seeAppendixM;IowaWorkforceDevelopment,seeAppendix T; Department of Natural Resources, see AppendixP,MotorVehicleOfficers,seeAppendixI)

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Section 3 Transfers Between Employing Units Within a State AgencyIntheeventavacancyisnotfilledbytransferofan employee under the provisions of Section 2 of this Article, the Employer shall consider interested employeeswhoareinthesameclassificationasthevacancyfromotheremployingunitsoftheagencywhohaveindicatedaninterestinthespecificlocation,shift,workunitanddaysoffbysubmittingatransferrequest.Thetransferrequestmustbesubmittedpriortotransferopportunity posting in Section 2. The Employer shall transferthemostsenioremployeewhomakessuchrequestfortheopenpositionprovidedhe/shepossessesthe ability to perform the duties as assigned and meetsanyjobrelatedspecialorselectivecertificationrequirements.TheEmployermaydenytransfersifthetransferwouldsubstantiallyimpairtheEmployer’sabilitytomaintainoperationalefficiency.TheEmployerisnotobligatedtoretrainemployeesinordertoqualifythem for transfers under the provisions of this Article. Theemployeeshallhavethree(3)workingdaysinwhichtoacceptordeclinetheofferinwriting.(IowaWorkforceDevelopment,seeAppendixT)

Section 4 Transfers Between State AgenciesIntheeventavacancyisnotfilledundertheprovisionsof Sections 2 or 3 of this Article, the Employer shall considerinterestedemployeesinthesameclassificationasthevacancyfromotherStateagencieswhohavefiledatransferrequest.TheEmployershallofferthepositiontothemostsenioremployeewhomakessuchrequest

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fortheopenposition.Theemployeeshallhavethree(3)workingdaysinwhichtoacceptordeclinetheofferinwriting.

Section 5 Definition of Permanent Vacancy For purposes of this Article, a permanent vacancy is created: A. When the Employer has approval to increase the workforceanddecidestofillthenewpositions;B.Whenanyofthefollowingpersonneltransactionstake place and the Employer decides to replace the previousincumbent:termination,transferoutofthebargaining unit, promotion, or demotion; C. If no employee has indicated a desire to transfer toavacancyandtheEmployerfillssuchvacancybytransferofanemployeefromanotherclassificationinthe same salary range and determines that the vacated positionistobefilled,suchpositionshallbesubjecttothe provisions of this Article; D.TransferswithinthebargainingunitresultingfromSections 2, 3, or 4 above;E.WheretheEmployercreatesnewshiftsand/ordaysoff schedule.

Section 6 Transfer Limitations A. The application of the procedures in this Article shallbelimitedtotheoriginalvacancyandthesix(6)subsequentvacanciesresultingfromthefillingoftheoriginal vacancy. B. Employees may not transfer under the provisions of thisArticlemoreoftenthanonceeverysix(6)months

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unlessreassignedbyManagementwithinthesix(6)month period.C. Employeeswhodeclinetwo(2)transferopportunitieswithinatwelve(12)monthperiodwillhave their names removed from the register for a period ofsix(6)months.Itistheresponsibilityoftheemployeetoresubmitatransferrequestfollowingthesix(6)month period. D. Employees transferring under the provisions of this Article shall not be eligible for payment of moving expenses by the Employer. E. Employees transferring into federally funded positionswillreceivethesalaryprovidedbythefederalgrant.F. InallemployingunitsinwhichvacancylistsaremaintainedthelocalUnionshallbeallowedtoinspectvacancy lists on a monthly basis. G. Nothing in this Article shall be construed as alimitationontheEmployer’sabilitytoreassignemployees to meet agency needs as determined by the Employer.Employeesreassignedmorethantwenty-five(25)milesfromtheoriginalworksitewillbeprovidedatwenty(20)workingdaynotice.EmployeeswhorefusetoacceptsuchreassignmentwillbeaffordedtherightssetforthinArticleVI,Section2(I(3)).H.Transferswillbegrantedasfollows:

1. TransferwithintheemployingunitpursuanttoSection 2.

2. Recallwithintheemployingunittotheclassandstatus(full-timeorpart-time)fromwhichlaidoff.

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3. Promotion,demotion,reclassificationwithintheemployingunit(Employer’sdiscretion).

4. Transferwithintheemployingunitofpart-timeemployees to full-time positions or full-time employees to part-time positions.

5. TransferbetweenemployingunitspursuanttoSection 3.

6. Recallbetweenemployingunitstotheclassfromwhichlaidoff.

7. Promotionordemotionbetweenemployingunitsorbetweenagencies(Employer’sdiscretion).

8. Transferbetweenemployingunitsofpart-timeemployees to full-time positions or full-time employees to part-time positions.

9. TransferbetweenagenciespursuanttoSection4.10.Recallbetweenagenciestotheclassfromwhich

laid off.11.Recalltoaclassotherthanonefromwhichlaid

off.12.Newhire(Employer’sdiscretion).

(BoardofRegents,seeAppendixM;CommunityBasedCorrections,seeAppendixS;IowaVeteransHomePatient Care, see Appendix W)I. Whenaunit,office,orpostwithinanemployingunit goes out of existence and the affected employees are not laid off, the Employer and the Union shall meet and attempt to agree upon the procedures for the assignment of affected employees. If the parties fail to agree upon an alternative procedure, the Employer shall offer existing vacanciesforwhichnoemployeewithintheemployingunit bid to the employees affected by the closure in

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seniorityorder.Employeeswhoselectavacancyshallnotbesubjecttothewaitingperiodsestablishedin(B)abovefor the exercise of transfer rights.J. Thisdefinitionshallapplyanywheretheterms“specialqualifications”or“selectivecertificationrequirements”areusedinthisAgreement.“Specialqualifications”and“selectivecertificationrequirements”shallconsistonlyofthoselegalrequirementsandjobrelatedknowledge,skills,abilities,orcompetenciesthatare:1. Appropriatetothejobclassificationoftheposition; 2. Necessary for successful performance of the essential duties of the position, and; 3. Of a nature and extent that an individual lacking such“specialqualifications”couldnotacquirethemandbecomeproficientinthemthroughreasonableorientation or other training of a limited duration. All “specialqualifications”and“selectivecertificationrequirements”shallbeannouncedinthejobposting.

Section 7 Return from Military ServiceIfrequiredbyUniformedServicesEmploymentandReemploymentRightsAct(USERRA)toallowthereturning veteran to assume the position that they wouldhavesuccessfullybidonifnotonactivemilitaryservice, or if the veteran returns to the position held prior to active military service and a shift imbalance occurs,theEmployerwillreassigntheleastsenioremployeeintheaffectedclassificationontheaffectedshift.AnyemployeereassignedunderthisSectionwillhave immediate transfer rights.

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ARTICLE VIIIHOURS OF WORK

Section 1 Work Schedules(ThisSectionshallnotapplytoemployeesintheProfessional Fiscal & Staff bargaining unit.)A.Workschedulesaredefinedasanemployee’sassignedhours,daysoftheweek,daysoffandshiftrotations. Nothing herein shall be construed as a guaranteeofthenumberofhoursofworkperdayorperworkweek.B. TheEmployershallprovidefourteen(14)calendardayswrittennoticetotheUnionandtheaffectedemployeespriortomakingpermanentchangesinworkschedules. Written notice of the permanent changes in workschedulesmaybeprovidedtotheUnionandtheaffectedemployeesbyelectroniccommunicationwithareadreceipt.Thefourteen(14)calendardaynoticewillstartonthedateofthereadreceipt.However,employeeswhoworkinresearchlaboratoriesinacademic departments of the BOR institutions may have their schedules changed to meet research needs withoutincurringanyovertimeobligationuntiltheemployeehasworkedforty(40)hoursinaweek.Temporaryworkschedulechangesshallnotbemadeforthe purpose of avoiding overtime except by voluntary agreement by the employee. C. Any permanent schedule change made by the EmployerthatisgrievedwillnotbeimplementeduntilStep 2 of the grievance procedure is exhausted. Such grievancesshallbeginwithStep2ofthegrievance

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procedure. D. Where practical and feasible as reasonably determined by Management, the employee may elect flexiblehoursofworkincluding: a. Variable starting and ending times;b.Compressedworkweeksuchas: 4-ten hour days, or4-ninehourdaysandone(1)fourhourday;c. Othermutuallyagreeableflexiblehourconcepts,whichmayincludeweekendworkonly.Whenarequestforflextimeisdeniedthewrittenrationalewillbeprovidedtotheemployeewithinfive(5)workingdaysafterthedateManagementreceivestherequest.Theterm“ManagementRights”willnotbeusedassolejustificationfordenialofflextime.(DepartmentofTransportation,seeAppendixI;Professional Fiscal & Staff, see Appendix Q; Park Managers, see Appendix P)

Section 2 Overtime(ThissectionshallnotapplytoemployeesintheProfessional Fiscal & Staff bargaining unit)A.Definitions1. Overtime:Timethatanemployeeworksinexcessofforty(40)hoursperworkperiod.(AirportFirefighters,seeAppendixF;PatientCare,seeAppendix W)2. WorkPeriod: A regularly recurring period of one hundred sixty-eight(168)hoursintheformofseven(7)consecutive

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twenty-four(24)hourperiods.(PatientCare,seeAppendix W) 3.WorkTime:Thefollowingitemswillberegardedashoursworkedforthepurposeofcomputingovertimepay:a. Hoursworkedexcludingstandbytime. b. Rest periods.c. Holidayswhenpaidincashintheweekofoccurrence. d. Annual leave. e. Compensatory leave. f. Unscheduled holidays.g. Sickleavewhenusedbeforeforty(40)hoursin pay status are accumulated or if prescheduled at leastsixteen(16)hoursinadvance.(PatientCare,seeAppendix W)h. CourtappearancesasdefinedinArticleX,Section4.i. VotingleaveasdefinedinArticleX,Section4.j. JurydutyleaveasdefinedinArticleX,Section4.k. Travelbetweenjobsitesduringoraftertheregularworkday.l. Mealperiodsoflessthanthirty(30)minuteswhereanemployeeisnotrelievedofhis/herpost,stationorduty.m.Wash-uptimetakeninaccordancewithSection5of this Article.(DepartmentofTransportation,seeAppendixI;IowaWorkforce Development, see Appendix T) B. Overtime Compensation Overtime shall be compensated at a premium rate of oneandone-half(1-1/2)theemployee’sbasehourly

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payoractualovertimehoursworked,whicheverisapplicable. Payment shall be made in either cash or compensatorytimeasfollows: 1. The decision to pay overtime in cash or compensatorytimerestswiththeemployee;however,theEmployerreservestherighttorequireemployeesto take cash payment rather than earned compensatory time. 2. Compensatory time can only be accumulated to onehundredsixty(160)hours.Anyhoursoveronehundredsixty(160)willbepaidoutincash.Thecarryoverandpaymentforcompensatorytimewillbeasprovidedintheapplicableappendix.(Departmentof Public Defense, see Appendix G; Department of Administrative Services-General Services Enterprise, see Appendix L; Department of Transportation, see Appendix I; Department of Human Services, see AppendixJ;ClericalseeAppendixR;IowaVeteransHome, see Appendix V) 3. Arequestcanbemadebytheemployeeforapayout in cash of any accumulated compensatory time. Theremustbeatleastatwo(2)weeknoticetothepersonneloffice.Themoneywillbeincludedinthepaycheckforthepayperiodduringwhichtherequestismade. 4. Compensatory time may not be carried over into anewStatefiscalyear;however,theEmployermaydesignateotherthantheState’sfiscalyearforpurposesofutilizationofcompensatorytime.ForthoseworkunitswhereotherthantheState’sfiscalyearisutilized,theEmployerwillsonotifytheUnion.Compensatory

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timedueanemployeeattheendoftheState’sfiscalyear,orotherdesignatedyearwhereapplicable,shallbepaidoutincash.(DepartmentofPublicDefense,seeAppendix G) 5. Compensatory time off shall be granted at therequestoftheemployeewiththeapprovaloftheAppointingAuthorityorhis/herdesignee.Compensatory time off shall be granted at the convenienceoftheemployee,wheneverpossible,consistentwiththestaffingneedsoftheagency.(DepartmentofCorrections,seeAppendixH;PatientCare Unit, see Appendix W) C. Scheduling of Overtime1. TheEmployerwill,asfaraspracticable,distributeovertimeonanequalbasisbyseniorityamongthoseincludedemployeesinthatclassificationassignedtotheworkunitwhonormallyperformtheworkinvolved. 2. Overtime opportunities shall be accumulated. Offeredovertimenotworkedshallbeconsideredtimeworkedforpurposesofovertimedistribution.3. Uponrequest,theUnionmayreviewovertimeequalizationrecords.(DepartmentofTransportation,seeAppendixI) D. Pyramiding Prohibited Payment of overtime at a premium rate shall not be compounded or paid in addition to any other premium ratepaidforworkincurredduringthesameworkperiod. There shall be no duplication or pyramiding of any premium pay provided for under the provisions of thisAgreementforthesamehoursworked.Holidayswhichfallonanemployee’sregularlyscheduledwork

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daywillbecountedforthepurposeofcomputingovertimeeligibility.Holidayswhichfallonanemployee’sregularlyscheduleddayoffwillbepaidattheemployee’sregularstraighttimerateandshallnot be counted for the purpose of computing overtime eligibility. E. Employees Returning From Leaves of AbsenceNewemployeesoremployeesreturningfromaleaveofabsenceshallbecreditedwiththeaveragenumberofovertimehoursworkedbyemployeeswithintheworkunit.

Section 3 Meal Periods A. All employees shall be granted an unpaid meal periodofatleastthirty(30)minutesindurationor,attheEmployer’sdiscretion,apaidmealperiodinthosesituationswherequalifiedreliefisnotavailable.Wherepracticable,theEmployerwillattempttoschedulethemeal period at approximately the middle of each shift.B. Duringovertimeworkhours,theEmployershallschedule such additional unpaid meal periods as are reasonable.(SecurityUnit,seeAppendixO;ClericalUnit,seeAppendix R; Professional Fiscal & Staff Unit, see Appendix Q; Department of Corrections, see Appendix H)

Section 4 Rest PeriodsA.Allemployeesshallbegrantedafifteen(15)minuterestperiodduringeachone-half(1/2)shiftprovidedqualifiedreliefisavailable.Therestperiodshall be scheduled at approximately the middle of each

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one-half(1/2)shift.B. Employeeswhoworkatleastone(1)hourbeyondtheirregularlyscheduledshiftshallreceiveafifteen(15)minuterestperiodwithinthelimitationssetforthabove. C. Drivers and Transport Drivers shall receive a thirty (30)minuterestperiodaftertwelve(12)hoursofwork.(ClericalUnit,seeAppendixR;ProfessionalFiscal&Staff Unit, see Appendix Q)

Section 5 Wash-Up TimeEmployeesshallreceivereasonableandadequatewash-uptimeconsistentwithavailablefacilitiesimmediately prior to the end of the shift. The Employer shalldeterminethosepositionswhichshallqualifyforwash-uptime;however,theUnionreservestherighttogrievetheunreasonabledenialofsuchwash-uptime.

Section 6 Shift Differential A. The Employer agrees to pay, in addition to the employee’sregularhourlyrate,ashiftdifferentialoffiftycents($0.50)perhourforanyregularlyscheduledpermanentshiftofwhichfour(4)ormorehoursoccurbetween6:00p.m.andmidnight,andashiftdifferentialoffifty-fivecents($0.55)perhourforanyregularlyscheduledpermanentshiftofwhichfour(4)ormorehoursoccurbetweenmidnightand6:00a.m.Employeeswhoworkrotatingshiftsonaregularlyscheduledpermanent basis shall be eligible for shift differential. Effective July 1, 2010, the Employer agrees to pay, inadditiontotheemployee’sregularhourlyrate,a

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shiftdifferentialofsixtycents($0.60)perhourforanyregularlyscheduledpermanentshiftofwhichfour(4)ormorehoursoccurbetween6:00p.m.andmidnight,andashiftdifferentialofsixty-fivecents($0.65)perhourforanyregularlyscheduledpermanentshiftofwhichfour(4)ormorehoursoccurbetweenmidnightand6:00a.m.Employeeswhoworkrotatingshiftsonaregularlyscheduled permanent basis shall be eligible for shift differential. B. Employees shall not be eligible for shift differential pursuant to this Section as a result of an extension of theirregularworkdayintoashiftdifferentialperiod.For purposes of this Section, a regularly scheduled permanentshiftisdefinedasthosesituationswhereanemployee is assigned to the same shift for a period of timeinexcessoftwo(2)weeks[fourteen(14)calendardays]. Employees entitled to shift differential shall receive the applicable shift differential for all hours worked.(NaturalResourcesTechnician1#05301,NaturalResourcesTechnician2#05331,andParkManager#05335,seeAppendixP)

Section 7 StandbyTheEmployerwillspecificallydesignatethoseemployeesinwritingwhoaretobeinstandbystatus.AnemployeewhoisinstandbystatusisresponsibleforkeepingtheEmployerawareofhis/herwhereaboutsandshall be immediately accessible by telephone or beeper. The Employer may establish reasonable reporting procedures for the implementation of this Section. An

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employee in standby status shall receive ten percent (10%)ofhis/hernormalhourlyrateforeachhourinsaidstatus.Timespentactuallyworkingshallnotbecounted in determining hours spent in standby status for compensation purposes.(NaturalResourcesTechnician1#05301,NaturalResourcesTechnician2#05331,andParkManager#05335,seeAppendixP)

Section 8 Call-Back Time A. The Employer agrees that an employee called backfordutyorcalledinontheemployee’sdayoffwillbeguaranteedaminimumofthree(3)hoursatthe appropriate rate of pay. This provision shall not be construed so as to provide for additional compensation iftheemployeeisrecalledbackfordutywithintheoriginalthree(3)hourperiod,exceptthatanemployeewhoiscalledbacktoworkinexcessofthree(3)hourswillbepaidforactualtimeworked.Toqualifyforcall-backcompensation,thetimeworkedcannotbecontiguoustothebeginningorendofanemployee’sscheduledworkshift.B.TheprovisionsofSection8(A)arenotapplicabletoemployeesprescheduledfordutyatleastforty-eight(48)hours in advance.(NaturalResourcesTechnician1#05301,NaturalResourcesTechnician2#05331,andParkManager#05335,seeAppendixP)

Section 9 Travel Between Work SitesEmployeeswhoarerequiredbytheEmployerto

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reporttoaworksiteforthepurposeofpickinguptools,equipmentand/oruniforms,andwhosubsequentlytraveltoasecondworksite,shallbeinpaystatusfortimespentintravelingbetweenworksites.

Section 10 Scheduling of Volunteer Emergency PersonnelTheEmployer,uponrequest,shallattempttorescheduleemployeeswhohaveservedasvolunteerfirefighters,volunteer ambulance personnel or volunteer emergency medical technicians for a community during the precedingtwenty-four(24)hours. All employees of the State, other than employees employedtemporarilyforsix(6)monthsorlessorthoseemployeesconsideredessentialpersonnel,whoarevolunteerfirefightersoremergencymedicalservicepersonnel shall be entitled to a leave of absence for the periodofanemergencyresponsewithoutlossofstatusorefficiencyrating,andwithoutlossofpayduringsuchleave of absence.

Section 11 Volunteer FirefightersA.Employeeswhoparticipateasvolunteerfirefightersattheirworksiteshallbecompensatedwithanadditionaltendollars($10)eachpayperiod. B. The Employer shall not prorate this compensation duringanyleaveofabsencewithoutpayoflessthanfive(5)daysinduration.

Section 12 Med Passer Differential Department of Human Services, see Appendix J;

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IowaVeteransHome,seeAppendixV;DepartmentofCorrections, see Appendix H; and Community Based Corrections, for allotment of medications, see Appendix S.

ARTICLE IXWAGES AND FRINGE BENEFITS

Section 1 Wages A.OnthefirstdayofthepayperiodthatincludesJuly1, 2015, employees in the bargaining units covered by theAgreementshallreceiveatwoandone-halfpercent(2.5%)across-the-boardpayincrease.Allemployeeseligiblefornegotiatedwithin-rangestep increases shall receive automatic step increases inaccordancewiththeireligibilitydateandthenewrateofpayshallstartonthefirstdayofthepayperiodinwhichtheemployee’seligibilitydateoccurs.ThecurrentprocedureusedinRegentswillcontinueasitcurrently exists. The step increases shall be automatic fourandone-halfpercent(4.5%)within-gradeincreasesinaccordancewiththeireligibilitydate.B.OnthefirstdayofthepayperiodthatincludesJuly 1, 2016, employees in the bargaining units covered bythisAgreementshallreceiveatwoandone-quarterpercent(2.25%)across-the-boardpayincrease.OnthefirstdayofthepayperiodthatincludesJanuary1, 2017, employees in the bargaining units covered by thisAgreementshallreceiveaoneandone-quarterpercent(1.25%)across-the-boardpayincrease.Allemployeeseligiblefornegotiatedwithin-range

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step increases shall receive automatic step increases inaccordancewiththeireligibilitydateandthenewrateofpayshallstartonthefirstdayofthepayperiodinwhichtheemployee’seligibilitydateoccurs.ThecurrentprocedureusedinRegentswillcontinueasitcurrently exists. The step increases shall be automatic fourandone-halfpercent(4.5%)within-gradeincreasesinaccordancewiththeireligibilitydate. C. All Regents employees eligible for negotiated within-rangeincreasesshallreceiveanautomaticwithin-gradeincreaseoffourandone-halfpercent(4.5%)inaccordancewiththeireligibilitydate.Inaddition,employeeswhoarepromoted,demoted,reclassified,assignedspecialduties,orleadworkerswillhavetheirpaysetbasedupontheadministrativerulesoftheRegentMeritSystemwiththevalueofastepequaltofourandone-halfpercent(4.5%).D.AllDOTemployeesinthebargainingunitwhoarecurrently receiving longevity payments shall continue toreceivesuchpaymentsinaccordancewiththeircurrentlongevitystepandrate.However,suchlongevitypayment shall be frozen at the current longevity step for all DOT employees and no additional increases shall be granted to any employee except employees in the Clerical bargaining unit and those employees in the ProfessionalFiscal&Staffbargainingunitwhoweredesignated “104U” or “004U” prior to January 1989.AllDOTemployeesinthebargainingunitwhoarecurrently receiving longevity payments shall continue toreceivesuchpaymentsinaccordancewiththeestablished longevity step and rate.

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Employees not currently receiving longevity payments shall not be eligible for such payments.E. Allemployeesinclassificationsrecommendedforapaygradeincreasewhoarecurrentlypaidabovethe minimum of the class shall be placed at the same percentabovetheminimumofthenewpaygradeastheemployeewasreceivingwithinthepriorpaygrade. F. No person brought into an AFSCME bargaining unit by stipulation by the parties, action by PERB, or byoperationoflawshallsufferanylossofsalaryorsalary potential as a result of inclusion in the AFSCME bargaining unit.

Section 2 Deferred CompensationForemployeeswhoareeligibleforInternalRevenueCode Section 457 Deferred Compensation, the Employershallmatchcontributionsonedollar($1.00)foreachonedollar($1.00)contributedbytheemployeeuptoamaximumofseventy-fivedollars($75.00)permonth.

Section 3 Selected IRS Pre-Tax BenefitsA.TheStatewillofferapremiumconversionplaninwhichemployeesmayelect,duringadesignatedannualenrollment period, to pay their share of the health, dentalandlifeinsurancepremiumswithpre-taxratherthan post-tax salary dollars.B. TheStatewillprovideaprogramconsistentwithInternal Revenue Code, Section 129 regulations through whichemployeesmayelecttomakeapre-taxreductioninwageswhichwillbepaidtoanaccountfromwhich

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allowabledependentcareexpenseswillbereimbursed.C. TheStatewillprovideaprogramconsistentwithInternal Revenue Code Section 125 regulations through whichemployeesmayelecttomakeapre-taxreductioninwageswhichwillbepaidtoanaccountfromwhichallowablemedicalexpenseswillbereimbursed. D. If an employee share of the health insurance surplus fund becomes available, the Employer agrees thattheUnionwilldeterminetheutilizationoftheemployee share of the surplus in outlying years, subject to the limitations set by the various federal agencies regardingtheuseofsuchfunds.Thesefundswillbeallocated on a plan year basis.

Section 4 Health BenefitsFor the period of July 1, 2015 through December 31, 2015, Section 4 of the 2013-15 contract remains in force (seeAPPENDIXY).FortheperiodJanuary1,2016throughJune30,2017,thefollowinglanguageappliesunlessotherwisenoted. A. Group Plans and Contributions The State agrees to continue to provide group health benefitstoalleligiblebargainingunitmembers.EmployeeswillhavehealthplanoptionsofProgram3Plus,IowaSelect,aPPOwithafiftydollar($50)emergencyroomco-payment,withoutconsiderationofanyotherdeductible,aswellassuchmanagedcareorganizationplansasofferedannuallybytheStatewiththebenefitsatthesamelevelasprovidedundersuchplansduring2015.Program3PlusandIowaSelectwillbemodifiedtoincludeathree(3)tierdrugcard

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programinwhichthereisaseparate$500/$1,000drugcardout-of-pocketmaximumanda$5/$15/$30(generic/brandnameformulary/brandnamenonformularyrespective)co-payment.Program3PlusandIowaSelectwillincludeamailorderprescriptionprovisionwheretwoco-paymentswillbepaidforaninety(90)daysupply for maintenance drugs determined by the carrier. Ifagenericequivalentisappropriateandavailableandthe member chooses a brand name drug, the member is responsible for the co-payment plus any difference betweenthemaximumallowablefeeforthegenericdrugandthemaximumallowablefeeforthebrandnamedrug,eveniftheproviderhasspecifiedthatthebrand name drug must be taken. The deductible carry overprovisionforbothPlan3PlusandIowaSelectwillbeeliminated.Afifteendollar($15.00)standardofficevisitco-paywillbeincludedinbothProgram3PlusandIowaSelect.Thisco-payappliesonceperdateofservice and applies to the exam only, deductible and coinsurancedonotfollowtheco-payfortheexam.Coinsurancewouldapplytootherofficeservicesandtheco-paywillcounttowardsout-of-pocketmaximums.The employee may elect to purchase coverage in accordancewiththeprovisionsofAppendixC(HealthBenefitsPlansection). After positively enrolling for plan year 2016, a bargaining unit member does not need to re-enroll for future plan years. If the member does not make any changes,themember’scoverage’swillremainthesameand carry over to the next plan year. Effective January 1, 2016, the State further agrees to

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contributetothecostofhealthbenefitsinaccordancewiththefollowingprovisions:1.SinglePlans: In each year of this Agreement, the Employee shall contributetwentydollars($20.00)amonthtowardanyplan and coverage level selected. The State agrees to contribute the remaining portion of the premium for the single plan and coverage level selected. 2.FamilyPlans:IneachyearofthisAgreement,theState’smonthlycontributiontoallfamilyplansshallbeeighty-fivepercent(85%)oftheIowaSelecttotalfamilypremium.Employees may apply this dollar amount to the plan of their choice. In each year of this Agreement, the Employee shall contributeaminimumoftwentydollars($20.00)amonthtowardanyplanandcoveragelevelselected,iftheeighty-fivepercent(85%)oftheIowaSelectdoesnotrequiretheemployeetomakeanadditionalcontribution.FamilyplanswillbeavailabletoDomesticPartners,providedtheymeetrequirementssetforthbytheStateanditscarriers.TheStatewillpaytheState’scontributiontowardfamilypremium.Anyformsoraffidavitswillnotbemadepartofthiscontract. Should the monthly premium for any family health plan option be reduced during this Agreement, the State andtheemployeeswillcontributethesamepercentagesof total monthly premium paid in the prior year. The State’scontributionforaMCOnotpreviouslyofferedwillbetheState’scontributiontoIowaSelect.

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3.Double-Spouse:WhenahusbandandwifeareemployedbytheState,at the option of the couple, one family plan may be elected.Thehusbandandwifeshallcontributeatotaloftwentydollars($20.00)permonthtowardthefamilyplan and coverage level selected. The State agrees to contribute the remaining portion of the premium for the family plan and coverage level selected.WhenahusbandandwifeareemployedbytheStateand one spouse is a full-time employee and one spouse isabenefits-eligiblepart-timeemployee,attheoptionof the couple, one family plan may be elected. The husbandandwifeshallcontributeatotaloftwentydollars($20.00)permonthtowardthefamilyplanandcoverage level selected. The State agrees to contribute the remaining portion of the premium for the family plan and coverage level selected.Ifbothspousesarebenefits-eligiblepart-timeemployees,theState’sshareofthepremiumforeachemployeewillbeone-half(½)oftheState’sshareofthefull-timedouble-spousefamilypremium.Therewillbenotwentydollars($20.00)permonthcontribution,unlessthecontributionpaidbythehusbandandwifeislessthantwentydollars($20.00)permonth.Ifthehusbandandwifecontributionislessthantwentydollars($20.00),thehusbandandwifejointcontributionwillbeincreasedtoatotaloftwentydollars($20.00)per month.WhenahusbandandwifeareemployedbytheState,and one spouse is a non-Regents employee and the other spouse is a non-merit Regents employee, at the option of

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the couple, one family plan may be selected. The family plan selected shall come from those plans administered by the Department of Administrative Services. The husbandandwifeshallcontributeatotaloftwentydollars($20.00)permonthtowardthefamilyplanandcoverage level selected. The State agrees to contribute the remaining portion of the premium for the family plan and coverage level selected. B. Cost ContainmentPlan3PlusandIowaSelect,aredesignedPPO,willincludeacostcontainmentprogramrequiringprecertificationofallnon-emergencyinpatientadmissions,post-certificationofemergencyinpatientadmissions,continuedinpatientstayreview,individualcase management, and payment reductions for program non-compliance. Outpatient mental health andsubstanceabusecarewillrequireprecertificationorpaymentreductionswilloccurforprogramnon-compliance.Additionally,therewillbea$25,000lifetimemaximumpercoupleforinfertilitybenefits,useofamentalhealthnetworkisrequiredorbenefitreductionwilloccur,anddiabeticeducationisacoveredbenefit. C. Plan ChangesProgram3PlusandIowaSelectwillbemodifiedandeffectiveasfollows: 1. Effective January 1, 2016, the medical out of pocket maximum(OPM)willbe$650/$1,450 2. Effective January 1, 2017, the medical out of pocket maximum(OPM)willbe$1,000/$2,000 3. Effective January 1, 2016, the pharmacy out of

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pocketmaximum(OPM)willbe$500/$1,000BlueAccesswillbemodifiedasfollowseffectivewiththe2016planyear: 1. Effective January 1, 2016, Coinsurance shall be ninetypercent(90%)ofthecostforallservicesnotsubject to a copayment. Employee is responsible for ten percent(10%)ofthecostforallservicesnotsubjecttoacopayment. D. Second Opinions Second opinions for elective surgery remain voluntary.(EnrollmentPeriods,OtherEnrollmentChanges,andMovement Among Plans, see Appendix C)

Section 5 Dental BenefitsA.TheStateagreestoprovidedentalbenefitstoall eligible bargaining unit members as set forth in Appendix D. The State shall contribute the full cost of single coverage for a full-time employee. The employee may elect to purchase family coverage in accordance withtheprovisionsofAppendixC(DentalBenefitsPlan section). If a full-time employee elects a family plan, the Stateshallcontributefiftypercent(50%)ofthefamilypremium.FamilyplanswillbeavailabletoDomesticPartners,providedtheymeetrequirementssetforthbytheStateanditscarriers.TheStatewillpaytheState’scontributiontowardfamilypremium.Anyformsoraffidavitswillnotbemadepartofthiscontract.B.Whenahusbandandwifeareemployedfull-timebytheState,orone(1)spouseisafull-timeemployee

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andone(1)spouseisabenefits-eligiblepart-timeemployee,attheoptionofthecouple,one(1)familyplanmaybeelected.TheState’scontributiontodouble-spousefamilycoveragewillbeequaltotwo(2)singlecontributions.Ifbothspousesarebenefits-eligiblepart-timeemployees,theStateshallcontributethecostequalto a single plan.C.WhenahusbandandwifeareemployedbytheStateandone(1)spouseisanon-Regentsemployeeand the other spouse is a non-merit Regents employee, attheoptionofthecouple,one(1)familyplanmaybe selected. The family plan selected shall come from those plans administered by DAS-HRE.(Enrollmentperiodsandotherenrollmentchanges,seeAppendixC,DentalBenefitsPlansection.)

Section 6 Workers’ Compensation BenefitsA.Workers’compensationinsurancehasprimaryresponsibilityforworkers’compensationinjuries.The Employer shall ensure that medical expenses of injuredworkersarepaidtotheextentcoverableundergroupmedicalbenefits,assetforthinthisArticle.DuringthependencyofWorkers’Compensationappealproceedingsforworkers’compensationbenefits,theEmployer,oritsinsurancecarrier,ifany,shall continue to possess all rights of subrogation as providedbylawarisingfromthepaymentofsuchexpenses. B.Employeesshallnotberequiredtoutilizesickleave, vacation, or earned compensatory time prior toapplyingforworkers’compensationbenefits.

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Uponrequest,employeesmaysupplementworkers’compensationbenefitswithaccruedsickleave,vacation,orearnedcompensatorytime;however,thetotalcompensationreceivedshallnotexceedtheemployee’spresent salary.

Section 7 Life Insurance A. The Employer agrees that all bargaining unit employees shall be eligible to participate in the State employees’grouplifeinsuranceprogramadministeredby DAS-HRE.(BOR,seeAppendixM)B. Provisions of the group life insurance program are asfollows: 1. Eligibility for group life insurance begins on the firstdayofthemonthfollowingthirty(30)daysofcontinuous full-time employment. Full-time employees arethoseemployeeswhoseprincipaloccupationiswiththegrouppolicyholderandwhoareregularlyscheduledtoworkatleastthirty(30)hoursperweek.2.Eachfull-timeemployeewillbeprovided,atnocosttotheemployee,withanamountofgrouplifeinsurance,plusanequalamountofgroupaccidentaldeathanddismemberment(AD&D)coverage,asindicatedinthefollowingschedule:Age Basic AD & DUnder 65 $20,000 $20,000Age 65-69 $13,200 $13,200Age 70-74 $8,300 $8,300Age 75 and over $5,700 $5,700

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3.Eachfull-timeemployeewillhavetheoptionof purchasing supplemental life insurance coverage plusanequalamountofgroupaccidentaldeathanddismembermentcoverage(tobepaidbytheemployee)throughpayrolldeductionasprovidedinthefollowingschedulewhichgoesintoeffectJanuary1,2010:

AgeMaximum Supplemental

Life InsuranceMaximum Supplemental

AD & DUnder 65 $100,000 $100,000Age 65-69 $66,000 $66,000Age 70-74 $41,500 $41,500Age 75- 79 $28,500 $28,500Age 80 & over $20,000 $20,000

4. Thesupplementallifeinsurancewillbeavailableinincrementsequaltoone-twentieth(1/20)ofthemaximum amount available. Employees may elect the number of increments desired. Supplemental lifeinsurancewillnotrequiremedicalunderwritingprovidedthatemployeesmakeapplicationwithinthirty(30)calendardaysoftheirdateofemployment.Coverageincreasesordecreasesafterthefirstthirty(30)daysofemploymentmustbemadeinconjunctionwithaqualifyinglifeeventorduringtheannualenrollment and change period. Increases after the firstthirty(30)daysofemploymentwillbesubjecttomedicalunderwriting.5.Uponanemployee’sterminationfromStateemployment, the group life insurance policy may be converted to an individual policy of life insurance at the appropriate rates.

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Section 8 Disability Insurance(BOR,seeAppendixM) The State agrees to continue the existing disability insuranceprogramswithinthevariousStatedepartments and institutions for the duration of theAgreement.ThemaximumbenefitforGeneralGovernment employees shall be three thousand dollars ($3,000).TheLTDbenefitwillbesixtypercent(60%)ofcovered monthly salary regardless of length of service [sixtypercent(60%)ofuptosixtythousanddollars($60,000)annualsalary].TheStatefurtheragreesto continue to pay the entire cost for such disability insurance.

Section 9 School Year EmployeesTheEmployershallcontributetheEmployer’sshareofthesingleand/orfamilycoverageforallinsuranceplansduringrecessesintheacademicyearand/orsummerforemployeeswhoareregularlyemployedonaschoolyearbasisforlessthantwelve(12)monthsoutofayear.

Section 10 Sick LeaveA. AccrualRegents employees 1. All permanent Regents bargaining unit employees of the State shall accrue sick leave at the rate of one and ahalf(1-1/2)daysforeachfullmonthofservice.Sickleaveshallnotaccrueduringanyabsencewithoutpay.2. TheEmployerandtheUnionwillstrivetodevelopaprograminwhichemployeesmay,attheirsolediscretion,selectadditionalbenefitoptionsinreturnfor

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reducing their sick leave accrual.Non-Regents Employees 1. All permanent bargaining unit employees of the State shall accrue sick leave at a rate for each full month ofservicewhichisbasedupontheamountofsickleavebalance according to the chart in Article IX, Section 10(F)below.2. TheEmployerandtheUnionwillstrivetodevelopaprograminwhichemployeesmay,attheirsolediscretion,selectadditionalbenefitoptionsinreturnforreducing their sick leave accrual.(AirportFirefighters,seeAppendixF)B. Utilization of Sick Leave 1. Employees may use accrued sick leave for personal illness(bothphysicalandmental),bodilyinjuries,medically related disabilities resulting from pregnancy andchildbirth,orexposuretocontagiousdisease:(a)whichrequiretheemployee’sconfinement;or(b)whichrender the employee unable to perform assigned duties; or(c)whereperformanceofassigneddutieswouldjeopardizetheemployee’shealthorrecovery.TheAppointingAuthoritymayrequireamedicalcertificateorotherappropriateverificationforabsencescovered by this Section.ItisnottheEmployer’sintentnorwilltheabovelanguagebeconstruedinsuchawayastoconstituteharassment of employees. This language is intended asavehiclebywhichtheEmployermayscrutinizehabitualsickleaveusageorinthosecaseswheresickleave abuse is suspected.Employeeswillbepermittedtousecompensatory

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timeoffand/orannualleaveinlieuofsickleavewhentheysorequest.Whenaholidayfallswhileanemployeeisonpaidsickleave,theemployee’ssickleaveaccountshall not be charged for the holiday period. 2. Where death occurs in the immediate family of the employee, accrued sick leave may be used, not to exceedthree(3)scheduledworkdaysforeachsuchoccurrence.Immediatefamilyisdefinedas,andlimitedto,theemployee’sspouse,children,grandchildren,fosterchildren,stepchildren,legalwards,parents,grandparents, foster parents, stepparents, brothers, fosterbrothers,stepbrothers,sons-in-law,brothers-in-law,sisters,fostersisters,stepsisters,daughters-in-law,sisters-in-law,aunts,uncles,nieces,nephews,firstcousins,correspondingrelativesoftheemployee’sspouse,andotherpersonswhoaremembersoftheemployee’shousehold. 3. When an employee is a pallbearer or funeral attendantinafuneralserviceforsomeonewhoisnotamemberoftheemployee’simmediatefamily(asdefinedinparagraph2above),accruedsickleaveshallbeusednottoexceedone(1)workingdayforeachsuchoccurrence. 4. Employees may use accrued sick leave for personal medicalordentalappointmentswhichcannotbescheduledattimesotherthanduringworkinghours. 5. Employees may use accrued sick leave for care of and necessary attention of ill or injured members oftheimmediatefamily(asdefinedinparagraph2above), or for the birth of their child. Use of sick leave forthispurposeislimitedtoforty(40)hoursperyear.

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Employeesmaycarryoveruptoforty(40)hoursofunusedfamilycareleavetothenextfiscalyear,foramaximumutilizationofeighty(80)hoursinthenextfiscalyear. 6. Employees may use accrued sick leave during adoption.Suchleaveshallnotexceedforty(40)hours. 7. Sick leave shall not be used for any reasons not specificallysetforthabove.C. Sick Leave AccountsTheaccruedsickleaveshallbeplacedinanemployee’ssick leave account.D. Cancellation of Sick LeaveSeparation from state service shall cancel all unused accumulatedsickleave.However,whenanemployeeis laid off, any unused accumulated sick leave shall be restored, provided the employee is re-employed by any agencyoftheStatewithintwo(2)years.E. Payment of Sick Leave Upon Retirement for Regents Employees Upon retirement, Regents employees shall receive cash payment of accumulated unused sick leave not toexceedatotaloftwothousanddollars($2,000),payableduringthepayperiodprecedingtheemployee’sretirement.F. Payment of Sick Leave Upon Retirement and Accrual for Non-Regents EmployeesEmployeeswillreceivethefollowingsickleaveprovisionsAllnontemporary,non-Regentsemployeesworkingafull-time schedule shall accrue sick leave in accordance withthefollowing:

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Sick LeaveBalance Rate of Accrual Conversion RateZeroto750hours 18daysperyear 60%ofvalueOver 750 hoursto1500hours 12daysperyear 80%ofvalueOver1500hours 6daysperyear 100%ofvalue

Sick leave accrual for nontemporary bargaining unit employeeswhoworkpart-timeshallbeproratedbasedonthenumberofhoursworkedinthepayperiod.Sickleaveshallnotaccrueduringperiodsofabsencewithoutpay. Payment of Sick Leave Upon Retirement Upon retirement, employees shall receive cash payment for accumulated, unused sick leave converted attheemployee’scurrenthourlyrate.Initially,theemployeewillreceivetwothousanddollars($2,000)payablewiththefinalpayperiodthatincludestheemployee’sretirementdate.Theremainingconvertedbalance of the accrued sick leave balance shall be convertedasfollows:Uponabonafideretirement,employeeswillconverttheremainder,afterpaymentofthetwothousanddollars($2,000)addressedintheprecedingparagraph,of the unused sick leave balance to a bank for purposes of purchasing health insurance after retirement. The SickLeaveBalanceforConversionRatepurposeswillbetheemployee’sbalancebeforepaymentofthetwothousanddollars($2,000)addressedaboveandwillbeconvertedaccordingtothefollowingschedule:

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Sick LeaveBalance Rate of Accrual Conversion RateZeroto750hours 18daysperyear 60%ofvalueOver 750 hoursto1500hours 12daysperyear 80%ofvalueOver1500hours 6daysperyear 100%ofvalue

TheEmployerwillcontinuetopaytheEmployer’sshare of the health insurance premium each month untiltheconvertedvalueoftheemployee’ssickleavebalance is exhausted or until the employee is eligible for Medicare,whichevercomesfirst.Theretiredemployeemaystaywiththesamehealthinsuranceprogramaswhenemployedorswitch“down”atanytimewithoutunderwriting. The converted value of the sick leave can only be appliedtotheEmployer’sshareofhealthinsurancepayments. It has no cash value and it is not transferable to another use or to an heir.TheStateagreesthatwithregardstoemployeesin positions designated by IPERS as Protection OccupationpositionswhohavereachedretirementeligibilityandhaveseparatedfromemploymentwiththeState,butwhohavenotyetbeguntoreceiveIPERSretirementbenefits,itwillworkwiththeUniontoestablishtermsfortheiruseofthisbenefit. G. Rights Upon Return to State Employment Ifaretiredemployeewhoisutilizingthisbenefitreturns to permanent State employment, all remaining benefitseligibilityinthesickleaveconversionprogramwillbeforfeited.

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H. Conversion Rights1.Allbargainingunitemployeeswhohaveaccumulatedaminimumofthirty(30)days(240hours)intheirsickleaveaccountandwhodonotusesickleave for a full calendar month may elect to have one-half(1/2)day(4hours)addedtotheiraccruedvacationaccount in lieu of the accrual of sick leave. 2. In the case of eligible permanent part-time employees, such conversion rights shall be prorated.3.Employeeswhohavemadeanelectionpursuanttothissubsectionwillbeallowedtoaccumulateuptoanadditionaltwelve(12)days(96hours)beyondtwicetheirannualvacationandunscheduledholidayentitlement.(CommunityBasedCorrections,seeAppendixS)

Section 11 Paid Annual Leave of Absence (Vacation)A.TheEmployeragreestoprovideemployeeswithaformalannualpaidleaveofabsenceplan(vacation)assetforthbelow. B. Employees shall begin earning annual leave on theirfirstdayinpaystatus.Employeesareeligibleforandshallbegrantedannualleaveasfollows: 1. Full-Time Employees a. Annual leave shall be based on the date of hire andaccrueattherateofeighty(80)hours(10days)eachyearforafullyearofserviceduringthefirstfour(4)yearsofservice;onehundredtwenty(120)hours(15days)eachyearforafullyearofserviceduringthenextseven(7)yearsofservice;onehundredsixty(160)hours(20days)eachyearforafullyearofserviceafter

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eleven(11)yearsofservice;onehundredseventy-six(176)hours(22days)eachyearforafullyearofserviceafternineteen(19)yearsofservice;andtwohundred(200)hours(25days)eachyearforafullyearofserviceaftertwenty-four(24)yearsofservice. Years of Service AccrualRate/Year 0through4 80hours(10days) 5through11 120hours(15days) 12through19 160hours(20days) 20through24 176hours(22days) 25&up 200hours(25days)b.Annualleavemaybeaccumulatedtotwicetheannual entitlement. If, on June 1st, an employee has abalanceofonehundredsixty(160)ormorehoursofaccruedannualleave,theEmployermay,withthewrittenapprovaloftheemployee,paytheemployeeforuptoforty(40)hoursoftheaccruedannualleave.Thisamountwillbepaidonaseparatepaywarrantonthepaydaywhichrepresentsthelastpayperiodofthefiscalyear.DecisionsregardingthesepaymentswillbemadebyeachdepartmentdirectorandBORinstitution president or superintendent. Eligibility for these payments is not subject to the grievance procedure provided in Article IV. An employee may, however,grievewhetherornotsuchpaymentsweremadewithouttheemployee’sapproval.(DepartmentofCorrections, see Appendix H) 2. School Year EmployeesEmployeeswhoareregularlyemployedonaschoolyearbasisforlessthantwelve(12)monthsoutofayearshallbegrantedprorataannualleaveconsistentwith

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paragraph1(a)above. 3. Permanent Part-Time EmployeesEmployeeswhoareregularlyemployedfortwenty(20)ormorehoursbutlessthanforty(40)hoursperweekon a continuing basis shall be granted pro rata leave consistentwithparagraph1(a)above.(AirportFirefighters,seeAppendixF) C. Annual leave shall not be earned for any period of absencewithoutpay.D. Inschedulingvacation(annualleave),choiceoftime and amounts shall be governed by seniority as definedinArticleV,providedemployeessubmittheirvacationrequestsatleastsixty(60)calendardayspriortotherequestedtimeoff.Whenvacationrequestsarenotsubmittedsixty(60)daysinadvance,vacationswillbegrantedonafirstcome-firstservedbasis.Vacationrequestswillbeansweredwithinfive(5)workingdaysfromthedateofreceiptunlesssuchrequestsaresubmittedmorethansixty(60)daysinadvance.Ifadeniedrequestisforafullshiftormoreandtherequestedtimelaterbecomesavailable,theEmployerwillofferit,byseniority,totheemployeeswhohadrequestedsuchtimeoffsixty(60)daysinadvanceandhad been denied. If local Management and the local Union/Chapterhaveagreedtoavacationschedulingpractice, this provision shall not supersede that practice. Once vacation periods have been scheduled, the Employer shall make no changes in employee vacation schedules except to meet emergencies. In the event theEmployerfindsitnecessarytocancelascheduledvacation,theaffectedemployeemayreschedulehis/

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her vacation during the remainder of the calendar year orextendtheschedulingofhis/hervacationintotheensuingcalendaryear,ashe/shedesires,providingitdoesnotaffectotheremployees’vacationperiods.Everyattemptwillbemadetograntemployeesvacationattherequestedtime.GrievancesregardingthedenialofvacationshallbeginwiththeStep2ofthe grievance procedure. The time frame at Step 2 of thegrievanceprocedurewillbethirty(30)days.Anydisputes resulting from scheduled vacation priorities willberesolvedbythelocalUnion.Ifanemployeeisunderthecareofanattendingphysicianwhileonhis/her paid vacation, that portion of the paid vacation may be rescheduled upon satisfactory proof to the Employer of said care being provided.

Section 12 HolidaysA.TheEmployeragreestoprovideeleven(11)paidholidaysperyear.Thereshallbenine(9)scheduledholidaysassetforthbelowandtwo(2)unscheduledholidays. Field staff personnel shall receive an additionalfour(4)unscheduledholidays.Unscheduledholidays shall be accrued on a pay period basis and addedtotheemployee’saccruedvacationaccountandshallbetakeninaccordancewiththeproceduresset forth in Section 11 Paid Annual Leave of Absence (Vacation)inthisArticle.1.ScheduledHolidays: New Year’s Day, January 1 Dr. Martin Luther King’s Birthday, third Monday inJanuary(orotherholidaydesignatedannuallybythe

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BOR for BOR employees) Memorial Day, the last Monday in May Independence Day, July 4 Labor Day,thefirstMondayinSeptember Veterans Day,November11(orotherholidaydesignated annually by the BOR for BOR employees) Thanksgiving Day, the fourth Thursday in November Friday after Thanksgiving Christmas Day, December 25 2. Monday shall be recognized as a holiday for all holidays occurring on a Sunday and Friday for all holidays occurring on a Saturday for those employees onaMondaythroughFridayworkweek.Forotherthan these employees, the holiday shall be deemed to fallonthedayonwhichtheholidayoccurs.(AirportFirefighters,seeAppendixF) B. Holiday PayWhenaholidayfallsonanemployee’sregularlyscheduledworkday,theemployeewillreceiveholidaypayequaltotheirregularlyscheduledworkday,exceptthat no full-time employee shall receive less than eight (8)hours. When the holiday falls on a scheduled day off (restday)theemployeewillreceiveeight(8)hourscompensationwhichmaybeincashorcompensatorytimeattheemployee’sdiscretion.Whenanemployeeisrequiredtoworkonaholiday,theemployeewillreceiveholidaypayequaltotheirregularlyscheduledworkday,exceptthatnofull-timeemployeeshallreceivelessthaneight(8)hours.The

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holiday pay may be in cash or compensatory time at the employee’sdiscretion. When compensatory time off is to be granted, it shallbetakenattherequestoftheemployeewiththe approval of the Appointing Authority. Such time shallbepaidtotheemployeeifnotusedwithinthesubsequenttwelve(12)monthperiod.(DepartmentofCorrections,seeAppendixH) C. Holiday Premium PayWhenanemployeeisrequiredbytheEmployertoworkaholidaylistedinSection12(A)above,theEmployer agrees to provide holiday premium pay at the rateoftimeandone-half(1-1/2)theemployee’sregularrate in addition to their normal holiday pay for all hours workedbetweenthehoursof12:00a.m.and11:59p.m.andforallhoursworkedonaregularlyscheduledshiftforwhichatleasthalf(1/2)ofthescheduledhoursfall on a holiday. At the discretion of the employee, such premium compensation shall be either in cash or compensatorytime.However,inaccordancewiththeFair Labor Standards Act, the employee must receive cashpaymentforallhoursworkedontheholiday. In the event compensatory time off is granted, it shall bescheduledattherequestoftheemployeewiththeapproval of the Employer. Such time shall be paid to the employeeifnotusedbytheendofthefiscalyear.(DepartmentofCorrections,seeAppendixH)D. Employeesworkingacompressedworkweekwillnothavetheirschedulechangedduringaworkweekthat includes a holiday. This shall not apply in those situationswheretheEmployerprovideswrittennoticeat

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thetimetheemployeeacceptsacompressedworkweekthatsuchschedulechangeswilloccurduringanyworkweekthatincludesaholiday.(DepartmentofCorrections,seeAppendixH)E. Notwithstandingtheabove,theEmployerandindividualemployeesmaymutuallyagreetoallowtheemployeetorequestcashpaymentafteranelectionhaspreviously been made to utilize compensatory time. F. To be eligible for holiday pay, employees must be inpaystatustheirlastscheduledworkdayimmediatelybeforeandtheirfirstscheduledworkdayimmediatelyfollowingeachholiday. G. Employees shall not be eligible for holiday pay during a layoff or any period of leave of absence withoutpay.(DepartmentofTransportation,seeAppendixI)

Section 13 Travel and LodgingA. MileageTheEmployeragreestoreimburseanyemployeewhoisauthorizedandrequiredtousehisorherpersonalvehicleintheperformanceoftheemployee’sworkfortheStateattherateestablishedbytheIowaDepartmentof Administrative Services policy, beginning at the employee’soffice.Whenanemployeeattemptstoobtaina State vehicle for approved business travel and one is notavailablefortheemployee’suse,theemployeewillbe reimbursed for the use of his or her personal vehicle attherateestablishedbytheIowaDepartmentofAdministrative Services policy. The Employer and the employee may mutually agree

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to alternative arrangements to having the employee reporttotheofficeeachday.However,anemployeeof the Department of Revenue or the Department of Human Services shall be reimbursed beginning at his or her point of departure unless he or she reports to the office.Inthatevent,theofficeshallbeconsideredthepoint of departure. B. Lodging and MealsEmployees shall be reimbursed for actual expenses incurred,attherateestablishedbytheIowaDepartmentof Administrative Services policy per day for meals plus reasonableroomexpenseswhileintheperformanceoftheirofficialduties.TheEmployerreservestherighttoestablish reasonable reporting procedures. C. Out-of-state travel, meals, and lodging reimbursementwillbeinaccordancewiththerateestablishedbytheIowaDepartmentofAdministrativeServices policy.D.AdvanceTravelRequestWhenemployeesarerequiredbytheEmployertotraveloutside the state and the expenses are anticipated to exceedtwohundreddollars($200),employeesmayrequestanadvancetravelallowancenottoexceedeightypercent(80%)oftheanticipatedtravelexpense.E.Thirty(30)dayspriortotheimplementationofanychange to the reimbursement rate for mileage, meals or lodging,theStatewillnotifythePresidentofAFSCMEIowaCouncil61andprovideinformationregardingthechange. F. Permanent Travel AdvanceEmployeeswhoarerequiredasaconditionof

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employmenttotravelwithinthestateonaregularbasisshallbeeligibleforapermanenttravelallowanceasfollows:1. Employeeswhosein-statetravelexpensehasaveragedbetweenonehundreddollars($100.00)andonehundredfiftydollars($150.00)permonthfortheprecedingtwelve(12)monthsshallreceiveapermanenttravelallowanceofonehundreddollars($100.00).2. Employeeswhosein-statetravelexpensehasaveragedoveronehundredfiftydollars($150.00)permonthfortheprecedingtwelve(12)monthsshallreceiveapermanenttravelallowanceofonehundredfiftydollars($150.00).3. Theadvancetravelallowanceshallbedeductedfromtheemployee’slastpaycheckuponseparationfromState service. Additionally, the Employer reserves the righttoregularlyreviewanemployee’smonthlytravelexpenses and should the employee fail to meet the aboverequirements,theadvancetravelallowanceshallbewithdrawnanddeductedfromtheemployee’snextpaycheck.(ParkingFeesforCommunityBasedCorrections,seeAppendix S; Motor Vehicle Enforcement, see Appendix I)

Section 14 Payday A. General government employees shall be paid on a bi-weeklybasis. Each employee may choose among the options currently provided by the employing unit for receiving paychecks.TheEmployerwilltakereasonablemeasureswithinitscontroltoensurethatemployees’paychecks

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arereceivedinatimelyfashion.(DAS-GSE,seeAppendix L)B. BORemployeeswhoarecurrentlypaidinequalmonthlypaycheckswithnolaginpayshallcontinuetobepaidinthismanner.Thenumberofregularworkhours in the calendar year shall be multiplied by the hourly rate to calculate the annual salary. The annual salaryshallbedividedbytwelve(12)tocalculatethemonthlypaycheck.Allothercalculationswithrespecttoemployee’spayshallremainunchanged.BORemployeeswhoarecurrentlypaidsemi-monthlywillcontinuetobepaidsemi-monthly.Allothercalculationswithrespecttoemployee’spayshallremainunchanged.C.TheEmployerwillnotrequirebargainingunitemployees employed before July 1, 2009, to direct deposit their paychecks. The Employer agrees to complywith91AoftheCodeofIowa.

ARTICLE XLEAVES OF ABSENCE

Section 1 EligibilityEmployeesshallhavetherighttorequestaleaveofabsenceinaccordancewiththeprovisionsofthis Article after the successful completion of their probation period. Parental leaves of absence shall be exempt from the waitingprovisionsofthisSection.

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Section 2 Request ProcedureAnyrequestforaleaveofabsenceshallbesubmittedinwritingbytheemployeetotheemployee’simmediatesupervisoratleastthirty(30)calendardaysinadvance,wheneverpossible.Therequestshallstatethereasonforandthelengthoftheleaveofabsencebeingrequested.Theimmediatesupervisorshallfurnishawrittenresponseasfollows:A.Requestsforleavesofabsencenotexceedingone(1)monthshallbegrantedordeniedwithinfive(5)workingdays.TheEmployerwillprovidethereasonfordenialinwriting.B. Requestsforleavesofabsenceexceedingone(1)monthshallbegrantedordeniedwithinfifteen(15)workingdays.TheEmployerwillprovidethereasonfordenialinwriting.

Section 3 Leaves of Absence Without PayLeavewithoutpayprovisionsshallapplytothefollowingbenefits:health,dental,lifeandlong-termdisability insurances; pre-tax; deferred compensation; flexiblespendingaccounts;taxshelteredannuities;holiday pay; sick leave accrual; vacation leave accrual; shift differential pay and longevity pay.ExceptasotherwiseprovidedinthisArticle,employeesmaybegrantedleaveswithoutpayatthesole discretion of the Appointing Authority for any reasonforaperioduptobutnotexceedingone(1)year.Uponrequest,theleavemaybeextendedfornotmorethanone(1)additionalyear.(CommunityBasedCorrections,seeAppendixS)

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A. Parental Leave Employees shall be granted parental leave of absence withoutpayasfollows:1.Theemployeeshall,wheneverpossible,submitwrittennotificationtotheemployee’simmediatesupervisoratleastfour(4)weekspriortotheemployee’santicipated departure stating the probable duration of the leave. Such leaves shall be granted for a period oftimeuptobutnottoexceedthree(3)months.Anadditionalthree(3)monthsofparentalleavewithoutpay shall be granted unless the absence of the employee wouldcauseasubstantialhardshipontheoperatingefficiencyoftheemployingunit.Uponrequestoftheemployee,parentalleaveswithoutpaymaybeextendedforincrementsofthirty(30)days,nottoexceedsix(6)months. In no case shall the total period of leave exceed twelve(12)months.2. Innocaseshalltheemployeeberequiredtoleaveprior to childbirth unless the employee is no longer able to satisfactorily perform the duties of the position. 3. Except as provided under Article IX, Section 10 of this Agreement, Sick Leave, all periods of parental leaveshallbeleavesofabsencewithoutpay. B. Military LeaveWhenever an employee enters the active military service of the United States, the employee shall be granted a military leave as provided under Section 29A.28oftheCodeofIowaandtheapplicablefederalstatutes. C. Unpaid Educational Leave It is the expressed intent of the Employer to promote

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continued education by employees of the State and, in furtherance of this policy, the State agrees to grant employees unpaid educational leaves of absence in accordancewiththefollowingprocedure: 1. The Employer agrees that at any one time up to fifteen(15)employeesperbargainingunitmaybegranted an unpaid educational leave of absence not to exceedone(1)yearinduration.Selectionofemployeesshall be on the basis of seniority and operational efficiencyoftheagency. 2. To be eligible for unpaid educational leave, an employeemusthavecompletedatleastthree(3)yearsofservice.TheEmployerwillnotberequiredtopermitmorethantwo(2)employeestobeonunpaideducationalleavesimultaneouslyfromthesameworkunit.Theworkunitisdefinedastheunitutilizedforthedistribution of overtime pursuant to Article VIII.(ProfessionalFiscal&Staff,seeAppendixQ;Community Based Corrections, see Appendix S) D. Medical Leave of Absence1. Employeeswithatleastone(1)yearofsenioritywhohaveexhaustedtheirsickleavebenefitsshallbe granted an unpaid leave of absence not to exceed ninety(90)calendardays,providedtheillnessorinjuryexceedsten(10)daysandappropriatemedicalverificationissubmitted.Uponrequestoftheemployee,extensionsmaybegrantedforuptoninety(90)dayincrementsnottoexceedatotalofone(1)year.Suchleavesmaynotbeunreasonablywithheld. Extension of such leaves shall not impair an employee’srighttolong-termdisability.Priortoan

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employeeexhaustinghis/hersickleave,theEmployershalladvisetheemployeeinwritingofhis/herrighttoamedicalleaveofabsencewithoutpayandtherequirementthattheemployeemustrequestsuchleavewithinfourteen(14)calendardaysoftheirreceiptofthenotice from the Employer.2. Bargainingunitemployeeswhoarephysicallyinjuredandunabletoworkasaresultofattacksbyinmates, residents, patients, visitors, students or clients oftheStateandwhohaveexhaustedtheirleaveofabsencegrantedpursuanttoArticleX,Section3(D)(1)above, may be granted an additional unpaid leave of absenceinninety(90)dayincrementsnottoexceedone(1)year. E. Family and Medical LeaveEmployeeswhoareonaleaveofabsencewhichisFamilyandMedicalLeaveActqualifiedmay,attheirdiscretionbywrittennoticetotheirsupervisor,declinetoutilizeuptotwo(2)weeks(eighty(80)hours)ofpaidannualleave(vacation)ineachyearofthisAgreement.F. TheEmployeragreestoprovideforthefollowingrights upon return from any of the approved leaves listedinthisSection: 1. The employee shall have the right to be returned tohis/herpositionoroneoflikenatureinthesameorganizational unit.(CommunityBasedCorrections,seeAppendixS)2. Iftheemployee’spositionoroneoflikenatureisnot available, the layoff procedure set forth in Article VIofthisAgreementshallbeutilized;however,inthecaseofmilitaryleave,theemployeewillbegiven

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anotherpositionofsimilarpayandclassforwhichtheemployeeisqualifiedinthesameorganizationalunit.G.ExceptasotherwiseprovidedinthisAgreement,allfringebenefitsshallcontinueduringanyunpaidleaveofabsencewhichdoesnotexceedthirty(30)days.H.When,inordertobequalifiedforaposition,anemployeeisrequiredtopossessalicenseorcertificateand the employee in that position has that license or certificatetemporarilyrevokedorsuspended,theEmployermay,attheEmployer’ssolediscretion,reassign that employee to perform other duties for whichtheemployeeisotherwisequalifiedfortheduration of the suspension or revocation or, in the alternative, place that employee on an unpaid leave of absence. The parties agree that the provisions of this Section may be grieved, but not appealed to arbitration under Article IV of this Agreement. This provision does notaffectinanywaytheEmployer’srighttodischargean employee or the right of the employee and the Union togrieveandarbitrateanemployee’sdischarge.Inthearbitrationofanemployee’sdischarge,theEmployeragreesthatitwillnotusethisprovisionasabasisforasserting that a leave of absence is an inappropriate remedy. I. Catastrophic Illness Contributions Employees may donate accrued annual leave, compensatoryleaveorholidayleavetimetobenefitanother State employee suffering from a catastrophic illness.Leaveshallbedonatedinnolessthanone(1)hour increments. The contributing employee must identifythespecificamountofleavedonatedandthe

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name of the recipient of the donated leave on forms provided by the Employer for this purpose. Leave donated to another State employee pursuant to this provisionshallbecreditedtotherecipient’ssickleaveaccount.

Section 4 Paid Leaves of Absence A. Voting Leave 1. Any person entitled to vote in a general election is entitledtotimeofffromworkwithpayonanygeneralelectiondayforaperiodnottoexceedthree(3)hoursinlength. Application for time off for voting should be made totheemployee’ssupervisorpriortoelectionday.Thetime to be taken off may be designated by the supervisor. 2. Time off for voting may be granted only if the employee’sworkinghoursdonotallowathree(3)hourperiodoutsideofworkinghoursduringpollinghours. B. Jury Duty1. Anemployeeonjurydutywillbecontinuedonthepayrollandbepaidhis/herstraighttimehourlyrateforhis/hernormallyscheduledhoursofwork.Uponreturnfrom jury duty, the employee shall present evidence of the amount received for such jury duty and remit that amount to the Employer, less any travel or personal expenses paid for the jury service. Time spent in court and reasonable travel time shall be deducted from an employee’sscheduledworkhoursforthedayinquestionandshallbeconsideredtimeworked.Employeesonthesecondorthirdshift,asdefinedinArticleVIII,Section6, shall be temporarily rescheduled to the day shift for the duration of their jury service.

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2. The employee summoned as a juror shall notify his/herEmployerimmediatelybymemorandumattaching a copy of the summons. The employee shall beresponsibleforallsubsequentnotificationswhenobligated to report for jury duty.3. Anemployeewhoreportsforjurydutyandisdismissed,shallpromptlyreporttoworkfortheremainderoftheemployee’sworkingday,providedthereareatleasttwo(2)hoursremaininginthescheduledworkday. C. Court Appearance When, in obedience to a subpoena or direction by properauthority,anemployeeappearsasawitnessina court proceeding, the time spent shall be considered asaleaveofabsencewithpayprovidedtheemployeeis not a party to the proceedings. The employee shall remitwitnessfeestotheEmployer. D. Paid Educational Leave The Employer retains the sole discretion to either grant ordenyrequestsforpaideducationalleavesofabsence.Requestsforpaideducationalleaveshallbesubmittedatleastonehundredtwenty(120)daysinadvanceoftherequestedleave.TheEmployeragreestoeithergrantordenysuchrequestsatleastsixty(60)dayspriortotherequestedleave.Failuretorespondwithinthe designated time limits shall not constitute approval ofsuchrequests.Employeesshouldnotbedeniedopportunity for educational leave based solely on the shifttheemployeeworks.(HostageLeaveforDepartmentofCorrections,seeAppendix H)

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ARTICLE XIMISCELLANEOUS

Section 1 Work RulesTheEmployeragreestoestablishreasonableworkrules. The Union reserves the right to grieve the applicationorreasonablenessofanyworkrulesoestablished.TheseworkrulesshallnotconflictwithanyoftheprovisionsofthisAgreement.NewlyestablishedworkrulesoramendmentstoexistingworkrulesshallbereducedtowritingandfurnishedtotheUnionatleastfourteen(14)calendardayspriortotheeffectivedateoftherule.ForpurposesofthisArticle,workrulesaredefinedasandlimitedto:“RulespromulgatedbytheEmployerwithinitsdiscretionwhichregulatethepersonal conduct of employees.”

Section 2 Access to Personnel Files Employees shall have the right to inspect their personnelfiles.Theemployeemayrespondtoanyiteminthepersonnelfileinwriting.Suchresponseby the employee shall become part of the permanent record.Accesstopersonnelfilesshallbelimitedtoauthorized management personnel, the employee and aUnionrepresentativeifsodesignatedinwritingbytheemployee.Uponpreviousnotificationandattheemployee’sexpense,theEmployershallmakecopiesofsuchfilesfortheemployee.However,intheevent of disciplinary action involving a suspension or discharge,theEmployeruponrequestwillfurnishatno cost a copy of any material contained in the affected

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employee’spersonnelfile.

Section 3 Special Expenses Upon direction and approval of the Employer, employees shall be reimbursed for registration fees, conferencefees,banquettickets,andotherauthorizedexpensesthatareincurredintheperformanceofhis/herduties as a State employee.

Section 4 Payment of Employee Moving ExpensesEmployeeswhoarereassignedatthedirectionofthe Employer shall be reimbursed for relocation and relatedexpensesinaccordancewiththeRelocationandReimbursement Policy published by DAS-HRE. See Appendix E for full text of the policy.

Section 5 Tuition and Related Reimbursements Subject to the availability of funds, the Employer shall establish an educational assistance program to provide employeeswithone(1)yearoffull-timeemploymentanopportunitytoenhancetheirjobperformanceand/or career development. The plan shall provide for Employer participation in the cost of tuition expenses based upon successful completion of individual job relatedand/orcareerdevelopmentcourses.Employeesshallbeallowedtousethesefundsforprofessionaldevelopment approved by Management, or other requiredtrainingapprovedbyManagement.Employeesshould not be denied opportunity for participation in the educational assistance program based solely on the shift theemployeeworks.

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(DepartmentofHumanServices,seeAppendixJ;Community Based Corrections, see Appendix S)

Section 6 Severe Weather/Emergency Closings A. When the Employer closes a State facility, all employees, including probationary employees, may use earned compensatory time, vacation or leave of absence withoutpayastheymayelect.Employeesmay,withthe approval of their Appointing Authority, also elect to worktheirregularlyscheduledhourseventhoughtheState facility is closed to the general public. Employees willalsobepermittedtomakeuplosttimewithinthesameworkweekwiththeapprovaloftheirimmediatesupervisor. When the facility is not closed, all employees, includingprobationaryemployees,whoareunabletoreporttoworkmayuseearnedcompensatorytime,vacation,orleaveofabsencewithoutpayastheymayelect.B.IftheproperManagementauthority,whomayconsultwithotherknowledgeablepersons,declaresthataninclementweathersituationorotheremergencyexists,thefollowingshallapply:1. Iftheemployeereportswithinone-half(½)hourofhis/herregularlyscheduledreportingtime,theemployeewillbeassumedtohavereportedontime.2. Iftheemployeereportsafterone-half(½)hourofhis/herregularlyscheduledreportingtime,theemployeeshallbecreditedwithhavingworkedthefirstone-half(½)hourofthedayplusallhoursactuallyworked.Employeesmayelecttochargeanyadditional

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losttimepursuantto6(A)above.(DepartmentofHumanServices,seeAppendixJ;IowaVeteransHome,seeAppendixV)

Section 7 Training The Employer agrees to make a good faith effort, contingentupontheavailabilityofadequatefunding,toprovideemployeeswithsuchtrainingasisnecessary,as determined by the Employer, to carry out the duties of their assigned positions or to enhance State jobopportunities.Employeesshallbeallowedtousethese funds for professional development approved by Management,orotherrequiredtrainingapprovedbyManagement. Employees should not be denied opportunity fortrainingbasedsolelyontheshifttheemployeeworks. Training shall be offered by seniority to those employeeswhohavenothadthecourse,incompliancewithoperationalefficiency.(DepartmentofCorrectionsPatientCare,seeAppendix W)

Section 8 Identification CardsAllemployeesshallreceiveidentificationcardswhichwillbeuniqueinappearanceandforemployeesonly.TheEmployerwillreplaceatnocostallidentificationcardsthatwearout,andwillreplaceone(1)identificationcard a year at no cost that is lost by the employee.

Section 9 Time SheetsTheEmployermaynotchangeanemployee’stimesheet arbitrarily.

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Section 10 Retention of Disabled Employees A. It is the intent of both parties to encourage the retentionofemployeeswhomayhavebecomedisabledwhileinStateservice.ConsistentwiththeAmericanswithDisabilitiesAct,theEmployerwillmakereasonable accommodations for such employees.B. Thepartiesagreethatemployeeswhohavebecometemporarilydisabledduetoawork-relatedillnessor injury should be considered before other disabled employeesforreasonabletemporaryjobmodifications.Employeeswhohavebecometemporarilydisabledduetoanillnessorinjurythatisnotwork-relatedwillbeconsideredforreasonabletemporaryjobmodificationson the basis of Employer needs after they have been releasedtoreturntoworkbytheirmedicalpractitioner. C. The parties agree that the provisions of this Section may not be appealed to arbitration under Article IV of this Agreement.

Section 11 Performance EvaluationAll bargaining unit employees are entitled to a fair and impartial performance evaluation.

Section 12 Work Areas The Union and the Employer shall develop and implementincentiveswhicharenon-economicinnature,toencourageemployeestoenterand/orremaininlessdesirableworkareas,subjecttotheapprovaloftheChiefOperatingOfficerofDAS-HREandthePresidentofAFSCMEIowaCouncil61.

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Section 13 Employee Assistance Program A. The Employer and the Union recognize the value of counseling and assistance programs to those employees whohavepersonalproblemswhichinterferewiththeemployee’sefficientandproductiveperformanceofjobduties and responsibilities. Therefore, the Employer willprovideanEmployeeAssistanceProgram(EAP)in order to aid such employees and their families. The EmployerandtheUnionwillencourageemployeestoseekprofessionalassistancewhennecessary.B. TheEAPisconfidential.AnyinformationsharedwiththeEAPwillnotbereleasedtoanyonewithoutwrittenconsentoftheemployee.C.Anemployee’sparticipationintheEAPisseparatefromthedisciplinaryprocessandwillnotprotectthe employee from disciplinary action due to poor jobperformanceorruleinfraction.Likewise,anemployee’sparticipationintheEAPwillnotjeopardizetheemployee’scareer.WhileStatepolicyistoofferassistance to employees, disciplinary action may result ifanemployee’sjobperformancecontinuestobeadversely affected.

Section 14 Labor/Management Meetings A. The Employer and the Union agree to establish monthlyLabor/ManagementmeetingswhenrequestedbytheappropriateLocal/Chapter.Therequesttomeetmustbemadenolessthantwo(2)weeksinadvance.Thepartieswillagreetoadatethemeetingwillbeheld. Each party may submit agenda items to the other nolaterthanone(1)weekpriortothemeeting.The

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meetingwilllastnolongerthantwo(2)hours,butmaybeextendedbymutualagreement.Uptosix(6)representativesfromtheUnionanduptoanequalnumberofManagementwillattendthemeetings.Thepurpose of the meetings shall be to afford both Labor andManagementaforuminwhichtocommunicateon items that may be of interest to both parties. The meetings are established as a communication vehicle only and shall not have authority to bind either the UnionorManagementwithrespecttoanyoftheitemsdiscussed.UnionrepresentativeswillbeinpaystatusforalltimespentinLabor/Managementmeetings.TheEmployer is not responsible for any travel expenses or other expenses incurred by employees for the purpose ofcomplyingwiththeprovisionsofthisArticle,exceptasprovidedbystatewideLabor/Managementmeetings. B. The Employer and the Union agree to establish quarterlymeetingsonastatewidelevelwhenrequestedbytheUnionfordiscussionofissueswhichwereunresolvedattheLocal/Chapterlevelandwhichaffectemployees in AFSCME bargaining units. Agenda itemsshallbeexchangedatleasttwo(2)weekspriortothemeeting.One(1)UnionrepresentativefromeachLocal/ChapteranduptoanequalnumberfromManagementwillattendthemeetingsinpaystatus.Anyemployeewhomusttravelmorethantwenty(20)mileswillbereimbursedformileageexpenseonly.Such reimbursement shall be at the rate established by theIowaDepartmentofAdministrativeServicespolicy.Unionmemberswillattempttocarpoolwhenpossible.(MotorVehicleEnforcementandDriversLicense

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Stations, see Appendix I; Community Based Corrections,seeAppendixS;IowaWorkforceDevelopment, see Appendix T)

ARTICLE XIIHEALTH AND SAFETY

Section 1 Tools and Equipment The Employer agrees to furnish and maintain in safe workingconditionalltoolsandequipmentrequiredto carry out the duties of each position. Employees are responsible for reporting any unsafe condition or practice, and for properly using and caring for the tools andequipmentfurnishedbytheEmployer.Employeesshallnotusesuchtoolsandequipmentforpersonaluse.

Section 2 Buildings/Structures/Steam Tunnels A. The Employer shall provide and maintain all State ownedandStateemployeeoccupiedbuildings,grounds,andequipmentinaccordancewithdirectionsoftheapplicable federal and State agencies. B. Where no policy exists for handling bomb threats inStateownedorleasedbuildings,theEmployershalldevelop such policies.C. ProceduresforconfinedspaceentryandforworkinginsteamtunnelswillbedevelopedatStatewideLabor/ManagementCooperativeTeammeetings.Protocolsforworkinginsteamtunnelswillinclude, but not be limited to, a “buddy system” and the availability of protective clothing and breathing

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apparatus.(BoardofRegents,seeAppendixM)

Section 3 Protective Clothing The Employer shall furnish protective clothing and equipmentinaccordancewiththeapplicablefederalandState regulations.(DepartmentofTransportation,seeAppendixI;Board of Regents, see Appendix M; Security Unit, see Appendix O; DAS-GSE, see Appendix L; Department of Public Defense, see Appendix G)

Section 4 UniformsA.WhereemployeesarerequiredbytheEmployertowearuniforms/smocks,theEmployershall,atnocost to the employee, provide and maintain them for such employees. For the purposes of this Agreement, uniforms/smocksaredefinedasidenticallystyledclothingand/orfootwearuniquelyrelatedtotheworkplaceandnotappropriateforpersonalorotheroutside use. B. The Employer shall, in good faith, endeavor to replacedamagedormisfituniformsinanexpeditiousmanner. C. Where pins are currently permitted, employees shallbeallowedtowearuptotwo(2)Unionpinsontheiruniforms/smocks.D. TheUnionwillbenotifiedinwritingatleastfourteen(14)calendardaysinadvanceofanynewrequirementsorchangesinexistingrequirementsregardinguniforms/smocks.

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(DepartmentofNaturalResources,seeAppendixP;DAS-GSE, see Appendix U)

Section 5 Safety Shoes and Safety GlassesA.WheretheEmployerrequiresemployeestowearsafetyshoes,theEmployerwillfurnishsuchshoesbeginningwiththefirstdayofemployment.Theseemployeesmay,attheemployee’sdiscretion,beprovidedwithasumofmoneyequaltotheEmployer’scostoftheshoestowardthecostofbuyingsafetyboots.B. Safetyglasses(includingprescriptionlenseswhenrequired)orsafetygogglesshallbeprovidedforemployeeswhoarerequiredtowearthem.Employeesmay, in lieu of receiving safety glasses or safety goggles of the style and choice of the Employer, receive an allowanceequivalenttotheEmployer’scosttowardthe purchase of safety glasses or safety goggles in a style chosen by the employee. Safety glasses or safety goggles purchased by the employee must meet or exceedtheEmployer’ssafetystandards.(DepartmentofPublicDefense,seeAppendixG;DAS-GSE, see Appendix L)

Section 6 Damage to Personal Items A. The Employer agrees that bargaining unit employeesmaysubmittotheEmployerrequestsforreimbursement for any personal items damaged in the performance of assigned duties up to a maximum of threehundreddollars($300)peroccurrence,subjecttolegislative approval if necessary. B. The Employer agrees that bargaining unit

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employeesmaysubmitrequeststotheStateAppealBoardforclaimsdeniedbytheEmployerorwhichareinexcessofthreehundreddollars($300).Suchrequestswillbegrantedordeniedinaccordancewiththeapplicablelaw.IftheStateAppealBoardrequiresthatrequestsbesubmittedonspecialforms,theEmployerwillmakesuchformsavailabletotheemployees.Theemployee’simmediatesupervisormay,athis/herdiscretion,certifythatpersonalitemswerelostordamagedintheperformanceoftheemployee’sassignedduty. The Employer shall provide priority processing for claimssubmittedpursuanttothissection.(CommunityBased Corrections, see Appendix S)

Section 7 Employer Owned VehiclesAllEmployer-ownedvehicleswhichareusedbybargainingunitemployeesshallbeequippedwithreflectivewarningdevicesorflares,firstaidkitsandfireextinguishers.TheStatewillendeavoringoodfaithtocomplywithSection321.381oftheCodeofIowa.(CommunityBasedCorrectionsPersonalVehicles,seeAppendix S) Section 8 Compliance LimitationsTheEmployer’scompliancewiththisArticleiscontingent upon the availability of funds. If the Employerisunabletomeettherequirementsofanysection of this Article due to a lack of funds, the Employer shall make a positive effort to obtain the necessary funds from the appropriate legislative body.

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Section 9 Video Display TerminalsA.Wherepracticalandfeasible,theEmployerwillmaintainstandardsforcomputers/wordprocessingequipment(hereinafterreferredtoasVDTs). B. In addition to the relief provided by means of the rest periods and meal periods set forth in Article VIII ofthisAgreement,employeesshallbeentitledtoafive(5)minutepausefromworkforeveryhourofintensiveVDTuse.Individualdepartments,inconsultationwiththeVDTusers,willestablishthepatternofusagefortheadditional pauses described above. The local Union and Managementwillfacilitatetheestablishmentofsuchpatterns.However,inlieuoftheadditionalbreaks,theEmployermayprovideanalternativeworkassignment.IntensiveVDTuseisdefinedas:(1)usewhichrequirescontinuous and sustained attention and concentration on theVDTscreen,and;(2)usewhichoccursinsituationswherethistypeoftaskcannotbeorganizedsoastoprovide for natural breaks or variations. The parties agree that the pause time must be used as described above and may not be accumulated nor used inconjunctionwithrestperiodsandmealperiodsassetforth in Article VIII.C.Thecharacteristicsoftheequipmentbeingused,theareainwhichitisinstalled,theworktobeperformedandthe needs of the user all contribute to the appropriateness oftheworkenvironmentforVDTusers.TheEmployerwillmakeagoodfaithefforttoprovideappropriateworksettingsforVDTusers,consistentwiththeavailabilityofexisting resources. Design guidelines to be used as a factor in the purchase of

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VDTswillbedevelopedbyeachunitofStategovernmentresponsibleforsuchpurchases.Theseguidelineswilladdressdesirablecharacteristicsrelatingto:(a)screenpositioning,(b)keyboards,(c)screenandcharactertype,and(d)accessories.TheUnionwillbeconsultedinthedevelopment of these general design guidelines.ThefollowingelementsintheworkenvironmentmayaffecttheappropriatenessofthesettinginwhichVDTuserswork: 1. The ability to position the VDT and keyboard inrelationshiptoeachotherandatheightswhichareappropriatefortheworktobeperformedandtheuser;2. Theabilitytoprovideadequatelightingfortheworktobeperformed; 3. The ability to minimize glare; 4. The ability to minimize printer noise, and;5. Chairswhichmaybeadjustedtoandwhichprovideproper support for the user.TheEmployerwillprovideinformationandguidancetoitsworkunitswhichwillassistthemincreatinganappropriate setting for VDT users.

Section 10 Education and Reporting ProceduresByJuly1,1999,theEmployerwillprovidetotheUnionawrittenplanfordeliveryofhealthandsafety information and reporting procedures for each department.

Section 11 Health and Safety Committees In the State departments, Board of Regents institutions, and state institutions or correctional

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facilitieswherecurrentlyahealthandsafetycommitteeoperates, the Employer shall designate the number ofbargainingunitrepresentative(s)whowillserveonthecommittee(whichshallnotbelessthanone(1)representative).TheUnionshallhavetherighttodesignatewhichbargainingunitemployee(s)shallserveasrepresentative(s).Bargainingunitrepresentative(s)shall serve on the committee for a designated term consistentwithcurrentpractices.Thisprovisionshallalsoapplytoanynewlycreatedhealthandsafetycommitteewhichwillincludebargainingunitemployees. The parties agree that attempts to resolve health andsafetyconcernsshouldfirstbemadeatthelocallevel. Therefore, these matters should be discussed withlocalLabor/ManagementcommitteespursuanttoArticle XI, Section 15. Should the parties be unable to come to mutual agreement at the local level or if it is a statewideissue,eitherpartymayrefertheissuetothenextstatewideLabor/ManagementmeetingpursuanttoArticleXI,Section15.Anadditionaltwo(2)hourlimitwillbesetasideatthestatewideLabor/Managementmeeting to address any issues referred pursuant to this section. For health and safety issues discussed at statewideLabor/Managementmeetingthatarenotresolved at that meeting, a joint report summarizing the variouspositionsofthepartieswillbeissuednolaterthantwo(2)weekspriortothenextstatewideLabor/Management committee meeting. This joint report shallbesharedwiththedepartmentdirectorandthePresidentofAFSCMEIowaCouncil61.

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Section 12 Health and Safety Complaint Procedure Ifpractical,theEmployerwillprovidesafe,secure,healthfulworkingconditionsforallemployees.TheEmployeragreestocomplywiththefederalOccupationSafetyandHealthAct(OSHA)andallotherapplicablefederal,State,orlocallawsandregulations,anddepartmental safety rules and regulations. Nothing in thisAgreementwillimplytheUnionhasassumedlegalresponsibility for the health and safety of employees. This Section does not affect the rights of individual employeesortheUniontofilecomplaintswithIOSHA.

Section 13 Miscellaneous Appendix References Communicable/ContagiousDiseases:Departmentof Corrections, see Appendix H; Department of Human Services, see Appendix J; Community Based Corrections,seeAppendixS;NotificationofCriticalIncidents:DepartmentofHumanServices,seeAppendixJ;CellPhonesandVehicles:Departmentof Natural Resources Park Managers, see Appendix P; Community Based Corrections, see Appendix S; PublicDefense,seeAppendixG;ViolentClients:IowaVeteransHome,seeAppendixV;DepartmentofHumanServices,seeAppendixJ;HighCrimeAreas:Community Based Corrections, see Appendix S

ARTICLE XIII(THIS ARTICLE RESERVED FOR FUTURE USE)

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ARTICLE XIVGENERAL

Section 1 Obligation to BargainThis Agreement represents the entire agreement of the parties and shall supersede all previous agreements, writtenorverbal.Thepartiesagreethattheprovisionsof this Agreement shall supersede any provisions of therulesoftheState’smeritsystemsrelatingtoanyofthe subjects of collective bargaining contained herein whentheprovisionsofsuchrulesdifferwiththisAgreement.ThepartiesacknowledgethatduringthenegotiationswhichresultedinthisAgreementeachhadthe unlimited right and opportunity to make demands andproposalswithrespecttoanysubjectormatternotremovedbylawfromtheareaofcollectivebargaining,and that all of the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and the Union, for the life of this Agreement and any extension, each voluntarily and unqualifiedlywaivestherightandeachagreesthattheothershallnotbeobligatedtobargaincollectivelywithrespect to any subjects or matters referred to or covered inthisAgreement,orwithrespecttoanysubjectormatternotspecificallyreferredtoorcoveredinthisAgreement, even though such subject or matter may nothavebeenwithintheknowledgeorcontemplationof either or both of the parties at the time that they negotiated or signed this Agreement.

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Section 2 Retention of BenefitsA. The Employer agrees, that prior to making any changeinawrittenagency-widepolicywhichisamandatorysubjectofbargainingandnototherwisecoveredbythisAgreement,tomeetandconferwiththe Union in an attempt to reach an agreement. In the event the parties are unable to reach an agreement, thematterwillbesubmittedtoarbitrationpursuantto Article IV of this Agreement. The sole issue to be consideredbythearbitratoriswhethertheproposedchange represents a deterioration of an existing benefit.Ifthearbitratordeterminesthattheproposedchange does represent a deterioration of an existing benefit,theEmployershallnotmakethechange.

B. For the purpose of this Section, the term “agency” means the individual departments of State governmentandeachoftheinstitutionswithintheBOR.

C. In the event the parties are unable to agree as towhetherapolicyisamandatorysubjectofbargaining,thequestionwillbesubmittedtoPERB.

Section 3 Savings ClauseA. In the event any Article, Section or portion of this

Agreement should be held invalid and unenforceable byoperationoflaworbyanytribunalofcompetentjurisdiction, such decision shall apply only to thespecificArticle,Sectionorportionthereofspecificallyspecifiedinthedecision;anduponissuance of such a decision, the Employer and the Union agree to immediately negotiate a substitute for

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the invalidated Article, Section or portion thereof.B. In the event the parties fail to agree on the provisions ofthesubstituteinfifteen(15)daysfollowingthestartofnegotiations,thepartiesshallrequestalistoffive(5)arbitratorsfromPERB.Thefirststrikeshall be decided by a coin toss and the parties shallalternatelystrikeuntilthereisone(1)nameremainingwhoshallbecomethearbitrator.Eitherpartymayrequestasecondlistofarbitratorsfromthe PERB if they so desire. The arbitrator shall decidebetweenManagement’sandtheUnion’sfinalofferastowhichisthemostappropriatesubstitute.Thedecisionofthearbitratorshallbefinalandbinding on both parties.

C. Should any provision of this Agreement jeopardize the receipt by the State of any federal grant-in-aid funds or other federal allotment of money, the provisionshallbedeemedinvalid.However,suchinvalidation shall not invalidate the remaining portions hereof and they should remain in full force and effect. The parties shall immediately renegotiate the invalid provision or, in the absence of an agreement, submit the dispute to arbitration in accordancewiththeproceduresetforthabove.

D.ThepartiesdisavowthePolkCountyDistrictCourt’sdecision in the matter of AFSCME vs. State of Iowa,DocketNumberCE37-21870issuedbyJudgeRodney Ryan on February 6, 1992 regarding the savings clause. The parties agree that decision is not precedent setting and shall have no effect for the duration of this Agreement.

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TERMINATION OF AGREEMENT

The terms and conditions of this Agreement shall continue in full force and effect commencing on July 1, 2015, and terminating on June 30, 2017, unless the partiesmutuallyagreeinwritingtoextendanyorallof the terms of this Agreement. Upon termination of the Agreement, all obligations under the Agreement are automatically canceled.NegotiationsforanewAgreementshallcommenceonor before November 30, 2016. In the event the parties fail to reach an agreement by January 1, 2017, mediation shallberequested.Intheeventthepartiesarestillat impasse on February 1, 2017, the dispute shall be submittedtofinalandbindingarbitration.Intheeventthedisputeissubmittedtoarbitration,thearbitrator’sdecision shall be rendered by no later than March 15, 2017. The parties may mutually agree to eliminate or modify any of the above impasse procedures.

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APPENDIX A PAYGRADES AND CLASSIFICATION

PAYGRADES AND CLASSIFICATIONSClerical 001Technical 002Blue Collar 003Professional Fiscal & Staff 004Security/CommunityBasedCorrections 006Education 010Patient Care 011

GENERAL GOVERNMENTCode Pay BargNo. Grade Class Unit04796 32 Account Consultant** 00400311 26 Accountant 2** 00400312 30 Accountant 3** 00400309 22 Accountant/Auditor1** 00400305 14 Accounting Clerk 1 00100306 17 Accounting Clerk 2 00100307 19 Accounting Clerk 3 00100290 17 Accounting Technician 1 00200292 20 Accounting Technician 2 00200294 23 Accounting Technician 3 00202105 18 Activities Aide 00202107 19 Activities Assistant 00202110 25 Activities Specialist 1 01182110 25 Activities Specialist 1 01102111 28 Activities Specialist 2 01182111 28 Activities Specialist 2 01100464 30 Actuarial Assistant** 004

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00465 33 Actuary** 004 00467 40 Actuary A.S.A.** 00400708 21 Adm. Asst. 1 00200709 24 Adm. Asst. 2 00231513 35E AdminConsultantˣˣ 01031514 38E AdminConsultantVocRehab1x ˣ 01031515 45E AdminConsultantVocRehab2ˣˣ 01031516 47E AdminConsultantVocRehab3ˣˣ 01000790 35 Adm.LawJudge1** 00400791 38 Adm.LawJudge2** 00404540 31 Adult Services Monitor 00403313 24 Aff. Action Comp. Off. 1 00403314 28 Aff. Action Comp. Off. 2 00405120 27 Agriculture Compl. Invest. 00605134 27 Ag. Marketing Spec.** 00405144 21 Ag. Products Inspector 00687114 21 Air Base Security Off. 00607130 23 AirportFirefighter 00605140 19 Apiary Inspector 00600630 29 Appellate Defender 1** 00400631 34 Appellate Defender 2** 00400632 38 Appellate Defender 3** 00404363 25 Architectural Tech. 1 00204364 27 Architectural Tech. 2 00220583 21 Arts Programmer 1** 00420585 24 Arts Programmer 2** 00420574 28 Arts Programmer 3** 00404308 21 Asst. Soils Party Chief 00204325 23 Asst. Survey Party Chief 00214760 22 Assistant Videographer 00400643 29 Attorney 1** 00400644 33 Attorney 2** 004

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00645 38 Attorney 3** 00402138 26 Audiologist** 01108365 14 Automotive Service Wrk. 00307225 14 Baker 00308510 13 Bindery Worker 00308430 26 Boiler Inspector 00602585 22 Braille Transcriber 00208133 23 Bridge Inspector 1 00208137 27 Bridge Inspector 2 00200721 23 Budget Analyst 1** 00400722 26 Budget Analyst 2** 00400723 30 Budget Analyst 3** 00414804 25 Bldg. Mfr. Housing Insp. 00200817 26 Business Mrktng. Specialist** 00407240 13 Canteen Clerk 00307245 15 Canteen Operator 1 00387246 20 Canteen Operator 2 00308040 19# Carpenter1 00308041 21# Carpenter2 00302085 15 Central Supply Worker 00201037 25 Cert. Vocational Instructor 00200011 12 Clerk 00100017 14 Clerk Advanced 00100018 18 Clerk Specialist 00107344 26 Clinical Dietitian** 01100656 35 Commercial Attorney** 00404715 20 Comm. Center Spec. 1 00204717 22 Comm. Center Spec. 2 00204735 22 Comm. Technician 1 00204736 25 Comm. Technician 2 00204737 27 Comm. Technician 3 00202060 30E CommunityHealthConsultantˣˣ010

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00640 29 ComplianceOfficer1** 00400641 32 ComplianceOfficer2** 00404320 24 Construction Tech. 00204319 19 Construction Tech. Asst. 00204321 26 Construction Tech. Senior 00208000 20 Control Center Operator 00207220 14 Cook 1 003 07221 17 Cook 2 00387313 23 Corr. Bldg. Serv. Coord. 00385032 25 Corr. Farm Manager 00387237 24 Corr. Food Serv. Coord. 00386406 23 CorrectionalOfficer 00688018 23# Corr.TradesLeader 00308605 17# Cosmetologist 00206019 24 Criminal Intelligence Analyst 00406020 27 Criminal Intel. Analyst Sr. 00406021 30 Criminal Intel. Analyst Adv. 00407015 18 Custodial Assistant 00307010 15 Custodial Leader 00307005 13 Custodial Worker 00305112 22 Dairy Products Inspector 00600748 35 Data Warehouse Analyst** 00402220 17 Dental Assistant 00282220 17 Dental Assistant 00202222 25 Dental Hygienist 01182222 25 Dental Hygienist 01100639 38 Dpty. Wrkrs. Comp. Comm.** 00404371 26 Design Technician 00204370 18 Design Tech. Associate 00204372 28 Design Tech. Specialist 00204016 27 Disaster Project Specialist 1 00404017 30 Disaster Project Specialist 2 004

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02425 25 Disease Prevention Spec. 00608390 27 District Mechanic 00308205 16 Driver 00306298 17 Drivers License Clerk 00106299 20 Drivers Lic. Clerk Sr. 00106300 23 Drivers Lic. Examiner 00606302 26 Drivers Lic. Hearing Off. 002 03251 20 Drug Abuse Counselor 1 00283251 20 Drug Abuse Counselor 1 00203252 23 Drug Abuse Counselor 2 00283252 23 Drug Abuse Counselor 2 00201005 18 Education Aide 00201071 32E EducationProgramConsultantˣˣ01001015 27(-2)E Educatorˣˣ 01008028 28 Elec. Maint. Specialist 00308326 25# Electrician 00388326 25# Electrician 00304742 28 Elec. Engineer Tech. 00284742 28 Elec. Engineer Tech. 00208328 29 Electrical Inspector 00608672 21 Electronics Technician 00388672 21 Electronics Technician 00300675 26 Elevator/Amus.RideInspect. 00600888 25 Employer Liability Spec.** 00408004 25 Energy Mngmnt. Tech. 00214756 24 Engineer 2 00204380 21 Engineering Off. Asst. 1 00204381 24 Engineering Off. Asst. 2 00204385 27 Engineering Oper. Tech. 00404323 29 Engineering Tech. Sr. 00208111 20 EquipmentOperator 00308113 22 EquipmentOperatorSr. 003

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06015 23 Evidence Technician 00200710 29 ExecutiveOfficer1** 00480710 29 ExecutiveOfficer1** 00400711 32 ExecutiveOfficer2** 00480711 32 ExecutiveOfficer2** 00400712 35 ExecutiveOfficer3** 00400713 38 ExecutiveOfficer4** 00400714 41 ExecutiveOfficer5** 00408012 22 Facilities Maint. Coord. 00385015 20 Farm Leader 00300327 26 Field Auditor** 00406030 22 Fingerprint Technician 00214808 31 Fire Serv. Coord. 00414806 21 Fire Serv. Tech. Asst. 00307200 13 Food Service Worker 00302203 20 Forensic Autopsy Tech. 00202202 17 Forensic Morgue Attendant 00208039 16# FurnitureUpholsterer 00315052 23 Gaming Representative 1 00415053 27 Gaming Representative 2 00408115 26 Garage Operations Assistant 00304401 19 Geological Technician 00208518 22 Graphic Artist 00204524 33 HealthFacilitiesOfficer1** 00404538 31 Health Facilities Surveyor 00402230 29 Hlth. Professions Invest. 00408230 18# HeavyEquip.Oper. 00301337 28 Historical Program Spec.** 00408330 25# HVACCoordinator 00308323 23# HVACTechnician 00388323 23# HVACTechnician 00308121 20 Hwy.TechnicianAssoc. 003

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08122 22 Hwy.Technician 00308123 24 Hwy.TechnicianSr. 00308646 24 ICN Audio-Video Technician 00204792 33 ICN Business Develop Mgr.** 00400750 21 Information Specialist 1 00400751 25 Information Specialist 2 00400754 30 Information Specialist 3** 00400160 45(-9) Info.Tech.EnterpriseExp.** 00400118 23 Info. Tech. Specialist 1 004 00119 26 Info. Tech. Specialist 2 00400120 29 Info. Tech. Specialist 3 00400121 32 Info. Tech. Specialist 4** 00400122 35 Info. Tech. Specialist 5** 00400114 14 Info. Tech. Support Wrkr. 1 00100115 17 Info. Tech. Support Wrkr. 2 00100116 19 Info. Tech. Support Wrkr. 3 00100117 21 Info. Tech. Support Wrkr. 4 00107215 13 Ingredient Room Worker 1 00307216 15 Ingredient Room Worker 2 00387113 21 InstallationSecurityOfficer 00600452 26 Ins. Claims Investigator 00400444 27 Ins. Company Examiner** 00400445 30 Ins. Company Examiner Sr.** 00400447 33 Ins. Cmpy. Examiner Spec.** 00400454 30 Ins. Complaint Analyst** 00400455 30 Ins. Policy Analyst** 00400453 28 Ins. Program Specialist 00400335 29 Internal Auditor** 00400318 37 IFA-Comptroller** 00400695 23 Investigator 1 00400696 26 Investigator 2 00480696 26 Investigator 2 004

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00697 28 Investigator 3 00480697 28 Investigator 3 00400881 23 Job Ins. Quality Auditor 1** 00400882 26 Job Ins. Quality Auditor 2** 00420639 30 Justice Systems Analyst** 00400905 27 Key Account Executive** 00400870 22 Lbr. Mkt. Research Econ. 1** 00400871 26 Lbr. Mkt. Research Econ. 2** 00400872 28 Lbr. Mkt. Research Econ. 3** 00405166 16 Laboratory Assistant 2 00207305 15 Laundry Worker 1 003 07306 16 Laundry Worker 2 00300638 17 LawClerk 00206068 30E LawEnforcementInstructor 01006077 33E Legal Instructor 01001315 25E Librarian1ˣˣ 01001316 27E Librarian2ˣˣ 01001310 17 Library Associate 00201319 29E LibraryConsultantˣˣ 01001313 22 Library Resources Tech. 00402002 26 Licensed Practical Nurse 00282002 26 Licensed Practical Nurse 00215051 20 Licensing Assistant 00105117 21 Livestock Inspector 00608635 20# Locksmith 00302600 26 Long Term Care Ombudsman 00400925 32 Lottery Comm. Coord.** 00400915 24 Lottery Dist. Sales Rep.** 00408305 24# Machinist 00300260 13 Mail Clerk 1 00300261 15 Mail Clerk 2 00330451 26 Maintenance Engineer 003

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08010 19 Maintenance Leader 00308016 19# MaintenanceRepairer 00308005 14 Maintenance Worker 1 00308006 16 Maintenance Worker 2 00300733 22 Management Analyst 1** 00400734 26 Management Analyst 2** 00400736 30 Management Analyst 3** 00400737 33 Management Analyst 4** 00408042 19# Mason 00314716 24 Master Control Op Tech 00214717 27 Master Control Op Tech Sr 00204343 24 Materials Fabrication Insp. 1 00204344 26 Materials Fabrication Insp. 2 00204342 22 Materials Technician 3 00204345 26 Materials Technician 4 00204353 28 MaterialsTechnician5ˣˣ 00205126 21 Meat Inspector 00608375 22# Mechanic 00308370 19# MechanicHelper 00302205 19 Medical Lab. Technician 00200699 29 Medicolegal Death Invest. 00405104 29 Metrologist 00286340 27 Motor Vehicle Investigator 0068636025 MotorVehicleOfficer 00686361 27 Motor Vehicle Sergeant 00601338 16 Museum Assistant 00201333 18 Museum Guide 00201330 25 Museum Technician 0020530 20 Natural Resources Tech. 1 00205331 23 Natural Resources Tech. 2 00202021 31 Nurse Clinician 01102027 36 Nurse Practitioner 011

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02026 32 Nurse Specialist 01105005 15 Nursery Worker 1 00305006 19 Nursery Worker 2 00302045 32 Nursing Standards Rep.** 00402000 20 Nursing Unit Coordinator 00182000 20 Nursing Unit Coordinator 00102118 28 Occupational Therapist 1** 01102117 20 Occupational Therapy Asst. 00214749 22 Operations Assistant 00408043 19# Painter1 00308044 21# Painter2 00315004 23 Paralegal 00205335 26 Park Manager 00208140 18 Parts Worker 00305145 27 Pesticide Investigator 00602226 35 Pharmacist** 01102225 16 Pharmacy Assistant 00202228 37 Pharmacy Consultant** 00402227 19 Pharmacy Technician 00208516 22 Photographer 00202130 32 Physical Therapist 1** 01102131 34 Physical Therapist 2** 01102125 18 Physical Therapy Aide 00202550 36 Physician Assistant 01104005 15 Planning Aide 1 00204006 18 Planning Aide 2 00204007 21 Planning Aide 3 00208045 19# Plumber1 00308046 21# Plumber2 00386400 30 Polygrapher 00608410 16# PowerPlantEngineer1 00308415 18# PowerPlantEngineer2 003

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08416 21# PowerPlantEngineer3 00388416 21# PowerPlantEngineer3 00308420 23# PowerPlantEngineer4 00388420 23# PowerPlantEngineer4 00314723 27 Producer/Director** 00414731 24 Production Assistant 00414720 24 Production Technician 00214721 27 Production Technician Senior 00204020 23 Program Planner 1** 00404022 26 Program Planner 2** 00404023 29 Program Planner 3** 00400367 22 Property Appraiser 1** 00400368 26 Property Appraiser 2** 00400369 30 Property Appraiser 3** 00400370 34 Property Appraiser 4** 004 03220 23 Psychiatric Security Spec. 00203245 28 Psychologist 1** 01183245 28 Psychologist 1** 01103246 30 Psychologist 2** 01183246 30 Psychologist 2** 01103248 32 Psychologist 3** 01183248 32 Psychologist 3** 01103242 23 Psychology Assistant 01100633 29 Public Defender 1** 00400634 34 Public Defender 2** 00400635 38 Public Defender 3** 00400629 29 PublicDefenderFellow** 00402430 27 Public Health Dntl. Hygist.** 01114737 26 Public Information Asst. 00400210 22 Purchasing Agent 1** 00400211 26 Purchasing Agent 2** 00400212 29 Purchasing Agent 3** 004

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00205 18 Purchasing Assistant 00202209 20 Radiological Tech. 1 00202211 21 Radiological Tech. 2 00200006 14 Receptionist 00105200 10 Recreational Aide 00300895 22 Refugee Specialist 1 00200896 24 Refugee Specialist 2 00202020 30 Registered Nurse 01182020 30 Registered Nurse 01102566 18 Rehabilitation Assistant 0023750132E RehabilitationConsultantˣˣ 0103630132E RehabReferralSpecˣˣ 0104100630E RehabTechnologySpecˣˣ 0100853020 ReproductionEquip.Ldr. 0030852515 Rep.Equip.Oper.1 0030852618 Rep.Equip.Oper.2 00303200 10 Resident Aide 00203202 22 Resident Treatment Tech. 00203201 19 Resident Treatment Wrkr. 00231305 33 Resource Manager** 00402200 23 Respiratory Therapy Tech. 0020084624(-2) Retire.BenefitsOfficer 0020084727 Retire.BenefitsOfficerSr 0020084520(-3) Retire.BenefitsTech. 00200849 24 Retire. Compliance Offcr. 00200848 27 Retire. Compliance Offcr. Sr. 00200841 27 Retire. Investment Offcr. 1** 00400842 31 Retire. Investment Offcr. 2** 00400843 35 Retire. Investment Offcr. 3** 00400844 39 Retire. Investment Offcr. 4** 00400840 23 Retire Investment Tech 00200354 20 Revenue Agent 1 002

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00355 23 Revenue Agent 2 00200356 27 Revenue Agent 3 00200343 27 Revenue Auditor 2** 00400344 29 Revenue Auditor 3** 00400350 21 Revenue Examiner 1** 00400351 25 Revenue Examiner 2** 00400357 27 Revenue Examiner 3** 00404110 23 Right of Way Agent 1 00404111 27 Right of Way Agent 2 00404112 29 Right of Way Agent 3 00404113 30 Right of Way Agent 4** 00404107 21 Right of Way Aide 3 00204108 24 Right of Way Aide 4 00200676 30 Safety Inspection Coord.** 0060066626 Safety/HealthConsultant 0040076126 SafetyOfficer** 0048076126 SafetyOfficer** 00400025 17 Secretary 1 00100026 20 Secretary 2 00115002 22 Secretary 3 00107110 15 Security Guard 1 00607111 17 Security Guard 2 00607113 20 Security Guard 3 0068640925 SeniorCorr.Officer 00686467 26 Senior State Industries Tech. 00641151 28E Senior Svc Spec Blind 1 01041192 29E Senior Svc Spec Blind 2 01000531 33 Senior Utility Analyst** 0040732014 SewingRoomAttendant1 0030732116 SewingRoomAttendant2 00308346 16 Sign Fabricator 1 00308347 19 Sign Fabricator 2 003

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03010 19 Social Work Associate 00223013 25 Social Worker 2 01123016 27 Social Worker 3 01105465 16 Soil Conservation Tech. 1 00205466 18 Soil Conservation Tech. 2 00205467 21 Soil Conservation Tech. 3 00204310 24 Soils Party Chief 00280690 29 Special Investigator 0040213527 S/LPathologist1** 0110213629 S/LPathologist2** 01186469 28 State Ind. Prod. Coord. 00606460 23 State Industries Sales Rep. 00286465 25 State Industries Tech. 00600741 17 Statistical Assistant 00200743 22 Stat. Research Analyst 1** 00400744 25 Stat. Research Analyst 2** 00400746 29 Stat. Research Analyst 3** 00400235 13 Storekeeper 1 00300236 16 Storekeeper 2 00380236 16 Storekeeper 2 00300237 19 Storekeeper 3 00380237 19 Storekeeper 3 00314754 24 Studio Engineer 00214759 30 Studio Engineer Advanced 00214757 27 Studio Engineer Senior 00204326 26 Survey Party Chief 00241050 22E Svc Spec for the Blind 1 01041120 26E Svc Spec for the Blind 2 01000883 29 Tax Perform. System Anal.** 00400375 29 Taxpayer Service Spec. 00400133 21 Technical Service Spec. 00200134 24 Technical Service Spec. Sr. 002

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00360 29 Technical Tax Spec. 1** 00400361 32 Technical Tax Spec. 2** 00400362 34 Technical Tax Spec. 3** 00400130 35 Technology Acct. Manager** 004 04793 30 Telecom. Mrkting. Analyst** 00404794 32 Telecom. Mrkting. Anal. Sr.** 00404799 35 Telecom. Sales Engineer** 00404705 18 Telecom. Operator 0010478032(-6) Telecom.Spec.** 0040478134(-6) Telecom.SpecialistSr.** 0040478940(-6) Telecom.Tech.Ent.Exp.** 00400035 12 Telephone Operator 00107340 17 Therapeutic Technician 00200684 32 Track Inspector 0060801515# TradesHelper 0030076327(-5)E TrainingSpecialist1 0108076327(-5)E TrainingSpecialist1 0100076830E TrainingSpecialist2ˣˣ 01014751 24 Transmitter Engineer 00214752 27 Transmitter Engineer Sr 00214753 30 Transmitter Engineer Adv 0020821018# TransportDriver 00300685 22 Treasury Investment Off. 1** 00400686 26 Treasury Investment Off. 2** 00400012 13 Typist 00100013 15 Typist Advanced 0010055628(+25.0%)UtilitiesRegulationInsp. 00200528 25 Utility Analyst 1** 00400529 29 Utility Analyst 2** 0040001010 UtilityOfficeWorker 00100532 36 Utility Specialist** 00414710 27E UtilizationSpecialistˣˣ 010

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08215 17 Vehicle Dispatcher 0030085523 VeteransBenefitsSpecialist 00201035 23 Vocational Instructor 00200482 24 W&G Dealer Exam. 0060025216# WarehouseOperationsWkr. 0030840517# Wtr.&DisposalPlantOper.1 0030840620# Wtr.&DisposalPlantOper.2 00305101 20 Weights & Measures Insp. 0060831022# Welder 00300060 15 Word Processor 1 00100061 16 Word Processor 2 00100063 19 Word Processor 3 00100807 24 Workforce Advisor 00200806 18 Workforce Associate 00200809 30 Workforce Program Coord.** 00403047 21 Youth Services Technician 00203040 19 Youth Services Worker 002

#Indicatesclassesthatwillreceiveanadvancedappointmentrateof13.5%** Indicates classes that receive hour for hour overtimeˣˣIndicatesclassesareexemptfromovertimeClasseswithoutadesignationasnotedabovereceivepremium overtime.

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REGENTS1081 509 Account Clerk 5001091 513 Account Specialist 5007611 204 Animal Caretaker I 2007612 207 Animal Caretaker II 2005761 210 Arborist 2008101 413 Architectural Assistant 4005141 210 Area Mechanic*** 2003901 404 Assembly Technician I 4003902 407 Assembly Technician II 4005911 208 Athletic Facilities Attndt. 2004051 409 Audio Specialist 4004081 409 Audiovisual Specialist 4005051 210 Automotive Mechanic 2005052 213 Auto, Truck & Transit Tech 2007051 204 Baker I 2007052 206 Baker II 2007331 203 Bindery Operator I 2007332 205 Bindery Operator II 2007333 208 Bindery Operator III 2003403 413 BiomedicalEquip.Tech. 4003404 415 BiomedicalEquip.Tech.,Sr. 4003448 403 Broadcast Mstr. Control Oper. 4003441 409 B. Tlvsn. – Radio Tech. 1 4003442 413 B. Tlvsn. – Radio Tech. II** 4003443 415 B. Tlvsn. – adio Tech. III*** 4005611 205 Building Services Coord. 2007985 208 Bus Driver 2005062 211 Cabinetmaker*** 2005061 209 Carpenter*** 2001201 504 Cashier I 5001202 508 Cashier II 500

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7201 406 Central Service Technician I 4007202 408 Central Service Technicion II 4005531 213 Chilled Water Systems Tech. 2001051 503 Clerk I 5001052 505 Clerk II 5001053 508 Clerk III 5001055 511 Clerk IV 5001061 503 Clerk Typist I 5001062 505 Clerk Typist II 5001063 508 Clerk Typist III 5003291 405 Clinical Technician I 4003292 407 Clinical Technician II 4003293 409 Clinical Technician III 4003405 412 Communications Tech. I 4003406 415 Communications Tech. II 4007541 317 Community Outreach Specialist 3001880 411 Cmptg. Info. Systems Tech. I 4001881 415 Cmptg. Info. Systems Tech. II 4007061 204 Cook I 2007062 207 Cook II 2007641 405 Cosmetologist 4007951 407 Costume Tailor 4005701 203 Custodian I 2005702 205 Custodian II 2001821 504 Data Entry Operator I 5001822 507 Data Entry Operator II 5001831 504 Data Technician I 5001832 508 Data Technician II 5001833 510 Data Technician III 5003051 405 Dental Assistant I 4003052 408 Dental Assistant II 4003031 405 Dental Inst. Mngmnt. Tech. 400

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3141 405 Dental Technician I 4003142 408 Dental Technician II 4001410 508 Dietetic Clerk 5007425 209 Digital Press Operator 2001211 505 Dispatching Clerk 5007301 206 Document Center Operator I 2007311 208 Document Center Operator II 2003501 409 Drafter 4001301 505 Editorial Assistant I 5001302 508 Editorial Assistant II 5005071 210 Electrician I*** 2005070 212 Electrician II*** 2005072 214 Electrician III*** 2005073 213 Elec., High Voltage*** 2003271 408 Electron Microscope Tech. I 4003272 411 Electron Microscope Tech. II 4007391 409 Electronic Pre-Press Specialist 4003302 410 END Technician I 4003303 412 END Technician II 4003304 415 END Technician III 4003401 412 Electronics Technician I 4003402 415 Electronics Technician II 4008221 409 E. Comm. Cntr. Dsptchr. 4006301 212 Engineering R&D Mchnst.** 2006311 215 Engineering R&D Mchnst, Sr.*** 2006321 212 Engineering R&D Welder*** 2003541 413 Engineering Technician I 4003542 415 Engineering Technician II 4005090 210 Envrnmntl Systems Mech. I** 2005091 212 Envrnmntl Systems Mech. II** 2005093 213 Envrnmntl Systems Mech III** 2005101 208 EquipmentOperator*** 200

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7213 408 Esthetician 4008351 505 Extension Program Asst. I 5008352 506 Extension Program Asst. II 5008353 507 Extension Program Asst. III 500 3326 411 E.Tech.–Heart/Lung 4003321 411 Extracorporeal Tech. – Kidney 4007961 509 Facilities Coordinator 5005301 204 Facilities Mechanic I 2005302 207 Facilities Mechanic II 2005311 210 Facilities Mechanic III*** 2005861 211 FarmEquipmentMechanic 2005901 206 FarmEquipmentOperatorI 2005902 208 FarmEquipmentOperatorII 2005903 210 FarmEquipmentOperatorIII 2003801 407 Field Laboratory Technician I 4003802 408 Field Laboratory Technician II 4003803 411 Field Laboratory Technician III 4007731 209 Fire Safety Inspector 2007214 410 Flight Paramedic 4007076 204 Food Service Coordinator I 2007074 206 Food Service Coordinator II 2007072 203 Food Worker I 2007073 205 Food Worker II 2003991 413 Glassblower 4005621 208 Golf Course Maint. Wrkr. 2004111 410 Graphics Specialist I 4005791 410 Greenhouse Caretaker 4005731 206 Groundskeeper I 2005732 208 Groundskeeper II 2001311 508 Health Info. Tech. I 5001321 510 Health Info. Tech. II 5001331 512 Health Info. Tech. III 500

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3411 405 Health Physics Tech. I 4003412 410 Health Physics Tech. II 4003413 415 Health Physics Tech. III 4003331 408 Health Technician 400 3408 409 Hemodialysis Technician 4003261 405 Histology Technician I 4003262 409 Histology Technician II 4008222 410 Hospital Comm. Spec. 4007581 307 HospitalSecurityOfficer 3007661 405 Houseparent I 4007662 409 Houseparent II 4004021 408 Instructional Support Tech. 4004011 412 Instructional Systems Specialist 4004071 409 Instructional Systems Technician 4005291 210 Insulator*** 2001801 503 Key Entry Operator I 5001802 505 Key Entry Operator II 5007081 203 Kitchen Helper I 2007082 205 Kitchen Helper II 2003151 403 Laboratory Assistant I 4003152 405 Laboratory Assistant II 4003701 405 Laboratory Mech. Tech. I 4003702 409 Laboratory Mech. Tech. II 4003711 410 Laboratory Mech. Technologist 4003251 406 Laboratory Technician I 4003252 408 Laboratory Technician II 4003253 410 Laboratory Technician III 4005721 203 Laborer 2008052 204 LaundryEquipmentOperator 2008051 203 Laundry Production Wrkr. 2001501 505 Library Assistant I 5001502 508 Library Assistant II 500

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1503 510 Library Assistant III 5007211 408 Licensed Practical Nurse 4005111 210 Locksmith*** 2007971 507 Mail Center Coordinator 500 1231 506 Mail Clerk 5007681 205 Mail Distributor 2005131 209 Mason*** 2007091 207 Meat Cutter 2005321 204 Mechanic Assistant 2007911 406 Medical Assistant I 4007912 408 Medical Assistant II 4007711 208 Milker 2003601 409 Mtn. Media Production Spec. 1 4003602 412 Mtn. Media Prod. Spec. II 4007981 204 Motor Vehicle Operator I 2007982 206 Motor Vehicle Operator II 2007221 404 Nursing Assistant 4001241 505 Nursing Unit Clerk 5007261 409 Occupational Therapy Asst. 4007381 209 Offset Platemaker 2005151 209 Painter*** 2007742 407 Paraeducator 4007212 409 Paramedic 4007830 505 Parking and Trans. Attdnt. 5007810 307 P & Trans. Field Srv. Off. I 3007811 309 P & Trans. Field Srv. Off. II 3005850 205 Parking Facilities Mechanic 2005851 206 Parking Maintenance Worker I 2005852 208 Parking Maintenance Worker II 2001401 509 Patient Account Representative 5008231 403 Patient Escort 4008241 208 Patient Transport Driver 200

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5241 209 Pest Control Operator 2003381 407 Pharmacy Mnfctrng. Tech. I 4003382 409 Pharmacy Mnfctrng. Tech. II 4003361 408 Pharmacy Technician Trainee 400 3362 409 PharmacyTechnicianCertified 4003351 404 Phlebotomy Technician I 4003352 406 Phlebotomy Technician II 4004201 407 Photo Specialist I 4004202 410 Photo Specialist II 4004211 403 Photo Technician I 4004212 404 Photo Technician II 4004213 406 Photo Technician III 4007251 409 Physical Therapy Assistant 4005161 211 Pipefitter*** 2008121 306 PlantSafetyPatrolOfficer 3008131 308 Plant Safety Sergeant 3005331 210 Plumber*** 2005431 211 Pwr.Plant–Ast.Chf.Oper.**** 2005421 210 Pwr.Plant–BoilerOper.** 2005501 208 Pwr.Plant–Fr/UtltyWrkr.*** 2005411 208 Pwr.Plant–UtilityWrkr.*** 2007420 206 Press Operator I 2007421 207 Press Operator II 2007422 209 Press Operator III 2007271 404 Psychiatric Nursing Asst. I 4007272 407 Psychiatric Nursing Asst. II 4007591 309 Public Safety Dispatcher I 3007592 311 Public Safety Dispatcher II 3007503 308 PublicSafetySecurityOfficer 3007512 314 PoliceOfficerI 3007513 315 PoliceOfficerII 3007514 316 PoliceOfficerIII 300

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7521 317 Police Sergeant 3003281 409 Radiographer I 4003282 410 Radiographer II 4001261 510 Record Analyst I 5001262 512 Record Analyst II 5007241 403 Rehab. Therapy Aide 4007210 415 Registered Nurse 4004501 413 Research Technician 4004511 415 Research Technician, Senior 4004910 410 Respiratory Therapy Tech. 4005181 209 Roofer 2007741 405 School Assistant 4001071 505 Secretary I 5001072 508 Secretary II 5001073 511 Secretary III 5001075 512 Secretary IV 5007501 306 Security Guard 3003811 406 Seed Analyst I 4003812 408 Seed Analyst II 4003813 412 Seed Analyst III 4007751 403 SewingMachineOperatorI 4007752 405 SewingMachineOperatorII 4007753 407 SewingMachineOperatorIII 4007921 405 SewingMachineOper.,Hsptl. 4005191 210 Sheet Metal Mechanic I*** 2005192 212 Sheet Metal Mechanic II*** 2005341 209 Sign Painter 2005351 213 Steamfitter*** 2007761 204 Storekeeper I 2007762 206 Storekeeper II 2007763 208 Storekeeper III 2007281 206 Supply Chain Technician I 200

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7282 208 Supply Chain Technician II 2007231 408 Surgical Technologist 4005092 412 Systems Control Tech. 4007771 504 Telecommunications Oper. 5005751 208 Tree Trimmer 2005211 208 Upholsterer 2005461 411 Utility E&I Tech. I** 4005462 413 Utility E&I Tech. II** 4005463 415 Utility E&I Tech. III** 4005464 209 Utility Pl. Maint. Mech. I*** 2005465 212 Utility Pl. Maint. Mech. II***** 2005466 214 Utility Pl. Maint. Mech. III***** 2005471 209 Utility Pl. Material Handling Op.*** 2005470 213 Utility Pl. Remote Fac. Op.***** 2005467 209 Utility Pl. Operator I*** 2005468 211 Utility Pl. Operator II*** 2005469 213 Utility Pl. Operator III*** 2004444 410 Utilization Mgt. Techn 4008281 206 Vending Machine Supplier 2001601 505 Veterinary Teaching Hospital Ast. I 5001602 508 Veterinary Teaching Hospital Ast. II 5007601 410 Veterinary Technician 4005511 212 Water Plant Operator 2005521 209 Water Systems Operator 200

ForRegentsclassificationsmarkedwithasterisk(s),startingpaywillbefourand½percent(4.5%)abovetheminimum pay for each asterisk. **Start on Step 3 ***Start on Step 4 ****Start on Step 5 *****Start on Step 6

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COMMUNITY BASED CORRECTIONS60105 16 Account Clerk 1* 00660110 18 Account Clerk 2* 00660505 24 Building Maintenance Coordinator* 00660100 13 Clerk Typist* 00660335 26 Community Program Monitor 00660407 29 Community Treatment Coordinator 0066042525 CommunityWorkCrewLeader* 00660205 23 Computer Programmer* 00660510 14 Cook* 00660804 22 Data Processing Coordinator* 00660210 29 Data Processing Programmer Analyst* 00660200 19 Data Processing Technician* 00660420 18 Education Aide* 00660415 25 Education Instructor* 00660515 20 Food Service Coordinator* 00660520 23 Food Service Leader* 00660410 26 Job Developer 00660500 20 Maintenance Technician* 00660412 27 Offender Employment Specialist 00660413 30 Offender Workforce Development Spec. 0066031025 Parole/ProbationOfficer1* 0068031025 Parole/ProbationOfficer1* 0066031527 Parole/ProbationOfficer2* 0068031527 Parole/ProbationOfficer2* 0066032030 Parole/ProbationOfficer3* 0068032030 Parole/ProbationOfficer3* 00660350 30 Polygrapher 0066030520 PretrialInterviewer* 00660940 30 Psychologist 00660400 23 ResidentialOfficer* 00660125 20 Secretary* 006

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60330 26 Substance Abuse Liaison 00660300 24 Volunteer Services Coordinator* 006

*Indicates classes covered by the premium overtime provisions. For classes not indicated by an asterisk, see Appendix S. As mutually agreed upon, other classes may receive premium overtime.Thepartieswillmutuallyreviewallclassificationsandaddinallnewclassificationsordeleteallclassificationsthat no longer exist.

APPENDIX B

ORGANIZATIONAL AND EMPLOYING UNITS

Organizational units for purposes of layoff pursuant to Article VI and employing units for purposes of transfers pursuanttoArticleVIIaredefinedas:1.Regents: Institutions2.HumanServices: Civil Commitment Unit for Sexual Offenders (CCUSO)

Institutions Service Areas ChildSupportRecoveryRegions(4Fieldand 1CentralOffice) TargetedCaseManagementAreas(2Field) CentralOffice3.Transportation: Districts

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Ames/DesMoinesComplex(includingtheMotorVehicleEnforcementOfficeoftheMotorVehicleDivision and the Bureau of Investigation & Identity Protection of the Motor Vehicle Division)

4. IowaWorkforceDevelopment:a.Workers’CompensationDivision-Statewidefor transfers and layoffs.b.LaborServicesDivision-Statewidefor

transfers and layoffs.c. All other divisions, including the administrative officesat150DesMoinesStreetand1000EastGrandAvenue,consideredtogetherasone(1)statewideorganizational/employingunit,withtheexception of the Workforce Development Center AdministrationDivisionwhereorganizationalunits, for the purposes of layoff or hours reduction, areServiceDeliveryAreas(seeAppendixT).

5.Corrections: Institutions CentralOffice6.CommunityBasedCorrections: ForLayoffs: Districts FieldServices/Residential Clerical ForTransfers: Districts 7. AllotherStateagencies: Divisions Districts or Regions Institutions

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APPENDIX B2COMMUNITY BASED CORRECTIONS

Class Series for Purposes of Layoff and Bumping

Clerical: Data Processing Program Analyst Computer Programmer Data Processing Coordinator Data Processing Technician

Account Clerk 2 Account Clerk 1

Secretary Clerk Typist

FieldServices/Residential:Probation/ParoleOfficer3Probation/ParoleOfficer2Probation/ParoleOfficer1

ResidentialOfficer

Offender Workforce Development Specialist Offender Employment Specialist Job Developer

Education Instructor

Education Aide

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Volunteer Services Coordinator

PretrialInterviewer

Substance Abuse Liaison

Community Treatment Coordinator

Community Program Monitor

Psychologist

Polygrapher

Miscellaneous: Food Service Leader Food Service Coordinator Cook

CommunityWorkCrewLeader Maintenance Coordinator Maintenance Technician

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APPENDIX CENROLLMENT PERIODS, OTHER

ENROLLMENT CHANGES, AND MOVEMENT AMONG PLANS

1.HealthBenefitsPlansa.NewEmployeesNewemployeesmayenrollinsingleorfamilycoveragewithinthirty(30)calendardaysoftheirdateofemployment. Employees and dependents not enrolled duringthisperiodwillnotbeallowedtobecoveredon the plan until the next open health enrollment and changeperiodunlessthereisaqualifiedlifeeventthatwouldallowforenrollmentandchange.b. PROMISE EmployeesPROMISE program employees, as established by Executive Order Number 27, may enroll in single or familycoveragewithinsixty(60)calendardaysoftheexpirationoftheirMedicaidbenefits.c. Open Enrollment and Change PeriodIn either the months of October or November of each year,therewillbeathirty(30)calendardayopenenrollmentandchangeperiodwhenemployeesmayselectanyhealthplanofferedforwhichtheemployeemay be eligible and add or remove dependents on their plan. d. Changes During a Plan Year Followingaqualifiedevent,atanytimeduringtheyear, employees may make health insurance changes consistentwiththeeventwithoutapreexistingcondition(s)waitingperiod,providedthattimelyaction

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istakenandthatonlydependentsallowedbytheeventare added to or removed from coverage. A change may bemadeifactionistakenwithinthirty(30)calendardays(sixty(60)daysinthecaseofbirthoradoption)ofanyofthefollowingevents: Marriage; Death of a spouse or dependent; Adoption of a child, addition of stepchildren or foster children to the family; Employee or spouse reaches age 65; Spouseordependentswhohavelostcoverage.Employee, spouse or dependent becomes eligible for Medicare, or; Divorce, annulment, legal separation, or dissolution of marriage, or; Dependent no longer eligibleDependent resumes full-time student status WhenanemployeeacceptsajobwiththeEmployerinanotherpartofthestatewheretheemployee’splanisnotavailable,theemployeewillbeallowedtochangetoanother plan. At the time of the birth of a biological child, the health insurancecarrierwilladdthisnewborntotheexistingfamilyhealthcontractwheninformationbecomesavailable from any valid source that this birth occurred, e.g., hospital or professional claims submission, or an enrollmentform.Theeffectivedateofenrollmentwillbe the date of birth. If a single health contract is in effect at the time of the birth of a biological child, the enrollee must take timely actiontoenrollthenewbornandchangetoafamily

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healthcontractwithinsixty(60)daysofthedateofthisbirth. The effective date of the family health contract willbethefirstdayofthemonthinwhichthebiologicalchildwasborn.Appropriatedeductionsforpaymentofthefamilycontractwillbetakenretroactivelytoreflectthe change to a family contract. If the single health contract holder does not take timelyactiontoenrollinfamilycoveragewithinsixty(60)daysofthebirthofthebiologicalchild,thechildwillnotbeabletobeaddeduntilthenextopenhealthenrollmentandchangeperiodunlessthechildwouldbeeligibleandaffectedduetoanotherqualifiedlifeevent.2.DentalBenefitsPlana.NewEmployeesNewemployeesmayenrollinsingleorfamilycoveragewithinthirty(30)calendardaysoftheirdateofemployment. b. PROMISE EmployeesPROMISE program employees, as established by Executive Order Number 27, may enroll in single or familycoveragewithinsixty(60)calendardaysoftheexpirationoftheirMedicaidbenefits. c. Enrollment and Change PeriodTherewillbenoannualenrollmentandchangeperiodfordentalbenefits.Therewill,however,beaonetime,thirty(30)dayspecialopenenrollmentperiodfordentalinsurancewhichwillbeheldduringOctoberinthefirstyearofthisagreementatwhichtimeemployeesmay enroll in single or family coverage and may add dependents to existing contracts. d. Changes During a Plan Year

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Followingaqualifiedevent,atanytimeduringtheyear,employees enrolled in the dental plan may make dental insurancechangesconsistentwiththeeventprovidedthat timely action is taken and that only dependents directly affected by the event are added to or removed from coverage. A change may be made if action is takenwithinthirty(30)calendardays[sixty(60)daysinthecaseofbirthoradoption]ofanyofthefollowingevents, and provided that only those dependents directly affectedbytheeventareaddedtocoverage: Marriage; Death of a spouse or dependent; Adoption of a child, addition of stepchildren or foster children to the family; Employee or spouse reaches age 65; Spouse involuntarily loses coverage through another employer(i.e.,discharge,layoff,plantclosingorcompany closing). Proof of loss shall be the Involuntary Loss of Coverage Statement signed and dated by the previousemployer(whichallemployersarerequiredbyfederallawtoprovideuponrequest); Employee, spouse or dependent becomes eligible for Medicare; Divorce, annulment, legal separation, or dissolution of marriage, or; Dependent no longer eligible Dependent resumes full-time student status Birth. Timely action must be taken in order to add a newborntoanexistingsingleorfamilydentalcontract. If a single dental contract is in effect at the time of the birthofabiologicalchildandtheemployeewishestoadd

144

thenewborntotheirdentalcontract,theemployeemustenrollinafamilydentalcontractwithinsixty(60)daysof the date of this birth. The effective date of the family dentalcontractwillbethefirstdayofthemonthinwhichthebiologicalchildwasborn.Appropriateemployeedeductionsforpaymentofthefamilycontractwillbetakenretroactivelytoreflectthechangetoafamilycontract. Other family members not affected by the birth are not eligible to be added because of this event. If the single dental contract holder does not enroll in familycoveragewithinsixty(60)daysofthebirthofthe biological child, there is no further opportunity to addthischildunlessthechildwouldbeeligibleandaffectedduetoanotherqualifiedlifeevent.

APPENDIX C-1HEALTH BENEFITS

REVIEW COMMITTEE

DuringthetermofthisAgreement,ahealthbenefitsreviewcommitteeshallbeformed.Thecommitteeshallbecomprisedofseven(7)UnionrepresentativesappointedbythePresidentofAFSCMEIowaCouncil61,andseven(7)employeesrepresentingtheEmployerappointedbytheChiefOperatingOfficerofDAS-HREinconsultationwiththeStateCourtAdministrator.TheEmployer’srepresentativesshallelectone(1)co-chairandtheUnion’srepresentativesshallelectone(1)co-chair.Thecommitteewillfocusitseffortsonthreemainissues:quality(definedasappropriateutilizationand

145

communication), employee education and cost containment.Thecommitteeshallmeetonceeverysix(6)monthsduring the term of the Agreement to discuss agenda itemsdefinedbytheco-chairsinadvanceofthecommittee meeting. Each committee meeting shall last nolongerthantwo(2)hours.Unionrepresentativesparticipating in the meetings shall be in pay status for travel time and the time spent in such meetings. Attendance at such meetings shall not make an employee eligible for overtime pay if attendance occurs ontheemployee’sdayoff,orstartsbeforeorextendsbeyondtheemployee’sscheduledworkday.Participantsshall be reimbursed for mileage and meal expenses by AFSCMEIowaCouncil61.

APPENDIX DDENTAL BENEFIT COVERAGE

1. Diagnostic and Preventative ServicesPlanpaymentatonehundredpercent(100%)UCR.Routineexaminationandteethcleaningtwiceinaplanyear.Bite-wingx-raysattwelve(12)monthintervals.Fullmouthx-raysonceinanythree(3)yearintervalunlessspecialneedisshown.Topicalfluorideapplicationsasprescribedbythedentistfor unmarried dependent children, but not more than onceinanytwelve(12)monthinterval.2. Routine and Restorative ServicesPlanpaymentateightypercent(80%)UCR.

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Regularcavityfillings(amalgam,stainlesssteelcrowns,synthetic porcelain and plastic).Emergency treatment for relief of pain.Oralsurgery(toothextractionsandotheroralsurgery,including pre and post-operative care).Topical applications of sealants for unmarried dependentchildrenwhoarelessthanfifteen(15)yearsold. Not more than a single application for each molar. Lifetimemaximumpermemberonehundredtwentydollars($120.00).No deductibles.3. Major Restorative ServicesPlanpaymentatfiftypercent(50%)UCR.Root canals.Goldfillingswhenotherfillingmaterialscannotbeused.Crownsandjacketswhennecessaryandwhenfillingscannot be used.Thedentalbenefitsshallincludesurgicalaswellasnon-surgicaltreatmentforgumandbone(alveolar)diseases(surgicalandnon-surgicalperiodontics)atfiftypercent(50%)coinsurance.4. ProstheticsThedentalbenefitsshallincludebridgesanddenturesatfiftypercent(50%)coinsurance.5. Annual Maximum Plan PaymentTheannualmaximumplanpaymentforallplanbenefitsshallbefifteenhundreddollars($1,500)permemberperyear.6. OrthodonticsThedentalbenefitsshallincludeorthodonticstobepaid

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atfiftypercent(50%)coinsurancewithaperdependentlifetimemaximumoffifteenhundreddollars($1,500).

APPENDIX ERELOCATION REIMBURSEMENT

1. GENERAL POLICYExecutivebranchstateemployeeswhoarereassignedat the direction of the Appointing Authority shall be reimbursed for relocation and related expenses in accordancewiththispolicy,withamaximumamountofexpensetothestateoffiftythousanddollars($50,000).If approved by the Appointing Authority, an individual newlyhiredorpromotedmaybereimbursedforrelocation and related expenses at the same rate used for thereimbursementofacurrentemployeewhohasbeenreassigned. The Appointing Authority shall have the discretiontodecidetheextenttowhichreimbursementisprovidedtonewlyhiredorpromotedemployees.PriorwrittenapprovalmustbegivenbytheDepartmentofAdministrative Services-State Accounting Enterprise (DAS-SAE)totheAppointingAuthorityforrelocationto or from outside the continental United States. Upon requestoftheAppointingAuthority,exceptionstothispolicymaybemadewithpriorwrittenapprovaloftheDAS-HRE. Eligibility for reimbursement shall occur whenallofthefollowingconditionsexist:*ThemoveisfortheprimarybenefitoftheState;*Apermanentchangeindutystationisrequired;and * The individual must change his or her place of

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personalresidencebeyondtwenty-five(25)miles.(Formoveslessthantwenty-five(25)miles,norelocationexpensesreimbursementwillbeallowedunlessDAS-HREhasgivenpriorwrittenapproval.) An employee may elect to relocate temporarily and remain eligible to relocate permanently at any time thereafterforaperiodofuptotwelve(12)monthsfrom the day before the employee is to report to thenewdutystation.Temporarylivingexpensesrequestedforreimbursementduringsucha“temporaryrelocation” shall be included as part of the total amount reimbursableunderthispolicy[uptoninety(90)calendar days]. Claims for reimbursement of temporary livingexpensesshallbefiledontheTemporaryLivingExpenseClaimform[TP(RELO-SUB)].One(1)memberoftheemployee’simmediatehouseholdmaybeeligible for limited temporary living expenses. Reimbursementofrelocationexpenseswillnotoccurpriortothetimetheemployeeisofficiallyonthepayrollorthetimetheemployeehasanofficialchangeindutystation,andwillbemadeonthebasisofDAS-HRErulesandpoliciesineffectatthattime.However,approval to incur expenses and to submit claims for reimbursement may occur before the employee is officiallyreassignedorplacedonthepayroll.ClaimsforreimbursementofrelocationexpensesshallbefiledontheRelocationExpenseClaimform[TP(RELO-EXP)].Unlessotherwiseprovidedinthispolicy,reimbursement amounts for meals, lodging and personal vehiclemileagewillbethesameasforaStateemployeeon State business.

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Disputeswithregardtotheapplicationandinterpretationofthispolicy,aswellasexceptionstothis policy, shall be submitted to and resolved by the Director of the Department of Administrative Services. Theresolutionshallbeputinwritingandcopiessenttothe Appointing Authority, the employee and DAS-HRE.

2. DEFINITIONS• Amortization-Apaymentplanwhichenablestheborrowertoreducehisorherdebtgraduallythroughmonthly payments of the principal.

• Appraisal fee - A fee charged by an appraiser for an appraisal report. If the lender secures the appraisal, the fee is usually paid to the lender.

• Assumption fee - A fee charged by a lender to compensate for administrative costs related to an assumption of a pre-existing mortgage.

• Binding, not to exceed bid - A bid that is guaranteed not to exceed a certain dollar amount.

• Bridge loan-Aloan,fromafinancialinstitution,tocovertheshortintervalbetweenbuyingahouseandselling another.

• Credit report-Areportrequiredbyalenderonthecreditstandingofaprospectiveborrower.

• Duty station-Ageographiclocationwhereanemployeeisofficiallyassignedtowork.

• Escrow agent’s fee-Afeechargedbyanescrowagenttoestablishanescrowaccount.

• Former residence - A personal place of residence ownedorrentedbytheemployeeimmediatelypreceding the move.

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• Household goods - Personal property that belongs to theemployeeortheemployee’simmediatehouseholdmembers and that is related to occupying, maintaining or caring for a home. Household goods include yard items such as utility sheds and play sets that are reasonablymovableaswellasrecreationalequipmentand vehicles.

• Immediate household -Individualswhoaremembersoforresideintheemployee’shousehold.

• Lender application fee or loan origination fee - A feechargedbyalenderwhichisinessencea“servicecharge”tocompensateforthelender’sadministrativeand loan preparation costs. The fee is usually expressedinpoints(aflatpercentageoftheloanamount).

• Mobile home-Amobiledwellingconstructedforuseas a residence and designed to be moved. Includes components attached to or a part of the home.

• Mortgage - A lien or claim given by a buyer to a lender to secure advances on, or the unpaid purchase price of, real property. Includes contracts for the purchase of real property.

• Mortgage prepayment penalty - A fee charged bythelenderwhenaborrowerpaysoffanexistingmortgage prior to its expiration.

• Promotion - The acceptance by a nontemporary employee of an offer by an appointing authority tomovetoapositioninaclasswithahigherpaygradethatmayinvolvemovementbetweenpositionscovered by merit system provisions and positions not covered by merit system provisions.

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• Realtor commission - A fee charged by the agent for the sale of real estate property; usually a percent of theproperty’ssaleprice.

• Reassignment - The movement of an employee and thepositiontheemployeeoccupieswithinthesameorganizational unit or to another organizational unit at the discretion of the Appointing Authority. A reassignmentmayincludeachangeinduties,worklocation,daysofworkorhoursofwork,andmaybe temporary or permanent. A reassignment may resultinachangefromtheemployee’spreviousjobclassification.

• Residence-Anemployee’splaceofpermanentresidence.

•Theemployeemayhaveonlyone(1)residencefromwhichthemoveisbeingmade.Otherhomesorrealpropertyownedorrentedbytheemployeearenotcovered for the purposes of this policy, unless it is temporaryhousing.However,withpriorapproval,household goods from other locations may also be moved(e.g.,itemsinstorageorsituationswheretheemployeeoramemberoftheemployee’simmediatefamily occupies a dormitory room).

•Aresidenceownedbytheemployeemeansaresidenceownedinwholeorinpartbytheemployeeor spouse.

• If the former residence is part of a multiple-family or multiple-purposepropertyownedbytheemployee,incidental moving expenses incurred for selling the propertywillbeproratedtoincludeonlythatpartoftheexpensesapplicabletotheemployee’sactualresidence.

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• Severance agreement-Awrittenagreementbetweenthe Employer and employee stipulating salary and benefitstobepaiduponseparation.

• Stop-over or pick-up charges - A fee charged by the movingcompanywhenthegoodstobemovedmustbepickedupfrommorethanone(1)location,orwhenatemporarydelayindeliverytothenewlocationisnecessary(mayalsobecalledin-transittemporarystorage).

• Title and recording fees - Fees charged by a county to record a sale of real property and establish ownershipofrealestateproperty.

• Transfer tax - A state revenue stamp, documentary stamporothertaxrequiredonthetransferofrealproperty. The amount is based on the actual sale price of the real property.

3. MAKING ARRANGEMENTS In all situations, the employee is responsible for makingrelocationarrangements,butmustfirsthavetheapprovaloftheappointingauthoritybeforefinalizingthe arrangements. Neither the agency nor the State ofIowashallberesponsibleforlossordamagetoanemployee’spersonalproperty.Anemployeewhoisapprovedforreimbursementofrelocation expenses shall obtain original “binding, not toexceed”writtenbidsfromatleasttwo(2)licensedcarriers.Thebidwiththelowestdollaramountwillbethebidaccepted.Theemployeemay,however,makeanalternateselection,buttheamountthatwillbe reimbursed shall not exceed the dollar amount ofthelowestbid,andtheemployeemustreceive

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prior approval from the appointing authority before contractingwithorutilizinganalternatecarrier. An employee approved for reimbursement of relocationexpenseswhoismovinghisorhermobilehomeshallobtainatleasttwo(2)“binding,nottoexceed”writtenbidsonthecostofmovingthemobilehome and the disassembly and reassembly of any components.Thebidwiththelowestdollaramountwillbethebidaccepted.Theemployeemay,however,makeanalternateselection,buttheamountthatwillbe reimbursed shall not exceed the dollar amount ofthelowestbid,andtheemployeemustreceiveprior approval from the appointing authority before contractingwithorutilizinganalternatetransporterand installer. Aftertherelocationiscomplete,theemployeewillfurnishtheagencywiththeproperdocumentationneeded to prepare and process the claim for payment. Incasetheemployeewishestopaythecarrier,transporter, or installer immediately after the move orisrequiredtodoso,theemployeemayclaimreimbursement from the State by using the Relocation ExpenseClaimform[TP(RELO-EXP)].AllsupportingdocumentsthatarerequiredbytheState(originalinvoice) must be furnished by the carrier, transporter, or installertotheemployee,whomustattachthemtohisor her claim. The invoice must be marked clearly and signed by the mover “Paid in Full.” Employeeswhowishtomovethemselvesshallnotbereimbursedanamountthatexceedsthelowestbidforthe move. The expense reimbursement voucher must

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beaccompaniedbythetwo(2)carrierbidsandanyapplicable receipts. Neither the employee nor family memberswillbereimbursedfortimespentassistingwithordoingtheirownmove.4. EXPENSES THAT ARE REIMBURSABLETHE FOLLOWING EXPENSES ARE ELIGIBLE FOR FULL REIMBURSEMENT:• Household goods.

a. Movement of household goods by a moving company.• Moving interior and exterior household goods from theformerprincipalresidencetothenewprincipalresidence.

•Insuranceforthefull(nodeductible)replacementvalue protection of all household goods. The cost of insurancemustbeclearlyspelledoutinthemovers’bids.

• Cost of packing and unpacking household goods.• Cost of disassembly and reassembly of household

goods.• Stop-over and pick-up charges. This also includes

expenses of moving household goods into storage and removing household goods from storage.

• Storage charges on household goods for up to ninety (90)days.

Payments to the carrier, transporter, or installer for moving expenses may be paid directly by the State or the employee may pay the carrier, transporter, orinstallerdirectlyandrequestreimbursementfromtheState.Ineithercase,thefollowingdocumentationwillberequired:

•Originalsorfaxedcopiesoftwo(2)signedmoving

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company bid sheets from licensed carriers, transporters, or installers; and

• Original invoice or bill of lading furnished by the carrier, transporter, or installer; and

• Invoice marked “Paid in Full” and signed by the carrier,transporter,orinstaller(ifpaiddirectlybythe employee); and

• Completed relocation expenses claim forms.b. Self-move of household goods.• Mileage reimbursement at the state rate for using amotorvehicle.Morethanone(1)tripmaybereimbursedbetweentheformerprincipalresidenceandthenewprincipalresidence,asnecessary.

• Trailer and trailer hitch rental. Truck rental plus reimbursement for the cost of fuel for the truck. Morethanone(1)tripmaybereimbursedbetweentheformerprincipalresidenceandthenewprincipalresidence, as necessary. Original receipts for fuel mustbeaccompaniedbydocumentationshowingorigin, destination and miles driven.

•Tripinsuranceforfull(nodeductible)replacementvalue protection for the time period of the move.

•Rentalofequipmenttodisassembleorreassemblehousehold goods.

•Daylabor[maximumoftwelvedollars($12)perhour]hiredtoassistwiththeself-move(theemployee and members of the immediate household are not eligible for this reimbursement). A handwrittenreceiptdatedandsignedbythepersonreceivingpaymentshowingthehoursworkedandtheamountpaidmustaccompanytherequestfor

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reimbursement.c. Movement of a mobile home.• Preparation of the mobile home for the move.• Moving the mobile home including, as necessary,

the cost of disassembly and reassembly of any components attached to or a part of the mobile home.

• Set-upincludingtie-downs,skirting,levelingpadsand concrete blocks.

• Insuranceforfull(nodeductible)replacementvalueprotection of the mobile home.

NOTE:Ifnotmoved,themobilehomewillbeconsidered a principal residence and expenses relatedtoitssalewillbereimbursedaccordingly.

• Realtor commission. Realtor commission on the sale oftheemployee’sformerprincipalresidence.Theclaimforreimbursementshallincludeone(1)copyoftherealestateclosingstatementshowingthesalepriceoftheresidenceandtherealtor’scommissionfees.

• Marketingexpensestoselltheresidencewithoutarealtor.Expensesassociatedwithmarketingtheformerprincipalresidenceforsalewithoutusingtheservices of a realtor are reimbursable in lieu of the realtor commission. All other expenses associated withthesalearesubjecttoandcoveredbythefivethousanddollar($5,000)limit.

• Subsistenceexpenses(temporarylivingexpenses).Subsistenceexpensesaredefined,forthispurpose,as breakfast, lunch, dinner, lodging, and up to ten minutes of long distance telephone or cellular phone

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calls to the former principal residence each day. Subsistenceexpenseswillstartonthedaypriortothedaytheemployeeistoreporttothenewdutystationandendonthedayaftertheemployee’shouseholdgoodsaredeliveredtotheemployee’snewprincipalresidenceorattheendofninety(90)calendardays,whichevercomesfirst.

Theninety(90)calendardaysfortheemployeeshall be consecutive unless the employee must be absentonStatebusinessfromthenewdutystationformorethanfiveconsecutiveworkdays,inwhichcasethosedayswillnotbecountedtowardtheninety(90)calendardaytimeframe.

Subsistence reimbursement for meals and lodging willbeuptothecurrentrateforemployeein-statetravel as established in the DAS-SAE Accounting PoliciesandProceduresManual.One(1)memberoftheemployee’simmediatehousehold,iflivingwiththeemployee,isalsoeligibletoreceiveupto the same amount per day for meals, but not lodging,foramaximumofninety(90)calendardays.Bothninety(90)calendardayperiodswillrun concurrently. This reimbursement is in addition to “expenses during move of household goods.” Lodging may include month to month apartment rental and related utilities in lieu of a motel, in whichcaseunrefundeddepositsmaybeclaimedforreimbursement. “Related” utilities are those items thatwouldbeincludedinthecostofamotelandaredefined,forthispurpose,asgas,electricity,basictelephone,basiccabletelevisionandwater.Claims

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for reimbursement of subsistence expenses shall be filedontheTemporaryLivingExpenseClaimform[TP(RELO-EXP)].

Inlieuoforincombinationwithsubsistenceexpenses, an employee may be reimbursed for mileage and meals at the daily in-State rate to commutebetweenthenewdutystationandtheemployee’sformerprincipalresidence.Dailyreimbursementforcommutingwillnot,however,exceed the daily subsistence expense maximums thatwouldbeallowediftheemployeeremainedatthenewdutystationlocation.

• Income tax assistance. Employees must pay taxes on the prior calendar year’staxablerelocationexpenses.Incometaxassistancepaymentsofthirty-fivepercent(35%)for reimbursement of taxable relocation expenses willbeincludedeachtimeaclaimispaid.Important:Employeeswillnotreceiveanyfurthercompensation for taxable relocation expenses at the end of the calendar year.

THE FOLLOWING EXPENSES ARE ELIGIBLE FOR REIMBURSEMENT UP TO AN AGGREGATE TOTAL OF FIVE THOUSAND DOLLARS($5,000): • Incidental expenses.a.Costsassociatedwiththesaleorpurchaseof

a residence. To be eligible for reimbursement underthiscategory,theemployeemustownhis/her principal residence at the time of hire or reassignment.

This category includes necessary and reasonable

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costs incurred by the employee incidental to thepurchaseofanewprincipalresidenceandcustomarily paid by the buyer, and incidental to the sale of a former principal residence and customarily paid by the seller.

Thefollowingcostsassociatedwiththesaleoftheemployee’sprincipalresidencearereimbursableunderthispolicy:

• Itemspayableinconnectionwithaloan: Veterans Administration Funding Fee MortgageRelease/PrepaymentPenalty Wire Transfer Fee Postage Fee•Titlecharges: Administrative Compliance Fee Settlement Fee Abstract or Title Search Document Preparation Notary Fee Attorney Fee Deed Preparation Abstract Continuation • Governmentrecordingandtransfercharges: Mortgage Release Fee Deed or Tax Stamps• InspectionFees(ifrequiredbylaw) Pest Inspection Termite Inspection Radon Inspection Structural Inspection Electrical/PlumbingInspection

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Thefollowingcostsassociatedwiththepurchaseofaprincipalresidencearereimbursableunderthispolicy:• Itemspayableinconnectionwithobtainingaloan: Loan Origination Fee Appraisal Fee Credit Report Processing Fee Closing Fee Prepaid Loan Fee Loan Assumption Fee Commitment Fee EscrowAgentFee Wire Transfer Fee Postage Fee UnderwritersFee• Titlecharges: Administrative Compliance Fee Abstract or Title Search Document Preparation Title Examination Notary Fee Attorney Fee Plat Drafting PlatDrawing/Survey TitleInsurance(TitleGuarantee) Survey Charges FloodCertificationFee• Governmentrecordingandtransfercharges: Deed Recording Fee • InspectionFees(ifrequiredbylaw): Radon Inspection

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Structural Inspection Electrical/PlumbingInspection

b. Utility disconnect and connect charges. Utility connect charges do not include refundable utility deposits or refundable utility cooperative memberships.

c. Residence disposal and location expenses.•Transportationforuptotwo(2)roundtripsbetweentheformerprincipalresidenceandthenewprincipalresidence(reimbursableatthecurrentstaterateifa personal automobile is used or at the coach rate iftravelisbyair)fortheemployeeandone(1)household member. This includes travel to conduct businessassociatedwiththesaleoftheformerprincipal residence.

•Actualmealandlodgingexpensesforuptofive(5)daysandfour(4)nightsforeachofthetripsmentioned in the paragraph above for the employee andone(1)householdmemberwhilevisitingthenewprincipalresidencelocation.

•Automobilerentalforuptofive(5)daysplusreimbursement for the cost of fuel for each of the trips mentioned in the paragraph above.

• Long distance telephone or cellular phone calls and fax charges incidental to the sale or subletting of the formerprincipalresidenceand/orthepurchaseorrentalofthenewprincipalresidence.

d. Expenses during move of household goods.• Actual meals and lodging for the employee and each memberoftheimmediatehouseholdforuptofive(5)daysandfour(4)nightswhilehouseholdgoodsare in transit.

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•Atthetimeofthemove,one-waymileage(atthestaterate)foruptotwo(2)vehicles,ownedbytheemployeeoramemberoftheemployee’shousehold, from the former principal residence to thenewprincipalresidence.Shouldtheemployee’shouseholdcontainmorethantwo(2)licenseddrivers,thenumberofvehiclesforwhichmileagereimbursementmaybeclaimedshallbeequaltothe number of licensed drivers. In lieu of driving automobiles from the former principal residence tothenewprincipalresidence,theemployeeand/ortheemployee’simmediatehouseholdmembersmay choose an alternate means of transportation for reimbursement and have the vehicles moved by the moving company.

e. Costs incurred in settling a lease, not to exceed three (3)months’rent.

Thisexpenseshallnotbeallowedifitisdeterminedthattheemployeeknew,orreasonablyshouldhaveknown,thatareassignmentwasimminentbeforeentering into a lease agreement.

5. DAYS OFF WITH PAYEmployeesmayutilizeuptoatotalofeighty(80)hoursofpaidworktimeoffforanycombinationofthefollowingreasons:•Locatinganewprincipalresidence.• Closing on the sale or lease of the former principal residence.•Closingonthepurchaseorleaseofthenewprincipal residence.•Movinghouseholdgoodsfromtheformertothenew

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principal residence.• Related incidental activities.

6. EXPENSES NOT REIMBURSABLE• Expenses reimbursed by the former employer as part

of a severance agreement.• The cost of transporting vehicles not included in

“Expenses during move of household goods.”• The cost of or related to moving livestock.•Anyotheritemsnotspecificallycoveredbythispolicy.• Any reimbursable item in excess of the limits set in

this policy.• Refundable apartment and utility deposits.• Cable, satellite or other TV, or radio installation or

disconnection charges.7. REPAYMENT As a condition of receiving reimbursement for moving expenses, the recipient must sign an agreement to continue employmentwiththeappointingauthorityasprovidedfor in the rules of the Department of Administrative Services[IAC11-64.9(5)].Acopyoftheagreementshallaccompanythereimbursementrequestforms.

APPENDIX F AIRPORT FIREFIGHTERS

1. Overtime CompensationNotwithstandingtheprovisionsofArticleVIII,Section2,employeesinthejobclassificationAirportFirefightershallreceiveovertimeforthosehourstheyworkinexcessoftheirregularlyscheduledworkshift.

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2. Sick Leave Computation and AccrualAirportFirefightersshallcontinuetoaccruesickleaveusing the current conversion factor. 3. Annual Leave Computation AccrualAirportFirefightersshallcontinuetoaccrueleaveusing their current conversion factor. 4. Holiday Computation and AccrualForemployeesinthejobclassificationAirportFirefighter,thehoursforholidaysshallbecomputedusing the current conversion factor and the total shall beproratawiththeemployeereceivingonetwenty-sixth(1/26)oftheyearlyentitlementperpayperiod.Thehoursshallbecreditedtotheemployee’saccruedvacation account and shall be taken in accordance withtheproceduressetforthinArticleIX,Section11,Vacations.5.PursuanttoArticleIX,Section11(B)1,AirportFirefighterswillbegrantedleaveequaltoone(1)scheduled shift.

APPENDIX G DEPARTMENT OF PUBLIC DEFENSE

1. The Employer agrees to provide reimbursement of up to onehundreddollars($100.00)forcoldweatherprotectiveclothing.Employeesinthefollowingjobclassificationsareeligibleforcoldweatherprotectiveclothing: Electricians HVAC Technicians HVAC Coordinators

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PowerPlantEngineers Locksmiths Plumbers Maintenance Repairers Mechanics HeavyEquipmentOperators EquipmentOperators Employees shall be eligible for this reimbursement everytwo(2)years.Thecoldweathergeareligibleforthisreimbursementincludes: • Winterheadgear/facemasks • Winter outer garments • Thermal under garments • Insulated gloves • Insulated socks2.Employeesattheirdiscretionwillbeallowedtocarryovertwenty(20)hourstothenextyear.Theyearfor the purpose of utilization of compensatory time shall end on September 30.3.TheEmployeragreestoenforcetheStateofIowaViolence-FreeWorkplacePolicy.Trainingwillbeavailableforemployeesuponrequest. 4. The Employer agrees to provide for safety shoes consistentwiththeprovisionsofthemainbodyofthecontract.

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APPENDIX HDEPARTMENT OF CORRECTIONS

1. Scheduling for compensatory time, holidays, bankedholidaysandholidaypremiumtimewillbeinaccordancewithArticleIX,Section11,Vacations. 2. In the event an employee of a correctional institution has been determined by the Appointing Authority to have been held hostage, the employee willbeeligibleforapaidleaveofabsenceuptoninety(90)daysasdeterminedbyalicensedphysiciantobenecessary for recovery from stress. Such paid leave shallnotbechargedagainsttheemployee’ssickleaveaccount. 3. The parties recognize the importance of the confidentialityofmedicalinformation.Additionally,thepartiesagreethatallapplicablefederalandStatelawsshallbefollowedinregardstoinformationconcerninginmates/residents/clientswhohavebeenidentifiedashavingcommunicable/contagiousdiseases.Employeeswillbeprovidedwithappropriateinformationwhichwillbeavailableeitheroneachlivingunitortheinstitution’sintranetsystemregardinginmates/residents/clientswhohavebeenidentifiedashavingcommunicable/contagiousdiseasesofsubstantialhealthrisk pursuant to the memorandum from Hal Farrier datedDecember29,1986,whichaddressestheHealthServices Policy HSP-85-907. The provisions of this memorandumwillbeimplementednolaterthanJuly15, 1987.4. “MedPasser”differentialwillbepaidto

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CorrectionalOfficersandNursingUnitCoordinatorsthatarerequiredtopassmedication.Aneligibleemployeewillreceiveseventy-fivecents($0.75)perhour differential for a full shift on any day he or she passesmedications,regardlessofwhethertheemployeeactually passes medications on each hour of the shift. Thedifferentialwillnotbepaidfordaystheemployeedoes not pass medications.5. EveryemployeerequiredtowearBasicDressUniforms(BDU)willbeprovidedwiththree(3)setsofcotton/polyesterBDUsconsistingofthree(3)trousers,three(3)longsleevedshirtsandthree(3)shortsleevedshirts.6.TheEmployerwillallowUnionrepresentativestheuseofanexistingphonelineforUnionbusinesswithsupervisor’sapproval.ThiswillbeatnoadditionalcosttotheUnionortheEmployer.UseofthiswillbeincompliancewithArticleIIandArticleIVofthisAgreement.7.EffectiveJuly1,2015,theEmployerwillreimburseemployeesuptoonehundredandfiftydollars($150.00)during the life of this Agreement for the cost for the purchase/replacementofshoes/bootsforemployeesthatarerequiredtowearaparticularcolororstyleofshoes/boots. 8. Effective July 1, 2009, the Employer agrees to provide a paid meal period to all employees in the jobclassificationsofCorrectionalBuildingServiceCoordinators, Correctional Trades Leaders, and Correctional Food Services Coordinators. The Employer agrees to continue providing paid meal periods for those positions currently receiving them.

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9. The Department of Corrections agrees that any changestoposts/positionsthatbecomeopenorarecreatedwillbediscussedatmonthlyinstitutionLabor/Management meetings. 10.NotwithstandingthelanguageinArticleIII(ManagementRights),thepartiesagreethatshiftswithno unpaid break for a meal period shall continue for all Registered Nurses, Licensed Practical Nurses and NursingUnitCoordinatorsatthefollowinginstitutions: Anamosa State PenitentiaryIowaMedicalandClassificationCenterIowaStatePenitentiary Mount Pleasant Correctional Facility Effective September 1, 2015; the parties agree that shiftswithnounpaidbreakforamealperiodshallbe implemented for all Registered Nurses, Licensed Practical Nurses and Nursing Unit Coordinators at the followinginstitutions: Clarinda Correctional FacilityIowaCorrectionalInstituteforWomen The parties agree that discussions shall be held at LocalLabor/ManagementMeetingsforthecreationofshiftswithnounpaidbreakforamealperiodforRegistered Nurses, Licensed Practical Nurses and NursingUnitCoordinatorsatthefollowinginstitutions: Fort Dodge Correctional FacilityNewtonCorrectionalFacility North Central Correctional Facility The State may make administrative adjustments to theirstartandfinishtimestoimplementstaggeredshifts as needed.

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APPENDIX IDEPARTMENT OF TRANSPORTATION

1. Pursuant to Article VIII, Section 1, Work Schedules,employeescalledouttoworkcontiguoustotheirregularlyscheduledshiftwillbeallowedtocompletetheirshiftuptoatotaloftwelve(12)consecutive hours.2. ThefollowingshallcontroltheinterpretationofArticle VIII, Section 1, as applied to the Department of Transportation and shall not serve as a precedent to grievances from other departments nor serve in a prejudicial manner to either the Employer or the Union withrespecttogrievancesfromotherdepartments:a.Schedules:DOTmaintenanceemployeeswillbefurnishedworkschedulesindicatingtheemployees’daysandhoursofwork.Theseschedulesareforinformationalpurposesonly and shall not constitute the basis of a grievance concerning overtime eligibility or computation.DOTemployeesworkingonaconstructionprojectwillbeinformedofthelocationandhoursofworkoftheirassignment as soon as practicable after the Employer becomesawareofthelocationandhoursofwork.b.Hours:Reductioninhoursduringtheworkweekshouldbedoneforlackofworkorotherlegitimatereasons.Such determinations are at the sole discretion of the Employer.Maintenancegarageemployeeswillbesenthomeonthebasisofinversesenioritywithinthemaintenance garage. For purposes of this paragraph

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only,senioritygroupswillbedefinedastheindividualjobclassification,exceptforHighwayTechnicianAssociateandHighwayTechniciansthatareassignedtoandcurrentlyperforminghighwaymaintenanceworkandEquipmentOperatorsSeniorswhoshallconstituteasingle seniority group. 3. Pursuant to Article VIII, Section 2, Overtime, for Blue Collar and Technical bargaining unit employees, inthosecaseswhenanemployee,whoisnotscheduledforSaturdayandSundaywork,issenthomeduetolackofwork,orissickonascheduledworkday,workperformedonaSaturdayorSundayduringthatworkweekwillbepaidatthepremiumrateofpay. 4. Pursuant to Article VIII, Section 2, Overtime, for “equalizationofovertime”purposes,iftheemployeehasnotnotifiedtheEmployerinwritingthathe/shewillnot be available for overtime, and if the Employer is not able to contact the employee and they can verify by phonerecordorotherdocumentationthatreflectstheattemptedcontact,thentheemployeewillberecordedashavingdeclinedtoworkovertime.Overtimeequalizationwillbewithintwenty(20)hoursperfiscalyear.Asharedworkerreturningtohis/herregularworkunitshallbecreditedwiththeaveragenumberofovertimehoursworkedbyemployeeswithinthesameclassificationwithintheworkunitwhiletheemployeewasperformingthesharedworkerduties.5. PursuanttoArticleIX,Section12,Holidays:a. Holidaypaywillbeequaltoone(1)regularlyscheduledworkdaywhethertheemployeeactually

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worksornot.b. Holidaypayforemployeesassignedtoandworkingonaconstructionsitewillbeequaltotheaverageofthehoursworkedperdayintheworkweekcontainingtheholiday,nottoexceedten(10)hoursbutnotlessthaneight(8)hours. 6. The Employer agrees to provide reimbursement of onehundreddollars($100)perthetermofthiscontractforcoldweatherprotectiveclothingforemployeeswhosejobassignmentsrequirethemtoregularlyworkoutsideduringthecoldweathermonths.IftheclothingisrequiredtomeettheANSIsafetystandardsorIowaDepartment of Transportation Policy and Procedures, thisrequirementmustbemet.Thecoldweathergeareligibleforthisreimbursementincludes:• winterheadgear/facemasks• winteroutergarments• thermal under garments• insulated gloves• insulated socks

Theemployeeseligibleforthisreimbursementinclude: HighwayTechnicianAssociate(Equipment Operators) HighwayTechnician EquipmentOperatorSenior HighwayTechnicianSenior Garage Operations Assistant Construction Technician Construction Technician Senior

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Survey Party Chief Construction Technician Assistant Asst. Survey Party Chief Soils Party Chief Bridge Inspector 1 Bridge Inspector 2 Asst. Soils Party Chief Mechanic Maintenance Worker 2 Electrician Electrical Maintenance Specialist Transport Driver Locksmith Communication Technician 1 Communication Technician 2 Communication Technician 3 Anyonewhoperformswinteroperationsasa sharedworker.Thissectionwillapplytoanyclassesorposition(s)mutually agreed upon by Management and the Union basedontheprimarydutiesoftheposition(s).Ifthepartiesareunabletoagree,DAS-HREwillmediatearesolution. If unable to reach a mediated resolution, the Director/DesigneeoftheDepartmentofTransportationandthePresidentofAFSCMEIowaCouncil61/Designeewillmakethedecision.7.Whenrequiredforsafetyreasonsthereshallbetwo(2)employeesoftheDOTassignedtoextraheavy-dutyright-wingtrucksduringsnowremovaloperationswhenwingingoutsidetheshoulderline.Theuseofthewingasamoldboardextensionforplowingpavementand

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shoulder surfaces is excluded.8.MotorVehicleOfficersandMotorVehicleSergeantswithatleasttwenty-two(22)yearsofseniority,butnotmorethanfiftypercent(50%)ofthecrew,byclassification,willnotberequiredtoworkthelateshift(shift3).Ifitbecomesnecessarytoassignemployeestoworkthelateshift,theywillbeassignedinreverseseniority order.9.EmployeesintheHighwayDivisionwillbeeligibleforworkdifferentialunderthefollowingparameters.A.ThoseemployeeswhoarenotHighwayTechnicianAssociates,HighwayTechniciansandHighwayTechnicianSeniors,EquipmentOperatorSeniors,GarageOperationsAssistantsorMechanicswhenperformingthedutiesinone(1)ofthefollowingactivities:

*PhaseOnesnow/iceremoval *PhaseTwosnow/iceremoval * Frost Runs * Chemicals and Abrasives *SnowFence *EquipmentCleaning *Othersnow/iceduties * Anti-icing.B.ThoseemployeeswhoarenotintheConstructionTechnicianseries,MaterialsTechnician/Fabricatorsseries,HighwayTechniciansorHighwayTechnicianSeniorswillbeeligibleforworkdifferentialwhenperformingthefollowingduties:

* Construction Inspection * Materials Inspection

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*Surveydutiesrelatedtoaspecificconstruction project * District Land Survey operations.Eligibleemployeeswillbepaidaworkdifferentialofsixandone-halfpercent(6.5%)ofthetoppayofaHighwayTechnicianAssociateforhoursactuallyworkedperformingthedutiesspecifiedabove.TrainingthatManagementrequirestoperformdutiescoveredbytheworkdifferentialwillbepaidattheworkdifferentialrate.Thedifferentialwillnotbepaidforanyday the employee is not assigned these duties.Managementwilldeterminethenumberofemployeesineachworkuniteligibleforthisdifferential.Qualifiedemployeeswithintheaffectedworkunit(s)willbeselected on the basis of seniority absent a business necessitythatwoulddictateotherwise.Ifaninsufficientnumber of employees are interested, the Employer may requireemployeestodothework,startingwiththeleastseniorqualifiedemployee.Permanentemployeesmaynotify their immediate supervisor of their preference nottoparticipateinworkeligibleforthesedifferentialpaysandManagementwillmakeeveryattempttograntthisrequest.10.Thepartiesagreetoallowemployeesattheirdiscretiontoaccumulateuptotwohundred(200)hoursofcompensatorytime.Anyhoursovertwohundred(200)willbepaidincash.Employeesattheirdiscretionwillbeallowedtocarryoverforty(40)hoursto the next year. The year for purposes of utilization of compensatory time shall end on either March 31 or September30,whichevertheemployeeelectsforthe

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duration of this agreement. 11.ForpurposesofLabor/ManagementMeetings,DriverLicenseStationEmployeeswillbeconsidereditsownLabor/Managementlocal.TheEmployerandtheUnionagreetoestablishquarterlyLabor/ManagementmeetingsandwillbeinaccordancewithcurrentcontractlanguageArticleXI,Section15(B). 12. Pursuant to Article XI, Section 15, Motor Vehicle Enforcement and the Bureau of Investigation & Identity Protectionemployeeswhomusttravelmorethantwenty(20)mileswillbereimbursedformileageexpensesonly. 13. Upon retirement from Motor Vehicle Enforcement or the Bureau of Investigation & Identity Protection, the DepartmentwillissuetheretiredofficeridentificationpursuanttotheLawEnforcementOfficersSafetyActof2004. 14. For vacancies posted after July 1, 2009, the residencyrequirementforMotorVehicleOfficerswillbepostedbycounty.Theresidencyrequirementfor Sergeants, Motor Carrier Investigators, and the InvestigatorswithintheBureauofInvestigation&Identity Protection and Hazardous Materials Specialists willbeatwenty(20)airmileradiusofthelocationdesignated by the Employer. 15. While attending training held at Camp Dodge, employeeswilllodgeatCampDodgeoralocationauthorized by Management. During activities that are NOTheldatCampDodge,employeeswillbeallowedtostayatahoteloftheirchoicewithreimbursementpursuanttoArticleIX,Section13(B).

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APPENDIX JDEPARTMENT OF HUMAN SERVICES

1. “MedPasser”differentialwillbepaidtoqualifiedemployees(YouthServiceWorkers,YouthServiceTechnicians, Resident Treatment Workers, Resident Treatment Technicians, and Psychiatric Security Specialists).AdditionalclassificationsshallbemutuallyagreeduponbytheEmployerandAFSCMEIowaCouncil61.Aneligibleemployeewillreceiveaseventy-fivecents($0.75)perhourdifferentialforafullshifton any day he or she passes medications, regardless of whethertheemployeeactuallypassesmedicationsoneachhouroftheshift.Thedifferentialwillnotbepaidfor days the employee does not pass medications.TheEmployerwillcontinuetoprovideemployeespassingmedicationswitharefreshercourseonceduringthe term of this master contract. Medication information maintainedbytheinstitutionwillbemadeaccessibletoemployeeswhoarepassingmedications.ALocalLabor/ManagementCommitteewillbecreatedandshallholdthefirstmeetingnolaterthanOctober1,2015,consistingofthree(3)medpasserschosenbytheLocalUnionandthree(3)Managementrepresentatives,whoareinvolvedinmedpassing.ThisCommitteeshalladdresstheissues,problemsandconcernswithmedpassingprocedures.ManagementandtheUnionwilleach develop a list of issues to be discussed. This list shallbesenttotheotherpartyatleasttwo(2)weeksprior to the scheduled meeting. Management and the Unionwillagreeuponthetimeframesforthemeetings

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and a process to address the issues. Union employees on thisCommitteewillbeinpaystatusforthesemeetings.IftheLocalLabor/ManagementCommitteeisunabletoresolveanyissue,theissuewillbemovedtotheStatewideLabor/ManagementCommittee.ForthepurposeofthisLabor/ManagementCommitteemeeting,thePresidentofAFSCMEIowaCouncil61,ordesignee,andtheDirectoroftheIowaDepartmentofAdministrativeServices,ordesignee,willbepartoftheStatewideLabor/ManagementCommittee.TheCommitteewilladdresstheissue(s)thatwereunresolvedattheLocalLabor/Managementmeeting.ManagementandtheUnionwillagreeuponthetime frames for the meetings and the procedure to addressunresolvedissue(s).UnionemployeesonthisCommitteewillbeinpaystatusforthesemeetings.TheLocalUnionwillpayforalltransportationcostsforUnion members attending these meetings. 2. Pursuant to Article XI, Section 7, Training, contingent upontheavailabilityoffunding,asumoffiftythousanddollars($50,000)foreachfiscalyearoftheAgreementshallbesetasidewithintheDHStofundtheseprograms.These funds may be expended for training programs, participation in employee tuition reimbursement costs, or other education or career enrichment activities. The expenditure of funds under this Agreement is contingent upon the continued availability of this funding.Itistheintentionofbothpartiestoimprovethequalityof training and education of the employees engaged in the care and treatment and related services to DHS residents and patients.

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3. Ifemployeesareheldoverforsix(6)hoursorgreaterduetosevereweatherand/ormandatedovertime,theEmployerwillprovideacomplimentarymealticketforpersonaluseonly,intheinstitution’sdining facility. Tickets must be used no later than the end of their next scheduled shift.4. Thepartiesagreetocontinuetoworktogethertoreduceclient-relatedincidentswhilealsoprotectingthe rights of clients. The State-level Health and Safety Committee established pursuant to Article XII, Section 11willmeettodiscussviolentclientsituationsandaggregatedata.TheCommitteewillbringforthideasthat support the reduction of incidents involving violent clients.ThesediscussionswillcontinueatthelocalLabor/ManagementMeetingsorattheStatewideDHSLabor/ManagementMeetingspursuanttoArticleXI,Section 15. The parties agree to use a professional facilitator to conduct the meetings, as necessary. The facilitator shall be selected by mutual agreement.5. ThePresidentofAFSCMEIowaCouncil61willbeprovidedareportwithinfifteencalendar(15)daysof critical incidents resulting in injury to staff by clients requiringmedicalattentionoffgrounds.Thisreportwillcontainthefollowinginformation: Name of the employee; Date and time of the incident; Facility,shiftandworklocation;and Description of the incident 6. At Independence and Clarinda Mental Health Institutes,whenevertheEmployerdecidestorealignthenumberofRTWsassignedtoashift,thepositionswhere

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an employee is needed shall be offered to the most senior employee. If no senior employee volunteers for the offer, employee(s)shallbemandatedinreverseseniorityorder.Iffurtherrealignmentisnecessary,theEmployerwillofferthepositionbysenioritywithintheclassificationontheshiftwheretherealignmentisdeterminedtobeneeded.If no employee volunteers the least senior employee on theshiftwithexcessassignedstaffwillbeassigned.Thisprocessmaybealteredbymutualagreement.Thiswillnotbe precedent setting or used as such in any forum.7. Intheeventthatequipmentispurchased,andtheoperationofthatequipmentisassignedtoanemployee,theEmployeragreestoprovidethatemployeewithsuchtraining as is necessary, as determined by the Employer, to carry out the duties of the assigned position. 8. The Employer agrees to provide a reimbursement ofonehundreddollars($100)perthetermofthiscontractforcoldweatherprotectiveclothingforemployeeswhosejobassignmentsrequirethemtoregularlyworkoutsideduringthecoldweathermonths.Thecoldweathergeareligibleforthisreimbursementincludes:•Winterheadgear/facemasks• Winter outer garments• Thermal under garments• Insulated gloves• Insulated socks• Insulated boots

The employees eligible for this reimbursement include nomorethanonehundredtwenty(120)employees,asfollows.TheUnionwillprovidealistofeligible

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employees at each institution on or before September 15 ofthefirstcontractyear.• Woodward 20• Independence 27• Cherokee 26• Eldora 19• Glenwood 28

9.Employeesattheirdiscretionwillbeallowedtocarryoverforty(40)hoursofcompensatorytimeintothe next contract year.10.ByagreementbetweentheindividualDHSInstitutionsandtheLocalUnion,throughLabor/ManagementCommittees,thepartieswillexplorethepossibilityofschedulingshiftswithoutthethirty(30)minute meal period.

APPENDIX KATTENDANCE POLICY

PolicieswhichmaybedevelopedduringthetermofthisAgreementwillbedonewithUnioninput.

APPENDIX L DEPARTMENT OF ADMINISTRATIVE

SERVICES

GeneralServicesEnterprise(DAS–GSE)1. Definitions:Forthepurposeofthispolicy,thefollowingdefinitionsshallapply:

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Payday:thedaydesignatedbyDAS-SAEforthedistributionofpaywarrantsanddirectdepositwarrantstubs.Paycheck:apaywarrantordirectdepositwarrantstubreceivedbytheemployeeaspaymentforhoursworkedor paid leave granted.2. Policy:ItisthepolicyofDASthatallsupervisorsshall distribute paychecks on payday prior to each employee’sregularlyscheduledlunchbreak.Ifanemployeeisunavailablewhenthesupervisorfirstattemptstodeliverthepaycheck,thesupervisorwillmakeanadditionalattempttodeliverthecheckpriortotheemployee’slunchbreak.Ifthepaycheckhas not been delivered to the employee by the start of theemployee’slunchperiod,itwillbereturnedtothepersonneloffice.Thepersonnelofficewillretainthepaycheckuntiltheendoftheemployee’sworkshiftatwhichtimeitwillbemailedtotheemployee.3.TheEmployerwilldevelop,withtheassistanceoftheUnion, a policy and program to identify the conditions requiringtheuseofpersonalprotectiveequipment.Thepolicy and program shall include, but not be limited to, the proceduresregardingacquisitionofpersonalprotectiveequipment,forprescriptionsafetyglasses,protectivefootwear,andspringandseverecoldweatherclothing.Theabove language means the replacement only of existing coldweatherclothingwhichtheEmployerwillmakeavailableonceeverytwo(2)yearsstartinginfiscalyear2011toapredeterminedgroupoftheemployees(approvedprior to implementation by both Union and Management) workinginthegrounds,mechanical,electrical,DAS-

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GSEConstructionProjectManagerswhoarecurrentlyclassifiedasExecutiveOfficerscoveredbythiscontract,carpentry, drivers, custodial and locksmith areas. 4.Employeeswillnotifymanagementpriortopurchasingsafetyshoes.TheEmployerwillreimburseemployeesforthecost,uptoonehundredfifty-fivedollars($155),ofANSIratedsafetyshoesforemployeeswhoarerequiredtowearthem.5.TheEmployerwilldesignateSeptember30asthedate the employees have to utilize compensatory time or be paid out in cash. 6. Staff at Mail currently provided uniforms through a vendorcontractwillcontinuetobeprovidedappropriateworkclothingthatislaunderedandmaintainedbythevendorand/oremployer,ortheemployeemaychoosetolaundertheirowngarmentwithoutcompensationfromthe employer.7.DAS-GSEemployeesnotwithinMailwillberesponsibleforthelaunderingoftheirownuniform.Uniforms shall be shirts and pants as agreed to by the Union and Management and shall be replaced once a year or as needed. 8.Uniformswillnotbeprovidedtonewemployeesuntil they complete their probationary period. CentralizedProcurementEnterprise(DAS–CPE)Staff at DAS – CPE Fleet currently provided uniforms throughavendorcontractwillcontinuetobeprovidedappropriateworkclothingthatislaunderedandmaintained by the vendor. Uniforms shall be shirts and pants as agreed to by the Union and Management and shall be replaced once a year or as needed.

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APPENDIX MBOARD OF REGENTS (BOR)

A. Board of Regents Institutions1.Onamonthlybasis,theEmployerwillprovidethelocalUnionswithalistofallemployeesconsideredtobeconfidential.Thelistshallincludeeachemployee’sname,classification,senioritydate,appointmentpercentageandworklocation.TheEmployerwillfurnishthedatafieldsspecifiedinArticleII,Section2(F),monthlytobothAFSCMEIowaCouncil61andtheRegentslocalUnionsatnocostto the Union.2. PursuanttoArticleII,Section4(D),eachinstitutionwithintheBORwillcontinueitspracticeregarding Employer and employee contributions to TIAA/CREForanyqualifiedsubstituteretirementannuityduringanyUnionleavewithoutpayofthirty(30)calendardaysorless. 3. Pursuant to Article IV, Section 2, grievances shall be submitted to the department head or their designee at Step1andtothefollowingpersonsortheirdesigneeatStep2:a.IowaBrailleandSightSavingSchool:

Superintendent b.IowaSchoolfortheDeaf:Superintendentc.IowaStateUniversity:AssociateVicePresidentfor

Human Resource Services d.UniversityofIowa:SeniorAssociateDirector,

Human Resources, Director of Employee and LaborRelations.TheUniversityofIowareserves

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the right to remove Social Security numbers from grievances. University ID or Employee ID may be used in lieu of Social Security numbers.

e.UniversityofNorthernIowa:President4. PursuanttoArticleIV,Section2,grievanceswhichhave not been settled under the foregoing procedure areeligibleforarbitrationandtheBORofficewillbethe representative in arbitrations involving the Regents institutions. 5. Pursuant to Article IV, Section 14, BOR InstitutionsshallparticipateinGRIPwithonemanagementpanelmemberfromtheBOROfficestaff. 6. Pursuant to Article VI, Section 2, General Layoff Procedures, on a monthly basis, the Employer shall providethelocalUnionswithalistofbargainingunitemployeesawaitingrecall.Suchlistwillincludeeachemployee’sname,classification,senioritydate,dateofeligibilityforrecall,andallclassificationstheemployeerequestsforrecall. The temporary layoff provisions of Article VI, Section 3, do not apply to the Regents institutions. Temporary layoffs forRegentsinstitutionsshallbeforlessthantwenty(20)consecutivecalendardays.Insuchcasesemployeeswillbelaidoffbysenioritywithinclassificationandworkunit. 7. Pursuant to Article VI, the Employer agrees if an employee is provided advanced notice of the potential for elimination of the position currently held, the Union and local shall receive a copy of the notice. 8. Pursuant to Article VII, Section 6 – Transfer Limitations,paragraphH,transferswillbegrantedasfollows:

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1.Transferwithintheemployingunit(full-timeorpart-time) pursuant to Section 2 of Article VII.

2.Recallwithintheemployingunittotheclassandstatus(full-timeorpart-time)fromwhichlaidoff.

3.Promotion,demotion,reclassificationwithintheemployingunit(Employer’sdiscretion).

4.Transferbetweenemployingunits(full-timeorpart-time) pursuant to Section 3 of Article VII.

5.Recallbetweenemployingunitstotheclassfromwhichlaidoff.

6.Promotionordemotionbetweenemployingunitsorbetweenagencies(Employer’sdiscretion).

7.TransferbetweenagenciespursuanttoSection4of Article VII.

8.Recallbetweenagenciestotheclassfromwhichlaid off.

9.Recalltoclassotherthanonefromwhichlaidoff.10.NewHire(Employer’sdiscretion).

9. When an employee is terminated during the probationaryperiodfollowingapromotion,theemployee shall be afforded the rights set forth in Article VI,Section2(I).Theemployeewillonlybeallowedtoberecalledtoaclassificationthatisinthesameorlowerpaygradethantheoriginalclassificationoftheemployee prior to the promotion. 10. The Employer and the local Unions shall establish a procedure for providing copies of all job postings to the local Unions. 11. Bargaining unit employees of BOR Institutions willparticipateintheemployinginstitution’slifeanddisability insurance programs as negotiated for the term

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of the 2015-2017 collective bargaining agreement.12.PursuanttoArticleXII,Section2,Buildings/Structures/SteamTunnels,theEmployerandtheUnion,atlocalLabor/Managementmeetings,willestablishpolicies and procedures for safe operation and protocol forworkinsteamtunnelsandpermit-requiredconfinedspaces. 13.PursuantArticleXII,Section5,theEmployerwillreimburse employees for the cost, up to ninety dollars ($90),ofsafetyshoesforemployeeswhoarerequiredtowearthem.14.TheEmployerwillfollowprotocolestablishedby CDC and other accrediting bodies, such as Joint Commission on the Accreditation of Hospitals. Educationwillbeprovidedasneeded.Otherissuesshall be referred to Health & Safety Committees pursuant to Article XII, Section 11. 15.PursuanttoArticleV,Section2(SeniorityLists),the Regents Institutions shall prepare and distribute seniority list electronically. The lists shall be updated semiannuallyandcontaineachemployee’sname,classificationandsenioritydate.Anelectroniccopyofthe seniority list shall be furnished to the Union and local union at the time of distribution. Additionally, sixty(60)hardcopies,orlessbymutualagreement,willbeprovided,percampus,forthelocalunion(s)topostattheir discretion. 16.TheEmployer,atallUniversities,willpurchaseexteriorcoversforvestsforPoliceOfficersandPoliceSergeants.17.UniversityPoliceOfficers,atallUniversities,who

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arerequiredtoprepareforormakecourtappearancesduringtheiroffdutytimewillreceivethegreateroftwo(2)hoursoractualtimespentforeachnon-consecutiveactivity. The time spent in any of the above activities shall count for the purpose of computing overtime pay. B. Iowa State University 1. Pursuant to Article VII, Section 2, Transfers, the policyatIowaStateUniversitywillbeasfollows:Jobpostingsshallindicatetheworkunit,workscheduleincludingdaysoff,numberofhoursperweek,flexiblescheduleifapplicable,numberofmonthsworkedperyear,andanyselectivecertificationrequirements.Ifthepositionhasarotatingschedule,thefrequencyofrotation,scheduledhoursofworkanddaysoffshallbeclearly indicated on the job posting and job line. All vacantpositionswillbepostedandbidpursuanttotheAgreementwiththemostseniorqualifiedemployeegetting the job. The Employer agrees not to reassign employees to vacant positions prior to using the transfer procedure. It is understood that the Employer has the right to determinepositionstobeposted.TheEmployerwillnotreassign to the old location. Thestartofthesix(6)monthlimitationshallbethedayfollowingtheclosingdatefortheposting. 2. Pursuant to Article XI, Section 7, Training, employeesatIowaStateUniversitywhoworkwithasbestosshallreceivetrainingandmedicalexaminationsinaccordancewithStateofIowalaw.Training for handling of other hazardous materials andchemicalswillbeprovidedinaccordancewith

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applicableregulationsandlaws. 3. Pursuant to Article XI, Section 11, it is the position ofIowaStateUniversitythatifanemployeeistobeevaluated,theemployeeshallbenotifiedpriortothecommencement of an evaluation and given the reason orreasonsfortheevaluationand/oractionsbeingtaken.Inaddition,theUniversitywillprovidetotheemployeetheresultsoftheevaluationwithinthedesignatedtimeperiod.ThisisnottobeconstruedasamodificationoftheEmployer’sabilitytodisciplineemployeesforjustcause. 4. IowaStateUniversityagreestomakeavailablecoldweathergear(insulatedCarharttbibs,coats,andgloves)forthesnowcrew.5. PursuanttoAppendixB,layoffunitswillbetheindividualfarmsforworkersatIowaStateFarmwiththe exception of the farms located in the Ames Central IowaResearchFarmsthatwillbeconsideredasone(1)layoff unit. C. University of Iowa 1. Pursuant to Article VII, Section 2, Transfers, the policyattheUniversityofIowawillbeasfollows:After completing the Application for Transfer in person and the electronic merit application, all bargaining unit employees may apply for a contract transfer through their online application in the “Quick Apply” section or byphoningtheEmploymentServicesofficeandstatingtheir name, University Employee ID, and the job into whichtheywishtotransfer.Oncetheapplicationisactive, updating of information on the application for transfer may be done in person or by phone.

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It is understood and agreed that “vacancies” eligible for the contract transfer procedure shall be designated asopenwithinthe“locations”listedhere.Transfersshallbemadebetweenlocations,exceptfor“shift”transfersandregulardaysoff,whichmaybemadewithinasinglelocation.Ashifttransfershallbeallowedwhenthereisaminimumdifferenceoftwo(2)hoursbetweentheemployee’spresentstartingtimeandthestartingtimeofthe posted vacancy. Transfers to change regularly scheduled days off shall beallowedwhenthereisadifferenceintheemployee’sregulardaysoffandtheworkscheduleofthepostedvacancy.Examplesinclude:•rotatingdaysofftoweekendsoff;• Monday through Friday schedule to a Tuesday

through Saturday schedule;•arotationworkingeverysixthweekendtoonerequiringeverythirdweekend;

•aschedulethatprovidesdaysoffinadefinedrotationtoasimilarrotationwithdifferentdaysoff;

Notwithstandingtheabove,theUniversityofIowareserves the right of job assignment and all other rights as found under the Management Rights Article of this AgreementsignedbyAFSCMEIowaCouncil61anditsaffiliateAFSCMELocal12.TransferlocationsfortheUniversityofIowaarethoseagreed upon by the representatives of Local 12 and the University,asavailableattheofficesofthelocalunionand University Human Resource representatives and postedattheUniversitywebsite.

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TheUniversityofIowawillprovideLocal12withthe employee ID utilized by the University for all employees. 2. Bargaining unit members may be invited to participateinUniversityofIowaWellnessprogramsonasimilarbasistootherUniversityofIowafacultyandstaff,attheUniversity’ssolediscretion.Bargainingunit employees may receive cash incentives established attheUniversity’ssolediscretionaspartoftheseprograms. Employees may be responsible for any feesthatmayberequiredforindividualprograms.If meetings for a particular program occur during an employee’sregularlyscheduledworktime,theemployeemaybereleasedtoattendbyhis/herimmediatesupervisor in paid status. Absences for treatment or rehabilitationatthedirectionoftheemployee’shealthcareproviderandnotdirectlyassociatedwiththeUIWellness programs are not addressed by this provision but may be covered under the sick leave provision of this agreement. Release time to attend Wellness related activities shall be at the sole discretion of the Employer. The participation of bargaining unit employees at theUniversityofIowaintheUniversity’sWellnessprograms does not create a precedent or obligation on the part of other units of the Employer. Furthermore, the University may make changes to its Wellness programs at its sole discretion, so long as bargaining unit staff membersaretreatedconsistentwithotherUniversityfaculty and staff in regard to such changes. Further, the parties agree if funding should become availableforthecreationofwellnessprogramsfor

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merit-covered staff at the other Regent institutions that suchprogramswouldbediscussedwithAFSCMEIowaCouncil 61 before implementation. D. University of Northern Iowa 1. Pursuant to Article VII, Section 2, Transfers, the policyattheUniversityofNorthernIowawillbeasfollows:a.Specificlocation-definedasdepartment,exceptasfollows:• Within Physical Plant, Building Services, location isfurtherdefinedasworksite(building[s]andcrew[assignedasneeded]).

• Within Residence Services, location is further definedasworksitebybuildingordiningserviceunit.

•WithinHPELSlocationisfurtherdefinedforStorekeepers as East Gym, West Gym, and the WRC and any other future locations.

b. Shift • First Shift - any regularly scheduled permanent shiftofwhichfour(4)ormorehoursoccurbetween6:00a.m.and6:00p.m.

• Second Shift - any regularly scheduled permanent shiftofwhichfour(4)ormorehoursoccurbetween6:00p.m.andmidnight.

• Third Shift - any regularly scheduled permanent shiftofwhichfour(4)ormorehoursoccurbetweenmidnightand6:00a.m.

• Rotating Shift - any regularly scheduled shift on apermanentbasisinvolvingserviceintwo(2)ormore of the above.

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c.WorkUnit-sameasspecificlocationabove.d. Days Off - permanently scheduled days off ofSaturdayandSundayofeachweekunlessotherwisenoted.Exceptionsinclude,butarenotlimitedto,thefollowing:• PhysicalPlant/BuildingServices

o Gallagher Bluedorn Performing Arts Centero Wellness Recreation Centero McLeod Centero West Gymo UNI Dome

• PowerPlant• Public Safety • Dining Services • Broadcasting Service

e.Library-locationisfurtherdefinedas:• Reference and Instructional Services • Access Services • Collection Management and Special Services• Library Information Technologies • Technical Services

2. PursuanttoArticleIX,Section11(D),PoliceOfficersattheUniversityofNorthernIowashallbeallowedtotakevacationtimeinincrementsofone(1)dayormoreforspecialoccasionswhennotradeintheworkweekcanbearranged.3. TheUniversityofNorthernIowashallmaintainitscurrentpolicyregardingcoldweatherclothingforemployees.

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APPENDIX NEDUCATION

Department of Education Employees – the Department ofEducationwillprovidesixteen(16)hoursofworktime for job related professional development approved by Management during the term of the Collective Bargaining Agreement.

APPENDIX OSECURITY BARGAINING UNIT

1. Pursuant to Article VIII, Section 3, Meal Periods, the Employer agrees to continue providing paid meal periods for those positions currently receiving them. 2. Pursuant to Article XII, Section 3, Protective Clothing, the Employer shall provide and maintain a sufficientamountofappropriateclothingforemployeesrequiredtoworkininclementweatherand/orhazardousenvironmentssothatemployeeswillnotberequiredtoweartheprotectiveclothingwornbyemployeesonthepreceding shift.

APPENDIX PDEPARTMENT OF NATURAL RESOURCES

1.ParkManagersshallnotbeassignedtoworkmorethaneight(8)weekendsduringnon-peakseason(November1-April15),exceptinthoseareaswherethe

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state maintains year round cabins or lodges. 2.ParkManagersshallreceiveaclothingallowanceoffivehundreddollars($500.00)peryear.NewlyhiredParkManagers(excludingemployeeswhotransferred,promoted or demoted into the Park Manager classification)shallreceiveaclothingallowanceofonethousanddollars($1,000.00)uponemployment. 3. All Park Manager positions shall be posted in accordancewiththecurrentstaffingplans,aftertheplanhasbeenpresentedtotheStatewideLabor-Managementmeeting and Union input has been received. 4.ParkManagersshallbeprovidedwithcellphones.PoliceradioequipmentshallbeprovidedforeachParkManager’sStatevehicleunlessotherwiseagreeduponbetweentheemployeeandtheEmployer. 5. Pursuant to Article VIII, Section 6, Shift Differential; Section 7, Standby; and Section 8, Call-BackTime;employeeswholiveinState-ownedhouses,specificallyincludingthejobclassificationsof,05301 Natural Resources Technician 1, 05331 Natural Resources Technician 2, and 05335 Park Manager, shall not be eligible for shift differential, standby, or call-back compensation.

APPENDIX QPROFESSIONAL FISCAL & STAFF

BARGAINING UNIT

1.PursuanttoArticleVIII,Section1,thefollowingappliestofieldstaffpersonnel:

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a. Employeeswhoarerequiredtoworkoutsidethenormalofficesettingorhoursareconsidered“fieldstaff.” The Employer shall designate those employees whoaretobeconsideredfieldstaffandsuchemployeesshallnotreceivecompensatorytimeforworkinexcessofthenormalforty(40)hourworkperiod. b. The parties recognize that the agency exists to meet the needs of the public, through principles of professionalism,includingaccountabilityandflexibility.TheagencywillutilizepersonnelmethodsandmeansinthemostappropriateandefficientmannerasdeterminedbyManagement.Fieldstaffemployeeswillbeallowedflexibilityintheschedulingoftheirworkhours“consistentwiththefulfillmentoftheirdutiesandrequirements.” c. The policies existing on January 1, 1987 relating to theestablishmentofworkschedulesshallbemaintainedforfieldstaffemployees.d. FieldstaffemployeesinDAS-SAE,Revenue,IowaWorkforce Development and Inspections and Appeals whodonotreceivepremiumovertime,willreceivehourfor hour compensatory time credited to their account for hoursworkedinexcessofforty(40)hoursinanyworkweekwhenthosehoursfallonaSaturdayoraSundayand the employee has received prior Management approvalbeforeworkingthosehours.e.AllProfessionalFiscal&Staffjobclassificationsthatareeligibleforpremiumovertimewillbedesignated as such in Appendix A.2.PursuanttoArticleVIII,Section1,workschedulesfornon-fieldstaffpersonnelareasfollows:

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a. Workschedulesaredefinedasanemployee’sassignedhours,daysoftheweek,daysoffandshiftrotations. Nothing herein shall be construed as a guaranteeofthenumberofhoursofworkperdayorperworkperiod.b. Allemployeesinthebargainingunitwhoarenotfieldstaffpersonnelshallbegrantedhourforhourcompensatorytimeforallhoursworkedinexcessofforty(40)hoursinanyworkweek.Thedecisiontotakepayincashorcompensatorytimerestswiththeemployee.However,theEmployermayrequiretheemployee to take compensatory time rather than cash whenrequiredpursuanttofederalgrants.Employeesmust receive prior Management approval before workinganyhoursinexcessofforty(40)hoursinanyworkweek.Suchcompensatorytimeshallbecreditedtotheemployee’saccountandshallbeutilizedattherequestoftheemployeewiththeapprovalofManagement. Such approval shall not be unreasonably withheld.Ifanemployeeisunabletoutilizeearnedcompensatory time by June 30th of the calendar year, theEmployerwillpaytheemployeeincashforallunused compensatory time. If budgetary considerations dictate, the Employer may direct employees to use their compensatorytimebetweenJune1standJune30th. c. Where practical and feasible, as reasonably determined by Management, the employee may elect flexiblehoursofworkincluding:(1)Variablestartingandendingtimes(2)Compressedworkweeksuchas:Four(4)-ten(10)hourdays

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Four(4)-nine(9)hourdaysandone(1)four(4) hour day(3)Othermutuallyagreeableflexiblehourconcepts Upon separating from State service, employees shall be paid for any unused earned compensatory time. 3. Pursuant to Article VIII, Section 3, Meal Periods, bargainingunitemployeeswillbegrantedanunpaidand unscheduled meal period. 4. Pursuant to Article VIII, Section 4, Rest Periods, bargainingunitemployeeswillreceivetwo(2)fifteen(15)minuterestperiodsperday.Suchrestperiodswillbe unscheduled. 5. Pursuant to Article X, Section 3C, Unpaid EducationalLeave,uptofifteen(15)PFSemployeeswhohavecompletedeighteen(18)monthsofservicemaybegrantedthisleaveforuptotwo(2)years. 6. Pursuant to Article VI, Section 2, General Layoff Procedures, Department of Revenue shall be considered astatewideorganizationalunitforthepurposeofbumping.

APPENDIX RCLERICAL BARGAINING UNIT

1. Pursuant to Article VIII, Section 3, Meal Periods, the Employer agrees to continue the practices in effect on January 1, 1989, on providing meal periods for all bargaining unit employees. 2. Pursuant to Article VIII, Section 4, Paid Rest Periods, the Employer agrees to continue the practices

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in effect on January 1, 1989, on providing rest periods for all bargaining unit employees. The employees whoworkatleastone(1)hourbeyondtheirregularlyscheduledshiftshallreceiveafifteen(15)minuterestperiod.3. Clericalemployees,attheirdiscretion,willbeallowedtocarryoverforty(40)hoursofcompensatorytime into the next contract year.

APPENDIX SCOMMUNITY BASED CORRECTIONS

BARGAINING UNIT

1. Employees in the Community Based Corrections BargainingUnitwillbeincludedintheGrievanceResolutionImprovementProcess(GRIP).OnememberofCBCManagement,fromadifferentdistrict,willbeallowedtositonthepanelofCBCcases.2.TransfersforCommunityBasedCorrections:

Section 1 Eligibility Employees must have been in their current classificationforatleastsix(6)monthsinordertobe eligible for transfers pursuant to this Appendix. However,ifanemployeegoesintoaclassificationwithalowerpaygradeinlieuoflayoff,theemployeeshall immediately be eligible for transfers pursuant tothisAppendix.Additionally,anemployeewhoisrequiredtochangeshiftsuponpromotionshallbeimmediately eligible for transfers to a different shift withintheemployingunit.

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EmployeeswhodesiretotransfertoanotherpositionwithinthesameclassificationoraninterchangeableclassificationeitherwithinaDistrictorbetweenDistrictsshallfileawrittenrequestasprescribedbytheDepartmentwiththeappropriateDistrictpersonnelofficeindicatingthatinterestonformsmutually agreed to by the Union and the Employer. TheEmployeragreestoprovidetheUnionwithalistof the names and addresses of the appropriate District personnelofficers.TheEmployermaydeclineseniorapplicantswhodonotmeettheminimumqualificationsforthevacantposition.Section 2 Transfers Within Districts The Employer shall post all openings indicating thespecificlocation,county(ies),shift,workunitanddaysoff.Specificlocationshallbedefinedastheorganizationalunitoftheagency.Specificshiftshallbedefinedasthehoursofwork.Specificworkunitshallbedefinedastheareainsideoftheorganizationalunitwheretheemployeeperformshis/herwork.Specificworkunitcanbedefinedasrotatingpostorreliefpost.Specificdaysoffshallbe the days off that are assigned to the position. Aperiodoffive(5)workdaysfromthedateoftheannouncementshallbeallowedforinterestedemployeestofileawrittenrequesttobeincludedin the group of applicants to be considered for that vacancy.Atthecloseofthefive(5)workdaypostingperiod,theEmployerwillreviewthoserequestsfromanyemployeeinthesamedistrictwhoisinthesame

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classificationoraninterchangeableclassificationasthe vacancy. When an employee applies for a posted positionandhe/shehasnotremovedhis/hernamebythecloseoftheposting,he/shemustacceptthejob,ifoffered. The Employer shall offer the position to the mostseniorbargainingunitemployeewhohasfiledatransferrequest. For informational purposes only, there shall be no probation period for any such transfer. The Employer shall transfer the most senior employeewhomakessuchrequestfortheopenpositionprovidedhe/shepossessestheabilitytoperform the duties as assigned and meets any specialorselectivecertificationrequirements.(Suchrequirementsshallbereflectedontheposting.)The Employer may deny transfers if the transfer wouldsubstantiallyimpairtheEmployer’sabilitytomaintainoperationalefficiency.TheEmployeris not obligated to retrain employees in order to qualifythemfortransfersundertheprovisionsofthisAppendix. For purposes of transfers, the employing unit shall be as set forth in Appendix B.Section 3 Transfers Between DistrictsIntheeventavacancyisnotfilledundertheprovisions of Sections 2 of this Appendix, the Employer shall consider employees in the same classificationasthevacancyfromotherDistrictswhohavefiledatransferrequest.TheEmployershallofferthepositiontothemostsenioremployeewhomakessuchrequestfortheopenposition.Theemployeeshall

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havethree(3)workingdaysinwhichtoacceptordeclinetheofferinwritingSection 4 Definition of Permanent Vacancy For purposes of this Appendix, a permanent vacancy iscreated: 1. When the Employer has approval to increase the workforceanddecidestofillthenewpositions;2.Whenanyofthefollowingpersonneltransactionstake place and the Employer decides to replace the previousincumbent:termination,transferoutofthebargainingunit,promotion,ordemotion;wheretheEmployercreatesanewshiftand/ordaysoffschedule, the Employer agrees to post the position withintheresidentialfacilityorfieldofficewherethechange is proposed; 3. If no employee has indicated a desire to transfer toavacancyandtheEmployerfillssuchvacancybytransferofanemployeefromanotherclassificationinthe same salary range and determines that the vacated positionistobefilled,suchpositionshallbesubjectto the provisions of this Appendix;4.WheretheEmployercreatesnewshiftsand/ornewdaysoffschedules,suchpositionsshallbefilledinaccordancewiththisAppendix.Thisproceduredoes not apply to regular rotating schedules;5.Transferswithinthebargainingunitresultingfrom Sections 2 or 3 above;6.WhenaProbation/ParoleOfficer1or2positionisvacatedandthepositionistobefilledasaProbation/ParoleOfficer1or2,theDistrictshallfirstpostthevacancyasaProbation/ParoleOfficer2pursuantto

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Sections 2 and 3 above. If no employee transfers into the position, the Employer may then post the vacancy asaProbation/ParoleOfficer1.Section 5 Transfer Limitations 1. The application of the procedures in this Appendix shall be limited to the original vacancy and thesixsubsequentvacanciesresultingfromthefillingof the original vacancy. 2. Employees may not transfer under the provisions ofthisAppendixmoreoftenthanonceeverysix(6)months,unlessreassignedbyManagementwithinthesix month period. 3. Employees transferring under the provisions of this Appendix shall not be eligible for payment of moving expenses by the Employer. 4. Employees transferring into federally funded positionswillreceivethesalaryprovidedbythefederal grant.5.ThelocalUnionshallbeallowedtoinspectvacancy lists on a monthly basis. Employees reassignedmorethantwentyfive(25)milesfromtheoriginalworksitewillbeprovidedatwenty(20)workingdaynotice.EmployeeswhorefusetoacceptsuchreassignmentwillbeaffordedtherightssetforthinArticleVI,Section2(H). 6. Nothing in this Appendix shall be construed as alimitationontheEmployer’sabilitytoreassignemployees to meet agency needs as determined by the Employer. 7.Transferswillbegrantedasfollows:

a. TransferswithinDistrictspursuanttoSection2;

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b.RecallswithintheDistricttotheclassificationandstatus(full-timeorpart-time)fromwhichlaid off;

c. TransferswithinDistrictsofpart-timetofull-time or full-time to part-time pursuant to Section 4;

d.Promotion,demotionandreallocationwithinDistricts(attheEmployer’sdiscretion);

e. TransfersbetweenDistrictspursuanttoSection 4;

f. RecallbetweenDistrictstotheclassfromwhichlaidoff;

g.TransfersbetweenDistrictsofpart-timetofull-time or of full-time to part-time, pursuant to Section 4;

h.PromotionordemotionbetweenDistricts(attheEmployer’sdiscretion);

i. Recalltoaclassotherthanonefromwhichlaid off;

j. Newhires.8.Forthepurposesofcalculatingthesix(6)monthtransferlimitation,thedateofthetransfershallbe:

a.WithinDistricttransfer:thedatetheemployeeisnotifiedthetransferrequestisaccepted.

b.BetweenDistricttransfers:thedatetheemployee accepts the transfer.

9.Anemployeewhoworksthirty(30)ormorehoursperweekshallbeeligiblefortransfertofull-timepositionsinthesameclassification.

3. Pursuant to Article VIII, Section 1, Community BasedCorrectionsemployeeswhoarerequiredto

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workoutsidethenormalofficesettingorhoursareconsidered“fieldstaff.”TheEmployerreservestherighttodesignatewhichemployeesaretobeconsideredfieldstaff, and such employees shall not receive overtime compensation pursuant to Section 2 of that Article. Ifthefollowingcriteriaaremet,theEmployermaydesignatetheemployeeasfieldstaff:Theemployeeworksoutsidethenormalofficesettingoroutsidenormalworkinghoursatleastfiftypercent(50%)ofthetime,andtheemployee’stimeoutsideofthenormalofficesettingornormalworkinghoursisuncontrollable,difficulttoschedule,orgovernedbytheneeds of others. The parties recognize that State agencies exist to meet the needs of the agency, through principles of professionalism,includingaccountabilityandflexibility.StateagencieswillutilizepersonnelmethodsandmeansinthemostappropriateandefficientmannerasdeterminedbyManagement.Fieldstaffemployeeswillbeallowedflexibilityintheschedulingoftheirworkhoursconsistentwiththefulfillmentoftheirdutiesandrequirements.a. Stateagencieswillestablishtheworkloadnecessary to meet the needs of the agency.b. Certaindesignatedcorehourswillbeestablishedby mutual agreement to meet local needs. These corehourswillbeestablishedtoaffordtheclientsanopportunity to contact employees during designated officetime,toallowforschedulingofstaffmeetingsandsupervisoryconferences,andtoallowManagementthemeansbywhichtoinsurestaffdevelopmentandto

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meet its duties and responsibilities. In the event an employee and local Management areunabletoagreeuponcorehours,thematterwillbereviewedbytheAppointingAuthorityorhis/herdesigneewhowillrenderafinaldecision.c. Theemployeeswillbeabletosettheirownworkhourstomaintaintheirassignedworkload,withtheexception of certain designated hours of core time. Unitsofworkwillbedeterminedtomeettheneedsoftheagencyoutsideofthecorehours.Itwillbetheemployee’sresponsibilitytoinsurethatadequatehoursoutsideofthecorehoursareworkedtomeettheneedsofhis/herassignedduties.Theemployeeswillbeallowedadequateflexibilitytodeterminewhichhoursarenecessaryformaintainingtheirassignedworkload;therefore,noovertimewillbegivenforhoursworkedinexcessofthenormalworkweek.d. Althoughtheemployeegenerallycontrolshis/herworkscheduleoutsideofthesetcorehours,thehoursworkedornotworkedmustbeconsistentwithjob expectations. Management reserves the right to reviewworkloadstoinsurethattheseexpectationsarebeingmet,aswellasmeetingtheneedsoftheagency. Additionally, nothing in this Appendix shall beconstruedtoprohibitrequiringemployeestosubmitweeklyworkplansand/ordailyreportsheets. e. The provisions of Article VIII, Section 6, Shift Differential, and Section 8, Call-Back Time, are not applicabletofieldstaffemployees.4.Allemployeesinthebargainingunitwhoarenotfieldstaffpersonnelorarenotinclasses

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designated by an asterisk in Appendix A, Community Based Corrections, shall be granted hour for hour compensatorytimeforallhoursworkedinexcessofeighty(80)hoursinanypayperiod.Thedecisiontopayincashorcompensatorytimerestswiththeemployee.However,theEmployermayrequiretheemployeetotakecompensatorytimeratherthancashwhenrequiredpursuant to federal grants. Employees must receive priorManagementapprovalbeforeworkinganyhoursinexcessofeighty(80)hoursinanypayperiod.Suchcompensatorytimeshallbecreditedtotheemployee’saccountandshallbeutilizedattherequestoftheemployeewiththeapprovalofManagement.Suchapprovalshallnotbeunreasonablywithheld.Ifanemployee is unable to utilize earned compensatory time byJune30thofthecalendaryear,theEmployerwillpay the employee in cash for all unused compensatory time. If budgetary considerations dictate, the Employer may direct employees to use their compensatory time betweenJune1standJune30th. 5. Pursuant to Article X, Section 3, Leaves of Absence may be granted by the District Director.6.ConsistentwithArticleX,Section3(C),UnpaidEducationalLeave,uptoeight(8)CommunityBasedCorrectionsemployeeswhohavecompletedeighteen(18)monthsofservicemaybegrantedthisleaveforuptotwo(2)years.7.PursuanttoArticleX,Section3(F)1,theemployeeshallhavetherighttobereturnedtohis/herpositionorone of like nature in the same county. 8. Article XI, Section 5, Tuition Reimbursement. No

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employee shall receive more than one thousand dollars ($1000)annuallyineducationalassistance.9.ParkingFees.WhenemployeesarerequiredbytheEmployer to utilize their personal vehicle during the workday,theEmployerwillreimbursesuchemployeesfor any parking fees incurred provided a paid receipt is furnished. This provision is not applicable to parking feesincurredasaresultofdrivingtoandfromwork. 10. Pursuant to Article XII, Section 6, claims for damage to personal items up to a maximum of three hundreddollars($300)maybesubmittedtotheDistrictDirector. Claims for amounts in excess of three hundreddollars($300)shallbesubmittedtotheDistrictBoard of Directors. 11. Pursuant to Article XII, Section 7 Employer-OwnedVehicles,theEmployershallnotrequirethatemployees transport clients in their personal vehicles.12.ArticleXII,Communicable/ContagiousDiseases.Employeeswillbeprovidedwithappropriateinformationregardingresidentswhohavebeenidentifiedashavingcommunicable/contagiousdiseasesof substantial health risk. 13. Article XII, High Crime Areas. The Employer shall make a good faith effort to assure that bargaining unitemployeesarenotrequiredtoenterhighcrimeareas alone. The provisions of this paragraph shall not beconstruedtorequiretheEmployertohireadditionalpersonnel. Grievances alleging violations of this paragraph shall not be eligible for arbitration under Article IV of this Agreement. 14. Article XII, Communication Devices. The

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Employer shall provide communication devices for employeeswhoprovideintensivesupervisionandforemployeeswhoperformon-sitefurloughchecksinaccordancewiththefollowing: All communication devices shall enable the employee tohavedirectaccesscapabilitywhichdoesnotrequireoperatorassistance.Further,theyshallhaveanacceptableaccessrangesothatstaffwillmaintaineffectiveuseofthedevice.Finally,allstaffwillbeproperly trained on the use of those communication devices available to them. Within the guidelines established here, the selection of the particular type of communication device is a local Management decision. 15. Pursuant to Article XI, Section 7, Training, contingent upon the availability of funding and adequatestaffingcoverage,eachJudicialDistrictDepartment of Correctional Services and the Department of Corrections shall allocate resources to provide in-service employee correctional career training thatisequallyavailabletoallinterestedlinestaff. It is the intention of both parties to improve the qualityandtheavailabilityoftrainingandeducationofemployees engaged in the supervision, treatment and related services to offenders under the jurisdiction of the Judicial District Departments of Correctional Services. 16. The Employer and the Union agree to establish quarterlymeetingsonastatewidelevelwhenrequestedbytheUnionfordiscussionofissueswhichwereunresolvedattheLocal/Chapterlevelandwhichaffectemployees in AFSCME bargaining units. Agenda itemsshallbeexchangedatleasttwo(2)weeksprior

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to the meeting. One Union representative from each Chapterandthefour(4)statewideLocalOfficersanduptoanequalnumberfrommanagementwillattendthemeetingswithoutlossofpay.Anyemployeewhomusttravelmorethantwenty(20)mileswillbereimbursedfor mileage expense only. 17. The parties recognize the necessity of securing offendermedicationswithinResidentialCorrectionalFacilities.Employeeswhoaredesignatedtoallotmedicationatanoffender’srequestwillreceiveseventy-fivecents($0.75)perhourdifferentialforafullshiftonany day that he or she is designated to allot medication, regardlessofwhetherheorsheallotsmedicationoneach hour of the shift. 18. Section 6 Sick Leave Pursuant to Article IX, Section 10, paragraph F, SickLeave,ConversionRights,employeeswhohaveaccumulatedaminimumofthirtydays(240hours)intheirsickleaveaccountandwhodonotusesickleaveforafullcalendarmonth,mayelecttohavesix(6)hoursadded to their accrued vacation account in lieu of adding their total monthly accrual to their accrued sick leave account. In the case of eligible permanent part-time employees, such conversion rights shall be prorated at therateoftwo(2)toone(1)[one(1)hourofvacationforeverytwo(2)hoursofearnedsickleave].Employeeswhohavemadeanelectionpursuanttotheseprovisionswillbeallowedtoaccumulateuptoanadditionaleighteen(18)days(144hours)beyondtwicetheirannualvacationand unscheduled holiday entitlement.

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APPENDIX TIOWA WORKFORCE

DEVELOPMENT DEPARTMENT

1.Whenanemployeeisawardedabidforanopenposition,theywillbemovedtothepositionwithinthirty(30)calendardaysunlesstheemployeeandthedepartment mutually agree to a longer period in time.2.Thecurrentfifteen(15)servicedeliveryareasasofJuly1,2007,(seemap)willbeutilizedbyemployeestodetermine their bumping order during the term of this agreement. 3. The Union and the Employer agree to continue StatewideLabor/ManagementMeetingsaccordingtothe procedure used during the 2005-2007 Collective Bargaining Agreement.4.InaccordancewithArticleVIII,Section2(A)(2),department approved Workforce Development training andconferenceswillberegardedashoursworkedforthe purpose of computing overtime pay.5.Employees,attheirdiscretion,willbeallowedtocarryoverforty(40)hoursofcompensatorytimeintothe next contract year.

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APPENDIX U

MEMORANDUM OF UNDERSTANDING #1Recruitment for Health Care Professionals

DAS-HRE’srecruitmentcoordinatorwillfacilitatea labor management committee consisting of four (4)laborrepresentativesandfour(4)managementrepresentatives to identify recruitment issues in the health care professions. After identifying these issues, thecommitteewithdevelopaplantoimplementrecruitmentstrategies.Thecommitteewillmeetduringthe life of this contract.

MEMORANDUM OF UNDERSTANDING #2Minimizing Mandatory Overtime

The Parties agree that minimizing mandatory overtime is a common goal. Every reasonable attempt willbemadebytheEmployertosatisfyovertimeneedsbyusingvolunteersratherthanrequiringemployeestoworkoutsidetheirscheduledshift.Thepartiesagreetocontinuetheirgoodfaitheffortstoworktogether to minimize mandatory overtime and, at the IowaVeteransHomeandtheDepartmentofHumanServices,willworkthroughlocallabor-managementteam meetings to address these issues. Either party at the local level may refer the matter to the President of AFSCMEIowaCouncil61andtheChiefOperatingOfficerofDAS-HREwhoshallinterveneinanefforttoresolve the issue.

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MEMORANDUM OF UNDERSTANDING #3Second Shift Differential ASP and ISP

The parties agree that Anamosa State Penitentiary andIowaStatePenitentiarywillcontinuethepracticeof paying shift differential for second shift, at the shift differential rate as stated in Article VIII, Section 6 of the Collective Bargaining Agreement.

MEMORANDUM OF UNDERSTANDING #4Job Evaluation

InaccordancewithArticleII,Section1D,theEmployerwillnotifytheUnionpriortoaddingordeletingclassesintheclassificationplan.Duringtheterm of this agreement the Union may submit up to eight(8)jobclasses;[four(4)GeneralGovernmentandfour(4)BoardofRegents]forjobevaluationreview.Nomorethanone(1)departmentspecificjobclassificationinanyone(1)departmentmaybesubmitted.TheUnionwillprovidedocumentationthattheclassificationhas undergone a major change in duties, or that the classificationhasdocumentedevidenceofrecruitmentand retention problems. After receiving this information, the Employer (DASorBOR)willstudy,verifyandgatherfurtherinformation as needed on the classes selected. The Employerwillapplythejobevaluationinstrumentanddeterminethefinalpointfactorscoreforeachjobclassification.TheEmployerwilldeterminethepaygradeassignedtoeachclassificationbasedonthefinalpointfactorscore,aswellasthemarketcomparison.

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TheChiefOperatingOfficerofDAS-HREwillnotifythePresidentofAFSCMEIowaCouncil61ofthepaygrades recommended. The President of AFSCME IowaCouncil61mayrequestameetingwithintwenty(20)calendardaysfollowingthereceiptoftherecommendationsifthePresidentofAFSCMEIowaCouncil61doesnotagreewiththepaygrade.Thefinalpaygraderecommendationsshallbecomeeffective on a date agreed to by the parties.

APPENDIX VIOWA VETERANS HOME

1. Pursuant to Article VII, Section 2, Transfers Within EmployingUnits,wheretheEmployercreatesnewshiftsand/ordaysoffschedulessuchpositionsshallbefilledinaccordancewithArticleVII.Thisproceduredoes not apply to regular rotating schedules.2.“MedPasser”differentialwillbepaidtoqualifiedemployees(ResidentTreatmentWorkersandResidentTreatment Technicians) on a daily basis. An eligible employeewillreceiveaseventy-fivecents($0.75)perhour differential for a full shift on any day he or she passesmedications,regardlessofwhethertheemployeeactually passes medications on each hour of the shift. Thedifferentialwillnotbepaidfordaystheemployeedoes not pass medications.3.PursuanttoArticleXI,Section7,Training:Itistheintentionofbothpartiestoimprovethequalityof training and education of the employees engaged in

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providingcare,treatmentandrelatedservicestoIowaVeteransHome(IVH)residentsandpatients.4.ForemployeesofIVHwhoareheldoverfor6hoursorgreaterduetosevereweatherand/ormandatedovertime,theEmployerwillprovideacomplimentarymealticketforpersonaluseintheinstitution’sdiningfacility. This ticket must be used no later than the end of their next scheduled shift. 5. Employees covered at the IVH by Appendix W, PatientCare,shallbecompensatedforhoursworkedinexcessofaregularbi-weeklyschedule(80hourpayperiod)insteadofforty(40)hoursperweekasprovidedbytheState/AFSCMECollectiveBargainingAgreement.(SeeAppendixW) The parties agree that employees in the Nursing Unit willstillbeallowedtotradedaysoffwithinthepayperiod.TradesmustbeapprovedbytheNursingOfficeadministrative staff to ensure that each employee maintainseighty(80)scheduledhoursinthepayrollpayperiod.6.TheStateandtheUnionwillworktogethertofindamethodologyandtrainemployeesonhowtoeffectivelyhandle violent clients. 7. The Employer agrees to reimburse employees of the maintenance department up to a maximum of one hundreddollars($100.00)foreachemployeenottoexceedtwenty-fourhundreddollars($2,400)perfiscalyeartopurchasecoldweatherprotectiveclothing.8.IVHemployeescanusethewellnessroomforthirty-sixdollars($36.00)peryear. 9. The Employer shall reimburse employees for the

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costoftheinitiallicenseforthetradesclasses.Renewalof such licenses shall be at the expense of the employee. This provision applies only to employees hired before January1,2009.TheEmployerwillnotdenyanyreasonablerequestforprofessionaldevelopmentofthelicensedtrades/maintenanceclasses.Thisprovisionestablished no precedent. 10.Thepartieswillenterintoaletterofagreementregarding the upgrade of the Clerks to Mail Clerk 1.11.Employeesattheirdiscretionwillbeallowedtocarryoverforty(40)hoursofcompensatorytimeintothe next contract year.

APPENDIX WPATIENT CARE BARGAINING UNIT

1. Pursuant to Article XI, Section 5, Tuition Reimbursement,theEmployerwillschedulein-servicetrainingsessionsatleastfour(4)timesperfiscalyear. The Department of Corrections, Department of HumanServicesandtheIowaVeteransHomewillprovidesixteen(16)hoursofworktimeforjobrelatedprofessional development approved by Management for registered nurses during the term of the Collective Bargaining Agreement.2a.PursuanttoArticleVIII,Section2(B),OvertimeCompensation, employees in the Patient Care bargaining unit excluding Activity Specialists, Registered Nurses, Nurse Clinicians, Nurse Specialists, Nurse Practitioners, and Physician Assistants, and

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employees in job classes in the Patient Care bargaining unit covered by the premium overtime provisions ofArticleVIII,Section2(seeAppendixA)shallbecompensatedforhoursworkedinexcessofforty(40)inaworkweekwithequivalentpaidleaveonanhourforhour basis.2b.PursuanttoArticleVIII,Section2(B),OvertimeCompensation, Activity Specialists, Registered Nurses, Nurse Clinicians, Nurse Specialists, Nurse Practitioners, and Physician Assistants shall be compensatedattherateofoneandonehalf(1½)forallhoursinpaystatusinexcessofeighty(80)hoursinapayperiod.TheproceduresidentifiedinArticleVIIISection2(B)willapplyexceptthatemployeesshallbeabletocarryoverforty(40)hoursofcompensatorytimefromone(1)fiscalyeartoanother. 2c. Except for employees referred to in 2b. above, at theendofthefiscalyear,thepaidleavebalancewillbecarriedforwardintothenewfiscalyearandwillnot be cashed out. The Employer shall make every reasonable effort to ensure that employees may use paid leaveaccruedunderthisAppendixinaccordancewithoperational needs. 3. Temporary vacancies shall be offered to the most senior employee for voluntary assignment but shall be mandated to the least senior employee if all more senior employees refuse the assignment unless the Employer hasabusinessnecessityorthevacancyrequirestheemployeetopossessaspecialqualification. The parties agree that temporary vacancy policies or practicesthatarecurrentlyinplacewillremainintact

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unlessmutuallyagreeduponotherwise.Policieswhichmay be developed during the term of this Agreement willbedonewithUnioninput. 4. Each local Union shall develop a protocol at each DOC facility specifying a proposed scheduling system for holidayswhichhaszero(0)budgetimpactandprovidesnecessary coverage. Upon receipt of the proposal by management, a date for the implementation of the schedule willbesetnolaterthanthirty(30)daysafterreceipt. 5. No Patient Care Bargaining Unit employee shall be responsible for the determination, approval or scheduling of overtime, due to call ins. 6.FortheIowaVeteransHomeonly:Pursuant to Article VII, Section 6 – Transfer Limitations, paragraphH,transferswillbegrantedasfollows:1. Transferwithintheemployingunitpursuantto

Section 2.2.Recallwithintheemployingunittotheclassand

status(full-timeorpart-time)fromwhichlaidoff.3.Transferwithintheemployingunitofpart-time

employees to full-time positions or full-time employees to part-time positions.

4.Promotion,demotion,reclassificationwithintheemployingunit(Employer’sdiscretion).

5.TransferbetweenemployingunitspursuanttoSection 3.

6.Recallbetweenemployingunitstotheclassfromwhichlaidoff.

7. Transferbetweenemployingunitsofpart-timeemployees to full-time positions or full-time employees to part-time positions.

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8.Promotionordemotionbetweenemployingunitsorbetweenagencies(Employer’sdiscretion).

9. TransferbetweenagenciespursuanttoSection4.10.Recallbetweenagenciestotheclassfromwhich

laid off.11.Recalltoaclassotherthanonefromwhichlaidoff.12.Newhire(Employer’sdiscretion).

APPENDIX XDEPARTMENT OF HOMELAND SECURITY

AND EMERGENCY MANAGEMENT

1.Employees,attheirdiscretion,willbeallowedtocarryoverforty(40)hoursofcompensatorytimetothenext year. The year for the purpose of utilization of compensatory time shall end September 30.

APPENDIX YARTICLE IX, SECTION 4 OF THE 2013-15

CONTRACT BETWEEN THE STATE OF IOWA

ANDTHE AMERICAN FEDERATION OF STATE,

COUNTY, AND MUNICIPAL EMPLOYEES, COUNCIL 61 AFL-CIO

Section4HealthBenefitsA. Group Plans and Contributions

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The State agrees to continue to provide group health benefitstoalleligiblebargainingunitmembers.EmployeeswillhavehealthplanoptionsofProgram3Plus,IowaSelect,aPPOwithafiftydollar($50)emergencyroomco-payment,withoutconsiderationofanyotherdeductible,aswellassuchmanagedcareorganizationplansasofferedannuallybytheStatewiththebenefitsatthesamelevelasprovidedundersuchplansduring2007.Program3PlusandIowaSelectwillbemodifiedtoincludeathree(3)tierdrugcardprograminwhichthereisaseparate$250/$500drugcardout-of-pocketmaximumanda$5/$15/$30(generic/brandnameformulary/brandnamenonformularyrespective)co-payment.Program3PlusandIowaSelectwillincludeamailorderprescriptionprovisionwheretwoco-paymentswillbepaidforaninetydaysupplyfor maintenance drugs determined by the carrier. If agenericequivalentisappropriateandavailableandthe member chooses a brand name drug, the member is responsible for the co-payment plus any difference betweenthemaximumallowablefeeforthegenericdrugandthemaximumallowablefeeforthebrandnamedrug,eveniftheproviderhasspecifiedthatthebrandname drug must be taken. The deductible carry over provisionforbothPlan3PlusandIowaSelectwillbeeliminated.Afifteendollar($15)standardofficevisitco-paywillbeincludedinbothProgram3PlusandIowaSelect. This co-pay applies once per date of service and applies to the exam only, deductible and coinsurance donotfollowtheco-payfortheexam.Coinsurancewouldapplytootherofficeservicesandtheco-paywill

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notcounttowardsout-of-pocketmaximums.TheStatefurtheragreestocontributetothecostofhealthbenefitsinaccordancewiththefollowingprovisions:1.SinglePlans: In each year of this Agreement, the State shall contribute the full cost of single coverage.2.FamilyPlans:EffectiveJanuary1,2012,theState’smonthlycontributiontoallplansshallbeeighty-fivepercent(85%)ofIowaSelect.Employeesmayapplythisdollaramount to the plan of their choice.EffectiveJanuary1,2013,theState’smonthlycontributiontoallplansshallbeeighty-fivepercent(85%)ofIowaSelect.Employeesmayapplythisdollaramount to the plan of their choice.FamilyplanswillbeavailabletoDomesticPartners,providedtheymeetrequirementssetforthbytheStateanditscarriers.TheStatewillpaytheState’scontributiontowardfamilypremium.Anyformsoraffidavitswillnotbemadepartofthiscontract.EitheryearofthisAgreement: Should the monthly premium for any family health plan option be reduced during this Agreement, the State andtheemployeeswillcontributethesamepercentagesof total monthly premium paid in the prior year. The State’scontributionforaMCOnotpreviouslyofferedwillbetheState’scontributiontoIowaSelect.3.Double-Spouse:WhenahusbandandwifeareemployedbytheState,at the option of the couple, one family plan may be elected.TheState’scontributiontodouble-spouse

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familycoveragewillbethefullpremium.WhenahusbandandwifeareemployedbytheStateandone(1)spouseisafull-timeemployeeandone(1)spouseisabenefits-eligiblepart-timeemployee,attheoptionofthecouple,one(1)familyplanmaybeelected.TheState’scontribution to the above stated double- spouse family coveragewillnotexceedthefullfamilypremium.Ifbothspousesarebenefits-eligiblepart-timeemployees,theState’sshareofthepremiumforeachemployeewillbeone-half(½)oftheState’sshareofthefull-time double-spouse family premium.WhenahusbandandwifeareemployedbytheState,andone(1)spouseisanon-Regentsemployeeandthe other spouse is a non-merit Regents employee, at theoptionofthecouple,one(1)familyplanmaybeselected. The family plan selected shall come from those plans administered by DAS-HRE. B. Cost ContainmentProgram3PlusandIowaSelectwillincludeacostcontainmentprogramrequiringprecertificationofallnon-emergencyinpatientadmissions,post-certificationof emergency inpatient admissions, continued inpatient stayreview,individualcasemanagement,andpaymentreductions for program non-compliance. Outpatient mentalhealthandsubstanceabusecarewillrequireprecertificationorpaymentreductionswilloccurforprogramnon-compliance.Additionally,therewillbeatwenty-fivethousanddollar($25,000)lifetimemaximumpercoupleforinfertilitybenefits,useofamentalhealthnetworkisrequiredorbenefitreductionwilloccur,anddiabeticeducationisacoveredbenefit.

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238

Board of Regents, State of IowaAFSCME Pay Plan

July 1, 2015 (based on 2088 hours in calendar year)

Grade Pay Basis 7/1/2015 Minimum 7/1/2015 Maximum3 Hourly 12.34 18.36

Semi-Monthly 1,073.58 1,597.32

Monthly 2,147.16 3,194.64

Annual 25,765.92 38,335.68

4 Hourly 12.89 19.18

Semi-Monthly 1,121.43 1,668.66

Monthly 2,242.86 3,337.32

Annual 26,914.32 40,047.84

5 Hourly 13.48 20.04

Semi-Monthly 1,172.76 1,743.48

Monthly 2,345.52 3,486.96

Annual 28,146.24 41,843.52

6 Hourly 14.09 20.95

Semi-Monthly 1,225.83 1,822.65

Monthly 2,451.66 3,645.30

Annual 29,419.92 43,743.60

7 Hourly 14.71 21.88

Semi-Monthly 1,279.77 1,903.56

Monthly 2,559.54 3,807.12

Annual 30,714.48 45,685.44

8 Hourly 15.36 22.87

Semi-Monthly 1,336.32 1,989.69

Monthly 2,672.64 3,979.38

Annual 32,071.68 47,752.56

9 Hourly 16.09 23.89

Semi-Monthly 1,399.83 2,078.43

Monthly 2,799.66 4,156.86

Annual 33,595.92 49,882.32

239

Grade Pay Basis 7/1/2015 Minimum 7/1/2015 Maximum10 Hourly 16.80 24.97

Semi-Monthly 1,461.60 2,172.39

Monthly 2,923.20 4,344.78

Annual 35,078.40 52,137.36

11 Hourly 17.54 26.11

Semi-Monthly 1,525.98 2,271.57

Monthly 3,051.96 4,543.14

Annual 36,623.52 54,517.68

12 Hourly 18.36 27.28

Semi-Monthly 1,597.32 2,373.36

Monthly 3,194.64 4,746.72

Annual 38,335.68 56,960.64

13 Hourly 19.16 28.50

Semi-Monthly 1,666.92 2,479.50

Monthly 3,333.84 4,959.00

Annual 40,006.08 59,508.00

14 Hourly 20.04 29.78

Semi-Monthly 1,743.48 2,590.86

Monthly 3,486.96 5,181.72

Annual 41,843.52 62,180.64

15 Hourly 20.93 31.12

Semi-Monthly 1,820.91 2,707.44

Monthly 3,641.82 5,414.88

Annual 43,701.84 64,978.56

16 Hourly 21.87 32.50

Semi-Monthly 1,902.69 2,827.50

Monthly 3,805.38 5,655.00

Annual 45,664.56 67,860.00

17 Hourly 22.86 34.00

Semi-Monthly 1,988.82 2,958.00

Monthly 3,977.64 5,916.00

Annual 47,731.68 70,992.00

240

Board of Regents, State of IowaAFSCME Pay Plan

July 1, 2016 (based on 2088 hours in calendar year)

Grade Pay Basis 7/1/2016 Minimum 7/1/2016 Maximum

3 Hourly 12.62 18.77

Semi-Monthly 1,097.94 1,632.99

Monthly 2,195.88 3,265.98

Annual 26,350.56 39,191.76

4 Hourly 13.18 19.61

Semi-Monthly 1,146.66 1,706.07

Monthly 2,293.32 3,412.14

Annual 27,519.84 40,945.68

5 Hourly 13.78 20.49

Semi-Monthly 1,198.86 1,782.63

Monthly 2,397.72 3,565.26

Annual 28,772.64 42,783.12

6 Hourly 14.41 21.42

Semi-Monthly 1,253.67 1,863.54

Monthly 2,507.34 3,727.08

Annual 30,088.08 44,724.96

7 Hourly 15.04 22.37

Semi-Monthly 1,308.48 1,946.19

Monthly 2,616.96 3,892.38

Annual 31,403.52 46,708.56

8 Hourly 15.71 23.38

Semi-Monthly 1,366.77 2,034.06

Monthly 2,733.54 4,068.12

Annual 32,802.48 48,817.44

9 Hourly 16.45 24.43

Semi-Monthly 1,431.15 2,125.41

Monthly 2,862.30 4,250.82

Annual 34,347.60 51,009.84

241

Grade Pay Basis 7/1/2016 Minimum 7/1/2016 Maximum

10 Hourly 17.18 25.53

Semi-Monthly 1,494.66 2,221.11

Monthly 2,989.32 4,442.22

Annual 35,871.84 53,306.64

11 Hourly 17.93 26.70

Semi-Monthly 1,559.91 2,322.90

Monthly 3,119.82 4,645.80

Annual 37,437.84 55,749.60

12 Hourly 18.77 27.89

Semi-Monthly 1,632.99 2,426.43

Monthly 3,265.98 4,852.86

Annual 39,191.76 58,234.32

13 Hourly 19.59 29.14

Semi-Monthly 1,704.33 2,535.18

Monthly 3,408.66 5,070.36

Annual 40,903.92 60,844.32

14 Hourly 20.49 30.45

Semi-Monthly 1,782.63 2,649.15

Monthly 3,565.26 5,298.30

Annual 42,783.12 63,579.60

15 Hourly 21.40 31.82

Semi-Monthly 1,861.80 2,768.34

Monthly 3,723.60 5,536.68

Annual 44,683.20 66,440.16

16 Hourly 22.36 33.23

Semi-Monthly 1,945.32 2,891.01

Monthly 3,890.64 5,782.02

Annual 46,687.68 69,384.24

17 Hourly 23.37 34.77

Semi-Monthly 2,033.19 3,024.99

Monthly 4,066.38 6,049.98

Annual 48,796.56 72,599.76

242

Board of Regents, State of IowaAFSCME Pay Plan

January 1, 2017 (based on 2080 hours in calendar year)

Grade Pay Basis 1/1/2017 Minimum 1/1/2017 Maximum

3 Hourly 12.78 19.00

Semi-Monthly 1,107.60 1,646.67

Monthly 2,215.20 3,293.33

Annual 26,582.40 39,520.00

4 Hourly 13.34 19.86

Semi-Monthly 1,156.13 1,721.20

Monthly 2,312.27 3,442.40

Annual 27,747.20 41,308.80

5 Hourly 13.95 20.75

Semi-Monthly 1,209.00 1,798.33

Monthly 2,418.00 3,596.67

Annual 29,016.00 43,160.00

6 Hourly 14.59 21.69

Semi-Monthly 1,264.47 1,879.80

Monthly 2,528.93 3,759.60

Annual 30,347.20 45,115.20

7 Hourly 15.23 22.65

Semi-Monthly 1,319.93 1,963.00

Monthly 2,639.87 3,926.00

Annual 31,678.40 47,112.00

8 Hourly 15.91 23.67

Semi-Monthly 1,378.87 2,051.40

Monthly 2,757.73 4,102.80

Annual 33,092.80 49,233.60

9 Hourly 16.66 24.74

Semi-Monthly 1,443.87 2,144.13

Monthly 2,887.73 4,288.27

Annual 34,652.80 51,459.20

243

Grade Pay Basis 1/1/2017 Minimum 1/1/2017 Maximum

10 Hourly 17.39 25.85

Semi-Monthly 1,507.13 2,240.33

Monthly 3,014.27 4,480.67

Annual 36,171.20 53,768.00

11 Hourly 18.15 27.03

Semi-Monthly 1,573.00 2,342.60

Monthly 3,146.00 4,685.20

Annual 37,752.00 56,222.40

12 Hourly 19.00 28.24

Semi-Monthly 1,646.67 2,447.47

Monthly 3,293.33 4,894.93

Annual 39,520.00 58,739.20

13 Hourly 19.83 29.50

Semi-Monthly 1,718.60 2,556.67

Monthly 3,437.20 5,113.33

Annual 41,246.40 61,360.00

14 Hourly 20.75 30.83

Semi-Monthly 1,798.33 2,671.93

Monthly 3,596.67 5,343.87

Annual 43,160.00 64,126.40

15 Hourly 21.67 32.22

Semi-Monthly 1,878.07 2,792.40

Monthly 3,756.13 5,584.80

Annual 45,073.60 67,017.60

16 Hourly 22.64 33.65

Semi-Monthly 1,962.13 2,916.33

Monthly 3,924.27 5,832.67

Annual 47,091.20 69,992.00

17 Hourly 23.66 35.20

Semi-Monthly 2,050.53 3,050.67

Monthly 4,101.07 6,101.33

Annual 49,212.80 73,216.00

244

FY 2016 Calendar

July 2015 August 2015 September 2015 S M T W T F S S M T W T F S S M T W T F S 1 2 3 4 1 1 2 3 4 5

5 6 7 8 9 10 11 2 3 4 5 6 7 8 6 7 8 9 10 11 12 12 13 14 15 16 17 18 9 10 11 12 13 14 15 13 14 15 16 17 18 19 19 20 21 22 23 24 25 16 17 18 19 20 21 22 20 21 22 23 24 25 26 26 27 28 29 30 31 23 24 25 26 27 28 29 27 28 29 30 30 31

October 2015 November 2015 December 2015

S M T W T F S S M T W T F S S M T W T F S 1 2 3 1 2 3 4 5 6 7 1 2 3 4 5

4 5 6 7 8 9 10 8 9 10 11 12 13 14 6 7 8 9 10 11 12 11 12 13 14 15 16 17 15 16 17 18 19 20 21 13 14 15 16 17 18 19 18 19 20 21 22 23 24 22 23 24 25 26 27 28 20 21 22 23 24 25 26 25 26 27 28 29 30 31 29 30 27 28 29 30 31

January 2016 February 2016 March 2016 S M T W T F S S M T W T F S S M T W T F S 1 2 1 2 3 4 5 6 1 2 3 4 5

3 4 5 6 7 8 9 7 8 9 10 11 12 13 6 7 8 9 10 11 12 10 11 12 13 14 15 16 14 15 16 17 18 19 20 13 14 15 16 17 18 19 17 18 19 20 21 22 23 21 22 23 24 25 26 27 20 21 22 23 24 25 26 24 25 26 27 28 29 30 28 29 27 28 29 30 31 31

April 2016 May 2016 June 2016 S M T W T F S S M T W T F S S M T W T F S 1 2 1 2 3 4 5 6 7 1 2 3 4

3 4 5 6 7 8 9 8 9 10 11 12 13 14 5 6 7 8 9 10 11 10 11 12 13 14 15 16 15 16 17 18 19 20 21 12 13 14 15 16 17 18 17 18 19 20 21 22 23 22 23 24 25 26 27 28 19 20 21 22 23 24 25 24 25 26 27 28 29 30 29 30 31 26 27 28 29 30

245

FY 2017 Calendar

July 2016 August 2016 September 2016 S M T W T F S S M T W T F S S M T W T F S 1 2 1 2 3 4 5 6 1 2 3

3 4 5 6 7 8 9 7 8 9 10 11 12 13 4 5 6 7 8 9 10 10 11 12 13 14 15 16 14 15 16 17 18 19 20 11 12 13 14 15 16 17 17 18 19 20 21 22 23 21 22 23 24 25 26 27 18 19 20 21 22 23 24 24 25 26 27 28 29 30 28 29 30 31 25 26 27 28 29 30 31

October 2016 November 2016 December 2016 S M T W T F S S M T W T F S S M T W T F S 1 1 2 3 4 5 1 2 3

2 3 4 5 6 7 8 6 7 8 9 10 11 12 4 5 6 7 8 9 10 9 10 11 12 13 14 15 13 14 15 16 17 18 19 11 12 13 14 15 16 17 16 17 18 19 20 21 22 20 21 22 23 24 25 26 18 19 20 21 22 23 24 23 24 25 26 27 28 29 27 28 29 30 25 26 27 28 29 30 31 30 31

January 2017 February 2017 March 2017 S M T W T F S S M T W T F S S M T W T F S 1 2 3 4 5 6 7 1 2 3 4 1 2 3 4 8 9 10 11 12 13 14 5 6 7 8 9 10 11 5 6 7 8 9 10 11 15 16 17 18 19 20 21 12 13 14 15 16 17 18 12 13 14 15 16 17 18 22 23 24 25 26 27 28 19 20 21 22 23 24 25 19 20 21 22 23 24 25 29 30 31 26 27 28 26 27 28 29 30 31

April 2017 May 2017 June 2017

S M T W T F S S M T W T F S S M T W T F S 1 1 2 3 4 5 6 1 2 3

2 3 4 5 6 7 8 7 8 9 10 11 12 13 4 5 6 7 8 9 10 9 10 11 12 13 14 15 14 15 16 17 18 19 20 11 12 13 14 15 16 17 16 17 18 19 20 21 22 21 22 23 24 25 26 27 18 19 20 21 22 23 24 23 24 25 26 27 28 29 28 29 30 31 25 26 27 28 29 30 30

246

2015-2017 COLLECTIVE BARGAINING AGREEMENTBETWEEN

THE STATE OF IOWAAND

THE AFSCME IOWA COUNCIL 61 AFL-CIO

Bargaining Committee TeamsState of Iowa

Terry E. Branstad, GovernorJanet Phipps, Chief Negotiator

AFSCME Iowa Council 61DannyJ.Homan,ChiefNegotiator/PresidentMark Frymoyer, Asst. to the President

Blue Collar Bargaining Team:Curtis CloseWayne CopelandDeb Duncan – Blue Collar

ChairRichard FrauenholzMaureen KimmerleJoe(Alfred)Marron

Randy MeyerPaul RadmakerRobertSweetJames ThompsonScott ThompsonJennifer Leavy-WestphalRay Woodrich

Clerical Bargaining Committee:

Andy BockShelly Hill – Clerical ChairLorraineHuneke-BowansJean McMaken Cathy Pearson

Michelle Ray-MichalecDarlene RodgersNicole SmalleyMary ThompsonLori Wilkens

Community Based Corrections Bargaining Committee:Julie BrandtRobert HendersonCarrie Hill

KenHowardJulie Schultz – Community

Based Corrections Chair

Education Bargaining Committee:Laura GriffethJerry HarmsRosanne Malek

Cory Quist – Education Chair

247

Patient Care Bargaining Committee:Leann Devos-Techau DawnHecoxRobbie Kinney

Regina LarkinsSusanRowe–Patient Care

Chair

Professional Fiscal & Staff Bargaining Committee:Rosa GardunoStan McElderry –

Professional Fiscal & Staff Chair

Marlon MormannBeth ScheetzLarry Stevens

Security Bargaining Committee:Josh BaalMark BakerJoe BergenDavid BloemMatt BordersLaura Craig-BuchholzTy DermerTony EllisonLeo GansenMartyHathaway–Security

Chair

Michelle JacobsKen JohnsonJerry JonesScott KnudtsonNeil LeMasterRon MillerJason MoatsDeb MurphyNate OsbonRon Yarkosky

Technical Bargaining Committee:MarkAtwoodSusie Baker – Regents ChairKathy ButlerLynn CrannellDaryl EricksonEllen FritzCheryl GibsonRick GrovesJanet Hansen – Technical

Chair

Sheila LauenrothSean PassickPeggy PhippsDeanna RobertsCurtSalowConstance Schlesky Deb ShepherdShane Shook

248

INDEX AAccess to Personnel Files ......................................... 91Agreement ..................................................................1Appendices ................................See Table of ContentsApplication of Layoff ................................................32Arbitrability ..............................................................26BBargain, Obligation to.............................................106Bargaining Teams ...................................................246Bargaining Units .........................................................1Benefits,Fringe .........................................................56Buildings/Structures/SteamTunnels ........................98Bulletin Boards ...........................................................5CCall-Back Time .........................................................54Catastrophic Illness Contributions ...........................88Clothing ....................................................................99 Protective ...............................................................99 Uniforms ................................................................99ComplianceLimitations(HealthandSafety) .......... 101Conventions & Conferences, Union ...........................8Contracting and Job Security ...................................37Conversion Rights .....................................................74Court Appearance .....................................................90DDamage to Personal Items ......................................100Deferred Compensation ............................................58Definitions Grievance .............................................................14 Permanent Vacancy .............................................42

249

Seniority ..............................................................30 Work Rules ..........................................................91DentalBenefits ......................................... 64, 142, 145Direct Deposit ..........................................................83Disability Insurance ..................................................68Disabled Employees Retention of ..........................................................95Discipline and Discharge ..........................................23Discrimination ............................................................9Dues Deduction ..........................................................2EEducational Leave Paid ......................................................................90 Unpaid ..................................................................85Electronic Communication .......................................11Emergency Closings, Severe Weather ......................93Employee Assistance Program .................................96Employer-OwnedVehicles ..................................... 101Enrollment, Health and Dental Insurance ..............140EquipmentandTools ................................................98Exchange of Information for Processing Grievances ....25Exclusion of Grievant ...............................................25Exclusion of Probationary Employees ......................25Exclusive Procedure ..................................................21Expenses Payment of Employee Moving ..................... 92, 147 Special..................................................................92FFamily and Medical Leave ........................................87Field Staff Personnel ...............................................194FringeBenefits ..........................................................56

250

GGeneral....................................................................106General Layoff Procedures .......................................33Grievance Arbitration ...........................................................18Definitionof ........................................................14 Exchange of Information .....................................25 Exclusive Procedure .............................................21 GRIP .............................................................. 17, 27 Procedure .............................................................14 Processing of ........................................................22 Representation .....................................................21 Resolution of Timeliness Issues ...........................26 Retroactivity ........................................................21 Steps .....................................................................15Stewards ...............................................................21 Time Limits .........................................................20Grievant, Exclusion of .............................................25H Health and Safety ......................................................98 Committees ........................................................103 Education & Reporting Procedures ...................103HealthBenefits .................................................. 59, 140Holidays ....................................................................77Hours of Work ..........................................................46I IdentificationCards ...................................................94InsuranceBenefits Dental................................................... 64, 142, 145 Disability .............................................................68 Health ........................................................... 59, 140

251

Life .......................................................................66J Job Security and Contracting ...................................37Jury Duty ..................................................................89LLabor Management Meetings ...................................96Layoff ........................................................................32 Application ............................................................32 Procedure ..............................................................33 Temporary .............................................................33 Units ....................................................................136 Volunteers, Unpaid ...............................................33 Volunteers, Employees ..........................................33Leave Annual .................................................................74 Sick ......................................................................68 Union .....................................................................6 Vacation ...............................................................74Leaves of Absence ....................................................83 Court Appearance ................................................90 Educational, paid .................................................90 Educational, unpaid ............................................85 Eligibility .............................................................83 Family and Medical Leave ...................................87 Jury Duty .............................................................89 Medical ................................................................86 Military ................................................................85 Paid ......................................................................89PaidAnnual(Vacation) ........................................74 Paid Educational ..................................................90 Parental ................................................................85

252

RequestProcedure ...............................................84 Unpaid Educational ..............................................85 Voting ..................................................................89 Without Pay .........................................................84Life Insurance ...........................................................66Limitations Compliance ........................................................ 101 Transfer ................................................................42Lodging and Travel ...................................................80Loss of Licensure ......................................................88MManagement Rights ..................................................13Meal Periods .............................................................51Medical Leave of Absence ........................................86Med Passer Differential ............................................55Military Leave ..........................................................85Miscellaneous ...........................................................91Moving Expense, Payment of Employee .......... 92, 147NNamesofStewards ...................................................21NewEmployeeOrientation .......................................12NoReprisal(WhistleblowerClause) ........................10OObligation to Bargain ..............................................106Orientation,NewEmployee ......................................12Overtime ...................................................................47PPaidAnnualLeaveofAbsence(Vacation) ...............74Paid Educational Leave .............................................90Paid Leaves of Absence Court Appearance ................................................90

253

Educational Leave ................................................90 Jury Duty .............................................................89 Voting Leave ........................................................89Parental Leave ..........................................................85Payday .......................................................................82Payment of Employee Moving Expenses .......... 92, 147Payment of Sick Leave Upon Retirement .................72Pay Plans .................................................................223PEOPLE Deduction ....................................................5Performance Evaluation ............................................95Permanent VacancyDefinitionof .........................................................42Personal Items, Damage to .....................................100Personnel Files ..........................................................91Probationary Employees, Exclusion of ....................25Processing Grievances ..............................................22Protective Clothing ...................................................99RRecognition and Union Security .................................1Reimbursement, Tuition and Related Reimbursement ..92Representation, Grievances ......................................21RequestProcedure,LeavesofAbsence ....................83Rest Periods ..............................................................51RetentionOfBenefits .........................................................107 Of Disabled Employees ........................................95Retirement, Sick Leave Payment ..............................71Retroactivity .............................................................21Retroactivity Prohibited ............................................32Return from Military Service ...................................45Rights, Management .................................................13

254

S Safety Shoes – Safety Glasses ................................100Savings Clause ........................................................107Scheduling, Volunteer Emergency Personnel ...........55School Year Employees.............................................68SelectedIRSPre-TaxBenefits ..................................58Seniority,Definitionof ............................................30Seniority Lists ..........................................................31SevereWeather/EmergencyClosings .......................93Shift Differential .......................................................52Sick Leave .................................................................68Special Expenses ......................................................92Standby .....................................................................53SteamTunnels/Structures/Buildings ........................98Steps, Grievance Procedure ......................................15Stewards,Namesof ..................................................21TTemporary Layoff Procedures ..................................33Termination of Agreement ......................................109Time Limits ..............................................................20Timeliness Arbitrability ............................................26Time Sheets ..............................................................94ToolsandEquipment ...............................................98Training ....................................................................94Transfers ...................................................................38BetweenEmployingUnits ...................................41BetweenStateAgencies .......................................41 Eligibility .............................................................38 Limitations ...........................................................42 Within Employing Units ......................................39Travel and Lodging ..................................................80

255

TravelBetweenWorkSites .......................................54Tuition and Related Reimbursement .........................92UUniforms ...................................................................99Union Activity ............................................................9Union Activity Protection ...........................................9Union Conventions & Conferences ............................8Union Leave ................................................................6Union Pins ................................................................99Union Visitation ........................................................10Unpaid Educational Leave ........................................85USERRA ..................................................................45VVacancy, Permanent ..................................................42Vacation ....................................................................74Vehicles,EmployerOwned ..................................... 101Video Display Terminals ........................................102Visitation, Union .......................................................10Volunteer Emergency Personnel Scheduling ............55VolunteerFirefighters ...............................................55Voting Leave .............................................................89WWages ........................................................................56Wash-up Time ...........................................................52Work Areas ...............................................................95Work Rules ...............................................................91Work Schedules ........................................................46Workers’CompensationBenefits ..............................65

256