20240829PAC to Staff 175 Attachment B-2.pdf

LABOR AGREEMENT
for
COMBUSTION TURBINE
GENERATION PLANTS
between
PACIFICORP
and
LOCAL UNION 57 OF THE
INTERNATIONAL BROTHERHOOD OF
ELECTRICAL WORKERS
AFFILIATED WITH AFL-CIO
January 26, 2023 to January 25, 2028
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PA
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A BERKSHIRE HATHAWAY ENERGY COMPANY
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TABLE OF CONTENTS
Article Section Page
Article 1: Introduction and Recognition 2
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 4
Deductions Supporting COPE 2.5 4
Article 3: Employment, Seniority 4
Employee Classifications 3.1 4
Hiring and Shift Transfers 3.2 4
Probationary Period 3.3 5
Seniority 3.4 5
Displacement Process 3.5 5
Job Security 3.6 6
Article 4: Hours of Work and Compensation 6
Hours of Work 4.1 6
Overtime 4.2 8
Compensation Provisions 4.3 10
Expense Reimbursement 4.4 11
Shift Differential 4.5 11
Meals 4.6 11
Article 5: Grievance and Arbitration Procedure 11
Adjustment and Arbitration 5.1 11

Joint Executive Committee 5.2 14
Article 6: Work Rules and Practices 14
Safety and Environmental 6.1 14
Working Rules 6.2 15
Job Site Reporting 6.3 15
Use of Contractors 6.4 16
Red Hours 6.5 16
Article 7: Employee Benefit Programs 16
Holidays 7.1 17
Personal Time 7.2 18
Short-term Disability Benefit and Leave 7.3 22
Long-term Disability Benefit and Leave 7.4 23
Personal Leave of Absence 7.5 24
Medical Examination and Return to Work Notice 7.6 24
Industrial Injury/Worker's Compensation 7.7 24
Military Leave 7.8 25
IBEW/Western Utilities Health &Welfare Trust 7.9 26
Defined Benefit Retirement Plan 7.10 27
Defined Contribution Retirement Plan 7.11 28
Life Insurance Benefit 7.12 28
Employee Assistance Plan 7.13 28
Bridging of Benefits 7.14 28
Bereavement Leave 7.15 28
Drug & Alcohol Testing 7.16 29
Article 8: Duration of Agreement 29
Term of Agreement 8.1 29

Senior Plant Technician - Maintenance 31
Signature Page 32
Letters of Agreement 33
Taft-Hartley Pension Trust Fund 33
Temporary Hiring Hall Employees 35
Working Between Local 57 Collective Bargaining 38
Agreements
Travel Time for Training 38
Senior Plant Technician — Operations 39
CT Auxiliary Operator 41
Drug & Alcohol Testing —April 12, 2012 43
Shift Trades — May 17, 2001 46
Vacation and Sick Leave Provisions for Employees 47
Who Leave the Company for Full-time Employment
with an IBEW Local April 1, 1982
Effective January 25, 1985
I.B.E.W. Local 57 Contact 48
Wage Table 49

THIS AGREEMENT, made and executed this 26th day of January 2023, by and between
PacifiCorp, 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 Company and Union, and to promote harmony and
efficiency to the end that the Company, the Union and the general public may mutually
benefit, the Company and Union contract and agree with each other as follows:
PacifiCorp/IBEW Local 57 Combustion Turbine 1
2023-2028 Collective Bargaining Agreement

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 Company and Union 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. 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 Company and Union 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 Company and Union 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.
PacifiCorp/IBEW Local 57 Combustion Turbine 2
2023-2028 Collective Bargaining Agreement

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
Company and Union. 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
applicant as it relates to any of the terms of this Agreement, because of race, color,
religion or religious creed, age, national origin, ancestry, sex (including
pregnancy), sexual orientation, genetic information, physical or mental disability,
veteran, or military status, familial or parental status, marital status, or any other
category protected by local, state, or federal law. The Company and Union will
cooperate to provide a work environment free of harassment and discrimination.
Any use of gendered pronouns in this Agreement is intended to be all-inclusive
and gender neutral, and use of "they," "them," or "their" throughout this
Agreement is also intended as a gender-neutral pronoun. Use of they/them/their
shall mean a single worker or employee unless otherwise specified. Gender-
specific terms are not intended to be discriminatory but are the trade terms used
to describe certain positions e.g., "Journeyman." (Amended 1/26/2023)
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.
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
PacifiCorp/IBEW Local 57 Combustion Turbine 3
2023-2028 Collective Bargaining Agreement

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 the Union. Before any such deductions will be
made, Union 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 Employee 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 Employee includes those employees performing work under the
jurisdiction of this 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'
3.2.2 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.
3.2.3 Second, a technician at a different location (Currant Creek and Lake Side) 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.
3.2.4 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.
3.2.5 Craft shall be defined as:
• Journeyman Electrician
• Journeyman Mechanic
Articles 3.2.1.1 through 3.2.1.3 were renumbered 1/26/2023 to align with the numbering convention
used throughout the rest of the agreement.
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2023-2028 Collective Bargaining Agreement

• Journeyman Instrument and Control Technician
• Control Room Operator-Lake Side (Siemens technology)
• Control Room Operator-Currant Creek (General Electric technology)
• Auxiliary Operator
3.2.6 Employees who desire to transfer more than once between Currant Creek and
Lake Side sites within a 24-month period must receive plant approval from both
locations prior to approving the transfer.
3.2.7 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
7.14.
3.4.3 Temporary employees shall not accrue seniority.
3.4.4 An updated seniority list shall be provided to Union and posted on the
Company's intranet page on a quarterly basis. (Amended 1/26/2023)
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).
PacifiCorp/IBEW Local 57 Combustion Turbine 5
2023-2028 Collective Bargaining Agreement

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
3.6.1 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 2
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
Company and Union.
4.1.2 Operations 12 Hour Shift
4.1.3 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.
4.1.4 Shift Schedule: Schedule will include two 36-hour workweeks, 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 41.6
D = 6AMto6PM N = 6PMto6AM r = 7AMto3PM
4.1.5 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
2 Articles 4.1.1.1 through 4.1.1.2.3 were renumbered 1/26/2023 to align this article with the
numbering convention used throughout the rest of the agreement.
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2023-2028 Collective Bargaining Agreement

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.
4.1.6 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.
4.1.7 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.
4.1.8 Vacant Position Coverage (vacancy, sick, vacation, or leave under
Article 7.2) 3
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 .6 above and will be assigned day or
night shifts as needed. Relief operators can be scheduled to cover
s See Article 7.2 regarding conversion of sick and vacation leave program to personal time (PT)
leave program effective December 26, 2023.
PacifiCorp/IBEW Local 57 Combustion Turbine
2023-2028 Collective Bargaining Agreement

unforeseen vacancies.
3. Guidelines for leave under Article 7.2 will be determined in a separate
document by management.
4. Leave under Article 7.2 will be charged by the actual hours of leave taken. All
regularly scheduled hours that are not worked must be charged to leave under
7.2, holiday, or authorized time off without pay.
5. Article 7.2 leave taken on the 4t" day of a 48-hour work week will be paid as
12 hours of personal time. No overtime will be paid.
4.1.9 Shift Change for Rotating Shift Employees
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.
4.1.10 Maintenance Schedules and Shifts
4.1.11 Work Week: Maintenance workweek will begin at 00.00 p.m. Sunday and
continue until the following Saturday at 24:00 p.m.
Workday: 00.00 to 24.00 hours
4.1.12 Maintenance Shifts 8-hours, Monday-Friday
Day Shift: 7.00 a.m. to 3:30 p.m.
4.1.13 Maintenance Shifts 10-hours, Monday-Thursday, or Tuesday-Friday
Day Shift: 7.00 a.m. to 5:30 p.m.
4.1.14 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).
PacifiCorp/IBEW Local 57 Combustion Turbine
2023-2028 Collective Bargaining Agreement

4.2.2 Employees who are required to work overtime shall be paid for such
overtime hours actually worked. Time and one-half rate shall be paid:
1. To 12-hour rotating shift workers for work beyond 12 hours in a day or
40 hours in a week for:
a. Time worked in excess of 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 12 hours in a day or over 36 hours in a week
for those on their 36-hour, 12-hour work weeks;
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; and/or
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, eight (8) hours per day work
week.
2. To 10-hour non-rotating shift workers for work beyond ten (10) hours in
a day, or 40 hours in a week.
3. To 8-hour non-rotating shift workers for work beyond eight (8) hours in
a day, or 40 hours in a week.
4. As premium time for employees who have 60 hours in a week for all
additional hours actually worked in that week beyond 60. Time paid but
not actually worked, (e.g., vacation, sick, holidays, etc.) 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 pay for work beyond 16 hours as described
below, or "holiday worked" pay.
Double time rate shall be paid:
1. For all hours worked on an observed holiday described in
Article 7; and
2. For work beyond 16 hours.4 (Amended 1/26/2023)
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.
4 Applicability of the double time rate for work beyond 16 hours is detailed in a January 2023 letter
of agreement between the Company and Union and is posted on the Company's intranet.
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2023-2028 Collective Bargaining Agreement

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.
4.2.4 Unpaid rest periods of 4 to 6 hours, as determined by supervision, shall
not change the pay status of two times regular rate for employees who return
to work immediately after such rest periods. Rest periods of exactly six (6)
hours or more will be sufficient to change one's pay status. If such unpaid rest
periods extend into the employee's regular scheduled work hours, such
employees will receive only straight time pay for the rest period hours
occurring during the employee's regular scheduled work hours. Any call-out
within two hours of an employee's regular quitting time or within two hours of
a previous call-out shall be bridged back to the previous quitting time or
previous callout for the purpose of calculating 16 continuous hours to achieve
double time compensation. Employees will be paid only for time worked and
do not receive compensation for the bridged time identified above.5 (Added
1/2612023)
4.3 Compensation Provisions
4.3.1 Employees shall be paid on an 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
wage table which by reference is incorporated herein and made a part of this
Agreement. These wage rates will be increased as follows:
• GWI — 2023 2.5% + 1.5% market/inflation increase - effective 1/26/2023
• GWI — 2024 2.5% + 2.0% market/inflation increase - effective 1/26/2024
• GWI — 2025 2.5% - effective 1/26/2025
• GWI — 2026 2.5% - effective 1/26/2026
• GWI — 2027 2.5% - effective 1/26/2027
(Amended 1/26/2023)
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 and Rocky Mountain Power
employees.
5 Applicability of this article is detailed in a January 2023 letter of agreement between the Company
and Union and is posted on the Company's intranet.
PacifiCorp/IBEW Local 57 Combustion Turbine 10
2023-2028 Collective Bargaining Agreement

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
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.
4.6 Meals
4.6.1 Operators do not observe a meal break but may eat while working as
convenient based on the work being performed. Maintenance staff are provided
an unpaid thirty (30) minute meal period. Maintenance staff required to work
during the unpaid thirty (30) minute meal period in their regularly scheduled
shift shall receive thirty (30) minutes of overtime pay, or in lieu of pay for the
missed meal, they may end their regular shift thirty (30) minutes early, subject
to management approval.
4.6.2 The Company will provide a meal when any employee is held over more
than two (2) hours or provided less than four (4) hours of notice for a callout
lasting more than four (4) hours, and for each subsequent five-and-one-half (5
1/2) hour increment thereafter.
4.6.3 In lieu of providing a prepared meal, the Company may pay the employee
thirty (30) minutes of straight time pay in accordance with their wage scale for
any meal missed. (Added 1/26/2023)
Article 5 - Grievance Procedure
5.1 Adjustment and Arbitration
5.1.1 Employees of the Company shall have the right to a hearing on any
difference of opinion with respect to matters of promotion, demotion,
discipline, layoff, or discharge.
PacifiCorp/IBEW Local 57 Combustion Turbine 1 1
2023-2028 Collective Bargaining Agreement

5.1.2 Labor disputes or differences arising between the Company, the Union,
and the employees of the Company, including differences or disputes as to the
meaning, application or operation of any provision of this Agreement and
relevant memoranda of agreement and letters of understanding, or differences
referred to in the previous section, shall be settled in the manner herein
provided, and the Union confirms that there shall be no quitting or suspension
of work by any member of the Union during or on account of any such dispute
or difference.
5.1.3 Grievances with respect to matters of promotion, demotion, discipline,
layoff, or discharge shall be presented within fourteen (14) calendar days from
the date of such promotion, demotion, discipline, layoff or discharge. The
timeframes contained within this Article can be extended by mutual agreement
of the Company and Union.
5.1.4 All disputes or differences between the Company, the Union, and the
employees of the Company shall be adjusted as follows:
Pre-Grievance Resolution
Should an employee have a complaint, the employee and the Union steward
shall be required to first discuss the complaint with the immediate supervisor
and allow the supervisor five (5) calendar days to resolve the issue to the
employee's satisfaction before the employee may formalize their complaint by
filing a grievance. Failing a satisfactory resolution of the employee's complaint
by the supervisor in the specified timeframe, the matter may be determined to
be a grievance and shall be dealt with as follows:
First Step
The grievance shall be reduced to writing and submitted to the appropriate
supervisor and/or plant manager by the Union steward or Union management
within (14) calendar days from the date of the Company's pre-grievance
resolution response. The supervisor shall notify labor relations of the
grievance upon receipt. The appropriate supervisor and/or senior manager will
meet with the Union steward and the aggrieved employee, after which the
Company shall provide a written response to the applicable Union
representative within fourteen (14) calendar days of receipt of the grievance.
Grievances pertaining to termination of employment will be immediately
expedited to the third step of this procedure.
Second Step
The Union may request a second step hearing through the Company labor
relations representative within fourteen (14) calendar days from the date the
Company's first step response was received. If a response is not made within
the fourteen (14) calendar days, the grievance is considered closed.
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If the Union requests a second step hearing within the time stated above, the
grievance shall be heard at the next monthly grievance hearing meeting
scheduled between the Union and labor relations, or it shall be scheduled for
an independent hearing as determined by the Union and labor relations. The
hearing shall be held in person, or by telephone or video conference as
determined by the Union and labor relations, and may include the grievant, the
steward present at the first step, a Union representative, a labor relations
representative, and the appropriate higher level of management. A grievance
hearing may be held over to the next monthly meeting if additional time is
required to investigate the associated issues. This forum is to be used to
resolve grievances prior to arbitration, and both Company and Union are
committed to the timely resolution of all grievances.
At the conclusion of the hearing, the Company will have fourteen (14) calendar
days to provide a written response to the Union, or the grievance will be
considered closed, and the Union's requested settlement awarded.
Third Step
The Union may request a third step hearing by submitting a written request to
labor relations within fourteen (14) calendar days from the date of the
Company's second step written response. If a written request for a third step
hearing is not received by the Company within the fourteen (14) calendar days,
the grievance is considered closed.
If the Union requests a third step hearing within the time stated above, the
grievance will be reviewed at the next monthly grievance hearing meeting
scheduled between the Union and labor relations, or it shall be scheduled for
an independent hearing as determined by the Union and labor relations, and it
may include the grievant, the steward present in past grievance meetings,
Union management, including the business manager, and the director of labor
relations (or the director's designee). At the conclusion of this meeting, labor
relations will have fourteen (14) calendar days to provide the Company's third
step response, or the grievance will be considered closed, and the Union's
requested settlement awarded.
Fourth Step
In the event a dispute or difference is not settled promptly and to the
satisfaction of the Company and Union through one of the methods above
provided, such dispute or difference shall be submitted immediately to
arbitration. The Company and Union are committed to timely resolution of all
grievances. To this end, all pertinent information specific to a grievance must
be presented to both Company and Union at a reasonable time prior to
arbitration, after which no new information may be presented at any arbitration
hearing pertaining to this grievance.
The Union must request arbitration within thirty (30) calendar days from the
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date the Company's third step 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 who are members of the National
Academy of Arbitrators. From that list of arbitrators, the Union business
manager and the director of labor relations 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 Company and
Union and upon the employee(s) involved. The fees and expenses of the
arbitrator, and any other expenses agreed to by the Company and Union prior
to the arbitration, shall be shared equally by the Company and 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.
The Company and Union may continue to hold conferences for the purposes
of settling the dispute at any time before notice of the arbitrator's decision.
Should the Company and Union reach a settlement agreement prior to the
arbitrator's decision, the terms of the Company and Union settlement shall be
the final resolution of the dispute. (Amended 1/26/2023)
5.2 Joint Executive Committee
The Joint Executive Combustion Turbine Committee (JECTC) shall be
comprised of the Union executive leadership team, the Company operational
executive leadership team, and a labor relations representative.
In recognition of the Company and Union commitment to the value of regular
and open dialogue, the JECTC shall meet twice per year, and as needed. The
purpose of these meetings is to provide a forum to facilitate communication
between the Company and Union' local executive leadership, to discuss issues
impacting operational efficiency, and to promote consistency across business
units. (Amended 1/26/2023)
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 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
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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 For employees who are required to wear safety-toe footwear, the
Company will reimburse the individual up to $120 per year for the purchase or
rebuild of safety-toe footwear and/or orthotics. The employee may accrue the
yearly benefit for up to three (3) years ($360 maximum every three years) per
the Safety-Toe Footwear Reimbursement Policy/Program. Safety-toe footwear
reimbursement will be made available on the first day of the calendar year or
following the first day of employment.
Employees shall complete the "Safety-Toe Footwear Reimbursement Record"
approval form for reimbursement. If the total submissions are less than the
accrued amount, the balance will carry over each year, but shall
not exceed the three-year maximum. (Amended 1/26/2023)
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.
6.1.6 The Company agrees to post signs at the entrance of Company facilities
with surveillance cameras, stating as follows:
"Surveillance equipment in use at this facility." (Added 1/26/2023)
6.2 Working Rules
6.2.1 The Company and Union 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 workday 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:
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0 to 5 miles Free Zone
5+ to 15 miles $2.00 hour)
15+ to 30 miles $3.00 hour)
30+ to 45 miles $3.50 hour)
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.
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 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 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).
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7.1 Holidays
7.1.1 Beginning payroll year 2023, the following days shall be recognized as
observed holidays: New Year's Day, Martin Luther King Jr. Day, Memorial Day,
Independence Day, Labor Day, Veterans Day, Thanksgiving Day, Friday after
Thanksgiving Day, Christmas Eve, Christmas Day, and two floating holidays.
New regular full-time employees will be allocated floating holidays according
to the following schedule:
Month of Hire 2023—2024 Number of Floating Holidays
December 26 through April 25 2
April 26 through November 21 1
November 22 through December 25 0
Beginning in payroll year 2025, the Company will either: (1) provide one
additional floating holiday (for a total of three floating holidays), or (2)
implement Juneteenth as an observed holiday.
Month of Hire 2024—2025 Number of Floating Holidays
December 26 through April 25 3
April 26 through November 21 2
November 22 through December 25 0
If Juneteenth is not implemented as an observed holiday, beginning in payroll
year 2025, the following chart will be used for floating holidays:
Floating holidays must be scheduled with management prior to being granted.
Floating holidays must be taken in the payroll year that they are allocated and
cannot,for any reason, be carried into the following payroll year. If an employee
is called to work on a scheduled floating holiday, they will be considered to be
working a holiday and paid accordingly.
When an observed holiday occurs on an employee's regular workday, that day
shall be the holiday for that employee. (Amended 1/2612023)
7.1.26 For employees working a Monday through Friday workweek: When an
observed holiday falls on Sunday, the following Monday shall be recognized as the
holiday. When an observed holiday falls on Saturday, the preceding Friday shall be
recognized as the holiday.
For employees working a schedule other than a Monday through Friday workweek:
When an observed holiday falls on the first day off in any workweek, the preceding
workday shall be recognized as the holiday. When an observed holiday falls on the
second day off in any workweek, the first workday following the days off shall be
6 Articles 7.1.1.1 through 7.1.2 were renumbered 1/26/2023 to align this article with the numbering
convention used throughout the rest of the agreement.
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recognized as the holiday.
Observed and floating holidays are paid at (8) hours straight time. (Amended
1/26/2023)
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 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 Holiday Bank
Employees may elect between November 1 and December 1 each year to have
the following years' holiday pay hours deposited in a holiday 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 R8 and
floating holidays will be included in the total holiday bank hours;
• Employee cannot use "banked hours" to exceed more than 96 total
regular hours in any one pay period; and
• Employee will be required to input "banked hours" on their timesheet.
• 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.)
Additional details regarding use of the holiday bank are located in a letter of
agreement between the Company and Union posted on the Company intranet.
(Amended 1126/2023)
7.2 Personal Time' (Added 1/26/2023)
7.2.1 Effective December 26, 2023, all regular employees will receive personal
time (PT) to use for vacation, sick leave, family illness or activities, personal
appointments, and any other time the employee would like off. All employee
vacation balances at the end of the 2023 payroll year will automatically be
transitioned to PT for use in the PT program.
All provisions of Article 7.2 in this Agreement shall become effective on December 26, 2023. For
the period January 26, 2023,through December 25, 2023, all provisions of Article 7.2 in the previous
collective bargaining agreement between Company and Union (expired January 25, 2023) shall be
in effect.
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Note: The provisions of vacation and sick previously outlined in this Agreement
shall remain in effect until the beginning of the 2024 payroll year. At the end of
the 2023 payroll year, employee's vacation balance will be converted to their
PT bank.
7.2.2 Eligibility
Each regular full time and part time employee in the classifications covered by
this Agreement who completes at least one (1) full pay period of continuous
service will accrue PT on a payroll period basis to be credited to their PT bank
at the end of each payroll period.
7.2.3 PT Allowance
The number of hours of PT awarded to an employee at the end of each pay
period shall be based on their total service with Rocky Mountain Power as
outlined in the following chart:
Hours Per Year Hours Per Pay Period
(Annual Accrual Rate)
1st payroll period through 160 6.67
4tn year
(11t through 48t" month)
5t"year through 91"year 200 8.33
49t"through 1081" months
15th year through 24th 240 10
(169t"through 2881'' month)
25t" year and beyond 320 13.33
(289t" and beyond)
Employees must fully complete the 48t", 108t", 168t" and 288t" month of service
to receive the higher allocation tier of PT the next pay period.
Regular employees, who have worked for the Company who have had a break
in service and then return to work with the Company, will be given credit for
their entire regular status time worked for the Company when calculating their
PT allocation. This bridging of service will apply to all Company-provided
benefit programs.
7.2.4 Regular part-time employees shall receive a pro-rated PT accrual based
on Article 7.2.3 as follows:
Hours of Work per Week Accrual Rate
Under 20 0%
20-29 75%
30-35 88%
Over 35 100%
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7.2.5 Temporary employees shall not accrue PT. Should a temporary employee
continue on to regular employment, the employee's continuous time spent in
temporary status shall be used for purposes of their PT accrual tier.
7.2.6 Time spent in military service shall be considered time worked for the
purpose of determining the rate of PT accrued under the preceding sections of
this Agreement, provided the employee had left the employ of the Company to
enter military service and returned to its employ within such time as may be
prescribed by law. Each employee, upon leaving their job to enter military
service, may receive pay for all PT credited in their PT bank as provided in this
Agreement.
Upon resuming work for the Company, as described above, the employee will
receive, in the year of reemployment, PT credits to their PT bank equivalent to
what they would have received had they been continuously employed
throughout the preceding payroll year, less any payments previously made to
them on account of accrued PT credited for the same prior year.
7.2.7 PT shall be paid at the straight time rate of pay. If a holiday is observed
by the Company on a workday within an employee's PT period, the holiday shall
not be considered as PT.
7.2.8 New hires will be eligible to utilize PT when accrued subject to supervisory
approval and the provisions of this Article. Probationary employees who
separate employment have no claim to compensation for earned and unused
PT benefits.
7.2.9 PT Carryover
Employees' individual PT banks may be carried over to a new payroll year with
carry over limited to 320 hours. Employees will continue to accrue hours each
pay period of the payroll year and the cap of 320 hours shall be applied only at
the end of the payroll year. Should the Company cancel an employee's
scheduled PT for operating purposes, and this time off cannot be rescheduled
before the end of the payroll year and the cancellation causes the employee to
have PT in excess of the allowable cap for the payroll year, the excess hours
will be carried into the next payroll year. Written authorization from the
employee's supervisor and labor relations will be required to document
approval. Employees shall not receive pay in lieu of taking PT.
7.2.10 At the end of each payroll year, any PT hours above the employee's PT
cap outlined in Article 7.2.9 will be deferred into the employee's supplemental
leave bank. The supplemental account can only be used to supplement short-
term disability (STD), worker's compensation, and STD upon retirement, and
the provisions outlined in Article 7.3.4.
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7.2.11 Disability
In the event that disability as defined by Article 7.3 of this Agreement occurs
prior to and interferes with the scheduled PT, the time off will be rescheduled.
Time spent on STD leave shall be considered time worked for purposes of per
pay period PT accrual.
7.2.12 Scheduled and Unscheduled PT
Pre-scheduled PT is a personal leave time which may be granted to begin at
any time during the payroll year, due consideration being given to (a) minimum
interference with the Company's business and (b) seniority. Employees should
make their PT leave requests at least fourteen (14) calendar days prior to the
beginning date of the requested leave. Employees who cancel prescheduled
PT of four (4) consecutive days or more, should do so at least fourteen (14)
calendar days prior to the beginning date of the requested leave. Seniority
rights in the preferential scheduling of PT must be exercised prior to April 30.
Unscheduled PT is personal time leave not scheduled whereby an employee
may be allowed to use PT, provided their request does not create scheduling
problems and no additional expense is caused the Company by such
scheduling, subject to notice provisions as required by the Agreement.
Notification of absence after regular work shift begins will be considered to be
an unexcused absence.
Unscheduled PT which is used for (a) personal illness or injury or (b) family
illness or injury, may at the Company's reasonable discretion, require a
physician's verification of illness.
7.2.13 Employees, with the consent of the department head, may elect to split
their time off 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 time off may be required by
department management.
7.2.14 Employees entitled to PT, who are absent from work due to injuries
sustained in the line of duty, may elect to take their time off 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 PT
allowances. The total amount to be received by the employee, either by
paycheck or by payments under such workmens' compensation acts, shall be
equal to, but shall not exceed the employee's regular pay.
7.2.15 PT Pay Upon Termination
At termination or retirement, any remaining PT hours for non-probationary
period regular employees, up to their annual accrual rate outlined in Article 7.2,
will be reimbursed at 100% of the employee's current hourly base pay rate.
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Terminating or retiring employees must be actively at work on the last day of
employment and cannot take their final day(s)/week(s) of employment as PT in
order to prolong or delay the termination or retirement date; instead, their PT
will be cashed out at 100% of their annual accrual outlined in Article 7.2. In the
event an employee qualifies and is approved for LTD benefits, is displaced
pursuant to layoff provisions of this Agreement, or dies, all available PT is
reimbursed at 100% of the employee's current base pay rate.
7.2.16 Effective December 26, 2023, all regular employees will receive PT to use
for sick leave. Sick leave accrued in prior agreements shall no longer be
accrued.
7.2.17 Sick leave balances at the transition to PT (Payroll Year 2024)
Effective in the 2024 payroll year, employees will no longer accumulate sick
leave. At the time of this transition to PT, employee's sick leave hours will be
transitioned as follows:
• Balances of 160 hours or greater (including all fractional hours) will be
credited to their supplemental bank. All remaining hours below 160 will
be credited to their new PT bank.
• Balances below 160 hours will be credited to their new PT bank.
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. An
STD program description is available to all employees. This benefit equals 75%
of regular pay and covers absences for up to 180 calendar 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 PT or floating holiday during this time.
(Amended 1126/2023)
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 floating holiday or PT. (Amended 1/26/2023)
7.3.3 Employees who have exhausted their STD benefit and have not qualified
for long-term disability (LTD) benefits and are unable to return to work will be
provided 60 calendar days of unpaid leave in which to attempt to qualify for
LTD 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 LTD 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. (Amended
1/26/2023)
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7.3.4 A notional health reimbursement account will be established for eligible
employees of the Union 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
Company and Union 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 health reimbursement account, an account will be created in the
surviving spouse and/or eligible dependents name.
When the retiree reaches age 65 and all Company and Union 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 or
compensable work-related injury. The LTD group policy document drives the
delivery of this benefit and is available to all eligible employees. This benefit
equals 60% of regular pay and covers absences after 180 calendar days of STD
benefits for each unrelated illness or injury. This benefit will continue under the
terms defined in the LTD group policy in effect at the time the employee
qualified for LTD. (Amended 1/26/2023)
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.
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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 medically qualified/released and
physically able to perform the work and meet the qualifications of the position, if any.
7.4.3 Employees returning from LTD or on LTD have the right to bid on
vacancies under the terms of this Agreement provided they are medically
qualified/released and 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 PT upon their return based on years
of service.
Employees whose STD benefit has ended and are unable to return to work will
be provided 60 calendar days of unpaid leave in which to attempt to qualify for
such benefits or return to work. At the end of the 60 calendar days, 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
from the last day of STD) they will be viewed as having qualified for such
benefits and their rights will be restored. (Amended 1/26/2023)
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 active employee of the Company, who sustains a compensable work-
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related injury 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. (Amended
1/26/2023)
7.7.2 The Company will provide STD benefits to an active part-time/full-time
employee due to time loss associated with a compensable on-the-job injury.
Beginning with the first day of time loss and consecutively up to 180 calendar
days, benefits are paid at 75% of their regular pay. The STD benefit can be
supplemented in the same means as the STD benefit described in Article 7.3.2
above. The STD benefit is adjusted against the temporary-total disability (TTD)
benefit provided by the workers compensation third party administrator (TPA)
so not to exceed the 75% STD benefit provided by the Company. At the end of
the 180 calendar 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. (Amended 1/26/2023)
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 regular
rate of pay for time off work to attend medical appointments for approved, on-
the-job injury claim(s). This benefit can be supplemented in the same means as
the STD benefit described in Article 7.3.2 above. (Amended 1/26/2023)
7.8 Military Leave
7.8.1 An employee covered by this Agreement 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:
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
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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 26, 2023, employee contributions will be as outlined below and
based upon the cost of the comprehensive plan and employee enrollment. Plan
cost be determined and communicated in October each year.
• Plan year 2023: 25% Employee/75% Company
• Plan year 2024: 22% Employee/78% Company
• Plan year 2025: 22% Employee/78% Company
• Plan year 2026: 20% Employee/80% Company
• Plan year 2027: 20% Employee/80% Company
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. (Amended 1/26/2023)
7.9.3 All present and future retirees who were employed before January 1, 2007, 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.
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
8 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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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 Points Annual HRA Allocation 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.
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 Company and Union recognize
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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 Plan
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.
Beginning in Plan Year 2024 (December 26, 2023), the Company match will be
increased from 65% to 100% on 6% of eligible plan compensation up to the
regulatory limits. Beginning in plan year 2024 (December 26, 2023), the 1%
discretionary award will be eliminated. (Amended 1/26/2023)
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 PT 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 forty (40) hours of paid
bereavement leave for each death in the immediate family. Immediate family is
defined as a spouse, including individuals in a civil union or domestic
partnership; a parent, including stepparent, parent-in-law, civil union and
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domestic partner's parents; a mother and partner who have experienced
pregnancy loss, including miscarriage and still birth; a sibling, including
sister-in-law or brother-in-law; a child, including child of a civil union or
domestic partner, biological, adopted, foster, stepchild, daughter-in-law or
son-in-law; a grandparent or grandchild; an aunt, uncle, niece, or nephew; or
any person over whom the employee is a legal guardian.
Special circumstances will be given to any other person whose association
with the employee was similar to any of the above relationships. Additional
time off may be granted depending on various circumstances, such as
distance, the employee's responsibility for the funeral arrangements and the
employee's responsibility for taking care of the estate of the deceased.
Employees should inform their manager or supervisor immediately or as soon
as reasonably practical of the need to utilize bereavement. The company may
require verification of the need for the leave upon the employee's return to work
(i.e., a death certificate, obituary, etc.).
Bereavement leave will be paid at straight time and shall not be used for the
purposes of calculating overtime. Bereavement leave is also available to attend
the funeral of a coworker. The length of time (e.g., days, hours) for such paid
leave depends on various circumstances, including distance to the service and
relationship. (Amended 1/2612023)
7.15.2 (Deleted 1/26/2023)
7.15.3 (Deleted 1/2612023)
7.16 Drug and Alcohol Testing
7.16.1 Employees covered under this Agreement are subject to random,
reasonable suspicion, and post-accident drug and alcohol testing. Additional
details regarding drug and alcohol testing are contained in a memorandum of
agreement/letter of agreement between the Company and Union (most current
dated April 12, 2012). (Amended 1/26/2023)
Article 8 - Duration of Agreement
8.1 This Agreement shall remain in full force from January 26, 2023, hereof and will remain
in effect until 11.59 P.M., January 25, 2028, 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 Company and Union 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
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extended by mutual consent. The Company and Union 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
Agreement, the Company and Union are free to pursue any and all legal means to resort
to economic pressure to resolve the Agreement including the right to strike or lockout.
The Union will not strike, and the Company will not lockout its employees after January
26, 2028, 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 st day.
In the event of a work stoppage after expiration of the Agreement, 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.
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Position Title: Senior Plant Technician — Maintenance
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 ski
• 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.
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INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS
LOCAL UNION 57
Kevin wen
Business Manager
IBEW Local 57
ROCKY MOUNTAIN POWER
Julie Lewis
Vice President of Human Resources
PacifiCorp
Subject to the approval of the International President of the International Brotherhood of
Electrical Workers.
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Creation of a Taft-Hartley Pension Trust 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
Compensation majority of the month multiplied by 173.333 hours plus incentive
(PEC): 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)
(FAP): highest 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 Company and Union 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 Company and Union agree that the effective date of the provisions of this MOA will
be July 1, 1999.
Employees Fifty (50) Years of Age and Older
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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
Company and Union 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 Company and Union 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 Company and Union, 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
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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.
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(I), 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.
Temporary Hiring Hall Employees
October 3, 2004
With this Memorandum of Agreement between PacifiCorp, the f, 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:
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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;
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. Rejection 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.
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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 4tb year progression, they would be paid
at the highest progression rate achieved while working for the Company in that
classification. 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.
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J. 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
Working Between Local 57 Collective Bargaining
Agreements - April 25, 200
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.
Travel Time for Training
Revised January 26, 2023
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 elect to stay with
friends or family members and be compensated $50 per night, subject to pre-
approval of management.
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.
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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.
Senior Plant Technician - Operations Letter of Agreement
January 26, 2023
Candidates offered the position of Senior Plant Technician — Operations (SPTO) must
meet the minimum physical and knowledge requirements described below.
Position Overview
The SPTO is primarily responsible for the safe and efficient operation of the combined
cycle power plant. The incumbent will ensure that all necessary inspections and routine
and non-routine plant operations are carried out in a timely manner, and that operational
activities are carried out, and appropriate records are maintained. SPTOs will perform
project leader and planning functions as part of their regular duties. Employees may be
assigned to direct the work of outside vendors or assume a leadership role during a
planned outage or during other service needs. Secondary duties may include
maintenance activities that the employee is qualified to perform. Plants operate on a 24/7
schedule, and SPTOs are required to work rotating shifts, which may include weekends
and holidays, and will be required to cover as and when required to maintain minimum
staffing. Overtime work is an expectation of the position.
The position requires effective communication skills, ability to work in a team
environment, and proficiency with computers and related software. Must successfully
complete a respiratory evaluation and PacifiCorp's fitness 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 shift.
Minimum Qualifications
• At least three years' experience as a control room operator or shift leader in the
operation of a power generating plant or similar facility, or equivalent education or
training, e.g.,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).
• Successfully pass a written 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 by the Company
and Union and will be objectively gradable.
• Effective communication skills
• Participate in a panel interview consisting of management as well as represented
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2023-2028 Collective Bargaining Agreement
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• employees.
• Successfully pass required Company background checks
• Participate in a panel interview comprised of management and represented
employees
• Selection of the candidates will follow the rules as written in the "Hiring & Shift
Transfers" section of the Agreement. Management shall make the final hiring
determination.
Preferences
• Maintenance and/or operational experience on natural gas combustion turbines
• Previous experience in leadership or a supervisory capacity
It is the preference of the parties to fill operations vacancies with candidates who are
SPTO-qualified; however, if there are no qualified or suitable candidates, then other
applicants may be considered and offered a position of Auxiliary Operator (AO) in
accordance with the "CT Auxiliary Operator— 2022" letter of agreement.
SPTO Advancement
SPTOs transferring between PacifiCorp plants will be required to fulfill the plant-specific
qualification standards for AO and/or STPO developed for the plant to which they are
transferring.
Candidates hired into the position of SPTO will be required to advance through the plant-
specific qualifications by completing the required SPTO and AO certification requirements
with a passing score and successfully demonstrating practical knowledge of plant
operations.
Candidates hired into the position of SPTO will advance at the pace dictated by their own
initiative but shall not exceed nine (9) months from the date of hire to complete SPTO and
AO certification, except in rare cases of personal hardship or Company constraints. The
employee shall advance to the SPTO Certified classification upon the successful
completion of their SPTO and AO certification, checkouts, and oral board. All certification
records are to be maintained as instructed by the supervisors at the location.
New hire SPTOs may complete AO and SPTO certification earlier than the maximum time
frames.
SPTOs will not be allowed to work by themselves until they have completed their AO
certification, at which time they will be released to fulfill duties of a certified AO. In the
interim, qualifying SPTOs will work under the direction of a fully certified SPTO or certified
AO. Continuation of the employee's training to become a certified SPTO will occur under
the direction of a fully certified SPTO, and the employee will fulfill all duties as the AO
until they complete their SPTO certification.
Probation and Termination
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2023-2028 Collective Bargaining Agreement
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If the employee is a new hire within PacifiCorp, they will be subject to a probationary
period of six (6) months. During this period, the incumbent may be terminated without
cause. If the incumbent fails to complete AO or SPTO certifications within the prescribed
time periods as outlined, then they will be required to successfully bid to another position
within sixty (60) days or they shall be terminated.
The parties may mutually agree to allow an exception to the prescribed qualification time
periods due to plant operations or personal hardship circumstances preventing the
incumbent from meeting those prescribed time periods.
Certification Requirements
The AO and SPTO certification requirements shall be recommended by CTJOTC, with
final determination to be made by management and memorialized in an LOA. As
necessary, these requirements may be modified by mutual agreement due to advances
in technology, software, upgrades, addition of new equipment, or where additional
qualification needs are identified.
This LOA may be modified by written mutual agreement of the parties.
CT Auxiliary Operator Letter of Agreement
January 26, 2023
The Auxiliary Operator (AO) position is an entry-level operator position for candidates
who do not possess all of the requirements to be a Senior Plant Technician - Operations
(SPTO).
Position Overview
The AO is primarily responsible for the safe and efficient operations of the combined cycle
plants owned and operated by PacifiCorp. Under the direction of a SPTO Certified, SPTO,
or certified AO, the incumbent is responsible for carrying out all necessary routine
inspections, as well as routine and non-routine plant operations in a timely manner. The
plants run on a 24/7 schedule, and AOs are required to work rotating shifts. Overtime
work is an expectation of the position.
The position requires effective communication skills, ability to effectively work on a team,
proficiency with computers and related software, completion of a respiratory evaluation
and fitness 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.
All AOs are expected to advance into the SPTO classification within the time frames
addressed in this letter of agreement (LOA).
Minimum Qualifications
• Successfully pass a written 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
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2023-2028 Collective Bargaining Agreement
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process. This exam will be jointly developed and administered by the company and
Union and will be objectively gradable.
• Successfully pass the required Company background checks
• Participate in a panel interview comprised of management and represented
employees
• Selection of the candidates will follow the rules as written in the "Hiring & Shift
Transfers" section of the Agreement. Management shall make the final hiring
determination.
Preferences
• Three years of experience in the operation of a power generating facility, or
equivalent education or training e.g., technical skills/qualifications, military, trade
school, etc.
• Maintenance and/or operational experience on natural gas combustion turbines.
AO Advancement
AOs transferring between PacifiCorp plants will be required to fulfill the plant-specific
qualification standards for AO and/or SPTO developed for the plant to which they are
transferring.
Candidates hired into the position of AO will be placed at a Step 1 or Step 1 based on the
qualifications under which they were hired:
• Step 1 will be those with less than three (3) years' experience in a power
generating facility.
• Step 2 will be those with three (3) years or more experience in a power generating
facility or equivalent education or training as defined above.
They will be required to advance through the plant-specific qualifications by completing
the required (AO) certification courses with a passing score and successfully
demonstrating practical knowledge of plant operations.
Candidates hired into the position of AO Step 1 shall be required to stay in the Step 1
classification for six (6) months from the date of hire and complete certification. Upon
completion of the AO Step 1-certification, candidates will have a maximum of nine (9)
additional months to successfully complete the AO Step 2 certification, checkouts, and
oral board. Upon completion, they will advance to the SPTO classification and
corresponding training program without the need for bidding. All certification records are
to be maintained as instructed by the supervisors at the location.
Certified AOs may complete their Step 2 certification earlier than the maximum time frame
and receive an adjustment in wage scale upon completion. Compensation increases for
advancements will become effective the first day of the pay period immediately following
step certification.
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AOs will not be allowed to work by themselves until they have completed their AO
certification. In the interim, they will work under the direction of a fully certified SPTO or
certified AO.
Probation and Termination
If the employee is a new hire within PacifiCorp, they will be subject to a probationary
period of six (6) months. During this period, the incumbent may be terminated without
cause. If the incumbent fails to meet the completion of certification for AO or SPTO within
the prescribed time periods as outlined, then they will be required to successfully bid to
another position within sixty (60) days or they shall be terminated.
The parties may mutually agree to allow an exception to the prescribed qualification time
periods due to plant operations or personal hardship circumstances preventing the
incumbent from meeting those prescribed time periods.
Certification Requirements
The AO certification requirements shall be recommended by CTJOTC, with final
determination to be made by management and memorialized in an LOA. As necessary,
these requirements may be modified by mutual agreement due to advances in
technology, software, upgrades, addition of new equipment, or where additional
qualification needs are identified.
This LOA may be modified by written mutual agreement of the parties.
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.
PacifiCorp/IBEW Local 57 Combustion Turbine
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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 an on the job accident
• 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 their 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.
PacifiCorp/IBEW Local 57 Combustion Turbine
2023-2028 Collective Bargaining Agreement
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Testing
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.
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
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2023-2028 Collective Bargaining Agreement
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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/z Zoiz 4 IZ rl2
Brent Donohue / Dfite a-eartms / Date
Shift Trades
May 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.
4. The shift trade must occur and be worked in the same workweek.
5. A shift trade may not cause an employee to extend their workday 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 hours 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.
PacifiCorp/IBEW Local 57 Combustion Turbine
2023-2028 Collective Bargaining Agreement
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Vacation And Sick Leave Provisions for Employees Who Leave Company
for Full-time 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
PacifiCorp/IBEW Local 57 Combustion Turbine
2023-2028 Collective Bargaining Agreement
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Union Contact Information:
I.B.E.W. Local Union 57
Phone [phone]
Fax No. [phone]
Email: Local57(a ibew57.com
Website: www.ibew57.com
PacifiCorp/IBEW Local 57 Combustion Turbine
2023-2028 Collective Bargaining Agreement
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WAGE TABLE
IBEW Local 57CT Wage Table 2022-2027 Effective Effective Effective Effective Effective
Wage Schedule and Job Classifications 1/26/2023 1/26/2024 1/26/2025 1/26/2026 1/26/2027
0
Notes Job Classification Level Job Code PS Group (2.5%GWI- (2.5%GM- 2.5% 2.5% 2.5%
1.5%Mrkt A4j) 2%Mrkt A4j)
C Auxiliary Operator 5877 5877 45.03 47.08 48.26 49.47 50.71
C Sr Tech-Operations 1 9292 9292 52.30 54.68 56.05 57.45 58.89
Sr Tech-Maintenance 1 9293 9293 53.36 55.79 57.18 58.61 60.08
D Auxiliary Operator-Ste 1(80%of SPTO Certified) 1 422 422 41.84 43.74 44.84 45.96 47.11
D lAuxiliary Operator-Ste 2(87%of SPTO Certified) 1 1 423 1 423 45.50 47.57 48.76 49.98 51.23
D I SPTO(95%of sPTo Cerfified) 1 1 424 1 424 49.69 51.95 53.25 54.58 55.95
D SPTO Certified 1 425 425 52.30 54.68 1 56.05 57.45 58.89
Note A The Parties agreed to a 1%spot increase for the maintenance&auxillary operations classifications in addition to the general wage increase for 2023.This
adjustment shall be applied prior to the 2023 general wage increase.
Note B The Parties agreed to a 2%spot increase for the operations Journeyman classifications in addition to the general wage increase for 2023. This adjustment
shall be applied prior to the 2023 general wage increase.
Note C The Parties agreed that these classifications will be phased out in favor of the new SPTO training progression classifications(AO Step 1,AO Step 2,
SPTO,SPTO Certified)at the time the new training program is established by the CTJOTC.
Note D The Parties agreed that these classifications will be available at the time the new training program is established by the CTJOTC.
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