20240829PAC to Staff 175 Attachment B-1.pdf

LABOR AGREEMENT
FOR
COMBUSTION TURBINE
GENERATION PLANTS
BETWEEN
PACIFICORP ENERGY
AND
LOCAL UNION 57 OF THE INTERNATIONAL
BROTHERHOOD OF ELECTRICAL WORKERS
AFFILIATED WITH AFL-CIO
January 26, 2020 to January 25, 2023
lilt
p`tiEp N O y ?8 a
PA
CIFICORP
A BERKSHIRE HATHAWAY ENERGY COMPANY

TABLE OF CONTENTS
Article/Section Section Number Page
Article 1: Introduction and Recognition 1
Article 2: Union Business 3
Space for Union Posting 2.1 3
Appointment of Stewards 2.2 3
Union Business 2.3 3
Dues Deductions 2.4 3
Deductions Supporting COPE 2.5 3
Article 3: Employment, Seniority 3
Employment Classifications 3.1 3
Hiring and Shift Transfers 3.2 3
Probationary Period 3.3 4
Seniority 3.4 4
Displacement Process 3.5 5
Job Security 3.6 5
Article 4: Hours of Work and Compensation 5
Hours of Work 4.1 5
Overtime 4.2 7
Compensation Provisions 4.3 8
Expense Reimbursement 4.4 9
Shift Differential 4.5 9
Article 5: Grievance and Arbitration Procedure 9
Adjustment and Arbitration 5.1 - 5.3 9
Step l 5.3 9
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TABLE OF CONTENTS
Article/Section Section Number Page
Step 2 5.3 9
Step 3 5.3 10
Joint Executive Committee 5.4 10
Article 6: Work Rules and Practices 10
Safety and Environmental 6.1 10
Working Rules 6.2 11
Job Site Reporting 6.3 11
Use of Contractors 6.4 12
Red Hours 6.5 12
Article 7: Employee Benefit Programs 12
Holidays 7.1 12
Vacation and Sick Leave 7.2 13
Short-term Disability Benefit and Leave 7.3 18
Long-term Disability Benefit and Leave 7.4 19
Personal Leave of Absence 7.5 20
Medical Examination and Return to Work Notice 7.6 20
Industrial Injury/Worker's Compensation 7.7 20
Military Leave 7.8 20
IBEW/Western Utilities Health &Welfare Trust 7.9 21
Defined Benefit Retirement Plan 7.10 22
Defined Contribution Retirement Plan 7.11 23
Life Insurance Benefit 7.12 23
Employee Assistance Plan 7.13 23
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TABLE OF CONTENTS
Article/Section Section Number Page
Bridging of Benefits 7.14 23
Bereavement Leave 7.15 23
Random Drug &Alcohol Testing 7.16 24
Article 8: Duration of Agreement 24
Term of Agreement 8.1 —8.3 24
Exhibit A: Senior Plant Technician- Operations 25
Exhibit B: Senior Plant Technician- Maintenance 26
Signature Page 27
Memorandums of Understanding 28
Taft-Hartley Pension Trust Fund 28
Temporary Hiring Hall Employees 30
Working Between Local 57 Collective Bargaining 33
Agreement
Travel Time for Training 33
CT Plants - Senior Plant Technician—Operations Position 34
CT Plants -Auxiliary Operator Position 36
Sr. Technician Operator System Check Out Process & 38
Expectations
Sr. Technician Operations Oral Board Guidelines 38
Auxiliary Operator—Qualification Card 40
Sr. Technician Operator—Qualification Card 43
Drug&Alcohol Testing—April 12, 2012 47
Shift Trades—May 17, 2001 49
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TABLE OF CONTENTS
Article/Section Section Number Page
Vacation and Sick Leave Provisions for Employees Who 50
Leave the Company for Full-time Employment with an
IBEW Local—April 1, 1982—Effective January 25, 1985
Memorandums of Agreements Included/Excluded 50
LB.E.W. Local 57 Officers/Executive Board 52
Wage Table 53
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THIS AGREEMENT, made and executed this 26th day of January, 2020, by and between
PacifiCorp Energy, a corporation, hereinafter referred to as the "COMPANY," and LOCAL
UNION NO. 57 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL
WORKERS,an affiliate of the AFL-CIO,hereinafter referred to as the "UNION,"WITNESSETH:
This Agreement shall be binding upon the company, its successors and assigns. When a sale of
assets includes a reassignment of employees to continue working for a new owner, the company
promises that it will secure the agreement of the successor to assume the company's obligations
under this Agreement. The company expressly authorizes the union to seek judicial relief,without
exhausting the grievance process in cases involving successorship.
That for the purpose of facilitating the peaceful adjustment of differences that may arise from time
to time between the parties hereto, and to promote harmony and efficiency to the end that the
Company, the Union and the general public may mutually benefit, the parties hereto contract and
agree with each other as follows:
Article 1
Introduction and Recognition
1.1 The Company is a public utility engaged in the public service of generating, transmitting
and distributing electric power and energy. The Company recognizes the Union as the exclusive
representative of all employees at the Lake Side and Currant Creek Generation Plants, excluding
management and supervisory employees who have authority to hire and fire, for the purpose of
collective bargaining in respect to rates of pay, wages, hours of employment and other conditions
of employment. The Union recognizes the right of each employee to join or refrain from joining
any labor organization and will not unduly solicit nonmember employees to become members.
The Union will act fairly and impartially for all employees for whom it shall be a bargaining
agency.
1.2 Should the Company construct or acquire any combustion turbine generating facility,
simple cycle or combined,the parties will meet to discuss the issues associated with their accretion
into this Agreement or creation of a new collective bargaining agreement.
1.3 The Company, to facilitate the continuous performance of such service, will meet with the
Business Manager of the Union in reference to any matter coming within the scope of this
Agreement, and will cooperate with the Union in its efforts to promote harmony and efficiency
among all of the employees of the Company.
1.4 Supervisors may not routinely perform work customarily performed by classifications
contained herein.
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However some core duties of Senior Technicians include duties, which are typically retained by
management. These duties include planning, managing contractors, and budgeting. Management
retains its' right to perform these duties by non-bargaining unit employees.
1.5 The Union acknowledges that the employees covered by this Agreement, will not, during
the term of this Agreement, be called upon or permitted to cease, slowdown, or abstain from the
continuous performance of the duties pertaining to the positions held by them with the Company;
and the Company acknowledges that it will not, during the term of this Agreement, undertake to
lockout or prevent such continuity of performance by said employees insofar as such performance
is required in the operation of the Company. Any difference that may arise between the above
parties during the term of this Agreement shall be settled in the manner hereinafter provided in
Article 5.
1.6 The Union, on behalf of its members(who are employees of the Company),represents that
they will individually and collectively perform loyal and efficient work and service and that they
will cooperate in promoting and advancing the welfare of the Company and the protection of its
service to the public at all times.
1.7 In the event mandatory laws or government rules or regulations applicable to,or in conflict
with, any of the provisions of this Agreement shall become effective and binding upon the parties
hereto with respect to such conflicting provisions,this Agreement shall be subject to modification
to the extent required thereby.
1.8 All employees of the Company coming within the classifications covered by this
Agreement after one month's continuous employment should and, where permitted by law, shall
be required to share equally in the cost of maintaining and operating the collective bargaining
agency in accordance with its rules.
1.9 Nothing in this Agreement is intended or shall be used to violate any municipal ordinance,
federal or state law, regulation, or safety standard, or any local government requirement, nor is it
intended to allow public personal danger to continue to the detriment of either the general public,
the Company or an employee.
1.10 This Agreement shall be subject to amendment at any time by mutual consent of the parties
hereto. Such amendment must be reduced to writing, state the effective date of the amendment,
and be executed in the same manner as this Agreement.
1.11 Neither the Company nor the Union will discriminate against any employee or prospective
employee, in application of any of the terms of this Agreement, because of race, color, national
origin, sex, age, religion, disability or veteran status. The Company and Union will cooperate to
provide a productive and harassment-free work environment.
1.12 The supervision and control of all operations and the direction of all working forces,
including the right to hire,to suspend or discharge for proper cause, or to transfer employees or to
relieve employees from duty because of lack of work, or other legitimate reasons, are vested
exclusively in the Company. The Company retains the right to exercise discipline in the interest
of good service and the proper conduct of its business. An employee, who has been laid off,
disciplined or discharged shall be advised of the reason or reasons for such action upon request,
and shall be entitled to a hearing as hereinafter provided in Article 5.
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Article 2
Union Business
2.1 The Company will provide the Union reasonable space for the purpose of posting official
Union Bulletins upon Company bulletin boards.
2.2 The Union Business Manager shall have the right to appoint a steward to serve in each of
the local units. The stewards will be the representatives of the Union and will be responsible for
the handling of matters related to compliance with provisions of the Agreement in the units.
Stewards will be allowed reasonable time to perform these duties during working hours without
loss of pay. Stewards and local management will work collectively to ensure time spent addressing
local issues respects the operating demands of the work location. The Union will inform the
Company's Labor Relations Representative of the names of stewards and effective dates of their
appointments immediately upon their selection.
2.3 Time off for Union business will be granted if it will not inconvenience the Company
operations or increase its operating expenses. No compensation will be received from the
Company for this time off.
2.4 The Company agrees to deduct from each of their regular employees, the regular monthly
union dues as established by Local 57 IBEW.
Before any such deductions will be made, Local 57 shall obtain and deliver to the Company the
signed voluntary written authorization of the employee who has agreed to these deductions. The
amount of those deductions shall be paid to the Financial Secretary of the Local Union along with
a list showing the name of each employee and the amount deducted. Monthly dues (not including
initiation fees, fines or assessments) shall continue to be deducted until the employee gives written
notice through certified U.S. Mail to Local 57 and the Union notifies the Company to end this
deduction.
2.5 Employees may authorize the Company to make deductions supporting the Committee on
Political Education (C.O.P.E.). These deductions will be forwarded to the Union and the means
to stop these deductions will be the same as outlined above in Article 2.4.
Article 3
Employment, Seniority
3.1 Employee Classifications
3.1.1 Regular Employee is employed in a position requiring an average of forty hours of
scheduled work per week. All benefits contained herein are available to Regular Employees.
3.1.2 Temporary Employ includes all employees not covered in Section 3.1.1. It includes
employees hired for periods with known ending dates. Participation in Company employee
benefits is strictly limited to those programs required by law.
3.1.3 Hiring Hall Employ includes those employees performing work under the jurisdiction of
this collective bargaining agreement in accordance with the terms of the Hiring Hall Memorandum
of Agreement.
3.2 Hiring and Shift Transfers
3.2.1 Filling Posted Positions
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3.2.1.1 First, a technician at the location of the posting who has been in the posted craft within the
last five years shall be awarded the position based on seniority.
3.2.1.2 Second, a technician at a different location (Currant Creek and Lakeside) who is currently
in that craft or who has been in the craft within the last five years shall be awarded the position
based on seniority, subject to paragraph 1 above.
3.2.1.3 Third, all other internal and external applicants shall follow the procedure set forth in
section 3.2.4 below and selection shall be based on merit.
3.2.2 Craft shall be defined as:
• Journeyman Electrician
• Journeyman Mechanic
• Journeyman Instrument and Control Technician
• Control Room Operator-Lakeside (Siemens' technology)
• Control Room Operator-Currant Creek(General Electric technology)
• Auxiliary Operator
3.2.3 Employees who desire to transfer more than once between Currant Creek and Lakeside
sites within a 24 month period must receive plant approval from both locations prior to approving
the transfer.
3.2.4 The Company shall hire employees who best qualify for the positions. An equal number of
Management and bargaining unit employees on a task team will evaluate the qualifications of the
finalists. Internal employees, including PacifiCorp employees will be given a preference,
qualifications being equal. Management shall make the final hiring decision.
3.3 Probationary Period
3.3.1 All employees are subject to an initial six-month probationary period. Employees may be
terminated during that six-month period for substandard performance or any other non-
discriminatory reason. Employees terminated during their probationary period do not have access
to the grievance procedure within Article 5 of this agreement.
3.4 Seniority
3.4.1 Seniority for regular employees shall be deemed to accrue from the day an employee last
began continuous work under this Agreement. Seniority will continue to accrue during periods of
absence for medical reasons,leave under Family Medical Leave Act(FMLA),short-term and long-
term disability. Previously acquired seniority shall not be lost by reason of employment in other
areas of the Company, an involuntary layoff or break in continuous work due to no fault on the
part of the employee,provided, however, that in the event of such layoffs, or breaks in continuous
work, seniority shall not accrue for the period of such absence from work.
3.4.2 Employees hired on the same date will establish Seniority using a lottery system. Once
seniority has been established by lottery,this seniority date will be used for all purposes identified
in this Agreement except Bridging of Benefits identified in Section 7.13.
3.4.3 Temporary employees shall not accrue seniority.
3.4.4 The Company shall furnish a seniority list to the Union.
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3.5 Displacement Process
3.5.1 The Company will give reasonable notice to the Union and employees in advance of a
layoff.
3.5.2 After the Company has determined the need for a reduction in force; the Company and
Union will meet to review the circumstances that created the need for the reduction(s).
3.5.3 All factors being equal, the employee with the least seniority will be displaced.
3.5.4 In the event of an involuntary lay-off, affected employees shall receive COBRA insurance
benefits provided by the company. One month of COBRA shall be paid for each year of
employee's service,up to 18 months.
3.6 Job Security
Each employee covered under this agreement,who is active on the payroll on January
26, 2013, will be provided security against loss of employment for the duration of this
Agreement, subject to the following:
a. Employees hired after January 26, 2013 will not have this protection.
b. In the event of lack of work, or to respond to regulatory mandates,the company may
reduce employees. Where this occurs, the Company shall meet with the Union
Business Manager to identify the lack of work, and how to minimize the impact on
those employees affected.
Article 4
Hours of Work and Compensation
4.1 Hours of Work
4.1.1 The Company may establish additional shifts and schedules and the impact associated
with such new shifts or schedules is the proper subject of bargaining. Scheduled workdays shall
be in sequence unless otherwise agreed to by the parties.
4.1.1.1 Operations 12 Hour Shift
4.1.1.1.1 Work Week: For employees working this schedule, the work week will be defined as
beginning at 06:00 Sunday and ending at 06:00 the following Sunday.
4.1.1.1.2 Shift Schedule: Schedule will include two 36-hour work weeks,two 48-hour work weeks,
one 32 hour workweek.
Sun Mon Tue Wed Thu Fri Sat Work Paid
Shift 1 N N N N 48 52
Shift 2 D D D 36 36
Shift 3 N N N D 48 52
Shift 4 D D D 36 36
Shift 5 r r r r 32 32
Average 40 Aiiii
D =6AMto6PM N=6PMto6AM r= 7AMto3PM
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4.1.1.1.3 A shift day will be referred to as the day the shift starts. Twelve hour shift week will
run 06:00 Sunday through 06:00 the following Sunday. Dayshift hours will be 06:00 a.m.to 18:00,
night shift hours will be 18:00 to 06:00. By mutual understanding, the start and end times may be
adjusted seasonally to allow convenient relief times so as to not interfere with plant start-up.
4.1.1.1.4 The relief week will normally be Monday to Thursday with shifts beginning at 07:00 to
15:00. This week will also be the relief week. During relief week, relief week coverage will run
06:00 Sunday to 06:00 the following Sunday. If scheduled to cover 12 hour relief shifts,hours will
be the same as above. For example upon approval from management to change from a 4-8 hour
schedule to a "12-12-8" schedule (two twelve hour and one eight hour days in any order in three
consecutive days) shall be accommodated when it is cost neutral and does not interfere with plant
operations. Likewise, a relief person may be placed on a"12-12-8" or"12-12-12" schedule where
appropriate to fill shifts or otherwise maintain efficient plant operations.
4.1.1.1.5 Shift Trades
Shift trades may be allowed if there is no additional overtime cost associated with the trade. Trades
must be completed within the same work week.Trades cannot occur between operators on opposed
shifts resulting in 12 hours back to back. A shift trade form must be submitted and be approved by
the Operations Manager prior to the trade.
4.1.1.1.6 Vacant Position Coverage (vacancy, sick or vacation)
1. Shift vacancies will be filled by the most cost effective means possible. Filling vacancies will
normally be done in the following manner:
a. Relief Operator
b. Overtime call out will be by calling the low man first and exhausting the list.
c. When shift cannot be covered by a or b above, employees who are on vacation will be
contacted for coverage if they have indicated a willingness to cover.
d. In the event of a force call out, employees not on vacation will be forced first. Low actual
overtime hours will be used to force.
e. If force contact cannot be made, employees on shift will split the shift. One operator
holding over 6 hours and the other coming in 6 hours early.
2. During the 32 hour 8 hour work week, available operators will be considered to be relief and
will cover vacancies created by other operators on 12 hour shifts. Hours covered in excess of thirty
two (32) hours during this week will be overtime as outlined in 4.2.2 below. Operators will be
available to cover the relief week run as outlined in 4.1.1.1.6 above and will be assigned day or
night shifts as needed. Relief operators can be scheduled to cover unforeseen vacancies.
3. Vacation guidelines will be determined in a separate document by Management.
4. Vacation and sick leave will be charged by the actual hours of vacation or sick leave taken. All
regularly scheduled hours that are not worked must be charged to sick leave, vacation, holiday or
authorized time off without pay.
5. Vacation or sick leave taken on the 4th day of a 48 hour work week will be paid as 12 hours of
sick or vacation. No overtime will be paid.
4.1.1.1.7 Shift Change for Rotating Shift Employees
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The company may temporarily change an employee's shift to meet needs of service. When the
company temporarily assigns an employee to another shift, no loss in regular pay shall occur. The
following terms will apply to this temporary change:
• At least ten(10) calendar days' notice of the shift change will be given to the employee.
• There shall be at least 8-hours off duty between the regular shift and the new shift.
• The scheduled days off during the temporary shift will be consecutive.
The employee will receive one and one-half times the regular rate of pay for the first new
shift worked if the company is unable to comply with the above terms.
An employee moving from a 32 or 36 hour week to a 40 hour week will be paid straight
time for the 40 hours. An employee moving from a 48 hour week to a 40 hour week shall
be paid 40 hours straight time and 8 hours at time and one-half and work the 8 hours
overtime, unless the employee and management agree to waive the 8 hours pay and
overtime hours.
4.1.1.2 Maintenance Schedules and Shifts
4.1.1.2.1 Work Week: Maintenance workweek will begin at 00:00 p.m. Sunday and
continue until the following Saturday at 24:00 p.m.
Work Day: 00:00 to 24:00 hours
4.1.1.2.2 Maintenance Shifts 8-hours, Monday-Friday
Day Shift 7:00 a.m. to 3:30 p.m.
4.1.1.2.3 Maintenance Shifts 10-hours, Monday-Thursday or Tuesday-Friday
Day Shift 7:00 a.m. to 5:30 p.m.
4.1.2 Employees reporting for regular work are to be credited with at least two hours'
time, whether worked or not, if their immediate superior directs that no other work be
attempted on that day.
4.2 Overtime
4.2.1 Overtime is the actual time worked by a regular employee other than the employee's regular
working hours (schedule/shift).
4.2.2 Employees who are required to work overtime shall be paid for such overtime hours actually
worked as follows:
Time and One-half-
For 12-hour Rotating Shift Workers, work beyond twelve (12) hours in a day or forty (40) hours
in a week:
a. Time worked in excess of twelve(12)hours in a day or over 40 hours in a week for
those on their 48 hour, 12 hour work weeks.
b. Time worked in excess of twelve(12)hours in a day or over 36 hours in a week for
those on their 36 hour, 12 hour work weeks.
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c. Time worked in excess of eight (8) hours in a day or over 32 hours in a week for
those on their 32 hour, 8 hour work week, except when their schedule is changed
to 12-12-8.
d. Time worked in excess of eight(8)hours in a day or over 40 hours in a week when
scheduled on a 40 hour, 8 hours per day work week.
For 10-hour non-rotating shift workers, work beyond 10 hours in a day or 40 hours in a
week.
For 8-hour non-rotating shift workers,work beyond 8 hours in a day or 40 hours in a week.
Premium Time:
Employees who have sixty(60)hours in a week shall be paid at one and one-half times the
regular rate of pay for all additional hours actually worked in that week beyond sixty. Time
paid for but not worked that falls in an employee's normally scheduled workweek shall be
included as hours for the purpose of calculating the initial 60 hours. Holiday and holiday
worked hours will not be combined or stacked. This does not preclude provisions for
double-time for work beyond 16 hours in a day or holiday worked pay.
Double Time:
For all hours worked on a Company holiday
For work beyond sixteen(16)hours in a work day
4.2.3 Time of Call
Reasonable response to calls and number of calls accepted for emergency work or filling
shifts and the time taken to arrive at the plant site is required. Response is expected to be
immediate. If the contacted employee foresees a delay, the company may choose to
continue through the call out list.
Operations pay will commence at the time of call which is defined as short notice calls of
less than 2 hours prior to the normal start of a shift or if called out during a mid-shift and
needed immediately.
Maintenance overtime will commence at the time of the call. Maintenance personnel pay
will commence at time of call, not to exceed a reasonable response.
4.3 Compensation Provisions
4.3.1 Employees shall be paid on a hourly basis as hereinafter defined:
4.3.2 During the term of this Agreement, the Company will pay wages to its employees
at such rates and for such classifications as are set forth in the attached Exhibit A and
Exhibit B which by reference is incorporated herein and made a part of this Agreement.
These wage rates will be minimally increased as follows:
• GWI—2020 2.5% effective 1/26/2020
• GWI—2021 2.5% effective 1/26/2021
• GWI—2022 2.5% effective 1/26/2022
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4.3.3 Employees covered by this agreement will participate in the IBEW/Western Health
& Welfare Trust at the premium level agreed to between the Company and the Union
(IBEW,Local 57)representing PacifiCorp Energy and Rocky Mountain Power employees.
4.3.4 Effective January 26, 2009, employees covered by this agreement will participate
in the PacifiCorp/IBEW Local 57 Retirement Trust Fund at the level agreed to between the
Company and the Union (IBEW, Local 57) representing PacifiCorp Energy and Rocky
Mountain Power employees.
4.4 Expense Reimbursement
4.4.1 When employees are required to travel and be away overnight,reasonable expenses
will be provided by the Company.
4.4.2 Any employee requested to use their personal vehicle on Company business shall
be compensated for such use at the current Company rate.
4.5 Shift Differential
Currant Creek and Lake Side
A 7% shift differential will be paid to all rotating 12-hour shift workers between the hours of 6:00
PM and 6:00 AM.
Article 5
Grievance and Arbitration Procedure
5.1 Employees of the Company shall have the right to submit a grievance with respect to
alleged violations of unjust discipline or subjects contained within this Agreement.
5.2 Grievances shall be presented within fourteen(14)calendar days from the date of such alleged
violation. The timeframes contained within this Article can be extended by mutual agreement of
the parties.
5.3 All disputes or differences between the Company, the Union and the employees of the
Company shall be adjusted as follows:
Should an employee have a complaint, the employee and/or the Union Steward shall discuss the
complaint with the supervisor. Failing a satisfactory resolution of the employee's complaint, the
matter may be determined to be a grievance and shall be dealt with as follows:
Step I:
The Grievance will be reduced to writing and submitted to the supervisor by the Union Steward.
The supervisor will meet with the Union Steward and the aggrieved employee. The Grievance
will be responded to in writing and returned to the Union Steward within a seven(7) calendar day
period.
In the case of terminations of employment,grievances will be immediately expedited to the Second
Step of this procedure.
Step II:
The Union's Business Manager or designee may request a Second Step Meeting through the
Company Labor Relations representative within fourteen (14) calendar days from the date the
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Company's first level response was received. If the Company does not receive a response within
the fourteen (14) calendar days, the grievance is considered closed.
Both parties are committed to timely resolution of all grievances. To this end, all pertinent
information specific to a grievance must be presented at the Second Step Meeting and no new
information may be presented at a future arbitration pertaining to this grievance.
At the conclusion of this meeting,Labor Relations will have fourteen(14)calendar days to provide
the Company's response, or the grievance will be considered closed and the Union's requested
settlement awarded.
Step III:
In the event a dispute or difference is not settled promptly and to the satisfaction of the parties
through one of the methods above, provided such dispute or difference shall be submitted
immediately to arbitration. The Union must request Arbitration within twenty-one (21) calendar
days from the date the Company's second level response was received. An impartial arbitrator
shall be selected by contacting the Federal Mediation and Conciliation Service (FMCS)to furnish
a list of seven(7) arbitrators. From that list of arbitrators, the Business Manager of Local 57 and
the Labor Relations representative will, in turn, strike a name from the list. The remaining name
shall be the arbitrator.
The award of the arbitrator shall be final and binding upon both parties and upon the employee(s)
involved. The fees and expenses of the arbitrator, and any other expenses agreed to by the parties
prior to the arbitration, shall be shared equally by the Company and the Union. The arbitrator shall
have the power and authority to arbitrate only those matters expressly made subject to arbitration
by the terms of this Agreement, and shall rule only on the issues submitted in writing for
arbitration. The arbitrator shall not have power to alter or amend the Agreement.
This provision shall not be construed to prevent further conferences between the parties hereto for
the purpose of settling the dispute at any time before the decision of the arbitrator.
5.4 Joint Executive Committee
Meeting as needed, this group will be composed of the appropriate local Directors and Managers
and representatives from the Labor Relations group for the Company, and a member of the staff
for the Union and the Business Manager's designees.Agendas will be prepared in advance and the
parties will review and resolve all the issues of opportunity or concern for either party.
The charter for this committee is to negotiate collectively in a collaborative manner, on all issues
pertaining to the collective bargaining agreement. The committee members will receive clarity on
their level of authority from their respective leadership. Sub-committees may be formed to address
specific issues within the business and report back to the Executive Committee.
Article 6
Work Rules and Practices
6.1 Safety and Environmental
6.1.1 Management shall realize their responsibility for the safety of Company employees and the
public. It shall be their duty to see that work under their supervision is being done properly and in
accordance with the Company Safety Code; that Company employees are supplied with proper
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tools and protective devices; that they are sufficiently instructed in the proper and safe manner of
doing such work; and that they will not be permitted to continue to do any work found to be unsafe
to themselves or fellow employees.
6.1.2 Safety is everyone's responsibility,and employees at all levels have a responsibility for the
safety of themselves and others. The Company, union, and employees are committed to
maintaining the principle of providing a safe working environment Safety is paramount and shall
never be compromised in the pursuit of other objectives.
6.1.3 Both the Company and Union (on behalf of the employees), represent that the Federal
Occupational Safety and Health Act and all supporting regulations made applicable to the
Company will be observed.
6.1.4 The Company shall provide a safety toe shoe allotment of$80.00 per year for a maximum
of$240 over three (3) years for each employee whose classification may require wearing safety
toe shoes. A rebuild of work boots is acceptable as long as the employee provides receipts for the
rebuild cost. Allotment will be made January I" of each year. Once a reimbursement is requested
by the employee in any given year, the allotment bank resets to zero. Those employees whose job
duties may require wearing safety toe shoes will wear them at all times while on the clock.
6.1.5 All individuals within Power Supply shall work to minimize the adverse environmental
effects that result from power generation and shall promote programs that will improve the
environment. Employees shall operate in compliance with established environmental laws and
regulations, as well as Company, Business Unit, and local policies and procedures.
6.2 Working Rules
6.2.1 The parties agree that they may supplement this Agreement from time to time by
formulating such necessary working rules as are pertinent to the particular work areas and
operations of the Company.
6.2.2 Such additional rules by reference shall be incorporated herein and considered a part of
this Agreement and subject to its terms and provisions.
6.3 Job Site Reporting
6.3.1 Employees may be temporarily assigned to report to alternate work locations.
6.3.2 When Management designates an alternative work location less than forty-six (46) miles
from their headquarters, the employee will begin or end the work day at the alternate location and
will receive zone pay for all hours worked on the travel day in lieu of travel time according to the
following schedule:
0 to 5 miles Free Zone
5+to 15 miles $2.00 hourly
15+to 30 miles $3.00 hourly
30+to 45 miles $3.50 hourly
During the term of this agreement if Power Generation receives an increase in "Zone Pay"
compensation, the new rates shall be applied to this Agreement.
Temporary headquarters will have suitable parking and sanitary facilities.
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6.4 Use of Contractors
6.4.1 Contracting any work for the purpose of laying off or demoting employees is a mandatory
subject of bargaining.
6.4.2 The Company agrees to meet at the Union's request to discuss any proposal from the Union
to provide services currently provided by any specific contractor in a more efficient, cost effective
manner.
6.4.3 It is understood that certain maintenance activities must be performed by contractors in
order to maintain the warranty or contractual provisions of equipment. Employees represented by
this agreement will cooperate in the performance of such maintenance activity.
6.5 Red Hours
Decline hours will be assigned to all eligible employees within a classification that turn down the
opportunity for overtime when they are lower on the list than those individuals who work the
overtime. Decline hours will be assigned in an amount equal to the actual hours worked up to a
maximum of 18 hours per day.
Any work group that chooses to implement the provisions of 6.5 will be responsible for the
administration of the procedure and will be required to provide the Company with an accurate
overtime callout list.
Any procedure must be reduced to writing and approved by the Company and Union prior to
implementation.
Article 7
Employee Benefit Programs
Any changes to the benefits currently provided for in the Combustion Turbine Agreement in
Article 7 (other than Holidays in Section 7.1 and Section 7.1 of the Power Supply Agreement; the
401(k) match in section 7.9.1 and Section 7.11 of the Power Supply Agreement and or items
limited to specific classifications)which are negotiated and modified as part of negotiations of the
Labor Agreement for Power Supply will apply to the Combustion Turbine Agreement at the same
effective date agreed to in the Power Supply Agreement. If the benefit is not modified as part of
the Power Supply Agreement negotiations, then that provision shall not be applied where it is
different from the Combustion Turbine Agreement today. Section 4.3.3 regarding the Health and
Welfare Trust will continue to be applicable under this extension. (2011 "Me too" clause)
7.1 Holidays
7.1.1 Holidays recognized by the parties shall be as follows: New Year's Day, Memorial Day,
July 4th, July 24th, Labor Day, Thanksgiving Day, The Day After Thanksgiving, Christmas Day,
Day after Christmas and one Floating Holiday. Holidays will be observed on the actual day they
occur.
7.1.1.1 For employees working a Monday through Friday workweek: When a holiday falls on
Sunday, the following Monday shall be recognized as the holiday. When a holiday falls on
Saturday, the preceding Friday shall be recognized as the holiday.
7.1.2 The Floating Holiday must be scheduled with management prior to being granted. If an
employee is called to work from a scheduled Floating Holiday they will be considered to be
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working a holiday and paid accordingly. The floating holiday must be taken in the payroll year it
was allocated.
7.1.3 Employees will receive eight(8)hours of holiday pay for each of the recognized holidays.
Operators on relief week will take the designated holiday off with 8 hours of holiday off pay unless
scheduled to work the holiday.
7.1.4 "Observed holidays"contained within the current collective bargaining agreement will be
the actual holiday for employees working their regular schedule. All employees will receive 8-
hours of holiday pay. An employee who works on a holiday will receive an amount equivalent to
the double time 2X rate for all hours worked(00:00 to Midnight 24:00) of the actual holiday.
7.1.5 With Management's approval an employee may schedule the holiday to another day so as
to maximize the employee's days off.However,rescheduling the holiday cannot result in additional
overtime cost.
7.1.6 Employees may elect between November 1st and December 1st to have the
following years Holiday Pay hours deposited in a Holiday Pay Bank; to be re-distributed
in order to equalize pay periods throughout the year.
• The Holiday Bank option is an all or nothing program and all (excluding R-8
holidays) floating holidays will be included in the total holiday bank hours.
• Employee could not use "banked hours"to exceed more than 96 total regular hours in any
one-pay period.
• Employee would be required to input"banked hours" on their timesheet.
• Holiday hours from E-8 weeks will not be banked when a holiday falls in that week.
• Upon termination of employment or transfer to any other plant or department, an
adjustment of"banked hours"will be made or final compensation may be adjusted.
• Each distribution will be in blocks of 8 hours per occurrence, (8, 16, 24, etc.)
7.2 Vacations and Sick Leave
December 26, 2013 eligible employees will receive a 2014 allocation of sick leave and vacation
equal to 6 months. Commencing with the June 26 - July 10, 2014 pay period, and thereafter, sick
leave and vacation will be accrued and allocated on an hourly basis each per pay period.
7.2.1 Vacation
All regular employees will be entitled to vacation in accordance with the following schedule:
New Hires in 2014
Month of Hire Hours of Vacation
December 26' through February 24
March through April 20
May through June 25, 2014 16
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Vacation Accrual Chart*
Years Of Annual Hours of Pay Period pay Period
Service Hours of Vacation Accrual June Accrua12015
Vacation December 2013 2014
0-1 48 24 2.000 2.000
1-4 80 40 3.333 3.333
5-9 120 60 5.000 5.000
10-14 160 80 6.667 6.667
15-24 200 100 8.333 8.333
>25 240 120 10.000 10.000
Employee with a tier advancement anniversary date before June 26 or January I will receive
the greater tier six month allotment at the commencement of the allocation period.
All employees are eligible to carryover eighty (80) hours of vacation annually. Unused vacation
above eighty(80)hours on December 25t'each year will be credited to an individual Supplemental
Account with no maximum limit. The supplemental account can only be used to supplement short
term disability and worker's compensation.
Regular employees, who have worked for the Company, had a break in service and then returned
to work with the Company,will be given credit for their entire time worked for the Company when
calculating this allocation. This bridging of service will apply to all Company-provided benefit
programs.
Regular part-time employees shall receive vacation accrual as follows: However, this prorated
benefit will be applied to the schedule above based on the number of calendar years the employee
has provided service as a regular part-time or regular full-time employee.
Hours of Work per Week Accrual Rate
Under 20 0%
20-29 75%
30-35 88%
Over 35 100%
A temporary employee shall not accrue vacation. When a temporary employee continues on to
regular employment within the same calendar year as they began their temporary employment,
vacation shall commence to accrue from the day such employee last began continuous work for
the Company.
Note: Continuous work being 8 hours a day, 5 days a week of a regular work week.
7.2.2 The number of hours of vacation time accrued by a part-time employee after the end of
each payroll period shall be based on the full payroll period worked. Vacation accrual can be
determined by using the table in 7.2.1.
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7.2.3 Earned and unused current year vacation allocation will be paid at the current regular rate
of pay to the employee upon termination or retirement, or to the beneficiary of a deceased
employee or their estate if there is no identified beneficiary.
7.2.4 Sick Leave
All new regular employees will be entitled to sick leave in accordance with the following schedule:
New Hires in 2014
Month of Hire Hours of Sick Leave
December 26th through February 24
March through April 20
May through June 25, 2014 16
Subsequent Years
Annual Hours of Sick Pay Period
Years Of Hours of Pay Period
Service Sick Leave Accrual June Accrual 2015
Leave December 2013 2014
0-1 48 24 2.000 2.000
1+ 80 40 3.333 3.333
* Effective June 26, 2014, sick leave is accrued and allocated each pay period
Sick leave may be accrued at the rate of eighty(80) hours per calendar year after the first year of
service. The Union will work in cooperation with the Company to see that sick leave benefits are
utilized for the purposes defined within this agreement.
Regular part-time employees shall receive sick leave accrual as follows:
Hours of Work per Week Accrual Rate
Under 20 0%
20-29 75%
30-35 88%
Over 35 100%
A temporary employee shall not accrue sick leave. When a temporary employee continues on to
regular employment within the same calendar year as they began their temporary employment,
sick leave shall commence to accrue from the day such employee last began continuous work for
the Company.
7.2.5 Employees shall not receive pay in lieu of vacation.
7.2.6 At the option of the Company,vacation and sick leave allowances in excess of those herein
provided may be granted by the Company applicable to the year for which they are announced,
provided that any such additional allowances will be available to all employees qualifying
therefore on the basis of seniority.
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7.2.7 Earned vacation time may be applied during the effective years as sick leave. However, all
accumulated sick leave must be exhausted before vacation time can be used for this purpose.
7.2.8 Vacations as provided in this Article shall be in accordance with the following provisions:
1. Selection of vacation periods shall be made according to seniority in each group,provided
that the department head for good cause may change any selected date if necessary for the
performance of the Company's public service. Vacation schedules for each particular year
are to be worked out as promptly as possible and are to be planned to avoid disruption of
work and to occasion as little inconvenience and additional expenses to the Company as
possible.
2. The vacation period shall be calculated with consideration of any intervening holidays.
3. All use of vacation is subject to management approval. Denial of such approval shall not
be unreasonable or arbitrary.
7.2.9 Employees, with the consent of the department head, may elect to split their vacation as
needed. In such event the right of selection by seniority shall apply to the first period selected.
When scheduling of relief personnel is required, reasonable notice of intent to take vacation may
be required by department management.
7.2.10 Employees entitled to vacation, sick leave, who are absent from work due to injuries
sustained in the line of duty,may elect to take their vacation and sick leave allowances during such
absence from work. If during such absence an employee receives compensation under any State
Workers Compensation Law,the amount of any such payment received shall not be deducted from
the employee's vacation and sick leave allowances. The total amount to be received by the
employee, either by paycheck or by payments under such Workmen's Compensation Acts, shall
be equal to,but shall not exceed the employee's regular pay.
7.2.11 Employees will be allowed to use their sick leave, in hourly increments, for the following
reasons: illnesses or injuries, accidents, doctor appointments, dentist appointments and family
medical emergencies.
At the time of retirement, termination, or death, an employee will be paid 100% of accumulated
sick leave up to the 160 hours, at the employee's current rate of pay at time of such retirement,
termination, or death. In the event of death, such payment shall be made to employee's beneficiary
or their estate if there is no identified beneficiary.
7.2.12 Unused sick leave will be accumulated up to a balance of a maximum 200 hours. Unused
sick leave above the 200 hour accumulation on December 25th each year will be credited to an
individual Supplemental Account with no maximum limit. The supplemental account can only be
used to supplement short term disability and worker's compensation.
7.2.13 Sick leave may not be used to attend funerals and bereavement leave as defined in
Section 7.15 of this Article. Sick Leave - (Power Supply, Power Delivery, Combustion Turbine)
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• At the time of termination or retirement employees will be paid 100% of accumulated sick
leave, up to 160 hours, at the employee's current rate of pay at the time of such retirement
or termination.
• If a retiring employee provides three calendar months'notice, or upon death, the employee
shall be paid up to 200 hours of accumulated sick leave at the employee's current rate of
pay at the time of retirement or death.
• In the event of death, such payment shall be made to the employee's beneficiary or their
estate if there is no identified beneficiary.
In order for a retiring employee to receive the additional 40 hours of accumulated sick leave the
following process must be adhered to:
• At a minimum of three calendar months prior to retirement the employee must
provide written notice of their intent to retire.
• The notice must specify the retirement date being selected by the employee.
• The notice of retirement must be sent to the employee's direct supervisor with a copy
to PacifiCorp Human Resources and a copy to the employee's Managing Director or
Vice President.
• A copy of the notice will be placed in the personnel file of the employee.
• The individuals identified must receive the notice of retirement at least 3 calendar
months prior to the actual retirement date.
• Should an employee change the selected retirement date to a date earlier than three
calendar months that employee shall not be eligible to receive the benefit.
All other sections of the respective current Collective Bargaining Agreements and memorandums
of Agreements not specifically mentioned will remain in place for the duration of the agreement.
7.2.14 Unscheduled Sick leave utilized the day before or the day after a paid holiday as defined
in Article 7 Section 7.1.1 has significant detrimental impact to the Company's operation.
Employee's desire approved paid time off in association with such holidays and the Company
schedules the maximum number of employees off on such days in order to accommodate these
requests. Likewise,unscheduled sick leave utilized repeatedly on days surrounding scheduled days
off has significant detrimental impact to the Company's operations. Employees who establish a
pattern of unscheduled sick leave utilization in association with Company paid holidays or their
scheduled days will be provided notice of such pattern absences and continued absences in this
regard will result in progressive discipline.
7.2.15 Sick leave benefits are not additional vacation days and are to be used for the reasons
defined in Section 7.2.11 of this agreement. An Employee unable to report for work because of
illness or injury shall notify the designated supervisor of their absence and the reason for their
absence as promptly as their available means of communication permits. Sick leave benefits will
not be paid for any period of absence in which an Employee fails, without good cause, to give
prompt notice as described above. The Company may require an employee to provide medical
evidence to substantiate their absence.
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7.2.16 Misrepresentation by an Employee of the facts with respect to any sick leave utilization
shall disqualify the Employee for such benefits, and will result in an investigation of the
employee's conduct consistent with Company policy.
7.3 Short-term Disability Benefit and Leave
7.3.1 The Company will provide a Short-term disability (STD) benefit to cover periods of
extended absence from work due to personal injury or illness. A Plan summary is available to all
employees. This benefit equals 75%of regular pay and covers absences for up to 180 days for each
unrelated illness or injury.There is a forty(40)regular working hour waiting period for this benefit,
or a pro-rated amount for regular part-time employees and employees can utilize their sick leave
or vacation during this time.
STD benefits for normal pregnancies will be six (6) weeks and STD benefits for Caesarian
deliveries will be eight(8) weeks.
7.3.2 Employees may elect to supplement this benefit to receive 100% of their regular pay first
by use of any available balance in their Individual Supplement Account then any available vacation
or sick leave balance.
7.3.3 Employees who have exhausted their STD benefit and have not qualified for Long-term
disability benefits and are unable to return to work will be provided two additional months of
unpaid leave in which to attempt to qualify for long-term disability benefits or return to work. At
the end of these two months, if the employee has not returned to work or qualified for additional
benefits, their employment may be terminated. If the employee subsequently qualifies for long-
term disability benefits during the next four months, (a total of six months)they will be viewed as
having qualified for such benefits and their rights will be restored.
7.3.4 A notional Health Reimbursement account will be established for eligible employees
of IBEW Local 57 at retirement to use for retiree medical and premium expenses. The
employee will receive 65 percent of any supplemental hours accrued in that bank as of their
last day of work.
Upon retirement from the Company(55 years of age and 5 years of service or 55 years of age
and 10 years of service (depending on date of hire) accumulated supplemental hours will be
valued at 65 percent of the employee's base wage and the notional health account will be
created and funded for the employee. The account will be managed by the third party
administrator of the Company's choosing, currently WageWorks.
The notional health reimbursement account will be available for the retiree and any eligible
dependents to use for monthly medical premiums, deductibles, co-pays and all other eligible
expenses per Internal Revenue Service Guidelines and provided for under the PacifiCorp
Retiree Health Plan.
A surviving spouse or eligible dependent that predeceased by the PacifiCorp retiree will have
access to the notional health reimbursement account. The remaining balance in the notional
health reimbursement account expires when all eligible parties have dies or no longer satisfy
eligibility rules of the PacifiCorp Retiree Health Plan.
In the event of an active employee death who is of retirement age 55 and older 5 or 10 years
of experience (depending on their hire date) and would have been eligible for the notional
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health reimbursement account,an account will be created in the the surviving spouse and/or
eligible dependents name.
When the retiree reaches age 65 and all parties in the family are transitioned off the
company's group plan and any remaining balance in the notional health reimbursement
account will be transferred to OneExchange (name change to Via Benefits). This is typically
done in February of each year. The funds with third party administrator will be eligible for
use until the transfer occurs.
7.4 Long-term Disability Benefit and Leave
7.4.1 The Company will provide a Long-term disability (LTD) benefit to cover periods of
extended absence from work due to personal injury or illness. The Plan document drives the
delivery of this benefit and the Summary Plan Description is available to all employees. This
benefit equals 60% of regular pay and covers absences after 180 days of STD benefits for each
unrelated illness or injury. This benefit will continue for twenty-four(24) months and may extend
beyond that timeframe if the employee becomes qualified for Social Security disability benefits
and is unable to perform all occupations.
7.4.2 Employees who return to work from LTD will have the following options in the order
listed:
1. Return to their previous classification and location that is currently vacant. This
would include new classifications resulting from negotiated changes to the
employee's previous classification while they were on LTD.
2. Displace a less senior person who currently occupies their previous classification
at that location
3. Access to all rights under the displacement process
Employees returning from LTD or on LTD have the right to bid on vacancies under the terms of
this agreement provided they are physically able to perform the work and meet the qualifications
of the position, if any.
Employees who return to work from LTD during a calendar year will begin to accrue vacation and
sick leave upon their return based on years of service.
7.4.3 Employees who have exhausted their LTD benefit and have not qualified for Social
Security disability benefits and are unable to return to work will be provided two additional months
of unpaid leave in which to attempt to qualify for such benefits or return to work. At the end of
these two months, if the employee has not returned to work or qualified for additional benefits,
their employment may be terminated. If the employee subsequently qualifies for Social Security
disability benefits and additional long-term disability benefits during the next four months, (a total
of six months) they will be viewed as having qualified for such benefits and their rights will be
restored.
7.4.4 Employees who have been terminated at the end of the twenty-four (24) months of LTD
benefits associated with a mental health disorder may have additional rights as outlined in a
separate agreement between the Union and the Company.
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7.5 Personal Leave of Absence
7.5.1 With written approval of the Operating Director or Managing Director and written
concurrence of the Director of Labor Relations a maximum of six months' leave of absence may
be granted to employees for reasons other than illness, provided they can be spared from duty.
Employees on such leave of absence shall not be deemed to have forfeited seniority rights accrued
prior to leave of absence. Such employee shall receive no compensation from the Company for
this time off and details of the leave will be included in the application.
7.6 Medical Examinations and Return to Work Notice
7.6.1 The Company reserves the right to require physical examinations of its employees in
accordance with its rules and regulations.
7.6.2 Employees, on rotating shifts, returning from sick, accident or other unscheduled absence
must give at least one shift notice before returning to work.
7.6.3 Employees who are absent from work for a period of more than six months by reason of
curtailment of employment or injuries incurred while on duty may be required by the Company to
pass the regular physical examination required at that time by the Company for new employees.
The Company will pay for such examinations.
7.7 Industrial Injury/Workers Compensation
7.7.1 An employee of the Company,who is injured while on duty,shall be entitled upon recovery
to return to the employee's former position without loss of seniority, provided the employee is
physically and mentally qualified to return to work. The Union confirms, on behalf of the
employees of the Company, that any employee advanced or transferred during such absence will
consent to such demotions as are necessary to make room for such employees returning to work.
7.7.2 The Company will provide a benefit to any employee injured on the job equal to 75% of
their regular pay commencing with the date of injury for absences up to 180 days for unrelated
industrial injuries. This benefit is coordinated with the state provided workers compensation
benefit. This benefit can be supplemented in the same means as the STD benefit described in
Article 7.3.2 above. At the end of 180 days of coverage, the employee is subject to the provisions
of the LTD benefit described in Article 7.4 above and the benefit under this Article 7.7.2 will
cease.
7.7.3 After an employee has returned to work from an industrial injury, the Company agrees to
grant paid leave at 75% of the employee's current rate for follow-up medical visits. This benefit
can be supplemented in the same means as the STD benefit described in Article 7.3.2 above.
7.8 Military Leave
7.8.1 An employee covered by this Contract who, in order to perform active service in the
military forces of the United States, has left or shall leave a position with the Company other than
a temporary position, and thereafter returns to the Company within 90 days after satisfactory
completion of service or training in such forces, and presents a certificate to that effect, shall, if
qualified to perform the duties of such position, be without loss of seniority, restored thereto or to
a position of like seniority, status and pay, unless circumstances have so changed as to make it
impossible or unreasonable to be so restored. The following stipulations shall apply to employees
returning from military leave:
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1. They shall be given the benefit of vertical increase of pay granted during their absence.
2. They shall be allowed accrued vacation or sick leave benefits for the year in which they
return to work.
3. They shall be given accrued seniority for bidding and, if need be, for bumping.
7.8.2 Leave without pay for the purpose of attending regular training sessions, such as military
training sessions, will be granted to employee who are members of reserve units of the Armed
Forces or of the National Guard.
Military Leave Temporary Duty will be granted by the employee's supervisor upon prompt
presentation of the official notice from the military unit concerned. Such leave will be granted by
a letter signed by the supervisor, addressed to the employee, with a copy to the Human Resources
Department.
7.9 IBEW/Western Utilities Health and Welfare Trust
7.9.1 The Company will make contributions to the IBEW/Western Utilities Health and Welfare
Trust for regular and regular part-time employees covered by this agreement per Section 7.9.2 and
any changes to Company and employee contributions for future calendar years will be
communicated in October of the preceding year.
7.9.2 These contributions will be divided in half and deducted on a per paycheck basis.
Additionally, these deductions will be made on a pre-tax basis in accordance with Section 125 of
the IRS code.
Employees will also have the option of choosing a non-contributory benefit plan that will provide
a different level of benefits and is described in the applicable summary plan description.
Effective January 1, 2012 the Employee contribution will be 25% of the cost of the premium Plan
and Company contribution will be 75% of the cost of the plan until December 31, 2013.
Effective January 1, 2014, and for the duration of the agreement, the Employee contribution will
be 25%of the cost of the Plan and Company contribution will be 75%of the cost of the plan based
upon the cost of the comprehensive plan and employee enrollment. These contributions will be
determined and communicated in October each year.
Regular part-time employees will be allowed to choose the appropriate level of coverage from the
above options and the Company will make the associated monthly contribution.
7.9.3 All present and future retirees who were employed before January 1, 20071 will be covered
by the Company's Retiree Medical,Dental,Vision and Life Insurance Plans.New Hires employed
on or after January 1, 2007 will be eligible for access only to the Company's Retiree Medical,
Dental and Vision Insurance Plans upon reaching age 55 with ten(10)years of service,responsible
to pay the full premium.
1 Employees covered by the CT agreement who were employed before January 1, 2008
remain eligible by virtue of this footnote. See former section 7.7.3 of the 2009 agreement.
"7.7.3 All present and future retirees who were employed before January 1,2008,will be covered by the
Company's Retiree Medical, Dental, Vision and Life Insurance Plans. New Hires employed on or after
January 1, 2008, will be eligible for access only to the Company's Retiree Medical, Dental and Vision
Insurance Plans upon reaching age 55 with ten(10)years of service,responsible to pay the full premium."
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For retirees hired before January 1, 2007, who obtain age 65 or become eligible for Medicare, the
Company will establish a Health Reimbursement Arrangement (H.R.A.) for the retiree to use to
purchase medical insurance on the private market through the company's third party administrator
(currently Extend Health) for the retiree and any eligible dependents. This account will be
established the first of the month in which the retiree turns age 65 or becomes eligible for Medicare.
If the retiree should die prior to their eligible dependents, their eligible dependents will continue
to receive an annual HRA allocation and have access to the HRA for purchasing medical insurance.
The amount of the annual HRA allocation is determined based on the retiree's age and service
points at retirement as set forth below.
Age & Service Annual HRA Allocation
Points per Person(maximum of
three people)
89.5 and over $1,575
84.5 - 89.4 $1,400
79.5 - 84.4 $1,225
74.5 - 79.4 $1,050
69.5 - 74.4 $ 875
64.5 - 69.4 $ 700
up to 64.4 $0
Employees hired on or after January 1,2007 will have the ability to enroll in post-65 medical plans
through Extend Health or similar administrator but are not eligible to receive an HRA allocation.
7.10 Defined Benefit Retirement Plan
7.10.1 For employees hired before July 1, 1999 and who were fifty (50) years of age or more on
July 1, 1999, their retirement benefits will be provided through the PacifiCorp Retirement Plan
and include all previously negotiated benefits.
On July 1, 1999 the Company and the Union formed the PacifiCorp/IBEW Local 57 Retirement
Trust to benefit employees under fifty(50) years of age on that date and employees hired after that
date. The details of this work are captured in the Memorandum of Agreement contained within
this agreement and the Plan Document.
7.10.2 Credits against ongoing Company contributions to the PacifiCorp/IBEW Local 57
Retirement Trust will be recognized for asset transfers for members whose retirement benefit in
the PacifiCorp Retirement Plan is transferred to the Trust. The amount of the credit will be based
upon the difference in the liability for the transferring PacifiCorp Retirement Plan benefit using
the statutory required assumptions and the assumptions used for purposes of determining the
minimum required contributions for the Trust.
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At such time the Company's defined benefit plan is amended and in such manner that transfers of
accrued benefits for employees transferring into a position covered by the Company's plan may
be transferred from the Trust, such periodic plan to plan transfers will be made. Ongoing Company
contributions to the trust will be increased to the extent that the liability for the transferred Trust
benefits (using the statutory required assumption) exceeds the liability for the transferred benefits
(based on the assumptions used for the purposes of determining the minimum required contribution
for the PacifiCorp Retirement Plan). However,both parties recognize that even though PacifiCorp
may adopt a Cash Balance plan formula, certain, or no, transfers may qualify to be transferred to
the PacifiCorp Retirement Plan, as ultimately determined by PacifiCorp. The intent of this
language is that calculations will be made in the same manner for transfers each way between the
Trust and the PacifiCorp Retirement Plan, when such transfers are possible.
Employees hired on or after June 26, 2013, and transferred employees not already participating in
the trust, shall receive a 4%base pay contribution into an enhanced 401(k) account, and will not
participate in the trust.
7.11 Defined Contribution Retirement Plane
7.11.1 Employees may participate in the PacifiCorp K-Plus Employee Savings & Stock
Ownership Plan. For the term of this agreement, consistent with the plan, eligible
employees shall receive a 65% match on 6% of eligible plan compensation up to any
regulatory limits. Additionally, eligible employees may receive all or a percentage of a
1% discretionary award based on corporate performance, including safety.
7.12 Life Insurance Benefit
7.12.1 The Company will pay premiums equal to 50% of the cost of the life insurance benefit, to
the IBEW/Western Utilities Health and Welfare Trust for up to two (2) times the employee's
annual regular wages.
7.13 Employee Assistance Plan
7.13.1 All employees and their covered dependents will be eligible for services under a
comprehensive Employee Assistance Program and Substance Abuse Rehabilitation benefit
program. Benefits will be provided from the IBEW/Western Utilities Health&Welfare Trust.
7.14 Bridging of Benefits
7.14.1 PacifiCorp employees who are employed under this Agreement shall use their Company
seniority for purposes of vacation and sick leave accrual.
Regular employees who are employed under this Agreement, who have worked for the Company,
had a break in service and then returned to work with the Company, will be given credit for their
entire time worked for the Company. This bridging of service will apply to all Company provided
benefit programs.
7.15 Bereavement Leave
7.15.1 All Regular employees will be provided up to three(3)days (equivalent to 24 hours)paid
bereavement leave for each death in the immediate family. Immediate family is defined as
husband, wife, daughter, son, mother, father, brother, sister, grandmother, grandfather, grandson,
2 Moved and preserved from 2011 CT Agreement.
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granddaughter, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-
in-law, grandmother and grandfather of the employee's spouse. Also included are step-family
members as indicated above for immediate family. Employees requiring more than three days will
use vacation to supplement additional time off.
7.15.2 Bereavement leave may be utilized for funerals with prior notification to supervision of
one's absence from work for this purpose. Documentation that the employee attended the funeral
may be requested from their supervisor. Such documentation would include written confirmation
of attendance from a funeral director or church leader.
7.15.3 The Company will make every reasonable effort to accommodate instances where multiple
employees from a location desire to be absent from work to attend a funeral. No additional time
or premiums will be paid to travel employees to cover the absences that result from this
accommodation.
7.16 Random Drug and Alcohol Testing
7.16.1 The parties agree to the language contained in the random drug and alcohol testing and
post-accident drug and alcohol testing Memorandum of Agreement effective 4/12/2012, and
attached in the MEMORANDUMS OF AGREEMENT AND LETTERS OF UNDERSTANDING
section of this agreement.
Article 8
Duration of Agreement
8.1 This Agreement shall remain in full force from January 26, 2020 hereof and will remain in
effect until 11:59 P.M., January 25, 2023, and from year to year thereafter until either party
notifies the other party, not less than sixty (60) days prior to the expiration of this Agreement or
of any extension thereof, of its desire to terminate or amend the same. If either party desires an
amendment within ten(10) days after the receipt of such notice,the parties shall agree on a day to
exchange proposals and which will be mailed via certified mail, the substance thereof shall be
contained in such notice.
8.2 In the event such notice is given, a discussion of such proposals shall begin no later than
twenty(20) days after the exchange of said proposals,unless the time shall be extended by mutual
consent. The parties hereto will hold joint conferences for the purpose of negotiating a new
Agreement or amendment with regard to wages, hours, working conditions and/or other matters
of collective bargaining to take the place of or amend this Agreement.
8.3 In the event negotiations fail to reach an agreement as of the anniversary date of the
contract, the parties are free to pursue any and all legal means to resort to economic pressure to
resolve the contract including the right to strike or lockout. The Union will not strike and the
Company will not lockout its employees after January 26, 2017 without providing the other party
sixty (60) days written notice of such action. If written notice is provided, such action may be
taken after 11:00 P.M. on the 61"day.
In the event of a work stoppage after expiration of the contract, the Company will make its
contribution to the IBEW/Western Utilities Health and Welfare Trust for the calendar month in
which the stoppage occurs. This provision will also apply to the Company and employee's
contributions for life insurance benefits.
24

Exhibit "A"
Position Title: Senior Plant Technician—Operations
Wages: Hourly Rate
$40.84 (1/26/14)
Position Overview:
The Sr. Plant Technician is primarily responsible to ensure that Currant Creek and Lake Side
Combined Cycle Power Plants are operated in a safe and efficient manner, ensuring that all
necessary routine statutory and non-statutory inspections and operational activities are carried out
with appropriate records maintained. Senior Plant Technicians will perform project leader and
planning functions as part of their regular duties. Employees may be assigned to direct the work
for outside vendors or assume a leadership role during a planned outage or other needs of service.
Secondary duties may include maintenance activities that the employee is qualified to perform.
The Currant Creek and Lake Side facilities will operate 24hrs per day 7 days per week and this
position will be required to work a rotating shifts which include weekends and holidays and will
need to provide cover as and when required to maintain minimum staffing.
Minimum Qualifications:
• Journeyman level or equivalent technical skills/qualifications (military, trade school, etc.)
in one or more crafts (Mechanic, Electrician, Instrumentation & Control Technician or
Control Room Operator.)
• At least 3 years' experience in the operation and or maintenance of a large generating plant
or similar industrial facility or process.
• Effective communication skills
• Basic proficiency with computers and related software
• Demonstrated team working skills
• Must be able to work a rotating shift including weekends and holidays
• Must be available as necessary to work overtime, including weekends and holidays
• Must complete a respiratory evaluation and fit test
• Must be physically able to perform the essential duties of the job
Preferred:
• Maintenance/Operational experience on natural gas combustion turbines
• Instrument and control experience on CT control equipment
• Previous experience in leadership or supervisory capacity
The Company and Union will jointly administer and exam as one factor in the selection process.
Criteria for curriculum and acceptable test standards will be jointly developed and approved by a
panel consisting of an equal number of Company and Union combustion Turbine employees.
Bargaining unit employees to be selected by the Union and supervisors selected by the company.
It is understood incumbents have satisfied the minimum requirements for the position they
currently hold. If they desire to transfer to a different classification they will have to meet the
minimum qualifications for the new position.
25

Exhibit "B"
Position Title: Senior Plant Technician—Maintenance
Wages: Hourly Rate
$42.07 (1/26/14)
Position Overview:
The Sr. Plant Technician is primarily responsible to ensure that Currant Creek and Lake Side
Combined Cycle Power Plants are maintained in a safe and efficient manner, ensuring that all
necessary statutory and non-statutory activities are carried out and appropriate records maintained.
Senior Plant Technicians will perform project leader and planning functions as part of their regular
duties. Employees may be assigned to direct the work for outside vendors or assume a leadership
role during a planned outage or other needs of service._Secondary duties may include plant
operations that the employee is qualified to perform. The Currant Creek and Lake Side facilities
will operate 24hrs per day 7 days per week and this position will be required to work as necessary
to cover plant breakdowns and scheduled outages which including weekends and holidays.
Minimum Qualifications:
• Journeyman level or equivalent technical skills/qualifications (military, trade school, etc.)
in one or more crafts (Mechanic, Electrician, Instrumentation& Control)
• At least 3 years' experience in the operation and or maintenance of a large generating plant
or similar industrial facility or process.
• Effective communication skills
• Basic proficiency with computers and related software
• Demonstrated team working skills
• Must be available as necessary to work overtime, including weekends and holidays
• Must complete a respiratory evaluation and fit test
• Must be physically able to perform the essential duties of the job
Preferred:
• Maintenance/Operational experience on natural gas combustion turbines
• Instrument and control experience on CT control equipment
• Previous experience in leadership or supervisory capacity
The Company and Union will jointly administer and exam as one factor in the selection process.
Criteria for curriculum and acceptable test standards will be jointly developed and approved by a
panel consisting of an equal number of Company and Union combustion Turbine employees.
Bargaining unit employees to be selected by the Union and supervisors selected by the company.
It is understood incumbents have satisfied the minimum requirements for the position they
currently hold. If they desire to transfer to a different classification they will have to meet the
minimum qualifications for the new position.
26

Dated the 25th day of February,2014.
�By �G , with
Labor&Employee Relationships
P2ci6Corp Energy
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS
LOCAL UNION 57
y/s/ Brent Donohue
Business Manager
Approved by:
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
By
International President
27

Creation of a Ta Fund
July 1, 1999
Considerable effort has been expended towards the creation of a Single Employer Taft-Hartley
Trust to deliver retirement benefits for employees of PacifiCorp represented by IBEW Local 57,
International Brotherhood of Electrical Workers (IBEW). This memorandum of agreement
(MOA) will document the provisions for the creation, administration and funding of this trust.
Additionally, this MOA will detail an agreement to adjust the current retirement benefit for those
employees 50 years of age and older on or before July 1, 1999. With an overwhelmingly positive
vote of the members of IBEW Local 57 and employees of PacifiCorp, we are now prepared to
finalize this agreement.
Definitions
Union: Local 57, International Brotherhood of Electrical Workers (IBEW)
Company: PacifiCorp
Pension Eligible For regular full-time employees, the base hourly pay for the majority of
Compensation(PEC): the month multiplied by 173.333 hours plus incentive plan payments up
to the 4% of pay as defined in the Performance Share Plan. For regular
part-time employees, PEC is calculated based on actual hours worked.
Final Average Pay The average monthly "eligible compensation" in the sixty (60) highest
(FAP): consecutive calendar months of the last 120 calendar months of
employment.
Covered Employee: A PacifiCorp employee covered by the collective bargaining agreement
between PacifiCorp and IBEW Local 57
Trust: Jointly Administered Single Employer Taft-Hartley Trust titled:
PacifiCorp/IBEW Local 57 Retirement Trust Fund
Trustees: Four (4) members of IBEW Local 57 and Four (4) members of
PacifiCorp's management who will act as fiduciaries for this Trust and
its beneficiaries.
Single Employer Trust
As defined by statute, this Trust is being created as a Single Employer Taft-Hartley Trust. The
parties acknowledge that there have been discussions about the potential opportunities and
challenges of expanding this Trust to Multi-employer status at a future date. The parties agree to
continue these discussions and any decision in this regard would require the approval of the
management of the Company, the leadership of IBEW Local 57 and the Trustees of the Trust.
The parties agree that the effective date of the provisions of this MOA will be July 1, 1999.
Employees Fifty(50)Years of Age and Older
28

Any Covered Employee who is fifty(50) years of age on or before July 1, 1999 will remain in the
PacifiCorp Retirement Plan and have their existing benefits calculated under the greatest of all the
existing plan provisions and the additional formula of:
1 2/3% of FAP per Benefit Year of service,up to 30 years,plus 0.5% of FAP per Benefit Year of
service over 30 years.
Early retirement reductions for this formula are 4% per year from age 65 if length of service at
time of retirement is less than 30 years and 4%per year from age 64 if service at time of retirement
is equal to or greater than 30 years. This calculation will be compared to the current formulas used
in calculating benefits of Covered Employees and the largest benefit amount will be provided.
Liabilities and assets for employees'benefits in this group will remain in the PacifiCorp Retirement
Plan.
Employees Less than Fifty(50)Years of Age
Any Covered Employee less than fifty years of age on July 1, 1999 will have their vested accrued
benefit calculated in the PacifiCorp Retirement Plan based upon service and pay through a future
date to be communicated. This calculation will be in accordance with current regulations and will
be communicated to employees at a future date. The parties understand that the lump-sum value
of this vested accrued benefit is not eligible to be distributed to employees without a termination
from PacifiCorp and is subject to fluctuations based on the prevailing GATT rate and discount
period in effect at the time the employee actually takes a distribution of the benefit.
For service beginning on or after July 1, 1999, these employees will receive retirement benefits
from the Trust based upon the plan design approved by the Trustees of the Trust.
Funding Obligation to the Trust
The parties agree PacifiCorp's funding obligation to the Trust is the subject of collective bargaining
between PacifiCorp and IBEW Local 57, recognizing that the contribution cannot be less than the
minimum required nor more than the maximum deductible amount, as provided for in the Internal
Revenue Code.With this agreement there will be an initial annual funding level of 7.0%of Pension
Eligible Compensation (PEC) of those Covered Employees less than 50 years of age on July 1,
1999. This initial funding level was agreed to based on a commitment to a "cost neutral" solution
for retirement funding for all Covered Employees, additional resources negotiated in the 1998
Wage Re-opener discussions, and minimal additional resources provide by PacifiCorp. Future
contributions from PacifiCorp will be the subject of collective bargaining between PacifiCorp and
IBEW Local 57.
The expenses to establish and operate the Trust will be borne by the Trust as permitted by law.
There continues to be an account identified with the work order "Taft" which contains the unused
balance of the $157,000 directed towards a retirement plan solution from the 1998 Wage Re-
opener. These resources will continue to be dedicated to the Trust creation as mutually agreed to
by the parties, and any remaining balance will be deposited to the Trust upon its activation.
Initial and Future Contributions To The Trust From PacifiCorp
PacifiCorp will make the 1999 contribution(1/2 of the annual amount) as quickly as possible after
the Trust is established. For 2000, PacifiCorp will make 1/2 of the annual contribution as quickly
as possible after January 1, 2000.
29

Transfer of Assets and Liabilities from the PacifiCorp Plan
Significant conversation has occurred in addressing the issue of transferring to the Trust the assets
and liabilities for the vested accrued benefits for Covered Employees under 50 years of age.
Recognizing the risks and potential rewards of transferring these assets and liabilities, along with
the complications and expense of completing a termination basis calculation as defined by IRS
Code Section 414(1), the parties have agreed to an alternative strategy described in the Letter of
Understanding and will reconsider a transfer of assets and liabilities from time-to-time in the
future.
Letter of Understanding
A Letter of Understanding between PacifiCorp and IBEW Local 57 supplements this
memorandum of agreement.
TFmporary Hiring Hall EmpToyees
October 3, 2004
With this Memorandum of Agreement between PacifiCorp,the "Company", and Local Union No.
57 of the International Brotherhood of Electrical Workers, the "Union", do mutually agree to the
terms and provisions necessary for the creation of a hiring hall for the use of temporary labor
within the Company. Individuals employed under this agreement will be referred to as "Hiring
Hall Employees" (HHE).
The Company and Union,recognize a need to utilize temporary employees to meet the interests of
both parties. Some of the factors include: (1) to have qualified personnel perform work that is
temporary in nature; (2) to avoid the implementation of the demotion and layoff procedures as a
result of adding employees to the regular work force for work that will not continue in the near
future; (3) to work together cooperatively to meet the objectives of both parties.
It is not the intent of the parties to have temporary employees replace permanent employees.
Notwithstanding any other agreements between the parties, the Company shall not involuntarily
layoff any employee for lack of work or to avoid producing a full time work force, when needed,
in a department or location where temporary HHE are being utilized. No HHE working under the
terms and conditions of this memorandum shall exceed(6) six months of employment in any one
location and job in a rolling (12) twelve month period without prior written mutual agreement by
and between the Company and the Union.
A. Request for Temporary Employment
When the Company desires to use this referral service provided by the Union, the Company shall
follow the terms within this agreement and request Local 57 refer applicants for such work. The
request shall include:
1. The classification(s) needed;
2. Special skills or training required(i.e. CDL);
3. The work location;
4. The reporting date and who to report to:
5. The duration of the work, if known;
30

B. Classifications, Qualifications and Pay Rates
The classifications, qualifications and pay rates shall be those already negotiated by the parties as
contained in the Power Delivery and Power Supply collective bargaining agreements between
PacifiCorp and Local 57 IBEW,unless otherwise specifically agreed to or excluded by the parties.
C. Priority of Referrals
HHE applicants shall be prioritized in the following groups:
1. Previous PacifiCorp employees that worked in the same or higher classification in 3 of the
last 24 months.
2. Individuals who meet PaciCorp's entry level, minimum qualifications.
The Company may identify a specific individual for referral based on specialized skills from the
groups listed above.
In administering this referral procedure the Union will develop procedures to provide a consistent
method of referring applicants and assuring that applicants are not discriminated against.
D. Rei ection of Referrals
The Company may reject any referral that is determined by the Company to be unsuitable for
employment. The Company may terminate HHE at any time during their employment.
Company may also notify the Union in writing of any individual determined by the Company who
should not be referred to PacifiCorp for employment per the following:
1. Each notification must be in writing to the Union with a copy mailed to the last known
address of the individual
2. The notification will be in effect for one year from the date of receipt by the Union
Former PacifiCorp employees who were discharged for cause and are not eligible for rehire and
shall not be referred to the Company as a HHE provided the Union has been notified in writing.
The Company shall furnish the Union written confirmation of all terminations of these temporary
employees.
E. Temporary Status
HHE shall not attain regular status or any entitlements that regular employees have, unless
otherwise agreed to by the parties. HHE will not be entitled to Company provided benefits other
than those agreed upon below.
F. Compensation & Terms
Employment shall commence upon orientation or work at the location and time requested by the
Company. Pay provisions are those provided for in the collective bargaining agreement between
IBEW Local 57 and PacifiCorp, except where they are specifically excluded.
The rate of pay for Journeyman Crafts will be the highest rate for the journeyman position.
The rate of pay for non journeyman positions and positions that have a four-year step increase
progression,is the entry level or initial rate for the progression. However,if a HHE was previously
employed by the Company in the classification required, and was paid at a higher rate than the
entry level rate, up to the 41h year progression, they would be paid at the highest progression rate
achieved while working for the Company in that classification.
31

The Company may not downgrade employees from the classification requested however the
Company may upgrade employees in accordance with the Agreement. (No temporary employee
shall receive an upgrade when a regular qualified employee is readily available).
Payments in Lieu of Benefits shall be paid for each hour worked in addition to the hourly wages:
Journeyman Craft and Above:
• An amount equal to 7% of the straight-time hourly rate;
Employees shall give the Company written authorization to deduct two percent (2%) of gross
hourly compensation from their paychecks for this employment referral. Monies will be forwarded
to the union monthly.Payment of this referral fee in no way obligates the employee join the Union.
Employees covered by the terms and conditions of this Agreement shall not acquire seniority rights
within the collective bargaining agreement(s)between Local 57 IBEW and PacifiCorp.
G. Overtime
Overtime work may be required of HHE on an as required basis. It is not the intent of this
agreement to direct overtime work to HHE at the detriment of those employees covered under the
collective bargaining agreement(s) between Local 57 IBEW and PacifiCorp. Additionally, it is
understood that HHE's overtime is not subject to equalization with employees covered under the
collective bargaining agreement(s)between Local 57 IBEW and PacifiCorp.
H. Oversight Responsibilities
The Joint Executive Negotiating Committees identified within the previously mentioned collective
bargaining agreements are responsible for the oversight of this memorandum of agreement and the
resolution of any issues arising from its implementation. The Joint Committees will review the
utilization numbers, the duration of assignments and overtime hours worked by HHE as a regular
course of business.
I. Termination of Agreement
Either party may terminate this agreement with thirty(30) days written notice.
I Exclusions to Collective Bargaining Agreement
The following articles within the collective bargaining agreement do not apply to employees
working in accordance with this memorandum of agreement:
• Article 7
• Article 3
32

Working Between Local 57 Collective Bargaining Agreements
April 25, 2002
With this Memorandum of Agreement between PacifiCorp,the "Company", and Local Union No.
57 of the International Brotherhood of Electrical Workers, the "Union", do mutually agree it is in
the best interest of the parties to promote coordinated work between the Collective Bargaining
Agreements.
The parties recognize that employees may periodically work at locations, which are not
customarily covered by their collective bargaining agreement. When this occurs, the employee
will work under the terms and conditions of their respective Agreement.
This memorandum will establish the rules of compensation for employees required to travel in
order to attend training sessions held beyond the 45-mile Zone referenced in section 6.3.2 of this
Collective Bargaining Agreement.
1. Normally, traveling out of town will be scheduled so the employee will be able to travel
on Company time.
2. Reasonable expenses will be reimbursed by the Company for expenses incurred while
traveling for training
3. Employees who are required to travel outside of regular scheduled hours on a normal
workday and do so at the Company's request will be compensated at the appropriate
overtime rate for all hours that exceed ordinary home-to-work travel. Notwithstanding the
above, employees required to travel at some mid-point in the shift may adjust their shift
starting and stopping time to accommodate travel.
4. Employees required to travel on a regular day off will be compensated at the appropriate
overtime rate for all hours up to eight hours regardless of time of day.
5. Employees required to spend the night away from home may take advantage of
PacifiCorp's Friends and Family policy whereby the employee may elect to stay with
friends or family members and be compensated according to the current policy amounts.
6. If an employee chooses to drive their personal automobile as opposed to availing
themselves of public transportation, such as air travel when appropriate,travel time will be
compensated only for the lesser amount of time of the different forms of travel. In
situations where an employee chooses to use a personal vehicle instead of public
transportation, mileage paid for such travel by personal vehicle will not exceed the cost of
the public transportation.
7. If an employee elects to be accompanied by a companion who is not an employee of the
Company such travel must be done in a personal vehicle unless corporate Policy states
otherwise. All additional expenses for the companion will be the responsibility of the
Employee.
8. Apprentice travel that is not part of apprenticeship curriculum is covered under this
agreement.
33

2014 MEMORANDUM OF AGREEMENT IBEW LOCAL 57 & PACIFICORP EN
Combustion Turbine Plants
Senior Plant Technician -Operations Position
As a result of development of the Combustion Turbine Operations training,the parties have agreed
to the development of qualification requirements and standards for Senior Plant Technician -
Operations (SPTO}---also known as Control Room Operator.
This Memorandum of Agreement is to define the minimum hiring requirements of candidates,the
knowledge qualification requirements for the SPTO position and the time schedule by which a
candidate is to become fully certified by meeting the qualification standards for Auxiliary
Operator/Control Room Operator developed for Currant Creek and Lake Side Plants. This
agreement applies to employees hired after September 28, 2012 and employees hired before
September 28, 2012 who transfer locations.
Candidates offered the position of SPTO will be hired at the present hourly wage scale for this
position. The candidate must meet minimum physical and knowledge requirements in order to be
offered a position as SPTO. These requirements are as follows:
Position Overview:
The position holder is primarily responsible for the safe and efficient operations of the
Combined Cycle Plants owned and operated by PacifiCorp Energy. The incumbent will ensure
that all necessary routine inspections as wen as routine and non-routine plant operations are carried
out in a timely manner. The plants operate on a 24/7 schedule. Incumbents are required to work
rotating shifts. Overtime work is an expectation of the position.
The position requires effective communication skills, ability to work in a team environment,
proficiency with computers and related software, completion of a respiratory evaluation and fit
test.Meet PacifiCorp Energy Safety Department Fit for Duty requirements for this position;which
include: the ability to walk, bend, stoop, crawl, climb, work at heights and lift up to 50 pounds
multiple times during a working shift.
Minimum Qualifications:
• Three years or more experience as a Control Room Operator or shift leader in the
operation of a generating plant, a similar facility or educational training.
• Successfully pass a pre-employment exam which will determine applicant's
knowledge and skill level of operating plant processes, electrical distribution,
generation, water/steam cycles and turbine operation as one factor in the selection
process. This exam will be jointly developed and administered by company
representation and member(s) of the IBEW Local 57 Combustion Turbine
Contract.
• Successfully pass the required Company background checks.
• Participate in a selection panel interview. The panel to consist of management
as well as represented employees.
• Selection of the candidates will follow the rules as written in the Combustion
Turbines collective bargaining agreement section: "Hiring & Shift
Transfers".
It is the preference of the parties to fill operations vacancies with SPTO qualified personnel.
If there are no qualified candidates are-available or suitable, then other candidates applying may
be considered and offered a position of Auxiliary Operator (AO) according to the Memorandum
of Agreement between Combustion Turbine Plants and LB.E.W. Local 57.
34

SPTOs transferring between PacifiCorp Energy Plants will be required to fulfill the plant specific
qualification standards for Auxiliary Operator and Control Room Operator-developed for the plant
(Currant Creek or Lake Side) to which they are transferring.
Qualification:
Candidates accepting the position of SPTO will be required to advance through the plant specific
levels of knowledge by successfully passing the required(AO)certification courses with a passing
score and successful demonstration of practical knowledge of plant operations as outlined in:
Appendix A "Gas Plants Qualification Card Program" Advancement will take place at the pace
dictated by the employee's initiative, but will not exceed six (6) months from the date of hire for
AO certification except in rare cases of personal hardship or Company constraints. Within an
additional six (6) months from meeting qualifications for AO, the candidate must successfully
complete qualification for SPTO checkouts as well as the Oral Board. All certification records
are to be maintained as instructed by the supervisors at the location.
New hire SPTOs will not be allowed to work by themselves until they have certified as a qualified
AO, at which time they will be released to fulfill duties of an AO. In the interim, qualifying
SPTOs will work under the direction of a fully certified SPTO or an Auxiliary Operator.
Continuation of SPTO qualification will occur under the direction of a fully certified SPTO,where
the incumbent will fulfill all duties as the AO during this time.
Probation& Termination:
If incumbent is a new hire within PacifiCorp's, he/she will be subject to a probation period of 6
months. During this period the incumbent may be terminated without cause. If any incumbent fails
to meet the completion of certification for Auxiliary Operator or Sr. Plant Technician Operations,
within the prescribed time periods as outlined, then he/she will be required to successfully bid to
another position within 60 days or the incumbent shall be terminated.
The parties can mutually agree to allow an exception to the prescribed time due to plant operating
or personal hardship circumstances which prevent incumbent from meeting the prescribed time
periods.
Disputes:
Any disputes relating to the addition of this position will be subject to resolution per the Grievance
procedure currently in place between the parties.
Certification Requirements:
A certification plan, including step progression, that would allow for incumbent advancement is
included with this agreement as: Appendix "A". Of necessity, the certification plan may be
modified by mutual agreement from time to time-as advances in equipment, software,upgrades or
the addition of new equipment may be added to the operating locations, or where additional
qualification needs are identified.
This agreement may be modified by the parties.
35

2014 MEMORANDUM OF UNDERSTANDING
IBEW LOCAL 57 & PACIFICORP ENERGY
Combustion Turbine Plants
Auxiliary Operator Position
As a result of expansion and development of the Combustion Turbine operations the parties have
agreed to the development of a new classification. The new classification will be called Auxiliary
Operator (AO). This will be viewed as an entry level operator position for those candidates who
do not possess all of the requirements required to be a Senior Plant Technician-Operations.
Position Title: Auxiliary Operator
Wages: Hourly rate of$34.24 (5/26/2011) for Auxiliary Operators.
Position Overview:
The position holder is primarily responsible for the safe and efficient operations of the Combined
Cycle Plants owned and operated by PacifiCorp Energy. The incumbent ensures that all necessary
routine inspections as well as routine and non-routine plant operations under direction of the Senior
Plant Technician- Operations or certified AO are carried out in a timely manner. The plants run
on a 24/7 schedule. Incumbents are required to work rotating shifts. Overtime work is an
expectation of the position.
The position requires effective communication skills, demonstrable team working abilities,
proficiency with computers and related software, completion of a respiratory evaluation and fit
test and the ability to walk, bend, stoop, crawl, climb, work at heights and lift up to 50 pounds
multiple times during a working shift.
The creation of this position is not intended to nor will the new position replace the Senior Plant
Technician-Operations position. This new position is being established as an entry level position
with the expectation that position holders of this new classification will move to the Senior Plant
Technician -Operation in the time frames addresses in this MOA.
Minimum Qualifications:
• Three years' experience in the operation of a generating facility or equivalent educational
training.
• Successfully pass the pre-employment exam which will determine applicants' knowledge
and skill level of operating plant processes, electrical distribution and generation,
water/steam cycles and turbine operation as one factor in the selection process. This exam
will be jointly developed and administered.
• Successfully pass the required background checks.
• Participate in a panel interview. The panel to consist of management as well as represented
employees.
• Selection of the candidates will follow the rules as written in the Combustion Turbines
collective bargaining agreement section Hiring & Shift Transfers.
Advancement:
Incumbents will be required to advance through the different levels of progression by successfully
passing the required AO certification courses with a passing score and the successful
demonstration of a practical knowledge of the plant operations as outlined in Appendix A (which
36

will be created and modified as needed by the Company and Operators selected by the Union).
Such advancement will take place at the pace dictated by the employee's initiative but in no case
will the step progressions exceed one (1) year from the date of hire as an AO and the successful
completion of all AO checkouts and Oral Board. One: (1) additional year from qualification as
AO will be allowed for the successful completion of the Sr. Operations Technician checkouts and
the Oral Board. Incumbent does have the opportunity to achieve certification earlier than the
prescribed time frames and receive adjustments in wage scale accordingly. Compensation
increases for advancements will become effective the first day of the pay period immediately
following certification. All certification records are to be maintained as instructed by the
supervisors at the location.
Auxiliary Operators will not be allowed to work by themselves until they have certified. In the
interim they will work under the direction of a fully certified Plant Technician or Auxiliary
Operator.
Once an incumbent has received the Auxiliary Operator certification they will be required to
qualify for and advance to the "Senior Plant Technician-Operations" position without the need for
bidding.
Probation& Termination:
If incumbent is a new hire within PacifiCorp, he/she will be subject to a probation period of 6
months. During this period the incumbent may be terminated without cause. If any incumbent
fails to meet the completion of certification for Auxiliary Operator or Senior Plant Technician-
Operations within the prescribed time periods as outlined, he/she will be required to successfully
bid to another position within 60 days or the incumbent shall be terminated.
The parties can mutually agree to allow an exception to the prescribed time due to plant operating
or personal hardship circumstances which prevent incumbent from meeting the prescribed time
periods.
Wage Increase:
Future wage increases will be negotiated in the collective bargaining process as defined in the
Collective Bargaining Agreement.
Disputes:
Any disputes relating to the addition of this position will be subject to resolution per the Grievance
procedure currently in place between the parties.
Certification Requirements:
A certification plan, including step progression, that would allow for incumbent advancement is
included with this agreement as Appendix"A". Of necessity the certification plan may be modified
by mutual agreement from time to time as advances in equipment, software, upgrades or the
addition of new equipment may be added to the operating locations, or additional qualification
needs are identified.
This Agreement does not restrict or limit the Company from filling a Senior Technician vacancy
with a candidate that meets the requirements as outlined in the Collective Bargaining Agreement.
This agreement may be modified by the parties.
37

Currant Creek & Lake Side Power Plants
Introduction
Sr. Technician Operator System Check Out Process and Expectations
It is expected the STO candidate to have completed the Sr.Technician Operator qualification
program and associated Oral Board review following the approved documents for the Sr.
Technician Operator position within the allowed time.
It is expected that the STO actively perform the program requirements without bias and act
in a helping manner that is compliant with all Human Resource Policies. This process is
meant to be challenging and help the candidate learn.
During the process of performing Check Outs, STO's will follow the following scoring
methodology:
1. Fails to Demonstrate Skill
2. Meets Minimum Knowledge
3. Exceeds Basic Understanding
4. Superior Knowledge
A candidate shall utilize the Sr. Technician Operator Qualification Requirement documents
for each system (System Checkout, Practical Knowledge, and Demonstration Documents).
Before the Final Board conducts the oral board, the candidate shall have completed all
system checkouts, practical knowledge tasks, and demonstration tasks and have an overall
evaluated score by a qualified STO for each system. Additionally, the Demonstration
document must also be completed and each task signed off by a qualified STO.
The company reserves the right to make changes to processes and procedures as may be
required as technological changes occur or program improvements are identified. This
document is to be used as a guideline and to give direction. Changes to this qualification card
program will be jointly approved by the committee.
Sr. Technician Operations (aka STO or CRO) Oral Board Guidelines
The purpose of the oral board is to ascertain the candidate's knowledge and aptitude for the
qualification of Sr. Technician Operator (STO). The oral board is meant to be another tool
to test the candidates understanding and ability to verbally determine actions and describe
systems to other individuals. The oral board may consist of the Operations Manager, the
Plant Manager, and will have at least one—but preferably two—qualified Sr. Technician
operators approved by the Union. Under normal circumstances two STO's should sit on the
board to ensure the candidate has adequate knowledge. The oral board shall be overseen by
the Operations Manager or his/her designee.
All members of the board may record questions asked, along with a number grade for each
answer, on the appropriate form. Each member of the board will add the point score for
each question and then divide by the number of questions to give a final score. The board
score will be the sum of all board members scores, divided by the number of board members.
The candidate may defer a question to the end of the review; at which time the candidate
may either answer or give a final deferral.A final deferral will be counted as a 1 in the scoring
38

process. Management will have complete discretion in determining to continue or reconvene
at a new time to give the candidate a chance to review and return.
The areas of knowledge are operations, mechanical, electrical, safety, emergency conditions,
chemistry, business practices, and environmental based on areas defined in the STO
Qualification Requirements. Each area shall be examined by the board until they feel they
have an understanding of the candidate's knowledge level.
The senior board member shall remind each member of the board of the format of the board,
and make sure that the questions to the candidate are equal.
If a candidate fails to meet the requirements to pass the oral board, a recommendation will
be made by the committee, and then a new direction will be at the discretion of Management
in accordance with the Collective Bargaining Agreement.
39

Currant Creek & Lake Side Power Plants
Qualification Card—Auxiliary Operator
Name: Date Started:
Supervisor: Date Completed:
System: Plant:
I. SYSTEM CHECKOUTS
(Use the following questions as a guide to complete system checkouts A through F)
System Checkout Task: Score: Qual STO Date:
(1,2 or 3) Signature:
1. Identify all major graphical components and
describe the unique aspects of the control board
compared to one line diagrams.
2. List any alarm or control set points.
3. Describe how a change in power production affects
system pressures and flow rates.
4. Describe normal system line ups for proper
operation.
5. Discuss system start up and shutdown.
6. Describe indications for abnormal conditions under
various line ups.
7. List and explain all safety precautions associated
with each system.
8. Explain in detail how various control functions
operate to control each system.
Overall Evaluated 1 Z 3* Qual STO Signature: Date:
Score (Circle Score)
Comments:
40

*Scoring: 1)Fails to demonstrate skill,2)Meets minimum knowledge,3)Exceeds Basic Understanding-
Superior Knowledge
A. GAS TURBINES: Use the requirements of System Checkout Task 1 to 8above as a
guideline for the following systems:
1. Gas Turbine
2. Inlet Air and Evaporator Coolers
3. Inlet Bleed Heat (Currant Creek)
4. Turbine Enclosure Ventilation
5. Gas Turbine Lube Oil Systems
6. Gas Turbine Hydraulic System
7. Gas Turbine Fuel Gas System
8. Gas Turbine Fire Protection
9. Gas Turbine Starting System
10. Gas Turbine Cooling
11. Gas Turbine Compressor Water Wash System
12. Generator Seal Oil(Currant Creek)
13. Generator Hydrogen & CO2 Systems (Currant Creek)
B. HRSG and STEAM/WATER SYSTEMS: Use the requirements of System Checkout
Task 1 to 8 above as a guideline for the following systems:
1. HRSG
2. HP Steam Systems (includes HP Bypass valves)
3. IP Steam Systems (includes HRH Bypass valves)
4. LP Steam Systems (includes LP Bypass valves)
5. Attemperation Systems
6. Condensate System
7. Feed water System
8. Feed Pump Seal Water and Lube Oil System
9. Condenser
10. Mechanical Vacuum Pumps
11. Steam Jet Air Ejector (Currant Creek)
12. SCR and Ammonia Injection
13. Duct Burner System
C. BOP/AUXILIARY: Use the requirements of System Checkout Task 1 to 8 above as a
guideline for the following systems:
1. Closed Cooling Water System
2. Demineralized Water System
3. Reverse Osmosis System
4. Plant Drains and Oil Water Separator
5. Service Water
6. Circulating Water (Lake Side)
7. Plant Compressed Air Systems
8. Aux Boiler
9. Steam and Water Sample Panel
10.Well Water/Raw Water System
41

II.Cooling Tower (Lake Side)
12.Air Cooled Condenser system(Currant Creek)
D. STEAM TURBINE: Use the requirements of System Checkout Task 1 to8 above as a
guideline for the following systems:
1. Steam Turbine Lube Oil System
2. Steam Turbine Hydraulic Oil System
3. Steam Turbine Generator Seal Oil System (Currant Creek)
4. Steam Turbine Gland Seal
5. Steam Turbine Gland Exhaust
6. Steam Turbine Valve & Overspeed Circuit Testing
7. Generator seal oil system (Currant Creek)
8. Hydrogen & CO2 System (Currant Creek)
E. ELECTRICAL DISTRIBUTION: Use the requirements of System Checkout Task 1 to 8
above as a guideline for the following systems:
1. 4160 Volt Distribution
2. 480 Volt Distribution
3. DC Distribution and Battery System
4. Emergency Diesel Generator
5. Uninterruptible Power Supply (UPS) System
6. GSU Transformers
7. Racking Breakers
8. Gas Turbine Generator
9. Steam Turbine Generator
F. Chemistry/Environmental: Use the requirements of System Checkout Task 1 to 8
above as a guideline for the following systems:
1. Steam and Water Sample Panel
2. Chemistry Analysis
3. Stormwater Samples
4. Condensate Ammonia Injection
5. Cooling Tower Chemical Feed (Lake Side)
6. UPDES/WETT sampling
42

Currant Creek & Lake Side Power Plants
Qualification Card—Sr. Technician Operator
Name: Date Started:
Supervisor: Date Completed:
System: Plant:
I. SYSTEM PRACTICAL KNOWLEDGE
(Use the following questions as a guide to complete system checkouts A through E)
System Checkout Task: Score: Qual STO Date:
(1,2 or 3) Signature:
1. Identify all procedure, forms, log sheets and/or
checklists.
2. Discuss primary operator actions during the
performance of the tasks.
3. Perform or discuss (as directed by Operations or
Plant Manager) the task.
Overall 12 3* Qual STO Signature: Date:
Evaluated Score (Circle Score)
Comments:
*Scoring: 1)Fails to demonstrate skill,2)Meets minimum knowledge,3)Exceeds Basic Understanding-
Superior Knowledge
43

A. GAS TURBINES: Use the requirements of System Checkout Task 1 to 3 above
as a guideline for the following systems:
1. Demonstrate and complete plant start up prerequisites
2. Demonstrate a full plant start up
3. Demonstrate a full plant shutdown
4. Demonstrate synchronizing of a CT generator
5. Demonstrate changing generator voltage
6. Discuss operation of the CT starting system and electrical switching
7. Simulate a CT off line water wash
8. Demonstrate or simulate crack cooling of a CT and all conditions to be
monitored and limitations
9. Demonstrate retrieval of alarm/trip logs
10. Demonstrate transfer of a CT cooling/ventilation fan
B. HRSG: Use the requirements of System Checkout Task 1 to 3 above as a
guideline for the following systems:
1. Demonstrate placing duct burner(s) in service
2. Demonstrate or simulate filling of HRSG from drained condition
3. Demonstrate a full plant shutdown from HRSG perspective
4. Discuss and demonstrate placing the SCR ammonia system in service
and any permissives
5. Demonstrate retrieval of CEM logs and confirmation of successful
calibrations
6. Discuss STO actions for high NOx condition due to a failure of ammonia
control
7. Discuss STO actions for high CO condition and causes
8. Discuss STO actions for failed CEM analyzer
9. Discuss shrink and swell of a drum, causes and concerns
C. Steam Turbine: Use the requirements of System Checkout Task 1 to 3 above as
a guideline for the following systems:
1. Demonstrate steps necessary to start up the gland seal steam system
2. Demonstrate steps necessary to take the gland seal steam system out of
service
3. Startup STG Lube Oil System
4. Startup Seal Oil System (Currant Creek)
5. Prepare STG for steam admission from turning gear and bring ST to full
speed
6. Conduct synchronization of the STG and load generator
7. Demonstrate changing voltage
8. Discuss use of generator reactive curves and what purpose they serve
9. Identify sources for potential water induction and STO actions used to
prevent
10. Discuss turbine overspeed control and devices
11. Discuss turbine supervisory system what each monitor does and limits of
each.
44

D. BOP: Use the requirements of System Checkout Task 1 to 3 above as a guideline
for the following systems:
1. Simulate start up the CCW system
2. Simulate shutdown the CCW system
3. Place Service Water System in service for Start Up
4. Describe cause(s) of low drum pH and why it is a problem and actions to
remedy
5. Describe cause(s) of high condensate/feed water silica, why is it a
problem and actions to remedy
6. Place condensate & feed water systems in service and fill drums
7. Demonstrate steps necessary for ACC startup, shutdown, auto/manual
operation and street 6 isolation (Currant Creek)
8. Discuss ACC winter operation, concerns and instrumentation indications
of freeze up conditions occurring (Currant Creek)
9. Simulate or demonstrate operator actions and observations to conduct a
full plant startup in winter conditions and prevent freeze up of the ACC
(Currant Creek)
E. ELECTRICAL: Use the requirements of System Checkout Task 1 to 3 above as
a guideline for the following systems:
1. Demonstrate or simulate transfer of power from main bus breaker to a
tie breaker
2. Demonstrate retrieval of alarm information from a motor relay (SEL)
3. Discuss and Simulate operator actions loss of plant power (black out)
and equipment which must be monitored during the blackout
4. Discuss large motor starting limitations
5. Describe Vars, power factor, lead/lag, frequency, amps, volts
6. Describe STO actions for high main transformer temperature
7. Draw plant electrical flow from aux transformer to a 480 volt MCC
8. Describe STO actions for low voltage of the 125 DC system and why is it
a concern
IL SYSTEM PRACTICAL KNOWLEDGE AND DEMONSTRATION
1. Discuss the purpose and contents of the Emergency Response Action Plan
Safety Date:
2. Discuss the PacifiCorp Generating Plant Tag Out Procedure
Safety Date:
3. Discuss the PacifiCorp Generating Hot Work Permit and Energized Work Permit
Safety Date:
4. Discuss the PacifiCorp Generating Plant Confined Space Permit Policy
Safety Date:
5. Discuss the PacifiCorp Generating Job Brief Policy
Safety Date:
45

6. Discuss the PacifiCorp Generating PPE Policy
Safety Date:
7. Discuss the Fire System Impairment Policy
Safety Date:
8. Discuss Contractor Safety Orientation
Safety Date:
9. Discuss the purpose and contents of the Air Order /Title V
Environmental Date:
10. Discuss the purpose and contents of the Discharge Permits
Environmental Date:
46

Drug and Alcohol Testing
April 12, 2012
Memorandum of Agreement
Between
IBEW Local 57
And
PacifiCorp
Drug and Alcohol Testing
PacifiCorp and IBEW Local 57 agree to the following provisions related to Drug and Alcohol
Testing of employees covered by the Rocky Mountain Power, PacifiCorp Energy, Combustion
Turbine, and Laramie Collective Bargaining Agreements.
Employees are prohibited from selling,possessing,using,transferring, or purchasing illegal drugs
or alcohol on Company time or property or while in a Company or leased company vehicle or
when representing the Company. Employees are prohibited from working while under the
influence of illegal drugs or alcohol. This agreement does not preclude the Company from taking
any actions required by Federal regulations.
IBEW Local 57 represented employees will be subject to drug and alcohol testing as follows:
Random Drug and Alcohol Testing
Random Drug and Alcohol Testing means that the tests are unannounced, that individuals are
selected on a random basis, and that the odds of being tested are equal for all employees in the
random testing pool. This pool includes all bargaining unit employees that do not have the
requirements of a CDL.
A third-party contractor may be responsible for the random selection process. The contractor
and/or PacifiCorp will notify management of the names of employees selected to be tested.
Management will coordinate a testing date. Management will not announce pending random drug
and alcohol testing until the time of the appointment. Each employee selected for testing shall be
tested during the defined testing period. Once notified of selection for a random test,the employee
must immediately report to the facility for testing.
After completing the testing process, the employee is required to return to work unless instructed
not to do so by the medical review officer(MRO)or unless the test results are positive. Employees
will not be required to report for a random test while on regular scheduled days off, vacation or
sick leave. Employees will not be suspended without pay pending the results of a random drug and
alcohol test.
The random pool of employees shall include all Local 57 represented employees and all
management of the business unit. No more than 10% of the pool shall be randomly selected
annually. Each employee in the random pool shall have an equal chance of being tested each time
selections are made.
Post-Accident Drug and Alcohol Testing
Employees may be required to submit to a post-accident drug and alcohol test in the following
instances:
• involved in anon the job accident
47

• involved in an OSHA recordable event
• involved in an accident which involves property damage that is reasonably estimated at
the time of the accident to exceed$1000 or is classified as a preventable vehicle accident
Employees who are required to submit to a post-accident test will not be returned to work until the
results of the test are known. If the test result is negative, the employee will be made whole for
regular work time missed as a result of the test.
Reasonable Suspicion Drug and Alcohol Testing
Reasonable suspicion is defined as trustworthy evidence which would cause a prudent person to
suspect that the employee has used or is under the influence, or impaired. Reasonable suspicion
testing for drugs and alcohol is permissible only when reasonable cause exists that an employee
has used or is under the influence of alcohol or illegal drugs while on Company time, property, in
a Company vehicle or while representing the Company.
Before ordering an employee to submit to a drug and alcohol test, the employee's supervisor must
seek approval of his/her supervisor,if practicable. The supervisor ordering a drug test must as soon
as practical write a narrative report of the information and observations which gave rise to the
order to take a drug test.
Following a reasonable suspicion drug and/or alcohol test,the employee tested may be suspended
without pay until the results are received. If the test result is negative,the employee shall be made
whole for regular work time missed as a result of the test.
Testiniz
All employees are subject to random drug and alcohol testing. The testing is in addition to but not
combined with random testing of employees subject to CDL requirements but will be conducted
using collection, laboratory and MRO and other standards, including but not limited to laboratory
designation,testing and quality control, and levels for determining positive tests the same as those
set for CDL drug and alcohol testing. Quick tests may be utilized by the company to obtain testing
results where they do not violate existing regulations. Split samples will always be taken if
possible.Employees may request that a split sample test be performed. The cost of the split sample
test is the responsibility of the employee.
Information regarding the design and administration of the random testing process will be supplied
to the union upon request. All reports on monitoring of the contract laboratory shall be available
for inspection by the Union upon request. The Union will have the right to copies of such reports,
at its expense.
Disciplinary Action
An employee who experiences personal or work-related problems associated with drug or alcohol
use is urged to use the Employee Assistance Program (EAP). Self-referral to the EAP is
particularly encouraged.
Those who self-refer before they are notified they have been selected for testing, and before work
performance problems arise will not be disciplined or require a return-to-work agreement to return
to their positions. However, ongoing work related issues may result in disciplinary action up to
and including termination. Information regarding EAP services can be obtained from the EAP
provider or the employee benefits and disability services department.
48

An employee who voluntarily enters into a rehabilitation program will be eligible to use sick leave
and/or vacation until they are released to return to work in accordance with company policies and
the applicable collective bargaining agreement. They may be eligible for FMLA and/or short-term
disability subject to the terms and conditions of the FMLA policy and/or short-term disability
program. If all paid time off is exhausted then their time off will be without pay. Rehabilitation
costs will be covered in accordance with the employee's respective health care coverage.
Employees who have failed a drug/alcohol test and are offered a return to work agreement are
subject to medically-supervised tests to detect any continued use of drugs or alcohol, ordered by
the Company, with or without cause, at any time, for the period of time recommended by the
rehabilitation professional treating the employee.
Employees who have entered rehabilitation and returned to work, but whose subsequent
drug/alcohol tests show continued use of drugs or alcohol may be disciplined up to and including
discharge.
The refusal of an employee to submit to a drug/alcohol test which is properly ordered under this
agreement is a violation of Company policy and may be grounds for disciplinary action,up to and
including discharge.
An employee who tests positive as a result of a drug/alcohol test with no aggravating circumstances
shall not be considered to have committed an offense rising to the level of termination.
An employee who tests positive as a result of a drug/alcohol test with aggravating circumstances
will be terminated. Aggravating circumstances may include but are not limited to the following:
• A prior positive test;
• A post-accident referral;
• A reasonable suspicion referral;
• Active "Return to Duty"provisions;
• A follow-up referral;
• Aggravating circumstances may also include a positive drug/alcohol test while there is
active formal discipline in effect for the employee.
Any disciplinary actions taken continue to be subject to the grievance and arbitration procedure
contained in the collective bargaining agreement(s)between the parties.
This agreement supersedes and replaces all prior agreements and arbitration awards between the
parties regarding drug and alcohol policies and/or testing. Any modification of this Memorandum
of Agreement must be agreed to by both parties.
V,V. �Z 4 r2 jr2
Brent Donohue Ckmans Date
Shift Trades
ay 17, 2001
This letter is to restate the language and intent of the "Shift Trades" agreement signed by the
parties with and effective date of January 26, and January 13, 1999.
1. The shift trade must be approved by the supervisors involved.
2. The shift trade must be agreed to by both employees involved.
3. The shift trade must be between two employees of the same classification.
49

4. The shift trade must occur and be worked in the same workweek.
5. A shift trade may not cause an employee to extend his work day by more than 4 hours.
6. No overtime will be paid for shift trading. In order to prevent an overtime situation, the
shift trade must be arranged such that no employee is caused to work more than 40 hours per
workweek.
7. A shift trade agreement form must be completed at least 48 hour in advance of the shift
trade and kept on file for each shift trade.
8. The actual hours worked for the shift trade must be recorded on the timesheet, and a copy of
the signed shift trade agreement attached.
9. Shift starting and quitting times will be in accordance with the working agreement.
10. Control for compliance and appropriate usage of this policy will be the responsibility of the
plant manager and the employees utilizing this agreement.
Vacation And Sick Leave Provisions For Employees Who Leave Company For
Fulltime Employment With I.B.E.W.,Local 57
April 1, 1982
Employees who leave the Company to work full time for I.B.E.W. Local 57 will be placed on
a leave of absence for the period of time in which the employee is employed by the Union.
However,payment for accumulated sick leave will not be made.
If and when the employee returns to work, as per Article 2.5.3 of the Agreement, vacation
and sick leave will again commence to accumulate when the employee returns to the Company.
Sick leave that was accumulated prior to the employee leaving the Company will be combined
with sick leave accumulated from the time the employee starts work with the Company. Payoff
of one hundred percent (100%) of accumulated sick leave will not be made until the employee
gives written notice of intent not to return to the Company, or returns to the Company and
subsequently retires,terminates, or dies.
EFFECTIVE DATE: January 25, 1985
RE: MOA
Insert the Listed Memorandums of Agreement into the agreement and remove those
agreements no longer in effect.
This would include placing the following Memorandums of agreement into the combustion
turbine contract for purposes of convenience and access only.
1. Creation of a Taft-Hartley Pension Trust Fund, July 1, 1999
2. Temporary Hiring Hall Employees, October 3, 2004
3. Working between Local 57 Collective Bargaining Agreements, Apri 125, 2002
4. Travel Time for Training, May 26, 2007
5. Auxiliary and Control Room Operator Agreements, January 26, 2014
6. Drug and Alcohol Testing, April 12, 2012
7. Shift Trades, May 17, 2001
50

8. Vacation and Sick Leave Provisions For Employees Who Leave Company for Full-
time Employment with I.B.E.W. Local 57 April 1, 1982, Effective January 25, 1985
Remove the Following agreements:
1. Labor Agreement Amendment, October 3, 2004
2. Currant Creek and Lake Side Plant 12 hour Shift Agreement, May 26, 2007
3. West Valley —10 Hour Shifts, May 26, 2007
4. West Valley —Lease Termination Agreement, May 26, 2007
51

I.B.E.W. Local Union 57
4551 South Atherton
Salt Lake City, Utah 84123
Phone [phone]
Fax No. [phone]
Officers
President Willie Murnin
Vice-President Cal Ockey
Treasurer Brian Smith
Business Manager & Financial Secretary Brent Donohue
Recording Secretary Dean Ellis
Sr. Asst. Business Manager Gary Cox
Asst. Business Manager Jim Snyder
Asst. Business Manager Roberta Wilson
Asst. Business Manager Scott Long
Executive Board
Barry Nielsen Jeff Wilson Ed Esparza
Dean Flygare Kurt Killian John Wiscombe
Meetings
Executive Board First Friday, Each Month
Examining Board Third Sunday, Quarterly
March, June, September, December
Apprentice Committees First Friday
Combustion Turbine Unit Currant Creek—Third Wednesday
Lake Side—Third Thursday
52

Wage Table
IBEW 57CT Wage Table: 1/26/2019- 1/26/2022
Job Code Pay Scale Group Jan 26, Jan 26, Jan 26, Jan 26,
Job Classification 2019 2020 2021 2022
Percentage Increase 2.5% 2.5% 2.5% 2.5
Sr Tech-Operations 9292 9292 45.32 46.91 48.08 49.28
Auxiliary Operator 5877 5877 39.79 40.78 41.80 42.85
Sr Tech-Maintenance 9293 9293 46.68 1 48.33 1 49.54 50.78
53